MBAE213

Name: RAJ KUMAR

SID No: MBAEXE07140040

Date: 15/NOV/2015

Q1 Theoretical background of issues in research problem

In this competitive era companies are looking to increase their revenues, improve their
productivity and efficiency and finding ways to boost their workers performance. Companies
used to consider training as a cost and training was usually the target of budget cuts
but companies are now considering this as an investment. Though training is of immense
importance, if the training is not right then it is a cost for the company. Therefore, it is essential
to analyze the gap between the desired skills and current skills and then design the training
program accordingly.
From the background it can be derived that Training Need Analysis plays an effective role in
employee development and their performance. Yet, in DSM Sinochem pharmaceuticals TNA is
not given the importance before training which leads to ineffective training and hence training is
then seen as more of a cost rather than investment. To check whether TNA based trainings are
effective
or not. The study aims to focus on the following questions.
1. Are TNA based trainings effective?
2. Have such trainings played an important role in employee productivity?
Q2. Review of literature
Human Resource Management activity is the backbone for an organization. Organizations
invest huge capital for the development of employees performance because the performances
of the employees ultimately increase the performance of the organization. Stone R J. Human
Resource Management (2002) training has an important role to achieve an organizational goal
by incorporating the interests of the organization and the workforce. Iftikhar Ahmed and Siraj-uddin (2009) agreed that training and development is an important activity to increase the
performance of the employees. Brinkerhoff (2005) said in his paper that organization can no
longer afford its provided training until it is not evaluated to achieve the organizations strategic
goals, mission, and effectiveness. Chris Obisi (2011) said in his paper, training objectives are
what employees would achieve and gain after undergoing the training program. Before an
employee embarks on any training program it is assumed that there are some deficiencies. If
the deficiencies are overcome after the training it means the objective of the training has been

achieved. Foot and Hook (1996) explained when training is not evaluated, the investment and
its effects cannot be tested and resources can be wasted in inadequate activities. Organization
can develop and increase the quality of the employees by ensuring the relevant training. Any
training program which is not relevant that should not be undertaken. Training should be design
to solve the problem and fill the gaps of employees. Effective training program increase the
productivity of employees. The terminology Productive means fruitful, lucrative and profitable.
Scientifically productivity can be defined as the relationship between input and output.
Employee productivity is the log of the net sales over total employees- an economic measure of
output per unit of input. Over the time training has been an important variable to increase the
organizational productivity. Colombo and Stanca (2008) and Konings and Vanormeligen (2009)
explained in their research that training is one of the fundamentals and effectual instrument in
successful accomplishment of the firms goals and objectives, resulting in higher productivity.
Holton (2000), training should be design and deliver in such a way that provides trainees that
ability to transfer the learning back to the job. Job characteristics and firm background play a
key role in determining training provision. Effective training programs are systematic and
continuous. Singh and Mahanty (2012) discussed that new employees learn through trial and
error, self-assessment and introspection and by asking questions and experienced employees
learn from on the job experience. Deming (1982), on the job training helps employees to get the
knowledge of their job in a better way. Generally on the job training reduces cost and saves
time. To determine the training provision, job characteristics and firm background play a
significant role. Sultana, Irum, Ahmed and Mehmood (2012) explained in their research that
employees those who take off the job training are less likely to take on the job training, and
those who received on the job training were neither more or less likely to have received off the
job training. However a complimentary relationship was found between receiving informal
training and receiving off the job or on the job training. Sultana, Irum, Ahmed and Mehmood
(2012) further discussed, in between training and employee performance there is a positive
relationship. Benedicta and Appiah (2010) in their paper gave consent that training generates
benefits for the employees as well as the organization by positively influencing employee
performance through the development of employee knowledge, skills ability, competencies and
behavior. There is a significance difference between the organization that train their employees
and those organizations that do not. Evans and Lindsay (1999) explained that organization that
is dedicated to generating profits for its owners and providing quality service for its customers
and beneficiaries usually invest in the training of its employees. Sole and Mirabel (1997)
discussed that training programs success depends on the current implementation of all steps of
the process: previous analysis of training needs, development and implementation of an

adequate training plan and evaluation. in conclusion the writer can say with Huselid (1995) and
Ichniowskiet al., (1997) that training with the other activities of the organization positively affects
results and training is with the productivity increase and it decrease the turnover of effective
employees. Carlos A. Primo Braga (1995) suggested that every organization should train their
employees according to their need of time so that they could successfully compete with their
competitors

