zubair prjctt t & d

8/13/2019 Zubair Prjctt t & d

1/63

TRAINING AND DEVELOPMENT

RGMCET, Autonomous, Nandyal Page 0


2/63



1.1 INTRODUCTION TO TRAINING AND DEVELOPMENT

INTRODUCTION:

Employee training is the most important subsystem of human resource development.Training is the specialized function and is one of the fundamental and operative functions of

resource management.

DEFINITION:

In simple terms training refers to important of specific skills, abilities, and knowledge to

a particular job.

Meaning of training of different authors has explained the meaning of training in the

following ways.

The term training is used to indicate the process by which aptitudes, skills and abilities

of employee to perform specific jobs are increased.

(MICHALE J. JUICUS)

Training is the act of increasing the knowledge and skills of employee for doing a

particular job. (EDVIN_B FLIPPO)

Training in a short process utilizing a systematic and organized procedure by which non

managerial personnel learn technical and skills for a definite purpose.

(L.L.SFEINMETZ)

DEVELOPMENT

Management development is a systematic process of growth and development by which

the managers develop their abilities to manage.

(P.SUBBARAO)

NEED FOR TRAINING:

Training is not something that is done once to new employees; it is used continuously in

every well-run established. Further, technology changes, automation, require updating the

skills and knowledge. As such an organization has to retain the old employee s can be more

complex since we have added task of deciding whether or not training is the solution.


3/63



To increase productivity. To improve skills and knowledge. To help a company fulfill its personnel needs. To improve organizational climate. To improve health &safety.

NEED FOR DEVELOPMENT:

The need for development arises due to the following reasons;

Human resource development arises due to providing technical skills and conceptualskills to the non technical managers and managerial skills to technical managers.

Techno-managers like basic chemical engineers, mechanical engineers, informationsystems engineers need to be developed in the areas of managerial skills, knowledge

and abilities.

DEVELOPMENT OBJECTIVES:

To keep the executives abstract with the changes and development in their respectivefields.

To increase the morale of the members of the management group. To give specialists on over all view of the function of an organization.

TRAINING OBJECTIVES:

The personnel manager formulates the following training objectives keeping the

companys overall objectives in mind.

To import the entrants with basic skills &knowledge. To prepare the employee both new &old to meet the present as well as the future

change.

To prepare employees for higher-level tasks. To ensure smooth and efficient working of deportment. To ensure economical output of required quality. To overhaul the management abreast with the changes and development in their

respective fields.

To understand the problem of human relation and improve human relation skills.


4/63



IMPORTANCE OF TRAINING AND DEVELOPMENT:

The importance of human resource management to a large extent depends on humanresources developing and training is its immortal technique.

Organizational objectives like viability, stability and growth can also be achievedthrough training.

Organization efficiency, productivity a significant part of management control. Companies training and development pays dividends to the employee and the

organization.

INPUTS IN TRAINING AND DEVELOPMENT:

Any training and development program must contain inputs which enable participants to

gain skills, learn theoretical concept and help acquire vision to look into distant future.

SKILLS:

Training was started earlier, is important skills to employees. A worker needs skills to

operate machines and use other equipment with least damage and scrap. This is a basic skill

without which the operator will not be able to function. There is able need for motor skills,

which refer to performance of specified physical activities.

EDUCATION:

The purpose of education is to teach theoretical concepts and develop a scene of

reasoning and judgment. That any training and development must contain an element of well

education is well realized by HR specialist.

DEVELOPMENT:

Another component of training and development program is the development which is

less skill oriented but stresses knowledge, about business environment, Management

principles and techniques, human relation; specific industry analysis and the likewise be

useful to manage ones company better.


5/63



ETHICS:

There is need for giving greater ethical orientation to the training and development

program. They are less seen and talked about I personnel function. This does not mean that

the HR manager is absolved of the responsibilities.

ATTITUDINAL CHANGES:

Attitude represents feelings and beliefs of individuals towards others. Attitude affects

motivation, satisfaction and job containment. They have prior commitments.

STEPS IN DEVELOPMENT PROGRAM:

The important steps in the organization of a management development program

I. Analysis of organization development needs.II. Appraisal of present management talents.

III. Inventory of management manpower.IV. Planning of individual development program.V. Evaluation of result.

VI. Establishment of development program. Analysis of organization development needs.VII. Appraisal of present management talents.

VIII. Inventory of management manpower.IX. Planning of individual development program.X. Evaluation of result.

XI. Establishment of development program.METHODS FOR EVALUATING THE TRAINING NEEDS:

Job specification& employee satisfaction. Identifying specific problem. Observation. Interview. Group conference. Managements request. Performance appraisal.


6/63



Organizational requirements. Requirements. Questionnaire survey.

AREAS OF TRAINING:

Generally organization provides training to their employees in the following areas.

Problem solving skills Human relation Managerial & supervisory skills Language skills Company policies & procedures Apprentice training

STEPS IN TRAINING PROGRAM:

Some of the steps followed by training program are

I. Preparing the instructorII. Preparing the trainee

III. Getting ready to reachIV. Presenting the operationV. Follow-up.

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT:

TRAINING DEVELOPMENT

1. Usually a short term process2. Imparted mostly on non -

management personnel.

3. Confirmed generally to the area ofhands and on technical skills.

1) Invariable ongoing long term.2) Designed mainly for manager

and executives.

3) Relating more broadly to thelevel of interpersonal and

decision making skills.


7/63



1. TRAINING METHODS:The training programs commonly used to train operative and supervisory personnel in

the organization. These training programs are classified into on-the- job and off-the-jobprograms.

TRAINING METHODS

On-the-job methods Off-the-job methods

- Job rotation -vestibule training

- Coaching - role playing

- Job instruction -lecture method

(Training through step by step) -conference or discussion

- Committee assignments - programmed instruction

A. ON-THE-JOB TRAINING METHODS:This type of training is also known as job instruction is the most commonly used

method. Under this method an individual is placed on a regular job and taught the skills

necessary to perform that job.

The trainee learns under the guidance of a qualified worker. Has the advantage of

giving firsthand knowledge and experience under the actual working condition.

While the trainee learns how to perform a job, he is regular worker rending the

services for which he is paid. The emphasis is placed on rending the services in most

effective manner rather than learning how to perform the job.

On-the-job training methods include job rotation, coaching, job instruction or

training through step by step and committee assignments.


