training and development at igl ganesh pancholi

8/13/2019 Training and Development at Igl Ganesh Pancholi

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PROJECT REPORT

ON

TRAINING AND DEVELOPMENT

ISO 9000-2000 CERTIFICATION PROCEDURE

DEPARTMENT OF MANAGEMENT STUDIES

SHRI RAM INSTITUTE OF MANAGEMENT AND

TECHNOLOGY KASHIPUR (U.S.NAGAR )

UTTARAKHAND

SUBMITTED TO: SUBMITTEDBY:

Mr. H. C. JOSHIMOHD.HANEEF KHANHANEEF KHAN

S!"!#$ I%&'"'' O* M#%#+$%' , T%/+ (K#&"1!)1


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(A**"/"#' T K$#% U%"3!&"'4 N#"%"'#/)

The strength of any organization is its people. If people are attended to properly byrecognizing their talents, developing their capabilities and utilizing themappropriately, organization is likely to be dynamic and grow fast. Ultimately thevarieties of tasks in any organization have to be accomplished by the people; henceIncentives are provided to them to stimulate them towards some goal.

Therefore I have undertaken the research of T!"I#I#$ % &'(')*+'#T-+rogram in I$) or this I have used the in/0uestionnaire which was filled by the

employees and had a brief discussion with some of them. The results of the surveyhave been analyzed by using some statistical tools and recommendations are givenaccordingly.

WHY I HAVE TAKEN THIS PROJECTWHY I HAVE TAKEN THIS PROJECT

or a student the knowledge of book is not enough, there is always a need to

evaluate hisher theoretical knowledge form practical utility point of view also.

2o, being a management student it becomes necessary for me to check out my

learned concepts of management education by implementing them into real life

situation.

*bviously this pro3ect will help me a lot in solving my vital problems, which cannot

be possible only through gaining learned concepts from books. 2o, this pro3ectproved to be fruitful for me.

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It was a great privilege and good e5perience to do an industrial training atI#&I"# $)67*) )IIT'& 89"2:I+U!.I would like to e5press mydeepest sense of gratitude for the people who have guided me and constantly

been with me throughout my +ro3ect.2uccess in the manifestation of perseverance, inspiration, motivation,innovation.

irst of all, I would like to e5tend my indebtedness and pleasure to e5pressmy heart felt gratitude to M!.S.D3!#5#%4 S!.M#%#+! (H.R.D.)4 hisinspiring guidance, critical appreciation and avid interest, which has madethis study possible.

It is my utmost duty and pleasure to e5tend my special thankstoM!. H. C.J&" SIMT% Internal guide of mine for e5tending unstinted support andtimely help. :e had been a constant source in inspiration all through out my

pro3ect work.

)ast but not the least, I am grateful to my parents for their moralsupport and constant encouragement, co/operation that has made it possiblefor me to attain stage of academic achievement in my life.

Mohd. Haneef KhanMohd. Haneef Khan8


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This pro3ect has been undertaken as a partial fulfillment of the re0uirements for the

award of the &egree of the 6 7#/! * 7&"%&& A$"%"&'!#'"%8, K$#%

U%"3!&"' N#"%"'#/

This pro3ect was e5ecuted during >T: 2em. of


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C%'%'&

+reface

"cknowledgement

2tudent@s &eclaration

Chapter : 1Chapter : 1

Introduction of the pro3ect

*b3ective % period of the study

)imitations % scope of study

!esearch methodology

7ollection of secondary data

Chapter : Chapter :

7ompany profile

Industry profile

7ompany profile

o +reface of the company

o ission statement

Chapter : !Chapter : !

Introduction of Topic 8Training 'ffectiveness % Training ethods

Training 'ffectiveness

#eed of Training

+urpose of Training 'ffectiveness

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Chapter : "Chapter : "

Training 'ffectiveness % Training ethods program in I$).

Training 'ffectiveness

+urpose of Training 'ffectiveness in I$)

Importance

actor affect T % '

easure of T% '

ethods of evaluation

Types of training Training methods in I$)

Chapter : #Chapter : #

&ata "nalysis 8Auestionnaire

)imitation

7onclusion

!ecommendation

Chapter: $Chapter: $


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O%JECTIVE O& THE ST'(YO%JECTIVE O& THE ST'(Y

In today@s business life only theoretical knowledge is not enough and withthis practical knowledge should be included. "nd for this we are here for our training.Ce want to see that how the theoretical knowledge implemented in the firmD "nd howsenior employers take work from their subordinates.

The ob3ective of my research is toE/

To know the effective training programme conducted by the company.

To know whether employees are aware about their responsibilities and authoritiesor not.

To improve *rganizational 7limate and Increase the morale of employees.

To know whether training programme is conducted successfully or not.

To know about the work culture of the organization.

To identify the satisfaction level among the employees of the I$) regarding their

3ob. To identify need for any improvement to be done in the training procedure in I$).

PERIO( O& ST'(YPERIO( O& ST'(Y

I have started my training in I$) on "U$. 4, 4F11 till 2'+T. 1G, 4F11.

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SCOPE O& THE ST'(YSCOPE O& THE ST'(Y

This pro3ect can be helpful for me in my future work.

This pro3ect shows the good % sound environment and employee@s behaviors in theorganization.

It helps the management in improving the 0uality and development of the product.

uture researchers may use it as a secondary source of information. It can help management in effective decision making.

H


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)IMITATION O& ST'(Y)IMITATION O& ST'(Y

In the research, it was very difficult to identify the actual scene regarding thestudy of effectiveness of training methods in I$). These were some factors orlimitation in this research.

Time constraint is unavoidable limitation of my study.

"s no work has been done earlier in this regard so scarcity of secondary data is alsothere.

In ade0uate disclosure of information is also the problem.

&ue to some policies, more data couldn@t be included in this pro3ect.

The respondents did not response easily.

It is difficult to identify that whether willing respondents are truly representative ornot.

This method can be only used only where the respondents are cooperative.2ome respondents were responding according to others responses after seeing %listening their answers.


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RESEARCH METHO(O)O*YRESEARCH METHO(O)O*Y

!esearch ob3ective / to 3udge the trainning effectiveness

Type of !esearch / 2urvey !esearch

2ampling ethod / !andom 2ampling

Type of &ata / +rimary &ata, 2econdary &ata

!esearch Instrument / Auestionnaire

7ontact ethod / &irect Interview

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RESEARCH METHO(O)O*YRESEARCH METHO(O)O*Y

!esearch methodology is a way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically. In it westudy the various steps that are generally adopted by a researcher in studying hisresearch problem along with the logic behind them.

SAMP)IN* P)ANSAMP)IN* P)AN

" sample design is a definite plan for obtaining a sample from a sample frame itrefers to the techni0ue or the procedure that the researcher would adopt in selecting

some sampling units from which inferences about the population is drawn.

SAMP)E SI+ESAMP)E SI+E

>F Corkers

INSTR'MENT 'SE( &OR CO))ECTIN* THE (ATAINSTR'MENT 'SE( &OR CO))ECTIN* THE (ATA

Auestionnaire

RESEARCH (ESI*NRESEARCH (ESI*N

" research design is the arrangement of conditions for collection and analysis of in a

manner and aims to combine relevance to the research purpose with economy inprocedure. In fact the research design is the conceptual structure within which researchI conducted. !esearch design is needed because it smooth sailing of the variousresearch operational thereby making research as efficient as possible yieldingma5imum information with minimal e5penditure of effort, time and money.

