PROJECT REPORT

PERCEPTION

OF PERSONNEL ABOUT TRAINING IN ESCORT HEART INSITITUTE AND RESEARCH CENTER IN

NEW DELHI

Submitted in M.B.A in RAI BUSINESS SCHOOL MEADOWS with specialization in HRM 2008
Submitted To :Miss Preeti Nigam Lecture in Mgt. Rai Business School Meadows
FARIDABAD

Submitted By :Nisha Malik

RAI BUINESS SCHOOL MEADOW S

ACKNOWLEDGEMENT
I wish to express my sense gratitude to Associate Director Mrs. Alka koal for give me opportunity to get sixteen weeks Industrial Training in Escort Heart Insititute And Research Center in New Delhi. My especially thanks to Miss . Preeti Nigam and Dr. Meena Jindal (Lecturer In Mgt.). I am highly debated to my guide Miss. Preeti Nigam(Lecturer in Mgt.), Rai Business School Meadows whose acute and precise guidance could make this study Comprehensive and extensive. My deep sence of appreciation and thanks to Mrs. Anjana Nath(Head HR ), Mr.Mohit Gupta, Mr. Sandeep, and Mr. Mukesh in Escort Heart Insititute And research Center for his co- operation and valuable comments
Nisha Malik

PREFACE The highly competitive world of business today, much more then the practical knowledge required and due to this practice orientated course must include practical training in its curriculum. As it is well none fact that the theoretical knowledge is nothing without practical knowledge or we can say both are incomplete without each other as well as practical knowledge and practical skills are incomplete without each other and now a day later one is more important as it is quite evident from the prevailing environment. As I had opted for a two-year course in Rai Business School Meadows with specialization in Human Resource Management as a professional carrier, the importance of practical training increased manifold. So to gain knowledge about all this accepts. I underwent a practical training session of 16 weeks in Escort Heart Institute and research Center {New Delhi} in the Human Resource Management Nisha Malik

Escorts Heart Institute and Research Centre Limited Since its inception in 1988, the Escorts Heart Institute and Research Centre has offered the highest standards of heart care to patients all over India, neighbouring countries and other parts of the world. It has completed 17 years of excellence in providing highest standards of cardiac care in India and globally and is considered the largest stand alone Cardiac Centre in the world. This is borne out of the fact that till date, at the EHIRC, New Delhi, more than 92,000 Angiographies, 20,000 Angioplasties and 50,000 Cardiac Surgical procedures have been carried out. The Institute has the distinction of providing comprehensive cardiac care spanning from basic facilities in Preventive Cardiology to the most sophisticated curative technology. Today, the Institute is recognized as a leader in the field of Cardiac Surgery, Interventional Cardiology, Pediatric Surgery and Cardiac Diagnostics. The Institute has specialized in offering surgery to high-risk patients and has introduced innovative techniques of minimally invasive and robotic surgery making it an advanced Tertiary Referral Centre. It is an ISO 9001 approved facility and is a Centre of excellence providing the latest technology in Cardiac Bypass Surgery, Minimally Invasive Surgery (Robotics), Interventional Cardiology, Non-invasive Cardiology and Pediatric Cardiology. The hospital has 325 beds, 9 Operation Theatres, 5 Cath Labs, 3 Heart Command Centers, 2 Heart Stations, 16 slice CT Scan, MRI besides a host of other facilities. EHIRC has taken a landmark step in introducing Robotic Cardiac Surgery by installing the first da Vinci Surgical System in this Region. It is the only center from Germany to Japan, which is using the Totally Endoscopic coronary artery bypass surgery with the use of the da Vinci Surgical System. Till now, over 250 cardiac surgeries have been performed with 100% success rate. The hospital is backed by the most advanced in-house laboratories performing a complete range of investigative tests

in the field of Nuclear Medicine, Radiology, Bio-chemistry, Haematology, Transfusion Medicine, a Blood Bank and Microbiology. The hospital is centrally air-conditioned and environmentally sealed to ensure optimum comfort with ideal asepsis and hygiene. EHIRC, New Delhi, is unique in the field of Preventive Cardiology with a fully developed programme of Monitored Exercise, Yoga & Meditation for Life-Style and Stress Management. It also offers a choice of Executive Health Check-up Programmes at its modern Executive Centre to enable prevention, early detection and reversal of cardiac disease. At the EHIRC, patients have been treated from India, the SAARC Region, Middle East, Africa, UK, USA, Canada and the CIS Republics. Top

Escorts Heart Institute and Research Center

Escorts Heart Institute and Research Center (EHIRC), an ISO 9001 institute has a total of 164 Critical Care beds to provide intensive care to patients after surgery or angioplasty, emergency admissions or other patients needing highly specialized management. The hospital is backed by the most advanced laboratories performing complete range of investigative tests in the field of Nuclear Medicine, Radiology, Bio-chemistry, Haematology, Transfusion Medicine and Microbiology. Performed over 9756 Angiographies, 2707 Coronary Interventions, 5519 Cardiac (3214 CABG, 563 Valve, 765 Congenital, 977 other) surgeries in 2005.

