INDEX Sr. no Title Pg no 1 Executive Summary 1 2 Company Profile 2 3 Project design and methodology 9 4 Theoretical framework of training and evaluation of training 11 5 Presentation and Interpretation of Data 22 6 Conclusion & Suggestions 24 1
INDEX
Sr.
no
Title Pg
no
1 Executive Summary 1
2 Company Profile 2
3 Project design and methodology 9
4 Theoretical framework of training and
evaluation of training
11
5 Presentation and Interpretation of
Data
22
6 Conclusion & Suggestions 24
7 Bibliography 29
8 Annexure 30
1
EXECUTIVE SUMMARY
Training is a process of learning a sequence of programmed behavior.
It is the application of knowledge. It gives people an awareness of the
rules and procedures to guide their behavior. It attempts to improve
the performance on the current job or prepare them for an intended
job. Most organizations, whatever their size, invest time and money
developing their staff. Whether it is training them on how to use a new
piece of software, complete a form, give good customer service or
write a professional letter, training is an essential part of every
organizations management.
Evaluation is the process of finding out how a course or any other
training exercise has affected the organization. The three aspects that
can be evaluated are - participants’ reaction to the program, what the
trainees learned from the program and to what extent their on-the-job
behavior changed as a result of the program.
The objective of the study undertaken was to evaluate the current
feedback form used for external training for the employees of
Rashtriya Chemicals & Fertilizers Ltd. and to provide the company with
a new feedback form. The feedback forms of sixty-three employees
were evaluated for the period December 2005 - April 2006.Scores were
allocated to this form and on the basis of these scores the
2
effectiveness of the training programmes were analyzed. Due to
certain disadvantages present in the current feedback form a new
feedback form was prepared. The new form prepared contains less
number of subjective questions, is quantified and can be easily
evaluated.
COMPANY PROFILE
RCF MISSION STATEMENT:
a) To produce fertilizers and chemicals efficiently, economically and in
environment friendly manner.
b) To serve the farmers and other customers with quality products
along with support services.
c) To join hands in the growth of national economy.
RCF POLICY AND OBJECTIVES:
Policy:
Rashtriya Chemicals and Fertilizers Limited Commits to Produce and
Market Fertilizers and Industrial Chemicals of Excellent Quality by
using modern and Eco-Friendly Technology to meet the requirements
of customers. RCF will also endeavor to fulfill its obligation to society at
large by continuous improvement and growth.
Objectives of the Company:
3
a) To produce and market fertilizers and chemicals efficiently and
economically in environmentally sound manner.
b) To maintain optimum levels of efficiency and productivity in the use
of resources and to secure optimal return on investment.
c) To take up and implement the schemes for saving energy.
d) To promote self-reliance in Company’s operations including process
know-how, design, engineering, erection, commissioning, operation
and maintenance
of plants and marketing of products with special emphasis on Research
and Development.
e) To aim at international standards of excellence in production and
quality of products and services.
f) To continuously upgrade the quality of human resources and
promote organizational and management development.
g) To enhance safety standards.
h) To care for and protect the environment and minimize the harmful
effects of emissions, atmospheric discharges and effluents by
conforming and also improving up on the standards laid down by
Pollution Control Authorities.
i) To ensure corporate growth by expansion as well as diversification.
j) To care for the community around especially SC/ST and other
backward classes.
BRIEF HISTORY:
4
Rashtriya Chemicals & Fertilizers Ltd., a Government of India
Undertaking, registered under the Companies Act 1956 was
incorporated on March 6, 1978 on re-organisation of the erstwhile
Fertilizers Corporation of India Limited and National Fertilizers Limited.
The company is engaged in production and marketing of chemical
fertilizers, bio fertilizers, and industrial chemicals with its
manufacturing units at Trombay and Thal and marketing offices in
most of the states. RCF’s Trombay unit has 20 operating Plants while
its Thal Unit is the largest plant in Asia with a capacity to produce 4500
TPD of Urea which incorporates the state of the art technology. During
last two decades the company with sustained expansion,
diversification and modernization programs, has come a long way and
is now recognized as a leader in the fertilizer industry in the country.
