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CONTENT

1. Introduction
2. Training
2.1 Meaning
2.2 Definition
2.3 Comparison
2.4 Importance
2.5 Principle
2.6 Need of Training
2.7 Objective & Goals
3. HRM & Training
4. Methods of Training
5. Evaluation
6. L.G. INDIA & Its Training Activity
7. The STUDY
8. Analysis
9. Suggestion
10.Conclusion
11.Annexure

PREFACE
As a part of my curriculum for MBA, I am required to undergo two months
practical training. The objective of this training is to gain an insight into
functioning of the personnel department in an organization. The emphasis is on
appraising myself with practical implications of the theoretical concepts of Human
Resource management learnt at the institute, in the working environment.

I got an opportunity to undergo this training in an esteemed Public Sector


Enterprise like under able guidance of Ms. Alka Mittal, DGM (HR) I/C HR-ER of
L.G. INDIA and Ms. Sushma S. Purty, Sr. HR Executive of L.G. INDIA.

The research project entitled Review on Techniques adopted by HR


Management to Improve the Effectiveness of Training and Development is an
attempt to understand the opinion and attitudes of the various categories of
employees of the oil and natural gas corporate limited towards the maintenance of
effectiveness of Training services provided by the Company.

It also aims to know and study obstacles in the proper utilization and increase the
effectiveness of Training programs and try to suggest remedial measures wherever
possible.

The data was collected through well structured questionnaires. About 100
employees were considered for the sample size out of 300 employees, since the
researchers are given very limited time. This survey was carried out in various
departments of the Company.

In the course of study, it was found that the training programmes analyzed were
provided to all the employees of oil and natural gas corporate limited and was not
specific to particular category of employees. The in depth study of the welfare
measures adopted by the company revealed that majority of the employees were
fairly satisfied with the training and development programmes.

ACKNOWLEDGEMENT

It gives me great pleasure to acknowledge and to express my gratitude to all those


who have helped me through out this project.

I am thankful to Mr. AMAN SABHARWAL faculty there moral support without


their support this project would have been impossible. I thank them for their
constant guidance in every aspect of this project.

I am thankful to Ms. Akla Mittal DGM(HR) I/C HR-ER of L.G. INDIA for her
moral support and guidance.

I express sincere gratitude to my family members and friends who have


encouraged me directly or indirectly in completion of this project.

DECLARATION
I Neha Bhardwaj, Roll No. 820861126, a student of MBA of Punjab Technical University.
Jalandhar hereby declare that the Research report titled A STUDY OF TRAINING AND
DEVELOPMENT PROCESS IN LG INDIA is my original work and the same has not been
submitted for the award of any other diploma or degree.

Place:
Date :

NEHA BHARDWAJ
Roll No. 820861126
M.B.A.

INTRODUCTION
The success of any organization in the long run depends very much on the
quality of human resources. Human resources comprise the aggregate of
employee

attributes

including

knowledge, skill and

health

which

are

potentially available to an organization for the achievement of its goals. In


other words, human resources consist of the value of the productive capacity
and considered to the most vital and valuable amongst the resources namely
men machine, money and material. It is the quality of manpower that determines
the success of an organization. The importance also stems from the fact that all
other resources depreciate in value with the passage of time and use, the human
resource appreciate in value through acquisition of greater knowledge through
experience and training that reflects an inherent dynamism and the development
potential.

There has been an increasing realization that the organization success is


dependent on the synergy created by its human resources. Growth can only be
ensured through appropriate collaboration and amalgamation of various personnel
around organization goals or tasks. Tremendous changes in the social science and
technology, spheres have brought many complexities to industrial system. The
limitation of a machine is restricted to its specification but that of a human being is

unlimited provided it is tapped in the right way, hence organization of all kinds
seem to be growing increasingly aware of its economic importance as a resource.
In a competitive business world the success of an organization depends to a great
extent upon the leadership of the manager. If he can lead people effectively and
attain organizational objectives the organization will flourish.

The development of personnel at all levels is one of the primary


responsibilities of the manager as it is the people in the organization which
provide them competitive edge over others. Hence for the success of organization,
management has to identify the potential and innate abilities of the people to
effectiveness of the organization in the economic growth of country.

TRAINING
Every organization needs to have well trained and experienced persons to
perform the activity that have to be done. In a rapidly changing business
environment training and development is not only an activity but also an
independent function or sub system within the organization which it must commit
its resources if it has to maintain a viable and knowledgeable work force.
Training is defined as learning that is provided in order to improve performance on
the present job. A person's performance is improved by showing her how to master
a new or established technology. The technology may be a piece of heavy
machinery, a computer, a procedure for creating a product, or a method of
providing a service.
Oliver Sheldon says No industry can rendered efficient so long as the fact remains
unrecognized that the in principally human not a mass of machines and technical
process but a body of men. If manpower is properly utilized it causes the industry
to run at its maximum optimization getting results and also works for as an climax
for industrial and group satisfaction in the relation to the work formed.
Competitive advantage is therefore depending on the knowledge and skill
possessed by employee more than the finance or market structure by organization.

Meaning and Definition:


After an employee is selected, placed and introduced, he or she needs to be
provided with training facilities. The training is the act of increasing the knowledge
and skill of an employee for doing the particular job. Training is a short term
educational process and utilizing systematic and organized procedure by which an
employee is learned the technical knowledge.

Definition:
Staimez: defines Training is a short term process utilizing a systematic and
organized procedure by which non-managerial personnel to learn technical
knowledge and skill
Mamoria: defines Development covers not only the activities which improve job
performance, but also those which b ring about growth of personality, helps
individual in the process towards maturity and actualization of this potential
capacities so that they become not only good employees but also both good men
and women.
S. P. Robbins: Defines Training is a learning process which seeks a relatively
permanent change in behavior that occurs as a result of experience.

Dale Yoder: Defines It is that deals with the effective control and use of
manpower as a distinguished from other source of man power
Meaning:
Training is part of Human Resource Development. It is concerned with concerned
with training, development, and education. Training has been defined as an
organized learning experience, conducted in a definite time period, to increase the
possibility of improving job performance and growth. Organized means that it is
conducted in a systematic way.
Although learning can be incidental, training is concerned with the worker learning
clear and concise standards of performance or objectives.
Training is the acquisition of technology which permits employees to perform
their present job to standards. It improves human performance on the job the
employee is presently doing or is being hired to do. Also, it is given when new
technology in introduced into the workplace.
Development is training people to acquire new horizons, technologies, or
viewpoints. It enables leaders to guide their organizations onto new expectations
by being proactive rather than reactive. It enables workers to create better products,
faster services, and more competitive organizations. It is learning for growth of the
individual, but not related to a specific present or future job. Unlike training, which
can be completely evaluated, development cannot always be fully evaluated. This

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does not mean that we should abandon development programs, as helping people
to grow and develop is what keeps an organization in the cutting edge of
competitive environments. Development can be considered the forefront of what
many now call the Learning Organization.
Development involves changes in an organism that are systematic, organized, and
successiveand are thought to serve an adaptive function. Training could be
compared this metaphor - if I miss one meal in a day, then I will not be able to
work as effectively due to a lack of nutrition. While development would be
compared to this metaphor - if I do not eat, then I will starve to death. The survival
of the organization requires development throughout the ranks in order to survive,
while training makes the organization more effective and efficient in its day-to-day
operations.
Table 1 comparison between Training and Development
Points of comparison
1. Definition

Training
Development
Training is a short term Development is a long
process

utilizing

a term educational process

systematic and organized utilizing a systematic and


procedure
managerial

which

non organized procedure by

personnel which

learn technical knowledge personnel

managerial
learn

and skills for a definite conceptual and theoretical


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purpose.

knowledge

for

general

purpose.
2. Contents

3. Participants

Technical and mechanical Conceptual

and

operations.

philosophical concept.

Non-Managerial

Managerial personnel.

personnel.
4.Time period

Short

term

one

short Long

term

continuous

affair.

process.

5. Purpose

Specific job related.

Total personality.

6. Scope
7. Nature of process

Narrow.
Wider.
Reactive process to meet Proactive process to meet
current need.

