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EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY
CHAPTER-1 INTRODUCTION
K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA
INTRODUCTION
In the at field of human the resource performance management, training of individuals and and development is the field which is concerned with organizational activity aimed bettering groups in organizational settings. It has been known by several names, including human resource development, and learning and development. Training and development encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities:
Training: This activity is both focused upon, and evaluated ducation: This activity focuses upon the jobs that an individual Development: This activity focuses upon the activities that the
against, the job that an individual currently holds.
may potentially hold in the future, and is evaluated against those jobs.
organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of individual i.e. upgrading the employees skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skill.
Training and development referred to as:
Acquisition and sharpening of employees capabilities that is required to Developing the employees capabilities so that they may be able to
perform various obligations, tasks and functions discover their potential and exploit them to full their own and organizational development purpose Developing an organizational culture where superior subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organizational wealth, dynamism and pride to the employees. It helps the individual handle future responsibilities, with less emphasis on present job duties.
The Indian medical industries are however going to face competition particularly not only in export but also in domestic market. The government is alive to the need for preparing the industry to meet the emerging challenges. In the growth of medical industry government also plays a significant role. Taking note of the new challenges and opportunities presented by the rapidly changing global environment. The industry has to become globally competitive by adopting a modernization program. An important factor inhibiting technology up gradation is the high cost of capital required for carrying out such a program. The Indian medical sector is not free from problems. This sector is badly mauled by the use of outdated plant and machinery, availability of raw material, labour problems and challenges in the market.
The present study is an evaluation of training and development of Careon medicals in kalamaserry incorporated in 1991 for the manufacturing of medical equipments. Careon medicals is an ISO 90012008 certified company. They provide international quality standard equipments. Careon has team of experts having years of experience in the manufacturing of medical disposables with the commitment to control hospital infections by providing top quality single use medical apparels. Careon is driven by professionally qualified team in all the functional areas. Periodical on the job training and skill development program ensuring quality in all parameters. The health care industry, preventive or medical industry, is the sector or, of at
the economic system that provides goods and services to treat patient with curative rehabilitative, palliative, times, unnecessary care. The modern health care sector is divided into many sub-sectors, and depends on interdisciplinary teams of trained professionals and paraprofessionals to meet health needs of individuals and populations The health care industry is one of the world's largest and fastest-growing industries .Consuming over 10 percent of gross domestic product (GDP) of most developed nations, health care can form an enormous part of a country's economy. The global medical devices market is estimated to be USD196.65 billion in2006 which has grown at a CAGR of 4.5% during the five year period 2001-05.Indian medical devices and equipment market was estimated for USD1318m in2005 with a growth of 4.6% over previous year. Market for medical supplies and disposables is dominated by the domestic manufacturers, whereas importers dominate the costly and high end medical equipments. The present study is an evaluation of training and development of Careon medicals in kalamaserry incorporated in 1991 for the manufacturing of medical equipments. Careon medicals is an ISO 9001K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA
2008 certified company. They provide international quality standard equipments. Careon has team of experts having years of experience in the manufacturing of medical disposables with the commitment to control hospital infections by providing top quality single use medical apparels. Careon is driven by professionally qualified team in all the functional areas. Periodical on the job training and skill development program ensuring quality in all parameters. Human resource development emphasized increasingly in todays business world. The most efficient resource of the organizations will be of no use unless there is an organization thus efficiency of the organization depends directly on how capable its personnel and how they are motivated to work. Human resource can be understood a s the resource fullness of human being or people available for an organization. The y are the most vital and crucial one, but it is a complex entity that make its management extremely difficult. Human resource is a resource like any other natural resource .it means that management can get and use the skill, knowledge, ability etc. through the development of skills, tapping and utilizing again and again. Human resource is that process of management which develops and manages the human elements of enterprise. The plant most pruned by gardeners is the one which when summer comes bears maximum fruits and flowers similarly the employers well trained is the ones who will give the maximum output. There is a growing evidence to the fact that the growth and development of the organization primarily depends on its people. So the business firms to days spending an over. Increasing amount of money on training their own work force. The program of training becomes essential to the purpose of meeting the specific problems of an organization arising out of the introduction
of new lines of production changes in design and the demand of competition economy the quality of material processed individual adjustment promotional development, job and personnel change and changes in the volume of business. Collectively these purposes directly relate to an comprise the ultimate purpose of organizational training programs to enhance overall organization effectiveness. Training is the corner stone of sound management .it makes employees more effective and productive. it is an integral part of the whole management program with all its activities functionally inter related. Training is a process of learning a sequence of programmed behavior. It is the application of knowledge. It give people an awareness of the rules and procedures to guide their behavior. It attempts to improve their performance on their current job or prepare them for an intended job. Among the benefit that organization might expect from an increasing training effort are : 1) 2) 3) 4) Increased productivity and quality Reduced need for supervision Better co operation with the company Better job satisfaction and motivation
In rapidly changing society employee training and development are not only an activity the is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. No training program can succeed without the support of the entire managerial class, ranging from the agency head at the top to down and including the first line supervisor.
In modern industrial organization, the need for training of employees is also widely recognized so as to keep the employees in touch with the new technological development. Training is concerned with imparting and developing specific skills for a particular purpose. Training is a short term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skill for a definite purpose. The capability of a person depends on his ability to work and the type of training he receives. While his personnel capability is evaluated through proper selection procedure. His training is taken care of by the organization after he has been employed by the organization. Training of employees is essential because work force is an invaluable assets to an organization. Training plays active role in increasing efficiency of an employees in an organization. Organization has a choice of whether to train its employees or not the only choice is that of the of the methods. it may find itself rapidly losing whatever share 0f market it has training imparts skill and knowledge to employee in order that they contributed to the organization efficiency and be able to cope up with the pressure of changing environment .the focus on training as a key factor for organization effectiveness is likely to continue in to the next century. Training is the corner stone of a sound management for it makes employees more effective and productive. It is an actively and ultimately with all the personnel and managerial activities. In rapidly changing society employees, training and development not only an activity that an organization is desirable but also an activity that an organization must commit resource to it is maximize a visible and knowledgeable work force.
OBJECTIVE
To study the system of training and development in the To evaluate the effectiveness of the system in the development of To know the overall training and development of careon medicals To measure the level of satisfaction of employees towards the To study the employees participation in the organization. To examine how the training and development program helps to
organization. its Employees. and its impact on employees work culture. training and development.
improve the quality of work life.
STATEMENT OF THE PROBLEM

