Findings of Training Outcome Analysis of the Training Programmes run by HRDC at Lovely Professional University

1. TRAINING OUTCOME ANALYSIS OF HUMAN RESOURCE
DEVELOPMENT CENTER PROGRAMS ORGANISED AT LOVELY
PROFESSIONAL UNIVERSITY WITH SPECIAL REFERENCE TO
MITTAL SCHOOL OF BUSINESS
By:
MATHEWS LUNYETO NYIRENDA
Registration No: 11806468

2. WELCOME TO LPU, INDIA

3. PRESENTATION OUTLINE
• Introduction to Lovely Professional University
• Background to HRDC
• HRDC Mission
• HRDC Core Functions and Programs Offered
• Project Report
• General Summer Training Assignments
accomplished
• Challenges encountered and Solutions
• Lessons Learnt/Conclusions

4. INTRODUCTION
• The university was established in 2005 by Lovely
International Trust, under The Lovely Professional
University Act, 2005 (Punjab Act 25 of 2005)
• The University started its operations in 2006 and by
2019 LPU campus has become a complete world in
itself having more than 30,000 students from 29
states of India and 3000 foreign students from
more than 50 countries of the world.

5. LPU VISION
“To be a premier academic institution, recognized
internationally for its contribution to industry and
society through excellence in teaching, learning,
research, internationalization, entrepreneurship
and leadership”

6. LPU MISSION
• To transform education through academic rigour,
practical orientation and outcome based teaching;
• To develop and implement a relationship of
cooperation between industry and academia;
• To undertake impactful research addressing local,
national and global challenges;
• To prepare graduates to be lifelong learners with
strong analytical and leadership skills;
• To develop global professionals and entrepreneurs
with innovative spirit, tolerance and desire to make a
difference to the society.

7. LPU RECOGNITIONS AND MEMBERSHIP
• LPU is recognized by the University Grants
Commission, India (UGC), the National Council for
teachers Education (NCTE), and the Council of
Architecture (COA)
• LPU IS approved by the Pharmacy Council of
India (PCI)
• LPU is a member of the Association of Indian
Universities (AIU)
• School of Business is a member of the Association
of Commonwealth Universities (ACU)

8. ACCREDITATIONS
Internationally, LPU is accredited by the Accreditation
Council for Business School and Programs (ACBSP),
USA.
LPU's School of Agriculture is accredited by the Indian
Council of Agricultural Research (ICAR).
The University is ranked high on various parameters by
government bodies and other credible organisations. It
also has the distinction of being the first private
university/college in India to get ICAR accreditation
from Ministry of Agriculture, Govt. of India for its
Agriculture programmes.

9. LPU- HRDC
• Human Resource Development Centre (HRDC) is an
entity established under the aegis of Lovely
Professional University for professional development
of staff in order to subscribe to the attainment of LPU
Vision and mission statements.
• The Center was established in 2014 and as of now has
five departments as presented in the organisational
structure below;

11. HRDC MISSION
• Human Resource Development Center aims at
providing excellent professional development
opportunities to faculty members, administrative
staff and external participants, assisting them in
reaching their full potential through learning that is
job relevant and easily transferrable to the
workplace.

12. HRDC FUNCTIONS
1. Competence development
2. Building healthy work culture practices
3. Capacity building for research and development
4. Organizational development through professional
development.

13. PROGRAMS OFFERRED AT HRDC
• In-House Faculty Development Programs (FDP)
• In-House Staff Development Programs (SDP)
• Outreach Training Programs (OTP) : Academics and corporate
• Management Development Programs (MDP)
• Massive Open Online Courses (MOOCs)
• Short Term Industrial Attachment

14. SUMMER INTERNSHIP PROJECT REPORT
PROJECT TITLE:
“Training Outcome Analysis of Human
Resource Development Center Programs
Organised at Lovely Professional University
with Special Reference to Mittal School of
Business”.

15. OBJECTIVE OF THE STUDY
• The study was conducted to satisfy the objective:
Training Outcome Analysis of Human Resource
Development Programs Organised at Lovely
Professional University with Special Reference to
Mittal School of Business

16. APPROACH TO THE STUDY
To accomplish the objective, a Primary Research was
conducted targeting faculty members of Mittal
Business School. Then, a population of 75 faculty
members who were in the database of HRDC.

17. RESEARCH DESIGN
• A sample of 30 faculty members was sampled from
a population of 75 using sample table as each
member of faculty was assigned a numerical
number ranging from 1-75, and a structured
questionnaire was distributed to all 30 sampled
members of the faculty using email addresses
through internet and others were distributed
manually to individual members.

