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MEASURING E-LEVEL TRAINING EFFECTIVENESS THROUGH ONLINE FEEDBACK
Under the Guidance of Mr.R.N Elangovan Senior Training Manager Titan Industries Limited – Watch Division
Submitted in partial fulfillment of the requirement for the award of Degree of Master of Business Administration By Student’s Name: DEEPTHI T. Roll No.: 28073
BHARATHIDASAN INSTITUTE OF MANAGEMENT (School of Excellence of Bharathidasan University) TIRUCHIRAPPALLI 620 014
I hereby declare that the project report titled “MEASURING E-LEVEL TRAINING EFFECTIVENESS THROUGH ONLINE FEEDBACK”, submitted in the partial fulfillment of the requirement for the award of degree of MBA, and is my original work.
This has not been submitted in part or full towards any other degree or diploma.
DEEPTHI T. (28073) MBA: 2011 - 2013
BHARATHIDASAN INSTITUTE OF MANAGEMENT (SCHOOL OF EXCELLENCE OF BHARATHIDASAN UNIVERSITY) TIRUCHIRAPPALLI
BHARATHIDASAN INSTITUTE OF MANAGEMENT
First and foremost I would like to thank The Almighty who has showered His blessings upon me and has helped me to complete the project on time by keeping me hale and healthy. I would like to express my sincere thanks and gratitude to Mr. R.N.Elangovan, Senior Training Manager and Mrs. P.Nagajothi, Senior Training Officer, Titan Industries Limited - Watch division, Hosur for providing me an opportunity to pursue this project in their organization and for their constant motivation, guidance and support throughout the project. I am also grateful to Mr. R.S.RamaBadran, Design and Development, for his valuable help and guidance throughout the project. I would like to thank the Director and all the Faculty members of BIM, Trichy, for equipping me with necessary knowledge to carry out my project. Finally, I would like to thank all the people from various organizations who provided me with valuable inputs and information for carrying out this project.
BHARATHIDASAN INSTITUTE OF MANAGEMENT
TABLE OF CONTENTS
SYNOPSIS LIST OF FIGURES WATCH INDUSTRY IN INDIA TITAN INDUSTRIES LIMITED Overview Culture, Vision, Mission and Values Awards & Achievements Business division: 1. 2. 3. 4. Watch Precision Engineering Jewellery Division Titan Eye +
6 7 8 9 9 11 12 13 13 14 15 16 16 17 17 18 18 19 20 22 23 25 26 29
TRAINING DEPARTMENT IN TITAN WATCH DIVISION What is training? L&D and Employee Trainee L&D and Employees LEARNING AND DEVELOPMENT PROCESS FLOW IN TITAN Training needs identification analysis a. Competency Mapping b. Gallop Survey c. Performance Management System Training calendar structure Knowledge, skills and attitudes Training program design/ instructional design
BHARATHIDASAN INSTITUTE OF MANAGEMENT
BENEFITS OF TRAINING EVALUATION TRAINING EFFECTIVENESS MEASUREMENT MODEL IMPEDIMENTS TO EFFECTIVE TRAINING HOW TO MAKE TRAINING EFFECTIVE? ONLINE FEEDBACK MANAGEMENT SYSTEM Software development life cycle Feasibility analysis System requirements Front end Back end Advantages of Being Online SNAPSHOTS REFERENCES
31 32 38 39 40 40 41 42 42 44 46 48 53
BHARATHIDASAN INSTITUTE OF MANAGEMENT
response rate would be higher. enhanced security and effective management.SYNOPSIS A large number of organizations are setting up their own training facilities. improve. This project is also designed and developed to analyze the collected feedback to give rating. Page |6 BHARATHIDASAN INSTITUTE OF MANAGEMENT . inexpensive to distribute. easy to collaborate. reflect. and. collectively that of the organization. Online Feedback is one method to measure training effectiveness. They are also inviting outside faculty to conduct in-company courses for executives at all levels. in improved performance. getting useful feedback in an organized manner. The training should be able to improve the capabilities of individuals and. over a period of time. If the program of training does not contribute to the building of organizational capabilities. This trend will continue because new orientation in managerial and technical areas is necessary for effectively responding to the changing environment of business. the loss to the organization is far greater than the money spent on training. Giving the learners time to reflect on their learning during the program prior to their completion of a post-training personal action plan. Feedback is collected online since it would be instant. This project is mainly intended to provide an overview on Determining what training participants have learned. and Ensuring trainees and learners follow-up their training with relevant actions to apply. to help with future training planning. Training is expensive if it does not serve the purpose for which it is given. develop and reinforce learning attained.
LIST OF FIGURES Competency Mapping Process Competency Mapping – Framework Training Calendar Knowledge Skills Attitude SDLC Database Design Snapshots 21 21 25 26 40 44 48 Page |7 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
15000 is growing at an exponential rate of over 20%. Overall 4. Japan. 500/. steadily progressing retail landscape and larger disposable income levels market insiders opine that Indian consumer is spurring the demand. With liberal imports since the last 10 years many international brands have set shops in India.‘Samaya Bharati’. under the auspices of the Watch Trade Federation held between February 4th and February 7th. The category of watches retailed in the price bracket of Rs.5 crores watches are manufactured in a year. Delhi and Bangalore. After two years of recessionary clout the country’s watch market is expected to grow at a brisk 9% -11% in the next couple of years.000 crore growing at average rate of 8% annually.000 crore growing at average rate of 8% annually. wholesalers from all over the country and abroad. The 15th India International Watch & Clock Fair. According to Hemal Kharod. 3000. With the economy springing positive vibes. 2010 saw an impressive lineup of over 100 national and international companies primarily from India. Taiwan and Hong Kong. 10.WATCH INDUSTRY IN INDIA The Indian watch industry inclusive of all product categories is estimated at over Rs. France. Switzerland. The Indian watch industry inclusive of all product categories is estimated at over Rs. some even opening their subsidiary in the cities of Mumbai. To cater to the price sensitive Indian market. Indian consumer has more awareness of various brands available globally and willing to purchase in India. many luxury layers have tried to overcome price barriers by Page |8 BHARATHIDASAN INSTITUTE OF MANAGEMENT . 10. 4000 to Rs.to Rs. Chief organizer of the 4 day exhibition held in Mumbai after six years is likely to attract over 4000 dealers. Due to increased international travel. The highest share of watches retailed is around the price range from Rs. The size of the organized luxury watch segment is around 3 % growing at around 20% annually. High import duty and tax burden at various stages has pushed the price of luxury watches in India much higher than their international counterparts.
