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“Effectiveness of Training Programmes for the Benefit of Employees”
“PARLE PVT. LTD”
In partial fulfillment for
the degree of
Sr.No. CHAPTER Acknowledgement Preface 1 2 3. 4. 5. 6. 7. 8. 9. 10. Introduction Company Profile Review of Literature Synopsis Existing System and Practices Data Analysis and Interpretation Findings of Study Suggestions and Recommendations Conclusions Annexure -Questionnaire -List of Tables -List of Graphs -Bibliography
No research can blossom from a single person’s mind without proper guidance, assistance and inspiration from various quarters. My project was given its present shape by assistance of many people whom I am greatly indebted to. I express my gratitude and indebtedness towards the people who helped me during my project work. I express my humble gratitude towards Mr. S. S. Sheoran (Managing Director) for giving me a chance to research in their reputed organization. I am thankful to Mr. Janak S. Shekhawat (Executive, HRD & Personnel) for providing me proper inputs and guidance. Last but not the least I want to thanks my Parents, without their keen interest and immense guidance it would have not been possible to complete this project.
4 . For getting the right results from the candidate providing the various training programmes is must for the Organisation. The purpose of providing the training programmes is also to explain the basic policies of workings of the organisation so that the employees must work according to the policies of the organisation for achieving the best results i. These Training Programmes helps the employees to work better in their related fields and helps them to achieve their goals by making them expertise in their related work fields.PREFACE The fast changing technological development makes the knowledge of employees obsolete so every concern has to arrange some kind of training for preparing workers for job and also keeping them acquainted with latest technological advancements. for achieving the goals of the organisation. My Research helps in identifying “The Effectiveness of the Training Programmes for the Benefits of Employees”.e. This Research helps in evaluating the real role provided by the Training Programmes for the benefits of employees.
in addition to sweets and toffees. Parle Glucose and Parle Monaco were the first brands of biscuits to be introduced. survived and succeeded. in 1939. by adhering to high quality and improvising from time to time. The year was 1929 and the market was dominated by famous international brands that were imported freely. a small factory was set up in the suburbs of Mumbai city. which later went on to become leading names for great taste and quality. Having already established a reputation for quality. despite World War II >> 5 . how to make biscuits affordable. Despite the odds and unequal competition. the Parle brand name grew in strength with this diversification.Introduction A long time ago. to manufacture sweets and toffees. this company called Parle Products. Parle Products began manufacturing biscuits. Did you know. A decade later. when the British ruled India.
there's no dearth of ingredients and the demand for more premium brands is on the rise. However. the shortage of wheat in those days. so that people could enjoy the price benefits. during the Second World War. Parle did offer a wide variety of brands. made Parle decide to concentrate on the more popular brands. Thankfully today. Apart from Glucose and Monaco biscuits. all domestic biscuit production was diverted to assist the Indian soldiers in India and the Far East.How Parle fought to make biscuits affordable to all? Biscuits were very much a luxury food in India. That's why. Apart from this. when Parle began production in 1939. 6 . we now have a wide range of biscuits and mouthwatering confectionaries to offer.
In this way. Parle-G. Mangobite and Kismi. Parle has grown to become a multi-million US Dollar company. the Parle name symbolizes quality. Poppins. by concentrating on consumer tastes and preferences and emphasizing Research & Development. since 1971. Parle enjoys a 40% share of the total biscuit market and a 15% share of the total confectionary market. Many of the Parle products . Melody. This can be seen by the success of new brands.biscuits or confectionaries. such as. we know that this reputation has been built. in India. by constantly innovating and catering to new tastes. Monaco and Krackjack and confectionery brands. are market leaders in their category and have won acclaim at the Monde Selection. such as. Hide & Seek. Be it a big city or a remote village of India. enjoy a strong imagery and appeal amongst consumers. health and great taste! And yet. such as. Today. 7 . or the single twist wrapping of Mango bite.The strength of the Parle Brand:Over the years. The Parle Biscuit brands. the Parle brand grows from strength to strength.
The Quality Commitment:- Parle Products has one factory at Mumbai that manufactures biscuits & confectioneries while another factory at Bahadurgarh. All these factories are located at strategic locations. Apart from this. All Parle products are manufactured under the most hygienic conditions. Great care is exercised in the selection & quality control of raw materials. 8 . packaging materials & rigid quality standards are ensured at every stage of the manufacturing process. Every batch of biscuits & confectioneries are thoroughly checked by expert staff. in Rajasthan and at Bangalore in Karnataka. Each factory has state-of-the-art machinery with automatic printing & packaging facilities. so as to ensure a constant output & easy distribution. Parle has manufacturing facilities at Neemrana. The factories at Bahadurgarh and Neemrana are the largest such manufacturing facilities in India. using the most modern equipment. Parle Products also has 14 manufacturing units for biscuits & 5 manufacturing units for confectioneries. in Haryana manufactures biscuits. on contract.
25. We constantly endeavor at designing products that provide nutrition & fun to the common man. This is based on our cultivated understanding of the Indian consumer psyche. Additionally.500 wholesalers. built over the years. 9 . The Parle marketing philosophy emphasizes catering to the masses. urban consumers. Parle Products also manufactures a variety of premium products for the upmarket. Parle has nearly 1.The Marketing Strength:The extensive distribution network. Most Parle offerings are in the low & mid-range price segments. caters a range of products to a variety of consumers. catering to 4. A two hundred strong dedicated field force services these wholesalers & retailers. And in this way. Parle biscuits & sweets are available to consumers. is a major strength for Parle Products.000 retail outlets directly or indirectly. However. there are 31 depots and C&F agents supplying goods to the wide distribution network. even in the most remote places and in the smallest of villages with a population of just 500. The value-for-money positioning helps generate large sales volumes for the products.
The Customer Confidence:- The Parle name conjures up fond memories across the length and breadth of the country. "Parle Products Limited will strive to provide consistently nutritious & quality food products to meet consumers' satisfaction by using quality materials and by adopting appropriate processes. the people of India have been growing up on Parle biscuits & sweets. Maximizing value to consumers and forging enduring customer relationships are the core endeavors at Parle. the Parle brands have found their way into the hearts and homes of people all over India & abroad. Parle Biscuits and confectioneries. since 1929. 10 . continue to spread happiness & joy among people of all ages. The consumer is the focus of all activities at Parle. After all. To facilitate the above we will strive to continuously train our employees and to provide them an open and participative environment. Our efforts are driven towards maximizing customer satisfaction and this is in synergy with our quality pledge. Today.