8. Methods used

It makes use of on the job It


training

methods,

apprenticeship,
training etc.
9. Personality

future needs.
makes

as training

use
such

of

job

as

job

vestibule rotation, lecture, brains


storming etc.

It seeks to assist person It seeks to develop hidden

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for

efficiency

and talent and qualities of

effectiveness in improving personnel.


and

updating

his

profession knowledge.
10. Utilization

It seeks to make workers It

seeks

to

prepare

proficient in their existing employees for handling


job.

responsible

and

challenging job.

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Importance of training
A well planned and well executed training programme can provide the following
advantages:

1. Higher productivity:- The training helps to improve the level of


performance. Trained employees perform better thus more efficiently by
using better method of work. Improvement in manpower productivity in
developed nations can be attributed in no small measure to there educational
and industrial training programmes.
2. Better quality of work in formal training:- The best methods are
standardized and taught to employees. Uniformity of work methods and
procedures helps to improve the quality of product or service; trained
employees are less likely to make operational mistakes
3. Less learning period:- A systematic training programme helps to reduce the
time and cost involved in learning. Employees can more quickly reach the
acceptable level of performance. They need not waste their time and efforts
in learning through trial and error.
4. Cost reduction:- training employees make more economical use of
materials and machinery. Reduction in wastage and spoilage together with
increase din productivity help to minimize cost of operations per unit.

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Maintenance cost in also reduced due to fewer machine breakdowns and


better handling of equipment. Plant capacity can be put to the optimum use.
5. Low accident rate:- Trained personnel adopt the right work methods are
make use of the prescribed safety devices. Therefore the frequency of
accidents is reduced. Health and safety of employees can be improved.
6. High morale:- Proper training can develop positive attitude among the
employees. Job satisfaction and morale are improved because of rise in
earning and job security of the employees training reduces the employees
grievances because opportunities for internal promotions are available to
well trained employees.
7. Fulfilling manpower needs:- it is believed by many organizations that the
best way to overcome recruiting problems is to establish apprenticeship
training programmes. Thus training helps in identifying talented people for
different jobs without any unwanted costs.
8. Personal growth:- training enlarges the knowledge and skill of the
participants. Therefore, well trained personnel can grow faster in their jobs.
Training prevents the obsolescence of their skills and knowledge. Trained
employees are more valuable asset to the organization. Training helps to
develop people for promotion to higher posts and to develop future
managers.

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9. Increases organizational stability and flexibility:- Organizational stability


means ability of an organization to sustain its effectiveness despite of the
loss its key personnel and flexibility refers to the ability to adjust itself to the
short run variations of its of work with the availability of trained personnel it
can have both stability and flexibility the former because there is a reservoir
of trained replacement and letter because trained possessing multiple skills
can transferred to other jobs as the situation demands.
10.Organizational climate: A sound training programme helps to improve the
climate of the organization. Industrial relation and discipline improves
therefore decentralization of authority and participative management can be
introduced. Resistance to change is reduced. Organizations having regular
training programmes fulfill their needs for personnel from internal resources.
Organizational stability is enhanced because training helps to reduce labour
turnover and absenteeism. Training is an investment in people and therefore
is sound business investment. Intact no business can chose whether or not to
train the employees, the only is whether this training shall be haphazard or
casual, misdirected or whether it shall be made carefully planned, part of an
integrated programme of personnel administration.

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Principle of Training:

1. Training Plan: This must be well planned, prescribed and ably executed
effective implementation depends to great extend on planning.

2. Organizational objectives: T & D program must meet objectives of the


organization

3. Equity and fairness: T and D program must enjoy equal opportunity to drive
benefit out of such training and must have equal chance to undergo such training.

4. Application specification: Training content is balanced between theory and


practical. It must be Application specification.

5. Upgrading information: T and D program is continuous reviewed at periodic


interval as order to make them updated in terms of knowledge and skill.

6. Top Management support: Top management support is essential to make


Training and Development effective.

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7. Centralization: For economy of effective uniformity and efficiency,


centralization of training department is found more common and useful.

8. Motivation Training and Development have motivation aspects like better


career opportunity, individuals & skill development etc.,

Need for Training:


Training must be tailored to fit the organizations strategy and structure. It is seen
as pivotal in implementing organization-wide culture-change efforts, such as
developing a commitment to customer service, adopting total quality management,
or making a transition to self-directed work teams. Pace-setting Human Resource
Development departments have moved from simply providing training on demand
to solving organizational problems.
Trainers see themselves as internal consultants or performance improvement
specialists rather than just instructional designers or classroom presenters. Training
is only one of the remedies that may be applied by the new breed of Human
Resource Development practitioners.
In an age of network organizations, alliances, and long-term relationships with
just-in-time suppliers, leading companies are finding that they need to train people
other than their own employees. Some organization offer quality training to their

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suppliers to ensure the quality of critical inputs. Organizations with a strong focus
on customer service may provide training for purchasers to their product.
1. Shortage of skill: Skilled and knowledge people are always on short supply,
alternatively they are too expensive to hire from outside. The best way is to
improve the skill and knowledge of the existing employees through Training and
Development.
2. Technological Obsolesce: Growth of technology takes place very fast. This will
render current technological obsolesces in the near future.
3. Personal Obsolesce: At the time of recruitment employees posses a certain
amount of knowledge and skill. As the time passes their knowledge becomes
obsolesce unless it is uploaded by proper training. This happens because of
changes take place in product methods procurement of better machines.
4. Organization Obsolesce: Modern management has introduced a number of
innovative steps in functioning of management like play organizing, controlling to
such change are bound to fail and become obsolete, to prevent obsolesce
organization. Employees must be exposed to modern Technology through T & D
5. Increased Productivity: Instruction can help employees increase their level of
performance. Increase human performance often directly leads to operational
productivity and increase company profits.

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6. Coercive Training by Government: In order to provide better employability


changes of unemployed youth, certain governments have taken initiatives to
mobilize resource available at public/government and private to provide training to
outside candidates. One such arrangement is called at Apprenticeship Training
conducted by Government of India. A part of expenditure incurred for this by the
private sectors is reimbursed by government.
7. Human Capital: The latest thinking is to treat employees as Human Capital.
The expenditure involved in training and development are now being considered as
an investment. This is cause in globalization it is the knowledge and skill of
employees which determine complete advantages of firm.

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OBJECTIVES AND GOALS OF TRAINING:


Training and Development can help an organization in a number of ways.
Ultimately, it is employee knowledge and skill that produce the organizations
product or service. Training facilitates the implementation of strategy by providing
employees with the capability to perform their jobs in the manner dictated by the
strategy. Training also assists in solving immediate business problems, such as
when a team of Manager in an action learning program studies a real problem and
recommends a solution. Finally to keep ahead in a highly competitive the turbulent
environment, it has been suggested that the training function must foster a
continuous learning culture and stimulate managers to reinvent their corporation.
Training enables employees to develop and train within the organization and
increase the market value, earning power and job security. It moulds the
employees attitude and also helps them to achieve better co-operation with the
company and greater loyalty to it. The management is benefited in the sense that
higher standard of quality are achieved, a satisfactory organization structure is built
up, authority can be delegated and stimulus for progress applied to employees.
To increase productivity of employees or workers
To improve quality of work and product
To enhance and update knowledge and skill level of employee in the
organization

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To promote better opportunity for the growth and promotion

chances of

employees and thereby the employability


To secure better health and safety standard
To improve quality of life of employees
To sustain competitive advantage
To impart new entrants of knowledge and skill
To build up a sound line of competent efficiency and prepare them

as a

part

of their career progress to occupy more responsible positions


To impart customer education; help grading skills and knowledge and
employees estimate career planning of the company.

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INTRODUCTION

ELECTRONIC INDUSTRY PFOFILE IN INDIA

With the advent of science and technology, electronics has assumed an added

significance. Electronics in India has all the ingredients for rapid growth. India has

the potential of becoming a major global player in electronics. During the last few

years, the electronic industry has made significant contribution to the national

economy while substantial growth in production has been achieved in the areas of

consumer electronics; the growth trends in other areas are very encouraging.

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CONSUMER ELECTRONICS

Electronics plays a vital role not only in tackling the issues of national importance,

but is also proving advantageous in the field of communications, transportation,

health, agriculture and industrial production.

