01 Training & Development 2nd

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OBJECTIVES OF STUDY

Objectives of the study primarily relates to1. To study the Importance of Training and Development.

2. To study the roles of Training and development Programme.

3. To study the process and functions of training.

4. To explore the methodology and types of training provided to the employees in an organization.

5. To study the purpose, process, principle, functions of the post training evaluation.

6. To study the different types of methods/techniques used to evaluate the training.

7. To study the level of evaluation.

8. To study the relevance of the post training evaluation/feedback for the employee as well as for an

organization.9. To know the challenges in training and development faced by an organization.

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INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced

and learning or behavioral change takes place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and

effectiveness of organization. It is concerned with improving the existing skills and exploring the potential

skills of the individual i.e. upgrading the employees skills and extending their knowledge. Therefore,

training is a key to optimizing utilization human intellectual technological and entrepreneurial skills

Development defined

It helps the individual handle future responsibilities, with less emphasis on present job duties.

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.

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TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a skilled and

willing workforce to an organization. In addition to that, there are four other objectives: Individual,

Organizational,Functional,andSocietal.

Individual objectives help employees in achieving their personal goals, which in turn, enhances the

individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing individual

effectiveness.

Functional Objectives maintain the departments contribution at a level suitable to the organizations

needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the needs and

challenges of the society.

IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to develop human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps

the organization further to achieve its long-term goal.

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Team spirit Training and Development helps in inculcating the sense of teamwork, team spirit, and inter-

team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health

culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling

about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

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.

Health and Safety Training and Development helps in improving the health and safety of the

organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

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Profitability Training and Development leads to improved profitability and more positive attitudes

towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more effective

decision-making and problem solving. It helps in understanding and carrying out organizational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and

other aspects that successful workers and managers usually display.

Optimum Utilization of Human Resources 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.

Development of Human Resources Training and Development helps to provide an opportunity and

broad structure for the development of human resources technical and behavioral skills in an organization. It

also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge

and skills of employees at each level. It helps to expand the horizons of human intellect and an overall

personality of the employee

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MODELS OF TRAINING

Training is a sub-system of the organization because the departments such as, marketing & sales, HR,

production, finance, etc depends on training for its survival. Training is a transforming process that requires

some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

The three model of training are:

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. The steps involved in System Model of training are as follows:

1. ANALYZE and identify the training needs i.e.

2. DESIGN and provide training to meet identified needs.

3. DEVELOP- This phase requires listing the activities in the training program that will assist the

participants to learn, selecting delivery method, examining the training material, validating information to be

imparted to make sure it accomplishes all the goals & objectives.

4. IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of

whole training program.

5. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work

performance. Making necessary amendments to any of the previous stage in order to remedy or improve

failure practices

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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.

VISION focuses on the milestones that the organization would like to achieve after the defined point

of time. A vision statement tells that where the organization sees itself few years down the line. A vision

may include setting a role mode, or bringing some internal transformation, or may be promising to meet

some other deadlines.

MISSION explain the reason of organizational existence. It identifies the position in the community.

The reason of developing a mission statement is to motivate, inspire, and inform the employees

regarding the organization. The mission statement tells about the identity that how the organization

would like to be viewed by the customers, employees, and all other stakeholders.

VALUES is the translation of vision and mission into communicable ideals. It reflects the deeply held

values of the organization and is independent of current industry environment. For example, values may

include social responsibility, excellent customer service, etc

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The mission, vision, and values precede the objective in the inner loop. This model considers the

organization as a whole. The objective is formulated keeping these three things in mind and then the

training model is further implemented

INSTRUCTIONAL SYSTEM DEVELOPMENT (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. This model also helps in

determining and developing the favorable strategies, sequencing the content, and delivering media for

the types of training objectives to be achieved. The Instructional System Development model comprises

of five stages:

1. ANALYSIS This phase consist of training need assessment, job analysis, and target audience

analysis.

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2. PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that

measures behavior of a participant after the training, types of training material, media selection, methods

of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc

3. DEVELOPMENT This phase translates design decisions into training material. It consists of

developing course material for the trainer including handouts, workbooks, visual aids, demonstration

props, etc, course material for the trainee including handouts of summary.

4. EXECUTION This phase focuses on logistical arrangements, such as arranging speakers,

equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories.

5. EVALUATION The purpose of this phase is to make sure that the training program has achieved its

aim in terms of subsequent work performance

PROCESS OF TRAINING

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TRAININGEVALUATION

TRAINING NEEDANALYSIS

TRAINING

DESIGN

TRAININGIMPLEMENTATIO

N

TRAININGPROCESS


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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.

Training Need arises at three levels:

Organizational level

Individual level

Operational level

Corporate need and training need are interdependent because the organization performance ultimately

depends on the performance of its individual employee and its subgroup.

Benefits of need assessment

Training programs are designed to achieve specific goals that meet felt needs. There are many benefits of

need assessment:

1. Trainers may be informed about the broader need of the trainees.

2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees.3. Assessment makes training department more accountable and more clearly linked to other human

resource activities, which make the training programs easier to sell to line managers.

