Documente Academic
Documente Profesional
Documente Cultură
Project
Training and
Development
With Special Reference to Practices Followed at
PRANAV MALHOTRA
BBS II-C
8097
Page 1
PROJECT OVERVIEW
Page 3
INTRODUCTION OF TRAINING & DEVELOPMENT
Page 4
• Developing an organizational culture where superior-subordinate
relationship, team work, and collaboration among different sub units are
strong and contribute to organizational wealth, dynamism and pride to the
employees.
Development defined
Introduction of training
Page 5
INPUTS IN TRAINING AND DEVELOPMENT
Any training and development programme must contain inputs which enable
the participants to gain skills, learn theoretical concepts and help acquire
vision to look into the distant future.
Page 6
Attitudinal Changes: Attitude represents feelings and beliefs of
individuals towards others. Attitude affects motivation, satisfaction and job
commitment. Negative attitude need to be converting into positive attitude.
Attitude must be changed so that employees feel committed to the
organization, are motivated for better performance, and derive satisfaction
from their jobs and the work environment.
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IMPORTANCE OF TRAINING AND DEVELOPMENT
Page 8
• Healthy work-environment – Training and Development helps in
creating the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organizational goal.
Page 9
further helps the employee to achieve the organizational goals as well as
their individual goals.
Page 10
PROCESS OF TRAINING
TRAINING
PROCESS
TRAINING TRAINING
EVALUATION IMPLEMENTAT
ION
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1. TRAINING NEED ANALYSIS (TNA)/TRAINING
NEED IDENTIFICATION (TNI)
An analysis of training need is an essential requirement to the design of
effective training. The purpose of training need analysis is to determine
whether there is a gap between what is required for effective performance
and present level of performance.
• Organizational level
• Individual level
• Operational level
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itsindividual employee and its subgroup.
Page 13
exploited by balancing it against costs. For this approach to be successful,
the HR department of the company requires to be involved in strategic
planning. In this planning, HR develops strategies to be sure that the
employees in the organization have the required Knowledge, Skills, and
Attributes (KSAs) based on the future KSAs requirements at each level.
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2. TRAINING-DESIGN
The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what
goal has to be achieved by the end of training program i.e. what the trainees
are expected to be able to do at the end of their training. Training objectives
assist trainers to design the training program.
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Page 16
TRAINING IMPLEMENTATION
Once the staff, course, content, equipments, topics are ready, the training is
implemented. Completing training design does not mean that the work is
done because implementation
The trainer – The trainer need to be prepared mentally before the delivery
of content. Trainer prepares materials and activities well in advance. The
trainer also set grounds before meeting with participants by making sure that
he is comfortable with course content and is flexible in his approach.
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Physical set-up – Good physical set up is pre-requisite for effective and
successful training program because it makes the first impression on
participants. Classrooms should not be very small or big but as nearly square
as possible. This will bring people together both physically and
psychologically. Also, right amount of space should be allocated to every
participant.
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3. TRAINING EVALUATION
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Need of evaluation of Training:
There are basically four parties involved in evaluating the result of any
training. Trainer, Trainee, Training and Development department and
Line Manager.
• The Trainee wants to confirm that the course has met personal expectations
and satisfied any learning objectives set by the T & D department at the
beginning of the programme.
• The Trainer concern is to ensure that the training that has been provided is
effective or not.
• Training and Development want to know whether the course has made the
best use of the resources available.
• The Line manager will be seeking reassurance that the time hat trainee has
spent in attending training results in to value and how deficiency in
knowledge and skill redressed.
The problem for many organizations is not so much why training should be
evaluated but how. Most of the organizations overlook evaluation because
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financial benefits are difficult to describe in concrete terms.
Before Training: The learner’s skills and knowledge are assessed before
the training program. During the start of training, candidates generally
perceive it as a waste of resources because at most of the times candidates
are unaware of the objectives and learning outcomes of the program. Once
aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning
style
After Training: It is the phase when learner’s skills and knowledge are
assessed again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
individual department and organizational levels. There are various
evaluation techniques for this phase.
Techniques of evaluation
• Observation
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• Questionnaire
• Interview
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COMPANY‘S PROFILE
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Important points
Page 24
SAHARA INDIA PARIWAR
OVERVIEW
Quality is our essence and we, at Sahara India Pariwar , have always
stressed on the Qualitative aspect. Consequently in this run for quality,
quantity has always pursued us. We look forward to reaching the zenith and
reaffirm our commitment to the process of sound nation-building.
