PRESENTED BY JOY.

S 0905122

Training s any kind of action taken to impart or improve the employees knowledge, skills and attitudes. The mission of a training function is to bring about behavior change.

The training activity may emphasis on various different factors, such as:
  

Developing and acquiring knowledge Developing skill Changing attitudes

The three model of training are:

  

System Model Instructional System Development Model Transitional Model

The main aim of the present study is to accomplish the following objectives:-

To analyze the existing Training and Development method in KTDC

To evaluate the effectiveness of Training and Development method in KTDC

To analyze the ways and means to improve Training and Development method in KTDC

The Training plays a significant role in the performance of an organization. Tourism is the key to overcome economic slow down. It can deliver more than most sectors for the economy as a whole. It is the sector which uses most human interface. Here comes the scope of training activities relevant to tourism sector when compared to other sectors of the economy.

Primary source for collecting data used in the study is questionnaire. In this study sampling unit is KTDC Corporate office, Mascot Hotel and Samudra.

Sample size for the study is 50 employees from KTDC Corporate office, Mascot Hotel and Samudra.

Convenient sampling is the sample procedure taken in the study. Tool such as Percentage method is used for analyzing the data.

Lack of time Management did not disclose confidential data Most of the employees were busy with their work The primary data were biased

KTDC is a Government Company established in the year 1965. Main objective of facilitating the infrastructure for tourism development in the state. The company has so far successfully attained its objective there by becoming the largest in hotel network in the state conduct tour programs, rent vehicle on rent etc. are some of their services.

The major findings from the study are :

There is no Standard Operating Procedure for Training and Development Departments.

Only behavioral training is given to employees in KTDC. Train the Trainer programme is there. There is communication gap prevailing within the office. Training is outsourcing done by Cormorant Group Kochi. 58% of the respondents agree that the training organized is relevant for the job. 50% of the respondents rated the trainer as 3 ( 5 being top and 1 being least) based on his/her experience and knowledge.

58% of the respondents agreed that they can carry out their work without any difficulties.

64% of the respondents agreed that transfer of learning is there in KTDC. Only 36% agreed that training is given whenever need arises. 54% agreed that training program are well organized. Only 29% of the respondents agreed that employee performance is assessed before and after training and feedback is given to them.

48% of the respondents agreed that training duration is satisfactory. 54% agreed that training needs are assessed and changes are made in training process according to requirements.

64% agreed that training helps in increase in motivation. 40% of the respondents agreed that department managers discuss the training content with them after the training.

66% of the respondents agreed that objectives of training are known to them. 64% of the respondents agreed that the trainer make good use of examples and illustrations.

60% of the respondents agreed that there is sufficient time in class for questions and discussions.

52% of the respondents agreed that the venue of training program is adequate. 42% of the respondents rated the overall quality of training program as 3.

Include group discussions as part of training programme through videos and audio aids. Provide reading materials during the training. Include modern practices like Vestibule training in training programme. Make employees into small groups and critique each others performance, knowledge and skills so that employees weakness can be identified. Stop and ask questions at key points in a presentation. Employ a review game as part of training program. Presentations should summarize the main points and relate them to real life example of activities in work place. Majority of the respondents demanded that they need training in Foreign languages and in computer.

Creation of a Standard Operating Procedure makes the training and development department more effective.

Employee performance should be assessing before and after training and feedback should be provided for improvement.

Continuous assessment and refreshment of train the trainer programme should be done.

Most of the respondents gave the opinion that the number of training programme should be increased.

Some of the respondents demanded that they need training in quality of goods and services.

Majority of the respondents agreed that the venue is suitable for the training, but some suggested that venue should be changed and training should be given category-wise and age-wise.

In the field of Human Resource Management, Training and Development is the field concerned with organizational activity aimed at bettering the performance of individuals and group in organizational settings. Training within a hotel provides the best opportunity to influence the aptitude and performance of employees. The conclusion is that the training is effective for the growth of business and employees. Training could be made more effective by concentrating on particular areas related to the nature of job of each employee.

THANK YOUu