INDEX

Sr. no
1

Title
Executive Summary

Pg no
1

Company Profile

Project design and methodology

Theoretical framework of training and evaluation of training

11

5 6

Presentation and Interpretation of Data Conclusion & Suggestions

22 24

Bibliography

29

Annexure

30

EXECUTIVE SUMMARY

Training is a process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve the performance on the current job or prepare them for an intended job. Most organizations, whatever their size, invest time and money developing their staff. Whether it is training them on how to use a new piece of software, complete a form, give good customer service or write a professional letter, training is an essential part of every organizations management. Evaluation is the process of finding out how a course or any other training exercise has affected the organization. The three aspects that can be evaluated are - participants reaction to the program, what the trainees learned from the program and to what extent their on-the-job behavior changed as a result of the program.

The objective of the study undertaken was to evaluate the current feedback form used for external training for the employees of Rashtriya Chemicals & Fertilizers Ltd. and to provide the company with a new feedback form. The feedback forms of sixty-three employees were evaluated for the period December 2005 - April 2006.Scores were allocated to this form and on the basis 2

of these scores the effectiveness of the training programmes were analyzed. Due to certain disadvantages present in the current feedback form a new feedback form was prepared. The new form prepared contains less number of subjective questions, is quantified and can be easily evaluated.

COMPANY PROFILE
RCF MISSION STATEMENT: a) To produce fertilizers and chemicals efficiently, economically and in environment friendly manner. b) To serve the farmers and other customers with quality products along with support services. c) To join hands in the growth of national economy. RCF POLICY AND OBJECTIVES: Policy: Rashtriya Chemicals and Fertilizers Limited Commits to Produce and Market Fertilizers and Industrial Chemicals of Excellent Quality by using modern and Eco-Friendly Technology to meet the requirements of customers. RCF will also endeavor to fulfill its obligation to society at large by continuous improvement and growth. Objectives of the Company: a) To produce and market fertilizers and chemicals efficiently and economically in environmentally sound manner. 3

b) To maintain optimum levels of efficiency and productivity in the use of resources and to secure optimal return on investment. c) To take up and implement the schemes for saving energy. d) To promote self-reliance in Companys operations including process knowhow, design, engineering, erection, commissioning, operation and maintenance of plants and marketing of products with special emphasis on Research and Development. e) To aim at international standards of excellence in production and quality of products and services. f) To continuously upgrade the quality of human resources and promote organizational and management development. g) To enhance safety standards. h) To care for and protect the environment and minimize the harmful effects of emissions, atmospheric discharges and effluents by conforming and also improving up on the standards laid down by Pollution Control Authorities. i) To ensure corporate growth by expansion as well as diversification. j) To care for the community around especially SC/ST and other backward classes.

BRIEF HISTORY: Rashtriya Chemicals & Fertilizers Ltd., a Government of India Undertaking, registered under the Companies Act 1956 was incorporated on March 6, 1978 on re-organisation of the erstwhile Fertilizers Corporation of India Limited and National Fertilizers Limited. The company is engaged in production and marketing of chemical fertilizers, bio fertilizers, and industrial chemicals with its manufacturing units at Trombay and Thal and marketing offices in most of 4

the states. RCFs Trombay unit has 20 operating Plants while its Thal Unit is the largest plant in Asia with a capacity to produce 4500 TPD of Urea which incorporates the state of the art technology. During last two decades the company with sustained expansion, diversification and modernization programs, has come a long way and is now recognized as a leader in the fertilizer industry in the country. Rashtriya Chemicals & Fertilizers Ltd. has been graded as Excellent Company under the MOU rating by the Government

of India for its overall performance in the last several years. Rashtriya Chemicals & Fertilizers Ltd. has been given Mini Ratna status by Government of India and is entitled for greater autonomy in taking several major decisions of corporate governance without the approval of the Government.