With the liberalization of investment, licensing, foreign collaboration, import

policies, lowering of important tariffs in the country. The consumer electronics

sector witnessed a boom during the Eighth Five Year Plan.

It is proposed to set a goal of electronics production of Rs. 750 billion for the year

2000-200 1 AD or Rs. 900 billion for the terminal year of the 9th Plan. This would

represent a growth rate of about 30 to 35% during the 9th Plan and would be a

mere 2% of the world trade estimated at $1300 billion by 2001. Further, goals

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suggested for electronics production for 2006-2007 and 2011-2012 are 5 percent

and 12% respectively of the world market.

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COMPANY PFOFILE OF LG

LG Electronics India Pvt. Ltd., a wholly owned subsidiary of LG Electronics,

South Korea was established in January, 1997 after clearance from the Foreign

Investment Promotion Board (FIPB). The trend of beating industry norms started

with the fastest ever-nationwide launch by LG in a period of 4 and 5 months with

the commencement of operations in May 1997. LG set up a state-of-the art

manufacturing facility at Greater Noida, near Delhi, in 1998, with an investment of

Rs 500 Crores This facility manufactured Colour Televisions, Washing Machines,

Air-Conditioners and Microwave Ovens. During the year 2001, LG also

commenced the home production for its eco-friendly Refrigerators and established

its assembly line for its PC Monitors at its Greater Noida manufacturing unit. The

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beginning of 2003 will see roll out of the first locally manufactured Direct Cool

Refrigerator from the plant at Greater Noida.

The Greater Noida manufacturing unit line has been designed with the latest

technologies at par with international standards at Korea and is one of the most

Eco-friendly units amongst all LG manufacturing plants in the world.

LG THE BEST GLOBAL COMPANY


LG Electronics was established in 1958 as Gold star Company Ltd. And has been a
trendsetter in the electronics industry ever since. The corporate name was changed
to LG Electronics in 1995 as part of and effort to make the company major player
in world markets.

Gold star brand product sales in 1996 came to US $ 9 billion, which ranked one
of the top electronics industry in the world. Consumers in more than 171 countries
for offering products that deliver ultimate satisfaction know LG.

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Along with the new corporate mission, LG electronics has been reborn. The
organization remains youthful and vibrant. Building a better future for customers is
the top priority and the company is going top gear to make the better future a
reality.

The management philosophy


We create value for our customers through management based on esteem for
human dignity.
The product manufactured internationally cover Multimedia Players, Video/Audio

products, Home Appliances, Information System products, Communication

Devices, Display products, Magnetic Recording Media and Electric/ Electronics

Parts and Components. Heavy investments are being made in the next generation

and environment friendly product.

The LG Group Looking Above

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The LG Group is today, one of the Koreas top 3 conglomerates, In fields ranging
from chemicals, energy, electronics, semiconductors, machinery and metals of
trade, services and finance each of the LG member companies is now working to
rise to the highest level of global competition in their respective Industries. The
company is represented by 72 subsidiaries around the world with over 55,000
employees worldwide. LG is now ready to make the next quantum leap forwardLEAP 2005.

Leap 2005 is the strategy for surviving in the era of unlimited competition and
started form highly charged innovation. LGs business strategy for 21st century is
very aggressive.

Information and communication, electric and electronics, chemicals and energy,


multimedia, bioengineering and semi- conductors industries will be promoted. By
the year 2005, the group plans to achieve annual sales of US $ 74 billions.

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DIGITAL LG

With the new millennium, LGE has unveiled the ambitious vision of DIGITAL
LG. The short words of Digital LG is the embodiment of LGEs strong will to
become the true leader of the Digital LG.

LGE is poised to take the leap forward as Digital Leader, charting its own course
of success in the rapidly changing digital age. While offering innovative digital
products and services that enrich peoples lives and making them more
comfortable, LGE will strive to become and exemplary company for the Digital
Age that realizes leadership for the digital Management.

Through these efforts the company aim to be the true leader of the Digital Age. The
company will be at the forefront of realizing customer value, providing best profit
to the shareholders and reaffirming the pride and satisfaction of our staff member
in their efforts to realize their own individual vision.

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Digital LG:
Is the Brand Icon created by the LG Electronics to convey the new values of
the digital Age to the customers by visually illustrating the image of easy-to-use,
enjoy-to-use digital technology.

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LG ELECTRONICS INDIA LTD.

LG India the Indian wing of the South Korean chaebol formally known as Lucky
Gold star. LG Electronics India ltd.(LGEIL) is the wholly owned subsidiary of
LG electronics and started operations in its current avataar in Delhi in May 97
and spread itself across the country within months. Company launched the entire
product profile under the LG brand name, which the company had decided to
change from its previous brand GOLDSTAR around the world.

Today in a short span of 4 years, LG has twenty models of color television ranging
from 14 inches to 60 inches, 15 models of large capacity refrigerators ranging from
175 liters to 890 liters, 9 models of washing machines ranging from 5.5 Kgs., 12
models of air conditioners, 45 models of microwaves ovens, 2 VCDs, 4 models
of A/C , 11 models of Monitor along with power entertainment devices i.e. audio
CD Recorder, MPB PLAYER And DVD Player, LCD Projector, and have
subsequently launched the same all India.
In the first phase of investment from 1998 to 2001, the company had decided to
invest US $ 46 million (Rs.525 crores) to establish manufacturing facility at
Greater Noida. This facility will be capable of churning out 8,00,000 Washing
Machines, 1,00,000 Air conditioners etc.

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In the second phase, from 2001 to 2005 LG Electronics will invest $ 143 million to
increase its existing capabilities in finished products and capabilities to
manufacture compressors, fly transformers, motor and deflection yokes.
After setting up of LG software Center in Bangalore in 1996, LGEIL has also set
up in house R& D and HRD Center in India not only to train the Indian
employees, but also to serve foreign employee of LGE in South Asia and North
Africa.
In five years from now, LGEIL will become one of the largest industrial houses in
Indian and strive to become No.1 Company in India by 2003 LGEIL has already
achieved a turnover of Rs. 1904 Crores in the year 2000 and Rs. 950 Crores in
1999. The target turnover for LGEIL in the vision LEAP 2005. is Rs. 10,000
Crores.

LG is already No. 1 in the sale of Air conditioners in India and among the top
priority in the sale of all other consumer electronics.
In addition, LSs Golden eye television offers the worlds most advanced picture
system.
There are 18 branch offices covering whole of India in the following cities
Ahmedabad, Bangalore, Bhubaneshwar, Kolkata, Chandigarh, Chennai, Coachin,
Ghaziabad ,Guwahati, Hyderabad, Indore, Jaipur Lucknow, Mumbai, New Delhi &

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Haryana, Patna & Pune. While corporate office is situated at Greater Noida, UP
and Regd. Office at Okhla Industrial Estate, New Delhi.
LG has been able to craft out in five years, a premium brand positioning in the

Indian market and is today the most preferred brand in the segment

Various studies have shown that the consumer is well informed on the health

awareness front. LG was one of the first companies who recognized the emerging

change in consumer needs and decided to differentiate their products on the basis

of technology which appealed to the consumer on the basis of health benefits. Its

vision was to become a 'Health Partner' for its consumers worldwide and therefore

formulated its corporate philosophy to make peoples' lives better, convenient and

healthier.

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The CTV range offered by LG has 'Golden Eye' technology, which senses the light

levels in the room and adjusts the picture to make it more comfortable for the eyes.

The entire range of LG air-conditioners have 'Health Air System', which not just

cools, but keeps pollution out. Similarly, microwave ovens have the 'Health Wave

System', refrigerators have the 'PN System', which preserve the nutrition in food

and washing machines have 'Fabricare System', which takes the health factor down

to ones clothes. All the products offered by the company have unique technologies,

developed by its R&D departments that give customers a healthier environment to

live-in.