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I have adopted descriptive and conclusive research design. &escriptiveresearchers are those studies, which are concerned with describing the characteristicsof a particular individual or of a group. In descriptive research design, the researcher isable to define clearly, what he wants to measure and is able to find ade0uate methodsfor measuring it along with a clear/cut definition of population he wants to study. 2incethe aim is to obtain complete and accurate information in the said study the procedureto be used carefully planned in this method.

This research design make enough provision for protection against bias andma5imize reliability, with due concern for economical completion of the researchstudy. These advantages compelled me to employ descriptive research design for my

pro3ect.

CO))ECTION O& (ATACO))ECTION O& (ATA

The researcher can gather primary data, secondary data or both. 2econdary data aredata that were collected for another purpose and already e5ist somewhere.

CO))ECTION O& PRIMARY (ATACO))ECTION O& PRIMARY (ATA

+rimary data is the data which is collected first time from the various resources eitherthrough the 0uestionnaire % scheduling and all. This data can also be used later on as asecondary data.

CO))ECTION O& SECON(ARY (ATACO))ECTION O& SECON(ARY (ATA

2econdary data means that are already available i.e. they refer to the data which hasalready been collected % analysis by someone else. agazines, 7atalogue,

#ewspapers, +roduct +rofile % Internet.

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1.1 Ind,-tr Prof/0e1.1 Ind,-tr Prof/0e

1. Copan Prof/0e1. Copan Prof/0e

1.1 Industry Profile1.1 Industry Profile

India $lycols )td comes under the 7hemicals though it manufactured *rganic /"lcohol based products too. The core product of the company is chemicalmanufacturing. 7hemical industry is one of the oldest industries in India. It not only

plays a crucial role in meeting the daily needs of the common man, but also contributessignificantly towards industrial and economic growth of the nation 7hemical Industryis one of the oldest industries in India, which contributes significantly towardsindustrial and economic growth of the nation.It is highly science based and provides valuable chemicals for various end productssuch as te5tiles, paper, paints and varnishes, leather etc., which are re0uired in almost

all walks of life. The Indian 7hemical Industry forms the backbone of the industrialand agricultural development of India and provides building blocks for downstreamindustries.

7hemical Industry is an important constituent of the Indian economy. Its size isestimated at around U2J => billion appro5., which is e0uivalent to about =K of India@s$&+. The total investment in Indian 7hemical 2ector is appro5. U2J BF billion andtotal employment generated is about 1 million. The Indian 7hemical sector accountsfor 1=/1?K of total e5ports and H/K of total imports of the country. In terms of

volume, it is 14th largest in the world and =rd largest in "sia. 7urrently, per capitaconsumption of products of chemical industry in India is about 11 other of the worldaverage.

1=


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1. Copan Prof/0e1. Copan Prof/0e

In2orporat/onIn2orporat/on

The co. was incorporated on 1/11/1H= as U+ $lycols ltd...It was renamed as India$lycols )imited on 4H/H/1HB.It started its commercial production of '$ in "pril1H, 'tho5ylates in Luly 1>, ormulation 2pecialty chemicals on 2eptember 1G,$lycol 'ther in august 4FF1 and the Industrial gases in &ecember 4FF>.The


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)argest 'tho5ylate, $lycol 'ther producer and thus leader in 'thylene *5ide&erivatives2urfactants business in India.

1. $lobal player meeting international specifications and norms, e5porting to 2outh'ast "sia, iddle 'ast, 'urope, "ustralia and U2".

7atering to more than 1,FFF customers in various end/use industries such asTe5tile, "grochemical, *il % $as, +ersonal 7are, +harmaceuticals,


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T N Threat

The over all evaluation of a company@s strength, weakness, opportunity %threats is called 2C*T "#")62I2. 'very company has some strength,weakness, opportunity % threats they should not % then try to improve inthe areas where it is weak threats and full advantage of the opportunities.

*n the basis of my survey I have done a small swot analysis of thecompany.

STREN*THSSTREN*THS

The company@s prices of products are very relevant.

The company has an established network in India.

I#&I"# $)67*)2 )T& is one of the few companies in

UTT!"9:"#&, which owns and operates a large no of products services.

It has rich e5perience over the last year in its e5ecution and

possesses abundant data associate with these pro3ect.

I#&I"# $)67*)2 )T& contributes a big amount of Indian

production.

"nother area of strengths of I#&I"# $)67*)2 )T& is its commitmentand 0uality of maintenance management.

WEAKNESSWEAKNESS

The purchase procedure of I#&I"# $)67*)2 )T& does not

lead to past purchase designs.

There has been no ma3or discovery in the past.

1B


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OPPORT'NITIESOPPORT'NITIES

I#&I"# $)67*)2 )T& has a big portion of market. It can take

advantage of it.

THREATSTHREATS

I#&I"# $)67*)2 )T& has a lot of e5posure to the group

companies in the form of cross holdings. This is hampering the financial

soundness of the company.7ompany is doing well but if a well established company like T"T"comes then it can face troubles.

&ealers provide the products of the company to the customers

which given them ma5imum profit margin.

H'MAN RESO'RCES 3HR4 IN IN(IAN *)YCO )T(H'MAN RESO'RCES 3HR4 IN IN(IAN *)YCO )T(

". Today, I#&I"# $)67*)2 )T& is the flagship company ofUTT!"9:"#&; and making this possible is a dedicated team of nearly 4FFF

professional who toil round the clock. It is this toil, which amply reflects inthe performance figures and aspiration of I#&I"# $)67*)2 )T&. Thecompany has adapted progressive policies in scientific planning, ac0uisition,utilization, training and motivation of the team. "t I#&"I# $)67*)2 )T&

everybody matters, every soul counts.


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7. +roduct to emphasize, this was made possible by the man behind the machine.*ver Ne5perienced and technical components e5ecutive, engineers andmanagers from distinguished Universities Institutions of India from the coreof I#&I" $)67*)2 )T& man

HR IN IN(IA *)YCO)S )T( REA)TE( WITH :HR IN IN(IA *)YCO)S )T( REA)TE( WITH :

1. gmt. +rinciple

4. *rganizational


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Prefa2e to the CopanPrefa2e to the Copan

"t I$), the employees are considers most valuable assets and strength for sustainedgrowth in the development of the company. It is believed in I$) that the investment onhuman resource for employeePs personal growth, leads the company.)ike any other organizations, I$) has also framed rules, regulations, policies andsystem for running the business smoothly. I$) has also introduced various schemes forlabour welfare. or smooth business operations and to take advantage of the benefitsunder the scheme, it is necessary that every employee understand these rules,regulations, policies and system fully and clearly.

Year E5ent-Year E5ent-

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4??,,=F shares then issued at par of which H?,B,=F shares to promoters, directors,etc., and (am *rganic 7hemicals )td., and its wholly owned subsidiaries and4>,FF,FFF shares to shareholders of (am *rganic 7hemicals )td., !amgangaertilizers )td., and :industan Cires )td., were reserved and allotted.

;990/ The 7ompany received approval for e5panding the '$ capacity up to BF,FFFT per annum. The 7ompany proposed to diversify into the field of 'thylene *5ide8'* derivatives and had received letter of intent for the manufacture of 1FFF T perannum of '* derivatives.

