riddhi hrm project report[1]

7/31/2019 Riddhi HRM Project Report[1]

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Project Report

on

Training & Development


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ACTIVITY: INDUCTION

PROCESS:

Once in a month induction takes place. Either its on the first week of every

month or on the last week of every month

Induction goes for minimum 3 days for staff level.

Movement the newly recruited employee has joint the company training

department gets the intimation and a schedule is prepared for newly joint

recruiters induction.

It is a role of an HR professional to see to it that induction is properly

carried out and is been practiced in the right manner.

After induction process is completed a small multiple choice questions test

is conducted which will help the HR department to get the feed back and

also for the audit purpose.


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PERFORMANCE APPRAISAL

The appraisal form is basically to identify the training needs of the employees

by his immediate supervisor. His overall development is rated to boost his

morale and identify his competencies.

In this form the nature of work done by the employee is filled by the

supervisor.

The training acquired is mentioned along with training required.

There are 12 parameters for which the employee is rated. They are

-Job Knowledge

-Goal/Result Accomplishment

-Work Discipline

-Reality Sense in dealings

-Mechanical Aptitude

-Problem Solving Capacity

-Creativity and functional imagination

-Quality Conscious

-Achievement through Compliance

-Team Working

-Communication Skills


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Leadership Potential

The employee is rated as outstanding, Highly Effective, Good (Competent) or

Poor (Needs slight improvement).

So after understanding the process of appraisal the summary of appraisal,

health status, leave etc of all the employees was prepared by me and was

given to ER department.


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TRAINING PROCESS

Training is an essential factor in the success of a business. A company that has

well-trained personnel has the potential of becoming a champion in its field.

There is a need for people who can effectively develop and deliver training

material. Your knowledge and skills in this area can help you advance your

career or improve your business. Also, the development and delivery of

training can be a satisfying profession, especially when you see the results of

your work. Training is an important task, and it should be done with excellence

in mind. Training is defined as learning that is provided in order to improve

performance on the present job. A person's performance is improved by

showing her how to master a new or established technology. The technology

may be a piece of heavy machinery, a computer, a procedure for creating a

product, or a method of providing a service.

Goal of training

The goal of training a person is to impart a skill. In other words, the desiredoutcome of the training process is that the learner is sufficiently skilled in

performing a task such that he or she can pass a competency test proving that

skill.

Skills

There are hard skills such as learning to perform a task, and there are soft

skills such as learning to deal with other people.

To learn a skill, you need to remember facts and the steps to follow. Then you

need to be able to apply that knowledge and have the physical and/or mental

coordination to perform the task. The learner does not necessarily have to

understand the principles of the subject matter in order to be skilled at

performing the required tasks.


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Achieving outcomes

The following simplified process should result in the achievement of the

desired outcomes of training:

1. Communicate knowledge and information

2. Reinforce through exercises

3. Test to verify outcome

Earlier it was stated that there are four inputs to a system: people, material,

technology, and time. There are four inputs necessary in every system to

produce a product or service:

o People: The workers making up a group and linked by a common

activity.

o Material: The raw products which go into the system.

o Technology: The technique for achieving a practical purpose or goal.

o Time: The measured period during which an action or process begins

and ends.

People

+

Material

+

Technology

+

Time

----------

OUTPUT


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Training is mainly concerned with the meeting of two of these inputs -- people

and technology. That is, having people learn to master a given technology.

Training is part of Human Resource Development (HRD). A human

resource department is concerned with all aspects of the employees, such as

pay, benefits, equal opportunity, and of course training. HRD is concerned with

training, development, and education.

HRD programs are divided into three main categories: Training,

Development, and Education. Although some organizations lump all

learning under "Training" or "Training and Development," dividing it into three

distinct categories makes the desired goals and objects more meaningful andprecise.

Training is the acquisition of technology which permits employees to perform

their present job to standards. It improves human performance on the job the

employee is presently doing or is being hired to do. Also, it is given when new

technology in introduced into the workplace.

