Final Report- Mayura

8/6/2019 Final Report- Mayura

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EVALUATION AND DESIGNING OF NEW FEEDBACKFORMS

FOR

RASHTRIYA CHEMICALS & FERTILIZERS LTD.

Submitted by

MAYURA RAMTEKE

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ACKNOWLEDGEMENT

I wish to express my deep sense of gratitude to our trainingguides Mrs. Nayana Mendhi (Training Manager) and Mrs.Rupali Wadhwani.

I am also thankful to Prof. Mrs. Neeta Krishnan.

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INDEX

Sr. no Title Pg no

1 Executive Summary 1

2 Company Profile 2

3 Project design and methodology 9

4 Theoretical framework of training and

evaluation of training

11

5 Presentation and Interpretation of Data 22

6 Conclusion & Suggestions 24

7 Bibliography 29

8 Annexure 30

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EXECUTIVE SUMMARY

Training is a process of learning a sequence of programmed behavior. It is the

application of knowledge. It gives people an awareness of the rules and

procedures to guide their behavior. It attempts to improve the performance on

the current job or prepare them for an intended job. Most organizations,

whatever their size, invest time and money developing their staff. Whether it is

training them on how to use a new piece of software, complete a form, give

good customer service or write a professional letter, training is an essential

part of every organizations management.

Evaluation is the process of finding out how a course or any other training

exercise has affected the organization. The three aspects that can be

evaluated are - participants reaction to the program, what the trainees

learned from the program and to what extent their on-the-job behavior

changed as a result of the program.

The objective of the study undertaken was to evaluate the current feedback

form used for external training for the employees of Rashtriya Chemicals &

Fertilizers Ltd. and to provide the company with a new feedback form. The

feedback forms of sixty-three employees were evaluated for the period

December 2005 - April 2006.Scores were allocated to this form and on the basis

of these scores the effectiveness of the training programmes were analyzed.

Due to certain disadvantages present in the current feedback form a new

feedback form was prepared. The new form prepared contains less number of

subjective questions, is quantified and can be easily evaluated.

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COMPANY PROFILE

RCF MISSION STATEMENT:

a) To produce fertilizers and chemicals efficiently, economically and in

environment friendly manner.

b) To serve the farmers and other customers with quality products along with

support services.

c) To join hands in the growth of national economy.

RCF POLICY AND OBJECTIVES:

Policy:

Rashtriya Chemicals and Fertilizers Limited Commits to Produce and Market

Fertilizers and Industrial Chemicals of Excellent Quality by using modern and

Eco-Friendly Technology to meet the requirements of customers. RCF will alsoendeavor to fulfill its obligation to society at large by continuous improvement

and growth.

Objectives of the Company:

a) To produce and market fertilizers and chemicals efficiently and

economically in environmentally sound manner.

b) To maintain optimum levels of efficiency and productivity in the use of

resources and to secure optimal return on investment.

c) To take up and implement the schemes for saving energy.

d) To promote self-reliance in Companys operations including process know-

how, design, engineering, erection, commissioning, operation and maintenance

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of plants and marketing of products with special emphasis on Research and

Development.

e) To aim at international standards of excellence in production and quality of

products and services.

f) To continuously upgrade the quality of human resources and promote

organizational and management development.

g) To enhance safety standards.

h) To care for and protect the environment and minimize the harmful effects

of emissions, atmospheric discharges and effluents by conforming and also

improving up on the standards laid down by Pollution Control Authorities.

i) To ensure corporate growth by expansion as well as diversification.

j) To care for the community around especially SC/ST and other backward

classes.

BRIEF HISTORY:

Rashtriya Chemicals & Fertilizers Ltd., a Government of India Undertaking,

registered under the Companies Act 1956 was incorporated on March 6, 1978 on

re-organisation of the erstwhile Fertilizers Corporation of India Limited and

National Fertilizers Limited. The company is engaged in production and

marketing of chemical fertilizers, bio fertilizers, and industrial chemicals with

its manufacturing units at Trombay and Thal and marketing offices in most of

the states. RCFs Trombay unit has 20 operating Plants while its Thal Unit is the

largest plant in Asia with a capacity to produce 4500 TPD of Urea which

incorporates the state of the art technology. During last two decades the

company with sustained expansion, diversification and modernization

programs, has come a long way and is now recognized as a leader in the

fertilizer industry in the country. Rashtriya Chemicals & Fertilizers Ltd. has

been graded as Excellent Company under the MOU rating by the Government

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of India for its overall performance in the last several years. Rashtriya

Chemicals & Fertilizers Ltd. has been given Mini Ratna status by Government

of India and is entitled for greater autonomy in taking several major decisions

of corporate governance without the approval of the Government.