HISTORY EHIRC is located in New Delhi, India and the facilities are housed in three adjoining spacious buildings connected through an exclusive subway. The hospital has more than 326 beds, 9 Operation Theaters, 4 Cath Labs, 2 Heart Stations besides a host of other facilities. The hospital has a total of 164 Critical Care beds to provide intensive care to patients after surgery or angioplasty, emergency admissions or other patients needing highly specialised management including tele-cardiology.

MISSION STATEMENT

MISSION Our Mission is to improve the quality of health care and become the most revered healthcare service provider in India by 2010. VISION To create a world-class integrated healthcare delivery system in India, entailing the finest medical skills combined with compassionate patient care. This will be achieved by:

Providing state-of-the-art world standard health care that exceeds expectations of patients and families. Pursuing independent as well as collaborative research in all aspects of cardio-thoracic medicine and surgery to develop affordable solutions for heart problems of this region. Establishing a network of joint ventures and satellite centers to extend the availability of quality health care in India and other developing countries. Providing expert training for medical, para-medical, nursing and other professionals in the field of heart care. Networking with other organizations to promote health and wellness in society through education, preventive checkups and community outreach programs.

VALUES HONESTY Conduct everything we do with highest standards of professional and ethical integrity. EXCELLENCE Pursue excellence and continuous improvement in technology, skill, services and quality of interaction.

ATTENTIVENESS Be responsive to the physical and emotional needs of patients and their families, and expectations of the society. RESPECT Show respect, compassion and truthfulness towards patients, coworkers and all persons we encounter. TEAM WORK Recognize that working together can create a power greater than the sum of individual activities, and that mutual respect demands collegiality, consensus seeking and cooperation.

INFRASTRUCTURE

EHIRC is located in New Delhi, India and the facilities are housed in three adjoining spacious buildings connected through an exclusive subway. The hospital has more than 329 beds, 9 Operation Theaters, 4 Cath Labs, 2 Heart Stations besides a host of other facilities. The hospital has a total of 130 Critical Care beds to provide intensive care to patients after surgery or angioplasty, emergency admissions or other patients needing highly specialised management including tele-cardiology (ECG transmission through telephone). The hospital is backed by the most advanced laboratories performing complete range of investigative tests in the field of Nuclear Medicine, Radiology, Bio-chemistry , Haematology, Transfusion Medicine and Microbiology. The EHIRC is unique in the field of Preventive Cardiology with a fully developed programme of Monitored Exercise, Yoga and Meditation for life-style management. The hospital is centrally air-conditioned and environmentally sealed to ensure optimum comfort with ideal asepsis and hygiene. A safe power generation and UPS system ensure that life saving equipment function without interruption. The hospital has a vast computer network of over 300 nodes linked through ethernet, utilising the latest IT tools striving to support the best care and service to the patients.

Statatics At a Glance

Associate Hospitals

Escorts Heart and Super Speciality Institute Ltd. Majitha-Verka Bypass Road, Amritsar 143 004. Punjab. Ph: (0183) 257 3900 10 Fax: (0183) 257 3910 A 166-bedded super-speciality cardiac care institute is fully functional since January 2003. Provides the same facilities as at Escorts Heart Institute and Research Centre New Delhi. EHSSIL has a full-fledged heart station, heart command centre, cardiac catheterisation lab, OTs and wards providing specialized cardiac care in form of OPD, IPD and emergency cardiac services. Facilities of 2D echo doppler, stress echocardiography, TMT, EKG, pulmonary function tests, holter monitoring, peripheral Doppler studies, coronary and peripheral angiography, coronary, carotid, renal and peripheral angioplasty and stenting, pacemaker implantation, balloon valvuloplasty and cardiac surgeries are available. With the introduction of other super-specialities like Nephrology, Gastroenterology, Pediatrics etc., EHSSIL Amritsar now offers specialized renal treatment through computerized dialysis machines, specialized endoscopic procedures including treatment of liver diseases and specialized pediatric surgery procedures.