;99; / 2teps were initiated to undertake diversification programme to manufacture'thylene *5ide condensatederivatives. The 7ompany undertook the e5pansion ofeffluent treatment and


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M/--/on StateentM/--/on Stateent

2trive to bring value addition to self, organization and customer throughQ Improving 0ualityQ Identifying opportunitiesQ Total customer focus 8internalR customerQ inimizing errors and wastage of scarce resources

The mission will be achieved byEQ +ositive attitudesQ


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TECHNO)O*Y PRO&I)ETECHNO)O*Y PRO&I)E

India $lycols )imited is one of the leading manufactures of $lycols, 'tho5ylates %+'$s, +erformance 7hemicals, $lycol 'ther % "cetates, $uar $um and +otable"lcohol. *ur continued emphasis on superior 0uality, through the latest technologiesavailable worldwide, makes us a pioneer in our field. *ur belief in providing the

desired products, with the help of the best technology, is reflected in our manufacturingfacilities

PRODUCT TECHNOLOGY@LICENSOR

$lycols8'$,'.*.+ %'.* &erivatives

S"%'"*" D&"+% C$1#% I%.4 USA

(/#"%+ E'/% O" @ E'/% G//

/"%&! +/:#//)

'tho5ylates % +'$2 +ress industria "$, Italy8leading 'tho5ylates technology licensorglobally

+erformance 7hemicals8ormulation 2pecialtychemicals

2anyo 7hemical Industries )td. Lapan)eader in speciality 2urfactants in Lapan

$lycol 'thers 2ulzer 7hemtech, 2witzerland

2ulphation 'L 7onsultants, 7anada

Industrial gases "ir )i0ue,+ra5 "ir, :itachi

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MAN'&ACT'RIN* &ACI)ITIES AT I*)MAN'&ACT'RIN* &ACI)ITIES AT I*)

;. D"&'"//! E'#%/ 2>?KL@DA Y

2 7"-+#& M'#%( */) ;=0 KNM=@DA Y

=A"! &1#!#'"%

%"'O+%@%"'!+% 2;00@990NM=@H!.

M% '/%

+// MEG4DEG4TEG 2?000 MT@PA(MEG)

? E'/#'& EO D!"3#'"3& 20000 MT@PA

> F!$/#'"%&SPECIAL TY

CHEMICALS;0000 MT@PA

B S/1#'"%SPECIAL TY

CHEMICALS000MT@P A

< G// '!INDUSTRIAL SOL

VENTS;0000MT@PA

9 7''/"%+ 1/#%' IMFL@C%'! /"! ;00000MT@PA

;0 R#: %"'R#: @ C%%'!#'

C#% J";2?0 T.C.D

The plants and laboratories are e0uipped are with highly sophisticated instruments,such as digital distributed control system, on line analyzers, mass spectrometer and$.7. spectrometer, :.+.7.), .T.!.I., etc.


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%IO(E*RA(A%)E 6 RENEWA%)E &EE(STOCK%IO(E*RA(A%)E 6 RENEWA%)E &EE(STOCK *ur main feedstock is *)"22'2, a renewable resource, which is

a by/product obtained during processing of 2ugar from sugarcaneand is highly biodegradable.

*ur plant is strategically located at 9ashipur in the heart of the

sugarcane belt where many sugar industries are based ensuring easyavailability of molasses.

Ce have largest % most modern distillery to manufacture 'thyl

"lcohol.

PER&ORMANCE CHEMICA)SPER&ORMANCE CHEMICA)S Technical know/how from s 2anyo 7hemical Industries, Lapan to

set up +erformance 7hemicals +lant.

le5ibility and capability to perform various reactions such as

'sterification, 2ulphation, +hosphation, +olymerisation etc.

Cide range of products to meet the diversified needs of various

end/use industries such as Te5tile, *il % $as, "gro, +aints, etc.

POTA%)E A)COHO)POTA%)E A)COHO) E'!# N'!#/ A// (ENA)

- Ce have one of the largest &istilleries in "sia for manufacture of '#".- '#" plant is based on the principles of ulti pressure cascading

techni0ues % the process control is by &igital &istributed 7ontrol 2ystem.

+lant is designed % supplied by "lfa )aval 8India )td. IMFL @ C%'! L"!

Ce have established separate facilities for


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)argest 'tho5ylate facility in India, using 4nd generation loop reactor withtechnology from s +ressindustria, Italy.

7atering to various industries such as Te5tile, "grochemical, *il % $as,+ersonal 7are, "utomotive, &etergent, 'mulsion +olymerization % +aints,7eramic, 7ement, etc.

+roducts meet high international standards particularly for pharmaceutical %*ral 7are Industries.

7ustomer base includes #7s, +ublic sector Undertakings and large Indianorganizations.

*)YCO)S*)YCO)S 2tate/of/the/art plant commissioned in 1H, in technical collaboration with

2cientific &esign Inc, U2".

2upplying '$ to ma3or +olyester customers by meeting their stringentspecifications.

+roducing high 0uality 7oolants as per customized specifications.

&'$, T'$ for the 7hemical industry.

4>


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*'AR *'M*'AR *'M 2tate/of/the/art facility to manufacture 1F,FFF T+" of $uar +roducts such as

$uar, Treated % +ulverized $uar $um +owder and &erivative $uar, set up as an'5port/*riented/Unit.

7omplete process is operated by a ully "utomatic +lant and packaging of thesame is controlled in most ultramodern plant untouched by hand.

7atering mainly to ood, eed % +harma, Te5tile, +rinting, industries etc. andspeciality products in the area of *il % $as and )ubricant.

7apability to produce various viscosity ranges and different mesh sizes as per

customerPs re0uirement. '5ports to entire globe under the brand name of I$$U"!. "pproved under U.2. ederal !egister as $enerally !ecommended "s 2afe /

$!"2 7ategory for ood, eed % +harma applications.

A*ROCHEMICA)SA*ROCHEMICA)S

IGL **!& # %" :/% * IGSURF S!"& *! EC *!$/#'"%& &"+%

*! #11/"#'"% "% $/'"1/ '"#%'&.

H"+/ &'#:/ #% *! */"%+ :!# &1'!$ $/&"*"!&.

''"%+ #% "&1!&"%+ #+%'& *! ''#:/ 1!& #% &&1%&"%

%%'!#'&.

''"%+ #% "&1!&"%+ #+%'& *! ''#:/ 1!& #% &&1%&"%

%%'!#'&. R#%+ * -*!"%/ &!*#'#%'& *! % +%!#'"% *!$/#'"%&.

I$) offers $uar $um products which are used in tobacco fines recover.

4B


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&INISHE( PRO('CT AN( THEIR 'SES:&INISHE( PRO('CT AN( THEIR 'SES:

+!*&U7T U2'2.'.$. +olyester stable fibers polyester filament yarn,

packaging material e5plosives, coolantsCirenames, unsaturated resin etc.

&.'.$. +esticides, rubber compounding, brake luids,plasticizers etc.

T.'.$. *il e5ploration and refinery'.*. &erivatives 8eth5ylate )eather, te5tile, wool scouring, pesticides,% surfactants % speciality agrochemicals, cosmetics, detergents, medicines,7hemicals emulsifier, personal care etc.

MAJOR PERSONA) CARE C'STOMERS.MAJOR PERSONA) CARE C'STOMERS.

C'STOMERSC'STOMERS &INISHE( PRO('CT&INISHE( PRO('CT

"yur cosmetics "yur :erbal shampoo

7olgate +almolive +almolive shampoo

&abur India )imited &abur :erbal 2hampoo

:enkel 2pic India )imited +ril )i0uid &etergent

4G


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MAJOR TE7TI)E C'STOMERSMAJOR TE7TI)E C'STOMERS

C'STOMERSC'STOMERS &INISHE(&INISHE(

PRO('CTSPRO('CTS

!aymond@s 2uiting % shirting


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IN(IA *)YCO)S )IMITE(.IN(IA *)YCO)S )IMITE(.