18. RESEARCH QUESTIONS PRESENTED TO
RESPONDENTS
• The questionnaire had four main aspects;
A. Demographic details of Respondents
B. Assessment of effectiveness of Administrative
aspects of Training Programs
C. Assessment of effectiveness of Academic
aspects of Training Programs
D. Assessment of the strength of Training
Programs in meeting Professional Desired
Outcomes

19. PART A
Taking into consideration a particular training ,How do you evaluate
administrative Aspects of Training Programs you attended at LPU
Metric
Variables
Rating scale
5
Outstanding
4
Very Good
3
Good
2
Poor
1.
Very Poor
Organisation
Management
Venue
Basic Statements Offerred to
Respondents to Give Feedback

20. PART “B”
Taking into consideration one particular Training, how do you evaluate
the effectiveness of Training Programs on the basis of Academic Aspects
(Please Tick the appropriate box for each variable)
Metrics
Variable
Rating scale
5
Outstanding
4
Very Good
3
Good
2
Poor
1.
Very Poor
Content
Delivery
Relevance
Too Long Long Adequate Short Too Short
Duration

21. PART C
Taking into consideration one particular Training, How do you
assess the strength of Training Programs in meeting desired
Training outcomes as guided by the following statements
Metric Variables Rating Scale
5
Strongly Agree
4
Agree
3
Neutral
2
Disagree
1
Strongly
Disagree
i) Training Programs I
attended increased
my scope of
knowledge:
i) Training Programs
helped me to
improve my job
performance at LPU

22. iii. Training Programs sharpened
my teaching skills
iv. Training programs have reduced
students’ doubts after teaching
session.
v. Training Programs have
reinforced positive attitude
towards my job
vi. Training programs have made
me more productive than
before

23. DATA COLLECTION
• The questionnaire was distributed to all sampled
faculty members (30) and 29 respondents gave
their feedback representing 97%. 1 did not submit
the feed back.
• Data collected was analysed using Tableau and
SPSS software and the result is presented as below;

24. FACULTY PARTICIPATION:
Participation by Gender
The chart show that:
 52% of the respondents
were females.
 48% of the respondents
were males.

25.  The result indicate that 62%
of the respondents were
from the age range of 25-
34
 31% of the respondents
were from the age range of
35-44.
 7% of the participants were
from the age range of 45-
54
PARTICIPATION BY AGE

26. PARTICIPATION BY ACADEMIC
QUALIFICATION
The chart show that:
 72% of the respondents
were holders of Masters
Degree.
 28% of the respondents
were holders of Ph.D.

27. The result indicate that:
 17% of the respondents
attended 1-3 training
programs.
 38% of the respondents
attended 4-6 trainings.
 28% of the respondents
attended 7-10 trainings.
 17% attended more than
10 trainings.
PARTICIPATION :
NUMBER OF TRAININGS ATTENDED

28. Assessment of effectiveness of training
programs on the basis of Organisation
The chart show that:
 93% of the respondents
were satisfied with the
organisation of the training
programs.
 7% of the respondents
were dissatisfied with the
organisation of the training
programs.

29. Assessment of effectiveness of training
programs on the basis of Management
The result show that:
 90% of the respondents
were satisfied with the
management of the
training programs.
10% of the respondents
were dissatisfied with the
management of the
training programs.

30. Assessment of effectiveness of Training
programs on the basis of Venue
The result of an assessment
show that:
93% of the respondents were
satisfied with the venue of
the training programs.
7% of the respondents were
dissatisfied with the venue of
the training programs.

31. Assessment of effectiveness of Academic Aspects of
considering one particular Training Programs:
DELIVERY TECHNIQUES
The chart indicate that:
93% of the respondents were
satisfied with the delivery
techniques employed during
training programs.
7% of the respondents were
dissatisfied with delivery
techniques.

32. Assessment of effectiveness of training
programs on the basis of material content
The result show that:
 86% of the respondents
were satisfied with the
quality of the material
content delivered during
training programs.
 14% of the respondents
were dissatisfied

33. Assessment of effectiveness of training
programs on the basis of Relevance to the
jobs
The chart indicate that:
 86% of the respondents
found the training
programs relevant to
their jobs.
 14% of the respondents
found that training
programs were
irrelevant to their jobs.

34. Assessment of the effectiveness of
training programs on the basis of duration
The chart show that:
• 83% of the respondents
enjoyed the training
programs.
• 17% of the respondents
were bored with the training
programs’ duration.

35. Assessment of the Strength of Training
Programs on the basis of Increasing scope of
knowledge
This means that:
 69% of the respondents
agreed to the statement
that training programs
increased their scope of
knowledge.
 21% remained neutral
 10% disagreed with the
statement

36. Assessment of the strength of training
programs on the basis of Motivation
The result means that:
 62% of the faculty agreed
to the statement that they
were motivated by the
training programs.
 17% remained neutral.
 21% disagreed to the
statement.

37. Assessment of the Strength of training
programs on basis of Honing skills of faculty
This result indicate that:
 62% of the respondents
agree to the statement
that training programs
honed their skills.
 21% of the respondents
remained neutral.
 17% of the respondents
disagreed to the
statement.

38. Assessment of strength of training programs
on the basis of reducing student’s doubts
The chart show that:
55% of the respondents
agree to the statement
that training programs
reduced student’s doubts
after session.
31% remained neutral
14% disagreed with the
statement.

39. Assessment of Strength of training programs
on the basis of reinforcing positive attitudes
The result indicate that:
 66% of the respondents
agreed to the statement
that training programs
reinforced positive
attitudes towards their job.
 17% remained neutral.
 17% disagreed to the
statement.