RCF'S TROMBAY PRODUCT RANGES: Chemical Fertilizers Ujjwala (Urea) Suphala (15: 15: 15) Suphala (20: 20: 0) ANP Nimola (Coating Phosphoric Agent) Acid Ammonium Nitrate 5 Dil. Sulphuric Acid N-15 Ammonium Bicarbonate Sodium Nitrate Microla Sulphuric Acid Calcium Carbonate Bio & Micronutrients Phosphorous solubilizing Bacteria (PSB) Biola Nitric Acid Ammonia Fertilizers Intermediates By Products Carbon Dioxide Gypsum Methylamines (Mono, Tri) Conc. Acid Di & Industrial Chemicals Methanol

Nitric

Sodium Nitrite Argon

R.C.F.S MANPOWER DETAILS: The breakup as on 1.4.2006 is as follows:

Sr. No. 1 2 3 4 5 6

Posted at

Posted at Trombay Thal A B 13 57 476 1248 734 0

Area

(Excluding. & B)

Offices Total
A

Top Management (DGM & 41 above) Middle Management (ACE & 156 CE) Officers 721 (AFM to Dy. CE) Workers 2129 Directly registered Mathadi workers through statutory 915 board Registered Mathadi Workers 296

10 153 329 249 0 0

64 366 1427 3626 1649 296

Grand Total

4258

2528

741

7428

ORGANIZATIONAL STRUCTURE: In public enterprises government plays an important role in determining the organization structure of the unit. The organization structure is not static, but may change from time to time in response to the needs of the situation.

In RCF, the chairman and the managing director (CMD) is the chief executive of the company. He is charged with the responsibility of implementing the policy decisions taken by the board of directors and formulating the procedures and rules for policy implementation. There are 5 executive directors on the companys board working under the overall supervision of chairman of the board who also is the managing director of the company. The general manager is the higher managerial authority and is a government appointee. For the day to day functioning of the company he keeps in touch with executive directors, he reports to and is answerable to the managing directors only. The heads of functioning departments are in turn assisted by managerial personnel each responsible for a separate department.

MARKETING: RCF Ltd. provides a full range of marketing services including sales fertilizers promotions, agricultural research and free agronomical services. Fertilizer marketing is carried out through a well knit organization of dealers covering the states of Maharashtra, Gujarat, MP, Rajasthan, Andhra Pradesh, Tamil Nadu, Kerala, Karnataka, Delhi, UP, Punjab, Haryana, Bihar & West Bengal.

RESEARCH AND DEVELOPMENT: The companys research and development department monitors the research work of institution so that it may be adapted for the companys operation. It promotes external research projects and undertakes direct research in selected areas inclusive of finding more and better uses for the industrial chemical it manufactures.

CORPORATE MANAGEMENT DEVELPOMENT CENTRE:

The centre was found for promoting the managerial excellence in organization. Some of the activities of centre includes- In house management consultancy, Organizing management development programmes, conducting small group activities at shop floor level, Systems Development and Evaluation, Training of Vocational students from academic institutes, and persons sponsored by other organizations, Organizing part time Diploma course for employees of the organisation as well as other organizations.

HUMAN RESOURCES: RCF Ltd. believes that its people are its most important asset. The company also has a well designed system of giving personal attention, guidance and counseling services to new recruits thereby keeping their motivation levels high. In future it also has plans for reducing talent drain through a system of conducting Exit Interviews, creating an environment full of open culture, encouraging creativity and also enhancing mutual trust in order to maintain high employee motivation.

Core Strengths of HRD Function: 1) To develop and strengthen Technical & Managerial competencies of Human Resource on continuous basis to meet organizational objectives. 2) To enhance employability of youth by imparting knowledge & skills specified under Apprenticeship Act 3) To provide support for organizational development interventions such as Quality Circle, ISO-14001 and other productivity improvement schemes. 4) To provide Research, Consultancy & Counseling Services v extending the expertise of HRD services to other organizations. 8

FINANCE: The major thrust area for the company is the optimum utilization of resources .The Company has a system of planning and budgeting every year, so as to ensure efficient working capital and funds management. The company has consistently increased its profits, year after year, thereby resulting in increased resources and surplus.

