vishal r[1].guleria

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PROJECTREPORT

TRAINING &DEVELPOMENT

MR. VISHAL

GULERIA

AEMB0115B/09YEAR:-- SEP. 2010

ARNI SCHOOL OF BUSINESS

MANAGEMENT

( ARNI UNIVERSITY)


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PROJECT REPORT

ONTRAINING & DEVELOPMENT

SUBMITTED TO ARNI UNIVERSITYIN THE PARTIALFULFILLMENT OF THE REQUIREMENTS FOR DEGREE IN

MASTER OF BUSINESS ADMINISTRATION

SUBMITTED BY: -- SUBMITTEDBY: --ARNI SCHOOL OF BUSINESS MANAGEMENT MR.VISHAL GULERIA (ARNI UNIVERSITY)M.B.A. 3rd Sem.

AEMB0115B/09

Session (2009-2011)ARNI SCHOOL OF BUSINESMANAGEMENTARNI UNIVERSITY KATHGARH (INDORA)

KANGRA(HIMACHAL PRADESH)


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AUTHENTICATION CERTIFICATE

This is to certify the Project Report entitled Training

& Development is an authentic record of researchwork done by Vishal Guleria M.B.A Student & submittedfor award of degree of Business Administration to theARNI SCHOOL OF BUSINESS MANAGEMENT is an originalwork carrier of out under my guidance & no part thereofhas been presented for any other degree.

Dated: ------------ Mr.Rakesh GuleriaPlace: ------------H.R. Executive


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DECLARATION

Myself Vishal Guleria (Roll No. AEMB0115B/09)Student of MBA 2nd semester, Arni School ofBusiness Management hereby declare that thisproject report being submitted to(ARNIUNIVERSITY) KATHGARH (INDORA) KANGRA(H.P.) is made in fulfillment for the award of theDegree Master of Business Administration, is anoriginal piece of work done by me.

Date----------Place---------MR.VISHAL GULERIA


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ACKNOWLEDGEMENT

I present this project report on Training &Development with a sense of great pleasure andsatisfaction. I undersign with pleasure take thisopportunity to thank all those related directly orindirectly in preparation of this project report.

I started working on this project under the invaluableguidance of Honorable Mr. Rakesh Guleria for which

I am very much thankful for her valued time given forthe purpose. Without her co-operation my project workwould have been difficult to complete.

I also offer the due regard and gratitude to honbleMr. B.P.S. Thakur, Mr.Gagan Rajpoot &Dr.Chaman Mahajan. I am very thankful to myproject guide Mr. Rakesh Guleria for their constant

support extended towards me.

Mr.Vishal Guleria

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INDEXS.NO. CHAPTER NAME

1. INTRODUCTION

2. COMPANY PROFILE

3. THEORETICAL PERSPECTIVE

4.DATA ANALYSIS AND INTERPRETATION

5. FINDINGS CONCLUSIONS

6. SUGGESTIONS

7. BIBLIOGRAPHY

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TRAINING AND DEVELOPMENT

INTRODUCTION: --- As man invented tools,

weapons, clothing, shelter and language, the need fortraining became an essential ingredient in the marchof civilization. Whether our ancestors stumbled uponor invented these facts of civilization is relatively littlesignificance what is more important is that man hadthe ability to pass on to others the knowledge and skillgained in mastering circumstances which was done bysigns and words. Through these devices the

development process called training wasadministered.

CONCEPT & DEFINITION:--- An inevitableconsequence of change is the need to learn. Changesmay be result of the introduction of new technology ofnew working practices or of the general developmentand changing aspirations of people. Such changes

often require people to learn new knowledge and skillsand company this with changes in attitudes.

Training is defined as A planned process to modifyattitude, knowledge or skill through learningexperience to achieve effective performance in anactivity or range of activities. Its purpose in the worksituation is to develop the abilities of the individual

and to satisfy current and future manpower needs ofthe organization. Training is the corner stone of soundmanagement for it makes employees more effectiveand productive.

