Synopsis of Training and Development Ajay

8/2/2019 Synopsis of Training and Development Ajay

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OBJECTIVES OF THE STUDYPRIMARY OBJECTIVEThe primary objective of my study at usha martin to lay downthe foundation of training and development.SECONDARY OBJECTIVEThe objective of my study about employees training anddevelopment to improve the current process of employeestraining and development at usha martin. My another objective is to apply my learning in the area ofHuman Resources so that I gain significant practical andUnderstand the nature and importance of training andDevelopment and identify the various inputs that should gointo any programme. Delineate the different stages in a training and developmentprogramme and describe each step. Understand the need for and the ways of training forinternational assignments.SCOPE OF THE STUDYThis research provides me with an opportunity to explore inthe field of Human Resources.This research also provides the feedback of people involved inthe Training and development


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process Apart from that it would provide me a great deal ofexposure to interact with the high profile managers of thecompany.

TRAININGTraining is concerned with imparting developing specificskills for a particular purpose.Training is the act of increasing the skills of employees fordoing a particular job. Training is the process of learning asequence of programmed behavior.In earlier practice, training programme focused more onpreparation for improvedPerformance in particular job. Most of the trainees used to befrom operative levels like mechanics, machines operators andother kinds of skilled workers. When the problems ofsupervision increased, the step were taken to trainsupervisors for better supervision.DEVELOPMENTManagement development is all those activities andprogramme when recognized and controlled have substantialinfluence in changing the capacity of the individual to performhis assignment better and in going so all likely to increase hispotential for future assignments.


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Thus, management development is a combination of varioustraining programme, though some kind of training isnecessary, it is the overall development of the competency ofmanagerial personal in the light of the present requirement aswell as the future requirement.Development an activity designed to improve theperformance of existing managers and to provide for aplanned growth of managers to meet future organizationalrequirements is management development.Management development is based on following onassumptions.1. Management development is a continuous process. It is notone shot programme but continues though out the career of amanager.2. Management development is any kind of learning, is basedon the assumption that there, always existing a gap betweenan individuals performance and his potential for theperformance.3. Management development seldom takes place incompletely peaceful and relaxed atmosphere.4. Management development requires clear setting of goals.5. Management development required conduciveenvironment.


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accccccTraining Need Identification for a companyIntroduction Training need identification is a tool utilized toidentify what educational courses or activities should beprovided to employees to improve their work productivity.Here the focus should be placed on needs as opposed todesires of the employees for a constructive outcome. In orderto emphasize the importance of training need identificationwe can focus on the following areas: - To pinpoint if training will make a difference in productivityand the bottom line. To decide what specific training each employee needs andwhat will improve his or her job performance. To differentiate between the need for training andorganizational issues and bring about a match betweenindividual aspirations and organizational goals.Identification of training needs (ITN), if done properly,provides the basis on which all other training activities can beconsidered. Also requiring careful thought and analysis, it is aprocess that needs to be carried out with sensitivity aspeople's learning is important to them,and the reputation ofthe organization is also at stake.


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Identification of training needs is important from both theorganisational point of view as well as from an individual'spoint of view. From an organisation's point of view it isimportant because an organisation has objectives that itwants to achieve for the benefit of all stakeholders ormembers, including owners, employees, customers, suppliers,and neighbours. These objectives can be achieved onlythrough harnessing the abilities of its people, releasingpotential and maximising opportunities for development.Therefore people must know what they need to learn in orderto achieve organisational goals. Similarly if seen from anindividual's point of view, people have aspirations, they wantto develop and in order to learn and use new abilities, peopleneed appropriate opportunities, resources, and conditions.Therefore, to meet people's aspirations, the organizationmust provide effective and attractive learning resources andconditions. And it is also important to see that there is asuitable match between achieving organizational goals andproviding attractive learning opportunities.Training ProcessNeeds Assessmenta) Organization Support b)Organizational Analysis c)Tasks and KSA Analysis d)


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Person AnalysisInstructionalObjectivesDevelopment ofCriteriaTrainingValidityTransferValidityInterorganizationalValidityInterorganizationalValiditySelection andDesign ofInstructionalProgramsTrainingUse of


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EvaluationModelswww.allprojectreports.comDevelopment ProcessCompetitive EnvironmentOrganizational StrategyCareer PlanningConduct of TrainingOrganizational ObjectiveIdentifying Competency gapesTraining Needs AssessmentAnnual Training PlanReview of Training ActivitiesCompetency MappingInternal Training ProgrammesExternal Training ProgrammesCustomised TrainingProgrammesStage-1


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Stage-3Stage-2PROCESS OF DEVELOPMENT

METHODOLOGYThe Methodology followed for further work can be primarilyclassified into twostages namely Exploratory and Descriptive. The stepwisedetails of the research are asfollows:Stage - IExploratory Study: Since we always lack a clear idea of theproblems one will meetduring the study, carrying out an exploratory study isparticularly useful. It helped developmy concepts more clearly, establish priorities and in improvethe final research design.Exploratory study will be carried out by conducting:Secondary data analysis which included studying the website(www.usha martin.com) of the company and also goingthrough the various articles published in different sources


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(magazines, books, internet, newspapers) on Small andMedium Scale Enterprises andTraining and development process.Experience surveys also conduct with Assistant-ManagerHuman Resources and the General Manager and PersonnelOfficer of usha martin to gain knowledge about the nature ofTraining and development process followed in theorganization.Stage IIDescriptive Study: After carrying out initial Exploratorystudies to bring clarity on the subject under study,Descriptive study will be carried out to know the actualTraining and Development method being followed at ushamartin. The knowledge of actual training and developmentprocess is needed to document the process and suggestimprovements in the current system to make it moreeffective. The tools used to carry out Descriptive studyincluded both monitoring and Interrogation.Sample Selection : To know the Training and developmentprocess of the usha martin for identifying throughExploratory and Observational studies that the AssistantManager Human Resources, the General Manager at Headoffice and The Esteemed ManagingDirector of the companyare the right persons who provides training to the employees.


