SYNOPSIS OF THE REPORT TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills. There are four phases of training in Sahara India-Training need analysis, Training design, Training implementation and Training evaluation. Training evaluation is the most important part of training process which refers to activities aimed at finding out the effectiveness of training programme after they are conducted, against the objective for which such programmes were organized. Training evaluation techniques give us solution to answer questions like where was the capability level of learners before the programme and where is it now, what was intended to be achieved by particular programme and where is really achieved now, and what is the monitory value of training outcome against the cost incurred for conducting the training programme. The key issues involve staffing policies selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative, culture barriers, and legal frame work. Sahara India Pariwar provides soft skill development training to their employees. But still they need to work on providing product/process development training. To evaluate the training program, questionnaire is the most popular method in Sahara India. Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In today’s business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs. Page 1
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SYNOPSIS OF THE REPORT
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured
format. It is concerned with the structure and delivery of acquisition of knowledge to
improve the efficiency and effectiveness of organization. Therefore, training is a key to
optimizing utilization human intellectual technological and entrepreneurial skills.
There are four phases of training in Sahara India-Training need analysis, Training design,
Training implementation and Training evaluation. Training evaluation is the most
important part of training process which refers to activities aimed at finding out the
effectiveness of training programme after they are conducted, against the objective for
which such programmes were organized. Training evaluation techniques give us solution
to answer questions like where was the capability level of learners before the programme
and where is it now, what was intended to be achieved by particular programme and
where is really achieved now, and what is the monitory value of training outcome against
the cost incurred for conducting the training programme. The key issues involve staffing
policies selecting and retaining talented employee, training and development whilst
encouraging employees to be innovative and creative, culture barriers, and legal frame
work. Sahara India Pariwar provides soft skill development training to their employees.
But still they need to work on providing product/process development training. To
evaluate the training program, questionnaire is the most popular method in Sahara India.
Training initiatives and programs have become a priority for Human Resources. As
business markets change due to an increase in technology initiatives, companies need to
spend more time and money on training employees. In today’s business climate employee
development is critical to corporate success and organizations are investing more in their
employees training and development needs.
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OBJECTIVES OF STUDY
The main objective of the study is first to gain some practical knowledge regarding the
functioning of MNC’s and other organizations which is very necessary to fully
understand the primary functions & hence it fulfill the purpose of the Summer Internship
under MBA course.
The other objectives were:
1. To study the Importance of Training and Development.
2. To study the roles of Training and development Programme.
3. To study the process and functions of training.
4. To explore the methodology and types of training provided to the employees in an
organization.
5. To study the purpose, process, principle, functions of the post training evaluation.
6. To study the different types of methods/techniques used to evaluate the training.
7. To study the level of evaluation.
8. To study the relevance of the post training evaluation/feedback for the employee as
well as for an organization.
9. To know the challenges in training and development faced by an organization.
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CHAPTER I
THEORETICAL PRESENTATION OF THE TOPIC
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INTRODUCTION OF TRAINING & DEVELOPMENT
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured
format.
TRAINING AND DEVELOPMENT DEFINED
It is concerned with the structure and delivery of acquisition of knowledge to improve the
efficiency and effectiveness of organization. It is concerned with improving the existing
skills and exploring the potential skills of the individual i.e. upgrading the employees’
skills and extending their knowledge. Therefore, training is a key to optimizing
utilization human intellectual technological and entrepreneurial skills
Training and Development referred to as:
• Acquisition and sharpening of employees capabilities that is required to perform various
obligations, tasks and functions.
• Developing the employee’s capabilities so that they may be able to discover their
potential and exploit them to full their own and organizational development purpose.
• Developing an organizational culture where superior-subordinate relationship, team
work, and collaboration among different sub units are strong and contribute to
organizational wealth, dynamism and pride to the employees.
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Development defined
It helps the individual handle future responsibilities, with less emphasis on present job
duties.
Introduction of training
It is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviors to enhance the performance of
employees.
INPUTS IN TRAINING AND DEVELOPMENT
Any training and development programme must contain inputs which enable the
participants to gain skills, learn theoretical concepts and help acquire vision to look into
the distant future.