To study the overall training and development in Careon Medicals, kalamaserry
IMPORTANCE OF THE STUDY

Training and development should be broad in its scope and they cover various aspects under organization. It must evaluate the attitude of the employees towards the personnel policies. The research will be helpful
in understanding the current position of the company. And provide some strategies to extent the employees satisfaction with little modification which is based on the internal facilities of the company This research can be further used to evaluate the facilities provided by the management toward the employees. This study also helps in manipulating the basic expectation of the employees.
RESEARCH METHODOLOGY
Primary and secondary data have been used for the study. Primary data have been collected through structured questionnaire. The method of sampling used was stratified sampling. Questionnaires were issued to a sample of sixty employees. Primary data has been collected through discussion with officials. Secondary data has been collected from record and annual reports of the company, website and various journals.
SCOPE OF THE STUDY

Employees of every organization should be efficient to perform the task assigned to them. This is possible by providing them necessary training, motivation, welfare measure and performance appraisal. Effective training will help to improve performance and knowledge of employees. Therefore every organization required big or small strategic and tactful handling of personnel. So the study on training and development in careon gains importance in this context.
LIMITATIONS OF THE STUDY

The study is subjected to certain limitations though almost care had been taken in collection, classification and analysis of data. They are as follows:
Converting qualitative data into quantitative data may often lead
to inaccurate results Lack of time was a major limitation Few respondents were reluctant while answering the questions The findings of the study are based on the assumption that
respondent have given true answers
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CHAPTER -2 TRAINING AND DEVELOPMENT A THEORETICAL APPROACH
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TRAINING AND DEVELOPMENT A THERORITICAL APPROACH
Someone has rightly said: If you wish to plant for a year, sow seeds, If you wish to plant for ten years, plant trees, If you wish to plant for a lifetime, develop people. Training and development is an attempt to improve the current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or hers skill and knowledge. What people seek is not simply a job but a career. Everyone must have the opportunity to rise to the top. The best way to provide such an opportunity is to facilitate employee learning. Organizations have either in house training center or have forged alliances with training and education institutes to ensure continuing learning for their employees. Organizations too benefit in turn .if employee motivation is high, their competencies are strengthened, and they perform better and thus contribute more to organizational effectiveness and efficiency. By offering the opportunities for career advancement to their members, organization are not only able to attract but also retained its talented to people.
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As discussed earlier in most organizations there is a separate human resource department, which takes care of the staffing function. But in small organization the line manger is required to perform all the functions of management viz, planning, oragninsing, staffing, directing and controlling.
Human
resource
management
involves
the
planning
and
management of people learning and includes wages to help them manage their on with the aim of making the learning process more effective , increasingly efficient properly directed and therefore useful people learning typically classifies as either educational training , education is for life while training is for work.
Organization is required the services of a large number of personnel. These personnel occupy the various positions created through the process of organizing. each positions of the organization has certain specific contribution to achieve organization; objectives human the person occupying the position should have sufficient ability to meet it requirements staffing basically involves matching jobs and individuals. This may require a number of functions like manpower planning, recruitment selection training and development performance appraisal promotion, transfer etc. after selecting the required number of people they should be properly trained in order to make them equipped for the job.
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NEEDS OF TRAINING AND DEVELOPMENT
When jobs were simple, easy to learn and influenced only to a small degree by technological changes , there was little need for employees to upgrade or alter the skills .But the rapid change is taking place during the later quarter century in our highly sophisticated and complex society have created increased pressures for organization to readapt the products and services produced , the manner in which the products and services are produced and offered , the types of jobs required and the types of skills necessary to complete these jobs . Thus, as jobs have become more complex the importance of employee training has increased. Training and development helped both the organization and the individual.
BENEFITS OF TRAINING TO THE ORGANIZATION

