Effectiveness of Training and Development

EXCEUTIVE SUMMARY
The project was undertaken to analyze the concept of, “Effectiveness of Training and Development” in meeting the objectives of an organization and to adopt the best practices of the industry to serve the customer. The study was conducted in Bangalore with special reference to Manipal Speciality Hospital, Rajarajeshwari nagar, Bangalore to study and analyze the Training and Development system of Manipal and give suggestions to improve the Training system.

The Manipal Group is renowned worldwide for its pioneering work in healthcare and education spanning five decades. Its Healthcare Division runs 15 hospitals. Manipal group has ventured beyond the boundaries created by history, geography, nationality, genders, socio-economic strata and found opportunities to create wealth of different kind - in the form of health, knowledge and social security - working towards a better future. What makes Host company different from its competitors is the superior quality of service and its willingness to incorporate new technology. Today Manipal is trying to command a leadership position in the service industry segment of Asia.

To accomplish the above, around 50 employees of Manipal Speciality Hospital, Bangalore were surveyed and interviewed. The core purpose of the survey was to find out employee perspective towards the training that is given to them. The primary objective of the study are as follows-

 To study and analyze the present Training and Development system adopted.  An interview based on a questionnaire to know how does the
general towards the organization and the training methods used. JnanaVikas Institute of Technology Page 1 employee feels in

Effectiveness of Training and Development

 The idea behind the study is to adopt the best practices and to eliminate the pitfalls of the system.

 This

study gives feedback on Training methods followed in Manipal Speciality

Hospital and its effectiveness in meeting the objectives of the organization. The methodology used to realize the above objective involves collection of data through both primary and secondary sources. For collecting the data, the questionnaire was developed and distributed randomly to the employees and was requested them to fill the questionnaire. The sample size of the research is 50 respondents. After getting the responses from the respondents, analysis and interpretation was done. At the end, suitable suggestions and recommendations, based on the findings of the study are given. The entire project report is presented in the form of a report using chapter scheme, developed logically and sequentially from “Introduction” to Bibliography and References.”

JnanaVikas Institute of Technology

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Effectiveness of Training and Development

INDUSTRY PROFILE
INTRODUCTION
Health care means a wide and intensive form of services, which will be related to well being of human beings. Health Care is a social sector. Health Care services are provided at state level with the help of central government. Health care is a wide and intensive industry, which covers Hospitals, Health Insurances, Medical software, Health- equipments and Pharmacy in it. Major inputs of health care industry The major inputs of health care industries are as listed below: I. II III. IV. Hospitals Medical insurance Medical software Health equipments

OVERVIEW OF HEALTHCARE SECTOR IN INDIA
India’s healthcare sector has made impressive strides in recent years. It has transformed to a US$ 17 billion industry and is surging ahead with an annual growth rate of 13% a year. The healthcare industry in India expected to grow in size to Rs 270,000 core by 2012. The healthcare industry employs over four million people, which makes it one of the largest service sectors in the economy of our country. Healthcare is dependent on the people served; India’s huge population of a billion people represents a big opportunity. People are spending more on healthcare. The rise in literacy rate; the higher levels of income; and an increased awareness through the deep penetration of media, has constituted to greater attention being paid to health. India has a very low density of doctors. Infant mortality is amongst the highest in India. JnanaVikas Institute of Technology Page 3

Using the latest technical equipment and the services of highly skilled medical personnel these hospitals are in a position to provide a variety of general as well as specialists’ services. Major corporations like the Manipal. Wockhardt. “India. As medical costs sky rocket in the developed world. The private Healthcare segment has grown into a formidable industry estimated to be Rs.000 crores. and by leveraging the brand equity of Indian healthcare professionals across the globe”. Apollo Group. countries like India have immense potential for what is called "Medical Tourism". Conference Chairman. Chennai and Hyderabad. The Government of India places top priority to healthcare in the national agenda. Duncan. It is very serious about encouraging indigenous R&D and creation of human capital. leading to greater socio-economic progress of the country. with outstanding human resource talent and the setting up of world class medical facilities. Ispat. This would improve the quality of life of our people. highlighted Harpal Singh. said Vinod Khanna. Fortis. in his theme address. was now poised to take leadership in the fast emerging arena of healthcare management which is witnessing the first signs of globalization”. Union Minister of State for External Affairs.Effectiveness of Training and Development Hospitals in India are running at 80-90% occupancy. Good Healthcare in India is in extreme short supply and it is this gap that Corporate are looking to plug.00. “India is well positioned to tap the top end of the $3 trillion global healthcare industry because of the facilities and services it offers. Piramal. Most users of healthcare prefer private services to government ones. New Delhi.8. Max. ORIGIN OF THE INDUSTRY JnanaVikas Institute of Technology Page 4 . Escorts have made significant investments in setting up state-of–the-art private hospitals in cities like Mumbai.

the first hospital was opened in 1676.N. Research. Bombay [comprising the above two institutions] is ' Service. Such hospitals were known as "Veera Solan".). In Bombay.J. A few religious and charitable endowments in South India established schools with attached hospitals. Khanolkar (pathologist). In 1510. This led to the formation of the King Edward VII Memorial (KEM Hospital) in 1926. Emperor Akbar.J. Named after Sir Jamshetjee Jejeebhoy whose munificent donation helped in the building of this hospital. Western medicine was introduced by the Portuguese sometime in the 16th century. medical schools had already been established in Calcutta and Madras.C.J. Many years later. Baliga. there were schools with attached hospitals. Cooper. Later. The motto of the Tata Memorial Centre. Vakil (physicians ). Albuquerque built the Royal Hospital in Goa. it was declared open to the civilian population. hospitals for men and animals were established during the reign of Maurya and Gupta Kings. built a large hospital at Fatehpur Sikri. The famous people associated with this hospital over the years include Jivraj N Mehta and R. however on seeing that less qualified Britishers were preferred over competent Indian physicians for jobs. founded in the year 1843. It is believed to have been constructed by Mahendra. an elementary course in medicine was organized in this hospital. A. cancer. In India. The East India Company built a Military Hospital in Madras in 1664. Under the Emperor Ashoka (260 B. in the 16th century. There are also ruins of a hospital at Mahintale near Anuradhpura in Sri Lanka.R. in 1703. the J. Earlier. By the turn of the century. The Tata Memorial Hospital (1941) and the Cancer Research Institute (1952) are in the forefront of India's fight against the dreaded disease.Hospital with its Grant Medical College was responsible for introducing modern allopathy to western India.Effectiveness of Training and Development Institutions created specifically to care for the ill appeared early in India. In ancient India.group of hospitals.Sen (surgeons) and V. nationalists decided to build a hospital where Indian doctors could treat patients. P.K. then Governor of Bombay in 1835. started functioning in May 1845. The idea of starting such an institute had earlier been mooted by Sir Robert Grant. later on in 1750. This centre was built solely out of personal JnanaVikas Institute of Technology Page 5 . the J. Education'. In South India an edict dated 1097 of Veera Chola Maharaj refer to a sixteen bedded hospital for students of the school attached to the templeat Tirumakundal in Chingleput District.V. the son of Ashoka. R.

On average. Ida refused since she was ignorant of the procedure. research and experimentation. Later. the system reaches barely fifty percent of the population – mainly on account of general infrastructure bottlenecks. started a Clinic in Vellore. Indian families spend 600 per month on healthcare which is 11% of the household income. Another institution of repute is the AIIMS (All India Institute of Medical Sciences). Ida Scudder. Vellore. As per some estimates. However. 130 km from Madras in South India. males were also admitted. Of this. Lady Meherbai Tata was sent to England in 1930 for treatment of leukemia. New Delhi which was started in 1956 for the development of excellence in all aspects of heath care including undergraduate and postgraduate teaching. an American Schoolgirl was visiting her parents in India in the late 19th century. she started a school for compounders (1903). Her husband. The density of doctors is also low. SIZE OF MARKET India's healthcare industry is estimated at Rs 1000 billion. There are only 43 doctors for a population of 10. all 3 children died. therefore to build a hospital for cancer patients in India. The country lags behind international standards on basic healthcare infrastructure and facilities.Venugopal in 1994 was in this hospital. Asked to assist in childbirth. Rs 185 billion is spent on healthcare annually. This prompted Ida to study medicine in the USA. MARKET OVERVIEW India has a fairly comprehensive healthcare system comprising of government and private service providers. Perhaps the Indian hospital best known all over the world is the Christian Medical College. training. Ms Scudder.000.Effectiveness of Training and Development tragedy. a school for Nurses (1909) and finally a medical school for women in 1918.000 populations as compared to the WHO norm of 333 beds per 100. On returning to India in 1900. India has 94 beds per 100.000. pharmaceuticals account for Rs 200 billion. he decided. To her horror. From 1947 onwards. based at a town. The heart transplant performed by P. showing that they are willing to spend provided the service they get is of JnanaVikas Institute of Technology Page 6 . It is a 1500 bed hospital. Sir Dorabji realized that such a thing would not be possible for most Indians.