As part of the efforts towards a larger share of the global market. now relish Parle products.PRODUCTS:Import-Export:- The immense popularity of Parle products in India was always a challenge to our production capacity. South America and Sri Lanka. Now. using more modern techniques for capacity expansion. Dubai. Africa. Parle biscuits and confectionaries are fast gaining acceptance in international markets. Parle has initiated the process of getting ISO 9000 certification. Even the more sophisticated markets like USA & Australia. 11 . Abu Dhabi. silver and bronze medals at the onde Selection. Many Parle Products have also won Gold. such as. we have begun spreading our wings and are going global.
Or so it seems.Marie Choice More and more people are now discovering the pleasures of a cup of hot steaming tea. Find out for yourself over a cup of tea. Parle Marie Choice has fast become a preferred teatime accompaniment. chai toh hai bahana. 12 . After all. Whatever the reason. In reality they are actually using (misusing) tea as a ready excuse to indulge in another packet of Parle Marie Choice.
it is one of the largest selling toffee bars in India. A delicious elaichi (cardamom) toffee bar. the sales of Kismi Bar complement its size . The Kismi Bar is a favourite for its great taste and huge size.Kismi Bar The 'Maha' Tasty Bar. In fact. Kismi Toffee 13 . that's the best description for the Kismi Bar.
14 . coffee or milkshakes. 3 Silver and 1 Bronze award at the 'Monde Selection'. very delicious! This delightful biscuit is acclaimed in India and across the world for its controversial sweet and salty taste.A little salty…That's what makes Krackjack very. You can enjoy Krackjack any time plain or with a host of beverages like tea. Krackjack has won 11 Gold.Krackjack A little sweet .
and start talking the MangoBite boli. Chat with a tiger. All you need to do is pop a MangoBite into your mouth. roll it around. Share jokes with an African tribal. Tchaak toowwiss tch klaack. Delicious twishck chaack real mango tck chhooosss. suckk suckk MangoBite. Mmmchaack chuppack cchiss toowwich chaack.Mango Bite Communicate with aliens. 15 .
is now available at a store near you. Can you taste the green apple? And what about the orangey orange? Or red strawberry and yellow mango? Try the lime green lemon now. and pop a goli rainbowwalli into your mouth. my friends. open a pack of Poppins. 16 .Poppins What does a rainbow taste like? The answer. Don't forget the violet black currant? Now repeat till you can tell the colours with your tongue. Yes.
It was manufactured at the Mumbai factory. By the year 1949. living in cities & in villages. By the early 50s. Vile Parle and sold in units of half and quarter pound packs. This forced Parle to change the name from Parle Gluco Biscuits to Parle-G. Launched in the year 1939. from the rich to the poor. today it is available in a contemporary. for others it is a complete wholesome meal. the consumer would err in picking the brand. Parle Gluco biscuits were available not just in Mumbai but also across the state. The great taste. It was called Parle Gluco Biscuits mainly to cue that it was a glucose biscuit. over 150 tonnes of biscuits were produced in the Mumbai factory. Because of this. The incredible demand led Parle to introduce the brand in special branded packs and in larger festive tin packs.THE EVOLUTION!!! Parle-G has been a strong household name across India. it's the undisputed leader in the biscuit category for decades. No wonder. and the international quality. Originally packed in the wax paper pack.Parle-G Parle-G World's Largest Selling Biscuit PARLE G . Looking at the success of Parle-G. while for some it's a way of getting charged whenever they are low on energy. it was one of the first brands of Parle Products. It was also sold in parts of North India. And these brands had names that were similar to Parle Gluco Biscuits so that if not by anything else. Parle-G is the world's largest selling brand of biscuits. a lot of other me-too brands were introduced in the market. premium BOPP pack with attractive side fins. While some have it for breakfast. For some it's the best accompaniment for chai. high nutrition. The new airtight pack helps to keep 17 . makes Parle-G a winner. Parle-G is consumed by people of all ages.
It became a part of the daily lives of many Indians. it was decided to bring closer to the child who is a consumer. Parle-G released its Dadaji commercial. which went on to become one of the most popular commercials for ParleG. Shaktimaan that went on to become a huge success. sharing and caring. Parle-G started being advertised in the 80's. It had become an icon. Parle-G sponsored the tele-serial of the Indian superhero. A national level `Parle-G Mera Sapna Hoga' was run for a period The promo was all about dreams of children. The personality of the superhero matched the overall superb benefits of the brand. Parle extended this association with Shaktimaan and gave away a lot of merchandise of Shaktimaan. the areas covered or the number of consumers. Parle-G was the only biscuit brand that was always in short supply. Parle-G grew bigger by the minute. 2002. The commercial was run for a period of 6 years. The next level of communication associated the brand with the positive values of life like honesty. In the year 1997. It wasn't a biscuit any more. It was heading towards becoming an all-time great brand of biscuit. fulfilling the brand Shaktimaan.the biscuits fresh and tastier for a longer period. It was advertised mainly through press ads. The communication spoke about the basic benefits of energy and nutrition. In 1989. Be it the packs sold. children just Parle-G and In the year the major promo Sach of 6 months. which was supported by POS and communication. There press The could not get enough of 18 .