RCF'S TROMBAY PRODUCT RANGES:

Chemical

Fertilizers

Bio Fertilizers

&

Micronutrients

Intermediates By

Products

Industrial

Chemicals

Ujjwala(Urea)

Phosphoroussolubilizing

Bacteria (PSB)

Ammonia CarbonDioxide

Methanol

Suphala

(15: 15: 15)

Biola Nitric Acid Gypsum Methylamines

(Mono, Di &

Tri)

Suphala

(20: 20: 0)

ANP

Microla Sulphuric

Acid

Calcium

Carbonate

Conc. Nitric

Acid

Nimola (Coating

Agent)

Phosphoric

Acid

Dil.

Sulphuric

Acid

Ammonium

Bicarbonate

Ammonium

Nitrate

N-15 Sodium Nitrate

Sodium Nitrite

Argon

R.C.F.S MANPOWER DETAILS:

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The breakup as on 1.4.2006 is as follows:

Sr.No.

Posted at

Posted at

TotalTrombay

A

Thal

B

Area Offices(Excluding. A

& B)1 Top Management (DGM &

above)41 13 10 64

2 Middle Management (ACE &CE)

156 57 153 366

3 Officers

(AFM to Dy. CE)721 476 329 1427

4 Workers 2129 1248 249 3626

5Directly registered Mathadiworkers through statutory

board

915 734 0 1649

6 Registered Mathadi Workers 296 0 0 296

Grand Total 4258 2528 741 7428

ORGANIZATIONAL STRUCTURE:

In public enterprises government plays an important role in determining theorganization structure of the unit. The organization structure is not static, but

may change from time to time in response to the needs of the situation.

In RCF, the chairman and the managing director (CMD) is the chief executive of

the company. He is charged with the responsibility of implementing the policy

decisions taken by the board of directors and formulating the procedures and

rules for policy implementation. There are 5 executive directors on the

companys board working under the overall supervision of chairman of the

board who also is the managing director of the company. The general manager

is the higher managerial authority and is a government appointee. For the day

to day functioning of the company he keeps in touch with executive directors,

he reports to and is answerable to the managing directors only.

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The heads of functioning departments are in turn assisted by managerial

personnel each responsible for a separate department.

MARKETING:

RCF Ltd. provides a full range of marketing services including sales fertilizers

promotions, agricultural research and free agronomical services. Fertilizer

marketing is carried out through a well knit organization of dealers covering

the states of Maharashtra, Gujarat, MP, Rajasthan, Andhra Pradesh, Tamil

Nadu, Kerala, Karnataka, Delhi, UP, Punjab, Haryana, Bihar & West Bengal.

RESEARCH AND DEVELOPMENT:

The companys research and development department monitors the research

work of institution so that it may be adapted for the companys operation. It

promotes external research projects and undertakes direct research in selected

areas inclusive of finding more and better uses for the industrial chemical it

manufactures.

CORPORATE MANAGEMENT DEVELPOMENT CENTRE:

The centre was found for promoting the managerial excellence in organization.

Some of the activities of centre includes- In house management consultancy,

Organizing management development programmes, conducting small group

activities at shop floor level, Systems Development and Evaluation, Training of

Vocational students from academic institutes, and persons sponsored by other

organizations, Organizing part time Diploma course for employees of the

organisation as well as other organizations.

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HUMAN RESOURCES:

RCF Ltd. believes that its people are its most important asset. The company

also has a well designed system of giving personal attention, guidance and

counseling services to new recruits thereby keeping their motivation levels

high. In future it also has plans for reducing talent drain through a system of

conducting Exit Interviews, creating an environment full of open culture,

encouraging creativity and also enhancing mutual trust in order to maintain

high employee motivation.

