HP

A study on The importance of training and Development in HP
A Study on Importance of Training and Development in HP company

Dissertation submitted in partial fulfillment of the requirements for the award of the Degree of MASTER OF BUSINESS ADMINISTRATION of BANGALORE UNIVERSITY By Jyothi Leena Register Number: 08KSCM6020
Under the guidance of Mrs. Sheeja Krishna Kumar
INDIAN ACADEMY SCHOOL OF MANAGEMENT STUDIES (IASMS)

Hennur Cross, Hennur Main Road, Bangalore 560 043
20092010
Indian Academy School of Management Studies.
DECLARATION
I hereby declare that this Dissertation entitled A Study on the

importance of Training and Development in HP Company
submitted by me to the Bangalore University in partial fulfillment of requirements of MBA Programme is a bonafide work carried by me under the guidance of Mrs. Sheeja Krishna Kumar. This has not been submitted earlier to any other University or Institution for the award of any degree/diploma/certificate or published any time before.
Date:
Place:
Signature of the Student
ACKNOWLEDGEMENT
It is always a joy to acknowledge with gratitude the help received from different sources and persons. The success of any Endeavor is the result of the co-operation, efforts of host of persons.
In the first place I thank God for giving me this wonderful life and giving me this opportunity. Its all his abandon blessings that had brought me up to this Stage. I also express my deep sense of gratitude to my mom for everything.
I am thankful to the company that had given me a chance to do my dissertation. I am highly thankful to Mrs. Sheeja Krishna Kumar, faculty and guide for her help, support and innovative ideas and without which the Dissertation report would not have taken a professional look.
I also thank my director Dr. Jeshia Selvam for giving me this opportunity to do my project.
Lastly I thank all my family and friends who have helped and contributed in one way or the other. I also wish to acknowledge that the topic taken is very vast and these few days would not be sufficient for one to know it efficiently and so apologize for the nut shell information I have.
INDIAN ACADEMY SCHOOL OF MANAGEMENT STUDIES

BANGALORE-560043
CERTIFICATE
This is to certify that Ms. Jyothi Leena studying IV semester, MBA, has prepared a Dissertation Report entitled The importance of Training and Development in HP Company, under the guidance of Mrs. Sheeja Krishna Kumar as a partial fulfillment of the requirements of the Bangalore University for the award of Master of Business Administration for the academic year, 20092010. Date:
Place:
Signature of the Guide
Signature of the Principal
table of contents
Chapter I
INTRODUCTION
Page No.
1-25
1
1.1 Human Recourse Management 1.2 Training and human Resource Management 1.3 Role of HRD professionals in training 1.4 Approaches of Training and Development 1.5 Training Vs. Development 1.6 Training and development Objectives 1.7 Training Defined 1.8 Importance of Training and Development 1.9 Importance of training objectives 1.10 Methods of training 1.11 Training Need Analysis 1.12 Training Design 1.13 Implementing Training 1.14 Training Evaluation 1.15 Training models 1.16 Best time to implement training 1.17 Benefits of Training
1 2 2 3 3 4 4 5 7 12
Chapter II

RESEARCH DESIGN
26-28 26 26 27 27 27 27 28 28
2.1 Title of the statement 2.2 Statement of problem 2.3 Scope of study 2.4 Objectives of the study 2.5 Methodology 2.6 Sources of data 2.7 Limitations 2.8 Chapter Scheme Chapter III INDUSTRY / COMPANY PROFILE 3.1 3.2 3.2.1 3.2.2 3.2.3 3.2.4 3.2.5 3.2.6 IT sector company Company profile- HP Company history Vision and mission Executive Team Product and Services Company Culture Corporate responsibility Chapter IV Data analysis and interpretation Chapter V
29-38
29 30 31 33 34 35 37 37
38-74 75-79
A study on The importance of training and Development in HP 5.1 Findings 5.2 Conclusion 5.3 Recommendations BIBLIOGRAPHY ANNEXURE 80 81
Sl. No 1 2 3 4 5 6
Table No. 1.1 1.2 1.3 1.4 1.5 1.6
Particulars Benefits of training objectives Benefits of CBT Training need Feedback ISD model Executive team
Page No. 6 11 12 19 21 34
Sl. Table No No. 1 4.1
Particulars
Page No. 39
Table showing training is considered as an effective tool in the organization
4.2
Table showing how Training enhances the knowledge, skill and competition beside being a motivation factor Table showing reasons for participating in training programme Table showing technical methods of training used in the organization Table showing non-technical methods of training used in the organization Table showing no. of training the employee should attend a year Table showing employee ratings on training programme Table showing employee opinion on the course content of training Table showing the employee ratings on the training facilities improved the employee performance
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3 4 5 6 7 8 9
4.3 4.4 4.5 4.6 4.7 4.8 4.9
43 45 47 49 51 53 55 57 59
10 4.10 Table showing the training programme 11 4.11 Table showing the knowledge and
information gained during the training
10
programme
12 4.12 Table showing to whom the training is given

more in the organization
61 63 65 67 69 71 73
13 4.13 Table showing how well the training centre is

organized in the organization
14 4.14 Table showing the opinions about the training

sessions
15 4.15 Table showing whether the training period is

sufficient
16 4.16 Table showing employees place themselves

before training
17 4.17 Table showing employees place themselves

after training
18 4.18 Table showing feedback taken by the training

centre after training programme
11
Sl. Chart No No. 1 2 4.1 4.2
Particulars
Page No. 40 42
Chart showing training is considered as an effective tool in the organization Chart showing how Training enhances the knowledge, skill and competition beside being a motivation factor Chart showing reasons for participating in training programme Chart showing technical methods of training used in the organization Chart showing non-technical methods of training used in the organization Chart showing no. of training the employee should attend a year Chart showing employee ratings on training programme Chart showing employee opinion on the course content of training
3 4 5 6 7 8
4.3 4.4 4.5 4.6 4.7 4.8
44 46 48 50 52 54
12
4.9
Chart showing the employee ratings on the training facilities improved the employee performance
56 58 60
10 4.10 Chart showing the training programme 11 4.11 Chart showing the knowledge and
information gained during the training programme
12 4.12 Chart showing to whom the training is given

more in the organization
62 64 66 68 70 72 74
13 4.13 Chart showing how well the training centre is

