Evaluation Of Training And

Development Process With

Reference To Tata Motors
Arava Sowmya
Hall Ticket No.-131122672169

Project submitted in partial fulfillment for the award of the Degree of

MASTER OF BUSINESS ADMINISTRATION
By
Osmania University, Hyderabad - 500007
 CONTENTS

1. Introduction
2. Need for the Study
3. Scope of the Study
4. Objectives of the Study
5. Limitations of the Study
6. Findings of the Study
7. Conclusion
8. References
9. Questionnaire 2
 INTRODUCTION

The evaluation of training and development

process is crucial for organizations striving One might use training evaluation findings
to enhance their workforce's skills, to :
knowledge, and capabilities.
• Develop a new training
• Improve an existing training program
• Provide instructor feedback
• Determine if your training met the desired
outcomes
• Make decisions about resource allocation.

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 NEED FOR THE STUDY

Understanding the effectiveness of training and development initiatives helps organizations

allocate resources more efficiently.

Effective training and development programs enhance employees’ skills, knowledge, and
abilities ultimately leading to improved performance.

Evaluating training and development processes ensures that employees are equipped with the
latest skills to stay ahead of the competition.

Employees are more likely to stay with organizations that invest in their development and offer
opportunities for growth.

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 SCOPE OF THE STUDY

Assess the
impact of
Gather
Evaluate the Analyze the training on
feedback
various content of employee
Clearly from
training the training performance
define the employees
methods and programs to metrics such
goals and who have
techniques ensure they as
objectives undergone
employed align with productivity,
of the training to
within the the quality of
evaluation. understand
organization organization work,
their
. s goals . customer
perception.
satisfaction
etc.
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OBJECTIVES OF THE STUDY

To assess the alignment of training and development initiatives

with organizational goals and objectives
To measure the effectiveness of training programs in enhancing
employee skills, knowledge and performance.
To identify areas of improvement in training content, delivery
methods and resources.
To gauge the return on investment of training and development
efforts by comparing the costs incurred with the benefits gained.
To gather feedback from trainees and stakeholders to understand
their satisfaction levels and perceptions of the training experience

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 LIMITATIONS OF THE STUDY

Difficulty in
Without control accurately
Evaluation may
If the sample size Participants can group, its measuring the
only assess the
is too small and have self challenging to impact of
immediate
randomization is reporting bias attribute training on
outcomes of
not done it can and might observed changes performance or
training without
lead to skewed overstate their solely to the organizational
considering long
results. satisfaction. training outcomes can
term impact.
intervention. limit the validity
of the evaluation

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 FINDINGS OF THE STUDY

The study had a total of 15 questions in the questionnaire. Each of the questions responses were
individually analyzed and a few of the key findings of the study were as follows :
For the question of how satisfied the respondents were with the clarity of training objectives of
tata motors; 40%of them were very satisfied, 30% of them were satisfied, 20% were neutral and
only 10% were dissatisfied.
When asked how well the training catered to their specific job role; 35% of the respondents felt
it was extremely well, 30% of them felt well, 25% of them felt adequately and only 10% of them
felt poorly.
For the question of how well did the training address their developmental needs; 35% of the
respondents felt fully addressed, 30% of them felt it was addressed to a good extent, 25% of
them felt partially addressed and 10% of them felt it was poorly addressed.

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 FURTHER FINDINGS OF THE STUDY
When asked if the The final question was
When asked how likely
training offered how would the
they were to apply the
sufficient resources and employees rate the
skills gained from the
support for further training and
training in their daily
learning; more than 40% development process at
tasks; 35% of them felt
of employees responded tata motors and 45% of
very likely, 30% of them
in the affirmative, 30% them felt it was
responded likely, 25%
of the felt it was excellent, 30% of them
of them were unsure and
adequate, 20% of them it was good,20% of
10% of the employees
felt it was insufficient them felt it was fair,
were unlikely to apply
and 10% felt it was not only 5% of them it was
it.
at all sufficient. poor.

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 CONCLUSION

 Determine whether the training and development initiatives achieved their intended goals and
objectives.
 Assess the broader impact of the training and development activities on the organization as a whole.
 Evaluate the ROI of the training and development efforts by comparing the costs incurred with the
benefits gained.
 Identify strengths and weakness in the training and development process and make
recommendations for improvement.
 Consider the long term sustainability of the training and development efforts. Assess whether the
skills and knowledge gained by the employees are likely to endure over time and contribute to the
organizations ongoing success.

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 REFERENCES

 Harrison, rosemary, employee development. Wimbledon, London: institute of personnel

management,1993
 Noe, Raymond A. employee training and development. 6th ed. NY: McGraw-Hill/Irwin,2013
 Reid, Margaret. Training interventions: Managing employee development.
 Pettinger, Richard. Mastering employee development. Basingstoke: Palgrave,2002
 Roberts, Gary E. ”Employee training and development principles.”
 www.tatamotors.com
 www.automobileindustry.com
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QUESTIONNAIRE

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 THANK YOU

Tata punch becomes the highest

selling vehicle of the first quarter of
the year 2024

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