KASHIP'RKASHIP'RMAJOR HI*H)I*HTSMAJOR HI*H)I*HTS

"$!* 8*)"22'2


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0

20

40

60

80

100

120

140

160

1995 1998 2001

3-D Column 1

3-D Column 2

3-D Column 3

RESEARCH 6 (EVE)OPMENT CENTRERESEARCH 6 (EVE)OPMENT CENTRE

The company has set up 2tate/of/the/art !%& center to cater the re0uirements of '*&erivatives and their application business. It has been recognized by &epartment of2cience % Technology, $overnment of India.

T'RN OVERT'RN OVER

+resent turnover of the company is about !s. 1>FF crores.

I*) REACHIN* THE C'STOMERI*) REACHIN* THE C'STOMER

=F


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OR*ANI+ATION STR'CT'REOR*ANI+ATION STR'CT'RE

The company has well defined hierarchical organizational structure. This structure isdivided into fourteen levels. "t the top is the


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Loint anager

&eputy anager

"ssistant anager

2enior 'ngineer*fficer '5ecutive, etc.'ngineerI*fficerI'5ecutive, etc.

"ssistant engineer*fficer'5ecutive, etc.

OR*ANISATION SET8'POR*ANISATION SET8'P

(ETAI) O& (EPARTMENT AN( SECTIONS AT WORK(ETAI) O& (EPARTMENT AN( SECTIONS AT WORK

PRO('CTIONPRO('CTION::/&istillery

/".2.U./ .'.$.

/ 'tho5ylates

/ ormulating %2ulphation / $lycol ether/


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/ +ro3ects

TECHNICA) SERVICES:TECHNICA) SERVICES:

/Technical 2ervices/'ngineering

/ ire % 2afety/Auality 7ontrol

==


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RESEARCH AN( (EV)OPMENT:RESEARCH AN( (EV)OPMENT:

/!esearch % &evelopment

COMMERCIA):COMMERCIA):

/7ommercial/"ccounts/2tores

/'&+

PERSONNE) 6A(MINISTRTIONPERSONNE) 6A(MINISTRTION::/:uman !esource &evelopment/+ersonnel % Industrial !elations

/"dministration/edical/2ecurity

CATE*ORY O& EMP)OYEESCATE*ORY O& EMP)OYEES::8" '5ecutive % 2upervisory8


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OR*ANISATIONA) HIRARCHYOR*ANISATIONA) HIRARCHY

TA%)E : ": Ta90e -ho/n; or;an/


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3%4C)ERICA) STA&&:3%4C)ERICA) STA&&:

G!#%@/3/ D&"+%#'"%

2/> "ssistant, steno/typist2/? 7lerk Typist

2/= 7lerk, Typist

2/4 "ttendant

2/1 essenger

3C4WORKERS:3C4WORKERS:

G!#@L3/ C#'+! D&"+%#'"%

C/>"" 2uper 2pecially2killed

*perator, 'lectrician,itter, Celder, Inst.ech; !igger

C/>" 2pecially 2killed &o

C/>< :ighly 2killed &o

C/? 2killed/" &o

C/= 2killed/< &oC/4 2killed/7 &o

C/1" 2emi 2killed/" "ttendant/ I, Lr.*perator, Lr.'lectrician, Lr.itter, Lr. Inst. Celder, Lr.achinist, Lr. Inst. ech; Lr. !igger.

C/1< 2emi 2killed/< "ttendant/

C/F Unskilled

=B


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3(43(4TRAINEES:TRAINEES:

L3/ CATEGPRY UALIICATION

T/H anagement

Trainee


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IN(IAN *)YCIO)S )T( O&&ICES IN IN(IAIN(IAN *)YCIO)S )T( O&&ICES IN IN(IA

:ead Auarters E #ew &elhi

!egistered *ffices E #ew &elhi

P)ANTSP)ANTS

"/1 Industrial "rea?G 4G>=4F 8:unting, 4B4=1=/=1?

a5E F>?G / 4G>=1>

HEA( O&&ICEHEA( O&&ICE

7/14?, *khla Industrial "rea +hase/ 1, #ew &elhi/11FF4F +honeE 4BH1>GG4 8:unting, 4BH1>1H> a5E F11/4BH1F=F % F11/4BH1?1F

=H


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=


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TRAININ* E&&ECTIVENESSTRAININ* E&&ECTIVENESS?F


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The game of economic competition has new rules. irms should be fast and responsive.This re0uires responding to customers need for 0uality, variety, customization,convenience and timeliness. eeting these new standards re0uires a workforce that istechnically trained in all respects. It re0uires people who are capable of analyzing and

solving 3ob related problems. Corking cooperatively in terms and Ochanging hats@ andshifting from 3ob to 3ob as well. Training has increased in importance in today@senvironment where 3obs are comple5 and change. !apidly, companies that pay lip/service to the need for training, by lazily setting aside a few hour a year, will soon findthemselves at the receiving end when talented employees leave in frustration and otheremployees find it difficult to beat rivals with new products, sophisticated designs andimproved ways of selling. To survive and flourish in the present day corporate/3ungle,companies should invest time and money in upgrading the knowledge and skills oftheir employees constantly. or, any company that stops in3ecting itself with

intelligence is going to die. The purpose of this chapter is make the student understandthe basic principle, areas and methods of training effectiveness currently in use in thecorporate circles.

(E&INITION O& TRAININ* E&&ECTIVENESS:(E&INITION O& TRAININ* E&&ECTIVENESS:

E.F.L. 7! - Training is the organized procedure by which people learn or

develop skills for a definite purpose.-

'dwin


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8iv IE / Interest

8v #E / #ovelties

8vi IE / Intensity

8vii #E / #urturing

8viii $E / $rip

Training is the most important component of :!&, but an 'ffective Trainingincrease the ability % capability of an employee. 'ffective Training becomes relevantin the conte5t since it is only through training that the gap between performed of theorganization and the felt need of a changing society can be neutralized. Training'ffectiveness reduces the gap by increasing employees@ knowledge, skills, ability and

attitude.

NEE( &OR TRAININ* E&&ECTIVENESS:NEE( &OR TRAININ* E&&ECTIVENESS:

"fter employees have been selected for various positions in an organization, trainingthem for the specific tasks to which they have been assigned assumes great importance.It is true in many organizations that before an employee is fitted into a harmonious

working relationship working relationship with other employees, he is given ade0uatetraining. Training 'ffectiveness is the act of increasing the knowledge and skills of anemployee for performing a particular 3ob. The ma3or outcome of training is learning.Training learns new habits, refined skills and useful knowledge during the training thathelps him improve performance. Training enables an employee to do his present 3obmore efficiently and prepare himself for a higher level 3ob. The essential features oftraining may be stated thusE

Increases 9nowledge and skills for doing a particular 3ob; it bridges the gapbetween 3ob needs employee skills, knowledge and behaviours.

ocuses attention on the current 3ob; it is 3ob specific and addresses particularperformance deficit or problems.

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7oncentrates on individual employees; changing what employees know, how theywork, their attitudes towards their work or their interactions with their co/workingor supervisors.

