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The need for Training and Development
Before we say that technology is responsible for increased need of training inputs to employees,
it is important to understand that there are other factors too that contribute to the latter. Training
is also necessary for the individual development and progress of the employee, which motivates
him to work for a certain organisation apart from just money. We also require training updateemployees of the market trends, the change in the employment policies and other things.
The following are the two biggest factors that contribute to the increased need to training and
development in organisations:
1. Change: The word change encapsulates almost everything. It is one of the biggest factorsthat contribute to the need of training and development. There is in fact a direct
relationship between the two. Change leads to the need for training and development and
training and development leads to individual and organisational change, and the cyclegoes on and on. More specifically it is the technology that is driving the need; changing
the way how businesses function, compete and deliver.
2. Development: It is again one the strong reasons for training and development becomingall the more important. Money is not the sole motivator at work and this is especially
very true for the 21st century. People who work with organisations seek more than just
employment out of their work; they look at holistic development of self. Spirituality andself awareness for example are gaining momentum world over. People seek happiness at
jobs which may not be possible unless an individual is aware of the self. At ford, for
example, an individual can enrol himself / herself in a course on self awareness, which
apparently seems inconsequential to ones performance at work but contributes to thespiritual well being of an individual which is all the more important.
The critical question however remains the implications and the contribution of training anddevelopment to the bottom line of organisations performance. To assume a leadership position in
the market space, an organisation will need to emphasise on the kind of programs they use to
improvise performance and productivity and not just how much they simply spend on learning!
OBJECTIVES OF TRAINING
TO INCREASE PRODUCTIVITYAn instructor can help employees increase their level of performance on their assignment. Increase in
human performance leads to increase in the operational productivity and also the increase in the profit
of the company.
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TO IMPROVE QUALITYBetter-trained workers are less likely to make operational mistakes. It can be in relationship to the
company or in reference to the intangible organizational employment atmosphere.
TO HELP A COMPANY FULFILL ITS FUTURE PERSONNEL NEEDSThe organizations having good internal training and development programmes will have to make less
changes and adjustments. When the need arises, vacancies can be easily staffed.
TO IMPROVE ORGANIZATIONAL CLIMATEAn endless chain of positive reactions result from a well planned training programme.
TO IMPROVE HEALTH AND SAFETYProper training can prevent industrial accidents. A safer atmosphere leads to more stable attitudes on
part of the employees.
PERSONAL GROWTHEmployees on a personal basis gain individually from their exposure to educational expressions. Training
programmes give them wider awareness and skills.
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Training
O1
Reactions
O2
Learning
E2
Learning
O3
Job Behaviour
E3
Job Behavior
O4
Organization
E4
Organization
O5
Ultimate Value
E5
Ultimate Value
E1
Reaction
Measuring Techniques at
Each Level
- Reaction Notebooks- Observers Record- Reaction Forms
- Written Exam- Multiple choice Test- Learning Portfolios
- Activity Sampling- Interviews- Questionnaires
- Indices of Productivity- Organisation Culture
- Cost Benefit Analysis- Human Resource
Accounting
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RESEARCH OBJECTIVES
OBJECTIVES OF THE STUDY
The first & foremost step in any research work is to identify the problems or objectives on which the
researcher has to work on. There are two types of objectives met in this study, as explained
MAJOR OBJECTIVE
To analyze the existing training practices, its effectiveness and recommend measures to improvethe training practices in BHEL.
MINOR OBJECTIVES
To study the frequency of training, training methods and their effects on the trainees andrecommend certain measures for improvement.
To understand the present practices enforced in respect of training at the personneldepartment and recommend any changes if necessary.
To take feedback and analyze the level of satisfaction amongst the employees in respect oftraining activities and suggest alternatives.
RESEARCH METHODOLOGY
Every project work is based on certain methodology, which is a way to systematically solve the
problem or attain its objectives. It is a very important guideline and lead to completion of any
project work through observation, data collection and data analysis.
According to Clifford Woody, Research Methodology comprises of defining & redefining problems,
collecting, organizing &evaluating data, making deductions &researching to conclusions.
Accordingly, the methodology used in the project is as follows: -
Defining the objectives of the study Framing of questionnaire keeping objectives in mind (considering the objectives) Feedback from the employees Analysis of feedback
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Conclusion, findings and suggestions.
SCOPE OF THE STUDY
Training Effectiveness is the process wherein the management finds out how effective it has been at
training and developing the employees in an organization.
This study gives some suggestions for making the present training and development systemmore effective.
