sahara project, moumita mukherjee, enrollment no-08061148710

8/7/2019 Sahara Project, Moumita Mukherjee, Enrollment No-08061148710

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A Project onA Study On Training & Development in Sahara India

(Submitted in partial fulfillment of the requirement of

Master of Business Administration, Distance EducationGuru Jambheshwar University of Science & Technology , Hisar

Research Supervisor: Submitted by :

Moumita MukherjeeMr. Nikhil Kulshrestha Enrolment No.08061148710

(Associate Prof.) Specialization :- HR

NSB

Session 2008-10

Directorate of Distance Education

Guru Jambheshwar University of Science & Technology Hisar(India)

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CERTIFICATE

This is to certify that Ms. Moumita Mukherjee, Enrolment No. 08061148710 has precededunder by supervision her Research Project Report on A study on Training and

Development in Sahara in the specialization area HR.

The work embodied in this report is original and is of the standard expected of an MBAstudent and has not been submitted in part or full to this or any other university for the

award of any degree or diploma. She has completed all requirements of guidelines for

Research Project Report and the work is fit for evaluation.

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DECLARATION

This is to certify that the project Report entitled A study on Training and Development

in Sahara is an original work and has not been submitted is part or full to this or any otheruniversity/institution the award of any degree or diploma.

Signature of candidate-

NAME: Moumita Mukherjee

ENROLMENT NO.: 08061148710

SPECILIZATION: HR

SESSION: 2008-2010

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TABLE OF CONTENTS

1) Introduction

2) Objectives of the study

3) Literature review & problem formulation

i) Training and development objectives

ii) Importance of training and development

iii) Models of training

iv) Company Profile

4) Research methodology

5) Analysis & Interpretation

6) Key findings

7) Suggestion

8) Limitation of the study

9) Annexture

10) Biblioagraphy

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INTRODUCTION

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes

place in structured format. It is concerned with the structure and delivery of

acquisition of knowledge to improve the efficiency and effectiveness of

organization. Therefore, training is a key to optimizing utilization human

intellectual technological and entrepreneurial skills. There are four phases of

training in Sahara India-Training need analysis, Training design, Training

implementation and Training evaluation. Training evaluation is the most

important part of training process which refers to activities aimed at finding out

the effectiveness of training programme after they are conducted, against the

objective for which such programmes were organized. Training evaluation

techniques give us solution to answer questions like where was the capability

level of learners before the programme and where is it now, what was intended

to be achieved by particular programme and where is really achieved now, and

what is the monitory value of training outcome against the cost incurred for

conducting the training programme. The key issues involve staffing policies

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selecting and retaining talented employee, training and development whilst

encouraging employees to be innovative and creative, culture barriers, and

legal frame work. Sahara India Pariwar provides soft skill development

training to their employees. But still they need to work on providing

product/process development training. To evaluate the training program,

questionnaire is the most popular method in Sahara India.

Training initiatives and programs have become a priority for Human

Resources. As business markets change due to an increase in technology

initiatives, companies need to spend more time and money on training

employees. In todays business climate employee development is critical to

corporate success and organizations are investing more in their employees

training and development needs.

OBJECTIVES OF STUDY

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The primary objective of the study is first to gain some practical knowledge

regarding the functioning of MNCs and other organizations which is very

necessary to fully understand the primary functions

The other objectives were:

To study the Importance of Training and Development.

To study the roles of Training and development Programme.

To study the process and functions of training.To explore the

methodology and types of training provided to the employees in an

organization.

To study the purpose, process, principle, functions of the post training

evaluation.

To study the different types of methods/techniques used to evaluate the

training.

To study the level of evaluation.

To study the relevance of the post training evaluation/feedback for the

employee as well as for an organization.

know the challenges in training and development faced by an

organization.

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Literature review and problemformulation

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes

place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to

improve the efficiency and effectiveness of organization. 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

Training and Development referred to as:

Acquisition and sharpening of employees capabilities that is required to

perform various obligations, tasks and functions.

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

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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

It is a learning process that involves the acquisition of knowledge, sharpening

of skills, concepts, rules, or changing of attitudes and behaviors to enhance the

performance of employees.

INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable

the participants to gain skills, learn theoretical concepts and help acquire vision

to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to

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operate machines, and use other equipments with least damage and scrap. This

is a basic skill without which the operator will not be able to function.

Employees, particularly supervisors and executives, need interpersonal skills.

Education: The purpose of education is to teach theoretical concepts and

develop a sense of reasoning and judgment.

Development: It is less skill-oriented but stresses on knowledge.

Knowledge

about business environment, management principles and techniques, human

relations, specific industry analysis is useful for better management of a

company.

Ethics: There is need for imparting greater ethical orientation to a training

and

development programme. Ethical attitude help managements make better

decisions which are in the interests of the public, the employees and in the long

term-the company itself.

Attitudinal Changes: Attitude represents feelings and beliefs of

individuals

towards others. Attitude affects motivation, satisfaction and job commitment.

Negative attitude need to be converting into positive attitude. Attitude must be

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changed so that employees feel committed to the organization, are motivated

for better performance, and derive satisfaction from their jobs and the work

environment.

Decision making and problem solving skills: It focus onmethods and

techniques for making organization decision-making and solving work related

problems.

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TRAINING AND DEVELOPMENTOBJECTIVES

The principal objective of training and development division is to make sure

the availability of a skilled and willing workforce to an organization. In

addition to that, there are four other objectives: Individual, Organizational,

Functional, and Societal.

