Project Report on

Training & development

In partial fulfillment of the requirements for the degree of Master of Business Administration

Submitted to: by:Mrs. Meenakshi Kapoor Sr.Mgr (HRD)

Submitted Ravi kadiyan MBA

Preface
Training is an initial part of my academic curriculum. During the training a student gets an opportunity to understand the practical aspect of theory. Training makes the concept more clear. This project report is outcome of the summer training that I have undergone at JK Tyre & Industries Ltd for the partial fulfillment of master of business administration. The topic allotted me by the company is Training & development. The project emphasizes on the mix of the company. I have tried to my best to make a good project report. However no one claims perfection in its project requires perseverance, initiatives, proper guidance and direction. So its mandatory to take the aid of various departments.

Acknowledgement
I have had considerable help and supports in making this project report a reality first and foremost; gratitude goes to Mr. B B Gupta (Gm HR and Admin) , Mrs. Meenakshi Kapoor (Sr.Mgr HRD) and Mr. Sumeet Jindal (Sr. Officer of HR). They were my guide, who provided me all the guidance and support that was indispensable for the completion of this project. I am thankful to all the employees of JK Tyre & Industries Ltd who directly or contribute to my work.

Acknowledgement
I am deeply indebted to my project support Mrs. Vandana Jain (coordinator of learning center and my guide) who provided me to clear the concept and help in my project work. I am extremely indebted to all the teachers for all the valuable advice, suggestion throughout the course of project. I felt it is my privilege to place on record my warm salutation to MD University, Rohtak to work on this project.

Declaration
I hereby state that the project report on the Organization structure with the reference to JK Tyre & Industries Ltd is written and submitted by me under the guidance of Mrs. Meenakshi Kapoor (Sr.Mgr HRD) and Mr. Sumeet Jindal (Sr. Officer) Project report is done by me and best of my knowledge and beliefs; a similar work has not been done any where else. I further certify that all the information and data used by me has been specified in the form of references and notes. Ravi kadiyan MBA (HR)

Introduction about the corporation

JK Organization
JK Organisation owes its name to Late Lala Juggilal Singhania, a dynamic personality, with a broad vision. Inspired by the cause of the Swadeshi movement of Mahatma Gandhi, and driven by the zeal to set up an indian enterprise, Lala Kamlapat Singhania founded J.K. Organisation in the 19th century ushering in a new industrial era in India. The name JK Organisation, which today is one of the leading Private Sector Groups in India, was founded over 100 years ago. For J.K. Organisation it's been a century of multi-business, multi-product and multi-location business operation. The companies in the Group have a diverse portfolio, including Automotive Tyres & Tubes, Paper & Pulp, Cement, V-Belts, Oil Seals, Power Transmission Systems, Hybrid Seeds, Woolen Textiles, Readymade Apparels, Sugar, Food & Dairy Products, Cosmetics, etc.

Innovation and passion to perform has always been the driving force at J.K. Organization
JK Sugar
JK Sugar Ltd. is a modern integrated sugar plant located in the rich sugar belt of Uttar Pradesh. Using sugarcane as its raw material the plant crushes 5,000 tonnes a day to produce high quality crystal white sugar as a finished product.

JK Seeds
JK Agri Genetics Ltd. is one the most reliable and well-known names when it comes to hybrid seeds. Over 5 lakhs farmers are using JK Seeds which are cultivated over 1.6 million acres.

JK Paper Ltd
JK Paper Ltd., India's largest producer of branded papers is also a leading player in the Printing and Writing segment. The plants currently operate at more than 120% capacity utilization with an aggregate annual output of over 180,000 tonnes per year of Paper and Pulp, using contemporary technology.

JK Lakshmi Cement Ltd

JK Lakshmi Cement Limited is a renowned and well established name in the Indian Cement Industry. It operates a 3.50 million tonnes per year capacity Cement Plant located at Sirohi in the state of Rajasthan, India.

Umang Dairies Ltd.

Umang Dairies Ltd. is engaged in the production and sale of Milk Powders and Ghee (Clarified Butter). The plant has a capacity to process 300000 liters per day of milk and uses modern technology to produce products of high standard.

