A PROJECT REPORT ON Employee Training & Development in Indo Simon Electric pvt ltd Haridwar

SUBMITTED IN THE PARTIAL FULFILMENT OF

MASTER OF BUSINESS ADMINISTRATION

(TWO YEAR FULL TIME PROGRAMME)

SUBMITTED BY

UNDER THE SUPERVISION OF

MOHD SAHEEM AKHTAR

MBA. (SEM. III)

Ms. ANAMIKA SHARMA

Batch 2011-2013

QUANTUM SCHOOL OF TECHNOLOGY

Mandawar (22 Km Milestone), Roorkee Dehradun Highway (NH 73)

ROORKEE 247 662

QUANTUM SCHOOL OF TECHNOLOGY

Mandawar (22 Km Milestone), Roorkee Dehradun Highway (NH 73)

ROORKEE 247 662

Contact No.: 0132 2781728, +91 9319909777

CERTIFICATE

This is to certify that the summer training report titled, EMPLOYEE TRAINING

& DEVELOPMENT is an original work carried out by Mr. SAHEEM AKHTAR, a

student of MBA 3rd Semester of QUANTUM SCHOOL OF TECHNOLOGY, ROORKEE, (Batch 2011-2013). This Project report has been submitted in partial fulfillment of award of MASTER OF BUSINESS ADMINISTRATION.

(SIGNATURE) INTERNAL GUIDE

(SIGNATURE) H.O.D.

ACKNOWLEDGEMENT

Words are inadequate to express my gratitude to the Indo Simon Indo Simon for giving me an opportunity to undergo the practical training in their company and extend me full cooperation, enabling me to successfully complete this project report. I am thankful to my guide and friends who have helped and supported me to make this project a success. I am particularly grateful to Mr. Sudheer Tiwari- INDO SIMON for his cooperation extended to me by providing necessary information & timely help. I am also obliged and indebted to, my internal guide for the valuable suggestions and encouragement in completing this project successful

MOHD.SAHEEM AKHTAR MBA 3rd sem

EXCUTIVE SUMMARY
Management ideas without any action based on them mean nothing.

That is why practical experience is vital for any managementstudent. Theoretical studies in the classroom are not sufficient tounderstand the functioning climate and the real problemscoming in the way of management of Men, Materials, Machine and Money, So practical exposure are indispensable to such courses. Thus, practical experiences are as a supplement to the classroom studies. It offers an exposure to real practical of management in various organizations. It exposes invaluable treasures of expenses to a student. This project deals with project on training & development of Indo Simon electric private ltd Haridwar. It was

my fortune to do this project. I learnt a lot of new things which could never been learnt from theory classes. This research project is presentation of my summer training. In the first phase of the research project, there is a introduction of electric industry, company profile Indo Simon and other things of Simon are given. The research study was limited to Indo Simon region. Here, in my project I have contacted the respondents through personal interviews with the help of questionnaires. The main objective of the research is to do the survey to check the skills of employee. In the last phase of the report findings, suggestions and conclusions have been drawn. The success of the company lies in strict quality control, manufacturing facilities, , Well developed Industry with Strong Manufacturing Base, Access to pool of highly trained scientists, both in India and abroad, Strong hr network.

OBJECTIVE OF THE STUDY

Objectives of study
PRIMARY OBJECTIVE The primary objective of my study at Indo Simon to lay down the foundation of training and development. SECONDARY OBJECTIVE The objective of my study about employees training and development to improve the current process of employees training and development at Simon. a) My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any programme. b) Delineate the different stages in a training and development programme and describe each step. c) Understand the need for and the ways of training for international assignments.

CONTENTS

1. 2. 3.

4. 5. 6. 7.

Certificate of Faculty Guide Certificate from Organization Acknowledgement Contents Executive Summery Objectives of study About Company About Topic Research Methodology a) Sample size b) Sample unit/profile c) Method of Sampling d) Location e) Parameters of Study f) Method of data collection g) Tools h) Limitations Analysis & findings Recommendations Conclusions Bibliography

I II III IV V VI

THE-HISTORY-OF-INDOSIMON
Indo Asian Fusegear Limited Indias leading manufacturer of electrical equipment and switchgear has announced setting up a joint venture with Simon, Spain. SIMON is Rs.1500crore (300 million Euros) group Headquarters in Spain, involved in manufacturing of electrical equipment with rich experience in design, manufacturing, marketing and sales. They produce top of the line wiring accessories for household and commercial buildings, protection equipment, outdoor lighting luminaries and home and intelligent building automation products. Simon has their manufacturing facilities in France, Portugal, Brazil, Argentina, Russia, Mexico, Morocco, Turkey, Poland and China.

SIMON is well known the world over, especially in Europe, for innovative automation solutions, which are generations ahead of competition. SIMON has great strength in technology and designing for wiring accessories with wide range of products that meets low, middle and high endcustomer segment requirements, apart from Home Automation products.

INDO SIMON A JOINT VENTURE

Indo Simon, an established name in the field of world class switching products has entered

in

to the Indian market. We believe that the Indian consumers are now open to the inventions of the latest global technologies. Nowadays people are more concerned about their safety and want to explore the very best in aesthetics and usage. The buyers in the country are looking for a name, which they can trust.

Indo Simon believes that the quality of life can be improved with the effective usage of smart technology. We can help people achieve a simpler and better-looking life.

The company realizes that every customer has a specific need and individual taste. Hence, Indo Simon provides tailor made solutions to satisfy the customers' need. Our understanding of the Indian markets comes from years of experience .We can put this understanding into every product we manufacture. We believe we can bring all of this and more. We believe its time to Switch!

