A Project Report On

TRAINING & DEVLOPMENT

A Case Study with Reference to

PIC N FRAMES TECHNOLOGIES

SUBMITTED TO PUNJAB TECHNICALUNIVERSITY, JALANDHAR

SUBMITTED IN PARTIAL REQUIREMENTS FOR THE AWARD OF DEGREE OF MASTER OF BUSINESS

FULFILLMENT OF THE

ADMINISTRATION (MBA)

SUBJECT INCHARGE: Miss .SUNANDA KAUR

SUBMITTEDBY: NAVPREET ROLL

NO.:1273424 SESSION 2012-14 GLOBAL INSTITUTE OF MANAGEMENT AMRITSAR

CERTIFICATE

Certified that this is a bonafied work done by the student of this Institute in partial fulfillment of requirements for the award of degree of Master of Business administration (MBA) 2 year (FT) programme The particulars are as follows:

ACKNOWLEDGEMENT

I would like to express my gratitude to all those who gave me the possibility to complete this report. I am deeply indebted to Dr. N.S. Bhalla, Director of GIM, Global Institutes and Prof. B.D. Sharma, Dean Academics, Global Institutes giving me the chance to work on this report. I want to thank Mrs. Gagandeep Kaur who guided in this work, whose help, stimulating suggestions and encouragement helped me in completing my report. I would like to take this opportunity to express my profound gratitude to her not only for her guidance but also for her personal interest in the progress of the report and constant support coupled with confidence boosting and motivating sessions which proved very fruitful and were instrumental in infusing self assurance and trust within me. The nurturing and blossoming of the present work was mainly due to her guidance, suggestions. At last I would like to express my deepest gratitude for the constant support, understanding and love that I received from my family. Kawaljeet Kaur (1273424)

DECLARATION

I, KAWALJEET KAUR a student of GLOBAL INSTITUTE OF MANGEMENT, pursuing MBA course hereby declare that the project work entitled TRAINING

&

DEVELOPMENT

carried on in PIC N FRAMES, and its value added

services is an original work carried out by me availing the guidance of my project guide to my entire satisfaction. This report bears no resemblance with any other report submitted to during the current academic year, earlier to another university for the award of any degree of diploma. I am presenting this during the year 2012-14 in partial fulfillment of Master of Business Administration. I also declare that this project report work is not submitted to any other university for any degree.

Date-:

KAWALJEET KAUR

Objectives
My objectives of studying the training and development techniques are as under

Major Objective:

The major objective of the study is to have an understanding of the concept of training and development and to have an idea about the various training and development methods be adopted by the PIC N FRAMES. The major emphasizes is on the training and development facilities adopted by the PIC N FRAMES and their evaluation.

Sub- Objective:

To study the training process of the PIC N FRAMES To study the various objectives for which the employees need to be provided training.

To find the strengths and weakness of the methods adopted by the PIC N FRAMES.

To evaluate performance of the training program of the organization. To provide suggestion to the bank to make their training program more effective and efficient.

Motivation of Research:

Desire to get a research degree along with its consequential benefits.

Desire to face the challenges in solving the unsolved problems i.e. concern over practical problems initiates research.

Desire to get intellectual joy of doing some creative work.

EXECUTIVE SUMMARY
The present day scenario training and development have a major role to play in the success of an organization. It is important not only from the point of view of the organization, but also for the employees. Training is valuable to the employees because it will give them greater job security and an opportunity for advancement. A skill acquired through training is an asset for the organization and the employee. The project i have selected provides a deep insight regarding the various training and development techniques that could be adopted, and a better idea for making training process more effective and result oriented.

ANALYSIS DETAILS:
1. To get an insight about the various training and development methods. 2. To study the various training and development method adopted by the centurion bank ltd. 3. To find the strengths and weakness of the methods adopted by the bank. 4. To evaluate performance of the training program of the organization.

LIMITATIONS OF THE STUDY:

In an attempt to make this project authentic and reliable, ever possible aspect of the topic was kept in mind. Nevertheless, despite this fact lot many constraints were at play during formulation of this project. The main being:

Paucity of time resources due to which we cold take sample of only 25 respondents.

Despite the best efforts to include all important aspect the chances of unintentional exclusion few cannot possible be ruled out.

The chances of biased cannot be eliminated, though all necessary steps wee taken to avoid the same.

Lack of interest on the part of few respondents restricted the scope of the research.

Chapter - I

INTRODUCTION

TRAINING AND DEVELOPMENT

MEANING
Training and development "it is an attempt to improve current and future employee performance by increasing an employee's ability to perform through learning usually by changing the employee's attitude or increasing his or her's skills and knowledge. The need for training and Development is determined by the employee's performance deficiency. Training and Development refer to the imparting of specific skills, abilities and knowledge performance to an employee. Need and rationale of Training Training is important not only from the point of view of the organization, but also for the employees. Training is valuable to the employees because it will give them greater job security and an opportunity for advancement. A skill acquired through training is an asset for the organization and the employee. The need for training arises because of the following reasons:

Changing Technology: technology is changing at a fast pace. The workers must learn new technologies to make use of advanced technology. Thus training should

be treated as a continuous process to update the employees in new methods and procedures.

Quality Conscious Customers: the customers have become quality conscious and their requirements keep on changing. To satisfy the customers quality of products must be continuously improved through training of workers.

Greater Productivity: it is essential to increase productivity and educe cost of production for meeting competition in the market. Effective training can help increase productivity of the workers.

Stable Workforce: Training creates a feeling of confidence in the minds of the workers. it gives them a security at the work place. As a result labour turnover and absenteeism are reduced.

Increased Safety: Trained workers handle the machines safely. They also know the use of various safety devices in the factory. Thus, they are less prone to industrial accidents.

Better Management: Training can be used as an effective tool of planning and control. It develops skills among workers for the future and also prepares them for promotion. It helps in reducing the costs of supervision, wastages and industrial accidents. it also helps increase productivity and quality.

Objectives of Training

Following are the main objectives for which an organization organizes training and development programmes for its employees.

To increase the knowledge of workers in doing specific jobs. To impart new skills among of workers systematically so that they learn quickly. To bring about change in the attitude of the workers towards fellow workers, supervisor and the organization.