CliniRx Research
CliniRx Research Pvt. Ltd is a full service Contract Research Organisation. It has been set up with a vision of adding value to high quality clinical trials. CliniRx provides a full spectrum of services ranging from Feasibility Studies, Protocol and study document development, Regulatory Functions, Project Management and Study monitoring, Pharmacovigilance, GCP Training, Biometrics, Medical Writing, Quality Assurance Services, Medical Support Services and Data Management, thereby making it a full service CRO.

Fenner (India) Ltd.

Fenner India Ltd. is the leading manufacturer of V-Belts, Oil Seals and Power Transmission Systems. A pioneer of V-belts in India, the Company is

the market leader in these product categories. No wonder, eight out of ten vehicles running on Indian roads are fitted with Fenner (India) products.

Top management
Hari Shankar Singhania Raghupati Singhania Arvind Singh Mewar Bakul Jain Govind Ballabh Pande Om Prakash Khaitan Sobha Nambisan Vinayshil Gautam Bharat Hari Singhania Vikrampati Singhania Swaroop Chand Sethi Chai rman / Chair Person VC & MD

Director Director Director Director Director Director anaging Director Deputy Managing Director Whole Time Director

Beyond Business
Identifying with social issues and contributing to the society has been a philosophy, which has been carried on from the founding fathers. Various institutions set up by the group throughout India in diverse fields of social welfare stand testimony to this philosophy.

HASETRI
JK Tyre attaches tremendous value to R&D in its efforts to maintain the high quality of its products and lead the field in innovation. HASETRI (The Hari Shankar Singhania Eastover Tyre Research Institute), a world class research and development center is the symbol.

Company profile: J K Tyre

VISION
To be amongst the most admired companies in India committed to excellence.

MISSION
To be the largest and most profitable Tyre Company in India. To retain No.1 position in Truck and Bus segment and to be amongst tops two in all other 4-wheeler tyre segments. To make Truck/Bus Radial operations profitable and retain leadership in the passenger radial market. To be the largest Indian Tyre Exporter. Continue to be a significant player in the world in Truck and Bus Market. To be customer obsessed company. To enhance value to shareholders and service to all stake holders. To develop a highly motivated team with a sense of Ananda. To excel as a values driven organisation.

To be the most preferred tyre brand in India.

CORE VALUES
JK Organization has been a forerunner in the economic and social advancement of India. It always aimed at creating job opportunities for a multitude of countrymen and to provide high quality. JK Organization is an association of industrial and commercial companies and charitable trusts. Its member companies, employing nearly 50,000 persons are engaged in the manufacturing. Trusts are devoted to promoting industrial, technical and medical research, education, religious values and providing better living and recreational facilities. With the spirit of social consciousness uppermost in mind, J.K. Organization is committed to the cause of human advancement.

BRIEF DESCRIPTION
JK Tyre is the first tyre company in the world to receive ISO/TS 16949:2000 Certificate for its entire range of products (Bias & Radials) and for all its plants in one go. All the units of the Company operate at high efficiency levels, some of which are benchmarks in the industry. Over and above this, JK Tyre also patronizes and promotes Motor sport in India, through a comprehensive programmed. Indian racing drivers sponsored by JK Tyre are doing the country proud by winning various International Car Racing/Rallying Championships. The recent association with the ASEAN Car Rally has been one of the steps towards promoting young talent and India brand in Motorsports.

JK Tyre is committed to the environment protection and the health and safety of associates, customers and the society. All the Plants of the company are ISO-14001 certified, and are deeply involved in Water Conservation, Afforestation and Zero Effluent Discharge efforts. JK Tyre was the first Indian company to launch environmental friendly "Green" tyre and is constantly upgrading the manufacturing technology to be well below the allowable limits of environmental standards. Following a strong belief - "People make the Organization", JK Tyre provides a challenging and healthy work environment for the growth and fulfillment of our people. With a vision to be amongst the most admired companies in India, committed to excellence, JK tyre is striving to better its own successes and achievements each new day

Human Resource Department at JK Tyre & Industries Ltd.

THE WORK CULTURE JK Tyre & Industries Ltd. provides an enabling work culture with a clear sense of vision, mission and strategies in which people work with clear goals and thereby achieve more. Goals are set and performance is reviewed transparently, starting with self assessment. Merit is recognized through proportionate rewards, growth and opportunities. The companys aspiration of being a global player provides opportunities for stretch for the potential for its people.. Participation in cross functional teams provides opportunities for contribution as well as new learning.

