Training and Development Individual Assignment

2014

Ashish Batra GDGWI - 130017

3/24/2014

GD GOENKA WORLD INSTITUE

AND

LANCASTER UNIVERSITY

Training and Development

GMSI 309 :Roopa Nandi

Prepared by

Ashish Batra

Acknowledgment

I would like show my gratitude to the people who helped a lot me in the whole

project.

First of all I want to give thanks to Geetika Bhargava, Executive Regulatory Affairs of

GSK for giving out her precious time and helping me out in collecting the primary

data and the actual implementation of Training and Development in the GSK.

I would to give my regards and I am also highly indebted to Roopa Nandi , our

module leader for giving the support in every aspect and for providing proper

guidance and supervision us.

I really want to give my heartiest thanks to all the colleagues for the help and

coordination without their effort this project has not been accomplished

Executive Summary

This study includes the every aspect of training and development. In this study there

is study of that training and development leave their impact on the individual

performance and organisation also. Through individual performance organisation is

able to achieve their goals. In this study how the GSK organisations apply the

training and development and what method they have been using. It also involves

the dynamic work environment and future plans of the training and development

Table of Contents

Serial No. Contents Page No

1 Introduction 6

2 Literature review 7

3 Research Methodology

9

4 Critical Analysis 10

5 Significance 11

6 T&D Implementation

13

7 Dynamic & Future Directions

15

8 Findings 16

9 Appendix 17

10 Bibliography 24

Introduction

Training and Development

Training and development has been considered as the main tool in the human

resource management. In Training and development all the activities related to the

organisation development. After hiring the skilled employees is not confirmation that

organisation performance will improve firstly organisation has to organise some

training session about how the work will perform in this organisation and in what

ways task can be performed efficiently. For every employee in the organisation either

they are new or existing employee needs the training depend on their designation

and their performance. There are many types of training methods used by the

organisation according to their reliability and comfort ability.

Literature review

In this particular article "Training and Development Practices “For survival of the long

term and achieving the goals organisation or as well as for individuals need to do the

continuous progress .It’s an era of modernisation and there are many organisation

are in the industry so for the development of the organisation there should be a

proper Human Resource and through this the variant of the training of employee has

also accomplished. It has believed that through training employees can increase

their knowledge. Well training has always conducted in proper and organized format

for a particular purpose through employees can enhance their skills and get the

knowledge for performing the task efficiently

According to this article “Effect of on the job coaching on Management Trainees

Performance “From the old time coaching is mainly considered is the way to

increase the performance of the every employee (Jacobs , Ronald L. and Michael J.

Jones,1995) . There is positive relation of coaching with the increment in skills of the

individual and the ability of performing in the particular tasks. There are many factors

that affect the coaching I.e. either coach is not proper knowledgeable and the team

members are not coordination with coach and sometimes employee don't want to

learn or the coach is not flexible enough to mould the employee according to their

training pattern . These all the variable that can affect the performance of the

employee while completing the task. There is performance of coaching in GSK is

very low and it has the main effect of performance of the employee. If the coaching

technique will conduct proper there will be increase in the performance of the

employees in the particular case were Marketing Sales Executives (MSEs)

According to this article "Decision support system for human resource training and

development" For assessing the characteristics of the quality of the methods of the

training and development in the Human resource practices” There are basically nine

methods of training and development in which there are criteria of five items and six

more scenarios. Every organisation always give preference to two training mainly

first one is veritable training /simulators and priorities is the employs motivation so

"Mentorship "and the organisation has less time of performing the task . If any

organisation wants to cut the cost of training then they always prefer to "Web Based

Learning" but their main priority is the application should work easily. For increasing

the motivation of the employee or to do the less expense in the training organisation

prefer "On the job training”

According to the article "What Impact does training have on employee commitment

and employee turnover?”. By increasing competition every industry is becoming

globalised there is increase in the demand of training among all over the companies.

Every organisation wants to conduct better training for their employees and gain

advantage from among all the competitors. According to the lot of discussion among

research that training has impact on individual performance of the employee as well

it will contribute to the achievement of the organisation goals. Even one author

argues about through training helps in the increment of turnover of the organisation

as well as helps to increase in the level of the retention of the employee. (Colarello &

Montei, 1336 ; Becker 1993).

Research Methodology

Primary Research Method

Interview - For doing the research in depth interniew has been conducted . In the

interview there are basically some according to semi structured and some interviews

are unstructured. Semi-structured created for the senior level management of the

company. I have also adopted the unstructured when the analyst can give all the

information in Detail.

