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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.
In the course of study, it was found that the training programmes analyzed were
provided to all the employees of Insta Courage Pvt 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.
For the purpose of survey, the training was divided into two groups.
A. On-job-training and
1. On job Training
• Apprenticeship Training
1. Classroom-programs – live
2. Workbooks / Manuals
3. Public Seminar
4. Self-study programs
5. Role plays
6. Case Studies
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
work for as an climax for industrial and group satisfaction in the relation to the
work formed. Competitive advantage is therefore depend on the knowledge and
skill possessed by employee more than the finance or market structure by
organization.
The employee training not only serves the purpose to develop their employers
but also safe guard organizational objectives of survival and success through
competitive advantages.
In recent years, the scope of Training and Development has broadened from
simply Providing training programs to facilitating learning throughout the
organization in a wide Continuously, and that they can learn from experience and
from each other as well as from Formally structured training programs.
Definition:
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:
Development can be considered the forefront of what many now call the
Learning Organization.
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.
Principle of Training:
1. Training Plan: This must be well planned, prescribed and ably executed
effective
Implementation depends to great extend on planning.
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.
Recent changes in the environment of business have made the Training and
Development function even more important in helping organization maintain
competitiveness and prepare for the future.
To impart a new entrant the basic knowledge and skill they need for an intelligent
performance of definite tasks.
To offer a consistently high quality of support and training in multi skills to all
staff members working with INSTA COURAGE PRIVATE LIMITED
Corporate aims, objectives need assigning to each senior manager, in turn they
have to be broken down to functional sections/work groups or individuals as
appropriate. Consequently all levels become aware of their "assignment".
Technical programs
Behavioral programs
3. Induction programs
4. Spiritual value based programs for all employees
• The prime responsibility to train would lie with the immediate superior
however colleagues and cross-functional members would also be
responsible to train the other members.
Administration
The responsibility would lie with the HR Department to organize all the training
programs.
1. On the Job Training: On the job training is conducted at he 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 trainee’s immediate superior or a nominated peer trainer.
On-the job training has several advantages:
c. The cost of a separate training facility and a full-time trainer are avoided or
reduced.
i. Workmanship is good
Disadvantages:
1. Classroom-programs – live
2. Workbooks / Manuals
3. Videotapes
4. Public Seminars
5. Self-assessment instruments
6. Role plays
7. Case Studies
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.
7. T. group Training: ‘T’ stand for training or laboratory training. T group training
was Originated on 1940’s but only 1960’s it has opened to the industries. This
Training have both supporters and opponents. Unlike any other programmers
discussed. T Group training is concerned with really problem existing within the
other group itself.
Training of HR can be considered at the levels of
1. Workers
2. Supervisors
5. Top Managers
Training Budget
HR Department will submit at the beginning of each financial year the budget for
Training & Development activities to Board of Partners. The budget will include:
• Trainers developed during last year and planned for current year.
Sanctioning authority
Within budgeted activities HR Executive shall organize all training activities. Any
Training activity not budgeted for shall be only with prior approval of the Board of
Partners.
Training Calendar
• Program details
• Dates
• Duration & Timings
• Type of Program -External/Internal
• Faculty
• Participants Profile
• Follow up sessions
FORMAT AS PROVIDED
Training executive will ensure the process is in place well in advance for the year
as well as for monthly training calendars.
Implementation:
Operational plans
Strategic plans
• Improve performances
• Cope with Change
• Plan succession
Ways to identify
• Appraisal
• Customer feedback
• HOD feedback
• Organizational Needs
• Development Needs
• Functional Needs
Training Evaluation
Evaluation phase:
Donald Kirkpatrick developed the best-known and most widely used framework
• 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.
• 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 content and objectives of the training. Samples measures of results include
cost savings, profit, productivity, quality, accidents, turnover, and employee
attitude.
• To Evaluate Training –
• Evaluation questions-
Whether the organization has got the return it sought and if not why not
May be what new initiatives, whether training or change based, might be initiated
RECOMMENDATIONS / CONCLUSIONS
Information from the training evaluation can be used in making decisions about
whether to continue the training program or how to improve it. Modifying the
training based on reaction measures is fairly straightforward. A boring speaker
can be replaced, a film rates as irrelevant dropped, or a caterer changed,
depending on the feedback received. If a sound evaluation design was used,
additional modification of the training might be suggested by scores on the
learning, behaviour or results measures.
If insufficient learning occurred, the training presentation itself may have been at
fault.