DEPARTMENTS: It comprises of three branches, namely:

1. PERSONNEL 2. ADMINSTRATION 3. HUMAN RESOURCE DEVELOPMENT HRD is an integral part of the organization which takes care of human resource on continuous basis. In such a competitive world it is important that the employees are provided with training on a continuous basis so that they can keep pace with the competitive environment. It focuses on the training and development of employee sat JK Tyre. In order to identify the loopholes a special team is allotted to Marketing and sales employees who take care specifically the employees from this department only. There are five branches by which human resource development is being managed at JK Tyre. Vikrant Tyre Plant (VTP) Kankroli Tyre Plant (KTP) Banmore Tyre Plant (BTP) Marketing & Sales Head Office Marketing and sales is an important department of any company and at JK Tyre it is being given due importance. As there are more than 500 employees in M&S so a special focus is given on these employees. In order to avoid any kind of ignorance on the part of human resource the work load is divided between these two people that is the senior manager(Marketing & sales)and Manager(HR). The Manager at HO looks after the employees at Head office other than marketing and sales. Both senior manager (M&S) as well as Manager (HR) at Head Office reports to the VP (HR).

HR POLICIES AT JK TYRE (HEAD OFFICE)

The following are the main HR initiatives taken by the organization:

Measure the effectiveness of training process through Kirkpatricks Model

Employee involvement activities through:

Suggestion schemes Cross-functional Teams Young Leaders forum Open House Meetings

Quality of manpower resources assessment through: Promotions based on competencies Talent management Induction process for new joinees

Employee satisfaction & motivation surveys through:

Usage of TRIM INDEX score using TNS

Talent management & improvement in quality of Management

Cadre Staff through: Talent management meetings

 Yearly talent list Succession planning for all identified strategic positions Self Development scheme Job Rotation

Performance Management through: Goal setting Six monthly review with HRD facilitation Yearly review with HRD facilitation

Innovative HR practices such as: Initiatives and innovations done by employees are recognized and assessed

Quarterly people management award review process Customer in culture: Customer satisfaction for both external and internal customers

Enhancing company external brand value through: Visits to business schools and engineering colleges Hold executive positions in HR associations Publishing HR articles

Corporate Social Responsibility (CSR)

Preferred Educational Qualification for Trainers MBA/PGDBM in HR / Personnel Management PG DiplomaAny Specialization Any degree or Diploma in HRM B.Tech/B.E. Mechanical BE and MBA Post graduate degree in psychology Post graduation with training & development as specialized SAP-HR M.S.W (H.R/I.R) Skills and Attributes Required Skills and attributes required to become a successful trainer are:

Should possess good communication & presentation skills

Interpersonal skills

PC Skills knowledge essential

Presentation skills- command over language

Impeccable oral and written communication

Planning and Execution skills

Ability to receive and provide feedback in a positive manner

Coaching and mentoring skill

Interacting with diversity of people and people intensive industries

Policy making ability

Variation of Salary with Experience Salary offered to the trainers according to the relevant experience fall in the range of:

Nature of Work

Develop continuous learning program specific to Auto Component industry

Identification of Training Needs, Develop Training plan, Action Plan

Preparing and adhering to associate training calendar

Marinating Training Database

Coordinating well with different departments

Design and drive the training and learning interventions for both technical and behavioral training

Budgeting guidelines for T&D activists

Identify and maintain excellent relations with Internal and External Trainers

Provide appropriate feedback to the management

Set up and drive knowledge sharing forums and small group activities through employee engagement and participation and create a knowledge and skill repository

Monitor Training & Development to measure and evaluate ROI of the training function.

Upgrade and implement training processes

Implement innovative Training interventions

Arrange institutional tie-up with specialized training institutes which provide India Automobile industry specific training and other professional institutes for managerial / behavioral training

Achieve training targets by imparting training

Assessing capabilities of manpower by audits at the workshops and bridge the gap through training

Finalization and procurement of tools and equipment

Plan and co-ordinate for conducting special training courses for skill enhancement of Service Engineers and Dealers workshop staff

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops. HUMAN RESOURCE MANAGEMENT Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc. Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development. TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results 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 departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to t he needs and challenges of the society. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior.

Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were aiming for, but it will be an outcome Its not what you dream of doing, but its having the knowledge to do it It's not a set of goals, but its more like a vision Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. ROLE OF TRAINING

Importance Of Training and Development

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

Importance Of Training Objectives

Training objectives are one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objective tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator Trainer The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of

training. Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately.

Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants

. Training As Consultancy

Training consultancy provides industry professional to work with an organization in achieving its training and development objectives. Estimation of Training Outsourcing It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education. The training consultancies offer various benefits such as:

Training Courses that Consultancies Offer The various courses that consultancies offer are:

Business Training Courses o Management Development Conflict Management Managing Diversity Project Management Stress Management Time Management Senior Management Workshops o Sales Negotiation Skills Sales Technique o Customer Care Customer Care Training Managing Customers o Human Resource HR Administration Induction Training Recruitment & Selection Successful Appraising o Personal Development Courses

Workshops on: Assertive Skills Building Confidence Coping with Change Interview Techniques Maximize Potential o One to One Coaching Focused entirely on personal objectives Move forward at individual pace Material used in tailor made to specific development Need A strict code of confidentiality
o

Importance of Training Consultancies

o o o o o o

It helps in enhancing companys image It helps in strengthening the team spirit It helps in applying knowledge, developing core competencies, and reducing work load It helps in improving the work relations It helps in developing focused and inspired staff It leads to greater chances of success

Consultants can provide help on following areas:

o o o o o

Management Development Team Building Leadership Health & Safety Training Interpersonal Skills Sales Training

Example: T.V. Rao Learning Systems is a popular training consultancy in India.

Training and Human Resource Management

The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now a days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization. To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses. Role of HRD Professionals in Training This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is: 1. Active involvement in employee education 2. Rewards for improvement in performance 3. Rewards to be associated with self esteem and self worth 4. Providing pre-employment market oriented skill development education and post

employment support for advanced education and training 5. Flexible access i.e. anytime, anywhere training

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). THE TRAINING SYSTEM A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization. The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical relationship between the sequential stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis. Out of this planned effort, one such basic model of five steps is system model that is explained below.

Organization are working in open environment i.e. there are some internal and external forces, that poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact on the content, form, and conduct of the training efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies. The three model of training are: 1. System Model 2. Instructional System Development Model 3. Transitional model

Systematic Model Training

The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying

the learning steps, sequencing and structuring the contents.

3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed. Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc.

The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented.

Instructional System Development Model(ISD)Model

Instructional System Development model or ISD training model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS This phase consist of training need assessment, job analysis, and target audience analysis. 2. PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc.

3. DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. EXECUTION This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase.

Methods of Training

There are various methods of training, which can be divided in to cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training. Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning. The various methods that come under Cognitive approach are:

LECTURES

DEMONSTRATIONS

DISCUSSIONS

COMPUTER BASED TRAINING (CBT)

o

INTELLEGENT TUTORIAL SYSTEM(ITS)

PROGRAMMED INSTRUCTION (PI)

VIRTUAL REALITY

Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development. The various methods that come under Behavioral approach are:

GAMES AND SIMULATIONS

BEHAVIOR-MODELING

BUSINESS GAMES

CASE STUDIES

EQUIPMENT STIMULATORS

IN-BASKET TECHNIQUE

ROLE PLAYS

Both the methods can be used effectively to change attitudes, but through different means. Another Method is MANAGEMENT DEVELOPMENT METHOD MANAGEMENT DEVELOPMENT The more future oriented method and more concerned with education of the employees.

To become a better performer by education implies that management development activities attempt to instill sound reasoning processes. Management development method is further divided into two parts: ON THE JOB TRAINING The development of a manager's abilities can take place on the job. The four techniques for on the job development are:

COACHING

MENTORING

JOB ROTATION

JOB INSTRUCTION TECHNIQUE (JIT)

OFF THE JOB TRAINING There are many management development techniques that an employee can take in off the job. The few popular methods are:

SENSITIVITY TRAINING

TRANSACTIONAL ANALYSIS

STRAIGHT LECTURES/ LECTURES

SIMULATION EXERCISES

TRAINING NEED ANALISIS

Training Design

The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. The trainer Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Training climate A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is favorable nothing goes wrong but when the climate is unfavorable, almost everything goes wrong. Trainees learning style the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training strategies Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and

modules are then classified into information, knowledge, skills, and attitudes. Sequence the contents Contents are then sequenced in a following manner:

From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship

Training tactics Once the objectives and the strategy of the training program becomes clear, trainer comes in the position to select most appropriate tactics or methods or techniques. The method selection depends on the following factors:

Trainees background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources, etc

Support facilities It can be segregated into printed and audio visual. The various requirements in a training program are white boards, flip charts, markers, etc. Constraints The various constraints that lay in the trainers mind are: Time Accommodation, facilities and their availability Furnishings and equipments Budget Design of the training, etc

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

Implementing Training Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Physical set-up Good physical set up is pre requisite for effective and successful training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant. Establishing rapport with participants There are various ways by which a trainer can establish good rapport with trainees by:

Greeting participants simple way to ease those initial tense moments Encouraging informal conversation Remembering their first name

Pairing up the learners and have them familiarized with one another Listening carefully to trainees comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled time Using familiar examples Varying his instructional techniques Using the alternate approach if one seems to bog down

Reviewing the agenda At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included:

Kinds of training activities Schedule Setting group norms Housekeeping arrangements Flow of the program Handling problematic situations

Training Evaluation

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines. Purposes of Training Evaluation The five main purposes of training evaluation

are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes. Process of Training Evaluation Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of

resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase. Techniques of Evaluation The various methods of training evaluation are:

Observation Questionnaire Interview Self diaries Self recording of specific incidents

TRAINING IN GLOBLE BUSINESS WORLD

Training Culture

Communicating the information to different people from different Training cultures and different nationalities can give rise to many problems. Many simple things that seem simple and straightforward to communicate become difficult when it comes to communicating in different environment. Giving training in ones own culture is quite different from giving training in different culture. Being a good trainer is not the only requirement but understanding socio-economic and cultural backgrounds has now become an important part. Values, norms, attitude are the building blocks of Training culture. Values means what a group of people believes to be good, bad, right, or wrong. Norms means the social rules and guidelines that prescribe appropriate behavior. Attitude disposes a person to act in a certain way toward something in a certain situation. A trainer giving training in different culture has to keep these things in mind before delivering content. Instances: A good case that concerns attitude towards time in different cities: People are very punctual in United States. People from US tend to come little early for any meeting, or when invited for dinner, party to someones home because in their culture it is considered to be polite to arrive on time. In Great Britain, people tend to come late for any appointment. If called at 5 P.M., that means come at 5.30 or 6 P.M. Even for Argentineans, coming on exact time is far too early. For instance, In US, if the trainer gets late for a scheduled training session it is treated as a breach of etiquette. And it may result in loss of trainers respect and failure in

transfer of training. Age, Gender, and Professional Status Different cultures give different regard to age, gender, and professional qualification. For example, in Japan, people give high regard to older people. Older people are regarded as having greater knowledge, skills, wisdom, and abilities. Respect in the sense that people are more willing to listen to and seriously consider the information. In such a culture, a young trainer might have to work harder to gain attention and face problems in executing the program and transfer of training. Similarly, some countries are also biased about the gender. Like in Gulf countries, womens role is limited to households only. In such a culture, it is not possible for women trainers to undergo training programs because people will not be as receptive as in other culture. Same is with high professional status - the higher the qualification of the trainer, the more will be the importance attached to the information.

Language Problem in Training and Development

Language comprises of both spoken and unspoken means of communication. Bestest of the best training program will fail if trainer is not well versed in communicating trainees language. Language is one of the most important ingredients of culture. Spoken Language Trainees receiving training prefer to speak in their own language and trainer being able to speak the local language can help establishing rapport among trainees, which may be very important for the transfer of training. Language is one of the major barriers when it comes to giving training in cross-cultural environment. Chinese is the mother tongue of

the largest number of people (shown below), followed buy English and Hindi. Percentage of the people speaking their first language

Unspoken Language means non-verbal communication, a very important part of communication. It is a communication that uses body movements and gestures such as, raising eyebrows, smiling, hand movements, facial expressions, etc. A failure to understand unspoken language can lead to a failure of communication because body language is not the same in every culture. For instance, raising eyebrows is a sign of recognition in most cultures, but in some cultures, its not. Similarly, making a circle with the thumb and forefinger is a friendly gesture in the US, but it is obscene invitation in Turkey and Greece. Also, thumbs up gesture is used to indicate that its fine in the US and Europe, but it is vulgar gesture in Greece. Another case of unspoken language is the amount of distance between the persons talking to each other. In Latin America, the distance adopted by parties in a business discussion is 3 to 5 feet while in the US, it is 5 to 8 feet. In the training context, if the trainer gives training in Latin America and maintains a much larger distance than desired in their training culture, then in turn, it may result in a regrettable lack of rapport between the trainer and the trainee. Therefore, using the right body language is very important in cross-cultural training.