The benefits of training and development to an organization are as follows: i. Training is a systematic learning, always better than hit and trail methods which led to the wastage of efforts and money. ii. It enhances employee productivity both in terms of quantity and quality, leading to higher profits.
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iii.
The training equips the future manger who can take over in case of emergency.
iv.
Training increases employee morale and reduces absenteeism and employee turnover.
v.
It
helps
in
obtaining
effective
response
to
fast
changing
environment technological and economic.
BENEFITS OF TRAINING TO THE EMPLOYEES
The benefits of training and development activity to the employees are as follows: i. Improved skills knowledge dye to training led to better career of the individual. ii. iii. Increased performance by the individual helps him to earn more. Training makes the employee more efficient to handle machines Thus , less prone to accidents iv. Training increases the satisfaction and morale of employees.
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OBJECTIVES OF TRAINING
i. ii.
To rain the employees in the companies culture pattern To reduce supervision, wastage, accidents, development of work habits and methods of work should contribute towards a reduction in accidents rate, less supervision and wastage of material.
iii. iv. v.
To train the employees towards job adjustments and high morale. To train the right bright but dronish employees in the formation of his goals. This merge involves the institution I indicative and drive. To train the employees to increase his quality and quantity of output.
TRAINING AND DEVELOPMENT: A COMPARISON
The term training is concerned with imparting specific skills for particular purposes. Flippo has defined training as the act of increasing the knowledge and skills of an employee for doing a particular job. The term development refers broadly to like nature and direction of change include in employees through the process of training and education.
Development
has
been
defined
as
follows
management
development is all those activities and programs when recognized and controlled and substantial influence in changing the capacity of the individual to perform his assignment better and in so doing are likely to increase his potential for future management assignments.
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The difference between training and developments exist on two counts. The contents and levels of employees for which these are directed. In earlier practices, training program focus more on job most of the trainees used to be from operations level like mechanics, machine operators and other kind of skilled workers. When the problem of supervision increased the steps were taken to trainee the supervisors for better supervision. However they emphasize more on mechanical aspects. Gradually the problems increased in other areas like human relation beside the technical aspect of the job .similar problems were experienced in management group also, that is now mangers can change their approach and attitudes in order to face the new challenges faced by them.
This required the total change in utilizing the limits of operative level to supervisory and management groups however, the utilization of training methods for management groups did not have same objective that is training of persons to perform a particular job but it was extended further that is to make person a better manager who may be able to handle a variety of jobs in the organization. Training development continuum has Manuel training at the one end and philosophy at the other end.
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Table3.1
TRAINING AND DEVELOPMENT CONTINUM
Training and development continuum has manual training at the one end and philosophy at another end. The extreme left hand denotes manual training which is given to operative for performing specific jobs. Match of this training is job oriented rather than career oriented. Managerial personnel have greater need for conceptual and human relation skill as compared to job related skill. Therefore the need for training does not remain confined to the development skill needed for specific job. They require skill and competency for future managerial besides their present job.
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TRAINING METHODS
Once you have decided to train employees and what they are to lean you have to design the training program. You can create the content and program sequence yourself, but there is also a vast selection of on and off line content and packages from which to choose you will find turnkey of the shelf programs on visually any topic.
Training methods can be grouped on the basis of level of [personnel in an organization or on the basis of emphasize which they put on the training process. Thus training methods may be on the job oriented like experience and working on a particular job, job rotation, guidance and counseling and vestibule schools. Apprenticeship etc simulation roll basket exercise case method management game in basket exercise knowledge based lectures seminars workshop programs instructions etc. experimental method sensitivity training and transactional analyses various training methods have different group of personnel.
There are various methods of training. Theses ate broadly categories into two groups: on the- job and off the job methods. On-the-job methods refer to the methods that are applied to the work place, while the employee is actually working. Off-the job methods are used away from the work place. The former means learning while doing, while the latter means learning before doing.
Following are the on-the-job methods:

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1) 2) 3) 4)
Apprenticeship program Coaching Internship training Job rotation
Following are the off-the-job methods: 1) 2) 3) 4) 5) 6) Classroom lectures / conferences Films Case study Computer modeling Vestibule training Program instruction
ORIENTATION OR INDUCTION TRAINING
This type of training is given to help a new entrant for adapting himself to the new environment. The employee is given a full description of the job which he is expected to do. He is also informed about the policies, procedures and rules which are related to his work. Some enterprises have a specific person who gives full information about the organization and the job to every new entrant. The comer is also taken around the factory and informed about the location of various departments and offices. A new comer will also like to know about his superiors and subordinates orientation training helps him to acquaint him with his immediate boss and the person who will work under his command. He is also given an organizational chart so that he knows his position in the enterprises in relation to other employees.
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ON THE JOB TRAINING (O.J.T.)
Virtually every employee, from the clerk to the company president gets some on the job training when he joins a firm. That is why William Traely calls it the most common most widely used and accepted and the most necessary method of training employees in the skills essential for acceptable for job performance. On the job training means having a person learnt a job by actually doing it employees are coached and instructed by skilled workers by superiors and by special training instructors. They learn the job by personnel observation and practice as well as by occasionally handling it. Coaching job rotation and special assignments are the three most commonly used on the job techniques.
DEMONSTRATION
Operatives can be trained through demonstration by trainer .in this method, the trainer describes and displays something when he trains the operative. The usual process is to perform the activity by trainer in front of the trainees and to explain the various steps involve in the competition of job. It is more effective in the case of teaching mechanical operations. It can be combined with lectures and group discussions so as to avoid an ambiguity
COACHING
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In this method , the superior guides and instruct the trainee as a coach The coach or councilor sets mutually agreed upon goals , suggest how to achieve these goals periodically reviews the trainees progress and suggest changes required in behavior and performance. The trainee works directly with a senior manager and the manager takes full responsibility for the trainees coaching. Classically the trainee is being groomed to replace the senior manager and relieve him from some office duties. This gives a chance for the trainee to learn the job also.
VESTIBULE TRAINING
This method attempts to duplicate on the job situation in the company class room. It is classroom training which is often imparted with the help of equipment and machines which are identical with those in use in the place of work. This technique enables the trainee to concentrate on learning the new skill rather than on performing the actual job. In other words, it is geared to job duties. Theoretically training is given in the class room while the practical work is conducted in the production line. It is very efficient method of training semi skilled personnel, particularly when many employees have to be trained for the same kind of work at the same time...it is often used to train clerks, bank letters, inspectors ,machine operators ,testers ,typist training is generally is given in the farm of lectures conferences ,case studies ,role playing and discussion.
ADVANTAGES
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1)
As the training is provided in a different place, there is lesser
distraction of trainees attention. 2) Trainees feel more freedom for experimentation as they are
always from the actual work place. They do not have the psychological fear of being criticized from superiors and co. workers. 3) A large number of workers can be trained at a time.
APPRENTICESHIP PROGRAMMES
Apprenticeship program put the trainee under the guidance of a master worker. These are designed to acquire a higher level of skill. People seeking to enter the skilled traits, to become for e.g. plumber, electrician and iron-workers are often to go under apprenticeship training. These apprentices are trainees who spend a prescribed amount of time working with an experienced guide or trainer. A uniform period of training is offered to trainees, in which both fast and slow learn here, are placed together. Slow learners may require additional training. A major part of training part is spending on the job productive work. Each trainee is a program of assign mints according to pre determined schedule which provides for efficient training in trade skills. The basic advantage of apprenticeship training is that the organization can build a pool of technically trained personnel with much higher loyalty to it.
LECTURES AND CONFERENCES