Core Strengths of HRD Function:

1) To develop and strengthen Technical & Managerial competencies of Human

Resource on continuous basis to meet organizational objectives.

2) To enhance employability of youth by imparting knowledge & skills specified

under Apprenticeship Act

3) To provide support for organizational development interventions such as

Quality Circle, ISO-14001 and other productivity improvement schemes.

4) To provide Research, Consultancy & Counseling Services v extending theexpertise of HRD services to other organizations.

FINANCE:

The major thrust area for the company is the optimum utilization of

resources .The Company has a system of planning and budgeting every year, so

as to ensure efficient working capital and funds management. The company has

consistently increased its profits, year after year, thereby resulting in

increased resources and surplus.

Overall Outstanding Achievements and Recognition:

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RCF has made outstanding contribution to the life of farmer community by

supplying different kinds of chemical fertilizers and bio fertilizers at cheap and

affordable prices. RCF has also made conspicuous contribution towards

protection of environment, greenery development, health, sanitation, safety

and committed in discharging its social responsibilities through rural

development, organizing blood donation camps, adoption of villages, adoptionof students particularly from backward classes and giving them free education,

free medical check-up of employees and school children, relief at the time of

disaster, imparting training to the ladies clubs from surrounding places for

gardening etc.

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PROJECT DESIGN AND METHODOLOGY

OBJECTIVE OF THE STUDY:

The main objective of the study was to evaluate the current (external training)

feedback form and to prepare a new feedback form.

SIGNIFICANCE OF THE STUDY:

Considering the importance and characteristics of the subject, this study has

been undertaken to evaluate the current feedback form used for external

training and to provide RCF with a new feedback form.

PERIOD OF THE STUDY:

The period of the study was from 3/5/06- 20/6/06

METHODOLOGY FOR DATA COLLECTION:

The data for the project was collected using secondary data i.e. feedbackreports of the training undergone by the employees. This study was

confined to external training. The questionnaire/survey method was used to

carry out the research. The data collected was analyzed and evaluated on

the basis of accuracy of the data, content of the data and the objective for

which data was collected.

RESEARCH DESIGN:

Research design is conclusive because:

1. Information needed is clearly defined

2. Research project is formal and structured

3. Data analysis is quantified

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4. Findings will be used as inputs in decision making.

Research design is causal because:

1. Cause: To provide training.

2. Effect: Training is effective or not effective.

SAMPLING METHOD:

Non- probability sampling method was used.

SAMPLE & SAMPLE SIZE:

The feedback forms of sixty-three employees were evaluated for the period

December 2005 - April 2006.

SCALE USED:

Likert scale was used for scoring and Interval scale was used for analysis.

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THEORETICAL FRAMEWORK OF TRAINING ANDTRAINING EVALUATION

MEANING OF TRAINING:

Training is a process of learning a sequence of programmed behavior. It is the

application of knowledge. It gives people an awareness of the rules and

procedures to guide their behavior. It attempts to improve the performance on

the current job or prepare them for an intended job. Training is a short term

process utilizing a systematic and organized procedure for learning technical

knowledge and skills for a definite purpose. The training is a systematic

program of the organization that aims at increasing the attitudes, skills and

abilities of the workers to perform specific jobs. By training the employee will

acquire new manipulative skills, technical knowledge and problem solving

ability.

Objective of the training is to develop specific and useful knowledge, skills and

techniques. It is intended to prepare people to carry out pre-determined tasks

in well defined job context. Training is basically task oriented activity aimed at

improving performance in current or future jobs. Training of any kind should

have as its objective the redirection or improvement of behavior so that the

performance of training becomes more useful and productive for himself and

for the organization of which he is a part. Training normally concentrates on

the improvement of either operative skills, interpersonal skills and decision

making skills or a combination of these.

NEED FOR TRAINING:

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To increase productivity

Instruction can help employees increase their level of performance on their

present assignment. Increased human performance often directly leads to

increased operation productivity and increased company profits.

Quality-

Better informed workers are less likely to make operational mistakes. Quality

increases maybe in relation to accompany a product or service or in reference

to the intangible organizational employment atmosphere.

