the need for training and development

8/3/2019 The need for Training and Development

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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.




Cant Say 3 15%



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.




Cant Say 4 21%



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.




strongly agree32%

moderatelyagree21%

can't say21%

moderatelydisagree

16%

stronglydisagree

10%


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Cant Say 3 15%



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%




Cant Say 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.




Cant Say 7 35%



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.




Cant Say 4 20%

strongly agree20%

moderatelyagree25%

can't say35%

moderatelydisagree

15%

stronglydisagree

5%


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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.




Cant Say 5 25%



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.




Upto 262%

3_525%

6_810%

More than 83%


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Cant Say 5 13%



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.




Cant Say 5 13%



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.




Cant Say 4 10%



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.




Cant Say 5 13%

strongly agree45%

moderatelyagree20%

can't say10%

moderatelydisagree

20%

stronglydisagree

5%


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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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Cant Say 12 30%



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.




Cant Say 4 10%



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.




Cant Say 5 13%



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.


6) The training sessions were exciting and a good learning experience.


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.


9) In your opinion, the numbers of training programmes organized during the year were sufficient for

officers of BHEL.


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.


12) The time limit of the training programme was sufficient


13) The time limit of the training programme, if increased would make it more effective.


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.


16) The number of training programmes organized for workers in a year are sufficient.


17) The participation of workers in training programme would help increase its effectiveness.


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the need for training and development

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