J V DETAILS Indo Simon, a joint venture between two giants Indo Asian and Simon holdings, is a specialist providing innovative equipments aided by the most advanced technology. The individually crafted products of the company are specially designed keeping in mind the safety and security of the consumers. The company is all set to begin its commercial operations in the country, and with the advantage of the alliance it is sure to reap benefits. Simon Holdings Spain is a 93 -year-old organization renowned world over for its products and technical knowhow. Indo Asian, a 50year-old enterprise, has been ruling the Indian market with its pioneer electrical products spanning across a wide network to ensure reach across the country.

With its state of the art manufacturing plant in Haridwar, which has the latest technology, Indo Simon is all geared to storm the Indian markets with its high quality products catering to the complete switching solution of the country.

Vision
We believe India is ready for the latest global technology. The Indian consumer wants to explore the very best in aesthetics and usage. In a market flooded with options that may or may not be dependable, the buyers in this country need a name they can trust .We believe smart technology can impact the quality of life. It can make life easier, safer and better looking .We believe each customer has a specific need and taste. And solutions should be tailored to customer's need. Our understanding of the Indian market comes from years of experience. We put this understanding into every product we manufacture .We believe we can bring all of this and more. Indian homes and offices now demand to be at par with the world. The time for change has come and gone We believe its time to switch!

Injection molding m/cs - 60t, 100t, 180t Assembly lines Laboratory Tool-room , Power back-up ,Mould Temperature Controllers & De-humidifiers Used to get high shining finish, smooth working of m/c Consistent properties of material, Eliminates bubbles, cracks, material brittleness by taking the moisture out of the plastic raw material

Head Office Plant (Haridwar) Sales

Patna Sales Office & Distribution Centers (J&K/ Himachal Pradesh/ Punjab/ Chandigarh/Uttrakhand/ Haryana/ Rajasthan/ Delhi/ U.P./ Gujarat/ Ahmadabad/ Surat/ Maharashtra Mumbai/ Pune/ Goa/ Andhra Pradesh/Karnataka/ Tamil Nadu/ Kerala/ Indore etc. )

& Service Support

BEYOND BUSINESS Indo Simon, is not just an alliance between technology and expertise of Indo Asian and Simon holding, but also in reaching out and ensuring better lives .Simon holding: Global compact, an initiative to ensure human-rights, labor standards and elimination of corruption while working towards saving the environment. Integral Development of the village of Vemulagondi in the Anantapur district - India.This project will be carried out with the Vicente Ferrier Foundation, and consists of integral development of various specific projects, with the aim of covering the basic needs of the village of Vemulagondi, in the south eastern district .The success of this project will benefit 126families.

Customer specific Our service is dedicated to each customer individually .That is why we bring an extensive spectrum of switch in solutions that cater to every need. Our product range goes from the very latest in switching to network automation and everything in between. With innovation and expertise we have successfully created solutions for homes, hotels, hospitals and other commercial buildings.

PRODUCTS RANG OF SIMON

BASIC SWITCHING-HAUSMANN PRIMIUME SWICHING INDOS

SONIDO AUDIO OFFER

HOME AUTOMATION CORPORATE CATALSIMON VIT@ OGUE

Hausmann is the basic product range focused on the manufacturing of electrical systems that offer style quality and convenience to its customers. Every Haussmann product is driven by the desire of the customer and based on a consumer friendly platform that aids the evolving aspirations of the global society. The range has been well adapted to suit the Indian operating

conditions and would last longer. The entire range is based on a thorough understanding and experience of modular wiring accessories and contemporary lifestyles.

DESIGNER
These designer switches fall under the range name of Simon 82 Indios, which also include wide array of smart solutions for lighting management, safety & security, energy saving, hospitality and sound control. These solutions offer a wide range of products extending from standard functions like sockets, switches, designer cover plates to stand alone electronic systems such as gas & smoke detectors, water detectors, remote operated switches and dimmers, time delayed switches, presence detectors, FM radios and alarm clocks on the wall. Premium designer look has been indulged in this wide product range that has been introduced in India for the first time to redefine premium home experience at par with the world.

VIT@ Home is where comfort is a paramount requirement; Simon VIT@ raises this concept to the maximum with multiple services. Starting from the creation of several light ambiences in the same space with a single push button, up to the immense versatility of the system which allows customization of different housing elements (light, ambiance, sound, blinds, awnings, etc.) creating ambiences and scenarios which adapt themselves to the requirements of each user and accessories through the touch screen. Simon VIT@ cater to a fully customized range of products that allows the user to control the electrical elements of the entire house while sitting on the couch or resting in the bedroom with a remote control or through a touch screen. With Simon VIT@ you can now enjoy complete peace of mind even while you are outside knowing that your house is safe and you will be warned by an SMS message before any incidence such as gas leakage or flooding intrusion happens. Simon VIT@ is a revolutionary system that has been integrated with the development of new technologies such as Internet and SMS, which adds numerous advantages to the security and comfort level of your sweet home.

INTRODUCTION OF THE TOPIC

The project report presented here is primarily concerned with training and development part of employees in the organization .Training and development is always an important aspect of the growth of a company and the individual employees as well. Due to daily changing business environment, manufacturing process ,technological advancement and rapid growth in the demand of the products and services etc the workforce of any organization has to be very well equipped with the skills, ability, and talent required to cope up with the market competition .Now a days many organizations are conducting training programme to improve the productivity of employees . The quality of employees and their development through training and education are major factors in determining long term profitability of a business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only; this is mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements .Evaluation is the systematic appraisal by which we determine the worth, value or meaning of something to someone , In case of training we are concerned with providing information on the effectiveness of the training activity to decision makers who will make decision based on the information . Evaluation plays a significant part in every step of the training process .It is important that evaluation be a planned or systematic effort that is built from the start of the training process. The main objective of training programme to determine if they are accomplishing specific training objectives, i.e., correcting performance deficiencies.