With the growing infrastructure in tier 2 and tier 3 cities. technology and people for unchallenged market leadership. TITAN INDUSTRIES LIMITED Overview: Incorporated in 1984. Titan is the country’s leading watch brand and India’s only national jewelry brand – using design. Collaborations. The registered office of the company is located in Hosur while its Corporate Office is in Bangalore. brands with significant presence in the Indian metros now plan to woo customers through retail tie ups in these cities. The two promoters between them hold 51% of the shares. Flora. Titan has also acquired world prominence and today Titan Industries is the world's fifth largest wrist watch manufacturer and India's leading producer of watches under the Titan. With more international brands foraying in Indian market to cater to the growing demand of fashion and luxury watch consumers. While being the only profitable major Watch Company in the country. it has also created some challenges for local manufacturers. Titan Industries limited is a joint venture between Tata Group and Tamil Nadu Industrial Development Corporation (TIDCO) Limited. the rest being with the public. While the Tata Group holds a minority stake in the venture they manage the company. Fastrack. Page |9 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Nebula. Lately India is turning increasingly attractive for retailers. with customers relying more on departmental stores. Regalia. right planning and joint ventures in marketing hold the key to success for both domestic and International watch manufacturers. Sonata. multi-brand watch outlets and malls to purchase their needs. Raga. However local players still continue to dominate the Indian watch industry due to good manufacturing base and price points at which watches are retailed.introducing various cuts in their margins to maintain competitiveness in retail market. The industry sources hope the Indian Government acts favorably towards imports duty which is hovering around 40%. This will also keep a check on the unorganized market that has been thriving significantly. Octane & Xylys brand names. Zoop.
The company has two exclusive design studios for watches and Jewellery P a g e | 10 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Titan Industries reached out to the youth segment with Fastrack. focuses on the preferences of semi-urban and rural India. trendy and chic. its third brand. It manufactures watches under the Titan and Sonata Brand. It also sports over 204 Titan Eye+ stores. the later addition. Titan Industries has also made its foray into eyewear. Tommy Hilfiger and FCUK as well as the Swiss made watch – Xylys owe their presence in Indian market to Titan Industries. Titan Industries has India’s largest retail network. Completing the Jewellery portfolio is Zoya. It also has a large network of over 700 after-sales-service centers. clocks. The company has sold 135million watches world over and manufactures 13 million watches every year. The company has over 331exclusive ‘World of Titan' showrooms and over 83 Fastrack stores. ft. The organization has leveraged its manufacturing competencies and branched into precision engineering products and machine building. launching Fastrack eyewear and sunglasses. the latest retail chain in the luxury segment. With a license for premium fashion watches of global brands. India’s most trusted and fastest growing Jewellery brand. Titan Industries launched Tanishq. Entering the largely fragmented Indian Jewellery market with no known brands in 1995. Titan Industries repeated its pioneering act and brought international brands into Indian market. With over 826 retail stores across a carpet area of over 10.Titan’s product portfolio includes watches.08. as well as prescription eyewear. over 31 Gold Plus stores. Titan Industries is also the largest Jewellery retailer in India with over 130 Tanishq boutiques and Zoya stores. Gold Plus. accessories and Jewellery in both contemporary and traditional designs.083 sq.
We ensure that a part of our resources is invested in environment and community betterment. pioneering. world class and by instilling confidence and creating capability within the employees. Mission: To create wealth for all our stakeholders by building highly successful businesses based on customer-centric approach. The organization is all geared to repeat the Titan and Tanishq success story with each new offering. we ceaselessly strive for excellence. and to contribute to the community. and innumerable admirers world over. Mission and Values The organizational culture is built on informality. innovative. thinking big. Corporate Citizenship . Culture. Vision. Passion for excellence . Vision: To be a world-class. P a g e | 11 BHARATHIDASAN INSTITUTE OF MANAGEMENT . and innovating. 9 manufacturing units.We value and respect Titanians and endeavor to fulfill their needs and aspirations.Backed by over 6.Driven by innovation and creativity. Performance culture and teamwork . This has been captured in the vision of the company as well.In all our pursuits. Creativity and Innovation . risk taking. two exclusive design studios for watches and Jewellery. Values and Standards: Total customer orientation .Customers take precedence over all else. we focus on smarter approaches and newer technologies.000 employees. high performance is but a way of life and is nurtured by teamwork. Employee appreciation . Titan Industries continues to grow and sets new standards for innovation and quality. progressive organization and to build India’s most desirable brands.At Titan Industries. always.
Titan brand won the “Most Valuable Brand in the State” award at the IIPM & The Sunday Times STATE EXCELLENCE AWARD. 7. Titan Industries has received several prestigious awards and distinctions. 2. Titan Industries received the Award for the Most Admired Timewear Brand of the Year in 2009 for the ninth successive year for Titan. 8. and the Most Admired Jewellery Brand of the Year for the seventh consecutive year for Tanishq. 3. 5.Awards & Achievements: Over the years. Titan is ranked number 1 in the consumer durables category. Some of the recent and most noteworthy recognitions are: 1. Goldplus bags 2 dragons and 2 certificate of merits at the Promotion marketing awards of Asia 2009. Jewellery Division wins first prize in “Innovation in Supply Chain Management” organized by Indian Institute of Material Management for the second consecutive year and ranked amongst the top five amongst 50 global entries at European Business School. Wiesbaden Germany . While Titan is ranked at Number 4. Jewellery Division of Titan Industries Limited won the Eight Annual Madras Management Association award on Managerial Excellence for Manufacturing sector. Jewellery Division was declared the winner of the “GOLD AWARD" in FMCG sector in the GreenTech Environment Excellence Award 2009. 4. Sonata increase their rank to 86. 6. Both Titan and Sonata feature in the Top 100 Brands-2009 in the Annual Survey conducted by Economic Times. The survey results show that 92% employees across Titan Industries feel that Titan is a Great Place to work! P a g e | 12 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Titan Industries bagged 19th position across all industry categories and 1st position in the Retail Industry category in the Economic Times – Great Place to Work Institute study.
Titan Industries acquired Swiss watch maker Favre-Leuba for Euro 2 million. which lasted until 1998.500 sq ft (230 m2) and houses more than 1500 watches on display from Titan like Purple. the Titan Edge has a total thickness of 3. Nebula. At launch it was the third watch company in India after HMT and Allwyn. Fastrack. Titan watches are sold in India through retail chains controlled by Titan Industries. The store is spread over 2. 2011. Titan watches account for a 60% share of the total Indian market and are also sold in about 40 countries through marketing subsidiaries based in London. Dubai and Singapore. India. Nebula. Titan also offers Steel. Raga. Fastrack is a popular brand among youth in India. Orion. Bandra Linking Road. located at Opposite Shoppers Stop. On November 16.Best Commercial and Industrial Institute for 2009 . Mumbai. Business division: Time Products (Watch division) Jewellery Eyewear Precision Engineering Titan Watch Division: Titan Watch division was started in 1987. Regalia. and many more. P a g e | 13 BHARATHIDASAN INSTITUTE OF MANAGEMENT . and set up a distribution network across India. Titan Industries announced the launch of its first Titan flagship store. Titan formed a joint venture with Timex.10 by the Government of Tamil Nadu. Octane. Titan Industries has claimed to have manufactured the world's slimmest wrist watch – Titan Edge produced indigenously after four years of research and development.5 mm and a movement of 1. On 4 March 2010. Apart from the Titan Edge.Titan Industries was one of the five organizations to be awarded the "Corporate Social Responsibilities" award . Technology. shapes and colors. Sonata. Fastrack watches come in a variety of styles. Edge. special RHosur. Bandhan. As of 2010. Tamil Nadu. Aden. Automatics. Raga.15 mm.
