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  2. 2. Highlights Of Project:  Features & Contents  Effectiveness of Training & Development  Training & Development Process  Effects of T & D in Employees  Categories of Training & Learning Methods  Training Methods  Evaluating Outcomes of Training  Data Analysis & Interpretation  Review of Literature  Problem Statement Cont…
  3. 3. Highlights Of Project:  Research & Development  Research Methodology  Key Findings  Suggestions  Conclusion  Bibliography Cont…
  4. 4. Features & Contents :  Key Features of Training & Development:  Motivation  Purpose  Reinforcement  Participation  Practice  Learning  Developing Contents of Training Program:  Product Knowledge  Company Knowledge  Market Knowledge  Selling Knowledge  Non-Selling Activities Cont…
  5. 5. Cont… Organization Work Culture Effects With Trained Or Untrained Employees
  6. 6. Training & Development Process : Identifying Training and Learning Needs Devising a Learning Plan Delivering Learning and Training Evaluating Outcomes of Training and Learning Cont…
  7. 7. Training & Development Program for Employees: Cont… New Employees Unskilled Employees Potential Managers Training and Development Programs Motivated and Committed Employees Skilled Employees Competent Managers Input Process Output
  8. 8. Categories of Training & Learning Methods: Cont…
  9. 9. Methods Of Training:  Traditional Training Methods: • On-the Job Training • Apprenticeship Training • Job Instruction Training • Lectures • Offline Training  Electronic / Online Training Methods: • Internet Based Learning • Tele-Training • Video conferencing • Learning Portals Cont…
  10. 10. Evaluating Outcomes of Training Program: Cont… Evaluating outcomes of training differentiated between four level as below : 1.) Reaction Level (Within 15 days) : During or at the end of the Course completion. 2.) Immediate Level (After 15 days) : Whether training objectives have been met or not. 3.) Intermediate Level (After 1 month) : how effectively has learning been transferred to the workplace. 4.) Ultimate Level (After 1 Quarter) : Impact of training on the departmental or Organizational
  11. 11. Why train Salespersons in Pharma Industry? Some of the key reasons to impart training to new salespersons getting inducted in the Company include-  Decreased turnover of people  Increase in sales revenue  Enhanced long –term favorable and personal relationships with customers  Decreased costs  Better Morale  Improved time and territory efficiency  Obtain feedback from salespeople Cont…
  12. 12. DATA ANALYSIS & INTREPRETATION: Cont…  Que.1 By Which Mode the Training is provided? Particulars Responses Online Method 46 Offline Method 26 Both 28
  13. 13. DATA ANALYSIS & INTREPRETATION:  Que.2 Types of Trainings you have attended was? Cont… Particulars Response s Internal (Management Level) 29 External (Client Interactive) 37 Both 34
  14. 14. DATA ANALYSIS & INTREPRETATION:  Que.3 Which types of Training that you have been part of? Cont… Particulars Responses Technical (On the Job) 37 Functional (Off the Job) 26 Both 37
  15. 15.  Que.4 Which Types of Functional Trainings you have attended? Particulars Respons es Presentation based 27 Lecture Or Coaching 36 Case Study Solution 34 Animation Or Visualization 3 DATA ANALYSIS & INTREPRETATION:
  16. 16.  Que.5 What do you think about Training play important role in Organization Productivity and Performance? Respons es Strongly Agree 55 Agree 40 Partially Disagree 5 Disagree 0 DATA ANALYSIS & INTREPRETATION:
  17. 17.  Que.6 When will you be able to get effective Results of attended Trainings? Particulars Response s Within 15 days 18 After 15 days 19 After 1 Month 19 After 1 Quarter 44 DATA ANALYSIS & INTREPRETATION:
  18. 18.  Que.7 Will you be able to Resolve your Query during attended Trainings? Particulars Responses Yes 87 No 13 DATA ANALYSIS & INTREPRETATION:
  19. 19.  Que.8 Which Types of Training helped you for Growth & Development? Particulars Respons es Individual Based 34 Group Or Division Based 47 Mass Communication 19 DATA ANALYSIS & INTREPRETATION:
  20. 20.  Que.9 By Which Time Interval Or Period you are attending Trainings? Particulars Responses Monthly 24 Quarterly 48 Half Yearly 19 Yearly 9 DATA ANALYSIS & INTREPRETATION:
  21. 21.  Que.10 For which Function Training became more useful for you? Particulars Respons es For On Job (Machine) Level 20 For Internal Management 40 For Client Communication 23 As New Recruited Employees/Freshe rs 17 DATA ANALYSIS & INTREPRETATION:
  22. 22.  Que.11 Do you think that Training became Integral part of your entire Employment Career? Particulars Responses Yes 90 No 10 DATA ANALYSIS & INTREPRETATION:
  23. 23. REVIEW OF LITERATURE :  According to the Michel Armstrong (2001), “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job”. Training is the formal and systematic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience. Development is improving individual performance in their present Roles and preparing them for greater responsibilities in the future.  According to the Edwin B Flippo (1984), “Training is the act of increasing knowledge and skills of an employee for doing a particular job.” The term ‘training’ indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs. Cont…
  24. 24.  According to Aswathappa, K (2000), “Successful candidates placed on the jobs need training to perform their duties effectively”. The principal objective of training is to make sure the availability of a skilled and willing workforce to the organization.  According to Chaudhuri, Manodip Ray (2004), Training is vital for the growth of organizations. Training in business parlance is perceived as learning that is provided in order to improve performance at work. Training implies learning to do something in a more productive and professional way.
