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A PROJECT REPORT Submitted to the SRM SCHOOL OF MANAGEMENT In partial fulfillment of the requirements for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION By POONAM KUMARI(35080384) Under the guidance of Ms. Vetri Selvi
SRM SCHOOL OF MANAGEMENT SRM UNIVERSITY KATTANKULATHUR 603 203 MAY 2010
This is to certify that this project work entitled “A STUDY ON EFFECTIVENESS OF
TRAINING AND DEVELOPMENT” at RADISSON , submitted in partial fulfillment of the
requirement for the award of the Degree of Master Of Business Administration, SRM University, Kattankulathur during the academic year 2010.
Signature of the guide (MS. VETRI SELVI)
Signature of the Dean Dr. JAYSHREE SURESH
DECLARATION:I hereby declare that this report “Effectiveness of Training and Development” is bonafide work of the project that I have done during the period APRIL 2010 and submitted in partial fulfillment of the requirements for the award of the degree of Master of Business Administration. I further declare that any part of this project or itself has not been submitted elsewhere for award of any degree.
POONAM KUMARI REG NO. 35080384
The need for training in any organization is when their employees lack: • • • Knowledge, skills and attitude Lack of motivation Decrease in performance and satisfaction level
The project entitled “A Study of Effectiveness of Training and development” adopted in RADISSON HOTEL aims at understanding the satisfaction level of employees with respect to training programme offered by the organization. Thus, collecting information from the employees at the middle level and the executive level on the training programmes will enable us to come out with reliable information. A research method was followed for a effective findings of the research .The research study used in the study is descriptive. The sampling technique used by the researcher is Nonprobability sampling. The sample size taken up by the researcher is 50 employees which consist of Radisson employees. The primary data was collected by researcher was through questionnaire and secondary data from the organization and the books available. The major findings of the research are of the respondent are the satisfaction level of the employee with present training programme, evaluate the effectiveness of training outcome, to evaluate the effectiveness of the trainer, to analysis the effectiveness of the course content of training. The employee are happy and satisfied with the training programme conducted by the organization. The analysis helped us to study that each and every employee in the organization have to attend one or two training programme every week to fulfill the requirements. The resulted analysis helped us to understand that all the employee attend the training programme which was resulted in the satisfaction level of employees in the training and development activities carried out by RADISSON HOTEL, Chennai
First and foremost I thank almighty God for the immense blessing, Guising and Confidence he has bestowed on me in this humble attempt. I express my sincere Gratitude to HR MANAGER (T&D), RADISSON. For the Guidance, timely help, motivation and valuable suggestions he offered Throughout the Study. This project would not have materialized without their Cooperation. My friends are remembered with gratitude for the cooperation and Help extended to me all through the study. Last but not the least; we take this Opportunity to express my love and thanks to my Parents for all they have done for the support they offered throughout the study.
HR MANAGER (TRAINING AND DEVELOPMENT) RADISSONS, CENNAI
Chapter 1 Introduction 1.14 Scope of Study Chapter 3 Chapter 4 Chapter 5 Data interpretations and analysis and chi-square Findings and Suggestions Conclusion ANNEXURE:1.5 Objective Of Study 1. Questionnaire 41 42 17 17 17 18 18 18 18 18 18 19 19 19 19 20 21-37 38-39 40 1-10 10-11 11-13 13 14-16 16 TITLE PAGE NO.11 Tools for Data collection 2.8 Pre-test 2.9 Data Collection Process 2. .5 Sample Design 2.12 Period Of Study 2.6 Review Of Literature Chapter 2 Research Methodology 2.4 Universe 2.1 Meaning 1.13 Limitation of Study 2.7 Tools For Data Collection 2.6 Sources of Data 2.1 Significance Of Study 2.3 Pilot Study 2.4 Problem Statement 1.10 Interpretation Of Data 2.CONTENTS CHAPTER NO.2 Company profile 1.2 Research Design 2.Bibliography 2.3 Service Profile 1.
3.9 TABLE SHOWING THE CO-OPERATION 29 LEVEL OF EMPLOYEES AFTER TRAINING 10.S.13 TABLE SHOWING WHETHER TRAINEES 33 ARE INTERESTED IN CROSS-EXPOSURE TRAINING 14. 3.3 TABLE SHOWING THE AREA IN WHICH 23 TRAINING SHOULD BE FOCUSSED 4. 3. 3. 3. 3.15 TABLE SHOWING WHETHER EMPLOYEES 34 ARE SATISFIED BY TRAINING PROGRAMME . 3. 3.11 TABLE SHOWING THE WHETHER CROSS 31 EXPOSURE IMPORTANT FOR TRAINEE 12.2 TABLE SHOWING THE REASONS WHY 22 TRAINING IS GIVEN TO EMPLOYEES 3.no 1. 3. 3. 3. 3.4 TABLE SHOWING THE RANK GIVEN BY 24 EMPLOYEES ON THE TRAINING METHODS 5. 3. 3. 3.10 TABLE SHOWING THE RELATIONSHIP 30 BETWEEN TRAINEE AND TRAINER 11.7 TRAINING SHOWING THE KNOWLEDGE 27 OF TRAINER ON TRAINING 8.6 TABLE SHOWING THE INCREASE IN THE 26 CONFIDENCE LEVEL OF THE EMPLOYEES 7. LIST OF TABLES: Page no.14 TABLE SHOWING WHETHER TRAINING 34 IS NEEDED FOR SALARY AND PROMOTION 15.5 TABLE SHOWING THE EFFECTIVENESS OF 25 THE TRAINING IN THE ORGANIZATION 6.12 TABLE SHOWING THE EFFECT OF 32 EMPLOYEE FROM TRAINEE TO EMPLOYEE 13.8 TABLE SHOWING THE QUALITY OF 28 MATERIALS OF THE TRAINING 9.1 TABLE SHOWING THE TYPE OF TRAINING 21 GIVEN TO EMPLOYEES 2.