Q3. Need of the study

Training need analysis is basically an ongoing process to gather data which in turn describes
the existing training needs, this all helps in an organization to improve the employee
performance and hence achieve the organizational objectives. The process is fundamental to
the success of a training program. Often the organizations develop and implement the training
program without first conducting a need analysis. Moreover these organizations run the risk of
over doing training and not only this but also doing too little training or missing an important
point completely.
Training need analysis assists company in identifying set of Knowledge, Skills and Attitude and
helps in forming bottom line objectives for the training at 3 levels . So analyzing what the
training needs are, is a vital precondition for any sort of effective training event or program.
Merely throwing training at individuals may miss priority needs, or even cover areas that are not
indispensable or crucial .
Training need analysis allows the organizations to strait resources into the zones where they will
basically contribute the most to employee development, and thus enhancing the employee
performance as well as organizational performance and also leads towards enhancing the
morale . Training need analysis is a natural function of evaluation systems and also is key
necessity for the award of Investors in People Having completed TNA, findings should be
implemented and evaluated and able to generate bottom line objective and results.
Training needs analysis is the most important phase in planning the training, which will
effectively close the gap between actual and desired situations . It certifies that the right
cure is applied to the right problem. As limited budgets are available for training, therefore the
preferred areas of training must be those that ensure, that the expected outcome will be
achieved, and there are maximum gains for the professionals and their respective organization
.

Q4. Briefly write down the scope of your research problem.

Training needs analysis is the most important phase in planning the training, which will
effectively close the gap between actual and desired situations. It certifies that the right
cure is applied to the right problem. As limited budgets are available for training, therefore the
preferred areas of training must be those that ensure, that the expected outcome will be
achieved, and there are maximum gains for the professionals and their respective organization
Effectiveness of Training Need Analysis (TNA)
Effective and efficient Training Need Analysis (TNA) comprises of a systematic planning,
examination and harmonization across the organization, to guarantee that the purities of the
organization are taken into account, to avoid the duplication of priorities and lastly to achieve
economies of scale .
All prospective trainees must be included in the process, rather than merely depending on the
idiosyncratic evaluation of managers Preferably, managers should also obtain training in the
process of Training Need Analysis (TNA) itself, to elucidate what they are trying to achieve, and
what their approach should be
For the training and development function training needs assessment is a very critical activity.
One should be adept at performing a training needs assessment despite of the fact that
whether he or she is a human resource generalist or a specialist.
The assessment begins with a need which can be recognized in numerous ways but is
commonly described as a gap between what is presently in place and what is needed. Gaps
can include differences between:

What actually happens and what the organization expects to happen

Current and preferred job performance.
Current and desired skills and competencies (Waldrop, 2004)
Need assessment can also be used to assist with:
Competencies and performance of work teams.
Productivity or Problem solving issues.

The need to prepare for an answer to the future changes in organization or the job duties .
The outcome of the need assessment allows the training manager to establish the training
objectives by mainly answering two key questions: who, if anybody, requires training and what
training is required. Sometimes training alone is not the answer .Some performance gaps can
be abridged or removed through other management solutions for example communicating
expectations,
arranging consequences, providing a helpful work atmosphere checking job fit and removing
obstacles. So once the need assessment is concluded, training objectives are clearly identified.

Doing a need assessment is very important. Secondly, if a training need is identified then you
are in a better position to negotiate with the management as they usually are concerned with the
budget and costs related to training . So providing them with the information regarding the need
assessment may earn you management support. Thirdly and most importantly is that you are
able to analyses the effectiveness of the training program on the employees performance prior
to its execution. This would help in determining the areas where the results could visibly be
seen after the training session is conducted . Then one aspect of this is also, that
effective training need provides basis for the cost benefit analysis done for the training program
being conducted. So that training is taken as in investment rather than a cost, but our research
mainly focuses on the relationship between the training need analyses based
trainings and the employee performance. It doesnt matters whether its a profit or non-profit
organization, training need analysis is critical for effective and efficient training. The main
advantage of doing TNA is its clear linkage with organizational goals and strategies However,
TNA has its impact on different areas but most importantly it is related to the employee
performance. It directly improves and enhances the Performance is highly correlated with the
motivation of the person. Motivation can be increased through the value attributed to the work
and level of its performance. The greater the value an individual attributes to their work, the
higher the performance, and the greater will be the motivation of the individual. The opposite of
this is also true. In such situations, a training need analysis can help detect the causes of lower
performance or bring into consideration the undeveloped skills. Efficient training can quickly
raise the level of self-confidence .
There are many motivational theories but the challenge is to construct a connection between
meaningful work and performance. To motivate employees, managers need to give them
clear guidance about goals and rewards, admire creativity and make them notable, open doors
for employee future but never underestimate or reject poor performance. Moreover managers
need to understand the real motivating factor for an individual as it may be monetary or
non-monetary
Employee Performance
The employees having adequate knowledge in terms of job specific qualifications would be able
to solve on the job problems more effectively and may finally develop expertise in their area
Secondly, in order to equip them with performing the tasks in limited time, improved skills may
be required. Finally, once they are qualified and have the appropriate skills, it would motivate
them to develop a positive attitude towards learning and training.
Effectiveness of TNA for Employee Performance