and further the healthcare sector is projected to grow to nearly 1.Effectiveness of Training and Development high standard. or smaller cities such as Hyderabad or Pune. Many hospitals have planned growth strategies and expect good out comes this fiscal. making it the third largest growing sector in India.2% to 7. FUTURE OUTLOOK People are both living longer and expecting a higher quality of life.000 crores by year 2012 that GDP 6. There had been a steady growth in this sector.2% of the GDP. The health care sector has been attracting huge investment from domestic players as well as financial investors and private equity firms across the globe. The economic slowdown does not seem to have had a major impact on corporate hospitals. The sector’s perceived recession-proof nature the demand-supply gap and the possibility of attractive financial returns makes it attractive for investors. unlike other industries. India's health expenditure is 5. According to The World Health Report 2000. Feedback ventures expect private equity funds to invest about USD 1 billion in the health care sector in the next five years. Manipal Hospitals expects to acquire a hospital or a chain of two to three hospitals in New Delhi. All of these lead to a positive outlook for growth in the healthcare industry. Public and private health expenditure is 13% and 87% respectively. In addition.2% of its GDP. stands untouched by recession. Mumbai. 80. planed to form a new entity to run its hospitals as part of a restructuring that it expects will help raise Rs100-125 crore for expansion and help attract investors in further fund-raising activities. Both of those will increase demand for the healthcare industry. Manipal hospitals a thirdlargest hospital chain. The Indian healthcare industry. revenues from the healthcare sector accounts for 5. Chennai.5% and a compounded annual growth rate (CAGR) of 15-17 percent for at least the next 7-10 years. the “baby boomer” generation is beginning to reach the age where increased medical attention is almost necessary. which continue to remain upbeat about their performance in FY09-10. COMPANY PROFILE JnanaVikas Institute of Technology Page 7 .

the Manipal Group. Its Healthcare Division runs 15 hospitals with 1250 doctors and 4250 beds. Manipal Group has a strong academic focus. MAHEDeemed University at Manipal is a University Town with 3 Universities. Banker and Philanthropist. TMA Pai. The parent company. is renowned worldwide for its pioneering work in healthcare and education spanning five decades. Manipal Health Systems. 24 Colleges and over 20000 students from over 39 countries. 7 government associate hospitals with 2565 beds. JnanaVikas Institute of Technology Page 8 . Educationist. Physician.Effectiveness of Training and Development BACKGROUND AND INCEPTION OF THE COMPANY Manipal Group Founded 5 decades ago by Dr. 7 rural health centers and 14 Medical Colleges with over 9000 students and 275 faculty staff. the Hospital Management Company of the Group treats over 19 lakhs patients every year.

an attentive staff. It is a rather integrated system providing healthcare to both national and international patients from many areas. genders. It has a staff of over 1. Bangalore is one of 5 Manipal Hospitals within what it refers to as the "Bangalore cluster." The hospital promotes itself for its quality. ENT and so many more. geography. The entire hospital system houses 3. Manipal Hospital in Bangalore is one of 15 hospitals within a large health care service system. Nursing. Manipal Hospital-Airport Road. socio-economic strata and found opportunities to create wealth of different kind . Diagnostics and Allied Areas. serving 1. plastic surgery.in the form of health. secondary and primary health care delivery services which has been covered over. This multi-super specialty center provides medical services in 43 specialties in such areas as accident and emergency. HISTORY It is India’s first hospital to be ISO 9001:2000 certified for Clinical. Besides its 15 hospitals.700 and over 275 consultants supporting its 600 beds and 40+ specialties. Per our review.5 million patients each year. With a team of some of the best doctors in the world.000 doctors. tertiary. knowledge and social security .700 beds and over 1. state-of-the-art equipment. cardiology. it is comprised of 9 primary care clinics and 55 community health programs. Manipal Hospitals offers quaternary. The hospital has been declared winner of the prestigious Golden Peacock National Quality Award 2005 in the service category. affordable healthcare housing 600 beds. nationality. the hospital provides specialized medical services at affordable costs in over 40 specialties. JnanaVikas Institute of Technology Page 9 .working towards a better future.Effectiveness of Training and Development Manipal group has ventured beyond the boundaries created by history.

Effectiveness of Training and Development • • • 15 Hospitals 9 Primary Care Clinics 55 Community Health Programs Manipal Hospitals has strength of • • • 3700 Beds Over 1000 Doctors 1. Annually Manipal Speciality Hospital.5 Million Patients. Rajarajeshwari Nagar Bangalore JnanaVikas Institute of Technology Page 10 .

well – trained nursing team and Para medical support staff. The hospital endeavors to provide total healthcare solutions at affordable costs to patients across every strata of the society with its eminent doctors. This 120 bed multispecialty secondary care hospital further strengthens the availability of quality healthcare by offering state-of-the-art diagnostics and consultancy services in all major clinical specialties in an upcoming satellite town on the outskirts of Bangalore.Effectiveness of Training and Development Manipal Specialty Hospital. NATURE OF BUSINESS CARRIED JnanaVikas Institute of Technology Page 11 . Rajarajeshwari Nagar is a recent health care venture by Manipal Hospitals.

The company is also presently engaged continuously to strive for clinical excellence. patient centricity and ethical practices. ably supported by high-end technology.Effectiveness of Training and Development Manipal health enterpriser has been the only public sector undertaking making profit since its inception. VISION Our Vision is to become Asia's leading healthcare provider with happy and satisfied patients and stakeholders. We will earn its trust through services differentiation of clinical excellence. Manipal is in the areas of health care.breaking medical services. education and research. JnanaVikas Institute of Technology Page 12 . research and hospitality of various life saving and essential service sector. MISSION We are committed to be the most preferred and comprehensive service provider in meeting health care needs of the community. QUALITY POLICY We will provide world class healthcare by harnessing the “state-of-the-art” technology in medicine. education. Manipal is today actively involved in providing the path. personalized care and medical services that are responsive to the needs of the society.

4( 1 & 2 Functional).PATIENT SERVICE Operating Room .” We will accomplish this through a team of trained and dedicated personnel with cost effectiveness. The lists of Service they provide are as follows Anesthesia Cardiology Dermatology Dental Medicine Department of General & Minimally Invasive Surgery ENT Urology Internal Medicine Obstetrics & Gynecology Ophthalmology Orthopedics and Spine Surgery Pediatrics Physiotherapy IN.Special Rooms Special Room Page 13 Day Care Pre and Post Operative Area JnanaVikas Institute of Technology .Effectiveness of Training and Development We will strive to meet expectations and endeavor to surpass them and all our actions will reflect that we are truly “INSPIRED BY LIFE. SERVICE PROFILE Manipal Specialty Hospital. well-trained nursing team and Para medical support staff. Rajarajeshwari Nagar endeavors to provide total healthcare solutions at affordable costs to patients across every strata of the society with its eminent doctors. Minor OT (Starting in near future) ICU Medical / Surgical Pediatric / Neonatal Semi.

Ray Ultrasound ECHO Doppler JnanaVikas Institute of Technology Page 14 . (yet to start) Physiotherapy & Rehabilitation Vascular Surgery (yet to start) CATH LAB (yet to start) MORTUARY (yet to start) Endocrinology Rheumatology Dental Medicine Laboratory Services Blood Bank (will start in near future) Radiology & Imaging CT Scan MRI X. & Gynae General Surgery Paediatrics Eye / ENT Dermatology Cardiology / Cardio-thoracic Surgery Orthopedics Neurology / Neuro Surgery Nephrology Urology Endocrinology Rheumatology Plastic Surgery Nuclear Medicine (Gamma Camera)( yet to start) 24 hrs Pharmacy Dialysis Diagnostic ECG / TMT / ECHO / Doppler / HOLTER EMG/ EEG etc.Effectiveness of Training and Development Labor Room Pediatric Ward General Ward (Male and Female) Deluxe Rooms Trauma Care Centre OUT PATIENT SERVICE Consultations Internal Medicine Obst.

Effectiveness of Training and Development Complete Non – Invasive Cardiac Endoscopy (Upper and Lower GI) AREA OF OPERATION OWNERSHIP PATTERN Founder-Dr.Dr. Manipal Group .Ramdas Pai Page 15 JnanaVikas Institute of Technology . TMA Pai Chairman.

Vittaldas Pai Mr.Ramdas Pai. Ganesh Selvaraj Mr.Media.Information Technology Vice President Projects General Manager .Material Management Head. Rajen Padukone Dr. Nandkishor Dhomne Mr.Human Resources Assistant Vice President .Medical Services/ Compliances & Education Dean & Principal Head. Basawraj S Kuppasad Dr. Mathew Verghese Mr. Manipal Hospitals Name Mr. Nagendraswamy S C Mr.& JnanaVikas Institute of Technology Page 16 . Brands & Products President Deputy General Manager – Finance Deputy General Manager-Human Resources Unit Head – Operations Unit Head – Operations Unit Head – Operations Board. Sudharshan Ballal Dr. Sudhakar Prabhu Mrs. Saroja Jaykumar Dr.Effectiveness of Training and Development It’s a Family owned Business Dr. A Malathi Ms. Raghuraman T S Mr. T Ramoji Dr. The business is now carried by his son Dr. K D Sathyanarayanan Dr. Ramesh Raju Designation Chief Executive Officer Chairman Medical Advisory Medical Director-Manipal Hospitals President CFO & Company Secretary COO & Medical Superintendent Head. TMA Pai was the founder of the Manipal group. Simanta Sharma Dr. R V Bharath Mr. Major.Central Procurement General Manager . Saritha Vijayanagar Dr. Nagendraswamy S C Mr.