3.4TABLE SHOWING THE RANK GIVEN BY 24 EMPLOYEES ON YHE TRAINING METHODS 5.11TABLE SHOWING THE WHETHER CROSS 31 EXPOSURE IMPORTANT FOR TRAINEE 12.15TABLE SHOWING WHETHER EMPLOYEES 35 ARE SATISFIED TOWARDS TRAINING .1 TABLE SHOWING THE TYPE OF TRAINING 21 GIVEN TO EMPLOYEES 2. 3. 3. 3.12TABLE SHOWING THE EFFECT OF 32 EMPLOYEE FROM TRAINEE TO EMPLOYEE 13. 3. 3. LIST OF TABLES: Page no.S.7TRAINING SHOWING THE KNOWLEDGE OF 27 TRAINER ON TRAINING 8. 3. 3.2TABLE SHOWING THE REASONS WHY 22 TRAINING IS GIVEN TO EMPLOYEES 3.6TABLE SHOWING THE INCREASE IN THE 26 CONFIDENCE LEVEL OF THE EMPLOYEES 7.13TABLE SHOWING WHETHER TRAINEES 33 ARE INTERESTED IN CROSS-EXPOSURE TRAINING 14. 3. 3. 3. 3.8TABLE SHOWING THE QUALITY OF 28 MATERIALS OF THE TRAINING 9. 3. 3.no 1.9TABLE SHOWING THE CO-OPERATION 29 LEVEL OF EMPLOYEES AFTER TRAINING 10.14TABLE SHOWING WHETHER TRAINING IS 34 NEEDED FOR SALARY AND PROMOTION 15.10TABLE SHOWING THE RELATIONSHIP 30 BETWEEN TRAINEE AND TRAINER 11.3TABLE SHOWING THE AREA IN WHICH 23 TRAINING SHOULD BE FOCUSSED 4. 3.5TABLE SHOWING THE EFFECTIVENESS OF 25 THE TRAINING IN THE ORGANIZATION 6.
It attempts to improve their performance on the current job or prepare them for an intended job. or changing of attitudes and behaviors to enhance the performance of the employees. It is application of knowledge.CHAPTER-1 INTRODUCTION 1. In a rapidly changing society. which improve job performance. a sequence of programmed behaviors. NEED FOR BASIC PURPOSE OF TRAINING a) To increase productivity b) To improve quality c) To help an organization fulfill its future personnel needs . employee training and development are not only an activity that an organization must commit resources to if it is to maintain a viable and knowledge work force Training is an application of knowledge with a specific end in view. Development is a related process.1 Meaning: Every organization needs well-trained and experienced people to perform the activities which bring best results. sharpening of skills. It gives people an awareness of the rules and procedures to guide their behavior. Training and development:Training is a process of learning. but also those which bring about growth of the personality. It is a learning process that involves the acquisition of knowledge. It covers not only those activities. concepts. rules. Through this trainees are given awareness as to what rules ®ulation they have to follow to perform their operation. Training plays very important role in the organization. help individuals in the progress towards maturity in performing their jobs and also be better men and women.
d) To improve organization climate e) To improve health and safety f) Obsolescence prevention g) Personal growth ROLE OF TRAINING:- NEED FOR BASIC PURPOSE OF TRAINING h) To increase productivity i) To improve quality j) To help an organization fulfill its future personnel needs k) To improve organization climate l) To improve health and safety .
STEPS IN TRAINING PROGRAMMES IDENTIFIING THE TRAINING NEEDS GETTING READY FOR THE JOB PREPARATION OF THE JOB PRESENTATION OF THE OPERTION PERFORMANCE TRY-OUT FOLLOW-UP AND EVALUTION OF THE PROGRAMME IMPORTANCE OF TRAINING Training makes employees more effect and productive. It enables management to resolve sources of friction arising from parochialism. It moulds the employees’ attitudes and helps them to achieve a better co-operation with the company and a great loyalty to it. There is an ever present need for training men so that new and changed techniques may be taken advantage of and improvements affected in the old methods. to bring home to the employees the fact that the management is not divisible. . It enables employees to develop and rise within the organization. Training heightens the morale of the employees. which are woefully inefficient. and increase their “market value” earning power and job security.
make a better and economical use of materials and equipment. Operations analysis focuses on the task or job regardless of the employee doing the job. its resources and the allocation of the resources as they relate to the organization goals. training period.for it helps in reducing dissatisfaction. GETTING READY FOR THE JOB As part of this process. or the supervisory staff. Organization analysis centers primarily upon the determination of the organization’s goals. training for different employees. operation analysis. attitudes or skills he must acquire And what alterations he must make in his behavior if he is to contribute satisfactory to the attainment of organizational objectives. elsewhere in this chapter under the heading. for he is the key figure in the entire programmer. Identification of training needs must contain three types of analysis – organizational analysis. illustrate and question in order to put over the new knowledge and operations. it is to be decided who is to be trained-the new comer or the older employee. The trainer has to be prepared for the job. complaints. support material for training. or all of them selected from different departments. Man analysis reviews the knowledge. and training methods PRESENTATION OF OPERTION AND KNOWLEDGE This is the most important step in a training programmer. and men analysis. This calls for a decision on: These have been discussed. in detail. . attitudes and skills of the incumbent in each position and determines what knowledge. The trainer should clearly tell show.
