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Objectives:
Every study has its own objective. The aims and objectives of study are as follows:
1. To determine the extent and degree of the training programmes fulfilling the set
objective.
2. To identify and analyze whether the training’s input, trainings techniques and methods
are in line.
4. To analyze the learning process of trainees and suggest the effective measures.
5. To identify the obstacles which are generally faced by the trainees in the implementation
of training in real practical life and explore the smooth way without obstacles.
6. To prepare better procedure for feedback or post training evaluation for the effective
7. To assess and highlight the impact of training on the behaviour and performance of the
10. To extract out the preferable mode and method of training programmes.
11. To compare and analyze the different data of training programmes, maintained by the
Recommendations:
Individual –needs must be considered seriously rather than group –needs.
Study material must be given quite in advance before training programme, so that participant
make himself aware with the study material and contents for training programme.
Motive for training should not be as: “If one participant among forty or fifty, acquires
knowledge then training is useful” Instead, it should be as: “All the participants have to
External faculty should be called again only after assessing the results of post training
evaluation
Mangers and above may be awarded of the future benefits of training. They should made to
be realized that training is not a wastage of manpower. It’s an important issue because
investment in human resources is the best investment if company really wants to upraise
itself.
In post- training evaluation period, questionnaire may be forwarded to the concerned D.Os.
Case work method can be adopted in counseling, if group work method become
unsuccessful.
The feedback forms, which are filled just after which are filled just after training, should not
contain the name of trainee. Then he will reveal the facts exactly, related in the absence of
faculty.
Training should be given only after making up the of trainee for it. It may be done by
motivating by the D.Os. trainees should be prepared for training and then they will learn
Limitations:
It is a brief conducted during short span of time. In order to know the depth one requires a lot of
information, money and involvement of manpower. As is the case with every research effort, this
study also leaves a lot of room for further improvements. The major Limitations of this study are
given below.
Due to non- corporate nature of some of the organizations, project could not be undertaken
Biases in the responses cannot be rules out as the questionnaire were only filled by the
Sudden changes in the programme of some of the participants at the time of interviews led
Conclusion:
India. Each organization has developed it own methods of training for both the workers and
supervision. However management must consider a systematic training programme to
improve the efficiency and morale of employees. A systematic training programme will
help the management to standardize the job performance as well as in selection and
placement programme.
2. Since training is a continuos process and not a one time affair, and since it consumes time
and entail much expenditure, it is necessary that a training programme or policy should be
prepared with great thought and care, for it would serve the purpose of the establishment as
well as the needs for employees. Moreover, it must guard against over- training use of poor
instruction, too much training in skills which are unnecessary for a particular job, imitation
for other company’s training programmes, misuse of testing techniques, inadequate tools and
3. A successful training programme presumes that sufficient care has been taken to discover
areas in which it is needed most and to create the necessary environment for its conduct. The
selected trainer should understand clearly his job and has professional experience, has an
aptitude and ability for reaching possesses a pleasing personality and a capacity for
leadership, is well versed in the principles and methods of training and is able to appreciate
4. Participants tend to be more responsive to training programmes when they feel the need to
learn, I e. the trainee will be more eager to learn if training promises answers to problems
or needs he has. The individual who perceives training as the solution to problems will be
more willing to enter into a training programme than the individual who is satisfied with his