Deluxe. Bangalore INFRASTRUCTURE FACILITY Hospital Layout Ground floor Front office. Ayurveda. IT Dept. Stores. lab. pharmacy. First floor General Ward Reception. Paediatric GW. labor ward. casualty reception. Administration. Reception. facility. Basement Blood Bank. and Center Head cabin. Maintenance. OT. and Clinical administrator cabin. radiology department. Library. casualty. HR. John Hospital. Auditorium. nursing. cathlab. Male / Female GW. Finance. Bangalore WACKART Hospital. NICU. Second Floor Special ward. Bangalore St. lab reception. Semi special ward. OPDs. dialysis. physiotherapy. MRD. billing. Nursing College JnanaVikas Institute of Technology Page 17 . SICU.Effectiveness of Training and Development COMPETITORS BGS Hospital. Bangalore Sagar Hospital. PICU. Bangalore Apollo Hospital.

Bangalore has been ranked in the top 5 categories in “INDIA’S MOST CARING HOSPITALS” survey.Effectiveness of Training and Development AWARDS & ACCOLADES Quality Accolades bagged by Manipal Hospital. 2007 and 2008. Government of India. NABL (National Accreditation Board for Testing & Calibration Laboratories) – the accreditation is valid from October 11. Golden Peacock Award – Winner of the Golden Peacock National Quality Award 2005 JnanaVikas Institute of Technology Page 18 . The Week – Adjudged best hospital in Bangalore consecutively for the past five years. Government of India. nursing and allied areas.ISO 9001:2000 for providing multi super specialty tertiary healthcare services in clinical. 2006. diagnostic. 2006. 2008. Bangalore NABH (National Accreditation Board for Hospitals & Healthcare Providers) – the accreditation is valid from February 11. ISO Certification. This certification was received in 2003. An all India Survey conducted by the Ministry of Consumer Affairs. This certification provides a sense of assurance that the quality of care and patient safety is on par with the high standards set by the International Society for Quality Healthcare (ISQua) an International body which grants approval to accreditation bodies in the area of healthcare. This was an all India survey conducted by the Ministry of Consumer Affairs. List of awards and recognitions received by Manipal Hospital. Manipal Hospital. Bangalore: The Consumer Voice – Awarded the Most Patient Recommended Hospital in India. 2004.

Effectiveness of Training and Development WORK FLOW MODEL JnanaVikas Institute of Technology Page 19 .

anti-obesity centre & rehabilitation centre for mentally and physically challenged patients Child care centre JnanaVikas Institute of Technology Page 20 .Effectiveness of Training and Development FUTURE GROWTH AND PROSPECTS The growth of the company is immense. MSH Future Plans • Preventive health care centre (a) Immunization program (b) Health check program (c) Active interactive sessions between public and doctors (d) Public awareness for various insurance schemes • • • • • • • • Health care tourism spot Tie-ups with social organizations to attract lower and middle class society 24 hr Regional Blood bank centre Organ donation. From the day of inception the company is making profit. preservation and transplant centre Trauma care centre at petrol bunk Major heart care centre De-addiction centre. It has already expanding its marketing to some of the countries in Asia. the demand for good quality health service is increasing. in the same way Manipal is also improving its quality of product and services with improved techniques to make available the service at the right place at the right time. as people are becoming more health conscious. The graph is showing upward trend from which we can say that the company is in a stable position and the company future is expected to be bright. The company is not only focusing on domestic service but also on international service. To meet the demand of the health care industry is pulling in the efforts in the same place to meet the demand.

The 7S model was born at a meeting of our authors in 1978.Effectiveness of Training and Development MCKENSY’S 7s FRAME WORK According to Mc Kinsey a company strategy is only one of the 7 elements of the successful practices. There are seven basic dimensions. These are the “Levers” which the executives use to influence complex and large organizations. Obviously. at around the same time that Tom Peters and Robert Waterman were exploring what made a company excellent. which represent the core of managerial activities. there was a concerned effort on the part of the originators of the model to coin the JnanaVikas Institute of Technology Page 21 . They had been looking at how Japanese industry had been so successful. The 7’s frame work first appeared in “the art of Japanese management” by Richard Pascal and Anthony Athos in 1981.

etc). Staff: the company's people resources and how they are developed. Ultimately they guide employees towards 'valued' behavior. trained and motivated.Effectiveness of Training and Development managerial variables with cords beginning with the letter ‘S’ so as to increase the communication power of the model. etc). its departments. staff and shared values can be seen as the “software Companies in which these soft elements are present are usually more successful at the implementation of the strategy. covering everything from management information systems. ORGANISATION ACCORDING TO MCKINSEY’S 7s MODEL JnanaVikas Institute of Technology Page 22 . Style: the leadership approach of top management and the company's overall operating approach. Strategy. reporting lines. Structure: the basic organization of the company. Systems: formal and informal procedures that govern everyday activity. online systems. Skills: the capabilities and competencies that exist within the company. areas of expertise and responsibility (and how they inter-relate). call center systems. through to the systems at the point of contact with the customer (retail systems. call center systems. Systems: formal and informal procedures that govern everyday activity. online systems. covering everything from management information systems. structure and systems can be considered the “hardware” of success while style. through to the systems at the point of contact with the customer (retail systems. Shared values: the values and beliefs of the company. What it does best. Strategy: the direction and scope of the company over the long term.

advertisement. attitude towards risks have been carefully examined while formulating strategies. covering everything from management information systems to the systems at the point of contact with the customer. web posting etc) Screening Functional Assessment HR Assessment Offer JnanaVikas Institute of Technology Page 23 . SYSTEMS The system refers to formal and informal procedures that govern everyday activity. Business strategy is the choice of direction and the action that the company adapts to achieve its objectives and goals in a competitive situation. preferences. Resource Requisition Justification Sourcing (i. recruitment consultants.Effectiveness of Training and Development STRATEGY Actions a company plans in response to or anticipation of changes in its external environment.e.e. “Care with personal touch” is one of the strategy used by Manipal to serve their customers. The strategies of the company are developed on the basis of analysis of internal and external environment. The recruitment system flow as per the process given below: • • • • • • • Review of the Requirement Preparation of the Position Profile i. Consequently the values. referrals. Recruitment It is the process of searching for prospective applicants and simulating them to apply for job in an organization.

Implementation is done after threadbare discussion among various groups of employees. it is essentially dictatorial. What it does best. matter is referred to corporate office for guidelines. The leader explains most decisions to the employees and ensures that their social and leisure needs are always met. In case of any confusion. thanks to the emphasis on social needs. Communication is again generally downward. This style can be highly advantageous when it engenders loyalty from the employees. JnanaVikas Institute of Technology Page 24 . the patterns of actions taken by over a period of time.e. however. A skill captures a company’s crucial attributes or capabilities. leading to a lower labor turnover. SKILLS The skill refers to capabilities and competencies that exist within the company. distinctive competencies. This can help balance out the lack of worker motivation caused by an autocratic management style. Manipal has paternalistic form of management style. but feedback to the management is encouraged to maintain morale. decisions take into account the best interests of the employees as well as the business. ways of expanding or shifting competencies. stroke of any issues.what the company does best.Effectiveness of Training and Development • • • • Reference Check Pre -Employment Medical Check Offer Confirmation Travel & Stay STYLE Style refers to the employees shared and common way of thinking and behaving – written norms of behavior and thought: Style i. reservation.

create. Uses highly sophisticated machine and equipments to give good service to its customers. Manipal will conduct an annual general meeting every year. CEO is the supreme authority to take decision with the consent of President. image. For the purpose of easy and effective administration all the activities of Manipal have been broadly assigned to the following parts. we do well” STRUCTURE Organization structure is a system of relationship that governs the activities of the people who are dependent upon each other from achieving the common objectives. executive director. it’s up to me” “seek. Head Operations. CEO. Under the control of Head Operations several departments are working and various managers and departmental heads assist each department.Effectiveness of Training and Development Manipal has good skilled labor force and well-equipped latest facilities and technologies. JnanaVikas Institute of Technology Page 25 . delight” “be real” “leverage collective genius” “what we do. general manager etc. Company’s each division having ISO 9001-2008 certificate and it has adopted excellent quality policies and all modern-safety and security measures at all the levels. Some of the skills that the employee should restrain are Leadership Passion Accountability Innovation Integrity Collaboration Quality “the courage to shape a better future” “committed in heart and mind’ “if it is to be. President. CEO and President come under the category of top management.

They also change environment by providing a basic meaning to people working in the organization. these values have great meaning because they focus attention and provide a broader sense of purpose.Effectiveness of Training and Development SHARED VALUES It refers to the fundamental values that are widely shared in the organization and serve as guiding principle that are important. JnanaVikas Institute of Technology Page 26 .

It includes both technical and non-technical employees. How people are developed. integrated and how there are managed? The employees of the company are appointed from all over India. selection and specialization. The recruitment system in Manipal is not 100% centralized. In certain case employees are appointed in each division.Effectiveness of Training and Development Identifying corporate values is also the first essential step in defining the organization’s role in the largest community in which it functions. Manpower is the main strength of any organization. Manipal Speciality is the private sector units. staff also includes. the organization approaches to recruitment. JnanaVikas Institute of Technology Page 27 . socialized. Leadership: “The Courage to shape a better future” Passion: “Committed in heart and mind” Integrity: "Be real" Values of the company: • • • • • • Customer satisfaction Commitment to total quality Cost and time consciousness Innovation and creativity Respect for the individual Integrity STAFF The organization has developed and has looked into its people. how recruits are trained. which are having more than 250 employees as on 31st March 2011. their background and competencies. Manipal has highly skilled and well-experienced employees who are capable in doing the task efficiently.