Ricky Ponting.‘Choco’ and ‘Cashew’. An Indian brand. especially launched for the southern market. A campaign that is not just new to the audiences but one that involves a completely new way of execution that is loved by children all over the world .000. 20 scholarships worth Rs 50. Dreams that were fulfilled ranged from trips to Disneyland at Paris & Singapore. Not just a hero but also a super-hero that saves the entire world. A TV commercial that showed G-Man saving the children from the evil force called Terrolene launched this campaign. Take a look at the global market where it is being exported. it was decided to launch a premium version of Parle-G called Parle-G Magix in the year 2002. It was also supported by print medium through posters and streamers put up at the retail outlets. over 300 dreams were fulfilled. etc. especially children from all the evil forces. And will be supported by a campaign that will see many a new creative in the future so as to keep the children excited and generate pride in being a consumer of Parle-G.were over 5 lakh responses and of that. free ride on a chartered plane.Animation. The year 2002 will go down as a special year in Parle-G's advertising history. meeting their favorite film star Hrithik Roshan. G-Man. a new superhero of Parle-G has the potential of making it big. The year 2002 also witnessed the launch of Parle-G Milk Shakti. After all that's what you would expect from the Parle-G World's Largest Selling Biscuit 19 . that's exported to almost all parts of the world. which has the nourishing combination of milk and honey. a special cricket coaching camp with the Australian cricketer . Parle-G continues to climb the stairs of success. First came the Middle East then USA followed by Africa and then Australia. Parle-G Magix is available in two exciting tastes .a new ambassador for Parle-G. To make the brand much more interesting and exciting with children. A year that saw the birth of G-Man .
VISION STATEMENT Expanding leadership in business through people. keeping pace with 20 .
market trends and technology. 1 in profit in Industry • Global Thrust CUSTOMER • Trusted Partner • Reliable & Cost effective Solutions/ services • Customer acquisition/expansion EMPLOYEES • Top 3 preferred employer • Learning Organization • Digital way TECHNOLOGY • Technology Excellence • Introduction of new Solutions/Services • World Class Products PROCESSES • Best in Class Organization 21 . MISSION STATEMENTS BUSINESS • Lead the Industry rate of growth • No.
• Business & Service Excellence • Quality Leadership
Training is often included as an essential element of an organization’s strategy to gain a competitive advantage. Every Organization needs the services of trained persons for performing the activities in a systematic way. The fast changing technological development makes the knowledge of employees obsolete so every concern has to arrange some kind of training for preparing workers for job and also keeping them acquainted with latest technological advancements. In Indian Organizations training activities has assumed high importance because of their contributions to the organizational objectives. MEANING Training may be viewed as a systematic and planned process with a purpose to impart & provide learning experiences that will bring about improvement in an employee. It is an organized procedure for increasing the knowledge & skill of people for a specific purpose. Training improves the performance of employees on present jobs and prepares them for taking up new assignments in future. DEFINITION
ACCORDING TO EDWIN B. FLIPPO, “Training is the act of increasing the knowledge & skill of an employee for doing a particular job”. ACCORDING TO MICHAEL J. JUCIOUS, “It is a process by which the aptitudes, skills & abilities of employees to perform specific jobs are increased”.
OBJECTIVES OF PROVIDING TRAINING
The general objectives of providing training are as follows:
The basic objective of training is to help develop capabilities of the employees by upgrading their skills and knowledge. Training aims to help the existing employees in improving their level of performance on their present job assignment. The aim of training is not only providing new knowledge & job skills but creating in them self consciousness & a greater awareness to recognize their responsibilities. The main objective of training is to bring about efficiency and effectiveness in the organization for its existence in competitive market situations. Training is a pre-requisite to prepare human resource for new jobs, promotions & changeover to modern technology & equipment. Training is also given to establish continual development of workforce in terms of product quality, attitude etc. with attention to the satisfaction of customer requirements.
As required by TS standards, training is imparted to employees based on identified technical behavior and organizational needs.
NEED FOR PROVIDING TRAINING TO EMPLOYEES
Training of employees is essential because work-force is a valuable asset to an organization. Training is important for the following reasons:
Increased productivity Higher employee morale Less supervision Less wastage Easy adaptability Reduced absenteeism and employee turnover Employee development Helping in solving problems Increased organizational stability and flexibility Result in quality goods and services Reduces satisfaction, complaints etc. Increased confidence and efficiency Helps employees adjust to change
TRAINING METHODS Training methods are means of attaining the basis of level in a learning situation. These methods can be grouped on the basis of level of personnel in the organization the following types of trainings are generally in use: METHODS OF TRAINING INDUCTION METHOD ON-THE-JOB TRAINING OFF-THE-JOB TRAINING APPRENTICESHIP 25 . Creates an appropriate climate for growth. Provides information for future needs in all areas of the organisation. communication Reduces outside consulting costs by utilising competent internal consulting.
This consists of lectures.In this method the worker is trained on the job and at his work place. The worker learns by observing his senior and helping him in his tasks. and mgmt. The employee is given a full description of the job he expected to do & informed about the rules. The changing technological methods 26 . Apprenticeship training: . He gets training under the same type of conditions in which he will be working later on. This method is mostly used in technical jobs. Games etc. group discussions. and public enterprises by establishing separate schools. case studies.In this method a worker is attached to an experienced or senior worker.It is helpful in acquainting personnel with latest improvements in their work. program instructions seminars. This method is generally used by govt. Refresher training: . On-the-job training: . conferences. policies and procedures.REFRESHER TRAINING VESTIBULE TRAINING Induction training: This type of training is given to help a new entrant for adapting himself to the new environment. brainstorming. Success of this method depends upon the quality of trainer Off-the-job training: .
it is a process that needs to be carried out with sensitivity. which brings about relatively permanent change in an individual. their work attitude or the level of interaction they have with their superiors or colleagues. Part of Identification of Training Needs includes providing an action plan for meeting organization’s Training needs.The word vestibule denotes a room between the outdoor & interior of a building. improving his ability to perform a job. Identification of training needs provides the basis on which all other training activities can be considered. This term is used to impart training in a classroom on plant. A particular process should be followed and completed in order to get high results of the training. TRAINING PROCEDURE Training is a learning experience. It means changing what employees know. It is important to know exactly what you are doing. It means workers are trained at some place in factory & special instructors are appointed for this job.require fresh training to existing employees which helps in refreshing the memory of employee. Often an organization will be aware that training needs exist but for one reason or another will not be in a position to identify specifically what those needs are. Vestibule training: . A training program essentially involves seven steps: 27 . their way of working. Also requiring careful thought and analysis.
PROCEDURE OF TRAINING: DISCOVERING/IDENTIF YING TRAINING NEEDS DESIGNING THE PROGRAMME CREATE TRAINING MATERIALS & TOOLS APPLICATION OF TRAINING TECHNIQUES PERFORMANCE TRY OUT 28 .