Skills: Training is imparting skills to employees. A worker needs skills to operate
machines, and use other equipments with least damage and scrap. This is a basic skill
without which the operator will not be able to function. Employees, particularly
supervisors and executives, need interpersonal skills.
Education: The purpose of education is to teach theoretical concepts and develop a
sense of reasoning and judgment.
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Development: It is less skill-oriented but stresses on knowledge. Knowledge about
business environment, management principles and techniques, human relations, specific
industry analysis is useful for better management of a company.
Ethics: There is need for imparting greater ethical orientation to a training and
development programme. Ethical attitude help managements make better decisions
which are in the interests of the public, the employees and in the long term-the company
itself.
Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards
others. Attitude affects motivation, satisfaction and job commitment. Negative attitude
need to be converting into positive attitude. Attitude must be changed so that employees
feel committed to the organization, are motivated for better performance, and derive
satisfaction from their jobs and the work environment.
Decision making and problem solving skills: It focus on methods and techniques
for making organization decision-making and solving work related problems.
TRAINING AND DEVELOPMENT OBJECTIVES
The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that,
there are four other objectives: Individual, Organizational, Functional, and Societal.
Individual objectives – help employees in achieving their personal goals, which in
turn, enhances the individual contribution to an organization.
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Organizational Objectives – assist the organization with its primary objective by
bringing individual effectiveness.
Functional Objectives – maintain the department’s contribution at a level suitable to
the organization’s needs.
Societal Objectives – ensure that an organization is ethically and socially responsible
to the needs and challenges of the society.
IMPORTANCE OF TRAINING AND DEVELOPMENT
It helps to develop human intellect and an overall personality of the employees.
• Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
• Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.
• Organization Culture – Training and Development helps to develop and improve
the organizational health culture and effectiveness. It helps in creating the learning
culture within the organization.
• Organization Climate – Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.
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• Quality – Training and Development helps in improving upon the quality of work and
work-life.
• Healthy work-environment – Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so that
individual goals aligns with organizational goal.
• Health and Safety – Training and Development helps in improving the health and
safety of the organization thus preventing obsolescence.
• Morale – Training and Development helps in improving the morale of the work force.
• Image – Training and Development helps in creating a better corporate image.
• Profitability – Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
• Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies
• Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually display.
• Optimum Utilization of Human Resources – Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.
• Development of Human Resources – Training and Development helps to provide
an opportunity and broad structure for the development of human resources’ technical
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and behavioral skills in an organization. It also helps the employees in attaining personal
growth.
• Development of skills of employees – Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to expand
the horizons of human intellect and an overall personality of the employee
MODELS OF TRAINING
Training is a sub-system of the organization because the departments such as, marketing
& sales, HR, production, finance, etc depends on training for its survival. Training is a
transforming process that requires some input and in turn it produces output in the form
of knowledge, skills, and attitudes (KSAs).
THE TRAINING SYSTEM
The three model of training are:
1. System Model
2. Instructional System Development Model
3. Transitional model
SYSTEM MODEL TRAINING
The system model consists of five phases and should be repeated on a regular basis to
make further improvements. The training should achieve the purpose of helping
employee to perform their work to required standards. The steps involved in System
Training initiativeInternalExternalConcept DevelopmentWrite-ups& BriefingTraining EvaluationPD e-manualOorjaProject/summe r trainingBulletin/Board Management
the kartavyayogis of corporate HR are well aware of the role and importance of the training.
It means somewhere their productivity and performance has been improved after the training
program attended by them and it helped them to achieve their goal.
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3. (i). Have you attended any training program in the last 01 year?
Yes 20No 0
ANALYSIS:
100% respondents had attended training program in the last 01 year. It means in
corporate HR, Sahara India Pariwar, time to time training is provided to all the
kartavyayogis and it is continuous process.
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(ii). If yes, which module of soft skill development training?
Personality and positive attitude 3Business communication 2Team building and leadership 0Stress management and work-life balance 2Business etiquettes and corporate grooming 0All of above 13If any other ,please specify 0
ANALYSIS:
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65% respondents had attended all the five modules of soft skill development training. But
besides soft skill development training, Corporate HR Sahara India Pariwar should also
provide product/process or skill based training to enhance the employability.