organized in the organization
14 4.14 Chart showing the opinions about the training

sessions
15 4.15 Chart showing whether the training period is

sufficient
16 4.16 Chart showing employees place themselves

before training
17 4.17 Chart showing employees place themselves

after training
18 4.18 Chart showing feedback taken by the training

centre after training programme
13
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Chapter : 1. Introduction
1.1 HUMAN RESOURCE MANAGEMENT ( HRM )
HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of
human resources to active individual, organizational and social objectives. The endeavor of HR department is to achieve Organizational excellence through focus on learning, quality, teamwork and creating an entirely new role and agenda that focuses not only on traditional HR activities such as staffing and compensation but on outcome i.e. the results that enrich the Organizations value to customers, investors and employees.
1.2 TRAINING AND HUMAN RESOURCE MANAGEMENT
The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving
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A study on The importance of training and Development in HP their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.
1.3 ROLE OF HRD PROFESSIONALS IN TRAINING
This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is: Active involvement in employee education Rewards for improvement in performance Rewards to be associated with self esteem and self worth Providing pre-employment market oriented skill development education and post employment support for advanced education and training.
1.4 TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVELOPMEN
Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results.
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A study on The importance of training and Development in HP Training : Training is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities
1.5 TRAINING Vs DEVELOPMENT
Training often has been referred to as teaching specific skills and behavior. Examples of Training are learning to fire a rifle, to shoot foul shots in basketball and to type. It is usually reserved for people who have to be brought up to performance level in some specific skills. The skills are almost always behavioral as distinct from conceptual or intellectual. Development, in contrast, is considered to be more general than training and more oriented to individual needs in addition to organizational needs and it is most often aimed towards management people . The is more theory involved with such education and hence less concerned with specific behavior than is the case with training.
1.6 TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to
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A study on The importance of training and Development in HP that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
1.7 TRAINING DEFINED
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior v Its not what you want in life, but its knowing how to reach it. v Its not where you want to go, but its knowing how to get there. v v Its not how high you want to rise, but its knowing how to take off. It may not be quite the outcome you were aiming for, but it will be an outcome.
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1.8 IMPORTANCE OF TRAINING AND DEVELOPMENT
Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Quality Training and Development helps in improving upon the quality of work and work-life.
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A study on The importance of training and Development in HP Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.
1.9 IMPORTANCE OF TRAINING OBJECTIVES
Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. Training objectives are of great significance from a number of stakeholder perspectives. 1. Trainer 2. Trainee 3. Designer 4. Evaluator
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1.1 BENEFITS OF TRAINING OBJECTIVES
Trainer The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives.
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A study on The importance of training and Development in HP Evaluator It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. 1.10 TRAINING METHODS 1. On the job training 2. Off the job training 1. a) Job instruction training ( JIT ) This step is a four step instructional process involving preparation, Presentation, Performance try out and follow up. It is used primarily to teach workers how to do their current jobs. A trainer, supervisor or coworker acts as the coach. The four steps followed in the JIT methods are: The trainee receives an overview of the job, its purpose and its desired outcomes, with a clear focus on the relevance of training. The trainer demonstrates the job in order to give the employee a model to copy. The trainer shows aright way to handle the job. Next, the employee is permitted to copy the trainers way. Demonstration by the trainer and practice by the trainee are repeated until the trainee masters the right way to handle the job. Finally , the employee does the job independently without supervision. b) Job Rotation For the executive, job rotation takes on different perspectives. The executive is usually not simply going to another department. In some vertically
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A study on The importance of training and Development in HP integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view.
c) Coaching Method Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants.
d) Mentoring Method Mentoring is an on going relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. e) Apprentice Training Most craft workers such as plumbers and carpenters are trained through formal apprenticeship programmes. Apprentices are trainees who spend a prescribed amount of time working with an experience guide, coach or trainer. Assistantship and internships are similar to apprenticeship because they also demand high levels of participation from the trainee. f) Committee assignments
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A study on The importance of training and Development in HP In this method, trainees are asked to solve an actual organizational problem. The trainees have to work together and offer solutions to the problem. Assigning talented employees to important committees can give these employees a broadening experience and can help them to develop team spirit and work unitedly toward common goals.
2. Off the job training are : Vestibule Training Role playing Lecture method Conference/discussion approach Programmed instruction
2 a) Vestibule training In this method, actual work conditions are simulated in a class room. Material, files and equipment- those that are used in actual job performance are also used in the training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from a few days to a few weeks. Theory can be related to practice in this method.
b) Role playing It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves action, doing and practice. The participants play the role of certain characters, such as the production manager, mechanical engineer, superintendents,
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A study on The importance of training and Development in HP maintenance engineers, quality control inspectors, foreman, workers and the like. This method is mostly used for developing interpersonal interaction and relations.
c) Lecture method The lecture is a traditional and direct method of instruction. The
instructor organizes the material and gives it to group of trainees in the form of talk. To be effective, the lecture must motivate and create interest among the trainees. An advantage of lecture method is that it is direct and can be used for a large group of trainees. Thus, costs and time involved are reduced. The major limitation of the lecture method is that it does not provide for transfer of training effectively.
d) Conference/discussion/ approach In this method, the trainer delivers a lecture and involves the trainee in a discussion so that this doubt about the job get clarified. When big
organizations use this method, the trainer uses audio-visual aids such as blackboard, mockups and slides, in some cases the lectures are videotaped o audio taped. Even the trainees presentation can be taped for self confrontation and self-assessment.
e) Programmed instruction This method has become popular in recent years. This subject-matter to be learned is presented in a series of carefully planned sequential units. These units are arranged from simple to more complex levels of instruction. The
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A study on The importance of training and Development in HP trainee goes through these units by answering questions or filling the blanks. This method is thus, expensive and time-consuming.
Computer-Based Training (CBT) Many organizations are now implementing CBT as an alternative to classroom based training to accomplish those goals Some of the benefits of ComputerBased Training are:
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2.1 BENEFITS OF CBT
1.11 TRAINING NEED ANALYSIS (TND) An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Why training need analysis? Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action.
1.3 Training need