books. (g) Membership of professional or trade associations. movie projectors. pictures. gradually building up skill and speed. This consists in: (a) Putting a trainee “on his/her own”.PERFORMANCE TRY OUT Under this. (f) Under-study and visits to plants. . (e) Reading rooms and libraries where specified books and journals are maintained for reference and use. FOLLOW-UP This step is undertaken with a view to testing the effectiveness of training efforts. some complicated steps are done for the trainee the first time. the trainee is asked to go through the job several times slowly. seminars and staff-meetings (b) Role-playing (c) case or project studies and problem-solving sessions (d) Use of pamphlet. and if necessary. (c) Tapering off extra supervision and close follow-up until he is qualified to work with normal supervision. slides. graphs. explaining him each step. The trainee is asked to do the job. which offer new techniques and ideas to their members. conferences. (b) Checking frequently to be sure that he has followed instructions. SUPPORT MATERIAL FOR TRAINING (a) Lectures. Mistakes are corrected.
The best technique for one situation may not be best for different groups and task. TRAINING METHODS The forms and types of employee training methods are inter-related. ‘the most common.TRAINING FOR DIFFERENT EMPLOYEES Employees at different levels require training. gets some “on the job training. from the clerk to company president. to say which of the methods or combination of methods is more useful than the other. which varies in duration from a year to three or five years. and the most necessary method of training employees in the skills essential for acceptance for job performance. The training period ranges from 3 weeks to 6 weeks. It is difficult. Semi-skilled workers require training to cope with the requirement of an industry arising out of the adoption of mechanization. The training lasts for a few hours or weeks. rationalization and technical process. the most widely used and accepted. ON THE JOB TRAINING (OJT) Virtually every employee. Such training is also known as tradesmen or craftsmen training. if not impossible. depending upon the number of operations and the speed and accuracy required on a job.” when he joins a firm. . Skilled workers are given training through the system of apprenticeship. Unskilled workers require training in improved method of training machines and materials to reduce the cost production and waste and to do job in the most economical way. That’s why? William Tracly calls it.
Simulation techniques have been most widely used in the aeronautical industry. The vestibule training method or the business-game methods are examples of business simulations.VESIBULE TRAINING (OR TRAINING-CENTRE TRAINING) This technique enables the trainee to concentrate on learning the new skill rather than on performing an actual job. Demonstrations are very effective in teaching because it is much easier to show a person how to do a job than to tell him. role-playing and discussion. CLASS-ROOM OR OFF-THE JOB METHODS 1. the trainer describes and displays something as when he teaches an employee how to do something by actually performing the activity himself and by going through a step by step explanation of “why” and “what” he is doing. conferences. the actual conditions encountered on a job. as nearly as possible. DEMONSTRATIONS AND EXAMPLES In the demonstration method. Theoretical training is given in the classroom. SIMULATION Simulation is a technique which duplicates. Lectures (or Class-Room Instruction): Lecture is formal organized talks by the training specialist. . case studies. Training is generally given in the form of lectures. then formal superior or other individual specific topics. while the practical work is conducted on the production line.
In the directed discussion. the participating individuals ‘confer’ to discuss points of common interest to each other. Seminar or Team Discussion This is an established method for training. the trainer guides the discussion in such a way that the facts. In the training conferences. The conference method: In this method. It may be a part of a study or related to theoretical studies or Practical problems. A collateral object is to help them develop skills in using their knowledge. principles and ideas which have lasting validity and general applicability. The trainees read their papers. Case Studies(or Learning by Doing): This method was first developed in the 1800s by Christopher Langdell at the Harvard Law School to help students to learn from themselves by independent thinking and by discovering in the ever-tangled skein of human affairs. It may be based on a paper prepared by one or more trainees on a Subject selected in consultation with the person in charge of the Seminar. 3. 2. In the seminar conference. The Chairman of the seminar summarizes the contents of the papers and the discussions which follow their reading. principles or concepts are explained. There are three types of conferences. answer is bound to a question or a solution to a problem.2. and this is followed by a critical discussion. . the instructor gets the group to pool its knowledge and past experience and brings different points of view to bear on the problem.
firing. 5. trainees act out a given role as they would in a state play. two or more trainees are assigned parts to play before the rest of the class. The training programme should be planned so that it is related to the trainee’s previous experience and background. Attempt should be made to determine if the trainee has the intelligence. discussing a grievance procedure. Attempts should be made to create organizational conditions that are conductive to a good learning environment . Role-playing primary involves employee-employer relationship-hiring.5. 3. The trainee should be helped to see the need for training by making him aware of the personal benefits he can achieve through better performance. The training programmers’ can be made effective and successful: 1. In role-playing. A programmed instruction involves breaking information down into meaningful units and then arranging these in a proper way to form a logical and sequential learning programmer or package. Role-Playing: This method was developed by Moreno. maturity. Specific training objectives should be outlined on the basis of the type of performance required to achieve organizational goals and objectives 2. 4. and motivation to successfully complete the training programmers. a Venetian psychiatrist. conducting a post-appraisal interview or disciplining a subordinate or a salesman making a representation to a customer.