Information may have been presented unclearly, or inadequate time and practice
may have been allowed for trainees to absorb the materials. Alternatively, trainee
readiness or motivation may be been deficient so that an otherwise well designed
training experience had no real impact on the trainees
If behavior on the job did not improve despite gains in learning, the fault could lie
in the needs assessment, the training program itself, or the work environment. If
the initial needs assessment was not performed correctly, trainees might have
mastered material that was not relevant to the demands of their jobs. Thus, while
they might have learned something from the training, what they learned is not
something that they can use. Another possibility is that the training content might
have been appropriate, but there was insufficient emphasis either on transfer of
training to the job or on relapse prevention. Finally, the fault could lie in the work
environment if supervisors or the environment do no facilitate the use of new
skills.
All learning experiences must be designed to meet the basic learning process
which should include that participants are -
Motivated to learn
Receive an input of new information and ideas
Able to practice the new knowledge and get feedback on their performance in a
realistic but safe environment before applying the new knowledge and skills to
achieve results on the job.
Learning program design therefore should, (in addition to fulfilling the objectives
of knowledge and skills development), look at-
Learning methods
Training nomination HRD department shall circulate training calendar. HODs and
employees in addition to the identified training needs shall nominate for the
training programs through training nomination forms. Training feedback-
technical & behavioral Training feedback shall be evaluated and recorded as per
the feedback form specified and provided for as annexure.
TRAINEE & APPRENTICE INDUCTION POLICY
Purpose
Trainee Induction Policy shall lay down the method and processes for inducting
new trainees into the organization and shall be correlated with the
Recruitment Policy.
Responsibility
Authority
Training Period
The training period in all the executives shall be maintained as six months
wherein only in exceptional cases the period can be reduced with due
sanction and approval by Director.
Probation Period
Selection Panel
Selection Process
Bio-Data
• Proof of residence
• The selection process shall consist of some or all of the following tests:
• Psychometric Tests
The assessment sheets of all the candidates shall be maintained in the personal
files of the selected candidates for the future reference.
COMPANY PROFILE
BREIF HISTORY OF COMPANY:
In India, mineral water exists from more than 15 years. Initially people use in
Packaged drinking water for traveling purpose only. Now packaged drinking
water consumption increasing day by day. Because of pollution an as well as
more than 145 packaged drinking water companies were exist in A.P.(ISI
TRADE MARK) Bislery is one of the most well now brand that time when now
also. But recently COCO-COLA Company introduced KINLEY and PEPSI
Company introduced ACQUAFINA into the market.
These to now capture nearly fifty percentage of the market in India. While the
rest is slight between brands lime Due drops, Ganga, Safari, Godavari, R.K.,
Kingfisher, Trupti, Bailley and Himalyam. These brands are famous in 1ltr bottle
segment with bottles prices at Rs. 10/- - Rs. 15/-. Comprises more than 90% of
market.
From the past five years because of water contamination and other reason
people are using mineral water through out the year. For this purpose many
companies entered into the bulk mineral water segment.
This bulk mineral water is mainly aimed for corporate sector, upper class and
upper middle class people and restaurants etd. In this bulk segment there are
many packages available for the customers according to their needs.
They are 12 Ltrs jerry cans, 20 Ltrs bubble tops and 24 Ltrs bubble tops and
these are priced between Rs. 2.00/- and Rs.2.50/- per Ltr.
With the entry of big players like “Britannia” and “Pepsi” the market is expanding
in big way. Given the fact that municipal agencies are crumbing under own
weight of inefficiency and dearth of funds corporate bottled water players have
big markets, to tap. The advantage with this product is that each players can
cultivate its own market without much hurting others, since portable water has
become highly scare commodity and consumer awareness has reached a more
informed level at least in urban areas, new entrants can comfortably carve out a
market for themselves.
It would certainly effect a change in the pricing in the market, with competition
hotting up, consumers would reap the benefits. The market is all set to get into a
second phase of evaluation. In first phase 1 ltr bottle was priced at Rs. 10/- and
20 ltr at Rs. 50/-. But in this phase it is likely to be priced at less than Rs. 2.00/-
per litre.
Like the spurious auto component makers, this industry is also facing serious
challenges from fly-by-night operatore. Interestingly they occupy 35% of the
market and ironically to grow at a much faster rate than the organized market.
For instance the growth rate of fake bottled water is about 40%. There are 90
brands in the bulk segment in Delhi alone. Since there is no quality standard
being enforced, such take operators sell their products with impurity. And the
sole reason for their growth is the price difference. Since most consumers fail to
understand that cheaply. Priced bottles are tap water, they continue to get
unfiltered refill. What has also helped such players is the easy availability of all
sorts of caps and P.V.C. bottles are banned to store portable water they don’t
mind buying them.