FOLLOW UP IMPLEMENT SUGGESTIONS AND IDEAS BENEFITS OF TRAINING:- Training is beneficial to both the organization as well as to the individuals. They are as follows: TO ORGANIZATION: Leads to improved profitability Improves job knowledge at all levels Create a batter corporate image Fosters authenticity and trust Aids in organizational development Provide information for future needs in all areas of organisation Increasing quality of work Helps in keeping cost down Improves labour-mgmt. Helps employees adjust to change Aids in handling conflict 29 . Relations Aids in improving organizational comm.
TO INDIVIDUAL: Better decision making & effective problem solving Encourage self development & confidence Helps a person handle conflicts Improves comm. This gap can be determined on the basis of a ‘skill analysis’ as follows: Analysis and determination of major requirements of the specific job. Training Needs:A training need exists when there is a gap between the present performance of an employee and desired performance. attitudes Increasing job satisfaction & recognition Develops a sense of growth in learning Eliminate fear in attempting new tasks. Identification of tasks needed to be accomplished to meet job requirements Understanding procedures need to be accomplish each of the job tasks Analysis of knowledge and skills Identification of any special problems & analysis of any particular skills needed to meet the problem. Skills. 30 .
THUS. The steps necessary for learning to take place are:• • • • Stimulus Response Motivation/ drive Reward/ incentive Teaching basic work skills and physical movements: .The major psychological principles followed in training are:Learning principles: it refers to modifications in behavior related with experience or training. TRAINING NEEDS = JOB REQUIREMENTS – EXISTING SKILLS TRAINING POLICIES AND PRINCIPLES: PRINCIPLES: Certain training principles are widely followed in building human resource skills especially at rank and file level.the principles of teaching work skills include: 31 .
facilitate and assist understanding etc. They activate the learner. POLICIES:- Training should be formulated by the line personnel with the assistance and advice of staff.• Employee should be taught only correct methods of work • Accuracy should be more stressed than speed • Incentives should be used • Trained trainers should be used Principles for foreman: . • The policy should indicate training objectives • Training policy may emerge from different elements of training needs • The objective of training policy is to ensure that every employee is offered the opportunity to attain skill and knowledge • It should be the policy of enterprise to conduct trainings that is fit to individuals with their jobs. These reduce training time & enhance employee motivation.there are training principles for foreman. TRAINING—THE EMERGING CHALLENGES 32 . encourage participation.
The training is effective if it is helpful to employees to do their work with more ease and that increase their efficiency as well as interest in doing job. The capability of a person depends upon the ability to work and training he receives so the training should be taken proper care of so that it must leave high effect on employees and benefit them. EFFECTIVE TRAINING The efficiency of any organization depends directly on the capability of their personnel. Training can be more effective in building human resource skills with aid of behavioral science knowledge EVALUATION OF TRAINING PROGRAMMES There are several techniques for assessing effectiveness of training programs like33 . Use training as a developmental tool for individuals Install training systems that substitute work experience Use retraining to continuously upgrade employee skills Create a system to evaluate the effectiveness of training. Make learning one of the fundamental values of the company Commit major resources and adequate time to training Use training to bridge the gap with the external world.
Using checklists Rating scales Cost account techniques Psychological tests Learning curves By discontinuing them TRAINING CAN ALSO BE EVALUATED AT FOUR LEVELS:Reaction: how well they like the program? Learning: what was learned by the trainee? Behavior: what learning was transferred to job? Results: what results were observed & what benefits accrued to organization? The persistent effects of training on behavior over a long period indicate the Effectiveness of Program. EVALUATION OF TRAINING EFFECTIVENESS:Evaluation of training effectiveness is a highly desirable step in total training programs so that one can judge the value of training 34 .
Long term training effectiveness can provide more meaningful and qualitative measurements. such as refining of training materials and methods or revisions to content. This feedback can also be extremely useful in predicting performance after the program. Training evaluation questions on the importance and relevance of the training to the job have been shown to have a correlation to actual use of skills and knowledge learned on-the-job. Classroom Training Evaluations Classroom training evaluations gather quantitative feedback on the training effectiveness of the following seven areas: Learning Objectives Met Knowledge Increase On-the-Job Confidence (in meeting Performance Objectives) Business Impact Estimation Effectiveness of Materials and Methods Overall Reaction Program rating Pace Length Relevance 35 .Training evaluation is an attempt to obtain information on effect of training program and access value of training. Participant reaction to training can represent instrumental feedback that can drive important changes in any part of the training delivery process. Training Evaluation: Purpose The training evaluation is a means by which participants express their feedback regarding the effectiveness of training through a series of quantitative and qualitative survey questions completed at the end of the training program.
Importance Facilitator Evaluation HOW TO MAKE TRAINING EFFECTIVE? Training objectives should be outlined on the basis of type of performance required. Organizational conditions should be conducive for work and good enumanent There should be major resources & adequate time for training A comprehensive & systematic approach to training is ensured IMPEDIMENTS TO EFFECTIVE TRAINING: Mgmt. Commitments is lacking & uneven Inadequate spending on training Behavioral objectives are often imprecise Large scale poaching of trained managers Trainers provide ltd. Counseling and consulting services
IMPROVING THE EFFECTIVENESS OF TRAINING:-
There are at least ten issues which improves effectiveness of training: Training need identification:An effective system of training-needs identification ensures that the employee is getting training in the area required by them Pre-training activities:Every superior s d to explain to his subordinates the rationale and benefits of attending training. Planning and organizing program:A crucial area towards training effectiveness: location, facilities at training venue etc. have great impact of learning Designing the module:- training manager should discuss the module with the faculty otherwise the program fails to achieve its objective Feedback on the faculty: Company officials should conduct a course evaluation discussion upon completion of program. Feedback from external faculty:Seek feedback from external faculty on participation level of trainees, training infrastructure in company and training support receives from the company. It will be useful in improving training effectiveness. Training plan and budgets: Every organization plans its activities on periodic basis. Thus training calendar should include details of modules, faculty cost, cost of equipments etc. This gives a tremendous focus to entire training function. Development of in-house faculty:
Another thrust area many companies are focusing their attention on is the development of in-house faculty to conduct various training courses as he is able to provide inputs of the highest quality to his colleagues & juniors. Quality training focus:We need to ensure that quality of training is overriding factor over quantity of training which is the current fad in the mgmt. Circuit should also be applicable to training function.