Rashtriya Chemicals & Fertilizers Ltd. has been graded as ‘Excellent
Company’ under the MOU rating by the Government
of India for its overall performance in the last several years. Rashtriya
Chemicals & Fertilizers Ltd. has been given ‘Mini Ratna’ status by
Government of India and is entitled for greater autonomy in taking
several major decisions of corporate governance without the approval
of the Government.
RCF'S TROMBAY PRODUCT RANGES:
Chemical
Fertilizers
Bio
Fertilizers &
Micronutrien
ts
Intermediat
es
By
Products
Industrial
Chemicals
Ujjwala
(Urea)
Phosphorous
solubilizing
Bacteria (PSB)
Ammonia Carbon
Dioxide
Methanol
5
Suphala
(15: 15: 15)
Biola Nitric Acid Gypsum Methylamine
s (Mono, Di &
Tri)
Suphala
(20: 20: 0) –
ANP
Microla Sulphuric
Acid
Calcium
Carbonat
e
Conc. Nitric
Acid
Nimola
(Coating
Agent)
Phosphoric
Acid
Dil.
Sulphuric
Acid
Ammonium
Bicarbonate
Ammonium
Nitrate
N-15 Sodium
Nitrate
Sodium
Nitrite
Argon
R.C.F.’S MANPOWER DETAILS:
The breakup as on 1.4.2006 is as follows:
Sr. No.
Posted at
Posted at
Total Trombay A
Thal B
Area Offices (Excluding. A & B)
1 Top Management (DGM & above)
41 13 10 64
2 Middle Management (ACE & CE)
156 57 153 366
3 Officers(AFM to Dy. CE)
721 476 329 1427
4 Workers 2129 1248 249 3626 5 Directly registered 915 734 0 1649
6
Mathadi workers through statutory board
6 Registered Mathadi Workers
296 0 0 296
Grand Total 4258 2528 741 7428
ORGANIZATIONAL STRUCTURE:
In public enterprises government plays an important role in
determining the organization structure of the unit. The organization
structure is not static, but may change from time to time in response
to the needs of the situation.
In RCF, the chairman and the managing director (CMD) is the chief
executive of the company. He is charged with the responsibility of
implementing the policy decisions taken by the board of directors and
formulating the procedures and rules for policy implementation. There
are 5 executive directors on the company’s board working under the
overall supervision of chairman of the board who also is the managing
director of the company. The general manager is the higher
managerial authority and is a government appointee. For the day
to day functioning of the company he keeps in touch with executive
directors, he reports to and is answerable to the managing directors
only.
The heads of functioning departments are in turn assisted by
managerial personnel each responsible for a separate department.
MARKETING:
RCF Ltd. provides a full range of marketing services including sales
fertilizers promotions, agricultural research and free agronomical
7
services. Fertilizer marketing is carried out through a well knit
organization of dealers covering the states of Maharashtra, Gujarat,
MP, Rajasthan, Andhra Pradesh, Tamil Nadu, Kerala, Karnataka, Delhi,
UP, Punjab, Haryana, Bihar & West Bengal.
RESEARCH AND DEVELOPMENT:
The company’s research and development department monitors the
research work of institution so that it may be adapted for the
company’s operation. It promotes external research projects and
undertakes direct research in selected areas inclusive of finding more
and better uses for the industrial chemical it manufactures.
CORPORATE MANAGEMENT DEVELPOMENT CENTRE:
The centre was found for promoting the managerial excellence in
organization. Some of the activities of centre includes- In house
management consultancy, Organizing management development
programmes, conducting small group activities at shop floor level,
Systems Development and Evaluation, Training of Vocational students
from academic institutes, and persons sponsored by other
organizations, Organizing part time Diploma course for employees of
the organisation as well as other organizations.
HUMAN RESOURCES:
RCF Ltd. believes that its people are its most important asset. The
company also has a well designed system of giving personal attention,
guidance and counseling services to new recruits thereby keeping their
motivation levels high. In future it also has plans for reducing talent
drain through a system of conducting Exit Interviews, creating an
8
environment full of open culture, encouraging creativity and also
enhancing mutual trust in order to maintain high employee motivation.
Core Strengths of HRD Function:
1) To develop and strengthen Technical & Managerial competencies of
Human Resource on continuous basis to meet organizational
objectives.