Escorts Hospital & Research Centre Ltd. Neelam Bata Road, Faridabad - 121 001. Haryana. Ph: (0129) 241 7092 96, 241 6096 - 97 Fax: (0129) 242 6586 EHRC is a 250-bed multi-speciality facility providing a whole gamut of specialized medical services. The hospital is reputed for tertiary care services in cardiology, cardiac surgery, angiography, angioplasty, joint replacements, urology, neurology, plastic surgery, general surgery and minimally invasive surgery.

Escorts Heart Centre Pt. J.N.M. Medical College, Raipur - 492 001. Chhattisgarh. Ph: (0771) 288 1212 / 288 1200 / 4034659 Fax: (0771) 288 1212 A joint venture with the Govt. of Chhattishgarh, the Escorts Heart Centre is a 45 bedded super-speciality cardiac centre. It has fullfledged heart station, heart command centre, cardiac catheterisation lab, OTs and wards providing specialized cardiac care in form of OPD, IPD and emergency cardiac services. Facilities of 2D echo doppler, stress echocardiography, TMT, EKG, pulmonary function tests, holter monitoring, peripheral Doppler studies, coronary and peripheral Angiography, coronary, carotid, renal and peripheral angioplasty and stenting, pacemaker implantation, balloon valvuloplasty and cardiac surgeries are available at the centre.

Escorts-Goyal Heart Centre Goyal Hospital, 961 / 3, Residency Road, Opp. Rotary Hall, Jodhpur - 342 003. Rajasthan. Tel: (0291) 243 2144 / 243 4144 / 2625933 Fax: (0291) 262 5933 100 bedded Multi-speciality hospital in Jodhpur. Doctors from Escorts Heart Institute & Research centre New Delhi, from Department of Cardiology, Cardiac surgery and Anesthesiology are stationed here to perform cardiac surgery, angiography, angioplasty, pace maker implantation including post-operative care. The Centre has OPD clinics with a well-equipped Heart Station for diagnostics.

Escorts-Arneja Heart Institute, 123, Ramdaspeth Behind Nagpur - 440010 Maharashtra.

Ph.: 0712-2548721,2560848 Doctors from Escorts Heart Institute & Research centre New Delhi, from Department of Cardiac surgery and Anesthesiology are stationed here to perform cardiac surgeries including post-operative care.

Cath Diagnostiks Inc (P) Ltd, F I Hospital 37, Cantt Road, Lucknow Ph. (0522) 2202324, 2202479 Doctors from the department of Cardiology visit this hospital to perform Angiography, Angioplasty BMV & Pacemaker implantation

Durdans Heart Surgical Centre (Pvt.) Ltd., 3, Alfred Place, Colombo 3. SRI LANKA. Ph: (0094-1) 575205, 575206, 573930 Fax : (0094-1) 564698 Doctors from Escorts Heart Institute & Research Centre, New Delhi from the Departments of Cardiac Surgery and Anesthesiology are stationed here to perform cardiac surgeries including post-operative care.

Norvic-Escorts Health Care and Research Centre, P.O. Box 14126 Thapathali, Kathmandu. NEPAL. Ph: (00977-1) 258554, 21260 Fax : 248656, 226293 Doctors from the Department of cardiology are stationed here to

provide emergency cardiac care, OPD consultations, 2D Echo Doppler, holter monitoring, stress testing, angiography and pacemaker implantation.

TRAINING & DEVELOPMENT

INTRODUCTION: Training & Development is one of the most effective means for inculcating dynamism and self-renewing capability. It also attempts to cope up with the barriers to the competencies and nourishes the overall health of the organisation. Our aim is to integrate individual development needs with the business needs and make training a participative process.
TRAINING CYCLE LOOP

The training needs related to TQM of group companies are mostly provided by internal faculties or by our external counselors like Dr. Sumit Roy and Mr. Ram Mohan. Unit / Company specific trainings are provided during counseling of units and needs common to group companies are provided centrally in a selected location.

Objectives and scope of study

The scope of study of this project is focused on variety of reasons why an employer or employee may decide to follow a training programme. Some of the major reasons include gaining a competitive edge, improving personal skills, satisfying legislation or code requirements, achieving individual reward and gaining recognition (e.g. Investor in People). These general objectives of training can be broken down into a series of more specific aims: Gaining a competitive edge

Improving quality of staff Improving quality of product Reducing operating costs Opening new markets, etc

Improving personal skills

Career-path development Staff multiskilling and flexibility Obtaining recognized qualifications Developing management techniques

IMPORTANCE OF TRAINING: The main importance of training is to reduce accidents, eliminating wastages and increase quality in these areas as:

Training brings improvement in employee skill, which in turn increases the quality and quantity of output. This increase in primary objectives will be reflected in increased returns to employees; personal rewards being affected by individual productivity. There is the ever-present need for training men on the hob to meet changing techniques frequently. Jobs have a way of changing. So, men must be retrained to handle the new jobs and to meet the requirements of the new methods properly. For untrained workers, training by the employer is the only method open to learn how to do the job.

