Vestas Wind Technology

Private Limited
Training And Development
http://www.managementparadise.com/mba-projects/training-development-projects/

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CONTENTS

Chapter No.

Title

Page No.

Conceptual framework

06-16

II

Methodology

17-19

III

Organization Profile

20-45

IV

Data Analysis and

Interpretation

46-61

Findings, Suggestions
and Conclusion

62-67

Bibliography

68

Annexure

69-73

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CHAPTER-I
CONCEPTUAL FRAMEWORK
TRAINING AND DEVELOPMENT
Employee Training is distinct from management or Executive Development. While the former refers, training is
given to employees in areas of operations, techniques and allied areas, while the latter refers to developing an
employee in areas of important techniques of the Management Administration, Organization and allied areas.

Training means to continuously nurture the employees or workers towards better performance in a systematic
way. This can be either at the work spot or at the workshops. This is mainly to improve the technical skills of
the employees or workers.
Development means bringing out the actual potentialities and thus willing to high motivation and commitment
standards towards work. This will be generally with regard to improvement in the behavioral skills.

CONCEPT OF TRAINING
INTRODUCTION
Every organization needs to have well-trained and experienced people to perform the activities that have to be
done. So, every modern Management has to develop Human Resources Development. In a rapidly changing
society, employee training is not only an activity that an organization must arrange if it is to maintain a viable
and knowledgeable workforce. Training is thus a practical and vital necessity.
MEANING
Training is the process of increasing the knowledge and skill of an employee for doing a particular job. Training
is short-term educational process and utilizing a systematic and organized procedure by which employees learn
knowledge and skills for a definite purpose. Training improves, moulds, changes the employees knowledge,
skills, behavior, aptitude and attitude towards the requirement of the job and organization.
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OBJECTIVES OF TRAINING
Training is mainly job-oriented.
To impart the basic knowledge and skill to the new entrants and enable them to perform their jobs well.
To teach the employees the new techniques and ways of performing the jobs and operations.

To prepare the employees for higher level task and build up a second line of competent officers.
NEED FOR TRAINING
Training is considered as a key input for developing manpower in an organization so as to improve their job
performance.
The need for training arises on account of the following reasons:

To match the employee specifications with the job requirements and organizational needs.

Organizational viability and transformation process.

Latest technological advances should be adopted i.e., mechanization, computerization and automation.

Internal mobility from one job to another due to promotion and transfer to employees.

IMPORTANCE OF TRAINING
Training is an important process of imparting knowledge to the employees. It helps in improving productive and
behavioral pattern. Training is advantageous not only to the organization but also to the employees. Training is
vital and necessary activity in all organizations. It plays a large part in determining the effectiveness and
efficiency of the establishment.
- DALE.S.BEACH
BENEFITS OF TRAINING PROGRAMME
A well-planned and executed Training Programme can provide the following developments:
Higher productivity and profitability.
Better quality of work and best work methods.
Less wastage of time during the learning period.
Improves high morale among the employees

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 Personal growth of individuals.

Low accident rates.
Improves employer employee relations.

PRINCIPLES OF TRAINING
The principles, which have been evolved, can be followed as guidelines to trainees. Clear objectives about the
Training Programme are:
Training policy for designing and implementing the training programme.
Acquisition of knowledge and new skills through motivation.
Reinforcement to trainees by means of awards and punishments.
Organized material should be properly prepared and provided to the trainees.
Learning periods has to be fixed as it takes time to learn.
Preparing he instructor who is both good at subject and job.
Feedback regarding the performance of the trainees in the jobs.
Practicing the skills taught by the trainee.
Appropriate techniques related to the needs and objectives of the organization.
METHODS OF TRAINING
Training is essential for the smooth economic timely and efficient service of the organization.
Training methods or techniques represents the medium of imparting skills and knowledge to the employees.
There are two methods of training:
1. On-the-job training methods
2. Off-the-job training methods
ON THE JOB TRAINING
This method is also called as Internal Training Method. This is suitable for all levels of employees workers,
supervisors and executives.

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In this method, the employee gets training on the job and at the work place it self the trainee learns while he/she
is actually engaged in doing a job. This method is called as learning by doing.
Several methods are used to provide on-the-job training. They are:

Job rotation

Coaching

Job instruction

Committee assignments

OFF THE JOB TRAINING

This method is also called as External Training Methods. These methods are designed and intended to impart
training by supplying required knowledge and skill to the employees away from the job and work place. This is
an opportunity for freedom of expression for the trainees.
Several methods are used to provide off-the-job training. They are:

Vestibule training

Role playing

Lecture method

Conference or Group Discussion method

Programmed instruction

TYPES OF TRAINING
Training is required for several purposes. Accordingly, training programme may be of the following types:
o Orientation training
o Job training
o Safety training
o Promotional training
o Refresher training
o Remedial training
o Individual training

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o Team training
o Business training
o Executive training

ASSESSMENT OF TRAINING NEEDS

Training activities must be related to the specific needs of the organization and the individual employees. A
Training Programme should be launched only after the training needs are assessed clearly and specifically.
The effectiveness of a Training Programme can be judged only with the help of training needs identified in
advance. In order to identify the training needs, a gap between the existing and required levels of knowledge,
skills, performance and aptitudes should be specific. The problem areas that can be resolved through training
should also be identified.
Training needs can be identified through the following types of analysis:

Organizational Analysis

Task or Role Analysis

Job Analysis

Man Analysis

Training programme, training methods and course content are to be planned on the basis of training needs.
Training needs are those aspects necessary to perform the job in the organization in which employee lacks
aptitude/attitude, knowledge and skill.
The following methods are used to assess the Training Needs:
i.

Organizational requirements/weaknesses

ii.

Departmental requirements/weaknesses

iii.

Job specification and Employee specification

iv.

Identifying the specific problems

v.

Anticipating the future problems

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vi.

Managements request

vii.

Observation

viii.

Interviews

ix.

Group Conferences

x.

Questionnaire surveys

xi.

Test

xii.

Check lists

xiii.

Performance appraisal time

These are essential when technical are special information of complex nature is to be imparted. The lectures are
supplemented with discussion film, case studies and role-playing.
DESIGNING A TRAINING PROGRAMME
In order to achieve the training objectives, an appropriate Training Policy is necessary. A training policy
represents the commitment of top management to employee training. It consists of rules and procedures
concerning training.
A Training Policy is required:
a. To indicate the companys intention to develop its employees.
b. To guide the design and implementation of the Training Programmes.
c. To identify the critical areas where training is to be given on priority basis.
d. To provide appropriate opportunities to employees for their own betterment.
EVALUATION OF THE TRAINING PROGRAMME
The effectiveness of an investment in training in needed to be appraised as so much of money is invested in a
Training Programme. Management needs to be reassured about the effectiveness of a particular method,
instruction, the relation between training cost, proved productivity, general efficiency and effectiveness of a
course.

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Development of Vestas Wind Technology
Private Limited
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