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A project report on training and development with special reference to sahara india

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A project report on training and development with special reference to sahara india

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A project report on training and development with special reference to sahara india

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  1. 1. Projectsformba.blogspot.com INTRODUCTION OF TRAINING & DEVELOPMENT Project on Training and Development at Sahara India 1
  2. 2. Projectsformba.blogspot.com TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRAINING AND DEVELOPMENT DEFINED It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and Development referred to as: • Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions. Developing the employee’s capabilities so that they may be able to discover their potential and exploit them to full their own and organizational development purpose. • Developing an organizational culture where superior-subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organizational wealth, dynamism and pride to the employees. Development defined Project on Training and Development at Sahara India 2
  3. 3. Projectsformba.blogspot.com It helps the individual handle future responsibilities, with less emphasis on present job duties. Introduction of training It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. INPUTS IN TRAINING AND DEVELOPMENT Any training and development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. Skills: Training is imparting skills to employees. A worker needs skills to operate machines, and use other equipments with least damage and scrap. This is a basic skill without which the operator will not be able to function. Employees, particularly supervisors and executives, need interpersonal skills. Education: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. Project on Training and Development at Sahara India 3
  4. 4. Projectsformba.blogspot.com Development: It is less skill-oriented but stresses on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis is useful for better management of a company. Ethics: There is need for imparting greater ethical orientation to a training and development programme. Ethical attitude help managements make better decisions which are in the interests of the public, the employees and in the long term-the company itself. Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be converting into positive attitude. Attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive satisfaction from their jobs and the work environment. Decision making and problem solving skills: It focus on methods and techniques for making organization decision-making and solving work related problems. Project on Training and Development at Sahara India 4
  5. 5. Projectsformba.blogspot.com TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. IMPORTANCE OF TRAINING AND DEVELOPMENT Project on Training and Development at Sahara India 5
  6. 6. Projectsformba.blogspot.com It helps to develop human intellect and an overall personality of the employees. • Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. • Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. • Quality – Training and Development helps in improving upon the quality of work and work-life. Project on Training and Development at Sahara India 6
  7. 7. Projectsformba.blogspot.com • Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. • Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. • Morale – Training and Development helps in improving the morale of the work force. • Image – Training and Development helps in creating a better corporate image. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Project on Training and Development at Sahara India 7
  8. 8. Projectsformba.blogspot.com • Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. • Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee MODELS OF TRAINING Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). THE TRAINING SYSTEM The three model of training are: Project on Training and Development at Sahara India 8
  9. 9. Projectsformba.blogspot.com 1. System Model 2. Instructional System Development Model 3. Transitional model SYSTEM MODEL TRAINING The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. ANALYZE and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. DESIGN and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents Project on Training and Development at Sahara India 9
  10. 10. Projectsformba.blogspot.com 3. DEVELOP- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives. 4. IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices Project on Training and Development at Sahara India 10
  11. 11. Projectsformba.blogspot.com TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is execute VISION – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. MISSION – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. VALUES – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc Project on Training and Development at Sahara India 11
  12. 12. Projectsformba.blogspot.com The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Project on Training and Development at Sahara India 12
  13. 13. Projectsformba.blogspot.com Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc Project on Training and Development at Sahara India 13
  14. 14. Projectsformba.blogspot.com 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. Project on Training and Development at Sahara India 14
  15. 15. Projectsformba.blogspot.com This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. PROCESS OF TRAINING TRAINING NEED TRAINING ANALYSIS DESIGN TRAINING PROCESS TRAINING TRAINING EVALUATION IMPLEMENTATI ON Project on Training and Development at Sahara India 15
  16. 16. Projectsformba.blogspot.com TRAINING NEED ANALYSIS (TNA)/TRAINING NEED IDENTIFICATION (TNI) An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training Need arises at three levels: • Organizational level • Individual level • Operational level Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its subgroup. Project on Training and Development at Sahara India 16
  17. 17. Projectsformba.blogspot.com Organizational level – Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level. Project on Training and Development at Sahara India 17
  18. 18. Projectsformba.blogspot.com Individual level – Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are: • Appraisal and performance review • Peer appraisal • Competency assessments • Subordinate appraisal • Client feedback • Customer feedback • Self-assessment or self-appraisal Operational level – Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. Project on Training and Development at Sahara India 18
  19. 19. Projectsformba.blogspot.com He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future. Based on the information collected, training Need analysis (TNA) is done. Benefits of need assessment Training programs are designed to achieve specific goals that meet felt needs. There are many benefits of need assessment: 1. Trainers may be informed about the broader need of the trainees. 2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees. 3. Assessment makes training department more accountable and more clearly linked to other human resource activities, which make the training programs easier to sell to line managers. Project on Training and Development at Sahara India 19
  20. 20. Projectsformba.blogspot.com TRAINING-DESIGN The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. The trainer – Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees – A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Cost of training – It is one of the most important considerations in designing a training programme. A training programme involves cost of different types. These may be in the form of direct expenses incurred in training, cost of training material to be provided, arrangement of physical facilities and refreshment, etc. Besides these expenses the organization has to bear indirect cost in the form of loss of production during training period. Ideally, a training programme must be able to generate more revenues than the cost involved. Project on Training and Development at Sahara India 20
  21. 21. Projectsformba.blogspot.com Training climate – A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong. Project on Training and Development at Sahara India 21
  22. 22. Projectsformba.blogspot.com TRAINING-DESIGN Trainees’ learning style – the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training strategies – Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics – After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. Sequence the contents – Contents are then sequenced in a following manner: • From simple to complex • Topics are arranged in terms of their relative importance • From known to unknown • From specific to general • Dependent relationship Project on Training and Development at Sahara India 22
  23. 23. Projectsformba.blogspot.com Training tactics – Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors: • Trainees’ background • Time allocated • Style preference of trainer • Level of competence of trainer • Availability of facilities and resources, etc Support facilities – IT can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc. Constraints – The various constraints that lay in the trainers mind are: • Time • Accommodation, facilities and their availability • Furnishings and equipments • Budget • Design of the training, etc Project on Training and Development at Sahara India 23
  24. 24. Projectsformba.blogspot.com TRAINING IMPLEMENTATION To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action. Training implementation can be segregated into: • Practical administrative arrangements • Carrying out of the training Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer – The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Physical set-up – Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Project on Training and Development at Sahara India 24
  25. 25. Projectsformba.blogspot.com Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant. Establishing rapport with participants – There are various ways by which a trainer can establish good rapport with trainees by: • Greeting participants – simple way to ease those initial tense moments • Encouraging informal conversation • Remembering their first name • Pairing up the learners and have them familiarized with one another • Listening carefully to trainees’ comments and opinions • Telling the learners by what name the trainer wants to be addressed • Getting to class before the arrival of learners • Starting the class promptly at the scheduled time • Using familiar examples • Varying his instructional techniques • Using the alternate approach if one seems to bog down Project on Training and Development at Sahara India 25
  26. 26. Projectsformba.blogspot.com Reviewing the agenda – At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included: • Kinds of training activities • Schedule • Setting group norms • Housekeeping arrangements • Flow of the program • Handling problematic situations In general programme implementation involves action on the following lines: • Deciding the location and organizing training and other facilities. • Scheduling the training programme. • Conducting the programme. • Monitoring the progress of the trainees. Project on Training and Development at Sahara India 26
  27. 27. Projectsformba.blogspot.com TRAINING EVALUATION The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes of Training Evaluation The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Project on Training and Development at Sahara India 27