Indian economy is opened for the rest of the globe. There would be heavy competition for Indian industries from outside market. Indian industries would be forced to maintain total quality and adopt latest technology. Training assumes greater significance in view of these changing conditions. Training is inevitable as it develop the skills and knowledge of employees and enables them to take up challenging jobs. Training also helps the employees whose performance is below expectations and standards. Training builds up self-confidence in the employees. Skills, knowledge and abilities acquired through training develops total human resources of the organization.

OBJECTIVES OF TRAINING: The Personnel Manager formulates the following training objectives keeping the Companys overall objectives in mind:

To prepare the employee both new and old to meet the present as well as the changing requirements of the job and the organization. To prevent obsolescence. To impart the new entrants the basic knowledge and skill they need for an intelligent performance of a specific job. To prepare employees for higher level tasks. To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields.

To build up a second lien of competent officers and prepare them to occupy more responsible positions. To ensure economical output of required quality. To promote individual and collective morale, a sense of responsibility, cooperative attitudes and good relationships. Training helps in acquiring problem solving skills. Much of a mangers work is solving problems. These include organizing his own and his subordinates activities, planning and a wide range of other decisionmaking activities. These are skills involved in diagnosing problems, interpreting relevant data, accessing alternative solutions and getting feedback concerning the effectiveness of the solution.

TYPES OF TRAINING: Training methods and content may not be the same for different categories of employees. As such management has to offer training to different categories of employees based on job analysis. The methods adopted would, therefore, be different. The different types of training are as follows:

Induction or orientation training: It is a type of training given as an initial preparation upon taking up a post. Its goal is to help new employees reach the level of performance expected from an experienced worker. Induction programme is carried out, in order to help new entrants to overcome his sense of eagerness to familiarize with the organization, introdusing to his colleagues, explaining them the rules & regulations, policies and procedures that directly affests him, making him aware of his duties, responsibilites and to whom he/she should look for when he/she has any problem ans to tell him how are they going to contribute towards the growth and prosperity of the organization, so that he is able to give his best to the organization.

Job training: The objective of job training is to increase the knowledge of workers about the job with which they are concerned, so that their efficiency, skills and performance can be improved. In job training, workers are given training to learn about correct methods of handling machines, equipments, avoiding accidents and minimizing wastes.

Refresher training: With the passage of time, employees may forget some of the methods, which were taught to them, or they may have become outdated because of technological development and improved techniques of management and production. Refresher training is arranged for existing employees in order to provide them an opportunity to revive and also improve their knowledge.

Apprenticeship training: Apprenticeship is a system of training a new generation of skilled crafts practitioners. Apprentices build their careers from apprenticeships. Most of their training is done on the job while working for an employer who helps the apprentices learn their trade. It is widely used in many industries. Under this method both knowledge and skills required for a job are taught to the employees of a company. The apprenticeship programmes involve on-the-job training and experience with classroom instructions for particualr topics.

Internship training: It is usually meant for those jobs where advanced theoretical knowledge is to be backed up by practical experience on the job. Under this method, the professional institutes enter into arrangement with a big business enterprise for providing practical knowledge to its student.

BENEFITS OF TRAINING: The benefits of training to an organization are:

Training helps the employee increase their level of performance on their assignment. An increase in skill usually helps increase both the quality and quantity of output.

Training does not eliminate the need for supervision, but it reduces the need for constant supervision. Trained employees will make economical use of materials and equipment. This will reduce wastage of materials.

The benefits of training for the employees:

Employees on a personal basis gain individually from training. Training improves the performance of the employee and makes him more useful and productive. Old employees are provided with refresh training to enable them to know about the changing methods, techniques and used of equipment. Training creates a feeling of confidence in the minds of employees. It gives safety and security to them in the organization.