9001. 2. the strengths. Attitude of the staff. weakness.Effectiveness of Training and Development SWOT ANALYSIS The process of corporate diagnosis usually begins with SWOT analysis i.Pricing is reasonable. Manipal employees have strong commitment towards their work that helps for quality service in time. 3. 6. The top management analyses the strengths and weakness of the organization as a whole and evaluates those opportunity and threats that exists at the time of review. nurse and staff 7. Strengths: 1. Quality of the doctors. Manipal is making continuous profits from the day of its inception. SWOT is a diagnostic exercise which assists top management in integrating the organization with its environment. Manipal maintains quality standards certified by ISO. Medical facilities and equipment and infrastructure (room is a/c. opportunities and threats. Ambience and the general atmosphere of the hospital 9.) 8. phone lines…. Organization maintains good relationship with their employees because of good HR practice with supports to achieve the organizational objectives.e.Specialization 11. even the menials (human touch) 10. JnanaVikas Institute of Technology Page 28 . Manipal has a huge customer base throughout the country. 4. 5.

Credit is not allowed to bulk agents. 6. 4. The demand for Manipal is not only in India but also in other countries where the demand for Manipal service is increasing day by day. 2.Effectiveness of Training and Development Weakness 1. 3. Not a general hospital. 5. JnanaVikas Institute of Technology Page 29 . Weak promotion and advertisement strategies. Capacity of meeting higher demand and attain optimum utilization of existing resources. 4. 3. which encourages them to switch over to competitors. A scope in expansion of its service on a wider network of countries around globe. Electronic service transaction 5. No legal advisory department. They can further increase their international service capacity from the existing one as they enjoy goodwill of customers abroad. Locational disadvantage Opportunities 1. Manipal is making itself ready to grab the opportunities to capture the market. As people are growing more health conscious the demand for health care industry is increasing. The company has capability of achieving global standards. 7. 2. It can also drastically reduce its transportation expenditure by having network transportation.

Unawareness among public. To become more specialized in various fields. 7. 4. Another threat the company is facing is of substitutes. JnanaVikas Institute of Technology Page 30 . 9. 3. To increase the facilities they provide. thus making it impossible to cater to the poor people. It fails with competitors in advertisements and promotion. Competitions. The instable government and changing policies and procedures. 8. This has enlightened the competition much more. If the company does not update itself in proper intervals the competitors may become severe threat.Effectiveness of Training and Development 8. The government is reducing the grants given to hospitals. 2. 6. Threats: 1. 5. More training to the staff for improving their behavior and medical knowledge. 10. Due to globalization more number of hospitals in health care sectors has entered into global market.

analyses the various product profiles of the organization and major survey on Training and its Effectiveness. are interrelated in the organization. Manipal gave me the immense opportunity to study the behavior. products. nature of business. self management program. its background. JnanaVikas Institute of Technology Page 31 practical applications. This is the first experience to me in Manipal where I undergone Project works in Manipal for 8 weeks. competitors etc… • • • • • • • • • During the organization study I got familiarize with the various managerial levels and I acquired the knowledge of division of labor in the company according to its various This has helped me in acquiring information regarding facilities provided to the It helped me to understand how various department functions and how their activities It also gave me an opportunity to understand how managerial decision affects the It has helped me to gain knowledge about the various method followed in Training It has sharpened my knowledge about employee growth and development through Knowledge of fair and equitable compensation based on performance. customers and pubic in large. In fact it exposed me to the corporate world. its function and its business conditions in the initial stage and its ground growth. its working. finance etc. Program. company in future.Effectiveness of Training and Development LEARNING EXPERIENCE The main objective of this project was to have brief study of organization. strategy and their operations. employees. Staying in Manipal for almost 8 weeks gained me basic knowledge to know more details about how and when Manipal was started. An opportunity to know how the grievances of the employees are reduced. This has helped me a lot to understand how the classroom theories are applied in the organizations. . training. functions such as HR. practices. It helped me gain knowledge about the company’s operations. marketing. policies.

Human resource is the important resource of any organization.e. Hence if an organization has to succeed it has to select right men to right job and right place at the right time. organizing. leadership and evaluation). The complicated and challenging task of human resource management is handled by the personnel department. Functions performed by personnel department are: • • • • • • • • • • Manpower planning Recruitment Selection and placement Training and Development Performance management system Wage and salary administration Employee relations and welfare facilities Legal compliances Compensation and benefits Retirement Human resource planning is a double edged weapon. If used properly it leads to maximum utilization of human resources. There is a fundamental truth in the cliché that “People are the organizations most important assets”. reduces excessive labor turn over and high JnanaVikas Institute of Technology Page 32 . planning. They represent an investment whose development and utilization requires managing (i.Effectiveness of Training and Development HUMAN RESOURCE DEPARTMENT Human beings are resources to an organization. The aim of this department is to utilize man power to the fullest extent.

Development refers to those learning opportunities designed to help employees grow. totally 250 employees are working at present. What is “Training”? Training refers to importing of specific skills. employee performance by increasing an employee ability to perform. improves productivity and aims in achieving the objectives of the organization. learn theoretical concepts and help acquire vision to look in to the distant future. human relations. principles and techniques. less skill oriented and stresses on knowledge. Training is a tool for increasing individual performance and overall organizational growth. candidates will be placed on the jobs to perform the tasks given to them effectively. Any training & development programme must contain inputs. Knowledge about business environment. The objective of the training is to enable the employees to grow acquire knowledge of thought and action. management. JnanaVikas Institute of Technology Page 33 . abilities and knowledge to an employee or it is any attempt to improve present or future. specific industry analysis and like. managers and executives. usually by changing the attitude or increasing his/her skills and knowledge. So is the case with Manipal which has an effective HR department. Development is. TRAINING AND DEVELOPMENT Training and Development nowadays constitute an ongoing process in any organization. Training is an investment in HR with a promise of better returns in future. Every organization consists of human resource department which is inevitable in today’s fast changing world. which enable the participants to gain skills. After training. Training is needed not only for technicians who work in the shop floor but also for supervisors. In Manipal. through learning.Effectiveness of Training and Development absenteeism.

it enables employees to develop and rise within the organization. wastage and spoilage are lessened. There has also been more recognition of the need to complement the qualities of employees with the needs of the organization. reduces the rate of turnover. Germany etc. complaints. It is an integral part of the whole management programme. Training. therefore.Effectiveness of Training and Development IMPORTANCE OF TRAINING AND DEVELOPMENT Training is the corner stone of sound management. trained employees make a better and economical use of materials and equipped. Such concepts require not only careful planning but also a greater emphasis on employee development. for it helps in reducing dissatisfaction. earning power and job security. development and education. heightens the morale of the employees. and increase their market value. It moulds the employee’s attitudes and helps them to achieve a better cooperation with the company and a great loyalty to it. with all its many activities functionally related. Recognition of the importance of training in recent years has been heavily influenced by the intensification of the overseas competition and the relative success of economies like Japan. grievances and absenteeism. apart from the other advantages mentioned above. and the needs for supervision is reduced. It is actively and intimately connected with all the personnel or managerial activities. technological development and organization change have gradually led some employers to the realization that success relies on the skills and abilities of their employees and this means considerable and continuous improvement in Training and Development. Further. moreover. Training is a practical and vital necessity because. JnanaVikas Institute of Technology Page 34 . This has also been underscored by the rise in HRM with its emphasis on the importance of people and the skills they possess in enhancing organization efficiency. Such commitment to the company and the growth in the quality movement has led senior management teams to realize the increasing importance of training. for it makes employees more effective and productive.

5.Effectiveness of Training and Development OBJECTIVES OF TRAINING AND DEVELOPMENT 1. To assist employees to function more effectively in their present positions by exposing them to the latest concepts. stated set of purposes”. To help employees work as team members since no individual can accomplish the goals of the organization single handedly. Training courses are typically designed for a short term.“Education is concerned with increasing the general knowledge and understanding of the employees”. “Training refers only to instruction in technical and mechanical operations. 3. To ensure that each employee is equipped with capabilities to perform various tasks associated with his role. 4. JnanaVikas Institute of Technology Page 35 . To impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite tasks. SUBJECT BACKGROUND OF THE REASERCH TOPIC EDUCATION: “EDUCATION IS THE UNDERSTANDING and interpretation of knowledge”. 2. To help the employee develop as an individual so that the organization can recognize and use the maximum possible potential of its employees. TRAINING: “Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skill”. information and techniques and developing the skills they will need in their particular fields.

It offers opportunity to learn skills. 6. The workers are exposed to the latest concepts. Employees feel that they are being taken care of by the management and these results in increasing their morale. To improve health and safety PRINCIPLES OF TRAINING 1. but also provide an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuing personal growth”. By training. resulting in reduced cost of supervision. Trained employee needs less supervision because of this supervisor can increase his span of management. 7. 4. 10. 2. 3. This results in the reduction of cost of production. Training program helps in increasing the quality and quantity of output. To improve organization culture. 5. the worker is enabled to make the more economical and best use of equipment. The objective & scope of a training plan should be defined before its development is begun in order to provide a basis for common agreement & cooperative action. Training and Development is continuous & its scope exists throughout the career. NEED FOR TRAINING 1. JnanaVikas Institute of Technology Page 36 . 2. they become well qualified by this and the increase their market value and earning power. information and techniques. It helps each individual employee to utilize or develop his/her full potential.Effectiveness of Training and Development DEVELOPMENT: “Development is an inclusive process with which both managers and individual employees involved. To help a company fulfill its future personnel needs 9. 8. The availability of trained personnel ensures long term stability and flexibility in the organization.