Benefits of Training to employers:

1.Quick Learning: Training helps to reduce the learning time to reach the acceptable level of performance. The employees need not to learn by observing others and waste time if the formal training programme exists in the organization. The qualified instructors will help the new employees to acquire the skills and knowledge to do particular jobs quickly. Higher Productivity: Training increases the skills of the new employee in the performance of a particular job. An increase in skill usually helps increase in both quantity and quality of output. Training is also of great help to the existing employees. It helps them to increase their level of performance on their present job assignments and prepares them for future assignments.

Standardization of procedures:

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With the help of training, the best available methods performing the work can be standardized and taught to all employees. Standardization will make high levels of performance rule rather than exception. Employees will work intelligently and make fewer mistakes when they process the required know-how and have an understanding of their jobs and of the interdependence f one job on another.

Less Supervision: Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision. a well trained employee is self reliant in his work because the knows what to do and how to do. Economical operation: Trained personnel will be able o make better and economical use of materials and equipment. Wastage will also be low. In addition, the rate of accidents and damage to machinery and equipment will be kept to the minimum by the trained employees. These will lead to lower cost of production per unit. Higher Morale: The morale of employees is increased if they are given proper training. A good training programme will mould employees attitudes towards organizational activities and generate better cooperation and greater loyalty.

Preparation of future managers: When totally new skills are required by an organization, it has to face great difficulties in the selection process. Training can be used in spotting out promising men and preparing them for promotion.

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Better management: A manager can make use of training o manage in a better way. To him, training the employees can assist improve his planning, organizing, directing, controlling.

Benefits of Training to Employees: Training helps the employees or workers in the following ways. Confidence: training creates a feeling of confidence in the minds of workers. It gives a feeling of safety and security to them at their workplace. New skills: training develops skills which serve as a valuable personal asset of a worker. It remains permanently with the worker himself. Promotion: training provides opportunity for quick promotion and self development. Higher earning: training helps in earning higher remuneration and other monetary benefits to the workers as their productivity is increased. Adaptability: training develops adaptability among workers. They do not worry when work procedures and methods are changed. Increased safety: Trained workers handle the machines safely. They also know the use of various safety devices in the factory. Thus they are less prone to accidents.

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Chapter - II
PROFILE OF PIC N FRAMES

INTRODUCTION We are pleased to introduce ourselves as the professionally managed software and web development company with a dedicated and highly qualified team of professionals who are committed to provide demonstrative yet eye catching software products to meet business requirements of our clients worldwide and to further expand the horizon of their business with our innovative creation loaded with latest technologies. We cater to all the web based needs of our clients with powerful web solutions right from the conception to the completion of the project. The internet promotion services make sure that the websites rank well on the popular search engines and gets maximum exposure over the internet. This is the reason why PICNFRAMES Technologies is called the 'One Stop Shop' for all your business needs. When PICNFRAMES Technologies web professionals do their job, results speak themselves. Feel free to check our web site design portfolio and see the quality yourself. We do web sites which make your visitors think about you: "Those guys are good!"Our competent graphic designers provide creative designs for your logos, brochures, corporate identity and presentations to your utmost satisfaction.

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You'll never interact with automated support systems. Managers and customer care representatives will contact you personally making sure they understand your needs. You'll communicate with people who are able to get inside your problem and find the proper solution. We won't leave you alone if you need us after your project is complete. We realize you may need additions, updates and enhancements at a later time. At time, we will be always with you to help in your project additions.

We are expert in:

Microsoft .NET: .NET (C#, ASP, VB) 4.0/3.5/2.0, Silver light, Telerik Ajax, .Net Framework 1.1 and above, Compact Framework, Web Service, Auto Mapper, LINQ JAVA: JAVA, J2EE, J2ME, JSP, Hibernate, Struts, Struts/2, WebLogic, Spring, Swing, intellIJ, Android, Google App Engine PHP: PHP, Drupal, WordPress, Smarty, Joomla, Magento, OsCommerce, vBulletin, phpBB, LAMP Designing: Adobe Photoshop, Adobe Dreamweaver, CorelDraw, Adobe Fireworks, Adobe Flash, Adobe Illustrator, HTML, XHTML, CSS, Java Script Database: My SQL, MS - SQL, Oracle, SQL, MS Access Web Server: IBM HTTP Server 1.3.28, Apache HTTP Server, Tomcat 3.x and above

Application Server: IBM Web sphere, Sun Java System Application Server, IIS 5.0 and above Web Promotions: SEO, SEM, SMM Api Itigration: DimDim, Facebook, twitter, google map, bing(Microsoft) map, HttpClient, JK Connector, Freemarker, JSTL, Jquery, Basepoint Media WebService, Bing Map

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Interactive SDK, OpenSRS, Zoho, EditGrid, Pentaho, Open Office API, FCK Editor, Rad AJAX Controls, AJAX Tool kit, Skype, MYOB Payment Gateways: PayPal, Google Checkout, ANZ and NZ, Protx Architecture: MVC, n-Tier, SOA

VISION
To be a Professional Web Development Company in India , a business partners of domestic clients in India and global clients in the US, UK, Canada, Australia, Europe and other international markets.

MISSION
Client Satisfaction is our top most priority To provide cost effective website designing and development services and to achieve the mutual growth for our clients, employees, vendors, and the organization at large.

Being a Professional Web Development Company in India, we have a clear vision to commit ourselves for Website Development and Website Maintenance enabled solutions and we do provide a dedicated service to our respective clients within their scope. We want to provide our clients; the latest Website developments and best Website designing services to solve complex business issues using our in-depth domain knowledge and mutually benefit the business for continuous growth. At The PICNFRAMES TECHNOLOGIES ( Web Development Company in India ), all the security measures are kept in mind to keep your information secured. The PICNFRAMES TECHNOLOGIES (Web Development Company in India), we keep all the necessary security ranging from Server/Work Station Security, data security, physical infrastructure security, network security to provide you the secured web development. The 15

Data and Projects Provided to PICNFRAMES TECHNOLOGIES are fully secured within our system.

Our Quality and Policy

The business world has been facing several challenges, an organization needs to create a niche and specialize in a special domain. Creating a niche is not quite easy and there are lots of players in the same business field. We are being an affordable web development and web application company in India offer services to clients across the world. We working on a team strive for a common goal. With the aim of becoming a large corporation we have been working on web development and design for last five years. Till now we have provided our services to the global clients and our clients are always satisfied with our services. We are dedicated to provide quality services to help our clients for their business productivity as well to maintain a long term relationship with them. Our team has good expertise on the field and they are well trained and having work experience of working in some of the best MNCs. Our rate is competitive in the market. Our web development services are both for the small business owners as well medium size owners. We stand out apart from the other players on because of our dedicated customer support, quality service and competitive costs.