As the trainee acquires new knowledge.6. ever give up Carlson is on Working Mother magazine's 2001-2004 and 2006-2007 lists of "The Best Companies for Working Mothers. cruise and marketing services directly to consumers. Working together to serve you." and Fortune magazine's 2002 list of "The . It should be recognized that all the trainees do not progress at the same rate. Mission: Vision: Building Better Relationships To become the most respected private company on earth. Therefore. hotel. do with Integrity Wherever you go. If necessary. from individual travel to all aspects of corporate meetings and events. skills or attitudes and applies them in job situations. we will fulfill customer and client needs with a true service heart. Strategies: Build Satisfy Deliver our the the family of team customer businesses Work smarter. corporations and government entities. 1. not harder Credo: Whatever you do. he should be significantly rewarded for his efforts.2 COMPANY PROFILE Carlson is a global group of integrated companies providing business and leisure travel. go as a Leader And never. We will celebrate our company's 70th anniversary in 2008. restaurant. 8. flexibility should be allowed in judging the rates of progress in the training programmer. a combination of training methods should be selected so that variety is permitted and as many of the senses as possible are utilized 7.
Carlson Hotels With five major hotel brands operating in more than 950 locations in 71 countries. Park Plaza Hotels & Resorts is a mid-scale brand that serves the needs of business and leisure travelers with full-service meeting rooms. our properties offer many upgraded amenities such as complimentary breakfast. including franchised operations. caring hospitality and superior guest value that has resulted in one of the industry's highest . We focus on local culture.000 people in nearly 150 countries. Featuring residential architecture and home-like interior design. We are one of the largest privately held corporations in the world. our brands and services employ about 190. full-service global hotel companies. We feature the Read It & Return Lending Library. We're focused on being the hotel of choice for today's independent-minded. From the prestige of Regent Hotels & Resorts. catering and amenities. in-room hair dryer and coffee maker. to the convenience and comfort that define our award-winning Country Inns & Suites by Carlson’s brand. and offer warm. Carlson's 2006 system wide sales. luxury for all senses and highly personalized service to create truly unique and memorable experiences for every guest. Carlson Hotels Worldwide is one of the world's largest hotel companies. Country Inns & Suites By Carlson is a global. operating. managing and franchising 400 hotels and resorts in 66 countries. totaled $37. Properties are located in downtown and airport locations of primary and secondary cities." In 2006. and are generally 150 rooms or larger. select-service. Based in Minneapolis. we are dedicated to "Great Hospitality Built on Trusted Relationships. Radisson Hotels & Resorts is one of the world's leading. mid-scale brand offering attractive rates and charming accommodations.100 Best Companies to Work For.1 billion. frequent business and leisure travelers who want more control over their hotel experience. restaurants. we were named one of the "Best Places to Work for GLBT Equality" by the Human Rights Campaign." Regent Hotels & Resorts is one of the most respected luxury brands in the lodging industry.
It’s the rewards program that’s tailor-made for you and your needs.guest return ratings. Full Service Restaurant and Room Service Hungry for satisfaction? You’ll get it when you enjoy a meal in one of our full service restaurants. upbeat service and key amenities such as complimentary high-speed Internet access to assure that guests sleep and live well during their stay with us. If you prefer to stay in. That’s why we offer goldpoints plusSM. help yourself to something from our room service menu! . We deliver clean. Free Internet We don’t just want you to stay with us. our homepage is your home base for the best savings. Park Inn is a select-service brand that operates within the upper economy and mid scale categories. Ready to greet you with our signature “Yes I Can!”TM service. Best Online Rate Guaranteesm Radisson. our doors are always open to you. Best Online Rate Guarantee Customer Loyalty Programsm At Radisson. we want you to connect with us.com. we’re always looking for ways to give you that little something extra. That’s why unlimited high speed Internet is free with your stay.3 VARIOUS SERVICES OF THE ORGANIZATION Global Locations With over 400 Radisson locations worldwide. We deliver your best online rates guaranteed. offering bright and cheerful accommodations that celebrate the individual personality and local color of the area. 1. fresh rooms.
Business Centers It’s easy to stay on the job even when you’re traveling.4 PROBLEM STATEMENT It is essential to plan the training and development activities of the organization to ensure that appropriate training and development activities are planned for the targeted employee segments and to ensure that the entire activities is conducted more effectively. The present study attempts to find the various dimension and their influences in reducing the absenteeism. work changes participative. we’re here to help. having an associate level turnover and improving job satisfaction. Our business centers are fully upgraded to fit the way you work today. With the space and the services that will make your event special in every way. . etc. Training can influence a lot to design work environments so as to maximize concern for human welfare. 1. Typical elements that contribute to the training are program’s that seeks to promote human dignity and growth. employees work collaboratively. Pool and Fitness Centers Spend your downtime shaping up in our modernized fitness centers or take the plunge poolside and stay fit when you’re on the go. Meeting and Banquet Facilities Whether you’re planning a business meeting or a family celebration. Training entails the design of work systems that enhance the working life experiences of organizational members. thereby improving commitment to and motivation for achieving organizational goals.
