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Submitted in partial fulfillment of the
For the award of the degree

Roll No.0911670037

Miss Jessy John
Miss Divyanshu Chauhan

Training need identification 1

Jaipuria Institute Of Management,Ghaziabad


I hereby certify that I, "Ekta Srivastava" has

successfully completed my internship with

“FORTIS HOSPITAL” in the month of June-July

‘2010 from (06/06/10 to 31/08/10). This is also

to certify that this report is an original

product and no unfair means like copying

etc… have been used for its completion.


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No task is a single person effort, same is with this project. Thus I would like to

extend my sincere thanks to all those people who helped me in accomplishing my


I owe my project success to all faculty members,

especially our Director for providing us with this

wonderful opportunity and guidance. I would like to

extend my special gratitude to "Miss JESSY JOHN" for

providing excellent facilitation for the successful

completion of this project. This project provided me a

platform to increase my knowledge and empowered me

with a better understanding of concepts in the real world

scenario. And last but not the least special thanks to

“FORTIS HOSPITAL” who accepted me in spite of my

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inexperience in the field and gave me the opportunity to work and learn with them. PREFACE To start any business the success entirely depends on the Human Resourse Management done about the A Study Of Training Need Identification In Fortis Hospital. Training plays a vital role in a business to make it success. However we would appreciate if any mistakes are brought to us by the reader. We have tried to put our maximum effort to get the accurate statistical data. We have tried to put our best effort to complete this task on the basis of skill that we have achieved during our studies in the institute. Training need identification 4 .

TABLE OF CONTENTS  Introduction • Company Profile • Literature Review  Objective of Study  Research Methodology  Analysis  Suggestion  Recommendation  Limitation  Conclusion  Bibliography Annexure Training need identification 5 .

when both “globalization” and “level playing field” was being touted of in India. Singh was formulating his Ranbaxy mission statement. an entrepreneur and leader of the industry. as a first step towards preparation for post GATT era. In his early stint in the pharma industry he understood the limitations of the Indian Market and the restrictive environment of price control regime. He understood the value of research and he knew that the company’s survival post GATT would depend upon ability to discover new molecules. Science and Technology was very near to his heart! It was his personal interest. The Indian pharma industry’s entire strategy of globalization started from Ranbaxy and Dr.About Fortis Health Care Ltd Dr. A rare personality who always thought beyond his time and could realize many of his dreams in a short span of life. This led him to his first international foray in 1978. a strategist. Training need identification 6 . Singh. When Indian industrialists were dreading the GATT agreement. In the early 90’s. which created advance research activities at Ranbaxy’s R&D center to start new drug discovery research and new drug delivery research. “To be a Research based International pharmaceutical company”. Ranbaxy was doing business in 20 countries. a thinker and a scientist. Dr. Parvinder Singh was a visionary.

He was convinced India had the intellectual capital to create wealth & worked towards realizing it. Under his trustee ship about dozen mobile medical units started operating in various parts of India serving more than 3 lacs people with free diagnosis and free medicine (under the banner of Ranbaxy Rural Development Trust). He promoted competence and quality. Singh demonstrated the highest standards of professionalism.His strategic initiatives created several strategic alliances at international and national levels. integrity and corporate ethics and set an example for Indian Industry. easily available and accessible from any part of the Country. His ability to think ahead of time created the first Indian International Company spanning over 40 countries with representative offices. Parvinder Singh’s dream. is the stepping-stone towards the realization of Dr. far reaching health delivery system. He dreamt of creating a health delivery system of a very unique standard. producing and distributing medicine. along with his pharmaceutical endeavor. he would create a total. He was an outstanding leader always remembered for his sterling qualities of “head & heart”. a 200-bedded Cardiac Super Speciality Hospital. He always thought. The man with the vision had an equally compassionate heart. But his vision did not remain limited to researching. convenient. 1400 Crores. comparable to the best in the world. He was deeply concerned about Medical care of common people. developing. at Mohali. wholly owned subsidiaries and joint ventures. he setup Fortis Healthcare Limited to promote Super Specialty Hospitals. Training need identification 7 . Parvinder Singh was able to transform Ranbaxy from a middle-rung company to the India’s first pharmaceutical MNC with turnover touching Rs. He created a well-respected research foundation (Ranbaxy Research Foundation) which recognizes scientists of international standing. It was through this pursuit of talent that Dr. He acquired and respected talent. He was an adviser to successive governments in the center in various capacities. unique. He was active in national and international economic forums. Dr. Fortis Heart Institute. Accordingly.

To achieve the above objectives. the Company plans to set up a Hub and Spoke Delivery System. Fortis Healthcare Limited has collaboration with one of the leading hospital systems of the world.Dr. Massachusetts General Hospital (MGH) and Brigham & Women's Hospital (BWH) are the founding members of Partners Healthcare Systems (PHS). This will consist of the following levels for total Healthcare Management: Training need identification 8 . starting from maintenance of good health to providing global standards in Diagnostics. “Team Fortis” is committed to meet all healthcare needs of its customers. The vision of the Company is to become the most revered healthcare service provider in India by 2010. FORTIS HEALTH CARE LIMITED AN INTRODUCTION: Fortis Healthcare Limited has been formed with the sole objective of providing total integrated healthcare by establishing a state of the ART health delivery system. Partners Healthcare Systems Inc. It aims to exceed customer expectations in terms of quality. safety and value for money through constant innovation and better product delivery. service. Therapeutic and Surgical requirements at the time of need. Singh’s contribution to promotion of professionalism and high standards of corporate ethics and governance will continue to serve as a lighthouse for industrial community forever. starting from Northern India.

LEVEL1: A Hub hospital. a Super-specialty unit equipped with all OPD and IPD facilities. For example. inventory management etc. in real time. It also integrates all the back office functions covering the pharmacy. billing and subsequently patient discharge. kitchens. which today is a major source of dissatisfaction.T. LEVEL3: Health Maintenance Clinics for providing Preventive Health Maintenance. admissions. to creating and updating patient records. support systems. FOCUS ON INFORMATION TECHNOLOGY Fortis Healthcare Limited plans implementation of the world's most advanced integrated Hospital Information System (HIS) and Picture Archiving and Communication System (PACS). Wellness Programmers and Basic Diagnostics. the centralization and constant up gradation of patient records from all departments by the HIS will ensure that minimum time is taken on formalities such as patient discharge protocols. LEVEL2: Medical Centers as stand alone units for providing Ambulatory and Day Care Surgery along with high-level Diagnostics. The HIS integrates all the functions in the hospital. reviewing room options and payment plans. This system will provide a clear performance edge over other existing facilities in the country by integrating all hospital functions on line. laundry. The HIS will enable us to humanize hospital care in line with the patient- centric philosophy which is the keystone of the Fortis system. from scheduling of appointments with consultants. creating a seamless patient work flow in a film less environment. O. Training need identification 9 .

The system makes available the status of each patient to key hospital personnel and will immediately alert the doctor if there are any drug-drug interactions suggesting alternatives.This system has an advanced decision support system that provides inherent checks & balances to minimize human errors. HIS is fully integrated with the latest Picture Archiving and Communication System (PACS) and medical equipment. Ultra sound etc in digital form to be available any time anywhere as a part of the Electronic Patient Record. Moreover. It makes sure that the doctors always receive the current information by constantly updating patient handling information thereby ensuring highest standards in patient care and hospital management. HIS is a powerful interactive tool. MRI. Training need identification 10 . PACS stores all the images from X-Rays. The software Created would be constantly upgraded to incorporate advances made by GE internationally to ensure that the Fortis Heart Institute's cutting edge is maintained. which communicates with the latest communication facilities like cell phones and pagers. This EPR will be available to every doctor and nurse in the hospital campus enabling them to react instantly in an emergency. to keep in contact with the doctors attending on the patient. The Cardiology data is also available in compressed form. The system has been created keeping in mind all the possible needs that a hospital will have not just today but also into the foreseeable future. The system will also make available to the doctor. Being web enabled. this allows patients and doctors to access the record remotely for greater patient convenience. USA. CT Scan. It prompts the nursing station to ensure timely drug administration to the patient and will inform the nurses' supervisors of any slip-ups to enable corrective action. The system will enable doctors at the hospital to refer to and seek second opinions from the doctors at Massachusetts General Hospital and Brigham and Women's Hospital. using Telemedicine. a complete updated EPR (Electronic Patient Record) instantly.

brings over 150 years of rich and varied experience across specialties.We at Fortis are proud to say that we have the most technologically advanced hospital in the country. Under the collaboration. Fortis Healthcare Limited will be an International Scientific Affiliate of the PHS hospitals. This collaboration will play a pivotal role in the execution of the Fortis plan for delivery of integrated Healthcare in India. Partners Healthcare Systems Inc. state-of-the-art medical technology and superior hospital management systems. News and World Report 2000. high quality standards of patient care. Under this collaboration. and are the leading teaching hospitals of Harvard Medical School. The alliance will help in developing the Fortis Heart Institute as a `Centre of Excellence' benchmarked against the best international medical systems. This is in keeping with our vision of providing the very best in quality healthcare using cutting edge technology coupled with exceptional patient care. PHS will transfer Clinical protocols and procedures related to cardiac care. collaborating on patient care. educational and medical research initiatives. training of hospital personnel. criteria for accreditation in accordance with US hospital standards and help credentialing protocols for Training need identification 11 . This partnership with PHS hospitals. The MGH and BWH are ranked 3rd and 9th respectively in the best hospitals honor roll of U.S. Massachusetts General Hospital (MGH) and Brigham & Women's Hospital (BWH) are the founding members of Partners Healthcare Systems (PHS). quality assurance. COLLABORATION Fortis Healthcare Limited has collaboration with one of the leading hospital systems of the world.

A design developed for optimum patient care. The care and concern for patients starts right from the design of the institute. Training need identification 12 . the goal of CIMIT is to discover. MGH. FHL will get an opportunity to become a participant in the "Centre for Innovative Minimally Invasive Therapy" (CIMIT) and in the prestigious "Operating room of the future" project. Draper Laboratories and the Massachusetts Institute of Technology (MIT). By working together with the industry. accessibility and operational efficiency by the hospital design specialists Kaplan McLaughlin Diaz of San Francisco. technology and postgraduate educational exchange. develop and evaluate new approaches and technologies in minimally invasive diagnosis and treatment AWARD This design won the Best Design Award '99 of the American Institute of Architecture.cardiac surgeons and cardiologists based on US teaching hospital standards. As a continuing relationship with PHS. there will be an exchange and updates on cardiac care. CIMIT is a medical research and development consortium comprising the BWH. hospital processes.

For cardiac care. • Incinerator to take care of the bio-medical and hazardous hospital waste. • Shredder & Autoclave to take care of plastic and metallic waste • A sophisticated zero-waste water discharge system purifies the contaminated water and recycles it for horticulture. • Not a single tree was cut during the construction of the Hospital.Environment Care Of Fortis Health Care Ltd. starts well before disease with prevention and wellness. The 'People Centric' ethos at Fortis is also reflected in the care for the environment that is a guiding force at the Hospital. And safeguarding the environment has a critical role to play in this. That's why we have put in place the strictest environmental protection measures at the Hospital. Emphasis on landscaping and planting ensures an environment of verdant green Training need identification 13 . neuro we firmly believe. which has been built around the existing trees.

Training need identification 14 . automatically adjusts to the occupancy levels. human or corporate. It slows or shuts down depending on the ambient temperature and occupancy demands. has a hallmark…a signature that identifies it. • Ozone and energy friendly air-conditioning system. The Fortis logo defines our very persona. LOGO OF FORTISESIS LOGO GENESIS Every entity.

Green is the colour of healing and is symbolic of our steadfast focus: to ensure the health and well being of those we minister to. express our reassuring approach to healthcare… ………. The Fortis logo is the indelible assurance that our expertise will always be tempered with humanity.Our endeavor to achieve excellence in healthcare delivery. And the human values that govern every facet of our business. We never forget that the wellness of human lives is our raison d’être. And red. The two hands that fuse seamlessly with a human form. expressive of the dynamic zeal with which we strive to make it a reality..A constant reminder to all that patient-centric care is fundamental to our ethos. equivalent to world standards. The FORTIS Network Fortis Mohali 2001 Amritsar2003 Training need identification 15 .

Jessaram2004 Amritsar2003 i Amritsar2003tsar2003 Noida2004 WHAT FORTIS PLANS TO DO? • Setting up a Multi-Speciality Telemedicine Network. Training need identification 16 . • Pool in all the expertise of the FORTIS GROUP to provide all the necessary medical help to its partners.

• Bring quality health care to the common man at an affordable price. Training need identification 17 . Design The design development for maximizing the accessibility and operational efficiency to deliver improved patient care has been achieved by appointing a San Francisco based Hospital Design Specialist Architects M/s Kaplan McLaughlin Diaz along with the leading local architects M/s Achal Kataria Architects (AKA). The special feature of this design lies in imbibing a flexible and modular approach to impart adaptability to future changes/ modifications.

/bed in contemporary and comparative hospitals in India. FORTIS HOSPITAL NOIDA Training need identification 18 . 2000 sq.ft/bed instead of the normal 800-900 sq.ft.An important design feature has been the space allocation of approx. natural light and facilities for attendants. This international architecture award winning facility has a remarkable design feature: all rooms have soothing views. This has provided the organization with a modular concept of flexibility to adapt and accommodate future trends of care parameters.

350 bedded super specialty in Orthopaedics and Neurosciences Location Sector 62-Noida 1.5 kms from National Highway 24 Surrounded by a large number of co- operative group societies and adjacent to the institutional and industrial sectors of Noida Hospital’s Specialties Orthopedics Neuro Sciences Nephrology General Surgery Psychiatry Urology Ophthalmology Training need identification 19 .

24 Time Office Entrance GATE 1 RANBAXY IPD OPD GATE BLOCK 5 BLOCK LABORATORY GATE 6 GATE 4 2 20 3 (EMERGENCY GATE) Training need identification BLOCK TOWARDS BANK OF INDIA .24 TOWARDS -NH 24 TOWARDS LAYOUT NH . ENT Internal Medicine Cardiology Endocrinology OUT TOWARDS NH . Pediatrics Dermatology Telemedicine Gastroenterology Plastic Surgery Radiology Oncology Anesthesiology Emergency Physiotherapy Transfusion Medicine Gynecology Dental.

Therefore. ATRIUM (Staff Entrance)) FORTIS AMBASSADORS Keeping in view our prime focus of being “Patient Centric”. it is believed that all the Fortis Members must be thoroughly familiar with the • Hospital & its layouts • Various Facilities and their location • Process flows Training need identification 21 . who require staying in the hospital. it is felt that all FORTIS Team members must act like a Family of Hosts to our customers. our home.

2005) Fortis hospital. Noida is making a great effort in helping the poor and needy. It has been noted that Sonu. gets all their queries answered satisfactorily. Training need identification 22 . A two year old child being treated free of cost during the last six month. DAINIK JAGARAN (February 10. The hospital doesn’t have any charitable trust as at for such purpose. attendant or any other visitor. PRESS SPEAK 1. • Equipments • Each department activities and its key focus areas • Marketing & Pricing Issues • People • The Why’s of the institute and • Key differentiators of FHI Each and every employee is the Ambassador of the Institute. The hospital has spent more than 2. met with a road accident and went in comma. The child’s poor parents couldn’t afford the cost. Any person bearing a FORTIS nametag is expected to know about the Organization in depth so that any outsider be it the patient. it has created an example of helping the poor people. Still.5 lakhs on this child. a two year old boy.

2005) Fortis Hospital. It affects all people: the young and old. DAINIK JAGRAN (May 19. The CME was organized with an objective with an objective of spreading awareness in order to achieve enhanced patient care through knowledge and experience sharing. men. Modinagar today organized a Continuous Medical Education (CME) program on cancer and neck cancers and headaches. Noida a super specialty in Orthopaedics and Neuro Sciences is attracting Foreigners for their healthcare. People from abroad come here for their knee and joint operation. HINDUSTAN TIMES (March 5. 2005) Fortis Hospital. 2009) Training need identification 23 .2. Noida brings the latest trends on head and neck cancer surgery. Cancer is a public health problem worldwide. Noida adds one more gem to it’s crown by operating the chief striker of Bangladesh’s football team Md. 2005) Fortis Hospital. Noida in association with IMA. Doctors Shared with Modinagar’s medical fraternity. JANSATTA EXPRESS (April 16. The footballer had his knee operated under the guidance of Orthopaedics Chief Dr. Rajgopal 5. the latest trends at the cancer front and surgical --------- 3. the rich and poor. Fortis Hospital. Shaifurehman Moni. women and children. 4. HINDUSTAN TIMES (July 16.

It is to be noted that these surgeries has been done within a span of less than one year . Noida has created a history by successfully operating thousand knees and joint surgery. Training need identification 24 . Fortis Hospital.

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Training enables an employee to do his present job more efficiently and prepare himself for a higher level job. DEFINING TRAINING AND DEVELOPMENT According to Flippo. attitude and social behavior of employees. Training is an important activity in many organisations. The major outcome of training is learning.or it may be in a simulated environment that is Training need identification 26 . he is given adequate training. refined skills and useful knowledge during the training that helps him improve performance. We generally see that when a new machine is installed in a factory. It is true in many organisations that before an employee is fitted into a harmonious working relationship with other employees. training them for the specific tasks to which they have been assigned assumes great importance. Training may be carried out on the job or in the classroom and in the latter case. Training imparts the ability to detect and correct error. it is operated on trial basis before going into actual production. TRAINING NEED IDENTIFICATION INTRODUCTION HUMAN RESOURCE MANAGEMENT After employees have been selected for various positions in an organisation. it is a learning experience that is planned and carried out by the organisation to enable more skilled task behavior by the trainee. it provides skills and abilities that may be called on In the future to satisfy the organisation's human resources needs. Furthermore. thus. training is the act of increasing the knowledge and skills of an employee for doing a particular job. it may be on site or off site . "Just as equipment needs a breaking in period. skills. Basically. Training.perhaps in a motel or a training center . a new employee also needs a training period to adjust to the new environment". A trainee learns new habits. may be defined as a planned programme designed to improve performance and bring about measurable changes in knowledge.

guidance. Training need identification 27 . knowledge and behavior • Job-oriented process. Training is needed to achieve the following purposes: 1. It is concerned with important specific skills for a particular purpose. Training is necessary to prepare existing employees for higher-level jobs (promotion). Existing employees require refresher training so as to keep abreast of the latest developments in job operations. 4Training is necessary when a person moves from one job to another (transfer). Training is mainly job-oriented. Instruction. vocational in nature • Short-term activity designed essentially for operatives NEED FOR TRAINING Training is the act of increasing the knowledge and skills of an employee for performing a particular job. without any wastage. trainees are expected to acquire abilities and knowledge that will enable them to perform their jobs more effectively Features of Training • Increases knowledge and skills for doing a job • Bridges the gap between job needs and employee skills. this is an absolute necessity. Newly recruited employees require training so as to perform their tasks effectively. 2. it aims at maintaining and improving current job performance. 3.thought to be similar to the work environment in important respects. coaching help them to handle jobs competently. In the face of rapid technological changes. In any case.

Training is needed to bridge the gap between what the employee has and what the job demands. tools. Training is needed to make employees more productive and useful in the long-run. he will find employment more easily • Training makes employees more efficient and effective. By combining materials. materials in a proper way.trained workers need not be put under close supervision. 1. Training makes employees more loyal to an organisation. Hence. Training improvesthe knowledge Of employees regarding the use of machines and equipment. Training is necessary to make employees mobile and versatile. Wastage is thus eliminated to a large extent There will be fewer accidents. They will be less inclined to leave the unit where there are growth opportunities Benefits to the employees • Training makes an employee more useful to a firm. Hence. they can produce more with minimum effort • Training enables employees to secure promotions they know how to handle operations properly Trained workers can show superior performance Trained workers can show superior performance turn out better quality goods by putting the materials. tools and equipment in a right way. They can realise their career goals comfortably Training need identification 28 . Importance Benefits to the business • Trained workers can work more efficiently • They use machines. They can be placed on various jobs depending on organisational needs. 2. tools and equipment to good use.

company organization and operations. • Thus. They will be more satisfied on their jobs. • Training helps an employee to move from one organisation to another easily. the office manager) usually performs the first part of the orientation. and vacations. Under certain conditions. such as information about company rules. At a minimum. formal courses. The supervisor continues the orientation by explaining the exact nature of the job. social and technological change. Their morale would be high. it can enable employees to cope with organisational. and helping to reduce first day jitters. Orientation typically includes information on employee benefits. The HR specialist (or. normal introduction to lengthy. Programs may range from brief. training can contribute to higher production. getting on the payroll. They can handle jobs with confidence. These explain things like working hours. personnel policies. He can be more mobile and pursue career goals actively • Employees can avoid mistakes. the smaller firms. by explaining basic matters like working hours and vacations. new employees usually receive either printed or Internet-based employee handbooks. That person then introduces the new employee to his or her new supervisor. performance reviews. introducing the person to his or her colleagues. companies often include disclaimers to make it clear that statements of the company policies. Also. Therefore. greater job satisfaction and lower bbour turnover. the courts may find that the employee handbook’s contents represent legally binding employee commitments. accidents on the job. and regulations do not constitute the terms and Training need identification 29 . fewer mistakes. benefits. familiarizing the new employee with the workplace. the daily routine. Effective training is an invaluable investment in the human- resources of an organisation Employee Orientation Employee orientation provides new employees with the basic background information required to perform their jobs satisfactorily.

Also. To reduce entry shock and employee stress. In fact the ROPES orientation method (for “realistic orientation programs for new employees’ stress”) emphasizes orientation’s stress-reduction role. “newcomers should be forewarned about the typical disappointments they can expect…” and how to deal with them (such as. Supervisors should therefore be vigilant. Not all new hires react to orientation in the same way.conditions of an employment contracts either expressed or implied. Supervisors should also provide general support and reassurance. companies generally do not insert statements such as “no employee will be fired without just cause” or statements that imply or state that employees have tenure. so if you don’t understand something. Using Orientation to Reduce Stress Reducing jitters is important. Training need identification 30 . make sure to ask”). “your new boss is tough. Indeed it’s usually best to emphasize that the employment relationship is strictly “at-will”. and follow up and encourage new employees to engage in those activities that will enable each to “learn the ropes and become productive quickly.

and questioning current job holders and their supervisors. Analyzing current employee’s training needs can be more complex. performing the job. Task analysis is detailed study of the job to determine what specific skills. You can also uncover training needs by reviewing performance standards. if so. Analyzing Training Needs Before training someone.the job requires. Training therefore traditionally starts with determining what training is required. Your aim here is to give these new employees the skills and knowledge they need to do the job. Training need identification 31 . performance may down because the standards aren’t clear or because the person is not Java (in the case of a web developer) or interviewing (in the case of supervisor). Task Analysis: Assessing New Employee’s Training Needs Particularly with lower-level workers. You use task analysis to determine the new employee’s training needs. what the training should achieve. These list the jobs specific duties and skills and thus provide the basic reference point in determining the training required. Job descriptions and job specifications are helpful here. The main task in analyzing new employee’s training needs is to determine what the job entails and to break it down into subtasks. How you analyze training needs depends on whether you are training new employee or current employees. since you have the added task of deciding whether training is the solution. it obviously makes sense to know whether the person really requires training and. For example. it’s common to hire inexperienced personnel and train them. each of which you then teach to the new employee.

There are several methods you can use to identify a current employee’s training needs. attitude surveys. and attendance. self. These includes supervisor. peer. individual employee daily diaries. late deliveries. grievances. Training need identification 32 .PerformanceAnalysis:Assessingcurrent Employee’s Training Needs Performance analysis is the process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through some other means (like transferring the employee). interviews with the employee or his or her supervisor. product quality. downtime. tests of things like job knowledge. and assessment centers. and customer complaints). accidents short-term sickness. and 360- degree performance reviews. skills. absenteeism and tardiness. equipment utilization. job related performance data (including productivity. repairs. observations by supervisors or other specialists. waste.

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since trainees . for instance job rotation. A potential future CEO might spend a year as assistant to the current CEO. Most important. is another OJT technique. too. The method also facilitates learning. OJT has several advantages. But this technique is widely used at top- management levels. It is relatively inexpensive. an experienced worker or the trainee's supervisor trains employee.and offline content and packages from which to choose. learn by doing and get quick feedback on their performance. getl the-job training when he or she joins a firm. On-the-Job Training On-the-job training (OJT) On-the-job training (OJT) means having a person learn a job by a! doing it. from mailroom clerk to company president. Traditional Training Methods Once you have decided to train employees and what they are to learn. don't take the success of an on-the-job training program Training need identification 34 . You can create the content and program sequence yourself. OJT is the only Using available. trainees learn while producing. In many firms. Here. Special assignments similarity give lower-level executives firsthand experience in working on actual problem. Jeffrey Immelt progressed through such a process in becoming GE's new CEO. You’ll find turnkey. off-the- shelf programs on virtually any topic---from occupational safety to sexual harassment to web design---from tens of thousands of providers. Every employee. you have to design the training program. trainees may acquire skills by observing the supervisor. The most familiar type of on-the-job training is the coaching or understudy method. there is also a vast selection of on. in which an employee (usually a management trainee) moves from job to job at planned intervals. and there is no need for expensive off-site facilities like classrooms or programmed learning devices. But there are several points to note when using OJT. At lower levels.

explaining each step to you. 2. Don’t abandon him or her. explaining each step. Have the learner explain the steps as you go through the job at a slow pace. Explain quantity and quality requirements. materials. tools. Present the Operation 1. Do a Tryout 1. Place the learner as close to the normal working position as possible. Between operations.for granted. Create interest. 4. Again go through the job at a slow pace several times. 2. As soon as the learner demonstrates ability to do the job. or those in which errors are likely to be made. Have the learner go through the job several times. Low expectation the trainer's part may translate into poorer trainee performance (a phenomenon researchers have called "the golem effect"). encourage questions. 3. 6. Trainers should know. explain the difficult parts. Familiarize the worker with equipment. and provide the necessary traing materials. Have the learner do the job. do some of the complicated steps the first few times. Prepare the learner 1. Put the learner at ease-relieve the tension. Explain the whole job and relate it to some job the worker already knows. Explain why he or she is being taught. Correct mistakes and. but. the principles of learning perhaps the four-step job instruction technique that follows. Here are some steps to help ensure success Step1. Go through the job at a slow pace several times. 5. 3. Go through the job at the normal work pace. explain the key points. Step3. 4. Training need identification 35 . gradually building up skill and speed. and trade terms. for instance. 3. Carefully train the trainers themselves. 4. 2. Step2. find out what the learner already about this or other jobs. slowly. let the work begin. 5. Those training others should emphasize the high expectations they have for their trainees' success. if necessary. Run the job at the normal pace.

Adults’ works on the factory floor. an approach that began in the middle ages. Correct faulty work patterns before they become a habit. Alongside each step also list a corresponding “key point”(if any).and why? Lectures Training need identification 36 . Compliment good work. encourage the worker until he or she is able to meet the quality and quantity standards Apprenticeship Training More employers are implementing apprenticeship programs. Step4. 2. each in its proper sequence. 4. Job Instruction Training Many jobs consists of a logical sequence of steps and are best taught step-by-step. To begin. and the key points show how it’s to be done. It traditionally involves having the learner/apprentice study under the tutelage of a master craftsperson. and also study at the plant’s hands –on apprenticeship lab. Graduates receive Associates Degrees in telecommunications and electronics engineering. Apprenticeship Training is a structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training. receive classroom instruction at Seminole College. 3. Designate to whom the learner should go for help. The steps show what is to be done. list all necessary steps in the job. It is widely used to train individuals for many occupations. This step-by-step process is called job instruction training (JIT). Gradually decrease supervision. Follow Up 1. checking work from time to time against quality and quantity standards. High school students spend two afternoons per week at the apprenticeship lab. Show why the learned method is superior.

Programmed Learning (or programmed instruction) is a step-by-step self-learning method that consists of three parts: 1. and when safety is a concern—as with pilots--. Providing feedback on the accuracy of answers Generally it presents facts and follow-up questions. video conferencing. Simulated Training Simulated training (occasionally call vestibule training) is a method in which trainees learn on the actual or simulated equipment they will use on the job. In pilot training. Audiovisual Tools Audiovisual-based training techniques like films. for instance. Putting new assembly-line workers right to work could slow production. if often involves the use of equipment simulators. computer. as when the sales force need to learn the special features of the new product. It is a quick and simple way to provide knowledge to large groups of trainees.Lecturing has several advantages. airlines use flight simulators for safety. and videotapes can be very effective and are widely used. for instance. facts. You could use written materials. Simulated training may take place in a separate room with the same equipment the trainees will use in the job. It is a necessity when it is too costly or dangerous to train employees on the job. or the Internet. The learner can then respond. including Training need identification 37 . Programmed Learning Whether the medium is textbook. Allowing the person to respond 3.simulated training may be the only practical alternative. audiotapes. but they may involve considerably more production expense and don’t encourage the give-and-take questioning that lectures do. However. and cost savings. and subsequent frames provide feedback on the accuracy of his or her answers. Presenting questions. or problems to the learner. learning efficiency. 2. PowerPoint.

so it’s unrealistic to expect Dell’s technical support people to know everything about every product. pilot cost. Trainees start with a computer screen that shows the applicant’s completed employment application. Dell’s training therefore focuses on the skill they need everyday. The same applies to training. such as Dell’s rules. For example. and learning portals. fuel. At the end of the session. the trainees uses computer-based and/or CD-ROM systems to interactively increase his or her knowledge and skills. which a videotaped model acting as the applicant answers. for example. and systems Training need identification 38 . the computers tells the trainee where he or she went wrong and offer further instructions to correct these mistakes. as well as information about the nature of the job. As each question is answered. one employer uses computer based training to train interviewers to conduct correct and legally defensible interviews. the trainee records his or her evaluation of the applicant’s answer and makes a decision about the person’s suitability for the position. electronic performance support systems. based on responses to a multitude of questions already in the computer. Then trainees then begins a simulated interview by typing in questions. Electronic Performance Support System People don’t remember everything they learn. Specific methods here include computer based training. and the cost of not having aircraft in regular service. ELECTRONIC METHOD Computerized and Internet-based tools have revolutionized the training process. Computer-Based Training With computer-based training. Some items require follow-up questions. Dell computers.savings on maintenances. culture and values. introduce about 80 new products per year.

Keypads allow audience interactivity. Videoconferencing allows people in one location to communicate live via a combination of audio and visual equipment with people in another city or country or with groups in several cities. as well as teletraining. the computerized training aid helps walk the customer rep through the solution. a trainer in a central location teaches groups of employees at remote locations via television hookups.each in their individual offices----simultaneously. For example. For instance.) To reduce costs for one training program. Training need identification 39 . PBS affiliate WITF. Distance and Internet-Based Training Firms today use various forms of distance learning methods includes traditional paper-and-pencil correspondence courses. AMP Incorporated used satellites to train its engineers and technicians at 165 sites in the United States and 27 other countries. Pennsylvania. videoconferencing. (The firm makes electrical and electronic connection devices. Macy’s established the Macy’s satellite Network. in part to provide training for 59. Channel 33 of Harrisburg.and work processes. in a program at Texas instrument. the keypad system lets instructors call remote trainees and lets the latter respond. Management Recruiters International (MRI) uses the firm’s desktop Confer View system to train hundreds of employees---.000 employees around the country. supplied the equipment and expertise required to broadcast the program to five AMP Facilities in North America. Computer based support systems then delivered rest of what they need to know. AMP supplied the program content. Teletraining With teletraining. When they need it: When a customer calls about a specific problem. Videoconferencing Firms use videoconferencing to train employees who are geographically separated from each other – or from the trainer. question by question. and Internet-based classes.

The Case Study Method As most every one knows. (2) how much to produce. Each group typically must decide. each of which competes with the others in a simulated market place. For example. (3) how much inventory to maintain. Management Games With computerized or CD-ROM-based management games. People learn best by getting involved. and the games can be useful for gaining such involvement. the case study method presents a trainee with a written description of an organizational problem. trainees are divided unto five-or six. Off-the-Job Training and Development Techniques There are also many off-the-job techniques for training and developing managers. the American Management Association provides thousands of courses in areas Training need identification 40 . diagnoses the problem. Management games can be good development tools.person groups. They help trainees to develop their problem-solving skills. and presents his or her findings and solutions in a discussion with other trainees. and (4) how many of which product to produce. (1) how much spend on advertising. The person then analyzes the case. for example. The groups also usually elect their own officers and organize themselves. as well as to focus attention on planning rather than just putting out fires. they can thus develop leadership skills and foster cooperation and teamwork. Outside Seminars Many companies and universities offer Web-based and traditional management development seminars and conferences.

The aim is to develop trainee’s skills in areas like leadership and delegating. This type of training is commonly used for training personnel for electrical and semi-skilled jobs. and total quality management. superintendents. Theory can be related to practice in this method Role Playing It is defined as a method of human interaction that involves realistic behaviour in imaginary situations. information systems. basic financial skills. actual work conditions are simulated in a. project management. The duration of this training ranges from a few days to a few weeks. The participants play the role of certain characters. and the like. This method of training involves action. University Related Programs Many universities provide executive education and continuing education programs in leadership. such as the production manager. An increasing number of these are offered online. These can range from 1-to 4-day programs to executive development programs lasting one to four months. mechanical engineer. purchasing management. Role Playing The aim of role playing is to create a realistic situation and then have the trainees assume the parts (or roles) of specific persons in that situation. Material. files and equipment those are used in actual job performance are also used in training. maintenance engineers. foreman. Vestibule training In this method. This method is mostly used for developing interpersonal teractions Training need identification 41 . doing and practice. When combined with the general instructions and other roles for the exercise.ranging from accounting and controls to assertiveness training. quality control inspectors. workers and the like. class room. role playing can trigger spirited discussions among the role layer/trainees. supervision.

etc.and relations. the trainer uses audio-visual aids such as blackboards. costs and time involved are reduced. The instructor organizes the material and gives it to a group of trainees in the form of a talk. Even the trainee's presentation can be taped for self-confrontation and self-assessment. Thus.. a group- centered approach where there is a clarification ot ideas. the trainer delivers a lecture and involves the trainee in a discussion so that his doubts about the job get clarified. The conference is. An advantage of lecture method is that it is direct and can be used for a large group of trainees. This method is. To be effective. thus. Training need identification 42 . communication of procedures and standards to the trainees. recording. The major limitation of the lecture method is that it does not provide for transfer of training effectively. shorthand. When big organisations use this method. Conference/discussion approach In this method. The trainee goes through these units by answering questions or filling the blanks. The subject-matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instructions. thus. may be provided with specific instructions to handle their respective jobs. expensive and time-consuming. filing. mockups and slides. Lecture method The lecture is a traditional and direct method of instruction. in some cases the lectures are videotaped or audio taped. office equipment operation. Those individuals who have a general educational background and whatever specific skills are required - such as typing. indexing. Programmed instruction In recent years this method has become popular. the lecture must motivate and create interest among the trainees.

the firm evaluates the program to see how well its goals have been met and whether this is the best method for reaching the goals. Training Effects To Measure You can measure four basic categories of training outcomes: 1. Test the trainees to determine whether they learned the principles. Reaction. as one study concluded. Training and development can be effective. Evaluate trainee’s reaction to the program. “firms that establish work place education programs and reorganize work report noticeable improvements in their worker’s abilities and the quality of expected products Designing The Study Controlled experimentation is the evaluation process of choice. on quantity of sales or quality of Web designing) are obtained both before and after the group is exposed to training and before and after a corresponding work period in the controlled group. and facts they were supposed to learn. Training need identification 43 . skills. A controlled experiment uses both a training group and a controlled group that receives no training. Data (for instance. Did they like the program? Did they think it worthwhile? 2. Evaluating The Training Effort After trainees complete their training (or perhaps at planned intervals during the program). Learning. For example. This makes a possible to determine the extent to which any change in performance in the training group resulted from the training rather than from some organizationwide change like a raise in pay that would have affected employees in both groups equally.

Ask whether the trainee’s on-the-job behavior change because of the training program. and behavior are important. For example. Results. Training need identification 44 . But remember that the results may be poor because training in the first place could not solve the problem. the problem may lie in the program. learning. are employees in the store’s complaint department more courteous toward disgruntled customers 4. Behavior. But if the program doesn’t produce results. ask: what final results were achieved in terms of the training objectives previously set? Did the numbers of customer complaints about employees drop? Did the reject rate improve? Reaction. Probably most important.3. then it probably hasn’t achieved its goal if so.

O .Earn Respect. VIRTUOUS Values V . R .Lead through honesty and Integrity. S . I . U .Uphold innovation and continuous improvement.Gain Patient Trust. T .Commit to compassion.Imbibe and share the Vision.Develop and Share success Training need identification 45 . care and Understanding. U .Own quality excellence.

economic. Step 1: programs based on needs In determining training needs the three major areas that require analysis are: Organization. The methods generally used to identify training needs are:  Organizational requirements. Training needs = job and organizational Requirements = Employees Specification Training needs may be discovered in employee counseling. task and people. Training programs.Identify Training Based on Needs. Task analysis involves assessment of the functions of each job in light of the skills. resources. training methods and course content are planned on the basis of training needs.and behavior required to perform it. Training need identification 46 . Organizational analysis entails an examination of goals. and legal environment in which the firm operates. in personnel appraisals. People analysis examines the individuals in the jobs and their particular skills and abilities. People may need additional training to perform their present or anticipated job functions effectively. and social. and staff analysis. in selection. instead of the job itself. knowledge. technological. Assessment of training needs: Training needs are identified on the basis of organizational job analysis. or in exit interviews.

It will be desirable to use the following criteria in setting the training objectives. ii) Roles and tasks to be carried out by the target group iii)Relevance applicability & compatibility of training to work situation. v)Behavior including activities that can be observed.  Anticipating specific problems  Managements' requests  Observation  Interviews  Group conferences  Questionnaire surveys  Test  Checklists  Performance appraisal Step 2: Develop training objectives. i) Specific requirements of the individual and organization to achieve integration of the two. More specifically.  Identifying specific problems. i) Identification of the behavior where change is required.  Departmental requirements  Job specifications and employee specifications. iv)Training as a means of bringing about change in behavior back on the job. Training need identification 47 . the following steps could be involved in setting training objectives. Two sets of objectives are integrated. measured and recorded.

4. 3. available for facilitating learning. iii) Indicators to be used in determining changes from existing to the desired level in terms of ratio and frequency. Contribute to the learning of others through sharing of experience. Participate in setting learning goals & get actively involved in the learning process. Step 3: Design training curriculum Training may range from highly specified instruction in the procedure to be adopted while performing a particular job to very general instruction concerning the economy and society. Experiment freely with new ideas. For in-house training programmes or external programmes it is essential to secure professional instructor or to provide special training to those selected as trainers. 5. Establish relationship between the new knowledge and the work experience to explore their interconnectedness. Raise their own problems and concerns and initiates search for alternative solutions within the framework of the content being discussed. A proper curriculum according to the job requirement and employee's individual requirement should be prepared. approaches & feelings. Trainees must be carefully chosen or they will gain little from their participation. it is essential that a careful choice is made amongst a variety of pedagogical tools. 2. Step 4: Design / select Training method In order to achieve the training objective successfully. training techniques. For adult learners it is imperative to select such training techniques.ii) Nature and size of the group to be trained . which will allow them to: 1. Training need identification 48 .

Training need identification 49 .

down keeping in view the company's goals and objectives • To impart the basic knowledge and skill to the entrants and enable them to perform their jobs well. • To prepare employees for higher Level tasks and build up a second line of competent managers Training need identification 50 . OBJECTIVE Generally the training policies are formulated by the HR manager at the request of line managers. • To equip the employee to meet changing requirements of the job and the organisation. • To teach the employees the new techniques and ways of performing the job or operations. The training objectives are laid .

The final objective is innovation. Innovative: • Anticipating problems before they occur • Team building sessions with the departments Problems Solving: • Training clerks to reduce complaints • Training supervisors in communications to reduce grievances Regular: • Orientation • Recurring training of interviewers • Refresher courses on safety procedures suggests training objectives can be of three types.Identify Training Objectives Once training needs are identified. The most basic training takes place through orientation programmes. The focus is on solving a specific problem instead of providing general information about a problem area. Here the emphasis is on changing the mind set of workers. The second of training objective is problem solving. objectives should be set to begin meeting these need. supervisors and executives working at various level Training need identification 51 .

Training need identification 52 .

collecting and analysis data. Defining the research problem & objectives Developing the research plan for collecting information. Preparation of the report or the thesis Training need identification 53 . Implementing the research plan. Research Management Research Management has been divided into the following stages.

Developing the research plan for collecting the information In dealing with any real life problem it is often found that data at hand are inadequate. and hence. 2. Defining the research problem and objectives The first most important step is identifying and defining the research problem and objective. were referred. There are several ways of collecting the appropriate data which differ considerably in context to money costs. The best way of understanding the problem is to discuss it with one's own co11eagues or with those having some expertise in the matter. Primary data can be collected either through experiment or through survey. Research Methodology The research methodology stages can be divided and explained below: 1. In my study the survey was conducted with the help of self designed questionnaire and personal interviews. time and other resources at the disposal of the researcher. The “Training need Evaluation” of Fortis Hospital is defined the research problem and objective of my study. On the other hand. it becomes necessary to collect data that are appropriate. Relevant data of FORTIS Health Care Ltd. The information are collected by means of primary as well as secondary data. The feasibility of a particular solution has to be considered before a working formulation of the problem can be set up. secondary data are collected by means of books. The research problem was discussed with my HR guide and the expert Human resource manager. These can be divided as: Training need identification 54 .

Primary Source of Data Primary data collection was done through questionnaires and personal interviews. The detailed study of jobs is usually made to identify the qualifications and experience required for them. . With the aid of job analysis. Trend analysis Human Resource needs were also forecasted by the past trends.job analysis was also done. Job analysis analysis Along with the trend analysis. we get JOB DESCRIPTION & JOB SPECIFICATION. Not only the employees were interviewed but also the fresh candidates were also interviewed. The questionnaires among the sample employees working at the different department and office of FORTIS Hospital Personal Interview Various employees of FORTIS Hospital were interviewed. Questionnaire Self designed questionnaires were issued to interviewers. With the aid of past data the training procedures were carried out. The questions were open ended as well as close ended in order to collect data regarding employee's perceptions and expectations. Training need identification 55 .

the researcher turns to the task of analysing them. In such a situation. collecting & analysis data. If the survey is to conducted by means of structured questionnaires data can be readily machine processed. Writing of report must be done with great care keeping in view the following: l. Then there should be a table of contents followed by . questions as well as the possible answers may be coded. Training need identification 56 . Preparation of the report or thesis Finally.The layout of the report should be as follows: (i) The preliminary pages. Relevant Books & Journals were also the source of data. In its preliminary pages the report should carry title and date followed by acknowledgements and foreword. Implementing the research plan. the application of these call:gories to raw data through coding. After the data have been collected. the researcher has to prepare the report of what has been done by the researcher. The research plan so made is to be implemented. SECONDARY SOURCE OF DATA Existing Training need procedure and other relevant official documents. if any. tabulation and then drawing statistical inferences. 4. The Research objective-Training Need was implemented with the framework of the research plan.1 list of tables and list of graphs and charts. 3. (ii) The main text (iii) The end matter. given in the report. The researcher should see that the project see that the project is executed in a systematic manner and in time. The analysis of data requires a number of closely related operations such as establishment of categories.

3. If the findings are extensive. Summary of findings: After introduction there should appear a statement of findings and recommendations in non-technical language. they should be summarised. Index should also be given specially in a published research report.2. reports. Main report: The main body of the report should be presented in logical sequence and broken down into readily identifiable sections.The main text of the report should have the following parts : 1. journals. 2. etc. consulted should also be given in the end. Training need identification 57 . Bibliography: list of books.

outcomes. The training evaluation information (about costs. • Cost benefit analysis: The costs of training (cost of hiring trainers. ete. Some of these are: • Tests: Standard tests could be used to find out whether trainees have learnt anything during and after the training. absenteeism.Methods of Evaluation Various methods can be used to collect data on the outcomes of training. ete. discharges. • Interviews: Interviews could be conducted to find the usefulness of training offered to operatives. wastage. accidents. production stoppage. superior performance) in order to evaluate a training programme. which in turn can be examined on the basis of decrease in employee turnover. dismissals. the situation should be examined to identify the probable causes for gaps in performance. tools to learn. improved learning. training centre. superiors and peer groups about the training. • Studies: Comprehensive studies could be carried out eliciting the opinions and judgments of trainers. time spent. grievances.) should be provided Training need identification 58 . opportunity cost of trainers and trainees) could be compared with its value (in terms of reduced learning time. • Human resource factors: Training can also be evaluated on the basis of employee satisfaction. • Feedback: After the evaluation.

correction and improvement of trainees' activities. The training evaluator should follow it up sincerely so as to ensure effective implementation of the feedback report at every stage Training need identification 59 . trainees and other parties concerned for control. to the instructors.

90% trainee are accepted it. ANALYSIS 1 Yes No ) 1) Do you require a high degree of technical knowledge for your job? No Yes No Interpretation: Most of the trainee accepted that high degree of technical knowledge is very important. 2) How do you work? Please circle Alone Part of a team Other (specify below) Training need identification 60 .

Alone WithTeam Others 2 3)To what extent does your job require you to work closely with ) other people. clients or people in you own organisation? Please circle. Very little Moderately A lot Very Little Moderately A lot Training need identification 61 . such as customers.

(ii) negotiation skills. ie.(i) machine ) operation.(iii) Occupational Health. Very little Moderately A lot VeryLittle Moderately A lot 4 5) What training or experience would be required? . to what extent do ) you do different things at work.(iv) Safety Awareness machine opration negotiationskills health safty Training need identification 62 .3 4)How much variety is there in your job. using several skills and talents? Please circle.

5 6)What training or development do you need to help more beneficial
) to you?(i) external degree study,(ii) formal meeting procedures,
(iii) leadership training

External Degree Study

Formal Meeting
Leadership Training

6) According to you which of the following training are more
beneficial to the organization?

Training need identification 63

Interpretation: More respondent replied to all the
training as beneficial to the executives, out of that also IN-
COUNTRY TRAINING (80%) was given more prior then IN-

7) How do you select executives for training?

Interpretation: Almost 100% of the respondent said that the
executives are selected on the “NEED BASIS OF THE

8) How many training programmes will you attend in a year?

Training need identification 64

Response No. of Percentage
Less than 10 14 56
10 - 20 2 8
20 – 40 6 24
More than 40 3 12
Total 25 100


The above chart indicates that less training programmes
are held in the organization.

9) To whom the training is given more in your organization?

Training need identification 65

of Percentage respondants Senior staff 3 12 Junior staff 5 20 New staff 6 24 Based on 13 52 requirement Total 25 100 INTERPRETATION:- Training is provided on the basis of requirement 10) What are all the important barriers to Training and Development in your organization? Training need identification 66 .Response No.

Response No. 11) Enough practice is given for us during training session? Do you agree with this statement? Training need identification 67 . of respondants Percentage Time 5 20 Money 4 16 Lack of interest by 6 24 staff Non-availability of 10 40 skilled trainer Total 25 100 INTERPRETATION:- The above graph indicates that the important barriers to Training and Development in the organization is Non- availability of skilled trainers.

12) The training sessions conducted in your organization is useful. Do you agree with this statement? Training need identification 68 . of respondants Percentage Strongly Agree 14 56 Agree 2 8 Somewhat agree 6 24 Disagree 3 12 Total 25 100 INTERPRETATION:- This graph indicates that enough practice is given for employees during training sessions.Respondants No.

of respondants Percentage Strongly agree 15 60 Agree 5 20 Somewhat 5 20 Disagree 0 0 Total 25 100 INTERPRETATION:- The above graph indicates that the training sessions conducted in the organization is useful.Respondants No. Training need identification 69 .

13) Employees are given appraisal in order to motivate them to attend the training. of respondants Percentage Strongly Agree 14 56 Agree 6 24 Somewhat 3 12 Disagree 2 8 Total 25 100 INTERPRETATION:- The above graph shows that Employees are given appraisal in order to motivate them to attend the training. 14) What are the skills that the trainer should possess to make the training effective? Training need identification 70 . Do u agree with this statement? Respondants No.

of respondants Percentage Technical skills 8 32 People skills or 6 24 Soft skills Generalist makes 6 24 better Personnel managers than Specialist Fond of talking to 5 20 people Total 25 100 INTERPRETATION:- The above graph indicates that the trainer should possess technical skills to make the training effective Training need identification 71 .Respondants No.

of respondants Percentage Take away 4 25 precious time of employees Too many gaps 10 40 between the sessions Training sessions 6 15 are unplanned Boring and not 5 20 useful Total 25 100 INTERPRETATION:- The above graph indicates that there are two many gaps between the training sessions. Training need identification 72 . 15) What are the general complaints about the training session? Respondants No.

of respondants Percentage Lack of planning 5 20 Lack of support 10 40 from senior staff Lack of proper 8 32 guidance and training at workplace Lack of quality 2 8 education at primary and secondary level Total 25 100 INTERPRETATION:- Training need identification 73 . 16) Reason for shortage of skilled man power at workplace are : Respondats No.

The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff. Training need identification 74 .

effective supervision.  More programmes for executives in self-management and subordinate development may be organized.  Workmen category needs more training programmes on understanding themselves and being more effective in their work. SUGGESTION The following things are suggested:  Training need identification and assessment survey should be conducted at regular interval say after every 2-3 years so that any changes in the need of individual and the organization can be moderated and matched. &feedback system and problem solving & decision-making are recommended. stress management Training need identification 75 . effective communication.  More exposures to supervisors in the areas of managing time. motivation.  Programmes on quality management.

Activities should be done in time as per the distribution of training calendar.  Practical experience.  Appropriate and adequate time should be given for the technical training programmes.  Efforts should be made to make Training & development Program effective implementing. case studies etc. Efforts should be made to provide Training as soon as the need for it has been identified while appraising the performance of the employees.  Department heads / section In-charges should be made more aware about the importance of training so that the subordinates are sponsored phase wise & recommended as per the job requirement..  Training & Development should be made a regular feature and must be incorporated in the policies of HR. should be developed as tools to provide operational training. Training need identification 76 .

Training need identification 77 .

Level 2. A Level 4. With all the effort involved. evaluations are necessary in cases in which the course objective(s) is to change behavior on the job. however. during and after training to truly access the effectiveness of training. the evaluation should be able to be realistically linked to hard financial information. more than one evaluation instrument should be used. evaluation should be done in those cases in which the results represent a top priority to the company. Level 1. it would be impractical for most Training need identification 78 . Level 3. evaluation should be done for all courses. RECOMMENDATION Evaluation of training programs need to be conducted both before. evaluations should be done for any courses in which the trainees need to retain a set of knowledge or apply a specific skill. Ideally.

 Link organizational operational and individual training needs.  Use training and development to bridge the gap with the external world.  Commit major resources and adequate time for training and development. Recommendations include concentrating on the most expensive programs. Training Need Analysis is a well-developed process adopted by Fortis Hospital to develop each & every Fortis employee to cope with the changing trends.companies to conduct Levels 3 and Level 4 evaluation on every single course.  Use training and development programmes as the development tool for individuals. Training need identification 79 . or courses that have high priority to upper management.  Use retraining to continuously upgrade employee's skills. The method has been incorporated in the policies of HR to make room for the uncertainty of the future. the strategic value of a course.  Integrate the training and development programmes into initiatives for change management.  Install training systems that substitute work experience. To achieve organizational effectiveness in order to achievement of goal and to acquire best from training programmes there are few points to consider  Make learning one of the fundamental values of the company.  Avoid the repetition of Same Training programmes.

audio-video aids etc. as this will allow them to work on their drawbacks.  Make Training and Development programmes more effective by making Organisation analysis. Thus resulting in learning of other skills also.  Rely on more informal. interesting and professionally challenging work experiences. unstructured unplanned and easily adaptable training situations. This will help the employees to develop good interpersonal skills. This will give birth to a healthy personal development.  Case studies.  Create a conducive climate for continued learning and growth. These growth opportunities should be prevailed to the employees at all the levels. should be used to impart behavioral training program in an effective way.  New growth opportunities should be created for the employees so that they can get new. as the experience of employees will get exposed to the climate. Design the Training and Development programmes to match job specification. Task analysis and Man analysis.  Create a good system to evaluate the effectiveness of training  Trainees should be given feed back about their performance after training. Training need identification 80 .

Training need identification 81 .

 The attrition rate of the nurses and doctors are very high that create a problem to identify the training need. inaccurate responses. These limitations may arise due to sampling size selection.  The number of people surveyed were only a part of the whole population in the Fortis Hospital. whereas Forts health care Ltd is a very big organisation employing number of employees. Limitation Any project that employs questionnaire as an instrument for study is bound to have limitations. or the profile of the sample population. are summarized as under:  The most important limitation of this analysis is that it has been conducted in only one of the offices of Forts health care Ltd.. which might have contributed to edge effects in the instant study. The salient points. which employs around 250 employees.  A student has conducted the survey for their educational purposes and Training need identification 82 . Noida.

 Also the cooperation on the part of the respondents can be difficult to presume. Gone are the days when management manages business through transactional' & exchange modes with the unprecedented turbulence today. CONCLUSION In the present corporate Olympia. They need to be innovative in order to cope with the uncertainty around. Training need identification 83 . decision-making process & styles for effectively coping with the global competition. not by a professional surveyor. no organization can achieve success through the old ways of functioning. Today the need of re-examine & reframe the very mode of transacting & process of organization building to meet complex environmental demands & challenges is quite high. management system. which is characterized by unprecedented competition to excel & the large-scale changes in organizational strategies to grow? The Indian organization needs to redraw & revamp their strategies. Organizational structure.  As the questionnaire and personal interview had been used for the survey. the respondents who lack the learning skills could have revealed the wrong information.

various trainings are conducted in Fortis Hospital Noida for its employees effectively. On the defined yardsticks. The training activities at Fortis Hospital Noida are adequate. yet we cannot say that it is free from any loopholes. The training cell at Fortis Hospital Noida needs to continuously monitor and review its training programmes to ensure that it remains on stalk. To get best of the training programmes. Training need identification 84 . Although work at Fortis Hospital Noida has a very systematic approach. These are what foreseen in any training program by an organization. It is an ongoing continuous process & its possible outcomes can only be met through proper implementation by the organization. management has to take some initiatives.

P. Human Resource management • Pasrikh Uday Instrument for training in HRD • Pearsonal Training and development. Bibliography • Rao • Training need identification 85 . • • • www. Human Resource management • Prasad L.

Training need identification 86

Training need identification 87

 Please give answer to the basis of
this questioners.


Name :

Employee Id :

Designation :

Department :

Location :

Date of Joining :

1 Yes No
) 1)Do you require a high degree of technical
knowledge for your job? No

2)How do you work? Please circle
Alone Part of a team Other (specify below)

Training need identification 88

to what extent do 9 you do different things at work. ) (iii) leadership training Training need identification 89 . Very little Moderately A lot 2 5) What training or experience would be required? .(i) machine 0 operation.(ii) formal meeting procedures.(iii) Occupational Health. such as customers. clients or people in you ) own organisation? Please circle. using several skills and ) talents? Please circle. ie.1 3)To what extent does your job require you to work closely 8 with other people. Very little Moderately A lot 1 4)How much variety is there in your job.(iv) Safety ) Awareness 2 6)What training or development do you need to help more beneficial 1 to you?(i) external degree study.(ii) negotiation skills.

20 20 – 40 More than 40 Total 10)To whom the training is given more in your organization? Response No. of Percentage respondants Senior staff Junior staff New staff Based on Training need identification 90 . of Percentage respondants Less than 10 10 . 7)According to you which of the following training are more beneficial to the organization? 8)How do you select executives for training? 9)How many training programmes will you attend in a year? Response No.

requirement Total 11)What are all the important barriers to Training and Development in your organization? Response No. of respondants Percentage Strongly Agree Agree Somewhat agree Disagree Total Training need identification 91 . of respondants Percentage Time Money Lack of interest by staff Non-availability of skilled trainer Total 12)Enough practice is given for us during training session? Do you agree with this statement? Respondants No.

of respondants Percentage Strongly agree Agree Somewhat Disagree Total 14)Employees are given appraisal in order to motivate them to attend the training. Do you agree with this statement? Respondants No. Do u agree with this statement? Respondants No. of respondants Percentage Strongly Agree Agree Somewhat Disagree Total 15)What are the skills that the trainer should possess to make the training effective? Respondants No. of respondants Percentage Training need identification 92 . 13)The training sessions conducted in your organization is useful.

of respondants Percentage 17)Reason for shortage of skilled man power at workplace are : Respondats No.Technical skills People skills or Soft skills Generalist makes better Personnel managers than Specialist Fond of talking to people Total 16)What are the general complaints about the training session? Respondants No. of respondants Percentage Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level Training need identification 93 .

Total Signature of Staff Member : Date : Signature of Supervisor : Date : Training need identification 94 .