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Organizational Level Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. Individual Level Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. The methods that are used to analyze the individual need are: v Appraisal and performance review v Peer appraisal v Competency assessments v Subordinate appraisal v Client feedback v Customer feedback v Self-assessment or self-appraisal Operational Level Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. He gathers this information through technical interview, observation,
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A study on The importance of training and Development in HP psychological test; questionnaires asking the closed ended as well as open ended questions, etc.
1.12 TRAINING DESIGN
The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. The trainer Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers The trainees A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design. Training strategies Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included 1.13 IMPLEMENTING TRAINING. Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and
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A study on The importance of training and Development in HP refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Physical set-up Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. Establishing rapport with participants There are various ways by which a trainer can establish good rapport with trainees by: v Greeting participants simple way to ease those initial tense moments v Encouraging informal conversation v Remembering their first name v Pairing up the learners and have them familiarized with one another v Listening carefully to trainees comments and opinions v Telling the learners by what name the trainer wants to be addressed v Getting to class before the arrival of learners Reviewing the agenda At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at
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A study on The importance of training and Development in HP the end of the program, and how the program will run. The following information needs to be included: Kinds of training activities Schedule Setting group norms Housekeeping arrangements Flow of the program Handling problematic situations 1.14 TRAINING EVALUATION The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect..The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training. Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.
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A study on The importance of training and Development in HP Techniques of Evaluation The various methods of training evaluation are: Observation Questionnaire Interview Self diaries
Training inputs There are three basic types of inputs; q Skills q Attitude q Knowledge. The primary purpose of training is to establishing a sound relationship is at its best when the workers attitude to the job is right, when the workers knowledge of the job is adequate, and he has developed the necessary skills.
1.15 MODELS OF TRAINING. Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). The Training System
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A study on The importance of training and Development in HP A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization. The System Approach views training as a sub system of an organization. System Approach can be used to examine broad issues like objectives, functions, and aim. It establishes a logical relationship between the sequential stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs i.e. technology, man, material, time required in every system to produce products or services. And every system must have some output from these inputs in order to survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training is planned creation of training program. The three model of training are: 1. System Model 2. Instructional System Development Model 3. Transitional model
q System Model Training The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System.
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A study on The importance of training and Development in HP Model of training are as follows:
1.
Analyze and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a
performance measure on the basis of which actual performance would be evaluated.

2.
Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.
3.
Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives.
4.
Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program.
5.
Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices
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1.4 feedback
q Instructional System Development Model(ISD)Model Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the
basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the
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A study on The importance of training and Development in HP content, and delivering media for the types of training objectives to be achieved.
The Instructional System Development model comprises of five stages: 1. Analysis This phase consist of training need assessment, job analysis, and target audience analysis. 2. Planning This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of
evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc. 3. Development This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. Execution This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. Evaluation The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices.
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1.5 ISD MODEL
The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed. Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines.
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Mission explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment For example, values may include social responsibility, excellent customer service, etc. The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented.
1.16 BEST TIME TO IMPLEMENT TRAINING TO EMPLOYEE.
New recruits to the company.
These have a requirement for induction into the company as a whole in terms of its business activities and personnel policies and provisions, the terms, conditions and benefits appropriate to the particular employee, and the career and advancement opportunities available.
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A study on The importance of training and Development in HP Transferees within the Company. These are people who are moved from one job to another, either within the same work area, i.e. the same department or function, or to dissimilar work under a different management.
Promotions Although similar to the transferee in that there is a new job to be learned in new surroundings, he is dissimilar in that the promotion has brought him to a new level of supervisory or management responsibility. The change is usually too important and difficult to make successfully to permit one to assume that the promotes will pick it up as he goes along and attention has to be paid to training in the tasks. New plant or equipment. Even the most experienced operator has everything to learn when a computer and electronic controls replace the previous manual and electro-mechanical system on the process plant on which he works.
New standards , rules and practices.
Changes in any one these are likely to be conveyed by printed note or by word of mouth by the manager to his subordinates, and this can be the most satisfaction way of dealing with the change from the point of view of getting those affected to understand their new responsibility.
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A study on The importance of training and Development in HP New relationship and authorities. These can arise, as a result of management decisions, in a number of ways. In examples, the recognition of the accounts department can result in a realization of responsibilities between the section leaders of credit control, invoicing and customer records, although there is no movement of staff between the sections (i.e. no transfers.
Maintenance of standards. We are here concerned with maintenance of standards through training, for it must be remembered that supervision and inspection and qualify control are continuously responsible for standards and exercise their own authorities to this end.
The maintenance of adaptability.
Again, whilst there is little scientific study of the loss of ability to learn new skills in those cases where people spend a long time without change, and without the need to learn, there is increasing evidence in current experience to suggest that this is the case in industrial employment. The maintenance of management skills and standards. Skills in supervising, employee appraisal, communications, leadership etc are important in all companies. Some of these skills are seen to be critical to major developments in company organization, culture, employee empowerment and so on. Initial training in these skills is not uncommon in the largest companies on appointment into management and supervision.
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Retirement and redundancy
Employees of any position in the company who are heading towards retirement will benefit from learning about health, social life, work opportunities money management etc. Internal or external courses are best attended a year or two before retirement date, in a few companies a member of Personnel will act as a counselor as required.
1.17 BENEFITS OF TRAINING
Employees and the organization need to realize the importance of contribution and learning for mutual growth and development. Training is the answer to deal with stagnation stage by constantly updating it in every field. Other benefits of training include: Hiring appeal: companies that provide training attract a Workforce. Assessing and addressing any performance deficiency. Enhancing workforce flexibility. Cross-cultural training is them for better adjustment in the new environment. Increasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced when the employee knows that the organization would provide them opportunities to increase their skills and knowledge. It gives the organization a competitive edge by keeping abreast of the latest changes; it acts as a catalyst for change.
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better quality
essential for
Chapter : 2 Research Design

