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    A PROJECT ON-

    EVALUATION OF TRAINING AND EFFECTIVENESS

    OF

    NALCO

    (Submitted in Partial Fulfillment of the Requirements of Bachelor of Business Administration Programunder Utkal University)

    By

    Name of the Candidate

    University Roll No

    Faculty Guide Corporate Guide

    Name of the Faculty Guide: Name of the Corporate Guide

    Dr. / Mr. / Mrs. /------- Mr. / Mrs. / Miss----------Designation Designation

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    ACKNOWLEDGEMENT

    I extend my heartfelt gratitude towards Mr. Amiya Pattnaik, DGM,

    HRD centre of excellence, NALCO for his constant support and guidance

    in preparing my project on the topic EVALUATION OF TRAINING

    AND EFFECTIVENESS. I also express my gratitude to all the staff

    members of NALCO for their constant help and support. I am also

    thankful to our Principal Prof.(Dr.) H.K. Panda and faculty guide Prof.S.K.Bishey for their

    valuable guidance and support.

    Finally,I extend my heart-full obligation to my parents,without whose support this

    could been a successful one.

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    DECLARATION

    I SOMYASHREE PANDA, a student of ASBM INSTITUTE OF BBA, do here by

    declare that the project report entitledEVALUATION OF TRAINING AND

    EFFECTIVENESS At NALCO, is a bonafied work done by us at NALCO,

    Bhubaneswar in partial fulfillment for the award of degree in Graduate Programme in

    Management 2010-2011. No part of this report has been submitted to anyone at time before

    and any other University for award of any degree.

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    CONTENT-

    Chapter-1

    Introduction

    1.1 Review of Literature

    1.2 Meaning of the study1.3 Objectives of the study

    1.4 Significance of the study

    1.5 Methodology

    1.6 Sources of data collection1.7 Limitation of the study

    Chapter-2

    Company Profile

    2.1 Brief history of the company

    2.2 Vision, Mission and objective of the company2.3 Organization structure & style of work of company

    Chapter- 3

    Research Methodology

    3.1 Sampling Design

    3.2 Methods of data collection3.3 Tool or technique used

    Chapter-4

    Data analysis & interpretation

    5.1 Data analysis

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    5.2 Data interpretation

    Chapter-5

    Conclusion

    6.1 Findings6.2 Suggestions

    6.3 Conclusion

    y Referencesy Appendix

    EXECUTIVESUMMARY

    Human resources planning is a process of stricking balance between human resources

    required and acquired in an organization. It is a process by which an organization determines

    how it should acquire its desired manpower to achieve the organizational goals. Human

    resources planning helps an organization have the right number and kind of people at the

    right places and right times to successfully achieve its overall objectives. This topic dealswith the evaluation and effectiveness of the training in NALCO Bhubaneswar.

    Training is a systematic development of knowledge, skill, attitude required byan individual to perform a given task or job.

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    Before conducting any training programme first we have to identify the needfor that training i.e.

    y Is there a need to trainy About the current positiony W

    here you want to be The need identification may be in terms of

    y Organizational needy Police needy Specific needy Performance appraisaly Competency mappingy Venders training

    The two important concepts are Performance appraisal and competencymapping. Performance appraisal is describe as merit rating in which one individual isranked as better or worse in comparison to other.

    After identifying the need the methods through which the training is given arey On the job trainingy Off the job training

    Evaluation of training effectiveness is a highly desirable step in total trainingprogramme so one can judge the value or worth of training.

    Training evaluation is a mean by which participant express their feedbackregarding the effectiveness of training through a source of qualitative and

    quantitative survey question completed at the training programme.

    The effectiveness of training programme depends upon the feedback given bythe trainee.

    process that makes training effectiveness are like determine the trainingobjective, fixation of evaluation criteria, collect of information relevant to

    training analysis.

    The persons who are responsible for evaluation of training are seniormanagement, the trainer, the training manager, the trainee.