TRAINING

NEEDS

ARE

IDENTIFIED

THROUGH

FOLLOWING

MECHANISM: 1) Performance Appraisal: Training needs for staff members are identified through performance appraisal system, which is administered annually in the month of April every year. Further, staff member joining between January to March are not appraised in the Month of April rather in next financial year but their training needs are identified along with the rest of the staff members. However, any staff member joining between April to December are appraisal in the financial year in the month of April and their training needs are also identified formally in the month of April next year but during the current year they are also included in training programme as per the Annual Training Calendar schedule on the recommendation of their respective HOD. Training needs identified through the appraisal system is taken as a major input for formulating Annual Training Calendar (April-March). The Appraisal System at Minda corporation limited Annual appraisals help in evaluation of the overall performance or objectives achieved over the period of a year against the KRA. The annual appraisal also acts as a development tool to help identify an employee potential, strengths and areas of improvement and an action plan for development and growth of the employee.

The annual appraisal focuses not only on the objectives achieved but also the manner and methodology by way of which they have been achieved. Contents of appraisal format: 1) Task vs. Achievement 2) Identify motivating/interesting & demotivating factors, potential, strengths & weakness and a developmental plan for each employee. 3) Evaluate employee skills in terms of his management of work and people, personality traits, leadership potential etc. 4) Identification of training areas/needs. 2) Organizational Needs: Training needs input are also taken from organizational needs keeping business plan / customer requirement / collaborator requirements into consideration. 3) Development in Internal & External Environment: Development in the internal environment, because of restructuring / change in specific assigned task / change in technology may lead to situations / decisions demanding for some training inputs. Development in the external environment because of change in Govt. policies / business environment may lead to some needs for training.

4) Change in Quality Management System: Any change in quality management system may require in training, the identification of which is done by concern originating department. The

concerned HOD should communicate about the need for Head-HRD for organizing the training (e.g. Training on Work Instruction / Form & Formats / Standard Operating Procedure / Reference Documents).

Operators training

In order to upgrade the skill level of existing operators and to implement the multiskilling in the shop floor, we have started operators on-the-job training programme by using the following techniques. Divided all the operators in four levels (viz. Level I,II,III & IV) according to the critically of operations. One full day classroom training of different level of operations Post training test Next consecutive 5 days on-the-job practice session & monitoring the learning level. Identified upgraded skill levels by colour coding. Post training monitoring for on-the-job effectiveness.

Development of employees at Minda Corporation is a dynamic and continuous process and human resource team shall aim at making people capable of responding to changing priorities of the organization. It further implies that human resource development efforts shall be focused towards improving managerial, technical & personal competence and thereby continued to contribute to enhancement of the performance of the organization. Employee retention is one of the key concern at Minda Corporation. The HR system is designed in such a manner which provides. An open, flexible, challenging, thought provoking work environment together with the job profile that is challenging, to meet employees expectation. Compensation and career growth is structured to attract the best talent in the industry. Minda corporation career growth plan is designed to help each employee grow in the organization commensurate with his potential and in line with his aspirations, his performance and quality. A performance evaluation mechanism which provides an open feedback and opportunities for employees to develop themselves. An encouraging working environment that helps each employee to implement his thoughts and ideas and makes significant contributions as a team member towards achieving the organizational goals. Environment which is supportive and fosters to the growth needs of individuals as well as the organization as a whole.

WHAT IS TRIANING? Training is defined as a planned programme designed to improve performance & bring about measurable changes in knowledge, skills, attitude & social behaviour of employees. In other words, training enables an employee to do his present efficiently thereby upgrading his skills. Training imparts the ability to detect and correct error. 1. Training is needed to bridge the gap between what the employee has & what the job demands. 2. It is necessary to make employees versatile so that they can be placed on various jobs depending on organizational needs. 3. It helps in preparing existing employees to carry our higher level jobs. 4. It also help is keeping employees abreast of latest developments in job operations such as change in technology. 5. Trained employees can perform their work effectively even with little supervision. Methods of Training There are mainly two types of methods / techniques by which managers can acquire the knowledge, skills and attitudes and make themselves competent managers. One is through formal training and the other is through on-the-job experiences. On-the-job training is of utmost importance as the real learning takes place only when the learner uses what one learnt. But it should be remembered that classroom training have also got their own importance in gaining new knowledge, new techniques and broader concepts.

Learning is haphazard without theoretical background and learning can never be called true learning if it is just theory without practice. When on-the-job training is properly balanced with the class-room training, (off-the-job) the real learning takes place. But a fundamental criterion in selecting a learning method should be the appropriateness of that method to the learning objective.

