Documente Academic
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ON
SUBMITTED BY :
DEEPAK SINGH
Roll No – 0902870014
and Mr. Dinesh Sharma (Asst. Manager) & Mr. Vipin Kumar
them.
Counter Signed by:
Deepak Singh
MBA IIIrd Sem.
PREFACE
I hope this project work prove useful to its reader & organization
as well if it deserves.
TABLE OF CONTENTS
1 Executive Summary 8
2 Company Profile 11-23
7 Methodology of Training 66
8 Evaluation of Training & Development 99
13 Annexure 133
14 Bibliography 138
EXECUTIVE SUMMARY
Topic of study:
gap between the demand of the job and skills of the worker. This
gap can be patch up by delivering effective training and
that.
ii. Preliminary discussion:
In this regard at the outset, I would like to talk about the
improvement.
COMPANY PROFILE
on the organization.
3. To identify the competencies of employer to perform
reputed organization.
company.
The main motto of this project was to know, how company
is a subject to be learnt..
process, will
• Ensure that staff have a level of knowledge and skill to fully
potential
learning
Equal opportunities
All staff are entitled to and can expect to receive training they
another job in order to gain an insight into the role and fuller
understanding of the work.
success.
To demonstrate this contribution, individuals will agree
For individuals,
For managers,
objectives provide a basis for allocating responsibility to
and deciding on the methods that they will use to evaluate the
learning. (Personnel Services will of course be available
There are three key stages that will be used to evaluate training
and development:
these include:
• Participant self-assessment
• Structured interviews
• Questionnaires
• Qualifications obtained
managers.
Non-training course learning activities
methods
Personnel Services is building up a range of literature from
Company sponsorship
(3) Evaluation
PHASE ONE: Needs Identification
stake.
It is important to know exactly what you are doing, and why,
ADVANTAGE OF ITN
It pinpoints the problems
performance.
conditions.
objectives, see:
• To make learning opportunities effective and
attractive.
being effectively
three different levels. This means that the need arising from
I2 : Improving
initiatives and to make your own meaning and sense out of what
is going on. So we are concerned with the following model-
need of improving.
enhanced.
I3 : Innovating
Performance at this level requires two sets of learning in
a clear sense of “what is in it” not just for ourselves, but for
our colleagues, the organization as a whole, and the wider
community.
Organizational, group, and individual needs
and innovating (I1, I2 and I3) - there are also three areas of need:
organisational, group, and individual. Because we shall be
do so.
I2: improving level
team or group goes about its business and meets its current
objectives.
I3 : innovating level
together be formed.
Individual needs
learn or be trained
• to bring their current performance up to the required level
root cause.
2. Temporary worker
A worker get the permanent job after the good and consistent
performance in the company, these people are well experienced
know any thing about the work, so these types of people require
training.
When a new person joins the company, he got the training about
point the line in charged found any fault in the work, the line in
charge instructed at that time, so that the worker does the job in
a proper way and come out with zero-defect product.
is there, who will watch each and every steps during the work. If
any fault in the work is found, he takes the serious and instructs
to remove the fault immediately.
he may ask the line in charge or if line in charge see any fault
main advantage of this job rotation is, if any worker does not
come on the particular day, that place can be filled by any other
• Highly efficient
• Efficient
• Adequate
These workers are very efficient and can handle any situation
during the work. He can work on any machine at any time
They are not able to handle the different machines. They feel
problem in some job.
After that the third category comes, that is called adequate. This
• Counseling
the work he can watch how the highly efficient people work?
How can they handle the situation? They got the idea about the
problem, which may be arising during the work. They also get
giving them training. The work pressure is the best way for
make them work. Under this the person is send to work between
• Technical changes
and after joining them they give them training. So that this can
always best.
Learning principles
Appropriateness of the facilities
or another.
Job rotation
Apprenticeships
Coaching
Vestibule training
Supervisory training:
Supervisory training needs reveal utmost divergence in view of
the job methods usually involve training in the total job. These
training cost. They also learn in the same physical and social
environment in which they will be working once the formal
Job rotation
Apprenticeship
Coaching
Vestibule training
training. Since the employee is shown the action that the job
requires, the training is transferable to the job.
questions.
Advantages:
• Easy organized
• Realistic
Disadvantages:
JOB ROTATION:
Some trainers move a trainee from job to job. Each worker move
skills to step in and fill open slots. The method also provides
new and different work on a systematic basis, giving employees
Apprenticeship:
efforts that could undermine the very pillars of its value. For
work environment.
2. Apprenticeship is a training strategy that prepares people for
A Policy Recommendation
As the education and training system in this country undergoes
Vestibule training:
Off the job method are those training and development programs
that take place away from the daily pressures of the job and
conducted by highly competent outside resource people who
reality.
Audio-visual techniques:
Audio-visual techniques cover an array of tainting techniques,
Blackboard
Flip chart
trainees.