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Why will your outsource your works to us? Client Focus

We try to understand the business objectives of any business; accordingly we plan the methodology to implement the project.

Quality
We always provide quality products and services to our clients. Our quality team monitors the works at each stage. All application and development services are provided to the clients after proper testing.

On-time Delivery
We ensure on time delivery of projects. Backed by a group of experienced team, programmers and project managers we can handle each and every project professionally and successfully.

Our Team
Our teams are organized and well educated professionals. We hire the best professional in the industry and our professionals nurture their talent at our challenging and rewarding work environment.

Transparency
We deal with our clients transparently. We assure security of projects we are working for our clients. Clients can trust in our works and can clarify any doubts.

Technical Expertise
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Our team has educated from the quality institutions and they have good expertise on the web development field working with several reputed IT MNCs. They are knowledgeable with latest technology know how.

Services offered by PIC N FRAMES

Web Design

The PICNFRAMES TECHNOLOGIES is a leading Web Site Design Company in India providing Web Site Design Services to a wide variety of clients for last five years. We at The Web conz have designed websites for various corporate houses along with small and medium size business owners. Our Portfolio includes our web design services to a wide variety of industries such as Manufacturing, Retail, Wholesale, Banking & Finance, Automotive, Travel, and more.

We have a good team of qualified, experienced and talented Web Designers. To cater the needs of our clients our web designing services include budget both for the small and big industries. One will surely get our dynamic and custom web design services which stand us apart from other web design companies in Chandigarh . As web design is one of the most important

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parts of an internet business, we give importance on designing of a business friendly cum seo friendly website. We always say no to template design. A creative and business friendly website always acts as the main image of a company and it definitely enhances the brand name of a company. Todays online business world is more competitive and hence one needs a more presentable and impressive site. From technical point of view it should be user friendly, then only customers or visitors get information easily. How do we stands apart from other Indian web design companies? Our web designers also make custom web design using the latest technologies. They have good expertise on seo which is very essential for a successful website design. In a nutshell our web design services includes : Static/Flash website design Dynamic website design E-commerce websites Business friendly and seo friendly website design Website redesign and maintenance PSD to XHTML Conversion Social Networking & Web 2.0 Enterprise level portals

E-Commerce Solutions

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E-commerce is the online transaction of business, featuring linked computer systems of the vendor, host, and buyer. E-commerce provides many new ways for businesses and consumers to communicate and conduct business.

It helps to conduct business 24 x 7 x 365. People can interact with businesses at any hour of the day that it is convenient to them .E-commerce systems can operate all day every day. Your physical storefront does not need to be open in order for customers and suppliers to be doing business with you electronically. With the help of e-commerce it is possible to access the global market place. The Internet spans the world, and it is possible to do business with any business or person who is connected to the Internet. Delay is not a part of the Internet / e-commerce world. So it is beneficial to sell the product through e-commerce. It also reduces the cost of product for the customer and increases the sale and profit of the firm because there is no middle man between your customer and you.

If you are looking for an ecommerce development services then, what you require to see is a company with proven experience and expertise. You dont have to look further as Ecommerce Solutions offer you the ecommerce web development services that have a blend of high tech designs and an innovative site programming solutions resulting in a dynamic website.

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To let you know a fact is that a superior quality website development serves as a window to the world of internet. A lucrative ecommerce web site development will provide your company to make a strong presence in the web world and reach potential customers. Ecommerce Solutions has a team of professionals dedicated in giving unique custom ecommerce website development for our clients meeting their business challenges. Our valuable contribution in the e commerce web development field has improved the customer satisfaction, sales performances and the marketing initiatives of our clients. We use cutting edge technologies for our ecommerce web design development. Dont let your website design and strategies look outdated. We will help you to keep a pace with the ever-changing demand of the web world. We provide best e-commerce solutions in the industry. Our ecommerce solutions covers all the basic and advanced features with respect to ecommerce applications, from the easy to surf front end to the user-friendly content management at the backend Our shopping cart solutions is search engine friendly, easy to manage and provides a high level experience for your customers.

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CHAPTER 3 IMPORTANCE OF TRAINING AND DEVELOPMENT

BENEFITS TO THE ORGANIZATIONS

Leads to improved profitability and more orientation. Improves the job knowledge and skills at all levels of the organization Improves the morale of the workforce Helps people identity with organization goals. Helps create a better corporate image Fosters authenticity between boss and subordinate Aids in organizational development Learns from the trainee Helps prepare guidelines for work Aids in understanding and carrying out organizational policies Provides information for future needs in all areas of the organization Organization gets more effective decision making and problem solving skills Aids in development for promotion from within Aids in developing leadership skills, motivation, loyalty, better attitudes and other aspects that successful workers and managers usually display. Aids in increasing productivity and quality of wok Helps keep costs down in many areas Develops a sense of responsibility to the organization for being competent and knowledgeable positive attitudes towards profit

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Improves labour management relations Reduces outside consulting costs by utilizing competent internal consultation Stimulates preventive management Eliminates sub optimal behaviour Creates an appropriate climate for growth communication Aids in improving organizational communication Helps employees adjust to change Aids in handling thereby helping to prevent stress and tension.

BENEFITS TO THE INDIVIDUAL

Helps the individual in making better decisions and effective problem solving Through training and Development, motivation, variables of recognition, achievement, growth and responsibility and advancement are

internalized and operational zed. Aids in encouraging and achieving self development and self confidence Helps a person handle stress, tension, frustration, and conflict Provides information for improving leadership knowledge

communication skills and attitudes Increases job satisfaction and recognition Moves a person towards personal goals while improving interactive skills Satisfies personal needs of the trainer Provides the trainee an avenue for growth Develops a sense of growth in learning

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Helps a person develop speaking and listening skills also writing skills when exercise are required

Helps eliminate fear in attempting new tasks

BENEFITS IN PERSONAL AND HUMAN RELATIONS AND INTERGROUP RELATIONS AND POLICY IMPLEMENTATION
Improves communication between group and individuals Aids in orientation for new employees and those taking new jobs through transfer or promotion Provides information on equal opportunity and affirmative action Provides information on other governmental laws and administration policies Improves interpersonal skills Makes organizational policies, rules and regulations viable Improve morale Builds cohesiveness in group Provides a good climate for learning, growth, and coordination Makes the organization a better place to work and live

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THE TRANING PROCESS

Organizational Objectives and Strategies

Assessment of Training Needs

Establishment of Training Goals

Designing Training Programme

Implementation of Training Programme

Evaluation of Results

Training Process

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ORGANISATIONAL OBJECTIVES AND STRATEGIES

The first step in training process in an organization is the assessment of its objectives and strategies. It includes..... What business are we in? At what level of quality do we wish to provide this product or service? Where do we want to be in the future? NEEDS ASSESSMENT Needs assessment diagnoses present problems and future challenges to be met through Training and Development. Need assessment occurs at two levels. 1. Group 2. Individual

Need assessment methods For Group or Organizational analysis: Organizational goals and objectives, Personal/ skills inventories, Organizational climate indices, Efficiency indices, MBO. Customer satisfaction, etc.

