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I N T R O D U C T I O N
Employee training tries to improve skills, or add to the existing level
of knowledge so that employee is better equipped to do his present
job, or to prepare him for a higher position with increased
responsibilities. However individual growth is not and ends in itself.
Organizational growth need to be measured along with individual
growth.
Training refers to the teaching /learning activities done for the
primary purpose of helping members of an organization to acquire
and apply the knowledge skills, abilities, and attitude needed by
that organization to acquire and apply the same. Broadly speaking
training is the act of increasing the knowledge and skill of an
employee for doing a particular job.
In today’s scenario change is the order of the day and the only way
to deal with it is to learn and grow. Employees have become central
to success or failure of an organization they are the cornucopia of
ideas. So it high time the organization realize that “train and retain
is the mantra of new millennium.”
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EMPLOYEE TRAINING APPROACHEqually important to training transfer are the activities
that start during and occur following the employee
training. We can help create an environment that fosters
the ability of each individual to assimilate learning and
apply employee training on the job. Just follow these
guidelines for managers, trainers, and human resources
professionals.
• Meet with each trainee, their supervisor, and
possibly, their coworkers, following the employee
training session.
• Remind the supervisor, particularly, or coworker that
one of the most powerful methods for helping others
apply training in the workplace is to act as a role model
using the training or skill.
• Follow up with the trainees and their supervisor
about progress on the goals and action plans they
developed during the employee training.
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JOB ASSESMENT
The facilitator gathers all employees who have the same job in a
conference room with a white board or flip charts and markers.
Ask each employee to write down their ten most important
training needs. Emphasize that the employees should write specific
needs. Communication or team building are such broad training
needs, as an example, that you would need to do a second training
needs assessment on each of these topics. How to give feedback to
colleagues or how to resolve a conflict with a coworker are more
specific training needs.
Then, ask each person to list their ten training needs. As they list
the training needs, the facilitator captures the training needs on the
white board or flip chart. Don't write down duplicates but do confirm
by questioning that the training need that on the surface appears to
be a duplicate, really is an exact duplicate.
When all training needs have been listed, use a weighted voting
process to prioritize the training needs across the group. In a
weighted voting process, you use sticky dots or numbers written in
magic marker (not as much fun) to vote on and prioritize the list of
training needs. Assign a large dot 25 points and smaller dots five
points each. Distribute as many dots as you like. Tell needs
assessment participants to place their dots on the chart to vote on
their priorities.
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List the training needs in order of importance, with the number of
points assigned as votes determining priority, as determined by the
sticky dot voting process. Make sure you have notes (best taken by
someone on their laptop while the process is underway) or the flipchart pages to maintain a record of the training needs assessment
session.
Take time, or schedule another session, to brainstorm the
needed outcomes or goals from the first 3-5 training sessions
identified in the needs assessment process. This will help as you
seek and schedule training to meet the employees' needs. You
can schedule more brainstorming later, but I generally find that
you need to redo the needs assessment process after the first
few training sessions.
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OBJECTIVE OF THE STUDY
The broad objective of the study of training policies in McDowell is
to study the impact of training on the overall skill development of
workers. The specific objectives of the study are:
• To establish and develop the required attitudes, behavior and
values. It is critical to realize that where these programmes
are skimped or sloppy, staff arrive at their own interpretation
of the required and present attitudes behavior and values.
• To establish and develop patterns of behavior that are
engaged by the staff as a condition and consequence of their
employment. This ranges across.
• To examine the effectiveness of training in overall
development of skills of workforce.
• To examine the impact of training on the workers.
• To study the changes in behavioral pattern due to training.
• To measure the differential change in output due to training.
• To compare the cost effectiveness in implanting training
programmes.
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IMPORTANCE OF TRAINING
Without focusing the pattern of management, organization
philosophy highlights on achieving a surely where all citizens
(employees) can lead a richer and fuller life. Every
organization, therefore, strikes for greater productivity,
elimination of wastes, lower costs and higher wages, so the
industry needs a stable and energetic labors force that can
boast of production by increased productivity. To achieve these
objectives a good recruitment & selection process is essential.
By which industry strikes right number of persons and right
kind of persons at the right time and at right places through
and the planning period without hampering productivity.
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RESEARCH METHODOLOGY
DATA COLLECTION
Sample sizes of 20 employees are studied for this purpose.
Employees of different unit where randomly administrated the
questionnaire.