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Research has shown specific benefits that a small businessreceives fromtraining and developing its workers, including: Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision.www.allprojectreports.comQUESTIONNAIREDear Sir/Madam,I am doing a research work on Employees Training &Development. I would request you tokindly spare some time to fill up this questionnaire.Thank you very much for your cooperation.Name --------------------------------------------------Designation-------------------------------------------Department-------------------------------------------Section IQ1. Please mention your age


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20-2525-30Above 30

Q2. Sex:MaleFemale

Q3. Marital Status:SingleMarriedDivorced

Q4. No. of years of experience:Less than 3 years3 to 5 yearsMore than 5 years

Q5. Is this your first organization?YesNo

Section II


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NOTE: Please tick mark () the option you feel is mostappropriate as per the following:Rate on a scale of 1-6 to indicate your option, 1 being stronglydisagree and 6being strongly agreeQ1. You know what is expected of 1 2 3 4 5 6you at work.Q2. You have the materials and 1 2 3 4 5 6Equipment that you need todo your everyday work.Q3. The work you do has appropriate 1 2 3 4 5 6task variety.Q4.You are performing a job that 1 2 3 4 5 6matches your skills.Q5.You are given ample flexibility to 1 2 3 4 5 6 perform yourjob.Q6.The organization clarifies how its 1 2 3 4 5 6culture is evident throughemployee behavior.Q7.The organization rewards or 1 2 3 4 5 6


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recognizes such employee behavior.Q8.You feel comfortable working with 1 2 3 4 5 6your team members.Q9.Your organization has created a 1 2 3 4 5 6professional, attractive work area that is functional andpromotesproductivityQ10.The company provides you a safe 1 2 3 4 5 6work environment by accident prevention & safety programs.Q11.Your work interferes with your 1 2 3 4 5 6personal relationships & family responsibilities.Q12.Your salary is fair, equitable 1 2 3 4 5 6and competitive.Q13.You are offered economically feasible 1 2 3 4 5 6employee benefit programs tailored to individual needs.Q14.Rewards in your organization are 1 2 3 4 5 6 immediateand appropriate.Q15.Performance goals are behavioral, 1 2 3 4 5 6result-oriented and achievable.Q16.Performance is regularly tracked 1 2 3 4 5 6and measured.


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Q17.Performance measures are mutually 1 2 3 4 5 6agreed on & discussed by both the employee & supervisor.Q18.Performance is appropriately rewarded 1 2 3 4 5 6with raises, incentives, rewards and recognition.Q19.Performance measurement is used 1 2 3 4 5 6as criteria for promotions.Q20.You are a part of a supportive and 1 2 3 4 5 6productive team.Q21.A variety of training & development 1 2 3 4 5 6programs are offered to improve skillsQ22.You feel attached with your company, 1 2 3 4 5 6team & other employees.Q23.You have the opportunity to grow and 1 2 3 4 5 6prosperwith the organization.Q24.You work in a trusting and ethical 1 2 3 4 5 6environmentQ25.You have a supervisor who is 1 2 3 4 5 6respectful and one who inspires you


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Section IIIQ1. Has your company organizes a training and developmentprogramme? Yes NoQ2. If your organisation identifies the training needs for theemployees? Yes NoQ3. On an average, how much time did it used to take fortraining and development programme? One Month Two MonthThree MonthQ4. How much training programs has been made in the pastone year? One Two Three


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Q5. Do you have any training programs in the comingfinancial year? Yes NoQ6. Do your top management take feed back? Yes NoQ7. What do you think the training programs will be run infuture? Yes NoQ8. Do employee development programs raise unrealisticexpectations about promotions? Yes NoQ 9. Do the Executive Director engage development activitiesfor him/herself? Yes No


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Q10. Do you feel trust in your supervisors? Yes NoQ11. Do the practice's supervisors use positive attitude withemployees? Yes NoQ12. Does the practice have a consistent, timely and fairmethod for evaluating individual performance? Yes NoQ13. Do you feel, you are being paid fairly? Yes NoQ14. Does your practice's equipment (everything fromcomputers to scales) work properly? Yes NoQ15. Does your company use a specific training process? Yes


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NoQ16. Do you require a high degree of technical knowledge foryour job? Yes NoQ17. Are office conditions comfortable? Yes NoQ18. Do you satisfy with organizational training anddevelopment programmme? Yes No

Limitations:for the study, only the

Training and Development process could be studied.whole organization.


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e believedand have to be taken for granted as truly reflecting theirperception..

Synopsis of Training and Development Ajay

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