INTRODUCTION Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present j ob, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training ref ers to the tea ching /le arning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking trai ni ng is the act of in creasi ng the knowledge and skil l of an employee for doing a particular job. In today’s scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia ofideas. So it high time the organization realize that “train and retain is the mantra of new millennium.”1
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I N T R O D U C T I O N
Employee training tries to improve skills, or add to the existing level
of knowledge so that employee is better equipped to do his present
job, or to prepare him for a higher position with increased
responsibilities. However individual growth is not and ends in itself.
Organizational growth need to be measured along with individual
growth.
Training refers to the teaching /learning activities done for the
primary purpose of helping members of an organization to acquire
and apply the knowledge skills, abilities, and attitude needed by
that organization to acquire and apply the same. Broadly speaking
training is the act of increasing the knowledge and skill of an
employee for doing a particular job.
In today’s scenario change is the order of the day and the only way
to deal with it is to learn and grow. Employees have become central
to success or failure of an organization they are the cornucopia of
ideas. So it high time the organization realize that “train and retain
is the mantra of new millennium.”
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EMPLOYEE TRAINING APPROACHEqually important to training transfer are the activities
that start during and occur following the employee
training. We can help create an environment that fosters
the ability of each individual to assimilate learning and
apply employee training on the job. Just follow these
guidelines for managers, trainers, and human resources
professionals.
• Meet with each trainee, their supervisor, and
possibly, their coworkers, following the employee
training session.
• Remind the supervisor, particularly, or coworker that
one of the most powerful methods for helping others
apply training in the workplace is to act as a role model
using the training or skill.
• Follow up with the trainees and their supervisor
about progress on the goals and action plans they
developed during the employee training.
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JOB ASSESMENT
The facilitator gathers all employees who have the same job in a
conference room with a white board or flip charts and markers.
Ask each employee to write down their ten most important
training needs. Emphasize that the employees should write specific
needs. Communication or team building are such broad training
needs, as an example, that you would need to do a second training
needs assessment on each of these topics. How to give feedback to
colleagues or how to resolve a conflict with a coworker are more
specific training needs.
Then, ask each person to list their ten training needs. As they list
the training needs, the facilitator captures the training needs on the
white board or flip chart. Don't write down duplicates but do confirm
by questioning that the training need that on the surface appears to
be a duplicate, really is an exact duplicate.
When all training needs have been listed, use a weighted voting
process to prioritize the training needs across the group. In a
weighted voting process, you use sticky dots or numbers written in
magic marker (not as much fun) to vote on and prioritize the list of
training needs. Assign a large dot 25 points and smaller dots five
points each. Distribute as many dots as you like. Tell needs
assessment participants to place their dots on the chart to vote on
their priorities.
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List the training needs in order of importance, with the number of
points assigned as votes determining priority, as determined by the
sticky dot voting process. Make sure you have notes (best taken by
someone on their laptop while the process is underway) or the flipchart pages to maintain a record of the training needs assessment
session.
Take time, or schedule another session, to brainstorm the
needed outcomes or goals from the first 3-5 training sessions
identified in the needs assessment process. This will help as you
seek and schedule training to meet the employees' needs. You
can schedule more brainstorming later, but I generally find that
you need to redo the needs assessment process after the first
few training sessions.
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OBJECTIVE OF THE STUDY
The broad objective of the study of training policies in McDowell is
to study the impact of training on the overall skill development of
workers. The specific objectives of the study are:
• To establish and develop the required attitudes, behavior and
values. It is critical to realize that where these programmes
are skimped or sloppy, staff arrive at their own interpretation
of the required and present attitudes behavior and values.
• To establish and develop patterns of behavior that are
engaged by the staff as a condition and consequence of their
employment. This ranges across.
• To examine the effectiveness of training in overall
development of skills of workforce.
• To examine the impact of training on the workers.
• To study the changes in behavioral pattern due to training.
• To measure the differential change in output due to training.
• To compare the cost effectiveness in implanting training
programmes.
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IMPORTANCE OF TRAINING
Without focusing the pattern of management, organization
philosophy highlights on achieving a surely where all citizens
(employees) can lead a richer and fuller life. Every
organization, therefore, strikes for greater productivity,
elimination of wastes, lower costs and higher wages, so the
industry needs a stable and energetic labors force that can
boast of production by increased productivity. To achieve these
objectives a good recruitment & selection process is essential.
By which industry strikes right number of persons and right
kind of persons at the right time and at right places through
and the planning period without hampering productivity.
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RESEARCH METHODOLOGY
DATA COLLECTION
Sample sizes of 20 employees are studied for this purpose.
Employees of different unit where randomly administrated the
questionnaire.
DATA ANNAYSIS
The analysis of data was done on the basis of unit, age and
number of years of experience and factors.
Analysis was done using the simple average method so that,
finding of the survey was easily comprehensible by all.
SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources was used for
collection of data. In primary source of data collection the
interview schedule and questionnaire and opinion survey were
used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the
source of data collection were as follows:
PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Magazines
4. Other records
I have used structural interview schedule,
questionnaire and opinion survey for collection of data from
primary source. Interview schedules were used for workers
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clerical , category and questionnaires were used for supervisory
and executive cadre and opinion survey was used to know the
technology, perceptions, thoughts and reactions of the
executives, employees/workers and trade union members of the organization.
