Summer Training Report

A Study of HUMAN RESOURCE PLANNING (HRP)in Sahara India Media Corporation,A conceptual

analysis in reference to Training & Development.

Prepared By – Aayushi Roy

Objective of the Research

The objective of this project is to critically study & analyse the “MANPOWER PLANNING IN SAHARA INDIA MASS COMMUNICATION”The main purpose behind choosing this topic is that practical knowledge about the major functions of HRM like Recruitment, Selection,& Manpower Planning can be acquired. Practical exposures of the following activities would help to understand them in a much better way. All such major activities are required in the working life of a worker-from the time of his/her entry into an organization until he/she leaves-come under the preview of HRM. In order to be a successful HR Manager one must have the in depth knowledge of such important functions. So I have chosen this topic. This study would also help me to give my own suggestions, changes if required related to such topics.

Industry Profile

• Sahara India Pariwar is not just a business organization, but an emotionally integrated family. Sahara India Pariwar success story began with the capital of Rs.2,000 in the year 1978 in Gorakhpur with one small room, two chairs and a table. The company has transverse, a long way to become a front runner in the India entrepreurship.

• Today Sahara India Pariwar is a major entity on the corporate scene having an asset base of over Rs.20,000 crore and diversified interest includes:-

Financial Performance

Company profile

Diversification In Work

Housing

Consumer Products

Sahara India Mass

Communication

Commodity Sales with

Services and Retail Chain

Manufacturing

Information Technology

Mission of Sahara India Pariwar :We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY means enthusiastic, productive performance of duty ‘KARTAVYA’ towards the consumers’ worker’s survive satisfaction.

Objectives of Sahara India Pariwar:1. To insure optimum use of resources for manufacturing of the better product & services.2. To generate sufficient resources for meeting the needs of expansion and growth for servicing the investors.3. To ensure customer satisfaction competitiveness through quality, delivery and cost.

Research Design

• Conclusive research design is used to collect the information.

Conclusive Research Design : Providing information which helps the manager decide on a correct decision, conclusive research consists of formal research procedures including clearly defined goals and needs. Usually, a questionnaire is designed in conjunction with a sampling plan. There must be a clear link between the alternatives in the evaluation and the information that is to be collected. This line of research can include simulation, surveys, observations and experiments.

Research Methodology

SAMPLE POPULATION250

SAMPLE SIZE 50

SAMPLE METHOD

DATA SOURCES

Primary data• Is generated in an investigation with the help of questionnaires.

Secondary data• Is collected from books, internet, articles, journals and other

sources. DATA COLLECTION STRATEGY :

Employees from with in the organisation i.e. Sahara India Media Communication were randomly asked about the various questions related to their training and development program and if they are satisfied with it or not. As a result of which important information regarding the same is generated. With the help of some secondary sources and related to Sahara’s own objectives certain points have been highlighted about the Sahara group with some conclusions and suggestions.

Data Analysis and Interpretations• Training is must for enhancing productivity and performance.

• Completely agree - 17• Partially agree - 3• Disagree - 0• Unsure - 0

• INTERPRETATIONS: The above result shows that mostly all the kartavyayogis of corporate HR are well aware of the role and importance of

the training. It means somewhere their productivity and performance has been improved after the training program attended by them and it helped them to achieve their goal.

What should be the approach of post training evaluation?

• Trainer centred - 2• Trainee centred - 2• Subject centred - 8• All of the above - 8

INTERPRETATIONS:

• 40% respondents feel that the approach of post training evaluation should be subject centred and 40% respondent also feel that it should be trainer, trainee and subject centred.

• 10% respondents are in favour of trainee centred approach and 10% respondents are in favour of trainer centred approach.

• It means that the evaluation procedure should be implemented concerning trainer, trainee and subject.

FindingsMostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill.

Corporate HR, Sahara India Pariwar , time to time training is provided to all the kartavyayogis and it is continuous process.

Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training.

Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program.

Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time, money and effort.

Conclusions• 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 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 today’s 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.

Suggestions

The management must commit itself to allocate

major resources and adequate time to

training.

Ensure that a comprehensive and

systematic approach to training exists, and

training and retraining are done at all levels on

a continuous and ongoing basis.

Post training feedback has to be continuous and should also be

taken from line manager/superior &

from peers to find out the effectiveness and valuation of training.

Ensure that there is proper linkage among

organizational, operational and

individual training needs.

Skill based training (product/process

training) should also be provided.

Bibliography

BOOKS/MAGAZINES:• Human Resource Management by L. M. Prasad• Human Resource Management by Dipak. k. Bhattacharya• Human Resource Management by K. Ashwathapa

WEBSITES:• www.sahara.co.in• www.sahara.org

Annexure 1) What do you understand by training?-Learning -Enhancement of knowledge, skill and aptitude-Sharing information-All of above2) Training is must for enhancing productivity and performance.-Completely agree-Partially agree-Disagree-Unsure3) (i) Have you attended any training programme in the last 01 year?-Yes-No (ii) If yes ,which module of soft skill development training? -Personality and positive attitude-Business communication-Team building and leadership-All of above-If any other please specify

4 (i) After the training ,have you given feedback of it?-Yes-No (ii) If yes, through which method?(can select more than one)-Questionnaire-Interview-Supplement test-If any other please specify _______________5) Which method of post training feedback according to you is more appropriate?-Observation-Questionnaire-Interviews-Self diaries-Supplement test6) (i) Do you think that the feedback can evaluate the training effectiveness?-Yes-No(ii) If yes, how can the post training feedbacks can help the participants?(can select more than one)-Improve job performance-An aid to future planning-Motivate to do better-All of the above-None

7) Post training evaluation focus on result rather than on the effort expended in conducting training.-Completely agree-Partially agree-Disagree-Unsure 8) What should be the approach of the post training evaluation?(can select more than one)-Trainer centered-Trainee centered-Subject Centered-All of the above9) What should be the ideal time to evaluate the training?-Immediate after training-After 15 days-After 1 month-Cant say10) Should the post training evaluation procedure reviewed and revised periodically?-Yes -No-Cant say

THANKYOU !!