On-the-job training Coaching: In coaching the trainee is placed under a particular supervisor who acts as an instructor and teaches job knowledge and skills to the trainee. He tells him what he wants him to do, how it can be done and follows up while it is being done and corrects errors. Coaching should be distinguished from counseling. Counseling involves a discussion between the boss and his subordinates of areas concerned with the mans hopes, fears, emotions and aspirations. It reaches into very personal and delicate matters. To be done correctly, counseling demands considerable background and ability on the part of the counselor. If carried out poorly, it may do considerable damage. The act of coaching can be done in several ways. The executive apart from asking them to do the routine work, may ask them to tackle some complex problem by giving them chance to participate in decision-making.

One of the important limitations of this technique is that the individual cannot develop much beyond the limits of his own bosss abilities. Job Rotation: The transferring of executives from job-to-job and from department-to-department in a systematic manner is called job rotation. When a manager is posted to a new job as a part of such a programme. It is not merely an orientation assignment. He has to assume the full responsibility and perform all kinds of duties. The ideas behind this is to give him the required diversified skills and a boarder outlook, which are very important at the senior management levels. It is up to the management to provide a variety of job experiences for those judged to have the potential for higher ranks before they are promoted. Job rotation increases the interdepartmental co-operation and reduces the monotony of work. It helps the executives to develop general management perspective and does not allow them to continue themselves to their specialized field only. JOB INSTRUCTION: THIS METHOD IS ALSO KNOWN AS TRAINING THROUGH STEP BY STEP. UNDER THIS METHOD, TRAINER EXPLAINS THE TRAINEE THE WAY FO DOING THE JOBS, JOB KNOWLEDGE AND SKILLS AND ALLOWS HIM TO DO THE JOB. THE TRAINER APPRAISES THE PERFORMANCE OF THE TRAINEE, PROVIDED FEEDBACK INFORMATION AND CORRECT THE TRAINEE AS SHOW IN THE EXHIBIT.
Exhibit: Process of training under job instructing method * Step 1: Prepare the employee for instruction Put him at ease.

* Step 2: Present the job. * Step 3: Have him do the job * Step 4: Follow thorough

Committee Assignment: organization.

In this method, a committee is appointed to

discuss, analyse and give suggestions related to important aspects of the

Off-the-job training Vestibule Training: In this method, actual work conditions are simulated in a classroom. Material, files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from a few days to a few weeks. Theory can be related to practice in the method. Role Playing: Role playing is a training technique where, without a script, participants act out a situation in front of the rest of the group. In order to decide what they will say and do in the role play, participants are given a situation described in detail and assigned a role to play. Role players and observers are aware of the general situation, but individual role players may be the only ones aware of the intricacies of their respective roles. The intricacies are either told to the role players individually, or written on a slip of paper for each role player. After the role play is completed, it is discussed by the entire group. Role playing can be used to examine delicate problems, or to explore solutions and to provide insights into attitudes differing from those of participants.

During training workshops and routine reviews, role playing games are an effective method of increasing awareness, enhancing participant analysis of field situations, and familiarizing participants with the roles, aims, perspectives and positions of people whom they will meet in the field. Lecture: The lecture is, by definition, words spoken by the instructor. It is thus a "verbal-symbol" medium, offering a relatively passive and unstimulating experience for learners, unless the speaker has unusual vocal and rhetorical talent. The lecturer needs plenty of interesting examples to illustrate theory, colorful and persuasive language to enhance a wellorganized pattern of ideas, and a pleasant and stimulating voice. Conference & Seminars Training: A conference seminar is a meeting of several people to discuss the subjects of common interest. Better contribution from members can be expected as each one builds upon ideas of other participants. This method is best suited when a problem has to be analyzed and examined from different view points. It helps the member develop their ability to modify their attitudes. Participants enjoy this method of learning as they get an opportunity to express their views. This method is used for executive development as it helps them to identify, define, guide, discuss and summarize a problem or a situation.

 PROGRAMMED INSTRUCTION: PROGRAMMED INSTRUCTION IS ONE OF THE INNOVATION TECHNOLOGY DEVELOPED IN RECENT YEARS. THE MATERIAL TO BE LEARNED IS PREPARED IN SUCH A WAY THAT IT CAN BE PRESENTED TO THE LEARNER IN A SERIES OF SEQUENTIAL STEPS. THESE STEPS PROGRESS FROM SIMPLE TO MORE COMPLEX. THE BIGGEST ADVANTAGE OF THIS METHOD IS THAT THE LEARNING TAKES PLACE AT THE STUDENTS OWN PACE. HE PROCEEDS FROM FRAME TO FRAME. IF HIS RESPONSE IS CORRECT, HE IMMEDIATELY GETS INFORMATION INDICATING THAT HIS RESPONSE WAS CORRECT AND HE CAN PROCEED TO THE NEXT STEP. IF HIS RESPONSE IS INCORRECT, HE IS INSTRUCTED TO RESTUDY THE MATERIAL OR HE IS TOLD WHY HIS RESPONSE WAS WRONG. IT IS THUS POSSIBLE TO GUIDE THE PROGRESS OF STUDENT IN AN ORDERLY MANNER JUST AS A TUTOR WOULD DO. THIS METHOD IS EXPENSIVE AND TIME CONSUMING.

