A

MANAGEMENT THESIS II
ON

“Astudy of the effectiveness of training imparted to

cope up with technological up gradation on
performance of manpower with special reference
to Eicher”.

By
Pankaj mehra
MBA INC MHOW
6ND09025
 Introduction of Training

It is a learning process
that involves the
acquisition of
knowledge,
sharpening of skills,
concepts, rules, or
changing of attitudes
and behaviors to
enhance the
performance of
employees
 Importance of Training and
Development

Training and Development helps in optimizing

the utilization of human resource that further
helps the employee to achieve the
organizational goals as well as their
individual goals
Importance of Training Objectives

Training objective is one of the

most important parts of
training program. While some
people think of training
objective as a waste of
valuable time. The
counterargument here is that
resources are always limited
and the training objectives
actually lead the design of
training. It provides the clear
guidelines and develops the
training program in less time
because objectives focus
specifically on needs. It helps
in adhering to a plan. Training
objectives tell the trainee that
what is expected out of him at
the end of the training
program
To understand changing expectations on training
and benefits from an employee’s perspective

1. Active involvement in employee education

2. Rewards for improvement in performance
3. Rewards to be associated with self esteem
and self worth
4. Providing pre-employment market oriented
skill development education and post
employment support for advanced education
and training
5. Flexible access i.e. anytime, anywhere
training
 Models of Training

 1. System Model

2.
Instructional System Development Model

3. Transitional model
 System Model Training

The system model

consists of five
phases and should be
repeated on a regular
basis to make further
improvements. The
training should
achieve the purpose
of helping employee
to perform their work
to required standards
 Transitional Model

Transitional model
focuses on the
organization as a
whole. The outer loop
describes the vision,
mission and values of
the organization on
the basis of which
training model i.e.
inner loop is executed
Instructional System Development
Model(ISD)Model
Instructional System
Development model was
made to answer the
training problems. This
model is widely used now-
a-days in the organization
because it is concerned
with the training need on
the job performance.
Training objectives are
defined on the basis of job
responsibilities and job
description and on the
basis of the defined
objectives individual
progress is measured.
 Methods of Training

 LECTURES  BEHAVIOR-MODELING
 DEMONSTRATIONS  BUSINESS GAMES
 DISCUSSIONS  CASE STUDIES
 COMPUTER BASED
 EQUIPMENT STIMULATOR
TRAINING (CBT)  IN-BASKET TECHNIQUE
 INTELLEGENT
 ROLE PLAYS
TUTORIAL
SYSTEM(ITS)
 PROGRAMMED
INSTRUCTION (PI)
 VIRTUAL REALITY
Computer-Based Training (CBT
 INTELLEGENT TUTORIAL SYSTEM(ITS)
 PROGRAMMED INSTRUCTION (PI)
 VIRTUAL REALITY
Programmed Instruction (PI)
Behavior Business Games Training
Modeling
 Behavior Modeling
uses the innate
inclination for people
to observe others to
discover how to do
something new. It is
more often used in
combination with
some other
techniques
IN-Basket Technique
 It provides trainees with
a log of written text or
information and
requests, such as
memos, messages, and
reports, which would be
handled by manger,
engineer, reporting
officer, or administrator
Role Play Training Method
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
 Training Implementation
 To put training program into effect
according to definite plan or procedure is
called training implementation. Training
implementation is the hardest part of the
system because one wrong step can lead
to the failure of whole training program.
Even the best training program will fail
due to one wrong action
Training Evaluation
Role of Organization in Training and
Development
 Importance of Trainer, Role of
Trainer
 The effective transfer of
training depends a lot on
the trainer because it is
the trainer only who can
remove the mental block
of trainee, motivate the
trainee to learn, delete the
negative perception of the
trainee regarding the
training. Besides all that, a
lot depends on personality
of trainer also
 Facilitation Of Training

 Facilitation of
Transfer of Training
through Focus on
Trainee and
Organization
Intervention

Focus on Trainee
Focus on
Organization
Intervention

Focus on Trainee
 Facilitation of Training Through
Organization Intervention
 Failure of training is not
always because of lack of
KSAs but sometimes it is
because of the
organizational forces also.
These forces also hold
back the transfer of
training, and learning.
Therefore, it is important
to keep in check those
forces. For the successful
transfer of training, it is
necessary to have
supervisor support, trainer
support, peer support,
reward system, climate
and culture.
Benefits Of Outsourcing
Challenges Of Outsourcing
Qualities Looked For In Training
Consultancies
Top Specialized Training Providers
Why SAP
SAP in India
 RESEARCH METHODOLOGY

 The training aimed to benchmark current

practices in the area of training and
effectiveness and understands how
Organizations are effectively using
training and effectiveness as a vehicle for
enhancing productivity and organizational
excellence
 Research Design:
 In order to present an unbiased perspective
of training & effective practices the study was
designed to include both employers and
employees. HR managers/ training managers
were considered representatives of the
employer viewpoint
Objectives of the Qualitative Phase:
 • To understand emerging trends in the field of compensation
and benefits.
 • To understand the top management view of the evolving
expectations of employees and the effectiveness of existing
practices in place in terms of boosting employee engagement
and enhancing organizational effectiveness.
 • To identify best practices in the area of compensation
structuring and employee engagement measures.
 • To understand the top management view of linkage of training
and effectiveness practices with business drivers.
 • To put training and effectiveness in perspective with other
tools at the disposal of an organization and study emerging
trends.
 • To benchmark current practices in training and effectiveness
across industries, levels and functions within organizations.
 • To understand changing expectations on compensation and
benefits from an employee’s perspective
 Conclusion
 In eicher motors I have seen that for cope up with technical up gradation they provide
training to their employee like SAP, ERP. From time to time they sent their employee to
foreign countries to learn new technique in automobile they give training to engineer for
cost cutting. From time to time they evaluate the performance of company and their
employee. For their technical up gradation they use different modals of training. There is
clearly a need to bring in ‘a breath of fresh air’ in training structuring in the manufacturing
industry- less employees here perceive fairness and transparency in salary hikes, training
practices etc. More employees are unhappy with the level of innovation in their training
package as also with the ability of the package to address medical needs of dependent
parents. Although the automobile sector is booming in India, the pressure on the demand
side of skilled manpower is perhaps the greatest.. The manufacturing sector has a
challenge of retaining talent at the upper echelons of the management. Perhaps the biggest
reason for this is that this sector finds its hands tied when it comes to making counter-offers
to separating employees. Training grades are defined very rigidly in this sector and there is
very little room for changes. Besides, the rise in salary levels across levels is not as
high. The Manufacturing sector largely reflects the same trends in the area of training and
effectiveness as in the New Economy sectors for the reason that today, many HR leaders
in the manufacturing sector feel that they are competing for manpower with these sectors.
Where the manufacturing sector needs a re-look and perhaps an overhaul is in areas of
HR outside of training and effectiveness as this sector can obviously not compete with the
New-Age sectors in this area. This realization has set in among HR leaders