For individual analysis: Performance appraisal, Work sampling Interviews, Questionnaires, attitude survey, Training Progress, Rating scales, etc.

TRAINING AND DEVELOPMENT OBJECTIVES

Once training needs are assessed training and development goals must be established. Without clearly - set goals, it is not possible to design a training and development Programme.

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DESIGNING TRAINING AND DEVELOPMENT PROGRAMME

Every training and development programme must address certain vital issues:1. Who participates in the programme? 2. Who are the trainers? 3. What methods and techniques are to b used in the training? 4. What should be the level of training/ 5. What learning principles are needed? 6. Where is the programme conducted?

IMPLEMENTATION OF THE TRAINING PROGRAMME

Programme implementation involves action on the following lines: 1) 2) 3) 4) Deciding the location and organizing training and other facilities. Scheduling the training programme. Conducting the programme. Monitoring the training progress of trainees.

EVALUATION OF THE PROGRAMME

The last stage in the training and development process is the evaluation of result. Evaluation helps determine the results of the training and development programme.

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HOW TO MAKE TRAINING EFFECTIVE?

1) Ensure that the management commits itself to allocate resources and adequate time to training. 2) 3) Ensure that training contributes to competitive strategies of the firm. Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all levels on a continuous and ongoing basis. 4) 5) Make learning one of the fundamental values of the company. Ensure that there is proper linkage among organizational, operational, and individual training needs. 6) Create a system to evaluate the effectiveness of training.

TRAINING SESSIONS BEING CONDUCTED DSP FOR WORKERS INDUCTION TRAINING PROGRAMME FOR MANAGEMENT TRAINING JURAN QUALITY IMPROVEMENT PROGRAMME PROGRAMME ON SAFETY SELF-AWARENESS PROGRAMME FOR WIVES OF WORKERS.

SELF DEVELOPMENT PROGRAMME (SDP)

OBJECTIVE: This programme is designated for shop floor workers. The prime focus is on improving the quality of life. The importance of positive attitude in increasing their motivation towards work for attaining organizational objectives in a competitive environment is the prime focus of this training programme. 28

ACTORS
Participants Supervisor/ Managers Faculty Members Personal Department DETAILMENT: Personal Department allots vacancies to all concerned department proportionately, well in advance. Department carry out further detailment ensuring the production is not effected. 30-32 workers are detailed for each course.

DURATION : The duration of the course is two weeks having two sessions of one hour duration each day from 1 PM to 3 PM. Company and the workers make one hour each available from shift timing and free time respectively.

VENUE AND INLFRASTRUCTURE: The course was conducted in the lecture hall located within the premises of the company. It is well furnished with comfortable chairs, proper lighting & fans. Public Announcement Equipment and overhead projective is permanently placed in the lecture hall.

COURSE CONTENTS: The emphasis is given on overall development of workers including their personal & professional life. The focus is to develop workers as good human beings with enhanced awareness, for ultimately achieving organizational goals.

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FACULTY MEMBERS: The internal faculty is selected from senior managers who have good communication skills and expertise in the field so that discussions are based on actual -working situations. External faculty is also selected with equal care.

LEANING PROGRESS: lectures are delivered in Hindi & Punjabi. Slides are used to display data & important points. Demonstrations are also given where applicable. Photocopy of the programme and study material is handed over to each worker. A valedictory test is conducted on the last date of the course.

FEEDBACK: All participants are asked to give feedback on the SDP. The Feedback Performa is attached as appendix. The summary of all the feedback are also attached as appendix.

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FACILITIES: All workers undergoing the SDP were provided with free lunch. Workers utilizing bus faculty are adjusted to the extent possible.

Expenditure: The Company incurred an average expenditure of Rs. 1000/- for each worker undergoing the cost as direct cost. Indirect expenditure to include stationary, study material, training aids, creation and maintenance of infrastructure, internal faculty etc is in addition.

TRAINING METHODS

Various training methods may be grouped under the following heads:1) On-The-Job -Methods
Learning takes place when the participants are doing their jobs. Trial &error by the participants themselves or taking instructions from others dong the jobs or their superiors form the basis of learning in this method. Job rotation by which participants are transferred from the jobs they are doing to another job is most often used in this training. .

2) Simulation Methods
Most of the training programmes in the training institutions depend on these methods heavily. In the training session situations coming up in the field are created & participants are asked to analyze & find solutions. The methods are as follows:

I. Case Study
Background of the organization, the people involved in the chain of events, twists & turns of different problems are built into the cases the participants are asked to study the facts,

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analyze the issues, develop alternatives & ultimately come out with the final recommendations.

II. Role Play It is an interesting method in which the various characters in the given case are play acted by the participants. Each is given a brief as to how he is expected to behave. At the end the observers & the players are to give their views on the process of interaction.

III. Management Games Individuals or teams of participants are given facts sequentially .They are asked to make decisions according to the rules of the game. At the end of the game the achiever of the task is declared the winner. IV. In-Basket Training

It consists' of three parts: 1. 2. 3. A set of instructions which give the background, facts, task to be done etc Contents of the basket like letters, memos etc. Guidance for the trainer to discuss at the end

3) Class Room Lecture

It is based on certain assumptions like: 1. 2. 3. High motivation of trainees to learn The trainer & trainees are on the same wavelength of delivery & reception. Lecture can reflect the work situation

4) Group Methods

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After providing some input to a large group, it is divided into smaller groups & each is given a related topic. The members adjourn to a separate room & discuss various aspects of the subjects & often asked to come with an action plan. The leader of the syndicate will then present the report in front of all the trainees.

