RONAK PPT MBA.pptx

KALOL INSTITUTE OF MANAGEMENT [KIM]
MBA SEM-3
A Project report on
“A STUDY ON EFFECTIVENESS OF
TRAINING & DEVELOPMENT”
In BHUGAN LIFE SCIENCE PVT.LTD.
Prepared & Presented By:
Mr. RONAK KHAMAR -
[217250592110]
SUBJECT: Summer Internship
Program (SIP)

Highlights Of Project:
 Features & Contents
 Effectiveness of Training & Development
 Training & Development Process
 Effects of T & D in Employees
 Categories of Training & Learning Methods
 Training Methods
 Evaluating Outcomes of Training
 Data Analysis & Interpretation
 Review of Literature
 Problem Statement
Cont…

Highlights Of Project:
 Research & Development
 Research Methodology
 Key Findings
 Suggestions
 Conclusion
 Bibliography
Cont…

Features & Contents :
 Key Features of Training & Development:
 Motivation
 Purpose
 Reinforcement
 Participation
 Practice
 Learning
 Developing Contents of Training Program:
 Product Knowledge
 Company Knowledge
 Market Knowledge
 Selling Knowledge
 Non-Selling Activities Cont…

Cont…
Organization Work Culture Effects
With Trained Or Untrained Employees

Training & Development Process :
Identifying
Training and
Learning Needs
Devising a
Learning Plan
Delivering
Learning and
Training
Evaluating
Outcomes of
Training and
Learning
Cont…

Training & Development Program for
Employees:
Cont…
New Employees
Unskilled
Employees
Potential
Managers
Training and
Development
Programs
Motivated and
Committed
Employees
Skilled Employees
Competent
Managers
Input Process Output

Categories of Training & Learning
Methods:
Cont…

Methods Of Training:
 Traditional Training Methods:
• On-the Job Training
• Apprenticeship Training
• Job Instruction Training
• Lectures
• Offline Training
 Electronic / Online Training Methods:
• Internet Based Learning
• Tele-Training
• Video conferencing
• Learning Portals
Cont…

Evaluating Outcomes of Training
Program:
Cont…
Evaluating outcomes of training differentiated between four
level as below :
1.) Reaction Level (Within 15 days) :
During or at the end of the Course completion.
2.) Immediate Level (After 15 days) :
Whether training objectives have been met or not.
3.) Intermediate Level (After 1 month) :
how effectively has learning been transferred to the
workplace.
4.) Ultimate Level (After 1 Quarter) :
Impact of training on the departmental or Organizational

Why train Salespersons in Pharma
Industry?
Some of the key reasons to impart training to new
salespersons getting inducted in the Company include-
 Decreased turnover of people
 Increase in sales revenue
 Enhanced long –term favorable and personal relationships
with customers
 Decreased costs
 Better Morale
 Improved time and territory efficiency
 Obtain feedback from salespeople
Cont…

DATA ANALYSIS & INTREPRETATION:
Cont…
 Que.1 By Which Mode the Training is provided?
Particulars Responses
Online
Method
46
Offline
Method
26
Both 28

 Que.2 Types of Trainings you have attended was?
Cont…
Particulars Response
s
Internal
(Management
Level)
29
External
(Client Interactive)
37
Both 34

 Que.3 Which types of Training that you have been part of?
Cont…
Technical
(On the Job)
37
Functional
(Off the Job)
26
Both 37

 Que.4 Which Types of Functional Trainings you have
attended?
Particulars
Respons
es
Presentation
based
27
Lecture Or
Coaching
36
Case Study
Solution
34
Animation Or
Visualization
3

 Que.5 What do you think about Training play important role
in Organization Productivity and Performance?
Respons
es
Strongly Agree 55
Agree 40
Partially Disagree 5
Disagree 0

 Que.6 When will you be able to get effective Results of
attended Trainings?
Particulars Response
s
Within 15 days 18
After 15 days 19
After 1 Month 19
After 1 Quarter 44

 Que.7 Will you be able to Resolve your Query during
attended Trainings?
Yes 87
No 13

 Que.8 Which Types of Training helped you for Growth &
Development?
Particulars
Respons
es
Individual
Based
34
Group Or
Division Based
47
Mass
Communication
19

 Que.9 By Which Time Interval Or Period you are attending
Trainings?
Monthly 24
Quarterly 48
Half Yearly 19
Yearly 9

 Que.10 For which Function Training became more
useful for you?
Particulars Respons
es
For On Job
(Machine) Level
20
For Internal
Management
40
For Client
Communication
23
As New Recruited
Employees/Freshe
rs
17

 Que.11 Do you think that Training became Integral part of
your entire Employment Career?
Yes 90
No 10

REVIEW OF LITERATURE :
 According to the Michel Armstrong (2001), “Training is
systematic development of the knowledge, skills and
attitudes required by an individual to perform adequately a
given task or job”. Training is the formal and systematic
modification of behavior through learning which occurs as a
result of education, instruction, development and planned
experience. Development is improving individual
performance in their present Roles and preparing them for
greater responsibilities in the future.
 According to the Edwin B Flippo (1984), “Training is the
act of increasing knowledge and skills of an employee for
doing a particular job.” The term ‘training’ indicates the
process involved in improving the aptitudes, skills and
abilities of the employees to perform specific jobs.
Cont…

 According to Aswathappa, K (2000), “Successful
candidates placed on the jobs need training to perform their
duties effectively”. The principal objective of training is to
make sure the availability of a skilled and willing workforce to
the organization.
 According to Chaudhuri, Manodip Ray (2004), Training is
vital for the growth of organizations. Training in business
parlance is perceived as learning that is provided in order to
improve performance at work. Training implies learning to do
something in a more productive and professional way.

