Training and development


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1. To determine the extent and degree of the training programmes fulfilling the set objective.
2. To identify and analyze whether the training’s input, trainings techniques and methods are in line.

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Training and development

  1. 1. Name: Saket Kumar (2008 -2010)<br />Title: Training And Development<br /> <br />Objectives:<br />Every study has its own objective. The aims and objectives of study are as follows:<br />To determine the extent and degree of the training programmes fulfilling the set objective.<br />To identify and analyze whether the training’s input, trainings techniques and methods are in line. <br />To analyze the assessment of training needs.<br /> To analyze the learning process of trainees and suggest the effective measures.<br />To identify the obstacles which are generally faced by the trainees in the implementation of training in real practical life and explore the smooth way without obstacles.<br /> To prepare better procedure for feedback or post training evaluation for the effective implementation of training programmes. <br />To assess and highlight the impact of training on the behaviour and performance of the individuals who attended training programmes. <br />To determine the cost–benefit returns from training investment.<br />To judge the impact of training for organizational benefits. <br />To extract out the preferable mode and method of training programmes.<br />To compare and analyze the different data of training programmes, maintained by the training section of Human Resource Department of JAY BHARAT MARUTI LTD. <br />Recommendations:<br />Individual –needs must be considered seriously rather than group –needs.<br />Study material must be given quite in advance before training programme, so that participant make himself aware with the study material and contents for training programme.<br />Motive for training should not be as: “If one participant among forty or fifty, acquires knowledge then training is useful” Instead, it should be as: “All the participants have to acquire knowledge as much as it is possible in the best trainings”<br />A Counseling – cum – Revision session may be organized in post training session.<br />External faculty should be called again only after assessing the results of post training evaluation <br />Suggestion may be invited from employees on training matters.<br />Mangers and above may be awarded of the future benefits of training. They should made to be realized that training is not a wastage of manpower. It’s an important issue because investment in human resources is the best investment if company really wants to upraise itself. <br />In post- training evaluation period, questionnaire may be forwarded to the concerned D.Os. Whose Subordinates got training.<br />Participants must be awarded or benefited after the assessment of post-training results. <br />Case work method can be adopted in counseling, if group work method become unsuccessful. <br />The feedback forms, which are filled just after which are filled just after training, should not contain the name of trainee. Then he will reveal the facts exactly, related in the absence of faculty.<br /> Training should be given only after making up the of trainee for it. It may be done by motivating by the D.Os. trainees should be prepared for training and then they will learn more and better during training.<br />Limitations:<br />It is a brief conducted during short span of time. In order to know the depth one requires a lot of information, money and involvement of manpower. As is the case with every research effort, this study also leaves a lot of room for further improvements. The major Limitations of this study are given below.<br /> Due to non- corporate nature of some of the organizations, project could not be undertaken at the external level.<br /> Biases in the responses cannot be rules out as the questionnaire were only filled by the managers and workers of the sample taken.<br /> Sudden changes in the programme of some of the participants at the time of interviews led to the problem in getting data.<br />Conclusion:<br />At present, there is no systematic standardization of the different training programmes in India. Each organization has developed it own methods of training for both the workers and supervision. However management must consider a systematic training programme to improve the efficiency and morale of employees. A systematic training programme will help the management to standardize the job performance as well as in selection and placement programme.<br />Since training is a continuos process and not a one time affair, and since it consumes time and entail much expenditure, it is necessary that a training programme or policy should be prepared with great thought and care, for it would serve the purpose of the establishment as well as the needs for employees. Moreover, it must guard against over- training use of poor instruction, too much training in skills which are unnecessary for a particular job, imitation for other company’s training programmes, misuse of testing techniques, inadequate tools and equipment, and over – reliance on one single technique.<br />A successful training programme presumes that sufficient care has been taken to discover areas in which it is needed most and to create the necessary environment for its conduct. The selected trainer should understand clearly his job and has professional experience, has an aptitude and ability for reaching possesses a pleasing personality and a capacity for leadership, is well versed in the principles and methods of training and is able to appreciate the value of training in relation to an enterprise.<br />Participants tend to be more responsive to training programmes when they feel the need to learn, I e. the trainee will be more eager to learn if training promises answers to problems or needs he has. The individual who perceives training as the solution to problems will be more willing to enter into a training programme than the individual who is satisfied with his present performance abilities.<br />