To help a company fulfill its future personal needs-

Organizations that have a good internal education program will have to make

less drastic manpower changes and adjustments in the event of sudden

personal alternations. When the need arises organizational vacancies are more

easily staffed from internal sources if a company initiates and maintains an

adequate instructional program for both its non-supervisory and managerial

employees.

Improve organization climate

An endless chain of positive reactions results from a well planned training

program. Production and product quality may improve. Financial incentives

may then be increased.

To improve health and safety-

Proper training can help prevent industrial accidents. A safer work environment

leads to more stable mental attitudes on the part of the employees.

Prevent obsolescence-

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Training program fosters and initiates the creativity of the employees and helps

to prevent manpower obsolescence which may be due to age, temperament or

motivation or the inability of a person to adapt himself to technology.

IMPORTANCE OF TRAINING:

Training is the corner stone of sound management for it makes employees more

effective and productive. The importance of training as a means of improving

productivity is increasingly recognized. Changing technology and patterns of

work mean that training must be a continuous process throughout a working

life. Skills acquired for one job may also be transferred, modified and

supplemented for other jobs. Training makes the employees more effective and

productive.

Training is a practical and vital necessity because it enables employees to

develop and rise within the organization. It moulds the employees attitudes

and helps them to achieve a better co-operation with the company and a

greater loyalty to it. The management is benefited in the sense that high

standards of quality are achieved, satisfactory organizational structure is built

up, authority can be delegated and stimulus for progress applied to employees.

Training, moreover heightens the morale of the employees for it helps in

reducing the dissatisfaction, complaints, grievances and absenteeism, reduces

the rate of turnover.

Further trained employees make a better and economical use of materials and

equipment therefore wastage and spoilage are lessened and the need for

constant supervision is reduced.

The values of training as pointed by Michael J. Jucius are:

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1. Training serves to improve employee skill that in turn increases the

quantity and quality of output.

2. The relative amount of equipment and material required to produce a

unit of output is decreased.

3. Executive effort will tend to shift from the disagreeable need ofcorrecting mistakes to the more pleasant tasks of planning more and

encouraging expert employees.

4. The various increases in productivity should find reflection in increased

returns to both employer and employee.

As training is important in the same way conducting the training systematically

is also very important. Training needs should be assessed first then training

objective should be prepared, then training program should be designed and

implemented.

TRAINING PROVIDED TO THE EMPLOYEES OF RCF:

90% of the training is provided in-house and the remaining 10% is outsourced.

INTERNAL TRAINING :( sample)

Statutory Inputs for Managers:

Understanding legal framework

Ethics in business and administration/preventive vigilance

Principle of natural justice/sexual harassment

Disciplinary procedures standing order

CDA rules, Enquiry

Financial Management:

Financial management an overview, important concepts

Understanding financial statement/ ratio analysis

Costing concepts and methods

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Working Capital Management and inventory control management

Budgeting decisions and implications/ pricing

SAP- ERP implementation

Behavioral and Managerial:

Personality Profile Analysis

Building Emotional Intelligence and self awareness

Communication and presentation skills

Effective interpersonal relations/ working in groups

Assertiveness/ handling difficult employees/ conflict management

Team building and leadership development

Counseling Skills development

Goal setting and prioritization

Time management/ Delegation

EXTERNAL TRAINING :( sample)

Departmental Enquiries

HR Summit workshop on competencies for HR professionals

FERT Marketing under emerging environment

Agricultural Input Marketing

Cash before you Crash

58TH Annual Session of II Chemical Engineers

Advances in chemical engineering

Advanced Competency mapping

Training on diesel & hydraulic cranes

CME for Doctors

Fire India 2006 Exhibition

Impact of Environmental Pollutants and their control

India LNG 2006

Chemical Weapons Convention

Fertilizer Marketing Management

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Effective negotiation

Statutory requirement for industries

EVALUATION OF TRAINING PROGRAM:

Evaluation is the process of finding out how a course or any other training

exercise has affected the organization. More and more companies and

organizations are interested in finding out the impact of training on individuals

within their organizations and on the bottom-line.