  28. 28. Projectsformba.blogspot.com Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Functions of evaluation: There are basically two functions of evaluation: 1. Qualitative evaluations is an assessment process how well did we do? 2. Quantitative evaluation is an assessment process that answers the question How much did we do? Principles of Training Evaluation: Training need should be identified and reviewed concurrently with the business and personal development plan process. a) Evaluation must be continuous. b) Evaluation must be specific. c) Evaluation must be based on objective methods and standards. d) There should be correlation to the needs of the business and the individual. Project on Training and Development at Sahara India 28
  29. 29. Projectsformba.blogspot.com e) Organizational, group and individual level training need should be identified and evaluated. f) Techniques of evaluation should be appropriate. g) The evaluation function should be in place before the training takes place. h) The outcome of evaluation should be used to inform the business and training process. Need of evaluation of Training: Training cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. Whether business has benefited can be assessed by evaluation training. There are basically four parties involved in evaluating the result of any training. Trainer, Trainee, Training and Development department and Line Manager. • The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T & D department at the beginning of the programme. • The Trainer concern is to ensure that the training that has been provided is effective or not. • Training and Development want to know whether the course has made the best use of the resources available. • The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed. Project on Training and Development at Sahara India 29
  30. 30. Projectsformba.blogspot.com The problem for many organizations is not so much why training should be evaluated but how. Most of the organizations overlook evaluation because financial benefits are difficult to describe in concrete terms. The process of evaluation is central to its effectiveness and helps to ensure that: • Whether training budget is well spent • To judge the performance of employee as individual and team. • To establish culture of continuous learning and improvement. PROCESS OF TRAINING EVALUATION Before Training: The learner’s skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether Project on Training and Development at Sahara India 30
  31. 31. Projectsformba.blogspot.com training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of evaluation The various methods of training evaluation are: • Observation • Questionnaire • Interview • Self diaries • Self recording of specific incidents WHAT TO EVALUATE/LEVEL OF EVALUATION Project on Training and Development at Sahara India 31
  32. 32. Projectsformba.blogspot.com Donald Kirkpatrick developed four level models to assess training effectiveness. According to him evaluation always begins with level first and should move through other levels in sequence. ss • Reaction Level: The purpose is to measure the individual reaction to the training activity. The benefit of Reaction level evaluation is to improve Training and Development activity efficiency and effectiveness. • Learning Level: The basic purpose is to measure the learning transfer achieved by the training and development activity. Another purpose is to determine to what extent the individual increased their knowledge, skills and changed their attitudes by applying quantitative or qualitative assessment methods Project on Training and Development at Sahara India 32
  33. 33. Projectsformba.blogspot.com • Behavior Level: The basic purpose is to measure changes in behavior of the individual as a result of the training and development activity and how well the enhancement of knowledge, skill, attitudes has prepared than for their role. • Result Level: The purpose is to measure the contribution of training and development to the achievement of the business/operational goals. Project on Training and Development at Sahara India 33
  34. 34. Projectsformba.blogspot.com Project on Training and Development at Sahara India 34
  35. 35. Projectsformba.blogspot.com OBJECTIVES OF STUDY The main objective of the study is first to gain some practical knowledge regarding the functioning of MNC’s and other organizations which is very necessary to fully understand the primary functions & hence it fulfill the purpose of the Summer Internship under MBA course. The other objectives were: 1. To study the Importance of Training and Development. 2. To study the roles of Training and development Programme. 3. To study the process and functions of training. 4. To explore the methodology and types of training provided to the employees in an organization. 5. To study the purpose, process, principle, functions of the post training evaluation. 6. To study the different types of methods/techniques used to evaluate the training. 7. To study the level of evaluation. 8. To study the relevance of the post training evaluation/feedback for the employee as well as for an organization. Project on Training and Development at Sahara India 35
  36. 36. Projectsformba.blogspot.com Project on Training and Development at Sahara India 36
  37. 37. Projectsformba.blogspot.com COMPANY‘S PROFILE Sahara India- a corporate, which believe that quality, is never an accident it is a result of planning, team work and a commitment of excellence. Sahara India Pariwar is a multi- business conglomerate with diversified business interest that includes finance, real estate, media & entertainment, tourism & hospitality, and service & trading. Sahara India Pariwar Year 1978 in Gorakhpur, 2005, headquarter in India Lucknow India Workers 3 9.10 lack Dependents 15 45.50 lack Asset 2000 Over 50,000 crore Establishments 1 1707 No Trade union No owner Important points • The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam” Project on Training and Development at Sahara India 37
  38. 38. Projectsformba.blogspot.com • Every year, republic day and independence day is celebrated as Bharat Parv ( national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar( family). • Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team. • Sahara India Pariwar in often referred as the world’s largest family • 910,000 workers/ employees and no trade union • Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar less clear-to-sky dome of its kind • Holds the Guinness world record for planning 125,256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city • Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go. • Conducts mass marriage ceremony of 101 underprivileged girls every year • Subrato Roy Sahara is also referred as “Saharasri” SAHARA INDIA PARIWAR OVERVIEW Project on Training and Development at Sahara India 38
  39. 39. Projectsformba.blogspot.com Sahara India Pariwar is a major entity on the corporate scene having diversified business interests that include Finance, Infrastructure & Housing, Media & Entertainment, Consumer Products, Manufacturing, and Services & Trading. Quality is our essence and we, at Sahara India Pariwar , have always stressed on the Qualitative aspect. Consequently in this run for quality, quantity has always pursued us. We look forward to reaching the zenith and reaffirm our commitment to the process of sound nation-building. PROFIT SHARING CORE COMMITMENTS - OUR STRENGTH Project on Training and Development at Sahara India 39
  40. 40. Projectsformba.blogspot.com • Emotion • Discipline • Duty • No discrimination • Quality • Give respect • Self-respect • Truth • Collective Materialism • Religion • Absolute Honesty What A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & Project on Training and Development at Sahara India 40
  41. 41. Projectsformba.blogspot.com everybody - Be it to a depositor, newspaper reader, consumer.... all business associates and Sahara India Family Members. Need India needs effective consumer protection and protection of workers' genuine rights. There are various agencies, promising protection & action. But no external body can provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature. Motto We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards the consumer', workers' genuine satisfaction. Aim To provide justice - be it a matter of the tiniest imperfection or injustice in our COMMITMENT - products or services. direct or indirect, short term or long term. Where Kindly rush your grievances/suggestions or any queries related to Sahara India Pariwar to Project on Training and Development at Sahara India 41
  42. 42. Projectsformba.blogspot.com the nearest Sahara establishment and/or to: Response Will Never Be Delayed And Justice Will Never Be Denied Project on Training and Development at Sahara India 42
  43. 43. Projectsformba.blogspot.com DATA COLLECTION Data collection is a term used to describe a process of preparing and collecting business data - for example as part of a process improvement or similar project. Project on Training and Development at Sahara India 43
  44. 44. Projectsformba.blogspot.com Data collection usually takes place early on in an improvement project, and is often formalized through a data collection Plan which often contains the following activity. 1. Pre collection activity – Agree goals, target data, definitions, methods 2. Collection – data collection 3. Present Findings – usually involves some form of sorting analysis and/or presentation. There are two methods of data collection which are discussed below: DATA COLLECTION Project on Training and Development at Sahara India 44
  45. 45. Projectsformba.blogspot.com PRIMARY DATA SECONDARY DATA (Data collection techniques) QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL SOURCE SOURCE Unstructure PRIMARY DATA In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it. Project on Training and Development at Sahara India 45
  46. 46. Projectsformba.blogspot.com I have tried to collect the data using methods such as interviews and questionnaires. The key point here is that the data collected is unique and research and, no one else has access to it. It is done to get the real scenario and to get the original data of present. DATA COLLECTION TECHNIQUE Questionnaire: Questionnaire are a popular means of collecting data, but are difficult to design and often require many rewrites before an acceptable questionnaire is produced. The features included in questionnaire are: • Theme and covering letter • Instruction for completion • Types of questions • Length Interview: This technique is primarily used to gain an understanding of the underlying reasons and motivations for people’s attitudes, preferences or behavior. The interview was done by asking a general question. I encourage the respondent to talk freely. I have used an Project on Training and Development at Sahara India 46
  47. 47. Projectsformba.blogspot.com unstructured format, the subsequent direction of the interview being determined by the respondent’s initial reply, and come to know what is its initial problem is. SAMPLING METHODOLOGY Sampling technique: Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study was done in order to know the accuracy of the questionnaire. The final questionnaire was arrived only after certain important changes were done. Thus my sampling came out to be judgmental and continent. Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units. These comprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended the personality development workshop. Sampling Size: 20 SECONDARY DATA All methods of data collection can supply quantitative data (numbers, statistics or financial) or qualitative data (usually words or text). Quantitative data may often be Project on Training and Development at Sahara India 47
