Professional Documents
Culture Documents
CHAPTER-I
INTRODUCTION
Definition
-R. C Davis
INTRODUCTION
Training of personnel consists in providing them with the necessary facilities and
opportunities to acquire knowledge develop skills and cultivate attitudes and behavior for the
efficient and effective discharge of their duties and responsibilities. Administrative skills can
be grouped into technical skills, human skills and conceptual skills. Training should enable
people to perform their present duties effectively and at the same time prepare them to
shoulder higher responsibilities in the future. The ultimate objective of training for personnel
is the improvement in the effectiveness of achievement of organizational objectives.
Each and every position in an organization calls for a certain amount of expertise in
terms of knowledge, skills and attitudes. The person occupying the position may not have all
the elements. Of expertise required for effectively performing new technology or procedure
or law. The need for training arises in account of the requirement of filling the gap between
the skills and competences required for the performance of a job and the expertise actually
possessed by the job holder. This gap can be filled either by institutional training or on-the-
job training.
The common method is to mount a course on the basis of the experimental wisdom.
Hence, a training course conducted kin a training institution is generally looked upon as some
kind of an isolated event. This is one of the reasons why it has not been possible to derive the
maximum benefit from a training course. Institutional training is regarded as a break from the
monotony of the job. No wonder sabbatical was one of the objectives of some of the
courses.
For understanding a system or for setting up a system, one should start by determining
the objectives of the system i.e. what the system seeks to accomplish.
The inputs are to be identified and the outputs specified. In the light of the
relationship between the inputs and outputs the different processes can be worked out.
Suitable feedback must be obtained at the various stages, to ensure appropriate corrective
steps at the necessary stages.
A training course is the training effort of organization. It may be said that the trainees
from the basic input, together with the other resource such as the physical facilities, reading
material, resource persons, etc. The design and conduct of the course constitute the processes
and the trained employee the output. The evaluation of the training course, generally done at
the end of the course, is the feedback of the basis of which improvements are made in the
subsequent courses organized by the institution. But this is a simplistic and crude way of
viewing the training effort though it illustrates the systems concept of an institutional training
effort with the untrained employee, the training course, the trained employee and the
evaluation of the training course representing the input, the process, the output and feedback
control.
TRAINING
DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
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.
Developing the employees 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.
DEVELOPMENT DEFINED
It helps the individual handle future responsibilities, with less emphasis on present job
duties.
INTRODUCTION OF TRAINING
TRAINING-DEFINED
Its not what you want in life, but its knowing how to reach it
Its not where you want to go, but its knowing how to get there
Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an outcome
Its not what you dream of doing, but its having the knowledge to do it
It's not a set of goals, but its more like a vision
Its not the goal you set, but its what you need to achieve it
Training is about knowing where you stand (no matter how good or bad the current situation
looks) at present, and where you will be after some point of time.
Training is about the acquisition of knowledge, skills, and abilities (KSA) through
professional development.
ROLE OF TRAINING
Training objectives are one of the most important parts of training program. While some
people think of training objective as a waste of valuable time. The counterargument here is
that resources are always limited and the training objectives actually lead the design of
training. It provides the clear guidelines and develops the training program in less time
because objectives focus specifically on needs. It helps in adhering to a plan.
Training objective tell the trainee that what is expected out of him at the end of the training
program. Training objectives are of great significance from a number of stakeholder
perspectives,
Trainer
Trainee
Designer
Evaluator
Trainer The training objective is also beneficial to trainer because it helps the trainer to
measure the progress of trainees and make the required adjustments. Also, trainer comes in a
position to establish a relationship between objectives and particular segments of training.
Trainee The training objective is beneficial to the trainee because it helps in reducing the
anxiety of the trainee up to some extent. Not knowing anything or going to a place which is
unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep
the participants aware of the happenings, rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to make the training
successful. The objectives create an image of the training program in trainees mind that
actually helps in gaining attention.
Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving
those goals is much higher than the situation in which no goal is set. Therefore, training
objectives helps in increasing the probability that the participants will be successful in
training.
Designer The training objective is beneficial to the training designer because if the
designer is aware what is to be achieved in the end then hell buy the training package
according to that only. The training designer would then look for the training methods,
training equipments, and training content accordingly to achieve those objectives.
Furthermore, planning always helps in dealing effectively in an unexpected situation.
Consider an example; the objective of one training program is to deal effectively with
customers to increase the sales. Since the objective is known, the designer will design a
training program that will include ways to improve the interpersonal skills, such as verbal and
non verbal language, dealing in unexpected situation i.e. when there is a defect in a product
or when a customer is angry. Therefore, without any guidance, the training may not be
designed appropriately.
Evaluator It becomes easy for the training evaluator to measure the progress of the trainees
because the objectives define the expected performance of trainees. Training objective is an
important to tool to judge the performance of participants.
Training As Consultancy
It has been estimated that 58% of the emerging market in training outsourcing is in
customer education, while only 42 percent of the market is in employee education.