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Development is a related process. It covers not onlyactivities, which improve job performance, and alsothose, which bring about growth of the personality. Inorganizational terms, it is intended to equip persons to

earn promotions and held greater responsibility. Training a person for a bigger and higher job isdevelopment.

IMPORTANCE OF TRAINING:---

Reduction in wastage leading to improvedprofitability.

Improves the morale of the workforce. Improve the job knowledge and skills at the levels

of the organization. Improves quality. Improves production rate. Improves labor management relations. Creates an appropriate climate for growth and

communication.

Helps the individual in making better decisionsand effective problem solving. Aids in encouraging and achieving self

development and self-confidence. Helps a person handle stress, tension, frustration

and conflict.

TRAINING PROCESS:---

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ORGANISATIONAL OBJECTIVESAND STRATEGIES

ASSESSMET OF TRAINING NEEDS

ESTABLISHMENT OF TRAINING

GOALS


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OBJECTIVES OF THE STUDY

This project work characterizes to evaluate the

training programs that are conducted at MAJA HEALTHCARE DIVISION. The objectives of the study are asfollows.

To study the training programs taken up currentlyby the organization.

To analyze the procedure presently followed inplanning and conduct of training programs at

MHCD.To evaluate the training management programs.

To analyze how the training needs of theemployees are identified.

To evaluate the feedback system followedpresently.

RESEARCH METHDOLOGY To design this project report, a through literaturesurvey was conducted which included detailed studyof books and journals available on the subject. Basedon this survey, a questionnaire was prepared to

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EVALUATION OF RESULTS

IMPLEMENTATION OF

TRAINING PROGRAMME

DEVISING TRAINING

PROGRAMME


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evaluate training and development programs. Theresearch also included few personal interviews withthe trainees as well as the trainers who gave aninsight into the various training programs conducted

to gain practical view of the programs.

The questionnaires were administered to 20executives and 30workers who had undergonetraining. The questionnaires consisted of 20 questionsout of which 2 questions were based on employeeprofile, and 18were based training and development.

L IMITATIONS OF THE STUDY

The company under study being a very largeorganization with large number of employees, allof them could not be contacted for views andopinions on the topic TRAINING ANDDEVELOPEMENT.

Wing to the paucity of time the questionnairescould be distributed only to a limited number ofemployees. Therefore the findings of the studyneither may nor be 100% accurate.

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COMPANY PROFILEFounded in 1960 by Late. Sh. Suchet Singh Kochar, VI-

JOHN GROUP has emerged today known products ofPERSONAL CARE,SKIN CARE & COSMETICS,ourbest-known product are Shaving cream, Toothpaste,Aftershave Lotion, Hair Removing cream,ST.JHONrange of Perfumes and various other Cosmetic &Herbal Product. The company has established strongfoothold in almost every developed country in ASIA,EUROPE, and AFRICA & AUSTRALIA. Combining ancient

wisdom with modern technology, the company hasexpanded business activity into related trade lines.

Right from its inception in the 1960, the VI-JOHNGROUP of companies has been charting anunwavering course that has catapulted the group into

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International limelight. Today the Group standsmajestically as a Grand conglomerate of 7 companies.

VISION & MISSION: --- VI-JOHN GROUP mission

is to add goodness to life. We meet everyday needsfor hygiene & Personal Care whit brand that helppeople Feel Good, Look Good &Get More out of life.Our deep roots in local cultures and markets inIndia give us our strong relationship with consumer& are the foundation for our future growth. We willbring our Wealth of knowledge and expertise to theservice of local consumers.Corporate Our long term,

success requires a total commitment to exceptionalstandards of performance and productivity toworking together effectively, and to a willingness.We believe to have the highest standards ofbehavior towards everyone we work with thecommunities we touch, and the environment onwhich we have an impact. This is our road tosustainable, profitable growth crating long term

value for our people, our consumers and ourbusiness partners.

