A

PROJECT REPORT
ON
" TRAINING AND DEVELOPMENT”
AT
WOCKHARDT HOSPITAL, NASHIK.
SUBMITTED BY
MISS. RASHMI R. CHAUHAN
MBA (Human Resource Management)
PROJECT GUIDE
Dr. B.M. LONDHE.
SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY IN PARTIAL FULFILMENT OF
“MASTER OF BUSINESS ADMINISTRATION”
“AMRUTVAHINI INSTITUTE OF MANAGEMENT AND BUSINESS
ADMINISTRATION SANGAMNER (2017-2019)
INSTITUTE CERTIFICATE
COMPANY CERTIFICATE
STUDENT’S DECLARATION
I, Rashmi Rajendrasinh Chauhan, hereby declare that the thesis entitled “The Training
And Development at Wockhardt Hospital.” in fulfillment of the requirements for the
award of the degree of Master of Business Administration which is submitted by me to the
Centre for Management Studies, AIMBA , Sangamner has been done by me and that, to the
best of my knowledge and belief, it contains no material previously published or written by
another person nor material which has been accepted for the award of any other degree or
diploma, Associate ship, Fellowship or other similar title or recognition. This is the original
work and is the result of my own efforts.
Signature of the Student
(Rashmi Rajendrasinh Chauhan)
Date:
Place: Sangamner
ACKNOWLEDGEMENT
I am really grateful to MR. Abhishek Sharma ( General Manager) for all the guidance,
support rendered by them during my Project work, without which it would have been
impossible for me to complete this report.
I would also thank ineffably indebted to MR. Devendra Gaidhani ( Sr Manager – HR) for
conscientious guidance and encouragement to accomplish this assignment.
All the concerned members of “WOCKHARDT HOSPITAL” Who had given me all the
required support and the information during this project I am obliged for the helping hands &
a congenial environment.
I would like to thank them for the reason that made this project report very exciting and
enjoyable. They made me familiar not only with the Human Resource Management but also
with the other department also.
Thanks To, Dr. B.M. Londhe, Director of Amrutvahini Institute of Management And
Business Administration, Sangamner, with deep sense of gratitude, I would like to thank
my project guide Dr B.M. Londhe and its faculty members for enabling me to undertake this
Project.
EXECUTIVE SUMMARY
The Brief Summary about the project Title is “A STUDY ON TRAINING AND
DEVELOPEMENT” elaborated as under:
Deals with the introduction of the Topic: - Training and Development, Definition, concept
meaning And it also deals with the Need and Importance of Training and Developement.
This Chapter basically deals with the Industry Profile of the company, the how the services is
delivered to patients. Covers the profile of Wockhardt Hospital Pvt. Ltd. Company
This Chapter deals with the discussion on the terms like Selection of subject. Objective of the
Study, Scope & Limitations of the Study. It relates to research methodology. And hence it
also Data Source topic that deals with the collected through primary and secondary data such
as Primary data is collected through interviews, Questionnaire & observation while secondary
data is collected through reference books & the internet.
This Chapter deals with the Data Analysis & interpretation of data related to the topic and
theoretical information about Training and Developement by the Wockhardt Hospital adopted
with its steps then it deals with Process.
This Chapter deals with the finding of the whole Project Report that covers the information
collected about the profile of the Company, products and services and the data collection that
required in completion of the Project.
This Chapter deals with the Suggestions given that are related to the improvement of Training
and Developement and methods and conclusion arrived at the end of the project by collecting
all the Project related information from both Management and Employees.
At last, ANNEXURE are attached, which includes my Questionnaire, prepared for the survey
& BIBLIOGRAPHY in which the list of references I referred during the Project.
INDEX
Chapter No.
TITLE
Page No
TITLE PAGE
INSTITUTE CERTIFICATE
COMPANY CERTIFICATE
STUDENT’S DECLARATION
ACKNOWLEDGEMENTS
EXECUTIVE SUMMARY
INTRODUCTION :
a) Industry Profile
1-6
b) Company Profile
7-12
c Theoretical Background
13-25
I
d) Objectives of the Study
24
e) Scope & Limitations of the study
27-28
RESEARCH METHODOLOGY
f) Introduction
30
g) Types of Research Design
33
II
h) Type of Research
33
i) Method of Sampling (sampling plan, size, area)
34
j) Data Collection (primary & secondary data)
35
k) Data Analysis Tools
36
III
Data Analysis and Interpretation
38-54
IV
Findings
56
V
Conclusions & Suggestions
58-60
ANNEXURE (Personal data form)
62-66
BIBLIOGRAPHY
67-68
LIST OF TABLES
Sr. No.
Table No.
Title of Table
Page No.
Questionnaire for Employee
1
Table 1
Policy applicable to all employee
37
2
Table 2
Employee doing there job as per the training
38
3
Table 3
Supervisors encourage Employee
39
4
Table 4
Supervisors Help Employee
40
5
Table 5
Improve work efficiency
41
6
Table 6
Improve communication skills
42
7
Table 7
Improve behavior and attitude
43
8
Table 8
Improve professional skill and knowledge
44
9
Table 9
Supervisors make sure that employees have the opportunity
45
10
Table 10
Equipment used in Training
46
11
Table 11
Preference for new assignment
47
12
Table 12
Facilities provided during Training
48
13
Table 13
Supervisors give chance to employee
49
14
Table 14
Supervisors give Support to employee
50
15
Table 15
T & D Help to Employee
51
16
Table 16
Improve Promotion Aspects
52
17
Table 17
Overall Rating
53
LIST OF GRAPHS
Sr. No.
Graph No.
Title of Graph
Page No.
Questionnaire for Employee
1
Graph 1
Policy applicable to all employee
38
2
Graph 2
Employee doing there job as per the training
39
3
Graph 3
Supervisors encourage Employee
40
4
Graph 4
Supervisors Help Employee
41
5
Graph 5
Improve work efficiency
42
6
Graph 6
Improve communication skills
43
7
Graph 7
Improve behavior and attitude
44
8
Graph 8
Improve professional skill and knowledge
45
9
Graph 9
Supervisors make sure that employees have the opportunity
46
10
Graph 10
Equipment used in Training
47
11
Graph 11
Preference for new assignment
48
12
Graph 12
Facilities provided during Training
49
13
Graph 13
Supervisors give chance to employee
50
14
Graph 14
Supervisors give Support to employee
51
15
Graph 15
T & D Help to Employee
52
16
Graph 16
Improve Promotion Aspects
53
17
Graph 17
Overall Rating
54

CHAPTER NO (1)
INTRODUCTION
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1
1. INTRODUCTION
Human resource management regards training and development as a function concerned
with organizational activity aimed at bettering the job performance of individuals and groups
in organizational settings. Training and development can be described as "an educational
process which involves the sharpening of skills, concepts, changing of attitude and gaining
more knowledge to enhance the performance of employees".The field has gone by several
names, including "Human Resource Development", "Human Capital Development" and
"Learning and Development".
Need and Importance:-
Like any good project when creating an Training and Development it may be feasible to
create a preliminary plan for the project. It’s important to investigate what should be included
and how the information should be delivered. (Johnson & Westwood 2005, 6.) lists ten
guiding principles that should be considered when creating an Training and Development
plan.
1) Training and Development should be part of the recruitment process. It’s important to
make possible future employees already feel comfortable at the recruitment.
2) Training and Developement should reflect the company culture. Company values should
be involved in the Training and Developement materials and process.
4) Make Training and Developement well-timed and suitable. Make sure that resources are
available to a new employee when they are needed.
5) Keep your Training and Developement fresh. It’s important that all available information
is up-to-date and accurate.
6) Make your Training and Developement interesting. Even the best Training and
Developement can fail if the stakeholders are not interested in taking part in it.
7) Use Training and Developement to create a good first impression. It’s imperative that the
first impression to new employees is positive, because it will affect positively long into the
future.
8) Involve all stakeholders. Many people have an important role to play in the in- duction
process of new employee.
9) Design Training and Developement to include all new employees. Every new employee
needs to be inducted in order to make them feel welcome to the organization and unlock their
full potential.
10) Use mixture of delivery methods in the Training and Developement. It’s important to
have human touch in the Training and Developement, but it’s not feasible to provide all infor-
mation in person either.
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Training and Developement for Wockhardt HospitalThis module focuses on featuring the
history of Wockhadts Healthcare Pvt. Ltd there by making the trainees proud and motivated
about working with Wockhadts. The trainees will get an insight about what the organisation
will offer if high performance is delivered and what is exactly that we expect from the
employees of Wockhadts.
]
3

INDUSTRY
PROFILE
]
4
INDUSTRY PROFILE:
Health-Care Industry
The health care industry, or medical industry, is an aggregation of sectors within the
economic system that provides goods and services to treat patients with curative, preventive,
rehabilitative, and palliative care. Health economy is another term used to describe this field.
It includes the generation and commercialization of goods and services lending themselves to
maintaining and re-establishing health. The modern health care industry is divided into many
sectors and depends on interdisciplinary teams of trained professionals and paraprofessionals
to meet health needs of individuals and populations.
The health care industry is one of the world's largest and fastest-growing industries.
Consuming over 10 percent of gross domestic product (GDP) of most developed nations,
health care can form an enormous part of a country's economy.
Backgrounds
For purpose of finance and management, the health care industry is typically divided into
several areas. As a basic framework for defining the sector, the United Nations International
Standard Industrial Classification (ISIC) categorizes the health care industry as generally
consisting of:
1. hospital activities;
2. medical and dental practice activities;
3. "other human health activities".
This third class involves activities of, or under the supervision of, nurses, midwives,
physiotherapists, scientific or diagnostic laboratories, pathology clinics, residential health
facilities, or other allied health professions, e.g. in the field of optometry, hydrotherapy,
medical massage, yoga therapy, music therapy, occupational therapy, speech therapy,
chiropody, homeopathy, chiropractics, acupuncture, etc. The Global Industry Classification
Standard and the Industry Classification Benchmark further distinguish the industry as two
main groups:
1. health care equipment and services; and
2. pharmaceuticals, biotechnology and related life sciences.
The health care equipment and services group consists of companies and entities that provide
medical equipment, medical supplies, and health care services, such as hospitals, home health
care providers, and nursing homes. The latter listed industry group includes companies that
produce biotechnology, pharmaceuticals, and miscellaneous scientific services.
Other approaches to defining the scope of the health care industry tend to adopt a broader
definition, also including other key actions related to health, such as education and training of
health professionals, regulation and management of health services delivery, provision of
traditional and complementary medicines, and administration of health insurance.
A health care provider is an institution (such as a hospital or clinic) or person (such as a
physician, nurse, allied health professional or community health worker) that
]
5
provides preventive, curative, promotional, rehabilitative or palliative care services in a
systematic way to individuals, families or communities.
The World Health Organization estimates there are 9.2 million physicians, 19.4 million
nurses and midwives, 1.9 million dentists and other dentistry personnel, 2.6 million
pharmacists and other pharmaceutical personnel, and over1.3 million community health
workers worldwide, making the health care industry one of the largest segments of the
workforce.
The medical industry is also supported by many professions that do not directly provide
health care itself, but are part of the management and support of the health care system. The
incomes of managers and administrators, underwriters and medical malpractice attorneys,
marketers, investors and shareholders of for-profit services, all are attributable to health care
costs.
In 2011, health care costs paid to hospitals, physicians, nursing homes, diagnostic
laboratories, pharmacies, medical device manufacturers and other components of the health
care system, consumed 17.9 percent
of the Gross Domestic Product (GDP) of the United States, the largest of any country in the
world. It is expected that the health share of the GDP will continue its upward trend, reaching
19.6 percent of GDP by 2016. In 2001, for the OECD countries the average was 8.4 percent
with the United States (13.9%),Switzerland (10.9%), and Germany (10.7%) being the top
three. US health care expenditures totaled US$2.2 trillion in 2006. According to Health
Affairs, US$7,498 be spent on every woman, man and child in the United States in 2007, 20
percent of all spending. Costs are projected to increase to $12,782 by 2016.
Delivery of service
The delivery of health care services—from primary care to secondary and tertiary levels of
care—is the most visible part of any health care system, both to users and the general
public.There are many ways of providing health care in the modern world. The place of
delivery may be in the home, the community, the workplace, or in health facilities. The most
common way is face-to-face delivery, where care provider and patient see each other 'in the
flesh'. This is what occurs in general medicine in most countries. However, with modern
telecommunications technology, in absentia health care is becoming more common. This
could be when practitioner and patient communicate over the phone, video conferencing, the
internet, email, text messages, or any other form of non-face-to-face communication.
Improving access, coverage and quality of health services depends on the ways services are
organized and managed, and on the incentives influencing providers and users. In market-
based health care systems, for example such as that in the United States, such services are
usually paid for by the patient or through the patient's health insurance company. Other
mechanisms include government-financed systems (such as the National Health Service in
the United Kingdom). In many poorer countries, development aid, as well as funding through
charities or volunteers, help support the delivery and financing of health care services among
large segments of the population.
The structure of health care charges can also vary dramatically among countries. For
instance, Chinese hospital charges tend toward 50% for drugs, another
]
6
major percentage for equipment, and a small percentage for health care professional fees.
China has implemented a long-term transformation of its health care industry, beginning in
the 1980s. Over the first twenty-five years of this transformation, government contributions
to health care expenditures have dropped from 36% to 15%, with the burden of managing this
decrease falling largely on patients. Also over this period, a small proportion of state-owned
hospitals have been privatized. As an incentive to privatization, foreign investment in
hospitals—up to 70% ownership—has been encouraged.
The healthcare industry is a segment inside the economy which offers drugs, medicines and
other services for patients with preventive, healing, rehabilitative, and soothing care. Thus we
can say that health care services comprises the grouping of tangible and intangible facet
where intangible features dominates the tangible aspects. Rooms, beds and other decors are
included in tangible things. The different forms of services related to health and welfare are
provided by healthcare industry. The sector is consider as social sector which is governed at
state level with the assistance of central government. The current industry is divided into
many subdivisions, and governed with various interdisciplinary teams of skilled professionals
and paraprofessionals to cater the health needs of individuals.
There are the evidences for the existence of healthcare even during the time of Ramayana and
Mahabharata, but it has changed substantially with the passage of time and has gone through
significant changes and upgraded a lot with the up gradation of Medical Science and
technology. Substantial increments in healthcare facilities and in the number of healthcare
personnel is seem to be happened during 1950's and 1980's, but the total number of certified
medical professionals seems to be fallen down in as we have 4 practitioner per 10,000 in
1980s which is reduced to 3 per 10,000 in 1981. The reason behind this decrement is the fast
population growth in country. There were around ten beds on 10,000 individuals in 1991. The
growth in the number of primary health centers is also seems to be happen during the decade.
These centers are considered to be the keystone for rural health care system There were
around 22,400 primary health centers, 11200 hospitals and 27400 dispensaries were
established in India in the year 1991. These services were initiated as a part of tiered
healthcare system with a focus to provide maximum routine facilities to the vast 40 majority
of people in town and refer only critical cases to urban hospitals which are having more
advanced facilities. These centers would basically trust on skilled professionals to fulfil their
maximum requirements. The healthcare industry of India functions with the help of both
public and private sector. The services and facilities governed by the government of sate as
well as of central comes under public healthcare system. The system is helpful in a way as it
provides varied number of services and other facilities at free of cost or at concessional rates
to the people of rural areas as well as the to
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7

COMPANY
PROFILE
]
8
COMPANY PROFILE:
The Management:
Dr. Habil Khorakiwala
Founder Chairman
Dr. Habil Khorakiwala founded Wockhardt in 1967. Today, the Wockhardt Group is India’s
leading research-based global healthcare enterprise with relevance in the fields of
Pharmaceuticals, Biotechnology, Active Pharmaceutical Ingredients (APIs) and Super
Specialty Hospitals. An alumnus of Purdue University and Harvard Business School, he is
the only non-American in the 125-year history of Purdue University to be awarded an
Honorary Doctorate, the highest award that they bestow. A member of the World Economic
Forum, Dr. Khorakiwala has held many senior positions as industry representative, and has
been lauded and awarded by various institutions and organizations. As a former president of
FICCI (Federation of Indian Chambers of Commerce & Industry), he has met and shared
India’s business and economic dynamics with many Presidents, Prime Ministers and Heads-
of-State. He is currently the Chairman of the Board of Governors at the Centre for
Organisation Development in Hyderabad, a non-profit, scientific and industrial research
organization and a recognized doctoral research centre. He is also the Chancellor of Jamia
Hamdard University, New Delhi, which has emerged as an outstanding institution of higher
learning with distinct and focused academic programmes.
]
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Wockhardt Hospital's existence is the result of a 50-year tradition of caring and innovation
nurtured by Wockhardt Ltd, India's 5th largest Pharmaceutical and Healthcare company with
a presence in 20 countries across the globe. Within a short period since its inception,
Wockhardt Hospitals has become a leading health service provider with its strong presence in
the western parts of the country i.e. Mumbai, Nagpur, Rajkot, Nasik and Surat. This group of
9 hospitals fulfills the need of the community in its chosen field of super specialty like
Cardiology, Orthopedics, Neurology, Gastroenterology, Urology, Aesthetics and Minimal
Access Surgery. We follow process driven quality systems that adhere to international
standards of clinical care, safe environment, infection control and respect for patient rights &
privacy. With state of the art multi-disciplinary capabilities and world-class infrastructure and
technology, we enrich the quality of life of every patient in a caring and nurturing
environment and greatest respect for human dignity and life. Many of the Wockhardt group
of hospitals has accreditation of the NABH (National Accreditation Board of Hospitals &
Healthcare), the highest and the most stringent quality standards institution in India and the
National authority in healthcare accreditation. To meet these standards the hospital needs to
have a quality driven approach right from the patient registration, admission, pre-surgery &
post-surgery protocols, discharge from the hospitals to follow ups after discharge. In
pursuance of its vision to establish state-of-the-art medical facilities in India along with a
high degree of clinical excellence, we have entered into strategic alliances with Partners
Medical International, USA, whereby Wockhardt has access to Harvard's expertise and
experience in the fields of surgery and other Medicare services. Partners Medical
International (a non- profit organization) serves as a catalyst in bringing together healthcare
professionals from around the globe towards improving the delivery of healthcare through
education and implementing its vision that every citizen of the world should have access to
quality healthcare in their own country. Today, Harvard Medical International has selective
collaborations with medical communities, Wockhardt hospitals being one of them.
Wockhardt group of hospitals in India is a preferred destination for patients from Europe,
USA, Africa, Middle East and South Asia. Most of the doctors/surgeons have been trained or
worked extensively at some of the best medical institutions in US, Europe and other
advanced countries.
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VISION "Wockhardt Hospitals will strive with excellence to fulfill the needs of the
community in its chosen field of medical treatment" Because of our emphasis on high
teamwork we bring together all the necessary disciplines and skills from the many resources
of our organization to serve our patients better and attempt to set the Wockhardt Care in a
league of its own. MISSION "To serve and enrich the quality of life of patients suffering
from diseases, through the efficient deployment of technology and human expertise, in a
caring and nurturing environment with the greatest respect for human dignity and life."
Wockhardt Hospitals believe in setting the best practice standards in our services,
continuously improving performance and exceeding the expectations of our patients as well
as their families. We believe in building and maintaining long-term patient relationships, so
as to become an essential resource for their well being. We believe in: Training and
developing the best human resource as the key to deliver superior patient service.
Consistently investing in technology and infrastructure to match international
benchmarks. Leading the development of professional standards in Healthcare
Management. Continuously educating the community about the prevention of cardiac
disorders
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CONTACT US CORPORATE OFFICE
Wockhardt Limited Wockhardt Towers Bandra Kurla Complex, Bandra (East) Mumbai
400051 Maharashtra, India Tel: +91 22 2653 4444 Fax: +91 22 2652 3905
NASHIK OFFICE
Wockhardt Hospital Wani House, Near Wadala Naka, Mumbai - Agra Road, Nashik-
422001 0253-6624444 0253-6624100/6624147
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SWOT Analysis
Strength
1
It helps to anaylize company's manpower requirement status & future planning.
2
It help to improve skill and abilities of employee with respect to companies goal and
objectives.
Weaknesses
1
It is hard to find interest of the candidate even after the Training and Development
Training and development module should be design in such a way that every person in the
organization should be able to understand.
Opportunities
1
Training and development Helps to achive learning and growth of employees
2
Training and development Increases skills and outcome. Helps to increase the opportunities
Threats
1
Training and Development if not happning in a right way organization will suffer huge loss in
term of service and productivity.
2
Training and Development has not been given in a right way so organization and people will
not grow.
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Theoretical Background :
Introduction
Training and Development is the framework for helping employees to develop their personal
and organizational skills, knowledge, abilities, and attitude. Globalization and liberalization is
pushing organizations towards a steep competition. Organizations are trying their level best
to sustain in this competitive environment. In such situation the maximum result is the
minimum requirement and survival of the fittest employee is the rule of the game.
Organizations need the fittest employee who is sharp enough to perform their best for that
organization. This calls for high competency and attitude, which may not be readily available
in the employees of that organization. This competency gap can be filled with a well designed
training and development program. Hence the carefully plarmed and conducted Training and
Development activity in any organization has become the activity of developing most
superior workforce so that the organization and individual employee can accomplish their
goals. Training is an investment in human resource which promises of better returns in future.
It results in greater stability, flexibility and capacity for growth in an organization
Training- Training is basically a systematic procedure for transferring technical know-how
to the employees so as to increase their knowledge and skills for doing particular jobs.
Training usually involves teaching operational or technical employees how to do their jobs
more effectively and/or efficiently. Training is a process of teaching a new employees the
basic skills to perform their jobs Development- Efforts made to improve employee’s
ability to handle a variety of assignment. Development is a process of preparing employees
for future position and improve their personal skills to handle the critical situations in an
organization. Development is generally aimed at helping managers better understand and
solve problems, make decisions, and capitalize on opportunities. Development is often
considered a HR function.
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Need of training and development - Employment of inexperienced and new labour
requires detailed instructions for effective performance on the job. People have not to work,
but work effectively with the minimum of supervision, minimum of cost, waste and spoilage,
and to produce quality goods and services. Increasing use of fast changing techniques in
production and other operations requires training into newer methods for the operatives. Old
employees need refresher training to enable them to keep abreast of changing techniques and
the use of sophisticated tools and equipment. Training is necessary when a person has to
move from one job to another because of transfer, promotion or demotion. Important of
training and development - Optimum Utilization of Human Resources Training
and Development helps in optimizing the utilization of human resource that further helps
the employee to achieve the organizational goals as well as their individual goals.
Productivity Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal. Team spirit
Training and Development helps in inculcating the sense of team work, team spirit, and
inter-team collaborations. It helps in inculcating the zeal to learn within the employees.
Organization Culture Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization. Organization Climate Training and Development helps
building the positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.
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Quality Training and Development helps in improving upon the quality of work and
work-life. Healthy work environment Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal. Health and Safety Training and Development
helps in improving the health and safety of the organization thus preventing obsolescence.
Morale Training and Development helps in improving the morale of the work force.
Image Training and Development helps in creating a better corporate image.
Profitability Training and Development leads to improved profitability and more
positive attitudes towards profit orientation. Training and Development aids in
organizational development i.e. Organization gets more effective decision making and
problem solving. It helps in understanding and carrying out organizational policies
Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually display.
Methods of Training: On-the-job Training (OJT) Methods: This is the most common
method of training in which a trainee is placed on a specific job and taught the skills and
knowledge necessary to perform it. 1. Job rotation: This training method involves
movement of trainee from one job to another gain knowledge and experience from different
job assignments. This method helps the trainee understand the problems of other employees.
2. Coaching: Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee. Sometimes the trainee
may not get an opportunity to express his ideas.
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3. Job instructions: Also known as step-by-step training in which the trainer explains the
way of doing the jobs to the trainee and in case of mistakes, corrects the trainee. 4.
Committee assignments: A group of trainees are asked to solve a given organizational
problem by discussing the problem. This helps to improve team work. 5. Internship
training: Under this method, instructions through theoretical and practical aspects are
provided to the trainees. Usually, students from the engineering and commerce colleges
receive this type of training for a small stipend. Off-the-job Methods: On the job training
methods have their own limitations, and in order to have the overall development of
employee’s off-the-job training can also be imparted. The methods of training which are
adopted for the development m work. 1. Case study method: Usually case study deals with
any problem confronted by a business which can be solved by an employee. The trainee is
given an opportunity to analyse the case and come out with all possible solutions. This
method can enhance analytic and critical thinking of an employee. 2. Incident method:
Incidents are prepared on the basis of actual situations which happened in different
organizations and each employee in the training group is asked to make decisions as if it is a
real-life situation. Later on, the entire group discusses the
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incident and takes decisions related to the incident on the basis of individual and group
decisions. 3. Role play: In this case also a problem situation is simulated asking the
employee to assume the role of a particular person in the situation. The participant interacts
with other participants assuming different roles. The whole play will be recorded and trainee
gets an opportunity to examine their own performance. 4. In-basket method: The employees
are given information about an imaginary company, its activities and products, HR employed
and all data related to the firm. The trainee (employee under training) has to make notes,
delegate tasks and prepare schedules within a specified time. This can develop situational
judgments and quick decision making skills of employees. 5. Business games: According to
this method the trainees are divided into groups and each group has to discuss about various
activities and functions of an imaginary organization. They will discuss and decide about
various subjects like production, promotion, pricing etc. This gives result in co-operative
decision making process. 6. Grid training: It is a continuous and phased programme lasting
for six years. It includes phases of planning development, implementation and evaluation.
The grid takes into consideration parameters like concern for people and concern for people.
7. Lectures: This will be a suitable method when the numbers of trainees are quite large.
Lectures can be very much helpful in explaining the concepts and principles very clearly, and
face to face interaction is very much possible.
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8. Simulation: Under this method an imaginary situation is created and trainees are asked to
act on it. For e.g., assuming the role of a marketing manager solving the marketing problems
or creating a new strategy etc. 9. Management education: At present universities and
management institutes gives great emphasis on management education. Many management
Institutes provide not only degrees but also hands on experience having collaboration with
business concerns. 10. Conferences: A meeting of several people to discuss any subject is
called conference. Each par-ticipant contributes by analyzing and discussing various issues
related to the topic. Everyone can express their own view point.
Training Process –
The Training Process comprises of a series of steps that needs to be followed systematically
to have an efficient training programme. The Training is a systematic activity performed to
modify the skills, attitudes and the behavior of an employee to perform a particular job.
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1. Needs assessment: The first step in the training process is to assess the need for training
the employees. The need for training could be identified through a diagnosis of present and
future challenges and through a gap between the employee’s actual performance and the
standard performance. 2. The needs assessment can be studied from two perspectives:
Individual and group. The individual training is designed to enhance the individual’s
efficiency when not performing adequately. And whereas the group training is intended to
inculcate the new changes in the employees due to a change in the organization’s strategy 3.
Deriving Instructional Objectives: Once the needs are identified, the objectives for which
the training is to be conducted are established. The objectives could be based on the gaps
seen in the training programmes conducted earlier and the skill sets developed by the
employees. 4. Designing Training Programme: The next step is to design the training
programme in line with the set objectives. Every training programme encompasses certain
issues such as: Who are the trainees? Who are the trainers? What methods are to be used for
the training? What will be the level of training? etc.Also, the comprehensive action plan is
designed that includes the training content, material, learning theories, instructional design,
and the other training requisites. 5. Implementation of the Training Programme: Once the
designing of the training programme is completed, the next step is to put it into the action.
The foremost decision that needs to be made is where the training will be conducted either in-
house or outside the organization. 6. Once it is decided, the time for the training is set along
with the trainer who will be conducting the training session. Also, the trainees are monitored
continuously throughout the training programme to see if it’s effective and is able to retain
the employee’s interest. 7. Evaluation of the Training Programme: After the training is
done, the employees are asked to give their feedback on the training session and whether they
felt useful or not. Through feedback, an organization can determine the weak spots if any,
and can rectify it in the next session.The evaluation of the training programme is a must
because companies invest huge amounts in these sessions and must know it’s effectiveness in
terms of money.
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Method of evolution- Questionnaires (Feedback forms) or ‘happiness sheets’ are
common way of eliciting trainee response programs. Tests or examinations are common
on formal courses which provide a certificate, e.g. diploma in word processing skills although
end-of-course tests can be provided after short courses to check the progress of trainees.
Projects initially seen as learning methods but they can also be provide valuable
information to instructors. Structured exercises and case studies are opportunities to
apply learned skills and techniques under the observation of tutors and evaluators Tutor
reports. It is important to have the opinions of those who deliver the training. This gives a
valuable assessment from a different perspective. Interviews of trainees post course or
instruction period. These can be informal or formal, individual or group or by telephone.
Observation of courses and training by those devising training strategies in the training
department is very useful and information from these observations can be compared with
trainee responses. Participation and discussion during training needs people who are
adept at intercepting responses as this can be highly subjective. Performance
measurement: There are three basic categories of performance information and its
measurement: 1. Trait-based assessment systems assesses or identifies the abilities or a
subjective character trait of employee such as-attitude, initiative or creativity. 2. Behavior-
based systems measures the extent to which an employee engages in specific, relatively well
defined behaviors while at the job, which leads to success. 3. Results-based systems
measures the bottom line associated with an employees work and his/her accomplishments.
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21
Training and Developement for Wockhardt Hospital.
This module focuses on featuring the history of Wockhadts Healthcare Pvt. Ltd there by
making the trainees proud and motivated about working with Wockhadts. The trainees will
get an insight about what the organisation will offer if high performance is delivered and
what is exactly that we expect from the employees of Wockhadts.
IPD Checkup
In order to make the trainees understand our product & care we provide, they will be going
through the entire process of eye check up in the same way that any patient will be treated.
This will help them to catch up the pulse of working culture and environment.
Greeting and welcoming the trainees to Wockhadts Family
The trainer will first greet the gathering and welcomes the new joiners to join the family of
Wockhadts. The trainer can then start with a motivational story to make it a perfect first
impression. The trainer introduces himself/herself to the trainees with/ without the help of
PPT. The trainees can be probed on how they felt about the eye check-up and the feedback
received should be noted and addressed accordingly.
Introduction of the trainees – Activity
The trainer instructs the trainees that each one of the trainees have to introduce themselves
and they should address the following areas in the introduction.
1. Name and Designation
2. Qualification and Experience
3. Hobbies (Likes and dislikes)
4. Strength and Weakness
5. Aim in life
The trainer will then ask one of the trainees to introduce himself/herself. Once the first person
completes the self-introduction, he is asked to point out one person of the group. Now the
person who has been pointed will be instructed to introduce the first person before
introducing himself. The second participant will not be able to do the introduction of the first
participant effectively. If he misses any of the points the first person is asked to introduce
himself again. This is followed until the second participant introduces the first participant
correctly and completely. Now the trainer explains the task to the trainees that one person
should introduce himself/herself after which he is asked to point out another person from the
group. The second person has to introduce the first person before introducing himself/herself.
Now that the task is well defined the second person is asked to point out another person from
the group. The third participant will try to introduce the second participant which he/she will
not be able to do perfectly. So the second participant is asked to introduce himself again.
Now the trainer interferes and asks the trainees whether they were capable of performing the
first activity of their training session effectively. Their answer will be ‘No’. Now the trainees
will be asked to frame a system, if followed can do the task
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22
effectively. Now the trainees will come up with answers which will be written down in the
white board under two categories.
Each of the above mentioned learning points will be briefed by the trainer in reference with
interaction with the patients and the training session.
What do you expect from an ideal job? / How will joining Wockhadts benefit you?
This is a brainstorming activity where the trainees will be asked what they expect from any
job. The expected answer is as follows:
1. High Wages
2. Job security
3. Career growth – promotion in the company
4. Good working conditions – Work environment
5. Interesting work
6. Personal loyalty to the supervisor
7. Transparency from the management
8. Help on personal problems
9. Recognition (Inside the organization)
10. Recognition (From the society)
11. Job Satisfaction
Write the answers in the white board.
Whatever be it the expectation of the trainee, it is the trainer’s responsibility to ensure that all
the parameters listed is addressed. Role models and real-life stories can also be used to justify
the same. It is recommended to start with Job security and thereby briefing the History of
Wockhadts.
(The trainer briefs the participants that on day 1, he will try to address all the answers to the
points raised by them. “The answers will help you to decide whether you have made the right
decision in your career or not. Today you judge us and see whether we meet your
expectations or not.”)
- What do you know about Wockhadts? - Activity
The participants will be divided to form groups (The trainer can use any icebreaker game to
divide the trainees into groups). The trainer will brief the trainees about the activity. The
trainees will be questioned about what they know of Wockhadts and will be given 1 Hour to
prepare a presentation. The participants can also talk with the existing staffs and browse the
website (if available). By the end of 1 Hour each group will be given a chance to present their
findings, after which the trainer with the help of presentation briefs the gathering about the
history of Wockhadts.
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History and Evolution of Wockhadts: 2016 Innovation in Quality of Service
Delivery: Wockhardt hospitals Best Marketing campaign in Healthcare: Wockhardt Hospital,
Surat. Best Multispecialty Hospital, Saurashtra & Kutch region : Wockhardt Hospital, Rajkot.
Best Dialysis service care provider : Wockhardt Hospital, North Mumbai Wockhardt
Hospitals shines at the World HRD Congress with 21 awards for excellence in Human
Resource. Wockhardt Hospitals South Mumbai has won the AHPI Award 2016 in the
category of "Best place to work". Wockhardt Hospitals Nashik has won the AHPI Award
2016 in the category of "Nursing Excellence" 2015 Healthcare Leadership Awards won by
Nasik in the category of Patient safety initiative on 14th February 2015.AHPI Awards for
Excellence in Healthcare won by Rajkot in the category of Nursing Excellence on 23rd
February 2015 NEHRDO, Quality Brands India Awards 2015- 2017 won by Nasik in the
category of Quality initiatives on 25th September 2015.Women Leadership in Healthcare
Award – Ms. Zahabiya Khorakiwala, MD, Wockhardt Hospitals Best HR Leadership Award
– Dr. Rajani Tewari, Head, HR, Wockhardt Hospitals. Award for Best Hospitality In
Healthcare – Wockhardt Hospitals group Award for Best Hospital in Paediatric &
Gynaecology – Wockhardt Hospitals, Mira Road Certificate of Merit in Best Marketing
Campaign – Wockhardt Hospitals, South Mumbai Mr. Prashant Shedge, Head, Marketing,
featured among the Most Influential Marketing Leaders by the World Marketing Congress
.Awarded “Ethical Company in Healthcare Services” at India’s Most Ethical Companies
Conference and Awards organised by World CSR Day Wockhardt Hospitals has won 9
prestigious HR Awards at World HRD Congress 2015 Seminar & Summit Mumbai on 4
different platforms. Wockhardt Hospitals, Nashik has won the Award for the best Quality
Initiative in Healthcare at the National Awards For Excellence In Healthcare, Mumbai-July
2015. Wockhardt Hospital, Nagpur and Wockhardt Hospital, Rajkot have won awards for
Excellence at the 5th CMO Asia Excellence for Health Care Awards held at Singapore.
Wockhardt Hospital Nagpur has won in the category of Best patient safety
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24
initiative award for implementing measure to prevent Wrong Patient, Wrong Site, Wrong
Surgery. And, Wockhardt Hospital Rajkot won in the category of Innovation of Quality
Service Delivery award for implementing successfully our Mobile Medical Van concept.
2014 Commissioned Wockhardt Hospitals, South Mumbai. Acquisition of Management and
Operation of TUIMSAR (The Umrao Institute of Medical Science and Research), North
Mumbai 2013 Wockhardt Hospitals Nashik, receives NABH accreditation 2012 N.M. Virani
Wockhardt Hospitals Rajkot, receives NABH accreditation Zahabiya Khorakiwala, Managing
Director of Wockhardt Hospitals and daughter of Habil Khorakiwala (Founder Chairman &
Group CEO, Wockhardt) wins Business Today award for most powerful women in Indian
Business. Wockhardt Hospitals Nagpur rated as the best Multi-Specialty hospital in the
region 2010 Zahabiya Khorakiwala, Founder Chairman & Group CEO Habil Khorakiwala’s
only daughter and the youngest of her three siblings, appointed as Executive Director and
promoted as MD later for Wockhardt Hospitals. 2009 Wockhardt Hospitals Nagpur, has
become the first multispecialty hospital in central India to be accredited by NABH (National
Accreditation Board for Hospitals and Health Care Providers) Wockhardt Hospitals sold ten
of the 17 hospitals it owns to Fortis Healthcare 2008 Commissioned Wockhardt Hospitals,
Nashik Wockhardt Hospitals inked a memorandum of understanding with CGHS (Central
Government Health Scheme), giving access to thousands of Central Government employees
to cardiology services at the two facilities at King Koti and LB Nagar 2007 Super-specialty
hospital in Mumbai became one of the first hospitals in South Asia to receive international
accreditation from JCI. Commissioned Wockhardt Hospitals, Kalyan, Mumbai
.Commissioned Wockhardt Hospitals, Nagpur. Commissioned Adventist Wockhardt Heart
Hospitals, Surat. Commissioned Wockhardt Hospitals, Nagarbhavi, Bangalore.
Commissioned Sterling Wockhardt Hospitals, Vashi, Navi Mumbai. Commissioned
Wockhardt Hospitals, Chord road, Bangalore
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25
2006 Commissioned Wockhardt Heart Centre, Hyderabad Commissioned N.M. Virani
Wockhardt Hospitals, Rajkot Commissioned Wockhardt Hospitals, Bannerghatta road,
Bangalore 2005 Wockhardt Hospital Mumbai has been accredited by Joint Commission
International (JCI), only the second health care provider in India to earn this distinction
.Commissioned Kamineni Wockhardt Hospitals, Hyderabad 2004 Commissioned Wockhardt
Heart Hospitals, Nagpur 2002 Dr. Joseph Boyd Martin, Dean of Harvard Medical School,
Harvard University USA formally inaugurated four new specialty hospitals at Mulund
complex - Brain & Spine Hospital, Bone & Joint Hospital, an Eye Hospital and, a Minimal
Access Surgery Hospital The Heart Hospital performed India's first endoscopic heart
surgery.Commissioned Wockhardt Heart Hospitals, Mulund, Mumbai. 2001 Wockhardt
Hospitals is associated with Partners Harvard Medical International, an international arm of
Harvard Medical School, USA Wockhardt Hospitals Ltd, the wholly owned subsidiary of
pharmaceutical major Wockhardt Ltd, has tied up with four international health insurance
companies to offer medical cover to non-resident Indians 1993 Commissioned Wockhardt
Hospitals and Kidney Institute, Kolkata. 1991 Commissioned Wockhardt Hospitals and Heart
Institute, Bangalore. 1989 Commissioned Wockhardt medical center, Kolkata. 1973
Originally called First Hospitals and Heart Institute was established in Mumbai and were one
of the early movers among corporate Healthcare chains in India.
]
26
OBJECTIVE
Objective of Study:
To Study the existing Training and development at WOCKHARDT Hospital.
To Find out the effectiveness of Training and development Program.
To find out limitations in Training and development Program.
To suggest the measures for improvement of Training and development Program.
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SCOPE
New recruit get aware about their role in company .Training and development help new
candidates to get adjusted to new work environment . training and development improve
stability of the employees .To get details information about company’s culture and work
process. Training and development helps organization to achieve there goals. Training and
Development helps increasing the productivity and outcome. Training and development
depends upon the categories of employees to be trained. Training and development is a
continuous process and not only needed for the newly selected personnel but also for the
existing personnel at all levels of the
A key tool for enhancing job-related performance and organizational effectiveness, its value
is being increasingly acknowledged in engendering behavioral changes & in developing life
skills leading to personal growth. It has considerably widened. It equips an individual with
competencies that help him/her cope with day-to-day problems of living & manage
interpersonal relations and improving them.
Training and development has widened to include positive behavioral changes, developing
life skills leading to personal growth that helps to cope with day to day problems of living
and manage interpersonal relations, and interpersonal effectiveness
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28
Limitations
1) It is hard to find interest of the candidate even after the Training and Development.
2) field condition may be vary from the Training and Development conditions.
3) Training and development module should be design in such a way that every person in the
organization should be able to understand.
4) Training and development is a costly affair and expensive process. 5)Training and
development may result dislocation of work and loss of output because regular office work is
likely to be interrupted or delayed because of the time spent in training. 6)Sometimes, it is
difficult to obtain good training instructors and leaders. 7) Self-reliance and capacity for new
ideas might be stiffed.
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29

CHAPTER NO (II)
RESEARCH
METHODOLOGY
]
30
2. RESEARCH METHODOLOGY
INTRODUCTION
Research can be defined as:
“A scientific & systematic search for pertinent information on a specific topic in fact research
is an art scientific in fact research is an art of scientific investigations.”
“The process used to collect information and data for the purpose of making business
decisions. The methodology may include publication research, interviews, surveys and other
research techniques, and could include both present and historical information."
Objectives of a Research:
The purpose of research is to discover answers to questions through the application scientific
procedure the main of research is to find out the truth which is hidden and which has not been
discovered as yet. Though each research study has its own specific purpose, we may think of
research objectives.
Research process
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31
Step 1: Identify the Problem The first step in the process is to identify a problem or develop
a research question. The research problem may be something the agency identifies as a
problem, some knowledge or information that is needed by the agency, or the desire to
identify a recreation trend nationally. In the example in table 2.4, the problem that the agency
has identified is childhood obesity, which is a local problem and concern within the
community. This serves as the focus of the study. Step 2: Review the Literature Now that
the problem has been identified, the researcher must learn more about the topic under
investigation. To do this, the researcher must review the literature related to the research
problem. This step provides foundational knowledge about the problem area. The review of
literature also educates the researcher about what studies have been conducted in the past,
how these studies were conducted, and the conclusions in the problem area. In the obesity
study, the review of literature enables the programmer to discover horrifying statistics related
to the long-term effects of childhood obesity in terms of health issues, death rates, and
projected medical costs. In addition, the programmer finds several articles and information
from the Centers for Disease Control and Prevention that describe the benefits of walking
10,000 steps a day. The information discovered during this step helps the programmer fully
understand the magnitude of the problem, recognize the future consequences of obesity, and
identify a strategy to combat obesity (i.e., walking). Step 3: Clarify the Problem Many
times the initial problem identified in the first step of the process is too large or broad in
scope. In step 3 of the process, the researcher clarifies the problem and narrows the scope of
the study. This can only be done after the literature has been reviewed. The knowledge
gained through the review of literature guides the researcher in clarifying and narrowing the
research project. In the example, the programmer has identified childhood obesity as the
problem and the purpose of the study. This topic is very broad and could be studied based on
genetics, family environment, diet, exercise, self-confidence, leisure activities, or health
issues. All of these areas cannot be investigated in a single study; therefore, the problem and
purpose of the study must be more clearly defined. The programmer has decided that the
purpose of the study is to determine if walking 10,000 steps a day for three days a week will
improve the individual's health. This purpose is more narrowly focused and researchable than
the original problem. Step 4: Clearly Define Terms and Concepts Terms and concepts are
words or phrases used in the purpose statement of the study or the description of the study.
These items need to be specifically defined as they apply to the study. Terms or concepts
often have different definitions depending on who is reading the study. To minimize
confusion about what the terms and phrases mean, the researcher must specifically define
them for the study. In the obesity study, the concept of “individual's health” can be defined in
hundreds of ways, such as physical, mental, emotional, or spiritual health. For this study, the
individual's health is defined as physical health. The concept of physical health may also be
defined and measured in many ways. In this case, the programmer decides to more narrowly
define “individual health” to refer to the areas of weight, percentage of body fat, and
cholesterol. By defining the terms or concepts more narrowly, the scope of the study
]
32
is more manageable for the programmer, making it easier to collect the necessary data for the
study. This also makes the concepts more understandable to the reader. Step 5: Define the
Population Research projects can focus on a specific group of people, facilities, park
development, employee evaluations, programs, financial status, marketing efforts, or the
integration of technology into the operations. For example, if a researcher wants to examine a
specific group of people in the community, the study could examine a specific age group,
males or females, people living in a specific geographic area, or a specific ethnic group.
Literally thousands of options are available to the researcher to specifically identify the group
to study. The research problem and the purpose of the study assist the researcher in
identifying the group to involve in the study. In research terms, the group to involve in the
study is always called the population. Defining the population assists the researcher in several
ways. First, it narrows the scope of the study from a very large population to one that is
manageable. Second, the population identifies the group that the researcher's efforts will be
focused on within the study. This helps ensure that the researcher stays on the right path
during the study. Finally, by defining the population, the researcher identifies the group that
the results will apply to at the conclusion of the study. In the example in table 2.4, the
programmer has identified the population of the study as children ages 10 to 12 years. This
narrower population makes the study more manageable in terms of time and resources. Step
6: Develop the Instrumentation Plan The plan for the study is referred to as the
instrumentation plan. The instrumentation plan serves as the road map for the entire study,
specifying who will participate in the study; how, when, and where data will be collected;
and the content of the program. This plan is composed of numerous decisions and
considerations that are addressed in chapter 8 of this text. In the obesity study, the researcher
has decided to have the children participate in a walking program for six months. The group
of participants is called the sample, which is a smaller group selected from the population
specified for the study. The study cannot possibly include every 10- to 12-year-old child in
the community, so a smaller group is used to represent the population. The researcher
develops the plan for the walking program, indicating what data will be collected, when and
how the data will be collected, who will collect the data, and how the data will be analyzed.
The instrumentation plan specifies all the steps that must be completed for the study. This
ensures that the programmer has carefully thought through all these decisions and that she
provides a step-by-step plan to be followed in the study. Step 7: Collect Data Once the
instrumentation plan is completed, the actual study begins with the collection of data. The
collection of data is a critical step in providing the information needed to answer the research
question. Every study includes the collection of some type of data—whether it is from the
literature or from subjects—to answer the research question. Data can be collected in the
form of words on a survey, with a questionnaire, through observations, or from the literature.
In the obesity study, the programmers will be collecting data on the defined variables: weight,
percentage of body fat, cholesterol levels, and the number of days the person walked a total
of 10,000 steps during the class.
]
33
The researcher collects these data at the first session and at the last session of the program.
These two sets of data are necessary to determine the effect of the walking program on
weight, body fat, and cholesterol level. Once the data are collected on the variables, the
researcher is ready to move to the final step of the process, which is the data analysis. Step 8:
Analyze the Data All the time, effort, and resources dedicated to steps 1 through 7 of the
research process culminate in this final step. The researcher finally has data to analyze so that
the research question can be answered. In the instrumentation plan, the researcher specified
how the data will be analyzed. The researcher now analyzes the data according to the plan.
The results of this analysis are then reviewed and summarized in a manner directly related to
the research questions. In the obesity study, the researcher compares the measurements of
weight, percentage of body fat, and cholesterol that were taken at the first meeting of the
subjects to the measurements of the same variables at the final program session.
Research design A research design is the set of methods and procedures used in
collecting and analyzing measures of the variables specified in the research problem research
Types of research design
1. Descriptive Research Design 2. Experimental Research Design: 3. Correlation Research
Design: . 4. Diagnostic Research Design: 5: Exploratory research Design
The design of my research is Exploratory Design.
The purpose of exploratory studies is to achieve new insights into a phenomenon. It is more
appropriate in the case of problems (subjects) about which little knowledge is available.
Types of research
1.Qualitative Research.
2.Quantitative Research.
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34
The Type of my research is Qualitative Research.
Qualitative research is concerned with the opinions, experience and feeling of individuals and
produces subjective data.
This technique is used at both the data collection and analysis stage of a research project. At
the data collection stage it includes focus groups, individual in depth interviews, grounded
theory, action research and observation.
Sampling technique
This Sampling technique uses randomization to make sure that every element of the
population gets an equal chance to be part of the selected sample.
1. Simple random sampling. 2. Systematic sampling 3. Stratified sampling 4. Clustered
sampling 5. Convenience sampling 6. Quota sampling 7. Judgmental (or Purposive)
Sampling 8. Snowball sampling
The Type of my sampling is Simple Random Sampling
Random sampling is the purest form of probability sampling. It is a technique in which every
unit in population has equal & know chance of being included in sample. A sample random
sample is free from sampling bias. The selections that make up the sample are made
independently. That is the choice of one unit will not affect the chance of another unit being
selected. When the population is very large, it is often difficult or impossible to indentify
every member of the population.
So I have used Simple Random Sampling Technique for conducting the conducting the
survey
SAMPLING PLAN: • Sample Unit: Targeted unit were the employees working in
Wockhardt Hospital. • Sample Size:
Sample can be defined as the selection of a part or a group or an aggregate with a view in
obtaining information about the whole population. For knowing the mind share of different
brands we should target more population but because of lack of time we took sample of 300
employees includes executive & artisan employee. • Sample Area & time period Two
months period & Wockhardt Hospital.
]
35
K) DATA COLLECTION:
Primary Data:
Primary sources mean first hand sources or original sources. Primary data are those data,
which are collected for the first time and thus happen to be an original in nature. Data has
been gathered by executing a designed structured questionnaire, which consists of 17
questions. Primary data was collected through survey method by distributing questionnaires
to Executive Officer and Clinical Employee. The questionnaires were carefully designed by
taking into account the parameters of my study.
Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis the results.
L) Data Analysis Tools:-
After tabulation we analyze the data with the help of pie & column chart because in pie chart
it was easy to understand everything in percentage as well as it gives better picture.
]
36
Data Collection Methodology
Sr. No.
Research
Method
1
Research design type
Exploratory research design
2
Research type
Qualitative research.
3
Method of Sampling
Simple Random sampling
4
Sampling unit
Wockhardt Hospital. Nashik
5 Sample size
300 employees
6
Sample area
Wockhardt Hospital. Nashik
7
Time period
Two months period
8
Data collection
Primary & secondary data
9
Data analysis tools
Pie chart & Tables
]
37

CHAPTER NO (III)
Data Analysis
And
Interpretation
]
38
1 ) Wockhardt Hospital has a training and development policy applicable to all employees?
Table No. 1
Particulars
No. of Employee
%
Yes
270
90%
No
30
10%
TOTAL
300
100%
Graph No: 1
ANALYSIS : From the above table it is found that 90% Employee are statified about the
interview detail given to you 10% Disagree about the interview.
INTERPRETATION : Majaroty employee belive that training and development policy
applicable to all employees.
3. DATA ANALYSIS & INTERPRETATION
]
39
2) Supervisors tell employees whether they are doing their job as per the training
imparted or not?
Table No. 2
Graph No: 2
ANALYSIS : From the above table it is found that 70% Employee are agree about the
interview detail given to you & 15% are Neutral & 15 % are Disagree about the interview.
INTERPRETATION : Majaroty employee belive that Supervisors tell employees whether
they are doing their job as per the training.
Particulars
No. of Employee
%
Agree
210
70%
Neutral
45
15%
Disagree
45
15%
TOTAL
300
100%
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40
3) When employees arrive from training, supervisors encourage them to share what they have
learned with other employees?
Table No. 3
Particulars
No. of Employee
%
Strongly agree
30
10%
Agree
180
60%
Neutral
15
5%
Disagree
75
25%
TOTAL
300
100%
Graph No: 3
ANALYSIS : From the above table it is found that 10%Employee are strongly agree about
the interview detail given to you & 60% are agree and 5%nutral & 25 % are Disagree about
the interview.
INTERPRETATION : most of the employees are agree about the employees arrive from
training, supervisors encourage them to share what they have learned with other employees
]
41
4) Supervisors help employees set realistic goals for performing their work as a result of their
training?
Table No. 4
Particulars
No. of Employee
%
Strongly agree
0
0%
Agree
180
60%
Neutral
75
25%
Disagree
45
15%
TOTAL
300
100%
Graph No: 4
ANALYSIS : From the above table it is found that 60% Employee are agree about the
interview detail given to you & 25% are Neutral & 15% are Disagree about the interview.
INTERPRETATION : exactly half of employee agree to that Supervisors helping
employees to set realistic goals for performing their work .
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42
5) Training and development Program improves work efficiency?
Table No. 5
Particulars
No. of Employee
%
Strongly agree
60
20%
Agree
210
70%
Neutral
30
10%
Disagree
0
0%
Strongly Disagree
0
0%
TOTAL
300
100%
Graph No: 5
ANALYSIS : From the above table it is found that 20% Employee are strongaly agree about
the interview detail given to you & 70% are agree & 10 % are neutral about the interview.
INTERPRETATION : Majaroty employee belive that Training and development Program
improves work efficiency.
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43
6) Training and development Program improves communication skill ?
Table No. 6
Particulars
No. of Employee
%
Strongly agree
30
10%
Agree
210
70%
Neutral
45
15%
Disagree
15
5%
TOTAL
300
100%
Graph No: 6
ANALYSIS : From the above table it is found that 10% Employee are strongly agree about
the interview detail given to you & 70% are agree and 15% neutral & 5 % are Disagree about
the interview.
INTERPRETATION : Majaroty employee belive that Training and Developementme
improve communication skills.
]
44
7) Training and development Program improves behavior and attitude of the employees?
Table No. 7
Particulars
No. of Employee
%
Strongly agree
45
15%
Agree
180
60%
Neutral
30
10%
Disagree
45
15%
TOTAL
300
100%
Graph No: 7
ANALYSIS : From the above table it is found that 15% Employee are strongly agree about
the interview detail given to you & 60% are agree & 10 % are nutral and 15 % disagree about
the interview.
INTERPRETATION : we have mix oppiniun about Training and development Program
improves behavior and attitude of the employees.
]
45
8) Training and development Program improves professional skills and job knowledge?
Table No. 8
Particulars
No. of Employee
%
Strongly agree
90
30%
Agree
150
50%
Neutral
45
15%
Disagree
15
5%
TOTAL
300
100%
Graph No: 8
ANALYSIS : From the above table it is found that 30% Employee are strongly agree about
the interview detail given to you & 50% are agree and 15 % Neutral & 5% are Disagree about
the interview.
INTERPRETATION : Majaroty employee belive that Training and development Program
improves professional skills and job knowledge.
]
46
9) Supervisors make sure that employees have the opportunity to use their training
immediately?
Table No. 9
Particulars
No. of Employee
%
Strongly agree
30
10%
Agree
180
60%
Neutral
0
0%
Disagree
90
30%
TOTAL
300
100%
Graph No: 9
ANALYSIS : From the above table it is found that 10 % employee strongly agree 60%
Employee are agree about the interview detail given to you & 30% are Disagree about the
interview.
INTERPRETATION : half of the employees were that Supervisors make sure that
employees have the opportunity to use their training immediately
]
47
10) The equipment used in training is similar to the equipment found on the job?
Table No. 10
Particulars No. of Employee %
Strongly agree 90 30%
Agree 180 60%
Neutral 30 10%
Disagree 0 0%
TOTAL 100 100%
Graph No: 10
ANALYSIS : From the above table it is found that 30% Employee are strongly agree
about the interview detail given to you & 60% are agree &10% are neutral about the
interview.
INTERPRETATION : Majaroty employee are found that used equipment in
training is similar to the equipment found on the job
]
48
11) Employees who use their training are given preference for new assignments?
Table No. 11
Particulars No. of Employee %
Strongly agree 60 20%
Agree 150 50%
Neutral 30 10%
Disagree 60 20%
TOTAL 300 100%
Graph No: 11
ANALYSIS : From the above table it is found that 20% Employee are strongly agree
about the interview detail given to you & 50% are agree and10 % Neutral & 20 % are
Disagree about the interview.
INTERPRETATION : maximum employees have who use their training are given
preference for new assignments
]
49
12) The physical requirements and facilities provided during Training and
development Program were excellent?
Table No. 12
Particulars No. of Employee %
Strongly agree 30 10%
Agree 180 60%
Neutral 60 20%
Disagree 30 10%
TOTAL 300 100%
Graph No: 12
ANALYSIS : From the above table it is found that 10% Employee are strongly agree
about the interview detail given to you & 60 % are agree and 20% Neutral & 10 %
are Disagree about the interview.
INTERPRETATION : Majaroty employee belive that physical requirements and
facilities provided during Training and development Program were excellent.
]
50
13) Supervisors give employees the chance to tryout their training on the job
immediately?
Table No. 13
Particulars No. of Employee %
Yes 135 35%
No 60 20%
N A 175 45%
TOTAL 300 100%
Graph No: 13
ANALYSIS : From the above table it is found that 35% Employee are yes about the
interview detail given to you & 20 % are no & 45 % are n.a about the interview.
INTERPRETATION : most of the employyes belive that Supervisors give
employees the chance to tryout their training on the job immediately.
]
51
14) Supervisors support the use of techniques learned in training that employees bring
back to their jobs?
Table No. 14
Particulars No. of Employee %
Strongly agree 60 20%
Agree 210 70%
Neutral 30 10%
Disagree 0 0%
TOTAL 300 100%
Graph No: 14
ANALYSIS : From the above table it is found that 20% Employee are strongly agree
about the interview detail given to you & 70% are agree and 10% Neutral 0%
disagree about the interview.
INTERPRETATION : most of the employee belive that Supervisors support the use
of techniques learned in training that employees bring back to their jobs.
]
52
15) The Training and development Program has helped you to identify your strengths
and to overcome the weaknesses?
Table No. 15
Particulars
No. of
Employee
%
Very much satisfied 30 10%
Satisfied 180 60%
Satisfied up to certain
extent 60 20%
Not satisfied 30 10%
TOTAL 300 100%
Graph No: 15
ANALYSIS : From the above table it is found that 10% Employee are very much
satisfied about the interview detail given to you & 60% are satisfied and 20% satisfied
up to certain extent & 10 % are not satisfied about the interview.
INTERPRETATION : most of the employees are satisfied with Training and
development Program has helped you to identify your strengths and to overcome the
weaknesses.
]
53
16) Training and development Program improves promotion aspects?
Table No. 16
No. of
Employee
%
Strongly agree 30 10%
Agree 120 40%
Neutral 90 30%
Disagree 60 20%
TOTAL 300 100%
Graph No: 16
ANALYSIS : From the above table it is found that 10% Employee are strongly agree
about the interview detail given to you & 40% are agree and 30% Neutral 20%
disagree about the interview.
INTERPRETATION : most of the employees are agree Training and development
Program improves promotion aspects.
]
54
17) Overall rating ( out of 10 ) of the Training and development Program?
Table No. 15
Particulars
No. of
Employee
%
9 & Above 60 20%
6to 9 210 70%
5 30 10%
Below 5 0 0%
TOTAL 300 100%
Graph No: 17
ANALYSIS : From the above table it is found that 20% Employee are 9 & above
about the interview detail given to you70% are 6 to9 are and 10% are 5 about the
interview
INTERPRETATION : most of the employees are rank 6 to 9 to the Training and
Development program..
]
55

CHAPTER NO (IV)
FINDINGS
]
56
FINDINGS
On the basis of Employee Survey
1) It Has been found that training and development policy applicable to all employees.
2) It Has been observed that Supervisors tell employees whether they are doing their
job as per the training imparted or not.
3 )It found When employees arrive from training, supervisors encourage them to
share what they have learned with other employees.
4) The Supervisors help employees set realistic goals for performing their work as a
result of their training.
5) The Training and development Program improves work efficiency.
6) The Training and development Program improves communication skill .
7) It has been found Training and development Program improves behavior and
attitude of the employees.
8) Most of employee in Training and development Program improves professional
skills and job knowledge.
9 The Supervisors make sure that employees have the opportunity to use their training
immediately.
10) it is found that the equipment used in training is similar to the equipment found
on the job.
11) The Employees who use their training are given preference for new assignments.
12) The physical requirements and facilities provided during Training and
development Program were excellent.
13) Supervisors give employees the chance to tryout their training on the job
immediately.
14) Supervisors support the use of techniques learned in training that employees bring
back to their jobs.
15) The Training and development Program has helped you to identify your strengths
and to overcome the weaknesses.
16)The Training and development Program improves promotion aspects.
17)It has been the Overall rating ( out of 10 ) of the Training and development
Program.
]
57

CHAPTER NO (V)
CONCLUSION
]
58
CONCLUSION
Training and Development is unavoidable start up process for new employees, it improves
their work efficiency. From project we have observed that maximum employees get idea
about their actual responsibilities before they are in active role. As internal training or on
active role training shows inability or poor impression about company of the Patients to
avoid this Training and Development plays the major role .As in Training and
Developementme new employees get aware of objectives and goals of the company which
will help them to perform well in company rules prospect. One more advantage of Training
and Developementme is that both employees as well trainers get details information about
strength and weaknesses of each and every individual.
Training and development, has its strategic positioning and it directly contributes
towards organizational business goals and objectives. Training and development helps the
growth of a business. Training and development cannot be disconnected from thebusiness
activities of the organizations Training and development improves efficiency and
productivity ofemployees and lead the organization towards success. we can say overall
Training and Developementme is Effective. Training and development is the process of
increasing knowledge and skills for doing a particular job. Benefits of training to employees
are self-confidence, higher earnings, safety, adaptability, promotion, new skills.
development helps self improvement of employees in their carrier. the advantage of
development .
Training and development helps the growth of a business. Training has a clear focus on
having a well-motivated and trained workforce. The company needs to have motivated and
confident staff who have up-to-date skills in order to remain competitive. In addition, welltrained
staff is an asset to the business and help to retain customers. Well-trained staff who
remain with the business mean that customers enjoy continuity. This contributes to
customer loyalty and leads to repeat business Staff who feel valued stay longer in a
company. This means that ” costs of recruitment can be reduced, resulting in cost savings
across the organisation
]
59

SUGGESTIONS
]
60
SUGGESTION
1) Trainers have to be more talkative to the candidates who seems nervous or less
active.
2) Efficiency of the candidates should be closely monitored and suggestions for
improvements given to candidates on day to day basis.
3) Training and development it has to be a continues process .
4) Training and development programme should be design in such a way that every
one should grow in the system by financially also and it skills wise also in the
organization
5) trainer have to keep close watch on progress of each and every candidate .
6) Training and development has to have standards operating procedures which can be
updated time to time
]
61

ANNEXURE
]
62
A NNE XU RE :
Dear Sir/Madam I am Rashmi R. Chauhan please to undertaken for I am MBA
student as part of curriculum, I have undertaken a study on the “TO STUDY THE
TRAINING AND DEVELOPMENT ”. The information provided by a kept
confidentially & will be used for academic purpose only.
Date:-
Name of the Emp. :-
Emp. Code :-
Department :-
Gender:-
Date of Joining:-
Questionnaire for Employee
1 )Wockhardt Hospital has a training and development policy applicable to all
employees?
A) Yes
B) No
2) Supervisors tell employees whether they are doing their job as per the training
imparted or not?
A) Agree
B) Neutral
C) Disagree
]
63
3) When employees arrive from training, supervisors encourage them to share what
they have learned with other employees
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
4) Supervisors help employees set realistic goals for performing their work as a result
of their training
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
5) Training and development Program improves work efficiency?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
E) Strongly Disagree
6) Training and development Program improves communication skill ?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
]
64
7) Training and development Program improves behavior and attitude of the
employees?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
8) Training and development Program improves professional skills and job
knowledge?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
9) Supervisors make sure that employees have the opportunity to use their training
immediately?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
10) The equipment used in training is similar to the equipment found on the job?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
]
65
11) Employees who use their training are given preference for new assignments?
A )Very much satisfied
B) Satisfied
C) Satisfied up to certain extent
D) Not satisfied
12) The physical requirements and facilities provided during Training and
development Program were excellent?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
13) Supervisors give employees the chance to tryout their training on the job
immediately
A) Yes
B) No
C) NA
14) Supervisors support the use of techniques learned in training that employees bring
back to their jobs
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
]
66
15) The Training and development Program has helped you to identify your strengths
and to overcome the weaknesses?
A )Very much satisfied
B) Satisfied
C) Satisfied up to certain extent
D) Not satisfied
16) Training and development Program improves promotion aspects?
A) Strongly Agree
B) Agree
C) Neutral
D) Disagree
17) Overall rating ( out of 10 ) of the Training and development Program?
A) 9 & Above
B) 6 - 9
C) 5
D) Below 5
]
67
BIBLIOGRAPHY
BOOKS
GARY DESSLER (2003), Human Resource Management, 10th Edition, Pearson
education, New Delhi, PP: 283
BHASKARCHATTARGEE (1996), Human Resource Management Contemporary
Text, Sterling publishers, New Delhi, PP:135
BISWAJEET PATTANAYAK (2001), Human Resource Management, Prentice-Hall
Of India Pvt Ltd, New Delhi, PP:150
K.ASWATHAPPA (2002), Human Resource Management, Tata McGraw-Hill
Publishing Company Ltd, PP:193
“Human Resource Management” by Ashwathapa.
“Human Resource Management” by Michael Armstrong.
“Human Resource Policy Analysis: Organizational Applications” by Richard J.
Niehaus.
Research Design: Qualitative, Quantitative, and Mixed Methods Approaches
by John W. Creswell
WEBSITES
www.google.com
https://www.google.co.in/?gfe_rd=cr&ei=QP1SVuejHoHD8AXW55aoDg&gws_rd=s
sl#q=citehr
http://www.citehr.com/
http://www.citehr.com/technology-hr-hris-erp-f54.html
http://www.citehr.com/544282-sap-hr-training-without-experience.html
www.infogeosoft.in
https://www.google.co.in/#q=www.infogeosoft.in
www.hrm.co.in
http://www.hrmjobs.com/
http://www.hrmguide.net/
]
68
www.Wockhadtseye.com
http://www.Wockhadtseye.in/
www.deepaknitrite.com
http://deepaknitrite.com/milestones.html
www.citehr.com
http://www.citehr.com/
www.ask.com
http://www.ask.com/history/theatre-company-did-shakespeare-join-1594-
d44cb3b72fbef48e?qo=homePageQOTD&answer=B&date=20151025
www.wikipedia.com
https://en.wikipedia.org/w/index.php?search=Training and
Developement+process&title=Special%3ASearch&go=Go
www.hrgroup.com
http://www.hrgroup.com/services.php
www.ppspublishers.com
http://www.ppspublishers.com/hrsignup.htm?utm_source=ppshome&utm_medium=ta
fpn&utm_campaign=ypp
https://www.goodreads.com/shelf/show/research-methods
https://www.goodreads.com/shelf/show/research-methods
https://www.goodreads.com/book/show/130731.Research_Design