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                       PRO JECT REPO RT

                              ON

                 EMPLOYEES TRAINING AND
                    DEVELOPMENT




IN THE PARTISAL FULLFILLMENT OF REQUIRMENT
         FOR THE AWARD OF DEGREE IN
   MBA (MASTER OF BUSINESS ADMINISTRATION)




    SUBMITTED TO                   SUBMITTED BY
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                    OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
The primary objective of my study at _________________to lay down the foundation of
training and development.



SECONDARY OBJECTIVE
The objective of my study about employees training and development to improve the current
process of employees training and development at _________________.

   •   My another objective is to apply my learning in the area of Human Resources so that I
       gain significant practical and Understand the nature and importance of training and
       development and identify the various inputs that should go into any programme.
   •   Delineate the different stages in a training and development programme and describe
       each step.
   •   Understand the need for and the ways of training for international assignments.




                         SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources.
This research also provides the feedback of people involved in the Training and development
process Apart from that it would provide me a great deal of exposure to interact with the high
profile managers of the company.
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TRAINING

Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job. Training
is the process of learning a sequence of programmed behaviour.
In earlier practice, training programme focused more on preparation for improved
performance in particular job. Most of the trainees used to be from operative levels like
mechanics, machines operators and other kinds of skilled workers. When the problems of
supervision increased, the step were taken to train supervisors for better supervision.


DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though
some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.


Management development is based on following on assumptions.
   1. Management development is a continuous process. It is not one shot programme but
       continues though out the career of a manager.
   2. Management development is any kind of learning, is based on the assumption that
       there, always existing a gape between an individual’s performance and his potential
       for the performance.
   3. Management development seldom takes place in completely peaceful and relaxed
       atmosphere.
   4. Management development requires clear setting of goals.
   5. Management development required conducive environment.
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                Training Need Identification for a company
Introduction

Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -

   •   To pinpoint if training will make a difference in productivity and the bottom line.

   •   To decide what specific training each employee needs and what will improve his or
       her job performance.

   •   To differentiate between the need for training and organizational issues and bring
       about a match between individual aspirations and organizational goals.


Identification of training needs (ITN), if done properly, provides the basis on which all other
training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to them,
and the reputation of the organization is also at stake.


Identification of training needs is important from both the organisational point of view as
well as from an individual's point of view. From an organisation's point of view it is
important because an organisation has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbours. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximising opportunities for development. Therefore people
must know what they need to learn in order to achieve organisational goals. Similarly if seen
from an individual's point of view, people have aspirations, they want to develop and in order
to learn and use new abilities, people need appropriate opportunities, resources, and
conditions. Therefore, to meet people's aspirations, the organization must provide effective
and attractive learning resources and conditions. And it is also important to see that there is a
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   suitable match between achieving organizational goals and providing attractive learning
   opportunities.

                                   Training Process


Needs Assessment
a) Organization Support b)
Organizational Analysis c)
Tasks and KSA Analysis d)
Person Analysis


    Instructional                       Development of                     Training
     Objectives                            Criteria                        Validity


                        Selection and
                         Design of                                        Transfer
                        Instructional                                      Validity
                         Programs


                                                                     Interorganizational
                             Training                                      Validity

                                             Use of
                                            Evaluation
                                             Models
                                                                     Interorganizational
                                                                           Validity




                                   Training Process
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                                     Development Process



                             Competitive Environment




    Stage-1                   Organizational Strategy



                             Organizational Objective
    Stage-2



Competency Mapping         Identifying Competency gapes     Career Planning




                            Training Needs Assessment




                                  Annual Training Plan


    Stage-3
                                                           Internal Training Programmes
                                                           External Training Programmes
                                  Conduct of Training
                                                           Customised Training
                                                           Programmes



                           Review of Training Activities




                     PROCESS OF DEVELOPMENT
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                      RESEARCH METHODOLOGY

MEANING OF RESEARCH:-
               Research as “ the manipulation of things, concepts of symbols for the purpose
of generalizing to extend, correct or verify knowledge, whether that knowledge aids in
construction of theory or in the practice of an art.”
The Research Methodology followed for further work can be primarily classified into two
stages namely Exploratory and Descriptive. The stepwise details of the research are as
follows:


Stage - I
Exploratory Study: Since we always lack a clear idea of the problems one will meet
during the study, carrying out an exploratory study is particularly useful. It helped develop
my concepts more clearly, establish priorities and in improve the final research design.
Exploratory study will be carried out by conducting:
Secondary data analysis which included studying the website (www.___________.com) of
the company and also going through the various articles published in different sources
(magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and
Training and development process.
Experience surveys also conduct with Assistant-Manager Human Resources and the General
Manager and Personnel Officer of ________________ to gain knowledge about the nature of
Training and development process followed in the organization.


Stage – II
Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the
subject under study, Descriptive study will be carried out to know the actual Training and
Development method being followed at ____________. The knowledge of actual training and
development process is needed to document the process and suggest improvements in the
current system to make it more effective. The tools used to carry out Descriptive study
included both monitoring and Interrogation.
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Sample Selection : To know the Training and development process of the ___________,
for identifying through Exploratory and Observational studies that the Assistant Manager
Human Resources, the General Manager at Head office and The Esteemed Managing
Director of the company are the right persons who provides training to the employees.


Research has shown specific benefits that a small business receives from
training and developing its workers, including:

   •   Increased productivity.

   •   Reduced employee turnover.

   •   Increased efficiency resulting in financial gains.

   •   Decreased need for supervision.
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                                     QUESTIONNAIRE

Dear Sir/Madam,
I am doing a research work on Employees Training & Development. I would request you to
kindly spare some time to fill up this questionnaire.


   Thank you very much for your cooperation.


Name --------------------------------------------------
Designation-------------------------------------------
Department-------------------------------------------

                                              Section I

Q1. Please mention your age
               20-25
               25-30
               Above 30
Q2. Sex:
                  Male
                  Female
Q3. Marital Status:
                Single
                Married
                Divorced
Q4. No. of years of experience:
          Less than 3 years
          3 to 5 years
          More than 5 years
Q5. Is this your first organization?
                   Yes
                   No
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                                           Section II
NOTE:             Please tick mark (ü) the option you feel is most appropriate as per the following:

Rate on a scale of 1-6 to indicate your option, 1 being strongly disagree and 6
being strongly agree
Q1. You know what is expected of                       1       2       3       4       5       6
   you at work.
Q2. You have the materials and                         1       2       3       4       5       6
  Equipment that you need to
  do your everyday work.
Q3. The work you do has appropriate                    1       2       3       4       5       6
  task variety.
Q4.You are performing a job that                       1       2       3       4       5       6
  matches your skills.
Q5.You are given ample flexibility to                  1       2       3       4       5       6
  perform your job.
Q6.The organization clarifies how its                      1       2       3       4       5       6
   culture is evident through
   employee behavior.
Q7.The organization rewards or                         1       2       3       4       5       6
  recognizes such employee behavior.
Q8.You feel comfortable working with                   1       2       3       4       5       6
   your team members.
Q9.Your organization has created a                     1       2       3       4       5       6
   professional, attractive work area
   that is functional and promotes
   productivity
Q10.The company provides you a safe                    1       2       3       4       5       6
    work environment by accident
    prevention & safety programs.
Q11.Your work interferes with your                     1       2       3       4       5       6
   personal relationships & family
   responsibilities.
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Q12.Your salary is fair, equitable          1   2   3   4   5   6
   and competitive.
Q13.You are offered economically feasible   1   2   3   4   5   6
   employee benefit programs tailored to
   individual needs.
Q14.Rewards in your organization are        1   2   3   4   5   6
   immediate and appropriate.
Q15.Performance goals are behavioral,       1   2   3   4   5   6
   result-oriented and achievable.
Q16.Performance is regularly tracked        1   2   3   4   5   6
   and measured.
Q17.Performance measures are mutually       1   2   3   4   5   6
   agreed on & discussed by both the
   employee & supervisor.
Q18.Performance is appropriately rewarded   1   2   3   4   5   6
   with raises, incentives, rewards
   and recognition.
Q19.Performance measurement is used         1   2   3   4   5   6
   as criteria for promotions.
Q20.You are a part of a supportive and      1   2   3   4   5   6
   productive team.
Q21.A variety of training & development     1   2   3   4   5   6
   programs are offered to improve skills
Q22.You feel attached with your company,    1   2   3   4   5   6
    team & other employees.
Q23.You have the opportunity to grow and    1   2   3   4   5   6
    prosper with the organization.
Q24.You work in a trusting and ethical      1   2   3   4   5   6
   environment
Q25.You have a supervisor who is            1   2   3   4   5   6
    respectful and one who inspires you
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                                       Section III
Q1. Has your company organizes a training and development programme?
                  Yes
                     No
Q2. If your organisation identifies the training needs for the employees?
                     Yes
                     No
Q3. On an average, how much time did it used to take for training and development
     programme?
                     One Month
                     Two Month
                     Three Month
Q4. How much training programs has been made in the past one year?
                     One
                     Two
                     Three
Q5. Do you have any training programs in the coming financial year?
                     Yes
                     No
Q6. Do your top management take feed back?
                     Yes
                     No
Q7. What do you think the training programs will be run in future?
                  Yes
                  No
Q8. Do employee development programs raise unrealistic expectations about promotions?
                  Yes
                  No
Q 9. Do the Executive Director engage development activities for him/herself?
                  Yes
                  No
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Q10. Do you feel trust in your supervisors?
                 Yes
                 No
Q11. Do the practice's supervisors use positive attitude with employees?
                 Yes
                 No
Q12. Does the practice have a consistent, timely and fair method for evaluating individual
       performance?
                 Yes
                 No
Q13. Do you feel, you are being paid fairly?
                 Yes
                 No
Q14. Does your practice's equipment (everything from computers to scales) work properly?
                 Yes
                 No
Q15. Does your company use a specific training process?
                 Yes
                 No
Q16. Do you require a high degree of technical knowledge for your job?
                 Yes
                 No
Q17. Are office conditions comfortable?
                 Yes
                 No
Q18. Do you satisfy with organizational training and development programmme?
                 Yes
                 No
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Limitations:

    In view of the limited time available for the study, only the Training and
      Development process could be studied.
    The sample size is too small to reflect the opinion of the whole organization.
    The answers given by the respondents have to be believed and have to be taken
      for granted as truly reflecting their perception.
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                                BIBLIOGRAPHY :


   1. Making performance work effectively: - Philip Tom: McGraw Hill Book Company:
        England: 1983.


   2.      Principles and procedures in evaluating performance: John C. Flanagan: volume
           28.


   3.      Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd.: New
           Delhi.


   4.      Training & Development : A Better way: Robert Hayden: Volume 52.


   5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New
        Delhi.


   6.      P. Jyothi, P., Venkatesh, D.N., Human Resource Management


   7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International
        Publications


   8.      Aswathappa, K., Human Resource Personal Management


   Websites Search :

   www.wiki.com
   www.google.com
   www.msn.com


   This is synopsis of Employee’s Training & Development Project Report. If
   you need full project mail us to : bkm@allprojectreports.com or Call me
   +91-9355998386

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Project employee-training-development