ETHICS:---Code of ethicsThe VI-JOHN GROUP recognizes its responsibility to itsbusiness partners, suppliers and the community atlarge

(OPERATING PRINCIPLES)

The VI-JOHN GROUP has a strong ethical ethos which isevident in all facets of the operation and isdemonstrated in the following ways:

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Manufacturing is monitored and controlled in linewith cosmetics good manufacturing practices andthe VI-JOHN GROUP cosmetics supplier code of

practices to ensure high quality product. VI-JOHN GROUP has open and honest relationship

with all suppliers ensuring confidentiality of theirspecialist technologies & formulations.

VI-JOHN GROUP is committed to conducting itsbusiness in a manner that demonstrates respectfor the environment all supplier are expected toact responsible with regard to a protection &

preservation of the environment, Implementationof proper environmental controls and compliancewith national and local regulations .

QUALITY:--- Building a company with a world classQuality.At MAJA HEALTH CARE DIVISION, delivering value toour customers is our primary objective .Our costumerscount on us to deliver quality product on time, everytime, our belief is that by utilizing our qualityprocesses , we will give our customers values addedproducts they requires and deserve.

OBJECTIVES OF THE COMPANY:---

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M.H.C.D. DIVISION OF KISHANPURA

The MHCD Division (KISHANPURA) of VI-JOHN GROUP

was established in the year 1960 to achieve self -reliance in avionics. This division is located in theKISHANPURA (NALAGARH) and employs more than 300employees including 30 executives. This prestigiousdivision is engaged in production. A General Managerassisted by senior-by-senior executives for eachdisciplines such as planning, Manufacturing, QualityControl, Finance, Commercial, Personnel and Training

head it. This division manufactures a large number ofProducts, which are common to all types of cosmetic.

PRODUCT OF VI-JOHN GROUP:----

VI-JOHN SHAVING CREAM VI-JOHNFAIR&FARY

VI-JOHN HAIR GEL VI-JOHNSOPE

HIMRATANA OIL VI-JOHNHAIR COLOUR

COBRA PREFUME VI-JOHN TALC VI-JOHN TOOTHPASTE

ORGANAZTIONAL STRUCTURE

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G.M.


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TRAINING ACTIVITIES AT M.H.C.D.:--- Toensure an efficient manpower with up to dateknowledge, a well-established training centerwas set up along with the inception of thedivision at Kishanpura, which caters to thetraining needs of all its employees.

Training is done at two places in M.H.C.D.MHCD Staff.

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H.R. Manager Production Manager Store Manager A/C

Dept.Quality Executive

H.R. Executive

Personal Officer

Sr.H.R. Asst.

Jr. H.R.Asst.

Production In charge

Sr. Supervisor

Supervisor in Different dept.(Oil,Shaving

Cream, Perfume,Talc,Toothpaste,Hair

Colure,Sope

Asst. of Supervisor

Line Supervisor

Sr.Astt. Store Manager

Jr.Astt. Store. Manager

Quality Supervisor

Sr.Quality Asst.

Jr. Quality Asst.


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Technical Training institutes of the divisions.

TRAINING AND DEVELOPMENTAT

KISHANPURA DIVISION

In the Kishanpura Division of MHCD (VI-JOHN), thetraining and development programs are conducted bythe Department of Training and Development. Thedepartment interacts directly with the varioustechnical and functional departments for conductingvarious programs. Involvement of the top

management of the division and the corporate officealso exists.

Apart from conducting training and developmentprograms for the employees, it also shares followingstatutory responsibility as part of Apprentice Act.

1. Introduction of around 50 passed. Techniciansin 4 different trades as Apprentice trainees once

every year. These trainees are exposed totheoretical classes as well as on the jobtraining.

2. Induction of around 40 Graduates / Diplomas inProduction, Mechanical Electrical,Computer and Quality disciplines and exposingthem to on the jobtraining.

TRAINING POLICY:--- The training policy of theKishanpura Division reflects the objectivesmentioned above. The importance of trainingand development programs are seen from therecent directive from Corporate Office whichlays down that every year at least 45% of thetotal employees should be trained. The various

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training and development programs areperiodically modified to take into account theemerging concepts are periodically modified totake into account the emerging concepts /

practices in the industry.

