Human Resource Management Project

Training and Development

With Special Reference to Practices Followed at

SAHARA INDIA PARIWAR

PRANAV MALHOTRA BBS II-C8097

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PROJECT OVERVIEW

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes

place in structured format. It is concerned with the structure and delivery of

acquisition of knowledge to improve the efficiency and effectiveness of

organization. Therefore, training is a key to optimizing utilization human

intellectual technological and entrepreneurial skills.

There are four phases of training in Sahara India-Training need analysis,

Training design, Training implementation and Training evaluation.

Training evaluation is the most important part of training process which

refers to activities aimed at finding out the effectiveness of training

programme after they are conducted, against the objective for which such

programmes were organized. Training evaluation techniques give us solution

to answer questions like where was the capability level of learners before the

programme and where is it now, what was intended to be achieved by

particular programme and where is really achieved now, and what is the

monitory value of training outcome against the cost incurred for conducting

the training programme. The key issues involve staffing policies selecting

and retaining talented employee, training and development whilst

encouraging employees to be innovative and creative, culture barriers, and

legal frame work. Sahara India Pariwar provides soft skill development

training to their employees. But still they need to work on providing

product/process development training. To evaluate the training program,

questionnaire is the most popular method in Sahara India.

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Training initiatives and programs have become a priority for Human

Resources. As business markets change due to an increase in technology

initiatives, companies need to spend more time and money on training

employees. In today’s business climate employee development is critical to

corporate success and organizations are investing more in their employees

training and development needs.

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INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes

place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to

improve the efficiency and effectiveness of organization. It is concerned

with improving the existing skills and exploring the potential skills of the

individual i.e. upgrading the employees’ skills and extending their

knowledge. Therefore, training is a key to optimizing utilization human

intellectual technological and entrepreneurial skills

Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to

perform various obligations, tasks and functions.

• Developing the employee’s capabilities so that they may be able to

discover their potential and exploit them to full their own and organizational

development purpose.

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• Developing an organizational culture where superior-subordinate

relationship, team work, and collaboration among different sub units are

strong and contribute to organizational wealth, dynamism and pride to the

employees.

Development defined

It helps the individual handle future responsibilities, with less emphasis on

present job duties.

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.

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INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable

the participants to gain skills, learn theoretical concepts and help acquire

vision to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to

operate machines, and use other equipments with least damage and scrap.

This is a basic skill without which the operator will not be able to function.

Employees, particularly supervisors and executives, need interpersonal

skills.

Education: The purpose of education is to teach theoretical concepts and

develop a sense of reasoning and judgment.

Development: It is less skill-oriented but stresses on knowledge.

Knowledge about business environment, management principles and

techniques, human relations, specific industry analysis is useful for better

management of a company.

Ethics: There is need for imparting greater ethical orientation to a training

and development programme. Ethical attitude help managements make

better decisions which are in the interests of the public, the employees and in

the long term-the company itself.

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Attitudinal Changes: Attitude represents feelings and beliefs of

individuals towards others. Attitude affects motivation, satisfaction and job

commitment. Negative attitude need to be converting into positive attitude.

Attitude must be changed so that employees feel committed to the

organization, are motivated for better performance, and derive satisfaction

from their jobs and the work environment.

Decision making and problem solving skills: It focuses on methods

and techniques for making organization decision-making and solving work

related problems.

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IMPORTANCE OF TRAINING AND DEVELOPMENT 

It helps to develop human intellect and an overall personality of the

employees.  

 

• Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve

its long-term goal. 

 

• Team spirit – Training and Development helps in inculcating the sense

of team work, team spirit, and inter-team collaborations. It helps in

inculcating the zeal to learn within the employees.  

• Organization Culture – Training and Development helps to develop

and improve the organizational health culture and effectiveness. It helps in

creating the learning culture within the organization.   

• Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees get

these feelings from leaders, subordinates, and peers.  

• Quality – Training and Development helps in improving upon the quality

of work and work-life.

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• Healthy work-environment – Training and Development helps in

creating the healthy working environment. It helps to build good employee,

relationship so that individual goals aligns with organizational goal.  