Individual objectiveshelp employees in achieving their personal goals,

which in turn, enhances the individual contribution to an organization.

Organizational Objectivesassist the organization with its primary objective

by bringing individual effectiveness.

Functional Objectivesmaintain the departments contribution at a level

suitable to the organizations needs.

Societal Objectivesensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

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IMPORTANCE OF TRAINING AND

DEVELOPMENT

It helps to develop human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the

productivity of the employees that helps the organization further to

achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense

of team work, team spirit, and inter-team collaborations. It helps in

inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop

and improve the organizational health culture and effectiveness. It helps

in creating the learning culture within the organization.

Organization Climate Training and Development helps building the

positive perception and feeling about the organization. The employees

get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the

quality of work and work-life.

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Healthy work-environment Training and Development helps in

creating the healthy working environment. It helps to build good

employee, relationship so that individual goals aligns with organizational

goal.

Health and Safety Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of

the work force.

Image Training and Development helps in creating a better corporate

image.

Profitability Training and Development leads to improved

profitability and more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e.

Organization gets more effective decision-making and problem solving. It

helps in understanding and carrying out organizational policies

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Training and Development helps in developing leadership skills, motivation,

loyalty, better attitudes, and other aspects that successful workers and

managers usually display.

Optimum Utilization of Human Resources Training and

Development helps in optimizing the utilization of human resource that

further helps the employee to achieve the organizational goals as well as

their individual goals.

Development of Human Resources Training and Development helps

to provide an opportunity and broad structure for the development of

human resources technical and behavioral skills in an organization. It

also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps

in increasing the job knowledge and skills of employees at each level. It

helps to expand the horizons of human intellect and an overall

personality of the employee.

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MODELS OF TRAINING

Training is a sub-system of the organization because the departments such as,

marketing & sales, HR, production, finance, etc depends on training for its

survival. Training is a transforming process that requires some input and in

turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

SYSTEM MODEL TRAINING

The system model consists of five phases and should be repeated on a regular

basis to make further improvements. The training should achieve the purpose

of helping employee to perform their work to required standards. The steps

involved in System Model of training are as follows:

1. ANALYZE and identify the training needs i.e. to analyze the

department, job, employees requirement, who needs training, what do

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they need to learn, estimating training cost, etc The next step is to develop a

performance measure on the basis of which actual performance would be

evaluated.

2.DESIGNand provide training to meet identified needs. This step

requires developing objectives of training, identifying the learning steps,

sequencing and structuring the contents

2. DEVELOP- This phase requires listing the activities in the training

program that will assist the participants to learn, selecting delivery

method, examining the training material, validating information to be

imparted to make sure it accomplishes all the goals & objectives.

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3. IMPLEMENTING is the hardest part of the system because one wrong

step can lead to the failure of whole training program.

4. EVALUATING each phase so as to make sure it has achieved its aim in

terms of subsequent work performance. Making necessary amendments

to any of the previous stage in order to remedy or improve failure

practices

TRANSITIONAL MODEL

Transitional model focuses on the organization as a whole. The outer loop

describes the vision, mission and values of the organization on the basis of

which training model i.e. inner loop is executed.

VISION focuses on the milestones that the organization would like to

achieve after the defined point of time. A vision statement tells that where the

organization sees itself few years down the line. A vision may include setting a

role mode, or bringing some internal transformation, or may be promising to

meet some other deadline.

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MISSION explain the reason of organizational existence. It identifies the

position in the community. The reason of developing a mission statement is to

motivate, inspire, and inform the employees regarding the organization.The

mission statement tells about the identity that how the organization would like

to be viewed by the customers, employees, and all other stakeholders.

VALUES is the translation of vision and mission into communicable ideals.

It reflects the deeply held values of the organization and is independent of

current industry environment. For example, values may include social

responsibility, excellent customer service, etc The mission, vision, and values

precede the objective in the inner loop. This modelconsiders the organization

as a whole. The objective is formulated keeping these three things in mind and

then the training model is further implemented.

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INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) MODEL

Instructional System Development model was made to answer the training

problems.This model is widely used now-a-days in the organization because it

is concerned with the training need on the job performance. Training objectives

are defined on the basis of job responsibilities and job description and on the

basis of the defined objectives individual progress is measured. This model

also helps in determining and developing the favorable strategies, sequencing

the content, and delivering media for the types of training objectives to be

achieved. The Instructional System Development model comprises of five

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stages:

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

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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

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 ISD 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 NEED ANALYSIS (TNA)/TRAINING NEED

IDENTIFICATION (TNI)

An analysis of training need is an essential requirement to the design of

effective training. The purpose of training need analysis is to determine

whether there is a gap between what is required for effective performance and

present level of performance.

Training Need arises at three levels:

Organizational level

Individual level

Operational level

Corporate need and training need are interdependent because the organization

performance ultimately depends on the performance of its individual employee

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and its subgroup.

can further be strengthened with continued training. Threats can be reduced by

identifying the areas where training is required. And, opportunities can be

exploited by balancing it against costs. For this approach to be successful, the

HR department of the company requires to be involved in strategic planning. In

this planning, HR develops strategies to be sure that the employees in the

organization have the required Knowledge,Skills, and Attributes (KSAs) based

on the future KSAs requirements at each level.