OBJECTIVES:--- The objectives of training anddevelopment at Kishanpura Division are as follows:

To assist employees to function effectively intheir present and future positions by exposingthem to the concepts, information andtechniques and development skills that wouldbe required in their particular field.

To build competent officers and prepare themto occupy more responsible positions.

To improve / change the attitude of peopletowards work, organization, goals, inter-personal relationship, team spirit etc throughmanagerial / behavioral inputs.

To enable managers to broaden their outlookand to tackle problems arising out ofincreasing size complexity of the organizationdue to technological and social changes.

To enable managers to handle moreeffectively the management labor relations.

To improve the analytical ability and decisionmaking responsibilities of managers.

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ORGANIZATION CHART OF TRAINING &DEVELOPMENT CENTRE

IDENTIFICATION OF TRAINING NEEDS:---Thefollowing procedure is adopted for identifying the

training needs.

The Departmental heads are requested in thebeginning of the year to nominate personnel fromtheir departments to various programs conductedat MHCD. These programs are mandatory.Brochures giving particulars of each program areprovided to the Departmental heads to identify

the correct nominees.

The nominees selected by the GM will attend theprograms for keeping abreast of latestdevelopments and trends relevant to theorganization.

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DGM (P & A)

CHIEF MANAGER (TRG)

SR. MANAGER (TRG)

LOW MANAGEMNT

MANAGEROFFICE STAFF


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Specific programs are also conducted at therequest departmental heads and as per

instructions from Corporate Office in the field ofTechnical, functional and managerial areas.

The departmental heads are requested in themonth of Jan / Feb to identify training needs ofpersonnel working with them for next year (Aprilto March) covering technical / functional /managerial / behavioral areas.

FACULTY:--- All the In house programs areconducted with the help of qualified and experiencedpersonnel form the training department as well asform technical and functional department. Whenrequired, facilities from outside organization areinvited to handle some specific sessions or a wholeprogram.

TRAINING AND DEVELOPMENTACTIVITIES:--- The following procedure hasbeen adopted for conducting the programs.

Yearly plans for conducting a few mandatoryprograms are prepared indicating even the datesof the programs. The top management as well asthe department in consultation with the line

managers decides this. Apart from these, the training department also

conducts some specific programs for all levels ofpersonnel at periodic intervals either in thetraining department or through outside institutesin various parts of the country. Sometimes these

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programs are evolved during shop levelmeetings / GMs meeting with departmentalheads / management committee meeting atcorporate level.

TRAINING METHODOLOGY

This consists of conventional methods of lecture anddiscussion and modern methods such as case studies,exercises, syndicate work role play etc. Sometimesvideo / 16 mm film are shown on specific topic

relevant to the session to bring more effectiveness inlearning.

EFFECTIVENESS AND FEEDBACK:--- At theend of each program conducted in the division,participants who give their comments aboutthe effectiveness of the overall program andalso the facilities fill up a feedback Performa.

Based on these, some changes are madewhere necessary.

TRAINING FACILITIES AVAILABLE ATKISHANPURA DIVISION

Class Rooms Film projector

Slide projector

Tape Recorder

Recorded Video Cassettes

Personnel Computer

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Black Boards

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THEORETICAL PERSPECTIVE

TRAINING POLICY:---

A companys training policy represents the commitment of its top

management to training. This helps in identifying priority areas in

training. It also highlights the firms approach to the training

function and provides information regarding programs to all

employees.

ORGANIZATIONAL OBJECTIVES AND

STRATEGIES

The first step in the training process in an organization is the

assessment of its objectives and strategies. What business are we in?

At what level of quality do we wish to provide this product or

service? Where do we want to be in the future?

ASSESSMENT OF TRAINING NEEDS

Needs assessment diagnoses present problems and future challenges

to be met through training and development Organizations spend

vast sums of money on training and development. Before

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committing such huge resources, organizations need to assess the

training needs of their employees. Needs assessment occurs at two

levels group and individual.