About the topic

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training ,developing ,and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM.

The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

Training and development is always an important aspect of the growth of a company and the individual employees as well. Due to daily changing business environment, manufacturing process, Technological advancement and rapid growth in the demand of the products and services etc the work force of any organization has to be very well equipped with the skills, ability, and talent required to cope up with the market competition .Now a days many organizations are conducting training programme to improve the productivity of employees .The quality of employees and their development through training and education are major factors in determining long term profitability of a business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only; this is mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements .

Evaluation is the systematic appraisal by which we determine the worth, value or meaning of something to someone , In case of training we are concerned with providing information on the effectiveness of the training activity to decision makers who will make decision based on the information . Evaluation plays a significant part in every step of the training process .It is important that evaluation be a planned or systematic effort that is built from the start of the training process.

Training and development is a routine based, non-stop practice, which a growing business organization must conduct to achieve their production target .From organizational point of view it is very crucial to assure the quality, quantity, and effectiveness etc of the product by the means of suitable training .Development of the employee comes handy with training activities, making them much more capable in outperforming various activities with high professions and accuracy by using advance technical/mechanical tools and equipments.

As a management trainee I myself come through various aspects like performance appraisal, payroll management, labors related laws and issues etc during my training and development project.

Evaluating the productivity of the employees can very well recognize how to distribute your workforce. This information gathered after conducting training programmed which is immensely helpful for the human resources manager and the whole department.

Training helps measure the performance of the employees by evaluating the training given and comparing the individual and group's latest output with the output given before training programmed.

Definition of training
Training is the short term process utilizing a systemic and organized procedure by which nonmanagerial personal learn technical knowledge and skills for define a purpose .development the long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual & theoretical knowledge for general purpose

SIGNIFICANT OF TRAINING & DEVELOPMENT

The period of mass producing is over and the customers are very selective. Increased consumer demands require new solutions and knowledge. Due to increasing competition, the organization is required to constantly revise its product and service mix, managerial methods, and to increase productivity. Modern conditions of dynamic competition, sophisticated information technology, knowledge economy, market globalization, have changed the relation to importance of human resources in organization. These conditions actualize the human capital as the strategic resource of every organization. Differences between the organizations exist exactly due to the differences between human capital, i.e. the organizations human resources, ways of their management and development.

In a more and more global, complex and turbulent environment, knowledge is the only reliable source of competitive advantage. Traditional factors of manufacturing as the soil, labor and capital did not disappear, but their significance is not primary anymore.

Knowledge is viewed as the key of realization of a competitive advantage. And therefore the question of where the corporative knowledge is located, how to release it and develop to achieve organizational goals has become very important. Since the organizational knowledge is largely located inside the human mind, i.e. the head of employees, as carriers of knowledge and activities, human resources are becoming the key factor of business success.

Organizational development is always conditioned by human knowledge and skills. That is why, contemporary organizations pay more and more attention to the development of their employees. Thus, employee education and training are becoming an optimal answer to complex business challenges, and the management of human resources is taking central role in modern management. Through the process of employee training and development, the management of human resources provides constant knowledge innovation, creates conditions for mutual knowledge and experience exchange and proactive behavior, in this way contributing to competitive advantage and satisfaction of all participants in business procedures.

1) LEARNING
As a consequence of these procedures a learning organization has formed. The aim of this paper is to point to the fact that education and development of human potential are the basic factor for creation of basis for transformation from traditional to a learning company. Learning organization is organization that promotes learning of all of its members and it transforms permanently.

Individuals and societies that do not have enough knowledge are in inferior position, compared to societies and organizations that have it and even permanently acquire new knowledge. That is the reason why we say that success is not among the educated but among those that are learning permanently and everything changes except knowledge acquirement, which is constant. The fore mentioned statements in the best way show the direction in which learning organizations move.

2. EMPLOYEE TRAINING AND DEVELOPMENT Understanding the phenomenon of employee training and development require understanding of all the changes that take place as a result of learning. As the generator of new knowledge, employee training and development is placed within a broader strategic context of human resources management, i.e. global organizational management, as a planned staff education and development, both individual and group, with the goal to benefit both the organization and employees. To preserve its obtained positions and increase competitive advantage, the organization needs to be able to create new knowledge, and not only to rely solely on utilization of the existing. Thus, the continuous employee training and deployments has a significant role in the development of individual and organizational performance. The strategic procedure of employee training and development needs to encourage creativity, ensure inventiveness and shape the entire organizational knowledge that provides the organization with uniqueness and differentiates it from the others.

3)EDUCATION Education is no longer the duty and privilege of those in higher positions and skilled labour, but it is becoming the duty and need of everyone. The larger the organizations, the more funds they spend on education and provide their employees with greater and diverse possibilities of education and development.

Understanding the tremendous significance of education for the modern organization and confident that it represents a good and remunerative investment, present day organizations set aside more and more resources for this activity. Most of the organizations invest 3 to 5% of their revenue into adult education.

It is estimated that the organizations that desire to keep the pace with changes need to provide their employees with 2% of total annual fund of working hours for training and education. Thus, it is necessary to accept the model of permanent, continuous learning. That truth has been known for more than two centuries. Denis Diderot, a French philosopher and literate of the Age of Enlighten, wrote the following:

"Education shouldn't be finished when an individual leaves school, it should encompass all the ages of life...to provide people in every moment of their life with a possibility to maintain their knowledge or to obtain new knowledge".