5) Programmed Instruction
This method is meant for self learning. The information input is followed by a set of questions & exercise. The trainee has to complete the exercise, carefully. Then only he can go to the next lesson.

6) Experiential Methods
The focus here is on achieving, through psychological process & dynamics a better understanding of oneself & others especially team members.

7) Computer Based Training

Programmed instructions are put in the computer as a software package. The trainee is walked through various steps of learning by the computer is a self learning method & trainee makes progress according to his own speed . of absorption.

TRAINING PROGRAMME DESIGN

Programme design can be described as the process of developing training curricula & materials to meet training development & needs. Effective programme design should be oriented towards job performance rather than towards subject matter content to training staff preferences.

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Programme design has three (3) major phases:

1)

Preparation or Training Need Identification Phase

Where required job performance is compared with current job performance & the resulting gap identified. This gap is further analyzed to determine what can be reduced by training. This tells us what training objectives should be.

2)

Development Phase

Where training units are outlined in terms of job tasks &.the content & sequence of individual sessions is developed. This tells us how training will be done.

3)

Improvement Phase

Where each individual training unit & the total programme is evaluated against session objectives to determine where further improvements can be made In order to optimize training & development activities two points should be considered during the design stage:- .

1) The Effectiveness of Training It is concerned with whether training achieves its objectives in terms of learning objectives& transfer of skills to the job. 2) The Efficiency It is concerned with the cost & time required to deliver training to the level of agreed effectiveness.

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The Main Elements of Programme Design Are:

1) Needs analysis
Training needs analysis helps to identify& prioritize the most critical problems & needs & to determine which of them could be solved by training & by organizational development intervention.

2) Learner Analysis
If the need analysis indicates among other things the Expected outcome of a successful training programme, the Analysis of learners could provide essential information on their trainability, the possible length of training & extent of training to be carried out. Fundamental differences betweel.1 people usually influence their learning capabilities. These differences coLJld be analyzed in the following areas: I. Intellectual Ability It could be reflected in the learner's capability to plan their own learning & conceptual & intellectual readiness to cope with learning tasks & materials. II. Prior knowledge Or Expertise in the Area to Be Taught It influences the breadth & depth of course level & the content & pace of instruction. III. Motivation to Learn It influences the effectiveness of earning & depends greatly upon such factors as the value that learners place on the learning task in relation to their present job or their future career, their perception of their own knowledge & trainability.

3) Setting Detailed Objectives

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Training objectives are normally derived by comparing actual & expected job performance through training & development need analysis. These objectives can be divided into two categories:

I. Programme Objectives It includes training objectives for the whole training programme. II. Session Objectives It includes training objectives for the individual training session.

4) Designing the Training Programme

It involves the selecting, producing, sequencing & reviewing of training modules to meet the identified programme objectives. I. Selecting In this area we are concerned with selecting subject areas & prioritizing the content as follows:

i. What the learner must know ii. What the learner should know iii. What the learner could know II. Sequencing This can be approached in a number of ways. To start with the need for certain knowledge should be identified before other knowledge can be discussed. III. Production of Training Module The first step in the module's production should be the preparation of the plan for each individual training session, which could use any type of training method.

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IV. Reviewing After arranging all the components in the appropriate sequence, the programme designer should add up the time required. Normally it will be found that time required exceeds time available. Changes can be made in the time table; objectives can be revised, making them more realistic.

5) Selection of Training & Development Methods

Training & development methods are important means to support the learning process. The factors to be considered in selection of methods are: I. Human Factors In case of lean -3r, intellectual capability, prior knowledge, motivation is considered. In case of trainer, his knowledge, teaching experience & personality are considered.

II. Programme Objectives Management training objectives are defined in terms of changes to be effected in knowledge, attitudes & skills. III. Subject Areas Various subject areas have th0ir own specific features. The purpose for a practical manager is to know the technique & apply it.

6) Selection of Training & Development Media

In this context there is often a danger that trainers will preselect a certain training design to meet the requirements of media & vice versa. The media selected will affect the efficiency & cost of training it will not necessarily affect the effectiveness of training.

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7) Evaluation
The last step in the process of programme design is preparing evaluation instruments. This is critically important as it determines If the learner has achieved the objectives of the programme & also highlights areas where the programme needs to be revised.

Benefits of on the job training: It is suitable for imparting skills and knowledge that can be learnt in a relatively short period of time. It has the chief advantage of strongly motivating the trainee to learn. It is not located in an artificial situation; it permits an employee to learn on the equipment and in the work environment. On the job methods are relatively cheaper and less time consuming

OFF THE JOB TRAINING

It requires the worker to undergo training for a specific period away from the work place. Off the job methods are concerned with both knowledge and skills in doing certain jobs.

There are several off the job methods of training and development as described below;

1. Special lecture cum discussion: training through special lectures is also known as class room training. It is more associated with imparting knowledge than skills. The special lectures may be delivered by some executives of the organization or specialists from vocational and professional institutes.

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2. Conference Training: A conference is a group meeting conducted according to an organized plan in which the members seek to develop knowledge and understanding buy oral participation. It is an effective training device for persons in the positions of both conference member and conference leader. As a member a person can learn from others by comparing his opinions with those of others. he learns to respect the viewpoint of others.

3. Case Study:

The case study method is a means of stimulating experience in the

classroom. Under this method, the trainees are given a problem or case which is more or less related to the concepts and principles already taught. They analyze the problem and suggest solutions which are discussed in the class. The instructor helps them reach a common solution to the problem this method gives the trainee an opportunity to apply his knowledge to the solution of realistic problems

On the job methods

Multiple Management: Multiple management is the name given to the system

whereby permanent advisory committees of executives study problems of the organization and make recommendations to higher management. The final decisions rest with the top management. Another device is the establishments of a junior board director in a company for the training of the executives. The junior board is given power to discuss any problem which the senior board could discuss. The greatest value of this additional board is the training of junior executives. Membership of the junior board becomes a pre-requisite to the membership of the senior board

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Benefits: Firstly it gives board members an opportunity to gain knowledge and experience in

various aspects. It helps identify those who have good executive talent. The junior executives gain practical experience in group decision making and in team

work. It is relatively less expensive method of development.