Individual levelTraining need analysis at individual level focuses on each

and every individual in the organization. At this level, the organization checks

whether an employee is performing at desired level or the performance is

below expectation. If the difference between the expected performance and

actual performance comes out to be positive, then certainly there is a need of

training. However, individual competence can also be linked to individual

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need. The methods that are used to analyze the individual need are:

Appraisal and performance review

Peer appraisal Competency assessments

Subordinate appraisal

Client feedback

Customer feedback

Self-assessment or self-appraisal

Operational levelTraining Need analysis at operational level focuses on the

work that is being assigned to the employees. The job analyst gathers the

information on whether the job is clearly understood by an employee or not. He

gathers this information through technical interview, observation,

psychological test; questionnaires asking the closed ended as well as open

ended questions, etc. Today, jobs are dynamic and keep changing over the

time. Employees need to prepare for these changes. The job analyst also

gathers information on the tasks needs to be done plus the tasks that will be

required in the future. Based on the information collected, training Need

analysis (TNA) is done.

Benefits of need assessment

Training programs are designed to achieve specific goals that meet felt needs.

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There are many benefits of need assessment:

1. Trainers may be informed about the broader need of the trainees.

2. Trainers are able to pitch their course inputs closer to the specific needs of

the trainees.

3. Assessment makes training department more accountable and more clearly

linked tonother human resource activities, which make the training programs

easier to sell to line managers.

TRAINING-DESIGN

The design of the training program can be undertaken only when a clear

training objective has been produced. The training objective clears what goal

has to be achieved by the end of training program i.e. what the trainees are

expected to be able to do at the end of their training. Training objectives assist

trainers to design the training program.

The trainer Before starting a training program, a trainer analyzes his

technical, interpersonal, judgmental skills in order to deliver quality content to

trainers.

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The trainees A good training design requires close scrutiny of the trainees

and their profiles. Age, experience, needs and expectations of the trainees are

some of the important factors that affect training design.

Cost of training It is one of the most important considerations in designing a

training programme. A training programme involves cost of different types.

These may be in the form of direct expenses incurred in training, cost of

training material to be provided, arrangement of physical facilities and

refreshment, etc. Besides these expenses the organization has to bear indirect

cost in the form of loss of production during training period. Ideally, a training

programme must be able to generate more revenues than the cost involved.

Training climate A good training climate comprises of ambience, tone,

feelings,positive perception for training program, etc. Therefore, when the

climate is favorable nothing goes wrong but when the climate is unfavorable,

almost everything goes wrong.

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TRAINING-DESIGN

Trainees learning style the learning style, age, experience, educational

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background of trainees must be kept in mind in order to get the right pitch to

the design of the program.

Training strategies Once the training objective has been identified, the

Trainer translates it into specific training areas and modules. The trainer

prepares the priority list of about what must be included, what could be

included.

Training topics After formulating a strategy, trainer decides upon the

content to be delivered. Trainers break the content into headings, topics, ad

modules. These topics and modules are then classified into information,

knowledge, skills, and attitudes.

Sequence the contents Contents are then sequenced in a following manner:

From simple to complex

Topics are arranged in terms of their relative importance

From known to unknown

From specific to general

Dependent relationship

Training tactics Once the objectives and the strategy of the training program

becomes clear, trainer comes in the position to select most appropriate tactics

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or methods or techniques.The method selection depends on the following

factors:

Trainees background

Time allocated

Style preference of trainer

Level of competence of trainer

Availability of facilities and resources, etc

Support facilities IT can be segregated into printed and audio visual. The

various requirements in a training program are white boards, flip charts,

markers, etc.

Constraints The various constraints that lay in the trainers mind are:

Time

Accommodation, facilities and their availability

Furnishings and equipments

Budget

Design of the training, etc

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TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is

called training implementation. Training implementation is the hardest part of

the system because one wrong step can lead to the failure of whole training

program. Even the best training program will fail due to one wrong action.

Training implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

Once the staff, course, content, equipments, topics are ready, the training is

implemented.Completing training design does not mean that the work is done

because implementation phase requires continual adjusting, redesigning, and

refining. Preparation is the most important factor to taste the success.

Therefore, following are the factors that are kept in mind while implementing

training program:

The trainer The trainer need to be prepared mentally before the delivery of

content.Trainer prepares materials and activities well in advance. The trainer

also set grounds before meeting with participants by making sure that he is

comfortable with course content and is flexible in his approach.

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Physical set-up Good physical set up is pre-requisite for effective and

successful training program because it makes the first impression on

participants. Classrooms should not be very small or big but as nearly square as

possible. This will bring people together both physically and psychologically.

Also, right amount of space should be allocated to every participant.

Establishing rapport with participants There are various ways by which a

trainer can establish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments

Encouraging informal conversation

Remembering their first name

Pairing up the learners and have them familiarized with one another

Listening carefully to trainees comments and opinions

Telling the learners by what name the trainer wants to be addressed

Getting to class before the arrival of learners

Starting the class promptly at the scheduled time.

Varying his instructional techniques

Using the alternate approach if one seems to bog down

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Reviewing the agenda At the beginning of the training program it is very

important to review the program objective. The trainer must tell the

participants the goal of the program, what is expected out of trainers to do at

the end of the program, and how the program will run. The following

information needs to be included:

Kinds of training activities

Schedule

Setting group norms

Housekeeping arrangements

Flow of the program

Handling problematic situations

In general 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 the trainees.

TRAINING EVALUATION

The process of examining a training program is called training evaluation.

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Training evaluation checks whether training has had the desired effect.