8/63



i. JOB ROTATION:This type of training involves the movement of trainee from one job to another. The

trainee receives job knowledge and gains experiences from his supervisor of trainer in each of

the different job assignments. Through this method of training is common in training

managers for general management positions, trainers can also be related from job to job

workshop jobs.

ii. COACHING:The trainee is placed under a particular supervisor who functions as a coach in training

the individual. The supervisor provides feedback to the trainees performance and offers

him suggestions for improvement. A limitation of this method of training is that the trainee

may not have the freedom or opportunity to express his own ideas.

iii. JOB INSTRUCTIONS:This method is also known as training through step by step. Under this method, the

trainer explains to the trainee the way of doing the jobs, job knowledge and skills and him to

do the job. The trainee appraises the performance of the trainee, provides feedback

information and corrects the trainee.

iv. COMMITTEE ASSIGNMENT:Under the committee assignment, a group of trainees are given and asked to solve an

actual Organizational problem. The trainees solve the problem jointly. It develops teams

work.

B. OFF THE JOB METHODS:Under this method of training the trainee is separated from the job situation and his

attention is focused on learning the material related to this future job performance. There is

an opportunity to express his own ideas to the trainee. Companies have started using

multimedia technology and information technology in training.

Off- the- job training methods are vestibule training, role playing, lecturing methods,

conferences or discussion, programmed instruction, logic game.


9/63



i. VESTIBULE TRAINING:In this method actual work conditions are stimulated in a class room, material, files,

and equipment which are used in actual job is used. This type of training is commonly used

for training personnel for clerical and semi skilled jobs. The duration of this training ranges

from days a few weeks.

ii. ROLE PLAYING:This method of training involves action, doing and practices. The participants play the

role of certain characters such as the production managers, mechanical managers,

superintendent, maintenance engineers, quality control inspectors, fore men, workers and the

like.

iii. LECTURE METHOD:The lecture method is traditional and direct method of instruction. The instructor

organizes the material and gives it to a group of trainees in the form of a talk. An advantage

of the lecture method is that it is direct and can be used for a large group of trainees.

iv. CONFERENCE OR DISCUSSION:It is a method of training the clerical, professional and supervisory personnel. This

method involves a group of people who pose ideas, examine and share facts, test assumptions

of job performance. The success of this method depends on the leadership qualities of the

person who leads the group.

v. PROGRAMMED INSTRUCTIONS:In recent years this methods has be become popular. The subject matter is learned in

presented series of carefully planned sequential units. These units are arranged from simplex

to complex levels of instruction. The trainee goes through these units by answering

questions.

2. DEVELOPMENT METHODS:

There are mainly two types of methods by which managers can acquire the

knowledge, skills and attitudes and make themselves competent managers. Development

methods are:


10/63



A.On- the- job techniques:a. Coaching

b. Job rotationc. Under studyd. Multiple management

B.Offthe- job techniques:-a. Case study

b. Incident methodc. Roll playingd. In basket methode. Business gamef. Sensitivity trainingg. Simulation

A.On-the- job techniques:The important on the job techniques are

a. COACHING:In coaching the trainee is placed under a particular supervisor who acts as instructor

and teaches job knowledge and skills to the trainee. Coaching should be distinguished from

counseling. It involves the areas concerned with the mans hopes, fear, emotions and

aspirations.

b. JOB ROTATION:The transferring of executives from job to job and from department to department in a

systematic manner is called job rotation. Job rotation increases interdependent cooperation

and reduces monotony of work.

c. UNDER STUDY:An understudy is a person who is trained so that he can take up responsibilities of his

position, it may be chosen by department or its head. It is given by his superior.


11/63



d. MULTIPLE MANAGEMENT:It is also called junior-board of executives system. It is a system in which permanent

advisory and makes recommendations to higher management.

B. OFF-THE JOB TECHNIQUES:The following are the important off the job techniques.

a. CASE STUDY:Cases are prepared on the basis of actual business situations that happened in various

organizations. The trainees are given cases for discussing and dividing upon the cases. Then

they are asked to id the apparent and hidden problems for which they have to suggest

solutions.

b. INCIDENT METHOD:This method was developed by Paul Pigors. It aims to develop the trainee in the areas

of intellectual ability, practical judgment and social awareness. Under this method, each

employee develops in a group process.

c. IN BASKET METHOD:The trainees are first given background information about a simulated company, its

products, key personnel request and all data pertaining of the firm. The trainee has to

understand all this make notes, delegate tasks and prepare memos within a specified amountof time.

d. SIMULATION:Under this technique the situation is duplicated in such a way that it carries a close

resemblance to the actual job situation. The trainee experiences a feeling that he is actually

encountering all those conditions.


12/63



e. LECTURE METHOD:It is the simplest of all techniques. It is the best technique to present and explain series

of facts, concepts and principles. The lecture organizes the material and gives it to a group of

trainees in the form of talk.

f. MANAGERIAL GRID:It is a risk phase program lasting from tree to five years. It starts with upgrading of

managerial skills, continues to group improvement improves Inter group relation, goes into

corporate planning, develops implementation method and ends with an evaluation phase. The

grid represents several possible leadership styles which represents a different combination of

two basic orientations.

Concern for people Concern for production

g. BUSINESS GAMES:Under this method, the trainees are divided into groups or teams. Each team has to

discuss and arrive at decisions concerning such subjects as production, pricing , research

expenditure, advertisements etc assuming itself to be the management of stimulated firm.

Evaluation of training and development program:

Evaluation helps in controlling and concerning the training program.

Reactions training Learning Job behavior Organization Results


13/63



BENEFITS OF TRAINING AND DEVELOPMENT PROGRAM:

Leads to improved profitability and positive attitude towards profits organization. Improves the job knowledge and skills at levels of the organization. Improves the morale of the workplace. Helps people identify with organizational goals. Helps create a better corporate image. Fosters authenticity, openness and trust. Improves the relationship between boss and subordinate. Learns from the trainer. Helps prepare guidelines for work. Aids in developing leadership skill, motivation, loyalty, better attitudes. Organization gets more effective in decision making and problem solving. Develops a sense of responsibility to the organization for being competent and

knowledge.

Eliminates sub-optimal behavior. Creates an appropriate climate for growth and communication.

Helps employees adjust to change.

Assessment of training needs:

Training needs are identified on the basis of organizational analysis, Job analysis and

man power analysis. Training program, training methods and course content are to be

planned on the basis of training needs. Training needs are those aspects necessary to perform

the job in an organization in which employee is lacking attitude, knowledge and skills.

Train ing needs= job and organizational requi rements-employee specif ication.


14/63



1.2 COMPANY PROFILE

FOUNDERS PROFILE:

Few men in history have made as

dramatic a contribution to their

countrys economic fortunes .One

among them is the founder of

Reliance, Sh. Dhirubhai H Ambani.

Fewer still have left behind a legacy that is more enduring and timeless. As with all great

pioneers, there is more than one unique way of describing the true genius of Dhirubhai: The

corporate visionary, the unmatched strategist, the proud patriot, the leader of men, the

architect of Indias capital markets, and the champion of shareholder interest. .

