Synopsis On TRAINING AND DEVELOPMENT IMPACT IN SERVICE SECTOR OF INDIA(STUDY BASED ON CEMENT INDUSTRY)

For the partial fulfillment of the requirement of MASTER OF BUSINESS ADMINISTRATION Affiliated to Mahamaya Technical University, Noida (U.P.) (2010-2012)

Under The Guidance of: Mr. AYAN GOSWAMI

Submitted By: RAHUL SINGH Roll No. 10687470081

GNIT Management School 6-C, Knowledge Park-II, Greater Noida (G. B. Nagar)

INDEX
1. INTRODUCTION

2. OBJECTIVE OF THE STUDY

3. PROBLEM /SCOPE OF THE STUDY

4. REVIEW OF LITERATURE

5. RESARCH METHODOLOGY

6. LIMITATIONS OF STUDY

7. DATA ANALYSIS

8. IMPORTANCE OF THE STUDY

9. SUGGESTIONS.

10. CONCLUSIONS

11. BIBLIOGRAPHY

INTRODUCTION
Human resource management is the most important management aspect in today s world. It is concerned with the activity that takes place within the organization. It is one of the popularized functions in an organization. Human resource management helps manager to train, develop & select the people or an organization. Training is one of the important aspects and it is an act of increasing the knowledge and skill of an employee for doing a particular job and it is a process, which is implied to improve skill & knowledge of the employee, which gives benefits to the individuals, as well as the improvement of the organization. The H.R manager must identify the needs of training so that training programs must be successful. Since every organization deals with the people, training helps in developing their skills knowledge efficiency & it motivate to given their best for their organization. After an employee is selected, placed or introduced in an organization he/she must be provided with training facilities in order to adjust him to the particular job. Training is a short-term process and utilizing a systematic and organized procedures by which employee learn technical knowledge and skills for a definite purpose. The researcher has chosen JK cement co, Ltd, to study the training program and the effectiveness of carrier plan in the organization. The topic was selected because training is one of the means to achieve improvements in motivation and productivity through effective and efficient use of learning resources, learning is imperative to keep up with the society and training therefore has become an important and fast grooving field, major task before the enterprise is to find effective ways and means of developing the workers. Therefore the study was undertaken in the field so that whether the training is really effective or not. THE TRAINING PROCESS: y y y y y y Organization objectives & strategies Assessment of training needs EFFECTIVENESS OF TRAINING AND DEVELOPMENT Establishment of training goals Devising training programs Implementing of training programs Evaluation of results

I.

Organizational objectives & strategies:

The first step in the training process in an organization is the assessment of its objectives & strategies, what business are we in? What level of quality do we wish to provide this product or service? It is only after answering and the other related questions. ii. Assessment of training needs:

Need assessment diagnoses present problems and future challenges to be met through training and development? Organization spend huge amount of money on training, before committing such huge resource, organizations would do well to assess the training needs of their employee. iii. Establishment of training goals: Once training needs are assessed, training and development goal must be established, the goals established and implemented must be tangible, verifiable and measurable without clearly set goals. It is not possible to design a training programme and after it has been implemented goals must be tangible verifiable and a measurable. iv. Devising training programmes: Every training programme must address certain vital issues, a) Who participates in programmes? b) Who are the trainees? c) What methods and techniques are to be used for training? EFFECTIVENESS OF TRAINING AND DEVELOPMENT d) What should be the level of training? e) What training principles are needed? v. Implementation of training programs: Once the training programme has been designed, it needs to be implemented, implementation is best with certain problems, in the first place, most managers are action oriented and frequently say they are too busy to engage in training efforts. Secondly, availability of trainees is a problem. vi. Evaluation of results: The last stage in the training process is the evaluation of results. Since organizations spend huge amount of money on training, evaluation helps to determine the results of the training programs. EFFECTIVENESS OF TRAINING AND DEVELOPMENT TRAINING AND DEVELOPMENT Training and development activities are the main mechanism through which individual goals aspirations can be integrated with organizational goals and requirements. Such integration can be achieved only when training and development efforts are linked with the organizational requirements and carried out in a systematic manner throughout the organization.