Training evaluation ensures that whether candidates are able to implement their

learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the

objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired

knowledge, transfer of knowledge at the work place, and training

Control: It helps in controlling the training program because if the training is

not

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effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee)

uses

the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are

aligned

with the expected outcomes.

Functions of evaluation:

There are basically two functions of evaluation:

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

2. 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.

a) Evaluation must be continuous.

b) Evaluation must be specific.

c) Evaluation must be based on objective methods and standards.

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

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e) Organizational, group and individual level training need should be identified

and

evaluated.

f) Techniques of evaluation should be appropriate.

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

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

training

process.

Need of 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. There are basically four parties

involved in evaluating the result of any training. Trainer, Trainee, Training

and Development department and Line Manager.

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.

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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.

The process of evaluation is central to its effectiveness and helps to ensure

that:

Whether training budget is well spent

To judge the performance of employee as individual and team.

To establish culture of continuous learning and improvement.

PROCESS OF TRAINING EVALUATION

Before Training: The learners skills and knowledge are assessed before the

training program. During the start of training, candidates generally perceive it

as a waste of resources because at most of the times candidates are unaware of

the objectives and learning outcomes of the program. Once aware, they are

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asked to give their opinions on the methods used and whether those methods

confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase

Usually consist of short tests at regular intervals.

After Training: It is the phase when learners skills and knowledge are

assessed again to measure the effectiveness of the training. This phase is

designed to determine whether training has had the desired effect at individual

department and organizational levels. There are various evaluation techniques

for this phase.

Techniques of evaluation

The various methods of training evaluation are:

Observation

Questionnaire

Interview

Self diaries

Self recording of specific incidents

WHAT TO EVALUATE/ LEVEL OF EVALUATION

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Donald Kirkpatrick developed four level models to assess training

effectiveness.

According to him evaluation always begins with level first and should move

Through other levels in sequence.

Reaction Level: The purpose is to measure the individual reaction to the

training activity. The benefit of Reaction level evaluation is to improve

Training and Development activity efficiency and effectiveness.

Learning Level: The basic purpose is to measure the learning transfer

achieved by the training and development activity. Another purpose is to

determine to what extent the individual increased their knowledge, skills

and changed their attitudes by applying quantitative or qualitative

assessment methods

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Behavior Level: The basic purpose is to measure changes in behavior of

the individual as a result of the training and development activity and

how well the enhancement of knowledge, skill, attitudes has prepared

than for their role.

Result Level: The purpose is to measure the contribution of training and

development to the achievement of the business/operational goals.

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COMPANY PROFILE

Sahara India- a corporate, which believe that quality, is never an accident it is a

result of planning, team work and a commitment of excellence. Sahara India

Pariwar is a multibusiness conglomerate with diversified business interest that

includes finance, real estate, media & entertainment, tourism & hospitality, and

service & trading.

Important points

The employees at Sahara India Pariwar greet each other by saying

Sahara Pranam

Every year, republic day and independence day is celebrated as Bharat

Parv ( national festival) and Sahara India Pariwar celebrates it as the

biggest event of the pariwar( family).

Sahara India Pariwar has been the official sponsors of the Indian cricket

team and Indian hockey team.

Sahara India Pariwar in often referred as the worlds largest family.

910,000 workers/ employees and no trade union.

Its five star hostel Sahara Star near Mumbai airport has the worlds

largest pillar less clear-to-sky dome of its kind

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Holds the Guinness world record for planning 125,256 trees by 1400

volunteers in 6hours and 35 minutes 0n 5th June 1988 at amby vally city

Hold the record in India for 25%-50% hike in the gross salary of all of

its employees at one go.

Conducts mass marriage ceremony of 101 underprivileged girls every

year.

Subrato Roy Sahara is also referred as Saharasri

Profit Sharing

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SAHARA INDIA PARIWAR OVERVIEW

Sahara India Pariwar is a major entity on the corporate scene having

diversified business interests that include Finance, Infrastructure & Housing,

Media & Entertainment, Consumer Products, Manufacturing, and Services &

Trading.

Quality is our essence and we, at Sahara India Pariwar , have always stressed

on the Qualitative aspect. Consequently in this run for quality, quantity has

always pursued us. We look forward to reaching the zenith and reaffirm our

commitment to the process of sound nation-building.

CORE COMMITMENTS - OUR STRENGTH

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Emotion

Discipline

Duty

No discrimination

Quality

Give respect

Self-respect

Truth

Collective Materialism

Religion

Absolute Honesty

What

A commitment of Sahara India Pariwar to the genuine needs and rights of

anybody & everybody - Be it to a depositor, newspaper reader, consumer.... all

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business associates and Sahara India Family Members.

Need

India needs effective consumer protection and protection of workers' genuine

rights.There are various agencies, promising protection & action. But no

external body can provide justice unless the company becomes 'QUALITY

CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND

JUSTICE CONSCIOUSNESS as its very dominating nature.

Motto

We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH

QUALITY - means enthusiastic, productive performance of duty

"KARTAVYA' towards the consumer', workers' genuine satisfaction.

Aim

To provide justice - be it a matter of the tiniest imperfection or injustice in our

COMMITMENT - products or services, direct or indirect, short term or long

term.

Where

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Kindly rush your grievances/suggestions or any queries related to Sahara India

Pariwar to the nearest Sahara establishment.