  48. 48. Projectsformba.blogspot.com presented in tabular or graphical form. Secondary data is data that has already been collected by someone else for a different purpose to yours. Need of using secondary data 1. Data is of use in the collection of primary data. 2. They are one of the cheapest and easiest means of access to information. 3. Secondary data may actually provided enough information to resolve the problem being investigated. 4. Secondary data can be a valuable source of new ideas that can be explored later through primary research. Limitation of secondary data 1. May be outdated. 2. May not be reported in the required form. 3. May not be very accurate. 4. Collection for some other purpose. Project on Training and Development at Sahara India 48
  49. 49. Projectsformba.blogspot.com ANALYSIS OF SECONDARY DATA T& D FUNCTIONS IN SAHARA INDIA PARIWAR TEAM-HEAD TNI Training calander Training budget Training feedback Training manuals Approvals/concept paper Project on Training and Development at Sahara India 49 PDW CCT-2009 CCT Networking
  50. 50. Projectsformba.blogspot.com TEAM TEAM TEAM MEMBER3 MEMBER 1 MEMBER 2 TEAM Training MEMBER4 IT support Module design initiative Project/Summer Module Internal Library mgmt training development External Books Induction Internal TNI Concept Journal manual/ppt External TNI Development Newspaper PD e-manual Product/Process Write-ups& Dak(In/out) CCT-2009 Training Briefing database Training feedback Oorja Training Record or Project/Summer Evaluation Maintenance evaluation training PD e-manual Admin follow Admin task HRIS support Oorja Up Database Best HR Project/summe Bulletin/Board management practices r training management MIS-T&D Bulletin/Board Management The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: Project on Training and Development at Sahara India 50
  51. 51. Projectsformba.blogspot.com (1) Training needs identification/ assessment: From employees through interviews, questionnaires, etc. and secondly through HOD recommendation. TNI IN SAHARA INDIA PARIWA R HOD TNI RECMMEND EXERCISE/SU ATION RVEY (2) Training (Internal/External): Training depends upon its scope, whether needs of the training can be met within the organization or whether has to be taken to an environment outside the organization. (3) Certified corporate trainer: Certified corporate trainers are the employees of the company itself. It is their voluntary involvement. If they feel like in their service tenure that they can, for some time, train the employees of the company on the base of their Project on Training and Development at Sahara India 51
  52. 52. Projectsformba.blogspot.com experience, then send in their CVs and on approval by the respective authority, become certified corporate trainers. (4) Types of training given in Sahara India Pariwar: • Induction/Orientation training • Soft skill development training • Project training INDUCTION/ORIENTATION TRAINING These terms are interchangeably used to give a friendly welcome to the new employees as members of the organization so also to introduce the new employee with the available installations (plant and machineries, systems), work norms, organizational objectives and the job position of the employee. Content: • The company size, structure of the organization, history, market share • Achievements, objective and mission. • Product training • Shop floor-rules and regulations • Personnel policies • Union contract Project on Training and Development at Sahara India 52
  53. 53. Projectsformba.blogspot.com • Company services • Service department SOFT SKILL DEVELOPMENT TRAINING Modules of soft skill development training in Sahara India Pariwar:  Personality and positive attitude  Business communication  Team building and leadership  Stress management and work-life balance  Business etiquettes and corporate grooming PERSONALITY & POSITIVE ATTITUDE About the Module Personality as a whole cannot be defined without the positive attitude. It is the positive attitude of a person that plays an important role in various decision making process and reaction to responsibilities and challenges in work and life. The module has been developed to help the individual to develop the understanding that how individual personalities can influence the organizational development & the organizational success. Objective of the Module To understand the concept of Personality & positive attitude in relation to organizational success. Project on Training and Development at Sahara India 53
  54. 54. Projectsformba.blogspot.com Coverage of the Module • What is personality • Attributes of personality • Three levels of Personality • Personality is uniqueness • Internal & External Qualities • What are the determinants of personality • What is a Organizational Personality • Linking personality and organizations effectiveness • How Positive Attitude can influenced Personality BUSINESS COMMUNICATION Background Effective communication is very crucial in the business success. It is the lifeblood of an business organization. It includes conveying messages to other people clearly and unambiguously. It's also about receiving information that others are sending to you, with as little distortion as possible. Doing this involves effort from both the sender of the message and the receiver. And it's a process that can be fraught with error, with messages muddled by the sender, or misinterpreted by the recipient. When this isn't detected, it can cause tremendous confusion, wasted effort and missed opportunity Project on Training and Development at Sahara India 54
  55. 55. Projectsformba.blogspot.com Objective of the Module To understand the importance of Business Communication in order to enhance the capabilities of understanding and implementing the correct communication channel to bring the effectiveness of the organization in order to succeed in business, and maintain good relationships with clients, customers and employee. Coverage of the Module • What is communication? • Need of communication • Communication flow • Types of Communication • Barriers of Communication • Overcoming tips of barrier • Essentials of effective communication TEAM BUILDING & LEADERSHIP Background In the context of globalization only high performing managers can survive, grow and excel. This calls for continuous enhancement of the dynamics of leadership capabilities Project on Training and Development at Sahara India 55
  56. 56. Projectsformba.blogspot.com of managers. Today’s managers will have to demonstrate positive leadership capabilities by creating and sustaining trust, shared vision as well as synergy to achieve organizational goals. Objective of the Module • Understanding the role of leadership, teamwork and team-building. • Improving business results by managing team dynamics; flexibility and resilience, self management and emotional maturity Coverage of the Module • Team Vs. Group • Team & Team Work • The essentials of winning Team • A good team player • Stages of Team Building • Leadership, teamwork & team-building • Leader Vs. Manager STRESS MANAGEMENT & WORK LIFE BALANCE Background During the last 20 years, the nature of jobs across globe has changed substantially resulting in jobs becoming less and less physically demanding. Coupled with this, the Project on Training and Development at Sahara India 56
  57. 57. Projectsformba.blogspot.com change in life style, has led to stress level increasing day by day, both at work place and at home. It is therefore of utmost importance to understand the various transients affecting health and fitness levels of individuals. In view of this, the module will help to take a proactive approach to stress management in order to establish a work environment that is healthy, stress-free and fit. Objective of the Module To understand the stress level, its symptoms and various impacts and to develop a better work life balance strategies for leading a better life. Coverage of the Module • What is stress? • Reasons of stress • Symptoms& Impact of stress • Managing Stress • ABC Strategy • Tips of de-stressing BUSINESS ETIQUETTE & CORPORATE GROOMING Background Project on Training and Development at Sahara India 57
  58. 58. Projectsformba.blogspot.com Self –improvement and self –development has become imperative for survival in the changing and competitive environment. Business Etiquette is a very important factor in determining the success or failure of a business or a person. This module will guide to enhance the focus for Business Etiquette & Corporate Grooming. Objective of the Module To understand the importance of Corporate grooming, Power Dressing and how to make our body language effective in order to enhance personal effectiveness with good manners and etiquettes in order to succeed in your business, be liked by people and maintain good relationships with clients, customers and employees. Coverage of the Module • Business etiquette • Corporate grooming • Corporate ground rules • Social niceties • Meeting protocol • Dining etiquette PROJECT TRAINING Project trainings are the time-to-time held training sessions held by the organization and with the help of experienced and learned employees to train students outside the Project on Training and Development at Sahara India 58
  59. 59. Projectsformba.blogspot.com organizations, in various practical fields, for the accomplishments of their compulsory projects Training evaluation Process: 1. What do you understand by training? Learning 0 Enhancement of knowledge, skill &attitude 4 Project on Training and Development at Sahara India 59
  60. 60. Projectsformba.blogspot.com Sharing information 0 All of the above 16 ANALYSIS The above result shows that most of the kartavyayogis of corporate HR are well aware of the definition, inputs and purpose of the training program. They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill. 2. Training is must for enhancing productivity and performance. Completely agree 17 Partially agree 3 Disagree 0 Unsure 0 Project on Training and Development at Sahara India 60
  61. 61. Projectsformba.blogspot.com ANALYSIS: The above result shows that mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training. It means somewhere their productivity and performance has been improved after the training program attended by them and it helped them to achieve their goal. 3. (i). Have you attended any training program in the last 01 year? Yes 20 No 0 Project on Training and Development at Sahara India 61
  62. 62. Projectsformba.blogspot.com ANALYSIS: 100% respondents had attended training program in the last 01 year. It means in corporate HR, Sahara India Pariwar, time to time training is provided to all the kartavyayogis and it is continuous process. (ii). If yes, which module of soft skill development training? Personality and positive attitude 3 Business communication 2 Team building and leadership 0 Stress management and work-life balance 2 Business etiquettes and corporate grooming 0 All of above 13 If any other ,please specify 0 Project on Training and Development at Sahara India 62
  63. 63. Projectsformba.blogspot.com ANALYSIS: 65% respondents had attended all the five modules of soft skill development training. But besides soft skill development training, Corporate HR Sahara India Pariwar should also provide product/process or skill based training to enhance the employability. 4.(i). After the training, have you given feedback of it? Yes 20 No 0 Project on Training and Development at Sahara India 63
  64. 64. Projectsformba.blogspot.com ANALYSIS: 100% respondent had given feedback after attending the training. It means each and every respondent are well aware of the importance of giving feedback. They know that their feedback is very important to identify the effectiveness and valuation of training program. (ii). If yes, through which method? Questionnaire 16 Interview 1 Supplement test 1 Any other 0 Project on Training and Development at Sahara India 64
