A

Study

ON

“TRAINING”

PREPARED BY

SANKHADIP MANDAL
Roll No. 261091116

Year 2009-2011

SUBMITTED TO

Mrs. Simran Kaur

IN

INSTITUTE OF MANAGEMENT AND DEVELOPMENT

NEW DELHI-110020

INDEX

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CONTENTS
PAGES

WHAT IS TRAINING
3

ROLE OF TRAINING
4

OBJECTIVES OF TRAINING 5

HYPOTHESIS
6

CURRENT SCENARIO OF TRAINING IN INDIA 7

QUESTIONNAIRE ON TRAINING 8

DIFFERENT TYPES OF TRAINING IN DIFFERENT COMPANIES 14

FOUR LEVELS OF TRAINING EVALUATIONS 16

INFERENCE
17

SUGGESTIONS
18

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 WHAT IS TRAINING

According to “Edwin B. Flippo:

”Training is the act of increasing knowledge and skill of an employee for

doing a particular job.”

According to Michael Armstrong:

“Training is the systematic development of the knowledge, skills and

attitudes required by an individual to perform adequately a given task or
job.”

So in our words we can say that the term training refers to the acquisition
of knowledge, skills, and competencies as a result of the teaching of
vocational or practical skills and knowledge that relate to specific useful
competencies. It forms the core of apprenticeships.

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ROLE OF TRAINING:

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 OBJECTIVES OF TRAINING

I. Training enhances the skills and capabilities of the individuals in an

organization.

II. The need for training can be emphasized in various work situations,
such as in harnessing skills for existing jobs, planning out one’s future
job profile, elevating employees performance and so on.

III.For training to be successful, the employees have to be convinced of

its utility and effectiveness.

IV.A successful training program improves the performance of an

employee which in turn enhances organizational performance.

V. Training program should attempt to bring about positive changes in

the-knowledge, skills and attitude of the workforce.

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 HYPOTHESIS

1. Different organization make different training schedule for their

employees.
2. Organization make training program to show expenditure in
balance sheet and not to implement.
3. Training program helps organization to retain their competency.
4. Training helps individual, as well as organization to reach their
individual as well as organizational goal.
5. Organization spends a large money and time on training.

These are the 5 hypothesis which make me largely curious to study

about training program of various organizations

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 CURRENT SCENARIO OF TRAINING IN INDIA

TRAINING IN TELECOMMUNICATION:

BSNL: Spend `100 crore in training through ALTTC(Advance Level

Telecommunication Telecom Centre). There are 43 regional institutes.

Ambanis’: Dhirubhai Ambani Institute of Information and

Communication.

Bharti: Tied up with IIT & opened Bharti School of Telecommunication.

PHARMACEUTICAL:

India has acquired 2% world market and is doing business of US$8 billion
expecting business of US$12 billion in future.

Training areas: Brand Production, Contamination Control, Drug

Verification, Supply Chain, Shrinkage & Packaging.

Hospitality Sector: It has only 8% growth rate in India.

It is consisted of Hotels, Travel &Tourism, Pubs, Clubs, Catering, and

Aviation.

Training areas: Business etiquettes, Courtesy, Housekeeping, Food

Production, Front offices.

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Many private institutes are opened & run by five star hotel groups.

QUESTIONNAIRE ON TRAINING:

1. Is Training done in your organization? [Mark 1 or 2]

1. Yes
2. No

Your choice: ………………………

2. How often is Training Need Analysis done? [Mark 1, 2, 3, 4]

1. Monthly
2. Quarterly
3. Half-yearly
4. Annually

Your choice: ………………………

3. How is the Training Need Analysis conducted in your organization?

(Mark as per the instruction)

[1-most frequently followed…..10-once in a while][Mark NA if not at all

done]

1. Self / Requisition forms

---------------
2. Observation ---------------
3. Questionnaire ---------------
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 4. Interview
---------------
5. Assessment centers
---------------
6. Peer evaluation
---------------
7. Performance management data/ interview/ discussion
---------------
8. Job analysis ---------------
9. Annual survey ---------------
10.If others please mention
---------------

4. Indicate how effective each of the following processes are for the
Training process? Mark your choice as ‘Y’
4.Highl
1.Not
2.Somewha y 5.Not
effectiv 3.Effective
t effective effectiv applicable
e
e

1. Company
strategy /Goals &
objectives

2. Manpower
Inventory

3. Skill inventory

4.Organization
climate

5. Analysis of
Efficiency Indices

6. Changes in
system or sub-
system

7. Management
requests or
management

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 Interrogation

8. Exit Interviews

9. MBO / Work
planning & review
systems

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 5. Who initiates the Training in your organization?