2.1 TITLE OF THE STUDY The title of the statement is The importance of Training and Development in HP company. 2.2 STATEMENT OF THE PROBLEM Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of Training and Development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results. Now a days all the organizations give more concentration to Training and Development and it has become the sub-system in the organizations. A formal definition of training & development is, it is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge.
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2.3 SCOPE OF THE STUDY
The study aims to gain an insight of training and development in the organization. An effort is made to analyze the satisfactory level of respondent employees towards various factors of training and development.
2.4 OBJECTIVES OF THE STUDY
1. To understand the importance of Training and Development. 2. To understand the process of Training and Development. 3. To study the optimum utilization and development of Human Resources. 4. To Analyze the contribution to Quality and Productivity of employees work.
2.5 METHODOLOGY The research has been conducted in HP an IT sector company, Bangalore. The research method or tool used to collect data is through Questionnaires, interview and observation. The questionnaire was distributed among the 50 employees of HP company. The questionnaire consist of 17 questions with regard to training and development.
2.6 SOURCES OF DATA Sources of data includes both primary data and secondary data.
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A study on The importance of training and Development in HP Primary data includes, Questionnaire, interview, observations. The number of questionnaire is 50. Given to the HP Company employees. Secondary data includes, company website, google.com , books etc. 2.7 LIMITATIONS Sample size of only 50 is taken into consideration which is a limitation to the study. The time period provided for the project is limited. Some respondents were found hesitant to answer some questions in the questionnaire.
2.8 CHAPTER SCHEME 1. Introduction This part consist of the introduction of the topic The importance of training and development, objectives, methods, models, training design etc. 2. Research design This chapter consist of the title of study, statement of problem, objectives of the study, methodology, sources of data, limitations and chapter scheme. 3. Industry / company profile- HP
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A study on The importance of training and Development in HP This chapter consist of IT sector company, company profile of HP which includes, HP company history, vision and mission statement, products and services etc. 4. Data analysis and interpretation This chapter consist of analysis of sources of data, specially the questionnaire analysis and interpretation. 5. Findings, conclusion and recommendations. 6. Bibliography 7. Annexure
Chapter : 3 Industry / Company profile
3.1 IT SECTOR INDUSTRY
The Indian IT sector is growing rapidly and it has already made its presence felt in all parts of the world. IT has a major role in strengthening the economic and technical foundations of India. Indian professionals are setting up examples of their proficiency in IT, in India as well as abroad. The sector can be classified into 4 broad categories IT Services, Engineering Services,
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A study on The importance of training and Development in HP ITES-BPO Services, E-Business IT Services can further be categorized into Information Services (IS) outsourcing, packaged software support and installation, systems integration, processing services, hardware support and installation and IT training and education. Engineering Services include Industrial Design, Mechanical Design, Electronic System Design (including Chip/Board and Embedded Software Design), Design Validation Testing , Industrialization and Prototyping. IT Enabled Services are services that use telecom networks or the Internet. For example, Remote Maintenance, Back Office Operations, Data Processing, Call Centers, Business Process Outsourcing, etc. E Business (electronic business) is carrying out business on the Internet; it includes buying and selling, serving customers and collaborating with business partners.
3.2 ABOUT HP
HP is a technology company that operates in more than 170 countries around the world. We explore how technology and services can help people and companies address their problems and challenges, and realize their possibilities, aspirations and dreams. We apply new thinking and ideas to create
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A study on The importance of training and Development in HP more simple, valuable and trusted experiences with technology, continuously improving the way our customers live and work.
No other company offers as complete a technology product portfolio as HP. We provide infrastructure and business offerings that span from handheld devices to some of the world's most powerful supercomputer installations. We offer consumers a wide range of products and services from digital photography to digital entertainment and from computing to home printing. This
comprehensive portfolio helps us match the right products, services and solutions to our customers' specific needs. HP posted net revenue in 2009 of $115 billion, with approximately $40 billion coming from services. In 2006, the intense competition between HP and IBM tipped in HP's favor, with HP posting revenue of US$91.7 billion, compared to US$91.4 billion for IBM; the gap between the companies widened to $21 billion in 2009. In 2007, revenue was $104 billion, making HP the first IT Company in history to report revenues exceeding $100 billion. In 2008 HP retained its global leadership position in inkjet, laser, large format and multi-function printers market. Also HP became #2 globally in IT services as reported by IDC & Gartner.
HP was one of the earliest companies to register its internet domain, the famous HP.com, which places the company on position N1 in the VB.com Internet Hall of Fame. Major company changes include a spin-off of part of its business as
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A study on The importance of training and Development in HP Agilent Technologies in 1999, its merger with Compaq in 2002, and the acquisition of EDS in 2008, which led to combined revenues of US$ 118.4 Billion in 2008 and a Fortune 500 ranking of 9 in 2009. In November 2009, HP announced the acquisition of 3Com.
3.2.1 COMPANY HISTORY
Founding: Stanford University classmates Bill Hewlett and Dave Packard founded HP in 1939. The company's first product, built in a Palo Alto garage, was an audio oscillatoran electronic test instrument used by sound engineers. One of HP's first customers was Walt Disney Studios, which purchased eight oscillators to develop and test an innovative sound system for the movie Fantasia. Early years: From the 1940s until well into the 1990s the company concentrated on making electronic test equipment signal generators, voltmeters, oscilloscopes, frequency counters, thermometers, time standards, wave analyzers, and many other instruments. A distinguishing feature was pushing the limits of measurement range and accuracy; many HP instruments were more sensitive, accurate, and precise than other comparable equipment.
The 1960s: HP partnered in the 1960s with Sony and the Yokogawa Electric companies in Japan to develop several high-quality products. The products were not a huge success, as there were high costs in building HP-looking products in Japan.
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HP and Yokogawa formed a joint venture (Yokogawa-Hewlett-Packard) in 1963 to market HP products in Japan. HP bought Yokogawa Electric's share of Hewlett-Packard Japan in 1999
The 1970s: The HP 3000 was an advanced stack-based design for a business computing server, later redesigned with RISC technology, that has only recently been retired from the market. The HP 2640 series of smart and intelligent terminals introduced forms-based interfaces to ASCII terminals, and also introduced screen labeled function keys, now commonly used on gas pumps and bank ATMs. Although scoffed at in the formative days of computing, HP would eventually surpass even IBM as the world's largest technology vendor, in terms of sales. The 1980s: In 1984, HP introduced both inkjet and laser printers for the desktop. Along with its scanner product line, these have later been developed into successful multifunction products, the most significant being single-unit printer/scanner/copier/fax machines. The print mechanisms in HP's
tremendously popular LaserJet line of laser printers depend almost entirely on Canon's components (print engines), which in turn use technology developed by Xerox. HP develops the hardware, firmware, and software that convert data into dots for the mechanism to print.
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A study on The importance of training and Development in HP The 1990s: In the 1990s, HP expanded their computer product line, which initially had been targeted at university, research, and business users, to reach consumers. 2000 and beyond: HP merged with Compaq in 2002. The merger occurred after a proxy fight with Bill Hewlett's son Walter, who objected to the merger. Compaq itself had bought Tandem Computers in 1997 (which had been started by ex-HP employees), and Digital Equipment Corporation in 1998. Following this strategy, HP became a major player in desktops, laptops, and servers for many different markets. After the merger with Compaq, the new ticker symbol became "HPQ", a combination of the two previous symbols, "HWP" and "CPQ", to show the significance of the alliance and also key letters from the two companies Hewlett-Packard and Compaq (the latter company being famous for its "Q" logo on all of its products.)