TRAININ* E&&ECTIVENESS IS NEE(E( TO SERVE THETRAININ* E&&ECTIVENESS IS NEE(E( TO SERVE THE

&O))OWIN* P'RPOSE&O))OWIN* P'RPOSE

#ewly recruited employees re0uire training so as to perform their tasks effectively.Instruction, guidance, coaching help them to handle 3obs completely, without anywastage.

Training 'ffectiveness is necessary when a person moves from one 3ob to another8transfer. "fter training, the employee can change 3obs 0uickly, improve his

performance levels and achieve career goals comfortably.

Training 'ffectiveness is necessary to make employees mobile and versatile. Theycan be placed on various 3obs depending on organization needs.

Training 'ffectiveness is needed to bridge the gap between what the employee hasand what the 3ob demands.

Training 'ffectiveness is needed for make employees more productive and useful inthe long/run.

Training is about knowing where you stand 8no matter how good or bad the currentsituation looks at present, and where you will be after some point of time.Training is about the ac0uisition of knowledge, skills, and abilities 892" through

professional development.

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TRAININ* E&&ECTIVENESSTRAININ* E&&ECTIVENESS

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Training makes a very important contribution to the development of the organization@shuman resources and hence to the achievement of its aims and ob3ectives. To achieveits purpose, training needs effectively managed, so that the right training is given theright people, in the right time and at the right costs.

"n 'ffective training organized activity for increasing the knowledge and skills ofpeople for a definite purpose.

The industrial organizations have realized the importance of training theiremployees for better performance and for improved productivity. Training helpsemployees to do their present 3ob, the benefits of training may e5tend throughout a

person@s career, whether management or non management.

Training 'ffectiveness helpful, when employees transferred one department to theother, they may need to be reoriented.

)ike in every organizationsI*) 3IN(IAN *)YCO)S )IMITE(4I*) 3IN(IAN *)YCO)S )IMITE(4

P'RPOSE O& TRAININ* E&&ECTIVENESS IN I*)P'RPOSE O& TRAININ* E&&ECTIVENESS IN I*)

The need for the training of employees would be clear from the observationsmade by the different authorities.

1.1.TO INCREASE PRO('CTIVITYTO INCREASE PRO('CTIVITY::

Instruction can help employees increase their level of performance on their presentassignment. Increased human performance often directly lead to increased operational

productivity and increased company profit. "gain, increased performance andproductivity, because of training effectiveness, are most evident on the part of newemployees Cho are not yet fully aware of the most efficient and effective ways of

performing their 3obs.

.. TO IMPROVE ='A)ITYTO IMPROVE='A)ITYE


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!.!. To HE)P A COMPANY &'))&I)) ITS &'T'RE PERSONNA) NEE(S:To HE)P A COMPANY &'))&I)) ITS &'T'RE PERSONNA) NEE(S:

*rganizations that have a good internal educational program will have to make lessdrastic manpower changes and ad3ustment in the event of sudden personnel

alternations. Chen the need arises, organizational vacancies can more easily be staffedfrom internal sources if a company initiates and maintains an ade0uate instructionalprogram for both its non/supervisory and managerial employees.

"".. TO IMPROVE OR*ANI+ATION C)IMATETO IMPROVE OR*ANI+ATION C)IMATE::

"n endless chain of positive reactions results from a well planned training programproduction and product 0uality may improve financial incentives may then be

increased; internal promotions becomes stressed, less supervisory pressure ensure andbase pay rate increases result. Increased morale may be due to many actors, but one ofthe most important of these is the current state of an organization@s educationalendeavor.

#.#. TO IMPROVE HEA)TH AN( SA&ETYTO IMPROVE HEA)TH AN( SA&ETY::

+roper training can help prevent industrial accidents. " safe work environmentleads to more stable mental attitudes on the part of employees. anagerial mental state

would also improve if supervisors know that they can better themselves throughcompany/designed development programs.

$$..PERSONA) *ROWTH:PERSONA) *ROWTH:

'mployees on a personal basis gain individually from their e5posure to educationale5periences. "gain management development programs seem to give participants awider awareness an enlarged skill and enlightened altruistic philosophy and makeenhanced personal growth possible.

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IMPORTANCEIMPORTANCE

Training 'ffectiveness offers innumerable benefits to both employees and employers.It makes the employee more productive and more useful to an organization. The

importance of training can be studied under the following headsE

%ENE&ITS TO THE %'SINESS:%ENE&ITS TO THE %'SINESS:

Trained workers can work more efficiently. They use machines, tools, and materialsin a proper way. Castage is thus eliminated to a large e5tent.

There will be fewer accidents. 'ffective Training improves the knowledge ofemployees regarding the use of machines and e0uipment. :ence, trained workersneed not be put under close supervision, as they know how to handle operation

properly.

Trained workers can show superior performance. They can turn out betterperformance. They can turn out better 0uality goods by putting the materials, toolsand e0uipment to good use.

'ffective Training makes employees more loyal to an organization. They will be

less inclined to leave the unit where there are growth opportunities.

%ENE&ITS TO THE EMP)OYEES:%ENE&ITS TO THE EMP)OYEES:

Training 'ffectiveness makes an employee more useful to a firm. :ence, he willfind employment more easily.

Training 'ffectiveness makes employees more efficient and effective.


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'ffective Training enables employees to secure promotion easily. They can realizetheir career goals comfortably.

Training 'ffectiveness helps an employee to move from one organization toanother easily. :e can be more mobile and pursue career goals actively.

'mployees can avoid mistakes, accidents on the 3ob. They can handle 3obs withconfidence. They will be more satisfied on their 3obs. Their morals would be high.

Thus training effectiveness can contribute to higher production, fewermistakes, greater 3ob satisfaction and lower labor turnover. "lso, it can enableemployees to cope with organizational, social and technological change. 'ffectivetraining is an invaluable investment in the human resource of an organization.

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WHICH &ACTORS A&&ECT TRAININ* E&&ECTIVENESSWHICH &ACTORS A&&ECT TRAININ* E&&ECTIVENESS

Training is essential for 3ob success. It can lead to higher production, fewer mistakes,greater 3ob satisfaction and lower turnover. These benefits accrue to both the traineeand the organization, if managers understand the principles behind the training process.To this end, training efforts must invariably follow certain learning/oriented guidelines.

MO(E))IN*MO(E))IN*

odeling is simply copying someone else@s behaviour. +assive classroom learningdoes not leave any room for modeling. If we want to change people, it would be a good

idea to have videotapes of people showing the desired behaviour. The selected modelshould provide the right kind of behaviour to be copied by others. " great deal ofhuman behavior is learned by modeling others. 7hildren learn by modeling parents andolder children, they are 0uite comfortable with the process by the time they grow up."s e5perts put it, anagers tend to manage as they were managed-.

MOTIVATIONMOTIVATION

or learning to take place, intention to learn is important. Chen the employee ismotivated, he pays attention to what is being said, done and presented. otivation to

learn is influenced by the answers to 0uestions such asE :ow important is my 3ob tomeD :ow important is the informationD Cill learning help me progress in thecompanyD etc. +eople learn more 0uickly when the material is important and relevantto them. )earning is usually 0uicker and long/lasting when the learner participatesactivity. ost people, for e5ample, never forget how to ride a bicycle because theytook an active part in the learning process.

REIN&ORCEMENTREIN&ORCEMENT

If a behavior is rewarded, it probably will be repeated. +ositive reinforcement consistsof rewarding desired behaviors. +eople avoid certain behaviors that invite criticism and

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punishment. " bank officer would want to do a postgraduate course in finance. If itearns him increments and makes him eligible for further promotions.