  65. 65. Projectsformba.blogspot.com ANALYSIS: The above result shows that the questionnaire is the most popular method of evaluating the training program and other methods are not very much in practice in corporate HR, Sahara India Pariwar But since there are various other methods of evaluation of training program like interviews, supplement test, self diaries& observation so it should also implement the other methods also to identify the ROI (return on investment) & effectiveness and valuation of the training program. 5. Which method of post training feedback according to you is more appropriate? Observation 5 Questionnaire 3 Interviews 8 Self diaries 3 Supplement test 1 Project on Training and Development at Sahara India 65
  66. 66. Projectsformba.blogspot.com ANALYSIS: I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback of trainees but only 15% respondents are in favor of questionnaire because in it there is a possibility of getting inaccurate data and in this responding conditions are also not controlled. II. On the other side 40% respondents feel that interview is the most appropriate method of evaluating the training program because it is more flexible method, and in this they can get the opportunity for clarification and the most important thing is that in the interview, personal interaction is also possible. III. 25% are in favor of observation because this is non-threatening and is excellent way to measure the behavioral changes. IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement test. It means that Corporate HR, Sahara India Pariwar should also try to use other method of evaluation of training program. Project on Training and Development at Sahara India 66
  67. 67. Projectsformba.blogspot.com 6.(i). Do you think that the feedback can evaluate the training effectiveness? Yes 20 No 0 Project on Training and Development at Sahara India 67
  68. 68. Projectsformba.blogspot.com ANALYSIS: 100% respondents think that the feedback can evaluate the training effectiveness. It means that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware of the importance of taking feedback after the training. (ii).If yes, how can the post training feedbacks can help the participants? Improve job performance 1 An aid to future planning 3 Motivate to do better 2 All of the above 14 None 0 Project on Training and Development at Sahara India 68
  69. 69. Projectsformba.blogspot.com ANALYSIS: 70% respondent feel that the post training feedback can help the participants to improve their job performance, is an aid to future planning and can motivate to do better. It means that they are benefited by giving feedback of the training, attended by them. 6. Post training evaluation focus on result rather than on the effort expended in conducting training. Completely agree 14 Partially agree 6 Disagree 0 Unsure 0 Project on Training and Development at Sahara India 69
  70. 70. Projectsformba.blogspot.com ANALYSIS: 70% respondents are completely agree and 30% respondents are partially agree with the statement that post training evaluation focus on result rather than on the effort expended in conducting training program. It means that all the respondent are well aware of the purpose and objective of the post training evaluation. 7. What should be the approach of post training evaluation? Trainer centered 2 Trainee centered 2 Subject centered 8 All of the above 8 Project on Training and Development at Sahara India 70
  71. 71. Projectsformba.blogspot.com ANALYSIS: I. 40% respondents feel that the approach of post training evaluation should be subject centered and 40% respondent also feel that it should be trainer, trainee and subject centered. II. 10% respondents are in favor of trainee centered approach and 10% respondents are in favor of trainer centered approach. It means that the evaluation procedure should be implemented concerning trainer, trainee and subject. 8. What should be the ideal time to evaluate the training? Immediate after training 6 After 15 days 7 After 1 month 4 Can’t say 3 Project on Training and Development at Sahara India 71
  72. 72. Projectsformba.blogspot.com ANALYSIS: 35% respondent feel that training should be evaluate after 15 days.30% feel that it should be immediate after training. 20% feel that ideal time to evaluate the training is after 1 month and 15% are unsure. Since each respondent had attended different training program. So the ideal time of evaluation of training depends on types of training. It could be vary for different training. 9. Should the post training evaluation procedure reviewed and revised periodically? Yes 16 No 2 Can’t say 2 Project on Training and Development at Sahara India 72
  73. 73. Projectsformba.blogspot.com ANALYSIS: 80% respondents feel that the post training evaluation procedure should be reviewed and revised periodically. It means that it has to be a continuous process and be taken regularly by the line manager/Reporting manager of the participants. It could also be taken by peer group. Still 10% feel that the post training evaluation procedure should not be reviewed and revised periodically. It means they are satisfied with the post training evaluation procedure, followed by Corporate HR, Sahara India Pariwar. 10. Is the whole feedback exercise after the training worth the time, money and effort? Yes 18 No 2 Can’t say 0 Project on Training and Development at Sahara India 73
  74. 74. Projectsformba.blogspot.com ANALYSIS: 90% respondents feel that the whole feedback exercise worth the time, money and effort and 10% respondent are not agree with this. It means that feedback exercise is valuable and worthful for the participant to achieve their personal goal as well as for the organization. Still 10% are unsure about it. So there is a need to create awareness among them that how much the feedback exercise is important to identify the effectiveness and valuation of the training program, to identify the ROI, need of retraining and the points to improve the training 11.The post training feedback can be used: To identify the effectiveness and valuation of training program 3 To identify the ROI(return on investment) 2 To identify the need of retraining 0 To provide the points to improve the training 0 All of above 15 Project on Training and Development at Sahara India 74
  75. 75. Projectsformba.blogspot.com ANALYSIS: 75% respondents feels that post training feedback can be used to identify the effectiveness and valuation of training program, to identify the ROI, to identify the need of retraining and to provide the points to improve the training. And others are also aware of the importance of post training feedback. Project on Training and Development at Sahara India 75
  76. 76. Projectsformba.blogspot.com KEY FINDINGS • Mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill. • Corporate HR, Sahara India Pariwar , time to time training is provided to all the kartavyayogis and it is continuous process. • Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training. Project on Training and Development at Sahara India 76
  77. 77. Projectsformba.blogspot.com • Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar. • Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program. • Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time, money and effort. • Most of the participants are benefitted by giving feedback after attended the training. It motivated them to do better, helped them to increase their job performance and is an aid to future planning. • In Sahara India Pariwar, post training evaluation is used to identify the effectiveness and valuation of training program, to identify the ROI(return on investment), to identify the need of retraining and to provide the points to improve the training. Project on Training and Development at Sahara India 77
  78. 78. Projectsformba.blogspot.com Project on Training and Development at Sahara India 78
  79. 79. Projectsformba.blogspot.com CONCLUSION Professional competence describes the state-of-the-art, Area- knowledge, expertise and skill relevant for performing excellently within a specific functional department. This competence insures that technical knowledge is both present and used within a firm for the welfare of its stake-holders. To develop this competence regular Training and Development is required Therefore, Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In today’s Project on Training and Development at Sahara India 79
  80. 80. Projectsformba.blogspot.com business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs. Training evaluation is the important part of training process. It provides a feedback and help the sponsors and the resource persons for improvement at the level of individual performance and in the strategy formulation for training and development. Post training evaluation can be used to identify the effectiveness and valuation of training programme, to identify the ROI (return on investment), to identify the need of retraining and to provide the points to improve the training. Project on Training and Development at Sahara India 80
  81. 81. Projectsformba.blogspot.com LIMITATION OF THE STUDY 1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR LUCKNOW. So the study is subject to the limitation of area. 2. The time period of the study was only two six weeks which may provide a deceptive picture in comparison of the study based on long run. 3. Sampling size was of only 20, because only these people had attended soft skill development training. Project on Training and Development at Sahara India 81
  82. 82. Projectsformba.blogspot.com 4. Corporate HR, Sahara India Pariwar only provides soft skill development training, not skill based (product/process) training. So how can one evaluate the skill based training is still unresolved. 5. The study is based only on secondary & primary data so lack of keen observations and interactions were also the limiting factors in the proper conclusion of the study. Project on Training and Development at Sahara India 82
  83. 83. Projectsformba.blogspot.com SUGGESTIONS  The management must commit itself to allocate major resources and adequate time to training.  Ensure that training contribute to competitive strategies of the firm. Different strategies need different HR skill for implementation. Let training help employees at all levels acquire the needed skill.  Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all levels on a continuous and ongoing basis. Project on Training and Development at Sahara India 83
  84. 84. Projectsformba.blogspot.com  Ensure that there is proper linkage among organizational, operational and individual training needs.  Skill based training (product/process training) should also be provided.  Besides questionnaire other methods of post training evaluation should also be used like interviews, self diaries, observation and supplement test.  The evaluation procedure must be implemented concerning trainer, trainee and subject.  Post training feedback has to be continuous and should also be taken from line manager/superior & from peers to find out the effectiveness and valuation of training. Project on Training and Development at Sahara India 84
  85. 85. Projectsformba.blogspot.com Project on Training and Development at Sahara India 85
  86. 86. Projectsformba.blogspot.com BIBLIOGRAPHY BOOKS REFERRED: Make Training Evaluation Work – Jack.J.Phillips, ASTD Publishers Everything You Ever Needed To Know About Training – Kaye Thome & David Mackey, AMACOM-2007 Grooming Personality & Development – Elizibith Hurlok, Tata McGrawHill Project on Training and Development at Sahara India 86
  87. 87. Projectsformba.blogspot.com WEBSITE REFERRED: www.google.com www.saharaindia.com www.scribd.com www.wikepedia.com www.hrguide.com Project on Training and Development at Sahara India 87

Description

A project report on training and development with special reference to sahara india

Transcript

  1. 1. Projectsformba.blogspot.com INTRODUCTION OF TRAINING & DEVELOPMENT Project on Training and Development at Sahara India 1