But the role Dhirubhai cherished most was perhaps that of Indias greatest wealth

creator. In one lifetime, he built, starting from the proverbial scratch, Indias largest private

sector enterprise. When Dhirubhai embarked on his first business venture, he had a seed

capital of barely US$ 300 (around Rs 14,000). Over the next three and a half decades, heconverted this fledgling enterprise into an Rs 60,000 crore colossus-an achievement which

earned Reliance a place on the global Fortune 500 list, the first ever Indian private company

to do so.

Dhirubhai is widely regarded as the father of Indias capital

markets. In 1977, when Reliance Textile Industries Limited first went public, the Indian stock

market was a place patronized by a small club of elite investors which dabbled in a handful of

stocks. Undaunted, Dhirubhai managed to convince a large number of first-time retail


15/63



investors to participate in the unfolding Reliance story and put their hard-earned money in the

Reliance Textile IPO, promising them, in exchange for their trust, substantial return on their

investments. It was to be the start of one of great stories of mutual respect and reciprocal gain

in the Indian markets.

Under Dhirubhais extraordinary vision and leadership, Reliance scripted one of the

greatest growth stories in corporate history anywhere in the world, and went on to become

Indias largest private sector enterprise.

CHAIRMANS PROFILE:

Regarded as one of the foremost

corporate leaders of contemporary

India, Anil Dhirubhai Ambani is

the Chairman of all listed Group

companies, namely: Reliance

Communications, Reliance

Capital, Reliance Energy and

Reliance Natural Resources Limited.

He is also Chairman of the Board of Governors of Dhirubhai Ambani Institute of

Information and Communication Technology, Gandhi Nagar, Gujarat.

Till recently, he also held the post of Vice Chairman and Managing Director in Reliance

Industries Limited (RIL), Indias largest private sector enterprise.

Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and was

centrally involved in every aspect of the companys management over the next 22 years.


16/63



He is credited with having pioneered a number of path-breaking financial innovations in

the Indian capital markets. He spearheaded the countrys first forays into the overseas capital

markets with international public offerings of global depositary receipts, convertibles and

bonds.

Starting in 1991, he directed Reliance Industries in its efforts to rise over US$ 2 billion. He

also steered the 100-year Yankee bond issue for the company in January 1997.

He is a member of:

Wharton Board of Overseers, the Wharton School, USA. Central Advisory Committee, Central Electricity Regulatory Commission. Board of Governors, Indian Institute of Management, Ahmadabad. Board of Governors Indian Institute of Technology, Kanpur. In June 2004, he was elected for a six-year term as an independent member of the

Rajya Sabha, Upper House of Indias Parliament a position he chose to resign

voluntarily on March 25, 2006.

Awards and Achievements

Conferred the CEO of the Year 2004 in the Plats Global Energy Awards. Rated as one of Indias Most Admired CEOs for the sixth consecutive year in the

Business BaronsTNS Mode opinion poll, 2004

Conferred The Entrepreneur of the Decade Award by the Bombay ManagementAssociation, October 2002.

Awarded the First Wharton Indian Alumni Award by the Wharton India EconomicForum (WIEF) in recognition of his contribution to the establishment of Reliance as a

global leader in many of its business areas, December 2001

Selected by Asia week magazine for its list of Leaders of the Mi llennium in Businessand Finance and was introduced as the only new hero in Business and Finance from

India, June 1999.


17/63



About the organization

VISION:

Enriching Organization, Globally, Through Innovative HR SolutionsCORE VALUES OF THE COMPANY:

Integrity Dignity Passion Team Work Quality Orientation Growth for all stake holders

ABOUT COMPANY:

RelianceADA Group is one of the fastest growing diversified groups in the country. With

businesses growing at a breathtaking pace across all verticals, one of the critical challenges ofthe Group would be to recruit, develop and retain competent manpower in the years to come.

Reliance HR Services Pvt Ltd was formed in 1 stOct 2007 under the guidance of Mr.Amitava

K Ghosh (Head - RHRS) to give end to end Contract staffing solutions for Anil Dhirubhai

Ambani Group of Companies (ADAG).Currently we are operating in 13 Circles across India

having a work force of more than 20 thousand employees.


18/63



Products and Designation:

Business

RCL

Products Role

BBCC TSE

BBFSA Field sales associates

TL

BBSA Sales associate

BBSE Corporate sales executive

Customer relationshipexecutive

Sales executive

CSD CCRM

Customer care associate-

mobile business

GEN

MIS COORDINATOR

ZOP

CSD-Customer care GEN

CWG MIS COORDINATOR

Sales associate

Sales executive

DST-PP Field sales associate

Tele caller

TL

DST-PP(DATA-CARD) DATA CARD FOS

Marketing GEN

PCO Customer care associate


19/63



BIG TV

NICSI

Big Music

Business

FAB executive

GEN

Zonal sales executive

PCO-FAB FAB executive

FAB LEAD

FAB officer

Field sales associate

Shared services Customer care associate

GEN

OE

Wimax Sales associate

Sales executive

DTH Executive after sales

FAB executive

Office installer

Sales executive

NICSI BMS officer

Shift engineer

Technician

Sales promotion officer

Sales executive

Associate manager

Business analyst

C3 executive

Commercial Executive

Customer care Associate-

Broadband business


20/63



RWSL

Customer care Associate-

Mobile business

FDS

Field sales associate

Field sales in charge

FOS

GEN

HR-coordinator

IT executive

Lead web guide

MIS Coordinator

OE

Relationship officer-PFS

Relationship executive

Relationship officer-VC

business

RO

Store manager

Team leader-Broadband

business

Team leader-Mobilebusiness

TL

Web guide


21/63



RELIANCE ADA Group of Companies

Reliance Capital

Reliance Capital is one of Indias leading and fastest growing private sector financial services

companies, and ranks among the top 3 private sector financial services and banking

companies, in terms of net worth.

The company has interests in asset management and mutual funds, life and general

insurance, private equity and proprietary investments, stock broking and other activities in

financial services.

Reliance Communications Limited

The flagship company of the Reliance ADA Group, Reliance Communications

Limited, is the realization of our founders dream of bringing about a digital revolution that

will provide every Indian with affordable means of communication and a ready access to

information.

The company began operations in 1999 and has over 20 million subscribers today. It

offers a complete range of integrated telecom services.

These include mobile and fixed line telephony; broadband, national and international

long distance services, data services and a wide range of value added services and

applications aimed at enhancing the productivity of enterprises and individuals.

Reliance Energy Limited

Reliance Energy Limited, incorporated in 1929, is a fully integrated utility engaged in

the generation, transmission and distribution of electricity. It ranks among Indias top listed

private companies on all major financial parameters, including assets, sales, profits and

market capitalization.