Committee Assignment:

Under this method, an dhow committee is constituted and is assigned a subject to discuss and make recommendations. The committee has assigned objectives and responsibilities related to some aspect of the organization. It will make a study of the problem and present its suggestions to the department head. Committee assignments can provide necessary general background to the trainees because every member of the committee gets a chance to learn from others. Committee assignment is an important device for educating the executives to acquire general backgrmund and to modify their behavior towards the selected problem.

Off the job methods:

Special Courses:

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The executives may be required to attend special courses which are formally organized by the enterprise with the help of experts from educational institutions. The executives may also be sponsored by their employees to attend the courses conducted by management institutes. It may be noted that only the big enterprises can send their executives to the management development courses run by management institutes because of the fee of these courses is very high.

Special readings: The in charge of executive development programmes or human resource development manager can provide Xerox copies of specific articles published in journals such as fortune, Harvard business review, business today, and newspapers such as economic times and financial express to the executives for improving their knowledge.

Sensivity training:

Sensitivity training or t-group training is also known as laboratory training as it is conducted under controlled conditions. It means development of awareness and sensitivity to behavioral patterns of oneself and others.T groups are helpful in unlearning and learning certain things. They help the participants to understand how groups actually work and give them a chance to discover how they are interpreted by others. .it also aims at increasing tolerance power of the individual and his ability to understand others. The sensitivity training programmes are generally conducted under controlled laboratory conditions.

Role Playing

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Role playing technique is used for human relations and leadership training. Its purpose is to give trainees and opportunity to learn human relations skills through practice and to develop insight into ones own behavior and its effect upon others. Thus its objectives is very narrow i.e. to increase the trainees skill in dealing with others.

Under this method a conflict situation is artificially constructed and two or more trainees are assigned different roles to play. No dialogue is given beforehand. The role players are provided with a written or oral description of the situation and the role they are to play. After being allowed sufficient time to plan their actions , they must then act their parts spontaneously before the class.

Benefits

It provides an opportunity for development human relations understanding and skills and to put into practice the knowledge they have acquired from textbooks, lectures discussions etc.

In- Basket Method:

This method is used for developing decision-making skills among the trainees. As the name indicates, in-basket training is structured around the familiar receptacle used for collecting incoming, mail memos and reports. Materials that require problem solving are put into in basket and the trainee plays the role of a manager responsible for solving the problems. The trainee is given background information on the personalities and situations involved. 42

Then using experience as a guide, the trainee is asked to take appropriate action within short time period. Individual or group discussion follows the written part of the exercise. Even the trainees who are satisfied with their methods of handling problems usually find that discussions broaden their knowledge of various possible ways to approach the same problem.

Management games:

A variety of business and management games have been devised and are being used with varying degrees of success in development programmes. A management game is a class room exercise in which a number of teams of trainees compete against each other to achieve certain objectives. The game is designed to be close representation of real life conditions. The trainees are asked to make decisions about production, cost, research and development inventories, sales etc for a simulated organization. Since they are often divided into teams a competing company, experience is also obtained in tem work.

Under this method, the executives learn by analyzing problems by using some intuition and by making trial and error type of decisions. A management game has obsessive feedback of the consequences of business decisions

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REVIEW OF LITERATURE
Sanjiv Narang
In order to enhance the value that the training department provides to the organization training managers need to reexamine their competencies. Most often, training managers seem to be doing the following five activities: collating training needs from performance appraisal, identifying external trainers, administering training, taking feedback and giving feedback to trainers. No wonder, there is skepticism about the value added by the training function. These activities can easily be done by a smart graduate after one month of on the job training. Then why should organizations pay huge amounts of salaries to professionally qualified training managers.

T.S RAMA KRISHAN RAO

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Peter Senge the author of the best selling book The fifth Discipline-The Art and Practice of Learning Organisations defines learning organizations as the places where people continually expand their capacity to create results they truly desire, where new and expansive pattern of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn together. Learning is a never-ending process, It is said that one learns from cradle to grave and from womb to tomb. Learning is also at the core of an individual or organizations ability to adapt to a regularly changing environment. Learning has to be intrinsically motivating. It requires commitment and responsibility and is about developing core competencies. The learning organization continually expands the capacity to be creative and innovative.

The role of the Trainer

People are more receptive if they are involved in a learning experience, which is interactive and fun. The players in a learning game soon become stimulated and start developing ideas. This results in new skills and concepts getting absorbed quite fast. A trainer must excite and direct the learners self motivation. People learn best through selfdiscovery, so they should be put in situations where they are actively involved in the training sessions. The conclusion, a trainer should know that he really done his job well only when the participant can pass on, what they have leant, to someone else.

Poonam Sinha
The present paper examines the impact of training on first generation entrepreneurs in Tripura. The findings reveal that the PMRY training programme had positive effect on increasing personal effectiveness of the beneficiaries. The training built up the confidence level of the participants so that they could create micro enterprises, besides generating employment for a number of persons. However, it was also observed that traditional conventional activities of trading still predominated

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the activities undertaken by the first generation entrepreneurs. Majority of enterprises were suffering due to inadequate finance received from the financial institutions. Moreover, the activities chosen by the entrepreneurs in traditional line could not get adequate market. Thus, diversification, modernization and identification of suitable schemes could bring about substantial results.

B.Sumalata Business process outsourcing (BPO) in the last few years has left an impact on the way companies do business. Today, companies want to concentrate all their energy and money into those processes, which are unique to them and in which they have the requisite expertise. Leaner organizations clearly define what we are best at and the other non-core functions are left to the external services that have an edge over these functions. Here comes the role of BPO.

Outsourcing Training and Development The Strategic Move

Training BPO refers to the transfer of management and execution of one or more complete ongoing training and development processes or the entire training function to an external services provider.

According to Dr. William C. Byam, there are five levels of outsourcing in training and development.

A good strategy helps to ensure that the organization is attending to the following actions: Making a good business decision to use external resources;

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Selecting the best-fit vendor with whom to partner; Creating a strong basis for managing the project and vendor performance; Ensuring effective transitions for training professionals to manage vendors; and Assessing project effectiveness against valid, business-related outcomes.

OBJECTIVE OF THE STUDY

To study the achievements of training in terms of units setup by the beneficiaries. To impart the basic knowledge and skill to the new entrants and enable them to perform their jobs well.

To equip the employees to meet the changing requirements of the job and the org. To teach the employees the new techniques and ways of performing the job or operating. To prepare employees for higher level tasks and build up a second line of competent managers.