Overall Outstanding Achievements and Recognition: RCF has made outstanding contribution to the life of farmer community by supplying different kinds of chemical fertilizers and bio fertilizers at cheap and affordable prices. RCF has also made conspicuous contribution towards protection of environment, greenery development, health, sanitation, safety and committed in discharging its social responsibilities through rural development, organizing blood donation camps, adoption of villages, adoption of students particularly from backward classes and giving them free education, free medical check-up of employees and school children, relief at the time of disaster, imparting training to the ladies clubs from surrounding places for gardening etc.

PROJECT DESIGN AND METHODOLOGY

OBJECTIVE OF THE STUDY: The main objective of the study was to evaluate the current (external training) feedback form and to prepare a new feedback form.

SIGNIFICANCE OF THE STUDY: Considering the importance and characteristics of the subject, this study has been undertaken to evaluate the current feedback form used for external training and to provide RCF with a new feedback form. PERIOD OF THE STUDY: The period of the study was from 3/5/06- 20/6/06

METHODOLOGY FOR DATA COLLECTION: The data for the project was collected using secondary data i.e. feedback reports of the training undergone by the employees. This study was confined to external training. The questionnaire/survey method was used to 10

carry out the research. The data collected was analyzed and evaluated on the basis of accuracy of the data, content of the data and the objective for which data was collected. RESEARCH DESIGN: Research design is conclusive because: 1. Information needed is clearly defined 2. Research project is formal and structured 3. Data analysis is quantified 4. Findings will be used as inputs in decision making. Research design is causal because: 1. Cause: To provide training. 2. Effect: Training is effective or not effective. SAMPLING METHOD: Non- probability sampling method was used. SAMPLE & SAMPLE SIZE: The feedback forms of sixty-three employees were evaluated for the period December 2005 - April 2006. SCALE USED: Likert scale was used for scoring and Interval scale was used for analysis.

11

THEORETICAL FRAMEWORK OF TRAINING AND TRAINING EVALUATION

MEANING OF TRAINING: Training is a process of learning a sequence of programmed behavior. It is the application of knowledge. It gives people an awareness of the rules and procedures to guide their behavior. It attempts to improve the performance on the current job or prepare them for an intended job. Training is a short term process utilizing a systematic and organized procedure for learning technical knowledge and skills for a definite purpose. The training is a systematic program of the organization that aims at increasing the attitudes, skills and abilities of the workers to perform specific jobs. By training the employee will acquire new manipulative skills, technical knowledge and problem solving ability.

Objective of the training is to develop specific and useful knowledge, skills and techniques. It is intended to prepare people to carry out pre-determined tasks in well defined job context. Training is basically task oriented activity aimed at improving performance in current or future jobs. Training of any kind should have as its objective the redirection or improvement of behavior so that the performance of training becomes more useful and productive for himself and for the organization of which he is a part. Training normally concentrates on 12

the improvement of either operative skills, interpersonal skills and decision making skills or a combination of these.

NEED FOR TRAINING: To increase productivity Instruction can help employees increase their level of performance on their present assignment. Increased human performance often directly leads to increased operation productivity and increased company profits. QualityBetter informed workers are less likely to make operational mistakes. Quality increases maybe in relation to accompany a product or service or in reference to the intangible organizational employment atmosphere. To help a company fulfill its future personal needsOrganizations that have a good internal education program will have to make less drastic manpower changes and adjustments in the event of sudden personal alternations. When the need arises organizational vacancies are more easily staffed from internal sources if a company initiates and maintains an adequate instructional program for both its non-supervisory and managerial employees. Improve organization climate

13

An endless chain of positive reactions results from a well planned training program. Production and product quality may improve. Financial incentives may then be increased.

To improve health and safetyProper training can help prevent industrial accidents. A safer work environment leads to more stable mental attitudes on the part of the employees. Prevent obsolescenceTraining program fosters and initiates the creativity of the employees and helps to prevent manpower obsolescence which may be due to age, temperament or motivation or the inability of a person to adapt himself to technology.