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Lectures are regarded as one of the most simple ways of imparting knowledge to the training especially when facts or principals, attitude theories, basic principles area. Basically these aim at transmission of knowledge pertaining to the relevant area. While lecture method emphases on one way communication. Conference methods provide opportunity for two way communication.
SYNDICATE TRAINING
Syndicate method of development has been introduced by administrative staff college at Henley on Thomas. Syndicate refers to a group of trainees and involves the analysis of a problem try different groups in which each group consisting of 8-10 members. Each group works on the problem on the basis of brief and background papers provided by the person. After the preliminary exercise a group presents the ideas on the issue involves along with others groups. After the presentation is over these are evaluated by group members. With the help of resource persons and group members evaluate where they have lacked. The syndicate method is quite helpful in developing analytical skills in the participants and their approach for understanding others, it conducted properly.
SIMULATION TRAINING
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Simulation is technique which duplicates as nearly as possible the actual condition encountered on a job. The vestibule training methods as the business game method are examples of business simulations. Simulation techniques have been most widely used in the aeronautical industry. Though there are different methods under simulated situation and each of these involves a particular procedure simulated involves the following.
1)
In simulation the essential characteristics of real life situation
presented in abstract from as whole characteristics are difficult to be simulated. 2) Participants in training program are required today according to the situation prescribed and to see the problem from the perspectives of various roles given in the situations. 3) 4) The role of instructor is quite restricted to allow the trainees After the exercise is over the instructor provide the feed back to participate fully. participants to evaluate themselves and to strengthen themselves by overcoming their weak points.
Though it is not possible to simulate the real life exactly in the learning situations it provides participants an opportunity to learn which may be useful in their actual work conditions. the training aids to develop diagnostic decision making skills in particular. The four commonly adopted stimulated training methods are role playing in basket exercise, case study and management game.
SENSITIVITY TRAINING
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Sensitivity training involved from the group dynamic concept of Kurt Levin and first sensitivity training session was held in 1946 in state teachers college, New Britain U.S.A since then it spread to numerous training centers in U.S.A and other countries. it is small group interaction process in the unstructured form which requires people to become sensitive to others feeling in order to develop reasonable group activity The objectives of sensitivity training are:
To make participants increasingly aware of and sensitive to the To increase the ability of participants to perceive and to learn to
emotional reactions and expressions in themselves and others. form the consequences of their actions through attention to this own and other techniques To develop concepts and theoretical framework for linking personnel; values and goal to actions consistent with these nine factors and situational requirements To develop achievements to behavioral effectiveness in participants
COMPUTER MODELLING
It is stimulates the work environment
by programming a
computer to imitate some of the realities of the job and allow learning to take place without the risk or high costs that would be incurred if a mistake were made in real life situation
CASE STUDY
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Taken from actual experience of organizations, cases represent attempts to describe, as accurately as possible real problems that managers have faced. Trainees study the cases to determine problems, analyze causes, develop alternative solutions, select what they believe to be the best solution, and implement it.
JOB ROTATION
This kind of training involves shifting the trainee from one department to another or from one job to another. This enables the trainee to gain a broader understanding of all parts of business and how the organization as a whole functions. The trainee gets fully involved in the departments operations and also gets a chance to test her own aptitude and ability. Job rotation allows trainees to interact with other employees trainees to interact with other employees facilitating future cooperation among departments. When employees are trained by this method, the organization finds it easier at the time of promotions, replacement or transfers.
PROGRAMMED INSTRUCTION
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This method incorporates a pre arranged and proposed acquisition of some specific skill and knowledge. Information is broken into meaningful units and these units are arranged in a proper way to form a logical and sequential learning packaging i.e. from simple to complex. The trainees go through these units by answering questions or filling the blanks.
FILIMS
They can provide information and explicitly demonstrate skills that are not easily represented by the other techniques. Used in conjunction with conference, discussions, it is very effective method in certain cases
INTERNSHIP TRANING
It is a joined program of training in which educational institution and business firm cooperate. Selected candidates carry on regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills.
Methods of training used Fig: 3.2
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vestubule training
others
job rotation
Series 1
self study (using manuals)
on the job training 0.00%10.00% 20.00% 30.00% 40.00% 50.00% 60.00% 70.00% 80.00%
EVALUTION OF TRAINING AND DEVELOPMENT
Training as a service intended to achieve quality result requires continuous evaluation to achieve continuous improvement. Evaluation should persuade training process. Evaluation of training effectiveness is a highly desirable step in total training program. so that one can judge the value or worth of the training. Hambin has defined training evaluation as any attempt to obtain information (feed back) on of effect of a training program and to assess the value of the training in the light of that information evaluation should persuade the training process. the four main dimension of evaluation.
EVALUATION OF CONTEXTUAL FACTORS
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Training effectiveness depends not only on what happens during training but also on what happens before the actual training and what happens after the training has formally ended. evaluation should therefore be done of both the per training and post training work.pre training work includes proper identification of training needs, developing criteria of who should be send for training, how many at a time and in what sequence helping people to volunteer for training building expectations of prospective participants from training etc post training work includes helping the concerned and provided the needed support to them, building linkages between training sections and line ,departments and soon.
EVALUATION OF TRAINING INPUTS
The second dimension involves the evaluations of training curriculum it sequencing.
EVALUATION OF TRAINING PROCESS
The climate of the training organization relationship between participants and trainees general attitudes and approaches of trainers training methods etc are some of the important clement of training process which also needed to be evaluated.
EVALUATION OF TRAINING OUTCOMES
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Measuring the carry hour value of a training program in firms of what thus been achieved and how much is the main task of evaluation. this however is a complex technical and professional task benefits is a training program are not always obvious and they are not readily measurable pay off from training are intangible and rather slow to become apparent. a central problem is the absence of objective criteria and specific definitions of relevant variable by which to measure the effectiveness either of specific programs as of results in terms of general employee behaviors. Nevertheless good personnel managers do make as effect to systematically appraise the benefits and results of their programs.
HOW EVALUATION IS DONE
Most of training evaluation methods sees to fall in to one of the following two categories:
1. 2.
Reaction evaluation Outcome evaluation
REACTION EVALUATION
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Opinion surveys of participant or of people who have seen the participants in action and reaction evaluations. There are several variations of this method.
Generally a questionnaire is given to the participant at the end of
the program which asks him to rate in terms of his personal perceptions what he liked best what he liked least and any other comments he might have about the program. Sometimes scalar ratings are also given against every question
and the trainee is required to cheek off the degree of satisfaction which he found in each answers. Participants are required to give daily ratings for each segment of
the program.
Sometimes a management representative may drop around a
coffee break and putting questioned to the two participants. Informally collect information about the success of the training program. Since such samplings are not scientifically designed, the result may not be always accurate. Sometimes participants may be asked to send their opinion by
mail or reaching their organizations. The theories here are that opinions given immediately at the conclusion of the course cannot possibly have the objectivity which is desired in the apprised of the program.
OUT COME EVALUATION