• Health and Safety – Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.  

• Morale – Training and Development helps in improving the morale of the

work force. 

 

• Image – Training and Development helps in creating a better corporate

image. 

 

• Profitability – Training and Development leads to improved profitability

and more positive attitudes towards profit orientation.  

• Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem solving. It

helps in understanding and carrying out organizational policies  

• Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that successful

workers and managers usually display. 

• Optimum Utilization of Human Resources – Training and

Development helps in optimizing the utilization of human resource that

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further helps the employee to achieve the organizational goals as well as

their individual goals.  

• Development of Human Resources – Training and Development helps

to provide an opportunity and broad structure for the development of human

resources’ technical and behavioral skills in an organization. It also helps the

employees in attaining personal growth.

Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at each level.

It helps to expand the horizons of human intellect and an overall personality

of the employee

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PROCESS OF TRAINING

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TRAINING EVALUATION

TRAINING NEED ANALYSIS

TRAINING

DESIGN

TRAINING IMPLEMENTA

TION

TRAININGPROCESS

1. TRAINING NEED ANALYSIS (TNA)/TRAINING NEED IDENTIFICATION (TNI)

An analysis of training need is an essential requirement to the design of

effective training. The purpose of training need analysis is to determine

whether there is a gap between what is required for effective performance

and present level of performance.

Training Need arises at three levels:

Organizational level

Individual level

Operational level

Corporate need and training need are interdependent because the

organization performance ultimately depends on the performance of

itsindividual employee and its subgroup.

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Organizational level – Training need analysis at organizational level

focuses on strategic planning, business need, and goals. It starts with the

assessment of internal environment of the organization such as, procedures,

structures, policies, strengths, and weaknesses and external environment

such as opportunities and threats. After doing the SWOT analysis,

weaknesses can be dealt with the training interventions, while strengths can

further be strengthened with continued training. Threats can be reduced by

identifying the areas where training is required. And, opportunities can be

exploited by balancing it against costs. For this approach to be successful,

the HR department of the company requires to be involved in strategic

planning. In this planning, HR develops strategies to be sure that the

employees in the organization have the required Knowledge, Skills, and

Attributes (KSAs) based on the future KSAs requirements at each level.

Individual level – Training need analysis at individual level focuses on

each and every individual in the organization. At this level, the organization

checks whether an employee is performing at desired level or the

performance is below expectation.

Operational level – Training Need analysis at operational level focuses on

the work that is being assigned to the employees. The job analyst gathers the

information on whether the job is clearly understood by an employee or not.

Based on the information collected, training Need analysis (TNA) is done.

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2. TRAINING-DESIGN

 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. 

 

The trainer – Before starting a training program, a trainer analyzes his

technical, interpersonal, judgmental skills in order to deliver quality content

to trainers. 

The trainees – A good training design requires close scrutiny of the

trainees and their profiles. Age, experience, needs and expectations of the

trainees are some of the important factors that affect training design.

Cost of training – It is one of the most important considerations in

designing a training programme. A training programme involves cost of

different types. These may be in the form of direct expenses incurred in

training, cost of training material to be provided, arrangement of physical

facilities and refreshment, etc.

Training climate – A good training climate comprises of ambience, tone,

feelings, positive perception for training program, etc. Therefore, when the

climate is favorable nothing goes wrong but when the climate is

unfavorable, almost everything goes wrong. 

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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 implementation can be segregated into:

• Practical administrative arrangements

• Carrying out of the training

Once the staff, course, content, equipments, topics are ready, the training is

implemented. Completing training design does not mean that the work is

done because implementation

phase requires continual adjusting, redesigning, and refining. Preparation is

the most important factor to taste the success. Therefore, following are the

factors that are kept in mind while implementing training program:

The trainer – The trainer need to be prepared mentally before the delivery

of content. Trainer prepares materials and activities well in advance. The

trainer also set grounds before meeting with participants by making sure that

he is comfortable with course content and is flexible in his approach.