4.(i). After the training, have you given feedback of it?
Yes 20No 0
ANALYSIS:
100% respondent had given feedback after attending the training. It means each and
every respondent are well aware of the importance of giving feedback. They know that
their feedback is very important to identify the effectiveness and valuation of training
program.
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(ii). If yes, through which method?
Questionnaire 16Interview 1Supplement test 1Any other 0
ANALYSIS:
The above result shows that the questionnaire is the most popular method of evaluating the
training program and other methods are not very much in practice in corporate HR, Sahara
India Pariwar But since there are various other methods of evaluation of training program
like interviews, supplement test, self diaries& observation so it should also implement
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the other methods also to identify the ROI (return on investment) & effectiveness and
valuation of the training program.
5. Which method of post training feedback according to you is more appropriate?
Observation 5Questionnaire 3Interviews 8Self diaries 3Supplement test 1
ANALYSIS:
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I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback
of trainees but only 15% respondents are in favor of questionnaire because in it there is
a possibility of getting inaccurate data and in this responding conditions are also not
controlled.
II. On the other side 40% respondents feel that interview is the most appropriate method
of evaluating the training program because it is more flexible method, and in this they
can get the opportunity for clarification and the most important thing is that in the
interview, personal interaction is also possible.
III. 25% are in favor of observation because this is non-threatening and is excellent
way to measure the behavioral changes.
IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement
test. It means that Corporate HR, Sahara India Pariwar should also try to use other
method of evaluation of training program.
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6.(i). Do you think that the feedback can evaluate the training
effectiveness?
Yes 20No 0
ANALYSIS:
100% respondents think that the feedback can evaluate the training effectiveness. It
means that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware of
the importance of taking feedback after the training.
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(ii).If yes, how can the post training feedbacks can help the participants?
Improve job performance 1An aid to future planning 3Motivate to do better 2All of the above 14None 0
ANALYSIS:
70% respondent feel that the post training feedback can help the participants to improve
their job performance, is an aid to future planning and can motivate to do better. It means
that they are benefited by giving feedback of the training, attended by them.
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7. Post training evaluation focus on result rather than on the effort expended in conducting training.
70% respondents are completely agree and 30% respondents are partially agree with the
statement that post training evaluation focus on result rather than on the effort expended in
conducting training program. It means that all the respondent are well aware of the purpose
and objective of the post training evaluation.
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8. What should be the approach of post training evaluation?
Trainer centered 2Trainee centered 2Subject centered 8All of the above 8
ANALYSIS:
I. 40% respondents feel that the approach of post training evaluation should be subject
centered and 40% respondent also feel that it should be trainer, trainee and subject
centered.
II. 10% respondents are in favor of trainee centered approach and 10% respondents are
in favor of trainer centered approach.
It means that the evaluation procedure should be implemented concerning trainer, trainee
and subject.
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9. What should be the ideal time to evaluate the training?
Immediate after training 6After 15 days 7After 1 month 4Can’t say 3
ANALYSIS:
35% respondent feel that training should be evaluate after 15 days.30% feel that it should
be immediate after training. 20% feel that ideal time to evaluate the training is after 1
month and 15% are unsure.
Since each respondent had attended different training program. So the ideal time of
evaluation of training depends on types of training. It could be vary for different training.
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10. Should the post training evaluation procedure reviewed and revised periodically?
Yes 16No 2Can’t say 2
ANALYSIS:
80% respondents feel that the post training evaluation procedure should be reviewed and
revised periodically. It means that it has to be a continuous process and be taken regularly
by the line manager/Reporting manager of the participants. It could also be taken by peer
group.
Still 10% feel that the post training evaluation procedure should not be reviewed and
revised periodically. It means they are satisfied with the post training evaluation procedure,
followed by Corporate HR, Sahara India Pariwar.
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11. Is the whole feedback exercise after the training worth the time, money and effort?
Yes 18No 2Can’t say 0
ANALYSIS:
90% respondents feel that the whole feedback exercise worth the time, money and effort
and 10% respondent are not agree with this. It means that feedback exercise is valuable
and worthful for the participant to achieve their personal goal as well as for the
organization.