Evaluation must provide means for trainees to self appraise. To identify he deficiencies of Training and Development for incorporating additions to the programme. 4. 7. Training helps an individual to cope up with these and helps in concentrated effort.Effectiveness of Training and Development 3. Active participation of the learner. 6. To check the effectiveness of Training and Development in improving performance of the employee. so the objectives of the employee Training and Development must be set in clear terms. Training should be conducted in the actual job environment to the maximum possible extent NEED FOR EVALUATION OF TRAINING 1. which involves stress and strains. 5. To assess how far training is useful for improving career prospects of every individuals. JnanaVikas Institute of Technology Page 37 . Evaluation must be specific. 4. 2. To improve the cost effectiveness of Training and Development programme. 4. 3. 2. the feedback of the learner’s performance accelerates growth and improves the effectiveness of Training and Development. 6. Evaluation must be based on objective methods and standards. PRINCIPLES OF EVALUATION 1. Training and Development must meet the organization objectives. 3. The goals & purpose of evaluation must be clear. 5. Growth is a challenge. There exists a gape b/w best performance and present performance and Training and Development can bring out the hidden talents to fill the gaps. Evaluation must be continuous. It is essential to lay down the criteria of evaluation & it must be realistic.

and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization. What is Performance? Performance is about behaviors or what employees do. Training outcomes or criteria refers to measures that the trainer and the company use to evaluate Training programs. measuring. Benefits for the company may include increased sales and more satisfied customers.Effectiveness of Training and Development THE DIFFERENCE BETWEEN EVALUATION AND EFFECTIVENESS TRAINING EVALUATION Training Evaluation refers to the process of collecting and measuring the outcomes or criteria to determine whether training was effective. It also serves as a platform to provide employees the opportunity to structure and channelize their growth in terms of learning & development and / recognition. JnanaVikas Institute of Technology Page 38 . not about what employees produce or the outcomes of their work. PERFORMANCE MANAGEMENT SYSTEM The Performance Management System enables the Organization to enhance & sustain its performance by aligning employees' goals & contribution to the Organization’s Vision and Objectives. Benefits for trainees may include learning new skills or behavior. TRAINING EFFECTIVENESS Training Effectiveness refers to the benefits that the company and the trainees receive from training. What is performance Management? Performance Management is a continuous process of identifying.

Effectiveness of Training and Development

OBJECTIVES OF PMS
• To align individual performance with the Organization's strategic objectives via goal setting & review, on an annual basis • • • • To differentiate performance contributions vis a vis goals set To enhance individual contributions by identifying development areas To identify/ develop appropriate learning tools/ methods To reward differing individual performances basis contribution

SCOPE OF PMS
• All confirmed employees as of April 1st of the year, are eligible for the Performance Assessment. • Objective Setting & Final Performance Assessment are done on an annual basis (i.e. Financial Year: April – March)

Assessment Criteria
An employee’s Performance Assessment as captured in the formats (i.e. Appraisal forms), is based on two key aspects: 1. Key Responsibilities (the “What”) requisite to be performed in the job 2. Key Competencies (the “How”) that are relevant to different job categories The overall Performance Assessment, is a balanced evaluation of both “Key Responsibilities” & “Competencies” on a four point rating scale The Final Assessment is to result in one of the four ratings enlisted below which are to conform to a normal distribution for respective departments, units & hence the entire Organization:

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• • • •

Outstanding Exceeds Expectations Meets Expectations Needs Improvement

The above ratings have descriptors to enable the assessment on each of the Key

Responsibilities & Competencies

Outstanding: Constantly exceeds expectations in all objectives; Is a role model for the rest of the team

Exceeds Expectations: Is an excellent performer and meets both quality & timeline specifications for most responsibilities

• •

Meets Expectations: Meets job expectations as pre decided & is a steady performer Needs Improvement: Needs to improve performance in several objectives; development areas can be worked upon

Key Process Stakeholders
Appraisee: Every employee/ individual who is assessed is termed the ‘Appraisee’. Thereby all employees are appraisee’s as their individual and thereby collective performance contributes towards the Organization’s performance, growth and success. Appraiser: The supervisor or individual who assesses the appraisee’s performance is termed the ‘Appraiser’. Reviewer: The appraiser’s manager is termed the ‘Reviewer’. H.O.Ds: All performance assessments for a particular department are reviewed overall by the H.O.D before it is sent to the Unit/ Function Head.

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Senior Leadership Team (SLT): The CEO and his immediate reportees play a key role in ratifying the entire Organization’s Performance Distribution, once all the performance assessments from various Units are received & collated. HR department: The HR team plays the role of a Co – Planner wherein it facilitates the assessment process, in terms of communication of the assessment process flow & guidelines to concerned stakeholders, providing advice to appraisers, H.O.Ds & Unit/ Function Heads on appropriate assessment & translating the assessment to rewards/ recognition and career development proposal to the SLT.

COMPETENCY MAPPING
Competency Mapping is a process of identifying key competencies for a company or institution and the jobs and functions within it. Competency mapping is important and is an essential exercise. Every well managed firm should have well defined roles and list of competencies required to perform each role effectively. Such list should be used for recruitment, performance management, promotions, placement and training needs identification. The competency framework serves as the bedrock for all HR applications. As a result of competency mapping, all the HR processes like talent induction, management development, appraisals and training yield much better results. Competency Mapping gives an adept HR manager a fairly good picture of the employee to see whether he (or she) needs to perform better or to move up a notch on the scale. Once the employee `tops’ every indicator at his level, he moves on to the next and begins there at the bottom – in short, he is promoted. It helps in determining the Training and Development needs and importantly it helps to encourage the best and develop the rest and a win-win situation for everyone.

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they make it a point to celebrate their successes. where company’s people and their families take part in sports and cultural event is the presentation of the Chairman’s Excellence Awards to those individuals who have made exemplary contributions to the company during the year. with their people. RECRUITMENT POLICY JnanaVikas Institute of Technology Page 42 . As they grow. The company: • Continuously strive towards working with a multifaceted and talented work force that will bring different perspectives to the table. The most important is company’s annual celebration of oneness. competitive challenges and growth.Effectiveness of Training and Development OTHER HR POLICIES OF MANIPAL Manipal work place attracts. regardless of their nationality and provide them with the resources to bring out the best in them. • Promote the spirit of teamwork in the workplace-innovation is a process that needs the contribution of many. energizes and retains the finest talent. WORK ENVIRONMENT IN MANIPAL Manipal’s work environment values creativity. develop and retain versatile achievers. • Attract. • Provide an even-handed opportunity for individual development and advancement based on merit. They believe in teamwork. • Involve employees and their families in developing a network of talented people for creative work and long term relationship. • Develop and nurture leaders who shall bring out the best in themselves and their teams. who have made this success possible. large and small. delegation of responsibility. • Build an organization that is continuously learning and changing to suite the dynamic business environment.

The recruitment guidelines flow as per the process given below: • • • • • • • • • • • Review of the Requirement Preparation of the Position Profile i.Effectiveness of Training and Development It is the process of searching for prospective applicants and simulating them to apply for job in an organization. JnanaVikas Institute of Technology Page 43 . skills and Competencies required to respond effectively to new responsibilities. Resource Requisition Justification Sourcing (i. web posting etc) Screening Functional Assessment HR Assessment Offer Reference Check Pre -Employment Medical Check Offer Confirmation Travel & Stay INDUCTION POLICY The Induction Policy outlines the orientation & socialization process designed by the Organization to ensure smooth integration of all new joinees into the system by providing them the appropriate support to meet job demands. advertisement.e. referrals.e. recruitment consultants. MHS strongly believes in the necessity of facilitating the transition of new employees into the Organization’s work environment so as to equip them with the knowledge.

Should any associate have any queries/questions regarding his/her work. the associate is encouraged to discuss them with his/her supervisor/manager. training and lost productivity. From time to JnanaVikas Institute of Technology Page 44 . GENERAL RULES AND REGULATIONS COMMUNICATION The company firmly believes that effective communications at all levels significantly aids efficient operation.Effectiveness of Training and Development Induction Framework: The Induction Process ensures initial support at two levels with the aim of integration of the new joinees in to the Organization in a consistent and effective manner: • • At the Human Resources Department level At the new joinees Department level The following end objectives are aimed for: • • • Quicker settling down & enhanced comfort levels of the new joinees into MHS Productivity and efficiency of new joinees within a short period of time Integration of new joinees into the Organization’s work ethics & Values and motivating them to contribute towards MHS Vision & Objectives • Providing employees with an understanding of various key SOPs & safety aspects at the workplace • Reduction of attrition especially in the employee population of 1 year & lesser duration in the Organization • Reduction in costs associated with repeated recruitment.