Questionnaires - It helps in doing the research in further steps. It was not allowed to

interact much with senior level people so just questionnaire are filled by the research

analyst and their executives.

Secondary Research Method

I have used the secondary research method also. There are many information is

available on the GSK website I.e. PDP plan is given on their websites.

I have also used the One Search Online Lancaster Library or Google Scholar for

accessing the Research Articles

Critical Analysis

In the article "Decision Support System for Human Resource Training and

development" Human resources is basically considered as the Human Capital

(Tracey 2003) The author gives a statement that Human resource is also a part of

the organization functions in that particular managing the people and production

and from the marketing till the product selling and at last the services provided by the

organization (Tracy 2003). However there is no comparison being done in the

context of the all functions of the Human Resources its just said that is it refers to but

in Human resource apart from the mentioned activities there are many other

activities involved. In the same article there are 9 techniques has been given and the

statements also said that according to research Verstibule and simulator are two

methods who have their average score in terms of applying in organization when

they need efficiency and to motivate the employees most when the time duration is

less & If organisations are looking for the minimising the cost of training they prefer

to the "Web-Based-Learning" and their first priority always be the ease of use . For

increasing the motivation of the employee organisation prefers the "On-the-job

training " or when organisation thinks there should be reduction in the cost .The

problem with the statement is that in the article there is no such comparison has

been made by discussing the pros and cons with other methods just the explanation

has been given by the author. However the sum up of all article is Training is

required it may be separate for the different organisation so it is not apply for all the

industries.

According to this article "What impact does training have on employee commitment

and employee turnover" The main issue is that how much training and development

leave their impact on particular employee and the turnover of the employee. Every

author has made arguments in the favour of the employee that Training is the only

thing that any organisation can treat as their advantage in front of their competitors.

Perhaps there is crucial debate is mentioned the article that training has impact on

both the employee. Perhaps that one arguments is also mentioned in the article that

training has a significantly impact on the success of the organisation.

Significance of Training Development in Effective

management and Organisation Goals

According to the particular "Impact of Training Practices on Employee Productivity"

that there is impact on individual performance mostly increment if the organisation is

investing in conducting the training sessions for employees. That investment is

beneficial for both individual as well as the organisation. If the productivity is

increasing of particular individual then it’s obvious beneficial to the organisation -

goals. Organisation can achieve their goals only and if every employee is performing

and contributing to the success by completing the task. Even the author says that

there is strong relationship between the productivity of the employee and training

conducted by the organisation.

In today's world every industry is too much advanced and globalized and there are

lots of competitors in every industries. For existing in the industry every organisation

has to put their efforts. Every employee has to be proper knowledgeable or that

much experienced so that he can increase the performance and it will add to

organisation advantage though they can compete easily with rivals organisation .

Training is one and only best way to give proper knowledge and proactive support of

every employee in the organisation. Every organisation is spending the massive

amount on the training of the employees well organisation are investing just to

trained their employees. The feedback or assessment is essentially required that this

thing is beneficial to the employees or not or the training session has properly

conducted or not. By doing the self-assessments is one of the informally way of

training even trial and error by doing self or the introspection will not provide them

the actual way or effective way performing the task effectively. Those who have

experience of working in the organisation can learn the ways by doing while they

doing job. These types of training methods it’s considered as mainly informal and

there is no such schedule and assessment of the training. For organisations it’s not

useful it creates lots of hindrance in the flow of work. According to the research or

studies that those organisation who follows the informal ways of training rather than

the formal they are less in form of productive in the duration of development

Organisations basically don't give the clear picture in which ratio they investing in the

employee development and training. Every organisation has believed that training is

crucial for employees to increase in the productivity of the employee and in the end

they will contribution to the organisation success. There is main thing in which every

organisation stuck is controlling the cost of training and development. Every

organisation emphasis on that training session has conduct properly and evaluation

is also necessary for every employee need to know in which area improvement is

required so he can increase the individual performance and contribute to the

productivity of the organisation

According to the research paper "Six Steps for Aligning Training with Organizational

Goals”. Every organisation has to maintain the proper gap between the goals of the

organisation and the motive of conducting training for the employee. To keep in mind

the organisation goals the training session has to be designed for employee so they

can work according to their plans and help in achieving the goals of the organisation.

There are many departments in the organisation according to the particular

department training design has to be set through this they can perform better rather

than the same patter on training for everyone . If the business goals of the

organisation are cleared and well planned and set standard of the every employee

according to their skills and knowledgeable that this employee. After setting the

standard plan the training methods for them how to complete the task in an effective

manner and motivate to those employees who are unable to perform. These all the

points that contribute to the completing in goals.