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The year 2001 witnessed LG becoming the fastest growing company in the

consumer electronics, home appliances and computer peripherals industry. The

company had till the month of October 2001 achieved a cumulative turnover of Rs

5000 Crores in India since its inception in 1997, making it the fastest ever Rs 5000

Crores clocked by any company in the Indian consumer electronics and home

appliances industry. Having achieved this milestone, LG achieved another

benchmark with the first ever sales of One Lakh A/Cs (Windows and Splits) in a

calendar year. LG is poised to surpass its turnover target of Rs. 2700 Crores this

year and clock a turnover of Rs. 3000 Crores.

This year, LG has emerged as the leader in Colour Televisions, Semi Automatic

Washing Machines, Air Conditioners, Frost-Free Refrigerators and Microwaves

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Ovens. In Colour Televisions having set the sales target of one million units of

Color Televisions for 2002, LG has already achieved the one million mark in the

month ahead of its target.

LG Electronics India is the fastest growing company in the consumer electronics,

home appliances and computer peripherals industry today. LG Electronics is

continually providing superior technology products & value for money to over 50

lakh households in India.

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VISION
To be No. 1 company in India by 2003

PHILOSOPHY
Compete in the International market with a global Mindset..
Maximize value for customers, Employees and shareholders.
Pursue the best in the class through Management by Principle.
Contribute to the society through good corporate citizenship.
INITIATIVES
Redesign business portfolio.
Develop new strategic business.
Globalization
Acquire promising differentiated technology.
Cultivate high performing leader

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TRAINING METHODS AND TECHNIQUES

Because of the objective of Human Resource Development is to contribute to the


organizations overall goals, training programs should be developed systematically
and with the organizations true needs in mind. Successful training begins with a
thorough need assessment to determine which employees need to be trained and
what they need to be trained to do.

Allison Rossett and Joseph W. Arwady states The question is not whether you will
solicit this kind of information through needs assessment. It is how much of it you
will do and using which tools. The culmination for the assessment phase is a set of
objectives specifying the purpose of the training and the competencies required in
trainees after they complete the program.

This section considers the choice of methods for employees training. With training
objectives defined and learning principles in mind, the trainer must be choose
appropriate training methods and design the sequence of events in the training
program. Perhaps the first decision to be made is whether to conduct the training
on the job or away from the job. In many cases, the decision is to do some of both.

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1. On the Job Training: On the job training is conducted at the work site and in
the context of the actual job. The vast majority of all industrial training is
conducted on the job, often by the trainees immediate superior or a nominated
peer trainer. On-the job training has several advantages:
b. Because of training setting is also the performance setting, the transfer of
training to the job is maximized
c. The cost of a separate training facility and a full-time trainer are avoided or
reduced.
d. Trainee motivation remains high because it is obvious to trainees that what they
are learning is relevant to the job
e. Trainees generally find on-the-job training more valuable than classroom
training.

2. Apprenticeship Training: This training is combination of on and off the job


training. The department of Labor regulates apprenticeship programs, and often
management and a union jointly sponsor apprenticeship training. This training is
normally given to artisans, electricians, plumbers, bricklayers etc., The duration is
normally vary from 2 to 6 years. Apprenticeship training is carried out under the
guidance

and

intimate

supervision

of

master

craftsman

or

expert

40

worker/supervisor. During apprenticeship training period, the trainees are paid less
than that of a qualified worker.
3. Job Rotation: In the job rotation, management trainee/employee is made to
move from one function to another at planned intervals. Job rotation is widely used
as a management executive development program which makes the employee or
management trainee, a multi-tasking individual. It can be done either vertical or
horizontal.
4. Coaching and Understanding method: Training under experienced worker
they are coached and instructed by skilled co-worker by supervisor by special
trainee instructor.
5. Outbound Training: The outbound training is conducted in a location
specifically designated for training. It may be near the workplace or away from
work, at a customized training center or a resort. The purposes of conducting this
kind of training away from the work place is to minimized or avoid distractions of
the employee from their daily work routine and allows them to devote their full
attention the specific subject. Some of the outbound training methods and activities
are:
a. Action planning: Often a closing activity asking participants to specify or set
goals about exactly what they will do differently back on the job

41

b. Behaviour-modelling training: use a videotape to demonstrate the steps in a


supervisory activity such as conducting a disciplinary interview, followed by role
played skill practice and feedback
c. Behavioral Simulation: Large-scale multi person role-lay, non-computerized
business game.
d. Brainstorming: Creative idea-generation exercise in which no criticism is
allowed.
e. Business Game: Computerised business simulation that requires participants to
make decisions about strategy and investments and then provides financial results
based on the decisions.
f. Buzz Group: Small-group discussion of several minutes, duration on an
assigned topic
g. Case Study: From a one-paragraph vignette to a fifty-page Harvard-style case.
h. Demonstration
i. Experiential exercise,
j. Field trip,
k. Group discussion,
l. Guest speaker,
m. Guided teaching: Drawing from the group the points the lecturer

otherwise

would make him or herself

42

n. Information search: Asking trainees to locate the answers to question in the


training materials or manuals provided
o. Intergroup exchange: small groups share their ideas of findings with
another group
p. Learning game: competition between teams in a quiz show format
q. Lecture
r. Mental imagery: Asking participants to close their eyes and

visualize or

recall something or engage in mental rehearsal of physical or interpersonal


skills.
s. Outdoor leadership training: Team activities that may include hiking,
courses, or other physical challenges along with problem.-solving

rope

activities.

t. Problem-solving activities
u. Role-play
v. Self-assessment instrument or quiz. An example is a conflict

resolution

style inventory.
w. Team Building: A series of group activities and sometimes surveys used
develop team skills and role clarify in a team of people who must work

to

together

closely on the job


x. Videotapes: can be used alone but are most effective in discussion and
practice.

43

There are various other instructional methods used in training program:


1. Classroom-programs live
2. Workbooks / Manuals
3. Videotapes
4. Public Seminars
5. Self-assessment instruments
6. Role plays
7. Case Studies
8. Games/simulations (not computer-based)
9. Outdoor experiential programs
Out of the above off job training techniques, the following are used in general:
1. Classroom Lectures
2. Conference and seminars
3. Group discussions and case study analysis
4. Audio-visual and film shows
5. Simulation and computer modeling
6. Vestibule training
7. Programmed organizations
8. Games and Role playing
9. T-group training

44

10. Retraining
1. Classroom lectures: This is the simplest and from the off the job training. This
is a best form of instruction when the instruction is to convey information on rules,
regulation, policies and procedures.
2. Conference and Seminars and Workshops: This is a formal method of
arranging meeting in which individuals confer to discuss points of common interest
for enriching their knowledge and skill. This is group activity. It encourages
groups discussion and participation of individuals for seeking clarification and
offering explanation and own experience. It is a planned activity with a leader or
moderator to guide the proceedings, which is focused on agreed agendas points
prefixed during planning stage of such conference.
There are three variables:
Directed conference
Training conference
Seminars and workshops
3. Group discussions and study analysis: case study method was initially
introduced by Christopher Lang Dell at Harvard Law School in 1880s. The
principle used is experiences are the best teacher. Here several empirical
structures are examined in detail to find out commonalities to derive general
discussion. Based on such studies and group discussion are initiated to derive

45

common lesson. This method has, however limited use of worker but both use for
supervisors. In case of workers, areas of importance in this method are that the
quality control.

4. Audio-visuals and Film Shows: In order to improve understanding very usual


and sometimes is escapable to Demonstrate operation of a machine or explain or
process. Audio-visual film shows can supplement the efforts lecturing and improve
its effectiveness.

5. Simulation Computer Modeling: A training activity in which actual working


environment is artificially created as near and realistic and possible is called
simulation training. Case study, analysis, experiment exercise game playing
computer model and vestibule training etc come under this category. When the
work environment is artificially created by using computer-programming method
well call it computer method

6. Vestibule Training: In this training, employees are trained of the equipment


they are employed, but the training is conducted away from the place of work. In
which all necessary equipment and machines required as actual machined ship are
duplicated

46

7. Programme Instruction: Programmed instruction is a stu5rctured method of


instruction aided through texts, handouts, book and computer aided instruction. In
this case the instruction materials and information is broken down in meaning full
unit and arranged in a proper sequenced from logical method of learning packages,
the learning ability is tested and evaluated in real time basis

8. T. group Training: T stand for training or laboratory training. T group training


was originated on 1940s but only 1960s it has opened to the industries. This
Training has both supporters and opponents. Unlike any other programmers
discussed. T group training is concerned with really problem existing within the
other group itself.

