In recent times, training has gained in popularity because of the need for employee motivation and retention, increased productivity and long-term sustenance of organizations. Sometimes, training has failed to deliver because of non-serious approach of top management and commercialization of training function by trainers. The stakeholders have to bring in a professional approach to make training more effective. Training should be integrated as one of the core functions of management. However, the major responsibility lies with the trainer to identify need, customize the content to participants requirements and choose a methodology, which will transfer the learning to the workplace.

Human Resource Development (HRD) is of paramount importance, whether it is a nation, organization, or a family. The economic growth of a nation is directly linked to its HRD initiatives. Therefore, nations strive to set up excellent independent schools, colleges, and universities. Similarly, organizations create departments/divisions for improving the performances and groups in organizational settings. This initiative is known by several names - Human Resource Development, Professional Development, Learning and Development (L&D) or Training and Development (T&D). Broadly, it is defined as Corporate Training.

T&D is a subsystem of Human Resource Management (HRM) and its role is to enhance knowledge, skill and abilities. It empowers the employees to acquire knowledge, sharpen their skills and increase their abilities. Many corporate leaders feel that if a correct attitude is developed, the employee will try to develop himself and be motivated to pick up required knowledge and skills to perform better.

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