IMPORTANCE OF TRAINING: Training is the corner stone of sound management for it makes employees more effective and productive. The importance of training as a means of improving productivity is increasingly recognized. Changing technology and patterns of work mean that training must be a continuous process throughout a working life. Skills acquired for one job may also be transferred, modified and supplemented for other jobs. Training makes the employees more effective and productive. Training is a practical and vital necessity because it enables employees to develop and rise within the organization. It moulds the employees attitudes and helps them to achieve a better co-operation with the company and a greater loyalty to it. The management is benefited in the sense that high standards of quality are achieved, satisfactory organizational structure is built up, authority can be delegated and stimulus for progress applied to employees. Training, moreover heightens the morale of the employees for it helps in 14

reducing the dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turnover. Further trained employees make a better and economical use of materials and equipment therefore wastage and spoilage are lessened and the need for constant supervision is reduced.

The values of training as pointed by Michael J. Jucius are: 1. Training serves to improve employee skill that in turn increases the quantity and quality of output. 2. The relative amount of equipment and material required to produce a unit of output is decreased. 3. Executive effort will tend to shift from the disagreeable need of correcting mistakes to the more pleasant tasks of planning more and encouraging expert employees. 4. The various increases in productivity should find reflection in increased returns to both employer and employee. As training is important in the same way conducting the training systematically is also very important. Training needs should be assessed first then training objective should be prepared, then training program should be designed and implemented. TRAINING PROVIDED TO THE EMPLOYEES OF RCF: 90% of the training is provided in-house and the remaining 10% is outsourced.

INTERNAL TRAINING :( sample) 15

Statutory Inputs for Managers: Understanding legal framework Ethics in business and administration/preventive vigilance Principle of natural justice/sexual harassment Disciplinary procedures standing order CDA rules, Enquiry

Financial Management: Financial management an overview, important concepts Understanding financial statement/ ratio analysis Costing concepts and methods Working Capital Management and inventory control management Budgeting decisions and implications/ pricing SAP- ERP implementation

Behavioral and Managerial: Personality Profile Analysis Building Emotional Intelligence and self awareness Communication and presentation skills Effective interpersonal relations/ working in groups Assertiveness/ handling difficult employees/ conflict management Team building and leadership development Counseling Skills development Goal setting and prioritization Time management/ Delegation

EXTERNAL TRAINING :( sample) Departmental Enquiries HR Summit workshop on competencies for HR professionals FERT Marketing under emerging environment Agricultural Input Marketing 16

Cash before you Crash 58TH Annual Session of II Chemical Engineers Advances in chemical engineering Advanced Competency mapping Training on diesel & hydraulic cranes CME for Doctors Fire India 2006 Exhibition Impact of Environmental Pollutants and their control India LNG 2006 Chemical Weapons Convention Fertilizer Marketing Management Effective negotiation Statutory requirement for industries

EVALUATION OF TRAINING PROGRAM:

Evaluation is the process of finding out how a course or any other training exercise has affected the organization. More and more companies and organizations are interested in finding out the impact of training on individuals within their organizations and on the bottom-line. The principles and techniques of evaluation if used correctly can help the training department to demonstrate the value of training in any organization in which it is established. Training is defined as the assessment of the total value of a training system, training course or a program in social as well as financial terms. Evaluation differs from validation in that it attempts to measure the overall cost benefit of the course or program and not just an achievement of its laid down objectives. According to Hamblin evaluation of training is to mean any attempt to obtain information on the effects of a training program, and to assess the value of the training in the light of that information which includes investigation before, during as well as after the training. It is impossible to 17

assess the impact of training without knowing the situation before training for comparison with situation after training. However evaluation for the purpose of providing information for day to day decision making is a formative evaluation and the evaluation that determines the extent to which the mechanism is successful in meeting its goal is a summative evaluation. The choice of evaluation criteria depends on the objectives of the training .Therefore post-training is intimately connected with the pre-training investigation of training needs and establishment of training objectives.