DATA ANNAYSIS
The analysis of data was done on the basis of unit, age and
number of years of experience and factors.
Analysis was done using the simple average method so that,
finding of the survey was easily comprehensible by all.
SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources was used for
collection of data. In primary source of data collection the
interview schedule and questionnaire and opinion survey were
used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the
source of data collection were as follows:
PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Magazines
4. Other records
I have used structural interview schedule,
questionnaire and opinion survey for collection of data from
primary source. Interview schedules were used for workers
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clerical , category and questionnaires were used for supervisory
and executive cadre and opinion survey was used to know the
technology, perceptions, thoughts and reactions of the
executives, employees/workers and trade union members of the organization.
I have used the secondary source like diary, books, magazines
and other relevant records for collection of data to know
about the industry as well as the respondent.
DATA TYPE
Primary as well as secondary data shall collected.
RESEARCH APPROACH
Conducting a field survey did a subjective assessment of the
qualitative data. The research method used was that of
questionnaire & interview for primary data & an extensive
literature survey for secondary data.
RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the
collection of primary data which contained open-ended
questions to chance response. In addition the personal
interview method was employed to draw out answers to
subjective questions, which could not be adequately answered
through the use of questionnaire.
Preparing the questionnaire
The first task in the process of measuring the level of
recruitment of the candidates in MCDOWELL was to prepare
questionnaire. For this purpose a number of questionnaire we
studied and finally a questionnaire where framed.
The questions where grouped under five categories:
1. Company related
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2. Environment related
3. Supervision related
4. Growth related
5. Job relatedThe questionnaire are also ask the employees for the
demographic details regarding:
6. Age
7. Number of years of experience
8. Unit
9. Department
10.Grade
Questionnaire consist of the following things:
• Which focused on the employee awareness levels
regarding benefits provided which & outside the
organization & assessing his overall satisfaction level.
This prepared ground for further enquiry & enabled
better analysis of the questions, which followed.
• Which focused on specific policies & judged them from
different aspects making the questionnaire in–depth &
specific.
• Which consisted of open-ended question, inviting views
& suggestions from the respondents.
INT
ERVIEW
Interviews lead to a better insight to subjective & open
questions almost all interviewees responded.
SAMPLE UNIT
The sample unit consisted of all the departments of MCDOWELL.
SAMPLE FRAME
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Consisted of a comprehensive list of all the employees of
MCDOWELL.
SAMPLE SIZE
Sample size=20
SAMPLE DESIGN
Care was taken to choose the sample based on considerations
like age, sex & work experience of respondents thus enabling
better representations of the heterogeneous population.
However, the sample design was that of “convenience
sampling” or “haphazard sampling” only. The time
consideration & size of population were major factors in
determining choice of sample design.
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INTRODUCTION OF ORGANIZATION
ABOUT US United Spirits Limited (USL) is the largest spirits company in India
and among the top 3 spirits companies in the world. An enviable
portfolio of alcoholic beverages makes USL one of the most popular
brands in the world.
The company has 17 millionaire brands (selling more than a million
cases a year) in its portfolio and enjoys a strong 59% market share
for its first line brands in India.
Premium brands like Whyte & Mackay and Bouvet Ladubay are
100% subsidiaries of USL.
United Spirits' brands have won the most prestigious awards for
flavors including Mondial, International Wine and Spirit Competition
(IWSC) and International Taste and Quality Institute (ITQI). The
Company has been recognized in the industry as an innovator with
several firsts to its credit like the first pre-mixed gin, the first
Tetrapack in the spirits industry in India, the first single malt
manufactured in Asia and the first diet versions of whisky and vodka
in India.
USL has a well-established global network with exports to over 59
countries. It has a sizeable presence in India with distilleries and
sales offices all across and a dedicated team of over 7500 people
simplemindedly committed to fulfilling the company's objective of
becoming a world leader. It has established manufacturing and
bottling plants in every state of India. To deliver its products to
customers located anywhere in India, USL has also established a
robust distribution network across the country.
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United Spirits Limited is the producer of the finest alcohol beverages
in the world. With an array of premium brands in its portfolio
including scotch, whisky, vodka and rum, USL has become
synonymous with a connoisseur's delight.The brand reach and popularity of USL brands can be ascertained
from the fact that 17 out of 140 are millionaire brands. United
Spirits' brands have won several prestigious national and
international awards across categories including the Mondial,
International Wine and Spirit Competition (IWSC) and the
International Taste and Quality Institute (ITQI).