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RESEARCH METHODOLOGY

RESEARCH DESIGN

The study was concerned with designing the characteristics of individuals in the given situation. Therefore, descriptive research design was followed for the purpose of study.

DATA COLLECTIVE METHOD

The following type of data was planned to be collected as assist in carrying out the study:

PRIMARY DATA

NATURE: All the information required to substantiate the outputs of the SDP and to assist in
achieving the objectives of the study as mentioned earlier.

SOURCES: The sources from whom the information was gained as follows:-

Participants Managers / Supervisors Faculty Members Personal Department Officers.

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METHOD: Method of obtaining Primary Data is given succeeding paragraphs.

Survey approach is the best method for getting descriptive information. A questionnaire was structured for participants keeping in mind that question clear and unambiguous and workers do not any difficulty in responding to them. Care was also taken, so that all factors relevant in assisting the researcher in achieving the objective are included. Questionnaire contained 50 questions, including both open & closed ended questions. Participants were interviewed based on the prepared questionnaire for approximately 30 minutes each. The requirement of validating the response given by the respondents, by their immediate superiors and who have direct link with, was felt necessary. Managers/ supervisors of all the shop floors were interviewed, after conducting the interviews of the workers. Factors. aspects related to the questions asked from workers were included in the interviews. Respondents had a free talk the researcher. Average of two to six hours were taken with each respondent.

SAMPLE DESIGN

Basic target of the sample design were the shop floor workers who have undergone the SDP. 990 workers had undergone the course. The company had obtained their views through a questionnaire earlier, which has been utilized as secondary data for the research. 20 workers spared over all the shop floors were nominated by random sampling. Particulars of workers nominated as respondents are attached as appendix.

Eight managers/ supervisors were selected for interview. Two external faculty members were interviewed

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FIELD WORK

Questionnaire was personally administered and collected in the shop floors. All interviews were conducted in the respective work places. Secondary data was collected by self from respective departments.

ANALYSIS

To analyze the data collected from questionnaire, interviews, and various records mean, average, percentage and comparisons were carried in general. In particular following steps were followed.: -

Percentage of respondents on similar views on an aspect/factor was calculated.

These percentages were compared with views given at different times by them and the views expressed by their managers and supervisors

This comparison was viewed in light of indicators basically to substantiate it.

Secondary data
There are data that have already been collected for purposes other then the problem at hand. There data can be located quickly and in expensively. A large number of books and web sites were consulted to design the training programme.

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LIMITATIONS

Sample size had to be kept small, because the company had already asked for feed back from all the participants through a questionnaire, though the response was received from approximately 30% respondents only.

Most of the participants are working on the conveyer belt, therefore more number of workers could not be spared for interviews.

SDP schedule was spread over approximately three and a half years,

approximately 40% of the workers were given help by the researcher to recapitulate the course contents.

study.

Hesitation to answers and defensiveness was another constraint during the

Designing a Training Programme.

The training progrmme is an integral part of human resources management. As in the following fig. it consists of interrelated steps.

1) identification of training needs 2) setting training objectives 3) Organization of training. 4) Evaluation of training.

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Identification of training needs Organizational Analysis Task Analysis Human Resources Analysis

Setting Training Objectives

Organization of Training Programme Trainee and Instructor Period of training Training Methods and Materials

Evaluation Of Training Results

Concept of executive / management Development: Executive or management development consists of all activities by which executives learn to improve their behavior and performance. It is designed to improve the effectiveness of managers in their present jobs and to prepare them for higher jobs in future.

According to Chhabra, Ahuja, and jain

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Management development is the process by which managers acquire not only skills and competency in their present jobs but also capabilities for future managerial tasks of increasing difficulty and scope.

Development of managers takes place not only by participating in formal courses of instruction drawn by the organization, but also through actual job experience in the organization. But also through actual job experience in the organization.

Nature of Executive Development: 1. Educational process: Development is more akin of education than it is to specific training in skills. Thus, a manager cannot be developed only by taking a course, attending lectures and conferences, job rotation assignments and the like.

2. Behavioral Change: Executive or management development is a planned process of learning and growth designed to bring behavioral change among the executives. It implies that there will be a change in knowledge and behavior of the individuals undergoing development programme. 3. Self-Development: The organization can merely provide faculties for development but the real urge of development should arise from within the individuals. 4. Continuous process: Executive development is an ongoing or never ending exercise rather than a one-shot affair.

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Objectives of executive development

The objectives of management of executive development programme of any business concern are: To increase the overall knowledge and conceptual and decision making-skills of executives. To improve the performance of managers in their present positions. To ensure an adequate reserve of capable well-trained managers for future needs. To influence the behavior of workers through the executives; To introduce change in the organization by developing executives into change agents or facilitators. To provide opportunities to the managers for their carreer advancement. To prevent obsolescence of executive by providing them opportunities for updating their knowledge and skills.

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Purpose 1.Job Knowledge

Method/technique a)on the job experience b)Coaching c)understudy

2.Organisational Knowledge

a)job rotation b)multiple management

3.General Knowledge

a)special course b)specific readings

4.Decsion making skills

a)in basket b)business game c)case study

5.Inter-personal Skills

a)role play b)sensitivity training

6. Specific Individual needs

a)special projects b)committee assignments

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Questionnaire to evaluate a training programme

Dear Respondent:

We are conducting a study regarding the training and development methods adopted by the Centurion bank Ltd. The objective of this study is to understand the training and development method adopted by the Centurion, effectiveness of these methods, its impact on the employees, and to analyze the strengths and weaknesses of each method. To meet these objectives we need your cooperation and some valued information. We assure you that this information will be kept strictly confidential and will be used for the study purposes only. Personal Details:

Name-----------------------------

Age -------------------------------------

Male/Female-------------------

Address ---------------------------------

Telephone No. ----------------

Note:

Please circle your most appropriate response in the 5 point scale on the right

hand side. One represents the lowest range and 5 represent the highest range.

1 1.The extent to which you are informed about the training programme at your nomination 56

2.The extent to which the training objectives were explained at the commencement

1 3. The extent to which the programme objectives were fulfilled.

4. The extent to which the objectives of the programme was in line with your need. 5.The extent to which your need was satisfied 6.The duration of the programme was Too less less Just right 7. Do you agree that program would have been more beneficial if some more background material would have been sent in advance. 8.The relative coverage of various topics was Highly Inadequ -ate Inadeq uate Strongly agree Agree Difficul t To say Avg. Sufficient Ideal Little much Too much Not at all

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10. How well was the programme organized?