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

implementation can be segregated into:

Practical administrative arrangements

Carrying out of the training

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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 phase requires continual

adjusting, redesigning, and refining. Preparation is the most important factor to taste the success.

TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation checks

whether training has had the desired effect. Training evaluation ensures that whether candidates are able toimplement their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

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b) Evaluation must be specific.

c) Evaluation must be based on objective methods and standards.

d) There should be correlation to the needs of the business and the individual.e) Organizational, group and individual level training need should be identified and evaluated.

f) Techniques of evaluation should be appropriate.

g) The evaluation function should be in place before the training takes place.

h) The outcome of evaluation should be used to inform the business and training process.

Need of evaluation of Training:

Training cost can be significant in any business. Most organizations are prepared to incur these cost because

they expect that their business to benefit from employees development and progress. Whether business has

benefited can be assessed by evaluation training.

The process of evaluation is central to its effectiveness and helps to ensure that:

Whether training budget is well spent

To judge the performance of employee as individual and team.

To establish culture of continuous learning and improvement.

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DATA COLLECTION

Data collection is a term used to describe a process of preparing and collecting business data - for example as

part of a process improvement or similar project.

Data collection usually takes place early on in an improvement project, and is often formalized through a data

collection Plan which often contains the following activity.

1. Pre collection activity Agree goals, target data, definitions, methods

2. Collection data collection

3. Present Findings usually involves some form of sorting analysis and/or presentation.

There are two methods of data collection which are discussed below:

DATA COLLECTION

PRIMARY DATA SECONDARY DATA

(Data collection techniques)

QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

PRIMARY DATA

In primary data collection, you collect the data yourself using methods such as interviews and questionnaires.

The key point here is that the data you collect is unique to you and your research and, until you publish, no

one else has access to it.

I have tried to collect the data using methods such as interviews and questionnaires. The

key point here is that the data collected is unique and research and, no one else has access to it. It is done to

get the real scenario and to get the original data of present.

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DATA COLLECTION TECHNIQUE

Questionnaire:

Questionnaire are a popular means of collecting data, but are difficult to design and often require many

rewrites before an acceptable questionnaire is produced. The features included in questionnaire are:

Theme and covering letter

Instruction for completion

Types of questions

Length

Interview:

This technique is primarily used to gain an understanding of the underlying reasons and motivations for

peoples attitudes, preferences or behavior. The interview was done by asking a general question. I encourage

the respondent to talk freely. I have used an unstructured format, the subsequent direction of the interview

being determined by the respondents initial reply, and come to know what is its initial problem is.

SAMPLING METHODOLOGY

Sampling technique:

Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study was done in

order to know the accuracy of the questionnaire. The final questionnaire was arrived only after certain

important changes were done. Thus my sampling came out to be judgmental and continent.

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Sampling Unit:

The respondents who were asked to fill out questionnaires are the sampling units. These comprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended the personality development

workshop.

Sampling Size: 20

SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics or financial) or qualitative

data (usually words or text). Quantitative data may often be presented in tabular or graphical form. Secondary

data is data that has already been collected by someone else for a different purpose to yours.

SUGGESTIONS AND RECOMMENDATIONS

The management must commit itself to allocate major resources and adequate time to training.

Ensure that training contribute to competitive strategies of the firm. Different strategies need

different HR skill for implementation. Let training help employees at all levels acquire the neededskill.

Ensure that a comprehensive and systematic approach to training exists, and training and retraining

are done at all levels on a continuous and ongoing basis.

Ensure that there is proper linkage among organizational, operational and individual training needs.

Skill based training (product/process training) should also be provided.

Besides questionnaire other methods of post training evaluation should also be used like interviews,

self diaries, observation and supplement test.

The evaluation procedure must be implemented concerning trainer, trainee and subject.

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Post training feedback has to be continuous and should also be taken from line manager/superior &

from peers to find out the effectiveness and valuation of training.

CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge, expertise and skill relevant for

performing excellently within a specific functional department. This competence insures that technicalknowledge is both present and used within a firm for the welfare of its stake-holders. To develop this

competence regular Training and Development is required

Therefore, Training initiatives and programs have become a priority for Human Resources. As business

markets change due to an increase in technology initiatives, companies need to spend more time and money

on training employees. In todays business climate employee development is critical to corporate success and

organizations are investing more in their employees training and development needs.

Training evaluation is the important part of training process. It provides a feedback and help the sponsors and

the resource persons for improvement at the level of individual performance and in the strategy formulation

for training and development. Post training evaluation can be used to identify the effectiveness and valuation

of training programme, to identify the ROI (return on investment), to identify the need of retraining and to

provide the points to improve the training.

LIMITATION OF THE STUDY

1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR LUCKNOW. So the study is

subject to the limitation of area.

2. The time period of the study was only two six weeks which may provide a deceptive picture in

comparison of the study based on long run.

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3. Sampling size was of only 20, because only these people had attended soft skill development training.

4. Corporate HR, Sahara India Pariwar only provides soft skill development training, not skill based(product/process) training. So how can one evaluate the skill based training is still unresolved.

5. The study is based only on secondary & primary data so lack of keen observations and interactions were

also the limiting factors in the proper conclusion of the study.

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01 Training & Development 2nd

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