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Reaction evaluation does not take one very for main object of evaluation is in fact served try outcome evaluation. It may be done at three level immediate intermediate and ultimate.
IMMEDIATE
Immediate evaluation measures improvement in the learning of training can be measured by performance test. Devices such as attitude scale role playing simulation critical incident cases etc. May, throw light on the trainees progress and attitudinal learning.
INTERMEDIATE
Intermediate evaluation measures changes in the behavior of trainees when they have returned to their job. The assumption here is that its positive transfer of learning has taken place from the training to the job situation it should be reflected in the trainees improved behavior.
ULTIMATE
Ultimate evaluation measures changes in the ultimate result achieved by trainees for this purpose ,indexes of productivity labor turnover, absenteeism ,accidents quality controls .studies of organizational climate and human resources accounting are taken as the ultimate result achieved by trainees.
EVALUATION PROCESS
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The training evaluation can be more meaningful if the following process is adopted determination of objectives fixation of evaluation criteria, collection of relevant information and analysis.
TRAINING OBJECTIVES
Training objectives should be fixed in clear term because all training programs do not contribute in all areas Hamblin has classified training objectives in to four categories.
REACTION OBJECTIVES
Intended to stimulate a high level of involvement and interest.
LEARNING OBJECTIVES
Concerns with acquiring knowledge skills and attitudes.
JOB BEHAVIOR OBJECTIVES

