A Project Report

ON

"To Study Of training and

development”
At
Rishabh instruments pvt ltd

By
Manisha Patil
MBA-II(HR)
 OBJECTIVE

 To evaluate the effectiveness of training and development programs in

Rishabh instruments pvt ltd.

 To identify the knowledge and skills required by employees to perform the job
efficiently and effectively.

 To assess the satisfaction level of employees with regard to training.

 To understand the training needs of employees in the firm.

INTRODUCTION OF TRAINING AND
DEVELOPMENT
Training and development play an important role in the effectiveness of organisations
and to the experiences of people in work. Training has implications for productivity,
health and safety at work and personal development. All organisations employing
people need to train and develop their staff. Most organisations are cognisant of this
requirement and invest effort and other resources in training and development. Such
investment can take the form of employing specialist training and development staff
and paying salaries to staff undergoing training and development. Investment in
training and development entails obtaining and maintaining space and equipment. It
also means that operational personnel, employed in the organisation's main business
functions, such as production, maintenance, sales, marketing and management
support, must also direct their attention and effort from time to time towards
supporting training development and delivery. This means they are required to give
less attention to activities that are obviously more productive in terms of the
organisation's main business. However, investment in training and development is
generally regarded as good management practice to maintain appropriate expertise
now and in the future.

Training and development is vital part of the human resource development. It is

assuming ever important role in wake of the advancement of technology which has
resulted in ever increasing competition, rise in customer’s expectation of quality and
service and a subsequent need to lower costs. It is also become more important
globally in order to prepare workers for new jobs. In the current write up, we will
focus more on the emerging need of training and development, its implications upon
individuals and the employers.

TYPES OF TRAINING

1. INDUCTION TRAINING:
Induction Training also known as orientation training given for the new recruits in
order to make them familiarize with the internal environment of an organization. It
helps the employees to understand the procedures, code of conduct, policies existing
in that organization.

2. JOB INSTRUCTION TRAINING:

This training provides an overview about the job and experienced trainers
demonstrates the entire job. Addition training is offered to employees after evaluating
their performance if necessary.
3. VESTIBULE TRAINING:
It is the training on actual work to be done by an employee but conducted away from
the work place.

4. REFRESHER TRAINING:
This type of training is offered in order to incorporate the latest development in a
particular field. This training is imparted to upgrade the skills of employees. This
training can also be used for promoting an employee.

5. APPRENTICESSIP TRAINING:
Apprentice is a worker who spends a prescribed period of time under a supervisor.

NEED FOR TRAINING

1. ENVIRONMENTAL CHANGES:
Mechanization, computerization, and automation have resulted in many changes that
require trained staff possessing enough skills. The organization should train the
employees to enrich them with the latest technology and knowledge

2. ORGANIZATIONAL COMPLEXITY:
With modern inventions, technological upgradation, and diversification most of the
organizations have become very complex. This has aggravated the problems of
coordination. So, in order to cope up with the complexities, training has become
mandatory.

3. HUMAN RELATION:

Every management has to maintain very good human relations, and this has made
training as one of the basic conditions to deal with human problems.
4. TO MATCH EMPLOYEE SPECIFICATIONS WITH THE
JOB REQUIREMENTS AND ORGANIZATIONAL NEEDS:

An employee’s specification may not exactly suit to the requirements of the job and
the organization, irrespective of past experience and skills. There is always a gap
between an employee’s present specifications and the organization’s requirements.
For filling this gap training is required.

5. CHANGE IN THE JOB ASSIGNMENT:

Training is also necessary when the existing employee is promoted to the higher level
or transferred to another department. Training is also required to equip the old
employees with new techniques and technologies.

IMPORTANCE OF TRAINING

Training of employees and managers are absolutely essential in this changing

environment. It is an important activity of HRD which helps in improving the
competency of employees. Training gives a lot of benefits to the employees such as
improvement in efficiency and effectiveness, development of self confidence and
assists everyone in self management.

The stability and progress of the organization always depends on the training imparted
to the employees. Training becomes mandatory under each and every step of
expansion and diversification. Only training can improve the quality and reduce the
wastages to the minimum. Training and development is also very essential to adapt
according to changing environment.

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.

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. DERIVING INSTRUCTIONAL OBJECTIVE:

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.

3. 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.
 4. 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.

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.

5. 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.

Thus, every firm follows the series of steps to design an effective training programme
that serves the purpose for which it was intended.

TRAINING METHODS
The various methods of training may be classified into the following categories:

 On-the-job training

 Off-the-job training

A. ON-THE-JOB TRAINING METHODS:

Under these methods new or inexperienced employees learn through observing peers
or managers performing the job and trying to imitate their behaviour. These methods
do not cost much and are less disruptive as employees are always on the job, training
is given on the same machines and experience would be on already approved
standards, and above all the trainee is learning while earning. Some of the commonly
used methods are:
1. COACHING:
Coaching is a one-to-one training. It helps in quickly identifying the weak areas and
tries to focus on them. It also offers the benefit of transferring theory learning to
practice. The biggest problem is that it perpetrates the existing practices and styles. In
India most of the scooter mechanics are trained only through this method.

2. MENTORING:
The focus in this training is on the development of attitude. It is used for managerial
employees. Mentoring is always done by a senior inside person. It is also one-to- one
interaction, like coaching.

3. JOB ROTATION:
It is the process of training employees by rotating them through a series of related
jobs. Rotation not only makes a person well acquainted with different jobs, but it also
alleviates boredom and allows to develop rapport with a number of people. Rotation
must be logical.

4. JOB INSTRUCTIONAL TECHNIQUE (JIT):

It is a Step by step (structured) on the job training method in which a suitable trainer
(a) prepares a trainee with an overview of the job, its purpose, and the results desired,
(b) demonstrates the task or the skill to the trainee, (c) allows the trainee to show the
demonstration on his or her own, and (d) follows up to provide feedback and help.
The trainees are presented the learning material in written or by learning machines
through a series called ‘frames’.

5. APPRENTICESHIP:
Apprenticeship is a system of training a new generation of practitioners of a skill. This
method of training is in vogue in those trades, crafts and technical fields in which a
long period is required for gaining proficiency. The trainees serve as apprentices to
experts for long periods. They have to work in direct association with and also under
the direct supervision of their masters.
6. UNDERSTUDY:
In this method, a superior gives training to a subordinate as his understudy like an
assistant to a manager or director (in a film). The subordinate learns through
experience and observation by participating in handling day to day problems. Basic
purpose is to prepare subordinate for assuming the full responsibilities and duties.

B. OFF-THE-JOB TRAINING METHODS:

Off-the-job training methods are conducted in separate from the job environment,
study material is supplied, there is full concentration on learning rather than
performing, and there is freedom of expression. Important methods include:

1. LECTURES AND CONFERENCES:

Lectures and conferences are the traditional and direct method of instruction. Every
training programme starts with lecture and conference. It’s a verbal presentation for a
large audience. However, the lectures have to be motivating and creating interest
among trainees. The speaker must have considerable depth in the subject. In the
colleges and universities, lectures and seminars are the most common methods used
for training.

2. VESTIBULE TRAINING:
Vestibule Training is a term for near-the-job training, as it offers access to something
new (learning). In vestibule training, the workers are trained in a prototype
environment on specific jobs in a special part of the plant. An attempt is made to
create working condition similar to the actual workshop conditions. After training
workers in such condition, the trained workers may be put on similar jobs in the actual
workshop.

3. SIMULATION EXERCISES:
Simulation is any artificial environment exactly similar to the actual situation. There
are four basic simulation techniques used for imparting training: management games,
case study, role playing, and in-basket training.

INDUSTRY PROFILE
Rishabh Instruments, is a 100% Export Oriented Unit (EOU) managed by founder-
promoter Mr.Narendra Goliya (CMD), B.Tech from IIT-Mumbai and M.S from
Stanford University-USA. The company is diversified in basic two broad product
categories which are 'Test and Measuring Instruments' and 'Industrial Control
Products. The Rishabh brand has a reputation for safety, portability, ruggedness and
right standards of quality. No wonder Rishabh has global presence in more than 35
countries.
Rishabh Instruments competence in manufacturing is being en-cashed for the last 20
years by several companies of international repute. The company is focused on Design
and Development of next generation products. To expand these activities further,
Rishabh has built a R&D centre and Tool Room at Trishala. It has its own setup of
Surface Mounted Technology (SMT) pick and place machines from Germany. The
Design and manufacture of moulds and tools department has been evolved from the
intrinsic need of the company to have its own moulds and press shop. This enables to
deliver quality products in time and at competitive price.

The world class equipments in-housed are the Deckel Maho- Germany CNC Machine
and Arburg-Germany Moulding machines. To add to this it has state of art German
Technology perpetual inventory control KARDEX storage system. As a result all the
items, their locations and stocks are known to the ERP system. The company has
developed its own software for Analog Panel Meters dial plotting using VC++ and
MS Access and Graphtec plotters. Most of Rishabh Managers and Engineers have
worked with our collaborators design and development engineers and have a total
experience of over 50 man years.

HISTORICAL BACKGROUND

Rishabh Instruments Pvt. Ltd., with an experience of nearly three decades is an

organization that has built its core competence in manufacturing, design and
development of Test and Measuring Instruments and Industrial Control Products on
strong fundamentals; in terms of people, infrastructure and financials. The company
provides a hands-on, value driven, professional environment considering people its
most important asset.

Birth.
Back in the day when computers ran on 8MB, India was yet to open its foreign trade
policies, Rishabh started as an Analog Panel meter company in 1985, in the small
industrial town of Nashik. The initial struggle was tough, Rishabh was close to being
a sick unit but as our German technology partners realized our manufacturing skills
and started buying our products, things started changing. We started exporting Analog
Panel meters to companies who admired our mark for quality. The early 90’s was
when Rishabh stabilized as a company, this is when the company found it’s feet.

Growth.
In the late 1990’s the electro-mechanical era started shifting towards digital and to
keep up with the trend, Rishabh started manufacturing Digital Panel Meters,
Transducers, and a range of test and measuring products like Multimeters and
Insulation Testers. Again technology was collaborated from European partners and
products were manufactured in India.

Rishabh also realized it’s growing expertise in buying, cost reduction and other set of
manufacturing skills and soon also started contract manufacturing of electrical
instrumentation products for companies in western nations. It became a strong
outsourcing partner to companies who apart from the cost advantage also loved
Rishabh’s investments in new technologies.

What we saw in every buyer was - “They came to us for our competitive costs, and
stayed with us for quality.”

Development.
Done with borrowing & following technology, Summer of 2003 was when an
independent Research & Development Unit, Trishala was inaugurated with one and
one aim only - to create technology. This led to the introduction of our new products
completely developed & manufactured in Nashik. Many products lines have since
been added and Rishabh has found its place in the Electrical Measurement Industry as
a technology innovator.
Going Global.
To accelerate growth, apart from its sustaining organic growth endeavors Rishabh
acquired Lumel S.A. in summer of 2011 from the Polish state. The synergies of the
joint unit have become a turning point in Rishabh's history. Rishabh’s cost control and
market dominance and Lumel’s European base with a solution oriented product basket
have turned out to be game changer for both organizations.

PRODUCTS OF THE COMPANY:

Testing & Measuring Equipment

Measuring Tools & Equipment

Electrical Testing & Measuring Equipment
Electrical Goods, Equipment & Supplies

Relays
Electronic Testing Equipment

Digital Panel Meter

 LITERATURE REVIEW

According to Shelley Frost, Demand Media Training is a crucial component in

preparing new employees for their positions and keeping existing employees current
on critical information. To be effective, a training program needs a specific purpose
with appropriate training methods. Understanding the factors that influence training
programs enables you to develop or change your current employee education to make
it fit the needs of your business and your employees.

According to Henry Ongori (2011), Jennifer Chishamiso Nzonzo, training and

development has become an issue of strategic importance. Although many scholars
have conducted research on training and development practices in organizations in
both developing and developed economies, it is worth mentioning that most of the
research has concentrated on the benefits of training in general. There is however,
limited focus on evaluation of training and development practices in organizations.

According to Haslinda ABDULLAH (2009), the challenges faced by employers and

organizations in the effective management of HR T&D varied from concerns about
the lack of intellectual HR professionals to coping with the demand for knowledge-
workers and fostering learning and development in the workplace. The core and focal
challenge is the lack of intellectual HRD professionals in manufacturing firms, and
this suggests that employers viewed HR T&D as a function secondary to HRM and
perhaps considered it as being of lesser importance. This implication could lead to the
ineffective implementation of HR T&D activities and increase ambiguity and failure
in effectively managing HR T&D as a whole.

According To Fizzah(2011),The purpose of the research is to find out how training

and development effect organizational performance and to find out what is the impact
of training and development in organization. Data is collected from the 100 members
of different organizations. And the previous researches carried out on training and
development. Training and development is important for the employees in
organization, it helps the employees to improve their skills and to give a good
performance in workplace. There is a big relation between training and development
with the organization performance and the relationship is discussed in the paper.

According to Iftikhar Ahmad and Sirajud Din(2009),Training and development is

adopted by organizations to fill the skill gap of employees. Training evaluation must
be appropriate for the person and situation. Evaluation will not ensure effective
learning unless training is properly designed. Successful evaluation depends upon
whether the means of evaluation were built into the design of the training program
before it was implemented.
According to Bates and Davis (2010), Usefulness of training programme is possible
only when the trainee is able to practice the theoretical aspects learned in training
programme in actual work environment. They highlighted the use of role playing,
cases, simulation, mediated exercises, and computer based learning to provide
exposure to a current and relevant body of knowledge and real world situations

Cheng and Ho (2001), discuss the importance of training and its impact on job
performance: While employee performance is one of the crucial measures emphasized
by the top management, employees are more concerned about their own productivity
and are increasingly aware of the accelerated obsolescence of knowledge and skills in
their turbulent environment. As the literature suggests, by effectively training and
developing employees, they will become more aligned for career growth—
careerpotential enhances personal motivation

According to Ananth (1998), He pointed out different problems faced by the

organization in handling the corporate finance such as the time of procurement and
investment of funds. He suggested that the organisation must relate itself with the
needs of changing environment by taking good decisions through professionally
trained people.
 RESEARCH METHODOLOGY
Research methodology is a systematic way to solve research problems. Researcher has
to design his methodology. Research methodology deals with research methods and
takes into consideration the logic behind the method .It also deals with objective of
research study, the method of defining the problem, type of data collected, methods
used for collecting and analyzing data. It also deals with objective of research study;
the method is defining the problem, type of data collected and the methods used for
collecting the data. The research processes that will be adopted in the present study
consist of the following stages. Defining the problem and the research objective

 Developing the research plan

 Collection of data.

 Analyze the collected information

 Report research findings

POPULATION/ SAMPLE SIZE

Population The population size 200 employees.

SAMPLE SIZE
Samples size is the number of items to be selected from the population to constitute
the sample for the research. For this research a sample of 40 employees was taken.

DATA COLLECTION METHOD:

 PRIMARY DATA:
Primary data is known as data collected for the first time through field
Survey. Such data are collected with specific set objectives. Primary data
Always reveals the cross section picture of anything studied. This is
Needed in research to study the effect or impact any policy.
 SECONDARY DATA:
Secondary data refers to the information or facts already collected. Such
Data are collected with the objectives of understanding the past status of any
Variable data collected and reported by some source is accessed and used
for the objectives of the study. The secondary data were collected from:

Magazine

Books

Journals

Records maintained by HR department

Company websites.
DATA ANALYSIS & INTERPRETATION
1] Your organization considers training as a part of organizational strategy. Do
you agree with this statement?

a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A B c d
35 3 2 0

Strongly agree
8% 5% 0%

Agree

87% Somewhere
agree
Disagree

Interpretation

According to the above data, 87% of employees strongly agree with this statement.
8% of employees agree with this statement, 5% of employee somewhere agree with
this statement. Majority of the employees are agreed that training is a part of the
organizational strategy.
2] How often the training program are conducted in your organization?

a) Every month
b) Every Quarter
c) Half yearly
d) Once a year

a B c d
20 10 5 5

8%
Every month
17%
50% Every Quarter
25% Haf yearly
Once a year

Interpretation
According to the above data, it is clear that out of 100% employees,50% employees
get training monthly. 25% of employees get training every quarter.& 17% employees
get training half yearly. From the data collected we can say that employees get
training in every month or every quarter.
3] Training program according to you is

a) Improve skills
b) Improve knowledge
c) Change attitude
d) All of the above

a B c d
10 7 3 25

Improve skills

22% Improve
15% Knowledge
56%
Change
attitude
7% All of the
above

Interpretation
According to the data collected, Only 56% employees agreed that training program
improve skills, improve knowledge & it change the attitude. Remaining employees
have their individual perspective about training program.
4] To whom the training is more in your organization?

a) Senior staff
b) Junior staff
c) New staff
d) Based on requirement

A b c d
4 6 10 20

10% Senior staff

50% 15% Junior staff

25% New staff

Based on
Requirement

Interpretation
According to the above data, 50% of are given training based on requirement which is
good were employees actually need to provide that training or fulfil their needs
company get success. 25% of new staff are given training. 15% of junior staff are
given training. 10% of senior staff are given training.
5] What are all the important barriers to training and development in your
organization?
a) Time
b) Money
c) Lack of interest by staff
d) Non-availability of skilled trainer

A b C d
19 10 8 3

Time

8%
Money
20% 47%

25% Lack of
interest by
staff
Non-
Availability of
skilled trainer

Interpretation
According to the above data, 45% of employees consider time as a barrier in their
training. If employees want maximum time for training than company have to adjust
time or make changes in their timetable. 20% of employees consider lack of interest as
a barrier. 25% of employees consider money as a barrier. 8 % of employees consider
non-availability of skilled trainer as a barrier
6] Company gives motivation to attend the program in which is to be arranged
by the company?

a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c D
37 2 1 0

5%3% 0% Strongly agree

agree

92% Somewhere
agree
Disagree

Interpretation
According to the above data, It was strongly agreed to the statement that company has
to motivate the employees to attend the training program. 92% of employees strongly
agreed that company gives motivation to attend the program is to be arranged by the
company. 5 % employees agree & 3% employees somewhere agree.
7] What kind of training methods does the organization provide to train the
employee?

a) On the job training

b) Off the job training
c) Both

A b C
5 6 27

on-the-job
13%
16% training
off-the-job
71% training
both

Interpretation
According to the above data,

71% of employees said both on job and off job training is used as method of training
which is fine as their need. 13% of employees said on job method is used as a mode of
training. 16% of employees said off job method is used as a mode of training.
8] Training program helped to increase productivity in terms of both quality and
quantity?
a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c D
16 10 4 0

0% Strongly agree

13%
agree
33% 54%
somewhere
agree
Disagree

Interpretation
According to the above data, it is clear that out of 100% employees,

54% of employees are strongly agreed that training program helped to increase
productivity in terms of both quality & quantity. 33% of employees said agree and
13% of employees are somewhere agree.
9] Which type of training in your organization manages for new recruitment?
a) Technical training
b) Management training
c) Safety training
d) TPM skill training

a B c D
10 11 10 9

Technical
training
23% 25% Management
training
25% 27% Safety training

TPM skill
training

Interpretation
According to the above data, it is clear that out of 100% employees,

New recruitment are given all types of training. Here 25% of employees said technical
training are given to the new recruitment. 27% of employees said management
training. 25% of employees said safety training & 23% of employees said TPM skill
training are given to the new recruitment.
10] Training & development programme increase the efficiency in employee. Do
you agree?
a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c D
17 11 2 0

Strongly
7% 0%
agree
Agree
37%
56%
Somewhere
agree
Disagree

Interpretation
According to the above data, it is clear that out of 100% employees,

56% of employees strongly agreed that training and development program increase
the efficiency in employee. 37% of employees are agreed and 7% of employees
somewhere agreed.
11] Employees are given appraisal in order to motivate them to attend the
training. Do you agree with this statement?
a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c D
30 6 4 0

0% Strongly agree
10%
15% Agree

75% Somewhere
agree
Disagree

Interpretation

According to the above data, it is clear that out of 100% employees

75% employees are strongly agree with this statement. 30% Response for somewhere
agree. 10% Employees are agree with this statement. 15% only strongly agree with
this statement. Majority of the employees strongly agrred that they get appraisal in
order to motivate them to attend the training.
12] What are general feedback policies of your company after the training
sessions?
a) No feedback taken
b) Question & Answer session with trainees
c) Feedback from trainers
d) Surveys & interviews

A B c d
0 17 9 14

No feedback
taken
0%
Question &
35% 42% Answer session
with trainees
feedback from
23%
trainers

surveys &
interviews

Interpretation
According to the above data, it is clear that out of 100% employees,

After every training session, feedbacks are always taken in the company. Mostly
company prefer Question & answer session. 42% of employees prefer question &
answer sessions. 35% of employees voted for surveys & interviews, whereas 23%
employees voted for feedback from trainers.
13] Training and development activities helps the organization to maintain
employee relation rate. Do you agree?

a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c d
22 14 4 0

Strongly agree
10% 0%

agree
35% 55%
Somewhere
agree
Disagree

Interpretation
According to the above data, it is clear that out of 100% employees,

55% of employees strongly agreed that training & development activities helps the
organization to maintain employee relation rate. 35% of employees agreed with this
statement and 10% of employees somewhere agreed with this statement.
14] Training enhance personality and it brings enthusiasm at work place?
a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c d
24 13 3 0

Strongly agree
8% 0%

Agree
32%
60%
Somewhere
agree
Disagree

Interpretation
According to the above data, it is clear that out of 100% employees,

Training is important to develop a skill of an employees and it helps one to overcome

the weakness and also enhance the skill if lacking at some field therefore and strongly
agree. 60% of employees are strongly agree with this statement & 32% employees are
agree with this statement.
15] Enough practice is given for us during training sessions? Do you agree with
this statement?
a) Strongly agree
b) Agree
c) Somewhere agree
d) Disagree

A b c d
32 8 0 0

0% 0% Strongly agree

20%
Agree

80% Somewhere
agree
Disagree

Interpretation
According to the above data, it is clear that out of 100% employees,

Maximum no. of 50% of employees strongly agree that enough practice is given
during training process.
20% of employees agree with this statement.
 FINDINGS & OBSERVATION

1.The most preferred method of training - On the job training.

2. A Training and Development program is successful when it meets all the stated
objectives with competent faculties & useful resources that make the learning easy.

3. The Training and Development program helps in the faster growth rate of
employees in the organization by improving the productivity level and strengthening
areas where an employee lags.

4. The success of a Training and Development program depends on the amount

of transfer of training - i.e. how far the employee could brings the learning ( from
the T&D program) back into the job.

5. The motivation obtained from the Training and Development program impacts the
productivity and thus the success of a Training and Development program.

6. Job commitments and pressure from superiors are a major factor in attending
a Training & Development program.

7. The common human psychology of human beings preferring / inclining towards

newer and innovative things and events are applicable to the Training and
Development program as well - factors like new innovations and technology and the
opportunity to interact with other participants (which are different from the routinely
schedule) facilities the employees' mindset to attend the T&D program.
 CONCLUSION

On the basis of the study, the following conclusions are drawn:

 Employees are satisfied with the training and development programmes given
to them.

 Maximum employees said that they get help whenever they require
.
 Employees prefer both training methods: On-the-job training method & Off-
the-job training method.

 The training programmes has helpful in developing skills of the employees.

 Time and lack of interest in employees act as a barrier in training programmes.

 Maximum no of employees finds that the work place environment is healthy.

 Most of the employees wants their workplace to be redesigned where the

training sessions are conducted.

 After attending the training programme most of the workers find their attitude
better towards the job.

RECOMMENDATIONS
 Training and Development should be flexible and friendly.

 There must be clear relation between training electiveness and strategic goals
of the organization.

 The Rishabh instrument should increase their training budget. Because without
a big budget the company would not be able to introduce modern technology in
their training system.
 REFERENCES

American Society for Training & Development. (2008). State of the Industry Report.

Hutchins, H., and L. Burke. (2007). “Identifying Trainers’ Knowledge of Training

Research Findings – Closing the Gap Between Research and Practice.” International
Journal of Training and Development, 11 (4), 236-264.

Validation Of A New Systemic Model. International Journal of Training and

Development, 8 (3), 210-221.

Aguinis, Herman; Kraiger, Kurt (January 2009). "Benefits of Training and

Development for Individuals and Teams, Organizations, and Society". Annual Review
of Psychology.

Campbell, J P (January 1971). "Personnel Training and Development". Annual

Review of Psychology.

Scarpello, V. G., James Ledvinka, and Thomas J. Bergmann. Human Resource

Management: Environments and Functions. Southwestern, 1995.

Goldstein, Irwin L., ed. Training and Development in Organizations. Jossey-Bass,

1989.
QUESTIONNAIRE

QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT

1] Your organization considers training as a part of organizational strategy. Do you

agree with this statement?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

2] How often the training program are conducted in your organization?

e) Every month
f) Every Quarter
g) Half yearly
h) Once a year

3] Training program according to you is

e) Improve skills
f) Improve knowledge
g) Change attitude
h) All of the above

4] To whom the training is more in your organization?

a) Senior staff
b) Junior staff
c) New staff
d) Based on requirement

5] What are all the important barriers to training and development in your
organization?
e) Time
f) Money
g) Lack of interest by staff
h) Non-availability of skilled traine

6] Company gives motivation to attend the program in which is to be arranged by the

company?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree
7] What kind of training methods does the organization provide to train the employee?
d) On the job training
e) Off the job training
f) Both

8] Training program helped to increase productivity in terms of both quality and

quantity?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

9] Which type of training in your organization manages for new recruitment?

e) Technical training
f) Management training
g) Safety training
h) TPM skill training

10] Training & development programme increase the efficiency in employee. Do you
agree?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

11] Employees are given appraisal in order to motivate them to attend the training. Do
you agree with this statement?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

12] Training and development activities helps the organization to maintain employee
relation rate. Do you agree?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

13] What are general feedback policies of your company after the training sessions?
e) No feedback taken
f) Question & Answer session with trainees
g) Feedback from trainers
h) Surveys & interviews
14] Training enhance personality and it brings enthusiasm at work place?

e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree

15] Enough practice is given for us during training sessions? Do you agree with this
statement?
e) Strongly agree
f) Agree
g) Somewhere agree
h) Disagree