development and effectiveness of training and development as they may apply to business firms. ¾ Different methods of training. methods of needs assessment for training and development programs for employers and employees. Furthermore. ¾ To analysis the nature of training & development. 1. it selects successful models of training and development. managerial techniques that . ¾ Factors influencing training. SECONDARY OBJECTIVE ¾ To evaluate the effectiveness of the training outcome.5 OBJECTIVE OF STUDY PRIMARY OBJECTIVE ¾ To evaluate the effectiveness of training programme held in the organisation. ¾ To evaluate the effectiveness of trainer. ¾ Delineate the different stages in a training &development program. ¾ To know the satisfaction level of the employees with there present training programme.6 REVIEW OF LITERATURE This literature review offers a comprehensive look at the history. ¾ To understand the need for training &development in the organisation’. ¾ To analysis the effectiveness of the course content of training.1.
K. communication. The study found that the executives must be trained in interpersonal behaviour. business planning. Motilal Sharma (2002) has advised that the public enterprises should adopt systems approach to the development of new training needs assessment for their executives. b) divisional office incharges. In this study. value system. Punia (2002) has identified the training needs assessment of supervisors and executives of an Indian organization.K.e. scale one and scale two officers of Indian bank. D. there was commonality in deficiency of competencies in different work areas. conflict management. physical competency. In this research there are eighteen core . Kumar (2002) made a research to develop competency mapping based training needs assessment (TNA) system for two levels of hierarchy i. principles and values and interests. the existing competencies of employees were lower than the required competencies. skills and abilities. knowledge. positive thinking. Abhik dan (2001) has assessed the training needs assessment of a) field sales officers. motivating skills and time management. and Mohit P. Vaishali. practical decision making. motivation skills and time management. Self correcting process which moves from identified needs to predicted outcomes. Second. aptitudes. leadership. c) frontline operation officers and d) operation location heads of an oil company. Damodar Saur. irrespective of work areas. The training needs assessment of supervisors are interpersonal relations. positive leadership and institution building. the different hierarchy of managers and supervisors of the respondents are asked to assess the training needs based on the existing competencies and required competencies of nine broad categories namely. conflict management. communication and listening. The author opined that a system approach to training is a close loop. delegating skills.contribute to lost productivity and moral and identifies business skills most essential for career success in the business culture.. Two broad conclusions have been drawn from the result. communication and listening skills. There are four steps namely: 1) Study of needs 2) Analysis 3) Designing training system synthesis and 4) Implementation and evaluation involved in this systems approach. supervision skills. First. Following are some of the literatures reviewed upon as successful models. Study of needs refers to the assessment of training needs of the executives whereas the second step analysis is nothing but analyse the goals and objectives of the training programme. personality.
it is therefore important that training needs assessment remain valid for at least 3-5 years. An exception to this education and computer applications. then the training programmes will be organized on the basis of inadequate assessment of training needs and such programmes will be irrelevant to the needs of the individuals and organization. Mehla (2003) noted that. education. Such irrelevant training is bound to lead to wastage of time and effort. the respondents were public Managers (n = 110). which predominantly human relations or human resources oriented.competencies have been included as variables. Older. decision making and performance skills were the most important training needs assessment as seen by the Managers. The results of the study reveal that the officers are falling short on sixteen competencies out of eighteen and hence they must need a training in these competencies. Another concern of this study was to examine the particular needs of supervisors based on more objective variable. in which there is positive association. If training needs are not properly assessed. A proper analysis of training needs will facilitate training plans being drawn up on a short-term basis to take care of immediate needs placed on a long-term basis in the light of the overall objectives of the organization. The study concludes that there is significant variation in the level of training need between the regions / branches. since systematic training needs assessment is a time consuming and costly exercise. Age and education have negative associations with training needs. Differences were identified. There were 57 various skills identified. Fredric and Lyme (2003) conducted a study on “Assessing Training needs assessment: A Skills Approach”. there is no need to train him in a formal sense. There is a golden rule that says if an employee has about 60 per cent knowledge and skill in a particular field and has some related experience in another field. such as age. . The results of the survey indicate that planning. more educated Managers have less need for this type of training. size of government and number of employees supervised.
the training and development function in organizations has become more important.1 SIGNIFICANCE OF THE STUDY The success of any organization depends upon the quality of the human resource. 2.2 RESEARCH METHODOLOGY The research was descriptive in nature. In the light of these. The methods of research utilized is survey methods. measured and analyzed. In the wake of increased competition. collected. 2.3 PILOT STUDY . Descriptive Research includes surveys and fact findings enquire. The major purpose of research is description of the state of affairs as it existed. opening up of the Indian economy and development of global villages. It was conceptual structure within which research conducted.CHAPTER.2 RESEARCH DESIGN Research Design was adopted by the research or for the purpose of collecting and analysis of data in manner that aimed to combine relevant data along with economic infrastructure and time in mind. Training and development today has become a tool both to help people to grow with in the organizations and retain them. 2. people have become the pivot around which successful organizations rotate.