NEEDS ASSESSMENT METHODS

FOR GROUP ORGANIZATIONAL ANALYSIS

Organizational goals and objectives

Personnel / skills inventories

Organizational climate indices

Exit interviews

MBO or work planning systems

Quality circles

Customer survey / satisfaction data

Consideration of current and projected changes

FOR INDIVIDUAL ANALYSIS

Performance appraisal

Work sampling

Interviews

Questionnaires

Attitude survey

Training progress

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Rating seals

Observation of behavior

OBJECTIVES OF TRAINING AND DEVELOPMENT:--

Once training needs are assessed, training and developmentgoals must be established. The following are theobjectives:

To impart to new entrants basic knowledge and skills

they need for an intelligent performance of definite tasks.

To assist employees to function more effectively in their

present positions by exposing them to latest concepts,

information and techniques.

To create a climate in which the individuals best attain

his own goals by directing his efforts towards attaining

the goals of the organization.

To broaden the minds of senior mangers by providing

them opportunities for an inter change of experiences

within and outside.

To increase productivity by conceptual skills,

imagination and judgment in individuals.

DESIGNING TRAINING & DEVELOPMENT

PROGRAMMES

Every training and development programmed must address certain

vital issues like

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Who are the trainees?

Who are the trainers?

What methods and techniques are to be used for training?

What should be the level of training

What learning principles are needed?

Where is the programme conducted?

METHODS AND TECHNIQUES OF TRAINING:---

Training methods are classified as follows:

On the Job training

Vestibule training

Demonstration and examples Simulation

Apprenticeship

Class room methods

(a) Lectures

(b) Conference

(c) Case study

(d) Role Playing

(e) Programmed instruction(f) Computer Assisted Instruction (CAI)

Sensitivity Training

Other training methods

(a) Associations

(b) Audiovisual aids

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IMPLEMENTATION OF THE TRAINING

PROGRAMME

Once the training programmed has been designed it needs to beimplemented. Programme implementation involves action on the

following lines:

Deciding the location and organizing training and other

facilities

Scheduling the training programme

Conducting the programme

Monitoring the progress of trainees

EVALUATION OF THE TRAINING PROGRAMME

The last stage in the training and development process is theevaluation of results. Evaluation of any activity is

important since in evaluating one try to judge thevalue or worth of the activity, using the informationavailable. The most important means of evaluatingare

Observations

Ratings

Trainee surveys

Trainee interviews

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DATA ANALYSIS AND INTERPRETATION

1. AGE PROFILE OF THE EMPLOYEES:The respondents for this project work have been classified into various age

groups and are shown below in the given table.

Age in years 20-29 30-39 40-49 50 and above

No. Of employees 5 5 15 25

Percentage 10 10 30 50

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No. Of employees

20-29

30-39

40-49

50 and above

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2. DESIGNATION LEVEL OF EMPLOYEES

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DSGN LEVEL FIRST LINE

SUPERVISOR

MIDDLE

MANAGEMENT

SENIOR

MANAGEMENT

NO.OF EMPLOYEES 10 35 5

PERCENTAGE 20 70 10

First Line

Suervisor

Middle

Management

Senior

Management

DESIGNATION

LEVEL OF


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1)The program objectives were clear to me?

RESPONSES

Strongly Agree

Agree

Not sure

Disagree

Strongly disagree

Source: Questionnaire to the Employees.

Analysis: The above Table shows the following.

The analysis revealed that 66% of the respondents have agreed or strongly

agreed that objectives of training programmes were in line with their needs.

Interpretation:

A detailed study was conducted to evaluate whether the training objectiveswere in line with the employees needs. Whether the program objectives were

clear to the employees before the commencement of the training program. The

Maximum No. Of Employees have agreed that objectives of training

programmes were in line with their needs.

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RESPONSES Strongly Agree Agree Not sure Disagree Strongly disagree

PERCENTAGE 13 53 13 16 5


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2). The nomination procedure to the training programme was good.

0

10

20

30

40

50

60

Strongly

Agree

Agree Not sure Disagree Strongly

disagree

RESPONSES

RESPONSES



Since 62% of the respondents did not agree with the nomination procedure, the

training programme should be planned in such way that employees are

consulted before nominating them to any training programme.

