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Training and Development
With Special Reference to Practices Followed at
SAHARA INDIA PARIWAR
PRANAV MALHOTRA BBS II-C 8097
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills. There are four phases of training in Sahara India-Training need analysis, Training design, Training implementation and Training evaluation. Training evaluation is the most important part of training process which refers to activities aimed at finding out the effectiveness of training programme after they are conducted, against the objective for which such programmes were organized. Training evaluation techniques give us solution to answer questions like where was the capability level of learners before the programme and where is it now, what was intended to be achieved by particular programme and where is really achieved now, and what is the monitory value of training outcome against the cost incurred for conducting the training programme. The key issues involve staffing policies selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative, culture barriers, and legal frame work. Sahara India Pariwar provides soft skill development training to their employees. But still they need to work on providing product/process development training. To evaluate the training program, questionnaire is the most popular method in Sahara India.
Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In today’s business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs.
INTRODUCTION OF TRAINING & DEVELOPMENT
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.
TRAINING AND DEVELOPMENT DEFINED
It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees’ skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and Development referred to as: • Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions. • Developing the employee’s capabilities so that they may be able to discover their potential and exploit them to full their own and organizational development purpose.
concepts. sharpening of skills. Page 5 . rules. Development defined It helps the individual handle future responsibilities. dynamism and pride to the employees. or changing of attitudes and behaviors to enhance the performance of employees. and collaboration among different sub units are strong and contribute to organizational wealth. Introduction of training It is a learning process that involves the acquisition of knowledge. team work.• Developing an organizational culture where superior-subordinate relationship. with less emphasis on present job duties.
management principles and techniques. the employees and in the long term-the company itself. Employees. learn theoretical concepts and help acquire vision to look into the distant future. Skills: Training is imparting skills to employees.INPUTS IN TRAINING AND DEVELOPMENT Any training and development programme must contain inputs which enable the participants to gain skills. and use other equipments with least damage and scrap. Development: It is less skill-oriented but stresses on knowledge. Knowledge about business environment. Education: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. Ethical attitude help managements make better decisions which are in the interests of the public. need interpersonal skills. This is a basic skill without which the operator will not be able to function. specific industry analysis is useful for better management of a company. Page 6 . A worker needs skills to operate machines. human relations. Ethics: There is need for imparting greater ethical orientation to a training and development programme. particularly supervisors and executives.
Decision making and problem solving skills: It focuses on methods and techniques for making organization decision-making and solving work related problems. Page 7 . Attitude must be changed so that employees feel committed to the organization. are motivated for better performance. and derive satisfaction from their jobs and the work environment.Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others. Attitude affects motivation. Negative attitude need to be converting into positive attitude. satisfaction and job commitment.
and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. • Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. subordinates. • Organization Climate – Training and Development helps building the positive perception and feeling about the organization. and peers. team spirit.IMPORTANCE OF TRAINING AND DEVELOPMENT It helps to develop human intellect and an overall personality of the employees. • Team spirit – Training and Development helps in inculcating the sense of team work. • Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. The employees get these feelings from leaders. Page 8 . • Quality – Training and Development helps in improving upon the quality of work and work-life.
• Morale – Training and Development helps in improving the morale of the work force. • Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation.e. better attitudes. It helps in understanding and carrying out organizational policies • Training and Development helps in developing leadership skills. • Training and Development aids in organizational development i. Organization gets more effective decision making and problem solving. It helps to build good employee. motivation. • Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. relationship so that individual goals aligns with organizational goal. and other aspects that successful workers and managers usually display. loyalty.• Healthy work-environment – Training and Development helps in creating the healthy working environment. • Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that Page 9 . • Image – Training and Development helps in creating a better corporate image.
It also helps the employees in attaining personal growth. • Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization.further helps the employee to achieve the organizational goals as well as their individual goals. It helps to expand the horizons of human intellect and an overall personality of the employee Page 10 . • Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level.
PROCESS OF TRAINING TRAINING NEED ANALYSIS TRAINING DESIGN TRAINING PROCESS TRAINING EVALUATION TRAINING IMPLEMENTAT ION Page 11 .