2) To enhance employability of youth by imparting knowledge & skills
specified under Apprenticeship Act
3) To provide support for organizational development interventions
such as Quality Circle, ISO-14001 and other productivity improvement
schemes.
4) To provide Research, Consultancy & Counseling Services v
extending the expertise of HRD services to other organizations.
FINANCE:
The major thrust area for the company is the optimum utilization of
resources .The Company has a system of planning and budgeting
every year, so as to ensure efficient working capital and funds
management. The company has consistently increased its profits, year
after year, thereby resulting in increased resources and surplus.
Overall Outstanding Achievements and Recognition:
RCF has made outstanding contribution to the life of farmer community
by supplying different kinds of chemical fertilizers and bio fertilizers at
cheap and affordable prices. RCF has also made conspicuous
contribution towards protection of environment, greenery
9
development, health, sanitation, safety and committed in discharging
its social responsibilities through rural development, organizing blood
donation camps, adoption of villages, adoption of students particularly
from backward classes and giving them free education, free medical
check-up of employees and school children, relief at the time of
disaster, imparting training to the ladies clubs from surrounding places
for gardening etc.
PROJECT DESIGN AND METHODOLOGY
10
OBJECTIVE OF THE STUDY:
The main objective of the study was to evaluate the current (external
training) feedback form and to prepare a new feedback form.
SIGNIFICANCE OF THE STUDY:
Considering the importance and characteristics of the subject, this
study has been undertaken to evaluate the current feedback form used
for external training and to provide RCF with a new feedback form.
PERIOD OF THE STUDY:
The period of the study was from 3/5/06- 20/6/06
METHODOLOGY FOR DATA COLLECTION:
The data for the project was collected using secondary data i.e.
feedback reports of the training undergone by the employees. This
study was confined to external training. The questionnaire/survey
method was used to carry out the research. The data collected was
analyzed and evaluated on the basis of accuracy of the data, content
of the data and the objective for which data was collected.
RESEARCH DESIGN:
Research design is conclusive because:
1. Information needed is clearly defined
2. Research project is formal and structured
3. Data analysis is quantified
4. Findings will be used as inputs in decision making.
Research design is causal because:
11
1. Cause: To provide training.
2. Effect: Training is effective or not effective.
SAMPLING METHOD:
Non- probability sampling method was used.
SAMPLE & SAMPLE SIZE:
The feedback forms of sixty-three employees were evaluated for the
period December 2005 - April 2006.
SCALE USED:
Likert scale was used for scoring and Interval scale was used for
analysis.
THEORETICAL FRAMEWORK OF TRAINING AND TRAINING EVALUATION
12
MEANING OF TRAINING:
Training is a process of learning a sequence of programmed behavior.
It is the application of knowledge. It gives people an awareness of the
rules and procedures to guide their behavior. It attempts to improve
the performance on the current job or prepare them for an intended
job. Training is a short term process utilizing a systematic and
organized procedure for learning technical knowledge and skills for a
definite purpose. The training is a systematic program of the
organization that aims at increasing the attitudes, skills and abilities of
the workers to perform specific jobs. By training the employee will
acquire new manipulative skills, technical knowledge and problem
solving ability.
Objective of the training is to develop specific and useful knowledge,
skills and techniques. It is intended to prepare people to carry out pre-
determined tasks in well defined job context. Training is basically task
oriented activity aimed at improving performance in current or future
jobs. Training of any kind should have as its objective the redirection or
improvement of behavior so that the performance of training becomes
more useful and productive for himself and for the organization of
which he is a part. Training normally concentrates on the improvement
of either operative skills, interpersonal skills and decision making skills
or a combination of these.
NEED FOR TRAINING:
13
To increase productivity –
Instruction can help employees increase their level of performance on
their present assignment. Increased human performance often directly
leads to increased operation productivity and increased company
profits.
Quality-
Better informed workers are less likely to make operational mistakes.
Quality increases maybe in relation to accompany a product or service
or in reference to the intangible organizational employment
atmosphere.
To help a company fulfill its future personal needs-
Organizations that have a good internal education program will have to
make less drastic manpower changes and adjustments in the event of
sudden personal alternations. When the need arises organizational
vacancies are more easily staffed from internal sources if a company
initiates and maintains an adequate instructional program for both its
non-supervisory and managerial employees.
