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A Study On Training And Development

Process In H R Consulting Firm

Prepared By:

Anshani Salim

IV Semester

MBA-Bu

11b6cma013

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Definition:

Human Resource Management (HRM) is a management function that helps

managers recruits, select, train and develop members for an organization. Obviously, HRM is

concerned with the peoples dimension in organization. Obviously, HRM is concerned with

peoples dimension in organizations.

We quote three definitions on HRM. 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.

HRM 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 (HR) 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.

HRM 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 & Dev elop ment i s an y a t t emp t to imp ro v e cu r r en t o r fu tu r e

e m p l o y e e performance by increasing an employees ability to perform through

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

knowledge.

http://www.investorwords.com/3398/official.htmlhttp://www.investorguide.com/definition/activity.htmlhttp://www.businessdictionary.com/definition/organization.htmlhttp://www.investorwords.com/2105/fulfillment.htmlhttp://www.businessdictionary.com/definition/performance.htmlhttp://www.investorguide.com/definition/employee.htmlhttp://www.investorguide.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/program.htmlhttp://www.businessdictionary.com/definition/program.htmlhttp://www.investorguide.com/definition/business.htmlhttp://www.investorguide.com/definition/include.htmlhttp://www.investorguide.com/definition/include.htmlhttp://www.businessdictionary.com/definition/technique.htmlhttp://www.investorwords.com/1017/compulsory.htmlhttp://www.investorwords.com/1017/compulsory.htmlhttp://www.investorguide.com/definition/voluntary.htmlhttp://www.investorguide.com/definition/voluntary.htmlhttp://www.investorguide.com/definition/basis.htmlhttp://www.investorguide.com/definition/basis.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.investorguide.com/definition/activity.htmlhttp://www.businessdictionary.com/definition/organization.htmlhttp://www.investorwords.com/2105/fulfillment.htmlhttp://www.businessdictionary.com/definition/performance.htmlhttp://www.investorguide.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/program.htmlhttp://www.investorguide.com/definition/business.htmlhttp://www.investorguide.com/definition/include.htmlhttp://www.businessdictionary.com/definition/technique.htmlhttp://www.investorwords.com/1017/compulsory.htmlhttp://www.investorguide.com/definition/voluntary.htmlhttp://www.investorguide.com/definition/basis.htmlhttp://www.businessdictionary.com/definition/staff.htmlhttp://www.investorwords.com/3398/official.html

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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 teamwork, 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 (HR T&D) 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 HR T&D activities in H R consulting in India.

The study revealedthree major challenges to the effective management of HR T&D. These

include a shortage of intellectual HRD professionals to manage HR T&D 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 provide HR professionals with a

clear understanding and awareness of the various challenges in managing effective HR

1.

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training and development. Hence, relevant and appropriate policies and procedures can be

developed and implemented for an effective management of HR T&D.

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

help them to reduce cost and saves time.

Methodology:

Objectives:

1. To impart to new ent rants the basic knowledge and ski l l

they need for an intelligent performance of definite tasks.

2. To ensure that each employee i s equipp ed wi th

capabi l i t ies to perf orm various tasks associated with his role.

3. T o a s s i s t e m p l o y e e s t o f u n c t i o n m o r e e f f e c t i v e l y

i n t h e i r p r e s e n t p o s i t i o n s b y exposing them to the latest

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concepts, information and techniques and developing the skills

they will need in their particular fields.

4. To help the employee develop as an individual so that the

or gan iz a ti on can reco gn iz e and use the maximum possible

potential of its employees.

5. T o h e l p e m p l o y e e s w o r k a s t e a m m e m b e r s s i n c e

n o i n d i v i d u a l c a n a c c o m p l i s h t h e goals of the organization

single handedly.

Methodology chosen to study about the above problem are

1. primary data collected from various H R consulting agencies

2. Analyzing the Data prepared earlier.

3. Information taken from various H R consultancy web site.

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.

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. Stratified random 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.

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In stratified random sampling is one of the random methods which, by using the

available information concerning the population, attempt to design a more

efficient sample then obtained by simple random procedure. The population is

sub-divided into homogeneous group and random sample is drawn from

stratum.

The above mentioned sampling methods is very useful to my study because it

helps to find an appropriate solution for the research I had made.

Plan of Analysis:

From the data collected I will assess the following

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 HRD activity will occur.

Proposed Chapter Scheme:

Chapter 1:

PROJECT ABSTRACT:

Project Definition

Objective of the Project

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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:

TRAINING AND HRD 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

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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:

Bibliography .