9. Retraining: technology is advancing at rapid pace. Here obsolesce is a major


problem faced by the worker are the introduction of automation for such retraining
programme to update their knowledge, which will further make them productivity
useful of the organization and restore this confidence.

47

Evaluation phase:
Majority of employees were in agreement with the statement and said that training
does helps in imparting a sense of belongingness for their organization as very few
employees think otherwise.
Evaluation is the systematic collection and assessment of information for the
deciding how best to utilize available training resources in order to achieve
organizational objectives.
One of the most common ways of evaluating management training is named
kirkpatricks model. This has 4 steps as described below:
Step1. Reaction

Step2. Learning

What principles, facts & techniques were learned?

Step3. Behaviour

What changes in job Behaviour resulted?

Step4. Results

How well did the trainees like the programme?

What were the tangible results?

For the evaluation exercises to be effective, it is very important that training


objectives are carefully though and framed.

Why Evaluation?
Training is done with specific objective. Hence, evaluation of training is a must. It
is necessary in order to determine:
If the development objectives were achieved.

48

The effectiveness of the methods of instructions.


If the best and most economical training activities were conducted
Evaluation also helps to tell us about the quality of the training on the one hand
and the effect that it has created on the learners, on the other. Systematic evaluation
can point out the weaknesses in the programmes so that they could be corrected in
future programmes. It can also indicate the extent to which the learners have
learned what is taught in the class, the extent to which they have transferred this
learning to the work situation and the results yielded thereafter.

When to evaluate:
The evaluation process normally starts right from the stage when the
inauguration stage of training or when the trainees reach the campus: during
training: and after training, say, form three months to one year. Evaluation at the
inauguration stage will help to compare the laid down objective and contents of the
programme with the expectations of the participants. This process will thus help
the programme designers to change content of the programme to match the
participants expectations and objectives. This evaluation is known as the pretraining evaluation.

49

Intermediate is done when training is in progress. This can be done either on a


day-to-day basis or at the training. Day-to-day evaluation is convenient when the
programme duration is long, say exceeding 3 days.
Reaction: The first level involves reaction measures, or the participants
feelings about the program. Reaction information is usually gathered by
questionnaire during or immediately after the program. At least two aspects of
reaction should be assessed: Did the trainee enjoy the program, and do they think
the program will be useful to them.
Learning: The second level of evaluation has to do with learning. Learning
measures assess the degree to which trainees have mastered the concepts,
information, and skills that the training tried to impart. Learning is assessed during
and or at the end of the training program with paper and pencil tests, performance
tests and graded simulation exercises.
Behavior: On-the-job Behavior is the third level of evaluation. Behavior
measures ask whether employees are doing things differently on the job after
training, whether they are visibly using what they have been taught. In essence,
this is transfer of training.
Results: The final level of evaluation involves results measures. At this level,
the impact of the training program on the work group or organization as a whole is
assessed objectively. The appropriate objective measures to use depend on the

50

content and objectives of the training. Samples measures of results include cost
savings, profit, productivity, quality, accidents, turnover, and employee attitude.
Training & Development
An integral part of L.G. INDIAs employee-centered policies is its thrust on their
knowledge up gradation and development. L.G. INDIA Academy, previously
known as Institute of Management Development (IMD), which has an ISO 9001
certification, along with 7 other training institutes, play a key role in keeping our
workforce at pace with global standards.
L.G. INDIA Academy is the premier nodal agency responsible for developing the
human resource of L.G. INDIA. It also focuses on marketing its HRD expertise in
the field of Exploration & Production of Hydrocarbons. L.G. INDIAs Sports
Promotion Board, the Apex body, has a Comprehensive Sports Policy through
which top honors in sports at national and international levels have been achieved
Transforming the Organization
L.G. INDIA has undertaken an organization transformation exercise in which HR
has taken a lead role as a change agent by evolving a communication strategy to
ensure involvement and participation among employees in various work centers.
Exclusive workshops and interactions/brainstorming sessions are organized to
facilitate involvement of employees in this project.

51

Participative Culture
Policies and policy makers at L.G. INDIA have always had the interests of the
large and multi-disciplined workforce at heart and have been aware of the nuances
and significance of cordial Industrial Relations. By enabling workers to participate
in management, they are provided with an Informative, Consultative, Associative
and

Administrative

forum

for

interactive

participation

and

for

fostering an innovative culture.

In fact, L.G. INDIA has been one of the few organizations where this method has
been implemented. It has had a positive impact on the overall operations since it
has led to enhanced efficiency and productivity and reduced wastages and costs.

A Model Corporate Citizen


Respect and dignity are the key values that underline the relationship L.G. INDIA
has with its human assets. Conscious about its responsibility to society L.G. INDIA
has evolved guidelines for Socio-Economic Development programmes in areas
around its operations all over the country.
Education
Health Care and Family Welfare
Community Development
52

Promotion of Sports and Culture


Calamity Relief
Development of Infrastructural Facilities
Development of the Socially & Economically Weaker Sections of Society
Benefit and Welfare
Sports
Around 150 sportspersons including 95 international level performers are on the
rolls of L.G. INDIA representing your Company in 15 different games.
L.G. INDIA hosted the L.G. INDIA Nehru Cup International Invitational
Tournament during 2007-08.
Chess Queen Koneru Humpy was conferred with Padmashri and Badminton ace
Chetan Anand received the Arjuna Award.
Reigning World Billiards Champion Pankaj Advani retained his title after an 'all
L.G. INDIA Final' in which Dhruv Sitwala was the Runner-up

Arjuna Awardee Virender Sehwag became the first Indian and third cricketer to
score two triple Test centuries.

L.G. INDIA won the Petroleum Minister's PSPB Trophy for Overall Best
Performance in 2007-08 for the fifth year in succession
53

Corporate Social Responsibility


L.G. INDIA is spearheading the United Nations Global Compact - World's biggest
corporate citizenship initiative to bring Industry, UN bodies, NGOs, Civil societies
and corporate on the same platform.
During the year, your Company has undertaken various CSR projects at its work
centers and corporate level.

Women Empowerment
Women employees constitute about 5% of L.G. INDIA's workforce. Various
programmes for empowerment and development, including programme on gender
sensitization are organized regularly

Training and Development in L.G. INDIA


The objectives of training and development are as follows:
- To develop entrepreneurship and expertise par excellence through training
and retraining
- To prepare executives to meet the strategic business goals in the fast
changing environment.
- To create a learning environment in order to achieve a competitive edge
through leveraging human resource

54

- To develop training tools and techniques to facilitate effective learning.


- To organize interactive workshops in upstream industry area.
- To strive for continuous improvement in all aspects of E&P activities
through training in the emerging technologies.
- To inculcate quality consciousness
- To promote IT as an instrument of organizational transformation
- To cultivate creative and innovative thinking
- Reducing gap between current and expected level of performance through
systematic enrichment of knowledge, skills and attitudes.
- Developing multi-craft skills.
- Preparing executives for career advancement
- To impart training to all employees to motivate then towards actualization of
potential.

Induction Training
The fresh incumbents of the organization are exposed to wide gamut of technology
of petroleum industry synergic approach covering multi disciplinary theoretical
and practical aspects with emphasis upon on the job training.

55

Thus, a newly recruited executive undergoes an intensive classroom training


interspersed with field exposure to effectively specialize him in the organization.
The specialized modules of training on the advanced hydrocarbon exploration and
exploitation technology are inculcated in the newly recruited officer before he is
put on the job training for hands-on-experience.

56

L.G. INDIA Training


Management training
One of the most important aspects of executive development is ManManagement, suitable programs are being organized with special emphasis on
appreciation of roles played by various disciplines in the company. Environment
and public enterprises, principles of management, corporate planning, project
management, management of change, Management of Technology, ManManagement, Team building and conflict Resolution, Management of R& D ,
Personal Effectiveness including Oral and Written communication, Presentation
skills, listening skills, Management Stress etc. are wider areas covered through
various training modules.

