Training is performance oriented. Changes in behavior can only be bestowed if learning takes place. Training refers to the attainment of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills. This case study explains the training principles applied by international non-profit organization, Greenpeace.

Each and every position in an organization calls for a certain amount of expertise in terms of knowledge, skills, and attitudes. The person occupying the position may not have all the elements of expertise required for effectively performing the tasks of that position. The need for training arises on account of the requirement of filling a gap between the skills and competencies required for the performance of a job and the expertise actually possessed by the job holder. This gap is filled either by institutional training or by on-the-job training.

Training of personnel consists of providing them with the necessary facilities and opportunities to acquire knowledge, develop skills, cultivate attitude, behavior and habits for the efficient and effective discharge of their duties and responsibilities. Administrative skills can be grouped into technical skills, human skills and conceptual skills. Training should enable people to perform their present duties effectively and at the same time prepares them to shoulder greater responsibilities in the future. The ultimate objective of training for personnel is improvement in the performance thereby facilitating achievement of organizational goals.

Training today, has become an integral part of any organization's functions and it is believed that the effective performance of the functionaries in the organization depends on the trained personnel managing them. Training may be construed as the art and science of helping the functionaries in acquiring knowledge and skills of those who practice in an organization to make them more effective in achieving the objectives of the organization.

Training is performance-oriented. Changes in behavior can only be brought if learning takes place. Effective learning can be obtained through the use of two or more sense organs and creating a training environment congenial for learning. The learning materials and the training program should be systematically prepared with the learner's requirements in mind so that change in behavior is obtained.

HRM Review Magazine, Effective Training, Organizational Goals, Knowledge Acquistion, Personnel Management, Manpower Services Commission, Corporate objectives, Training and Development Programmes, Management styles, Decision-Making Process, Management skills.