Training Need arises at three levels: • Organizational level • Individual level • Operational level Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of Page 12 . The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance.1. TRAINING NEED ANALYSIS (TNA)/TRAINING NEED IDENTIFICATION (TNI) An analysis of training need is an essential requirement to the design of effective training.
procedures.itsindividual employee and its subgroup. while strengths can further be strengthened with continued training. weaknesses can be dealt with the training interventions. It starts with the assessment of internal environment of the organization such as. and weaknesses and external environment such as opportunities and threats. strengths. policies. Organizational level – Training need analysis at organizational level focuses on strategic planning. and goals. Threats can be reduced by identifying the areas where training is required. business need. And. opportunities can be Page 13 . After doing the SWOT analysis. structures.
At this level. Operational level – Training Need analysis at operational level focuses on the work that is being assigned to the employees. Skills. the HR department of the company requires to be involved in strategic planning. Based on the information collected. In this planning. Individual level – Training need analysis at individual level focuses on each and every individual in the organization. the organization checks whether an employee is performing at desired level or the performance is below expectation. The job analyst gathers the information on whether the job is clearly understood by an employee or not. HR develops strategies to be sure that the employees in the organization have the required Knowledge. training Need analysis (TNA) is done. For this approach to be successful. and Attributes (KSAs) based on the future KSAs requirements at each level. Page 14 .exploited by balancing it against costs.
what the trainees are expected to be able to do at the end of their training. needs and expectations of the trainees are some of the important factors that affect training design. arrangement of physical facilities and refreshment. a trainer analyzes his technical. The trainees – A good training design requires close scrutiny of the trainees and their profiles. Therefore. A training programme involves cost of different types. etc. almost everything goes wrong. Training climate – A good training climate comprises of ambience. Training objectives assist trainers to design the training program. cost of training material to be provided. positive perception for training program.2. experience. tone. judgmental skills in order to deliver quality content to trainers. etc. Cost of training – It is one of the most important considerations in designing a training programme.e. interpersonal. TRAINING-DESIGN The design of the training program can be undertaken only when a clear training objective has been produced. Age. feelings. The training objective clears what goal has to be achieved by the end of training program i. The trainer – Before starting a training program. Page 15 . when the climate is favorable nothing goes wrong but when the climate is unfavorable. These may be in the form of direct expenses incurred in training.
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course. Training implementation can be segregated into: • Practical administrative arrangements • Carrying out of the training Once the staff.TRAINING IMPLEMENTATION To put training program into effect according to definite plan or procedure is called training implementation. Therefore. Completing training design does not mean that the work is done because implementation phase requires continual adjusting. and refining. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. following are the factors that are kept in mind while implementing training program: The trainer – The trainer need to be prepared mentally before the delivery of content. Preparation is the most important factor to taste the success. content. equipments. topics are ready. Page 17 . Even the best training program will fail due to one wrong action. redesigning. the training is implemented. Trainer prepares materials and activities well in advance.
Page 18 . Classrooms should not be very small or big but as nearly square as possible.Physical set-up – Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Also. right amount of space should be allocated to every participant. This will bring people together both physically and psychologically.
Training evaluation checks whether training has had the desired effect. TRAINING EVALUATION The process of examining a training program is called training evaluation. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces. Purposes of Training Evaluation Page 19 .3. or to the regular work routines.
Training and Development department and Line Manager. • The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T & D department at the beginning of the programme. Most of the organizations overlook evaluation because Page 20 • • . Trainer. The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed. Whether business has benefited can be assessed by evaluation training. Trainee. • The Trainer concern is to ensure that the training that has been provided is effective or not. Training and Development want to know whether the course has made the best use of the resources available. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. There are basically four parties involved in evaluating the result of any training. The problem for many organizations is not so much why training should be evaluated but how.Need of evaluation of Training: Training cost can be significant in any business.
candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. There are various evaluation techniques for this phase. Once aware. they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style During Training: It is the phase at which instruction is started. During the start of training. After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. PROCESS OF TRAINING EVALUATION Before Training: The learner’s skills and knowledge are assessed before the training program.financial benefits are difficult to describe in concrete terms. Techniques of evaluation The various methods of training evaluation are: • Observation Page 21 . This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. This phase usually consist of short tests at regular intervals.
• Questionnaire • Interview Page 22 .
50 lack Over 50. tourism & hospitality.COMPANY‘S PROFILE Sahara India. is never an accident it is a result of planning. headquarter in lucknow India 9. team work and a commitment of excellence. which believe that quality. media & entertainment.000 crore 1707 Page 23 .a corporate. Sahara India Pariwar is a multi-business conglomerate with diversified business interest that includes finance. Sahara India Pariwar Year Workers Dependents Asset Establishments 1978 in Gorakhpur.10 lack 45. India 3 15 2000 1 No Trade union No owner 2005. real estate. and service & trading.
• Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team.000 workers/ employees and no trade union • • • Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go.Important points The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam” • • Every year. Sahara India Pariwar in often referred as the world’s largest family Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar less clear-to-sky dome of its kind Holds the Guinness world record for planning 125. • Conducts mass marriage ceremony of 101 underprivileged girls every year • Subrato Roy Sahara is also referred as “Saharasri” Page 24 . republic day and independence day is celebrated as Bharat Parv ( national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar (family).256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city • • 910.
Media & Entertainment. have always stressed on the Qualitative aspect. CORE COMMITMENTS – HR Guidelines at Sahara • • • • • • • • • Emotion Discipline Duty No discrimination Quality Give respect Self-respect Truth Collective Materialism Page 25 . Manufacturing. We look forward to reaching the zenith and reaffirm our commitment to the process of sound nation-building. Consequently in this run for quality. and Services & Trading. Infrastructure & Housing. quantity has always pursued us. Quality is our essence and we.SAHARA INDIA PARIWAR OVERVIEW Sahara India Pariwar is a major entity on the corporate scene having diversified business interests that include Finance. at Sahara India Pariwar . Consumer Products.
• • Religion Absolute Honesty Profit Sharing at SAHARA Page 26 .
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all business associates and Sahara India Family Members. direct or indirect. promising protection & action. But no external body can provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature.Be it to a depositor.. productive performance of duty "KARTAVYA' towards the consumer'.. workers' genuine satisfaction.products or services.. JUSTICE & HIGH QUALITY . short term or longterm. Motto “We not only believe but practice NO DISCRIMINATION. newspaper reader. Page 28 . consumer.be it a matter of the tiniest imperfection or injustice in our COMMITMENT . Need India needs effective consumer protection and protection of workers' genuine rights.means enthusiastic.KARTAVYA COUNCIL AT SAHARA What A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody . There are various agencies.” Aim To provide justice .
Page 29 .BUSINESS ENTITIES SAHAR A INDIA PARIW AR Finance Infrastructure Media and and housing entertainment Consumer products Manufacturin Services g and Trading .
TRAINING DEVELOPMENT FUNCTIONS IN SAHARA INDIA PARIWAR Page 30 .
TEAM-HEAD TNI Training calander Training budget Training feedback Training manuals Approvals/concept paper PDW CCT-2009 CCT Networking TEAM MEMBER 1 IT support Project/Summer training Induction manual/ppt PD e-manual CCT-2009 Training feedback or evaluation Admin task Database management MIS-T&D TEAM MEMBER 2 Module design Module development Internal TNI External TNI Product/Process Training Oorja Project/Summer training HRIS support Best HR practices TEAM MEMBER3 Training initiative Internal External Concept Development Write-ups& Briefing Training Evaluation PD e-manual Oorja Project/summe r training Bulletin/Board Management TEAM MEMBER4 Library mgmt Books Journal Newspaper Dak(In/out) database Record Maintenance Admin follow Up Bulletin/Board management Page 31 .
and secondly through HOD recommendation. etc.-Source Sahara Website. questionnaires. The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: (1) Training needs identification/ assessment: From employees through interviews. TNI IN SAHARA INDIA PARIWA R HOD RECMMEND ATION TNI EXERCISE/SU RVEY Page 32 .
(4) Types of training given in Sahara India Pariwar: • Induction/Orientation training • Soft skill development training • Project training Page 33 . (3) Certified corporate trainer: Certified corporate trainers are the employees of the company itself. become certified corporate trainers. train the employees of the company on the base of their experience. If they feel like in their service tenure that they can.(2) Training (Internal/External): Training depends upon its scope. for some time. It is their voluntary involvement. whether needs of the training can be met within the organization or whether has to be taken to an environment outside the organization. then send in their CVs and on approval by the respective authority.
SOFT SKILL DEVELOPMENT TRAINING Modules of soft skill development training in Sahara India Pariwar: Personality and positive attitude Business communication Team building and leadership Stress management and work-life balance Business etiquettes and corporate grooming Page 34 . systems). organizational objectives and the job position of the employee.INDUCTION/ORIENTATION TRAINING These terms are interchangeably used to give a friendly welcome to the new employees as members of the organization so also to introduce the new employee with the available installations (plant and machineries. work norms.