3.2.2 MISSION AND VISION STATEMENT
Mission: Greet every customer interaction and negotiation with exceptional value, while maintaining a maniacal focus on the protection and growth of HP Software Services revenue stream.
Vision: Create out of the box operational performance and industry leading selling.
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3.2.3 EXECUTIVE TEAM
Mark Hurd HP Chairman of the Board, Chief Executive Officer
Pete Bocian Executive Vice President and
Ann M. Livermore Executive Vice President,
Todd Bradley Executive Vice President, Personal Systems Group
Randy Mott Executive Vice President and Chief Information Officer
Michael J. Holston Executive Vice President and General Counsel
Marcela Perez de Alonso Executive Vice President, Human Resources
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A study on The importance of training and Development in HP Vyomesh Joshi Executive Vice President, Imaging and Printing Group Shane Robison Executive Vice President and Chief Strategy and Technology Officer
Cathie Lesjak Executive Vice President and Chief Financial Officer
3.1 chart : showing Executive team of HP
3.2.4 PRODUCTS AND SERVICES
1) Desktops and Workstations.
2. Notebooks and Tablet PCs
3. Printers and Multifunction
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4. Handhelds and Calculators
5. Monitors
6. Scanners
7. Digital Photography
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A study on The importance of training and Development in HP 8. Storage
9.
Supplies and Accessories
10. Networking
11.
Software
Software and operating systems for tasks such as networking Management, client management, storage management, clustering technologies and security
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3.2.5 COMPANY CULTURE
The founders, known to friends and employees alike as Bill and Dave, developed a unique management style that has come to be known as The HP Way. In Bill's words, the HP Way is "a core ideology ... [which] includes a deep respect for the individual, a dedication to affordable quality and reliability, a commitment to community responsibility, and a view that the company exists to make technical contributions for the advancement and welfare of humanity." The following are the tenets of The HP Way: 1. We have trust and respect for individuals. 2. We focus on a high level of achievement and contribution. 3. We conduct our business with uncompromising integrity. 4. We achieve our common objectives through teamwork. 5. We encourage flexibility and innovation.
3.2.6 CORPORATE SOCIAL RESPONSIBILITY
In July 2007, the company announced that it had met its target, set in 2004, to recycle 1 billion pounds of electronics, toner and ink cartridges. It has set a new goal of recycling a further 2 billion pounds of hardware by the end of 2010.
In 2006, the company recovered 187 million pounds of electronics, 73 percent more than its closest competitor.
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A study on The importance of training and Development in HP In September, 2009, Newsweek ranked HP #1 on its 2009 Green Rankings of America's 500 largest corporations. According to environmentalleader.com, "Hewlett-Packard earned its number one position due to its greenhouse gas (GHG) emission reduction programs, and was the first major IT Company to report GHG emissions associated with its supply chain, according to the ranking. In addition, HP has made an effort to remove toxic substances from its products, though Greenpeace has targeted the company for not doing better." HP took the top spot on Corporate Responsibility Magazines 100 Best Corporate Citizens List for 2010. The list is cited by PR Week as one of Americas most important business rankings. HP beat out other Russell 1000 Index companies because of its leadership in seven categories including environment, climate changes and corporate philanthropy. In 2009, HP was ranked fifth. Fortune magazine named HP one of the Worlds Most Admired Companies in 2010, placing it No. 2 in the computer industry and No. 32 overall in its list of the top 50. The Fortune list is considered the authoritative report card on corporate reputation. This year in the computer industry HP was ranked No. 1 in social responsibility, long-term investment, global competitiveness, and use of corporate assets.
Chapter: 4 Data analysis and Interpretations
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A study on The importance of training and Development in HP Introduction Keeping in view, the objectives of the study, the data collected through the questionnaires is analyzed and interpreted with the help of the statistical
tabulation method. Statistical tools such as percentages, diagrams and graphs are used to test and interpret the findings.
1. Observation: To find out training is considered as an effective tool in the organization. Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.
Level of agreement
No. of employees
Percentage of employees 64% 36% 00%
Strongly agree Agree Disagree
32 18 00
Strongly agree
00
00%
Table 4.1 : Showing training is considered as an effective tool in the organization
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0% 0%
36% Strongly agree Agree Disagree Strongly agree 64%
Chart 4.1showing training is considered as an effective tool in the organisation
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A study on The importance of training and Development in HP Inference: From the above table and graph, we can understand that 64% of employees strongly agreed and 36% of employees just agree, training as an effective tool used in the organisation.
Abservation: Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Training is an activity which enhances the knowledge, skill and competition beside being a motivation factor.
Level of agreement Strongly agree Agree Disagree Strongly agree
No. of employees 32 18 00 00
percentage of employees 64% 36% 00% 00%
Table 4.2 : Showing Training enhances the knowledge, skill and competition beside being a motivation factor
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0% 0%
36% Strongly agree Agree Disagree Strongly agree 64%
Chart 4.2 training enhances the knowledge, skill and competition beside being a motivation factor
Inference: From the above table and graph, 64% of respondance strongly agree and 36% just agree for the statement Training enhances the knowledge, skill and competition beside being a motivation factor, in the organization.
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2. Observation: Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies. Reasons for participating in training programme
Options given
No. of employees
Percentage of employees
Technological updating Organizational change Lack of technical knowledge Lack of skills for the job Others specify
28 05 10 07 00
56% 10% 20% 14% 00%
Table 4.3 showing reasons for participating in training programme
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0% 14%
Technological updation Organisational change 20% 56% Lack of technical knowledge Lack of skills for the job Others specify
10%
Chart 4.3 showing reasons for participating in training programme
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A study on The importance of training and Development in HP Inference: From the above table and graph, clearly states the main reasons for participation in the training programmes in the organisation, 56% of respondants agree that they are trained to technical upgrating whereas, 20% agree on lack of technical knowledge, 14% agree for lack of skills for the job, 10% agree for organisational change.
3. Observation: Usually training method are broadly classifies into two categories. They are on the job and off the job training. Each and every method has its own advantages to the organization. Common Methods of training used in the organization.
Technical Options given No. of employees Percentage of employees
Class room Training On the job training Games and fun filled activities Group discussion & experience sharing Online training
22 14 02 04
44% 28% 4% 8%
08
16%
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A study on The importance of training and Development in HP If any other please specify 00 00%
Table 4.4 : Showing technical methods of training used in the organization
0%
16%
8%
Class room Training 44% On the job training Games and fun filled activities
4%
Group discussion & experience sharing Online training If any other please specify
28%
Chart 4.4 : Showing technical methods of training used in the organization
Inference: From the above table and graph it is found that methods used in the organization, 44% of respondance agreed on class room training, 28% on the
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A study on The importance of training and Development in HP job training , 16% agreed on online training, 8% on the group discussion and experience sharing and 4% greed on games and fun filled activities. Non technical
Options given
No. of responses
In percentage
Decision making skills Interpersonal skills Job knowledge Organizational Knowledge
19 09 13 09
38% 18% 26% 18%
Table 4.5 : Showing non-technical methods of training used in the organization
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18%
38% Decisio making skills Interpersonal skills Job knowledge Organisational Knowlege 26%
18%
Chart 4.5 : Showing non-technical methods of training used in the organization
Inference : From the above table and graph, for the statement of Non technical method, 38% of respondance opinoned on Decesio makning skills, 26% agreed
