| Acknowledgement |
| 1 INTRODUCTION |
| 1.1 Overview |
| 1.2 Aim Of The Study |
| 1.3 Objectives Of The Study |
| 1.4 The Hypothesis |
| 2. LITERATURE REVIEW |
| 2.1 Human Resource Development |
| 2.2 Definitions Of Human Resource Development |
| 2.3 The Importance Of HRD In The Organization |
| 2.4 Introduction To Training |
| 2.5 Definition Of Training |
| 2.6 Aims And Objectives Of Training |
| 2.7 Benefits of Effective Training |
| 2.7.1 How Training Benefits the Organization |
| 2.7.2 Benefits to the Individual Which in Turn
Ultimately Should Benefit the Organization |
| 2.7.3 Benefits in Personnel & Human Relations,
Intragroup & Intergroup Relations & Policy Implementation |
| 2.8 Training Model |
| 2.9 Training Process |
| 2.9.1 High Impact Training Model |
| 2.9.1.1 Identify Training Needs |
| 2.9.1.2 Map the Training Approach |
| 2.9.1.3 Produce Effective Learning Tool |
| 2.9.1.4 Apply Successful Training Techniques |
| 2.9.1.5 Calculate Measurable Results |
| 2.9.1.6 Track Ongoing Follow-Through |
| 2.10 Training Methods |
| 2.10.1 On the Job Training |
| 2.10.1.1 Some Methods |
| 2.10.2 Off the Job Training |
| 2.10.2.1 Some Methods |
| 3. METHODOLOGY |
| 3.1 Data Collection Methods |
| 3.1.1 Primary Data |
| 3.1.2 Secondary Data |
| 3.2 Rationale For Chosen Research Method |
| 3.3 Sample Choice |
| 3.4 Limitation Of The Research Method |
| 3.5 Reliability And Validity |
| 4. FINDINGS AND ANALYSIS |
| 4.1 Findings |
| 4.2 Analysis |
| 5. CONCLUSION AND LIMITATIONS |
| 5.1 Conclusion |
| 5.2 Limitations |
| 6. APPENDICES |
| 7. BIBLIOGRAPHY |