The principles and techniques of evaluation if used correctly can help the

training department to demonstrate the value of training in any organization in

which it is established. Training is defined as the assessment of the total value

of a training system, training course or a program in social as well as financial

terms. Evaluation differs from validation in that it attempts to measure the

overall cost benefit of the course or program and not just an achievement of its

laid down objectives. According to Hamblin evaluation of training is to mean

any attempt to obtain information on the effects of a training program, and to

assess the value of the training in the light of that information which includes

investigation before, during as well as after the training. It is impossible to

assess the impact of training without knowing the situation before training for

comparison with situation after training.

However evaluation for the purpose of providing information for day to day

decision making is a formative evaluation and the evaluation that determines

the extent to which the mechanism is successful in meeting its goal is a

summative evaluation.

The choice of evaluation criteria depends on the objectives of the training

.Therefore post-training is intimately connected with the pre-training

investigation of training needs and establishment of training objectives.

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The evaluation data can be either quantified or unquantified .Quantified data

is data which can be measured, systematic numerical. Unquantified data is

data that is destructive, unsystematic and verbal. Because of its narrowness

and specificity quantified data should never be taken at its face value butshould be interpreted in the light of unquantified data.

Overall purposes of Evaluation :

Evaluation helps to understand the following:

Strengths and weaknesses of a current training programme

The impact of training on individuals

The impact of training on the organization

Who should participate in further training programmes?

Who benefited the most and least from the training exercise?

The costs versus the benefits of training

Specifically the areas individuals should continue to focus on for their

own development.

As per the requirements of ISO 9001:2000, it is necessary to document a

post training feedback from HODs / sectional heads with regard to

application/usefulness at the job.

TRAINING EVALUATION MODELS:

THE KIRKPATRICK MODEL:

The Kirkpatrick Model looks at four levels of evaluation, from the basic

reaction of the participants to the training to its organizational impact. The

intermediary levels examine what people learned from the training and

whether or not the learning affected their behavior on the job. Level one

concerns itself with the most immediate reaction of participants and is easily

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measured by simple questionnaires after the training event. Level two is

concerned with measuring what people understood and how they were able to

demonstrate their learning. It might be measured by paper and pencil ability

tests or job simulations. Level three looks at how peoples behavior on the job

in terms of their job performance changed. Level 4 results are more difficult tomeasure. It focuses on the organizational rather than individual impact of the

training.

Depending on the type of training and the availability of resources the

evaluation may focus on all levels or look at only a few levels.

Level 1: Reaction: How did the participants react to the program?

Level 2: Learning: What did individuals learn?

Level 3: Behavior: What are the long term effects of the training on

individuals job performance?

Level 4: Result: How did the company or organization benefit from the

exercise? What was the organizational impact?

HAMBLINS MODEL- 5LEVELS:

Level 1 Reaction: Carried out during, immediately after & sometime after the

event .The learners reaction to a range of factors are sought.

Level 2 Learning: Carried out before & after the event, an evaluation of the

developmental change that had taken place in knowledge, skills & attitudes.

Level 3 Job behavior: Determination of any change in job performance as a

result of the event, carried out before and after the event

Level 4 Functioning: A quantification of the effect of the event on the

learners department or organization preferably in terms of cost benefit analysis

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Level 5 Ultimate value: The extent to which the event has affected the

ultimate profitability and /or survival of the organization.

CIRO FRAMEWORK:

Ciro framework of evaluation asks three basic questions: What needs to be

changed, what is likely to bring about the desired changes, what suggests that

a change has actually taken place. This approach developed by Warr, Burn and

Rackham is called the CIRO framework because the acronym refers to context,

input, reaction and outcome evaluation.

Context evaluation:

It answers the question what needs to be changed. Here the trainer looks at

ultimate objectives, intermediate objectives and immediate objectives.

Input evaluation:

It answers the question what is likely to bring about the desired changes. Here

the trainer must evaluate his resources and decide on the best way to do so.

Reaction evaluation:

Here participants reaction to the training is obtained through questionnaires,

or informally over coffee breaks or during conversations several weeks after

the training.

Outcome evaluation:

There are 4 stages of outcome evaluation - defining training objectives,

selecting measurements for these objectives, measuring the objectives at theappropriate time and assessing the results to improve the training .The purpose

of this stage is for trainers to improve their product.