• Emotion
• Discipline
• Duty
• No discrimination
• Quality
• Give respect
• Self-respect
• Truth
• Collective Materialism
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• Religion
• Absolute Honesty
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Page 27
KARTAVYA COUNCIL AT SAHARA
What
A commitment of Sahara India Pariwar to the genuine needs and rights of
anybody & everybody - Be it to a depositor, newspaper reader, consumer....
all business associates and Sahara India Family Members.
Need
India needs effective consumer protection and protection of workers'
genuine rights. There are various agencies, promising protection & action.
But no external body can provide justice unless the company becomes
'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION
POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature.
Motto
“We not only believe but practice NO DISCRIMINATION, JUSTICE &
HIGH QUALITY - means enthusiastic, productive performance of duty
"KARTAVYA' towards the consumer', workers' genuine satisfaction.”
Aim
To provide justice - be it a matter of the tiniest imperfection or injustice in
our COMMITMENT - products or services. direct or indirect, short term or
longterm.
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BUSINESS ENTITIES
SAHAR
A
INDIA
PARIW
AR
Page 29
TRAINING
DEVELOPMENT
FUNCTIONS IN
SAHARA INDIA
PARIWAR
Page 30
TEAM-HEAD
TNI
Training calander
Training budget
Training feedback
Training manuals
Approvals/concept paper
PDW
CCT-2009
CCT Networking
TEAM
TEAM TEAM MEMBER3
MEMBER 1 MEMBER 2 TEAM
Training MEMBER4
IT support Module design initiative
Project/Summer Module Internal Library mgmt
training development External Books
Induction Internal TNI Concept Journal
manual/ppt External TNI Development Newspaper
PD e-manual Product/Process Write-ups& Dak(In/out)
CCT-2009 Training Briefing database
Training feedback Oorja Training Record
or Project/Summer Evaluation Maintenance
evaluation training PD e-manual Admin follow
Admin task HRIS support Oorja Up
Database Best HR Project/summe Bulletin/Board
management practices r training management
MIS-T&D Bulletin/Board
Management Page 31
-Source Sahara Website.
TNI
IN
SAHARA
INDIA
PARIWA
R
HOD TNI
RECMMEND EXERCISE/SU
ATION RVEY
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(2) Training (Internal/External):
Training depends upon its scope, whether needs of the training can be met
within the organization or whether has to be taken to an environment outside
the organization.
• Induction/Orientation training
• Soft skill development training
• Project training
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INDUCTION/ORIENTATION TRAINING
These terms are interchangeably used to give a friendly welcome to the new
employees as members of the organization so also to introduce the new
employee with the available installations (plant and machineries, systems),
work norms, organizational objectives and the job position of the employee.
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STRESS MANAGEMENT & WORK LIFE BALANCE
OF ALL EMPLOYEES
Background
During the last 20 years, the nature of jobs across globe has changed
substantially resulting in jobs becoming less and less physically demanding.
Coupled with this, the change in life style, has led to stress level increasing
day by day, both at work place and at home. It is therefore of utmost
importance to understand the various transients affecting health and fitness
levels of individuals. In view of this, the module will help to take a proactive
approach to stress management in order to establish a work environment that
is healthy, stress-free and fit.
To understand and help manage the stress level, its symptoms and various
impacts and to develop
a better work life balance strategies for leading a better life.
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BUSINESS ETIQUETTE & CORPORATE GROOMING
• Business etiquette
• Corporate grooming
• Corporate ground rules
• Social niceties
• Work norm
• Meeting protocol
• Dining etiquette
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PROJECT TRAINING
Project trainings are the time-to-time held training sessions held by the
organization and with the help of experienced and learned employees to
train students outside the organizations, in various practical fields, for the
accomplishments of their compulsory projects
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PERSONALITY & POSITIVE ATTITUDE AFFIRMATION
Page 38
KEY POINTS IN UNDERSTANDING THE T&D AT
SAHARA
Page 39
• Most of the participants are benefitted by giving feedback after
attended the training. It motivated them to do better, helped them to
increase their job performance and is an aid to future planning.
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CONCLUSION
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BIBLIOGRAPHY
1. BOOKS/MAGAZINES:
• Human Resource Management by L. M. Prasad
• Human Resource Management by Dipak. k. Bhattacharya
• Human Resource Management by K. Ashwathapa
2. WEBSITES:
• http://www.sahara.co.in
• http://www.sahara.org
• http://www.managementhelp.org/search/management_help_search.ht
ml?zoom_query=training+and+development
• http://www.inc.com/magazine/19930201/3393_pagen_7.html
• http://humanresources.about.com/od/trainingtrends/Future_Education
_and_Training_Trends.htm
• http://humanresources.about.com/od/training/Training_Development_
and_Education_for_Employees.htm
• http://traininganddevelopment.naukrihub.com/
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