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A TRAINING REPORT ON

TRAINING EVALUATION
OF JANDEC CPL SUBMITTED TO PUNJAB TECHNICAL UNIVERSITY JALANDHAR
In Partial Fulfillment of the requirement for the award of degree “MASTER IN BUSINESS ADMINISTRATION”
SUPERVISED BY Ms. Urvashi Assistant professor P.G Dept. of Business Administration SUBMITTED BY SarbjeetKaur MBA 3RD Sem Roll no: 1275302

SWAMI SATYANAND COLLAGE OF MANAGEMENT AND TECHNOLOGY,AMRITSAR

Contents

DECLARATION .............................................................................................................................. 4 CERTIFICATE ................................................................................................................................. 5 ACKNOWLEDGEMENT.................................................................................................................. 6 INTRODUCTION OF COMPANY .................................................................................................... 7 JANDEC CPL ............................................................................................................................... 7 HISTORY OF JANDEC CPL ............................................................................................................ 8 INDUSTRY PROFILE ...................................................................................................................... 9 CURRENT STATUS ..................................................................................................................... 9 Indian scenario of the company..................................................................................................... 10 PRODUCTS AND SERVICES:.................................................................................................... 11 1. Web services: ....................................................................................................................... 11 2. Mobile applications: ............................................................................................................. 12 3. Corporate training:................................................................................................................ 13 4. Search Engine Optimization .................................................................................................. 14 MISSION STATEMENTS ........................................................................................................... 17 AIM OF THE COMPANY ........................................................................................................... 18 POLCIES OF THE COMPANY ................................................................................................... 19 HEALTH& SAFETY................................................................................................................... 20 ENVIRONMENTAL POLICY ..................................................................................................... 20 Its explanation is as follow: .......................................................................................................... 22 DETAILS OF WORKFORCEByAGE (years) ................................................................................... 25 EDUCATIONAL LEVELS OF THE EMPLOYEESOF JANDEC CPL .............................................. 26 DETAILS OF WORK FORCE STATE OF TECHNICAL SKILLS .................................................... 27 BEHAVIOUR, DRESSING, GROOMING SENSE OF EMPLOYEES ............................................... 28 Safety ......................................................................................................................................... 29 TRAINING EVALUATION ............................................................................................................ 30 2|Page

ABOUT TRAINING EVALUATION ........................................................................................... 30 INTRODUCTION ................................................................................................................... 30 LEVELS OF TRANINGEVALUATION ...................................................................................... 31 THE EVALUATION & LEARNING LIFE CYCLE ...................................................................... 32 PURPOSE OF TRANING EVALUATION ................................................................................... 33 METHODS FOR TRAINING EVAULATION: ............................................................................. 34 Responsibilities for the evaluation of training ................................................................................ 36 Senior management - training evaluation responsibilities ............................................................ 36 The trainer - training evaluation responsibilities ......................................................................... 37 The line manager - training evaluation responsibilities ................................................................ 37 The training manager - training evaluation responsibilities .......................................................... 38 The trainee or learner - training evaluation responsibilities .......................................................... 38 WORK EXPERIENCE IN JANDEC CPL......................................................................................... 39 JOB DESCRIPTION ....................................................................................................................... 40 Job description of employees in Jandec CPL .................................................................................. 40 DESCRIPTION OF THE WORK RESPOSIBILITY TAKEN ............................................................ 41 LAYOUT OF JANDEC CONSIST OF FOLLOWING DEPARTTMENT........................................... 42 STAFF HIRARCHY OF JANDEC CPL ........................................................................................... 43 OFFICE LAYOUT OF JANDEC CPL .............................................................................................. 44 DEVICES AND EQUIPMENTS USED IN JANDEC .................................................................... 45 Experienced I have gained................................................................................................................ 50 SUMMARY.................................................................................................................................... 51 CONCLUSION ............................................................................................................................... 52

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DECLARATION
I hereby declare that the work, being submitted to SWAMI SATYANAND COLLEGE OF MANAGEMENT AND TECHNOLOGY AMRITSAR, in the project under title TRAINING EVALUATION IN JANDEC CPL as partial fulfillment of award of MBA(III) is an authentic record of work carried out by me under the supervision of LECTURER URVASHI, PG DEPARTMENT OF MANAGEMENT (SWAMI SATYANAND COLLEGE OF

MANAGEMENT AND TECHNOLOGY).

SARBJEET KAUR

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CERTIFICATE
This is certifying that the thesis entitled “TRAINING EVALUATION “submitted by SARBJEET KAUR is a bonafide piece of work conducted under my direct supervision& guidance. It may be considered for evaluation in partial fulfillment of degree of MBA (III sem).