According to Titan. They made significant contributions to add value during the product development stages of the low-cost water purifier. this ultra-modern assortment is truly an epitome of style and technology. young urban male. Electromechanical Assemblies for automobiles. these watches can be charged with as low as 200 lux of light. The Tooling Sector of Precision Engineering Division manufactures all kinds of Press Tool. Temperature Gauge. Precision Engineering Division: Precision Engineering Division of Titan was started in 2002. developed by Tata Chemicals. dashboard clusters like Fuel Gauge. which makes them chargeable with light even from a candle. Clocks for Automobiles and any kind of Injection molded Plastic parts. Tata swach. satellites and spaceships. Titan launched the HTSE (High Tech Self Energized) collection of watches which run on light. Jigs. all kinds of pressed and turned parts for automobiles. Gear Shift Indicators.HTSE technology: In July 2011. and Fixtures for various industries. P a g e | 14 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Molds. It has become one of the leading manufacturers of Precision Parts for Automotive and Aerospace Industries. Targeted at the tech-savvy. Titan Automation Solution. a part of Precision Engineering Division is a leading Automation Solution Provider for all kind of industries. In its press release. The Diverse Product range includes pointers. the company said that "HTSE draws its design inspiration from the most complex self-energizing bodies built by mankind — space stations. The Automation Solution applied its precision engineering capabilities to supply automation solutions for the development of special assembly presses that enabled mass production of Tata swach.
Tanishq. The brand brings together the work of karigars.000 sq. Tanishq introduced innovations like Karat meter. Tanishq has set up production and sourcing bases with thorough research of the Jewellery crafts of India. and it pioneered the concept of branded Jewellery and ornaments in India. (12. The 135. it exploded the market with facts about rampant impurity across India. Tanishq's initial foray into the Jewellery business was a failure though. The name Tanishq has been formed by combining "Ta" (the first two letters of Tata) and "Nishk or Nishkh" (meaning gold coin or necklace in Sanskrit). established in 1995. a category as old as civilization. ft. which offers superior finish and value to the customer and handcrafted Jewellery which is influenced by various Jewellery traditions of India. Tanishq at first introduced 18 Kt gold Jewellery advertising 18 Kt as the 'international standard. It introduced technology-backed challenge in a category completely governed by blind individual trust. who specialize in different styles of making Jewellery. challenged the established family jeweler and introduced new rules in precious Jewellery. located at Hosur. It is the fastest growing Jewellery brand in India. Tanishq is India's largest Jewellery brand with a wide range of Jewellery in 22Kt pure gold studded with diamonds or colored gems. are paid fair remuneration and work under good working conditions in Tanishq. Tanishq challenged the age-old jeweler’s word with Tata's guaranteed purity.' This less pure gold was completely rejected by the market dominated by (purported) 22 Kt gold. Tamil Nadu. the only nondestructive means to check the purity of gold. Later on. who continue to be an exploited lot with other jewelers. Karigars. machine made Jewellery. P a g e | 15 BHARATHIDASAN INSTITUTE OF MANAGEMENT .500 m2).Jewellery division: Tanishq is currently the most prominent Jewellery brand of India. factory is equipped with the latest and most modern machinery and equipment. The factory complies with all labor and environmental standards.
Titan Eye +. The move was an initiative to re-define the industry and straddle the marketplace with exacting quality standards.potential and performance are different and not one. ventured into the eyewear segment in March 2007.Titan Eye +: Prescription Eyewear Division (PEW) The PEW business is Titan's latest retailing venture. in sync with Tata ‘s principles of quality and trust. offers international quality standards and practices coupled with various aspects such as transparency in pricing. Benchmarked against the best in the world. It is because the best employees/trainees are there in the company and so they can perform their duties very well. The employee may have the potential but he may not perform effectively. The best or the high potential employee even can’t do his/her job if the person doesn’t know what to do or how to do it? Therefore the next step for the organization is to ensure that their employees do know P a g e | 16 BHARATHIDASAN INSTITUTE OF MANAGEMENT . the third major line of consumer business from Titan Industries Ltd. the HR process is over. Titan Eye+ offers wide range of stylish and contemporary eyewear through 190 exclusive optical stores across the country. The careful selection of employees doesn’t guarantee that they will perform effectively. It is a common feeling that once the employees are recruited after various tests and process. TRAINING DEPARTMENT IN TITAN WATCH DIVISION: The human resource of a company is one of its main assets. unparalleled in India’s eyewear industry. style and contemporary design in the eyewear segment and new practices in the highly fragmented and undifferentiated Indian optical retail segment. These two factors. So careful selection of employee is of paramount importance and it will be taken care by the recruitment people. Titan Eye+ will herald standardization Titan Eye +. The ultimate result will be the collapse of both the two. If a resource doesn’t suit to the company it is harmful for both the company and the individual. But this is a myth and is not correct.
The aim of the induction program is to accomplish certain things. The new employee should feel welcome and at ease in TITAN.induction. He or she should understand TITAN in a broad sense (its past. It can raise awareness and provide people with the opportunity to explore their existing knowledge and skills. concepts. P a g e | 17 BHARATHIDASAN INSTITUTE OF MANAGEMENT . rules. sharpening of skills. culture and vision of the future) as well as key facts such as policies and procedures. What is training? It is a learning process that involves the acquisition of knowledge. L&D and Employee Trainee When a new employee /trainee comes to the organization the first stage is ‘Orientation’ Orientation Employee Orientation provides new employee with the basic background information they need to work in the company.what to do and how to do it. The employee should be clear about what is expected in terms of work and behavior. campus to corporate and training will be done. Training is a means of communicating new knowledge and skills and changing attitudes. This is the purpose of orienting and training employees. such as information about company rules. In Titan recruitment is usually happening in the period of January to April. The newly recruited employees come to Titan in June. Here is the work of L&D (learning and development) in TITAN comes into picture. The orientation program is of one month and during this period . Induction Induction program is a procedure for providing new employees with basic background information about the firm. present. or changing of attitudes and behaviors to enhance the performance of employees. For a new employee/trainee we can say that training is the process of teaching the basic skills they needs to perform their jobs.