Education is training people to do a different job. It is often given to people

who have been identified as being promotable, being considered for a new job

either lateral or upwards, or to increase their potential. Unlike training, which

can be fully evaluated immediately upon the learners returning to work,

education can only be completely evaluated when the learners move on to

their future jobs or tasks. We can test them on what they learned while in

training, but we cannot be fully satisfied with the evaluation until we see how

well they perform their new jobs.

Development is training people to acquire new horizons, technologies, or

viewpoints. It enables leaders to guide their organizations onto new

expectations by being proactive rather than reactive. It enables workers to

create better products, faster services, and more competitive organizations. It

is learning for growth of the individual, but not related to a specific present or


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future job. Unlike training and education, which can be completely evaluated,

development cannot always be fully evaluated. This does not mean that we

should abandon development programs, as helping people to grow and

develop is what keeps an organization in the cutting edge of competitiveenvironments. Development can be considered the forefront of what many

now call the Learning Organization.

Development involves changes in an organism that are systematic, organized,

and successive and are thought to serve an adaptive function Training could

be compared this metaphor - if I miss one meal in a day, then I will not be able

to work as effectively due to a lack of nutrition. While development would be

compared to this metaphor - if I do not eat, then I will starve to death. The

survival of the organization requires development throughout the ranks in

order to survive, while training makes the organization more effective and

efficient in its day-to-day operations.


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TRAINING HIGHLIGHTS

Induction.

Self awareness program.

Orientation to all the group businesses.

Skills and knowledge up gradation program.

Variety of projects.

On-the-job training.

The Instructional System Development model comprises of five stages:

PROCESS

1. ANALYSIS This phase consist of training need assessment, job

analysis, and target audience analysis.

2. PLANNING This phase consist of setting goal of the learning

outcome, instructional objectives that measures behavior of a participant

after the training, types of training material, media selection, methods of

evaluating the trainee, trainer and the training program, strategies to

impart knowledge i.e. selection of content, sequencing of content, etc.

3. DEVELOPMENT This phase translates design decisions into training

material. It consists of developing course material for the trainer including

handouts, workbooks, visual aids, demonstration props, etc, course

material for the trainee including handouts of summary.

4. EXECUTION This phase focuses on logistical arrangements, such as

arranging speakers, equipments, benches, podium, food facilities, cooling,

lighting, parking, and other training accessories.

5. EVALUATION The purpose of this phase is to make sure that the

training program has achieved its aim in terms of subsequent work


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performance. This phase consists of identifying strengths and weaknesses

and making necessary amendments to any of the previous stage in order

to remedy or improve failure practices.

The training model is a continuous process that lasts throughout the

training program. It also highlights that feedback is an important phase

throughout the entire training program. In this model, the output of one

phase is an input to the next phase.


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TRAINING NEEDS IDENTIFICATION

Training Needs Identification helps the organization to determine the type and

scope of training required to effectively carry out the different jobs in the

company. The training needs of employees are determined through the

performance assessment process. For new hires, it is determined through the

recruitment and selection process.

Training is classified in two categories-On the job Training and off the job

Training.

ON THE JOB TRAINING (OJT)

OJT is the responsibility of, and carried out by, the respective departments. On

the job training is usually required for new hires and recently transferred

employees. Sometimes OJT need flows in from Performance Appraisal also.

PROCEDURE:

The Department Manager/direct Supervisor determines the job-specific training

required after discussion with the new hire/transferred person.

The Department Training Coordinator (DTC) then prepares the OJT plan for the

employee.

The DTC also maintains records of completed OJTs for each employee.

OFF THE JOB TRAINING

Apart from OJT, Off-The-job training is a key element in the development of the

employees


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PROCEDURE

During Performance Management and Feedback process, the training needs

are identified.

Direct Supervisor identifies Training needs in consultation with his subordinate

on Performance Appraisal Form

From the above forms Training Coordinator HR compiles the training needs

identified.

After the review, Training Coordinator HR prepares annual/six

monthly/quarterly training Plan.

Training coordinator HR will circulate training plan to DTCs.

Training Execution

Computer Based Training

In House Training

External Training

TRAINING EVALUATION

For all the trainings Feedback sheet is filled up by the participants. Training for

more than 8 hours is evaluated by the immediate supervisor of trainee, 4-5

months after training is over.