22/63



It is Indias foremost private sector utility with aggregate estimated revenues of Rs 9,500

crore (US$ 2.1 billion) and total assets of Rs 10,700 crore (US$ 2.4 billion).

Reliance Energy Limited distributes more than 21 billion units of electricity to over

25 million consumers in Mumbai, Delhi, Orissa and Goa, across an area that spans 1,24,300

sq. kms. It generates 941 MW of electricity, through its power stations located in

Maharashtra, Andhra Pradesh, Kerala, Karnataka and Goa.The company is currently pursuing

several gas, coal, wind and hydro-based power generation projects in Maharashtra, Uttar

Pradesh, Arunachal Pradesh and Uttaranchal with aggregate capacity of over 12,500 MW.

These projects are at various stages of development.

Reliance Energy Limited is vigorously participating in emerging opportunities in the

areas of trading and transmission of power. It is also engaged in a portfolio of services in the

power sector in Engineering, Procurement and Construction (EPC) through a network of

regional offices in India.

Reliance Health

In a country where healthcare is fast becoming a booming industry, Reliance Health isa focused healthcare services company enabling the provision of solution to Indians, at

affordable prices. The company aims at providing integrated health services that will compete

with the best in the world.

It also plans to venture into diversified fields like Insurance Administration, Health

care Delivery and Integrated Health, Health Informatics and Information Management and

Consumer Health.

Reliance Health aims at revolutionizing healthcare in India by enabling a healthcare

environment that is both affordable and accessible through partnerships with government and

private businesses.

Reliance Media & Entertainment

As part of the Reliance - ADA Group, Reliance Entertainment is spearheading theGroups foray into the media and entertainment space. Reliance Entertainments core focus is


23/63



to build significant presence for Reliance in the Entertainment eco-system: across

content and distribution platforms.

The key content initiative are across Movies, Music, Sports, Gaming, Internet &

mobile portals, leading to direct opportunities in delivery across the emerging digital

distribution platforms: digital cinema, IPTV, DTH and Mobile TV. Reliance ADA Group

acquired Adlabs Films Limited in 2005, one of the largest entertainment companies in India,

which has interests in film processing, production, exhibition & digital cinema. Reliance

Entertainment has made an entry into FM Radio through Adlabs Radio, having won 45

stations in the recent bidding, which will soon be the Radio station with the largest footprint

in India.

2.1 OBJECTIVES OF THE STUDY:

To measure the effectiveness of training programs based on the feed back of trainees. To suggest measures to improve the effectiveness of training program based on the

views of trainees, trainers, and executives.

To identify various training and development given at ADA Group pvt ltd. To find out the periodicity of training and development. To assess pre-training and post-training performances and feedback reports. To examine how the employees who underwent training and development have

achieved perfection and have been recognized.

2.2 NEED FOR THE STUDY:

Rapid development in technology and changing goals of Organization has made training

and development of employees inevitable. It has now been well accepted by all that training

is needed by everyone in Organization from top to bottom.

Training facilitates employees talent, skills and enables them to overcome the problems

faced on the job. Training and development of employees is important to face competition in

the world. The study is needed to increase the organizational productivity. The quality

products can be produced through the study on training. The study can be used to fulfill the

future needs of the company. The study is needed to reduce the shortage of skills. Skilled and


24/63



knowledgeable people are always on short supply. Organizational climate can be improved

through study on training.

Alternatively they are too costly to hire from outside. The best alternative is to improve

skills and knowledge of existing employees through training and development.

2.3 SCOPE OF THE STUDY:

The study is confined to training and development only.

The study is confined to training and development of employees of ADA Group pvt ltd.

The study is confined to ADA Group branch of Hyderabad.

Training in ADA Group:

In ADA Group training is given to employees in manufacturing, distribution and other

related activities.

Training for employees:

Employees are given

1. Induction training

2. On the job training (for new recruits or existing staff)

3. Good manufacturing practices (GMP)

4. Environment, health and safety (EHS)

5. External training (relevant to GMP, EHS, others)

Identification of training needs:

In ADA Group Training needs are identified at the beginning of the year. Training

needs are identified by referring business imperatives like business objectives , business plans


25/63



company vision , mission, New product development or methods , New techniques , New

equipment , New legislatives, New procedures/standards , market , New system, etc.

1. On the job training:HOD identify needs based on job responsibilities, shot falls in the individuals

knowledge, skills, attitude to perform his / her job at desired level of performance.

2. cGMP training:Head QA /designee identify the training needs and Annual calendar and conduct

cGMP training programme of various topics at all necessary departments at site. Internal or

external agency performs this programme.

3. EHS :Head QA /designee identify the training needs and Annual calendar and conduct

cGMP training programme of various topics at all necessary departments at site. External

agency performs this programme.

4. Induction:In this company policy, profile, procedures, company certificates, rules and

regulations, personnel hygiene and EHS by EHS department and records are explained. New

employee is introduced to all departmental heads.Departmental core activities are explained

in brief and functional heads shall sign in the induction training record. The induction

training record is maintained.

On the job training for new recruits:

1. The new recruit is handed over to the HOD.2. The new recruit is given the SOP (Standard Operating Procedure) and records are

maintained.

3. The procedures are explained to the new employee and records are maintained.4. Training is given for 7 days.5. Then the training evaluation questionnaire is prepared.6. The experience of previously trained employees are asked and recorded.7. The experience of new employees are also asked and recorded.


26/63



Certification:

Employee evaluation certificate is handed over to HR department. The employees who

have understood the activities trained to him should be certified by the HOD and unit head.

Then the employee is allowed to carry on his duties under the supervision of trained staff.

Re-certification:

If the employee is not performing effectively then refreshment training is given to him.

He is sent again for training.

Conducting the training programme:

1. HR and deputy make the necessary arrangements for training programme of cGMPand EHS.

2. An attendance record is maintained and is signed by both participants and faculty.3. Feedback of training program is taken from participants.4. Training program is reviewed by internal/external faculty.

Assessment of training of participants:

1. Assessment of training of the participants is done by questions and answersmethodology as per the training questionnaire or verbal method is followed.

2. External agencies shall use our format / their own pattern for assessment is followed.3. If the employee gets less than 70% marks then he is retrained.4. The employees who are trained are rated as follows:

Below 70% = fail

70% - 80% = good

81% - 90% = very good

91% - 100% = excellent

Internal trainer evaluation:

1. The trainer is evaluated based on the knowledge, earlier trainings.2. The immediate supervisor or executives of concerned department are selected as

trainers.