The training will be given in tune with the company needs and the area where newly recruited trainees are needed. Training The next stage is the training for the newly recruited trainees. All the employees (new and already existing) should go with the new trends in the corporate field and they should be updated with the current trends. There are four steps in TITAN and they are 1) Training needs identification/analysis 2) Training program design/instructional design 3) Program execution/implementation 4) Effectiveness/Evaluation P a g e | 18 BHARATHIDASAN INSTITUTE OF MANAGEMENT . So the training for all the employees in the TITAN is a matter of concern for L&D department. LEARNING AND DEVELOPMENT PROCESS FLOW IN TITAN The training program consists of some steps. In ‘Campus to Corporate’ program they will dealt with the “Do’s and Do not’s” in the corporate and about the corporate culture. The procedure for a newly recruited trainee ends here. Campus to Corporate The newly recruited trainees are coming from campus directly and so are very important to understand them the difference between a campus life and a corporate life. L&D and Employees The newly recruited trainees are only a few numbers in number and the training for newly recruited employees doesn’t satisfy the company needs.
The training needs are deciphered in tune with their long term strategy and business plans. skills and attitude are required in order to achieve these standards. job level/departmental level and individual level. Every organization has a long term strategy and so is the same for TITAN. performance management system. TAC. Assessment Center and 360 degree feedback. The standards are set on the basis of organization’s long term strategy. Organizational level analysis Analysis at the organizational level is used to determine where training can and should be used. and the effectiveness of current employees and so on. Individual level analysis The focus of person analysis/individual level is how well a particular employee is carrying out the various tasks which are necessary for successful performance in personal as well as professional. business plans. The analysis can be done at three levels. This step identifies the specific job performance skills needed. Performance management system is also a tool in the analyzing the training needs. Taking P a g e | 19 BHARATHIDASAN INSTITUTE OF MANAGEMENT . They are at organizational level. Training needs identification in TITAN In TITAN there are several methods used to identify the training needs. The analysis will determine what standards are required and what knowledge. Job level/Departmental level Analysis Analysis at the job level/departmental level involves collecting data about a particular job or group of jobs. The analysis will look at things like organizational objectives and the strategic priorities.Training Needs Identification Analysis The first one is ‘needs analysis’ step. The training needs are identified based on certain standards. the pool of skills presently available.
performance appraisal etc. Raider Chart needs to be prepared for each employee. will be provided based on that GAP. about the area of training program to be conducted for each department and also the type of training program viz. The GAP analysis details will provide the L&D dept. The Competency Mapping process involves series of steps. The first step here is the role of Competency Framework which links Roles with Behavioral and Functional Competencies. The employees themselves can give their area of improvement and hence fill that gap by going for the specific training. The skill with maximum GAP value is given high priority and training etc.a performance management approach to training means that the training effort must make sense in terms of what company wants each employee to contribute to achieving the company’s goals. capability building. the next stage is to analyze the GAP. Gallop survey is also there to identify the training needs. The third step is to maps role holders against the Proficiency level to identify Competency GAPS. The feedback or the standards are analyzed and validated and then the training needs are identified or classified as organizational/ departmental/ individual. P a g e | 20 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Once the GAP is identified. This individual Raider Chart collectively helps in identifying the GAP of a department. Titan sometimes consults with employees and supervisors also to identify training needs. The supervisors can clearly identify the skills lacking in employees and can give suggestions of the area of training needs. Gallop survey is the people engagement activity. 360 degree feedback is also involved in identifying training needs. From the feedback the company can identify the area where it should focus more for each employee. attitude or skill based or knowledge based training program. Once the lacking skill/competency is identified for an employee. Competency Mapping Competency Mapping is very important for an organization and it helps in various processes like making training calendar. The next step is to identify the desired Proficiency Level for each role of the competency.
Framework P a g e | 21 BHARATHIDASAN INSTITUTE OF MANAGEMENT .Identify the Roles Gap Identification Process of Competency mapping Assessment of Executives Identify the Competency Competency model & Directory Validating the frame work Competency Mapping Process A Competency Framework which : Links Roles with relevant Behavioral and Functional Competencies (Role Competencies) Identifies desired Proficiency Levels (on a scale of 1 to 5) for each role of the Competency Maps role holders against the Proficiency level to identify Competency Gaps Out come C petency D om irectory: It contains B ehavioral &F unctional C petencies of each role om Proficiency C B ode ook: D each proficiencylevel of each efine C petencyin the C petencybucket om om Competency Mapping .
000 U. Gallup was rated 17th out of 23 polling organizations in terms of the precision of its pre-election polls relative to the final results. Notable exceptions include the 1948 Thomas Dewey-Harry S. Gallup conducts 1.000 interviews per day. Gallup publishes the results of its tracking survey in a three-day rolling average on Gallup. Gallup interviewed no fewer than 1. for its health and well-being survey P a g e | 22 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Gallup began its World Poll. 350 days out of the year. Gallup Poll results. For the 2008 U. among both landline and cell phones across the U. analyses.S. presidential election. are organized into powerful indexes and topic areas that correlate with real-world outcomes. which continually surveys citizens in more than 140 countries. developed in collaboration with the world's leading behavioral economists. providing the most watched daily tracking poll of the race between John McCain and Barack Obama. and economic issue of the day. Gallup Polls are often referenced in the mass media as a reliable and objective audience measurement public opinion. where he lost to Jimmy Carter by a small margin. The Gallup Poll also inaccurately projected a slim victory by Gerald Ford in 1976. adults each day.Gallop Survey: The Gallup Poll is the division of Gallup that regularly conducts public opinion polls in more than 140 countries around the world.S. Gallup Polls are best known for their accuracy in predicting the outcome of United States presidential elections. In 2008. Truman election. Historically. including highly sensitive or controversial subjects. In 2005. the Gallup Poll has measured and tracked the public's attitudes concerning virtually every political. social. where nearly all pollsters predicted a Dewey victory.com in the form of datadriven news.com. representing 95% of the world's adult population. General and regional-specific questions. and videos are published daily on Gallup.S.
. P a g e | 23 BHARATHIDASAN INSTITUTE OF MANAGEMENT . the employees decide upon the targets and the key performance areas which can be performed over a year within the performance budget. which is finalized after a mutual agreement between the reporting officer and the employee. Feedback on the Performance followed by personal counseling and performance facilitation: Feedback and counseling is given a lot of importance in the performance management process.Performance Management System: Any effective performance management system includes the following components: Performance Planning: Performance planning is the first crucial component of any performance management process which forms the basis of performance appraisals. the appraisee first offers the self filled up ratings in the self appraisal form and also describes his/her achievements over a period of time in quantifiable terms. the final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. After the self appraisal. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome. Performance planning is jointly done by the appraisee and also the reviewee in the beginning of a performance session. In this process. This has been discussed in the performance feedback section. Performance Appraisal and Reviewing: The appraisals are normally performed twice in a year in an organization in the form of mid reviews and annual reviews which is held in the end of the financial year. This is the stage in which the employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. During this period.