PRODUCT PROFILE:
Bibo Package drinking water is a well-known brand today in the twin cities. With
its multi strategy, it has been able to penetrate and cater to all need based
segments. Bibo mineral water has been promoted by Insta Courage Pvt. Ltd. A
reputed industrial water treatment company. Bibo mineral water is employing the
state of art technology at its plan at Sangareddy, Medak (dt.), about to kms. From
Hyderabad with production facilities 1, 00,000 ltrs per day.
Product Range
Raw Water
Demineralization plant
Blending tanks
The brand “Bibo Water” is manufactured and marketed by Insta Courage private
limited, Hyderabad. Bibo is a leader in the bulk water market of Hyderabad. It
enjoys at 42% share of the 20 ltr bulk water market and staggering 91% share of
the 12 ltrs bulk water in Hyderabad today. This is the success story of five first
generation entrepreneurs P.Srinivasa Rao, K.Yatish Kumar, P.Murali Srinivas,
Y.Y.V.Narayana and P.Jaya Chandran.
Bibo is an (ISI) certified brand and is in the process of obtaining ISO 9001
certification. It has been consistently registering the growth and is the leading
bulk drinking water in Andhra Pradesh. Bibo’s manufacturing facility is located
near the Manjeera Dam in Medak district and as an installed capacity of 1 lakh
liters per day.
The 20 ltr Bibo is delivered to the door steps of over 4200 customers including
major hospitals, restaurants, schools, corporate offices, banks and residences.
The 12 ltr Bibo and 1 ltr Bibo is distributed through 1080 outlets across the twin
cities. The 1 ltr Bibo is also a preferred Indian railway approved brand Bibo
employees regularly undergo in housetraining programmes to hone their skills in
the areas of customer-care, hygiene and efficiency. They are also trained to
handle cross-functional tasks.
Bibo packaged drinking water is the only brand in twin cities (Hyderabad and
Secunderabad) in Andhra Pradesh to have a wide range of packages, with
considerable market presence in
Catering to the wide needs of travelers, corporate houses, domestic needs and
function halls etc.
STATEMENT OF THE PROBLEM:
The water industry is playing a vital role in modern days. There are many
manufactures competing in the water industry. Bibo Company is one of them. A
study on brand awareness and positioning strategy of Bibo packaged drinking
will give useful data to the Bibo Company about users and the general public.
Corporate objective
Corporate aim
Govt Policies
Govt of India, health authorities are planning to bring mineral water under
compulsory ISI certification according to BIS standards. In that case the
consumer will get good quality drinking water with lot of restrictions being
imposed on quality standards under BIS.
Logistics at Bibo
The present study is about the training and development conducted in Insta
Courage Private Limited. This Chapter deals with the Title of the study,
significance or need for the study, objectives, methodology and limitations of the
study. This chapter helps to know the research design.
STATEMENT OF PROBLEM:
• To find out the obstacles in the proper utilization and increase the effectiveness
of Training programs and try to suggest remedial measures wherever possible.
SCOPE OF STUDY
• To find out how much the employees perceive these training programs to be
Effective and beneficial.
• To find out to what degree is the Training given to these employees catering to
Their general as well as specific needs.
RESEARCH METHODOLOGY
OBJECTIVES OF RESEARCH:
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 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.
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 given to each question 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.
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 Insta Courage Pvt.Ltd.
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 the problem in a
more meaningful context.
After specifying the problem, a synopsis was submitted to the company for
approval.
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
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 15 days and for the completion of this research,
the time limit was 25 days.
A sample design is a definite plant for obtaining a sample from the given
population. It is determined before the data is collected.
employees of Sample: The respondents that have been selected for the purpose
of the study
Sampling unit: the individual unit of the selected sample
Sample frame: this contains the list of all the items of the universe. For this
project, the employee lists of Insta Courage Pvt limited are the sample frame.
Size of the sample: this refers to the number of items selected from the universe
to constitute the sample. For the purpose of this study, a sample size of 30 was
taken which is approximately 20% of the population?
Non-probability sampling: It is the sampling which does not offer any basis for
estimating the probability that each item in the populations has of being included
in the sample deliberately; his/her choice remains supreme. The organizer of the
study deliberately chooses the particular units of the universe for constituting a
sample on the basis that the small mass that they so select out of huge one will
be typical or representative of the whole.