• The Enactment: before conducting the role-play-enactment,
briefing sheets and sent out of the room with the instruction
might have,
(D) Role players take their positions facing the class, (E) To
begin the role play, the trainer sets the scene by restating the
experience.
Behavior Modeling
apply them to their jobs during the following week. It has been
trainer and the trainee can review and critique it. When
watching the ideal behavior, the trainee also gets to see the
Counseling:
It helps the trainees to observe their weaknesses and involves
In this the trainees work directly with individuals whom they are
likely to replace.
However, it is disappointing as training because of a likelihood
STEPS INVOLVED
The seven major steps which is essential for this are the
following:-
4. Selecting trainees
5. Choosing a training method
What Is 5S?
The five S stands for the five first letters of these Japanese
words:
Meaning
Seiri Sort
Seiton Set in Order
Seiso Shine
Seiketsu Standardization
Shitsuke Sustain
Calling this principle 5S is a good way to remember its content.
5S is a set of techniques providing a standard approach to
happier in a clean and and with due care and attention. Naturally
enough, the elements of 5S are all Japanese words beginning
miscellaneous materials.
right way. If no. of worker are doing same mistake, than all of
company.
arranges the training according to the priority and asks all the
at Shri Ram Pistons and Rings Ltd.” the following are the
research teams that are used for the research work.
Questionnaires
Observation
2. Sample Unit :
My target population for this project was all the employee
1. Work Culture
2. Absentees
3. Quality of work life
5. Industrial safety
6. Attitudinal change
7. Productivity
8. First Aid
9. Energy Conservation
11. Communication
12. Leadership skills teamwork
16. 5’S”
R&D Department-purple
RPTL Department-Blue
QA Department-brown
Work Engineering-grey
Aluminum Foundry
DATA ANALYSIS
• Training Material
Before the
tr aining
Af ter the
tr aining
In the analysis of the training program, the next question was,
Test shouldnot
be
Before any training program should there be any test for the
work.
• Quality of training programme
Average
Good
Outstanding
The competence of the training program well defined has been
thought is 13. Out of 25, 11 trainees think that new ideas gaining
said, that the training program is good for self development and
rest 11 thinks that the training program is outstanding.
Very much
relevant
The entire program should be relevant to the job of worker. In
success of any program. It was found that only one trainee says
any such program. The clarity of materials and lectures are very
important in making the program a successful event. 11, out of
parameters.
i. Skill Enhancement
• Personality Enhancement:
Good
Excellent
On the basis of personality enhancement 12, out of 25 trainees
rated this training program good and rest 13 rated this program
excellent.
• Frequency of training program:
Every month
Every three
month
every six month
Once in a year
The experience this was so impressive that all the trainees very
hours.
like –
i. Skill Enhancement
iii. Communication
iv. Time management
v. Presentation skills
There are various departments in Shri ram pistons and rings like-
• QA Department
• R&D Department
• Works Engineering.
Among all the trainees only 45 I have taken who have also gone
through these training programs. All the 45 trainees got the skill
• Skill Enhancement:
Good
Very good
Excelent
Responding to skill enhancement programs, 11 out of 45
workers say that the training program was good, 20 say that it
was very good and rest 14 trainees opine that training program
was very helpful to enhance their skills and perform their job in
batter manner.
• Personality Enhancement:
Good
Very good
Excelent
Responding to the personality development questions there are
program was good, 18 say that it was very good and 21 workers
say that program was excellent.
• Others topics:
Good
Very good
Excelent
Responding to the other topics of training questions trainees are
experience
4 Hours
8 Hours
16 Hours
20 Hours
The duration is an important factor for the successful completion
Once in 3
months
Once in 6
months
Once in every
year
Due to the changes in busy. The frequency of these types of
LIMITATION
(i) Duration of summer training is not sufficient to
training program.
which method..
characteristics.
10. The instructor must prepare time table of the training
distributed.
ANNEXURE
(QUESTIONNAIRE)
Name …………………………………………………
Department ………………………………………
Designation ………………………………………
1. What type of training and how many training have you gone
through?
the trainees?
Before the training after the training
3. Before started training programme should you go through
any test?
Yes No
4. Please rate the overall training programmed on the following
qualities:
Program Poo Fair Avera Goo Out
r ge d standi
ng
1. practical values
2. New ideas gain
3. help full to self
development
4. Relevance to your job
5. Efficient use of time
6. Maintaining your
interest
7. Clarity
5. Rate your particular training programme according to your
development
.Training Programme Poor Fair Good Excelle
nt
1.
2.
6. In your opinion what should be the frequency of the training
programme?
programme?
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Date : Signature
BIBLIOGRAPHY
BOOKS :
Vishwa Prakashan.
3 Flippo B Edwin, “Personnel Management”, sixth edition, Hill
Book Company.
MAGAZINES:
Company’s catalogues & annual report year 2008.
WEBSITES:
1 www.shrirampistons.co.in
2 www.hr.com
3 google.com