The evaluation data can be either quantified or unquantified .Quantified data is data which can be measured, systematic numerical. Unquantified data is data that is destructive, unsystematic and verbal. Because of its narrowness and specificity quantified data should never be taken at its face value but should be interpreted in the light of unquantified data. Overall purposes of Evaluation : Evaluation helps to understand the following: Strengths and weaknesses of a current training programme The impact of training on individuals The impact of training on the organization Who should participate in further training programmes? Who benefited the most and least from the training exercise? The costs versus the benefits of training Specifically the areas individuals should continue to focus on for their own development. As per the requirements of ISO 9001:2000, it is necessary to document a post training feedback from HODs / sectional heads with regard to application/usefulness at the job. 18

TRAINING EVALUATION MODELS: THE KIRKPATRICK MODEL: The Kirkpatrick Model looks at four levels of evaluation, from the basic reaction of the participants to the training to its organizational impact. The intermediary levels examine what people learned from the training and whether or not the learning affected their behavior on the job. Level one concerns itself with the most immediate reaction of participants and is easily measured by simple questionnaires after the training event. Level two is concerned with measuring what people understood and how they were able to demonstrate their learning. It might be measured by paper and pencil ability tests or job simulations. Level three looks at how peoples behavior on the job in terms of their job performance changed. Level 4 results are more difficult to measure. It focuses on the organizational rather than individual impact of the training. Depending on the type of training and the availability of resources the evaluation may focus on all levels or look at only a few levels. Level 1: Reaction: How did the participants react to the program? Level 2: Learning: What did individuals learn? Level 3: Behavior: What are the long term effects of the training on individuals job performance? Level 4: Result: How did the company or organization benefit from the exercise? What was the organizational impact?

HAMBLINS MODEL- 5LEVELS:

19

Level 1 Reaction: Carried out during, immediately after & sometime after the event .The learners reaction to a range of factors are sought. Level 2 Learning: Carried out before & after the event, an evaluation of the developmental change that had taken place in knowledge, skills & attitudes. Level 3 Job behavior: Determination of any change in job performance as a result of the event, carried out before and after the event Level 4 Functioning: A quantification of the effect of the event on the learners department or organization preferably in terms of cost benefit analysis Level 5 Ultimate value: The extent to which the event has affected the ultimate profitability and /or survival of the organization.

CIRO FRAMEWORK: Ciro framework of evaluation asks three basic questions: What needs to be changed, what is likely to bring about the desired changes, what suggests that a change has actually taken place. This approach developed by Warr, Burn and Rackham is called the CIRO framework because the acronym refers to context, input, reaction and outcome evaluation. Context evaluation: It answers the question what needs to be changed. Here the trainer looks at ultimate objectives, intermediate objectives and immediate objectives. Input evaluation: It answers the question what is likely to bring about the desired changes. Here the trainer must evaluate his resources and decide on the best way to do so. Reaction evaluation: 20

Here participants reaction to the training is obtained through questionnaires, or informally over coffee breaks or during conversations several weeks after the training. Outcome evaluation: There are 4 stages of outcome evaluation - defining training objectives, selecting measurements for these objectives, measuring the objectives at the appropriate time and assessing the results to improve the training .The purpose of this stage is for trainers to improve their product.

Present Method of evaluating training in RCF: The company is very keen in developing its human resources. For this purpose the company has got a separate department known as CMDC. The centre was set up in 1978, since then it is giving utmost importance for developing people through training. The training imparted in the company can be broadly classified into 5 types:Sr. no 1 2 3 4 5 Type of training Technical Functional Behavioral Computer General General content Technology related Marketing, finance,

production,

projects, sales Creativity, problem solving etc Basics and advanced Productivity improvement , safety

CMDC has a well equipped computer training hall and two other spacious rooms known as hall of learning and conference rooms with conducive infrastructure. In the factory there is a multistoried building with a lot of training amenities 21

like library, reading hall, well equipped training room and infrastructure related for training. Only good facilities are not sufficient for imparting training .The most important factor of imparting training effectively is trainer. The company has got a galaxy of competent trainers .Some outside trainers are invited for conducting training on particular topics.