OBJECTIVES OF THE PROJECT: o To study the training policies and procedures of the organization. o To evaluate the effectiveness of training provided by the company. o To understand the training needs of the employees. o To ensure that the employees are genuinely being benefited from the training programmes.
the employees as well as the organization will be benefited. But just providing training is not enough. Every organization provides training to its employees in order to enhance their skills and to improve the quality of their work.RELEVANCE OF PROJECT Now a days providing training and assessing its effectiveness is of major concern in the organizations. Increase in the ability of employees 39 . its regular evaluation is also necessary to measure its effectiveness because if the training is effective.
RESEARCH METHODOLOGY SCOPE OF THE STUDY: The study is conducted at PARLE PVT.directly depends upon the effectiveness of training programmes. BAHADURGARH. Evaluating training effectiveness is an important factor to know the usefulness of training. the study of the topic of ‘effectiveness of training’ is relevant. So for the benefit of employees. That’s why it is important to measure the effectiveness of training. NATURE OF DATA: 40 . This procedure relates to all the employees who undergo training procedures (both behavioral and technical) within the organization.LTD..
BAHADURGARH • Observations during training Secondary sources:• Previous records or forms available in the organization like -Training evaluation forms -Feedback forms etc. LTD. 41 .. Primary sources:• Administering questionnaire & get them filled by employees in PARLE PVT.The data collected for this research study is both primary as well as secondary.. LTD. BAHADURGARH. • Various books regarding training and its principles • Internet TECHNIQUES OF SAMPLING The method of selecting the representative sample will be based upon random sampling SAMPLE SIZE The size of representative sample taken for this study would include 10% of the total employees at PARLE PVT.
They can be discussed as: The time availability for the study is less which may hinders the progress of study.LIMITATIONS OF THE STUDY The project instead of being done so carefully may contain certain loopholes. may also result in 43 . Quickness of filling questionnaires misinterpretation of data. Busy schedule of managers may also prove a limitation in achieving research objectives. Element of bias may be there on the behalf of employees in filling up of the forms.
It is a wide topic and involves the following parameters: Training Policies Training Need Identification Training Methods Intervals of Training Training Evaluation Feedback of Training Expertise of Training Agencies Level of Effectiveness Facilities for Training 44 . Evaluating training effectiveness is an important factor to know the usefulness of training.PARAMETERS OF THE STUDY This study has broadly focused on the effectiveness of training for the benefit of employees.
may it be any purpose. development. In fact the organization attains its characteristics only due to the employees. training them and providing mechanism to ensure that these employees maintain their productive affiliations with the organizations. owned by anybody. directing and controlling the operative functions of procurement. organizing. It is well said that any organization is the lengthened shadow of its employees. Obviously. An Introduction to Training and Human Resource Development Division Employees form the backbone of any organization.EXISTING SYSTEMS AND DATA Human Resource Management is the planning. it is essential that its employees are kept well trained in their jobs and well versed with the latest trends in the concerned field or trade. compensation and maintenance of human resource of an organization’s goals or objectives. It is responsible for getting the best people. Functions performed by HR division • • • • • • Human resource planning Recruitment and selection Training and development Employee assistance HR research and audits Motivation functions 45 . to keep and run the organization in proper shape.
attendance sheet is being filled by all the participants in order to maintain a record of the members attended the training. This function also counsels the employees and helps them in making a better career choice and in finding ways to achieve the desired goals. The focus of this function is to enhance the personal qualities of the employees to improve organizational productivity. 46 . initially training needs of the employees are identified through various methods like competency mapping and skill matrix. Training Plan: Based on the above identification of individual training needs. Following the training calendar monthly training plan is formulated to include • Date and time of programme • Venue of programme • Proposed faculty • Proposed course • Number of participants Evaluation During the training programme. BAHADURGARH follows the following procedure for providing training: Identifying training needs: To provide training on any topic. an annual training calendar is prepared by HRD division that contains competencies and the months in which the training programmes will be conducted. PARLE PVT. LTD..TRAINING PROCEDURE: Training is the organization’s internal agent.
Skill Matrix (Staff & Permanent Worker): This is another method for identifying the present level of skills in the employees regarding their work needs.After the training the participants are given feedback forms so as to know the extent to which they have taken interest and gained knowledge. The purpose of this initiative is it identifies developmental needs of employees. 47 . Second one is Behavioral Competencies among various individuals. Competency Gap Analysis: This exercise is undertaken in the organization annually with the help of multi-rater feedback system. It is a practice for identifying gap of required and existing level of competencies first one is Technical Competencies. Methods for Identification of Training Need of Employees. The skills and the levels are identified by the head of department Practical test and recommendation by the HOD: In this training needs identified just on the basis of the recommendation of the immediate supervisor or the immediate HOD. This is done for the executives and above category members of the organization. This process is followed for the employees below executive level including the shop floor workers.
Company has corporate HRD and plant HRD. HRD is concerned with development activities including training and development. performance appraisal. recruitment. On the other hand personnel department has control over maintenance and welfare function inclusive of welfare. reward management etc.PERSONNEL AND HR ACTIVITIES Human resource development and personnel departments ha very thin line if differentiation. Corporate is responsible for the formulation of HR policies whereas plant HRD is responsible for the implementation of these policies The main HR and personnel activities are: • • • • • • • • • • Training and development Recruitment and selection Reward operations Welfare facilities Safety and security Medical facilities Counseling Telephone operating Attendance maintaining Leaves and pension records 48 . safety. security etc.
Analysis of the study For the survey on the topic of “Effectiveness of Training Programmes” a questionnaire was prepared and given to the executives in order to get their responses. regarding training effectiveness in PARLE PVT. 49 . About 40 executives were selected on random sampling basis from different departments for their opinion regarding ‘effectiveness of training’. doughnuts and pie-charts are used for the graphical representations.. LTD. The cylindrical bar graphs. Analysis of the data: The responses got from the executives were then analyzed and presented in the form of tables and graphs in percentage. BAHADURGARH.