The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. During this stage. By implementing competency mapping and various assessment techniques. fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives. P a g e | 24 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for affection. Potential Appraisal: Potential appraisal forms a basis for both lateral and vertical movement of employees. Rewarding good performance: This is a very vital component as it will determine the work motivation of an employee. potential appraisal is performed. an employee is publicly recognized for good performance and is rewarded. This plan is jointly developed by the appraisee and the appraiser and is mutually approved. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counseling and guidance. Potential appraisal provides crucial inputs for succession planning and job rotation. mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity. Performance Improvement Plans: In this stage. This stage is very sensitive for an employee as this may have a direct influence on the self esteem and achievement orientation. The employee is clearly communicated about the areas in which the employee is expected to improve and a stipulated deadline is also assigned within which the employee must show this improvement.
The training calendar follows the following pattern Training Calendar P a g e | 25 BHARATHIDASAN INSTITUTE OF MANAGEMENT .Training Calendar Structure In 2009-2010. the training calendar of Titan consists of 50 different training programs.
mental models and beliefs .the factors that enable people to use such information. It should be considered not only as the required information but also as the capacity to apply it to the immediate work tasks. The explicit component can be broadly but not exclusively equated to information while the tacit component covers the informal and hard to define skills gained by experience together with the schemata. P a g e | 26 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Even if this is so. the theory of knowledge creation. albeit at a somewhat theoretical level. knowledge can appear to verge into the areas of skills and attitudes. the reader chooses to follow. applicability and adequacy of any course for a particular vocation. of the Australian workforce. knowledge must remain as more than information. but each are discussed in isolation. Knowledge Skills Attitude Knowledge. which includes the continuous improvement. in order to provide a basis to assess the suitability. Vocational education is about the quality. In the latter sense. The definition of knowledge can vary depending on the epistemology. Hence knowledge within the ambit of vocational education must be considered in its broadest sense. skills and attitudes The acquisition of each of these attributes may be difficult to separate in practice.Knowledge.
this latter epistemology leads to a "trial and error" methodology that is very different from the defined principles and objectives of vocational education.The other epistemology of supplying a quantity of information so the learner can develop his/her own schemata etc. such skills alone can be demonstrated as one of the major causative factors in human error. sequencing of tasks. Without the knowledge and attitudes contributing to competency. and the gaining of skill leads to unconscious and automatic actions. in the absence of knowledge and attitudes. Skills are defined as expertness.the requirement to perform individual tasks to an acceptable level of skill (recall information or terms. such a "skilled" person may have no ability or capacity to react to situations outside the normal condition.knowledge and attitudes must support skills. Put alternatively. (priority setting. (what do you do if. There are five skill sets that cover the dimensions of competency and these are defined in the Australian vocational training system.) P a g e | 27 BHARATHIDASAN INSTITUTE OF MANAGEMENT . By its own volition. practiced ability. facility in doing something. who to contact. Certificate IV . This is seen as a very important issue in an industry such as fireworks. tips to make job easier. why is it important. The potential downside of such an attribute is that. dexterity and tact.Assessment and Workplace Training BSZ40198 (Reference 4) they are: Task Skills . more closely aligns to academic studies and their application to the work environment.) Contingency Management Skills . From Resources for the Training Package.the requirement to respond to irregularities and react appropriately when things go wrong.the requirement to manage a number of different tasks within the job. Skill is more than just the following of rule based actions.) Task Management Skills . Skills. where the consequences of an error can be very serious. skills alone without knowledge and attitudes can be dangerous . application of process. Skill encompasses experience and practice.
the requirement to transfer knowledge.Job/Role Environment Skills . safety requirements.the requirement to deal with the responsibilities and expectations of the work environment. In relation to safety and health issues. Attitude. these attributes need to be directly related to the situation and not of a generalist nature. obligations. Customer TPD business goals Enhance through growth 2 Corporate Leadership Capability development.) Ability to Transfer Skills . the tendency to act in a controlled and predictable manner and an ability to be consistent in acting in a manner relevant to the situation. Attitudes have affective. NO. including interacting appropriately with others in the workplace. Improving delightful shopping experience corporate functions P a g e | 28 BHARATHIDASAN INSTITUTE OF MANAGEMENT . A competent person must have the capacity to sense and recognize a situation. Training Groups/Business Division 1 Retail Service Group Frontline selling. Attitude can be defined as a "learned tendency to act in a consistent way to a particular object or situation". cognitive and behavioral intention components. Training – Inputs from strategy and business plans Sl. building for Provide delightful brand experience Enhance supply chain effectives Cost effectiveness in profitability sustained Area of Focus Expected Outcome service. skills and attitudes to new situations. (duty of care.
3 Sales & Marketing Skill building for Strategic brand product management. The next process is the development of program objective. etc. content and coverage. Once the program objective has been identified the next step is the identification of the trainer. new sales manufacturing sourcing & Build world class design & development capabilities force. including the workbooks. Program Execution/ Implementation The next stage is the program execution stage. exercises and activities. Training Program Design/ Instructional Design The next stage is the training program design. TAC.sales ops . training personnel. Here in the instructional design stage.distribution. employees. penetration etc. development. the trainer/ the L&D department used to compile and produce the training program content. Sometimes the training program will be in house and some will be external. participants. The first step here is to classify the training plan as short term or long term one. assessment center and trainer. If some bugs are identified in the program in the midway. for various processes – ISO. Once the trainers are identified. 4 Mfg. it will be corrected. Technical training. This will be decided based on the inputs from HODs. P a g e | 29 BHARATHIDASAN INSTITUTE OF MANAGEMENT . The in house program will be taken by internal and external trainers and external will be taken by external trainers. The short term one is for immediate needs. freeze the program. In this stage the program delivery/ implementation comes into picture. The other one is with long term vision.
has it been transferred on the job enhanced performance in the work organization? P a g e | 30 BHARATHIDASAN INSTITUTE OF MANAGEMENT . 3. A sense of urgency must be developed. 4. credibility of training and development is greatly enhanced when it is proved that the organization has benefited tangibly from it. Evaluation is useful to explain program failure. A second reason for evaluation is to ensure that any changes in trainee capabilities are due to the training program and not due to any other conditions. but deadlines that are unreasonably high will result in poor evaluation Criteria for Evaluation: 1. should finally. Principles of Evaluation: Evaluation of the training program must be based on the principles: 1.Need for Evaluation: The main objective of evaluating the training programmes is to determine if they are accomplishing specific training objectives. Evaluation must provide the means and focus for trainers to be able to appraise themselves. Training validity: Did the trainees learn during training? 2. 2. 5. their practices. Evaluation specialist must be clear about the goals and purposes of evaluation. Realistic target dates must be set for each phase of the evaluationprocess. and their products. Evaluation must be based on objective methods and standards. 6. Evaluation must be continuous. Transfer validity: What has been learnt in training. Training programs should be evaluated to determine their cost effectiveness. which are. Evaluation must be specific. correcting performance deficiencies.