This shows that a lot of investment on training is made by the company. Just imparting training is not sufficient for development of individuals and thus the organization. Proper evaluation of training program should be done. The proper evaluation of training program helps to know the effectiveness of training.

For training aids in future the training is evaluated at 2 stages in the company: 1. Training feedback: (immediate) 2. Post training feedback

TRAINING FEEDBACK: The feedback is usually expected in 2 forms of dataQuantitative and qualitative. The quantitative data gives a base of concrete analysis. This data is usually gathered through questionnaires or rating scales at the end of the program. The qualitative data is obtained by having informal discussions with participants in the tea breaks, lunch breaks, etc. If the participants give any specific feedback or suggestions which are required for improvement of training program, it is considered and if feasible they ask the facilitator to implement it.

22

The qualitative data is obtained through syndicate discussions after the training program .The discussion is generally held, wherein participants are encouraged to speak on the program. Various suggestions given here are noted. The HODs attend this discussion and facilitators of training where any problems related to training can be discussed. Post training feedback: Post training feedback will be done by interacting with HODs .The mater discussed will be about usefulness of training and how this type of training benefits the company.

PRESENTATION AND INTERPRETATION OF DATA

Analysis of present feedback form: (Scoring) 1. Programme usefulness rating: Relevance to Very much present job 2 Relevance to Very much future 2 assignments Depth of theme Extensive coverage 2 Quality of inputs Practical More Less 2 1 Program duration Lengthy 1 Quite 1 Quite 1 OK 1 Theoretical More Less 2 1 Enough 2 Not at all 0 Not at all 0 Not OK 0 Proportion (IF ANY) Not Enough 0

2. I was personally benefited by this programme in terms of the following: A) Developing contacts 2 B) Gaining new knowledge/ skills 2 C) Reinforcing prior knowledge/ skills 2 D) Problem areas discussed 2

23

3. Based on my participation in the programme my plan of action for implementation of knowledge/ skill gained is as follows: A) In working environment: (section/department/organization function): 1 B) In working style: (behavioral/managerial): 1 4. List of ideas which are very valuable to me but which may not be useful to my department/organization: Ideas (Not scored) 5. Based on my learning I would like to make presentation on the following topics: List of topics (Not scored) 6. Comments: About organizers: About faculty members: About facilities: Very good/Excellent 3 Good 2 Ok 1 Nothing 0 Bad -1 Very Bad -2 Preferred Period Probable difficulties for implementation:

7. Originals of the course material, books received at the programme are enclosed for use at CMDC Resource centre: (Not scored) 8. In future I would like to attend training programmes in the following areas: (Not scored) 9. Brief note on the contents of the programme: (Not scored) The summation of all the above scores gave us a total overall rating out of 31. On the basis of the score the program was classified as follows: 0 -10 Ineffective 11-17 Satisfactory 18-24 Effective 25-31 Very Effective Percentage rating: 24

Highly Effective- 41.26 Effective 50.79 Satisfactory 3.17 Ineffective 1.58 Form not filled- 3.17

Ineffective Satisfactory Effective Highly Effective Form not filled

CONCLUSION AND SUGGESTION

CONCLUSION: Disadvantages: 1. Not user friendly since there were too many subjective questions. 2. Many columns were left unfilled by employees undergoing external training. 3. Due to many subjective questions form was difficult to analyze. 4. Some of the questions were not relevant to the training programme. SUGGESTION: Preparation of new feedback form.