1. TRAINING POLICIES (a) Does organization has training policy? Sr. 1 2 Opinion Yes No No. No. of Respondents 40 0 Percentage 100 0 Training Policy 120 P 100 E R 80 C E 60 N T 40 A G E 20 0 Yes 100% 40 0 No 0% OPINION No. of Respondents Percentage Figure 1-a 50 .
51 .e. 100% of the respondents said yes.All the 40 respondents agreed that the company has training policy i.
AWARENESS OF TRAINING POLICY (a) Awareness of training policy 52 .2.
Opinion No.Sr. No. of Respondents Percentage 1 2 Yes To some extent 24 12 60 30 53 .
3 No 4 10 54 .
60% of the executives responded. that they are aware of the training policies. 30% of them are aware to some extent and 10% of respondents are not aware of the training policies of the company.e. (b) Are the policies are followed 55 .Awareness of Training Policy 10% 30% 60% Yes To some extent No Figure 2-a More than half i.
Opinion No.Sr. of Respondents Percentage 1 2 Yes To some extent 16 20 40 50 56 . No.
3 Can’t say 04 10 57 .
3. 50% individuals say that they are followed to some extent while 10% of them can’t say about the following of policies. TRAINING NEED IDENTIFICATION (a) Organization identifies need of training 58 .Extent of Policies Followed 10% 40% 50% Yes To some extent Can’t say Figure 2-b About 40% of managerial population said that the policies are followed.
of Respondents Percentage 1 2 yes To some extent 24 16 60 40 59 .Sr. Opinion No. No.
3 No 0 0 60 .
Training Need Identification 0% 40% 60% yes To some extent No Figure 3-a 60% of the employees said that the training needs are identified in the organization but 40% of them responded that needs are identified to some extent. (b) Methods used for identifying training needs 61 .
Sr. of Respondents Percentage 0 20 0 12 0 50 0 30 62 . No. 1 2 3 4 Opinion Self Assessment Competency Mapping Performance Appraisal Skill Matrix No.
5 All of above 8 20 63 .
Methods for Identifying Training Needs 0% 20% 50% 30% 0% Self Assessment Performance Appraisal All of above Competency Mapping Skill Matrix Figure 3-b 50% of the respondents are aware of the competency mapping used for training need identification. 30% said skill matrix and 20% said that all these methods are used for identifying needs (c) Methods are appropriate in identifying training needs 64 .
No.Sr. 1 2 3 Opinion Strongly agree Agree Disagree No. of Respondents Percentage 08 20 32 80 0 0 65 .
4 Strongly disagree 0 0 66 .
Only 20% respondents are strongly agree and 80% are just agree that methods used are appropriate in identification of training needs while there is no any member who is dissatisfied with the methods of identifying training needs. (d) Company prepare any training calendar 67 .
1 2 Opinion Yes No No. of Respondents 28 6 Percentage 70 15 68 . No.Sr.
3 Can’t say 6 15 69 .
FAIRNESS IN TRAINING NEED IDENTIFICATION (a) Extent to which systems of training need identification are fairly followed 70 . 4. 15% said that such calendars are not made and 15% individuals couldn’t say anything about it.Around 70% responses favors that the training calendars are made in the company.
No. of Respondents 16 16 Percentage 40 40 71 .Sr. 1 2 Opinion To full extent To some extent No.
3 Can’t say 8 20 72 .
while 40% said that these are only to some extent fair.Fairness In Identifying Training Needs 20% 8 40% 16 16 40% To full extent To some extent Can’t say Figure 4-a According to 40%respondents methods are fully fair in identifying training needs. (b) Extent to which the identified needs are achieved 73 . On the other hand 20% of respondents are not aware of this.
1 2 Opinion To full extent To some extent No. of Respondents Percentage 12 30 28 70 74 . No.Sr.
3 Not at all 0 0 75 .
Achievement Of T raining Needs 30% 12 28 70% To full extent To some extent Figure 4-b Around 30% of managerial population said that the identified training needs are fully achieved by the methods adopted by the organization but 70% respondents agrees on this point only to some extent. (c) Company maintain record of identified training needs 76 .
of Respondents 28 8 4 Percentage 70 20 10 77 . 1 2 3 Opinion Always often Seldom No. No.Sr.
4 Never 0 0 78 .
5. TRAINING TIME PERIOD (a) Interval for conducting training programmes 79 .Record of Training Need Identification 10% 20% 70% Always often Seldom Figure 4-c 70% respondents said that training need identification records are always maintained. 20% say it is often maintained while 10% say that it is seldom maintained.
1 2 3 Opinion Monthly Quarterly Half yearly No. of Respondents Percentage 32 80 4 10 0 0 80 .Sr. No.
4 Annually 4 10 81 .
10% said that training is provided quarterly and 0nly 105 said annually regarding the training interval. (b) Satisfaction with training duration 82 .About 80% individuals got training on monthly basis.
No. 1 2 Opinion Fully satisfied Quiet satisfied No.Sr. of Respondents 16 16 Percentage 40 40 83 .
3 Satisfied to some extent 08 20 84 .
40% respondents are fully satisfied with the training duration provided. METHODS OF TRAINING (a) Is training provided according to the identified training needs 85 . 6. 40% are quiet satisfied. 20% are satisfied to some extent and there is no one who is not satisfied.
of Respondents Percentage 32 80 08 20 86 .Sr. No. 1 2 Opinion Yes To some extent No.
3 No 0 0 87 .
Methods Of Training Need Identification 20% 80% Yes To some extent Figure 6-a 80% of the respondents said that the training is provided according to identified training needs where as 20% of them are agree to this to some extent. (b) Type of training methods used 88 .
No.Sr. Opinion 1 On-the-Job Training 2 Off-the-Job Training No. of Respondents Percentage 08 20 12 30 89 .
3 Both 20 50 90 .
off the job method is used according to 30% of employees while 50% said that both the methods are used.Methods Of Training 20% 50% 30% On-the-Job Training Off-the-Job Training Both Figure 6-b On the job training methods are used for training according to 20% of the employees. (c) Methodology followed while providing training is proper or not 91 .