Learning to bring about desired changes in the job behavior.
ORGANIZATIONAL OBJECTIVES
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Intended to promote overall result since a particular training programs emphasizes on a particular objectives or multiple objectives its sections will be governed by the objectives of training. at the same time, these objectives can based for evaluation of training .
EVALUATION OF CRITERIA
Based on the objectives of the training the criteria for training evaluation can be fixed. since training objectives can be defined either in terms of its immediate objectives like learning behavior change etc and in terms of its immediate objectives like achieving organizational objective through learning training evaluation criteria are long term perspectives like increased in productivity reduced employees turnover reduced labor and human relation problem etc. Therefore these can be used for measuring the overall effectiveness of training programs over the period of time. Training evaluation criteria can also be fixed and terms of immediate objectives of training like learning, change in behavior etc .standard in respect of these can be fixed in two terms either the different in pre training and post training behavior of the some employee or the difference between trained employee and untrained employee of the same level.
COLLECTION OF INFORMATION
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After fixing the factor to be measured and criteria fixed in respect of these evaluator has to collect the relevant information which may be helpful in arriving at certain conclusions. Information can be collected on the basis of facts like production records cost controls etc. This may be used for measuring the achievements of ultimate objectives of training for measuring immediate objectives. information of employees behavior on job conducting interview and administering psychological test to on earth behavior changes which cannot be observed or which cannot be measured by interview often multiple source of information should be used for more reliability.
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CHAPTER-3 PROFILE OF CAREON MEDICALS, KALAMASERRY
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CAREON MEDICALS DISPOSABLES

An organization is a company, corporation, firm, enterprise or institution or part thereof whether incorporated or not, public or private that has its own functions and administration. Medical companies become a part of the economy development because of the rise in the population. As the population raises health problems arises and we have to depend on the medical devices. Careon Medical Disposables Pvt Ltd is a private firm started in the year 1991. The company is engaged in the manufacturing of entire range of top quality Intravenous infusion sets, Blood administration sets, Surgical Drapes & Packs and other various medical disposables items. The firm is located in the Major Industrial Estate at South Kalamassery in a dust and pollution free atmosphere. The manufacturing is carried out in a dust free, hygiene, and aseptic environment as per Good Manufacturing Practices. The premises used for storage, manufacturing, packing and testing purposes are provided with proper air control facilities. The plant is equipped with international quality standards as per WHO GMP specifications for manufacturing high quality medical products, QC department and R&D to monitor and keep abreast with International Quality Standards. Careon medicals, kalamaserry is a private firm started in
1991. 60 employees are working in the company which involves 15 management staffs , 10 field staffs and 35 workers. The company has established a well equipped dealer network in almost all major districts
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in the Kerala. Careon manufactures high quality hygiene products up to the world standards under sterile condition and focuses on customers needs as a business principle. Careon is the most responsible companion to prevent Hospital Infections and doing a big service to healthcare profession. The company has two directors. The Executive Director Mr. James George and Mrs. Elsy James, both having more than 20 years experience in the field of manufacturing medical products. And also there is a qualified General Manager Mr. K. Sreekumar who had an experience of 10 years in the relevant field and also the key person to look after the whole management programs. Other executives and specialists in the management team are qualified and having 5-10 years of experience in the respective fields. The manufacturing activities of the firm are approved by the Drug Licensing authority of the Kerala Government and it is carried out under the supervision of a competent technical staff approved by the licensing authority. The manufacturing is carried out in a sterile, class 10000 a/c rooms. Entry is restricted in certain areas and there are some restrictions and formalities for entering into the clean room. Every day the sterility of the clean room is ensured by fumigation and plate count tests. The firm has got a fully fledged Quality Control Department where physical, chemical, biological tests are carried out. All the raw material components are tested physically and chemically and toxicity test is also done. Quality assured raw materials are taken for production and are assembled and made to finished product and then it is sterilized. Gas Sterilization method is chosen by the company. The gas used for sterilization is ETO in acceptable sterilizing quality and quantity. After that sterility tests and pyroxene tests is conducted.
39
For the last two years Careon is fully focusing to the use of Surgical Drapes & Packs in the hospitals. For these Drapes the firm is using internationally accepted SMS/ different types of absorbent and repellent non woven modern fabrics most friendly and non irritant to the human body. These Drapes are air tight packed in clean room and E.T.O Sterilized which is suitable for all kinds of operations. Careons surgical drapes & packs replace the cotton surgical sheets having high bacteria level leading to higher infection and longer stay of patients in the hospitals. Careon is committed to control hospital infections. Careon products are used in almost all states of Kerala and enhance the standards in the healthcare sector by minimizing the risk of infection during and after operation thus becoming a responsible companion to healthcare profession. The major visions of Careon are Associate with Hospital and help to control hospital infections. Help hospital management to reduce workload & problems in CSSD Deliver top quality & reliable products at optimal cost benefit price ratio.
Careon medicals, kalamaserry values Customer satisfaction as the paramount objective and Customers needs as the business principle.
Careon Medical Disposables Pvt Ltd is a manufacturing/ assembling unit of medical disposable products, located in South Kalamassery, Ernakulum. Careon manufactures high quality hygiene products up to the world standards under sterile condition and focuses on customers needs as a business principle. Careon is the most
40
responsible companion to prevent Hospital Infections and doing a big service to healthcare profession.
Careon medicals focus on top quality surgical drapes & packs for wide range of surgical procedures. Careon Values Customer Satisfaction as Paramount Objective and believes in delivering products to fulfill medical requirements and expectations in terms of product quality, performance and safety at optimum Cost Careon started in 1991 by a team of experts having years of experience in the manufacturing of medical disposables with the commitment to control hospital infections by providing top quality single use medical apparels.
QUALITY POLICY
Careon is committed to manufacture & market medical disposable products confirming to national and international standards. Careon values customer satisfaction as paramount objective. Believes in delivering products to fulfill medical requirements and expectations in terms of product quality, performance and safety at optimum cost.Careon has fully occupied quality control; laboratory which enables to constantly monitor the quality of products. The policy is to achieve the highest level of customer satisfaction by meeting the requirements.
41
VISION
To be a major player in India in the field of single use medical apparels, products and services to control hospital infections
ADVANCED PROTECTION THROUGH INNOVATION
Careon team is attending all the major National and International medical events and implementing product innovations in abreast with World Standards and customer satisfaction in the state of the art manufacturing facility with sophisticated equipments adhering to TQM.
WE ARE NOTHING LESS THAN PROFESSIONALS
Careon is driven by professionally qualified team in all the functional areas. Periodical on the job training and skill development programs ensuring quality in all parameters.
42
SALIENT FEATURES
State of the art manufacturing facility Class 10,000 clean room ISO 9001-2008 A strong QC team to ensure quality from raw materials to sterile PAN India executives for maximum reach to our clientele Customer satisfaction international Quality Standard
final product.