During her visits she had discussions with Human Resource Manager.5 SAMPLING DESIGN The sampling techniques used for the research is convenience sampling.8 PRETEST The researcher conducted pretest by distributing the questionnaire to employee of this organization just after their training classes to know the effectiveness of training. 2.9 DATA COLLECTION PROCESS . 2. The information required for the study was directly collected from the employee secondary source like employee record were also used for collecting the details of the universe. The subjects are selected just because they are easiest to recruit for the study and the researcher did not consider selecting subjects that are representative of the entire population.7 TOOLS FOR DATA COLLECTION The researcher adopted questionnaire method to measure the effectiveness of training programme in the organization. 2. this made the researcher to arrive at a research problem.6 SOURCE OF DATA The source of the data collection was primary source and secondary source.4 UNIVERSE The present research study includes employees in RADISSON HOTEL. Convenience sampling is a non-probability sampling technique where subjects are selected because of their convenient accessibility and proximity to the researcher. 2. 2. 2.The researcher made regular visit to the selected organization to find out the feasibility of carrying out his research studies.
report was prepared.12 PERIOD OF STUDY The Project work was started in the month of April 7th 2010 and ended on 26th of April . 2. . The Percentage method: This is the earliest and the best method to analyze a give data. and questionnaire were distributed to employees and they have been asked to give their responses. After tabulation. this study was conducted with maximum of the employees. The percentage wise distribution of the data gives an idea of which factor is more than & which is less. percentages were determined. The method has used extensively in this project.11 TOOLS USED FOR DATA ANALYSIS The tools used for data analysis are: 1. Number of response/sample size * 100 2. 2. which helped in interpreting data.Researcher explained the purpose of the data collection process to the employees. The data are always collected by the trainer after each training class but since one month the data is collected by the researcher. review was done and finally project presentation. 2.13 LIMITATION OF STUDY Although there was large number of population in Radisson Hotel.During this duration survey was made.10 INTERPRETATION OF DATA The collected data was first put in a tabulated form for each question and for subsequent responses. They also explained each and every dimension of the study.
the same thing can be extended to executive level also. the nature of activity etc. ¾ The organization selected for the purpose of the study different in terms of size. . the number of personnel employed. ¾ I got opportunity to observe the various training programmes in the organization.14 SCOPE OF THE STUDY ¾ This study is conducted only for employee’s level. ¾ Each and every day nearly 2-3 training programmes were conducted. it was agreed that accuracy of the results could be increased by concentrating on organization of the similar types and sizes.2.
1 TYPE OF TRAINING GIVEN TO EMPLOYEES: OPTION On the job training Off the job training No of Respondent 40 10 Percentage 80% 20% Total Inference: 50 100% 80% of the employee stated that the type of training provided to them were On. CHART-3.The Job Training.CHAPTER -3 DATA ANALYSIS AND INTERPRETATIONS TABLE: 3. And a mere 20% stated Off the Job.1 .
2 MOTTO BEHIND TRAINING: OPTION No Respondent 17 30 3 of Percentage Learning SOP’S Updating skills and knowledge Others 34% 60% 6% Total Inference: 50 100% More than half of the respondents 34% indicated that training program given by Radisson hotel is highly useful for self development. the rest of the 6% felt it was of no use for Chart:3. Also supporting to it another majority of 60% indicated that training program helped them update their skills and knowledge according to the change and requirements of the organizations.TABLE: 3.2 .
.42% of the employees feels that feedback training should focus on setting goals and objectives and 2% of the employees feels that they should focus on varies other things also.TABLE: 3. 56% of the employees feels that feedback training should focus on communication effectiveness.3 AREA IN WHICH FEED BACK TRAINING SHOULD FOCUS AND WHY? OPTION No of Respondent Percentage 56% 42% 2% Communication effectiveness 28 Setting goals and objectives Others 21 1 Total Inference: 50 100% From the table it can be inferred that.
4% of the respondents said that the training is fairly good. . Supporting to this majority of employees (68%) reported they are highly satisfied with the type of training and feel that the training course given in Radisson is excellent.Chart: 3.4 RANKING OF TRAINING METHODS BY EMPLOYEES: Satisfaction level Excellent Good Fair poor No of Respondent 34 13 2 1 Percentage 68% 26% 4% 2% Total Inference: 50 100% From the above table it is clear that half of employees 26% are very much satisfied with the training offered by the Radisson hotel. 2%were moderately satisfied and no comments respectively with the training.3 TABLE: 3.
4 TABLE: 3.Chart: 3.5 . The course content of few employees shows that there is a scope for improvement in one’s area. The overall percentage score of 58% there by reasonably affirming that the company adopts good trainer and the training programmers’ are very effective. Chart: 3.5 LEVEL OF EFFECTIVENESS AFTER THE TRAINING: Option Excellent Good Fair No of Respondent 29 15 6 Percentage 58% 30% 12% Total Inference: 50 100% The above table shows that the overall effectiveness of training was excellent.
6 .TABLE: 3. Chart:3.28% of the employees feel that their confidence level is good and the other 6% of the employees has no comments and has nothing to say about the confidence level .6 INCREASE IN CONFIDENCE LEVEL DUE TO TRAINING: Option Excellent Good Fair Poor No of Respondent 33 14 6 0 Percentage 66% 28% 6% 0% Total Inference: 50 100% From the table it can be inferred that majority (66%) of the employees feel that the training given in Radisson has increased their confidence level to the maximum.
TABLE: 3. .7 TRAINERS KNOWLEDGE ABOUT THE TRAINING: Option Excellent Good Fair Poor No of Respondent 30 16 3 1 Percentage 60% 32% 6% 2% Total Inference: 50 100% As the table proves majority 60% of the respondent has accepted that trainer’s knowledge was relevant to training subject and they are highly satisfied with the doubts cleared by the trainer.32% of the respondents feel that the trainer’s knowledge was good and the others are not satisfied with the trainer’s knowledge.