Improve organization climate –
An endless chain of positive reactions results from a well planned
training program. Production and product quality may improve.
Financial incentives may then be increased.
To improve health and safety-
14
Proper training can help prevent industrial accidents. A safer work
environment leads to more stable mental attitudes on the part of the
employees.
Prevent obsolescence-
Training program fosters and initiates the creativity of the employees
and helps to prevent manpower obsolescence which may be due to
age, temperament or motivation or the inability of a person to adapt
himself to technology.
IMPORTANCE OF TRAINING:
Training is the corner stone of sound management for it makes
employees more effective and productive. The importance of training
as a means of improving productivity is increasingly recognized.
Changing technology and patterns of work mean that training must be
a continuous process throughout a working life. Skills acquired for one
job may also be transferred, modified and supplemented for other jobs.
Training makes the employees more effective and productive.
Training is a practical and vital necessity because it enables employees
to develop and rise within the organization. It moulds the employees’
attitudes and helps them to achieve a better co-operation with the
company and a greater loyalty to it. The management is benefited in
the sense that high standards of quality are achieved, satisfactory
organizational structure is built up, authority can be delegated and
stimulus for progress applied to employees. Training, moreover
heightens the morale of the employees for it helps in reducing the
dissatisfaction, complaints, grievances and absenteeism, reduces the
rate of turnover.
15
Further trained employees make a better and economical use of
materials and equipment therefore wastage and spoilage are lessened
and the need for constant supervision is reduced.
The values of training as pointed by Michael J. Jucius are:
1. Training serves to improve employee skill that in turn increases
the quantity and quality of output.
2. The relative amount of equipment and material required to
produce a unit of output is decreased.
3. Executive effort will tend to shift from the disagreeable need of
correcting mistakes to the more pleasant tasks of planning more
and encouraging expert employees.
4. The various increases in productivity should find reflection in
increased returns to both employer and employee.
As training is important in the same way conducting the training
systematically is also very important. Training needs should be
assessed first then training objective should be prepared, then training
program should be designed and implemented.
TRAINING PROVIDED TO THE EMPLOYEES OF RCF:
90% of the training is provided in-house and the remaining 10% is
outsourced.
INTERNAL TRAINING :( sample)
Statutory Inputs for Managers:
16
Understanding legal framework
Ethics in business and administration/preventive vigilance
Principle of natural justice/sexual harassment
Disciplinary procedures standing order
CDA rules, Enquiry
Financial Management:
Financial management an overview, important concepts
Understanding financial statement/ ratio analysis
Costing concepts and methods
Working Capital Management and inventory control management
Budgeting decisions and implications/ pricing
SAP- ERP implementation
Behavioral and Managerial:
Personality Profile Analysis
Building Emotional Intelligence and self awareness
Communication and presentation skills
Effective interpersonal relations/ working in groups
Assertiveness/ handling difficult employees/ conflict management
Team building and leadership development
Counseling Skills development
Goal setting and prioritization
Time management/ Delegation
EXTERNAL TRAINING :( sample)
Departmental Enquiries
HR Summit workshop on competencies for HR professionals
FERT Marketing under emerging environment
Agricultural Input Marketing
Cash before you Crash
58TH Annual Session of II Chemical Engineers
17
Advances in chemical engineering
Advanced Competency mapping
Training on diesel & hydraulic cranes
CME for Doctors
Fire India 2006 Exhibition
Impact of Environmental Pollutants and their control
India LNG 2006
Chemical Weapons Convention
Fertilizer Marketing Management
Effective negotiation
Statutory requirement for industries
EVALUATION OF TRAINING PROGRAM:
Evaluation is the process of finding out how a course or any other
training exercise has affected the organization. More and more
companies and organizations are interested in finding out the impact
of training on individuals within their organizations and on the bottom-
line.
The principles and techniques of evaluation if used correctly can help
the training department to demonstrate the value of training in any
organization in which it is established. Training is defined as the
assessment of the total value of a training system, training course or a
program in social as well as financial terms. Evaluation differs from
validation in that it attempts to measure the overall cost benefit of the
course or program and not just an achievement of its laid down
objectives. According to Hamblin evaluation of training is to mean any
attempt to obtain information on the effects of a training program, and
to assess the value of the training in the light of that information which
includes investigation before, during as well as after the training. It is
18
impossible to assess the impact of training without knowing the
situation before training for comparison with situation after training.