Companys mission
The company mission is defined as : Maintaining the thread of life in delicate harmony
A PICTURE PERFECT FUTURE
We are looking forward for strategic tie ups with reputed International manufacturers, marketing associates and leading hospitals to explore the potential of single use medical apparels. A state of the art new unit with all modern facilities for the manufacturing of single use medical apparels is coming in Ahmadabad.
43
ABOUT THE PROMOTER
Mr. James George, Post graduate with MBA, the CEO of the company is having more than twenty years of exposure in the medical disposable manufacturing and marketing. He is periodically updating the system via attending National and International trade fairs, workshops and factory visits.
CONTROL MEASURES
Various control measures such as the preparation of cash flow statement, expenditure budget, profit forecast fun flow variance analysis etc are adopted at careon medicals.
SERVICES
Strategic tie ups with companies and infection control agencies to conduct training program in hospitals to enlighten the hospital team about the importance and implementations to control hospital infections.
PRODUCTS
44
Mopping pad Gauze Swab Cannula Fixator Identity Band Diaper Under pad Hospital Wear Patient gown Face masks Surgeon Caps Plastic apron Shoe cover Bed sheet Trolley sheet I.V Infusion sets Blood Transfusion sets Urine drainage bags Instrument Covers Incise Drapes Adult pad Sterile Drapes Orthopedic Drapes and packs Gynecology and Caesarian Drapes and Packs General Surgery Drapes and Packs Neuro Surgery Drapes and Packs Cardio Vascular / Thoracic Drapes and Packs Ophthalmic Drapes and Packs Care tag Umbilical cord clamp Pediatric mucus extractor ,Dressing
45
GLOBAL MARKET
Careon medicals have the distinction of exports to Middle East and Srilanka one fourth of their production is sold in Middle East and Srilanka.
MACHINERY
Careon medicals are equipped with latest generation machinery. They include machines like whole cutting machine, ETO sterilizing machines, ceiling machine etc.
KEY FACTOR OF SUCCESS

Procurement of right quality at right time Consistent quality Experience since 1991
46
ISO 9001
The ISO 9001 model of the quality management system is built upon the principles of achieving customer satisfaction. The management came to the conclusion that their export marketing will be made easier if they go for ISO 9001 certification. Methods through which company is maintaining standard are: The company has well defined quality policy The company is marinating quality manual The products are tested to be eco friendly Monthly review are conducted to assess the performance
47
The Training and Development Process

Figure depicts the input and output of the training and development (T&D) process. Employee training and development is an attempt to improve current or future employee performance by developing their attitudes or enhancing their skills and knowledge.
FIG: 2.1
48
TRAINING AND DEVELOPMENT CYCLE

