t and d Project Ongc Sip

8/2/2019 t and d Project Ongc Sip

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PROJECT REPORT ON PERFORMANCE APPRAISAL

AND TRAINING AND DEVELOPMENT

IN

in partial fulfilment of the requirements for

MASTERS IN MANAGEMENT STUDIES

(Two years Full Time) Degree course 2010-2012

Miss Jonita Lasrado

Roll No: 29

Specialization: Human Resources

University of Mumbai

PTVAs Institute of Management Vile Parle East Mumbai 57


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ACKNOWLEDGEMENT

I express my profound sense of gratitude and sincere thanks to the

management of OIL AND NATURAL GAS CORPORATION LTD for having

offered me an opportunity to work on this project in their esteemed

organization.

I extend my special thanks to Mr. K. R. Narayanan, Manager (HR)

who gave me a wonderful opportunity to select and work on the project and

understand the challenges we face in our career path while dealing with

people and complexities of the job.

I would also express my sincere thanks to Ms Renuka Nair, Deputy

Manager (HR), my mentor for her valuable guidance and inputs which helped

me to select and focus my work on this project.

JONITA LASRADO


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1. EXECUTIVE SUMMARY

OBJECTIVES OF TRAINING AND DEVELOPMENT

To find out whether training sessions are beneficial to employees

To find out which level of employees are imparted with a high

preference in training.

HYPOTHESIS

Training sessions conducted are beneficial to employees

Senior level employees are given high preference in training.

RESEARCH METHODOLOGY

PRIMARY DATA

Questionnaire given to 70 employees of ONGC.

Total Respondents- 70

SECONDARY DATA

Various Websites for training and development and Human resource

management were referred and even the ONGC website was browsed. This

helped me to gather the information related to my Project.


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INTERPRETATION OF THE DATA

64% of the employees agree that training organization considers

training as a part of organizational strategy whereas 17% agree to

some extent.

57% of the employees believe that training sessions conducted are

useful to them.

38% of the employees feel that more training is given to senior staff.

RECOMMNENDATIONS

The training sessions should be well planned; the seatingarrangements and all other basic facilities should be properly

provided to people attending the training session.

Each and every employee in the organization should be equal

opportunity for training according to their need so that they can

improve their skills. To this end, a comprehensive database is

required to be maintained to identify employees who did not receive

any training during the past 2 years and to give them preference in

forthcoming programmes.

All the difficulties faced by the employees during the training session

should be solved by the experts present during the training session.


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INTRODUCTION OF

ONGC


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COMPANY PROFILE OF ONGC

Type PSU

Industry Oil and Gas

Founded 14th August 1956

Headquarters Dehradun

Key People A.K. Hazarika, CMD

Products PetroleumCrude oilAviation turbine fuel[ATF]Liquified petroleum gas[LPG]Superior kerosene oil[SKO]

Natural gas

Employees 32826 (2010)

Website www.ongc.india.com


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ONGCs VISION & MISSION

To be global leader in integrated energy business through sustainable

growth, knowledge excellence and exemplary governance practices.

World Class

Dedicated to excellence by leveraging competitive advantages in R&D

and technology with involved people.

Imbibe high standards of business ethics and Organizational values.

Abiding commitment to safety, health and environment to enrich quality

of community life.

Foster a culture of trust, openness and mutual concern to make

working a stimulating and challenging experience for our people.

Strive for customer delight through quality products and services.

Integrated In Energy Business

Focus on domestic and international Oil and gas exploration and

production business opportunities.

Provide value linkages in other sectors of energy business.

Create growth opportunities and maximize shareholder value.

Dominant Indian Leadership

Retain dominant position in Indian petroleum sector and enhance

Indias energy availability.


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HUMAN RESOURCE DEVELOPMENT IN ONGC

ONGCs Human Resource Department is striving constantly to improve

efficiency and morale of its workforce through its HR policies and practices.The HR Vision, Mission and Objective Statement of ONGC as mentioned

below give clear indication of the companys resolve towards this goal.

HR Vision

To attain organizational excellence by developing and inspiring the true

potential of companys human capital and providing opportunities for growth,

well being and enrichment.

HR Mission

To create a value and knowledge based organization by inculcating a culture

of learning, innovation and team working and aligning business priorities with

aspiration of employees leading to a development of an empowered,

responsive and competent human capital.