Why TNA is closely associated with employee performance? It is because employees are said
to be the most valuable asset of an organization They are the ones that do not have any
depreciable value like other assets . And it is through them that the organization can achieve
their objective which is why the employees have to be competitive and qualified enough to have
an edge over the other organizations, or in other words well trained and well learned employees
are a prerequisite for an organizations competitive advantage. So Inadequate needs
assessment can result in unsuitable and ineffectual interventions, which could either have
no impact or have a venomous impact on the actual performance problem
Taking in view the employees performance, there are basically two possible causes to poor
performance, one is the contextual factors of an organization like inadequacy of equipment or
poor reward systems, and secondly it is the lack of skills, knowledge and attitude of the
employees that hinders effective performance And it is these employees who are sent for the
training and this rule is in line with the definition of the training itself, which is a systematic
procedure of providing an occasion to learn KSAs for current and future jobs
Hence training employees whose performance problems are not caused by lack of KSA is a big
mistake . As this puts a negative impact on employees performance and make the training a
cost for the organization rather than an investment, not only this, if doing TNA is the initial stage
of the training process then assessing employee performance is the final stage of this cycle
which also helps in evaluating our training. The cycle represents a clear relationship
between doing TNA and employee performance.

Q5. List main objectives of your research problem.

1. Primary objective of this research is to measure the effectiveness of TNA based
trainings.
2. The secondary objectives of the study are presented here to guide the direction of

research. These objectives are:

Determine whether TNA based training has played significant role in achieving goals.

Determine whether TNA based trainings has enhanced KSAs of participants

Q6. Write down the research methodology you will opt for research problem.
1. Research design:

Research methodology comprises a number of alternative approaches and inter-related and

frequently overlapping procedures and practices. Since there are many aspects of research
methodology, the line of action has to be chosen from a variety of alternatives the choice of
suitable method can be arrived at through the objective assessed and comparison of various
competing alternatives. A research design is the basic plan, which guides the data collection
and analyses the phases of the research project. The research design of the present study was
mainly explanatory in nature as the main purpose of the study was to explore nature and
extent of deterioration in the quality of training and thereby to find out whether the employees
were satisfied with the training . When competitive environment highly influenced by the quality
of product available in market heavily depend upon the efficiency and effectiveness of
manpower i.e. the human resource
2. Data collection methods:
Questioner Shall be distributed to all responded, Which shall be completed and returned
by the responded.
Primary:
The method adopted for primary data collection shall be Research Questionnaire.
Literature review is used to support the background of study and to build a conceptual
framework.
Secondary:
None
3. Sampling design:
For the purpose of the study, selected the A multinational organization ( DSM Sinochem
Pharmaceutical- Ropar ) in which different departments like Production, Quality,
Engineering, Supply change , Purchase, Finance, Accounts & HR etc., for this study I
have selected the Engineering department. The sampling units are accessible, easy to
measure and cooperative. So decided to give questioner to 40 employees of DSM
Sinochem Pharmaceuticals- Ropar.
The respondents shall be informed about the purpose of the research. As with all study
participants, it shall be assured that all information would be kept confidential.

4. Sampling area: Fitter , Electrician & technician of Engineering department of DSM

Sinochem Pharmaceuticals Ropar ( A multinational Pharmaceutical company).

5. Sample size:
Sample of 40 employees of engineering department of DSM Sinochem pharmaceuticals
TOANSA, Ropar. Participants are permanent employees, With regard to demographics,
the ages of the respondents are from 22 to 46 and all participants are male

6. Research instrument: ( Instrument is scale/Questionnaire which is used for data

collection)
Sr. No

Questions

Do you think you are asked for the Training which are
required to enchase your performance.

Do you think Trainins which are conducted are part of the

Identified Training

Do you think that the Training which are conducted are

meeting your actual need.

Do you Think are Trainer which conduct the training are

competent enough to meet Training Standard.

Do you think your organizations provided trainings are

enough for you to achieve your performance objectives?

Do you agree after training your performance is increased

Are you satisfied with the training content provided by

your organization ?

Do you think Training & Development has impacted

positively on your organization?

Are you satisfied with your training environment

10

You can easily apply the learning of the training?

Strongly
Agree

Agree

Neither
Agree or
Disagree