study of the effectiveness of training imparted to cope up with technological up gradation on performance of manpower with special reference to Eicher”.

By Pankaj mehra MBA INC MHOW 6ND09025

Introduction of Training
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees

Importance of Training and Development

Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals

Importance of Training Objectives
Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program

To understand changing expectations on training and benefits from an employee’s perspective 1. Active involvement in employee education 2. Rewards for improvement in performance 3. Rewards to be associated with self esteem and self worth 4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training 5. Flexible access i.e. anytime, anywhere training

Models of Training
 1. System Model

2. Instructional System Development Model 3. Transitional model

System Model Training
The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards

Transitional Model
Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed

Instructional System Development Model(ISD)Model
Instructional System Development model was made to answer the training problems. This model is widely used nowa-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured.

Methods of Training
     




Computer-Based Training (CBT

Programmed Instruction (PI)

Behavior Business Games Training Modeling
 Behavior Modeling

uses the innate inclination for people to observe others to discover how to do something new. It is more often used in combination with some other techniques

IN-Basket Technique
 It provides trainees with

a log of written text or information and requests, such as memos, messages, and reports, which would be handled by manger, engineer, reporting officer, or administrator

Role Play Training Method

 The design of the training

program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program

Training Implementation
 To put training program into effect

according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action

Training Evaluation

Role of Organization in Training and Development

Importance of Trainer, Role of Trainer
 The effective transfer of

training depends a lot on the trainer because it is the trainer only who can remove the mental block of trainee, motivate the trainee to learn, delete the negative perception of the trainee regarding the training. Besides all that, a lot depends on personality of trainer also

Facilitation Of Training
 Facilitation of

Transfer of Training through Focus on Trainee and Organization Intervention Focus on Trainee Focus on Organization Intervention Focus on Trainee

Facilitation of Training Through Organization Intervention
 Failure of training is not

always because of lack of KSAs but sometimes it is because of the organizational forces also. These forces also hold back the transfer of training, and learning. Therefore, it is important to keep in check those forces. For the successful transfer of training, it is necessary to have supervisor support, trainer support, peer support, reward system, climate and culture.

Benefits Of Outsourcing

Challenges Of Outsourcing

Qualities Looked For In Training Consultancies

Top Specialized Training Providers Why SAP

SAP in India

 The training aimed to benchmark current

practices in the area of training and effectiveness and understands how Organizations are effectively using training and effectiveness as a vehicle for enhancing productivity and organizational excellence

Research Design:
 In order to present an unbiased perspective

of training & effective practices the study was designed to include both employers and employees. HR managers/ training managers were considered representatives of the employer viewpoint

Objectives of the Qualitative Phase:
 • To understand emerging trends in the field of compensation 

    

and benefits. • To understand the top management view of the evolving expectations of employees and the effectiveness of existing practices in place in terms of boosting employee engagement and enhancing organizational effectiveness. • To identify best practices in the area of compensation structuring and employee engagement measures. • To understand the top management view of linkage of training and effectiveness practices with business drivers. • To put training and effectiveness in perspective with other tools at the disposal of an organization and study emerging trends. • To benchmark current practices in training and effectiveness across industries, levels and functions within organizations. • To understand changing expectations on compensation and benefits from an employee’s perspective


In eicher motors I have seen that for cope up with technical up gradation they provide training to their employee like SAP, ERP. From time to time they sent their employee to foreign countries to learn new technique in automobile they give training to engineer for cost cutting. From time to time they evaluate the performance of company and their employee. For their technical up gradation they use different modals of training. There is clearly a need to bring in ‘a breath of fresh air’ in training structuring in the manufacturing industry- less employees here perceive fairness and transparency in salary hikes, training practices etc. More employees are unhappy with the level of innovation in their training package as also with the ability of the package to address medical needs of dependent parents. Although the automobile sector is booming in India, the pressure on the demand side of skilled manpower is perhaps the greatest.. The manufacturing sector has a challenge of retaining talent at the upper echelons of the management. Perhaps the biggest reason for this is that this sector finds its hands tied when it comes to making counter-offers to separating employees. Training grades are defined very rigidly in this sector and there is very little room for changes. Besides, the rise in salary levels across levels is not as high. The Manufacturing sector largely reflects the same trends in the area of training and effectiveness as in the New Economy sectors for the reason that today, many HR leaders in the manufacturing sector feel that they are competing for manpower with these sectors. Where the manufacturing sector needs a re-look and perhaps an overhaul is in areas of HR outside of training and effectiveness as this sector can obviously not compete with the New-Age sectors in this area. This realization has set in among HR leaders