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Physical set-up – Good physical set up is pre-requisite for effective and

successful training program because it makes the first impression on

participants. Classrooms should not be very small or big but as nearly square

as possible. This will bring people together both physically and

psychologically. Also, right amount of space should be allocated to every

participant.

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3. TRAINING EVALUATION

The process of examining a training program is called training evaluation.

Training evaluation checks whether training has had the desired effect.

Training evaluation ensures that whether candidates are able to implement

their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

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Need of evaluation of Training:

Training cost can be significant in any business. Most organizations are

prepared to incur these cost because they expect that their business to benefit

from employees development and progress. Whether business has benefited

can be assessed by evaluation training.

There are basically four parties involved in evaluating the result of any

training. Trainer, Trainee, Training and Development department and

Line Manager.

The Trainee wants to confirm that the course has met personal expectations

and satisfied any learning objectives set by the T & D department at the

beginning of the programme.

The Trainer concern is to ensure that the training that has been provided is

effective or not.

Training and Development want to know whether the course has made the

best use of the resources available.

The Line manager will be seeking reassurance that the time hat trainee has

spent in attending training results in to value and how deficiency in

knowledge and skill redressed.

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The problem for many organizations is not so much why training should be

evaluated but how. Most of the organizations overlook evaluation because

financial benefits are difficult to describe in concrete terms.

PROCESS OF TRAINING EVALUATION

Before Training: The learner’s skills and knowledge are assessed before

the training program. During the start of training, candidates generally

perceive it as a waste of resources because at most of the times candidates

are unaware of the objectives and learning outcomes of the program. Once

aware, they are asked to give their opinions on the methods used and

whether those methods confirm to the candidates preferences and learning

style

During Training: It is the phase at which instruction is started. This phase

usually consist of short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are

assessed again to measure the effectiveness of the training. This phase is

designed to determine whether training has had the desired effect at

individual department and organizational levels. There are various

evaluation techniques for this phase.

Techniques of evaluation

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The various methods of training evaluation are:

• Observation

• Questionnaire

• Interview

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COMPANY‘S PROFILE

Sahara India- a corporate, which believe that quality, is never an accident it

is a result of planning, team work and a commitment of excellence. Sahara

India Pariwar is a multi-business conglomerate with diversified business

interest that includes finance, real estate, media & entertainment, tourism &

hospitality, and service & trading.

Sahara India Pariwar

Year 1978 in Gorakhpur, India

2005, headquarter in lucknow India

Workers 3 9.10 lackDependents 15 45.50 lackAsset 2000 Over 50,000 croreEstablishments 1 1707

No Trade unionNo owner

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Important points

The employees at Sahara India Pariwar greet each other by saying

“Sahara Pranam”

Every year, republic day and independence day is celebrated as Bharat

Parv ( national festival) and Sahara India Pariwar celebrates it as the

biggest event of the pariwar (family).

Sahara India Pariwar has been the official sponsors of the Indian cricket

team and Indian hockey team.

Sahara India Pariwar in often referred as the world’s largest family

910,000 workers/ employees and no trade union

Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s

largest pillar less clear-to-sky dome of its kind

Holds the Guinness world record for planning 125,256 trees by 1400

volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city

Hold the record in India for 25%-50% hike in the gross salary of all of its

employees at one go.

Conducts mass marriage ceremony of 101 underprivileged girls every

year

Subrato Roy Sahara is also referred as “Saharasri”

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SAHARA INDIA PARIWAR

OVERVIEW

Sahara India Pariwar is a major entity on the corporate scene having

diversified business interests that include Finance, Infrastructure & Housing,

Media & Entertainment, Consumer Products, Manufacturing, and Services

& Trading.

Quality is our essence and we, at Sahara India Pariwar , have always

stressed on the Qualitative aspect. Consequently in this run for quality,

quantity has always pursued us. We look forward to reaching the zenith and

reaffirm our commitment to the process of sound nation-building.

CORE COMMITMENTS – HR Guidelines at Sahara

Emotion

Discipline

Duty

No discrimination

Quality

Give respect

Self-respect

Truth

Collective Materialism

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Religion

Absolute Honesty

Profit Sharing at SAHARA

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KARTAVYA COUNCIL AT SAHARA

What

A commitment of Sahara India Pariwar to the genuine needs and rights of

anybody & everybody - Be it to a depositor, newspaper reader, consumer....

all business associates and Sahara India Family Members. 