Probability sampling:
Under this sampling design, every item of the universe has an equal chance of
inclusion in the sample.
Sample random sampling: This design involves the use of lottery system or the
random tables for the selection of the sample. Random sampling ensures the law
of statistical regulatory i.e., the sample has the same composition and
characteristics as the universe.
Systematic sampling: when the sampling is done by selecting every item on the
list, it is known as systematic sampling. An element of randomness is introduced
by using random Numbers to pick up the with which to start.
Stratified sampling: If the population from which the sample is to be drawn does
no Constitute a homogenous group, stratifies sampling techniques is generally
applied in order To obtain a representative sample. Under this population is
divided into several sub-groups That are individually more homogeneous the
total population and then items are Proportionally selected to constitute the
sample.
Quota sampling: in stratifies sampling, the cost of taking random samples from
individual strata is often so expensive that interviewers are simple given quota to
be filled from different strata’s the actual selection of items for sample being left
to the interviewer’s judgment. This I scaled quota sampling. The size of the quota
for each stratum is generally proportionate to the size of that stratum in the
population.
Cluster sampling: this sampling involves grouping the population and then
selecting the groups or the clusters rather than individual elements for inclusion
in the sample.
This is a very important step in the research process. If the execution for the
project proceeds along the correct lines, the data to be collected would be
adequate and dependable. Hence it was necessary to see to it that the project
proceeds in the right direction and in the fight manner within the time limits. The
respondents were made aware of the purpose of the project and the probably
benefit of expressing their frank views. The introduction accompanying each
copy of the questionnaire made the things even clearer and ensured the required
response.
In the questionnaire, the respondents were asked to express their views on the
present scenario regarding the training and development porgrammes and their
suggestions for future programmes so as to make them more beneficial for the
employees.
DATA ANALYSIS
AND
INTERPRETATION
DATA ANALYSIS ON EFFECTIVENESS OF TRAINING
60
50
40
SA
30 A
DA
20
SDA
10
0
1st Qtr 2nd Qtr 3rd Qtr 4th Qtr
Inference:
Majority of the employees (60%+40%) expressed that they are aware of the
objectives of the training and development programs and they are feeling
comfortable with the training programs organized in the organization. A nominal
part of the employees are not aware on the objective of training and development
programs
2. Is the time allocated for training and development programs are sufficient. This
question is aimed at to know the total hours spent by the company on the
training and development programs and the employees opinion on the sufficiency
of the training time
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
Inference:
Most of the participants(50%) said that they are satisfied with time allotted
to words the training and development programs.40% of employers highly
satisfied on this aspect. A significant size of the employers (10%) does not
satisfied with the allotted on the training and development programs and they
said that the time for the same should be increased to further extent.
SA
A
DA
SDA
Inference:
A part of the total population (30%) believed that the skills and knowledge
provided in the training programs are sufficient to perform their activities, the
highest part of population (60%) are satisfied on the same. A remarkable part of
the population (10%) is not satisfied on the same and they said that there is need
to improve the adequacy of the training programs to perform their job.
80
60 SA
A
40
DA
20 S DA
0
1
5. The methods used for training & developments programs are acceptable
It aims at to know the suitability levels of the methods used for the training and
developments programs and their sufficiency in imparting of training various
aspects.
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
The high percentage (72%) of the total respondents expressed their acceptance
on the suitability of the training methods adopted by the organization on
imparting the training and development programs. A good percentage (28%) of
the respondents highly accepted the methods
1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
Inference:
Majority of the total employees (56%) are having good level of job satisfaction
then earlier after they undergone the training and development programs. (36%)
populations are satisfied on the same. Only (8%) of the employees said that
there is no impact of training and development programs on their job satisfaction.
7. Do you feel that training you attended will help you to achieve
A) Your individual Goals
b) Organization Goals
This question is aimed at to asses how far the individual goals and the
organizational goals are attained by the training and development programs and
it also indicates hoe best the alignment was achieved in the organization
between the individual goals and the organizational goals.
100
80 SA
60 A
40 DA
20 SDA
0
1
Inference:
Totally (90%) of the respondents are agreed that the training they got so far is
helpful in attaining their individual goals. Only (10%) of respondents said that
they are partially agreed with the training and development programs.
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
Only (28%) of the employees are getting good level of feed back from the
superiors on their performance.62% employees are said that they are getting
sufficient level of feed back from their superiors. A remarkable 10% of the
employees are not getting enough feedback from their superiors and they
said that it need to improve to a great extent.