Paternity Leave (PL) . Casual Leave (CL) .Sick Leave is exclusively and strictly meant to be availed only in an event of sickness. the departmental head or the Country Head may call special communication meetings to ensure that all staff is kept informed of significant issues. adopts a child legally. Maternity Leave (ML) – Maternity leave is the entitlement for a female employee when she is expecting a child. Employees are encouraged to avail this leave at least once in a year. Types of Leave Earned Leave or Privilege Leave (EL/PL) .Effectiveness of Training and Development time. Adoption Leave (AL) – This is the leave that a female/ male employee is entitled to when she/ he. 06 days of sick leave are given. after she/ he has served the probation period.Casual Leave is a leave of short duration. Maternity leave has per “The Maternity Benefit Act. is provided. which may be availed by an employee for sudden leave requirements.03 days of paternity leave. Other announcements will either be circulated.Paternity leave is the leave entitlement for a male employee when his spouse is expecting to deliver/ has delivered a child.Privilege leave is ‘earned’ leave which the employee is entitled to avail. Sick Leave (SL) . Employee Celebrations Policy JnanaVikas Institute of Technology Page 45 . that is the earned leave are 20 days. is provided. Relocation Leave (RL): This is leave that an employee is entitled to avail if she/ he is being transferred between MHS Units in two different cities/ towns.06 days of casual leave. 1961”. Employee Leave Policy To facilitate and improve work-life balance for employees and enable them to meet their personal priorities.

children’s education purpose. Whistle Blower Policy The purpose of the 'Whistle Blower Policy' is to provide employees a platform to report to the management instances of unethical behavior. both within & across departments. Employee Salary Advance Policy The purpose of this policy is to provide a mechanism for employees to procure salary advances for urgent monetary needs/ commitments such as those for illness. Organization Events Fund: This is a fund allocated for promoting cross functional interaction amongst MHS staff through the sponsorship of various forums. actual or suspected. thereby conveying how valued they are to the Organization Manipal Health Systems encourages managers to promote informal interaction amongst staff and express appreciation by celebrating various occasions. MHS thus shall contribute to two types of funds: Department Events Fund: This is a fund allocated for sponsorship of employee wellness initiatives within the department. etc. fraud or violation of the JnanaVikas Institute of Technology Page 46 .Effectiveness of Training and Development To plan and execute a variety of events for MHS family members in order to appreciate their work and other important occasions in their lives. Eligibility Every confirmed employee is eligible for salary advance as per the eligibility mentioned below: • • 2 months of last drawn pay slip gross salary for employees in grades RL1 to 1 month of salary advance for employees in grades M3 and above which will be recovered in the subsequent month.

000/. honesty. MHS thus wants to achieve highest standards of professionalism. Wedding Gift Policy The purpose of this policy is to express the involvement of the Organization in an important event of the employee’s life by a positive gesture. nor do they have a right to participate in any investigative activities. The quantum of Medical reimbursement is as per the amount declared in the Flexible Benefits Plan. in honor of their dedicated and faithful service who have served the Organization for a minimum period of 2 yrs. 15. nor would they determine the appropriate corrective or remedial action that may be warranted in a given case. Medical Reimbursement Policy The objective of this scheme is to reimburse medical expenses incurred by employees and their family members. In the event of marriage. JnanaVikas Institute of Technology Page 47 . They are not required or expected to act as investigators or finders of facts. Grievance Redressal Policy The purpose of this policy is to ensure that any employee grievance is handled proactively via an employee friendly process.per annum. 5. • Whistle Blowers should not act on their own in conducting any investigative activities. integrity and ethical behavior Role of a “Whistle Blower” • The Whistle Blower's role is that of a reporting party with reliable information. subject to a maximum of Rs.Effectiveness of Training and Development Organization’s code of conduct or ethical practices. the company will pay a gift cheque to the employee of Rs.000/- Employee Farewell Policy The purpose of this policy is to provide systematic and uniform guidelines for the arrangement and funding of “farewell" get-togethers to affirm and recognize the achievements of those individuals who resign their positions in good standing especially for retirees.

• A copy of all the transactions.e. Even if the immediate superior cannot solve it. The said grievance must be resolved within the time mentioned. • During the intermittent period. • If the grievance is about the superior himself/ herself. if possible. the employee can elevate the grievance to the Head of the department or to the HR Manager/GM-HR.Effectiveness of Training and Development General Features: • Any employee who has a genuine grievance must communicate the same to his/her superior. • • • The grievance should be dealt with in the presence of representatives from Human Resources function. must be filed in the personal file of the employee for future reference. due attention must be given to the problem and earnest effort must be made to solve it within the shortest possible time. The meetings regarding the grievance must have minutes and must be interpreted accordingly. it has to be escalated upwards. JnanaVikas Institute of Technology Page 48 . • The final action must be clearly communicated by the superiors and implemented by the Human Resources function. the employee must not discuss the grievance with any of his/her colleagues (Sub-ordinates or superiors) and try gaining support for the cause. concerned individual and the immediate supervisor. • If the grievance is sensitive in nature i. a fixed time frame must be communicated to the aggrieved employee. • While all efforts are taken to resolve the grievance in the earliest possible time. final outcome. minutes. • If the grievance is lodged.

Policy for Prevention of Sexual Harassment at Work Place To promote ethical and conducive work environment by preventing and deterring sexual harassment at workplace. Staff covered under uniform are • • • • • • Nursing Staff Patient Care Coordinators Billing Staff Corporate Relations Housekeeping Engineering and Maintenance JnanaVikas Institute of Technology Page 49 .Effectiveness of Training and Development The interpretation of the above policy rests with the Senior Management of Manipal Health Systems and their decision are final and binding. To lay down a procedure for addressing any complaints of sexual harassment at work. Employee Health and Safety Policy To plan the activities and functions of the hospital related to ensuring the safety of employees. in line with the clientele of the organization. ALCOHOL CONSUMPTION Consumption of alcoholic beverages in the office is strictly forbidden. during normal business operations and to foster a positive & professional image in the organization. To provide clean & safe environment to the employees of Manipal Hospital. Dress Code Policy This policy is intended to define appropriate business attire.

Effectiveness of Training and Development • • • • • Drivers F&B Sports and Exercise Medicine Managers in patient interfacing roles Security JnanaVikas Institute of Technology Page 50 .

acquiring or sharpening capabilities required performing various tasks and functions associated with their presence or expected future roles. JnanaVikas Institute of Technology Page 51 .Effectiveness of Training and Development STATEMENT OF PROBLEM Management development is aimed at preparing employees for future jobs with the organization or solving organization wide problems concerning.

JnanaVikas Institute of Technology Page 52 .Effectiveness of Training and Development The motive behind this study is to understand and learn the impact of Training and Development programmes on employees of Manipal Speciality Hospital. Bangalore. So employee assessment should be done after training session by the management. Bangalore.  To find out the satisfaction level of the employees towards the Training programs. Bangalore. SCOPE OF STUDY The study is conducted on the employees in Manipal Specialty Hospital. Training cannot be measured directly but change in attitude and behavior that occurs as a result of Training. to know the effectiveness of Training given to employees.  To study the perception of the employees about the usefulness of the training program with reference to the improvement in their performance and skill enhancement. Bangalore.  To analyze the views and opinions of the employees regarding the programmes provided at Manipal Speciality Hospital. Hence the study is undertaken up to measure the Effectiveness of Training and Development at Executive and Non Executive levels at Manipal Speciality Hospital. Hence the statement of problem is “Effectiveness of Training and Development Programme at Manipal Speciality Hospital” OBJECTIVE OF STUDY  To understand the Training programmes and their impact on employees of Manipal Speciality Hospital. Bangalore.

 The study analyzes the collected data and does not include quantitative techniques such as arriving at statistical inference by testing hypothesis. RL3.  The employees were given 2 days of sufficient time to fill the structured questionnaires. RL2 and RL1 grade employees as on 19/01/2011 to 19/02/2011.  The study is descriptive in nature. RL4.  The study is confined to the employees of Manipal Specialty Hospital.  To know the willingness of employees towards Training and Development programmes.Effectiveness of Training and Development The study will help the organization  To know the present condition of Training and Development programmes. Bangalore for RL5.  To know the expectation of employees towards Training and Development programmes. JnanaVikas Institute of Technology Page 53 .

Primary data is collected with the help of structured questionnaire administered to 50 randomly selected employees at Manipal at the managerial level. Research Design: Descriptive Data: Primary and Secondary data Research: Survey method Research instrument: Questionnaire. expert’s interview Data Collection The required data for the project has collected from Primary and Secondary Data Primary Data: Primary data are those. which are gathered directly through questionnaire and it is the original source of data collected by the researcher. Research is the scientific way to solve the problems and is necessarily used to improve market potential. it also refers to the blue print of the research process. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which sources by what procedure. considering the resources at the disposal of research. and arriving at the best solution. one by one. Research Design A research design is a specification of methods and procedure for acquiring the information needed.Effectiveness of Training and Development METHODOLOGY Research methodology is purely and simply the framework or a plan for study that guides the collection and analysis of data. JnanaVikas Institute of Technology Page 54 . This involves exploring the possible methods.

In this method. the sampling units had chosen randomly from the total employees at all the levels in the levels in the organization. which the respondent fills in himself. Sample Process Sampling Unit: All Employees of Manipal Speciality Hospital Bangalore. Research Instruments Questionnaire Questionnaire refers to a device for securing answer to a formally arranged list of questions by using the term. Secondary data is collected through the documents provided by HR department such as reports and books of various authors in HRD and annual report of the company.Effectiveness of Training and Development Secondary Data: Secondary data are those which are generally published sources which are been collected originally for some other purpose they are not gathered specially to achieve the objectives of particular research project. Duration: January-February 2011 Type of sampling Type of sampling used in this survey was simple random sampling. Questionnaire Design • Open-ended JnanaVikas Institute of Technology Page 55 . Sample size determination Sample size refers to number of elements to be included in the study. The sample size of respondents was decided to be 50 and the questionnaire was administered to 50 randomly selected employees of Manipal.