HR objectives

To develop and sustain core values

To develop business leaders for tomorrow

To provide job contentment through empowerment, accountability and

responsibility

To build and upgrade competencies through virtual learning ,

opportunities for growth and providing challenges in job

To foster a climate of creativity, innovation and enthusiasm

To enhance the quality of life of employees and their families

To inculcate higher understanding of SERVICE to a greater cause.


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ONGC BRANCHES IN INDIA


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TRAINING AND

DEVELOPMENT IN

ONGC


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OBJECTIVES OF TRAINING AND DEVELOPMENT

To find out whether training sessions are beneficial to employees

To find out which level of employees are imparted with a highpreference in training.

HYPOTHESIS

Training sessions conducted are beneficial to employees

Senior level employees are given high preference in training.


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LITERATURE REVIEW

INTRODUCTION TO TRAINING AND DEVELOPMENT

Training is the act of increasing the knowledge and skills of an employee forperforming the job assigned to him. It is a short-term process. After an

employee is selected, placed and introduced in an organization he must be

provided with training facilities so that he can perform his job efficiently and

effectively.

Development is a long-term educational process utilizing an organized and

systematic procedure by which managerial personnel learn conceptual and

theoretical knowledge for general purpose. It covers not only those activities

which improve job performance but also those activities which improves the

personality of an employee

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT

Traditional Approach Most of the organizations before never used to

believe in training. They were holding the traditional view that managers are

born and not made. There were also some views that training is a very costly

affair and not worth. Organizations used to believe more in executive

pinching. But now the scenario seems to be changing.

Modern Approach- The modern approach oftraining and development is that

Indian Organizations have realized the importance of corporate training.

Training is now considered as more of retention tool than a cost. The training

system in Indian Industry has been changed to create a smarter workforce

and yield the best results.
http://traininganddevelopment.naukrihub.com/training.htmlhttp://traininganddevelopment.naukrihub.com/training-development.htmlhttp://traininganddevelopment.naukrihub.com/training.htmlhttp://traininganddevelopment.naukrihub.com/training-development.html


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PURPOSE OF TRAINING AND DEVELOPMENT

The purpose of training and development are as follows:-

To develop entrepreneurship and expertise par excellence throughtraining and retraining

To prepare executives to meet the strategic business goals in the fast

changing environment

To create a learning environment in order to achieve a competitive

edge

To develop training tools and techniques to facilitate effective learning

To organize interactive workshops in upstream industry areas.

To strive for continuous improvement in all aspects

To inculcate quality consciousness

To cultivate creative and innovative thinking

Developing multi-craft skills

Preparing executives for career advancement

Reducing gap between current and expected level of performance

through systematic enrichment of knowledge, skills and attitudes.

To impart training to all employees to motivate the towards

actualization of their potential.

METHODS OF TRAINING AND DEVELOPMENT

On the job training/coaching

This relates to formal training on the job. A worker becomes

experienced on the job over time due to modification of job behaviours

at the point of training or acquisition of skills.

Induction/orientation

This is carried out for new entrants on the job to make them familiar

with the total corporate requirements like norms, ethics, values, rules

and regulations.


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ApprenticeshipA method of training where an unskilled person understudies a skilled

person.

Demonstration

Teaching by example, whereby the skilled worker performs the job and

the unskilled closely observes so as to understand the job.

Vestibule

This is done through industrial attachment for the purpose of skills and

technology transfer. It is therefore achieved through placement of an

individual within another area of relevant work or organization. The

effect is the acquisition of practical and specialized skills.

Formal Training

A practical and theoretical teaching process which could be done within

or outside an organization. When training is carried out inside an

organization, it is called an in-house training. Off-house training is

carried out in professionalized training areas like: Universities


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PROBLEMS WHICH CAN BE SOLVED BY TRAINING AND

DEVELOPMENT

Training can solve a variety of manpower problems which militate against

optimum productivity.

Included are operating problems having a manpower component. These

problems can emerge within any groups: except non-except, line and staff,

unskilled, skilled, paraprofessional, professional and lower, middle and upper

management.

These problems differ in natures and yet all have a common denominator, the

solution required individual to their appreciative backgrounds specific

identifiable items of additional knowledge skill or understanding. Organization-

wide, these problems include needs

Increase productivity

Improve the quality of work and raise morale

Develop new skills, knowledge, understanding and attitudes.

Use correctly new tools, machines, processes, methods or

modifications thereof.

Reduce waste, accidents, turnover, lateness, absenteeism, and other

overhead costs.

Implement new or changed policies or regulations.

Fight obsolescence in skills, technologies, methods, products, markets,

capital management etc

Bring incumbents to that level of performance which meets [100

percent of the time] the standard of performance for the job.