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A study on The importance of training and Development in HP on job knowledge, 18% each agreed on interpersonal skills and organisational knowledge.
4. bservation : Training and Development helps in increasing the productivity of the employees that helps the
organization
further to achieve its long-term
goal. To find out each employee should attend annually the no. of programmes.
Options given
No. of responses
In percentage
One programme in a year
05
10%
2-5 programmes in a year More than 5 programmes
18 00
36% 00%
Only if needed or as & when required
27
54%
Table 4.6 : Showing no. of training the employee should attend a year
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10%
One programme in a year 2-5 programmes in a year More than 5 programmes 54% 36% Only if needed or as & when required
0%
Chart 4.6: Showing no. of training the employee should attend a year
Inference : From the above table and graph the responses on how many training an employee has to go through, 54% agreen on that it depends only when it is needed or required to the trainees, 36% said they are trainined 2-5 training programme a year and 10% agreed that they are trained once in a year.
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A study on The importance of training and Development in HP 5. Observation: Training and Development helps in improving upon the quality of work and work-life . It is very important to provide a quality training to the employees. Different employee ratings on training programme.
Options
No. of responses
In percentage
Excellent
09
18%
Good Average Poor
29 12 00
58% 24% 00%
Table 4.7 : Showing employee ratings on training programme
0% 24% 18%
Excellent Good Average
58%
Poor
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Chart 4.7: Showing employee ratings on training programme
Inference : From the above table and graph, we can understand the employees rating on their trainings, 58% of respondance rates on good, 24% rates on average and 18% rates on Excellent.
6. Observation : Employee opinions on the course content of training.
Level of agreements
No. of responses
In percentage
Excellent
12
24%
Good
30
60%
Average
08
16%
Poor
00
00%
Table 4.8: Showing employee opinion on the course content of training
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0% 16% 24% Excellent Good Average Poor 60%
Chart 4.8 showing employee opinion on the course content of training
Inference : From the above table and graph the employees ratings on course content of training, 60 % of respondance agreed it is Good, whereas 24% agreed on Excellent and 16% says it is AveraL
7. Observation: Employees rating on the training facilities, equipments & infrastructure.
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A study on The importance of training and Development in HP Level of agreements No. of employees Percentage of employees
Excellent Good
22 20
44% 40%
Average
08
16%
Poor
00
00%
Table 4.9 : Showing the employee ratings on the training facilitie
0% 16% Excellent 44% Good Average 40% Poor
Chart 4.9 showing the employee ratings on the training facilities
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Inference : From the above table and graph employees ratings on the training facilities, equipment and infrastructure. 44% of respondance agree it is excellent, 40% agree it is good and 16% agree it is average.
8. Observation : Training helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. The training programme improved the employee performance.
Options
No. of employees
Yes No
50 00
100% 00%
Table 4.10 : Showing the training programme improved the employee performance
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50 45 40 35 30 25 20 15 10 5 0 0 Yes No 50 Series1
Chart 4. 10 showing the training programme improved the employee performance
Inference : All the respondance agreed that the training improved their performance.
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9. Observation :The Knowledge & information gain during the training programme.
Level of agreements
No. of employees
Excellent Good Average Poor
06 28 16 00
12% 56% 12% 00%
Table 4.11 : Showing the knowledge and information gained during the training programme
0% 12% 32% Excellent Good Average 56% Poor
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Chart 4.11: Showing the knowledge and information gained during the training programme
Inference : From the above table and graph, the knowledge gained during training programme, 56% respondance agree it is Good. whereas,32% agreed it is Average and 12% agreed it is Excellent.
10. Observation : To find out to whom the training is given more in the organization.
Options
No. of employees
Senior staff
02
04%
Junior staff
06
12%
New staff
20
40%
Based on requirement
22
44%
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Table 4.12 : Showing to whom the training is given more in the organization
4% 12% 44%
Senior staff Junior staff New staff
40%
Based on requirement
Chart 4.12: Showing to whom the training is given more in the organization
Inference : From the above table and graph, the training is given to, 44% of respondents agrees it is given based on requirement, 40% agreed on new staff, 12% agreed for junior staff and 4% agrees on senior staff.
11. Observation : To fined out how well the training centre is organized in the organization.
Level of agreements
No. of employees
Percentage of employees 28%
Excellent
14
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A study on The importance of training and Development in HP Good 29 58%
Average Poor
07 00
14% 00%
Table 4.13 : Showing how well the training centre is organized in the organization
Chart 4.13 : Showing how well the training centre is organized in the organization
Inference : From the above table and graph, 58% respondents agree the training centre was organized Good, 28% respondents agree it is Excellent, 14% agree it was average.
12. Observation : To find out the opinions about the training sessions.
Options given
No. of employees
Percentage of employees 08%
Take away precious time of employees Too many gaps between the training programme
04
10
28%
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A study on The importance of training and Development in HP Training session is unplanned 02 04%
Boring and not useful
00
00%
Others
34
68%
Table 4.14 : Showing the opinions about the training sessions
8%
Take away precious time of employees 20% Too many gaps between the training programme Training session is unplanned 4%
68%
Boring and not useful 0% Others
Chart 4.14 showing the opinions about the training sessions
Inference : From the above table and graph, the opinions about the respondents differs. 20% of respondents says there is too many gaps in
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A study on The importance of training and Development in HP between the trainings. 8% of responses says that the trainings take away their precious time, 4% of respondents says that the trainings are unplanned and 68% of respondents given their own opinions other than the options given in the questionnaire, which is shown in the findings.
13. Observation : To find out whether the training period is sufficient.
Options given
No. of employees
Average
27
54%
To be extended
02
4%
To be shortened
09
18%
Good
12
24%
Table 4.15 : Showing whether the training period is sufficient
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24% Average To be extended 54% 18% 4% To be shortened Good
Chart 4.15 : Showing whether the training period is sufficient
Inference : On the statement of training period, There are also different opinions given. 54% of responses opined that the training period is Average, 24% of respondents say it is Good, 18% of respondents opined it has to be shortened and 4 % say it has to be extended.
14. Abservation : Training leads to improved profitability and more positive attitudes towards profit orientation. Training also helps in creating a better corporate image. To find out how the employees place themselves before and after training.
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A study on The importance of training and Development in HP Before Training
Level of agreements
No. of employees
Excellent Good Average Poor
02 13 33 02
4% 26% 66% 4%
Table 4.16 : Showing employees place themselves before training
Chart 4.16 : Showing employees place themselves before training
Inference : From the above table and graph, the employees before their training themselves as, 66% of respondents agreed they were Average, 26% of respondents agreed they were Good and 4% of respondents say they Excellent and other more 4% of respondents agrees they were Poor.
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After Training
Levels of agreements
No. of employees
Excellent
21
42%
Good Average
27 02
54% 04%
Poor
00
00%
Table 4.17 : Showing employees place themselves after training
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4% 0%
Excellent 42% 54% Good Average Poor
Chart 4.17 : Showing employees place themselves after training
Inference : From the above table and graph, the opinion actually differs after training. 54% of the respondents agreed that they are Good, 42% of the respondents agrees they are Excellent after training and 4% of the respondents agrees they are still average after their training. 15. Observation : To find out whether there any feedback taken by the training centre after training programme.
Options given
No. of respondents
In percentage
Yes
50
100%
No
00
00%
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Table 4.18 : Showing feedback taken by the training centre after training programme
60 40 20 0 Yes No 50 Series1 0
Chart 4.18 : Showing feedback taken by the training centre after training programme