Effectiveness of Training and Development • • • Close-ended Dichotomous questions Multiple questions Statistical Tools The collected data were classified and tabulated and analyzed with some of the statistical tools listed • • Percentage analysis Line graph was used to explain the tabulation clearly JnanaVikas Institute of Technology Page 56 .

JnanaVikas Institute of Technology Page 57 .  An extensive research could not be undertaken because of time constraints. Bangalore.  The data collection method is through interview method respondents often were hesitant to provide information.  The study is descriptive and explanatory in some cases but not casual.  The fear of expressing the true facts among the respondents could be a limitation.  The result and findings based on employee’s responses sometimes may be biased.  No discussion was possible with the department heads regarding Training and Development has they were busy with their work and could not spare time for discussion.Effectiveness of Training and Development LIMITATIONS OF THE STUDY  The research is limited only to the employees of Manipal Specialty Hospital.

Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 30 55 05 10 100 Percentage 30% 55% 5% 10% 100% Stronly Agree Agree Strongly Disagree Disagree Inference JnanaVikas Institute of Technology Page 58 .Effectiveness of Training and Development ANALYSIS AND INTERPRETATION 1) Whether Training is given adequate importance in your organization.

This shows the company gives adequate importance regarding T&D to their employees 2) The skill learnt in Training and Development program are helpful to me. Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 45 35 10 10 100 Percentage 45% 35% 10% 10% 100% Strongly Agree Agree Strongly Disagree Disagree Inference JnanaVikas Institute of Technology Page 59 .Effectiveness of Training and Development 30% of respondents strongly agree and 55% of the respondents agree that the company understand the T&D needs to the employees.

3) Training is periodically evaluated and improved the performance level Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 15 50 15 20 100 Percentage 15% 50% 15% 20% 100% 20 15 S trong Ag ly ree Ag ree 15 S trong D a ree ly is g D a ree is g JnanaVikas Institute of Technology 50 Page 60 .Effectiveness of Training and Development 45% of respondents strongly agree and 35% of the respondents agree that the skill learnt in Training and Development is helpful.

Particulars Yes No Total Frequency 60 40 100 Percentage 60% 40% 100% JnanaVikas Institute of Technology Page 61 . 4) The HR Department conducts briefing sessions for employees before the actual training program.Effectiveness of Training and Development Inference: 30% of respondents strongly agree and 55% of the respondents agree that the training is periodically evaluated.

Effectiveness of Training and Development 40 Yes 60 No Inference 60% -of respondents agree and 40% -of the respondents disagree 5) Employees and Organization participate in determining the Training they need. JnanaVikas Institute of Technology Page 62 .

JnanaVikas Institute of Technology Page 63 .Effectiveness of Training and Development Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 10 45 20 25 100 Percentage 10% 45% 20% 25% 100% S trong Ag ly ree Ag ree S trong D ag ly is ree D a ree is g Inference 10% of respondents strongly agree and 45% of the respondents agree that they are also involved in determining the training needs. 6) Senior Line Manager is eager to help their juniors develop through training.

JnanaVikas Institute of Technology Page 64 . your Management takes training program take training seriously. 7) Whether.Effectiveness of Training and Development Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 05 45 15 35 100 Percentage 15% 50% 15% 20% 100% S trong Ag ly ree Ag ree S trong D a ree ly is g D a ree is g Inference 05% of respondents strongly agree and 45% of the respondents agree that the senior line managers are eager to help the juniors to develop their skills through training.

Effectiveness of Training and Development Particulars Yes No Frequency 75 25 Percentage 75% 25% Total 100 100% Yes No Inference: JnanaVikas Institute of Technology Page 65 .

8) There is an adequate emphasis on developing managerial capabilities of the managerial staff through training. Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 20 65 05 10 100 Percentage 15% 50% 15% 20% 100% S trong Ag ly ree Ag ree S trong D a ree ly is g D a ree is g JnanaVikas Institute of Technology Page 66 .Effectiveness of Training and Development 75% of respondents strongly agree and 25% of the respondents agree that the company takes training seriously.

9) Induction Training is given adequate importance in your organization. Particulars Yes No Total Frequency 42 58 100 Percentage 42% 58% 100% Yes No JnanaVikas Institute of Technology Page 67 .Effectiveness of Training and Development Inference: 20% of respondents strongly agree and 65% of the respondents agree that there is adequate emphasis on developing managerial capabilities of the managerial staff through training.

Particulars Yes No Total Frequency 44 56 100 Percentage 44% 56% 100% JnanaVikas Institute of Technology Page 68 . 10) Senior management takes interest and spends time with the new staff during induction training.Effectiveness of Training and Development Inference: 42% of respondents strongly agree and 58% of the respondents disagree that the Induction Training is given adequate importance in their organization.

Effectiveness of Training and Development Yes No Inference: 44% of respondents strongly agree and 56% of the respondents disagree 11) Benefit acquired through Training and Development generally helps in JnanaVikas Institute of Technology Page 69 .

Effectiveness of Training and Development Particulars Upgrade technical knowledge and skills Frequency 33 Percentage 33% 15% 37% 05% 100% Help develop leadership skill down the 15 line Help implement creative ideas Others (Specify) Total 37 05 100 Upg rade T hnica ec l knowledg &s e kills Lea ders s hip kill Crea tive idea s Others Inference 33% of respondents say the training program helped them to gain the technical knowledge and skills and 15% of the respondents gained leadership skills and 37% gained the knowledge to implement creative ideas in their work. JnanaVikas Institute of Technology Page 70 .

Effectiveness of Training and Development 12) The Training and Development program adds to my creativity and develops new ideas. Particulars Yes No Total Frequency 73 37 100 Percentage 73% 37% 100% Yes No Inference: 73% of respondents agree and 37% of the respondents disagree JnanaVikas Institute of Technology Page 71 .

Particulars Yes No Total Frequency 34 66 100 Percentage 34% 66% 100% Yes No Inference: 34% of respondents agree and 66% of the respondents disagree JnanaVikas Institute of Technology Page 72 .Effectiveness of Training and Development 13) Quality of the Training programme needs to be improved.

Particulars Yes No Total Frequency 78 22 100 Percentage 78% 22% 100% Yes No JnanaVikas Institute of Technology Page 73 .Effectiveness of Training and Development 14) There exists a clear direction to the Training and Development programme.

Effectiveness of Training and Development Inference: 78% of respondents agree and 22% of the respondents disagree 15) The quality of Orientation and Training received for your current position in the company. Particulars Yes No Total Frequency 82 18 100 Percentage 82% 18% 100% JnanaVikas Institute of Technology Page 74 .

Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 38 59 0 03 100 Percentage 38% 59% 0% 03% 100% JnanaVikas Institute of Technology Page 75 .Effectiveness of Training and Development Yes No Inference: 82% of respondents agree and 18% of the respondents disagree 16) The feedback given after a Training programme is utilized to effect certain improvements.

Effectiveness of Training and Development S trong Ag ly ree Ag ree S trong is g lyD a ree D a ree is g Inference: 38% of respondents strongly agree and 5% of the respondents agree that the feedback given after a Training programme is utilized to effect certain improvements. 17) Does the practice have a consistent. timely and fair method for evaluation individual performance Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 27 59 03 11 100 Percentage 27% 59% 03% 11% 100% JnanaVikas Institute of Technology Page 76 .

timely and fair method for evaluation individual performance 18) Does your top management take concerned Training program? Frequency Percentage Page 77 Particulars Yes No Total 67 67% JnanaVikas Institute of Technology 33 33% 100 100% .Effectiveness of Training and Development S trong Ag ly ree Ag ree S trong D a ree ly is g D a ree is g Inference: 27% of respondents strongly agree and 59% of the respondents agree that training practice is consistent.

JnanaVikas Institute of Technology Page 78 .Effectiveness of Training and Development Yes No Inference: 67% of respondents agree and 33% of the respondents disagree 19) The Training programme is similar for all employees.

Effectiveness of Training and Development Particulars Same to all Different according ability & attitude Frequency 25 to 10 Percentage 25% 10% 47% 28% 100% As per the complexity of 47 the training Other Total 28 100 JnanaVikas Institute of Technology Page 79 .

and 47% of respondents agree that it has per complexity of the training.Effectiveness of Training and Development Same to all Different a/c to employee As/complex of training ity Other Inference: 25% of respondents agree that the training program is same for all. Particulars Embedded training Lectures & Discussions Games & Role-plays Audio-visual/Film show Total Frequency 05 48 05 42 100 Percentage 05% 48% 05% 42% 100% JnanaVikas Institute of Technology Page 80 . 20) Which of the by training methods are provided in the company. 10% of the respondents agree that it different according to ability and attitude.

Effectiveness of Training and Development E bedded tra m ining Lec tures& D c s is us ions G mes& R a ole-pla ys Audio-vis l ua Inference: 48% of the respondents agree that lectures and discussion method is followed and 42% of respondents as audio visual /film shows the training & development methods which are adopted at the time of training. 21) The three areas most important to your development in future. JnanaVikas Institute of Technology Page 81 .

Effectiveness of Training and Development Particulars Time management Computer Skills Negotiating skills Leadership Team process Communication Coaching skills Presenting skills Total Frequency 26 0 15 05 29 05 10 10 100 Percentage 26% 0% 15% 5% 29% 5% 10% 10% 100% JnanaVikas Institute of Technology Page 82 .