27/63



3. The trainer should have good interpersonal communications skills.4. The trainer is reviewed by departmental heads and unit heads as per the training

evaluation certificate.

5. The trainer evaluation certificate is given.External training:

1. Quality assurance department / other departments with HR department and organizetechnical training by other technical agencies.

2. The members are allowed to attend the seminars given by external agencies.3. The seminars are mainly based on technological development, sophistication of the

instrumentation, other advanced process / validation aspects and other current GMP

and regulatory topics.

4. Feedback is taken and is recorded.Employee training record:

1. The employee training record is maintained.2. Training summary is written.3. The overall cumulative hours of an individual should be 24hrs/year or more.4. Training is conducted and all the training records are maintained.

On the job training in production department:

1. SOPs are given to the employees.2. Safety precautions and general PO are explained.

3.

How to handle the equipment and unit operations.4. How to fill equipment usage log SOP general format.5. Safe handling of the raw materials and recovered solvents.6. How to fill batch production and control record.7. Safe handling of finished goods.

This training is given after induction. It is conducted for two hours daily up to 7 days.


28/63



HR training:

1. SOP related to HR.

2. Training.

3. Time office.

4. House keeping.

5. File keeping.

6. Attendance.

Training evaluation questionnaire for executives:

1. What is meant by SOP and specify the name of SOPs in HR department?

2. Define the training? Specify the kinds of training?

3. Briefly write about the functions in the time office.

4. Write some of the functions in the house keeping?

5. What is the best way in file keeping?

6. What are the steps taken while preparation of attendance.

Training feedback form:

1. How much clarity has been obtained about the objectives of programme?a. Complete

b. More than 70%c. Less than 70%

2. Do you prepare for the class as prepared?a. Yes

b. No


29/63



3. Did you understand the contents of the programme as explained?a. Complete

b. More than 70%c. Less than 70%

4. Describe the teaching methodology say slides , projects, etca. Excellent

b. Very goodc. Satisfactory

5. How about the usage of case studies or exercises conducted?a. Good

b. Satisfactoryc. Non satisfactory

6. How do feel about sequence of the presentation?a. Well organized

b. Goodc. Satisfactory

7.

How was faculty communication?a. Very clear

b. Goodc. Satisfactory

8. What do you say about the course material?a. Very useful

b. Usefulc. Not much of use

9. How was question and answer session?a. Very helpful

b. Helpfulc. Not much of help


30/63



10.How is the duration of the programme?a. Too much

b. Sufficientc. Very short

11.What is your overall rating of programme?a. Excellent

b. Very goodc. Satisfactory

12.What are the major benefits you derived from this programme?a. Helped to confirm my ideas and concept

b. Helped to clarify some of the ideas and conceptc. Presented new ideas and approachesd. Any other, please specify..

Comments:

.

Reference documents/Formats:

1. Induction training record2. On the job training record for new recruits3. Employee evaluation certificate4. Employee training record5. Training needs identification and annual calendar6. Training attendance sheet7. Training feedback form8. Training evaluation questionnaire9. Training evaluation certificate


31/63



3.1 INTRODUCTION TO RESEARCH METHODOLOGY:

Methodology deals with the research design used, data collection methods used,

sampling methods used, analysis and interpretation done and limitations inherent in the

project.

Methodology is one of the main aspects of every research. This explains how the

research was conducted following methodology has been in this project work.

Research Design:

The research design for this research is descriptive in nature. Descriptive research studies

attempt to obtain a clear, complete and accurate description of a situation. Descriptive study

is necessary when the research is interested in knowing the characteristic of a certain group.

3.2 DATA SOURCES:

Data for this research was collected both from primary and secondary sources.

There are two types of data sources:

1. Primary sources2. Secondary sources.

1. Primary sources:

This consists of original information gathered for specific purpose. The normal procedure is

to interview people individually and /or on groups, to get the required data Here the data

being sought is various methods and techniques of training followed in this organization.

2. Secondary sources:

The profile of the company and text books on HRM and PERSONNEL MANAGEMENT

and various magazines are secondary sources.


32/63



RESEARCH APPROACHES:

The research availed the 'descriptive research' type of research where in the researcher

goes to the respondent with the questionnaire, clarifies and doubts raised by the respondent

and notes the responses. This is of the form of personal interviewing of the respondent, who

may fill in the questionnaire.

3.3 SAMPLING TECHNIQUES:

A sample of hundred is taken for administering questionnaire. While analyzing

qualitative data relating to the opinion of workers, convenient sampling techniques and

statistical tools have been used.

Sampling technique: convenient sampling

Statistical tools: weighted average method

Sampling unit: company employees

Sample size: 100

The sampling procedure determines how the respondents be chosen

RESEARCH INSTRUMENTS:

The researcher has used questionnaire as the research instruments.

Types of questions used in the questionnaire:

Open-ended questions Close-ended questions

Open-Ended questions:

Open ended questions are used to get the suggestions from the respondent in order

to give feedback to the company.

Closed-Ended questions:

In closed ended questions, there are two types of questions:

1. Multi choice questions

2. Double -ended questions.


33/63



1. Multi choice questions:In this multi choice question, the respondents are given four to five choice in which he

has to select one. For this questions are we can apply statistical tools like chi-square andANOVA in order to relate the results to the universe.

2. Double-ended questions:In these questions the respondent will be given two choices for answer in which they

have to choose one.

3.4 LIMITATIONS OF THE STUDY:

The information given by the respondents may not be accurate due to the fear of management

and shyness.

The sample chosen for study was 100 out of 650 employees.

The employees and executive were busy with their work schedules; as a result interviews

could not be conducted continuously.


34/63



TABLES

Table 4.1.1: Training undergone in the companyTable 4.1.2: Training methods followed