The only way for present day organizations to survive is the imperative to innovate or perish. Since this depends on the knowledge the organization possesses, this imperative could be read as: learn faster than competition. The logical sequence is: knowledge

4) CREATION
Creation innovation competitive advantage. If knowledge is good, is it not true that the more knowledge we have, the better we are? Many organizations which consider knowledge as a good thing are trapped into the pitfall of gathering as much knowledge as possible. Knowledge that is not necessary is exactly what it is: unnecessary. And the efforts to obtain it are wasted efforts. The only important knowledge is the knowledge with strategic importance to the company, knowledge that helps to increase the value of the company; knowledge with significance to the strategy of the company .It is not about knowledge for the sake of knowledge, but rather knowledge according to the needs, applicable knowledge, knowledge to create innovation and competitive advantage.

Obtaining knowledge, learning, education, all could have a real effect on the quality of labor only if they are harmonized with the needs of a particular organization, its goals and the goals of its employees. The further choice of educational contents and educational methods, and the efficiency of educational effectiveness control depend on clearly defined educational goals and needs, answers to the questions of which knowledge is necessary to realize the strategy and the survival of the organization in general, which employees need to possess this knowledge and will this knowledge solve certain problems .Employee training and development does not imply only obtaining new knowledge,

5) ABILITIES Abilities and skills , valuable but also the possibility to promote entrepreneurship, introduce employees to changes, encourage the changes of their attitude, introduce the employees to important business decisions and involve them actively in the process of decision making.

To precisely define expectations and attract skilled workforce, more and more employment advertisings offer a certain number of annual hours or days for education .The most wanted resources are the people with particular knowledge, skills and abilities .Managers must learn to manage them, and the organizations to employ and retain them.

Knowledge based organizations must preserve their competitive advantage by retaining skilled workforce, workers knowledge, strengthening their motivation and improving the reward and compensation systems according to the workers' performances .Within the context of learning organization, it is not sufficient for the worker only to add value to the organization based on his knowledge, but he also has receive knowledge. He gives as much knowledge as he receives. For the present day employee swage by itself is not a sufficient incentive, but they also need investment into themselves in a sense of investing in their knowledge. Employees no longer work for money alone, nor can they be influenced by traditional attractive financial packages.

WHY TRAINING IS NECESSARY IN TODAYS ORGANISATION In todays world, if training and development opportunities are made available to our employee, you will lose them. Access to training and development has become a fundamental expectation of todays workforce. Train for the current role while developing to the next Use structure mentorship program to ensure skill transfer occurs Transferring information and knowledge to employers and equipping employers to translate that information and knowledge into practice with a view to enhancing.

WHY TRAINING IS NEEDED? To familiarize the employee with the company cultural. To increase the employees quantity and quality of output. To enable the employee to do new jobs and prevent his old skills to become obsolete. To prepare the employee for promotion to higher job. To reduce the supervision, wastage and accident. To impart the requisite skills to the employees so as to adapt to least technological advances.

FEATURE OF TRAINING 1) Enable the employees to deal with changing jobs and roles. 2) Develop knowledge, skills and for handling jobs most efficiently. 3) Bridges the gaps between the current level of employee knowledge, skills and attitude (KSA) and all the required level of KSA. 4) Training basically job related and need based. 5)Short term activity designed.

VALIDATION: Introduce and validation the training before a train the trainer workshop that focuses on presentation knowledge and skills in addition to training contents.

4.2. Mediating Variable

Employee Performance has positive relationship between training and development and organizational performance, having job satisfaction, competitive advantage and measurable performance as its three levers. 4.3. Dependent Variable In our research design, we need to focus on organizational performance which is a dependent variable and an outcome of good training and development strategy being implemented.

4.4. Survey Instrument

The present study uses hierarchical linear modeling for the analysis of the single-level data which has been collected through Questionnaire (Annex A), used as instrument.

4.5. Convenience Sampling

A convenience sample of 100 employees from different departments of an manufacturing multinational company was selected who were given a Questionnaire to be completed in own time and same returned after three days. Response rate was 77%. The survey was organized around four sections (for each hypothesis) covering the important aspects of learning organization and its strategic T&D alignment, training need analysis and line managers active involvement in TNA, training formalization including its Implementation and evaluation, and employee performance having job satisfaction, competitive advantage and measurable performance as it three levers. This study, used data obtained from employees from four different departments i.e., Finance, HR, Supply Chain and Sales & Marketing of a leading manufacturing company, of which 10-15 employees each department participated in the survey. The summary of results is given in Table 1(for responses). The reflection of each hypothesis (all proved as true) is also shown in histogram sat Figs: 2-5.

WHAT IS TRAINING It refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills. It forms the core of apprenticeships and provides the backbone of content at technical colleges and polytechnics. Today it is often referred to as professional development. Training is primarily concerned with preparing people for certain activities delineated by technology and by the organization and settings in which they work. Education helps students to choose their activities. Training helps participants to improve their performance. Education deals mostly knowledge and understanding. Training deals mostly with understanding, skill and action. Training embraces an understanding of the complex processes by which various factors that make up a situation interact. Training is the most important activity or plays an important role in the development of human resources. To put the right man at the right place with the trained personnel has now become essential in todays globalize market. No organization has a choice on whether or not to develop employees. Therefore training has nowadays become an important and required factor for maintaining and improving interpersonal and intergroup collaboration. Human resource is the life blood of any organization. Only through well-trained personnel, can an organization achieve its goals. Training is defined as learning that is provided in order to improve performance on the present job. A person's performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service. Training is provided for the present job. This includes training new personnel to perform their job, introducing a new technology, or bringing an employee up to standards. Training is mainly concerned with the meeting of two of these inputs -- people and technology. That is, having people learn to master a given technology.