Global Training Class Social Structure

Social Structure refers to basic social organization. It consists of many aspects such as, the degree to which the social organization laid emphasis on the individual, as opposed to the group. Individualism Some countries emphasizes on individual achievement. Western countries emphasize on individual performance, this in turn, leads to high level of creativity, high degree of managerial mobility, entrepreneurial activity, etc. On the other hand, encouraging individualism also make it difficult to work in teams. It may be difficult for them to co-operate which may serve as an obstruction in smooth flow of training.

Group In most of the countries, group is the primary unit of organizations. Like in Japan, the social status of an individual is determined as much as in by standing of the group. This may lead to better cooperation; on the other hand it suppresses entrepreneurial activity, individual creativity, etc. This in turn, may result, in loss of recognition of individual achievement at work after training. Therefore, trainer has to keep in mind the factor of the individual and the group while giving training because encouraging a particular individual in Japan might be considered as impolite or vice-versa. Assumptions We all make assumptions every day. It may be positive or negative, good or bad. Assumptions influence our attitudes, perceptions. Most people see what they want to see and believe what they want to believe. It some times leads to coinciding and some time clashes. This tendency to make assumptions and forming attitudes regarding certain things can be a big problem in a cross cultural training. Differences in assumptions can some times be very problematic. As an example, trainer may believe that if the trainees do not question, they understand the content. On the other hand, trainees may believe that if they will ask question, the trainer might think they are dull.

Presumptions can some times result in disrespect, distrust or resistance to change behavior after training. For instance, trainees might misinterpret trainer because of his different accent, appearance, style, or anything. Lack of interest of trainees de motivates trainer to transfer expertise and skills. This can lead to discomfort and misjudging the others motives and goals. It is important to analyze the audience on the factors of customs, values, and language in case of cross-cultural training.

Role of Organization in Training and Development

An organization has a very close relationship with the trainee and the trainer because it is the first contact for both. The demand for the training in the organization increases when the organization wants:

To hire new people training as a means of training new recruits To Expand When the company wants to increase its headcount To increase certain number of staff (in position) by a certain date To enhance the performance of employees Organization's name to be a part of training unit

Demand for Training also increases when there is change in the nature of job, change in taste of consumer, change in methods of product development, etc. The organization

goes through the following steps for the transfer of training to the field.

But the problem arises when the organization outsource the training process. In this situation the organization assumes that the trainer must be aware of the type of training need s of the participants and their organization and their content will meet those needs. This leads to failure of the program, which results in collusion. Therefore, it's a foremost duty of the organization to make the trainer and their organization aware of their culture, climate, responsibilities of organization, etc.

Trainee Role Of Trainee in Transfer of Training

The trainee is a major stakeholder in a training program. The whole training program is

developed for the trainees only. Each candidate plays an important role in the transfer of training because one participant's attitude regarding the training influence the other participants and also each participant can assist by advancing the learning process to realize the training objectives. Participant's willingness to invest in the program is directly proportional to the benefits of the learning that the trainee could expect. Each participant forms their own perception towards training. Some perceptions remain the same during the program, while some faded depending upon the assessment of a program by the participant. Some personal factors that affect the trainee's learning are:

Family Situation Personal Problems Relation between the training program and personal objective Level of self esteem Benefits expected from training Comfort level with the trainer Learning style of trainee KSA of trainee Previous training experiences Desire for professional growth and development

Some environmental factors that affect the trainee's learning are:

Relationship with colleagues and subordinates Training team Trainer team Training objective Content of training Training design i.e. methods, techniques, and strategies Environment in the program Composition of training group Infrastructure i.e. eating facilities, tea/coffee breaks

No matter how good the training program is, in the end it is the participant only who decides whether to change his behavior or not. Trainees do not change their behavior merely because someone tells them to do. They change when they feel there is a need of it. They do it with their own learning style. The trainer and the

organization can only try to remove the mental blocks of the trainee, rest depends on trainee itself.