Careon follows different steps for the training and development in their organization. This is explained through the following figure. Once they decide to train the employees they follow the given method for training.
monitor perfomance
evaluate success of training and development activities
identify training and development needs
identify trainig and development methods
FIG: 2.2
49
OBJECTIVES
To get familiarize with the policies & procedures of the
organization. To get a brief detail about the products of the company. To satisfy its customer completely fulfill global standard Proven sterilization performance Assured safety Always new , clean and consistent in performance To know the organizational structure To get in touch with organizational and industrial environment To find functions of each departments in the organization To understand actual working condition in the organization
50
CHAPTER-5 FINDINGS, CONCLUSIONS AND SUGGETIONS
51
FINDINGS
80% of the employees have attended the training program. 83.3% of employees viewed that the training needs were All the employees opinion that training program helps to increase
identified on the basis of three dimensional skills. productivity. 92% responds that effective training helps to build confidence.
87% of employees are satisfied with the working condition 83.3% have attended the post training follow up. All the employees respond that training helps to increase the
Morale and motivation of the employees. 88% revels that training helps to reduce tension and tress. 70% employees respond that on the job training is more effective
Whereas 30% respond that off the job training is more effective.
52
CONCLUSION
The study reveals the fact that the company follows an adequate in efficient system of training and development policy. Employees of the company are imparted training in two ways that is on the job training and off the job training. These have helped the employees to improve their efficiency, skill and productivity. Majority of the employees have under have under gone the training program. Thus the employees of the company are well trained and development. The training department is fully aware of the details of the training system in the organization. While it is equal significant for other department also to take up a responsibility for training. To sum up company is providing training to the employees in a truthful manner. So the employees are satisfied with the training program provided by the organization.
53
SUGGESTIONS
Based on the findings and conclusion of the study the following suggestions are made
Even though the training department is mainly responsible for the
training of employees there should be active participation from all the department so as to make sure that there employees benefit from training and to ensure that training is not just a window dressing. A training calendar should be prepared well in advance in
connection with the training and development of the employee by analysing the requirements of the work force in each department. Thus it helps the management to provide training on the major aspects which are to be covered for the employees. The effect of training on performance at work should be
determined from time to time by proper and sufficient follow up. This is extremely necessary so as to measure the progress the employees performance. Good relationship between the employees and the management
will lead to increase in productivity will formulate clear personnel policies and targets identify training and development needs , maintain close and good contact with all levels of personnel and bring about professionalism in the organizations. The management should give proper education along with the
training to its workers. Technology is advancing which should be coupled with skill development retraining of employees leading to
54
advancement of employees the changing technology should be brought about without any conflict and with the full support and encouragement of human resource.
The supervisors should make sure that their employees get hold
off enough opportunities to implement their training input at work place. The environment should be made conductive for this. The training needs analysis of the employees is a crucial part of training and there should be carried out possibly in a systematic fashion. It should be considered that needs not only the achievements of organizational level as to be taken in to consideration but also individual goals.
Management should know a great deal about its human resource
regarding how to communicate to select training to motivate, to overcome resistance to change where in the organizational goals and individual goal are achieved with best satisfaction of both employees and management. The success of any organization depends on the effective management of the human resource which results in good operational performance. The impact assessment of training of employees should be
measured not only at the organizational level but also at the personnel levels of the employees. This help to identify the future training needs of the employees.
55
BIBLIOGRAPHY
56
BIBLIOGRAPHY
BOOKS:
Raymond Noe : Employee Training and Development, Publisher: Tata McGraw Hill Education Private Limited, 2008
Naik G Pandu 2007
Training and Development , Publisher : Excel books ,
Rishipal
,Training
and
Development
Methods ,publisher
S.Chand,20011
Jack Phillips , Ron Stone hills, 2002
, How to Measure Training Results : A
Practical Guide to Tracking the Six Key Indicators ,publisher: McGraw
Donald L Kirkpatrick Ph.D. , James D Kirkpatrick , Evaluating Training Programs: The Four Levels ,publisher: Berrett-Koehler publishers, 2004-2005
57
Aswathappa k: human resource and personnel management, New Delhi Dwivedi: managing human resource and personnel management in Indian enterprise Prasad L.M: principles and practices of management, New Delhi Trepathi: principles of management, New Delhi.Mc Graw Hill Publishing Company Limited NCERT business studies: principles and functions Business management : M.M.Abraham
WEBSITES:
www.careonmedicals.com www.google.com www.ask.com
JOURNALS
Training & Development Journal , Published by: Indian Society for
Training & De
58
APPENDIX-1 QUESTIONNAIRE
NAME: DESIGNATION: DEPARTMENT: AGE:
i. 1-5 ii.
How long have you been working in this company? 5-10 10 or more
Have you undergone any of the training programs so far in your organization? Yes no Do you think that the training is necessary for the new employees? Yes no Are the training needs identified on your conceptual skills fundamental skills and human skills? Yes no
iii.
iv.
59
v. Yes
Do you think training is an essential component? no
vi.
Do you think essential training will help to build confidence in actual process of work? Yes no
vii. Yes
Are you satisfied with the working condition of the company? no
viii. Yes
Can a training program helps to increase productivity? no
ix.
Are the training inputs usually put into practice at your work place? Yes no
x.
Can a training program helps to improve lab our management relation?
60
Yes xi.
no Whether the posting-tainting follow-up conducted to analyses the
progress of employees? Yes no
xii.
What type of training program method you have undergone in the company?
Off the job training
on the job training
xiii.
Do the training program help to increase morally and motivation?
Yes
no
xiv.
Are
the
training
programs
appropriate
to
the
needs
of
organization? Yes no
xv. Yes
Can the training program helps to prevent the stress and tension? no
61
xvi. Yes
Can training program helps to reduce supervision and accidents? no
xvii.
Which type of training is more effective? On the job off-the job
xviii.
Are the training validation done at the organizational level? Yes no
62

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EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

against, the job that an individual currently holds.

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

Training and development referred to as:

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

improve the quality of work life.

STATEMENT OF THE PROBLEM

IMPORTANCE OF THE STUDY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

SCOPE OF THE STUDY

LIMITATIONS OF THE STUDY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

Converting qualitative data into quantitative data may often lead

respondent have given true answers

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

CHAPTER -2 TRAINING AND DEVELOPMENT A THEORETICAL APPROACH

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

TRAINING AND DEVELOPMENT A THERORITICAL APPROACH

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

NEEDS OF TRAINING AND DEVELOPMENT

BENEFITS OF TRAINING TO THE ORGANIZATION

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

environment technological and economic.

BENEFITS OF TRAINING TO THE EMPLOYEES

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

TRAINING AND DEVELOPMENT: A COMPARISON

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

TRAINING AND DEVELOPMENT CONTINUM

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

Following are the on-the-job methods:

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

Apprenticeship program Coaching Internship training Job rotation

ORIENTATION OR INDUCTION TRAINING

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

ON THE JOB TRAINING (O.J.T.)

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY

K.M.M COLLEGE OF ARTS & SCIENCE, THRIKKAKARA

EVALUATION OF TRAINING AND DEVELOPMENT PROGRAMMES IN CAREON MEDICALS KALAMASERRY