Develop replacements, prepare people for advancement, improve

manpower deployment and ensure continuity of leadership.

Ensure the survival and growth of the organization.


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TRAINING AND DEVELOPMENT IN ONGC

An integral part of ONGCs employee centered policies is its thrust on

knowledge up gradation and development. ONGC places topmost priority in

the development of its HR through quality training. The aim is to equip the

employees with the latest skills required to excel in there respective field of

operations and to keep them abreast with the latest development in their own

trades.

As ONGC is itself a very large organization it makes sure that they provide a

complete training programme to its employees so that there is overall

development of the employees as well as the organization. Training is

provided to the employees through ONGC ACADEMY, Institute of petroleum,

safety, health and environment (IPSHEM), Institute of Drilling Technology

(IDT), Regional Training centre at Panvel, Chennai and Vadodara., Institute of

Gas, production and Technology (IOGPT).

.

The training institute of ONGC is committed to:

Impart best-in-class training programmes to its employees

Continuously evolve our training programme based on feedback from

the participants.

Providing best in infrastructure facilities for the training programmes

Focusing training programmes on the emerging business opportunities

of the corporation.


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FUNCTIONS OF TRAINING INSTITUTES To survey existing workforce to identify present and future training

requirements for professional and managerial excellence

To prepare career linked training plans for officers keeping in view the

job rotations in ONGC

To prepare the annual training calendar for the company in

consultation the Institute heads and Top Management/ Directors etc

with respect to organizational requirements and individual perceptions.

To prepare common training syllabi for programs to be conducted by

IMD

To conduct induction training and training for officers risen from ranks

To conduct orientation programs for Geo-scientists and Engineers in

emerging technologies

To develop SC/ST and women personnel through special programs

To co-ordinate training abroad To conduct training related to technology transfer

Induction Training

ONGC Academy specializes in Induction training for Graduate trainee

includes General module, Multi-Disciplinary field familiarization training,Functional specialization through classroom lectures centers as well as

through 4 week long on-the-job training at ONGCs work centers. There is

also a Final evaluation session wherein employees have to make a

presentation with respect to their job and a test is also conducted. Trainees

emerging out of the Academy are well poised to take on the challenging tasks

on difficult operational areas.


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ASSESSMENT OF TRAINING NEEDS

Workshop is organized where key executives or their representatives

deliberates in details on all the training needs. Training needs are analyzed by

an elaborate process of discussion and deliberations by the key executives.

The training needs are communicated to ONGC Academy.

Then ONGC Academy prepares the Training calendar for the whole year. The

same is circulated to all the key executives. They in turn nominate the

employees for the training based on the needs of the concerned employees

and taking into consideration their job profile and past trainings. After the

training sessions are over feedback is taken from the participants. The same

is analyzed and deliberated upon for incorporating improvements for the next

trainings.

Training for middle level and senior level executives

ONGC ACADEMY

ONGC Academy is premier nodal agency for training and developing human

resources. ONGC Academy has an experienced core and visiting external

faculty from in- house, industry and top national institutes that possess

specialization, experience, institutional affiliation and temperament. Training

programs is as per the specific requirements catering to the fresh graduate

trainees, middle and senior level corporate executives. Refresher, awareness

and exposure courses in the field of geo-science, production and reservoir

engineering, engineering technologies and managerial aspects for the

national international oil companies are conducted regularly. Programme on

joint ventures, negotiations, price risk analysis, cost reduction, advanced

petroleum management etc are added features of the training curriculum.


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INSTITUE OF PETROLEUM, HEALTH, SAFETY AND ENVIRONMAENT

MANAGEEMENT (IPSHEM)

It was established in 1989, with the objective of promoting standards of safety,

health and environment in petroleum sector in India. The Institute is

committed to upgrade and develop human resources with a view to minimize

the overall risk to human life, damage to property, process and the

environment.

INSTITUTE OF DRILLING TECHNOLOGY (IDT)

It was set up in 1978 at Dehradun. It is engaged in relentless effort in R & D

and has rendered excellent services in the area of oil and gas well drilling

technology. They provide advance technical knowledge through training. The

Institute with highly qualified and experienced scientists and engineers carries

out applied research in drilling related activities to achieve technical

excellence.

INSTITUTE OF OIL AND GAS PRODUCTION TECHNOLOGY (IOGPT)

It was established in 1984 at Panvel. The objective was to improve to improve

the economics of operations and boost indigenous hydrocarbon production.