A total of 84 awards and certificates (as of December 2007) hold
testament to the purity and perfection of USL brands.
The company is fast becoming the largest spirits company in the
world through its commitment to quality and excellence in all its
products. The 2007 acquisition of internationally renowned brands
(companies) such as Whyte & Mackay, Bouvet Ladubay and Pinky
Vodka stands true to the company's objective of becoming a world
leader in spirits.
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Mc Dowell No 1 Platinum
United Spirits (USL), the spirits arm of the UB Group said that its
McDowell's No 1 Platinum, the premium grain-based whisky brand
has sold over 30 million bottles in its maiden year.
Launched in March 2010, McDowell''s No 1 Platinum was a runaway
success with its 100 per cent premium grain-based blend developed
by the Scottish master blender, Richard Paterson.
The brand's millionaire achievement takes the tally of millionaire
brands in the United Spirits portfolio to 21, a company statement
said here.
"India's changing demography presents a significant opportunity for
United Spirits to tap especially in the prestige segment. We
currently operate at 53% share-points in the segment.
The launch of McDowell's No 1 Platinum changed the paradigm in
the Indian prestige spirits segment with a premium offering at a
price that the consumer found extremely compelling. Sales of over
30 million bottles is a testimony to this consumer patronage and the
potential ahead," United Spirits Deputy President, Ashok Capoor
said.
The prestige spirits segment is an estimated 28.5 million cases.
Iconic brands in this segment include McDowell's No1 Reserve and
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DSP Black, both from the United Spirits portfolio and growing at a
double digit rate.
T R A N IN G A N D D E V E L O P M E N T
The duration of my project was of two months during these two
months I did many things regarding my project as I was also the
part of operations I also understands how the operations
department works at McDowell.
TRAINING AND DEVELOPMENT
It is a subsystem of an organization. It ensures that randomness is
reduced and learning or behavioral change takes place in structured
format.
TRADITIONAL AND MODERN APPROACH OF TRAINING AND
DEVLOPMENT
Traditional Approach – Most of the organizations before never
used to believe in training. They were holding the traditional view
that managers are born and not made. There were also some views
that training is a very costly affair and not worth. Organizations
used to believe more in executive pinching. But now the scenario
seems to Be changing.
The modern approach of training and development is that Indian
Organizations have realized the importance of corporate training.
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Training is now considered as more of retention tool than a cost.
The training system in Indian Industry has been changed to create
a smarter workforce and yield the best results.
TRAINING DEFINED
It is a learning process that involves the acquisition of knowledge,
sharpening of skills, concepts, rules, or changing of attitudes and
behaviours to enhance the performance of employees.
Training is activity leading to skilled behavior
• It’s not what you want in life, but it’s knowing how to reach it
• It’s not where you want to go, but it’s knowing how to get there
• It’s not how high you want to rise, but it’s knowing how to take off
• It may not be quite the outcome you were aiming for, but it will
be an outcome
• It’s not what you dream of doing, but it’s having the knowledge to
do it
• It's not a set of goals, but it’s more like a vision
• It’s not the goal you set, but it’s what you need to achieve it
Training is about knowing where you stand (no matter how good or
bad the current situation looks) at present, and where you will be
after some point of time.
Training is about the acquisition of knowledge, skills, and abilities
(KSA) through professional development.
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Importance of Training and Development
• Optimum Utilization of Human Resources – 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.
• 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 employees Productivity – Training and
Development helps in increasing the productivity of the employees
that helps the organization further to achieve its long-term goal
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• 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 theorganizational 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.
• 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.
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• 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.
TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to
make sure the availability of a skilled and willing workforce to an
organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal.
Individual Objectives – help employees in achieving their
personal goals, which in turn, enhances the individual contribution
to an organization.
Organizational Objectives – assist the organization with its
primary objective by bringing individual effectiveness.
Functional Objectives – maintain the department’s contribution at
a level suitable to the organization’s needs.
Societal Objectives – ensure that an organization is ethically and
socially responsible to the needs and challenges of the society.
IMPORTANCE OF TRAINING OBJECTIVES
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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.
Training objectives are of great significance from a number of
stakeholder
perspectives.
1. Trainer
2. Trainee
3. Designer
4. Evaluator
Trainer – The training objective is also beneficial to trainer because
it helps the trainer to measure the progress of trainees and make
the required adjustments. Also, trainer comes in a position to
establish a relationship between objectives and particular segments
of training.