attitude and development of new skills within the employee within a certain budget.Training evaluation ensures that training programs comply with the competency gaps and that the deliverables are not compromised upon. This is specially very important in wake of the fact the organizations are trying to cut costs and increase globally. Many organizations conduct training programs year after year only as a matter of faith and not many have a firm evaluation mechanism in place. Inter-organizational validity: Can a training program validated in one organization be used successfully in another organization? BENEFITS OF TRAINING EVALUATION Evaluation acts as a check to ensure that the training is able to fill the competency gaps within the organization in a cost effective way. Since globally companies are trying to cut their costs without compromising upon the quality. Feedback to the Trainer / Training . consistent with theperformance of the original training group? 4. it gets easier to understand the loopholes of the training and the changes required in the training methodology. Some of the benefits of the training evaluation are as under: Evaluation ensures accountability . Intra-organizational validity: Is performance of the new group of trainees.3. employee behavior. P a g e | 31 BHARATHIDASAN INSTITUTE OF MANAGEMENT . evaluation just aims at achieving the same with training. Since evaluation accesses individuals at the level of their work. for which the training programme was developed. Not many organizations believe in the process of evaluation or at least do not have an evaluation system in place.Evaluation also acts as a feedback to the trainer or the facilitator and the entire training process.Evaluation ensures that the training programs are effective in improving the work quality. Check the Cost .
the cost-benefit ration. TRAINING EFFECTIVENESS MEASUREMENT MODEL The training effectiveness is evaluated through Kirkpatrick Model. the first step is immediately followed after the training program. Here is one demonstration One trainer. There will be certain parameters over which the trainer will be evaluated. Improving the design of the learning experience Determining whether the objectives of the learning experience were met and to what extent Determining the content’s adequacy (more job related. Here in TITAN. more challenging. The total numbers of trainees are 19. The trainees will express their reaction about the program through a feedback form. Reaction The first step in this model is Reaction. support objectives) Assessing the effectiveness and appropriateness of instructional strategies Reinforcing learning Providing feedback to the facilitator Determining the appropriate pace and sequence Providing feedback to participants about their learning Identifying which participants are experiencing success in the learning program Identifying the learning being used on the job Assessing the on-the-job environment to support learning. The trainees needs P a g e | 32 BHARATHIDASAN INSTITUTE OF MANAGEMENT . and the ROI for the program. Once the training got over the trainer will be evaluated by the 19 trainees. X is conducting one training program. The trainees need to comment on these parameters. Mr. The trainer will be evaluated on a scale of 10 and a score of above seven is considered as the standard one. Four parameters are taken for the evaluation and they are administrative. communication skill and interaction level. Determining business impact. methodology.
excellent.5 (total 10 points divided by number of categories having values). Admin Arrangements Number Responses 12 5 2 0 0 Total 19 of Point(Excellent-4. fair.Fair-1. Based on the trainees’ response.3. This data will be consolidated.Poor-0) 4 3 2 1 0 10 VGood-3.to give their response on a five scale. put into an excel sheet and evaluated the points in a 10 scale rating. good.1 and 0. poor and each will be rated as 4. 2.157895 P a g e | 33 BHARATHIDASAN INSTITUTE OF MANAGEMENT . the total points will be calculated. very good. This total point will be divided with the total responses and then will get certain point. This point will be multiplied with 2.263158 8. This will give the point on a 10 scale.Fair-1. On the 10 point scale if the rating is less than 7. 2.GoodPoints 36 21 4 1 0 62 3.526316 8.Poor-0) 4 3 2 1 0 10 VGood-3.2. the trainer will be discarded and won’t be called for future purposes.GoodPoints 48 15 4 0 0 67 3.815789 Topic Relevance Number Responses 9 7 2 1 0 Total 19 of Point(Excellent-4.
2. 2.GoodPoints 32 15 10 1 0 58 3. This is only one step in the training effectiveness.Contents Number Responses 6 9 2 1 1 Total 19 of Point(Excellent-4.Poor-0) 4 3 2 1 0 10 VGood-3. X is having a rating above seven in all the four parameters and it shows he is an acceptable trainer and the training is effective from the reaction of the trainees.052632 7631579 Here Mr.GoodPoints 24 27 4 1 0 56 2.Poor-0) 4 3 2 1 0 10 VGood-3.947368 7.368421 Interaction Level Number Responses 8 5 5 1 0 Total 19 of Point(Excellent-4. P a g e | 34 BHARATHIDASAN INSTITUTE OF MANAGEMENT . The other steps are learning.Fair-1.Fair-1. behavior and results.
Measurable. Receivable. Result/Business Impact The last is result and it is very crucial one. Time Bound) Method. In TITAN after each training program. Then a series of questions regarding the training will be asked and the trainees need to answer those questions. Another question is how much time they need to require for applying the leaning in job (Time Frame). skills and facts they are supposed to learn.Learning In learning it is to test the trainees to determine whether they learn the principles. Here the important question is what final results are achieved in terms of the training objectives previously set? Whether the error produced by the employee has dropped after the training program? If the answer is yes. Based on the feedback of HOD the overall training effectiveness will be evaluated. The first question is how they (trainees) would apply the learning in their job using SMART (Specific. The questions are as follows. Here L&D department check with the respective HODs regarding the performance of the employees after the training program. These answers will be evaluated with the respective HODs after three months (this process is happening in Behavior/Job Application stage) Behavior/Job Application In behavior. the trainees will be asked to write the key learning they have learned through the training. ask whether the trainees’ on-the-job behavior changed because of the training program. The trainees need to answer these questions in the feedback form. P a g e | 35 BHARATHIDASAN INSTITUTE OF MANAGEMENT . The last question is what positive impact the training (application of training in job) has created in their job. Achievable. The HODs will give their inputs/feedback on each criteria (based on the answers (mentioned above) provided by employee in feedback form) mentioned by the employees in the feedback form. the training effectiveness is very.
evaluate the employee performance (whether the technical capability has increased for employees etc. customer satisfaction information. In the long run only the impact of behavioral training can be understood (Group work skill. or accessing records/artifacts such as performance data. we need to measure if participants are using their newly acquired skills and knowledge on the job. calculating ROI is very difficult especially in the case of Behavioral Training. and others.) in the job by checking with the concerned department HODs.ROI (Return on Investment) When an investment is made. Level 3 evaluations can be as simple as observing performance. In the case of Behavioral training it is very difficult to evaluate and hence is the ROI. Technical Training ROI can be calculated though it won’t give the accurate ROI. From their feedback. error data. doesn't mean that they can apply it back on the job (level 3) As performance consultants. etc. ROI can be calculated up to an extent. Team coordination skill etc. every organization expects a return it gets on that investment and that is termed as Return on Investment or ROI. Here are some suggestions for making sure that training transfers: P a g e | 36 BHARATHIDASAN INSTITUTE OF MANAGEMENT .) Transfer Just because we know participants liked our training (level 1) and they learned something (level 2). After the training program. While evaluating learning transfer may be an expensive and thankless task involving control groups and quantitative statistics. Take the case of a technical training. Here TITAN also calculates/expects ROI when a training program is made. gathering information from participants. managers. In the case of training program. the goal is to ensure that learning is transferring to the job. Level 3 evaluation can be used to improve the training and to identify work environment barriers that prevent participants from using their skills and knowledge.