Table 4.1.3: Enhancement of personal growth and development

Table 4.1.4: Helps in long run or short run

Table 4.1.5: Vital role in performance level of an employee

Table 4.1.6: Number of training programs attended

Table 4.1.7: Improvement in productivity

Table 4.1.8: Problems faced while training

Table 4.1.9: Helps in motivation

Table 4.1.10: Training program conducted

Table 4.1.11: Needs are identified in right manner

Table 4.1.12: Opinion about training procedure

Table 4.1.13: Re-training of the employees

Table 4.1.14: Training evaluation

Table 4.1.15: Organizing the training program

Table 4.1.16: Training contents understood

Table 4.1.17: Overcome problems in work life

Table 4.1.18: Gaining knowledge

Table 4.1.19: Increases job satisfaction and recognition

Table 4.1.20: Reference material provided


35/63



FIGURES

Figure: 4.1.1: Training undergone in the company

Figure: 4.1.2: Training methods followed

Figure: 4.1.3: Enhancement of personal growth and development

Figure: 4.1.4: Helps in long run or short run

Figure: 4.1.5: Role in increasing the performance level of an employee

Figure: 4.1.6: Number of training programs attended

Figure: 4.1.7: Improvement in productivity

Figure: 4.1.8: Problems faced while training

Figure: 4.1.9: Helps in motivation

Figure: 4.1.10: Training program conducted

Figure: 4.1.11: Needs are identified in right manner

Figure: 4.1.12: Opinion about training procedure

Figure: 4.1.13:Re-training of the employees

Figure: 4.1.14: Training evaluation

Figure: 4.1.15: Organizing the training program

Figure: 4.1.16: Training contents understood

Figure: 4.1.17: Overcome problems in work life

Figure: 4.1.18: Gaining knowledge

Figure: 4.1.19: Increases job satisfaction and recognition

Figure: 4.1.20: Reference material provided


36/63



4.1 Data analysis & Interpretation

4.1.1 Have you undergone any training in this company?

A) Yes B) NoTable 4.1.1: Training undergone in the company

DIMENSIONS

No. of

Respondents

Percentage

%

yes 100 100%

no 0 0%

total 100 100%

I ONSIONS

Figure: 4.1.1: Training undergone in the company

Interpretation:

In ADA Group ltd 100% respondents are undergone training because the acquisition of

more knowledge and skills are acquired through the training. Every respondent has

undergone training in the organization. By this it was declared that all respondents have

undergone training in the company.

0%

20%

40%

60%

80%

100%

100%

0%

Response

Dimensions

Training undergone in the company

YES No


37/63



4.1.2 What types of training methods are followed in your organization?A) On the job B) Off the job c) BothTable 4.1..2: Training methods followed

DIMENSIONS No. of Respondents

Percentage

%

On the job 80 80%

Off the job 10 10%

Both 10 10%

total 100 100%

Figure: 4.1.2: Training methods followed

Interpretation:

In ADA Group ltd 80% respondents are given on the job training because the

acquisition of more knowledge and skills are required in the present job. 10% respondents are

given off the job training because they are thinking it may also help them and 10% of

respondents are given both types of training. By this it was declared on the job training is

followed in the company.

0%

10%

20%

30%

40%

50%

60%

70%

80%

80%

10% 10%

Response

Dimensions

Training methods followed


38/63



4.1.3 Whether the training program enhances your personal growth & development?A) Yes B) No C) Some timesTable 4.1.3: Enhancement of personal growth and development

DIMENSIONS No. of Respondents Percentage %

yes 65 65%

no 5 5%

Sometimes 30 30%

Total 100 100%

Figure: 4.1.3: Enhancement of personal growth and development

Interpretation:

In ADA Group ltd 65% respondents think that training program enhances their personal

growth and development. 5% respondents think that training program does not enhance their

personal growth and development .30% respondents think that training program some times

enhances their personal growth and development.

0%

10%

20%

30%

40%

50%

60%

70%65%

5%

30%Response

Dimensions

Enhancement of personal growth and

development

Yes No Some times


39/63



4.1.4 Whether the training program helps you during the long run or short run ?

A) Long run B) Short run C) Both

Table 4.1.4: Helps in long run or short run


Long run 51 51%

Short run 9 9%

Both 40 40%

Total 100 100%

Figure: 4.1.4: Helps in long run or short run

Interpretation:

In ADA Group ltd 51% respondents have noticed that the training program helps

them during long run. 9% respondents have noticed that training program helps them

during short rue and 40% respondents are noticed that training program helps them during

both the short run and long run. By this analysis it was declared that the training program

helps them during long run and short run.

0%

10%

20%

30%

40%

50%

60% 51%

9%

40%

Response

Dimensions

Helps in long run or short run

Long run Short run Both


40/63



4.1.5 Do you agree the training plays vital role in increasing the performance level of

an employee?

A) Strongly agree B) Agree C) Strongly disagree D) Disagree

Table 4.1.5: Vital role in performance level of an employee


Strongly Agree 10 10%

Agree 90 90%

Stronglydisagree 0 0%

disagree 0 0%total 100 100%

Figure: 4.1.5: Role in increasing the performance level of an employee

Interpretation:

In ADA Group ltd 90% respondents have agreed that training plays vital role in

increasing their performance and 10% respondents have strongly agreed that training plays

vital role in increasing their performance level. By this analysis it was declared that more

respondents agreed that training plays a vital role in increasing their performance level in this

company.

0

20

40

60

80

10090%

10%0% 0%

Response

Dimensions

Role in increasing the performance

level of an employee

Agree Strongly

agree

Strongly

disagree

Disagree


41/63



4.1.6 How many training programs did you attend so far?

A) 1 B) 2 C) 3 D) More than 3

Table 4.1.6: Number of training programs attended


1 58 58%

2 12 12%

3 12 12%

More than 3 18 18%

Total 100 100%

Figure: 4.1.6: Number of training programs attended

Interpretation:

In ADA Group ltd 58% respondents have attended training program once, 12%

respondents have attended training program twice, 12% respondents have attended thrice.

18% respondents have attended training program for more than three times. So by this

analysis it was declared that more respondents have attended training program only once.

0%

10%

20%

30%

40%

50%

60%

58%

12% 12%

18%

Response

Dimensions

Number of training programs

attended

1 2 3 More than 3


42/63



4.1.7 Do you find any improvement in organization productivity after the training program?

A) Strongly agree B) Moderately agree C) Agree D) Disagree

Table 4.1.7: Improvement in productivity



Moderatelyagree 8 8%

agree 20 20%

disagree 0 0%

Total 100 100%

Figure: 4.1.7: Improvement in productivity

Interpretation:

In ADA Group ltd 20% respondents agree that the training program increased

organizational productivity, 72% respondents are strongly agreeing that after training

organizational productivity is increased. 8% respondents are moderately agreeing. By this

analysis it was declared that more respondents are strongly agreeing that the organizational

productivity is increased.

0%

10%

20%

30%

40%

50%

60%

70%

80%

20%

72%

8%

0%

Response

Dimensions

Improvement in productivity

Agree Strongly agree Moderately Disagree

agree


43/63



4.1.8 Which type of problems you face while taking training?

A) Common problems B) Timing problem C) Lack of co-ordination D) No problem

Table 4.1.8: Problems faced while training


Common 45 45%

Timingproblem 30 30%

Lack ofcoordination 5 5%

No problem20 20%Total 100 100%

Figure: 4.1.8: Problems faced while training

Interpretation:

In ADA Group ltd 45% respondents are facing common problems during training. 30%

respondents are facing timing problems.5% of respondents are facing the problem of lack of

coordination during training. 20% declared that they do not face any problem. By this

analysis it was declared that more respondents are facing common problems while training.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

45%

30%

5%

20%Response

Dimensions

Problems faced while training

Common Timming Lack of No problem

problem problem co- ordination


44/63



4.1.9 Do you think that the training helps in motivating the employees?

A) Strongly agree B) Agree C) Moderately disagree D) Disagree

Table 4.1.9: Helps in motivation


Strongly agree 55 55%

agree 30 30%

Moderatelydisagree 15 15%

Disagree 0 0%

Total 100 100%

Figure: 4.1.9: Helps in motivation

Interpretation:

In ADA Group ltd 30% respondents are agreed that training motivates the employees.