It gives organization the direction, how to deal differently with different employees. It identifies the training & development needs present among the employees.
DATA ANALYSIS
1) How many training programmes have you attended in last 5 years?
No. of Programmes No. of Respondents % of Responses
0-5 8 40%
6-10 5 25%
10-15 4 20%
More than 15 3 15%
Total 20 100%
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INTERPRETATION
45% of the officers have attended 6-15 training programmes in the last 5 years, which is an
indication of an effective training policy of the organization. However, 40% of the officers haveattended only 0-5 training programmes, which needs to be evenly monitored by the
organization.
2) The programme objectives were known to you before attending it.
0_5
40%
6_1025%
10_1520%
More than 1515%
Options No. of Respondents % of Responses
Strongly agree 5 25%
Moderately agree 7 35%
Cant Say 3 15%
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INTERPRETATION
strongly agree25%
moderatelyagree35%
can't say15%
moderatelydisagree
5%
stronglydisagree
20%
Moderately Disagree 1 5%
Strongly Disagree 4 20%
Total 20 100%
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35% of the respondents moderately agree to the fact of knowing the training objectives beforehand, in
addition to 25% who strongly agree. But a small population disagrees as 20% strongly disagree to this
notion. Training objectives should therefore be made known compulsorily before imparting training in
the organization.
3) The training programme was relevant to your developmental needs.
Options No. of Respondents % of Responses
Strongly agree 6 30%
Moderately agree 8 40%
Cant Say 3 15%
Moderately Disagree 2 10%
Strongly Disagree 1 5%
Total 20 100%
strongly agree30%
moderatelyagree40%
can't say
15%
moderatelydisagree
10%
stronglydisagree
5%
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INTERPRETATION
70% of the respondents feel that the training programmes were in accordance to their developmental
needs. 15% respondents could not comment on the question and 15% think that the programmes are
irrelevant to their developmental needs and the organization must ensure programmes that satisfy the
developmental needs of the officers.
4- The period of training session was sufficient for the learning.
Options No. of Respondents % of Responses
Strongly agree 6 31%
Moderately agree 4 21%
Cant Say 4 21%
Moderately Disagree 3 16%
Strongly Disagree 2 11%
Total 20 100%
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INTERPRETATION
52% respondents feel that the time limit of the training programme was adequate but 25% feel that it
was insufficient. Also, 21% could not comment on the question. All the respondents though felt that
increase in time limit of the programmes would certainly be beneficial and the organization should plan
for this to be implemented in the near future.
5) The training methods used during the training were effective for
understanding the subject.
Options No. of Respondents % of Responses
Strongly agree 4 20%
Moderately agree 8 40%
strongly agree32%
moderatelyagree21%
can't say21%
moderatelydisagree
16%
stronglydisagree
10%
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Cant Say 3 15%
Moderately Disagree 3 15%
Strongly Disagree 2 10%
Total 20 100%
INTERPRETATION
40% of the respondents believe that the training methods used during the programmes were helpful in
understanding the subject, yet 25% disagree to this notion. The organization should use better, hi-tech
methods to enhance the effectiveness of the methods being used during the training programmes.
6) The training sessions were exciting and a good learning experience.
strongly agree20%
moderatelyagree40%
can't say15%
moderatelydisagree
15%
stronglydisagree
10%
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INTERPRETATION
strongly agree25%
moderately agree40%
can't say10%
moderatelydisagree15%
strongly disagree
10%
Options No. of Respondents % of Responses
Strongly agree 5 25%
Moderately agree 8 40%
Cant Say 2 10%
Moderately Disagree 3 15%
Strongly Disagree 2 10%
Total 20 100%
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65% respondents believe that the training sessions were exciting and a good learning experience. 10%
respondents could not comment on this while 25% differ in opinion. They feel that the training sessions
could have been more exciting if the sessions had been more interactive and in line with the current
practices in the market.
7) The training aids used were helpful in improving the overall effectiveness of
the programme.
Options No. of Respondents % of Responses
Strongly agree 4 20%
Moderately agree 5 25%
Cant Say 7 35%
Moderately Disagree 3 15%
Strongly Disagree 1 5%
Total 20 100%
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INTERPRETATION
40% of the respondents believe that the training aids used were helpful in improving the overall
effectiveness, yet 20% disagree to this notion. 35% respondents did not comment on the issue. Yet the
total mindset of the respondents was that the organization should use better scientific aids to enhance
the presentation and acceptance value of the training programme.
8) The training was effective in improving on- the- job efficiency.