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best swimmers. )earning is enhanced when trainees are provided are provided ampleopportunities to repeat the task. or ma5imum benefit, practice sessions should bedistributed over time.

APP)ICA%I)ITY O& TRAININ*APP)ICA%I)ITY O& TRAININ*

Training should be as real as possible so that trainees can successfully transfer the newknowledge to their 3obs. The training situations should be set up so that trainees canvisualize N and identify with N the types of situations they can come across on the 3ob.

ENVIRONMENTENVIRONMENT

inally, environment plays a ma3or role in training. It is natural that workers who aree5posed to training in comfortable environment with ade0uate, well spaced rest periodsare more likely to learn than employees whose training conditions are less than ideal.$enerally speaking, learning is very fast at the beginning. Thereafter, the pace oflearning slows down as opportunities for improvement taper off.

KNOW)E(*EKNOW)E(*E

:ere he trainee learns about a set of rules and regulation about the 3ob, the staff andthe products or services offered by the company. The aim is to make the new employeefully aware of what goes on inside and outside the company.

SOCIA) SKI))SSOCIA) SKI))S

The employee is made to learn about himself and others, and to develop a rightmental attitude towards the 3ob, colleagues and the company. The principle focus is onteaching the employee how to be a team member and get ahead.

TECHNI='ESTECHNI='ES

This involves the application of knowledge and skill to various on/the/3ob situations.In addition to improving the skills and knowledge of employees, training effectivenessaims at molding employee attitudeE Chen administered properly, a training programme

will go a long way in obtaining employee loyalty, support and commitment tocompany activities.

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MEAS'RE THE TRAININ* E&&ECTIVENESSMEAS'RE THE TRAININ* E&&ECTIVENESS

To measure training is one of the key components on how a business will succeed.If a training program is proven to be effective, it will definitely yield to positive results,

perhaps more than what is desired by the company. :owever, measuring theeffectiveness of training is one of the biggest challenges of firms today. Training initself is e5pensive and adding more components to it may not be a good idea in termsof financial capacity.

Chat may help to reduces cost is to develop several tools which may be classifiedunder business intelligence. These tools will help the company evaluate training and

consistently improve its methodologies. This is critical since business needs change.The environment and the type of people who get in the company also change. 2o howdoes one person measure the effectiveness of training in a systematic wayD

*nce the trainees go live on production on the floor or operations, theirperformance will significantly impact the overall achievement of the program. )ack oftraining or poor training methodology always ends up with employees not able to fulfilltheir 3obs. etrics should be used to see how effective the training was. It will not bewise say that a training curriculum is good simply because the students or trainees

passed the e5am. Chat needs to be done is to check the metrics of these employees and

see if they are at par with the e5pectations of the company.

2ignificantly, an in/depth analysis should be done here. &ata per employee shouldbe available and this should not be very difficult to obtain with the kind of technologywe have right now. These data will then validate of the training was effective. indingsin the analysis may say that there is a gap in the training system and that there is a needto revamp the process or the curriculum.

+erformance will significantly tell a lot about training. This does not only concernproduct training but also 3ob orientation. any employees out there do not know how

they should perform because they do not know what is e5pected of them. anyemployees break the rules because they are not also aware of them. It is therefore wiseto terrain employees about the e5isting policies of the company so they know what isacceptable and not.

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"nother thing used to measure the effectiveness of training is a performance alignmentprogram. Chat is needed here is to set the e5pectations of each employee in eachdepartment how they will be measured. This sets precedence and makes each employeeaware why and what the training was for. It is also generally advised to have a weeklyor monthly product knowledge check balance. This may also be done through e5ams tosee if the employees retained what they have learned. This may also be done throughactual applications and see if what have been taught is still being applied. To measuretraining is going to be challenging, precisely because we deal with knowledge retentionand behavior.

The effectiveness of training is a measurement of learning. It is determined bycomparing post/test scores with pre/test scores and then measuring the net change.There are several methods to measure thison a per/student basis, on a per/skill

point- base or on a per/dollar basis. )et@s look at the skill/point base, which measuresthe cost of raising a student@s skill by one unit.V

Training in organizations is ")*2T ")C"62 about achieving a better performanceor capability than is currently available.

$enerally effectiveness measures are defined in terms of the e5tent to which a set ofob3ectives are met. It would be 0uite easy to have a large overlap here with efficiencymeasures.

8Training efficiency is generally defined as the number of units output for the numberof units input. Taking a similar theme I suggest training efficiency can be measuredseveral ways / here are some e5amplesE

#umber of training courses achieving the re0uired outcomes///////////////////////////////////////////////////////////////// //// 5 1FFKTotal number of training courses delivered

*r

1FFK 5 8#umber of trainees behaving as re0uiredoperating e0uipment to re0uiredstandard 8Total number of people trained .

>=


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easuring the effectiveness of training programs consumes valuable time andresources. "s we know all too well, these things are in short supply in organizationstoday. Chy should we botherD

any training programs fail to deliver the e5pected organizational benefits. :aving awell/structured measuring system in place can help you determine where the problemlies. *n a positive note, being able to demonstrate a real and significant benefit to yourorganization from the training you provide can help you gain more resources fromimportant decision/makers.

7onsider also that the business environment is not standing still. 6our competitors,technology, legislation and regulations are constantly changing. Chat was a successfultraining program yesterday may not be a cost/effective program tomorrow. Mea-,re Effe2t/5ene-- of Tra/n/n; Pro;ra-E5a0,at/n;>Mea-,re Effe2t/5ene-- of Tra/n/n; Pro;ra-

L3/ -

RESULT

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"n evaluation at each level answers whether a fundamental re0uirement of the trainingprogram was met. It@s not that conducting an evaluation at one level is more important

that another. "ll levels of evaluation are important. In fact, the model e5plains theusefulness of performing training evaluations at each level. 'ach level provides adiagnostic checkpoint for problems at the succeeding level. 2o, if participants did notlearn 8)evel 4, participant reactions gathered at )evel 1 8!eaction will reveal the

barriers to learning. #ow moving up to the ne5t level, if participants did not use theskills once back in the workplace 8)evel =, perhaps they did not learn the re0uiredskills in the first place 8)evel 4.

The difficulty and cost of conducting an evaluation increases as you move up the

levels. 2o, you will need to consider carefully what levels of evaluation you willconduct for which programs. 6ou may decide to conduct )evel 1 evaluations8!eaction for all programs, )evel 4 evaluations 8)earning for hard/skills- programsonly, )evel = evaluations 8


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completed self/assessment 0uestionnaire on/the/3ob observation reports from customers, peers and participant@s manager

)e5e0 " 3Re-,0t-4)e5e0 " 3Re-,0t-4

financial reports 0uality inspections interview with sales manager

Chen considering what sources of data you will use for your evaluation, think aboutthe cost and time involved in collecting the data.


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METHO(S O& EVA)'ATIONMETHO(S O& EVA)'ATION

='ESTIONNAIRES:='ESTIONNAIRES: 7omprehensive 0uestionnaires could be used to obtainopinions, reactions, and views of training.

TESTS:TESTS: 2tandard tests could be conducted to find the usefulness of trainingoffered to operatives.

INTERVIEWSINTERVIEWSE Interviews could be conducted to find the usefulness of trainingoffered to operatives.

ST'(IES:ST'(IES: 7omprehensive studies could be carried out eliciting the opinions and3udgments of trainers, superiors and grievance, discharges, dismissals, etc.