Interpretation:

A detailed study was conducted to know whether the nomination to the

training programmes was made in consultation with the employees or not. The

Maximum No. Of Employees have not agreed that nomination procedure to

the training programme was good.

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3).Is the methodology adopted was adequate?

0

10

20

30

40

50

60

Strongly

Agree


disagree

RESPONSES

RESPONSES



Analysis of the data reveal that 71% of the sample scored very high in stating

that the methodology adopted was adequate.

Interpretation: A detailed study was conducted to know whether the

methodology adopted was adequate. The Maximum No.Of Employees have

agreed that the methodology adopted was adequate.

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4). Is the Course structure was well organized?

RESPONSES

Strongly Agree

Agree

Not sure

Disagree

Strongly disagree



The analysis revealed that 74% of the participants have agreed or strongly

agreed that the structure of the programme was good.

Interpretation:

A detailed study was conducted to know the Course structure was well

organized.

The Maximum No. of Employees have agreed that the Course structure was

well organized.

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PERCENTAGE

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5). The training was imparted considering the change in Job factor

and Individuals responsibility.

The study has attempted to evaluated the Training management

programme in terms of two important factors job factor andindividual factor.

(a) JOB FACTOR

This includes study of combination of training in improvement of

analytical ability problem soling and decision making skills and its

contribution to work place and outside work place. The responses

are given below:


PERCENTAGE 8 52 22 18 NIL

0

10

20

30

40

50

60

Strongly Agree Agree Not sure Disagree Strongly disagree

Series1



Analysis reveled that 60% of the respondents agree / strongly agree that thetraining programme has contributed in improving the effectiveness of the job

in terms of factors refer to above.

Interpretation:

A detailed study was conducted to know The training was imparted

considering the change in Job factor.

(b)INDIVIDUAL FACTOR

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The respondents were asked to respond on the effectiveness of the

training programme in terms of its contribution to improve their

skills as individuals. The responses are tabulated below:


PERCENTAGE 18 58 20 4 NIL

RESPONSES

0

10

20

30

40

50

60

70

Strongly

Agree


disagree

RESPONSES

Source:



The study shows that 76% of the respondents were of the opinion that the

various training programmes conducted helped identifying their strong and

weak points

Interpretation:

The respondents were asked to respond on the effectiveness of the training

programme in terms of its contribution to improve their skills as individuals

6) I am fully satisfied with the culture and climate of the

organization

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The respondents were asked to answer whether they were

satisfied with the culture and climate of organization and whether a

change has to be brought about in the working climate to implement

the skills acquired from the training programmes.



0

5

10

15

20

25

30

Strongly

Agree


disagree

RESPONSES

RESPONSES



The analysis revealed that only 44% of the respondents feel that the

organization climate and culture is satisfied to them.

Interpretation: The respondents were asked to answer whether they were

satisfied with the culture and climate of organization and whether a change has

to be brought about in the working climate to implement the skills acquired

from the training programmes.

7). Training was helpful to me outside my workplace

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The effectiveness of the training gave emphasis to whether the

individuals made attempts to practically use the skills that were

imparted during the training programme at their work place.

The responses are as follows:



0 10 20 30 40

Strongly Agree

Agree

Not sure

Disagree

Strongly disagree

RESPONSES

RESPONSES


Analysis: The above Table shows the following

The responses revealed an even distribution among agree and disagree a clear

conclusion could not be made. But since 42% of respondents disagreed or

strongly disagreed, it is very important that the employees should be given an

opportunity to practically implement the skills learnt during the training

programme.

Interpretation:

The effectiveness of the training gave emphasis to whether the individuals

made attempts to practically use the skills that were imparted during the

training programme at their work place.

8). Are you satisfied with the Training courses attended?

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0

10

20

30

40

50

60

STRO

NGLY

AGREE

AGREE

NOTSURE

DISAGREE

STRONGL

YDISAGREE

Series1



75% of employees were satisfied with the training courses attended

Interpretation:The maximum numbers of Employees are satisfied with the Training Courses

attended.