Chart:3.Thus from the above table it is clearly indicating that the materials provided for the training was very good. 70% went a step high and stated that the material was excellent. .8 QUALITY OF TRAINING TRAINING PROGRAMME: MTERIALS PROVIDED DURING Option Excellent Good Fair Poor No of Respondent 35 11 4 0 Percentage 70% 22% 8% 0% Total Inference: 50 100% Almost half of the respondents 22% indicated that the material provided for the training programmes were very good.7 TABLE: 3. And the rest of the 8% respondents reported that it was fair and no comments.
Half of the respondents feel that their cooperation with the other employees after training is good and the rest of the respondents are not satisfied and has no comments.Chart: 3.9 CO-OPERATION LEVEL OF EMPLOYEES AFTER TRAINING: Option Excellent Good Fair Poor No of Respondent 31 17 2 0 Percentage 62% 34% 4% 0% Total Inference: 50 100% From the above table it can be inferred that maximum number of the employee’s are highly satisfied with their co operation level . .8 TABLE: 3.
10 .10 REALTIONSHIP BETWEEN TRAINER AND TRAINEE: Option Excellent Good Fair Poor No of Respondent 37 12 1 0 Percentage 74% 24% 2% 0% Total Inference: 50 100% Almost majority of the respondent are highly satisfied with their excellent relationship and half of them feel that their relationship can be better and the rest few respondents has no comments.Chart:3. Chart: 3.9 TABLE: 3.
TABLE: 3.11 . Also supporting to them the majority (74%) of them indicated that cross exposure training has to be conducted in an organization and it’s really important and 2% of the respondents felt it was of no use for them Chart: 3.11 IMPORTANCE OF CROSS-EXPOSURE FOR TRAINEE: Option Excellent Good Fair Poor No of Respondent 37 12 1 0 Percentage 74% 24% 2% 0% Total Inference: 50 100% Half of the respondents feel that cross exposure is important.
12 TRANSITION LEVEL OF TRAINEE TO FULL-TIME EMPLOYEE: Option Excellent Good Fair Poor No of Respondent 35 10 5 0 Percentage 70% 20% 10% 0% Total Inference: 50 100% The above table shows that majority of the respondent’s level from a trainee to a full time employee has been really smooth and minority of the respondent feel that their transition level is good but the rest of the respondents 10% reported there were no comments. Thus . TABLE: 3.
13 TRAINEES INTEREST IN CROSS-EXPOSURE TRAINING: Option Yes No No of Respondent 47 3 Percentage 94% 6% Total Inference: 50 100% From the above table it can be inferred that almost majority of the respondent are interested in doing cross exposure training and only few are less interested. .from the above table it is clear that almost majority of the respondents feel that their transition level has been smooth’.12 TABLE: 3. Chart: 3.
And the rest of the respondents of 8% reported that training does not lead to promotion and salary.Chart: 3.14 TRAINEE WAS ENABLED FOR SALARY AND PROMOTION: Option Yes No No of Respondent 46 4 Percentage 92% 8% Total Inference: 50 100% Majority of the respondents reported that training given in Radisson enable them to secure promotion and salary.13 TABLE: 3.14 . Chart: 3.
15 SATISFACTION LEVEL OF EMPLOYEE ON THE TRAINING: Option Highly satisfied Satisfied Not satisfied No of Respondent 24 25 1 Percentage 48% 50% 2% Total Inference: 50 100% . TABLE: 3.
through this we come to know that the organization is doing well as per the training programs.From the above it can be indicated that half of the respondents are satisfied with the training program and majority of them 50% say that they are highly satisfied and only 2% of them say that they are not satisfied with the training programmers’. . Chart: 3. Ho: There is no significant relationship between the responses for the satisfaction level towards training methods and employee satisfaction level being provided by RADISSON.15 TESTING OF HYPOTHESIS:¾ CHI-SQUARE TEST ¾ TRAINING METHODS AND SATISFACTION LEVEL OF EMPLOYEES To test whether there is any significant relationship between the responses for the training methods and training satisfaction level of employees. H1: There is significant relationship between the responses for the satisfaction level towards the training methods and employee satisfaction level being provided by RADISSON.
8 =14.52 0.642 1.125 1.642 1.8 3.125 1.52 0.174 Degree of freedom = (Row-1)(column-1) .174 RESULT:Calculated value = 14.OBSERVED FREQUENCY:‐ Particulars TRAINING METHODS SS 32 14 S 11 17 SWS 5 11 DS 2 8 TOTAL 50 50 EMPLOYEE SATISFACTION LEVEL TOTAL 46 28 16 10 100 OBSERVED FREQUENCY:Expected frequency: E=Corresponding cell’s row total*that cell column total /grand total O 32 11 5 2 14 17 11 8 E 23 14 8 5 23 14 8 5 (O-E) 9 -3 -3 -3 9 3 3 3 (O-E)2 81 9 9 9 81 9 9 9 TOTAL (O-E)2/E 3.
as 100% of the respondents have attended the training program. There is significant relationship between the training methods and employees satisfaction level being rendered by RADISSONS. training the supervisor of each department • As per the survey majority of the respondent report that feedback was given o by the trainer at right time.81 Reference:Since calculated value is greater than table value Ho is rejected.1 FINDINGS • It is found that Radisson hotel provide training to all the employees.e. From the survey it is clearly indicated. CHAPTER-4 4. H1 is accepted.= (2-1) (4-1) =1*3 =3 Significant level = 5% Tabulated level = 7. . • The organization is very keen towards the training of the employees and each and every day there is at least 2-3 training sessions which includes: o Induction o Training for promotion o Train the trainer i.
