Training & Development

Training and development is the field which is concerned with

organizational activity aimed at bettering the performance of
Individuals and groups in organizational setting. It is a combined role
often called human resources development (HRD) meaning the
development of Human resources to remain competitive in the
marketplace.
Training focuses on doing activities today to develop employees for
their current jobs and development is preparing employees for future
roles and responsibilities.
It carry out an analysis that the objective of training and development
is to creative learning organizations which ensure that employees
through value addition can effectively perform their jobs, gains
competitive advantage and seek self-growth.

A. What is your involvement & role in training &development

Ans :we ensure that our employees are furnished with the right skills,
knowledge and abilities to perform their assigned tasks, training and
development plays influential role towards the growth and success of our
company. By choosing the right type of training, we ensure that our employees
possess the right skills for our business, and the same need to be continuously
updated in the follow up of the best and new HR practices. To meet current and
future business demands, training and development process has established.
As we know that training and development refers to the process to obtain or
transfer KSA (knowledge, skills and abilities) needed to carry out a specific
activity or task ; therefore, benefits of training and development both for
employer and employees are strategic in nature and hence much broader.
We ensure the implementations of below Technics & Process
1. Areas of training
2. Ethically designed of Training & development Program.
3. Implementation of Methods of Training
4. Implementation of Techniques of Training
5. Evaluate & Implements the T&D Programme.

B. What does your organization expect of you, What results,

Outputs, or accomplishments?
Ans : Training and career development are very integral in any company or
organization that aims at progressing. This includes decision making, thinking
creatively and managing people.
The companys expectations, Results & outputs can be classified as per below
points.
1. Help in addressing employee weaknesses
2. Improvement in worker performance
3. Consistency in duty performance
4. Ensuring worker satisfaction
5. Increased productivity
6. Improved quality of service and products
7. Reduced cost
8. Reduction in supervision.

C. How does your organization address

old , new and emerging generation.

training needs for

Ans :Our organisation always concentrate and gives the value to each and
every employee. As for us every employee is equally important as old people
can delivered the result in work by their experience and new generation by their
skills, leadership, Knowledge by their degrees.
For old age people 40 and above we organized the programme called training of
technology.
As old age people are not so familiar with the new technology hence some time
they find the difficulties in completing their task on time. We try to reduce this
difficulties by giving them training of latest technology updates. We give them a
training of all soft skills, software like SAP, ERP Etc. which is very mandatory in
now a days to fasten the work. In that training we teach them what is the
importance of this skills, How we can reduced our work load by implementing this
in our work.
We teach them how to use this software skills in proper way. We start this
training with basic required skills and end with detail knowledge of their
functional working in SAP ERP etc.
We always give them assurance that they are also equally valuable for
organization and they will be always treated like other employees too. Hence
what ever development skills are require regarding to technology or functional
knowledge will be provided by our organization on timely basis. It helps them to
build up their confidence and work efficiently.

For New And Emerging Employees: New age people are mostly aware about the
technology. As they are qualified with the respective degrees hence they can
delivered their work more efficiently by using the knowledge of softs kills. What
they require is about the training of awareness of value system, leadership &
motivation, Trust build etc. now a days we can see in many organization the
young generation are not so open for anything. Many times they just prefer to
be alone and do the work. Never want to participate in any organizational
function & other activities. Their ego factor about the other team member is also
a big issue . Hence we organized the programme where we give them training
about the team building , motivation etc and this we prefer to give them by
implementing below few activities such as.
By Arranging interactive game playing, Team building management , value
added system, etc.
This helps them to understand the mentality of other team member /
employees. And also it helps to improve the bonding about the team. This will
automatically help to deliver the better result in work.

D. How does your Organization measure training &

development results.
Ans: We strongly believe that feedback and evaluation is crucial for any training
program in our organisation. The evaluation process is extremely important as it
helps us to strengthen our future training programs and get better results and
output.Huge costs are incurred in training and development programs, thus a
proper evaluation and measurement system of the results and efficacy of the
programs will give us a better judgement of the cost to benefit analysis. All our
training programs are directed towards two objectives, employee satisfaction and
increased productivity and performance. We use our benchmark and analyse
based on that how far the training objectives have been met.
1. We place huge importance on establishing the training needs and objectives
and then based on that we measure to what extent these have been met so that
the training gap is bridged.
2.employee reaction.: we take the feedback from the employees and ask them
questions like did they like the program and feel it was useful? Did the training
program bring about a positive change in the trainees.? Was the training
program relevant to their current job profile? Has the training program
contributed to personal growth.?
The reason we do this is we would like to hear straight form the horses mouth
because after all we are conducting the programs for the employees benefit and
overall organisation development.
3. Learning: we conduct a small test and also behavioural aptitude tests to
analyse what has the employee learnt from the program. We also conduct quiz
so that we understand the ability of the training programs to inculcate the
requisite knowledge in the employees.
4. Performance measurement systems.: we use the performance assessment
tools to see whether the training programs have actually brought about any

change in the employees and whether there has been any improvement. We
analyse the performance gap and try to bridge that to a vast extent.
5 employee behaviour: measuring whether training has transferred to job
requires observation if the trainee's on the job behaviour or viewing the
organisational records. For example we go by feedback such as , reduced
customer complaints, reduction in scrap rate etc. This is how we come to know
that transfer of learning has taken place.
6. Results. At the end, results speak for the efficacy of the training programs.
Addressing questions such as has the training improved organisations
effectiveness? Is the organisation more efficient, more profitable, or better able
to serve our clients or customers as a result of the training program. If we get
satisfactory answers to the above questions, we know that the training programs
have proved to be efficient.
7. ROI. We calculate the return on investment, that is we do a cost to benefit
analysis. If the cost that we incurred on the training, as proved to increase the
profits of the company, we consider our objective met.