    In each of the five chapters as described above, every chapter has been scheduled in a

    manner so as to enable the reader to appreciate the contents easily. The report is supported

    by figures and data wherever necessary with a view to assist the reader in developing a clear

    cut understanding of the topic.

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    We hope this report will be extremely useful for those it is meant. Constructive and healthy

    suggestions for improvements of the report will be great fully appreciated.

    CHAPTER 1-

    INTRODUCTION-

    REVIEW OF LITEATURE-

    y Human Resource Management- Biswajeet Pattanayak, edition-third edition.January2008,.

    Publisher- Prentice Hall of India (p) Ltd

    y Human Resource Management- VSP Rao

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    y Human Resource Management- P. Subha Raoy Management Research Methodology- K. N. Krishnaswamy, Appa Iyer Sivakumar and

    M. Mathirajan, edition- third edition..2009

    Publisher-Dorling Kindersley (India)(p) Ltd

    y NALCO Journals and PublicationsINTERNET SITES

    www.google.com

    www.wikipedia.comwww.answer.com

    www.nalcoindia.

    To have a realistic and clear perception and understanding of what Training entitles ,some of

    the information are collected from Internet,materials of Training and development of

    INC,HRM book of author LN PRASAD,BSP RAO etc.

    In the mid 1940s after worldwar-2,Training was first adopted by large commercial

    organizations in the west as part of their regular commercial activity.

    Every organization needs the services of trained people for performing the activities in a

    systematic way.Training is a collection of actions,which enables the organization to achieve

    its goals.Training needs can be identified by deducting the existing skills from the job

    requirements.

    The basis of evaluation and the mode of collection of information necessary for evaluation

    should be determined at the planning stage. The process of training evaluation has been

    defined as any attempt to obtain information on the effects of training performance and to

    assess the value of training in the light of that information. Evaluation helps in controllingand correcting the training programme. Hamblin suggested five levels at which evaluation of

    training can take place, viz., reaction, learning, job behaviour, organization, organization and

    ultimate value.

    In this topic I coveredthe need for training ,objectives,significance ofstudy,methodology,limitations of study,company profile,Research

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    methodology,suggestion,reference,conclusion,training and learning ,evaluation, feedback

    forms, action plans and follow-up,evaluation of workplace learning and training,responsibility for the evaluation of the training,training evaluation and validation options,the trainer's overall responsibilities - aside from training evaluation,a note. According to thefeedback given by the trainees the Overall rating of the programme was excellent. The most

    helpful part of this training according to them was forms of modalities in English, New

    Concepts of writing skill, New approach of Grammar, new concept of writing skills.

    MEANING OF THE STUDY

    Training is the act of increasing the knowledge and skills of an employee or doing a

    specified job.It can be viewed as a systematic planning process which has its organizationalpurpose to impart and provide learning experience.This is done with a view to bring about

    improvement in an employee and thus enabling him to make his contribution in greater

    measure inmeeting the goals and objectives of the organization.It also gives awarenessofthe rules and procedures to guide their behavior thereby improving the performance of

    employees on present job and prepares them for taking up new assignment in future.

    DEFINITION OF THE STUDY:Training is organising procedure by which people learn knowledge and/or skill for adefinite purpose.

    - Defined by Dale S Beach

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    Training is a systematic development of knowledge, skill & attitude required by an

    individual to perform adequately a given task or job.

    -Defined by Michael Armstrong

    OBJECTIVE OF TRAINING-Once the training needs were determined,the next step is consider how

    these will achieved.The objectives for the training program and the

    individual sessions need to be decided.Training objectives are tactical

    applications of the strategic goals.They specify what the learners will be

    able to do at the end of each stage of the learning process.

    The important Training objectives are:

    1.Articulate the goal of the traning.

    2.Communicate intent to learner.

    3.Provides means for evaluation.

    4.As