DEVELOPMENT This term is often viewed as a broad, ongoing multi-faceted set of activities (training activities among them) to bring someone or an organization up to another threshold of performance. This development often includes a wide variety of methods, e.g., orienting about a role, training in a wide variety of areas, ongoing training on the job, coaching, mentoring and forms of selfdevelopment. Some view development as a life-long goal and experience. Training & Development is the field concerned with workplace learning to improve performance. Such training can be generally categorized as on-the-job or off-the-job. On-the-job describes training that is given in a normal working situation, using the actual tools, equipment, documents or materials that they will use when fully trained. On-the-job training is usually most effective for vocational work. Off-the-job training takes place away from normal work situation which means that the employee is not regarded as productive worker when training is taking place. An advantage of off-the-job training is that it allows people to get away from work and totally concentrate on the training being given. This type of training is most effective for training concepts and ideas. At a glance, we find that training gives the following results: 1) Growth, expansion and modernization cannot take place without trained manpower. 2) It increases productivity and profitability, reduces cost and finally enhances skill and knowledge of the employee. 3) Prevents obsolescence. 4) Helps in developing a problem solving attitude. 5) Gives people awareness of rules and procedures. 6) Builds better communications skills. 7) Develops hidden talent. 8) Ensures consistent quality. 9) Provides greater focus. 10) Produces more effective/productive efforts. 11) Clarifies the concept of marketing as a business process

TYPICAL REASONS FOR EMPLOYEE TRAINING AND DEVELOPMENT

Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.

rovement so far in a performance improvement effort.

Change in role in the organization. To "pilot", or test, the operation of a new performance management system. To trend about a specific topic.

GENERAL BENEFITS FROM EMPLOYEE TRAINING AND DEVELOPMENT There are numerous reasons for supervisors to conduct training among employees. These reasons include:

tegies and products

DETERMINATION OF TRAINING NEEDS In order to determine the training needs of an organization the HRD manager should seek information on the following points: a) Whether training is needed? b) Where training is needed? c) Which training is needed?

Whether training is needed? Training result from problems such as:

ing, struggling with the job;

In many organizations the determination of training needs is predominantly done through observations. One common method for recording observations is the check- list of training needs. It provides for indicating by a Yes or No check.

WHERE TRAINING IS NEEDED? After determining the need for training the manager should determine where the organization training emphasis can and should be placed. This involves a detailed analysis of the following factors: i. Structure of the organization, ii. Objectives, iii. Human resource and future plans, and iv. Cultural milieu.

WHICH TYPE OF TRAINING IS NEEDED? The last question to be answered by the personnel manager is about the type of training needed. This involves determining what knowledge, skills or attitudes each individual employee should develop to be able to perform his task in an effective way.

The three major skills which the employees of any organization need to successfully discharge their duties are: the conceptual skill, the human relations skill and the technical skill. Conceptual skill deals with ideas, technical skill with things and human skill with people.

THE TRAINING PROCESS:

ASSESSMENT PHASE a) Assess training need of different group of employee b) Define objectives PLANING TRAINING a) b) c) d) Design training programme Define Methods, content of programme About trainer Place and time of training programme

SELECTION OF TRAINEES Trainees should be selected on the basis of self-nomination, recommendations of supervisors or by the HR department itself.

SELECTION OF TRAINERS Training and development programmes may be conducted by several people, including following 1. Immediate supervisors, 2. Co-worker, 3. Members of the personnel staff, 4. Socialists in other parts of the company, 5. Outside consultants, 6. Industry associations, 7. Faculty members at universities. Large organizations generally maintain their own training departments whose staff conducts the programmes.

METHODS OF TRAINNG Makes a lasting impression has a reality that other types of training cannot provide. The worker in this Method learns to master the operations involved on the actual job situation under The supervision of his immediate boss. Some important advantages of this type of Training are as follows :a) It can be learned in a relatively short period of time, say, a week or two. b) It is highly economical. c) It is not located in an artificial situation, either physically or psychologically and, therefore, eliminates the possible problem of transfer of learning. There are several types of training programmer which make use of on-the-job training concept. Some of them are described below:ion

1) On-the-job training : Almost every employee, from the clerk to company president gets-the anew job and is told how it may be performed. It is primarily concerned with developing is an employee skills and habits consistent with the existing practices of an organization, and with orienting him to his immediate problems. 2) Vestibule Training: - This method attempts to duplicate on the job situation in a company 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. It is very efficient method of training semiskilled personnel, particularly when many employees have to be training for the same kind of work. 3) Learning by seeing or demonstration method: - In this method, the trainer describes and display something, as when he teaches an employee how to do something by actually performing the activity himself and by going through step by step explanation of why and how he is doing .Demonstration are very effective in teaching because it is much easier to show a person how to do a job then ask him to gather instructions from the reading materials, discussion etc.

4) Simulation: - Simulation is a technique, which duplicates, as nearly as possible, the

actual conditions encountered on the job. The training is essential in cases which actual on the job practice might result in a serious injury, a costly error, orthe destruction of valuable materials or resources.

5) Class-room or off-the-job training: - Off-the job training is not a part of every day job
activity. The actual location may be in the company classroom or in places which are owned by the company. These methods consists of

-playing

trainings

TRAINING PLAYS THE FOLLOWING ROLES IN AN ORGANIZATION

1) Increase in efficiency: Training plays active role in increasing efficiency of employees in an organization. Training increases skills for doing a job in better way. Though an employee can learn many things while he is put on a job, but he can do much better if he learns how to do the job. This becomes more important especially in the context of changing technology because the old method working may not be relevant.