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Finance

Infrastruct-

ure

housing

Media &

Entertainm

ent

Manufactu

ring

Consumer

products

Sahara India Pariwar

Service &

Trading


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RESEARCH METHODOLOGY

DATA COLLECTION

Data collection is a term used to describe a process of preparing and

collecting business data - for example as part of a process improvement or

similar project. Data collection usually takes place early on in an improvement

project, and is often formalized through a data collection Plan which often

contains the following activity.

1. Pre collection activity Agree goals, target data, definitions, methods

2. Collection data collection

3. Present Findings usually involves some form of sorting analysis and/or

presentation.

There are two methods of data collection which are discussed below:

DATA COLLECTION

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Primary Data Secondary Data

(Data collection techniques)

Questionnaire Interview External Internet IntrenalSource source

PRIMARY DATA

In primary data collection, you collect the data yourself using methods such as

interviews and questionnaires. The key point here is that the data you collect is

unique to you and your research and, until you publish, no one else has access

to it.

I have tried to collect the data using methods such as interviews and

questionnaires. The key point here is that the data collected is unique and

research and, no one else has access to it. It is done to get the real scenario and

to get the original data of present.

DATA COLLECTION TECHNIQUE

Questionnaire:

Questionnaire are a popular means of collecting data, but are difficult to design

and often require many rewrites before an acceptable questionnaire is

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produced. The features included in questionnaire are:

Theme and covering letter

Instruction for completion Types of questions

Length

Interview:

This technique is primarily used to gain an understanding of the underlying

reasons and motivations for peoples attitudes, preferences or behavior. The

interview was done by asking a general question. I encourage the respondent to

talk freely. I have used an unstructured format, the subsequent direction of the

interview being determined by the respondents initial reply, and come to know

what is its initial problem is.

SAMPLING METHODOLOGY

Sampling technique:

Initially, a rough draft was prepared keeping in mind the objective of the

research. A pilot study was done in order to know the accuracy of the

questionnaire. The final questionnaire was arrived only after certain important

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changes were done. Thus my sampling came out to be judgmental and

continent.

Sampling Unit:

The respondents who were asked to fill out questionnaires are the sampling

units. These comprise of kartavyayogis of corporate HR,S ahara India Pariwar ,

who had attended the personality development workshop.

Sampling Size: 20

SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics

or financial) or qualitative data (usually words or text). Quantitative data may

often be presented in tabular or graphical form. Secondary data is data that has

already been collected by someone else for a different purpose to yours.

Need of using secondary data

1. Data is of use in the collection of primary data.

2. They are one of the cheapest and easiest means of access to information.

3. Secondary data may actually provided enough information to resolve the

Problem being investigated.

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4. Secondary data can be a valuable source of new ideas that can be explored

later through primary research.

Limitation of secondary data

1. May be outdated.

2. No control over data collection.

3. May not be reported in the required form.

4. May not be reported in the required form.

5. May not be very accurate.

6. Collection for some other purpose.

ANALYSIS OF SECONDARY DATA

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T& D FUNCTIONS IN SAHARA INDIA PARIWAR

53

TEAM-HEAD

TNITraining calanderTraining budgetTraining feedbackTraining manualsApprovals/concept paperPDW

CCT-2009CCT Networking

TEAMMEMBER 1

IT supportProject/SummertrainingInductionmanual/pptPD e-manualCCT-2009Training

feedbackorevaluationAdmin taskDatabasemanagementMIS-T&D

TEAMMEMBER 2

Module designModuledevelopmentInternal TNIExternal TNIProduct/ProcessTraining

OorjaProject/SummertrainingHRIS supportBest HRpractices

TEAMMEMBER3

TraininginitiativeInternalExternalConceptDevelopmentWrite-ups&BriefingTrainingEvaluationPD e-manualOorjaProject/summer trainingBulletin/BoardManagement

TEAMMEMBER4

Library mgmtBooksJournalNewspaperDak(In/out)databaseRecordMaintenanceAdmin followUpBulletin/BoardManagement


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The major activities performed by the Training and Developing functionin Sahara

India Pariwar are as follows:

(1) Training needs identification/ assessment: From employeesthrough interviews,questionnaires, etc. and secondly through HODrecommendation.

(2) Training (Internal/External): Training depends upon its scope,whether

needs of the training can be met within the organization or whether hasto be taken

54

TNI

INSAHARAINDIA

PARIWAR

HODRECMMEND

ATION

TNIEXERCISE/SU

RVEY


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to an environment outside the organization.

(3) Certified corporate trainer: Certified corporate trainers are theemployees of

the company itself. It is their voluntary involvement. If they feel like intheir service

tenure that they can, for some time, train the employees of the companyon the

base of their experience, then send in their CVs and on approval by therespective

authority, become certified corporate trainers.

(4) Types of training given in Sahara India Pariwar:

Induction/Orientation training

Soft skill development training

Project training

INDUCTION/ORIENTATION TRAINING

These terms are interchangeably used to give a friendly welcome to thenew

employees as members of the organization so also to introduce the newemployee

with the available installations (plant and machineries, systems), worknorms,

organizational objectives and the job position of the employee.

Content:

The company size, structure of the organization, history, market share

Achievements, objective and mission.