Need 

India needs effective consumer protection and protection of workers'

genuine rights. There are various agencies, promising protection & action.

But no external body can provide justice unless the company becomes

'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION

POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature.

Motto 

“We not only believe but practice NO DISCRIMINATION, JUSTICE &

HIGH QUALITY - means enthusiastic, productive performance of duty

"KARTAVYA' towards the consumer', workers' genuine satisfaction.”

Aim 

To provide justice - be it a matter of the tiniest imperfection or injustice in

our COMMITMENT - products or services. direct or indirect, short term or

longterm.

BUSINESS ENTITIES

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.

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SAHARA

INDIAPARIWA

R

FinanceInfrastructure and housing

Media and entertainment

Consumer products

Manufacturing

Services and Trading

TRAINING DEVELOPMENT FUNCTIONS IN SAHARA INDIA

PARIWAR

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-Source Sahara Website.

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TEAM-HEAD

TNITraining calanderTraining budgetTraining feedbackTraining manualsApprovals/concept paperPDWCCT-2009CCT Networking

TEAM MEMBER 1

IT supportProject/Summer trainingInduction manual/pptPD e-manualCCT-2009Training feedback or

evaluationAdmin taskDatabase managementMIS-T&D

TEAMMEMBER 2

Module designModule developmentInternal TNIExternal TNI

Product/Process TrainingOorjaProject/Summer

trainingHRIS supportBest HR practices

TEAM MEMBER3

Training initiativeInternalExternalConcept DevelopmentWrite-ups& BriefingTraining EvaluationPD e-manualOorjaProject/summe r trainingBulletin/Board Management

TEAM MEMBER4

Library mgmtBooksJournalNewspaperDak(In/out) databaseRecord MaintenanceAdmin follow UpBulletin/Board management

The major activities performed by the Training and Developing function in

Sahara India Pariwar are as follows:

(1) Training needs identification/ assessment:

From employees through interviews, questionnaires, etc. and secondly

through HOD recommendation.

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TNIIN

SAHARA INDIA

PARIWAR

HOD RECMMEND

ATION

TNI EXERCISE/SU

RVEY

(2) Training (Internal/External):

Training depends upon its scope, whether needs of the training can be met

within the organization or whether has to be taken to an environment outside

the organization.

(3) Certified corporate trainer: Certified corporate trainers are the

employees of the company itself. It is their voluntary involvement. If they

feel like in their service tenure that they can, for some time, train the

employees of the company on the base of their experience, then send in their

CVs and on approval by the respective authority, become certified corporate

trainers.

(4) Types of training given in Sahara India Pariwar:

Induction/Orientation training

Soft skill development training

Project training

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INDUCTION/ORIENTATION TRAINING

These terms are interchangeably used to give a friendly welcome to the new

employees as members of the organization so also to introduce the new

employee with the available installations (plant and machineries, systems),

work norms, organizational objectives and the job position of the employee.

SOFT SKILL DEVELOPMENT TRAINING

Modules of soft skill development training in Sahara India

Pariwar:

Personality and positive attitude

Business communication

Team building and leadership

Stress management and work-life balance

Business etiquettes and corporate grooming

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STRESS MANAGEMENT & WORK LIFE BALANCE

OF ALL EMPLOYEES

Background

During the last 20 years, the nature of jobs across globe has changed

substantially resulting in jobs becoming less and less physically demanding.

Coupled with this, the change in life style, has led to stress level increasing

day by day, both at work place and at home. It is therefore of utmost

importance to understand the various transients affecting health and fitness

levels of individuals. In view of this, the module will help to take a proactive

approach to stress management in order to establish a work environment that

is healthy, stress-free and fit.

SAHARA’s Objective of the program

To understand and help manage the stress level, its symptoms and various

impacts and to develop

a better work life balance strategies for leading a better life.