10 ASSIGNMENTS TO GIVE LEARNING PARTNERS One of the most effective and efficient ways to promote active training is to divide a class into pairs and compose learning partnerships. It is hard to get left out in a pair. It is also hard to hide in one. Learning partnerships can be short term or long term. Learning partners can undertake a wide variety of quick tasks or more timeconsuming assignments, such as those in the list below.

 Read, critique, or edit each other's written work. Interview each other concerning reactions to an assigned reading or a video. Read and discuss a short written document with each other. Question each other about an assigned reading. Recap a lecture or demonstration with each other. Develop questions together to ask the facilitator. Analyze a case problem, exercise, or experiment together. Test each other. Respond to a question posed by the facilitator. Compare notes taken in class.

The training process is made up of three phases: 1) Pre-Training: This may also be called the preparation phase. The process starts with an understanding of the situation requiring more effective behaviour. It helps to determine the type of training needs a group/individual has & what training can be provided so as to achieve

organization goals i.e. how needs can be fitted in achieving the overall organizational objectives. 2) Training: During the course of the training participants focus their attention on the new impressions that seem useful, stimulating and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main purpose remains. Participants explore in a training situation what interests them and a training institutions basic task is to provide the necessary opportunities. Finally, they incorporate this new fact into their habitual behaviour in the training situation. If they do not find it useful, they discard it, try some variant, or discontinue learning in this direction. The intricate process of selection and testing is continuous and more or less conscious. It is important that work organization meanwhile prepare the condition for improved performance by their participants upon their return. 3) Post-Training: This may be called the follow-up phase. When training per section concludes, the situation changes. When the participants return back to work from the training, a process of adjustment begins for everyone involved. The newly learned skills undergo modification to fit the work situation. Participants may find their organization offering encouragement to use the training and also support for continuing contact with the training institution. On the other hand, they may step into a quagmire of negativity.

TRAINER'S ROLE Training is extremely important when you consider the changes that are taking place in the working environment today, aging workforces, shortages of skilled workers, technological advancements, increasing global competition and the

Nationalization efforts that play such a primary role in the local region. Managers are responsible for setting up a training program that has a clearly define structure and objectives that are understood by everyone involved with the development process. Now that the manager's role is understood we need to focus on the individuals that will have the biggest roles in the integrated competencybased system, the trainer and trainee!

The trainer is often referred to as one of the most important players in the training process because they are responsible for guiding the trainee through the learning process. Trainers must be competent, have good communication and strong interpersonal skills. Trainers must determine what the trainee is capable of learning at any given time and then present the training and development activities in a clear and logical manner so the trainee is capable of performing the required tasks. In order to do this the Trainer must ensure each trainee understands what is expected of them, how the work should be accomplished and what criteria will be used to measure and evaluate the trainee's efforts. Listed below are steps that will help ensure your training activities are successfully implemented:

1. Plan the Training - The Trainer must decide what training activities will take place and then integrate these activities with real day-to-day work assignments. Once the plan is established the Trainer will also be responsible for discussing the assignment with the trainee so that an orderly approach is taken. During the planning phase the Trainer should also review all appropriate documentation and material related to what they are going to teach the trainee.

2. Schedule the Training Sessions - The Trainer should review the trainee's ability and match it against the current operational requirements in order to determine the appropriate time to conduct training activities.

3. Conduct Training Activities - The Trainer should start the training session by explaining the objectives of the training activity to the trainee and explain why they need to learn the material. The Trainer must then demonstrate the proper way of completing the task or operation. A good Trainers ensures that each and every trainee immediately practice the skills they have learned under the Trainer's supervision. The Trainer also needs to allow the Trainee enough time to practice the tasks before being evaluated. 4. Evaluate Training - The Trainer has many different evaluation methods at their disposal, such as, written tests, interviews, observation, work samples and reports. The 'Observation' method is used to evaluate a trainee's performance. The Trainer watches to ensure all procedures were being done correctly, safely and in the proper sequence. The Trainer then provides feedback to the trainee and their manager, if required. The feedback would point out the strengths and weakness of the trainee's performance.