Inference : From the above table and graph, its clear that the organisation takes feedback aftert the training programme is done. Here we can see all the respondents have given positive anwer for this statement.
5.1 FINDINGS
It is found that most of the employees i. e. 32 respondents out of 50 (64% of respondents) Strongly agreed that training is considered as an effective tool in the organisation. And the rest 18 respondents just agreed for the statement . It is found that most of the respondents (32 out of 50) strongly agreed that training enhances the knowledge and skills of the employees in the
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A study on The importance of training and Development in HP organization. Where as the rest 18 respondents just agreed it enhances the knowledge and skills. It is found that 56% of respondents attend the trainings to technological updating. 20% agrees that they attend trainings because of technical
knowledge. 14% agrees for the reason of lack of skills for the job and rest 10% attends for organizational change. On the basis of technical training, according to the respondents opinions it is found that 44% of respondents rate for class room training, 28% of respondents rate for On the job training, 16% of responses rate for online training, 8% responses rate for group discussions and experience sharing, 4% of responses rate for Games and fun filled activities. On the basis of non- technical training, it is found that 38% of responses felt that more importance is required on Decision making skills, 26% on Job knowledge, 18% each organizational knowledge. of responses on interpersonal skills and
It is found out that 54% of the respondents agree on they are actually trained only when it is requires and 36% of responses given says that they are provided with 2-5 training programmes per year and 10% of responses agree that they are provided with one training programme a year. It is found that 58% of responses rates their training programme Good and 24% of responses as average and 18% of responses as Excellent.
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A study on The importance of training and Development in HP It is found that 24% of responses opined Excellent on the course content of the training praogrammes, 60% of them agreed it is Good and 16% of response opined it is average. It is found that 44% of responses opined that the facilities like, equipments, infrastructure provided during that training period is Excellent. Where as 40% of responses agree it is good and 16% of responses agree it is average. All the respondents positively agreed that they have improved their performance after training. It is found that 12 % of responses agree that the knowledge and information gained during the training programme is Excellent. 56% of them sat it is good and 32% agree it is average. With regard to, whom the training is given more; it is found that 44% of the responses agree that the trainings are given based on the requirements. But 40% of responses agree it is given to the new staff. Where as 12% and 4% agree it is given for Junior staff and Senior staff respectively. It is found that the training centre was organized Excellent in the opinion of 28% of responses and 58% of responses agree that the training centre is organized good . Whereas 14% agree it is average. It is found that before training 66% of respondents place themselves as Average But after training only 4% of respondents place themselves as average . It is found that before training only 26% of respondents place themselves as good and after training 54% of respondents places themselves as good.
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A study on The importance of training and Development in HP Before training only 4% of respondents agree they were excellent and after training 42% of them places themselves as Excellent. It is found that feedback will be taken after every training programmes to improve the training programme in the future. It is found out that the respondents have given different opinions to make their career aspirations to come true. The majority of respondents opined the following aspects: To provide process skills and soft skills Business communication and technical skill Up gradation about the organization Decision making skills Leadership skills Presentation skills Software training Problem solving skills Interpersonal skills To provide more on the job training Technology etc.
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5.2 CONCLUSION
It was one of the best academic experience that not only enriched the knowledge about the real life experience of the company situation but also gave an excellence opportunity to apply the various concepts during the academic sessions. This project has brought into light the various aspects of Training and Development. Also learnt how important an Training and Development plays in the organization. When an organization takes a personal interest in an employee, professionals stay motivated. Taking cue from this, many companies especially in the IT space are setting up their own training institutes to develop and harness their employees potential.
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5.3 SUGGESTIONS
It is suggested that
the training and Development should also
concentrate on employees interested career growth in the organizations. q The training has to be done with a very comfortable time period, it should not be very long nor very short, but based on the required Training period.
q On the job training would be a great method, where the employees can learn better and the doubts can be solved as soon as they arrive in the method of on the job training.
q The training should also concentrate on; leadership skills, presentation skills, interpersonal skills, Decision making skills etc.
q It is suggested that employees can be trained annually or periodically not only when required, it increases the employees productivity.
q It is suggested that training centre has to be still more effectively organized to motivate the employees in the organization.
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BIBLIOGRAPHY
Books and Journals
v David A. Decenzo/Stephen P. Robins (2004) Personal and Human Resource Management v A. Monappa (2004), Personal Management. v Gary Yukl, Leadership in organization, fifth edition, New York, 2005. v VSP Rao, Human Resource Management, second edition, New Delhi, 2005. v Cynthia D. Fisher, Human Resource Management, Sixth edition, New York, 2008. v Lyle F. Schoenfeldt, Human Resource Management, Sixth edition, New York, 2008 Websites v www. Hp.com v www. Google.com v v
www.wikipedia.com www.hrcite.com
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Questionnaire
Dear respondent,
I am M.B.A. Student of IASMS, undertaking a project on The importance and process of Training and Development. I request you to kindly spare a few minutes to fill up this questionnaire which would help to accomplish my project work. I will ensure that all the information provided by you will be kept confidential.
Thanking you, Jyothi Leena Respondent details: Name: Qualification: Designation: Department: No. of years services:
1. In your organization, training is considered as an effective tool for development of people and organization? a. Strongly agree ( ) b. Agree ( ) c. Disagree ( ) d. Strongly disagree ( )
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2. Training is an activity which enhances the knowledge, skill and competition besides being a motivation factor for the participants? a. Strongly agree ( ) b. Agree ( ) c. Disagree ( ) d. Strongly disagree ( )
3. Reasons for participating in training programme? a. Technological updating ( ) b. Organizational change ( ) c. Lack of technical knowledge ( ) d. Lack of skills for the job ( ) e. Other please specify . 4. Methods of training Technical a. Classroom training ( ) b. On the job training ( ) c. Games and fun filled activities ( ) d. Group discussion & experience sharing ( ) e. Online training ( ) f. If any other please Non technical a. Decision making skills ( ) b. Interpersonal skills ( ) c. Job knowledge ( ) d. Organizational knowledge ( )
specify
5. Each employee should attend annually the following no. of programme a. One programme in a year ( ) b. 2-5 programmes (please specify the no.) ( ).
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A study on The importance of training and Development in HP c. More than 5 programmes ( ,, ) d. Only if needed or as & when required ( ( ) ).
6. How do you rate the existing training program in your organization? a. Excellent ( ) b. Good ( ) c. Average ( ) d. Poor ( ) 7. How do you think about the course content? a. Excellent b. Good c. Average d. Poor
( ( ( (
) ) ) )
8. How do you rate the training facilities & infrastructure (equipments and tools used in the programme)? a. Excellent ( ) b. Good ( ) c. Average ( ) d. Poor ( ) 9. The training programme given by the company improved my performance a. Yes ( ) b. No ( ) 10. The Knowledge & information gain during the training programme was? a. Excellent ( ) b. Good ( ) c. Average ( ) d. Poor ( ) 11. To whom the training is given more in your organization? a. Senior staff ( ) b. Junior staff ( ) c. New staff ( ) d. Based on requirement ( )
94
12. How well the training centre is organized? a. Excellent b. Good c. Average d. Poor
( ( ( (
) ) ) )
13. What training do you need to make your career aspirations to come true? Please specify. 14. What is your opinion about the training session? a. Take away precious time of employees ( ) b. Too many gaps between the training programme( ) c. Training session is unplanned ( ) d. Boring and not useful ( ) e. If any other please specify. .. 15. The time duration given for the training period is? a. Average ( b. To be extended ( c. To be shortened ( d. Good (
) ) ) )
16. How do you place yourself