  • 1. www.allprojectreports.com PRO JECT REPO RT ON EMPLOYEES TRAINING AND DEVELOPMENT IN THE PARTISAL FULLFILLMENT OF REQUIRMENT FOR THE AWARD OF DEGREE IN MBA (MASTER OF BUSINESS ADMINISTRATION) SUBMITTED TO SUBMITTED BY
  • 2. www.allprojectreports.com OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE The primary objective of my study at _________________to lay down the foundation of training and development. SECONDARY OBJECTIVE The objective of my study about employees training and development to improve the current process of employees training and development at _________________. • My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any programme. • Delineate the different stages in a training and development programme and describe each step. • Understand the need for and the ways of training for international assignments. SCOPE OF THE STUDY This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.
  • 3. www.allprojectreports.com TRAINING Training is concerned with imparting developing specific skills for a particular purpose. Training is the act of increasing the skills of an employees for doing a particular job. Training is the process of learning a sequence of programmed behaviour. In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the step were taken to train supervisors for better supervision. DEVELOPMENT Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development. Management development is based on following on assumptions. 1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gape between an individual’s performance and his potential for the performance. 3. Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment.
  • 4. www.allprojectreports.com Training Need Identification for a company Introduction Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: - • To pinpoint if training will make a difference in productivity and the bottom line. • To decide what specific training each employee needs and what will improve his or her job performance. • To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals. Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake. Identification of training needs is important from both the organisational point of view as well as from an individual's point of view. From an organisation's point of view it is important because an organisation has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners, employees, customers, suppliers, and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximising opportunities for development. Therefore people must know what they need to learn in order to achieve organisational goals. Similarly if seen from an individual's point of view, people have aspirations, they want to develop and in order to learn and use new abilities, people need appropriate opportunities, resources, and conditions. Therefore, to meet people's aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a
  • 5. www.allprojectreports.com suitable match between achieving organizational goals and providing attractive learning opportunities. Training Process Needs Assessment a) Organization Support b) Organizational Analysis c) Tasks and KSA Analysis d) Person Analysis Instructional Development of Training Objectives Criteria Validity Selection and Design of Transfer Instructional Validity Programs Interorganizational Training Validity Use of Evaluation Models Interorganizational Validity Training Process
  • 6. www.allprojectreports.com Development Process Competitive Environment Stage-1 Organizational Strategy Organizational Objective Stage-2 Competency Mapping Identifying Competency gapes Career Planning Training Needs Assessment Annual Training Plan Stage-3 Internal Training Programmes External Training Programmes Conduct of Training Customised Training Programmes Review of Training Activities PROCESS OF DEVELOPMENT
  • 7. www.allprojectreports.com RESEARCH METHODOLOGY MEANING OF RESEARCH:- Research as “ the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as follows: Stage - I Exploratory Study: Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop my concepts more clearly, establish priorities and in improve the final research design. Exploratory study will be carried out by conducting: Secondary data analysis which included studying the website (www.___________.com) of the company and also going through the various articles published in different sources (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Training and development process. Experience surveys also conduct with Assistant-Manager Human Resources and the General Manager and Personnel Officer of ________________ to gain knowledge about the nature of Training and development process followed in the organization. Stage – II Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Training and Development method being followed at ____________. The knowledge of actual training and development process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation.
  • 8. www.allprojectreports.com Sample Selection : To know the Training and development process of the ___________, for identifying through Exploratory and Observational studies that the Assistant Manager Human Resources, the General Manager at Head office and The Esteemed Managing Director of the company are the right persons who provides training to the employees. Research has shown specific benefits that a small business receives from training and developing its workers, including: • Increased productivity. • Reduced employee turnover. • Increased efficiency resulting in financial gains. • Decreased need for supervision.