Glaxosmithkline (GSK)

Training and Development Implementation

In GSK there are various ways of Training and Development I.e If a new person joins

GSK organisation then basically manager of HR make a plan of the orientation for

that particular employee according to their designation of the employee and it is

essentially required for every employee. In this programme a little brief detail or

overview is given about all the diversification or sections. Through this employee is

able to gather all the initial information about all the various sectors and it helps in

understanding the culture of the GSK and the process of the GSK and the profile and

industry of health care and norms of GSK . Eventually it IS helps GSK also in the

development of the new projects. Employees can their fresh ideas so it will helpful

the GSK to compete with rivals in the industry.

Well for those employees who have been working with GSK their plan of training is

prepared once in a year according to the standard to every employee. After setting

their performance of the employee they evaluate they give rewards according to plan

of the PDP plan (Performance and development plan attached in the appendix)

Apart from the entire training employee GSK also is offering the learning from the

online sources that are covering all the policies and the way of doing procedures it’s

all given on online. Through this they will get the Web based learning and learn the

modules according to their plan.

Instructor led Training

GSK mostly prefer to conduct "Instructor-led Training" because it is one of the

training process through employees can learn the real time situation learning. It is

basically conducted for the groups and individuals too. GSK team always recorded

the session and upload the streaming of the courses on the web portal of their

company if any employee want missed it or want to watch it again so it will helpful for

them . The main advantage is that evaluation can be done on the same time by

instructor so employee can know their strengths and weakness. After knowing their

weakness and strength instructor can conduct more session to increase their

perfection in which they are skilled and improve their performance in which area they

are weak

On the job training

OTB On-the-job training is one of the mostly used techniques in the organisations.

GSK believes that its is the better from all of them because in this technique person

actually experience the task by doing itself so they try to conduct for every employee

in the organisation and it applies on the every designations in the company just after

joining the GSK. GSK thinks that this is one of the best method of under study.

Understudy means new joined employee have to work under or with existing

employee so they can train them. Its widely accepted that if a person train them for a

while till he don't understand the way of performing the task in GSK at same

designation is more effective than the to higher profession and conducts the special

person to train them . Even it is less inexpensive too from other training methods

because in other technique special type of training session has been conducted and

have to hire professional to hire them

Even in On-the-job Training Methods there are lots of methods of doing it i.e.

Coaching, Mentoring, Job Rotation, Job Instruction Technology, Apprenticeship and

Understudy. Well in all of these methods company only prefer Job rotation the most

Off-the-job training

GSK also prefer off-the-job training methods. In that particular training session has

been conducted not at the work place. It is constructed separate from environment of

the job. In that particular off the job training all emphasis is given on the learning

because in the work environment there are lots of pressure of performing well. If you

don't perform other competitors will go ahead of them but in off the job training there

is no fear of that thing so employee tries to learn

Dynamic Nature and Future Directions

GSK is basically into pharmaceuticals sectors. In every sector there is lots of

competition is there every organisation has lots of branches all over the world .Every

organisation of modern era is using their all the resources on training and

development to increase their skills of employees though they can contribute to the

success of the organisation .For competing from these even GSK has also

implemented every technique of training and development but it is very helpful to

dynamic work of the organisation. Every organisation has been trying to change the

pattern of the training and development though employees can gather information

about new technologies and gain knowledge in all the sections in the organisation. In

the industry GSK is actually putting their efforts through Coaching providing the best

learning environment so it’s beneficial for the employees. Training and Development

is the only key of the success or exist in today's world environment because the

educations every employee have just need the polish though they can understand

and apply their logics in the work environment

In every industry there are many organisations and everyone is following a different

pattern of training and development. Some organisations have very developed

programmes by using modern approaches and some are using traditional approach

of training and development. Even some employees consider training as an

obligation that organisation is conducting so we just have to attend it rather than to

take a benefit from training and improve their skills.

Future direction will be for the training and development in GSK try to develop that

environment that employees will consider training as there are increasing their own

skills. It will benefit them to increment to individual skills and through this their team

level performance will increase ultimately it’s all added in the performance of the

GSK and it’s also benefit for the social culture and environment too. In the end

training will help in increase the skills of the employee and more knowledgeable.

