• Prof. Yogini Andalgavkarkulkarni
• Dr. D. R. Baheti

Competent employees don't remain competent forever. Skills deteriorate and can become obsolete. That's why organizations spend billions of dollars each year on formal training" (Stephen, 2001, p. 480). The term training, according to The ASTD Reference Guide to Workplace Learning and Performance (American Society for Training & Development, 2000), "is intended to build on individual knowledge, skills and attitudes to meet present or future work requirements." Competency comprises the specification of knowledge and skills. The application of knowledge and skills to the standard of performance requires completing a task.In the 1980s, human resource development (HRD) introduced competency-based training, which was implemented worldwide later. Competency-based training aims to not only improve employees' knowledge, abilities, and skills, but also upgrade their organization's performance. In both the private and public sectors, competency-based training is a popular method. However, since training often takes place in complex organizational environments, it is common for training practitioners to neglect certain steps and principles, especially in the public sector.Based on a literature review and content analysis, this paper examines four research problems related to competency-based training and strategies in the public sector:

competency, training, effectiveness.

"EFFECTIVENESS OF COMPETENCY BASED TRAINING: A LITERATURE REVIEW", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.5, Issue 7, page no.296-302, July-2018, Available :http://www.jetir.org/papers/JETIRA006052.pdf

"EFFECTIVENESS OF COMPETENCY BASED TRAINING: A LITERATURE REVIEW", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.5, Issue 7, page no. pp296-302, July-2018, Available at : http://www.jetir.org/papers/JETIRA006052.pdf