Attend a training orientation for supervisors. conducts task analyses to determine content and flow. Select trainees based on specific criteria. Provide precourse work. information. Communicate the importance of training in general and this training specifically. Supervisor (the trainees' immediate manager): Develop performance measurements to measure gains from training. Provide time for training and follow-up. Conduct a pre-training meeting with trainees. Provide an advance letter to the trainees. Identify other elements impacting performance (job design. Coach the supervisor on ways to increase training transfer and effectiveness. The trainer: Identify performance needs. Establish standards for training follow-up and coaching by supervisors. Plan for after training follow-up. The trainee: Self-assess his/her skills to identify and focus needs.) Provide an advance letter to the supervisor. Plan for after training follow-up. etc. feedback.Management (any level above supervisor): Use an advisory committee to ensure training addresses business needs. Complete precourse work. P a g e | 37 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Allow time to prepare for the training. Coach supervisors appropriately. Use graduates of previous training to prepare trainees. model coaching behavior. resources.
for. Large-scale Poaching of Trained Workers Trained workforce is in great demand. This mustchange. and (ill) the ability to diagnose system problems. budget allocation to trainings the first item to be cut when a company faces a financial crunch. where local business groups pressure companies not to poach on another company's employees.entrepreneurship skills. technicians and professionals. In an increasingly competitive environment. however. particularly at the middle level. Educational Institutions Award Degrees but Graduates Lack Skills This is the reason why business must spend vast sums of money to train workers in basic skills. Worse still. Following are the major hindrances: Management Commitment is Lacking and Uneven Most companies do not spend money on training. as a result of rapid technological change. particularly before deputing them to undergo P a g e | 38 BHARATHIDASAN INSTITUTE OF MANAGEMENT . workers are required to learn three types of new skills: (i) the ability to use technology. insist on employees to sign 'bonds of tenure' before sending them for training. leadership skills and customer-orientation skills. need to be retrained in teamplaying skills. Those that do. Companies in our country. (ii) the ability to maintain it. there is no such system in our country. The rank-and-file workers are ignored. combined with newapproaches to organizational design and production management. the ability to implement rapid changes in products and technologies is often essential for economic viability Aggregate Spending on Training is Inadequate Companies spend minuscule proportions of their revenues on training. tend to concentrate on managers. Managers.IMPEDIMENTS TO EFFECTIVE TRAINING There are many impediments which can make a training program ineffective. Organizations also need to train employees in multiple skills. Unlike Germany.
This is what high-performing organizations do.Create a system to evaluate the effectiveness of training.Different strategies need different HR skills for implementation. 3. 6. No Help to Workers Displaced because of Downsizing Organizations are downsizing and de-layering in order to trim their workforces. Businessmen must sit with Deans and structure the courses that would serve the purpose of business better. operational and individual training needs. Employers and B Schools Must Develop Closer Ties B Schools are often seen as: responding to Labor-market demands. 2. P a g e | 39 BHARATHIDASAN INSTITUTE OF MANAGEMENT . 5. Ensure that training contributes to competitive strategies of the firm. Organized Labor can help HOW TO MAKE TRAINING EFFECTIVE? Action on the following lines needs to be initiated to make training practice effective: 1. Ensure that a comprehensive and systematic approach to training exists. Such bonds are not effective as the employees or the poachers are prepared to pay the stipulated amounts as compensation when the bonds are breached. Let this philosophy percolate down to all employees in the organization. Make learning one of the fundamental values of the company. Business is seen as not communicating its demands to B Schools. Ensure that the management commits itself to allocate major resources and adequate time to training.training in foreign countries. 4. This must change. Ensure that there is proper linkage among organizational. Let training help employees at all levels acquire the needed skills. and training and retraining are done at all levels on a continuous and ongoing basis. The government should set apart certain fund from the National Renewal Fund for the purpose of retraining and rehabilitating displaced workers.
P a g e | 40 BHARATHIDASAN INSTITUTE OF MANAGEMENT . and is inexpensive to maintain and cost-effective to enhance. works effectively and efficiently in the current and planned Information Technology infrastructure. and the models and methodologies that people use to develop these systems. and user (stakeholder) ownership. SDLC Systems Development Life Cycle (SDLC) is a logical process used by a systems analyst to develop an information system. Any SDLC should result in a high quality system that meets or exceeds customer expectations.ONLINE FEEDBACK MANAGEMENT SYSTEM: Software development life cycle: The Systems Development Life Cycle (SDLC). The concept generally refers to computer or information systems. training. These methodologies form the framework for planning and controlling the creation of an information system: the software development process. is the process of creating or altering systems. including requirements. validation. reaches completion within time and cost estimates. or Software Development Life Cycle in systems engineering and software engineering. In software engineering the SDLC concept underpins many kinds of software development methodologies.
Technical feasibility: Technical analysis Centre on the existing computer system and to what extend it can support the proposed addition. The systems analyst must still consider the behavioral feasibility of the requested project. then the project is judged not feasible. Behavioral Feasibility: Suppose for a moment that technical and economic resources are both judged adequate.. MS Access and windows XP or other higher versions of windows are made use of. that are available easily. then the system is not economically feasible. If the budget is a serious constraint. This involves financial considerations to accommodate technical enhancement. an evaluation of candidate systems and the selection of the best system for the job. This project is economically feasible.Feasibility analysis: A feasibility study is concerned to select the best system that meets performance requirements. These entities are an identification description. An estimate should be made of how strong a reaction the user staff is P a g e | 41 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Economic feasibility Technical feasibility Behavioral feasibility Economic feasibility: The concerned business must be able to see the value of the investment it is pondering before committing to an entire system study. and the project should not proceed any further. Classic ASP. Hence this project is technically feasible. If short-term costs are not overshadowed by long-term gains or produce no immediate reduction in operating costs.