However evaluation for the purpose of providing information for day to
day decision making is a formative evaluation and the evaluation that
determines the extent to which the mechanism is successful in
meeting its goal is a summative evaluation.
The choice of evaluation criteria depends on the objectives of the
training .Therefore post-training is intimately connected with the pre-
training investigation of training needs and establishment of training
objectives.
The evaluation data can be either quantified or
unquantified .Quantified data is data which can be measured,
systematic numerical. Unquantified data is data that is destructive,
unsystematic and verbal. Because of its narrowness and specificity
quantified data should never be taken at its face value but should be
interpreted in the light of unquantified data.
Overall purposes of Evaluation :
Evaluation helps to understand the following:
Strengths and weaknesses of a current training programme
The impact of training on individuals
The impact of training on the organization
Who should participate in further training programmes?
Who benefited the most and least from the training exercise?
The costs versus the benefits of training
Specifically the areas individuals should continue to focus on for
their own development.
19
As per the requirements of ISO 9001:2000, it is necessary to
document a post training feedback from HODs / sectional heads
with regard to application/usefulness at the job.
TRAINING EVALUATION MODELS:
THE KIRKPATRICK MODEL:
The Kirkpatrick Model looks at four levels of evaluation, from the basic
reaction of the participants to the training to its organizational impact.
The intermediary levels examine what people learned from the training
and whether or not the learning affected their behavior on the job.
Level one concerns itself with the most immediate reaction of
participants and is easily measured by simple questionnaires after the
training event. Level two is concerned with measuring what people
understood and how they were able to
demonstrate their learning. It might be measured by paper and pencil
ability tests or job simulations. Level three looks at how people’s
behavior on the job in terms of their job performance changed. Level 4
results are more difficult to measure. It focuses on the organizational
rather than individual impact of the training.
Depending on the type of training and the availability of resources the
evaluation may focus on all levels or look at only a few levels.
Level 1: Reaction: How did the participants react to the program?
Level 2: Learning: What did individuals learn?
Level 3: Behavior: What are the long term effects of the training on
individual’s job performance?
Level 4: Result: How did the company or organization benefit from
the exercise? What was the organizational impact?
20
HAMBLIN’S MODEL- 5LEVELS:
Level 1 Reaction: Carried out during, immediately after & sometime
after the event .The learner’s reaction to a range of factors are sought.
Level 2 Learning: Carried out before & after the event, an evaluation
of the developmental change that had taken place in knowledge, skills
& attitudes.
Level 3 Job behavior: Determination of any change in job
performance as a result of the event, carried out before and after the
event
Level 4 Functioning: A quantification of the effect of the event on
the learners department or organization preferably in terms of cost
benefit analysis
Level 5 Ultimate value: The extent to which the event has affected
the ultimate profitability and /or survival of the organization.
CIRO FRAMEWORK:
Ciro framework of evaluation asks three basic questions: What needs
to be changed, what is likely to bring about the desired changes, what
suggests that a change has actually taken place. This approach
developed by Warr, Burn and Rackham is called the CIRO framework
because the acronym refers to context, input, reaction and outcome
evaluation.
Context evaluation:
21
It answers the question what needs to be changed. Here the trainer
looks at ultimate objectives, intermediate objectives and immediate
objectives.
Input evaluation:
It answers the question what is likely to bring about the desired
changes. Here the trainer must evaluate his resources and decide on
the best way to do so.
Reaction evaluation:
Here participant’s reaction to the training is obtained through
questionnaires, or informally over coffee breaks or during
conversations several weeks after the training.
Outcome evaluation:
There are 4 stages of outcome evaluation - defining training objectives,
selecting measurements for these objectives, measuring the objectives
at the appropriate time and assessing the results to improve the
training .The purpose of this stage is for trainers to improve their
product.
Present Method of evaluating training in RCF:
The company is very keen in developing its human resources. For this
purpose the company has got a separate department known as CMDC.
The centre was set up in 1978, since then it is giving utmost
importance for developing people through training.
