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In this article the importance of a dynamic sales force to an organisation involved in marketing products is described. The article goes on to stress the importance of a sales training program based on a sound understanding of the sales force environment and reinforcing the overall marketing objectives. It is suggested that sales training program effectiveness also needs to be monitored. Show less

This paper attempts to explore the possibilities of an emerging technology to be applied for creating innovative methods for training people in different disciplines. The emerging technology that finds a great potential for applications in training is Virtual Reality (VR). In simple terms, VR is an entity or event, which is real in effect but not in fact. The unique features and flexibility of VR give it extraordinary potential for use in work-related applications. VR enhances the effectiveness of any form of training from a classroom environment to manufacturing, military, medical training and even distance education. This paper is part of an AICTE [All India Council for Technical Education] sponsored project on 'Virtual Reality Applications in Marketing' carried out in Mepco Schlenk Engineering College.

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The effectiveness of an educational system to a large extent is influenced by the calibre of the teachers and their own commitment to their jobs. One has to see the need and significance of the teacher training in this context. The article mainly aims at first drawing the profile of a technical teacher and then identifying his training requirements and also discusses a way to do this.

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The outward bound method is based on the proven fact that the easiest [knowledge] to remember and recall is the knowledge that is acquired through authentic personal experience. Learning in such programs is purely experiential, based on the philosophy 'if you don't do it, you probably won't get it'. The participants get an opportunity to get away from their routine and embark on an adventure dealing with the unfamiliar and get the excitement of discovery, challenge and growth. Outward bound programs provide opportunities to realise the physical and mental potential by overcoming challenges and obstacles.

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This paper presents, using ARMTI as a case, the need for management training in agriculture, governments' efforts at providing such training, the factors militating against such efforts and the attempts to solve the problems. Management training [is] required in agriculture in modern farm practices, extension services management, application of modern inputs and management of agricultural credit. ARMTI is aimed at achieving management training for public officers in the agricultural sector, conducting management research consultancy and advisory services, and dissemination of management information. At inception, ARMTI was financed through the World Bank (WB) loans and the Federal Government of Nigeria, and it focused mainly on Agricultural Development Projects (ADPs) and other projects in agriculture. Since the ADPs training participation was totally paid for by the Bank, they constituted 53% of ARMTI training participants but this declined to 17% after WB facilities ceased. The private sector's share increased to 48% from 17% during the period. The factors determining training participation include financial capability of client organizations, adequate financing of training institutions and client organizations' attitude towards staff development. Government should adequately fund public institutions; financially empower public client organizations while training institutes should generate internal funds.

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The management institutes, academics, consultants and the government play an important role in effectiveness of the training. However, in ultimate analysis the internal people in the organization play a critical role in deriving maximum benefit from training. The article discusses the role of line managers, HRD [human resource development] department, along with trainers, academics and the government in increasing the effectiveness of training.

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In the era of globalisation, Indian agriculture gained a new look as a business venture which focused on developing profitable and sustainable agricultural enterprises to meet the increasing internal food demands and export. This approach calls for building farmers' capacity to absorb and integrate new scientific knowledge and practices with their indigenous wisdom to create and maintain sustainable enterprises (Swaminathan, 2000). In this context, the extension system should reorient its role and responsibilities and equip its human resources to meet emerging challenges. Training is a crucial and continuous input for any efficient and effective transfer of technology system. The Indian agricultural extension system, being the largest of its kind in the world, is facing innumerable challenges in training its vast human resource base. On the other hand, the emerging communication technologies offer capabilities that refine and re-define the modes of human communication thus improving efficiency and effectiveness of the communication endeavour. This paper introduces teleconferencing as a training medium which offers an interactive and low-cost training over distance. It also describes its advantages and limitations and some innovative applications in extension training. Finally, it analyses the feasibility of using teleconferencing in extension training in Indian conditions.

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The events over the last decade have shown that the state monopoly structure in the electricity supply industry is unsustainable, both in financial viability and in operational performance, and is evolving into a more competitive market. The object of reform is to improve the efficiency and generation by opening out the market to private operators to bridge the demand supply gap, and to reduce supply costs through competition. However this restructuring also has larger economic as well as social costs and benefits affecting human resources, which is the focus of this paper. In the context of the changing scenario in the power sector the paper argues for a greater role for human resource development, and specifically training for retention and redeployment. This paper examines the causes and remedial measures of market failure in training and recommends, on the basis of empirical evidence, a policy to support increase of public-private partnerships in training, along with enabling and regulatory mechanisms.

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This article describes a training module specifically designed for the manufacturing industry. The module was designed according to the specific needs of the company. It follows the process, from the initial discussions with management about the design of the key objectives, through the development of the module and its outcomes. The lack of motivation to learn was seen as the main difficulty in conducting the program. The main element in the design process was to raise the desire of the employees to learn. It discusses the learning process and provides points on how to conduct training. It emphasises that it is crucial to understand the theories of learning and the methods of training to effect significant change and implement a successful training program. Show less

This paper discusses an innovative training methodology termed as the 'I' methodology, its relevance, potential benefits and areas of concern. The author aims to shed realistic light on the use of this methodology for making the training function more successful for all involved - the trainees, the trainer and the organisation at large. The paper is based on real life training experiences and feedback from participants over the years the methodology has been in use.

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