Options No. of Respondents % of Responses
Strongly agree 3 15%
Moderately agree 6 30%
Cant Say 4 20%
strongly agree20%
moderatelyagree25%
can't say35%
moderatelydisagree
15%
stronglydisagree
5%
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Moderately Disagree 4 20%
Strongly Disagree 3 15%
Total 20 100%
INTERPRETATION
45% respondents believe that the training programmes increase their job efficiency but 35% disagree to
this. The view of the respondents were towards having more technological and current topics for the
training programmes which could help them satisfy their creative urge and simultaneously increase their
on-the-job efficiency.
strongly agree15%
moderatelyagree30%
can't say20%
moderatelydisagree
20%
stronglydisagree
15%
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9) In your opinion, the numbers of training programmes organized during the
year were sufficient for officers of BHEL.
Options No. of Respondents % of Responses
Strongly agree 2 10%
Moderately agree 3 15%
Cant Say 5 25%
Moderately Disagree 2 10%
Strongly Disagree 8 40%
Total 20 100%
INTERPRETATION
strongly agree10% moderately
agree15%
can't say25%moderately
disagree
10%
stronglydisagree
40%
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25% respondents have the opinion that the frequency of the training programmes is sufficient but 50%
of the respondents differ to this. They believe that the number of training programmes organized in a
year should be increased and some in house training programmes should also be organized by the
organisation regularly.
10) Please suggest any changes you would like to have in the existing training
programmes.
The major suggestions for changes in the existing training programmes are as follows:-
The frequency of the training programmes organized in a year should be increased. The duration of the training sessions should be amplified. New programmes for personal as well as professional development of the officers should be
developed.
Officers should be referred for the training programmes as per their developmental needs. The training programmes should be organized outside the office in order to avoid disturbance in
the work.
Some training sessions should also be organized in house for the officers who find it difficult toattend them if held outside the office premises.
Better presentation technologies should be used in order to increase the effectiveness of theprogrammes.
The course curriculum for the training programmes should be current in terms of the newdevelopments in the world.
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10) How many training programmes have you attended during the last year?
No. of Programmes No. of Respondents % of Responses
Upto 2 25 62%
3-5 10 25%
6-8 4 10%
More than 8 1 3%
Total 40 100%
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INTERPRETATION
35% of the workers have attended 3-8 training programmes in the last year, which is the clue of a useful
training policy of the organization. However, 62% of the workers have attended only 0-2 training
programmes, which should be effectively seen by the organization. Also, every worker should be given
chances to attend as many training programmes as possible.
11) The training given is useful to you.
Options No. of Respondents % of Responses
Strongly agree 19 47%
Moderately agree 10 24%
Upto 262%
3_525%
6_810%
More than 83%
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Cant Say 5 13%
Moderately Disagree 5 13%
Strongly Disagree 1 3%
Total 20 100%
INTERPRETATION
71% of the respondents feel that the training programmes were useful. 13% respondents could not
comment on the question and 16% think that the programmes were irrelevant to their objective of
being useful. The organization must ensure programmes that are useful and prove to cater to the
developmental needs of the workers.
strongly agree47%
moderatelyagree25%
can't say12%
moderately
disagree13%
strongly
disagree3%
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12) The time limit of the training programme was sufficient.
Options No. of Respondents % of Responses
Strongly agree 7 18%
Moderately agree 14 34%
Cant Say 5 13%
Moderately Disagree 6 15%
Strongly Disagree 8 20%
Total 40 100%
strongly agree17%
moderatelyagree35%
can't say13%
moderatelydisagree
15%
stronglydisagree20%
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INTERPRETATION
42% respondents feel that the time limit of the training programme was adequate but 35% feel that it
was insufficient. Also, 13% could not comment on the question. All the respondents though felt that
increase in time limit of the programmes would certainly be advantageous and the organization should
take some steps in this direction.
13) The time limit of the training programme, if increased would make it more
effective.
Options No. of Respondents % of Responses
Strongly agree 18 45%
Moderately agree 8 20%
Cant Say 4 10%
Moderately Disagree 8 20%
Strongly Disagree 2 5%
Total 40 100%
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INTERPRETATION
65% respondents feel that the increase in the duration of the training programmes would be beneficial
but 25% differ to this opinion. Going by the majority, the organisation should make required changes to
increase the duration of the programmes and also take the opinion of the workers to have an effective
training session.
14) The training was effective in improving your on-the-job efficiency.