60
50
SA
40
A
30
DA
20
SDA
10
0
1
Inference:
10. Training and development programs improve the morale of the employee.
This question indicates the employee’s attitude towards the training and
development programs and their feelings on the benefits that they are
getting out of the same and it also shows the satisfactory of the employees on
the effectiveness of training and development programs.
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
A total of 66% of the employees are believing that the Training and
development programs are offering better level of morale. 26% employees are
satisfied on the same. A small part of employees 8% do not believe that Training
and development programs improve their morale.
11. Are there good training facilities and infrastructure available in this
company?
This question indicates the organization’s efforts in providing suitable training
and infrastructure facilities and it also aimed at to know the opinion of the
employees on the existing training facilities and need for their further
improvement
60
50
SA
40
A
30
DA
20
SDA
10
0
1
Inference:
54% of the employees are highly satisfied on the training and infrastructure
facilities available at the company. 45% of the employees said that the same are
good. A significant 1% of the employees are not satisfied on the same and they
said the organization need to improve the training and infrastructure facilities.
60
50
SA
40
A
30
DA
20
SDA
10
0
1
Inference:
58% of the employees are satisfied on the efficiency of the internal and external
faculty. 34% of the employees are satisfied on the efficiency of the faculty and
they said that the skills and knowledge provided by them are highly useful in
getting their job done in an effective manner. A minimal of 8% are not satisfied
on the above
13. Training and development helps for future prospects of the company
This shows the employee attitude towards the future prospects of the
company and their realization of the organizational needs. it also tells us about
the employees interest in getting training to achieve the organizational goals
50
40 SA
30 A
20 DA
10 SDA
0
1
Inference:
The employees in the organization strongly believed that the Training and
development are useful in realization of the company’s future prospectus .
50% of the employees are strongly agreed that the training and
development helps for future prospectus of the company.50% agreed that
these are good and they also believed that if the existing training and
development systems need a further improvement to get the effective
results.
14. Training makes the organization a better place to work and live
This question aims to know the satisfactory level of the employees on the
training programs and how they are useful in doing work effectively with
minimum risk under safety conditions and also enquires about the changes
in their personal life after getting training
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
30% of the respondents strongly agreed that the Training and development
programs are transform the organization as a better place to work and live and
they prefer further improvements. 65% are
Agreed that the existing Training and development program in the organization
definitely a better opportunity to work and live.
15. Training and development programs help the individual in better decision
making and effective problem solving.
The question is aimed to know how far the skills and knowledge provided by the
training and development programs is useful in better performance of the job. It is
also states that the organizations efforts in identifying the suitable training need
to perform the job.
60
50
SA
40
A
30
DA
20
SDA
10
0
1
Inference:
Almost every participant agrees that there ability in decision making and problem
solving has improved a lot. Out of the hundred employees 42% agreed that the
existing pattern of training needs assessment is good and it needs a slight
improvements for better results. 58%are highly satisfied towards the existing
system.
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
A majority part of the respondents agreed that the training are useful in executing
the production processes in an effective manner and it also helps in increasing
productivity by reducing the wastage and production time.70%respondent
strongly agree that the training programs helps in increasing productivity by
reducing the costs.
60
50
SA
40
A
30
DA
20
SDA
10
0
1
Inference:
Major part of the employees (60%+28%) agreed that the training programs
offering at the company are helpful in retaining the competent persons in the
organization.12% of the employees also believes that the existing training
programs did not aimed at better employee retention.
80
60 SA
A
40
DA
20 SDA
0
1
Inference:
A highest percentage of the total employee 72% believed that the training
programs provide opportunity to promotions and carrier development. a total of
28%of the employee believed that the training programs does not provide any
opportunity to promotion and career development
19. Do you think that Training and development programs provide return on
investment (ROI) to the organization?
60 SA
A
40
DA
20 S DA
0
1
Inference:
29% of the employees strongly felt that the organization in getting good returns
on investment (ROI) made towards Training and development. 63% of
employees are agreed on this aspect and said that there is a need to improve the
quality of the programs.8% are disagree with the above statement
20. By imparting training our organization tries to make the job more challenging
and which prevents us from getting bored on the job.
60 SA
A
40
DA
20 SDA
0
1
Inference:
Out of the sample size of 100% employees 62% believed that the training
programs are useful in make the job more challenging.28% of the employees
said that these programs are highly useful not only in making job more
challenging but also reduces getting bored on the job.10%of the employees
disagree with this.