5. Document Training Activities -

Finally, the Trainer should document the

results of the training activities and if appropriate, the results of the training evaluation. Documenting training is important for a number of reasons but the most important is that it provides a record of the trainee's performance. more than one individual. This record is extremely helpful when a trainee is receiving training and guidance from Having a formal training record allows everyone involved with the training & development process to concentrate on what the trainee needs next instead of spending time trying to figure out what has already

been

accomplished!

IMPLEMENTATION OF TRAINING PRGORAMME To put training programme into effect according to definite plan or proeceure is called training implementation. To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program.

Even the best training program will fail due to one wrong action. Training implementation can be segregated into: Practical administrative arrangements Carrying out of the training Training design involves designing of training programme for skilled, semiskilled and unskilled workers. In an organization, the trainers and the management are mainly involved in the designing of a training programme. A training programme should be designed in such a way that the employee of an organization are induced to completely utilize their potential for fulfilling the organizational objectives. There are various types of programmes that can be implemented by the trainers. When designing a training programme, the structured of the organization needs to be considered. The management of an organization plays different roles ,which includes administrator and consultant in training and development. It is important to have an appropriate training policy to achieve its objective. A training policy corresponds to the commitment of the top management and towards its employees training. After defining the training objectives and training policies, an appropriate training programme is designed and conducted. It involves the following elements:

EVALUATION OF EFFECTIVENESS OF TRAINING PROGRAMME The effectiveness of any training programme is essential to know how much the participants have understood, learned & how well they are going to use their new skill on the job. It also helps to know whether the training programme being conducted has been able to achieve the desired results or not like reducing turnover, reducing wastage etc. other than, effectiveness of a training programme also depends on a proper analysis of learning needs, the design of appropriate curriculum, skills in teaching methodologies, selection of appropriate learning materials.

Evaluating of Training

Trainer

Trainee

FOR TRAINEES: 1) Questionnaire: After each session of training programme the participants are subjected to test so as to judge the level of understanding of each participant from the training programme. These kinds of test enable to decide, how effective the programme was? This helps in order to ascertain the degree of absorption of the training inputs. 2) Presentation (If required): This is mainly done in case of specific needs where it is not feasible to organize in-house training programme. The nominated employee undertakes the training and if he finds out that the training will be of useful or is important for other employees then he after taking to the Head-HRD organizes the training programme within the company. FOR TRAINER: 1) Feedback Form: After every training programme, participants get chances of rating the training programme being conducted. This feedback form is filled by the trainees in which many questions relating to material, communication skill of the trainer, slides, performance are asked. In other words, overall performance of trainer and feedback of participants are evaluated by the help of Training Evaluation Effectiveness Sheet. 2) System of Management Information System: Every month MIS is prepared by HRD which acts as a record where by training detail are filed. This report contains information of what was planned and what happened in actual training like how many of them attended the programme (group size). What was the reason of training not been conducted when it was planned etc. The

following format prepared of those nominated. They are informed about the programme at least a week advance through mail and also through a training circular that is sent across to them. Signatures of the participants are taken as confirmation. Participants deputed for attending training programmes outside the factory submit a copy of the training material / report about the suitability of the programme to HRD and take a briefing session or for the other employees for sharing the learning experience with the colleagues. 3) In case of Internal Training: The employees who have already attended training outside take the responsibility of training to be conducted for staff members & workers. Internal training is conducted as per schedule laid down in the training calendar. The participants for training programme are selected, based on needs motioned in the training identification form as identified by them or their superiors. The participants are well informed at least once in a week in advance, along with their HOD in personal i.e. through circular & also through mails.

PRINCIPLES OF TRAINING EVALUATION: Training need should be identified and reviewed concurrently with the business and personal development plan process. There should be correlation to the needs of the business and the individual. Organisational, group and individual level training need should be identified and evaluated. Techniques of evaluation should be appropriate. The evaluation function should be in place before the training takes place. The outcome of evaluation should be used to inform the business and training process. Why Evaluation of Training: Training cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. Whether business has benefited can be assessed by evaluation training. There are basically four parties involved in evaluating the result of any training. Trainer, Trainee, Training and Development department and Line Manager. The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T & D department at the beginning of the programme.

 The Trainer concern is to ensure that the training that has been provided is effective or not. Training and Development want to know whether the course has made the best use of the resources available. The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed. The problem for many organizations is not so much why training should be evaluated but how. Most of the organizations overlook evaluation because financial benefits are difficult to describe in concrete terms.