9). The programme objectives were in line with my needs:---



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0

10

20

3040

50

60

STRONGLY

AGREE

AGREE

NOTSURE

DISAGREE

STR

ONGLY

DISAGREE



65% of employees were agreed that the training programme objectives were in

their needs

Interpretation:

Most of the employees feel that the training objectives were in line to theirneeds

10). The training was imparted considering the change in Individuals

responsibilityRESPONSES Strongly Agree Agree Not sure Disagree Strongly disagree


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0

5

10

15

20

25

30

35

40

45

1 2 3 4 5 6

Series1

Series2

Source: Questionnaire to the Employees.Analysis: The above Table shows the following

60% of employees feel that the training was imparted considering the change

in Individuals responsibility were agreed.

Interpretation:

Most of the employees feel that the training was imparted considering the

change in Individuals responsibility were agreed.

11). The duration of the training Programme was adequate


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0

10

20

30

40

50

60

1 2 3 4 5 6

Series1

Series2



70% of employees feel that the duration of the training Programme was

adequate.

Interpretation:

Most of the employees feel that the duration of the training Programme was

adequate.

12). Course structure was well organized



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0

10

20

3040

50

60

STRONGLY

AGREE

AGREE

NOTSURE

DISAGREE

STR

ONGLY

DISAGREE

Series1



75% of employees feel that Course structure was well organized

Interpretation:

Most of the employees feel that the course structure is well organized

13). The quality of the course Material was good



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0

10

20

30

40

50

60

1 2 3 4 5 6

Series1

Series2



60% of employees feel that the quality of the course Material was good

Interpretation: Most of the employees feel that the quality of the course

Material was good.

14). The faculty handled the Subject effectively



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0

10

20

30

40

50

60

1 2 3 4 5 6

Series1

Series2



90% of employees feel that the faculty handled the Subject effectively

Interpretation: Most of the employees feel that the faculty handled the Subject

effectively

15).The training aids used in the programme were Sufficient



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0

10

20

30

40

50

60

1 2 3 4 5 6

Series1

Series2



75% of employees feel that the training aids used in the programme were

Sufficient

Interpretation:

Most of the employees feel that the training aids used in the programme were

Sufficient

16). The involvement of the Participants was good



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0

5

1015

20

25

30

35

STRONGLY

AGREE

AGREE

NOTSURE

DISAGREE

STRONGLY

DISAGREE

Series1



55% of employees were participated effectively

Interpretation: Most of the employees feel that the involvement of the

Participants was good

17). Time to implement my Learning was sufficient



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05

1015202530354045

STRONGLY

AGREE

AGREE

NOTSURE

DISAGREE

STRONGLY

DISAGREE

Series1



70% of employees feel that time to implement their Learning was sufficient

Interpretation:

Most of the employees feel that time to implement their Learning was

sufficient

18). Training was helpful to me outside my workplace



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0

5

10

15

20

25

30

35

STRONGLY

AGREE

AGREE NOT SURE DISAGREE STRONGLY

DISAGREE

Series1



55% of employees disagreed that feel that training was helpful to them outside

their workplace

Interpretation: Most of the employees feel that the training programmes were

not helpful to them outside their work place.

19). The training programme has Improved my decision Making

skills



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0

5

10

15

20

25

30

35

40

45

50

STRONGLY

AGREE


DISAGREE

Series1



65% of employees feel that the training programme has improved their

decision-making skills.

Interpretation:

Most of the employees feel that the training programme has improved their

decision-making skills.

20). The programme helped me An opportunity to become More

open minded



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0

10

20

30

40

50

60

STRONGLY

AGREE


DISAGREE

Series1



60% of employees feel that the programme was not helping them to become

More open minded

Interpretation:

Most of the employees feel that the programme was not helping them to

improve human skills.

QUESTIONNAIRE

Name of the participant (Optional):

Department:

Please indicate by a tick ( ) mark

1.To which age group do you belong?

a)20 29 Years b) 30- 39 Years

c)40 49 Years d) 50-65 Years

2.Designation / level

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a) First line Supervisor

b) Middle Management

c) Sr. Management

1) The program objectives were clear to me?