H'MAN RESO'RCE &ACTORS:H'MAN RESO'RCE &ACTORS: Training can also be evaluated on the basic ofemployee satisfaction, which in turn can be e5amined on the basis of decrease inemployee turnover, absenteeism, accidents, grievances, discharges, dismissals, etc.

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COST %ENE&ITS ANA)YSISCOST %ENE&ITS ANA)YSIS E The cost of training 8 cost of hiring trainers, toolsto learn, training centre, wastage, production stoppage, opportunity cost of trainersand trainees could be compared with its value 8 in terms of reduced learning time,improved learning, superior performance in order to evaluate a training program.

TYPES O& TRAININ*TYPES O& TRAININ*

There are many approaches to training. Ce focus here on the types of training thatare commonly employed in present/day organizations.

SKI))S TRAININ*SKI))S TRAININ*:: This type of training is most common in organizations. Theprocess here is fairly simple. The need for training in basic skills 8such as reading,writing, computing, speaking, listening, problem solving, managing oneself,knowledge how to learn, working as part of a team, leading others is identifiedthrough assessment. 2pecific training ob3ectives are set and training content isdeveloped to meet those ob3ectives. 2everal methods are available for imparting

these basic skills in modern organizations 8such as lectures, apprenticeship, on/the/3ob, coaching etc.. H


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RE&RESHER TRAININ*RE&RESHER TRAININ*:: !apid changes in technology may force companiesto go in for this kind of training.


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restaurant, sailing through uncharted waters, crossing a 3ungle etc. The trainingbasically throws light on/

8i :ow members should communicate with each other.

8ii :ow they have to cooperate and get ahead.

8iii :ow they should deal with conflict/full situations.

CREATIVITY TRAININ*CREATIVITY TRAININ*:: 7ompanies like udra communications, Titan

industries, Cipro encourage their employees to think unconventionally, break therules, takes risks, go out of the bo5 and devise une5pected solutions.

+ostpone 3udgmentE &on@t re3ect any idea

7reate alternative frames of reference


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a %rea@/n; aa%rea@/n; aa In order to break from restrictions, the trainee is e5pected to

8i Identify the dominant ideas influencing his own thinking.

8ii &efine the boundaries within which he is working.

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)ITERACY TRAININ* :)ITERACY TRAININ* : Inability to write, speak and work well with otherscould often come in the way of discharging duties, especially at the lower levels.Corkers, in such situations, may fail to understand safety messages, appreciate theimportance of sticking to rules, and commit avoidable mistakes. unctional literacy

programmes focus on the basic skills re0uired to perform a 3ob ade0uately andcapitalize on most worker@s motivation to get help in a particular area. Tutorial

programmes, home assignments, reading and writing e5ercise, simple mathematicaltests etc, are generally use in all company.

&IRE SA&ETY TRAININ*&IRE SA&ETY TRAININ*E

V#ever play with ireV said our elders.


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$#%#+$%' #% 1!&. I' #% : &'/ #% // "&

**! : /#!+! &$#// :&"%&&&.

In I$) there are many types of training which are using to increase productivity,reduce the employee@s turnover, increase the financial efficiency etc.

TRAININ* METHO(S IN I*)TRAININ* METHO(S IN I*)

Training methods are usually classified by the location of instruction. *n the 3obtraining is provided when the workers are taught relevant knowledge, skills andabilities at the actual workplace; off/the/3ob training, on the other hand, re0uires thattrainees learn at a location other than the real work spot.

There are two broad types of training available to small businessesE on/the/3ob and

off/the/3ob techni0ues. Individual circumstances and the Vwho,V VwhatV and VwhyV ofyour training program determine which method to use.

ON?THE?JO% TRAININ*ON?THE?JO% TRAININ* ::

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I'is delivered to employees while they perform their regular 3obs. In this way, they donot lose time while they are learning. "fter a plan is developed for what should betaught, employees should be informed of the details. " timetable should be establishedwith periodic evaluations to inform employees about their progress. *n/the/3obtechni0ues include orientations, 3ob instruction training, apprenticeships, internshipsand assistantships, 3ob rotation and coaching.

JO% INSTR'CTION TRAININ* 3JIT4:JO% INSTR'CTION TRAININ*3JIT4:

o In this training trainee learns fast through practice and observation.

o The trainee gains confidence 0uickly as he does the work himself in actual setting

with help from supervisor.

o It is most suitable for unskilled and semi/skilled 3obs where the 3ob operations are

simple, easy to e5plain and demonstrate within a short span of time.

APPRENTICESSHIP TRAININ*:APPRENTICESSHIP TRAININ*:

o 'mployee is placed under supervisor for specified number of years.

o They usually involve several related groups of skills that allow the apprentice to

practice a particular trade, and they take place over a long period of time in whichthe apprentice works for, and with, the senior skilled worker.

o "pprenticeships are especially appropriate for 3obs re0uiring production skills.

INTERNSHIP AN( ASSISTANCE SHIP TRAININ*:INTERNSHIP AN( ASSISTANCE SHIP TRAININ*:

o They are often used to train prospective managers or marketing personnel.

o Trainee is assigned a temporary 3ob.

o 2upervises in improving the performance.

JO% ROTATION:JO% ROTATION:

o 2uccessive change of 3obs for advanced learning.

o Immediate supervisor supervises the employee.

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o (aluable knowledge of interrelationship.

o The employee learns a little about everything.

o This is a good strategy for businesses because of the many 3obs an employee may

be asked to do.

o The purpose of 3ob rotation is to provide trainees with a large organizational

perspective and a greater understanding of different functional areas as well as abetter sense of their own career ob3ectives and interests.

COACHIN*:COACHIN*:

o " coach is assigned to every trainee.

o 7oach takes the risk of training the employee.

o In coaching, the supervisor e5plains things and answers 0uestions; he throws light

on why things are done the way they are.

MENTORIN*:MENTORIN*:

o entoring is a relationship in which a senior manager in an organization assumes

the responsibility for grooming a 3unior person.

o " mentor is a teacher, counselor, developer of skills and interact, host, guide.

o The main ob3ective is to help an employee attain psychological maturity and

effectiveness and get integrated with the organization.

O&&?THE?JO% TRAININ*:O&&?THE?JO% TRAININ*:

Under this method of training, the trainee is separated from the 3ob situation and hisattention is focused upon learning the material related to his future 3ob performance.*ff/the/3ob techni0ues include lectures, special study, films, television conferences ordiscussions, case studies, role playing, simulation, programmed instruction.

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VESTI%')E TRAININ*:VESTI%')E TRAININ*:

o "rtificial working environment is created.

o '0uipment and material similar in production are used.

o Increase learners@ active participation.

o The duration of this training ranges from a few days to a few weeks.

)ECT'RE METHO(S:)ECT'RE METHO(S:

o *ne way communication.

o 2killful lecturer is needed.

o The instructor organizes the material and gives it to be a group of trainees in the

form of a talk.

o To be effective, the lecture must motivate and create interest among the trainees.

RO)E P)AYIN*:RO)E P)AYIN*:

o This method of training involves action, doing and practice.

o The participants play the role of certain characters, such as the production manager,

mechanical engineer, maintenance engineers, foreman etc.

o :elps in e5ecution of action or solution.

o +romote real attitude change.

o This method is mostly used for developing interpersonal interactions and relations.

CON&ERENCE>(ISC'SSIONCON&ERENCE>(ISC'SSION::

o " carefully planned meeting.

o 2uitable for ac0uiring conceptual data.

o :elps in clarification.

o Increases trainees motivation.