22
The training imparted in the company can be broadly classified into 5
types:-
Sr. no Type of training General content
1 Technical Technology related
2 Functional Marketing, finance, production,
projects, sales
3 Behavioral Creativity, problem solving etc
4 Computer Basics and advanced
5 General Productivity improvement ,
safety
CMDC has a well equipped computer training hall and two other
spacious rooms known as hall of learning and conference rooms with
conducive infrastructure. In the factory there is a multistoried building
with a lot of training amenities like library, reading hall, well equipped
training room and infrastructure related for training.
Only good facilities are not sufficient for imparting training .The most
important factor of imparting training effectively is trainer. The
company has got a galaxy of competent trainers .Some outside
trainers are invited for conducting training on particular topics.
This shows that a lot of investment on training is made by the
company. Just imparting training is not sufficient for development of
individuals and thus the organization. Proper evaluation of training
program should be done. The proper evaluation of training program
helps to know the effectiveness of training.
23
For training aids in future the training is evaluated at 2 stages in the
company:
1. Training feedback: (immediate)
2. Post training feedback
TRAINING FEEDBACK: The feedback is usually expected in 2 forms of
data- Quantitative and qualitative.
The quantitative data gives a base of concrete analysis. This data is
usually gathered through questionnaires or rating scales at the end of
the program.
The qualitative data is obtained by having informal discussions with
participants in the tea breaks, lunch breaks, etc. If the participants give
any specific feedback or suggestions which are required for
improvement of training program, it is considered and if feasible they
ask the facilitator to implement it.
The qualitative data is obtained through syndicate discussions after
the training program .The discussion is generally held, wherein
participants are encouraged to speak on the program. Various
suggestions given here are noted. The HODs attend this discussion and
facilitators of training where any problems related to training can be
discussed.
Post training feedback: Post training feedback will be done by
interacting with HODs .The mater discussed will be about usefulness of
training and how this type of training benefits the company.
24
PRESENTATION AND INTERPRETATION OF DATA
Analysis of present feedback form: (Scoring)
1. Programme usefulness rating:Relevance to present job
Very much2
Quite1
Not at all0
Relevance to future assignments
Very much2
Quite1
Not at all0
Depth of theme coverage
Extensive2
OK1
Not OK0
Quality of inputs Practical Theoretical Proportion
More2
Less 1
More2
Less1
(IF ANY)
Program duration
Lengthy1
Enough2
Not Enough0
2. I was personally benefited by this programme in terms of the following:A) Developing contacts 2B) Gaining new knowledge/ skills 2C) Reinforcing prior knowledge/ skills
2
D) Problem areas discussed 2
3. Based on my participation in the programme my plan of action for implementation of knowledge/ skill gained is as follows:
A) In working environment: (section/department/organization function): 1B) In working style: (behavioral/managerial): 1
4. List of ideas which are very valuable to me but which may not be useful to my department/organization:
Ideas Probable difficulties for implementation: (Not scored)
25
5. Based on my learning I would like to make presentation on the following topics: List of topics Preferred Period
(Not scored)
6. Comments: About organizers: About faculty members: About facilities:
Very good/Excellent Good Ok Nothing Bad Very Bad 3 2 1 0 -1 -2
7. Originals of the course material, books received at the programme are enclosed for use at CMDC Resource centre: (Not scored)
8. In future I would like to attend training programmes in the following areas: (Not scored)
9. Brief note on the contents of the programme: (Not scored)
The summation of all the above scores gave us a total overall rating out of 31. On the basis of the score the program was classified as follows:
0 -10 – Ineffective11-17 – Satisfactory18-24 – Effective25-31 – Very Effective
Percentage rating:
Highly Effective- 41.26
Effective – 50.79
Satisfactory – 3.17
Ineffective – 1.58
Form not filled- 3.17
26
CONCLUSION AND SUGGESTION
CONCLUSION:
Disadvantages:
1. Not user friendly since there were too many subjective questions.
2. Many columns were left unfilled by employees undergoing external
training.
3. Due to many subjective questions form was difficult to analyze.
4. Some of the questions were not relevant to the training programme.
SUGGESTION: Preparation of new feedback form.