55% respondents are strongly agreed and 15% respondents are moderately disagreed the

same thing and no one disagreed. By this analysis it was declared that more respondents

strongly agreed that training motivates the employees.

0%

10%

20%

30%

40%

50%

60%

30%

55%

15%

0%

Response

Dimensions

Helps in motivation


disagree


45/63



4.1.10 How often do you think it is essential to conduct training program?

A) Monthly B) Quarterly C)Half yearly D)Annually

Table 4.1.10: Training program conducted


Monthly 30 30%

Quarterly 44 44%

Half yearly 14 15%

Annually 12 12%

Total100 100%

Figure: 4.1.10: Training program conducted

Interpretation:

In ADA Group ltd 30% respondents think that it is essential to conduct training

program monthly. 44% respondents prefer quarterly. 15% preferred half yearly and only

12% preferred annually. By this analysis it was declared that more respondents are preferring

that training program is to be conducted quarterly in order to achieve more profits.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

30%

44%

15%

12%

Response

Dimensions

Training program conducted

Monthly Quarterly Half yearly Annually


46/63



4.1.11 Whether the needs importance of training and development in the organization all

done in right manner?


Table 4.1.11: Needs are identified in right manner



ModeratelyAgree 16 16%

agree 71 71%

Disagree 0 0%Total 100 100%

Figure: 4.1.11: Needs are identified in right manner

Interpretation:

In ADA Group ltd 71% respondents are agreeing that the needs of training and

development have been done in right manner. 13% respondents are strongly agreeing .16%

respondents are moderately agreeing. By this analysis it was declared that more respondentsare agreeing.

0%

10%

20%

30%

40%

50%

60%

70%

80%71%

13%16%

0%

Response

Dimensions

Needs are identified in right manner


agree


47/63



4.1.12 What is your opinion about training procedure in the organization?

A) Excellent B) Better C) Good D) Average

Table 4.1.12: Opinion about training procedure


Excellent 20 20%

Better 18 18%

Good 50 50%

Average 12 12%

Total 100 100%

Figure: 4.1.12: Opinion about training procedure

Interpretation:

In ADA Group ltd 20% respondents are commented that training procedure is

excellent.18% respondents are commented that training procedure is better.50% respondents

are commented that training procedure is good.12% said that it is average . By this analysis it

was declared that training procedure is good.

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

20% 18%

50%

12%

Response

Dimensions

Opinion about training procedure

Excellent Better Good Average


48/63



4.1.13 Do you feel that the re-training is necessary for re-deploying the employees?


Table 4.13: Re-training of the employees




agree 32 32%

disagree 10 10%

Total 100 100%

Figure: 4.1.13:Re-training of the employees

Interpretation:

In ADA Group ltd 32% respondents said that re-training is needed.48% strongly agreed

.10% respondents moderately agreed. 10% respondents are disagreed. By this analysis it

was declared that more respondents are interested for re-training for re-deploying the

employees.

0%

5%

10%

15%

20%

25%30%

35%

40%

45%

50%

32%

48%

10% 10%

Response

Dimensions

Re-training of the employees


agree


49/63



4.1.14 After training when an employees training evaluation is done?

A) One year B) 6 months C) 3 months D) One month

Table 4.1.14: Training evaluation


1 year 20 20%

6 months 40 40%

3 months 22 22%

1 month 18 18%

Total 100 100%

Figure: 4.1.14: Training evaluation

Interpretation:

In ADA Group ltd 20% respondents stated that evaluation done after one year.40%

respondents stated that evaluation is done after six months.22% said that evaluation done

after three months.18% said that evaluation done that only for one month. By this analysis it

was declared that the evaluation is done after six months.

0%

5%

10%

15%

20%

25%

30%

35%

40%

20%

40%

22%

18%Response

Dimensions

Training evaluation

one year 6 months 3 months one month


50/63



4.1.15 How management is organizing the training program?

A) Internal B) External

Table 4.1.15: Organizing the training program


Internal 70 70%

External 30 30%

Total 100 100%

Figure: 4.1.15: Organizing the training program

Interpretation:

In ADA Group ltd 70% respondents stated that the training is done internally and 30%

respondents stated that the training is done externally. By this analysis it was declared that

training program is done both internally and externally.

0%

10%

20%

30%

40%

50%

60%

70%

80%70%

30%

Response

Dimensions

Organising training program

Internal External


51/63



4.1.16 Have you understood the training program contents?

A) Strongly Agree B) Moderately agree C) Agree D) Disagree

Table 4.1.16: Training contents understood


ModeratelyAgree 32 32%

agree 60 60%


Disagree 8 8%

Total 100 100%

Figure: 4.1.16: Training contents understood

Interpretation:

In ADA Group ltd 60% respondents are agreeing that training contents are

understood.8% respondents disagree that the training contents are understood and 32%

respondents moderately agree that the training contents are understood .By this analysis it

was declared that more respondents agree that training contents are understood .

0%

10%

20%

30%

40%

50%

60%

70% 60%

0%

8%

32%Response

Dimensions

Training contents understood

Agree Strongly disagree Disagree Moderately

agree


52/63



4.1.17 Does the training helps to overcome problems in work life?

A) Strongly agree B) Moderately agree C) Agree D) Strongly disagree E) Disagree

Table 4.1.17: Overcome problems in work life




Agree 46 46%


Disagree 2 2%

Total 100 100%

Figure: 4.1.17: Overcome problems in work life

Interpretation:

In ADA Group ltd 22% respondents are strongly agree that training program helps to

overcome problems in worklife.30% respondents moderately agreed. 46% respondents

agreed. 2% respondents disagreed. By this analysis it was declared that more respondents are

accepting that training program helps to overcome problems in work life.

0%

10%

20%

30%

40%

50%

Responses

Dimensions

Overcome problems in work life

Strongly Moderately Agree Strongly Disagree

agree agree disagree


53/63



4.1.18 Does the Induction program helps in gaining the knowledge about work process ,

department ,organization and particularly about my job ?