Increasing competition will help to GSK or even individuals make them realise the

importance of the training and development. Those organisations are conducting the

training session for their employee they are concerned more about the individual

performance of the employees & GSK has been trying to do that since beginning. In

shot organisation are doing for themselves to create a powerful image in the industry

and corporate culture. Conducting training session is not the only thing for doing

everything correctly organisation need to evaluate the performance also and give

some rewards or motivational supports to their employees that’s why only GSK has

created their PDP plan. Training will leave their best effect when all the things

performed will under all practices of the Human Resource Management

Findings from the Survey

After conducting all the survey from the Analyst Executive to Regulatory Affairs

Executive the result was found that GSK is trying their best efforts to train their

employees. But the culture different may be the barriers because they have to work

globally and a job rotation is there so it’s very difficult for employees to adjust with

the environment. Somewhere employees are also less interested about the training

programs but they are just motivated by the PDP plan,

Appendix

Questionnaire

Employee Name –

Designation –

1) Since when have you been working in the GSK?

A From last 5 years

B From last 10 years

C From last 15 years

D More than 15 years

2) Would you like to attend training programme?

A Yes

B No

3) Do you think training should be conducted in every organisation?

A Yes

B No

4) According to you in which context training helps the most to the employees?

A) In learning

B) In Enhancement of Skills

C) Flow of Information

D) All of the above

5) Training is required for all the designation of the employees in the

organisation to increase the productivity and performance?

A) Completely Agree

B) Partial Agree

C) Disagree

D) Unsure

3) From the following method which one is more effective and efficient according to

your work environment in the organisation?

A) Instructor Led Training

B) In-House Training

C) On the Job Training (OJT)

D) Off the Job Training

4) How much are you satisfied with the training session of the GSK?

A) Extremely Satisfied

B) Moderately Satisfied

C) Slightly Satisfied

D) Neither Satisfied nor dissatisfied

5) In a year how many times GSK conducts training for their employees?

A) Quarterly

B) In six months

C) In a year

D) In two year

6) Have you noticed any changes in the work performance after training in yourself

or other employees?

A Yes

B No

7) In GSK how much duration of training will be given to employees?

A 1 hour

B 2 hour

C 3 hour

D More than 3 hour

8) Is there any effect of GSK performance in the healthcare sector industry?

A Yes

B No

9) Do you think that training helps GSK employees to think out of the box innovative?

A Yes

B No

10) Do you think that training helps GSK employee to perform in the group or team?

A Yes

B No

11) Whenever training session has been conducted does all the employee

participate in that duration?

A Yes

B No

12) How much long training session has been conducted though everyone will attend

properly?

A For once in a week

B In between 10-25 days

C Once in a month

D Once in six months

13) Do you think the materials of training session are sufficient provided by the

GSK?

A Yes

B No

14) After completing the training when will be the suitable time to give feedback?

A) Immediate after the training

B) After few days

C) After few weeks

D) After Month

15 Do you think evaluation helps in increasing their performance of GSK

employees?

A Yes

B No

Performance Development Plan

Name Business Unit

Job Title Department

Manager’s Name Location

Plan Year Country

Performance Plan

Performance Objectives: “what” you need to achieve

Accomplishments / Examples / Comments describe your progress to date

Behavioural Objectives:* “how” you need to deliver your performance objectives

* Typically you should identify up to 3 behaviours that you believe will directly impact achievement of your objectives. The GSK Behaviours are how work gets done to achieve GSK strategy and culture. Refer to the PDP website for further details.

Development Plan

Development Activities / Objectives: include both long & short term development goals

for your current role and career aspirations

Progress & Accomplishments describe your progress to date

Review of Performance and Behaviours

Stakeholder Feedback: record here feedback received from direct reports, colleagues, customers and other stakeholders

Annual Review – Manager’s Comments Annual Review – Employee’s Comments

Performance in meeting objectives and demonstrating the GSK Behaviours are important factors in compensation decisions. This information, along with other factors, will be considered when making compensation recommendations. Please consult your manager for further details.

My manager and I have discussed this annual performance and development review and jointly prepared this document. My signature does not necessarily signify agreement or disagreement.

Employee’s Signature: ________________________________________________ Date: _________________

Manager’s Signature: _________________________________________________ Date: _________________

Employee and manager must sign in order to finalise this PDP. In lieu of signing, the employee can also email acknowledgement that the document has been received and discussed. The manager must then attach the email to the document in order to finalise.

Data Protection Law –The data in this document may be stored in paper form or electronically within the GSK computing environment and used by authorised data users

to highlight internal talent and possible job opportunities globally within GlaxoSmithKline. By submitting this form and providing the information requested, you are authorising GSK to use the data supplied for these purposes. Please see the PDP guide for complete details on this subject.

Records Retention - This is an employment record which must be retained by the Company.

Please refer to the GSK Global Records Retention Schedule, record category: GRS056 for details of the retention period: http://corporate2.glaxo.com/Docretention - select “Search” from the top menu, enter “GRS056” and click “Search”.

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