Ms. Urvashi LECTURER OF P.G DEPARTMENT OF SSCMT AMRITSAR

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ACKNOWLEDGEMENT

This project report has been written with the kind assistance, guidance and active support of my department teachers who have helped me a lot in completing this project. I also appreciate the concern by Ms. Urvashi, Assistant Professor in Department of Management; express my gratitude and lot of thanks to staff of Swami Satyanand Collage of Management and Technology, Amritsar, who guided me from time to time in giving final shape to this project. Last, but not the least I am thankful to my Parents and to the staff members of JANDEC CPL who helped me a lot in preparing this project.

Sarbjeetkaur

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INTRODUCTION OF COMPANY

JANDEC CPL

JANDEC Corporation Pvt. Ltd. Aka.JandecCPLis a young growing in the field of IT industry. This is Jandec CPL, gushing in IT sector in full force to give you not just Business but the Best Services. Their Core Services include Web Design, Web Development, CMS, and ERPs, Android Apps Development, iPhone /iPadApps Development, SEO, Internet Marketing and Reputation Management The high client retention and success rates fuels in their performance to push their limits to deliver just the best and no less than that. The old is gold terminology states “Client is God”, and this motto makes their clients believe in them over other IT service providers.

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HISTORY OF JANDEC CPL

11-11-2011 16-11-2011

 

Company come into existence

JANDEC Received the Certificate Of honor from the director of ALMA Limited, Indore

20-11-2011

Become the prestigious member of - All India IT AssociationAAITA (work related to ministry of information technologyGOVT.OF.INDIA)

12-10-2012

Honored by Mr.Jaganjothival – Education and Program Manager (INDIA and SAARC ) of Cisco On Cisco education day

21-11-2012

Established 2 new offices one in Chandigarh and second in New Zeeland

RECENT

A world class IT company with growing international presence.

From a small Development & Training endeavor started in 2011, now aggressively growing IT Service Provider globally. Choosing JANDEC CPL for your technology needs, just cements the fact that “Your will, Now has the Way”. The Name “JANDEC” comes from the combination JANuary to DECember.

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INDUSTRY PROFILE

CURRENT STATUS

Information technology (IT) industry in India has played a key role in putting India on the global map. IT industry in India has been one of the most significant growth contributors for the Indian economy. The industry has played a significant role in transforming India’s image from a slow moving bureaucratic economy to a land of innovative entrepreneurs and a global player in providing world class technology solutions and business services. The industry has helped India transform from a rural and agriculture-based economy to a knowledge based economy. Information Technology has made possible information access at gigabit speeds. It has made tremendous impact on the lives of millions of people who are poor, marginalized and living in rural and far flung topographies. Internet has made revolutionary changes with possibilities of egovernment measures like e-health, e-education, e-agriculture, etc. Today, whether its filing Income Tax returns or applying for passports online or railway e-ticketing, it just need few clicks of the mouse. India’s IT potential is on a steady march towards global competitiveness, improving defense capabilities and meeting up energy and environmental challenges amongst others.

IT-ITeS sector in India, with the main focus on increasing technology adoption, and developing new delivery platforms, has aggregated revenues of USD 88.1 billion in FY2011, while generating direct employment for over 2.5 million people. Out of 88.1 billion, export revenues (including Hardware) has reached USD 59.4 billion in FY2011 while domestic revenues (including Hardware) of about USD28.8 billion.

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Indian scenario of the company

In this world, information technology plays a big role to make it look far more smaller than it actually is. This is JANDEC CPL, provider of IT services in India and in whole world. Backed by their strong quality processes and rich experience managing global clients across various business verticals, they align IT strategies to your business goals. From simple changes in process to innovative solutions, they help their customers harness the power of IT to achieve profitable growth, market leadership, customer delight and sustainability. Along with their best of breed technology partners, JANDEC CPL also helps you with your IT infrastructure needs. In this world, information technology plays a big role to make it look far more smaller than it actually is.

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PRODUCTS AND SERVICES:

JANDEC CPL provides the following solutions:       Web services Mobile application Corporate training Search Engineoptimization Web designing Web development

1. Web services:

Web services used for sharing data between two internal systems or building an API so user can access their data. It is XML based protocols to communicate with other systems. Web services helpful for communication between applications.JandecCPLhas good team that makes web services. Their process of implement web services. They make JSON/XML code from online database of website and use this JSON code to make iphone and android application.

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2. Mobile applications:

Mobile solutions that reach over 100,000 users each month. Jandec develop Top of the Mobile apps across platforms like iOS, Android, Windows Phone & Windows 8.Jandec translates your innovative ideas into reality by using advanced engineering solutions.

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3. Corporate training:

Jandec is one of the recognized certification in the field of PHP, ASP.Net based Web Development. In these courses, details about the basic as well as advance level of web programming will be explained along with basic knowledge of the Internet and web Servers. Why best among all:-

        

They Provide Programming language Course with Advance Format Unlimited Practice Hours. 100% Practical Teaching in development areas. Employment Guaranteed Courses. Weekend Classes Designed Ideally for Working Professionals. Friendly, Supportive, Patient & Qualified Faculty. Highly Trained, Experienced & Certified faculty. Fully equipped labs for practical. High Quality Course Materials includes notebooks, pens.

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4. Search Engine Optimization

Jandec has the expertise to produce high quality results both the on page and off page. Without both being carried out effectively, your SEO campaign will suffer significantly. They can:

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Link Building If you are seeking rankings in Google, then you have come to the right place. You are going to need strategically placed, high quality back links to your website. A back link is simply a clickable link or hyperlink pointing to your website from another relevant website on the Internet. We understand how to generate/position the most beneficial back links for your website.

Jandec provides back links to your website from a variety of sources. Links from the following locations are possible: Forums, Blogs, Directories, and Partner Sites, News boards, Social Bookmarking Sites, Social Networks Profiles and More.

Back link Reporting Jandec will generate monthly reports for your company that will show you the locations of your new back links. If there is a place where you do not want a back link, and then let us know ahead of time where that would be and we will avoid these areas. Through steady link building, Jandec should be able to generate the kind of search engine ranking you desire for your website. Links are the most important part of your search engine optimization strategy.

Keyword Analysis Upon initiation of a search engine optimization campaign, your company will require extensive analysis on the targeted keywords that you are choosing to optimize. Jandec provides comprehensive keyword analysis and competitive landscape assessment that explains our required plan of attack specific for ranking any targeted keywords Some of the SEO factors that will be covered in your keyword analysis report are as follows: Keyword Density Report, Domain Name Report, Link Popularity Report, Web Page Authority Report, Webpage Speed and Functionality Report, W3C and HTML Validation Report Anchor Text Report, And More.

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On Page SEO On page search engine optimization is what gives the search engines an idea as to what your website is about. The key terms your company is targeting must be clear and present to the search engines when their spiders to come and crawl your web pages. A website that has the right features added to it will have quite an edge over a website that does not have these features optimized. Without the ideal on page SEO, off page SEO efforts can be rendered useless.

Off Page SEO Off page search engine optimization, or as others call it, “back-linking” is a major part of what decides how high your web pages will rank in the search engines. A website that has a link pointing in from another website will count as a “vote” to rank your website higher. Some links will be weighted heavier than others by the search engines depending on their page rank (PR) and relevancy; however a healthy link profile that points to your domain will always result in a positive effect for your website’s ranking. Off Page SEO is quite complicated, and it takes experienced professionals to do it right- let Jandec handle all of that for you by delivering your website the factors it needs.

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MISSION STATEMENTS

A company mission statement is a constant reminder to its employee of why the company exists and founder envisioned when they put their fortune at risk to breathe life into their dreams with slogans and motto. So Jandec slogan is: “Where there is a will there is a way “ The company focuses on the:  To perform for customers highest level of quality construction services at fair and marketing competitive prices  To ensure the longevity of company through repeat and referral business achieved by customer in all area including timelines, attention to details, and services- minded attitude.  To maintained the highest level professionalism, integrity, honesty and fairness in relationship with their suppliers, subcontractors and associates  To deliver solutions that will propel the business for the client  To work for the client’s profits, our profits will follow

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AIM OF THE COMPANY

An aim is where the business wants to go in the future, its goal it is the statement of purpose, e.g. we want to grow the business into world, its survival, profit maximization – try to make the most profit possible, profit satisfying – try to make enough profit to keep the owners comfortable, Integrate new technologies and replace obsolete equipment/services to meet an ever-changing environment. Limit risks and any negative impacts to existing systems.

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POLCIES OF THE COMPANY
JANDEC recognizes that its people are the primary source of its competitiveness. A strong belief that “to succeed requires the highest standards of corporate behavior towards their employees, consumers and the society”. JANDEC’s corporate philosophy is embedded in its commitment to all stakeholders-consumers, employees, shareholders, financiers, the environment and the society that the organization operates in. It is committed provide equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. They believe that it is this commitment which will deliver sustainable, profitable growth. JANDEC takes pride in its core organizational values.

Ethics JANDEC are transparent, fair and consistent in dealing with all people. They insist on honesty, integrity and trustworthiness in all their activities. JANDEC will strive continuously to foster a climate of openness, mutual trust and teamwork. That’s what they call the “JANDEC Family”

People JANDEC believe that their success is driven by the commitment and excellence of their people. They attract and retain result – oriented people who are proud of their work and are satisfied with nothing less than the very best in everything that they do. They encourage individual initiative by creating opportunities for their people to learn and grow. They respect the individual rights and dignity of all people.

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HEALTH& SAFETY

JANDEC promote highest levels of safety in their operation, health of their employees and a clean environment.

ENVIRONMENTAL POLICY

Company believes that preservation of environment is essential for the survival of their business, employees, society and surroundings. They achieve it with the involvement of their workforce, vendors, customersand neighborhood. Through: • • • • • • Compliance with relevant laws and regulations. Efficient use of available resources. Adoption of ecofriendly technologies. Education and sustained efforts of continual Safe, clean and healthy work practice. Commitment to prevent air and water pollution

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PERSONNEL OF THE COMPANY

State of Employees of JANDEC CPL, AMRITSAR AS ON 31 JULY 2013

SR. NO.
1 2 3 4 5 6 7 8 9

Designation
HR Manager IT Manager Project Manager Business Manager Developer Head PHP Developer Website Designer Desktop Engineer Security Guard

No. of employees
1 1 1 1 1 15 9 1 1

This tables shows different designation of no. of employees, with the help of this company is
efficiently working.

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Its explanation is as follow:

HR Manager: In Jandec they have one Human Resource Manager(HR),who maintains
organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes and maintains and enhances the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.

IT Manager:InJandec there was one IT manager Maintains information technology strategies
by managing staff; researching and implementing technological strategic solutions and accomplishes information technology staff results by communicating job expectations; planning, monitoring, and appraising job results; coaching, counseling, and disciplining employees; initiating, coordinating, and enforcing systems, policies, and procedures

Project Manager:Jandec have one project managerwhoaccomplishes human resource
objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching, counseling, and disciplining employees; communicating job expectations; planning, monitoring, appraising, and reviewing job contributions; planning and reviewing compensation actions; enforcing policies and procedures.

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Business Manager: Jandec has one business managers who is responsible for overseeing and
supervising a company's activities and employees. Small businesses rely on the business manager to keep workers aligned with the goals of the company. Business managers report to the top executives in a larger organization, but in a small company, the manager might either own the company or report directly to the owner. and accomplishes organization goals by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

Developer Head: Jandec company have one head of developer who is responsible for the
technical and solutions architectural governance and controls of BMI’s main online and content management platforms and managing projects through the complete development lifecycle, from requirements through to final delivery and involved in proposal preparation, selection of the team, negotiations with 3rd parties, managing concept generation, implementation and testing of the design.

PHP Developer: Jandec company have 15 PHP developers who is responsible for PHP
programming. Developer will code, debug, and unit test systems per requirements and technical designed Design and Development. Developer will be expected to code, update, debug and optimize SQL. In the case of new or existing relational databases new hire will be expected to lead the data design and produce enterprise-level data models.

Website Designer: Jandec company have 9 web designer/developer is responsible for the
design, layout and coding of a website. They are involved with the technical and graphical aspects of a website - how the site works and how it looks.

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Desktop Engineer: Jandec company have one desktop engineer performs desktop
engineering functions, including desktop security, patching, scripting, package deployment and system management Administers desktop management application Creates strategies for desktop deployments and software upgrades to include repackaging, distribution, and rollback, utilizing.

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DETAILS OF WORKFORCEBYAGE (years)

SR.NO 1 2 3 4 5 TOTALS EMPLOYEES

AGE OF EMPLOYEES 18-25 25-35 35-45 45-55 55&ABOVE

NO OF EMPLOYEE 20 8 2 3 1 34

This table shows the age of different employees who are working in JANDEC.

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EDUCATIONAL LEVELS OF THE EMPLOYEESOF JANDEC CPL

SR.NO

DETAILS OF WORK FORCES

NO. OF EMPLOYEES

1 2 3 4 5 6 7 TOTALS

ILLITERATE UNDER MATRIC MATRIC / HR. SEC B.Tech BCA B.Sc (IT) MBA

00 01 01 07 10 12 03 34

This table indicating that what is the level education of the employees of JANDEC.

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DETAILS OF WORK FORCE STATE OF TECHNICAL SKILLS

SR.NO
1 2

EMPLOYEES
OTHERS CCNA(Cisco Certified Network Associate)

NO.OF EMPOLYEE
02 04

3 4 5 6 7

PHP Language HR Manager ASP.net Business Manager HTML,XML(Extensible Markup Language) TOTAL

12 01 08 01 06

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BEHAVIOUR, DRESSING, GROOMING SENSE OF EMPLOYEES
Employee dress and grooming policy that reflects the needs of the organization without unduly restricting employees requires knowledge of the organization's needs and those of your employees. For example, you must know how the company's physical operations work, such as the dangers posed by its machinery and Electrical equipment, so that dress and grooming policies address safety. You must know the law and you must understand the details surrounding a multitude of religions and cultures to avoid discriminatory policies that open the organization to suit.

 Safety  Gender Neutrality  Tattoos and Body Piercing

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Safety
Make safety a central focus of the dress and grooming policy by knowing how grooming/dress and safety interface within your organization. The employee understands the machines that the organization operates; know how they work and what dangers they represent. Machine gears that interlock pose the danger of catching anything that dangles, such as sleeves, head scarves, jewelry and hair, and using that to drag workers into the machinery. Most JANDEC prohibit sleeves, rings, necklaces and ties for this reason. Rather than prohibiting long hair.

Gender Neutrality Make policies gender neutral so that they are not discriminatory, require one thing of women and another of men. Unless such differentiation is a concession to safety, policies that favor one gender over another or present radically different requirements for men and women open an organization to discrimination lawsuits. Rather, draft the policy to be gender neutral. Business Management Daily also reminds employers to guard against gender stereotypes in dress and grooming policy, especially for businesses that employ transsexual and transgender individuals.

Tattoos and Body Piercing Tattoos and body piercing are generally considered to be personal expressions rather than religious or cultural expressions, which makes their display a personal preference rather than a religious constitutional right. Your organization has the right to determine what image it wants to cultivate and display to its customer base and the world at large. Thus it is permissible for companies to prohibit visible tattoos and piercing for supervisors of subordinate personnel or workers that meet the public or professionals from other organizations within the sales downline.

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TRAINING EVALUATION

ABOUT TRAINING EVALUATION

INTRODUCTION

First of all we need to understand what is training; Training is the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, productivity and performance. Training evaluation involves the assessment of the effectiveness of the training programs. This assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. There are different tools for assessment of a training program depending upon the kind of training conducted. For effective training evaluation, the principal questions should be:
   

To what extent were the identified training needs objectives achieved by the programmed? To what extent were the learners' objectives achieved? What specifically did the learners learn or be usefully reminded of? What commitment have the learners made about the learning they are going to implement on their return to work?

Organizations commonly fail to perform these evaluation processes, especially where:
 

The HR department and trainers, do not have sufficient time to do so, and/or The HR department does not have sufficient resources - people and money - to do so.

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LEVELS OF TRANINGEVALUATION

Reaction –How did the trainees feel and what did they think about the training? Learning –How much did the trainee learn, the tests attempts to determine how students have advanced with regards to skills, knowledge and attitude

Behavior –What is the extent of behavior and capability improvement and implementation/application? Results – To determine the business impact of the training program, measure key performance indicators including return on investment, staff turnover, employee retention, quality ratings and other types of quantifiable aspects of the performance of the organization.

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THE EVALUATION & LEARNING LIFE CYCLE
The evaluation and learning cycle shows how evaluation fits within the overall context of any learning and development programmer. Evaluation is an integral part of the learning cycle and should not be considered in isolation.

Traning need analysis

validate learning

evalution feedback

design learning solution

reinforce learning

evaluate business

traning delivery

validate ransfer

results

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PURPOSE OF TRANING EVALUATION

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

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METHODS FOR TRAINING EVAULATION

Questionnaires - Questionnaires offer a structured tool that may provide both quantitative and qualitative information about employee reactions to the training event. The questionnaire should focus on both training content and delivery. The training content section should target questions to ascertain whether the training materials provide useful information that will assist in performing work tasks and whether the employee is more knowledgeable about the subject matter following the training event. The training delivery section should determine whether the information was presented in a logical order, at the appropriate level of detail and in an appropriate format. Knowledge Review - Knowledge reviews offer an objective means of determining whether training content has been learned. Knowledge reviews refer to a general group of assessment tools in which employees read questions and respond in writing. The knowledge reviews may be administered by delivering the tool at the start and end of the training event. The tool should be developed as a short answer or multiple-choice instrument using the same questions in each administration, presented in a different order.

Observation - Observation is another evaluation method that provides information regarding employee reactions to the training. Training department personnel should observe employee interaction, level of engagement with training instructors and responses to course content. This evaluation technique may be informal or highly structured. Informal observation can be used to provide general information about the training structure. Alternatively, highly structured observation focuses on monitoring particular points in the training event and commonly involves the utilization of a checklist of the points to be observed.

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Post-measure-The most obvious way to evaluate training effectiveness is to determine after the training whether the individuals can perform the way management wants them to perform. Assume that a manager has 20 typists who need to improve their typing speeds. They are given a one-day training session and then given a typing test to measure their speeds. If the typists can all type the required speed after training, was the training beneficial? It is difficult to say; perhaps they could have done as well before training. It is difficult to know whether the typing speed is a result of the training or could have been achieved without training. Pre-/Post-measure - By designing the typing speed evaluation differently, the issue of pretest skill levels could have been considered. If the manager had measured the typing speed before and after training, he could have known whether the training made any difference. However, a question remains. If there was a change in typing speed, was the training responsible for the change, or did these people simply type faster because they knew they were being tested? People often perform better when they know they are being tested on the results. Pre-/Post-measure with controlgroup-Another evaluation design can address this problem. In addition to the 20 typists who will be trained, a manager can test another group of typists who will not be trained to see if they do as well as those who are to be trained. This second group is called a control group. If, after training, the trained typists can type significantly faster than those who were not trained, the manager can be reasonably sure that the training was effective. Feedbacks -It is very effective and useful method for evaluation of training.Feedback helps the employees to know how they are progressing, and also, evaluation is crucial to the learner's confidence too and also helps to know about the training programs effective or not.

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Responsibilities for the evaluation of training

Traditionally, in the main, any evaluation or other assessment has been left to the trainers "because that is their job...” but now my contention is that a 'Training Evaluation ' should exist, each member of the organization having roles and responsibilities in the process. Considerable lip service appears to be paid to this, but the actual practice tends to be a lot less. The 'Training Evaluation ' advocated consists of:
    

senior management the trainer line management the training manager the trainee

Each has their own responsibilities, which are detailed in following:Senior management - training evaluation responsibilities

 

Awareness of the need and value of training to the organization. The necessity of involving the Training Manager (or equivalent) in senior management meetings where decisions are made about future changes when training will be essential.

   

Knowledge of and support of training plans. Active participation in events. Requirement for evaluation to be performed and require regular summary report. Policy and strategic decisions based on results and ROI data.

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The trainer - training evaluation responsibilities

 

Provision of any necessary pre-programmed work etc and programmed planning. Identification at the start of the programmed of the knowledge and skills level of the trainees/learners.

Provision of training and learning resources to enable the learners to learn within the objectives of the programmed and the learners' own objectives.

 

Monitoring the learning as the programmed progresses. At the end of the programmed, assessment of and receipt of reports from the learners of the learning levels achieved.

Ensuring the production by the learners of an action plan to reinforce, practice and implement learning.

The line manager - training evaluation responsibilities

    

Work-needs and people identification. Involvement in training programmed and evaluation development. Support of pre-event preparation and holding briefing meetings with the learner. Giving ongoing, and practical, support to the training programmed. Holding a debriefing meeting with the learner on their return to work to discuss, agree or help to modify and agree action for their action plan.

 

Reviewing the progress of learning implementation. Final review of implementation success and assessment, where possible, of the ROI.

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The training manager - training evaluation responsibilities

Management of the training department and agreeing the training needs and the programmed application

Maintenance of interest and support in the planning and implementation of the programmers, including a practical involvement where required

The introduction and maintenance of evaluation systems, and production of regular reports for senior management

 

Frequent, relevant contact with senior management Liaison with the learners' line managers and arrangement of learning implementation responsibility learning programmers for the managers

Liaison with line managers, where necessary, in the assessment of the training ROI.

The trainee or learner - training evaluation responsibilities

   

Involvement in the planning and design of the training programmed where possible Involvement in the planning and design of the evaluation process where possible Obviously, to take interest and an active part in the training programmed or activity. To complete a personal action plan during and at the end of the training for implementation on return to work, and to put this into practice, with support from the line manager.

Take interest and support the evaluation processes.

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WORK EXPERIENCE IN JANDEC CPL

During summer training period my job experience was good .where I learn how much training is important for increasing the efficiency of an employee and how to evaluate the training to know about whether employees learned something from the training and are able to apply those skills at their workplace that they learnt from their training sessionsof the well reputed organization JANDEC CPL AMRITSAR. More experience in JANDEC CPL was how to evaluate the training. To conduct the analysis we need to generate three measures; cost, change, and impact. The costs are those monetary outlays for providing the training. The change factor looks at the difference between what one knew after the training as compared with before the training. The last factor impact, tries to show what change was solely attributed to the training program. It measures “after the training results”. I have learnt about the different levels, purpose, responsibilities and methods of training evaluation. There are different methods for the evaluation of training like, questionnaires, observation, post measure, pre-post measure and feedback forms methods. From the methods mentioned, I preferred feedback method. From the feedbacks of employees, I have found:   All the employees were aware about the training practices in JANDEC .majority of them were aware about the training programs in JANDEC. Forty –three percent of the employees have attended 6-10 training programme in the last one year. which is an effective training policy of the organization. However, 29% of the employees have attended only 0-5 training programme, which needs to be evenly monitored by the organization. Majority of employees was feel that training sessions helping in increasing the skills efficiency of employees. So during the training I have learn ,JANDEC provides effective training sessions monthly or as it is need that is so much helpful for increasing the skills and to motivate the employees to work effectively and increasing the productivity of company and maximum employees are satisfied with this training programs
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JOB DESCRIPTION
A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or salary range. Job description are usually narrative, but some may resource planning methodologies may be used to develop competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

Job description of employees in Jandec CPL

The job description is usually develop by Jandec CPL by conducting job analysis, which includes examining the tasks and sequence of tasks necessary to perform the job. Their Core Services include Web Design, Web Development, CMS, ERPs, Android Apps Development, iPhone/iPadApps Development, SEO, Internet Marketing and Reputation Management. The analysis considers the area of knowledge and skills needed for the job. The job description might be broadened to form a person specification or may be known as term of reference.

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DESCRIPTION OF THE WORK RESPOSIBILITY TAKEN

The position reports to the human resource manager (HR).The work responsibility was how to evaluate the training that helps in the assessment of the effectiveness of the training programs. So this assessment is done by collecting data on whether the participants were satisfied with the deliverables of the training program, whether they learned something from the training and are able to apply those skills at their workplace. This evaluation is done by the different training evaluation methods such as, questionnaires method, observation method, feedback etc.

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LAYOUT OF JANDEC CONSIST OF FOLLOWING DEPARTTMENT
 Finance: Finance department deal with the all accounting information of the organization

 Personnel department: personnel department deal the recruitment, training and development, welfare of employee, medical facilities to the employees of the organization.

 Quality control: quality control department control the quality stuff according to the requirement of customers.  Website Designing: designing department make the new innovative design of the website design which can attract the customers.

 Computer hardware and networking : Hardware and networking department maintain and install hardware and networking devices for smooth function of company.

 Customer relationship : customer relationship department make good and congenial relations with customers.

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STAFF HIRARCHY OF JANDEC CPL

CEO (Abhinav geol)

HR manager (Rupinder kaur)

Business Manager (Kamaljit kaur)

IT Manager (sunny kumar)

Project Manager (deepika )

PHP Developer Head ( parminder singh)

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OFFICE LAYOUT OF JANDEC CPL

Three Labs For Training and Developme nt

One Developer Room

layout of the office

One Conferen ce Room

Three Cabins

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DEVICES AND EQUIPMENTS USED IN JANDEC

HUB:

Networks using a Star topology require a central point for the devices to connect. Originally this device was called a concentrator since it consolidated the cable runs from all network devices. The basic form of concentrator is the hub. The hub is a hardware device that contains multiple, independent ports that match the cable type of the network. Most common hubs interconnect Category 3 or 5 twisted-pair cable with RJ-45 ends, although Coax BNC and Fiber Optic BNC hubs also exist. The hub is considered the least common denominator in device concentrators. Hubs offer an inexpensive option for transporting data between devices, but hubs don't offer any form of intelligence. Hubs can be active or passive. An active hub strengthens and regenerates the incoming signals before sending the data on to its destination. Passive hubs do nothing with the signal.

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Switches:

Switches are a special type of hub that offers an additional layer of intelligence to basic, physical-layer repeater hubs. A switch must be able to read the MAC address of each frame it receives. This information allows switches to repeat incoming data frames only to the computer or computers to which a frame is addressed. This speeds up the network and reduces congestion.

Bridges:

A bridge is used to join two network segments together, it allows computers on either segment to access resources on the other. They can also be used to divide large networks into smaller segments. Bridges have all the features of repeaters, but can have more nodes, and since the network is divided, there is fewer computers competing for resources on each segment thus improving network performance.

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ROUTERS:

Routers Are networking devices used to extend or segment networks by forwarding packets from one logical network to another. Routers are most often used in large internetworks that use the TCP/IP protocol suite and for connecting TCP/IP hosts and local area networks (LANs) to the Internet using dedicated leased lines. Routers work at the network layer (layer 3) of the Open Systems Interconnection (OSI) reference model for networking to move packets between networks using their logical addresses (which, in the case of TCP/IP, are the IP addresses of destination hosts on the network). Because routers operate at a higher OSI level than bridges do, they have better packet-routing and filtering capabilities and greater processing power, which results in routers costing more than bridges.

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NIC (network interface card):

Network Interface Card, or NIC is a hardware card installed in a computer so it can communicate on a network. The network adapter provides one or more ports for the network cable to connect to, and it transmits and receives data onto the network cable.

Every networked computer must also have a network adapter driver, which controls the network adapter. Each network adapter driver is configured to run with a certain type of network adapter.

Modems:

A modem is a device that makes it possible for computers to communicate over telephone lines. The word modem comes from Modulate and Demodulate. Because standard telephone lines use analog signals, and computers digital signals, a sending modem must modulate its digital signals into analog signals. The computers modem on the receiving end must then demodulate the analog signals into digital signals.
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TRANSCEIVERS:

Transceiver is short for transmitter-receiver, a device that both transmits and receives analog or digital signals. The term is used most frequently to describe the component in local-area networks (LANs) that actually applies signals onto the network wire and detects signals passing through the wire. For many LANs, the transceiver is built into the network interface card (NIC). Some types of networks, however, require an external transceiver.

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Experienced I have gained

It was great experience of my life in Jandec CPL. In this first month of training, I have gone through a lot of feelings, from confusion, nervousness, enjoy and sometime guiltiness. But at the same time, I also gain a lot of new working experience through seeing, hearing, talking and of course involving myself in the working process. And not forget to mention, I also got myself some new friends in my training working place. On training, I have learn, about the skill sets required, demands of the industry and work ethics.

I have gained a lot of new experience; evaluation of training, working ethics, and also valuable social skills. But still it is not enough, I want to get more and more experience looking forward to learn more and be a better HR.

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SUMMARY

Working with Jandec CPL not a job. It was a journey. There’s so much to explore here-even about yourself– that every day is new day. There was a great experience in Training Evaluation. So with the help of we can find that training sessions effective for the employees or not. To evaluate the training there are different methods for the evaluation of training such as questionnaire method, feedback and observation etc. But I had evaluate the training through the feedback method. Because I thought it is more effective method to evaluate the training. Basically Jandec CPL is an offshore Web Development and Web solutions company in India and whole world. They provide versatile , high quality and cost effective services which include web hosting, internet marketing ,SEO services, search engine marketing, software Development, ECommerce solutions, graphic design, flash website design, website design, logo design, wordpress, joomla and management solutions.

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CONCLUSION

As I made a project on JANDEC CPL, I learnt to be more patient with people and also learnt about some of how to evaluate the training works that takes place in theHR Department of the company. Different approaches to evaluation of training discussed herein indicate that the activities involved in evaluation of training are complex and not always well-structured. Since evaluation activities in training situations involve multiple goals associated with multiple levels, evaluation should perhaps be viewed as a collaborative activity between training designers, training managers, trainers, floor managers, and possibly others. Only a small percentage of organizations succeed in establishing a sound evaluation process that feeds back into the training design process. Evaluation activities are limited to reaction sheets and student testing without proper revision of training materials based on evaluation results. Perhaps lack of experience in evaluation is one of the reasons for not consistently evaluating. In this case, the organization may consider hiring an external evaluator, but that will be costly and time consuming. Considering the need for the use of internal resources and personnel in organizations, expert system technology can be useful in providing expert support and guidance and increase the power and efficiency of evaluation. Such expert systems can be used by external evaluators as well. Strong, completely automated systems offer apparent advantages, but their development and dissemination lag behind their conceptualization. Future research needs to focus on the barriers to evaluation of training, how training is being evaluated and integrated with the training design, how the collaborative process of evaluation is being managed and how they may be assisted. This will be helpful in guiding the efforts for both the unifying theory of evaluation and in developing automated evaluation systems.

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