GenericHTML. It is common knowledge the computer installations have something to do understandable that the introduction of a candidate system requires special effort to educate. Text Box. Primary Memory: 256 MB RAM. Speed: 3. and Data Table. Mozilla. Radio Buttons. Platform : windows NT/ME/2000/XP Tools used: Internet explorer.NET works. P a g e | 42 BHARATHIDASAN INSTITUTE OF MANAGEMENT . The beauty of the Framework is that it includes most of the controls found in ASP. Enhancement to the system is found to be easier. With the Classic ASP Framework you will be able to structure your ASP pages pretty much the same way you would do it in ASP. oracle 10-g. Firefox. The above specified requirements are the minimum required to run the application Software Requirements Front End: Classic ASP: Microsoft’s Classic ASP is a programming language which helps developers to write server side code for creating dynamic applications. Language used: Visual Studio 2005. Above all. Hard Disk: 2GB. Classic ASP works the same way ASP. System requirements: Hardware Requirements Processor: Pentium IV.NET. sell and train the staff on new ways of considering business. the Framework is an “Event Driven GUI Paradigm” and it aids the ViewState.likely to have toward the development of a computerized system. Check Box. Drop Down.NET like Label Box. Data Repeater.06 GHZ. This system works efficiently and performs the process in a desired manner.
There are many advantages in using Classic ASP as it is independent of HTML. MySQL. The classic asp environment allows today’s architects. better support for development tools. Benefits of deploying classic asp. mails etc. base Class Library. functional applications more easily to meet the needs of the average small business or personal website Classic asp. MSSQL. availability of options to track and review the P a g e | 43 BHARATHIDASAN INSTITUTE OF MANAGEMENT . the codes written are reusable. common Runtime Engine. change or add any content of a web page Ability to access any data or database and return the results to a browser Design & Development of custom ASP web-sites Content Management System (CMS) for managing your content Maintenance of existing ASP websites Integration with third party ASP components for file upload. Search Engine Friendly Shopping Cart ASP Application Development Can connect to any database including MS Access.net web development facilitates easier and quicker programming. In Classic ASP. reduced amount of code. faster and reliable. larger class library. and coding can be done parallel to screen designing Advantages of Classic ASP Programming Services: Minimize network traffic Flexibility to view in any browser High security – ASP code cannot be viewed from the browser Stable database connectivity Fully functional for most small business owners Ability to dynamically edit. analysts and developers to spend more time and effort focusing on their clients’ business issues and less time wrestling with the limitations of the technology itself. It has several functions including interoperability. ORACLE Can create solid. language Independence.net application are many and they are increased Productivity / decreased Development Costs. simplified Deployment and security.
NET application you’re programming. maximized project visibility. You can input data and sort. Back End: MS Access: Microsoft Access is a database software program that makes manipulating data manageable for users of many skill levels. enhanced predictability. that pull information out of the database according to the project parameters.NET. one can have their existing ASP Web applications share the same business logic as ASP. It's particularly useful when there are thousands of records and sorting through them individually would take hours. By placing an application’s business logic in a Web Service abstraction layer. and adaptability and minimized project risk. but you still wish it to be able to work in close synchrony with that new ASP.project regularly. Access allows you to obtain the information quicker by providing a few commands to tell the program what is being sought. Reports can be created. This can be especially helpful if an existing ASP application works fine and you do not have the time to fully port it to ASP. and by being able to consume Web Services through classic ASP pages. filter or group information according to your needs. Database Design P a g e | 44 BHARATHIDASAN INSTITUTE OF MANAGEMENT .NET applications on the same Web server. too.
Reporting You can quickly create custom reports to that contain useful data that can help streamline your business processes. Management Benefits: Future Investment Microsoft is always upgrading their products so you can rest assured that you are not purchasing a product that will be obsolete in the near future. Selection Criteria Information can be easily retrieved based on selection criteria that you specify. you can easily upgrade to SQL Server along with an Access Data Project (ADP). it is more practical to select Access when there will be approximately 15 to 20 users. This eliminates human and duplication errors. Scalable If the size of your database is continually growing and your performance starts to suffer. Unique Identifier Each piece of information is assigned a unique identifier. Concurrent Users The latest version of Access will support up to 255 concurrent users. Custom Design Customized forms can be created that will make it easy for you to enter your information.User Benefits: User Friendly Access is user friendly and features the familiar Windows ‘look and feel’ which is appealing to most users. P a g e | 45 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
Distribution The ability to have the application and data in one file makes it extremely convenient to distribute the entire application to various users who can run the application in disconnected environments. but also eliminate potential human input error. This feature can not only save 100s of hours of input time. Research firms can put their dollars into study design and analysis. postage and labor is eliminated. Researchers can quickly view the results of the survey and go directly to the data analysis portion of the study. P a g e | 46 BHARATHIDASAN INSTITUTE OF MANAGEMENT . Data collection is instantaneous as the results are automatically sorted out. Advantages of Being Online: Instant Feedback Online surveys provide instant feedback to researchers. Participants can respond to the research in their own space and at their own time. The cost of paper. Cost Benefits Microsoft Access is often chosen as the database solution due to the cost benefits. Online surveys all but eliminate the cost of distributing a survey. rather than distribution. Higher Response Rate: The response rate can also be higher than traditional methods as convenience is another key benefit. Inexpensive to Distribute Costs can be prohibitive to researchers who have a large sample size.Legacy Data Access has the ability to easily import many data formats so that your existing data is not lost. This technology saves researchers considerable time and money. Backup The database can be backed up to prevent the loss of data.
enhance internal information and communication systems.Collaborating Collaborating is a special form of communication. Enhanced Security No more need to do backups. focused on a specific objective and often time-limited. ftp and other tools even though separated by distance and time zones.whether public. private or community-based. No more having to email backups to your accountant. No more risk of losing your precious data P a g e | 47 BHARATHIDASAN INSTITUTE OF MANAGEMENT . People can work together using email. and improve project management. advisors or business partners and having to remind them to send it back. It can keep you abreast of others using new technology. the Web. cut the time and cost of external communication. Managing effectively The Internet provides great potential for improving the effectiveness of organizations .
SNAPSHOTS: Login Screen: P a g e | 48 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
Admin Home Page: E-Mail Requesting Feedback: P a g e | 49 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
Feedback Entry Page: P a g e | 50 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
E-Mail stating that feedback has been submitted: P a g e | 51 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
Analysis Of The Feedback Submitted: P a g e | 52 BHARATHIDASAN INSTITUTE OF MANAGEMENT .
com/kirkpatricklearningevaluationmodel.opm.org/wiki/Systems_development_life-cycle http://www.html http://www.aspx http://en.wikipedia.asp http://en.co.com/Ch1_Introduction21.org/wiki/The_Gallup_Organization http://aspdoc.com/benefits.pdf http://www.htm http://www.html P a g e | 53 BHARATHIDASAN INSTITUTE OF MANAGEMENT .titan.REFERENCES: http://www.in/ http://www.access-programmers.1000ventures.drdeepakdogra.gov/perform/overview.indoglobal.businessballs.com/HRD-4.wikipedia.com/business_guide/crosscuttings/achievement_ability.