The ultimate aim of any modern corporate is growth with profit maximization. Growth is the first and foremost characteristic of nature and its products which include modern societies with all their industrial, agricultural and service sectors and above all the research organizations to cater to the needs of primary, secondary and tertiary sectors. Governed by the laws of the universe and nature, societies, markets and above all human life are in the constant churn of development in the realm of creativity and innovativeness.

Basically, training provides the retention and motivation of staff in an organization. No training department survives by conducting training sessions all the time. Assessment of every individual after the program enables him to know how much of the learning is put to practice. Training involves using professional role players to improve the existing training courses.

Training plays an important role in the development of an organization. This is vital for every organization to cope with the changes which occur in the market economy from time to time and also helps to enhance their skills, adapt latest technology and compete with the best companies. Globalization exposed towards the international competition where the employee requires both hard and soft skills.

In an organization, learning occurs at individual, group and organizational levels. Training processes are scrutinized and aligned with organizational goals. Training and development is an important part of a system intended to develop the intellectual capital and manage the organizational knowledge. Training promotes retaining and motivating the staff. In today’s context, no training department will survive by merely conducting continuous training programs. It is necessary to assess the individual after training and how much one is able to put the learning into practice. Today, the training managers have to practically solve the performance related problems besides conducting training programs.

Mere placement of people in jobs does not ensure their success. More often than not, it is the lack of clarity on the role-play, which comes in the way of goal congruence i.e., a mismatch between the employee’s and the employer’s perception on the employee’s role. In the modern era, these goals—both the employer and employee’s—are continuously changing. Here, we feel that the training is essential to hone the skill level, improve the versatility and enhance the adaptability of employees. Therefore, training and development occupies a major role for the development of any organization in this global village. Keeping this in view, a book is focused on training and development with special reference to approaches, needs, measuring, evaluation and case studies.

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