When organization has invested in some training, how do we know if it has a

success? Our gut feeling might be that skills and practice have improved. But

in what ways and by how much has it improved, and did organization get value

of money? Answer of these questions can be given by doing evaluation.


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The evaluation of training forms the remaining part of the training cycle which

starts with the identification of training needs, establishing objectives and

continues through to the design and delivery of the training course itself.

It is the function of evaluation to assess whether the learning objectives

originally identified have been satisfied and any deficiency rectified. Evaluation

is the analysis and comparison of actual progress versus prior plans, oriented

toward improving plans for future implementation. It is part of a continuing

management process consisting of planning, implementation and evaluation;

ideally with each following the other in a continuous cycle until successful

completion of the activity. Evaluation process must start before training has

begun and continue throughout the whole learning process.

Functions of evaluation: There are basically two functions of

evaluation

Qualitative evaluations is an assessment process how well did we do?

Quantitative evaluation is an assessment process that answers the question

How much did we do?

Principles of Training Evaluation:

Training need should be identified and reviewed concurrently with the

business and personal development plan process.

There should be correlation to the needs of the business and the individual.

Organizational, group and individual level training need should be identified

and evaluated.

Techniques of evaluation should be appropriate.


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The evaluation function should be in place before the training takes place.

The outcome of evaluation should be used to inform the business and

training process.

Why Evaluation of Training:

Training cost can be significant in any business. Most organizations are

prepared to incur these cost because they expect that their business to benefit

from employees development and progress. Whether business has benefited

can be assessed by evaluation training.

The Trainee wants to confirm that the course has met personal expectations

and satisfied any learning objectives set by the T & D department at the

beginning of the programme.

The Trainer concern is to ensure that the training that has been provided is

effective or not.

Training and Development want to know whether the course has made the

best use of the resources available.

The Line manager will be seeking reassurance that the time hat trainee has

spent in attending training results in to value and how deficiency in knowledge

and skill redressed.

The problem for many organizations is not so much why training should be

evaluated but how. Most of the organizations overlook evaluation because

financial benefits are difficult to describe in concrete terms.


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LEARNINGS:

Organizing and directing skills are the most active skills. An HR officer needs to

coordinate among different departments as well as direct the newly joint

employees.

At every step care is been taken that the person which needs to be procured

for the organization is an investment made by the company and so utmost

care is take to procure right number of person, right kind of person &

at right time

LEARNINGS:

1. Communication Skills

2. Interpersonal Skills

3. Listening skills

4. Flexibility

5. Sincerity

6. Time Management

7. Self Discipline

8. Decision Making

9. Communication

10. Responsibility

11. Time Management

12. Coordinating

13. Planning

14. Organizing

15. Directing


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1. MAN POWER PLANNING

Manpower planning enables a department to project its short to long term

needs on the basis of its departmental plans so that it can adjust its manpower

requirements to meet changing priorities. The more changing the environment

the department is in, the more the department needs manpower planning to

show:

the number of recruits required in a specified timeframe and the

availability of talent early indications of potential recruitment or retention difficulties

surpluses or deficiencies in certain ranks or grades

availability of suitable qualified and experienced successors

Key elements of Man Power Planning also include Successive Planning.

2. ACTIVITY: SELECTION PROCESS

The selection of a candidate with the right combination of education, work

experience, attitude, and creativity will not only increase the quality and

stability of the workforce, it will also play a large role in bringing

management strategies and planning to fruition. I was a silent observer

when the selection of the TDS took place.

The Recruitment and Selection process promotes successful hiring decisions

that can truly impact the success of a department or faculty.

HR officer would initiate the interview by giving introduction of the

interviewing panel

HR officer would explain the interviewee his roles and responsibilities, job

description, his reporting officer, etc


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HR Officer would then ask the professional and personal background of an

employee in detail

Minimum 1 technical people which included the immediate reporting officer

and 1 HR personnel would form an interviewing panel

The steps for selecting the TDS were as follow:

They need to appear for lingo Test.

Then they would draw the casting.

The group discussion was the third round of the test.

TDS are shortlisted from the above three test and they are called for the

further interviews.

riddhi hrm project report[1]

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