This is the first institute in the country to provide integrated R & D support to

the entire spectrum of oil and gas production. The Institute has the distinction

of providing specialized training to production engineers. IOGPT offers

specialized training courses in all the areas of oil and gas production,

processing and transportation for technologists and engineers. The Institute

has all the state of the art training facilities like classrooms, meeting rooms,

information centre.


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TRAINING PROGRAMMES IN ONGC

Common for all Discipline Management Development/

Quality Management Programmes

Executives Advanced Management Programmes

Senior management programmes

Corporate Governance Leadership Programmes

Basic Regulations for principles employees training for corporate

responsibilities

Excellence through SMET, HOLSYM and Yoga Techniques

Global Managers

Skills and competencies to achieve Goals

Transformational leadership and organizational building

Skill Up gradation Programme for Non GTs

Outbound workshop on team building, leadership and interpersonal

skills

Safety Programmes

Mandatory Safety Training for Offshore Employees, like HUET

(Helicopter underwater Escape Training), SAS (Survival at Sea)

Fire Fighting and First Aid

Safe Chemical Handling

St. John Ambulance First Aid Training

Personal Safety & Social Responsibility

Fire prevention & First Fight

Personal Survival technical


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Elementary First Aid (EFA)

Health & Safety Awareness

Personal Safety & Social Responsibility (PSSR)

Quality, Health, Safety, Environment (QHSE) Awareness & Procedures

Health Programmes

Positive Health Development

Occupation Health

Positive Habits for effective Stress Management

Health Awareness

Women Empowerment and Positive Health

Positive Health & Dietary habits

Naturopathy & Yoga

Personality Development Training

Programmes for HR (Soft Skills)

Self Development, Team Building & Group Dynamics

Empowerment of Women Employees, Self Development, Group

Dynamics & Changing Mind Set

Presentation Skills

Communication Skills

Women Empowerment & Positive Health


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RESEARCH

METHODOLOGY


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RESEARCH METHODOLOGY

Meaning of Research Methodology

Research is a procedure of logical and systematic application of the

fundamentals of science to the general and overall questions of a study and

scientific technique which provide precise tools, specific procedure and

technical rather than philosophical means for getting and ordering the data

prior to their logical analysis and manipulation. Different type of research

designs is available depending upon the nature of research project,

availability of able manpower and circumstances.

Data Collection Methods

The source of data includes primary and secondary data sources.

Primary Sources: Primary data has been collected directly from

sample respondents through questionnaire.

Sample Size- 70 employees

Secondary Sources: Various Websites for performance appraisal,

training and development and Human resource management were

referred and even the ONGC website was browsed. This helped me to

gather the information related to my Project.

Research Instrument: Research instrument used for the primary data

collection is Questionnaire.


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DATA ANALYSIS AND

INTERPRETATION


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DATA ANALYSIS AND INTERPRETATION

1. Your Organization considers training as a part of organizational

strategy. Do you agree with this statement?

Training as Organisational Strategy

Frequency Percent Valid Percent

Cumulative

Percent

Valid Strongly Agree 8 11.4 11.4 11.4

Agree 45 64.3 64.3 75.7

Somewhat

Agree

12 17.1 17.1 92.9

Disagree 5 7.1 7.1 100.0

Total 70 100.0 100.0

8

45

12

5

0

5

10

15

20

25

30

35

40

45

S t ro ng ly A g ree A gree S om e wha t A gree D is agree

Series


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64% of the employees agree that training is considered as a

organisational strategy.

2. The training sessions conducted in your organization is useful.

Do you agree with this statement?

Is training session useful


Cumulative

Percent


Agree 40 57.1 57.1 75.7

Somewhat

Agree

16 22.9 22.9 98.6

Disagree 1 1.4 1.4 100.0

Total 70 100.0 100.0

13

40

16

1

0

5

10

15

20

25

30

35

40

S t ro ngly A gre e A gree S om e wha t A gree D is agree

Series

57% of the employees agree that training sessions conducted are

useful to them.


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3. To whom training is given more in organization?

Training given to whom in the organisation


Cumulative

Percent

Valid Senior staff 27 38.6 38.6 38.6

Junior staff 10 14.3 14.3 52.9

New staff 21 30.0 30.0 82.9

All employees who are

in need

11 15.7 15.7 98.6

All of the above 1 1.4 1.4 100.0

Total 70 100.0 100.0

27

10

21

11

1

0

5

10

15

20

25

30

Senior St aff Junior St aff New Staff A ll em olyees

who need

A ll th e

A bo ve

Series


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38% of the employees are of the opinion that training is given to senior

staff whereas 30% of the employees said that training is given to new

staff.

