“A STUDY ON TRAINING AND DEVELOPMENT AT THIRU AROORAN SUGARS PRIVATE LIMTED, THIRUMANDANGUDI” INTRODUCTION: Training is the systematic development of knowledge, skills and attitudes required by an individual. to adequately perform a given task or job. Training can involve learning of different types and in various situations, that is to say in the workplace, outside of work, in the company or outside the company. This may involve the use of many techniques such as demonstration, practice, coaching, guided reading, lectures, discussions, case studies, role plays, homework, projects, group exercises , programmed learning, seminars, workshops, games, quizzes, etc. These techniques can be deployed by many people, particularly by trainers, managers, supervisors, colleagues or external company trainers and educators. According to Flippo, “Training is the act of increasing an employee’s knowledge and skills to perform a particular job.” Training involves the development of skills typically needed to perform a specific job. Its objective is to achieve a change in the behavior of those trained and enable them to do their work better. Training makes newly appointed employees fully productive in less time. Training is also necessary for old employees whenever new machines and equipment are introduced and/or there is a change in work techniques. SIGNIFICANCE OF THE STUDY: The study contributes to improving training and development practices in TASL by providing practical information. on fundamental issues of training and human resources development. The results of this study will contribute and complement the already existing knowledge and literature on the role of training and human resource development, particularly in needs analysis (Tna) practices: A survey of the 1000 largest companies in Malaysia (Salwa, 2005)4. Training needs analysis: an evaluation framework (Kelly Daniel, 2004)5. Training and development of human resources in customs, excise and preventive services (CEPS) in Ghana (Frank Yawson, May 2009)6. Impact of training and development on organizational performance (Raja Abdul Ghafoor Khan, July 2011)7. Training and development: an important determinant for improving human resource productivity (Hardeep Singh, vol.37 (2012))8. An Assessment of Training Needs for the Lumber Manufacturing Industry in the Eastern United States (Joseph Denig, January 2008)9. A new integrated framework for training needs analysis (Paul J. Taylor, August 2006)10. Benchmarking Training and Development Practices: A Multi-Country Comparative Analysis (Ellen A. Drost, 2002, Vol. 41, No. 1, Pp. 67–86)