  2. 2. Projectsformba.blogspot.com TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRAINING AND DEVELOPMENT DEFINED It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and Development referred to as: • Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions. Developing the employee’s capabilities so that they may be able to discover their potential and exploit them to full their own and organizational development purpose. • Developing an organizational culture where superior-subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organizational wealth, dynamism and pride to the employees. Development defined Project on Training and Development at Sahara India 2
  3. 3. Projectsformba.blogspot.com It helps the individual handle future responsibilities, with less emphasis on present job duties. Introduction of training It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. INPUTS IN TRAINING AND DEVELOPMENT Any training and development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. Skills: Training is imparting skills to employees. A worker needs skills to operate machines, and use other equipments with least damage and scrap. This is a basic skill without which the operator will not be able to function. Employees, particularly supervisors and executives, need interpersonal skills. Education: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. Project on Training and Development at Sahara India 3
  4. 4. Projectsformba.blogspot.com Development: It is less skill-oriented but stresses on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis is useful for better management of a company. Ethics: There is need for imparting greater ethical orientation to a training and development programme. Ethical attitude help managements make better decisions which are in the interests of the public, the employees and in the long term-the company itself. Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be converting into positive attitude. Attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive satisfaction from their jobs and the work environment. Decision making and problem solving skills: It focus on methods and techniques for making organization decision-making and solving work related problems. Project on Training and Development at Sahara India 4
  5. 5. Projectsformba.blogspot.com TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. IMPORTANCE OF TRAINING AND DEVELOPMENT Project on Training and Development at Sahara India 5
  6. 6. Projectsformba.blogspot.com It helps to develop human intellect and an overall personality of the employees. • Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. • Team spirit – Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. • Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. • Quality – Training and Development helps in improving upon the quality of work and work-life. Project on Training and Development at Sahara India 6
  7. 7. Projectsformba.blogspot.com • Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. • Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. • Morale – Training and Development helps in improving the morale of the work force. • Image – Training and Development helps in creating a better corporate image. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. • Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies • Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Project on Training and Development at Sahara India 7
  8. 8. Projectsformba.blogspot.com • Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. • Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. • Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employee MODELS OF TRAINING Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). THE TRAINING SYSTEM The three model of training are: Project on Training and Development at Sahara India 8
  9. 9. Projectsformba.blogspot.com 1. System Model 2. Instructional System Development Model 3. Transitional model SYSTEM MODEL TRAINING The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. ANALYZE and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. DESIGN and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents Project on Training and Development at Sahara India 9
  10. 10. Projectsformba.blogspot.com 3. DEVELOP- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives. 4. IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices Project on Training and Development at Sahara India 10
  11. 11. Projectsformba.blogspot.com TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is execute VISION – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. MISSION – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. VALUES – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc Project on Training and Development at Sahara India 11
  12. 12. Projectsformba.blogspot.com The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Project on Training and Development at Sahara India 12
  13. 13. Projectsformba.blogspot.com Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc Project on Training and Development at Sahara India 13
  14. 14. Projectsformba.blogspot.com 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. Project on Training and Development at Sahara India 14
  15. 15. Projectsformba.blogspot.com This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. PROCESS OF TRAINING TRAINING NEED TRAINING ANALYSIS DESIGN TRAINING PROCESS TRAINING TRAINING EVALUATION IMPLEMENTATI ON Project on Training and Development at Sahara India 15
  16. 16. Projectsformba.blogspot.com TRAINING NEED ANALYSIS (TNA)/TRAINING NEED IDENTIFICATION (TNI) An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training Need arises at three levels: • Organizational level • Individual level • Operational level Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its subgroup. Project on Training and Development at Sahara India 16
  17. 17. Projectsformba.blogspot.com Organizational level – Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strengths can further be strengthened with continued training. Threats can be reduced by identifying the areas where training is required. And, opportunities can be exploited by balancing it against costs. For this approach to be successful, the HR department of the company requires to be involved in strategic planning. In this planning, HR develops strategies to be sure that the employees in the organization have the required Knowledge, Skills, and Attributes (KSAs) based on the future KSAs requirements at each level. Project on Training and Development at Sahara India 17
  18. 18. Projectsformba.blogspot.com Individual level – Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are: • Appraisal and performance review • Peer appraisal • Competency assessments • Subordinate appraisal • Client feedback • Customer feedback • Self-assessment or self-appraisal Operational level – Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. Project on Training and Development at Sahara India 18
  19. 19. Projectsformba.blogspot.com He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the time. Employees need to prepare for these changes. The job analyst also gathers information on the tasks needs to be done plus the tasks that will be required in the future. Based on the information collected, training Need analysis (TNA) is done. Benefits of need assessment Training programs are designed to achieve specific goals that meet felt needs. There are many benefits of need assessment: 1. Trainers may be informed about the broader need of the trainees. 2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees. 3. Assessment makes training department more accountable and more clearly linked to other human resource activities, which make the training programs easier to sell to line managers. Project on Training and Development at Sahara India 19
  20. 20. Projectsformba.blogspot.com TRAINING-DESIGN The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. The trainer – Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees – A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Cost of training – It is one of the most important considerations in designing a training programme. A training programme involves cost of different types. These may be in the form of direct expenses incurred in training, cost of training material to be provided, arrangement of physical facilities and refreshment, etc. Besides these expenses the organization has to bear indirect cost in the form of loss of production during training period. Ideally, a training programme must be able to generate more revenues than the cost involved. Project on Training and Development at Sahara India 20
  21. 21. Projectsformba.blogspot.com Training climate – A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong. Project on Training and Development at Sahara India 21
  22. 22. Projectsformba.blogspot.com TRAINING-DESIGN Trainees’ learning style – the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training strategies – Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics – After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. Sequence the contents – Contents are then sequenced in a following manner: • From simple to complex • Topics are arranged in terms of their relative importance • From known to unknown • From specific to general • Dependent relationship Project on Training and Development at Sahara India 22
  23. 23. Projectsformba.blogspot.com Training tactics – Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors: • Trainees’ background • Time allocated • Style preference of trainer • Level of competence of trainer • Availability of facilities and resources, etc Support facilities – IT can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc. Constraints – The various constraints that lay in the trainers mind are: • Time • Accommodation, facilities and their availability • Furnishings and equipments • Budget • Design of the training, etc Project on Training and Development at Sahara India 23
  24. 24. Projectsformba.blogspot.com TRAINING IMPLEMENTATION To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action. Training implementation can be segregated into: • Practical administrative arrangements • Carrying out of the training Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer – The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Physical set-up – Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Project on Training and Development at Sahara India 24
  25. 25. Projectsformba.blogspot.com Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant. Establishing rapport with participants – There are various ways by which a trainer can establish good rapport with trainees by: • Greeting participants – simple way to ease those initial tense moments • Encouraging informal conversation • Remembering their first name • Pairing up the learners and have them familiarized with one another • Listening carefully to trainees’ comments and opinions • Telling the learners by what name the trainer wants to be addressed • Getting to class before the arrival of learners • Starting the class promptly at the scheduled time • Using familiar examples • Varying his instructional techniques • Using the alternate approach if one seems to bog down Project on Training and Development at Sahara India 25
  26. 26. Projectsformba.blogspot.com Reviewing the agenda – At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included: • Kinds of training activities • Schedule • Setting group norms • Housekeeping arrangements • Flow of the program • Handling problematic situations In general programme implementation involves action on the following lines: • Deciding the location and organizing training and other facilities. • Scheduling the training programme. • Conducting the programme. • Monitoring the progress of the trainees. Project on Training and Development at Sahara India 26