Management Development
Conflict Management
Managing Diversity
Project Management
Stress Management
Time Management
Senior Management Workshops
Sales
Negotiation Skills
Sales Technique
Customer Care
Customer Care Training
Managing Customers
Human Resource
HR Administration
Induction Training
Recruitment & Selection
Successful Appraising
Workshops on:
Assertive Skills
Building Confidence
Coping with Change
Interview Techniques
Maximize Potential
One to One Coaching
Focused entirely on personal objectives
Move forward at individual pace
Material used in tailor made to specific development Need
A strict code of confidentiality
IMPORTANCE OF TRAINING CONSULTANCIES
RESEARCH METHODOLOGY
METHODOLOGY
The analysis of the principles of methods, rules, and postulates employed by a discipline.
The systematic study of methods that are, can be or have been applied within a discipline.
Questionnaires
Personal observations
Newspapers
Magazines
Internet
SAMPLE SIZE
Sample size is decided under three decisions:
The period of the study consists of 30 days in a reputed industrial organization, which is the
manufacture of Automotive Parts situated at NITHYA SILKS COTTON SPINNING
MILLS LIMITED AT THIRUPUR
DATA COLLECTION:
PRIMARY DATA
The primary data was collected through administration of questionnaire through personal
observation.
SECONDARY DATA
Secondary source includes article from magazines. Company's manual and Internet was also
used to collect data (secondary).
RESEARCH DESIGN
In this project I have tried to present details about the training and development programs
being presently followed in NITHYA SILKS COTTON SPINNING MILLS LIMITED
AT THIRUPUR and the feedback, I collected from different employees during my
interaction with them.
The scope of training and development can be explained with the help of following
points - Exact position of performance of employees through their feedback
Improves the job knowledge and skills at all levels of the organization
Improves the morale of the workforce.
Helps people identify with organizational goals.
Helps create a better corporate image.
Fosters authenticity, openness and trust.
Improves relationship between boss and subordinate.
Aids in organizational development.
Learns from the trainee.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational policies.
Provides information for future needs in all areas of the organization.
Organization gets more effective decision-making and problem-solving skill.
Aids in increasing productivity and/or quality of work.
Helps keep costs down in many areas, e.g. production, personnel, administration, etc.
Develops a sense of responsibility to the organization for being competent and
knowledgeable.
Improves Labour-management relations.
Reduces outside consulting costs by utilizing competent internal consultation.
Stimulates preventive management as opposed to putting out fires.
Eliminates suboptimal behavior (such as hiding tools).
Creates an appropriate climate for growth, communication.
Aids in improving organizational communication.
Research design:
Exploratory as well as descriptive
Sampling design:
Research method:
Survey method
Research tool:
Sample size:
100
In this project I have tried to present details about the training and development
programs being presently followed in and the feedback, I collected from different employees
during my interaction with them NITHYA SILKS COTTON SPINNING MILLS
LIMITED AT THIRUPUR
The scope of training and development can be explained with the help of following points -
During my training period although the management and plant personnel were very
co-operative & extended their full support, yet there were following limitations associates
with my study which I would like to mention:
Due to the busy schedule of an organization I was unable to grasp the precious words
of the HRD Manager
CHAPTER SCHME:
Chapter 1: Introduction
Chapter 2: Review of Literature
Chapter 3: Research Methodology
Chapter 4: Data Analysis and Interpretations
Chapter 5: Findings
Chapter 6: Bibliography
Percentage analysis and chi-square are used for analyzing the data collected.
Percentages are obtained when ratios are multiplied by 400.
No. of respondents
Percentage of respondents = ---------------------------- X 100
Total No. of respondents
CHI-SQUARE ANALYSIS:
Chi-square test = (O-E)2/E
Degrees of freedom = V = (r-1) (C-1)
Where O = Observed Frequency
E = Expected Frequency
R = Number of rows
C = Number of columns
Level of significance = 5%.
QUESTIONARY:
1. Name
2. Designation
a) Below 25 years
b) 25-35 years
c) 35-45 years
d) 45-55 years
a) Male
b) Female
c) Transgender
a) Below 5000
b) 5000-10000
c) 10000-15000
d) 15000-20000
6. Marital Status
a) Married
b) Unmarried
c) Widow
7. Qualificationlevel:
a) SSLC
b) HSC
c) Diploma
d) Graduate
8. Experience:
a) Below 5 years
b) 5-10 years
c) 10-15years
d) 15-20 years
A. Yes
B. No
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
15. Opinion about the content and methodology used in the training program
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
20. Opinion about the time duration given for the training period
a) Highly Satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
23. Are employees permitted times off from work to attend training?
a) Yes
b) No
c) Cant say
25. Do you think employees apply the new concepts taught at the training program in their
job?
a) Yes
b) Sometime
c) No
d) Cant say
a) Very good
b) Good
c) Fair
d) Poor
a) Yes
b) Sometime
c) No
d) Cant say
28. Opinion about the satisfaction of the training program conducted as per the schedule.
a. Highly Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied