INDIAN SOCIETY FOR TRAINING AND DEVELOPMENT { ISTD}

INTERNSHIP PROGRAMME

Jyoti Sharma
REG NO. 25318
78th batch. 

PREPARTORY NOTE:

Option – I:

a) One Study Report bringing out training requirements of an Organisation/Department.

b) Report of Five Training Sessions, conducted by the candidate (or any other person).
The report should include session objective(s) methodology, contents, training aids/ reading materials etc.

c) One Evaluation Study of a Specific Training Programme, conducted by self or any other person/agency,
using appropriate methodology.

d) Two Cases-prepared by the candidate, which may be used in a Training Session. The text of cases
should be supported by questions for discussion, possible learning points, and faculty notes etc.

THE OPTION I HAS BEEN CHOSEN BECAUSE,

It’s important to work with one own interest; I am currently working in field of training since last 5 years and
have been engaged in educating and motivating the management and engineering students and on Executive
and supervisor Level in manufacturing Industry.
My strong passion in human research & behavioral study and zeal to motivate people for ‘Integral
Personality Development by delivering value based ethical approach of personality development and
behavioral trainings, motivate me to opt the option-I.

THE PROFILE OF MENTOR

Mr. SANJEEV TOMAR, General Manager – HR, Tata Autocomp Systems Ltd, Pantnagar since 2013

A professional having 24 years of experience in the field of Education; Human Resource management, Legal
compliances, Industrial Relations, Training & Development, HRIS development and maintenance, Welfare
and Administration in wide range of industries like Auto ancillary, specialty chemical, machine building,
Non-ferrous alloys, electronics and lighting.

Note: His signed profile is attached.

GUIDE WRITTEN CONSENT FOR ACCEPTANCE:

Note: The written consent of guide is attached as PDF.

Tentative plan:
 (a) ONE STUDY REPORT BRINGING OUT TRAINING REQUIREMENTS OF AN
ORGANISATION/DEPARTMENT.

Though the training need identification exercise is carried out invariably in all the organizations, the system
to identify the needs vary from organization to organization. Some of the standard systems through which the
training need identification is done is as under:
 Performance Appraisal
 One to One interviews
 Focus Group interviews
 Questionnaire
 Document Analysis- Reviewing existing documents and analyzing
 Observation
 Organization wide skill audit – Auditing operation process
 Customer Satisfaction survey
 Organizational Methods – Changes or impact on the organization
 Job Analysis Method – Change or impact on the individual job
 Industry Analysis Methods – changes in industry characteristics and the impact on the organization.
 Behavioral Analysis – Data collection by observation
 Critical incidents – reports/description of things
 Human Analysis Methods – Paper pencil diagnostic tests of knowledge/opinions etc.
 Advisory Committee methods – Seeking advice from departmental heads.
People Involved in TNA

A) Senior managers/strategic decision makers, line managers, possibly colleagues/

Co-workers + HR specialists
B) Individuals: Learners, Trainees, Groups and their representatives.
C) Customers, suppliers, budget holders and key-initiative holders
D) Functional specialists + training specialists

There are three levels of a training needs assessment:

1. Organizational assessment as a whole
2. Occupational/task assessment
3. Individual assessment

I will discuss and share the opted method of Training need assessment method chosen for the company UNO MINDA
according to its policy in Mid Review report.

(b) REPORT OF FIVE TRAINING SESSIONS, WILL ENTAIL ALL BEHAVIOURAL

TRAININGS OF STAFF AS PER THE DIFFERENT ORGANIZATION TRAINING NEED
ANALYSIS.

Below are given topics of trainings already conducted in given industry

Organization: Interarch building equipment, SIDCUL Pantnagar

1. Training: Stress management.

Organization: CG group Ltd. SIDCUL, Pantnagar

2. Training Topic: Leadership Development.

Organization: TVS Logistics, SIDCUL Pantnagar

 3. Training Topic: Self Discovery

Organization: Uno Minda, SIDCUL Pantnagar

4. Training Topic: Team Building and cooperation
5. Training Topic: Communication skill and assertiveness

*All training has been done as per training requirement of different industry.
The methodology, contents, training aids/ reading materials will be shared in Mid Review report.

(c) ONE EVALUATION STUDY OF A SPECIFIC TRAINING PROGRAMME, CONDUCTED BY

SELF OR ANY OTHER PERSON/AGENCY, USING APPROPRIATE METHODOLOGY

Analysis of T&D evaluation techniques on which the organization is relying in terms of measuring the
outcomes of the T & D programs implemented & planned.

Training evaluation is done keeping in view of five main elements as mentioned below:

Satisfaction and participant reaction, with the help of questionnaires and random one on one discussion.
We can also create internal portal where the participants can post their feedback wrt training sessions
attended.
Knowledge acquisition- This can be evaluated by the scores they get in the technical tests which are
conducted very often in the office premises.
Behavioral application – This can be observed eventually and often immediate supervisors or mentors are
responsible for recording any change in their behavioral aspects during the course of time.
Return on investment (ROI) – Each individual performance in terms of increase in number of minutes they
process can be considered to evaluate ROI.
Measurable business improvement – Improvement in all four parameters collectively contribute towards
business improvement.
Keeping in view of the above five elements, below mentioned evaluation techniques are often used at
organizations.

1. Kirkpatrick’s training evaluation model.

2. Robert O Brinkerhoff- The Success Case method
3. The IPO model (Input, Process, Output)
4. Jack Philips Return On Investment
HR department pick a combination of one or two from the above models for evaluation process and
the evaluation process happen in 3 phases;
 Pre Training
 During the training
 Post Training
Results of training evaluation are submitted to senior management and some points of evaluation are
accessible to employees as well through portal.
 (d) TWO CASES-PREPARED BY THE CANDIDATE, WHICH MAY BE USED IN A TRAINING
SESSION.     THE TEXT OF CASES SHOULD BE SUPPORTED BY QUESTIONS FOR
DISCUSSION, POSSIBLE LEARNING POINTS, AND FACULTY NOTES ETC.

As the course content focuses on the communication skills, target oriented timely conscious work culture,
ability to question, work planning and organizing, judgment or decision making skills, problem solving, and
problem understanding;
There are many case study already used in course content.
As per the curriculum demand for the two self developed case studies will be discussed and shared in mid
review report.

Any of these training methodologies such as

Case study/ Case histories will also be shared with course content.

Role play, activities, videos and corporate story sessions are also done in above discussed training sessions
that will be the part of Final Report.

Thanks!