  27. 27. Projectsformba.blogspot.com TRAINING EVALUATION The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes of Training Evaluation The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Project on Training and Development at Sahara India 27
  28. 28. Projectsformba.blogspot.com Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Functions of evaluation: There are basically two functions of evaluation: 1. Qualitative evaluations is an assessment process how well did we do? 2. Quantitative evaluation is an assessment process that answers the question How much did we do? Principles of Training Evaluation: Training need should be identified and reviewed concurrently with the business and personal development plan process. a) Evaluation must be continuous. b) Evaluation must be specific. c) Evaluation must be based on objective methods and standards. d) There should be correlation to the needs of the business and the individual. Project on Training and Development at Sahara India 28
  29. 29. Projectsformba.blogspot.com e) Organizational, group and individual level training need should be identified and evaluated. f) Techniques of evaluation should be appropriate. g) The evaluation function should be in place before the training takes place. h) The outcome of evaluation should be used to inform the business and training process. Need of evaluation of Training: Training cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. Whether business has benefited can be assessed by evaluation training. There are basically four parties involved in evaluating the result of any training. Trainer, Trainee, Training and Development department and Line Manager. • The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T & D department at the beginning of the programme. • The Trainer concern is to ensure that the training that has been provided is effective or not. • Training and Development want to know whether the course has made the best use of the resources available. • The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed. Project on Training and Development at Sahara India 29
  30. 30. Projectsformba.blogspot.com The problem for many organizations is not so much why training should be evaluated but how. Most of the organizations overlook evaluation because financial benefits are difficult to describe in concrete terms. The process of evaluation is central to its effectiveness and helps to ensure that: • Whether training budget is well spent • To judge the performance of employee as individual and team. • To establish culture of continuous learning and improvement. PROCESS OF TRAINING EVALUATION Before Training: The learner’s skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether Project on Training and Development at Sahara India 30
  31. 31. Projectsformba.blogspot.com training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of evaluation The various methods of training evaluation are: • Observation • Questionnaire • Interview • Self diaries • Self recording of specific incidents WHAT TO EVALUATE/LEVEL OF EVALUATION Project on Training and Development at Sahara India 31
  32. 32. Projectsformba.blogspot.com Donald Kirkpatrick developed four level models to assess training effectiveness. According to him evaluation always begins with level first and should move through other levels in sequence. ss • Reaction Level: The purpose is to measure the individual reaction to the training activity. The benefit of Reaction level evaluation is to improve Training and Development activity efficiency and effectiveness. • Learning Level: The basic purpose is to measure the learning transfer achieved by the training and development activity. Another purpose is to determine to what extent the individual increased their knowledge, skills and changed their attitudes by applying quantitative or qualitative assessment methods Project on Training and Development at Sahara India 32
  33. 33. Projectsformba.blogspot.com • Behavior Level: The basic purpose is to measure changes in behavior of the individual as a result of the training and development activity and how well the enhancement of knowledge, skill, attitudes has prepared than for their role. • Result Level: The purpose is to measure the contribution of training and development to the achievement of the business/operational goals. Project on Training and Development at Sahara India 33
  34. 34. Projectsformba.blogspot.com Project on Training and Development at Sahara India 34
  35. 35. Projectsformba.blogspot.com OBJECTIVES OF STUDY The main objective of the study is first to gain some practical knowledge regarding the functioning of MNC’s and other organizations which is very necessary to fully understand the primary functions & hence it fulfill the purpose of the Summer Internship under MBA course. The other objectives were: 1. To study the Importance of Training and Development. 2. To study the roles of Training and development Programme. 3. To study the process and functions of training. 4. To explore the methodology and types of training provided to the employees in an organization. 5. To study the purpose, process, principle, functions of the post training evaluation. 6. To study the different types of methods/techniques used to evaluate the training. 7. To study the level of evaluation. 8. To study the relevance of the post training evaluation/feedback for the employee as well as for an organization. Project on Training and Development at Sahara India 35
  36. 36. Projectsformba.blogspot.com Project on Training and Development at Sahara India 36
  37. 37. Projectsformba.blogspot.com COMPANY‘S PROFILE Sahara India- a corporate, which believe that quality, is never an accident it is a result of planning, team work and a commitment of excellence. Sahara India Pariwar is a multi- business conglomerate with diversified business interest that includes finance, real estate, media & entertainment, tourism & hospitality, and service & trading. Sahara India Pariwar Year 1978 in Gorakhpur, 2005, headquarter in India Lucknow India Workers 3 9.10 lack Dependents 15 45.50 lack Asset 2000 Over 50,000 crore Establishments 1 1707 No Trade union No owner Important points • The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam” Project on Training and Development at Sahara India 37
  38. 38. Projectsformba.blogspot.com • Every year, republic day and independence day is celebrated as Bharat Parv ( national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar( family). • Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team. • Sahara India Pariwar in often referred as the world’s largest family • 910,000 workers/ employees and no trade union • Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar less clear-to-sky dome of its kind • Holds the Guinness world record for planning 125,256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city • Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go. • Conducts mass marriage ceremony of 101 underprivileged girls every year • Subrato Roy Sahara is also referred as “Saharasri” SAHARA INDIA PARIWAR OVERVIEW Project on Training and Development at Sahara India 38
  39. 39. Projectsformba.blogspot.com Sahara India Pariwar is a major entity on the corporate scene having diversified business interests that include Finance, Infrastructure & Housing, Media & Entertainment, Consumer Products, Manufacturing, and Services & Trading. Quality is our essence and we, at Sahara India Pariwar , have always stressed on the Qualitative aspect. Consequently in this run for quality, quantity has always pursued us. We look forward to reaching the zenith and reaffirm our commitment to the process of sound nation-building. PROFIT SHARING CORE COMMITMENTS - OUR STRENGTH Project on Training and Development at Sahara India 39
  40. 40. Projectsformba.blogspot.com • Emotion • Discipline • Duty • No discrimination • Quality • Give respect • Self-respect • Truth • Collective Materialism • Religion • Absolute Honesty What A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & Project on Training and Development at Sahara India 40
  41. 41. Projectsformba.blogspot.com everybody - Be it to a depositor, newspaper reader, consumer.... all business associates and Sahara India Family Members. Need India needs effective consumer protection and protection of workers' genuine rights. There are various agencies, promising protection & action. But no external body can provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature. Motto We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards the consumer', workers' genuine satisfaction. Aim To provide justice - be it a matter of the tiniest imperfection or injustice in our COMMITMENT - products or services. direct or indirect, short term or long term. Where Kindly rush your grievances/suggestions or any queries related to Sahara India Pariwar to Project on Training and Development at Sahara India 41
  42. 42. Projectsformba.blogspot.com the nearest Sahara establishment and/or to: Response Will Never Be Delayed And Justice Will Never Be Denied Project on Training and Development at Sahara India 42
  43. 43. Projectsformba.blogspot.com DATA COLLECTION Data collection is a term used to describe a process of preparing and collecting business data - for example as part of a process improvement or similar project. Project on Training and Development at Sahara India 43
  44. 44. Projectsformba.blogspot.com Data collection usually takes place early on in an improvement project, and is often formalized through a data collection Plan which often contains the following activity. 1. Pre collection activity – Agree goals, target data, definitions, methods 2. Collection – data collection 3. Present Findings – usually involves some form of sorting analysis and/or presentation. There are two methods of data collection which are discussed below: DATA COLLECTION Project on Training and Development at Sahara India 44
  45. 45. Projectsformba.blogspot.com PRIMARY DATA SECONDARY DATA (Data collection techniques) QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL SOURCE SOURCE Unstructure PRIMARY DATA In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it. Project on Training and Development at Sahara India 45
  46. 46. Projectsformba.blogspot.com I have tried to collect the data using methods such as interviews and questionnaires. The key point here is that the data collected is unique and research and, no one else has access to it. It is done to get the real scenario and to get the original data of present. DATA COLLECTION TECHNIQUE Questionnaire: Questionnaire are a popular means of collecting data, but are difficult to design and often require many rewrites before an acceptable questionnaire is produced. The features included in questionnaire are: • Theme and covering letter • Instruction for completion • Types of questions • Length Interview: This technique is primarily used to gain an understanding of the underlying reasons and motivations for people’s attitudes, preferences or behavior. The interview was done by asking a general question. I encourage the respondent to talk freely. I have used an Project on Training and Development at Sahara India 46
  47. 47. Projectsformba.blogspot.com unstructured format, the subsequent direction of the interview being determined by the respondent’s initial reply, and come to know what is its initial problem is. SAMPLING METHODOLOGY Sampling technique: Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study was done in order to know the accuracy of the questionnaire. The final questionnaire was arrived only after certain important changes were done. Thus my sampling came out to be judgmental and continent. Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units. These comprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended the personality development workshop. Sampling Size: 20 SECONDARY DATA All methods of data collection can supply quantitative data (numbers, statistics or financial) or qualitative data (usually words or text). Quantitative data may often be Project on Training and Development at Sahara India 47