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o Those individuals who have a general educational background and whatever

specific skills are re0uired such as typing, shorthand, office e0uipment operation,filling, inde5ing, recording, etc.

&I)MS:&I)MS:

o 2killful editing leads to good learning principles.

o It@s repeatedly available for references.

o 7ause effect relationship can be easily demonstrated.

o Takes less time to master operations.

COMP'TER %ASE( TRAININ*:COMP'TER %ASE( TRAININ*:

o "ppropriate for selecting, developing or revising training.

o Training can be either off/the/3obon/the/3ob.

o anagement has a control over training activity.

o !educed the re0uired resourse.

BG


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NAME

AGE

PHONE NO HOME MO7ILE

GENDER

ADDRESS

OCCUPATION

MONTHLY INCOME

CITY

BH


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Q.1. Employee opinion as to the purpose of these training session is really beneficial for the organization?

(a) Yes (b) No (c) Cant say

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B


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A.4.Chat do you mean by word Training 'ffectivenessD

1 Cay to achieve carrier

4 To get some knowledge

2ample size Cay to achievecarrier

To get someknowledge

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A.=. "re you satisfy with your trainingD

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90%

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A.?. "wareness of techni0ue of training methods being followed at I$)among 'mployees/

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&2%

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A.>."re you getting meaningful informationD

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A.B. Is it effective for youD

8a 6es 8b #o 8c 7an@t say

2ample 2ize 6es #o 7an@t say

>F => 1F >

Sample size 50

No20%

Yes&0%

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Yes

No

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say

G?


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A.G.Is there any problem during trainingD


2ample size 6es #o 7an@t say

>F 1F => >

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No

&0%

Cant say

10%Yes

20%Yes

No

Cant say

G>


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A.H. :ow much training helps youD

8a)arge e5tent

8b"verage

8c#ot much

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>F =F 4> >

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Not mu"#

10%

a(e e.tent

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30%

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GB


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A.. 'mployee@s opinion as to the present training methods used in

I$).

8a ully 2atisfied 8b 2atisfied 8c 7an@t say

2ample 2ize ully satisfied 2atisfied 7an@t say

>F 1> =F >

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Satis/ie+

60%

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10% ully satis/ie+

30%ully

satis!ied"atis!ied

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GG


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A.1F.+eople opinion about training programme in I$)D

8a '5cellent

8b $ood

8c #ot much good

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good>F 1> =F >

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oo+

60%

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A.11. &o you think training effectiveness help in polishing skills and

performance areaD

8a 6es 8b #o 8c 2ome what

2ample 2ize 6es #o 2omewhat>F =G > H

Sample size 50

No

10%

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&4%

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16%

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A.14. &o you think that the T.'. programme is fair for youD


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&0%

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)IMITATIONS)IMITATIONS

1E1E2even weeks are not sufficient to cover the various aspect outlines in study because2even weeks are not sufficient to cover the various aspect outlines in study because

the area of research is wide and span of time was very short. 2o it was not possiblethe area of research is wide and span of time was very short. 2o it was not possible

to go deep in study. .to go deep in study. .

4E4E+ersonal survey method is highly e5pensive method as well as time consuming.+ersonal survey method is highly e5pensive method as well as time consuming.


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&IN(IN*S&IN(IN*S

a3ority of employee, i.e. 8HFK thinks training session really beneficial for theorganization.

or 8GFK of the employees feel training effectiveness is way to achieve carrierwhere as 8=FK of the employees feel it to get some knowledge.

"bout 8FK of the employees feel satisfy with your training.

8G4K of the employees feel satisfy with our training.

"mong 8GFK of the employees do not feel any problem during training % restof 84FK are not favor on this.

or about 8BFK employee@s opinion they are satisfied to the present trainingmethods used in I$).

H4


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8G?K of the employees think that training effectiveness help in polishing skills% performance.

"bout 8GFK of the employees think that training effectiveness programme fairfor us % rest 84HK are not favor on this.

CONC)'SIONCONC)'SION

"t last it is conducted that the training effectiveness program and methods used byIGL is the procedure for the social development for the employees of I$) an effectiverole for the workers point of view. The development opportunity provided under thevarious training programme is very much useful for all types of employees.

"fter analyzing and interpreting the various methods used under the trainingeffectiveness program in I$), we have found thatE

1. ostly employees opinion for the +urpose of these Training 2essions is really

beneficial for the *rganization.4. "wareness of techni0ue of training methods being followed at I$) amongemployees.

=. ost of the employees have taken the training.

?. "ll the employees of I$) are aware with the various positive aspect of thetraining methods used.

>. ostly employees think that these kind training programs should be conducted

after the certain time interval.

B. Cith the help of 0uestionnaire I came to many things likeE the views of employeesabout the value of training effectiveness, training methods, process, % workingenvironment.

H=


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I also learnt how to do work with different types of people who belong to differentreligion, region and even to different cities where the language creates a lot of

hindrances in communication and also the people of different temperament andattitude.

RECOMMEN(ATIONSRECOMMEN(ATIONS

1.1. The organization should try to make best use of the employee@s abilities andThe organization should try to make best use of the employee@s abilities and

skills.skills.

4.4. This type of training program should be more database % knowledgeable.This type of training program should be more database % knowledgeable.

=.=. +resentation can be improved by using 7omputer, )7&, +ro3ection and all.+resentation can be improved by using 7omputer, )7&, +ro3ection and all.

?.?. "t the time of 3oining of new 3oiners,"t the time of 3oining of new 3oiners, IGLIGL should give the full descriptionshould give the full description

regarding various training sessions and training programs and its benefits andregarding various training sessions and training programs and its benefits and

other factors in brief to the new comers.other factors in brief to the new comers.

>.>. *rganization should motivate the employees so as to create a sense of 3ob*rganization should motivate the employees so as to create a sense of 3ob

responsibility in them.responsibility in them.

B.B. *rganization should build better understanding with employees.*rganization should build better understanding with employees.

H?


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G.G. *rganization should develop feeling in the employee feel at home- by which he*rganization should develop feeling in the employee feel at home- by which he

can work in a comfortable environment.can work in a comfortable environment.

H.H. The employees should be hard working and helpful to their 7o/workers.The employees should be hard working and helpful to their 7o/workers.

..


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ANNE7'REANNE7'RE

Q.1. E$1/ 1"%"% #& ' ' 1!1& * '& '!#"%"%+ &&&"% "& !#// :%*""#/ *! ' !+#%"#'"%

(a) Yes (b) No (c) Cant say

A.4.Chat do you mean by word Training 'ffectivenessD

1 Cay to achieve carrier4 To get some knowledge

A.=. "re you satisfy with your trainingD

8a6es 8b #o

A.?. "wareness of techni0ue of training methods being followed at I$) among'mployees/

8a 6es 8b #o

A.>."re you getting meaningful informationD

HB


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8a 6es 8b #o

A.B. Is it effective for youD


A.G.Is there any problem during trainingD


A.H. :ow much training helps youD

8a)arge e5tent8b"verage8c#ot much

A.. 'mployee@s opinion as to the present training methods used in I$).

8a ully 2atisfied 8b 2atisfied 8c 7an@t say

A.1F.+eople opinion about training programme in I$)D

8a '5cellent8b $ood8c #ot much good

A.11. &o you think training effectiveness help in polishing skills andperformance areaD

8a 6es 8b #o 8c 2ome what

A.14. &o you think that the T.'. programme is fair for youD

training and development at igl ganesh pancholi

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