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A Study on Training and Development Process

in Human Resources Consulting Firm

Prepared By:

Anshani Salim

IV SemesterMBA-Bu

11B6CMA013

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Definition:

Human Resource Management (HRM) is a management function that helpsmanagers recruits, select, train and develop members for an organization. Obviously, Human

resources management is concerned with the peoples dimension in organization. Obviously,

Human resources management is concerned with peoples dimension in organizations.

We quote three definitions on Human resources management. But before quoting the

definition, it is useful to point out the essentials which must find their place in any definition.

The core points are:

Organizations are not mere bricks, mortar, machineries or inventories. They are

people. It is the people who staff and manage organizations.

Human resources management involves the application of management functions and

principles. The functions and principle are applied to acquisitioning, developing,

maintaining, and remunerating employees in organization.

Decisions relating to employees must be integrated. Decisions on different aspects of

employees must be consistent with other human resource decisions. Decisions made must influence the effectiveness of an organization. Effectiveness of

an organization must result in betterment of services to customers in the form of high-

quality products supplied at reasonable costs.

Human resources management functions are not confined to business establishments

only. They are applicable to non-business organizations, too, such as education,

health care, recreation, and the like.

Training and Development:

The official and ongoing educational activities within an organization designed to enhance

the fulfillment andperformance ofemployees. Training and developmentprograms offered

by abusiness mightinclude a variety of educational techniques and programs that can be

attended on acompulsory orvoluntarybasisby staff.

Training and Dev elop ment i s an y a t t em p t to imp ro v e cu r r en t o r f u t u r ee m p l o y e e performance by increasing an employees ability to perform through

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learning, usually by changing the employees attitude or increasing his or her skills and

knowledge.

The need for Training and Development:

1. 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.

2. 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.

3. 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 employees.

4. Productivity Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

5. 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.

6. 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.

7. 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.

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8. Quality Training and Development helps in improving upon the quality of work

and work-life.

9. 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.

10. Health and Safety Training and Development helps in improving the health and

safety of the organization thus preventing obsolescence.

11. Morale Training and Development helps in improving the morale of the work

force.

12. Image Training and Development helps in creating a better corporate image.

13. Profitability Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

Need of study:

Human resource training and development is a critical aspect of the development of

a knowledge-workforce in India. The objective of this study is to examine challenges to the

effective management of Human resource training and development activities in human

resources consulting in India. The study revealedthree major challenges to the effective

management of Human resource training and development. These include a shortage of

intellectual Human resource development professionals to manage Human resource training

and development activities, coping with the demand for knowledge workers and fostering

learning and development in the workplace. It is hoped that the findings of this study will

1.

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provide human resources professionals with a clear understanding and awareness of the

various challenges in managing effective human resources training and development. Hence,

relevant and appropriate policies and procedures can be developed and implemented for an

effective management of Human resource training and development.

Statement of Problem:

Managing the development needs of a diverse employee population typically involves

assessing the performance issues and designing, developing and deploying training solutions.

Challenges faced in supporting employees in fast-paced environments, such as global

companies, include difficulty providing consistent new employee orientation programs,

supplying enriching yet cost-effective career development in complicated subject areas

including leadership or project management, and managing manpower performance during

rapid change

Organization faces rising cost and need to plan effectively so that they can

effectively recruit and hire the best manpower. Due to lack of Training and Development the

customer satisfaction will be effected, It leads to slow growth of organization.

Our manpower is scattered geographically, with efficient working of human resources

consultancy various Organization can select their required manpower from a single place that

help them to reduce cost and saves time.

Methodology:

Methodology chosen to study about the above problem is

1. primary data

2. secondary data

Primary data

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The main reason for choosing primary data for studying the above problem is through

primary investigation I can able to find current problems and make relevant solution for the

problem.

Secondary dataVarious resources:

reference

articles

books

websites and Google

Objectives:

To ascertain the effect of training and development in employees performance.

To study about organizational style participative training and development

To evaluate various resources of training and development

To evaluate various alternatives in selection of Trainer of for training and

development

To determine the exact time for training and development

Sampling:

Sampling is the process of learning about the population on the basis of a sample

drawn from the population. The sampling technique used in the study is

1. Simple random sampling

2. Purposive sampling

By selecting simple random sampling technique each and every unit in the population has an

equal opportunity of being selected in the sample. Selection of items is just a matter of

chance.

Purposive sampling, also known as judgmental, selective or subjective sampling, is a type of

non-probability sampling technique. Non-probability sampling focuses on sampling

techniques where the units that are investigated are based on the judgment of the researcher.

The above mentioned sampling method is very useful to my study because it helps to find an

appropriate solution for the research I had made.

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Plan of Analysis:

Study the statistical dominantly Chi-square or annova.

Study degree of impact correlation

1. An organizations goals and its effectiveness in reaching this goals

2. Gaps between employees skills and the skills required for effective current job

performance.

3. Gaps between employees skills and the skills required for effective current job

performance

4. The conditions under which the human resources development activity will occur.

Proposed Chapter Scheme:

Chapter 1:

PROJECT ABSTRACT:

Project Definition

Objective of the Project

Limitation of the Project

Target Audience

Chapter 2:

COMPANY PROFILE:

History of the Company

Area of Operation

Members and Membership Capital

Staff Welfare

Organization Structure

Chapter 3:

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Training and human resources development process model.

Chapter 4:

ASSESSMENT:

Assess needs.

Training needs analysis form

Analyzed data.

Behavioral training data.

Functional training data.

Chapter 5:

DESIGN:

Define Objectives

Develop a Lesson Plan

Program Announcement

Program Outline

Acquire a Material

Select a Trainer

Schedule the Program

Chapter 6:

IMPLEMENTATION:

Deliver the HRD Program

Available methods and Techniques

On-the-job Training Methods

Classroom Training Approaches

Chapter 7:

EVELUATION: Program Evaluation Form

Available Models for HRD Evaluation

Evaluation Design

Lecture Rating Form

Purpose of HRD Evaluation

Chapter 8:

CONCLUSION

Chapter 9:

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BIBLIOGRAPHY.