95
Before Training a. b. c. d. Excellent Good Average Poor ( ( ( ( ) ) ) )
After Training a. b. c. d. Excellent Good Average Poor ( ( ( ( ) ) ) )
17. Is there any feedback taken by the training centre after training programme? a. Yes b. No ( ( ) )
96
97

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A study on The importance of training and Development in HP

A Study on Importance of Training and Development in HP company

INDIAN ACADEMY SCHOOL OF MANAGEMENT STUDIES (IASMS)

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

I hereby declare that this Dissertation entitled A Study on the

Signature of the Student

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

INDIAN ACADEMY SCHOOL OF MANAGEMENT STUDIES

Signature of the Guide

Signature of the Principal

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Indian Academy School of Management Studies.

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Table No. 1.1 1.2 1.3 1.4 1.5 1.6

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Sl. Table No No. 1 4.1

Table showing training is considered as an effective tool in the organization

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

4.3 4.4 4.5 4.6 4.7 4.8 4.9

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

12 4.12 Table showing to whom the training is given

13 4.13 Table showing how well the training centre is

14 4.14 Table showing the opinions about the training

15 4.15 Table showing whether the training period is

16 4.16 Table showing employees place themselves

17 4.17 Table showing employees place themselves

18 4.18 Table showing feedback taken by the training

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Sl. Chart No No. 1 2 4.1 4.2

4.3 4.4 4.5 4.6 4.7 4.8

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

12 4.12 Chart showing to whom the training is given

13 4.13 Chart showing how well the training centre is

14 4.14 Chart showing the opinions about the training

15 4.15 Chart showing whether the training period is

16 4.16 Chart showing employees place themselves

17 4.17 Chart showing employees place themselves

18 4.18 Chart showing feedback taken by the training

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP

1.1 HUMAN RESOURCE MANAGEMENT ( HRM )

Indian Academy School of Management Studies.

Indian Academy School of Management Studies.

1.5 TRAINING Vs DEVELOPMENT

Indian Academy School of Management Studies.

1.7 TRAINING DEFINED

Indian Academy School of Management Studies.

A study on The importance of training and Development in HP