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Trainee – The training objective is beneficial to the trainee because
it helps in reducing the anxiety of the trainee up to some extent.
Not knowing anything or going to a place which is unknown creates
anxiety that can negatively affect learning. Therefore, it is
important to keep the participants aware of the happenings, rather
than keeping it surprise.Secondly, it helps in increase in
concentration, which is the crucial factor to make the training
successful. The objectives create an image of the training program
in trainee’s mind that actually helps in gaining attention. Thirdly, if
the goal is set to be challenging and motivating, then the likelihood
of achieving those goals is much higher than the situation in which
no goal is Set. Therefore, training objectives helps in increasing the
probability that the participants will be successful in training.
Designer – The training objective is beneficial to the training
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designer because if the designer is aware what is to be achieved in
the end then he’ll buy the training package according to that only.
The training designer would then look for the training methods,
training equipments, and training content accordingly to achieve
those objectives. Furthermore, planning always helps in dealing
effectively in an unexpected situation. Consider an example; the
objective of one training program is to deal effectively with
customers to increase the sales. Since the objective is known, the
designer will design a training program that will include ways to
improve the interpersonal skills, such as verbal and non verbal
language, dealing in unexpected situation i.e. when there is a defect
in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed
appropriately.
Evaluator – It becomes easy for the training evaluator to measure
the progress of the trainees because the objectives define the
expected performance of trainees. Training objective is an
important to tool to judge the performance of participants.
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Training and Human Resource Management
The HR functioning is changing with time and with this change, the
relationship between the training function and other management
activity is also changing. The training and development activities
are now equally important with that of other HR functions. Gone are
the days, when training was considered to be futile, waste of time,
resources, and money. Now-a-days, training is an investment
because the departments such as, marketing & sales, HR,
production, finance, etc depends on training for its survival. If
training is not considered as a priority or not seen as a vital part in
the organization, then it is difficult to accept that such a company
has effectively carried out HRM. Training actually provides the
opportunity to raise the profile development activities in the
organizationTo increase the commitment level of employees and
growth in quality movement (concepts of HRM), senior management
team is now increasing the role of training. Such concepts of HRM
require careful planning as well as greater emphasis on employee
development and long term education. Training is now the
important tool of Human Resource Management to control the
attrition rate because it helps in motivating employees, achieving
their professional and personal goals, increasing the level of job
satisfaction, etc. As a result training is given on a variety of skill
development and covers a multitude of courses.
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Role of HRD Professionals in Training
This is the era of cut-throat competition and with this changing
scenario of business; the role of HR professionals in training has
been widened. HR role now is:
1. Active involvement in employee education
2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self worth
. Providing pre-employment market oriented skill development
education and post employment support for advanced education
and training
1. Flexible access i.e. anytime, anywhere training.
Models of Training
Training is a sub-system of the organization because the
departments such as, marketing & sales, HR, production, finance,
etc depends on training for its survival. Training is a transforming
process that requires some input and in turn it produces output in
the form of knowledge, skills, and attitudes (KSAs).
THE TRAINING SYSTEM
A System is a combination of things or parts that must work
together to perform a particular function. An organization is a
system and training is a sub system of the organization. The
System Approach views training as a sub system of an organization.
System Approach can be used to examine broad issues like
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objectives, functions, and aim. It establishes a logical relationship
between the sequential stages in the process of training need
analysis (TNA), formulating, delivering, and evaluating. There are 4
necessary inputs i.e. technology, man, material, time required in
every system to produce products or services. And every system
must have some output from these inputs in order to survive. The
output can be tangible or intangible depending upon the
organization’s requirement. A system approach to training is
planned creation of training program. This approach uses step-by-
step procedures to solve the problems. Under systematic approach,
training is undertaken on planned basis. Out of this planned effort,
one such basic model of five steps is system model that is explained
below.
Organization are working in open environment i.e. there are some
internal and external forces, that poses threats and opportunities,
therefore, trainers need to be aware of these forces which may
impact on the content, form, and conduct of the training efforts.The
internal forces are the various demands of the organization for a
better learning environment; need to be up to date with the latest
technologies.