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE

5. STRONGLY DISAGREE

2) The nomination procedure to the training program was good.

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


3) Is the methodology adopted was adequate?

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


4) Is the Course structure was well organized?

1. STRONGLY AGREE2. AGREE

3. NOT SURE

4. DISAGREE


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5) The training was imparted considering the change in Job

factor and Individuals responsibility.

1. STRONGLY AGREE

2. AGREE

3. NOT SURE4. DISAGREE


6) I am fully satisfied with the culture and climate of the

organization

1. STRONGLY AGREE

2. AGREE3. NOT SURE

4. DISAGREE


7) Training was helpful to me outside my workplace

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


8) Are you satisfied with the Training courses attended?

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


9) The program objectives were in line with my needs


3. NOT SURE

4. DISAGREE


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10) The training was imparted considering the change in

Individuals responsibility

1. STRONGLY AGREE

2. AGREE

3. NOT SURE4. DISAGREE


11) Course structure was well organized

1. STRONGLY AGREE

2. AGREE3. NOT SURE

4. DISAGREE


12) The quality of the course Material was good

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


13) The faculty handled the Subject effectively

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


14) The training aids used in the program were Sufficient1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


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16).The involvement of the Participants was good.

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE5. STRONGLY DISAGREE

17). Time to implement my Learning was sufficient

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE

18) Training was helpful to me outside my workplace


3. NOT SURE

4. DISAGREE


19) The training program has Improved my decision Making skills

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


20) The program helped me An opportunity to become More open

minded

1. STRONGLY AGREE

2. AGREE

3. NOT SURE

4. DISAGREE


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FINDINGS

A majority (66%) has responded that the objectives of the

training programmes were in line with their needs.

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Majorities (62%) of the respondents were not satisfied

with the nomination procedure.

A majority of 71% has responded that the methodology

adopted in the training programme

Structure (74%) of the programme has been satisfactory.

60% of the respondents agreed or strongly agreed that the

contents of the programme contributed to their on the

job effectiveness

76% of the respondents have opined that the programmes

contributed in identifying there strong and week points.

Only 44% of the respondents felt that the organization

climate was satisfactory.

CONCLUSIONS

It was good learning session for me during my tenure with the

company. While doing the project, I learnt the practical implications

of a training programme. I got practical exposure to study the

effectiveness of the changes brought in the training program at

MHCD.

Employees at MHCD are satisfied with the training program at

MHCD but if organization desires to have improved response from

employees, it should try to concentrate not just on technical skills but

also on personality development. Employees should learn how to

survive in the present competitive environment.

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SUGGESTIONS

In view of the response to the nomination procedure, it will be

ideal to contact the employees before they are selected. This

will give a feeling of importance to the employee and also

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enable the organization to cover the training programmes based

on their need and requirements.

The study has brought out that the organization climate is not

progressive as pointed by respondents for implementation of

the ideas generated in the training programmes. This is a majorissue and any decision on this calls for a deeper organizational

study.

Employees should be given sensitivity training to improve their

human skills because employees should be groomed for future

managerial positions in the organization.

Organization should try to deal with resistance to changeexhibited by employees. Employees should be train how to

learn.

Training programmers may be conducted frequently and for

longer period stressing on job skills and interpersonal skills.

More of case studies, seminars and group discussions; may be

included in the training programme.

Faculty from reputed institution may be invited to enhance the

training management programmes.

More training programmes may be conducted in the field of

computers due to increase technological changes.

BIBLIOGRAPHY

BOOK NAME AUTHOR

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Training & Development

Hand Book, A Guide to HRD

Robert L. Craig

Personnel Management Arun MonappaPersonnel Management

Himalaya Publishing House

C. B. Mamoria

Evaluating Management

Training & Development

B. R.Virmani &Premila Seth

Human Resources and

Personnel Management

K. Aswathappa

vishal r[1].guleria

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