4. Enough practice is given for us during training session? Do you

agree with this statement?

Practise given during training session


Cumulative

Percent


Agree 32 45.7 45.7 51.4

Somewhat

Agree

25 35.7 35.7 87.1

Disagree 9 12.9 12.9 100.0

Total 70 100.0 100.0

4

32

25

9

0

5

10

15

20

25

30

35

S t ro ngly A g re e A gree S om ew hat A gree D is agree

Series


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45% of the employees agree that enough practise is given during

training session whereas 12% disagree with the above statement.

5. What method of training is normally used in your organization?

Method of training


Cumulative

Percent

Valid Job rotation 7 10.0 10.0 10.0

External training 15 21.4 21.4 31.4

Conference discussion 5 7.1 7.1 38.6

Programmed

Instruction

12 17.1 17.1 55.7

All the Above 31 44.3 44.3 100.0

Total 70 100.0 100.0

7

15

5

12

31

0

5

10

15

20

25

30

35

Job Rotation External

Training

Conference

Discussions

Programmed

Instruction

Al l the Above

Series1


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21% of the employees are given external training, 10% of the employees

are given job rotation whereas 44% of the employees are given different

types of training like job rotation, external training, conference

discussion etc.

6. Comment on the degree to which the training objectives are met

during the training sessions?

Whether training objectives are met


Cumulative

Percent

Valid All the objectives are

met

9 12.9 12.9 12.9

Some objectives aremet

40 57.1 57.1 70.0

Met according to need 19 27.1 27.1 97.1

None of the objectives

are met

2 2.9 2.9 100.0

Total 70 100.0 100.0


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9

40

19

2

0

5

10

15

20

25

30

35

40

A ll the

objectives are

m et

Som e objectives

are met

Met according to

need

None of the

objectives are

m et

Series

57% of the employees have said that some of the objectives are met

whereas only 12% of the employees are of the opinion that all their

objectives are fulfilled

7. The time duration given for training period is?

Duration of the training


Cumulative

Percent

Valid Sufficient 34 48.6 48.6 48.6

To be extended 14 20.0 20.0 68.6

To be

Shortened

2 2.9 2.9 71.4

Manageable 20 28.6 28.6 100.0

Total 70 100.0 100.0


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34

14

2

20

0

5

10

15

20

25

30

35

Suffic ient To be extended To be shortened Manageable

Series

48% of the employees feel that time duration provided for training

session is sufficient only 2% of the employees think that duration needs

to be shortened.

8. What are all important barriers to Training and Development?

Barriers to Training


Cumulative

Percent

Valid Time 28 40.0 40.0 40.0

Money 4 5.7 5.7 45.7

Lack of interest by staff 24 34.3 34.3 80.0

Non availability of

skilled trainer

10 14.3 14.3 94.3

none 4 5.7 5.7 100.0

Total 70 100.0 100.0


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28

4

24

10

4

0

5

10

15

20

25

30

Tim e M o ne y L ac k of

Interest by

Staff

Non

A vailabi li ty of

Skil led

Labour

No

Complaints

Series

40% of the employees are of the opinion that time is the most important

barrier whereas 34% of the employees feel lack of interest by employees

is the barrier in training.

9. What are the general complaints about the training session?


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General complaints about training by the employees


Cumulative

Percent

Valid Too many gaps

between the sessions

17 24.3 24.3 24.3

Training sessions are

unplanned

25 35.7 35.7 60.0

Take away precious

time of employees

6 8.6 8.6 68.6

Boring and not useful 9 12.9 12.9 81.4

none 13 18.6 18.6 100.0

Total 70 100.0 100.0

17

25

6

9

13

0

5

10

15

20

25

Too m any

gaps

between the

sessions

Training

sessions

are

unplanned

Take away

precious

time of

employees

Boring and

not us eful

No

complaints

Series

35% of the employees feel that training sessions are unplanned whereas24% of the employees feel that there are too many gaps between

training sessions.

10.What training and development do you need to make your careeraspirations to come true?


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Type of training needed


Cumulative

Percent

Valid Leadership Training 36 51.4 51.4 51.4

External degree study 17 24.3 24.3 75.7

Formal meeting

procedures

5 7.1 7.1 82.9

Others 12 17.1 17.1 100.0

Total 70 100.0 100.0

36

17

5

12

0

5

10

15

20

25

30

35

40

Leadership

Training

Ex ternal degree

study

Formal meeting

procedures

Others

Series

36 employees feel that training with respect to leadership should be

introduced whereas 12 employees have suggested different methods

like Assignment based, new advancement, new technology training,

basic training related to respective field, software related training, job

oriented training etc

11.Have you ever come across any problem during the training

session conducted in your organization?