1 2 3 Opinion Yes To some extent No No. 7. TRAINING PERSONNEL 92 . No.Sr. it is proper to some extent according to 20% of the respondents and 15% said that the methodology is not proper. of Respondents 26 08 06 Percentage 65 20 15 M ethods Of T raining 15% 20% 65% Yes To some extent No Figure 6-c The methodology followed while providing training is proper according to the 65% respondents.
(a) By whom the training is usually provided Sr. said 10% of the respondents. 1 2 3 4 Opinion Department head Immediate supervisor External faculty All resources No. (b) Examples used by trainer 93 . by immediate supervisor according to 40%respondents. No. external faculty are provided according to the 15% of the respondents where as 15% said that all these resources are used for providing training. of Respondents 04 16 14 06 Percentage 10 40 35 15 Trainer 15% 10% 40% 35% Department head External faculty Immediate supervisor All resources Figure 7-a The training is usually provided by department head.
1 2 Opinion Sufficient Sufficient to some extent No. No.Sr. (c) Rating of trainer 94 . of Respondents 20 20 Percentage 50 50 Examples Used By Trainer 50% 20 20 50% Sufficient Sufficient to some extent Figure 7-b The examples used by the trainer are fully sufficient according to the 50% of the respondents while the examples are sufficient to some extent for other 50% of the employees.
good for 60%. of Respondents 12 24 04 Percentage 30 60 10 Rating Of Trainer 10% 30% 60% Excellent Good Satisfactory Figure 7-c Trainer was rated by the executives as excellent for 30%. But trainers are not under satisfactory level according to the respondents. TRAINING EVALUATION 95 . 8. 1 2 3 Opinion Excellent Good Satisfactory No. No.Sr. but 10% respondents think the trainer is just satisfactory.
(a) Evaluation being done or not Sr. of Respondents Percentage Figure 8-a In case of evaluation of training all the respondents that it is always done in their organization i. No. 100% of the respondents said Yes.e. (b) Technique used for assessing training effectiveness 96 . of Respondents 40 0 Percentage 100 0 Training Evaluation 120 100% P E R C E N T A G E 100 80 60 40 20 0 40 0 0% Yes No OPINION No. 1 2 Opinion Yes No No.
Sr. No. FEEDBACK OF TRAINING (a) Rating of training programmes for enhancement of skills 97 . of Respondents 30 10 0 0 Percentage 75 25 0 0 Techniques Of Training Effectiveness 0% 25% 75% Feedback forms Psychological tests Rating scales Learning curves Figure 8-b For the techniques used for assessing the effectiveness of training 75% of the managerial population were in favour of feedback of forms and 25% said rating scales are used for this purpose. 1 2 3 4 Opinion Feedback forms Rating scales Psychological tests Learning curves No. 9.
Sr. (b) Extent to which training is helpful in implementing action plan 98 . of Respondents 14 14 08 04 Percentage 35 35 20 10 Enhancement Of Skills 10% 35% 20% 35% Best At par Below par Can’t say Figure 9-a When rating of training programmes for enhancement of skills is asked 35% individuals said they are best. 20% rank them below par and 10% could say anything about it. 35% said they are at par. 1 2 3 4 Opinion Best At par Below par Can’t say No. No.
No. 80% think they are only to some extent helpful in implementing action plan. of Respondents Percentage 08 20 32 80 Implementation Of Action Plan 20% 80% To great extent To some extent Figure 9-b 20% of the executives said that the trainings provided are helpful in implementing action plan to great extent. 1 2 Opinion To great extent To some extent No.Sr. IMPROVEMENT IN TRAINING EFFECTIVENESS 99 . 10.
35% responded reporting implementation and 5% said that all these techniques are used for improving effectiveness. 100 . Opinion No.(a) Techniques used for improving effectiveness Sr. of Respondents Percentage 1 2 3 4 Sharing of learning Action plan of learning Report of implementation All of the above 14 10 14 02 35 25 35 5 Techniques Of Improving Effectiveness 5% 35% 35% 25% Sharing of learning Report of implementation Action plan of learning All of the above Figure 10-a According to 35% of the respondents training effectiveness is improved through sharing of learning. 25% said through action plan of learning. No.
101 . 1 2 3 Opinion Fully satisfied Quiet satisfied Satisfied to some extent No. No. and 20% are satisfied only to some extent.(b) Is improvement being checked Sr. where as 25% of them are of the opinion that it is not checked at regular intervals. (c) Satisfaction with infrastructure and training facilities Sr. of Respondents 16 16 08 Percentage 40 40 20 In case of the infrastructure provided for training 40% employees are fully satisfied with that. No. 40% are quiet satisfied. of Respondents Percentage 30 75 10 25 75% of the respondents said that the improvement in training effectiveness I being regularly checked. 1 2 Opinion Yes No No.
1 2 2 3 Opinion Excellent Very good Good Satisfactory No. 60% rated it very good. No. 20% say these are good and only 10% said that the programs 102 . of Respondents 04 24 08 04 Percentage 10 60 20 10 Overall Rating 10% 10% 20% 60% Excellent Very good Good Satisfactory Figure 11 About 10% respondents rate the training program as excellent. OVERALL RATING Sr.11.
The training need identification processes are appropriate in finding the developmental needs of employees and training programmes are organized accordingly in order to fulfill those needs.are at satisfactory level. Training calendar are also formed on the basis of identified training needs Monthly plans for providing training are prepared and followed properly. Proper methodology is used while providing training but only onthe-job and off-the-job training methods are used. No doubt the policies are followed with great efforts but still there is a need to apply them with more accuracy and strictness. It is generally from two to three hours. None of the respondents were unsatisfied with the programs. FINDINGS OF THE STUDY From the responses got from the survey done through questionnaires and through my observations I have been able to find the following facts: Not all the members of the organization are aware of the training policies and procedures. Duration of training programmes is set according to the topic concerned. 103 .
104 . Training evaluation is also done in the organization on regular basis through feedback forms. Overall the trainings provided to the employees in the company are good and employees are satisfied with them to a great extent. both internal and external faculties are called for providing training keeping in mind the wideness and importance of training agenda. In case of training personnel. The facilities provided during the training programme like infrastructure and refreshments are excellent.