For the personnel already engaged in different disciplines, a career linked training
plan is drawn to impart advance training in management.

The executives of E-4 and above levels are exposed to General Management
Training at reputed Institutions in India including ASCI & IIMs to achieve the
perfection in development. Thus the training system in L.G. INDIA ensures overall
development of the officers.

57

Besides this, specialized programs are also developed for the executives of E-7 and
above levels based on the requirement.

SPONSORING EXECUTIVES/EMPLOYEES FOR HIGHER STUDIES


WITHIN INDIA/ABROAD
To encourage employee for higher studies within the sphere of their respective
duties within India/abroad, in subjects relevant to the activities of the existing
conditions for grant of study Levels/HPL/EOL laid down in the L.G. INDIA
(leave) Rules, the following GUDILINES are followed in the case of sponsoring of
employees for the higher studies within India/abroad:i.

The executives/employees, who have complete 3 years of service on the


date of submission of application, are consider for sponsoring for a
particular study in India/abroad, subject to the following condition:(a) The executive/employee holds the first class Q1. qualification in the
subject concerned.
(b) The team of fellowship/scholarship study does not exceed 12 months.
(c) The decision of the management to who should be sponsored for such
studies would be final and will be taken in consultation with
functional Director, director (HR) and chairman and Managing
Director.

58

(d) During this period, the executive/employee would be treated as on


duty and would draw full pay and allowances in India, in addition to
the stipend of fellowship/scholarship etc., if any.
(e) The executive/employee would also be entitled to both ways air fare,
if the same is not payable to him, in accordance with the awarded of
fellowship/scholarship.
(f) Sponsoring can also be done in those cases where admission rules
insist that such sponsorship is necessary by the employee. However,
sponsoring does not automatically mean that he would be entitled for
the benefits as mentioned above, unless he satisfied the above
conditions.

ii.

The above guidelines are in relaxation of the conditions laid down in


L.G. INDIA (Leave) Rules. Therefore it has been decided that the
concerned executive/employee, before proceeding on leave for pursuing
higher studies, will be required to submit a bond as under, till the
amendment, as above, are made in L.G. INDIA (Leave) Rules:-

(a) In cases where the employee is granted leave including EOL and
study leave for pursuing higher studies, in accordance with the

59

existing provisions of the L.G. INDIA (Leave) Rules, the bond money
will be as per the exiting amount mentioned in the rules ibid.
(b) In cases where leave for pursuing higher studies including HPL, EOL
and study Leave in sanctioned, in relaxation of any specified
conditions of the existing provisions of the Leave Rules, i.e., either
possessing less length of service than prescribed on the duration of
leave is longer than prescribed or any other reason, the executive
concerned will be asked to give the bond for pay, DA, Adhoc
relief/interim relief that he would draw for a period of three years on
return from leave.

60

SPONSORING OF SC & ST EMPLOYEES


While deputing officers for training or attending seminars, conferences etc.,
preference should be given to scheduled Castes/Scheduled Tribes officers as per
existing rule and regulations of Govt. of India.

LONG TERM TRAINING COURSES WITHIN INDIA


In certain disciplines, officers are deputed for long term training courses in India,
including courses leading to award of degree/diplomas.

TERMS AND CONDITIONS


The terms and conditions in respect of deputation of companys employees on
training courses within the country, exceeding 3 months in duration, will be:1. Tuition fee: Expenditure towards tuition fees and course material, if any,
will be born by the company and shall be paid directly to the institute
concerned either in installments or as a lumpsum.
2. Pay and Allowances:- The officer will be treated as on duty for the period
of the course and will be paid his/her normal pay plus dearness allowance
and housing facility only. No other allowances will be payable.

61

3. TA/DA:- The place of training shall be headquarters of the all purposes


during the entire period of training but this will not be treated as a case of
transfer and transfer TA shall not be payable for self and family.
TA as on tour, excluding Daily Allowance, will be allowed from the place of
his/her duty to the Institute and back.
A lumpsum of Rs.500/- per month is paid for meeting expenditure towards
boarding, lodging and other incidental expenses during the period of course
of study at the Institute and payment of the same will be made directly to the
officer by the respective Region/Institute/Project/Office.
Where the course fee includes expenses on boarding and lodging, the
aforesaid lumpsum of Rs.500/- p.m. will not be admissible.
In case of officer is allowed any stipend by the Institute concerned, the
amount of lumpsum paid shall be so regulated that the sum of stipend paid
and lumpsum does not exceed Rs.500/If the amount of stipend exceed Rs.500/-, the officer would be allowed to
obtain the whole amount of the stipend, but in that case he/she will not be
entitled to the lumpsum amount of Rs.500/- per month.
Before releasing the lumpsum, every month, it will have to be ascertained
whether the employee received any stipend from the Institute concerned and
a certificate to this effect that he/she is not receipt of any stipend, duly

62

countersigned by the authority concerned of the Institute, will have to


furnish by the employee concerned.
4.Reimbursement of conveyance Expenditure: During the period of conveyance
expenditure restricted to 30% of his/her normal entitlement, subject to fulfillment
of other conditions.
5. House Rent Allowance: The officer shall be allowed to retain the residential
accommodation at the last place of his/her posting on payment of usual rent if so
desires. Alternatively, he/she, however, may

be allowed

to keep his/her

establishment/family at any place of his/her choice during the training period and
may draw HRD limited to the amount admissible for the last place of his/her
posting subject to fulfillment of other

prescribed conditions.

6. Medical Facilities: The officer will be entitled to medical facilities for self and
family, as per companys Rule during the period of training.
7. Bond: Before the officer actually leaves for training programme, he/she is
required to execute a surety-cum-personal Bond, on non-judicial stamp paper to
serve the company for a period of five years on completion of his/her course.
Value of the bond will be twice the amount of expenditure estimated to be
incurred/expended on this by company.

63

8. Expenditure of Text Books: A maximum sum of Rs.1000/- to meet the


expenditure of text books and expenditure incurred up to Rs.2000/- for the
dissertation work will be reimbursed to the officer subject to the production of
receipts/vouchers by him/her for the entire training. The text books etc. purchased
should be those prescribed by the Institute and the receipts/vouchers shall be got
verified and certified by the Institute concerned.
A. TREATMENT OF PERIOD OF TRAINING
The period of training shall be treated as on duty for earning leave, increment etc.
B. GUIDELINES FOR SPONSORSHIP
The general guidelines for sponsoring the employees for training course,
exceeding 3 months in companys interest are as follows:(i)

The employee must have put a minimum 3 years service in the


company and must not be more than 50 years of age on completion of
the course.

(ii)

The course for which the employee is sponsored, is related to his/her


discipline/profession/function/basic degree or diploma already held by
him/her, and the same will be beneficial to him/her in the discharge of
official duties.

64

C. INCENTIVE etc.
For acquiring the degree/diploma, as referred above, for the assistance of the
company,

the

employee

will

not

be

eligible

for

any

additional

increments/incentive for attaining higher professional qualification.


D. PAYMENT OF ALLOWANCES DURING TRAINING
The executives/employees who are sponsored for any course/programme
exceeding three months within India would also be entitled to the following
allowance.

(i)

Hill Allowance: This would be admissible only if the families of the


employee stay in Dehradun.

(ii)

City Compensatory Allowance: He would be admissible only if his


family stays at a place where the employee is entitled for such
allowance and that he is not in receipt of Drilling Allowance.

(iii)

Drilling Allowance: He would be entitled, for payment of Drilling


Allowance, provided he is not in receipt of City Compensatory
Allowance.

(iv)

Remote Locality Allowance: In those cases, where the family continues


to remain at the station, where the employee was posted before

65

proceeding for training and Remote Locality Allowance is admissible


for that station.
(v)

House Rent Allowance: As applicable to the locality where the family


of the individual resides during the period of training of the employee.

(vi)

In no case, Hard Duty Allowance, Operational Allowance and other


similar allowances, which are required to be paid for performance of
the specific duties would be payable during the period of training.

66

OBJECTIVE OF THE STUDY

These are the objective I had taken for my study:1. To find out personal as well as organizational growth and development.
2. To find out contribution of organization as well as senior to make training
programs successful.
3. To find out Training Needs Analysis.
4. To know learning outcomes of training program.

