ISSN (Print): 2328-3734, ISSN (Online): 2328-3696, ISSN (CD-ROM): 2328-3688 American International Journal of Research in Humanities, Arts and Social Sciences AIJRHASS 13-272; © 2013, AIJRHASS All Rights Reserved Page 260 AIJRHASS is a refereed, indexed, peer-reviewed, multidisciplinary and open access journal published by International Association of Scientific Innovation and Research (IASIR), USA (An Association Unifying the Sciences, Engineering, and Applied Research) Available online at http://www.iasir.net CORPORATE TRAINING: AN EMERGING ISSUE IN HR Avnish Sharma 1 Aneesya Sharma 2 Institute of Business Management GLA, University, Mathura INDIA I. Introduction Traditionally, the purpose of organizations was to generate the adequate amount of profit in order to maintain its smooth functioning and survival but with the emergence of stiff competition this become a big challenge for the organizations of almost every sector and area. Earlier the management concepts and practices were popular in western countries‟ industries only which give base to their smooth industrial development. But with the evolution of industrial revolution in emerging economy, lot of manpower oriented management practices also emerged around the globe in order to strengthen industrial or business management process in different countries. HRM strongly believes in planning, organizing, directing, developing and controlling the human resources of an organization in order to achieve its planned targets and defined goals. Among all the important functions and practices of HR, employee development through systematic training is one of the most significant and popular function which focus on achieving the objectives of organization through employee‟s potential appraisal and human development. On the other side, Human resource development is the core of development function of HR which strongly focuses on overall personality development of working staff for an organization. Today it is realized by the almost every organization that without the planning, development and implementation of a sound HRD philosophy. Today, the business environment is changing continuously and it pressurizes the organizations to stay ahead in the competition through employee training and development activities. The importance of continued learning as a part of training process is an overarching trend of organization and societal needs, which believes that organizations must foster employees learning as a core social responsibility to ensure competitiveness in the global marketplace. [1] In totality, training and development becomes a significant primary function of HRD which refers to the process of obtaining and transferring the knowledge, skills and abilities (KSA) needed to perform the assigned activity or task [2]. In all the organizations of various industries, Training and development function is becomes equally beneficial for both the employer and employee and creates ample benefits for both concerned parties. For meeting current and future business demands, organizational training function includes a wide range of learning activities and actions, including training for performing tasks & duties and transferring and sharing of knowledge to offer the better customer service as well as ensuring the employee‟s career development, in total creation and expansion of Abstract : In the time of competition only those organization survives which are having sound HRD policies. Without having adequate HRD mechanism no organization can think of its employee’s commitment and its overall development. According to researchers & HR experts in the area of HRD, to develop a systematic training and development program in an organization that will lead to the development and career growth of employees as well as promote organizational growth and finally ensures organizational sustainability and survival in the competitive market, HRD’s role is indispensible. In this changing market scenario, it has become essential for business organization to plan and execute a need based systematic training program which helps to achieve its broader vision strategically. In this line, the present paper has tried to have better understanding of training philosophy through various researches related with employee’s training and development. It also highlights the concept of HRD & corporate training, its approaches, training significance, popular training modules, role of learning principles in employee’s training, ethical issues in area of corporate training, training process at HCL and various future trends that will affect training. Key words: HRD, corporate training, employee development