Importance of Trainer, Role of Trainer

The effective transfer of training depends a lot on the trainer because it is the trainer only who can remove the mental block of trainee, motivate the trainee to learn, delete the negative perception of the trainee regarding the training. Besides all that, a lot depends on personality of trainer also. The major competencies that are required to be present in a trainer are:

Presentation Skills Business Skills i.e. budgeting, time management, negotiation, etc. Content Development i.e. material production, graphics, layouts, etc Self development i.e. interpersonal skills, good listening skills, flexible, accepting the share of accountability, etc

Trainers Skills The skills that need to be present in a trainer are:

Training Design Evaluating the training program Training need analysis Worksheet design Exercises design

Role of Trainer

Facilitation Of Training

Facilitation of Training Transfer through Focus on Trainee and Organization Intervention: Focus on Trainee Focus on Organization Intervention Focus on Trainee

Training is successful not only with good training design and training objectives but also with the readiness and willingness of the trainees. For the training to be successful, three things are required 1. Motivation 2. Knowledge, Skills, and Attitudes (KSAs) 3. Expectations towards Training Expected Performance is directly proportional to the multiplication of motivation, required KSAs, and expectations towards training i.e.

Motivati on If the trainee is not motivated to learn, no learning is likely to occur no matter how good the training methods are, or how talented the trainees are. Therefore, it is important to intervene before training and provide them the information about the learning outcome that they can expect and how the learning outcome will help in achieving the objectives. This increases the motivation to learn and to be successful in training. Expectations Positive expectations matter a lot in a training program. If the trainee perceives the training as waste of time, and waste of resources, no learning is likely to occur. No learning is possible with negative perception. On the other hand, if the trainee believes and expects that the training would help him to improve upon his professional skills and would further help him in achieving his personal goals, the probability of training to meet the objective increases.

Knowledge, Skills, and Attitudes (KSAs) It is important that the selected trainees should have the right KSAs for the training because even if the methods and contents of the training is good but the candidates do not have the right KSAs, the training program will fail. Also the training methods would not be effective if the candidates are lacking the desired skills. Therefore, proper selection technique is must that would ensure that hired have the requisite KSAs to be successful in training.

Facilitation of Training Through Organization Intervention

Failure of training is not always because of lack of KSAs but sometimes it is because of the organizational forces also. These forces also hold back the transfer of training, and learning. Therefore, it is important to keep in check those forces. For the successful transfer of training, it is necessary to have supervisor support, trainer support, peer support, reward system, climate and culture. PEERS SUPPORT Peer support can also help in transfer of training, for example, if the trainee is the only one who is receiving training in the department then probably the experienced peers might put pressure on trainee to forget the training and work. This situation also hampers in transfer of training. However, this situation can be avoided by involving the entire department in training, also by encouraging the learning culture in the organization.

SUPERVISOR SUPPORT can affect their employees learning in number of ways, for example, if the trainee is motivated to learn and receives full support from their supervisor, then this support in turn encourages the employee to learn as much as possible. Also, supervisor can also reduce the negative factors of training, such as, the work that piles up during training that makes the employee uncomfortable and employees negative perception about the training program. TRAINER SUPPORT can also have a positive impact on the transfer of training. Gone are the days, when the trainers role used to get over once the training program is done. Trainers role is now extended to the work place also. Besides training, trainers role is to keep a check on how trainees are performing and help them and discuss with them if they encounter any problem in the workplace. CLIMATE Apart from supervisor support, peers support, trainer support, Climate factor also comprises of company polices, attitude of upper management towards employee, towards training. If these factors are positive then the climate will also support the transfer of training. It is the organizations foremost duty to make the employees realize through these factors that adequate amount of time and resources are spent on them for their professional and personal development. CULTURE also have the impact over the transfer of training. If the culture of the organization provides enough opportunities to its employees to implement what they

have learnt in the workplace and provide them variety of others factors such as, social support, challenging jobs, etc then the likelihood of the transfer of training increases. REWARD SYSTEMS If the learning outcome that helps in achieving the objectives is linked to reward system then the probability of the success of training would increase.