Still 10% are unsure about it. So there is a need to create awareness among them that
how much the feedback exercise is important to identify the effectiveness and valuation
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of the training program, to identify the ROI(return on investment),to identify the need of
retraining and identify the points to improve the training.
12.The post training feedback can be used:
To identify the effectiveness and valuation of training program 3To identify the ROI(return on investment) 2To identify the need of retraining 0To provide the points to improve the training 0All of above 15
ANALYSIS:
75% respondents feels that post training feedback can be used to identify the
effectiveness and valuation of training program, to identify the ROI, to identify the need
of retraining and to provide the points to improve the training. And others are also aware
of the importance of post training feedback.
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CHAPTER IV
FINDINGS, SUGGESTIONS, CONCLUSION & LIMITATIONS
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KEY FINDINGS
• Mostly all the kartavyayogis of corporate HR are well aware of the role and
importance of the training They are self motivated to attend such training
program as it will result in their skill enhancement & improving their
interpersonal skill.
• Corporate HR, Sahara India Pariwar , time to time training is provided to all the
kartavyayogis and it is continuous process.
• Two types of training is provided to the kartavyayogis by Corporate HR Sahara
India Pariwar -induction training and soft skill development training.
• Questionnaire is the most popular mean of evaluating the training program in
Sahara India Pariwar.
• Most of the kartavyayogis feel that interview is the most appropriate method of
evaluating the training program.
• Post training evaluation focus on result rather than on the effort expended in
conducting the training and it worth the time, money and effort.
• Most of the participants are benefitted by giving feedback after attended the
training. It motivated them to do better, helped them to increase their job
performance and is an aid to future planning.
• In Sahara India Pariwar, post training evaluation is used to identify the
effectiveness and valuation of training program, to identify the ROI(return on
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investment), to identify the need of retraining and to provide the points to
improve the training.
SUGGESTIONS AND RECOMMENDATIONS
The management must commit itself to allocate major resources and adequate
time to training.
Ensure that training contribute to competitive strategies of the firm. Different
strategies need different HR skill for implementation. Let training help employees
at all levels acquire the needed skill.
Ensure that a comprehensive and systematic approach to training exists, and
training and retraining are done at all levels on a continuous and ongoing basis.
Ensure that there is proper linkage among organizational, operational and
individual training needs.
Skill based training (product/process training) should also be provided.
Besides questionnaire other methods of post training evaluation should also be
used like interviews, self diaries, observation and supplement test.
The evaluation procedure must be implemented concerning trainer, trainee and
subject.
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Post training feedback has to be continuous and should also be taken from line
manager/superior & from peers to find out the effectiveness and valuation of
training.
CONCLUSION
Professional competence describes the state-of-the-art, Area- knowledge, expertise and
skill relevant for performing excellently within a specific functional department. This
competence insures that technical knowledge is both present and used within a firm for
the welfare of its stake-holders. To develop this competence regular Training and
Development is required
Therefore, Training initiatives and programs have become a priority for Human
Resources. As business markets change due to an increase in technology initiatives,
companies need to spend more time and money on training employees. In today’s
business climate employee development is critical to corporate success and organizations
are investing more in their employees training and development needs.
Training evaluation is the important part of training process. It provides a feedback and
help the sponsors and the resource persons for improvement at the level of individual
performance and in the strategy formulation for training and development. Post training
evaluation can be used to identify the effectiveness and valuation of training programme,
to identify the ROI (return on investment), to identify the need of retraining and to
provide the points to improve the training.
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LIMITATION OF THE STUDY
1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR LUCKNOW.
So the study is subject to the limitation of area.
2. The time period of the study was only two six weeks which may provide a deceptive
picture in comparison of the study based on long run.
3. Sampling size was of only 20, because only these people had attended soft skill
development training.
4. Corporate HR, Sahara India Pariwar only provides soft skill development training,
not skill based (product/process) training. So how can one evaluate the skill based
training is still unresolved.
5. The study is based only on secondary & primary data so lack of keen observations
and interactions were also the limiting factors in the proper conclusion of the study.