Meaning and scope Training is the systematic modification of behavior through learning, which occurs as a result of education, instruction, development and planned experience. Definitions Edwin Flippo Training is an act of increasing the knowledge and skills of the employee for doing a particular job. Development includes process by which employees acquire not only skills and competence in their present jobs but also capabilities for future positions. IMPORATANCE OF TRAINING Training is the career stone of sound management, for it makes employees more effective and productive. It is actively and intimately with all the personnel or managerial activities. The importance of human resource management to a large extent depends on human recource development. Training is the most important technique of human recource development. As stated earlier, no organization can get a candidate who exactly matches with the job and the organizational requirement. Hence, training is important to develop the employee and make him suitable to the job.The organization which devotes itself to training and development enhances its HR capabilities and strengthening its competition edge. At the same time, the employees personal and career goal s are furthered, generally adding to his or her abilities and value of the employees. Ultimately, the objectives of HR department are also furthered. Benefits of training 1. Reduction in learning time. 2. Reduction in suspension. 3. Reduction in operational problem. 4. Better performance of the employees 5. Boost employees` morale.

Training Methods
1. On the job training method: This type of training is also known as job instruction training. It is the most commonly used method. Under this method, the individual is placed on a regular job and tauht the skills necessary to perform that job. On the job training has the advantage of giving firsthand knowledge and experience under the actual working conditions. On the job training methods include job rotation, coaching, job instructions or training through step-by-step and committee assignments.

a) Job rotation: This type of training involves the movement of the trainee from one job to another, the trainee receives job knowledge and gains experience from supervisor trainee in each of different job assignments. This method gives an opportunity to the trainee to understand the problem of employees on the jobs and respect them. b) Coaching: The trainee is placed under a particular supervisor functions as a coach in training the individual. The supervisor provides feedback to the trainee on his performance and offers him some suggestions for improvement. c) Job instructions: this method is also known as training through step-by-step. Under this method, trainer explains the trainee the way of doing the jobs, job knowledge and skills and allows him to do the job. 2. Off the job method: Under this method, a trainee is separated from the job situated and his attention is focused upon learning the material related to his future job performance. There is an opportunity for freedom of expression for the trainee. They are: a) Vestibule training: In this method actual work conditions are simulated in a class room material files and equipment those are used in actual job performance are also used for training personnel for clerical and semi-skilled jobs. EFFECTIVENESS OF TRAINING AND DEVELOPMENT b) Role playing: It is defined as a method of a human interaction that involves realistic behavior in imaginary situation. This method of training involves action, doing and practice. Need for training An increased use of technology in production. old employees need refresher training to keep themselves fit with the change of increased use of technology in the organization. Helps the employees in reduce waste and spoilage of raw materials and produce good quality product and improve their potential. Distinction between training and Development Training is Short-term process criticizing systematic and organized procedure by which non- managerial personal Lear s technical knowledge and skills for a definite purpose. Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

OBJECTIVES OF THE STUDY

1. To know the training methods in a Jk cement co, Ltd. EFFECTIVENESS OF TRAINING AND DEVELOPMENT 2. To study the effectiveness of training in the Jk cement co, Ltd. 3. To know the satisfaction level of trainee s with regards to training Programme conducted in the company. 4. To study the problems faced by the trainee s during the training period. 5. To find out the factors to make the training program s more effective in future.

STATEMENT OF THE PROBLEM/SCOPE OF THE STUDY

In recent years the scope of HRD has broadened from simply providing training programs to facilitating learning throughout the organization in a wide variety of ways. There is a increasing recognition that employees can learn and should learn continuously and that they can learn from experience and from each other as well as from formally structured training programs nevertheless, formal training is still essential most organizations. JK cement industry desired to study the effectiveness of these programs being conducted in their organization .Therefore the study on effectiveness of training and development was undertaken by me.

Litrature Review
Cement industry. The report analysis focused on the requirement of the training program, evaluation of training after analyzing the entire program, and it was found that training is important with some valuable suggestions of the management for improvement. By concluding that, continuous improvement in training is possible only when the organization provides an effective training to all employees and at all level in the organization. The efficiency of any development directly depends on how well its members are trained the key to understand your employee and your company s training needs

RESEARCH METHODOLOGY
TOOLS OF DATA COLLECTION: The data required for the study was both primary , secondary the situation demanded total collection of fresh data so as to arrive at a genuine conclusion & there by suggest a practical solution. The data was collected through two types of resources. PRIMARY DATA: The primary data has been collected through well structural question naire by approaching directly to the respondents. The survey has been conducted through the different age group & qualification. The questionnaire included both open ended & close ended. EFFECTIVENESS OF TRAINING AND DEVELOPMENT SECONDARY DATA: The secondary data consist of books, journals, company profiles, & websites of the company. SAMPLING: A method of convenient sampling has been adopted to circulate the questionnaire among the workers. The study has taken a sample size of 100 respondents & respondents have been selected carefully. TECHNIQUES: This study has made use of relevant statistical tools like, Likerts methods, column graph & tables where even necessary.