2) Increase in morale of employees: - Morale is a mental condition of an individual or group, which determines the willingness to cooperate. High morale is evidenced by employee enthusiasm voluntary conformation with regulations and willingness to cooperate with others to achieve organizational objectives. Training increases employee morale by relating their skills with their job requirements. Trained employees can see job in more meaningful ways because they are able to relate their kills with job.

3) Reduced Supervision: Trained employees require less supervision. They require more autonomy and freedom. Such autonomy and freedom can be given if the employees are trained properly to handle their jobs without the help of supervision.

4) Increased organizational viability and flexibility: Trained people are necessary to maintain organizational viability and flexibility. Viability relates to survival of the organization during bad days, and flexibility relates to sustain its effectiveness despite the loss of its key personnel and making short-term adjustment with the existing personnel. Such adjustment is possible if the organization has trained people who can occupy the positions vacated by key personnel.

TRAINING PROCEDURE 1) Identify training needs: - These are certain steps that are performed for training the employees. The first step is to identify T&D needs. In this step we arrange and obtain support for the contribution of T&D to organizational strategy. Then we identify organizational T&D needs. Thereafter we agree priorities for developing the T&D function. These sub steps are followed by identifying the current competence of individuals of individuals and agreeing individuals and group priorities or learning.

2) Design T&D strategies and plans: - The second step is to design T&D strategies and plans. In this step first we identify resources required to implement a strategic plans and specify an operational plan that meets organizational requirements and further designing learning programs that meet learning needs and test, adapt and agree learning program designs.

3) Provide learning opportunities resources and support: - The third step is to provide learning opportunities resources and support. In this we obtain and allocate resources to meet the requirement of Training and development plans. Then prepare and present demonstrations and information to co-ordinate and assist the preparation and delivery of learning opportunities.

4) Evaluate effectiveness of T&D:-Fourth step in training is to evaluate the effectiveness of T&D, which involves plan setup, evaluate, and modify the learning plans. Then assess, coordinate, verify and identify previously acquired Competence.

5) Support T&D advances and practice: - And last step is to support T&D advances and practice. This includes evaluating and disseminating advances in T&D. Then we administer training facilities and after that establish and maintain information system

SOURCES OF T & D
Various sources from which evidence of training needs may be gathered are follows: 1. Informal observation 2. Merit rating 3. Suggestion system 4. Group discussion 5. Moral surveys 6. Tests 7. Employee counseling.

CONDUCTING A TRAINING PROGRAMME Now-days, training programs are gaining importance because they help to solve various

problems, which out of the introduction, of new lines of production, severe competition, changes in design and technique of production, change in the volume of business, etc. Training programs enhance overall organizational efficiency and effectiveness. Training has become a very significant management tool for bringing about desired changes in order to solve organizational problems and also to achieve organizational goals. Therefore to be very effective, the training function is required to be organized properly and systematically. Training programs consists of this steps .the first, or need analysis step, identifies the specific job performance skills needed, assesses the prospective training skills, and develops specific, measurable knowledge and performance objectives based on any deficiencies. In the second step, instructional design, you decide on, compile and produce the training program content. There may be a third validation step, in which bugs are worked out of the training program by presenting it to a small representative audience.

The fourth step is to implement the program by actually training the targeted employee group. Fifth step is an evaluation step, in which management assesses the program's successes or failures.

RESEARCH METHODOLOGY
MEANING OF RESEARCH:Research as the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art. The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as follows: Stage - I Exploratory Study: Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop m concepts more clearly, establish priorities and in improve the final research design. Exploratory study will be carried out by conducting: Secondary data analysis which included studying the website (www. Googale.com) of the company and also going through the various articles published in different sources (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Training and development process Experience surveys also conduct with Assistant-Manager Human Resources and the General Manager and Personnel Officer of training to gain knowledge about the nature of Training and development process followed in the organization. Stage II Descriptive Study: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Training and Development method being followed in Simon. The knowledge of actual training and development process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation.

Sample Selection : To know the Training and development process of the Simon for
identifying through Exploratory and Observational studies that the Assistant Manager Human Resources, the General Manager at Head office and The Esteemed Managing Director of the company are the right persons who provides training to the employees.

Research has shown specific benefits that a small business receives from training and developing its workers, including:
Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision.

Fig: Job Analysis Matrix It is a comprehensive description of all the functions and the responsibilities that a person has to carry out in due course of his job. It is very common for us sometimes to find that people of a particular department more or less perform the same kind of job and therefore a comparative study can be done on their performance to pinpoint on the training needs of those people who have not performed up to the mark. In here we can also include Job analysis in order to have a realistic and systematic appraisal of training needs. In order to do this first we need to break up the functions and responsibilities into categories. Next we have to classify these tasks/activities on the basis of their relative importance to the nature of the job. And lastly we can compute a priority listing of these tasks in order to have a catalogue of knowledge, skills and attitudes required for effective performance of the job.

EXPERIENCES OF THE TRAINING AGENCY

It is very common for organizations nowadays to hire professional training agencies in order to look into the training matters. The training agency and the trainers thus should also draw from their own experiences of organizing programs for comparable groups or in similar areas. However, earlier experiences can only serve to facilitate the process. It cannot be the sole basis, as training needs of majority of organizations are very specific.

EVALUATION OF TRAINING PROGRAM INTRODUCTION AND PURPOSE OF EVALUATION OF TRAINING PROGRAM: The process of examining a training program is called training evaluation. Training evaluation checks whether training program has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplace, or to the regular work routines. PURPOSE OF EVALUATION Feed back: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

ETHODS OF TRAINING EVALUATION: As Organization spend a large amount of their time and resources in the training and development of their employees, it is important to evaluate these programs for their effectiveness.