PROBLEM STATEMENT:
 In organizational environment, improvement of the Training
programs is affected by Limited Resources and Lack of
Leadership in form of hierarchy organizational structure.
Every business looks for productivity, quality improvement,
Industrial safety, reduction of turnover and learning time and
ability to maintain an effective management team.
 Another problem is that Information about Topic Overload
and Workforce Resistance towards all employees.
 In few of the scenario, there might be used Ineffective
Training Methods with Periodical Tasks due to that it may
cause Lack of Employee Engagement.
 The main terms and condition of Problem Statement identify
as Poor Feedback and Support System of the employees.

RESEARCH & DEVELOPMENT:
 Research and Development is an actual pre-planned
investigation with the expectation of gaining new
scientific knowledge.
 that can convert into a formulation for manufacturing &
supply resulting in a business advantage.
 Types of R & D Trainings providing:
 Basic Research
 Applied Research
 Development Research

RESEARCH METHODOLOGY:
 It is a way to systematically solve research problem, it may
be understood as a science of studying how research is
done scientifically.
 A structured questionnaire was prepared and the feedback
from the employees was obtained.
 Methodology:
 Questionnaire
 Personal Interview
 Company Data and Report

 RESEARCH TYPE:
 The main purpose of this research was to study about the impact
of Training & Development on employee’s performance and
employee’s productivity at sharp facility management.
 To identify employee’s retention rate and competency level when
they are given training.
 To assess overall motivation and acceptance of training within the
organization.
 SAMPLE DESIGN:
 The sample of the present study is of all the employees in
organization. And the sampling method is used simple descriptive
research methodology.
 SAMPLE SIZE:
 The sample size taken here is of 100 employees.
 SAMPLE AREA:

KEY FINDINGS:
 The most preferred method of training - On the job training.
 Training does helps to build up team work.
 A Training & Development program is successful when it
meets all the stated objectives with competent faculties &
useful resources that make the learning easy.
 The Training & Development program helps in the faster
growth rate of employees in the organization by improving
the productivity level and strengthening areas where an
employee lag in functional role.
 The quality of training is considered to be satisfactory by the
workers.
 The success of a Training & Development program depends
on the amount of transfer of training.
 Employee engagement & relationship is well maintained.

SUGGESTIONS:
 Training needs should be frequently evaluated by monitoring
employee performance and feedback as well.
 Training documents must be retained, maintained and
updated in a timely manner.
 Proper care should be taken when the trainers are selected.
 Continuous feedback must be provided to trainers and
training should be carried out as an ongoing scheduled
activity.
 Coordination and communication between staff at all levels
should be encouraged in order to find fresh talent among
staff.
 By which participants ' interest and satisfaction may be
improved.

CONCLUSION:
 Training and development programs play a vital role in every
organization. These programs improve Employee Performance
at workplace, it updates Employee Knowledge and enhances
their personal Skills and it helps in avoiding Managerial
Obsolescence.
 With the use of these programs, it is easier for the management
to evaluate the job performance and accordingly take decisions
like employee Promotion, rewards, compensations, welfare
facilities, etc.
 Training enhances the overall performance of an organization in
various ways, i.e. Soft- skill Development, Personality
Development, Interpersonal Relationship, Problem solving
techniques, Managerial Training Program, quality improvement
programs, technical processes, employee efficiency
development programs, regulatory compliances, goal setting

BIBLOGRAPHY:
REFERENCES BOOKS:
 P. Subba Rao (2009), “Essentials of Human Resource management and
Industrial Relations”, Himalaya Publication House, 3rd Revised &
Enlarged Edition.
 Mamoria, C. B. (1995), “Personnel Management (Management of
Human resources)”,
Himalaya Publishing House, Bombay.
 Chaudhuri, Manodip Ray (2004), “Employ Training Grooming for a better
Tomorrow”.
HRM Review, Vol.4.
 Dwivedi, R. S. (2001), “Managing Human Resources-Personnel
Management in Indian Enterprises”, New Delhi: Galgotia Publishing
Company, New Delhi.
 Aswathappa, K. (2000), “Human resource and Personnel Management”,
Tata McGraw-Hill Publishing Company Limited, New Delhi.
OTHER SOURCES:
 Views of Company’s CEO, Employees and HR Manager

RONAK PPT MBA.pptx

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