A) Strongly agree B) Agree C) Disagree D) Strongly disagree

Table 41.18: Gaining knowledge

Figure: 4.1.18: Gaining knowledge

Interpretation:

In ADA Group ltd 58% respondents agreed that they have gained knowledge through

induction. 28% respondents strongly agreed .12% respondents disagreed and 2% respondents

strongly disagreed. By this analysis it was declared that most of the respondents agreed that

they have gained knowledge through induction.

0%

10%

20%

30%

40%

50%

60%

28%

58%

12%

2%

Response

Dimensions

Gaining knowledge

Strongly agree Agree Disagree Strongly disagree



Agree 58 58%

StronglyDisagree 2 2%

Disagree 12 12%

Total 100 100%


54/63



4.1.19 Does the training program increases job satisfaction and recognition?

A) Yes B) No

Table 4.1.19: Increases job satisfaction and recognition


Yes 76 76%

No 24 24%

Total 100 100%

Figure: 4.1.20: Increases job satisfaction and recognition

Interpretation:

In ADA Group ltd 76% respondents agreed that the training program increases the job

satisfaction and recognition and 24% respondents dont agree that the training program

increases the job satisfaction and recognition. . By this analysis it was declared that most of

the respondents agreed that the training program increases the job satisfaction and

recognition.

0%

10%

20%

30%

40%

50%

60%

70%

80%

76%

24%Response

Dimensions

Increases job satisfaction & recognition

Yes No


55/63



4.1.20 Does the organization provide the subject reference material in the training

program?

A) Strongly agree B) Agree C) Strongly Disagree D) Disagree

Table 4.1.20: Reference material provided

DIMENSIONS

No. of

Respondents Percentage %


Agree 50 50%

StronglyDisagree 2 2%

Disagree 10 10%

Total 100 100%

Figure: 4.1.22: Reference material provided

Interpretation:

In ADA Group ltd 50% respondents agreed that the organization provides the subject

reference material in the training program . 38% respondents strongly agreed that the

organization provides the subject reference material in the training program. 10% respondents

disagreed that the organization provides the subject reference material in the training program

and 2% respondents strongly disagreed that the organization provides the subject reference

material in the training program. By this analysis it was declared that most of the respondents

agreed that the organization provides the subject reference material in the training program.

0%

10%

20%

30%

40%

50%38%

50%

10%

2%

Response

Dimensions

Reference material provided

Strongly agree Agree Disagree Strongly disagree


56/63



5.1FINDINGS

In ADA Group all the employees have under gone the training and mostly On-the-job

training method is followed which enhances personal growth & development of

most of the employees.

The training plays vital role in increasing the performance level of the employees of

the ADA Group.

The training program in ADA Group increases the productivity of the organization.

The training program followed motivates most of the employees in the organization.

The employees say that the training program in this company is good.

The management is organizing the training program internally.

The Induction program is helping in gaining the knowledge about work process,

department, organization and particularly about the job.

The training program is increasing job satisfaction and recognition of many

employees.

The organization is providing the subject reference material in the training program to

the employees.


57/63



5.2SUGGESTIONS

The trainees should be selected on the basis of their own interest.

Improving communication system and technology for personal growth

Timing problems faced by employees are to be over come.

It is better to make SWOT analysis and accordingly the training must be given to

individual or a group.

The company should plan training program in such a way that it can be used in short

run by the employees.

It is essential to conduct training program quarterly.

The training program should be planned in such a way that it motivates more number

of the employees.


58/63



6.1 CONCLUSION:

ADA Group preferred On-the-Job methods why because Company wants to

utilize employees working hours and skills in an effective manner. The methodology of the

training process in the Company is fulfilled. The Organization is truly concentrating upon the

skills improvement in the employees. On-the-job training is very important for each and

every employee in the company. Most of the employees are satisfied with the training

methods in the Company because it increased the job satisfaction, recognition, productivity of

the employees. The training program has also increased the productivity of the organization.

The Company is conducting induction programme in which training on reliance products are

given and they are put on job. The timing problems of the employees for the training should

be sorted out so that the employees can concentrate on training. The training program is to be

evaluated quarterly so that he HR department come to know about the training effectiveness.


59/63



7.1 QUESTIONNAIRE

Personal Details:

Name: .

Gender: a. Male b. Female

Designation: ....

Years of experience:

Please provide the appropriate answers.

1. Have you undergone any training in this company?

A) Yes B) No

2. Types of training methods are followed in your organization?

A) On-the-job B) Off-the-job C) Both

3. Whether the training program enhances your personal growth & development?

A) Yes B) No C) Some times

4. Whether the training program helps you during the long run or short run?

A) Long run B) Short run C) Both

5. Do you agree the training plays vital role in the level of an employee?

A) Strongly agree B) Agree C) Strongly disagree D) Disagree

6. How many training programs did you attend so far?

A) 1 B) 2 C) 3 D) More than 3


60/63



7. Do you find any improvement in organization productivity after the training program?


8. Which type of problems you face while taking training?

A) Common problems B) Timing problem C) Lack of co-ordination D) No problem

9. Do you think that the training helps in motivating the employees?

A) Strongly agree B) Agree C) Moderately disagree D) Disagree

10. How often do you think it is essential to conduct training program?

A) Monthly B) Quarterly C) Half yearly D) Annually

11. Whether the needs importance of training and development in the organization all done

in right manner?


12. What is your opinion about training procedure in the organization?

A) Excellent B) Better C) Good D) Average

13. Do you feel that the re-training is necessary for re-deploying the employees?

A) Strongly agree B) Moderately agree C) Agree D)Disagree

14. After training when an employees training evaluation is done?

A) One year B) 6 months C) 3 months D)One month

15. How management is organizing the training program?

A) Internal B) External


61/63



16. Have you understood the training program contents?

A) Strongly Agree B) Moderately agree C) Agree D) Disagree

17. Does the training helps to overcome problems in work life?

A) Strongly agree B) Moderately agree C) Agree D) Strongly disagree E) Disagree

18. Does the Induction program helps in gaining the knowledge about work process,

department, organization and particularly about my job?


19. Is the present performance appraisal system assisting the training needs effectively?


20. Does the training program increases job satisfaction and recognition?

A) Yes B) No

21.Are the location, infrastructure and quality of training program improved day by day?


22. Does the organization provide the subject reference material in the training program?


23. Give your suggestions about Training & Development program

.


62/63



7.2 BIBLIOGRAPHY

Websites:

www.management help.org

www.google.com

www.hrabout.com

1. Personnel and Human Resource Management Subba Rao

2. Human Resource Development P.C.Tirupathi

3. Personnel Development Ashwatappa

4. Personnel Management Edwin.B.Flippo
http://www.management/http://www.google.com/http://www.hrabout/http://www.hrabout/http://www.google.com/http://www.management/


63/63


zubair prjctt t & d

Documents