Very badly

Badly

well

Very well

Exceptio Nally well

Usefulness of the programme 11.Direct work situation 12.Indirect work situation 13.Off the work situation

ANALYSIS OF TRAINING PROGRAME

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Ojective Of Training Programme

No of employees 40 30 20 10 0 Fully aware Very Well A Little Awarenees Very Less Not atall

Intervals in Training
No of employees 25 20 15 10 5 0 Yearly Quaterly Monthly Fornightly Weekly scale

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Carrer Development
No of employees 40 30 20 10 0 Fully aware Very Well A Little Awareness Very Less Not atall

Perfomance & Productivity

30 No of employess 25 20 15 10 5 0 Very Well A Little Very Less Not atall

Awareness

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Up gradation of Knowledge 30 25 20 15 10 5 0 Fully aware Very Well A Little Very Less Not atall No of Employees

Awareness

Skill Up Gradation

No of Employees

30 25 20 15 10 5 0 Fully aware Very Well A Little Awareness Very Less Not atall

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Attendence in Training Programme

No of Employees 25 20 15 10 5 0 Not high

Below Below Below More 2 2-3 4-5 than 6 Scale

Achievements in Training Program No of Employees 35 30 25 20 15 10 5 0

Kn ow n is ag re e D Ag S. D S. A re e

No t

Scale

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Gain from Training Programme

No of Employees

30 25 20 15 10 5 0 Very Low Low Average Scale High Very High

Training Sessions

Yes No

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Achievements from Globalisation

No of Employees 30 20 10 0 Fully Very Well A Little Aware Awareness Very Less Not At all

Achievements from Productivity No of Employess 40 30 20 10 0 Fully Aware Very Well A Little Awareness Very Less Not At all

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Achievements from Cost

No of Employess 30 20 10 0 Fully Aware Very Well A Little Awareness Very Less Not At all

Achievements from TQM No of Employess 20 15 10 5 0

el l wa re ttle ry W es s ry L At Li al l

Fu lly A

Ve

Awareness

Ve

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No t

Work Improvement
35 30 25 20 15 10 5 0 Fully Aware Very Well A Little Awareness Very Less Not At all No of Employees

Futuristic approach to Training

Yes No

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Implementation
No of Employess 40 30 20 10 0 Fully Aware Very Well A Little Awreness Very Less Not At all

Upgradation in Skills
No of Employees 30 25 20 15 10 5 0 Fully Aware Very Well A Little Awareness Very Less Not At all

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FINDINGS & INTERPRETATION

On carrying out analysis of both primary & secondary data, obtained through questionnaire, interviews, observations and recorded data, the following findings emerge clearly :-

SDP is useful for workers, 65% respondents feel that they are benefited by the course, 36% partially and 10% accrued no benefit.

in the course.

10% belong to the category who are generally aware of the subject covered

The workers have shown improvement. The superiors confirmed improvement with 64f% participants.

two to three years.

Percentage of workers shown improvement declined to 40% in a span of

The course is more useful to participants in their domestic life as compared to workplace. 75% of them confirmed its utility in their personal life, as compared to 45 % in workplace.

The course contents were recommended to be deleted depending upon their age, service & experience.

Some of the participants were not convinced that the course would be of some use to them. They thought it was waste of time.

Adequate infrastructure is available for conduct of classes. Sufficient study material is being issued for retention by the participants.

classes.

Internal and experienced external faculty members are conducting these

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Weighted of subjects recommended to be included in the course is on the subjects related to personal life. Career counseling of their wards is the priority.

The course has helped the workers in development of communication skills, decision taking, housekeeping and economy of material.

Some of the participants did not attend the complete course because of nonavailability of organized conveyance at the time of termination of daily classes.

The course was well taken by workers and they are keen to learn more and improve the quality of life of the family.

learn at macro level.

Some of the workers are well aware of the environment and are anxious to

Improvement in efficiency and productivity cannot be assessed clearly because it is also connected with production incentive.

Development of workers is a continuous process. Senior workers are keen to visit other factories of the industry with a view to learn more from exchange visits.

single.

Response of workers differs from when they are in a group and working

Average direct expenditure on each works is Rs. 1000/Average achievement of SDP is with approximately 40% workers. 35% have achieved partially, investment in them will maximize the achievements.

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CONCLUSION

As an organization faces both internal & external pressures for changes it responds by expanding, diversifying, adopting new technology etc. Training in turn can be a useful aid for improving the transformation process of the organization. Training needs have to assessed both from the organizations point of view and the individuals point of views. All development is Self Development. It could include moral and spiritual values, day to day work, general awareness etc. Prosperity, enterprise and business growth demand a class of workforce. For any company to succeed in competitive environments, the following requirements are essential:-

Companies need to invest fully in manpower. Individual need to achieve their full potential. Learning must be accessible, relevant, and stimulating.

Development is not only the responsibility of line and/ or personal manager but also of the individual himself. It cannot be achieved, to the optimum in the required time, without the synergised efforts of all, in a suitable environment.

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SUGGESTION / RECOMMENDATIONS

The following suggestions. Recommendations are made based on the findings of the research:-

1.

The Training programme should be designed for the organization as a whole based on the training requirement of different employees.

2. training arises. 3.

There should be adequate facility to provide having as & when the need for

The training should be a combination of skill based, knowledge based & attitude based training. In HR & Marketing department more of attitude based training is required. In collection & finance department more of skill based training required.

4.

SDP for workers with less service be conducted in the early year of service to accrue optimum benefits.

5.

Contents of the refresher course be upgraded according to the existing environment and aspects requiring development of workers. Views of the workers should be obtained to boost their involvement.

6.

Workers should be educated and made aware of the objective of conducting this course in advance, so that he fully aware to absorb it.

7. ensured. 8.

Attendance of all participants during the full direction of the course should be

Workers should be made to understand that well being/ good health of the company will ultimately benefit the employees.

9. conduct SDP.

Dedication and motivation is an ongoing process and should not be restricted to

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10.

Changes in the faculty members to conduct a specific class been minimized.

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Bibliography
Training material of PIC N FRAMES HRM VSP Rao HRD Ashwthapa

www.indiainfoline.com. www.google.com www.ptl.com

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