  48. 48. Projectsformba.blogspot.com presented in tabular or graphical form. Secondary data is data that has already been collected by someone else for a different purpose to yours. Need of using secondary data 1. Data is of use in the collection of primary data. 2. They are one of the cheapest and easiest means of access to information. 3. Secondary data may actually provided enough information to resolve the problem being investigated. 4. Secondary data can be a valuable source of new ideas that can be explored later through primary research. Limitation of secondary data 1. May be outdated. 2. May not be reported in the required form. 3. May not be very accurate. 4. Collection for some other purpose. Project on Training and Development at Sahara India 48
  49. 49. Projectsformba.blogspot.com ANALYSIS OF SECONDARY DATA T& D FUNCTIONS IN SAHARA INDIA PARIWAR TEAM-HEAD TNI Training calander Training budget Training feedback Training manuals Approvals/concept paper Project on Training and Development at Sahara India 49 PDW CCT-2009 CCT Networking
  50. 50. Projectsformba.blogspot.com TEAM TEAM TEAM MEMBER3 MEMBER 1 MEMBER 2 TEAM Training MEMBER4 IT support Module design initiative Project/Summer Module Internal Library mgmt training development External Books Induction Internal TNI Concept Journal manual/ppt External TNI Development Newspaper PD e-manual Product/Process Write-ups& Dak(In/out) CCT-2009 Training Briefing database Training feedback Oorja Training Record or Project/Summer Evaluation Maintenance evaluation training PD e-manual Admin follow Admin task HRIS support Oorja Up Database Best HR Project/summe Bulletin/Board management practices r training management MIS-T&D Bulletin/Board Management The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: Project on Training and Development at Sahara India 50
  51. 51. Projectsformba.blogspot.com (1) Training needs identification/ assessment: From employees through interviews, questionnaires, etc. and secondly through HOD recommendation. TNI IN SAHARA INDIA PARIWA R HOD TNI RECMMEND EXERCISE/SU ATION RVEY (2) Training (Internal/External): Training depends upon its scope, whether needs of the training can be met within the organization or whether has to be taken to an environment outside the organization. (3) Certified corporate trainer: Certified corporate trainers are the employees of the company itself. It is their voluntary involvement. If they feel like in their service tenure that they can, for some time, train the employees of the company on the base of their Project on Training and Development at Sahara India 51
  52. 52. Projectsformba.blogspot.com experience, then send in their CVs and on approval by the respective authority, become certified corporate trainers. (4) Types of training given in Sahara India Pariwar: • Induction/Orientation training • Soft skill development training • Project training INDUCTION/ORIENTATION TRAINING These terms are interchangeably used to give a friendly welcome to the new employees as members of the organization so also to introduce the new employee with the available installations (plant and machineries, systems), work norms, organizational objectives and the job position of the employee. Content: • The company size, structure of the organization, history, market share • Achievements, objective and mission. • Product training • Shop floor-rules and regulations • Personnel policies • Union contract Project on Training and Development at Sahara India 52
  53. 53. Projectsformba.blogspot.com • Company services • Service department SOFT SKILL DEVELOPMENT TRAINING Modules of soft skill development training in Sahara India Pariwar:  Personality and positive attitude  Business communication  Team building and leadership  Stress management and work-life balance  Business etiquettes and corporate grooming PERSONALITY & POSITIVE ATTITUDE About the Module Personality as a whole cannot be defined without the positive attitude. It is the positive attitude of a person that plays an important role in various decision making process and reaction to responsibilities and challenges in work and life. The module has been developed to help the individual to develop the understanding that how individual personalities can influence the organizational development & the organizational success. Objective of the Module To understand the concept of Personality & positive attitude in relation to organizational success. Project on Training and Development at Sahara India 53
  54. 54. Projectsformba.blogspot.com Coverage of the Module • What is personality • Attributes of personality • Three levels of Personality • Personality is uniqueness • Internal & External Qualities • What are the determinants of personality • What is a Organizational Personality • Linking personality and organizations effectiveness • How Positive Attitude can influenced Personality BUSINESS COMMUNICATION Background Effective communication is very crucial in the business success. It is the lifeblood of an business organization. It includes conveying messages to other people clearly and unambiguously. It's also about receiving information that others are sending to you, with as little distortion as possible. Doing this involves effort from both the sender of the message and the receiver. And it's a process that can be fraught with error, with messages muddled by the sender, or misinterpreted by the recipient. When this isn't detected, it can cause tremendous confusion, wasted effort and missed opportunity Project on Training and Development at Sahara India 54
  55. 55. Projectsformba.blogspot.com Objective of the Module To understand the importance of Business Communication in order to enhance the capabilities of understanding and implementing the correct communication channel to bring the effectiveness of the organization in order to succeed in business, and maintain good relationships with clients, customers and employee. Coverage of the Module • What is communication? • Need of communication • Communication flow • Types of Communication • Barriers of Communication • Overcoming tips of barrier • Essentials of effective communication TEAM BUILDING & LEADERSHIP Background In the context of globalization only high performing managers can survive, grow and excel. This calls for continuous enhancement of the dynamics of leadership capabilities Project on Training and Development at Sahara India 55
  56. 56. Projectsformba.blogspot.com of managers. Today’s managers will have to demonstrate positive leadership capabilities by creating and sustaining trust, shared vision as well as synergy to achieve organizational goals. Objective of the Module • Understanding the role of leadership, teamwork and team-building. • Improving business results by managing team dynamics; flexibility and resilience, self management and emotional maturity Coverage of the Module • Team Vs. Group • Team & Team Work • The essentials of winning Team • A good team player • Stages of Team Building • Leadership, teamwork & team-building • Leader Vs. Manager STRESS MANAGEMENT & WORK LIFE BALANCE Background During the last 20 years, the nature of jobs across globe has changed substantially resulting in jobs becoming less and less physically demanding. Coupled with this, the Project on Training and Development at Sahara India 56
  57. 57. Projectsformba.blogspot.com change in life style, has led to stress level increasing day by day, both at work place and at home. It is therefore of utmost importance to understand the various transients affecting health and fitness levels of individuals. In view of this, the module will help to take a proactive approach to stress management in order to establish a work environment that is healthy, stress-free and fit. Objective of the Module To understand the stress level, its symptoms and various impacts and to develop a better work life balance strategies for leading a better life. Coverage of the Module • What is stress? • Reasons of stress • Symptoms& Impact of stress • Managing Stress • ABC Strategy • Tips of de-stressing BUSINESS ETIQUETTE & CORPORATE GROOMING Background Project on Training and Development at Sahara India 57
  58. 58. Projectsformba.blogspot.com Self –improvement and self –development has become imperative for survival in the changing and competitive environment. Business Etiquette is a very important factor in determining the success or failure of a business or a person. This module will guide to enhance the focus for Business Etiquette & Corporate Grooming. Objective of the Module To understand the importance of Corporate grooming, Power Dressing and how to make our body language effective in order to enhance personal effectiveness with good manners and etiquettes in order to succeed in your business, be liked by people and maintain good relationships with clients, customers and employees. Coverage of the Module • Business etiquette • Corporate grooming • Corporate ground rules • Social niceties • Meeting protocol • Dining etiquette PROJECT TRAINING Project trainings are the time-to-time held training sessions held by the organization and with the help of experienced and learned employees to train students outside the Project on Training and Development at Sahara India 58
  59. 59. Projectsformba.blogspot.com organizations, in various practical fields, for the accomplishments of their compulsory projects Training evaluation Process: 1. What do you understand by training? Learning 0 Enhancement of knowledge, skill &attitude 4 Project on Training and Development at Sahara India 59
  60. 60. Projectsformba.blogspot.com Sharing information 0 All of the above 16 ANALYSIS The above result shows that most of the kartavyayogis of corporate HR are well aware of the definition, inputs and purpose of the training program. They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill. 2. Training is must for enhancing productivity and performance. Completely agree 17 Partially agree 3 Disagree 0 Unsure 0 Project on Training and Development at Sahara India 60
  61. 61. Projectsformba.blogspot.com ANALYSIS: The above result shows that mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training. It means somewhere their productivity and performance has been improved after the training program attended by them and it helped them to achieve their goal. 3. (i). Have you attended any training program in the last 01 year? Yes 20 No 0 Project on Training and Development at Sahara India 61
  62. 62. Projectsformba.blogspot.com ANALYSIS: 100% respondents had attended training program in the last 01 year. It means in corporate HR, Sahara India Pariwar, time to time training is provided to all the kartavyayogis and it is continuous process. (ii). If yes, which module of soft skill development training? Personality and positive attitude 3 Business communication 2 Team building and leadership 0 Stress management and work-life balance 2 Business etiquettes and corporate grooming 0 All of above 13 If any other ,please specify 0 Project on Training and Development at Sahara India 62
  63. 63. Projectsformba.blogspot.com ANALYSIS: 65% respondents had attended all the five modules of soft skill development training. But besides soft skill development training, Corporate HR Sahara India Pariwar should also provide product/process or skill based training to enhance the employability. 4.(i). After the training, have you given feedback of it? Yes 20 No 0 Project on Training and Development at Sahara India 63
  64. 64. Projectsformba.blogspot.com ANALYSIS: 100% respondent had given feedback after attending the training. It means each and every respondent are well aware of the importance of giving feedback. They know that their feedback is very important to identify the effectiveness and valuation of training program. (ii). If yes, through which method? Questionnaire 16 Interview 1 Supplement test 1 Any other 0 Project on Training and Development at Sahara India 64