Options No. of Respondents % of Responses
Strongly agree 15 37%
Moderately agree 10 25%
Cant Say 5 13%
strongly agree45%
moderatelyagree20%
can't say10%
moderatelydisagree
20%
stronglydisagree
5%
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Moderately Disagree 6 15%
Strongly Disagree 4 10%
Total 40 100%
INTERPRETATION
62% respondents believe that the training programmes increase their job efficiency but 25% disagree to
this. The respondents were of the opinion that having current topics for the training programmes and
also some sessions by an external faculty would help them increase their on the job efficiency.
15) The training aids used were effective in improving the overall effectiveness
of the programme.
strongly agree37%
moderatelyagree25%
can't say13%
moderately
disagree15%
stronglydisagree
10%
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Options No. of Respondents % of Responses
Strongly agree 10 25%
Moderately agree 4 10%
Cant Say 12 30%
Moderately Disagree 8 20%
Strongly Disagree 6 15%
Total 40 100%
INTERPRETATION
35% respondents believe that the training aids were effective in improving the overall efficiency of the
programme. Contrary to this, 35% disagree and 30% could not comment on the issue. The organization
strongly agree25%
moderatelyagree10%
can't say30%
moderatelydisagree20%
stronglydisagree
15%
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should ensure positive awareness about the training aids used. Also, the use of better presentation aids
should be facilitated.
16) The number of training programmes organized for workers in a year are
sufficient.
Options No. of Respondents % of Responses
Strongly agree 7 18%
Moderately agree 6 15%
Cant Say 4 10%
Moderately Disagree 15 37%
Strongly Disagree 8 20%
Total 40 100%
strongly agree17%
moderatelyagree15%
can't say10%moderately
disagree38%
stronglydisagree
20%
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INTERPRETATION
33% respondents believe that the numbers of training programmes organized in a year are sufficient,
but a majority of 57% disagrees to this. The organization should ensure multiple programmes for the
workers and hence enable them in improving their skills and knowledge.
17) The participation of workers in training programme would help increase its
effectiveness.
Options No. of Respondents % of Responses
Strongly agree 20 49%
Moderately agree 9 23%
Cant Say 5 13%
Moderately Disagree 4 10%
Strongly Disagree 2 5%
Total 40 100%
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INTERPRETATION
72% respondents feel that participative and interactive training session could provide more awareness
and knowledge in a small span of time as compared to classroom teaching. 13% respondents could not
comment on this and 15% disagree to it.
18) Please suggest any changes you would like to have in the existing training programmes.
The major suggestions for changes in the existing training programmes are as follows:-
The workers were of the opinion that external faculty should be appointed for the trainingprogrammes.
The period of the training sessions should be augmented. The rate of the training programmes organized in a year should be increased. Every one should get a chance to attend the training programmes.
strongly agree50%
moderatelyagree22%
can't say13%
moderatelydisagree
10%
stronglydisagree
5%
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Documentaries and other films relating to issues of motivation, team building should bescreened.
Practical examples should be used to make things easy to understand during the trainingsessions.
Better technological aids and methods should be used to make the training sessions exciting.
APPENDIX
QUESTIONNIARE
1)How many training programmes have you attended in last 5 years?
0-5
6-10
10-15
More than 15
2) The programme objectives were known to you before attending it.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
3) The training programme was relevant to your developmental needs.
Strongly agree Moderately agree
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Cant Say Moderately Disagree Strongly Disagree
4)The period of training session was sufficient for the learning. Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
5) The training methods used during the training were effective for understanding the subject.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
6) The training sessions were exciting and a good learning experience.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
7) The training aids used were helpful in improving the overall effectiveness of the programme.
Strongly agree Moderately agree Cant Say
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Moderately Disagree Strongly Disagree
8) The training was effective in improving on- the- job efficiency.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
9) In your opinion, the numbers of training programmes organized during the year were sufficient for
officers of BHEL.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
10) How many training programmes have you attended during the last year?
Upto 2
3-5
6-8
More than 8
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11) The training given is useful to you.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
12) The time limit of the training programme was sufficient
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
13) The time limit of the training programme, if increased would make it more effective.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
14) The training was effective in improving your on-the-job efficiency.
Strongly agree Moderately agree
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Cant Say Moderately Disagree Strongly Disagree
15) The training aids used were effective in improving the overall effectiveness of the programme.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
16) The number of training programmes organized for workers in a year are sufficient.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
17) The participation of workers in training programme would help increase its effectiveness.
Strongly agree Moderately agree Cant Say Moderately Disagree Strongly Disagree
s