(Put a tick mark √ against the options available)

1. Supervisor
---------------
2. Employees
---------------
3. Staff Department
---------------
4. Training Department
---------------
5. External consultants
---------------
6. If others please mention
---------------

6. In the past two years, has your organization changed the way they
conduct the Training Need ?

---------------------------------------------------------------------------------------------------------
------------------

---------------------------------------------------------------------------------------------------------
------------------

7. How was it done earlier and how is it done now?

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 ---------------------------------------------------------------------------------------------------------
------------------

OPERATION OR JOB DATA

1. Are the following operational data used for TNA (Training Need
Analysis)?

(Mark 1 if it is used, 2 if it is not used, 3 if the practice will be used

shortly)

1. Job description

2. Job specification

3. Performance standard

4. Performance on the Job

5. Perception of the Job by the Job

Holder

6. Perception of the Job by the

supervisor
7. Perception of the Job by
management
8. Input from training committees

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 2. What operating problems determine TNA?

(Rank in order of preference: 1 highest preference)

1. Down time reports ---------------

2. Waste ---------------
3. Repairs ---------------
4. Late deliveries ---------------
5. Quality control ---------------

INDIVIDUAL LEVEL

6. How is nomination for a Training Program done?

(Rank in order of preference: 1 highest preference)

1. Self Requisition ---------------

2. Supervisor ---------------
3. Combination of both ---------------
4. If others specify ---------------

7. How is Training requirement determined?

(Put a tick mark √ against the options available)

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 1. Performance Appraisal data ---------------
2. Supervisor Observation ---------------
3. Peer feedback ---------------
4. Work sampling ---------------
5. Interview ---------------
6. Questionnaire --------------
7. Tests of Job Knowledge/ Skills/Achievements ---------------
8. Training Progress charts ---------------
9. Critical Incidents ---------------
10.Assessment Center Feedback ---------------
11.Coaching Feedback ---------------
12.MBO or work planning and review system ---------------

11. Which is the most effective way of conducting a Training Need Analysis
according to you?

---------------------------------------------------------------------------------------------------------
------------------

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 DIFFERENT TYPES OF TRAINING IN DIFFERENT COMPANIES

ON THE JOB TCS INFOSY TATA RELIANC HERO

TRAINING S MOTORS E HONDA

METHODS
ORIENTATION Y Y Y Y Y
TRAINING

JOB Y Y Y Y Y
INSTRUCTION
TRAINING
APPRENTICE Y Y Y Y Y
TRAINING

INTERNSHIP & N N Y Y Y
ASSISTANTSHIP

JOB ROTATION Y N N Y N

COACHING N Y Y Y N

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OFF THE JOB TCS INFOSYS TATA RELIANCE HERO
TRAINING MOTORS HONDA
METHODS
VESTIBULE Y Y Y Y Y

LECTURE Y Y Y N Y

SPECIAL Y N N Y Y
STUDY
FILMS Y Y N Y Y

TELEVISIONS Y Y N N N

CONFERENCE Y Y Y Y Y
& DISCUSSION
CASE STUDY N Y Y Y Y

ROLE PLAYING N Y Y Y Y

SIMULATION Y Y Y Y Y

PROGRAMME Y N Y Y Y
D
INSTRUCTION
S
LABORATORY N N N N N
TRAINING

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 FOUR LEVELS OF TRAINING EVALUATIONS

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 INFERENCE

After realizing the training requirements and process we can indicate the
following points:

I. In the organization employee training and development is essential part

of planning activity so that learning and growth can take place in the
organization.

II. Employees should get opportunity of training. It should not be based on

favoritism.

III. There should be sufficient budget for training and development

programme.

IV.Its importance should be recognized and never be underestimated as

sheer waste of time.

V. The learner should be motivated

VI.It should be an endless activity for all.

VII.It should be structured and be managed in such a way that learning

takes place properly.

VIII.It should hold humanistic values. it means it should not be imposed,

not criticized, no negative reinforcement be give

IX. It should be participative. participation of employees should be

encouraged in designing complete training programme because it is a
team work and mutual work can only make it a success.

X. It should be evaluated in terms of practicality, acquiring of skills,

usefulness in job, in terms of cost, time in terms of effectiveness and
changed behavior.

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 SUGGESTION

As all know now, training is inevitable as it develops the skills and

knowledge of the employee and enables them to take up challenging
jobs. Training builds up self-confidence in the minds of employees
and to add more employee training is the ways in which organization
invests in its human capital. Training is the process whereby people
learn the skills, knowledge, attitude and behaviour needed in order to
perform their job effectively. No industrial organization can ignore the
training and development need of its employees without seriously
inhibiting its performance.

But argument that persists in the mind is that training isn’t

expected to accomplish, anything and so there is nothing to evaluate.
The most common rationale behind for the absence of effective
training evaluation is that formal evaluation procedures are too
expensive and time-consuming and no one really cares anyway. This
explanation usually means that no one specifically asked for,
demanded, or otherwise indicated a need for assessment of training
outcomes. So, to make training program successful, organization
must first clear the argument and then project new and more suitable
training module for their employees, some of them can be as follows.

• Reading assignments
• Presentation assignments
• Job deputation or secondment
• Distance learning
• Evening classes
• Voluntary club/committee positions, sports, outdoor
activities, and virtually anything outside work that provides a
useful personal development challenge
• Special responsibilities which require obtaining new skills or
knowledge or exposure.
• Attachment to project or other teams
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 • Job-swap

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