  65. 65. Projectsformba.blogspot.com ANALYSIS: The above result shows that the questionnaire is the most popular method of evaluating the training program and other methods are not very much in practice in corporate HR, Sahara India Pariwar But since there are various other methods of evaluation of training program like interviews, supplement test, self diaries& observation so it should also implement the other methods also to identify the ROI (return on investment) & effectiveness and valuation of the training program. 5. Which method of post training feedback according to you is more appropriate? Observation 5 Questionnaire 3 Interviews 8 Self diaries 3 Supplement test 1 Project on Training and Development at Sahara India 65
  66. 66. Projectsformba.blogspot.com ANALYSIS: I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback of trainees but only 15% respondents are in favor of questionnaire because in it there is a possibility of getting inaccurate data and in this responding conditions are also not controlled. II. On the other side 40% respondents feel that interview is the most appropriate method of evaluating the training program because it is more flexible method, and in this they can get the opportunity for clarification and the most important thing is that in the interview, personal interaction is also possible. III. 25% are in favor of observation because this is non-threatening and is excellent way to measure the behavioral changes. IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement test. It means that Corporate HR, Sahara India Pariwar should also try to use other method of evaluation of training program. Project on Training and Development at Sahara India 66
  67. 67. Projectsformba.blogspot.com 6.(i). Do you think that the feedback can evaluate the training effectiveness? Yes 20 No 0 Project on Training and Development at Sahara India 67
  68. 68. Projectsformba.blogspot.com ANALYSIS: 100% respondents think that the feedback can evaluate the training effectiveness. It means that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware of the importance of taking feedback after the training. (ii).If yes, how can the post training feedbacks can help the participants? Improve job performance 1 An aid to future planning 3 Motivate to do better 2 All of the above 14 None 0 Project on Training and Development at Sahara India 68
  69. 69. Projectsformba.blogspot.com ANALYSIS: 70% respondent feel that the post training feedback can help the participants to improve their job performance, is an aid to future planning and can motivate to do better. It means that they are benefited by giving feedback of the training, attended by them. 6. Post training evaluation focus on result rather than on the effort expended in conducting training. Completely agree 14 Partially agree 6 Disagree 0 Unsure 0 Project on Training and Development at Sahara India 69
  70. 70. Projectsformba.blogspot.com ANALYSIS: 70% respondents are completely agree and 30% respondents are partially agree with the statement that post training evaluation focus on result rather than on the effort expended in conducting training program. It means that all the respondent are well aware of the purpose and objective of the post training evaluation. 7. What should be the approach of post training evaluation? Trainer centered 2 Trainee centered 2 Subject centered 8 All of the above 8 Project on Training and Development at Sahara India 70
  71. 71. Projectsformba.blogspot.com ANALYSIS: I. 40% respondents feel that the approach of post training evaluation should be subject centered and 40% respondent also feel that it should be trainer, trainee and subject centered. II. 10% respondents are in favor of trainee centered approach and 10% respondents are in favor of trainer centered approach. It means that the evaluation procedure should be implemented concerning trainer, trainee and subject. 8. What should be the ideal time to evaluate the training? Immediate after training 6 After 15 days 7 After 1 month 4 Can’t say 3 Project on Training and Development at Sahara India 71
  72. 72. Projectsformba.blogspot.com ANALYSIS: 35% respondent feel that training should be evaluate after 15 days.30% feel that it should be immediate after training. 20% feel that ideal time to evaluate the training is after 1 month and 15% are unsure. Since each respondent had attended different training program. So the ideal time of evaluation of training depends on types of training. It could be vary for different training. 9. Should the post training evaluation procedure reviewed and revised periodically? Yes 16 No 2 Can’t say 2 Project on Training and Development at Sahara India 72
  73. 73. Projectsformba.blogspot.com ANALYSIS: 80% respondents feel that the post training evaluation procedure should be reviewed and revised periodically. It means that it has to be a continuous process and be taken regularly by the line manager/Reporting manager of the participants. It could also be taken by peer group. Still 10% feel that the post training evaluation procedure should not be reviewed and revised periodically. It means they are satisfied with the post training evaluation procedure, followed by Corporate HR, Sahara India Pariwar. 10. Is the whole feedback exercise after the training worth the time, money and effort? Yes 18 No 2 Can’t say 0 Project on Training and Development at Sahara India 73
  74. 74. Projectsformba.blogspot.com ANALYSIS: 90% respondents feel that the whole feedback exercise worth the time, money and effort and 10% respondent are not agree with this. It means that feedback exercise is valuable and worthful for the participant to achieve their personal goal as well as for the organization. Still 10% are unsure about it. So there is a need to create awareness among them that how much the feedback exercise is important to identify the effectiveness and valuation of the training program, to identify the ROI, need of retraining and the points to improve the training 11.The post training feedback can be used: To identify the effectiveness and valuation of training program 3 To identify the ROI(return on investment) 2 To identify the need of retraining 0 To provide the points to improve the training 0 All of above 15 Project on Training and Development at Sahara India 74
  75. 75. Projectsformba.blogspot.com ANALYSIS: 75% respondents feels that post training feedback can be used to identify the effectiveness and valuation of training program, to identify the ROI, to identify the need of retraining and to provide the points to improve the training. And others are also aware of the importance of post training feedback. Project on Training and Development at Sahara India 75
  76. 76. Projectsformba.blogspot.com KEY FINDINGS • Mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill. • Corporate HR, Sahara India Pariwar , time to time training is provided to all the kartavyayogis and it is continuous process. • Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training. Project on Training and Development at Sahara India 76
  77. 77. Projectsformba.blogspot.com • Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar. • Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program. • Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time, money and effort. • Most of the participants are benefitted by giving feedback after attended the training. It motivated them to do better, helped them to increase their job performance and is an aid to future planning. • In Sahara India Pariwar, post training evaluation is used to identify the effectiveness and valuation of training program, to identify the ROI(return on investment), to identify the need of retraining and to provide the points to improve the training. Project on Training and Development at Sahara India 77
  78. 78. Projectsformba.blogspot.com Project on Training and Development at Sahara India 78
  79. 79. Projectsformba.blogspot.com CONCLUSION Professional competence describes the state-of-the-art, Area- knowledge, expertise and skill relevant for performing excellently within a specific functional department. This competence insures that technical knowledge is both present and used within a firm for the welfare of its stake-holders. To develop this competence regular Training and Development is required Therefore, Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In today’s Project on Training and Development at Sahara India 79
  80. 80. Projectsformba.blogspot.com business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs. Training evaluation is the important part of training process. It provides a feedback and help the sponsors and the resource persons for improvement at the level of individual performance and in the strategy formulation for training and development. Post training evaluation can be used to identify the effectiveness and valuation of training programme, to identify the ROI (return on investment), to identify the need of retraining and to provide the points to improve the training. Project on Training and Development at Sahara India 80
  81. 81. Projectsformba.blogspot.com LIMITATION OF THE STUDY 1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR LUCKNOW. So the study is subject to the limitation of area. 2. The time period of the study was only two six weeks which may provide a deceptive picture in comparison of the study based on long run. 3. Sampling size was of only 20, because only these people had attended soft skill development training. Project on Training and Development at Sahara India 81
  82. 82. Projectsformba.blogspot.com 4. Corporate HR, Sahara India Pariwar only provides soft skill development training, not skill based (product/process) training. So how can one evaluate the skill based training is still unresolved. 5. The study is based only on secondary & primary data so lack of keen observations and interactions were also the limiting factors in the proper conclusion of the study. Project on Training and Development at Sahara India 82
  83. 83. Projectsformba.blogspot.com SUGGESTIONS  The management must commit itself to allocate major resources and adequate time to training.  Ensure that training contribute to competitive strategies of the firm. Different strategies need different HR skill for implementation. Let training help employees at all levels acquire the needed skill.  Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all levels on a continuous and ongoing basis. Project on Training and Development at Sahara India 83
  84. 84. Projectsformba.blogspot.com  Ensure that there is proper linkage among organizational, operational and individual training needs.  Skill based training (product/process training) should also be provided.  Besides questionnaire other methods of post training evaluation should also be used like interviews, self diaries, observation and supplement test.  The evaluation procedure must be implemented concerning trainer, trainee and subject.  Post training feedback has to be continuous and should also be taken from line manager/superior & from peers to find out the effectiveness and valuation of training. Project on Training and Development at Sahara India 84
  85. 85. Projectsformba.blogspot.com Project on Training and Development at Sahara India 85
  86. 86. Projectsformba.blogspot.com BIBLIOGRAPHY BOOKS REFERRED: Make Training Evaluation Work – Jack.J.Phillips, ASTD Publishers Everything You Ever Needed To Know About Training – Kaye Thome & David Mackey, AMACOM-2007 Grooming Personality & Development – Elizibith Hurlok, Tata McGrawHill Project on Training and Development at Sahara India 86
  87. 87. Projectsformba.blogspot.com WEBSITE REFERRED: www.google.com www.saharaindia.com www.scribd.com www.wikepedia.com www.hrguide.com Project on Training and Development at Sahara India 87

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