DATA ANALYSIS
Table-1: Level of Training Programs conducted SL. No Particulars No. of respondents Percentage 1 Department level 45 -90 2 corporate levels 3- 6 3 unit level 2 -4 Total 50 -100EFFECTIVENESS OF TRAINING AND DEVELOPMENT : Analysis From the above table it reveals that 90% of the respondents were trained at the department level, 6% at the corporate level and only 4%of the respondents were trained at the unit level. Interpretation: In this organization most of the time training conducted is department level.

Table-2: How are the training needs identified? SL. No Particulars No. of respondents Percentage 1 oral feedback 30- 60 2 Based on the 8- 16EFFECTIVENESS OF TRAINING AND DEVELOPMENT performance 3 Discussion between the trainer and the trainee12- 24 total 50- 100 Analysis: From the above table it reveals that the training needs of the 60% respondents were identified through oral feedback, 24% respondent s needs were identified through discussion between the trainee and only 8% respondents training needs were identified through performance appraisal. Interpretation: Oral feedback is the preferred method for identification of training needs. . Table-3: No of training programs have you attended? SL. No Particulars No. of respondents Percentage 1 one 4 8 2 two 10 20EFFECTIVENESS OF TRAINING AND DEVELOPMENT 3 more 36- 72 total 50- 100

Analysis: The above table it reveals that 72% of th respondents have attended more numbers of the training programs, 20% of the respondents have attendant two training programs and about 8% have attended only one training program. Interpretation: Most of the employees have attended more than two training program.

Table-4: opinion about the contents of the training program sl. No Particulars No. of respondents Percentage 1 Excellent 11- 22 2 very good 22- 44 3 good 17 -34 total 50- 100EFFECTIVENESS OF TRAINING AND DEVELOPMENT Analysis: From the above table, it reveals that 44% of the respondents felt very good about the content of the training program, 34% of the respondents felt good about the content of the training program and 22% of the respondents felt extremely good about the content of the training program. Interpretation: Most of the employees were satisfied with the content of the training programs.

Table-5: Duration of the training program attended by the responded SL. No Particulars No. of respondents Percentage 1 1 day 22- 44 2 2 day 20 -40 3 -1 week 8- 16 total 50- 100EFFECTIVENESS OF TRAINING AND DEVELOPMENT Analysis: From the above table, it reveals that 44% of the respondents have attended 1 day of the training program and 40% of the respondents have attended 2 days the training program and 16% of the respondent have attended upto 1 week duration of the training program. Interpretation: Maximum employee has been attended one and two day training Program.

IMPORANCE OF THE STUDY

Training plays a pivotal role in any organization. It must be tailored to fit organizations strategy and structure. This study aims to help kesoram industries review and assess the training programs conducted in the organization and suggest remedial measures to improve the effectiveness.

SUGGESTIONS
.It is suggested from the study that the management support system must be providing a better to the employees in the organization. .Most of the training programs are conducted by the internal executive they must provide the facility to employee from the outside consultant. .Maximum employee has been attended one and two day training Program. They must endeavor to give for weak or for months to enhance the talent as well as develop their work quality. .It is suggested that the organization should provide an effective training procedures and methods .It is suggested from the study that the organization should take steps to improve the training procedures and methods adopted during training process. .It is suggested that the organization should think about the trainee s satisfaction level that is necessary for improving the work quality of the

CONCLUSION
1. Training focus more on knowledge and skills and improving job performance of the employee. 2. At least 72% employees have attended training programs of duration from 1days- 2days in past year EFFECTIVENESS OF TRAINING AND DEVELOPMENT 3. It is found that all most all employees have undergone training in the organization. 4. It is found that training needs are assessed based on oral feedback. 5. It is found that employees in the organization feel that training is required for further improvement 6. It is found that employees are satisfied with the infrastructure facilities provided during training programme. 7. It is found that employees agree that training procedures and methods helps to improve the employee efficiency to meet changing goals of the organization. 8. It is found that employees are satisfied with the training methods and period adopted in the organization. 9. It is found that employees are satisfied with the trainer and the training programmes organized in the company. 10. It is found that employees are satisfied with the HR managers support during training programmes. 11. It is found that each employee is allowed to give feedback about the training programmes conducted in the organization.

BIBLIOGRAPHY
1. Effective training systems, strategies and practices (2nd Edition) P.Nick Blanchard James W. Thacker Human resource management. By Ashwatappa 2. Profile of JK Cement limited. 3. Company journals 4. Internet www.jkcement.com cement industry website