Cost-Benefit Analysis: A cost- benefit analysis helps in analyzing and evaluating any development efforts. A costbenefit analysis measures the benefits from the development program, against the monetary costs of development. These costs include the costs of materials, supplies, lost work time, travel expenses, consultant fees, and the like. Though it is easy to calculate the monetary costs it is difficult to translate the benefits into economic terms. For example, an improvement in an individuals Leadership skills cannot be measured in monetary terms. Though the cost benefit analysis sounds appealing, it may not always be practically useful. Gap Analysis: Another strategy to evaluate development efforts is to measure the extent to which the objectives of the program are met. Identifying the gap between the actual and desired level of performance helps in measuring the level of success of the development program. However this strategy depends on the quality of the objectives set.

Kirkpatrick's Four-Level Model

Level 1 - Reactions
Just as the word implies, evaluation at this level measures how participants in a training program react to it. It attempts to answer questions regarding the participants' perceptions - Did they like it? Was the material relevant to their work? This type of evaluation is often called a smile sheet. According to Kirkpatrick, every program should at least be evaluated at this level to provide for the improvement of a training program. In addition, the participants' reactions have important consequences for learning (level two). Although a positive reaction does not guarantee learning, a negative reaction almost certainly reduces its possibility.

Level 2 - Learning
Assessing at this level moves the evaluation beyond learner satisfaction and attempts to assess the extent students have advanced in skills, knowledge, or attitude. Measurement at this level is more difficult and laborious than level one. Methods range from formal to informal testing to team assessment and self-assessment. If possible, participants take the test or assessment before the training (pretest) and after training (post test) to determine the amount of learning that has occurred.

Level 3 - Transfer
This level measures the transfer that has occurred in learners' behavior due to the training program. Evaluating at this level attempts to answer the question - Are the newly acquired skills, knowledge, or attitude being used in the everyday environment of the learner? For many trainers this level represents the true assessment of a program's effectiveness. However, measuring at this level is difficult as it is often impossible to predict when the change in behavior will occur, and thus requires important decisions in terms of when to evaluate, how often to evaluate, and how to evaluate.

Level 4 - Results
Frequently thought of as the bottom line, this level measures the success of the program in terms that managers and executives can understand -increased production, improved quality, decreased costs, reduced frequency of accidents, increased sales, and even higher profits or return on investment. From a business and organizational perspective, this is the overall reason for a training program, yet level four results are not typically addressed. Determining results in financial terms is difficult to measure, and is hard to link directly with training.

RESEARCH METHODOLOGY OF SIMON TRAINING REPORT

For my project I required information like knowledge about the employees understanding, skills generated and the mastery gained during the training. Hence I have taken a insight at the performance of the employees through evaluation of performance, through questionnaires and data received by the management.

QUESTIONNAIRE: In this method, a list of questions related to subject is prepared and given to participants. The questionnaire contains questions and provides space. A request is made to participants to fill up the questionnaire and send it back within a specified time.

A) RESEARCH TOOL:For the data collection we used structured close-ended questionnaire as well as open ended questions. B) METHOD USED FOR DATA COLLECTION:Questionnaire and data available with the management. Formulation of Objective:After taken the project i formulate the objective. Objective of the project: To study the effectiveness of the training imparted by Indo Simon and its resultant in the performance of the employees. To know the perception of the employees regarding training methods in Simon electric To identify how training assists the employees to acquire skills, knowledge and attitude and also enhance the same. To study whether training helps to motivate employees and helps in avoiding mistakes.

A) Sample Size:Sample can be defined as the selection of a part or a group or an aggregate with a view in obtaining information about the whole population. For knowing the mind share of different brands we should target more population but because of lack of time we took sample of 100 people.

D) Design of the Questionnaire:The questionnaire is the most common tool in collecting data, so it should be carefully developed, tested and debugged before they are administered on a large scale.

E) Research Instrument:Questionnaires and information from the management F) Analyzing the Information:-For analyzing the data, which gather, first my need to arrange that in table as the questionnaire; it was mainly open ended so we had not face much problem. G) Data Tabulation:- My arrange the data in the form of table. H) Analysis:-After tabulation I analyze the data with the help of pie chart because in pie chart it was easy to understand everything in percentage as well as it gives better picture. I) Findings:-I found something form research J) Conclusion:-On the basis of finding there should be a short summary. K) Recommendation:-Should write some suggestion, as given by analysis of the data by the management and the questionnaire.

L) Data Analysis and interpretation a. Training program in business organizations are taking new shapes and dimensions, which one has to consider while dealing with the activities of training and development in the field of human resources. b. Training is so crucial that there is no need to mention its significance to the organization and as well as to the individual employees. Training begins right from the recruitment of an employee and follows thought the life span of the job of each employee of that organization. c. Training has bundles of numbers of actions to be performed in daily routine work and hence lot of quality, efficiency depends upon the performance level of the employee. Organization are very keen as far as training of employees are concerned and are always ready to spend what it takes to train and develop the employees in best concerned with the favor of the organization. d. Here we come to know the willingness of the organization regarding the employees and the cost they are bearing for that purpose. A good management always tries to cut down the unnecessary and unwanted expenditure of money. Hence if this area of management is taken care of and a very well planned. e. And a highly systematic initiative can result in heavy saving, in other words earning a healthy profit.

ANALAYSIS AND INTERPRETATI OF TRAINEES QUESTIONAIR

Table 1 : Represents the different methods of training and its convenience to the employees.