Coverage of the program

Impact of stress

Managing Stress

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ABC Strategy

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BUSINESS ETIQUETTE & CORPORATE GROOMING

Self –improvement and self –development has become imperative for

survival in the changing and competitive environment. Business Etiquette is

a very important factor in determining the success or failure of a business or

a person. This module will guide to enhance the focus for Business Etiquette

& Corporate Grooming.

Objective of Corporate Grooming at Sahara

To understand the importance of Corporate grooming, Power Dressing and

how to make our body language effective in order to enhance personal

effectiveness with good manners and etiquettes in order to succeed in your

business, be liked by people and maintain good relationships with clients,

customers and employees.

Coverage of the corporate grooming Training Program.

Business etiquette

Corporate grooming

Corporate ground rules

Social niceties

Work norm

Meeting protocol

Dining etiquette

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PROJECT TRAINING

Project trainings are the time-to-time held training sessions held by the

organization and with the help of experienced and learned employees to train

students outside the organizations, in various practical fields, for the

accomplishments of their compulsory projects

(5) Training evaluation:

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PERSONALITY & POSITIVE ATTITUDE AFFIRMATION

Objective of the Program

To understand the concept of Personality & positive attitude in relation to

organizational success.

About the Program

Personality as a whole cannot be defined without the positive attitude. It is

the positive attitude of a person that plays an important role in various

decision making process and reaction to responsibilities and challenges in

work and life. The module has been developed to help the individual to

develop the understanding that how individual personalities can influence

the organizational development & the organizational success.

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KEY POINTS IN UNDERSTANDING THE T&D AT

SAHARA

Mostly all the kartavyayogis of corporate HR are well aware of the

role and importance of the training They are self motivated to attend

such training program as it will result in their skill enhancement &

improving their interpersonal skill.

Corporate HR, Sahara India Pariwar , time to time training is provided

to all the kartavyayogis and it is continuous process.

Two types of training is provided to the kartavyayogis by Corporate

HR Sahara India Pariwar -induction training and soft skill

development training.

Questionnaire is the most popular mean of evaluating the training

program in Sahara India Pariwar.

Most of the kartavyayogis feel that interview is the most appropriate

method of evaluating the training program.

Post training evaluation focus on result rather than on the effort

expended in conducting the training and it worth the time, money and

effort.

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Most of the participants are benefitted by giving feedback after

attended the training. It motivated them to do better, helped them to

increase their job performance and is an aid to future planning.

In Sahara India Pariwar, post training evaluation is used to identify the

effectiveness and valuation of training program, to identify the

ROI(return on investment), to identify the need of retraining and to

provide the points to improve the training.

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CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge,

expertise and skill relevant for performing excellently within a specific

functional department. This competence insures that technical knowledge is

both present and used within a firm for the welfare of its stake-holders. To

develop this competence regular Training and Development is required

Therefore, Training initiatives and programs have become a priority for

Human Resources. As business markets change due to an increase in

technology initiatives, companies need to spend more time and money on

training employees. In today’s business climate employee development is

critical to corporate success and organizations are investing more in their

employees training and development needs.

Training evaluation is the important part of training process. It provides a

feedback and help the sponsors and the resource persons for improvement at

the level of individual performance and in the strategy formulation for

training and development. Post training evaluation can be used to identify

the effectiveness and valuation of training programme, to identify the ROI

(return on investment), to identify the need of retraining and to provide the

points to improve the training.

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BIBLIOGRAPHY

1. BOOKS/MAGAZINES:

Human Resource Management by L. M. Prasad

Human Resource Management by Dipak. k. Bhattacharya

Human Resource Management by K. Ashwathapa

2. WEBSITES:

http://www.sahara.co.in

http://www.sahara.org

http://www.managementhelp.org/search/

management_help_search.html?

zoom_query=training+and+development

http://www.inc.com/magazine/19930201/3393_pagen_7.html

http://humanresources.about.com/od/trainingtrends/

Future_Education_and_Training_Trends.htm

http://humanresources.about.com/od/training/

Training_Development_and_Education_for_Employees.htm

http://traininganddevelopment.naukrihub.com/

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