25

(New) Training Feedback Report

Program Details: (Pre-printed) Program Title : Date : Organized by : Employee Details: Name : Employee CC/ Ticket No: Location : Designation Plant/ Dept : : Duration Venue : :

Please select the appropriate rating number from the scale below and insert in the box
Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

1) Training programme satisfied its declared objectives

2) Training contents met my expectations

26

3) This training is relevant to my field of work

4)

Training was appropriate for optimum learning in terms of Length Pace

5) Faculty competence in terms of functional expertise and facilitation was satisfactory Faculty name: - 1 2 3

6) Facilities provided during the programme were satisfactory

Not at all 0

Small extent 1

Moderate extent 2

Large extent 3

Very large extent 4

7) I received the following major benefits from this training - Helped confirm/clarify some of my ideas Presented new ideas and approaches Acquainted me with problems and solutions from other companies - Any other benefits (please specify)

8) I would implement this training in my work place in the following manner (please explain) by making changes in my managerial style by suggesting/making changes in my work environment/systems by making changes in my attitude - Any other changes (please specify) -

Please tick the appropriate box (es) 9) I would like to share the knowledge gained from this training in the following manner Discussions Presentations Training sessions Article circulation

27

Any other (please specify)

10) Overall I found the training to be Below Average Average Good Very good Excellent

11) Comments about the training

Participants Signature: Date:

ANALYSIS OF THE NEW FEEDBACK FORM Scoring (65):

1) Training programme satisfied its declared objectives Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

2) Training contents met my expectations Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

3) This training is relevant to my field of work Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

4) Training was appropriate for optimum learning in terms of Length Average of the two will be taken Pace

E.g.:

Length

Pace

28

Score will be (3+ 2)/2 = 2.5

5) Faculty competence in terms of functional expertise and facilitation was satisfactory Faculty name: - 1 2 3 Average will be taken

6) Facilities provided during the programme were satisfactory Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

7) I received the following major benefits from this training - Helped confirm/clarify some of my ideas Presented new ideas and approaches Acquainted me with problems and solutions from other companies - Any other benefits (please specify) Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

Total of the four will be taken. 8) I would implement this training in my work place in the following manner (please explain) By making changes in my managerial style By suggesting/making changes in my work environment/systems By making changes in my attitude Any other changes (Please Specify) Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

Not at all 0

Total of the four will be taken. For question number 7 and 8 a pie-chart 9) I would like to share the knowledge gained from this training in the following manner Discussions Presentations Training sessions Article circulation

29

Any other (please specify) Score of one would be given for any number of boxes ticked. 10) Overall I found the training to be Below Average 0 Average 2 Good 4 Very good 6 Excellent 8

A score of 65 will be achieved: Scoring: 0 -16 INEFFECTIVE 17-34 SATISFACTORY 35-54 EFFECTIVE 55-65 HIGHLY EFFECTIVE

BIBLIOGRAPHY
How to measure training effectiveness- Leslie Rae The HR Management Manual Paul Davis The skills of training Leslie Rae Evaluating Management Training and Development- BR Virmani, Premila Seth

30

ANNEXURE
31

(New) Training Feedback Report

Program Details: (Pre-printed) Program Title : Date : Organized by : Employee Details: Name : Employee CC/ Ticket No: Location : Designation Plant/ Dept : : Duration Venue : :

Please select the appropriate rating number from the scale below and insert in the box
Not at all 0 Small extent 1 Moderate extent 2 Large extent 3 Very large extent 4

3) Training programme satisfied its declared objectives

4) Training contents met my expectations

32

3) This training is relevant to my field of work

5)

Training was appropriate for optimum learning in terms of Length Pace

5) Faculty competence in terms of functional expertise and facilitation was satisfactory Faculty name: - 1 2 3

6) Facilities provided during the programme were satisfactory

Not at all 0

Small extent 1

Moderate extent 2

Large extent 3

Very large extent 4

7) I received the following major benefits from this training - Helped confirm/clarify some of my ideas Presented new ideas and approaches Acquainted me with problems and solutions from other companies - Any other benefits (please specify)

8) I would implement this training in my work place in the following manner (please explain) by making changes in my managerial style by suggesting/making changes in my work environment/systems by making changes in my attitude - Any other changes (please specify) -

Please tick the appropriate box (es) 9) I would like to share the knowledge gained from this training in the following manner Discussions Presentations Training sessions Article circulation

33

Any other (please specify)

10) Overall I found the training to be Below Average Average Good Very good Excellent

11) Comments about the training

Participants Signature: Date:

34