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Present Method of evaluating training in RCF:

The company is very keen in developing its human resources. For this purpose

the company has got a separate department known as CMDC. The centre wasset up in 1978, since then it is giving utmost importance for developing people

through training.

The training imparted in the company can be broadly classified into 5 types:-

Sr. no Type of training General content1 Technical Technology related

2 Functional Marketing, finance, production,

projects, sales

3 Behavioral Creativity, problem solving etc

4 Computer Basics and advanced

5 General Productivity improvement , safety

CMDC has a well equipped computer training hall and two other spacious rooms

known as hall of learning and conference rooms with conducive infrastructure.

In the factory there is a multistoried building with a lot of training amenities

like library, reading hall, well equipped training room and infrastructure

related for training.

Only good facilities are not sufficient for imparting training .The most

important factor of imparting training effectively is trainer. The company has

got a galaxy of competent trainers .Some outside trainers are invited for

conducting training on particular topics.

This shows that a lot of investment on training is made by the company. Just

imparting training is not sufficient for development of individuals and thus the

organization. Proper evaluation of training program should be done. The proper

evaluation of training program helps to know the effectiveness of training.

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For training aids in future the training is evaluated at 2 stages in the company:

1. Training feedback: (immediate)

2. Post training feedback

TRAINING FEEDBACK: The feedback is usually expected in 2 forms of data-

Quantitative and qualitative.

The quantitative data gives a base of concrete analysis. This data is usually

gathered through questionnaires or rating scales at the end of the program.

The qualitative data is obtained by having informal discussions with

participants in the tea breaks, lunch breaks, etc. If the participants give any

specific feedback or suggestions which are required for improvement of

training program, it is considered and if feasible they ask the facilitator to

implement it.

The qualitative data is obtained through syndicate discussions after the training

program .The discussion is generally held, wherein participants are encouraged

to speak on the program. Various suggestions given here are noted. The HODs

attend this discussion and facilitators of training where any problems related to

training can be discussed.

Post training feedback: Post training feedback will be done by interacting with

HODs .The mater discussed will be about usefulness of training and how thistype of training benefits the company.

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PRESENTATION AND INTERPRETATION OFDATA

Analysis of present feedback form: (Scoring)

1. Programme usefulness rating:

Relevance topresent job

Very much2

Quite1

Not at all0

Relevance tofutureassignments

Very much2

Quite1

Not at all0

Depth of themecoverage

Extensive2

OK1

Not OK0

Quality of inputs Practical Theoretical Proportion

More

2

Less

1

More

2

Less

1

(IF ANY)

Program duration Lengthy1

Enough2

Not Enough0

2. I was personally benefited by this programme in terms of the following:

A) Developing contacts 2

B) Gaining new knowledge/ skills 2

C) Reinforcing prior knowledge/ skills 2

D) Problem areas discussed 2

3. Based on my participation in the programme my plan of action forimplementation of knowledge/ skill gained is as follows:

A) In working environment: (section/department/organization function): 1B) In working style: (behavioral/managerial): 1

4. List of ideas which are very valuable to me but which may not be useful tomy department/organization:

Ideas Probable difficulties for implementation:

(Not scored)

5. Based on my learning I would like to make presentation on the followingtopics:

List of topics Preferred Period

(Not scored)

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6. Comments:About organizers:About faculty members:About facilities:

Very good/Excellent Good Ok Nothing Bad Very Bad

3 2 1 0 -1 -2

7. Originals of the course material, books received at the programme areenclosed for use at CMDC Resource centre: (Not scored)

8. In future I would like to attend training programmes in the following areas:(Not scored)

9. Brief note on the contents of the programme: (Not scored)

The summation of all the above scores gave us a total overall rating out of 31.On the basis of the score the program was classified as follows:

0 -10 Ineffective11-17 Satisfactory18-24 Effective25-31 Very Effective

Percentage rating:

Highly Effective- 41.26

Effective 50.79

Satisfactory 3.17

Ineffective 1.58

Form not filled- 3.17

Ineffective

Satisfactory

Effective

Highly

Effective

Form not

filled

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CONCLUSION AND SUGGESTION

CONCLUSION:

Disadvantages:

1. Not user friendly since there were too many subjective questions.

2. Many columns were left unfilled by employees undergoing external training.

3. Due to many subjective questions form was difficult to analyze.

4. Some of the questions were not relevant to the training programme.

SUGGESTION: Preparation of new feedback form.