27
(New) Training Feedback Report
Program Details: (Pre-printed)
Program Title :Date : Duration :Organized by : Venue :
Employee Details:
Name : Designation :Employee CC/ Ticket No: Plant/ Dept :Location :
Please select the appropriate rating number from the scale below and insert in the box
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
1) Training programme satisfied its declared objectives
2) Training contents met my expectations
3) This training is relevant to my field of work
4) Training was appropriate for optimum learning in terms of
Length Pace
28
5) Faculty competence in terms of functional expertise and facilitation was satisfactory
Faculty name: - 1 2 3
6) Facilities provided during the programme were satisfactory
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
7) I received the following major benefits from this training
- Helped confirm/clarify some of my ideas - Presented new ideas and approaches- Acquainted me with problems and solutions from other companies- Any other benefits (please specify)
8) I would implement this training in my work place in the following manner (please explain)
- by making changes in my managerial style- by suggesting/making changes in my work environment/systems- by making changes in my attitude
- Any other changes (please specify)
Please tick the appropriate box (es)
9) I would like to share the knowledge gained from this training in the following manner
Discussions Presentations Training sessions Article circulation
Any other (please specify)
10) Overall I found the training to be
Below Average Average Good Very good Excellent
29
11) Comments about the training
Participants Signature: Date:
ANALYSIS OF THE NEW FEEDBACK FORMScoring (65):
1) Training programme satisfied its declared objectives
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
2) Training contents met my expectations
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
3) This training is relevant to my field of work
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
4) Training was appropriate for optimum learning in terms of
Length Pace
Average of the two will be taken
E.g.: Length Pace
Score will be (3+ 2)/2 = 2.5
30
2 3
5) Faculty competence in terms of functional expertise and facilitation was satisfactory
Faculty name: - 1 2 3 Average will be taken
6) Facilities provided during the programme were satisfactory Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
7) I received the following major benefits from this training
- Helped confirm/clarify some of my ideas - Presented new ideas and approaches- Acquainted me with problems and solutions from other companies- Any other benefits (please specify)
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
Total of the four will be taken.
8) I would implement this training in my work place in the following manner (please explain)
- By making changes in my managerial style- By suggesting/making changes in my work environment/systems- By making changes in my attitude
- Any other changes (Please Specify)
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
Total of the four will be taken.
For question number 7 and 8 a pie-chart 9) I would like to share the knowledge gained from this training in the following manner
Discussions Presentations Training sessions Article circulation
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Any other (please specify)
Score of one would be given for any number of boxes ticked.
10) Overall I found the training to be
Below Average Average Good Very good Excellent 0 2 4 6 8
A score of 65 will be achieved:
Scoring: 0 -16 INEFFECTIVE
17-34 SATISFACTORY
35-54 EFFECTIVE
55-65 HIGHLY EFFECTIVE
BIBLIOGRAPHY
How to measure training effectiveness- Leslie Rae
The HR Management Manual – Paul Davis
The skills of training – Leslie Rae
Evaluating Management Training and Development- BR Virmani, Premila Seth
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ANNEXURE33
(New) Training Feedback Report
Program Details: (Pre-printed)
Program Title :Date : Duration :Organized by : Venue :
Employee Details:
Name : Designation :Employee CC/ Ticket No: Plant/ Dept :Location :
Please select the appropriate rating number from the scale below and insert in the box
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
3) Training programme satisfied its declared objectives
4) Training contents met my expectations
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3) This training is relevant to my field of work
5) Training was appropriate for optimum learning in terms of
Length Pace
5) Faculty competence in terms of functional expertise and facilitation was satisfactory
Faculty name: - 1 2 3
6) Facilities provided during the programme were satisfactory
Not at all Small extent Moderate extent Large extent Very large extent 0 1 2 3 4
7) I received the following major benefits from this training
- Helped confirm/clarify some of my ideas - Presented new ideas and approaches- Acquainted me with problems and solutions from other companies- Any other benefits (please specify)
8) I would implement this training in my work place in the following manner (please explain)
- by making changes in my managerial style- by suggesting/making changes in my work environment/systems- by making changes in my attitude
- Any other changes (please specify)
Please tick the appropriate box (es)
9) I would like to share the knowledge gained from this training in the following manner
Discussions Presentations Training sessions Article circulation
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Any other (please specify)
10) Overall I found the training to be
Below Average Average Good Very good Excellent
11) Comments about the training
Participants Signature: Date:
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