I have used the secondary source like diary, books, magazines
and other relevant records for collection of data to know
about the industry as well as the respondent.
DATA TYPE
Primary as well as secondary data shall collected.
RESEARCH APPROACH
Conducting a field survey did a subjective assessment of the
qualitative data. The research method used was that of
questionnaire & interview for primary data & an extensive
literature survey for secondary data.
RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the
collection of primary data which contained open-ended
questions to chance response. In addition the personal
interview method was employed to draw out answers to
subjective questions, which could not be adequately answered
through the use of questionnaire.
Preparing the questionnaire
The first task in the process of measuring the level of
recruitment of the candidates in MCDOWELL was to prepare
questionnaire. For this purpose a number of questionnaire we
studied and finally a questionnaire where framed.
The questions where grouped under five categories:
1. Company related
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2. Environment related
3. Supervision related
4. Growth related
5. Job relatedThe questionnaire are also ask the employees for the
demographic details regarding:
6. Age
7. Number of years of experience
8. Unit
9. Department
10.Grade
Questionnaire consist of the following things:
• Which focused on the employee awareness levels
regarding benefits provided which & outside the
organization & assessing his overall satisfaction level.
This prepared ground for further enquiry & enabled
better analysis of the questions, which followed.
• Which focused on specific policies & judged them from
different aspects making the questionnaire in–depth &
specific.
• Which consisted of open-ended question, inviting views
& suggestions from the respondents.
INT
ERVIEW
Interviews lead to a better insight to subjective & open
questions almost all interviewees responded.
SAMPLE UNIT
The sample unit consisted of all the departments of MCDOWELL.
SAMPLE FRAME
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Consisted of a comprehensive list of all the employees of
MCDOWELL.
SAMPLE SIZE
Sample size=20
SAMPLE DESIGN
Care was taken to choose the sample based on considerations
like age, sex & work experience of respondents thus enabling
better representations of the heterogeneous population.
However, the sample design was that of “convenience
sampling” or “haphazard sampling” only. The time
consideration & size of population were major factors in
determining choice of sample design.
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INTRODUCTION OF ORGANIZATION
ABOUT US United Spirits Limited (USL) is the largest spirits company in India
and among the top 3 spirits companies in the world. An enviable
portfolio of alcoholic beverages makes USL one of the most popular
brands in the world.
The company has 17 millionaire brands (selling more than a million
cases a year) in its portfolio and enjoys a strong 59% market share
for its first line brands in India.
Premium brands like Whyte & Mackay and Bouvet Ladubay are
100% subsidiaries of USL.
United Spirits' brands have won the most prestigious awards for
flavors including Mondial, International Wine and Spirit Competition
(IWSC) and International Taste and Quality Institute (ITQI). The
Company has been recognized in the industry as an innovator with
several firsts to its credit like the first pre-mixed gin, the first
Tetrapack in the spirits industry in India, the first single malt
manufactured in Asia and the first diet versions of whisky and vodka
in India.
USL has a well-established global network with exports to over 59
countries. It has a sizeable presence in India with distilleries and
sales offices all across and a dedicated team of over 7500 people
simplemindedly committed to fulfilling the company's objective of
becoming a world leader. It has established manufacturing and
bottling plants in every state of India. To deliver its products to
customers located anywhere in India, USL has also established a
robust distribution network across the country.
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United Spirits Limited is the producer of the finest alcohol beverages
in the world. With an array of premium brands in its portfolio
including scotch, whisky, vodka and rum, USL has become
synonymous with a connoisseur's delight.The brand reach and popularity of USL brands can be ascertained
from the fact that 17 out of 140 are millionaire brands. United
Spirits' brands have won several prestigious national and
international awards across categories including the Mondial,
International Wine and Spirit Competition (IWSC) and the
International Taste and Quality Institute (ITQI).
A total of 84 awards and certificates (as of December 2007) hold
testament to the purity and perfection of USL brands.
The company is fast becoming the largest spirits company in the
world through its commitment to quality and excellence in all its
products. The 2007 acquisition of internationally renowned brands
(companies) such as Whyte & Mackay, Bouvet Ladubay and Pinky
Vodka stands true to the company's objective of becoming a world
leader in spirits.
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Mc Dowell No 1 Platinum
United Spirits (USL), the spirits arm of the UB Group said that its
McDowell's No 1 Platinum, the premium grain-based whisky brand
has sold over 30 million bottles in its maiden year.
Launched in March 2010, McDowell''s No 1 Platinum was a runaway
success with its 100 per cent premium grain-based blend developed
by the Scottish master blender, Richard Paterson.
The brand's millionaire achievement takes the tally of millionaire
brands in the United Spirits portfolio to 21, a company statement
said here.
"India's changing demography presents a significant opportunity for
United Spirits to tap especially in the prestige segment. We
currently operate at 53% share-points in the segment.
The launch of McDowell's No 1 Platinum changed the paradigm in
the Indian prestige spirits segment with a premium offering at a
price that the consumer found extremely compelling. Sales of over
30 million bottles is a testimony to this consumer patronage and the
potential ahead," United Spirits Deputy President, Ashok Capoor
said.
The prestige spirits segment is an estimated 28.5 million cases.
Iconic brands in this segment include McDowell's No1 Reserve and