FINDINGS
AND
CONCLUSIONS
FINDINGS
• Maximum respondents have undergone training program in the last year. But it
is only showing 66% of the respondent are satisfied with the training duration
• The employees are not aware about the criteria of selection for Training. 42% of
the employees are selected randomly for the training programme and no other
proper method is followed
• The Trainee has to know the objectives of Training before selection. Only 87%
of the employees are aware about the objective of training when being selected.
• Knowledge is the important factor for any kind of learning. It gives an idea to
employee about the subject matter. 40% said that the training imparted is only
helping to some extent in gaining the knowledge, not to the full extent.
• 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.
CONCLUSIONS
• The employees should aware about the criteria for selection and they should
aware about the objectives of training when being selected.
• Training should be more relevant to the job and need contribute to trainees
knowledge to the fullest extent.
•Training also to imparted to the employee based on giving promotion, not just
only for the employees who are found inefficient. This helps in motivating the
employees and maintain the effectiveness of training.
• The ROI – The return on investment made towards training and development
activity need to be measured. Employee has to be aware about the cost invested
by Company indirectly and they will be motivated to get the desired result output.
QUESTIONNAIRE
Q1. Have you undergone any Training in the last year
a. YES
b. NO.
b. 1 -3 months
c. 3-6 month
d. 6 & above
a. On the Job
a. Satisfied
b. Not Satisfied
c. Moderately satisfied
d. Not known
b. By the Supervisor
c. By the Company
d. Not known
Q6. Do you get training/s periodically?
a. YES
b. NO
Q7. Are you aware about the training objectives when being selected ?
a. YES
b. NO
a. Yes
b. Not at all
c. To some extent
d. Not known
Q9. Does training helps you in improving skills and tactics for effective execution
of job?
a. To some extent
b. To a great extent
c. Yes
d. Not at all
Q10. What is the support you receive from your immediate reporting officer in the
form of feedback while implementing training inputs?
a. Good
b. Moderate
c. Bad
d. No support
Q11. How training helps you in your knowledge development ?
a. To some extent
b. To a great extent
c. Yes
d. Not at all
Q12. What is your confidence level to shoulder any higher responsibility after the
training?
a. Confident
b. To some extent
c. Not at all
d. Not known
a. Good
b. Bad
c. Properly Chosen
a. LCD
b. Books
c. Any other
d. No
If no, please give your suggestions in providing better facilties during Training
Q15. How is the Trainer's theoretical knowledge?
a. Excellent
b. Good
c. Average
d. Poor
Q16. Are you satisfied with the relevant examples given during Training ?
a. Highly satisfied
b. Not satisfied
c. Satisfied
d. Highly dissatisfied
Q17. How is the liberty of expressions given to trainees to clear their doubts ?
a. Good
b. No freedom at all
c. Average
a. Sufficient
b. Not sufficient
c. Moderately sufficient
a. Yes
b. No
a. Yes
b. No
INTERNET
MAGAZINES
NEWS PAPERS
ABSTRACT
The basic need for the study is to know the Training and Development process
currently prevailing in the organization. To know how best the organization conducting
the training programmes to its employees and how it contributing towards the
development of the executives. The each and every organization will not get the
employees who are perfectly fit for the certain designation, so in such cases the
organization takes the initiative to provide the training programmes to its employees in
order to make them skilled and efficient. This directly and indirectly contributes to the
the accurate events are situations that are followed in organization. The study covers the
The study is limited only to the head office of FAMILY HEALTH PLAN
LIMITED, located at Hyderabad. Though the FHPL has 24 branches all over India, due
Still I believe that the data collected at head office can be recommended because
it is sufficient in bringing out the merits and demerits of the organization and is useful in
The vision of any good organization is not to remain viable but also to become
dynamic, to assume leadership position to make an impact on the environment and to enrich the
improvement and its growth and development. A country can develop only when its human
resources are developed through health, nutrition, education, training and development. At the
enterprise level, employee training and executive development are main areas of human
resources development.
The major objectives of the study are to analyze the various methods of employee
training under taken at Family Health Plan Limited and to interpret the employee response,
Objectives are:
To know the loopholes of the programme and how to further improve it.
or not.
How well the Employees are exposed to latest information through training
programmes.
ABSTRACT
This study on “TRAINING and DEVELOPMENT at INSTA COURAGE PVT
LTD” was undertaken to verify if the employees also shared this perception,
namely, that the changes that had been made in the organization had truly led to
improvements. In addition, the study also captured employee attitudes towards
various aspects of the organization. This study presents a review Training &