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Product training

Shop floor-rules and regulations

Personnel policies

Union contract

Company services

Service department

SOFT SKILL DEVELOPMENT TRAINING

Modules of soft skill development training in Sahara IndiaPariwar

Personality and positive attitude

Business communication

Team building and leadership

Stress management and work-life balance

Business etiquettes and corporate grooming

PERSONALITY & POSITIVE ATTITUDE

About the Module

Personality as a whole cannot be defined without the positive attitude. Itis the

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positive attitude of a person that plays an important role in variousdecision making

process and reaction to responsibilities and challenges in work and life.The module

has been developed to help the individual to develop the understandingthat how

individual personalities can influence the organizational development &the

organizational success.

Objective of the Module

To understand the concept of Personality & positive attitude in relation to

organizational success.:

Coverage of the Module

What is personality

Attributes of personality

Three levels of Personality

Personality is uniqueness

Internal & External Qualities

What are the determinants of personality

What is a Organizational Personality

Linking personality and organizations effectiveness

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How Positive Attitude can influenced Personality

BUSINESS COMMUNICATION

Background

Effective communication is very crucial in the business success. It is thelifeblood of

an business organization. It includes conveying messages to other peopleclearly

and unambiguously. It's also about receiving information that others aresending to

you, with as little distortion as possible.

Doing this involves effort from both the sender of the message and thereceiver.

And it's a process that can be fraught with error, with messages muddled

by the

sender, or misinterpreted by the recipient. When this isn't detected, itcan cause

tremendous confusion, wasted effort and missed opportunity.


To understand the importance of Business Communication in order toenhance the

capabilities of understanding and implementing the correctcommunication channel

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to bring the effectiveness of the organization in order to succeed inbusiness, and

maintain good relationships with clients, customers and employees


What is communication?

Need of communication

Communication flow

Types of Communication

Barriers of Communication

Overcoming tips of barrier

Essentials of effective communication

TEAM BUILDING & LEADERSHIP

Background

In the context of globalization only high performing managers cansurvive, grow and

excel. This calls for continuous enhancement of the dynamics ofleadership

capabilities of managers. Todays managers will have to demonstratepositive

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leadership capabilities by creating and sustaining trust, shared vision aswell as

synergy to achieve organizational goals.


Understanding the role of leadership, teamwork and team-building.

Improving business results by managing team dynamics; flexibility and

resilience, self management and emotional maturity


Team Vs. Group

Team & Team Work

The essentials of winning Team

A good team player

Stages of Team Building

Leadership, teamwork & team-building

Leader Vs. Manager

Improving performance

STRESS MANAGEMENT & WORK LIFE BALANCE

Background

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During the last 20 years, the nature of jobs across globe has changedsubstantially

resulting in jobs becoming less and less physically demanding. Coupledwith this,

the change in life style, has led to stress level increasing day by day,both at work

place and at home. It is therefore of utmost importance to understandthe various

transients affecting health and fitness levels of individuals. In view of this,the

module will help to take a proactive approach to stress management inorder to

establish a work environment that is healthy, stress-free and fit.


To understand the stress level, its symptoms and various impacts and todevelop

a better work life balance strategies for leading a better life.


What is stress?

Reasons of stress

Symptoms of stress

Impact of stress

Managing Stress

ABC Strategy

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Tips of de-stressing

BUSINESS ETIQUETTE & CORPORATE GROOMING

Background

Self improvement and self development has become imperative forsurvival in the

changing and competitive environment. Business Etiquette is a veryimportant factor

in determining the success or failure of a business or a person. Thismodule will

guide to enhance the focus for Business Etiquette & Corporate Grooming.


To understand the importance of Corporate grooming, Power Dressingand how to

make our body language effective in order to enhance personaleffectiveness with

good manners and etiquettes in order to succeed in your business, beliked by

people and maintain good relationships with clients, customers and

employees.


Business etiquette

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Corporate grooming

Corporate ground rules

Social niceties

Work norm

Meeting protocol

Dining etiquette

PROJECT TRAINING

Project trainings are the time-to-time held training sessions held by theorganization

and with the help of experienced and learned employees to trainstudents outside

the organizations, in various practical fields, for the accomplishments oftheir

compulsory projects

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(5) Training evaluation:

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PROCESS TRAINING

EVALUATION

PRE- TRAINING

EVALUATION

DURING TRAINING

EVALUATION

POST TRAINING

EVALUATION


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ANALYSIS OF PRIMARY DATA

1. What do you understand by training?

Learning 0

Enhancement of knowledge, skill &attitude 4

Sharing information 0

All of the above 16

Analysis

The above result shows that most of the kartavyayogis of corporate HRare well aware of the definition, inputs and purpose of the training

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program. They are self motivated to attend such training program as itwill result in their skill enhancement & improving their interpersonal skill.

2. Training is must for enhancing productivity andperformance.

Completely agree 17

Partially agree 3

Disagree 0

Unsure 0

Analysis

The above result shows that mostly all the kartavya yogis of corporateHR are well aware of the role and importance of the training. It meanssomewhere their productivity and performance has been improved after

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the training program attended by them and it helped them to achievetheir goal.

3. (i). Have you attended any training program in thelast 01 year?

Yes 20

No 0

Analysis

100% respondents had attended training program in the last 01 year. Itmeans in

corporate HR, Sahara India Pariwar, time to time training is provided toall the

kartavyayogis and it is continuous process.

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(ii). If yes, which module of soft skill development

training?

Personality and positive attitude 3

Business communication 2

Team building and leadership 0

Stress management and work-life balance 3

Business etiquettes and corporate grooming 0

All of above 13

If any other ,please specify 0 0

ANALYSIS:

65% respondents had attended all the five modules of soft skilldevelopment training. But besides soft skill development training,Corporate HR Sahara India Pariwar should also provide product/processor skill based training to enhance the employability.