The three model of training are:
1. System Model
2. Instructional System Development Model
3. Transitional model
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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. The steps involved in System Model of
training are as follows:
1. Analyze and identify the training needs i.e. to analyze the
department, job,
2. employees requirement, who needs training, what do they
need to learn, estimating training cost, etc The next step is
to develop a performance measure on the basis of which
actual performance would be evaluated.
3. Design and provide training to meet identified needs. This
step requires developing objectives of training, identifying the
learning steps, sequencing and structuring the contents.
4. Develop- This phase requires listing the activities in the
training program that will assist the participants to learn,
selecting delivery method, examining the training material,
validating information to be imparted to make sure it
accomplishes all the goals & objectives.
5. Implementing is the hardest part of the system because one
wrong step can lead to the failure of whole training program.
6. Evaluating each phase so as to make sure it has achieved its
aim in terms of subsequent work performance. Making
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necessary amendments to any of the previous stage in order
to remedy or improve failure practices
Instructional System Development Model(ISD)Model
Instructional System Development model was made to answer the
training problems. This model is widely used now-a-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. This model also helps in
determining and developing the favorable strategies, sequencing
the content, and delivering media for the types of training
objectives to be achieved.
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The Instructional System Development model comprises of five
stages:
1. ANALYSIS – This phase consist of training need assessment, job
analysis, and target audience analysis.
2. PLANNING – This phase consist of setting goal of the learning
outcome,instructional objectives that measures behavior of a
participant after the training, types of training material, media
selection, methods of evaluating the trainee,trainer and the training
program, strategies to impart knowledge i.e. selection of content,
sequencing of content, etc.
3. DEVELOPMENT – This phase translates design decisions into
training material.
It consists of developing course material for the trainer including
handouts, workbooks, visual aids, demonstration props, etc, course
material for the trainee including handouts of summary.
4. EXECUTION – This phase focuses on logistical arrangements,
such as arranging speakers, equipments, benches, podium, food
facilities, cooling, lighting, parking,and other training accessories.
5. EVALUATION – The purpose of this phase is to make sure that
the training program has achieved its aim in terms of subsequent
work performance. This phase consists of identifying strengths and
weaknesses and making necessary amendments to any of the
previous stage in order to remedy or improve failure practices.
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The ISD model is a continuous process that lasts throughout the
training program. It also highlights that feedback is an important
phase throughout the entire training program. In this model, the
output of one phase is an input to the next phase.
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.
Vision – focuses on the milestones that the organization would like
to achieve after the defined point of time. A vision statement tells
that where the organization sees itself few years down the line. A
vision may include setting a role mode, or bringing some internal
transformation, or may be promising to meet some other deadlines
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Mission – explain the reason of organizational existence. It
identifies the position in the community. The reason of developing a
mission statement is to motivate, inspire, and inform the employees
regarding the organization. The mission statement tells about the
identity that how the organization would like to be viewed by the
customers, employees, and all other stakeholders.
Values – is the translation of vision and mission into communicable
ideals. It reflects the deeply held values of the organization and is
independent of current industry environment. For example, values
may include social responsibility, excellent customer service,
etc.The mission, vision, and values precede the objective in the
inner loop. This model considers the organization as a whole. The
objective is formulated keeping these three things in mind and then
the training model is further implemented.
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DATA ANALYSIS AND
INTERPRETATIONS
Q1.Your Organization considers training as a part of organizational
strategy. Do you agree with this statement?
Response No. Of Respondants Percentage
Agree 13 52
Disagree 1 4
Partly Agree 4 16
Can’t Say 7 28
Total 25 100
Interpretation:-
The above graph indicates that Organization considers training as a
part of organizational strategy.
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Q 2. How many training programmes will you attend in a year?
Response No. of respondants Percentage
Less than 10 14 56
10 – 20 2 8
20 – 40 6 24
More than 40 3 12
Total 25 100
INTERPRETATION:-
The above chart indicates that less training programmes are held in the
organization.
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Q 3. To whom the training is given more in your organization?
Response No. of respondants PercentageSenior staff 3 12
Junior staff 5 20
New staff 6 24
Based on requirement 13 52
Total 25 100
INTERPRETATION:-
Training is provided on the basis of requirement.
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Q 4. What are all the important barriers to Training and Development in your
organization?
Response No. of respondants Percentage
Time 5 20
Money 4 16
Lack of interest by staff 6 24
Non-availability of skilled
trainer
10 40
Total 25 100
INTERPRETATION:-
The above graph indicates that the important barriers to Training
and Development in the organization is Non-availability of skilled
trainers.