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ANNEXURE
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QUESTIONNAIRE
Dear Madam/Sir,
I,Shalini Mishra, an MBA student pursuing my course from AMITY UNIVERSITY LUCKNOW. As a part of my curriculum I am undergoing summer training at Corporate HR SAHARA SHAHER LUCKNOW. Please give your views/opinions in the space given below about the post training feedback in SAHARA INDIA PARIWAR. The information provided by you will be kept highly confidential& will be used by me strictly for an analysis only.
1) What do you understand by training?
a) Learning b) Enhancement of knowledge, skill and aptitudec) Sharing informationd) All of above
2) Training is must for enhancing productivity and performance.
a) Completely agreeb) Partially agreec) Disagreed) Unsure
3) (i) Have you attended any training programme in the last 01 year?a) Yesb) No
(ii) If yes ,which module of soft skill development training?
a) Personality and positive attitude
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b) Business communicationc) Team building and leadershipd) Stress management and work-life balancee) Business etiquettes and corporate groomingf) All of aboveg) If any other please specify ___________________________
4) (i) After the training ,have you given feedback of it?
a) Yesb) No
(ii) If yes, through which method?(can select more than one)
a) Questionnaireb) Interviewc) Supplement testd) If any other please specify _______________
5) Which method of post training feedback according to you is more appropriate?
a) Observationb) Questionnairec) Interviewsd) Self diariese) Supplement test
6) (i) Do you think that the feedback can evaluate the training effectiveness?a) Yesb) No
(ii) If yes, how can the post training feedbacks can help the participants?(can select more than one)
a) Improve job performanceb) An aid to future planningc) Motivate to do betterd) All of the abovee) None
7) Post training evaluation focus on result rather than on the effort expended in conducting training.
a) Completely agreeb) Partially agree
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c) Disagreed) Unsure
8) What should be the approach of the post training evaluation?(can select more than one)
a) Trainer centeredb) Trainee centeredc) Subject Centeredd) All of the above
9) What should be the ideal time to evaluate the training?
a) Immediate after trainingb) After 15 daysc) After 1 monthd) Cant say
10) Should the post training evaluation procedure reviewed and revised periodically?
a) Yes b) Noc) Cant say
11) Is the whole feedback exercise after the training worth the time, money and effort?
a) Yes b) Noc) Cant say
12) The post training feedbacks can be used :
a) To identify the effectiveness and valuation of the training programmeb) To identify the ROI( return on investment)c) To identify the need of retrainingd) To provide the points to improve the traininge) All of above
13) Any suggestion for improving the post training feedback procedure exists in Sahara India Pariwar?
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SIGNATURE
Your Views MatterDear Madam/Sir
We would appreciate your views sharing with us. This will help us to improve more. Please give
your views/opinions in the space provided below about this kartavyayogi and evaluate the
improvements after the training.
Kartavyayogi’s Details
Name E.C.
Cadre Department
Training Programme
Name of the module
Date
Duration
Venue
Kartavyayogi’s evaluation after training
S.NO ATTRIBUTES
Rating – Please tick ()
EXCELLENT GOOD AVERAGENEEDS
IMPROVEMENT
1Kartavyayogi’s attitude towards his subordinates and co-workers
2 Kartavyayogi’s ability to fullfil expected job requirements
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3 Communication skill of the kartavyayogi.
4 Listening skill of the kartavyayogi
5 Writing skill of the kartavyayogi
6 Conflict resolving skills
S.NO ATTRIBUTES
Rating – Please tick ()
EXCELLENT GOOD AVERAGENEEDS
IMPROVEMENT
7 Ability to work in a team
8 Ability of taking initiative
9 Motivational skill
10 Patience and tolerance level
11 Stress management skill
12 Ability to work under pressure
13Business etiquettes of the kartavyayogi
14 Dressing sense of the kartavyayogi
15 Mannerism and behaviour of the kartavyayogi
16 Punctuality at work place
Any other area where you would like to recommend this kartavyayogi to Undergo training?
Whether this training is relevant to the present requirement of your Department ?
□ Yes □No Would you recommend this training to other kartavyayogis in your Department?
□ Yes □No
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Any suggestions for improving the effectiveness of the training.
SIGNATURE
BIBLIOGRAPHY
1. BOOKS/MAGAZINES:
• Human Resource Management by L. M. Prasad
• Human Resource Management by Dipak. k. Bhattacharya