Effectiveness of Training and Development T e m na em im a g ent Com puter s ills k Neg tings ills otia k Lea ders hip T mproces ea s Com munica tion Coa chings ills k Pres entings ills k 22) You know what is expected of you at work. Frequency 80 20 100 Percentage 80% 20% 100% Particulars Yes No Total JnanaVikas Institute of Technology Page 83 .

Effectiveness of Training and Development Yes No Inference: 80% of respondents strongly agree and 20% of the respondents disagree 23) Does your company use a specific training process? If Yes/No justify. Particulars Yes No Total Frequency 73 37 100 Percentage 73% 37% 100% JnanaVikas Institute of Technology Page 84 .

JnanaVikas Institute of Technology Page 85 .Effectiveness of Training and Development Yes No Inference: 73% of respondents strongly agree and 37% of the respondents disagree 24) Overall. how satisfied are you with the Training you received for your present job.

Effectiveness of Training and Development Particulars Strongly agree Agree Strongly Disagree Disagree Total Frequency 20 58 09 13 100 Percentage 20% 58% 09% 13% 100% S trong Ag ly ree Ag ree S trong D a ree ly is g D a ree is g JnanaVikas Institute of Technology Page 86 .

………………………………………………………………………………………… ………………………………………………………………………………………… ………………………………………………………………………………………… ………………………………………………………………………………………… ………………………………………………………………………………………… ………………………………………………………………………………………… JnanaVikas Institute of Technology Page 87 .Effectiveness of Training and Development Inference: 20% of respondents strongly agree and 63% of the respondents agree that they are satisfied with the training they are receiving for their present job. 25) Any other suggestions/comments from your side which will be useful towards HR Department for its future development.

Effectiveness of Training and Development FINDINGS After analyzing and interpreting the data.  Most of the employees think that Training and Development Programmes to certain extent improve the Personality . JnanaVikas Institute of Technology Page 88 . cultivate the sense of competition and competitiveness among the employees. which indicate that they all.  The majority of the respondents believe that Training and Development is increasing the knowledge to the employees.  The employees of Manipal Speciality Hospital. certain findings are drawn to make it clear about the “Effectiveness of Training and Development Programmes” organized in the company. that the company is committed in promoting the Training and Development programmes.  Most of the respondent are of the opinion.  Most of the respondents are highly satisfied with the training programmes introduced by the company. strive for the quality of service.  Most of the employees feel that Training and Development Programmes have moderately increased the skills and talent towards assigned job.  It portrayed that 92% of employees feel that Training and Development programme. which shows that company should focus more on these aspects.Development. Bangalore show interest when they are selected for the Training Programme.

types.  It is observed that majority of employees are satisfied with the facilities.  Most of the employees are satisfied with the method of Training implementing at present.  Many respondents have undergone Training and Development Programmes recently.  Audio-visual/film show method is adopted in the Training and Development.Effectiveness of Training and Development  Most of the employees feel that Training and Development Programmes motivate them and build up better team work. JnanaVikas Institute of Technology Page 89 .  The majority of respondents feel that the feedback collected by the company has been revised properly for the next Training programme. arrangements etc given for the programmes. methods.  Survey reveals that 60% of employees satisfied with the Training programme conducted by the organization which is helpful for the practical work.  Majority of the employees feel that the organization must conduct needs assessment before Training and Development program.

 Most employees are satisfied with policies of Manipal Speciality Hospital.  Experience of working comes by working under somebody else’s supervision and initially formal training is provided to worker.  Employees are motivated to reinforce the good behaviors.  HR department is active.  Employees are promoted on the basis of experience.  Employees of Manipal Speciality Hospital are very much committed to their work and possess a very good patience level.  A good Cooperation can be seen between employees and employer.  Rules and regulations are strictly followed in Manipal Speciality Hospital.Effectiveness of Training and Development OBSERVATIONS Apart from the main topic there were many other aspects related to HR in Manipal Speciality Hospital which came into light not only through my topic but also through a small interaction with workers.  As per the Survey all the employees are satisfied with the condition of employment and with the organization. The main observations are:  Employees of Manipal Speciality Hospital are very punctual.  As far as job satisfaction is concerned all the employees are not satisfied with their jobs because of promotion and salary policies.  The employees have a positive feedback towards the Training programs provided for them. JnanaVikas Institute of Technology Page 90 .

 Visit to related hospitals will help to know about their method of work.  Introduce good training programme with selected topics related to improve quality and service. PDAs.Effectiveness of Training and Development  They have a very good Grievance procedure where the problems of the employees are addressed as soon as possible. This assessment may increase the level of training effectiveness by the enhancement of good interpersonal relationship.  The departments Head should asses the Training and Development need of the subordinates. SUGGESTIONS  Introduce more training programmes which will benefit for both employer and the employee.  Identification of employees for Training and Development programmes should be done strictly.  The management should provide an experienced trainer.  Introducing new Technologies to Training program like E-Learning. and Simulations and Distance Learning.  Enhance good communication attitude among the workers and employees. which will enable to better service. Mobile Technology such as iPods. JnanaVikas Institute of Technology Page 91 .  The Training circular form can also include a brief introduction about the subject for which the training programme has been organized so that the participants are able to understand the topics being covered in the training program in advance.

 Different type of training like spiritual. yoga etc can be included in the Training and Development Program.  A company should implement their training programmes in a manner that 100% of their employees must agree that their personal growth increases with Training and Development.  A separate review committee can be formed. JnanaVikas Institute of Technology Page 92 .  Training and Development program should be different according to the ability and attitude of the employees.  Training material should be organized in a logical manner and has meaningful units. -The term and concept already familiar to the trainee should be used.Effectiveness of Training and Development  It is easier for the trainee to understand the material that is meaningful so all the material should be meaningful and theory can also be made interesting if they include-When material is presented to the employee a variety of similar example should be used.

Bangalore is good and it can also achieve the level of excellence in the future by making some possible changes in its process.  It also helped to understand the motivation and morale driven up by the training programmes among the employees and their interest to attend the programmes for personality – development. To make work effectively the concerned departments should organize Training and Development programmes. JnanaVikas Institute of Technology Page 93 .  The organizations benefits by having employees with more skills who are more productive.  The company lays good foundation for career growth of the employees through Training and Development programmes.  Employees benefit by attending effective training programmes in the organization. Thus.  The study concluded that overall effectiveness at Manipal Speciality Hospital.  The introduction of new or innovative process of training program to the existing level will surely help this organization to reach greater heights in the years to come.Effectiveness of Training and Development CONCLUSSION The employees in every organization work for the betterment of the organization and so the employees of Manipal Speciality Hospital. I conclude that with proper training an employee can become multi-skilled and this I have practically noticed through my analysis. training endeavors to impart knowledge. Bangalore. skill and attitudes necessary to perform job related task.

Effectiveness of Training and Development

I have found out that because of the training employees are more able to perform their work very effectively. By imparting suitable training to employees the company achieves the target of: • • •

Low cost High quality Timely service Reliability Value of money Customer satisfaction

• •

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RECOMMENDATIONS

 The management should commit itself to allocate major resources and adequate time to

Training and Development.  Learning should be one of the fundamental values of the company.
 The Training and Development program should be planned so that it is related to the

trainee’s past experiences and background.  The trainee should be helped to see the need of training by making him aware of the personnel benefits he can get through better performance.
 It should be recognized that all the trainees do not progress at the same rate. Therefore

flexibility should be allowed in judging the rates of progress in the Training and Development program.
 The employer should provide a work environment that will facilitate Transfer of

Training.  The manager should ensure that Transfer of Training occurs.  As trainee acquires new knowledge, skills and applies them in job situation he should be rewarded for his efforts.  The trainee should be provided with personal assistance when they encounter obstacles.
 The Training and Development should have more open discussion where the trainee’s

can come out with their opinions and make the program interactive.

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 More of games can be included, like Ice breaker, so that through games the learning will

be better.

 The trainee should be given the intimation regarding the program in advance so that they can make necessary preparations and avoid unnecessary interruptions.
 The Training and Development program should not be held by the same trainer’s

continuously, as the trainees get bored so it would be better to have different trainers for different sessions.
 After the program the materials related to the concept can be issued so that the

employees can learn better.
 Training and Development should take into consideration the best trainers from well

known training agencies could make the training effective because majority employees are benefited from these kinds of training program’s in many ways.  Evaluation of Training Program is very important to determine Effectiveness of Training. So the company should plan and implement a good Evaluation Design to evaluate the Training program.
 The Evaluation Design should be appropriate and it should be based on the

characteristics of the company and the importance and purpose of the Training.
 A number of different designs can be used to Evaluate Training programs, like Posttest

method, Pretest/Posttest method, Pretest/Posttest with Comparison Group, Time Series method, Solomon Four-Group method etc.

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com JnanaVikas Institute of Technology Page 97 . K. Subba Rao Employee Training and Development .manipalhospitals.P.wekipedia. Noe Personnel Management – C B Mamoria Human Resources Management – Gary Dessler Global Perspective – Herold Koontz Organization Behavior – Stephen P Robinson Human Resources Management – Fisher Schoenfeldt Shaw Research methodology .Raymond A.C R Kothari HR Manual and Company brochure Website www.Effectiveness of Training and Development BIBILOGRAPHY Human Resources Management .Dr.google.com (search on the topic and its related terms and various methods) www.com www. Aswathappa Personnel and Human Resources Management .

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