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(New) Training Feedback Report

Program Details: (Pre-printed)

Program Title :

Date : Duration :

Organized by : Venue :

Employee Details:

Name : Designation :

Employee CC/ Ticket No: Plant/ Dept :

Location :

Please select the appropriate rating number from the scale below and insert in the

box

Not at all Small extent Moderate extent Large extent Very large extent0 1 2 3 4

1) Training programme satisfied its declared objectives

2) Training contents met my expectations

3) This training is relevant to my field of work

4) Training was appropriate for optimum learning in terms of

Length Pace

5) Faculty competence in terms of functional expertise and facilitation was satisfactory

Faculty name: - 1

23

6) Facilities provided during the programme were satisfactory

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Not at all Small extent Moderate extent Large extent Very large extent

0 1 2 3 4

7) I received the following major benefits from this training

- Helped confirm/clarify some of my ideas

- Presented new ideas and approaches

- Acquainted me with problems and solutions from other companies- Any other benefits (please specify)

8) I would implement this training in my work place in the following manner (please explain)

- by making changes in my managerial style

- by suggesting/making changes in my work environment/systems

- by making changes in my attitude- Any other changes (please specify)

Please tick the appropriate box (es)

9) I would like to share the knowledge gained from this training in the following manner

Discussions Presentations Training sessions Article circulation

Any other (please specify)

10) Overall I found the training to be

Below Average Average Good Very good Excellent

11) Comments about the training

Participants Signature:

Date:

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ANALYSIS OF THE NEW FEEDBACK FORMScoring (65):








Length Pace

Average of the two will be taken

E.g.: Length Pace

Score will be (3+ 2)/2 = 2.5

5) Faculty competence in terms of functional expertise and facilitation wassatisfactory

Faculty name: - 123

Average will be taken



0 1 2 3 4

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- Helped confirm/clarify some of my ideas- Presented new ideas and approaches- Acquainted me with problems and solutions from other companies

- Any other benefits (please specify)


Total of the four will be taken.

8) I would implement this training in my work place in the following manner (pleaseexplain)

- By making changes in my managerial style- By suggesting/making changes in my work environment/systems- By making changes in my attitude- Any other changes (Please Specify)


Total of the four will be taken.

For question number 7 and 8 a pie-chart9) I would like to share the knowledge gained from this training in the followingmanner



Score of one would be given for any number of boxes ticked.


Below Average Average Good Very good Excellent0 2 4 6 8

A score of 65 will be achieved:

Scoring:0 -16 INEFFECTIVE

17-34 SATISFACTORY

35-54 EFFECTIVE

55-65 HIGHLY EFFECTIVE

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BIBLIOGRAPHY

How to measure training effectiveness- Leslie Rae

The HR Management Manual Paul Davis

The skills of training Leslie Rae

Evaluating Management Training and Development- BR Virmani, Premila Seth

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ANNEXURE

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(New) Training Feedback Report

Program Details: (Pre-printed)

Program Title :

Date : Duration :

Organized by : Venue :

Employee Details:

Name : Designation :

Employee CC/ Ticket No: Plant/ Dept :

Location :

Please select the appropriate rating number from the scale below and insert in the

box


0 1 2 3 4





Length Pace

5) Faculty competence in terms of functional expertise and facilitation was satisfactory

Faculty name: - 1

2

3


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0 1 2 3 4


- Helped confirm/clarify some of my ideas

- Presented new ideas and approaches

- Acquainted me with problems and solutions from other companies- Any other benefits (please specify)

8) I would implement this training in my work place in the following manner (please explain)

- by making changes in my managerial style

- by suggesting/making changes in my work environment/systems- by making changes in my attitude- Any other changes (please specify)

Please tick the appropriate box (es)

9) I would like to share the knowledge gained from this training in the following manner




Below Average Average Good Very good Excellent

11) Comments about the training

Participants Signature:

Date:

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Final Report- Mayura

Documents

Transcript of Final Report- Mayura