TOPIC

STUDY OF TRAINING EFFECTIVENESS IN SHREE CEMENT, KHUSKHERA

PRESENTED BY :KAVITA KUMARI MBA II YEAR

TRAINING IS A CONTINUOUS PROCESS OF LEARNING IN HUMAN RESOURCE DEVELOPMENT, WHICH IS AIMED AT DEVELOPING & ENHANCING AN INDIVIDUALS EFFICIENCY, CAPACITY & EFFECTIVENESS AT WORK. TRAINING IS A PLANNED PROCESS DESIGNED TO IMPROVE PERFORMANCE & TO BRING ABOUT MEASURABLE CHANGES IN KNOWLEDGE, SKILLS, ATTITUDE &
SOCIAL BEHAVIOR OF EMPLOYEE FOR DOING JOB

IT AT WHOLE CAN BE SUMMARIZED AS: TRAINING NEED = STANDARD PERFORMANCE - ACTUAL PERFORMANCE

DEFINATION

Training is a continuous process of learning in human resource development, which is aimed at developing & enhancing an individuals efficiency, capacity & effectiveness at work. Training is a planned process designed to improve performance & to bring about measurable changes in knowledge, skills, attitude & social behavior of employee for doing job

It at whole can be summarized as:

Training need = standard performance - actual performance

PHASES OF TRAINING
Training has 3 main phases

The unfreezing phase The remolding phase The refreezing phase

unfreezing

remolding

refreezing

PROCESS OF TRAINING SYSTEM

ANALSIS OF TRAINING NEEDS

DESIGN OF TRAINING PROGRAM

DEVELOPMENT OF TRAINING MATERIAL

IMPLEMENTATION OF TRAINING COURSE

EVALUTATION OF TRAINING EFFECTIVENESS

NEED OF TRAINING

To increase productivity: Instructs employees to increase their level of performance on their present segment. To prevent accidents: training can create awareness about safety issues, housekeeping to equip employees for better orientation for crisis Organization Culture: help to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Profitability: It lead to improved profitability and more positive attitudes towards profit orientation. Quality: It help in improving upon the quality of work and work-life. Morale: It help in improving the morale of the work force. Image: It help in creating a better corporate image.

OBJECTIVE OF TRAINING

To conduct an in-depth study of training methods and models in Shree Cement, Khuskhera. To analyses the methods for evaluation of training needs and results. To evaluate training effectiveness and give suggestions to improve the effectiveness of training programs.

RESEARCH DESIGN

The Study The study was exploratory in nature with survey had been used as method for collecting data to complete the study Sampling Design

Population: Sampling Frame: All the customers of More4Less, Salasar, Rawaldas, Vishal Mega Mart. Sampling Element: Individual respondent was the sampling element. Sampling Technique: Convenient (Non Probability) sampling technique Sampling Size: 150 Respondents was the sample size.

Tools Used for Data Collection Self-designed questionnaire was used to collect the data with the Likert type scale Which consist nominal ranking of 1-7 where 1 represented minimum agreement and 7 represented the maximum agreement with the statement.

2.4 Tools Used for Data analysis.

FINDINGS

It is found that employees are satisfied with the training program. Observed that employees in the organization receive correct information about the training program . Observed that quality of training program is good. The study reveals that the training accomplish its objectives. Observed that employees are satisfies with the training methods for example case study, role plays, group tasks etc. Observed that employees are satisfies with the facilities for example conference room, time management etc. It is found that employees in the organization definitely get an opportunity to develop their skills. Observed that healthy relationships among employees are been maintained in the organization. Observed that employees are prepared before attained the training program.

LIMITATIONS OF THE STUDY

The first and foremost limitation of the study is the sample size. Time had also been a major limitation as the period of project work in only Two months. The data given by the employee are based on the individual perception, so matter is not reliable. The data collected from the questionnaire is limited.