2 SUGGESTIONS For the betterment of effective operation of the organization. The Researcher found from the research study that. • Ensure that training programmes are been conducted whenever needed. • • • • • • • The training programme in Radisson is mandatory for the promotions and each employee have to complete at least 68 different training classes per year. Majority of the respondents strongly agreed that the concept of training is clear and effective and is very well communicated to the participants. As the survey indicated 66% of respondents were happy with the training and training material. And also the off. based on finding of the present study. the following practical suggestion may be considered. and increase the number of programs as there is a change in the environment in today’s world to. and to better the competitor’s. As a trainer he was always particular in his duty which includedMonitor and identify training needs Well versed with his operations Being the role model There was no bias and yardsticks Willing to learn and teach 4.the job Training is provided but to some employees. As the survey clearly indicated that 98% Satisfied with the present training systems. most of the employees are not very much interested in attending the class room training programmers method of training programmers. It is found that the employees of RADISSON HOTEL are satisfied with the training provided to them. • • • The type of training provided by Radisson hotel is on-the Job Training. The survey clearly indicated it as 80% reported the training provided was on the job training. . .• The training material provided by RADISSON HOTEL trust was an o effective one.
Untill goals are not said it is difficult to design a training program and when training has been implemented. Efficiency of performance e. ¾ Five parameters can be taken to give the project last touch: a. Empowerment of the employees d. Periodical evaluation of training programmers of the organization can be suitably modified. • The organization can carry out certain modification as far as course content is concerned.• • Clearing of doubts and giving adequate free time to reflect and plan can be improved. • The organization can review the course content to make the training more effective in future. • The course objective is effective in the training programmes. Alignment of individual and organizational growth . • The organization has an effective trainers. same thing can be continued for the future also. Enhancement of knowledge c. CHAPTER-5 CONCLUSION ¾ After the identification of training. Post training satisfaction b. there will no way of measuring its effectiveness. training goals must be established. The organization should sustain the same thing.
HR Management Manual-Paul Davis Websites:- . S. feedback and response given by the trainer at the time of the training. 2.¾ After doing the survey on the effectiveness of the training programme of the organization we came to the conclusion that:¾ The organization is very keen in training the employees according to the needs and demands and from time to time. Dave Ulrich (2008): HR COMPETENCIES-MASTERY AT THE INTERACTION OF PEOPLE AND BUSINESS.Nick Blanchard(2008): EFFECTIVE TRAINING. P. Gupta(2007): STATISTICAL METHODS- Journals:1. ¾ The effectiveness of training can be seen in the daily working schedule of the employees which includes:• Less absenteeism • More concentration on the work • Productivity rises • Better handling of equipments and materials • Which resulted in the 100% customer satisfaction ¾ In the above given data analysis it is shown that most of the respondents were very satisfied with the training programmes and the way of training. ANNEXURE Bibliography:1.P.SOCIETY FOR HR.EASTERN ECONOMY EDITION 3.
com 2. www.allbusiness.com .1. www.ihrnetwork.
QUESTIONNAIRE I Poonam Kumari of SRM University is undertaking this study on “Effectiveness of Training and Development in GRT Radisson. if yes.” I hereby request you to help me complete this study with substantial findings by filling this questionnaire in full and with your most honest and spontaneous responses. According to you why training is ( )Learning SOP’s given. What type of training was given to ( )On the job training you? ( )Off the job training 2. then to __1_______2______3_______4_____5____ what level? 7. ( )Updating the skills/Knowledge ( )Others ( )Communication effectiveness What is the area in which the feedback training should focus on ( )Setting goals& objectives and why? ( )Others 3. 4. mark the level of Effective Ineffective effective of the training given in _1_______2______3_______4_____5____ Radisson? Excellent poor Does the training increase your _1______2_____3______4________5____ confidence level? Does the trainer clarify the doubt that Excellent Normal Poor arrives during training. 8. According to you. 1. 6. Are you satisfied with the materials Excellent poor provided to you in training? __1_______2______3_______4_____5____ . How would you rank the training Excellent Poor given in Radisson? __1_______2______3_______4_____5____ 5.
How important do you think is Cross Mandatory Not Mandatory Exposure Training for a Trainee? __1_______2______3_______4_____5____ 12. Has your Transition from a trainee to Excellent normal poor a full time employee been smooth __1_______2______3_______4_____5____ 13. Training. 3. What is your co operation level with Excellent poor other employees after training? __1_______2______3_______4_____5___ _ How is the relationship between u Good Bad and your trainer? __1_______2______3_______4_____5____ 10. 16. 11. Are you interested in doing Cross ( )Yes Exposure Training? ( ) No 14. Suggest your ways to improve 2.9. Does training enable you to secure ( )Yes promotion/Salary? ( ) No 15. What is your satisfaction level ( ) highly satisfied ( )satisfied ( ) not towards the training program satisfied 1. .