  • 9. www.allprojectreports.com QUESTIONNAIRE Dear Sir/Madam, I am doing a research work on Employees Training & Development. I would request you to kindly spare some time to fill up this questionnaire. Thank you very much for your cooperation. Name -------------------------------------------------- Designation------------------------------------------- Department------------------------------------------- Section I Q1. Please mention your age 20-25 25-30 Above 30 Q2. Sex: Male Female Q3. Marital Status: Single Married Divorced Q4. No. of years of experience: Less than 3 years 3 to 5 years More than 5 years Q5. Is this your first organization? Yes No
  • 10. www.allprojectreports.com Section II NOTE: Please tick mark (ü) the option you feel is most appropriate as per the following: Rate on a scale of 1-6 to indicate your option, 1 being strongly disagree and 6 being strongly agree Q1. You know what is expected of 1 2 3 4 5 6 you at work. Q2. You have the materials and 1 2 3 4 5 6 Equipment that you need to do your everyday work. Q3. The work you do has appropriate 1 2 3 4 5 6 task variety. Q4.You are performing a job that 1 2 3 4 5 6 matches your skills. Q5.You are given ample flexibility to 1 2 3 4 5 6 perform your job. Q6.The organization clarifies how its 1 2 3 4 5 6 culture is evident through employee behavior. Q7.The organization rewards or 1 2 3 4 5 6 recognizes such employee behavior. Q8.You feel comfortable working with 1 2 3 4 5 6 your team members. Q9.Your organization has created a 1 2 3 4 5 6 professional, attractive work area that is functional and promotes productivity Q10.The company provides you a safe 1 2 3 4 5 6 work environment by accident prevention & safety programs. Q11.Your work interferes with your 1 2 3 4 5 6 personal relationships & family responsibilities.
  • 11. www.allprojectreports.com Q12.Your salary is fair, equitable 1 2 3 4 5 6 and competitive. Q13.You are offered economically feasible 1 2 3 4 5 6 employee benefit programs tailored to individual needs. Q14.Rewards in your organization are 1 2 3 4 5 6 immediate and appropriate. Q15.Performance goals are behavioral, 1 2 3 4 5 6 result-oriented and achievable. Q16.Performance is regularly tracked 1 2 3 4 5 6 and measured. Q17.Performance measures are mutually 1 2 3 4 5 6 agreed on & discussed by both the employee & supervisor. Q18.Performance is appropriately rewarded 1 2 3 4 5 6 with raises, incentives, rewards and recognition. Q19.Performance measurement is used 1 2 3 4 5 6 as criteria for promotions. Q20.You are a part of a supportive and 1 2 3 4 5 6 productive team. Q21.A variety of training & development 1 2 3 4 5 6 programs are offered to improve skills Q22.You feel attached with your company, 1 2 3 4 5 6 team & other employees. Q23.You have the opportunity to grow and 1 2 3 4 5 6 prosper with the organization. Q24.You work in a trusting and ethical 1 2 3 4 5 6 environment Q25.You have a supervisor who is 1 2 3 4 5 6 respectful and one who inspires you
  • 12. www.allprojectreports.com Section III Q1. Has your company organizes a training and development programme? Yes No Q2. If your organisation identifies the training needs for the employees? Yes No Q3. On an average, how much time did it used to take for training and development programme? One Month Two Month Three Month Q4. How much training programs has been made in the past one year? One Two Three Q5. Do you have any training programs in the coming financial year? Yes No Q6. Do your top management take feed back? Yes No Q7. What do you think the training programs will be run in future? Yes No Q8. Do employee development programs raise unrealistic expectations about promotions? Yes No Q 9. Do the Executive Director engage development activities for him/herself? Yes No
  • 13. www.allprojectreports.com Q10. Do you feel trust in your supervisors? Yes No Q11. Do the practice's supervisors use positive attitude with employees? Yes No Q12. Does the practice have a consistent, timely and fair method for evaluating individual performance? Yes No Q13. Do you feel, you are being paid fairly? Yes No Q14. Does your practice's equipment (everything from computers to scales) work properly? Yes No Q15. Does your company use a specific training process? Yes No Q16. Do you require a high degree of technical knowledge for your job? Yes No Q17. Are office conditions comfortable? Yes No Q18. Do you satisfy with organizational training and development programmme? Yes No
  • 14. www.allprojectreports.com Limitations:  In view of the limited time available for the study, only the Training and Development process could be studied.  The sample size is too small to reflect the opinion of the whole organization.  The answers given by the respondents have to be believed and have to be taken for granted as truly reflecting their perception.
  • 15. www.allprojectreports.com BIBLIOGRAPHY : 1. Making performance work effectively: - Philip Tom: McGraw Hill Book Company: England: 1983. 2. Principles and procedures in evaluating performance: John C. Flanagan: volume 28. 3. Public Personal Administration: S L Goel: Sterling Publishers Pvt. Ltd.: New Delhi. 4. Training & Development : A Better way: Robert Hayden: Volume 52. 5. Research Methodology Methods and Techniques: Kothari C. R.: Willey Easter: New Delhi. 6. P. Jyothi, P., Venkatesh, D.N., Human Resource Management 7. Kothari, C. R., Methods and Techniques, New Delhi, New Age International Publications 8. Aswathappa, K., Human Resource Personal Management Websites Search : www.wiki.com www.google.com www.msn.com This is synopsis of Employee’s Training & Development Project Report. If you need full project mail us to : bkm@allprojectreports.com or Call me +91-9355998386