INTERPRETATION
The above figures show preference on the modes of training and it is found people prefer more on the job training

Table 2 : Represents the rating of training schedule.

Table 3 : Represents the satisfaction level of employees undergone training.

INTERPRETATION
Almost all the employees say that they were satisfied with the way the training activities are conducted while some people were dissatisfied.

Table 4: Represents the degree of development among the employees after the training was given.

INTERPRETATION
Maximum numbers of employees show a positive response in terms of their development, some feel they are not at all developed and others showed a passive response.

Table 5: Represents the improvement in skill and attitude and future aspects.

INTERPRETATION
Large number of employees experienced progress in their skills and its future aspects whereas some feel that they have not progressed and others cannot say now.

Table 6: Represents the degree to which the employees have successfully achieved their training objectives.

INTERPRETATION:
The degree of achievement of training objectives is higher among the employees and even in the least case the achievement case is above average.

Table 7: Represents the response of the employees regarding training aids provided for the training.

INTERPRETATION:
Mostly all the employees are in full satisfaction regarding the right type of training aids are provided for training and a very few of them feel otherwise.

Table 8: Represents the level of support from the superiors to the subordinates in completing the training

INTERPRETATION:
Superiors seem to be very supportive in Training programmes, as maximum number of employees responses are positive regarding support from the superiors.

Table9:Briefing sessions are conducted for participants sponsored for training.

Category Strongly Agree Agree Disagree Strongly Disagree

No. of Participants 3 24 19 4

Percentage 6% 48 % 38 % 8%

Strongly Disagree 8% 8% Disagree 38%

6%

Strongly Agree 6%

38%

Agree 48%

48%

INTERPRETATION:
From the response of the participants, it is evident that some of the departments in the organization are practicing briefing sessions before training program in an informal manner but there is no formal process of briefing

Table10: In your opinion, what factor creates difficulty in applying

new skills on the job?

Category Lack of opportunity Lack of time Skills were not relevant No supervision Lack of coaching or

No. Of Participants

Percentage

16 17 7 1 9

32% 34% 14% 2% 18%

feedback

Chart Title
35 30 25 20 15 10 5 0

Lack of opportunity Lack of time Skills irrelevant No supervision Lack of coaching

INTERPRETATION:
Most of the participants feel that lack of opportunity and lack of time are the main factors creating difficulty in applying new skills

11) What was the impact of training? (a) Increased morale (c) Both (b) Increased speed of work

12) How many promotion you have had after your training (a) One (c) No promotion (b) More than one

13) Do you agree that the programme would have been more beneficial if some more background material would have been sent in advance? (a) Strongly agree (c) Difficult to say (e) Not at all (b) Agree (d) little

LIMITATION
This study was conducted short time I faced financial problem because of which my study was confined to a small population. The sample size was only hundred hence the findings may not be the representative of the whole population. Convenience sampling method was used, which may have caused biased decisions.

Observation and findings

a. Though by and large, substantial number of employees is content with the way the training is conducted, still there is a scope to analyze at micro level whether the negatives respondents were either non attentive confronted confused or otherwise. Based up on the data there is a scope to take corrective action. b. The cooperation between the colleagues and the level of support they share with each other binds them in an attachment towards the company. However progressive feedback relating to change in the behavioral pattern and scope for redesigning subsequent training programs need to be examined & explored in proper perspective c. Regional behavior and language influence is higher during training and even after delivering their language; the desired effects are not seen. Some of the superiors do not bother to make Development Action Plans and submit to the trainers. The static and superficial approach of the supervision needs to be dealt with appropriately

d. The training is mainly conducted all around India, the trainers have to travel but sometimes the logistics and arrangement is non-satisfactory. Rescheduling the programmed in advice and informing the participant with due lead time may alleviate the logistic problem the proximity, approachability and accessibility are the three major parameter while considering the venue

e. The findings from the data analysis from the questionnaire show a positive improvement, enhancing and overall rating about the training programmed. f. The reality learning and simulations were thoroughly enjoyed by the employees who have received it.

RECOMMENDATION
In todays competitive world and success. Thus recruitment of the employees must be made not only on skills and attitude but also the attitude of the employee. If an employee has a positive attitude then training for him can be more effective, he has a positive effect on the climate.

The raining records must be maintained, preserved properly and updated timely.

Proper care should be taken while selecting the trainers.

INDO SIMON trainers must be given continuous feedback and the training should be performed as a continuous planned activity.

New and different trainers should be invited so that the maximum impact can be got from the training programmes.

Co ordination and interaction of the employees of all levels must be encouraged to locate new talents among employees.

Solution to some of the problems faced by the employees, should be suggested by the employees themselves to make them feel valued at the organization.

The DAP( Development Action Plans) must be prepared and given to the trainers as soon as possible for further follow up from the side of the trainers.

Conclusion
a. Analysis of all the facts & figures, the observations and the experience during the training period gives a very positive conclusion/ impression regarding the training imparted by the INDO SIMON trainers. The Simon is performing its role up to the mark and the trainees enjoy the training imparted especially the reality learning and simulation.

b. The training imparted meets the objectives like: Effectiveness of the training and its resultant in the performance of the employees .Assists the employees to acquire skills, knowledge and attitude and also enhance the same. Helps to motivate employees and helps in avoiding mistakes.

c. It becomes quite clear that there is no other alternative or short cut to the development of human resources. If we have to meet the challenges of technology, social and economic we have to train the hr irrespective to their category at which they work in the organization.

Bibliography
www.google .com Wikipedia.com Human resource management, V S Rao Human resource management, Dilraj Wadhwa Research methodology Kumar- Mittal & Dipak Chawla