4.(i). After the training, have you given feedback of it?

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Yes 20

No 0

ANALYSIS:

100% respondent had given feedback after attending the training. Itmeans each and every respondent are well aware of the importance ofgiving feedback. They know that their feedback is very important to

identify the effectiveness and valuation of training program.

(ii). If yes, through which method?

Questionnaire 16

Interview 1

Supplement test 1

Any other 0

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ANALYSIS:

The above result shows that the questionnaire is the most popularmethod of evaluating the training program and other methods are notvery much in practice in corporate HR, Sahara India Pariwar But sincethere are various other methods of evaluation of training program likeinterviews, supplement test, self diaries& observation so it shouldalso implement the other methods also to identify the ROI (return oninvestment) & effectiveness and valuation of the training program.

5. Which method of post training feedback according toyou is more appropriate?

Observation 5

Questionnaire 3Interviews 8

Self diaries 3

Supplement test 1

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ANALYSIS:

I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire toget the feedback of trainees but only 15% respondents are in favor ofquestionnaire because in it there is a possibility of getting inaccuratedata and in this responding conditions are also not controlled.

II. On the other side 40% respondents feel that interview is the mostappropriate method of evaluating the training program because it ismore flexible method, and in this they can get the opportunity for

clarification and the most important thing is that in the interview,personal interaction is also possible.

III. 25% are in favor of observation because this is non-threatening and isexcellent way to measure the behavioral changes.

IV. Beside this, 15% are in favor of self diaries and 5% are in the favor ofsupplement test. It means that Corporate HR, Sahara India Pariwarshould also try to use other method of evaluation of training program.

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6.(i). Do you think that the feedback can evaluate thetraining

effectiveness?

Yes 20

No 0

ANALYSIS:

100% respondents think that the feedback can evaluate the trainingeffectiveness. It

means that kartavyayogis in the Corporate HR, Sahara India Pariwar arewell aware of the importance of taking feedback after the training.

(ii).If yes, how can the post training feedbacks can helpthe

participants?

Improve job performance 1

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An aid to future planning 3

Motivate to do better 2

All of the above 14

None 0

ANALYSIS:

70% respondent feel that the post training feedback can help theparticipants to improve their job performance, is an aid to future planningand can motivate to do better. It means that they are benefited by givingfeedback of the training, attended by them.

7. Post training evaluation focus on result rather thanon the effort

expended in conducting training.

Completely agree 14

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Partially agree 6

Disagree 0

Unsure 0

ANALYSIS:

70% respondents are completely agree and 30% respondents arepartially agree with the statement that post training evaluation focus onresult rather than on the effort expended in conducting training program.It means that all the respondent are well aware of the purpose andobjective of the post training evaluation.

8. What should be the ideal time to evaluate thetraining?

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Immediate after training 6

After 15 days 7

After 1 month 4

Cant say 3

ANALYSIS:

35% respondent feel that training should be evaluate after 15 days.30%feel that it should be immediate after training. 20% feel that ideal time toevaluate the training is after 1 month and 15% are unsure.

Since each respondent had attended different training program. So theideal time of

evaluation of training depends on types of training. It could be vary fordifferent training.

9. Should the post training evaluation procedurereviewed and revised periodically?

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Yes 16

No 2

Cant say 2

ANALYSIS:

80% respondents feel that the post training evaluation procedure shouldbe reviewed and revised periodically. It means that it has to be a

continuous process and be taken regularly by the line manager/Reportingmanager of the participants. It could also be taken by peer group.

Still 10% feel that the post training evaluation procedure should not bereviewed and revised periodically. It means they are satisfied with thepost training evaluation procedure, followed by Corporate HR, SaharaIndia Pariwar.

10. Is the whole feedback exercise after the trainingworth the time,

money and effort?

Yes 18

No 2

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Cant say 0

ANALYSIS:

90% respondents feel that the whole feedback exercise worth the time,money and effort and 10% respondent are not agree with this. It meansthat feedback exercise is valuable and worthful for the participant toachieve their personal goal as well as for the organization.

Still 10% are unsure about it. So there is a need to create awareness

among them that how much the feedback exercise is important toidentify the effectiveness and valuation of the training program, toidentify the ROI(return on investment),to identify the need of retrainingand identify the points to improve the training.

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11.The post training feedback can be used:

To identify the effectiveness and valuation oftraining program 3

To identify the ROI(return on investment) 2

To identify the need of retraining 0To provide the points to improve the training 0

All of above 15

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ANALYSIS:

75% respondents feels that post training feedback can be used toidentify the

effectiveness and valuation of training program, to identify the ROI, toidentify the need of retraining and to provide the points to improve thetraining. And others are also aware of the importance of post trainingfeedback.

KEY FINDINGS

Mostly all the kartavyayogis of corporate HR are well aware of the roleand

importance of the training They are self motivated to attend suchtraining

program as it will result in their skill enhancement & improving their

interpersonal skill.

Corporate HR, Sahara India Pariwar , time to time training is provided toall the

kartavyayogis and it is continuous process.

Two types of training is provided to the kartavyayogis by Corporate HRSahara

India Pariwar -induction training and soft skill developmenttraining.

Questionnaire is the most popular mean of evaluating the trainingprogram in

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Sahara India Pariwar.

Most of the kartavyayogis feel that interview is the most appropriatemethod of

evaluating the training program.