67

RESEARCH METHODOLOGY

Research can be defined as a scientific and systematic search for pertinent


information in any branch of knowledge. It is the pursuit of truth with the help of
study, observation, comparison and experiment. Research is , thus, an original
contribution to the existing stock of knowledge making for its advancement.

OBJECTIVES OF RESEARCH:

Research inculcates scientific and inductive thinking and it promotes the


development of logical habits of thinking and organization. The purpose of
research is to discover answer to question through the application of scientific
procedures. The main aim of research is to find out the hidden truth, which has not
been discovered yet. Though each research study has its own specific purpose, we
may think of research objectives as falling not a number of following broad
groupings:

To gain familiarity with a phenomenon or to achieve new insights into it


(Exploratory or formularize research studies)

68

To portray accurately the characteristics of a particular individual, situation or a


group (Descriptive research studies)

To determine the frequency with which something occurs or with which it is


associated with something else. (Diagnostic Research Studies)

To test a hypotheses of a casual relationship between variables (hypothesis testing


research studies)

This research is an amalgamation of both formularize as well as descriptive


research, as it reflects on the present satisfaction level of the employees at L.G.
INDIA regarding the various training and development programmes being
conducted here. In the process, it also aims to collect more detailed information on
the subject of training and development itself.

RESEARCH APPROACHES
There are two basic approached to research, quantitative approach and the
qualitative approach. The former involves the generation of data in quantitative
form, which can be subjected to rigorous quantitative analysis in a formal and rigid

69

manner. This approach is further sub-divided into inferential approach is to form a


database form which to infer characteristics or relationship of a population. This
usually means survey research where a sample of population is studied to
determine its characteristics and it is then inferred that the population has the same
characteristics.
Qualitative approach to research is concerned with subjective assessment of
attitudes, opinions and behavior. Research in such a situation is a function of
researchers insight and impressions. Such an approach to research generates
results either in non-quantitative form or in the form, which are no subjected to
rigorous quantitative analysis.

This research follows both the inferential quantitative and qualitative approach.
The questionnaires circulated to collect the relevant information have been
analyzed ion the basis of rating is based on 5 scales and then, aggregate of the
rating of all the questions of a group has been taken to find out the percentage of
each response to that group.

70

RESEARCH PROCESS FOLLOWED:


Research process consists of a series of actions or steps necessary to effectively
carryout research and the desired sequencing of these steps. The various steps
involved in a research process are not mutually exclusive, not are they separate or
distinct. However, the following order concerning various steps provides a useful
procedural guideline regarding the research process and has been used to carry out
this research:

FORMULATING THE RESEARCH PROBLEM


At the very beginning the researcher, singles out the problem, he / she wants to
study in specific terms. Here, for this purpose and extensive study of available
literature was done.
The training and development policies were studies from the personal manual as
well as some information brochures made available by the training department at
L.G. INDIA.
No literature was available of any study conducted earlier on a similar topic. The
subject matter related to the topic. Training and Development was also examined
from the available literature i.e. books, manuals etc. by this review the extent of
available of the data of other materials was known and this led to a specification of

71

the problem in a more meaningful context. After specifying the problem, a


synopsis was submitted to the company for approval.

PREPAIRING THE RESEARCH DESIGN:


The function of research design is to provide for the collecting of the relevant
information and data with minimal expenditure of effort, time and money. But the
way of achieving all this depends mainly on the purpose of the research. Here, the
purpose of the study is both exploration and description

THE MEANS OF OBTAINING INFORMATION:


In this research case, a structure red questionnaire was used with close-ended
questions with the exception of three questions that required descriptive answers.
The time available for research 1month and for the completion of this research, the
time limit was 2month.Explanation of the way in which selected means of
obtaining information will be organized and the reasoning for the selection.

Data collection methods


Primary data: Data observed or collected directly from first-hand experience. And
I was go through as interviews and questionnaire.

72

There are many methods of collecting primary data and the main methods include:
Questionnaire
Interviews
Focus group interviews
Observation
Case studies
Diaries
portfolios

Secondary data: Publish data and the data collected in the past or other parties is
called secondary data.
Magazine
HR Manual
Internet
Newspaper

73

LIMITATIONS
Best possible efforts have been made to make this study as comprehensive and
representative as possible. Actually, this project is not done in headquarter of L.G.
INDIA which is in Dehradun from where all training programs developed and
conducted so I could not take feedback from the top management who are
involves in making training programs in L.G. INDIA. Since attitudes are
influenced by social background as well, the results may not be reflective of the
opinion of the entire organization.

74

DATA ANALYSIS

Your organization considers training as a part of organizational strategy


for growth.
S.

Response Category

No.

of Percentage

No.
(a)
(b)

(d)
(e)

respondents
Strongly Agree (5)
28
Agree (4)
54
Neither agree nor disagree (3) 11
Disagree (2)
6
Strongly disagree (1)
2
Total
100

(%)
28
54
11
6
2
100

Analysis:
75

From the above graph it is clear that majority of the respondents agree that
training is an important factor for growth of organization is most important factor
and it plays a major role in growth of both employees as well as organization.

Your organization conducts training and development programs as a


regular activity for the growth of employees as well as organization.

S.

Response Category

No.
(a)
(b)

(d)
(e)

Strongly Agree (5)


Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

No.

of Percentage

response

(%)

28
54
11
7
0
100

28
54
11
7
0
100

76

Analysis:
Form the above graph it may be concluded that Training and Development
program is conducted as regular activity at L.G. INDIA. They believe that regular
training program keeps the employees updated and upgraded about the knowledge
of various hurdles arising during the job process.

77

Training helps you to acquire technical knowledge and skill for


effectively performing your job.

S.

Response Category

No.
(a)
(b)
(c)
(d)
(e)

No.

of Percentage

response (%)
Strongly Agree (5)
Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

32
62
3
2
1
100

32
62
3
2
1
100

Analysis:
78

From the above graph it is clear that majority of respondents accept that
training helps in improving their skill and knowledge to execute their job
efficiently. Higher level employees gave maximum response and they feel that
training has updated them with new skills and knowledge.

79

Vision and mission of L.G. INDIA is clearly specified by your mentor when
nominating for a training program.

S.

Response Category

No.
(a)
(b)

(d)
(e)

No.

of Percentage

response (%)
Strongly Agree (5)
Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

9
40
37
9
5
100

9
40
37
9
5
100

80

Analysis:
A trainee has to know the vision and mission of the organization before
attending a training program. Thus it is clear from graph that approx 50% of
respondents actually know vision and mission of L.G. INDIA. However, lower
level employee feel that vision and mission of the organization is not clearly
specified by their mentor. Moreover, approx. 50% of top level employees gave
neutral response which indicates that they also expect more clarity about the above.

81

Your seniors motivate you to undergo relevant training programs.

S.

Response Category

No.
(a)
(b)

(d)
(e)

No.

of Percentage

response (%)
Strongly Agree (5)
Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

13
47
25
10
5
100

13
47
25
10
5
100

Analysis:

82

Mostly top level employees agreed that they are motivated by their seniors to
undergo relevant training programs. But lower level employees feel lack of support
and motivation by their seniors even they didnt get that much opportunity to
undergo relevant training programs because of work pressure.

83

You are given adequate time and opportunity to plan and implement
improvement in your work.

S.

Response Category

No.
(a)
(b)

(d)
(e)

No.

of Percentage

response (%)
Strongly Agree (5)
Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

12
62
17
8
1
100

12
62
17
8
1
100

84

Analysis:
From the graph, majority of the respondents agree that they had been given
adequate time and opportunity to implement in their work whatever they learn in
training. But lower level totally do not agree stating that they are uploaded by
pending works and do not get opportunities to implement their learning in
trainings.

85

Training has increased your commitment towards the organization

S.

Response Category

No.
(a)
(b)
(c)
(d)
(e)

No.

of Percentage

response (%)
Strongly Agree (5)
Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

25
55
16
2
2
100

25
55
16
2
2
100

86

Analysis:
Satisfaction of learning is most important factor in training programme. It
plays a major role in employees growth and development and commitment
towards the job. In my study most of the employees agreed that training and
development programs make them more loyal and committed towards the
organization.

