SYNOPSIS OF THE REPORT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured
format. It is concerned with the structure and delivery of acquisition of knowledge
to improve the efficiency and effectiveness of organization. Therefore, training is a
key to optimizing utilization human intellectual technological and entrepreneurial
skills.

There are four phases of training in Sahara India-Training need analysis, Training
design, Training implementation and Training evaluation. Training evaluation is
the most important part of training process which refers to activities aimed at
finding out the effectiveness of training programme after they are conducted,
against the objective for which such programmes were organized. Training
evaluation techniques give us solution to answer questions like where was the
capability level of learners before the programme and where is it now, what was
intended to be achieved by particular programme and where is really achieved now,
and what is the monitory value of training outcome against the cost incurred for
conducting the training programme. The key issues involve staffing policies
selecting and retaining talented employee, training and development whilst
encouraging employees to be innovative and creative, culture barriers, and legal
frame work. Sahara India Pariwar provides soft skill development training to their
employees. But still they need to work on providing product/process development
training. To evaluate the training program, questionnaire is the most popular
method in Sahara India.

Training initiatives and programs have become a priority for Human Resources. As
business markets change due to an increase in technology initiatives, companies
need to spend more time and money on training employees. In today’s business
climate employee development is critical to corporate success and organizations
are investing more in their employees training and development needs.
 OBJECTIVES OF STUDY
The main objective of the study is first to gain some practical knowledge regarding
the functioning of MNC’s and other organizations which is very necessary to fully
understand the primary functions & hence it fulfill the purpose of the Summer
Internship under MBA course.

The other objectives were:

1. To study the Importance of Training and Development.

2. To study the roles of Training and development Programme.
3. To study the process and functions of training.
4. To explore the methodology and types of training provided to the employees in
an organization.
5. To study the purpose, process, principle, functions of the post training
evaluation.
6. To study the different types of methods/techniques used to evaluate the
training.
7. To study the level of evaluation.
8. To study the relevance of the post training evaluation/feedback for the employee
as well as for an organization.
9. To know the challenges in training and development faced by an organization.
 CHAPTER I
THEORETICAL PRESENTATION OF THE TOPIC

INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improve the
efficiency and effectiveness of organization. It is concerned with improving the existing skills
and exploring the potential skills of the individual i.e. upgrading the employees’ skills and
extending their knowledge. Therefore, training is a key to optimizing utilization human
intellectual technological and entrepreneurial skills

Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to perform various
obligations, tasks and functions.

• Developing the employee’s capabilities so that they may be able to discover their potential and
exploit them to full their own and organizational development purpose.

• Developing an organizational culture where superior-subordinate relationship, team work, and

collaboration among different sub units are strong and contribute to organizational wealth,
dynamism and pride to the employees.

Development defined

It helps the individual handle future responsibilities, with less emphasis on present job duties.

Introduction of training

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behaviors to enhance the performance of employees.

INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable the participants to
gain skills, learn theoretical concepts and help acquire vision to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to operate machines, and
use other equipments with least damage and scrap. This is a basic skill without which the
operator will not be able to function. Employees, particularly supervisors and executives, need
interpersonal skills.
Education: The purpose of education is to teach theoretical concepts and develop a sense of
reasoning and judgment.

Development: It is less skill-oriented but stresses on knowledge. Knowledge about business

environment, management principles and techniques, human relations, specific industry analysis
is useful for better management of a company.

Ethics: There is need for imparting greater ethical orientation to a training and development
programme. Ethical attitude help managements make better decisions which are in the interests
of the public, the employees and in the long term-the company itself.

Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others.
Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be
converting into positive attitude. Attitude must be changed so that employees feel committed to
the organization, are motivated for better performance, and derive satisfaction from their jobs
and the work environment.

Decision making and problem solving skills: It focus on methods and techniques for
making organization decision-making and solving work related problems.

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a
skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.

Individual objectives – help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives – assist the organization with its primary objective by bringing
individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to the

organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.

IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to develop human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the
employees.

• Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture within the
organization.

• Organization Climate – Training and Development helps building the positive perception
and feeling about the organization. The employees get these feelings from leaders, subordinates,
and peers.

• Quality – Training and Development helps in improving upon the quality of work and work-
life.
• Healthy work-environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual goals
aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and safety of
the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.

• Profitability – Training and Development leads to improved profitability and more positive
attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets more
effective decision making and problem solving. It helps in understanding and carrying out
organizational policies

• Training and Development helps in developing leadership skills, motivation, loyalty, better
attitudes, and other aspects that successful workers and managers usually display.

• Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve the
organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal growth.

• Development of skills of employees – Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expand the horizons of human
intellect and an overall personality of the employee
MODELS OF TRAINING

Training is a sub-system of the organization because the departments such as, marketing & sales,
HR, production, finance, etc depends on training for its survival. Training is a transforming
process that requires some input and in turn it produces output in the form of knowledge, skills,
and attitudes (KSAs).

1) What do you understand by training?

a) Learning
b) Enhancement of knowledge, skill and aptitude
c) Sharing information
d) All of above

2) Training is must for enhancing productivity and performance.

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

3) (i) Have you attended any training programme in the last 01 year?

a) Yes
b) No

(ii) If yes ,which module of soft skill development training?

a) Personality and positive attitude

b) Business communication
c) Team building and leadership
d) Stress management and work-life balance
e) Business etiquettes and corporate grooming
f) All of above
 g) If any other please specify ___________________________
4) (i) After the training ,have you given feedback of it?

a) Yes
b) No

(ii) If yes, through which method?(can select more than one)

a) Questionnaire
b) Interview
c) Supplement test
d) If any other please specify _______________

5) Which method of post training feedback according to you is more

appropriate?

a) Observation
b) Questionnaire
c) Interviews
d) Self diaries
e) Supplement test

6) (i) Do you think that the feedback can evaluate the training
effectiveness?

a) Yes
b) No

(ii) If yes, how can the post training feedbacks can help the
participants?(can select more than one)

a) Improve job performance

b) An aid to future planning
c) Motivate to do better
d) All of the above
e) None
7) Post training evaluation focus on result rather than on the effort
expended in conducting training.

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

8) What should be the approach of the post training evaluation?(can

select more than one)

a) Trainer centered
b) Trainee centered
c) Subject Centered
d) All of the above

9) What should be the ideal time to evaluate the training?

a) Immediate after training

b) After 15 days
c) After 1 month
d) Cant say

10) Should the post training evaluation procedure reviewed and revised

periodically?

a) Yes
b) No
c) Cant say

11) Is the whole feedback exercise after the training worth the time,
money and

effort?
a) Yes
b) No
c) Cant say

12) The post training feedbacks can be used :

a) To identify the effectiveness and valuation of the training programme

b) To identify the ROI( return on investment)
c) To identify the need of retraining
d) To provide the points to improve the training
e) All of above