Post training evaluation focus on result rather than on the effortexpended in

conducting the training and it worth the time, money and effort.

Most of the participants are benefitted by giving feedback afterattended the

training. It motivated them to do better, helped them to increase theirjob

performance and is an aid to future planning.

In Sahara India Pariwar, post training evaluation is used to identify the

effectiveness and valuation of training program, to identify theROI(return on

investment), to identify the need of retraining and to provide the pointsto

improve the training.

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SUGGESTIONS ANDRECOMMENDATIONS

The management must commit itself to allocate major resourcesand adequate time totraining.

Ensure that training contribute to competitive strategies of thefirm.

Different strategies need different HR skill for implementation. Lettraining help employees at all levels acquire the needed skill.

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Ensure that a comprehensive and systematic approach to trainingexists, and training and retraining are done at all levels on acontinuous and ongoing basis.

Ensure that there is proper linkage among organizational,

operational and individual training needs.

Skill based training (product/process training) should also beprovided.

Besides questionnaire other methods of post training evaluationshould also be used like interviews, self diaries, observation andsupplement test.

The evaluation procedure must be implemented concerning trainer,

trainee and subject.

Post training feedback has to be continuous and should also betaken from line manager/superior & from peers to find out theeffectiveness and valuation of training.

CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge,

expertise and skill relevant for performing excellently within a specific

functional department. This competence insures that technical knowledge is

both present and used within a firm for the welfare of its stake-holders.To

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develop this competence regular Training and Development is required

Therefore, Training initiatives and programs have become a priority for Human

Resources. As business markets change due to an increase in technology

initiatives, companies need to spend more time and money on training

employees. In todays business climate employee development is critical to

corporate success and organizations are investing more in their employees

training and development needs.

Training evaluation is the important part of training process. It provides a

feedback and help the sponsors and the resource persons for improvement at

the level of individual performance and in the strategy formulation for training

and development. Post training evaluation can be used to identify the

effectiveness and valuation of training programme, to identify the ROI (return

on investment), to identify the need of retraining and to provide the points to

improve the training.

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LIMITATION OF THE STUDY

1. The time period of the study was only two six weeks which may provide

a deceptive picture in comparison of the study based on long run.

2. Sampling size was of only 20, because only these people had attended

soft skill development training.

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3. Corporate HR, Sahara India Pariwar only provides soft skill

development training, not skill based (product/process) training. So how

can one evaluate the skill based training is still unresolved.

4. The study is based only on secondary & primary data so lack of keen

observations and interactions were also the limiting factors in the proper

conclusion of the study

ANNEXURE

QUESTIONNAIRE

1) What do you understand by training?

a) Learning

b) Enhancement of knowledge, skill and aptitude

c) Sharing information

d) All of above

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2) Training is must for enhancing productivity and performance.

a) Completely agree

b) Partially agree

c) Disagreed) Unsure

3) (i) Have you attended any training programme in the last 01 year?

a) Yes

b) No

(ii) If yes ,which module of soft skill development training?

a) Personality and positive attitude

b) Business communication

c) Team building and leadership

d) Stress management and work-life balance

e) Business etiquettes and corporate grooming

f) All of above

g) If any other please specify ___________________________

4) (i) After the training ,have you given feedback of it?

a) Yes

b) No

(ii) If yes, through which method?(can select more than one)

a) Questionnaire

b) Interview

c) Supplement test

d) If any other please specify _______________

5) Which method of post training feedback according to you is more

appropriate?

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a) Observation

b) Questionnaire

c) Interviews

d) Self diaries

e) Supplement test

6) (i) Do you think that the feedback can evaluate the training

effectiveness?

a) Yes

b) No

(ii) If yes, how can the post training feedbacks can help the participants?

(can

select more than one)a) Improve job performance

b) An aid to future planning

c) Motivate to do better

d) All of the above

e) None

7) Post training evaluation focus on result rather than on the effort

expended in conducting training.

a) Completely agree

b) Partially agree

c) Disagree

d) Unsure

8) What should be the ideal time to evaluate the training?

a) Immediate after training

b) After 15 days

c) After 1 monthd) Cant say

9) Should the post training evaluation procedure reviewed and revised

periodically?

a) Yes

b) No

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c) Cant say

10) Is the whole feedback exercise after the training worth the time, money

and effort?

a) Yes

b) Noc) Cant say

11) The post training feedbacks can be used :

a) To identify the effectiveness and valuation of the training programme

b) To identify the ROI( return on investment)

c) To identify the need of retraining

d) To provide the points to improve the training

e) All of above

12) Any suggestion for improving the post training feedback procedure

exists in Sahara India Pariwar?

BIBLIOGRAPHY

1. BOOKS/MAGAZINES:

Human Resource Management by L. M. Prasad

Human Resource Management by Dipak. k. Bhattacharya

Human Resource Management by K. Ashwathapa

2. WEBSITES:

http://www.sahara.co.in

http://www.sahara.org

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http://www.managementhelp.org/search/management_help_search.html?

zoom_query=training+and+development

http://www.inc.com/magazine/19930201/3393_pagen_7.html

http://humanresources.about.com/od/trainingtrends/Future_Education_and_Traini

ng_Trends.htm

http://humanresources.about.com/od/training/Training_Development_and_Educat

ion_for_Employees.htm

http://traininganddevelopment.naukrihub.com/

sahara project, moumita mukherjee, enrollment no-08061148710

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