87

Employees are sponsored for training programmes on the basis of


carefully identified Developmental needs.

S.

Response Category

No.
(a)
(b)
(c)
(d)
(e)

Strongly Agree (5)


Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

No.

of Percentage

response

(%)

8
31
37
18
6
100

8
31
37
18
6
100

88

Analysis:
From the above graph, it is clear that 1/3 rd of the respondents feel that
employees are not carefully identified for developmental needs and most of the
respondents didnt have any view regarding it. But top level employees agree that
employees are carefully identified developmental needs.

89

Your feedback is considered for further improvement of the training


program you attended.

S.

Response Category

No.
(a)
(b)
(c)
(d)
(e)

Strongly Agree (5)


Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

No.

of Percentage

response

(%)

10
31
45
12
2
100

10
31
45
12
2
100

Analysis:

90

From the above graph, it is found that feedback is not taken so much
seriously. Higher level employees had given strong reaction on it and were in
complete disagreement with the above statement and didnt know much about
feedback is implemented for improvement in training programs.

91

Training actually boosts up your morale.

S.

Response Category

No.
(a)
(b)

(d)
(e)

Strongly Agree (5)


Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

No.

of Percentage

response

(%)

25
59
14
2
0
100

25
59
14
2
0
100

92

Analysis:
From the above graph, it is clear that majority of respondents feel that
training

actually boosts up their morale. And they become more confident and

ready to handle any higher responsibility.

93

Training helps in increasing your productivity and performance.

S.

Response Category

No.
(a)
(b)
(c)
(d)
(e)

Strongly Agree (5)


Agree (4)
Neither agree nor disagree (3)
Disagree (2)
Strongly disagree (1)
Total

No.

of Percentage

response

(%)

31
57
10
2
0
100

31
57
10
2
0
100

Analysis:

94

As the result shows majority of employee agree to fact that Training helps
them to work effectively and hence increase the productivity. Based on this we can
say that, Training program helps the employee to work effectively and hence helps
to increase in better performance of their company.

95

FINDINGS AND OBSERVATIONS

While collecting data, many of the respondents share their views on many of the
questions raised and related matters.
It was observed that the top management at the head quarters is motivated to
improve companys performance to achieve the organizational effectiveness and in
particular to make work culture more open.
The employees hold positive attitude towards training. Many of those sampled
feel:
1. Training is imparting of skills to an employee to increase the proficiency in a
particular job.
2. Training seeks to modify employees behaviour and attitude, induces a sense
of belongingness in the employees which benefits the organization at large
and improves organizational effectiveness.
3. Training boosts up an employees morale which leads to better performance
and productivity.
4. It enhances the commitment of an employee to the organization and thus
decreases attrition rate.
5. Training is a must and should be according to ones job.

96

6. The trainee has to know vision and mission of the organization. Only 50% of
employees are aware about the vision and mission of L.G. INDIA when
being selected for training.
7. Training is given to employees by recognizing their area of deficiency. No
training is imparted to the employees on the basis of giving promotion upon
completion.
8. The Return of investment made on the training and activity are not measured
properly. Employees are feeling that the return on investment made for
training is more than the expected gain.
During the interaction a few sources of dissatisfaction amongst the employee was
discovered which is reflected in the light of their suggestions.

97

SUGGESTIONS

The major and foremost problem is that there seems to be a missing


communication link between the top management and the employees. Hence
there is a strong need for creating a conducive work culture characterized by
two way communication channels.
Training should be need based. Also after training new skills acquired by the
employee should be put to appropriate use.
There should be a proper feel of all types of training imparted.
The training should be given on the basis of the job requirement be it
behavioral or job specific.
Training should be job oriented and should be at regular intervals.
Training should be compulsory and should be on a yearly pattern.
Training should be more technical and more work related.
Training must be link to individual career development plan.
Training evaluation and effectiveness monitoring.
Training should be more structured. Feedback should be taken from the
trainee. The benefit of the training to the organization to be
measured/evaluated.

98

More trainings on personality development and coping with work pressure


should be conducted rather than trainings on theoretical subjects/topics.

The identification of training needs and placing right man at right place
after training is very much importance.

After the training, there should be a test to evaluate the involvement of the
trainee during course of the training.
75% training by planned intervention of management required, 25% training
by individual choice should be more.

Long duration training should be divided into smaller modules of one week
each with enough time for practical/labs and implementation.

Employees consider maintaining the people trained in specialized field in


relevant assignments.

Senior employees give their regards to UNNATI PRAYAS and SUPPER


UNNATI PRAYAS programs about the career development.

Training related to new change of policies should be given time to time as


and when new things come.

Suitable training to persons performing specific tasks and not just for
namesake.

99

Implement online T& D module for maximizing returns on investment made


through trainings.

CONCLUSIONS

The detailed analysis of the data in light of findings observations leads us to the
following conclusion:
The human resource executives should be exposed to lot of management
programs
More experienced and senior executive should be involved in training
sessions and for experience sharing sessions
Support and motivation should be taken by senior for the juniors.
Employee feels the lack of adequate upward communication system. Means
communication barrier that seems to exist between top level executives and
lower level employees.
The employees should aware about the criteria for selection and they should
aware about the vision and mission of the organization when being selected
for training programs.
Training should be more relevant to the job and need contribute to trainees
knowledge to the fullest extent.

100

Training also to impart to the employee based on giving promotion, not just
only for the employees who are found inefficient. This helps in motivating
the employees and maintains the effectiveness of training.

ANNEXURES:

Questionnaire on Training and Development process in LG India

Name (optional).
Age: (a) 25-35 yrs. (b) 35-45 yrs. (c) 45-55 yrs. (d) 55 yrs and above
Gender: (a) Male (b) Female
Department:
Level:
Work Experience: (a) 0-10 yrs. (b) 10-20 yrs. (c) 20-30 yrs. (d) 30 yrs. and
above

Every organization needs to have well trained and experienced employees to


survive in the rapidly changing business environment. Training & development is a
very crucial and integral part of Human Resources function to develop competent

101

manpower. This survey is just a small strive to study the effectiveness of training
programs imparted to employees in this organization.

102

I request you to kindly spare few moments and arrange to fill the questionnaire.

Your views shall be kept confidential and shall be used for academic purpose only.
Kindly rate the statements as follows:
5 Strongly agree, 4 Agree,

3 Neither agree nor disagree,

2 Disagree,

1 Strongly disagree

S.No

Strongly
agree

Agree

Neither
agree

Disagree Strongly
disagree

nor
disagree
1

Your organization considers


training

as

part

of

organizational strategy for


growth.
2

Your organization conducts


training and development
programs

as

regular

activity for the growth of


employees

as

well

as

103

organization
3

.
Training

helps

acquire

you

to

technical

knowledge and skill for


effectively performing your
job.
4

Vision and mission of L.G.


INDIA is clearly specified
by

your

mentor

when

nominating for a training


program.
5

Your seniors motivate you


to undergo relevant training
programs.

You are given adequate


time and opportunity to
plan

and

implement

improvement in your work.

104

Training has increased your


commitment towards the
organization

Employees are sponsored


for training programmes on
the

basis

of

identified

carefully

Developmental

needs.
9

Your

feedback

considered

for

is
further

improvement of the training


program you attended.
10

Training actually boosts up


your morale.

11

Training
increasing
productivity

helps

in
your
and

performance.
105

12

You feel the investment


made on your training,
gains

more

than

the

expected return to you and


your organization.
13

Your

organization

has

taken initiatives to equip


and enhance qualification
of

employees

UNNATI

through

PRAYAS

and

SUPER UNNATI PRAYAS


programs.
14

Training imparts a sense of


belongingness in you for
your organization.

15

Safety training helps in


reducing the number of
accidents.

106

Any suggestions you would like to give regarding training and development in
L.G. INDIA.
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

107

BIBIOLOGRAPHY

HUMAN RESOURCE MANAGEMENT V. S. RAO


HUMAN RESOURCE MANAGEMENT GARY DESSLER
STRATEGIC

HUMAN

RESOURCE

MANAGEMENT

SRINIVAS

KANDULA
INTERNET
MAGAZINES
NEWS PAPERS

108