40. The chart indicate That;
 62% of the
respondents agreed
to the statement that
Training Programs
increased their
productivity
 24% remained neutral
 14% disagreed to the
statement
Assessment of the Strength of Training
Programs on the basis of increasing
productivity

41. Reflection on Assessment of Training programs
on the basis of Administrative Aspects
The chart show that:
 90% of the respondents
were satisfied with the
administrative aspects of the
training programs
 10% of the respondents were
dissatisfied with the
administrative aspects of the
training programs.

42. Reflection on Assessment of Training
Programs on the basis of Academic
Aspects
The chart indicate that:
 90% of the respondents
were satisfied with the
academic aspects of the
training programs.
 10% of the respondents
were dissatisfied with
the Academic Aspects of
the Training Programs

43. Reflection on Assessment of Training
Programs on the Basis of Meeting
Professional Desired Outcomes
The result indicate that:
 76% of the respondents
agree to the statements
that desired Training
Program Outcomes were
achieved.
 10% remained neutral
 14% disagreed to the
statements.

44. RESULT IMPLICATIONS AND
RECOMMENDATIONS
1) From findings of the Administrative aspect of the
training programs run by HRDC, the implication is
that Training programs are being properly
organised, managed, and the venues are of the
standards that provide a learning environment for
the participants. However, 10% of participants
have expressed dissatisfaction and I recommend
that HRDC take steps to tress the causes for
dissatisfaction and make improvement in future
programs to reduce the % of dissatisfied faculty.

45. 2) From findings of reflection on Academic Aspects
of the training programs, the implication of the
result is that 90% of the participants were satisfied
with the delivery, content, Relevance, and
duration of the training programs organised by
HRDC at LPU. However, 10% of the participants
were dissatisfied in other areas, I therefore,
recommend that HRDC should periodically review
Training Needs to ensure that training programs
are targeting to address the real needs of the
faculty.

46. 3) From the findings of the reflection on strength
of the training programs on the bases of
meeting professional desired outcomes, the
result indicate that 76% of the respondents
agreed to the statements that they have met
their professional desired outcomes out of
attending Training programs. However, 24% of
the respondent (10 Neutral and 14
Disagreements) felt that training programs have
not affected them. I therefore, recommend that
basing on TNA reviews and schools objectives,
appropriate trainings should be designed for the
right groups to bring about change.

47. CONCLUSION DRAWN FROM THE RESULT ON
THE BASES OF THE HYPOTHESES
• Since 76% of the respondents have consented to the
statements that Training and Development Programs
have made them satisfy their Professional Desired
Training Outcomes, it is therefore, concluded that
Training Programs organised and run by HRDC at LPU
significantly affect faculty members in meeting
desired Training Program Outcomes at Mittal School
of Business. We therefore fail to reject the null
hypothesis as framed in the research proposal.

48. FDP ENHANCING, MOTIVATING, AND
REDUCING ATTRITION AT LPU

49. SUMMER INTERNSHIP
GENERAL TRAINING ASSIGNMENTS
1) Development of Pictorial Video Presentations-
This exposed me to secondary data collection,
data organising and preparation, creation of
power point slides, selection of animation,
insertion of wave sound in the animated
presentation, and creation of animated videos.

50. Short break to have a feel of one of the
videos created during my summer
training at HRDC (3 minutes)
HRDC Programs Pictorial Story:

51. 2) Development of power point Web Animated
Presentations- This assignment advanced my
experience with Power Point Presentations and
learnt how to add training programme outcomes
as text to presentation slides, selection and
preparation of appealing pictures for web
presentations, and creation of separate folders for
each outreach training programme.

52. 3) Administration of workshop attendance for the
participating members of faculty- This exposed me
to training programme implementation, workshop
delivery techniques, and class management. I also
learnt the significance of holding patience when
handling people of higher profile during workshop
management.

53. 4) Document Content editing- This exposed me to
content analysis, grammar checks, and
development of professional technical terms that
fits better with Faculty Training Programmes. I
learnt how to quickly scroll over a big document
by use of command and also how to search text in
excel while linking up with a word document.

54. CHALLENGES ENCOUNTERED AND
SOLUTIONS
I. Verbal Language problems were there which created
some gaps in giving and taking instructions and/or
asking for information. This challenge was addressed
by resorting into written instructions and use of signs.
II. Limitations in accessing departmental Information.
This challenge was resolved by the Dean intervention
by explaining our mission and status as students in
internship to members of staff and freed them to
provide relevant information that we might have
asked.

55. LESSONS LEARNT
• From my summer internship I have learnt that;
–Accomplishing organisational goals is not a one
man show but a team work and collaborative
spirit.
–Becoming an HR specialist requires high levels of
human relations and patience.
–Designing effective training programs requires
thoroughly assessment of training needs and
instructional designing should be based on real
needs and perceived audience deficiencies.

56. TIME FOR QUESTIONS AND COMMENTS

57. END OF MY PRESENTATION
THANK YOU