In view of this.STRESS MANAGEMENT & WORK LIFE BALANCE OF ALL EMPLOYEES Background During the last 20 years. both at work place and at home. SAHARA’s Objective of the program To understand and help manage the stress level. its symptoms and various impacts and to develop a better work life balance strategies for leading a better life. the change in life style. Coverage of the program • Impact of stress • Managing Stress • ABC Strategy Page 35 . the nature of jobs across globe has changed substantially resulting in jobs becoming less and less physically demanding. has led to stress level increasing day by day. stress-free and fit. It is therefore of utmost importance to understand the various transients affecting health and fitness levels of individuals. Coupled with this. the module will help to take a proactive approach to stress management in order to establish a work environment that is healthy.
Objective of Corporate Grooming at Sahara To understand the importance of Corporate grooming. customers and employees. Power Dressing and how to make our body language effective in order to enhance personal effectiveness with good manners and etiquettes in order to succeed in your business. be liked by people and maintain good relationships with clients.BUSINESS ETIQUETTE & CORPORATE GROOMING Self –improvement and self –development has become imperative for survival in the changing and competitive environment. Business Etiquette is a very important factor in determining the success or failure of a business or a person. • Business etiquette • Corporate grooming • Corporate ground rules • Social niceties • Work norm • Meeting protocol • Dining etiquette Page 36 . This module will guide to enhance the focus for Business Etiquette & Corporate Grooming. Coverage of the corporate grooming Training Program.
in various practical fields. for the accomplishments of their compulsory projects (5) Training evaluation: Page 37 .PROJECT TRAINING Project trainings are the time-to-time held training sessions held by the organization and with the help of experienced and learned employees to train students outside the organizations.
PERSONALITY & POSITIVE ATTITUDE AFFIRMATION Objective of the Program To understand the concept of Personality & positive attitude in relation to organizational success. About the Program Personality as a whole cannot be defined without the positive attitude. It is the positive attitude of a person that plays an important role in various decision making process and reaction to responsibilities and challenges in work and life. The module has been developed to help the individual to develop the understanding that how individual personalities can influence the organizational development & the organizational success. Page 38 .
• Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time. Sahara India Pariwar . time to time training is provided to all the kartavyayogis and it is continuous process. • Corporate HR. • Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar. Page 39 . • Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training. money and effort. • Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program.KEY POINTS IN UNDERSTANDING THE T&D AT SAHARA • Mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill.
to identify the ROI(return on investment). It motivated them to do better. • In Sahara India Pariwar. post training evaluation is used to identify the effectiveness and valuation of training program. to identify the need of retraining and to provide the points to improve the training. Page 40 .• Most of the participants are benefitted by giving feedback after attended the training. helped them to increase their job performance and is an aid to future planning.
companies need to spend more time and money on training employees. To develop this competence regular Training and Development is required Therefore. As business markets change due to an increase in technology initiatives. Post training evaluation can be used to identify the effectiveness and valuation of training programme. This competence insures that technical knowledge is both present and used within a firm for the welfare of its stake-holders. to identify the ROI (return on investment). Training evaluation is the important part of training process. Training initiatives and programs have become a priority for Human Resources. Page 41 .knowledge. to identify the need of retraining and to provide the points to improve the training. In today’s business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs. expertise and skill relevant for performing excellently within a specific functional department.CONCLUSION Professional competence describes the state-of-the-art. It provides a feedback and help the sponsors and the resource persons for improvement at the level of individual performance and in the strategy formulation for training and development. Area.
about. Prasad Human Resource Management by Dipak.managementhelp.html • http://humanresources.com/magazine/19930201/3393_pagen_7.com/od/trainingtrends/Future_Education _and_Training_Trends.com/ Page 42 . M. Ashwathapa 2.naukrihub.htm • http://humanresources.ht • http://www.org ml?zoom_query=training+and+development • http://www.inc.org/search/management_help_search.sahara. WEBSITES: • • http://www.in http://www. BOOKS/MAGAZINES: • • • Human Resource Management by L. Bhattacharya Human Resource Management by K. k.htm • http://traininganddevelopment.about.sahara.BIBLIOGRAPHY 1.co.com/od/training/Training_Development_ and_Education_for_Employees.