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Q 5. Enough practice is given for us during training session? Do you
agree with this statement?
Respondants No. of respondants Percentage
Strongly Agree 14 56
Agree 2 8
Somewhat agree 6 24
Disagree 3 12
Total 25 100
INTERPRETATION:-
This graph indicates that enough practice is given for employees during
training sessions.
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Q6. The training sessions conducted in your organization is useful.
Do you agree with this statement?
Respondants No. of respondants Percentage
Strongly agree 15 60
Agree 5 20
Somewhat 5 20
Disagree 0 0
Total 25 100
INTERPRETATION:-
The above graph indicates that the training sessions conducted in the
organization is useful.
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Q7. Employees are given appraisal in order to motivate them to attend the
training. Do u agree with this statement?
Respondants No. of respondants PercentageStrongly Agree 14 56
Agree 6 24
Somewhat 3 12
Disagree 2 8
Total 25 100
INTERPRETATION:-
The above graph shows that Employees are given appraisal in order to
motivate them to attend the training.
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Q8. What are the skills that the trainer should possess to make the
training effective?
Respondants No. of respondants Percentage
Technical skills 8 32
People skills or Soft skills 6 24
Generalist makes better
Personnel managers than
Specialist
6 24
Fond of talking to people 5 20
Total 25 100
INTERPRETATION:-
The above graph indicates that the trainer should possess technical skillsto make the training effective
Q9. What are the general complaints about the training session?
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Respondants No. of respondants Percentage
Take away precious time
of employees
4 25
Too many gaps between
the sessions
10 40
Training sessions are
unplanned
6 15
Boring and not useful 5 20
Total 25 100
INTERPRETATION:-
The above graph indicates that there are two many gaps between the
training sessions.
Q10. Reason for shortage of skilled man power at workplace are :
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Respondats No. of respondants Percentage
Lack of planning 5 20
Lack of support fromsenior staff
10 40
Lack of proper guidance
and training at workplace
8 32
Lack of quality education
at primary and secondary
level
2 8
Total 25 100
INTERPRETATION:-
The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff.
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C O N C L U S I O N S / S U G G E S T I O N S
Under noted few suggestions cum conclusion can be taken as for
implementation to reap furtherest benefits.
Making training and development process and entirely in
house activity to reduce cost.
It is found that the average age group of trainees are in their
twenties or early thirties which signifies that the consumer
durable industry need more of young blood as enthusiasm is
an integral part of the industry.
The maximum emphasis is given to job instruction methods
where the trainee are made to understand their job
thoroughly and the role they are going to play in performing
their job.
Lecture as well as the presentation is the major part of
imparting the education and training them.
The training objective are in keeping with needs and abilities
of the trainee and it is this that proves to be the major reason
for success of the training as whole...
The trainee fill the feedback form and from time to time test
are conducted to know the gauge the effectiveness of training
to employee to check their memory if they retain anything or
not.
We think that time management is one of the thing on which
McDowell team must emphasis so that there employee can be
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more productive as it was found during the visit to the
corporate office people they lack in managing
themselves.
Stress management training is more important for employee
as it was observed that people are all the time in tension like
situation as to how to do what to do when to do, no time and
things like that which kept them tensed all time. Last but not
least behavioural training is more important as while doing
the study it was found that people are less cooperative and
outgoing to help out.
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B I B L I O G R A P H Y
BOOKS:
David A. Decenzo/Stephen P. Robins (2004) Personal and Human
Resource Management
A. Monappa (2004), Personal Management Allan
Pepper (1999) A Handbook on Training and Development
WEBSITES:
www.unitedspirits.in/
www.wikipedia.org
www.naukrihub/training and development.com
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QUESTIONNAIRE
Q1.Your Organization considers training as a part of organizational
strategy. Do you agree with this statement?
Q 2. How many training programmes will you attend in a year?
Q 3. To whom the training is given more in your organization?
Q 4. What are all the important barriers to Training and Development in your
organization?
Q 5. Enough practice is given for us during training session? Do you
agree with this statement?
Q6. The training sessions conducted in your organization is useful. Do
you agree with this statement?
Q7. Employees are given appraisal in order to motivate them to attend the
training. Do u agree with this statement?
Q8. What are the skills that the trainer should possess to make the
training effective?
Q9. What are the general complaints about the training session?
Q10. Reason for shortage of skilled man power at workplace are :