SUGGESTIONS The following are the suggestions from the side of respondents that I have got through questionnaires: Training duration: • It should be increased • Sometimes extended it two-three days Training personnel/faculty: • Need more expertise • Should be skilled and knowledgeable • Must have good communication skills Training evaluation: • It is regularly done but methodology need changes • Should be more realistic Training facilities: • Facilities provided are good but venue should be sometimes changed to some external place Effectiveness of training: • Should be monitored on regular basis • Measures should be taken to improve effectiveness 105 .
Training methods: • New techniques must be adopted • More of practical demonstrations should be included in training programmes RECOMMENDATIONS After the thorough study of organization’s policies and systems I would like to give following recommendations: Human resource and development department must try to make all the employees aware of their training policies It should be taken proper care of. some new and advanced methods of raining should also be adopted. that the policies are followed full and fairly. Providing various facilities during training is good but hey should not be too much that the main purpose of training is spoiled. Duration of training programmes may sometimes create problems as different individuals have different thoughts about It so it should be discussed with the trainer and the trainees. 106 . General awareness programmes should also be conducted at regular intervals as they make the executives alert of advancement and will be able o enhance he personal and organizational effectiveness. Here must be more of practical demonstrations I provide he workers real experiences. Other than Jot’s.
I have tried to conclude them in following points as a summary of report: In PAELE PVT. the analysis and other observations. Both internal and external faculty is available for providing training. CONCLUSIONS Based on the responses got from questionnaires. 107 . the HR department is responsible for providing training to the employees. Facilities provided by HRD department are rated very well. The trainees seem to be happy with them. Trainees should be provided with proper assistance when he encounters learning obstacles. LTD. methods and measures adopted to evaluate training effectiveness. I have been able to understand to some extent the training policies. Training evaluation is also done on regular basis in the organization with the help of feedback forms. BAHADURGARH. Trainings are provided according to the needs of the employees Employees are in favour of the methods adopted for training need identification They are up to some extent satisfied with the duration and venue provided for the training..
However. Also. LTD.. there is a need to adopt some new methods of training. BAHADURGARH are overall effective and useful in increasing the skills and knowledge of the employees. it can be said that the training programmes being organized in PARLE PVT. In spite of all these. 108 . it has been seen that some of the members are not fully aware of the organization’s training policies. Continuous efforts are being made by the company to increase the knowledge of its employees as per the changing work environment.
For a survey on the effectiveness of training programmes you are requested to spare some time to fill the following questionnaire. AWARENESS OF TRAINING POLICY (a) Are you aware of the training policy framed by your company? Yes To some Extent No (b)To what extent do you think the policies are followed? To full extent Not at all To some extent 3. TRAINING NEED IDENTIFICATION (a) Before choosing the type of training does the organization identifies the need of training? Yes To some extent No (b) What methods are used to identify the training needs? Self assessment Competency mapping All of the above Performance Appraisal Skill matrix 110 . TRAINING POLICIES (a) Does your company have any training policy or guidelines? Yes No 2. Your free and frank opinion will be valuable: 1.QUESTIONNAIRE Dear respondent.
the training programmes are being conducted? Monthly Half yearly Quarterly Annually Often Never (b) Are you satisfied with the duration of training programme? Fully satisfied To some extent Quiet satisfied Not satisfied 111 . FAIRNESS IN TRAINING NEED IDENTIFICATION (a) To what extent the systems of training need identification are fairly followed? To full extent To some extent Can’t say (b) To what extent the identified training needs are achieved by the programme? To full extent To some extent Not at all (c) Does your company maintain any records of identified training needs? Always Seldom 5. TRAINING TIME PERIOD (a) At what intervals.(c) Do you think that the methods used are appropriate in identifying the training needs? Strongly agree Disagree Agree Strongly Disagree (d) Does the company prepare any training calendar to assess the competency and training need identification? Yes No can’t say 4.
6. TRAINING PERSONNEL (a) In case of on-the-job training by whom the training is usually provided? Department head External faculty Immediate supervisor All resources (b) Were the aids used by trainer sufficient? Sufficient To some extent Insufficient (c) How effective are the trainer in illustrating the concepts? Very effective Less effective Ineffective (d) Overall how would you rate the trainer? Excellent Satisfactory 8. METHODS OF TRAINING (a) Does the training provided is according to the identified training needs? Yes To some extent No (b) What type of training methods are used in your organization? On-the-job training Both Off the job training Any other (c) Is the proper methodology followed while providing training? Yes To some extent No 7. TRAINING EVALUATION (a) Does evaluation of training being done? Yes No 112 Good Not Satisfactory .
IMPROVEMENT IN TRAINING EFFECTIVENESS (a) What techniques are used for the improvement of training effectiveness? Training need identification Organization of programme Pre training activities Quality of training (b) Is the improvement being checked regularly? Yes No 113 . FEEDBACK OF TRAINING (a) What competencies do you think you have gained by undergoing training? Good level of competency Gained some knowledge Sufficient competency Not gained anything Rating scales Learning curves (b) How would you rate the training programmes for the enhancement of skills? Best Below par At par Can’t say (c) To what extent training is helpful in implementing action plan? To great extent To some extent Can’t say 10.(b) Who is responsible for evaluation process? Senior management Trainer Line management Training manager (c) Which type of technique is used for the assessment of training effectiveness? Feedback forms Psychological test 9.
2-very good. how would you rate the training programs in your Organization? 1 2 3 4 5 (1-Excellent. (d) Overall. SUGGESTIONS What improvements should be made to make the training programmes more effective regarding: Training duration: Training personnel: Training evaluation: Training effectiveness: Training facilities: Training need identification: Any other suggestions: THANKYOU 114 .(c) Are you satisfied with the infrastructure and facilities provided for training? Fully satisfied To some extent Quiet satisfied Not satisfied. 3-good. 4-satisfactory. 5-not satisfactory) 11.
S. Managing Human Resources WEBOGRAPHY o o www. Personnel Management.google. Human Resource Management.B.com www. (Himalaya Publishers) MAMMORIA C.BIBLIOGRAPHY GUPTA SHASHI K. 115 . (Kalyani Publishers) DWIWEDI R..com.parleproduct.