  25. 25. PROBLEM STATEMENT:  In organizational environment, improvement of the Training programs is affected by Limited Resources and Lack of Leadership in form of hierarchy organizational structure. Every business looks for productivity, quality improvement, Industrial safety, reduction of turnover and learning time and ability to maintain an effective management team.  Another problem is that Information about Topic Overload and Workforce Resistance towards all employees.  In few of the scenario, there might be used Ineffective Training Methods with Periodical Tasks due to that it may cause Lack of Employee Engagement.  The main terms and condition of Problem Statement identify as Poor Feedback and Support System of the employees.
  26. 26. RESEARCH & DEVELOPMENT:  Research and Development is an actual pre-planned investigation with the expectation of gaining new scientific knowledge.  that can convert into a formulation for manufacturing & supply resulting in a business advantage.  Types of R & D Trainings providing:  Basic Research  Applied Research  Development Research
  27. 27. RESEARCH METHODOLOGY:  It is a way to systematically solve research problem, it may be understood as a science of studying how research is done scientifically.  A structured questionnaire was prepared and the feedback from the employees was obtained.  Methodology:  Questionnaire  Personal Interview  Company Data and Report
  28. 28.  RESEARCH TYPE:  The main purpose of this research was to study about the impact of Training & Development on employee’s performance and employee’s productivity at sharp facility management.  To identify employee’s retention rate and competency level when they are given training.  To assess overall motivation and acceptance of training within the organization.  SAMPLE DESIGN:  The sample of the present study is of all the employees in organization. And the sampling method is used simple descriptive research methodology.  SAMPLE SIZE:  The sample size taken here is of 100 employees.  SAMPLE AREA:
  29. 29. KEY FINDINGS:  The most preferred method of training - On the job training.  Training does helps to build up team work.  A Training & Development program is successful when it meets all the stated objectives with competent faculties & useful resources that make the learning easy.  The Training & Development program helps in the faster growth rate of employees in the organization by improving the productivity level and strengthening areas where an employee lag in functional role.  The quality of training is considered to be satisfactory by the workers.  The success of a Training & Development program depends on the amount of transfer of training.  Employee engagement & relationship is well maintained.
  30. 30. SUGGESTIONS:  Training needs should be frequently evaluated by monitoring employee performance and feedback as well.  Training documents must be retained, maintained and updated in a timely manner.  Proper care should be taken when the trainers are selected.  Continuous feedback must be provided to trainers and training should be carried out as an ongoing scheduled activity.  Coordination and communication between staff at all levels should be encouraged in order to find fresh talent among staff.  By which participants ' interest and satisfaction may be improved.
  31. 31. CONCLUSION:  Training and development programs play a vital role in every organization. These programs improve Employee Performance at workplace, it updates Employee Knowledge and enhances their personal Skills and it helps in avoiding Managerial Obsolescence.  With the use of these programs, it is easier for the management to evaluate the job performance and accordingly take decisions like employee Promotion, rewards, compensations, welfare facilities, etc.  Training enhances the overall performance of an organization in various ways, i.e. Soft- skill Development, Personality Development, Interpersonal Relationship, Problem solving techniques, Managerial Training Program, quality improvement programs, technical processes, employee efficiency development programs, regulatory compliances, goal setting
  32. 32. BIBLOGRAPHY: REFERENCES BOOKS:  P. Subba Rao (2009), “Essentials of Human Resource management and Industrial Relations”, Himalaya Publication House, 3rd Revised & Enlarged Edition.  Mamoria, C. B. (1995), “Personnel Management (Management of Human resources)”, Himalaya Publishing House, Bombay.  Chaudhuri, Manodip Ray (2004), “Employ Training Grooming for a better Tomorrow”. HRM Review, Vol.4.  Dwivedi, R. S. (2001), “Managing Human Resources-Personnel Management in Indian Enterprises”, New Delhi: Galgotia Publishing Company, New Delhi.  Aswathappa, K. (2000), “Human resource and Personnel Management”, Tata McGraw-Hill Publishing Company Limited, New Delhi. OTHER SOURCES:  Views of Company’s CEO, Employees and HR Manager
  33. 33. Thank You…!