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Problem faced during training session by the employees


Cumulative

Percent

Valid Yes 13 18.6 18.6 18.6

No 57 81.4 81.4 100.0

Total 70 100.0 100.0

Yes

19%

No

81%

Yes

No

81% of the employees have never faced any trouble or problem

during the training session whereas 19% of the employees faced

some or the other problems. Some of the problems faced by the

employees are duration is too short for training, training schedule

and content was not managed properly during the training

session, queries are not addressed by experts, system failures,

unplanned sitting arrangements, sometimes topics are not

relevant with the course material etc.


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RECOMMENDATIONS

RECOMMENDATIONS


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Training process requires proper planning and preparation to avoid wasting

valuable employee time and investment in training resources.

1. Training can be made effective by making learning as one of the

fundamental values of the company. This philosophy should percolate

down to all employees in the organization.

2. It should be ensured that there is proper linkage among organizational,

operational and individual training needs

3. Communication plays an important role. It is essential that the trainer

effectively communicates the objectives and program outline to the

employees attending the training session.

4. Feedback may also be taken from the employees about the training

session. It may help the organization to conduct training session more

effectively keeping in mind the employees needs.

5. The training sessions should be well planned; the seating

arrangements and all other basic facilities should be properly provided

to people attending the training session. All the difficulties faced by the

employees during the training session should be solved by the experts

present during the training session.

6. The training sessions can be made interesting for the employees like

for example the employees should be given the opportunity to interact

with other employees attending the training session. The employees

can be given a particular topic for discussion. When employees have a

discussion among themselves new and innovative ideas come into

picture. These new ideas may be implemented which may be beneficial

for the organization.

7. Each and every employee in the organization should be equal

opportunity for training according to their need so that they can improve

their skills. To this end, a comprehensive database is required to be

maintained to identify employees who did not receive any training

during the past 2 years and to give them preference in forthcoming

programmes.


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LIMITATIONS,

CONCLUSION AND

BIBILOGRAPHY

LIMITATIONS OF THE STUDY

The sample that I took does not represent the whole population, as thenumbers of employees were very large.


40/44

Time constraint is also one of the limitation.

CONCLUSION

ONGC provides induction training to its new employees in ONGC ACADEMY.

This helps the new employees to inculcate work culture of the organization.

And different kinds of training are given to all employees from time to time

according to their need.

ONGC is a good example of how it cares for its employees. Efforts are taken

on the part of organization so that all the employees get required skills and

efficiency so that they can fulfill their responsibilities as per organizational

needs.

BIBILOGRAPHY

HR Manual ONGC

www.ongcindia.com

www.google.com

QUESTIONNAIRE COPY OF THE PROJECT
http://www.ongcindia.com/http://www.google.com/http://www.ongcindia.com/http://www.google.com/


41/44

1. Your Organisation considers training as a part of organisational strategy.

Do you agree with this statement?

Strongly Agree

Agree

Somewhat agree

Disagree

2. To whom training is given more in organization?

Senior staff

Junior staff

New staff

All employees who need training

3. Enough practice is given for us during training session. Do you agree with

this statement?

Strongly Agree

Agree

Somewhat Agree

Disagree

4. The training sessions conducted in your organization is useful. Do you

agree with this statement?

Strongly Agree

Agree

Somewhat agree

Disagree


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5. What training and development you need to make your career aspirations

true?

Leadership training

External degree study

Formal meeting procedures

Other (please specify)

6. What are the general complaints of training session?

Too many gaps between the sessions

Training sessions are unplanned

Take away precious time of employees

Boring and not useful

No complaints

7. The time duration given for training is?

Sufficient

To be extended

To be shortened

Manageable


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8. Comment on the degree to which training objectives are met during training

sessions

All the objectives are met

Some objectives are met

Met according to need

None of the objectives are met

9. Have you ever come across any problem during the training session

conducted in your organization?

Yes

No

If Yes, what is the problem, what are the relevant steps taken to solve

the problem

10. What mode of training is normally used?

Job rotation

External training

Conference discussion

Programmed instruction


44/44

All the above

11. What are all important barriers to Training and development?

Time

Money

Lack of interest

Non availability of skilled trainer

No complaints.

t and d Project Ongc Sip

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