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Mba Hr Project Report - Download as PDF File .pdf), Text File .txt) or read online. mba project. Results 1 - 10 of Download & Upload all kind of Human Resource Management Projects and MBA Projects in Human Resource Management for free. 1 A Project Report On “STUDY OF EFFECTIVENESS OF TRAINING AND .. Skills-It helps him to increase his technical and manual efficiency.


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HR Project Report on training and development Summer training is the one of the important part of MBA course, which has helped me to learn a lot of. Category: MBA Projects, Final MBA Project Report, Need Help Online BBA and Synopsis, Sample Free Download MBA/BBA Projects, Final Training Report. Project Report MBA, MBA Projects, Free Sample Project Report MBA/BBA, Training Report, Finance Project Reports, HR Project, Marketing Project, Free MBA.

It is necessary to explain why he is being taught to develop his interest in training. For example, values may include social responsibility, excellent customer service, etc. Training enables management to face the pressure of changing environment. Production department also aims at maintaining the quality of products been produced. Arranging structured interviews with trainees 6.

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 TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees.

Training is activity leading to skilled behavior.

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Training is about the acquisition of knowledge, skills, and abilities KSA through professional development. It also helps the employees in attaining personal growth. It helps to expand the horizons of human intellect and an overall personality of the employees. It helps in inculcating the zeal to learn within the employees. It helps in creating the learning culture within the organization.

The employees get these feelings from leaders, subordinates, and peers. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Organization gets more effective decision making and problem solving. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives — help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives — assist the organization with its primary objective by bringing individual effectiveness. Societal Objectives — ensure that an organization is ethically and socially responsible to the needs and challenges of the society. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training.

It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives: Trainer 2.

Trainee 3. Designer 4. Evaluator Trainer — The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee — The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent.

Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set.

Therefore, training objectives helps in increasing the probability that the participants will be successful in training. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives.

Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.

Therefore, without any guidance, the training may not be designed appropriately. Training objective is an important to tool to judge the performance of participants. 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. And every system must have some output from these inputs in order to survive.

A system approach to training is planned creation of training program. This approach uses step-by-step procedures to solve the problems. Under systematic approach, training is undertaken on planned basis.

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Out of this planned effort, one such basic model of five steps is system model that is explained below. Organization are working in open environment i. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies. 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 three model of training are: System Model 2. Instructional System Development Model 3. Transitional model System Model Training The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards.

The steps involved in System Model of training are as follows: Analyze and identify the training needs i. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 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. Instructional System Development 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.

This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 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.

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. EXECUTION — This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories.

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 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. 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. 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. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training. Cognitive methods are more of giving theoretical training to the trainees.

The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are: The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development. The various methods that come under Behavioral approach are: To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts: This method of training uses more knowledgeable, experienced and skilled employees, such as mangers, supervisors to give training to less knowledgeable, skilled, and experienced employees.

OJT can be delivered in classrooms as well. This type of training often takes place at the work place in informal manner. These programs are carried out by identifying the employees who are having superior technical knowledge and can effectively use one-to-one interaction technique. The procedure of formal on-the-job training program is: The participant observes a more experienced, knowledgeable, and skilled trainer employee 2.

The method, process, and techniques are well discussed before, during and after trainer has explained about performing the tasks 3. When the trainee is prepared, the trainee starts performing on the work place 4. The trainer provides continuing direction of work and feedback 5. The trainee is given more and more work so that he accomplishes the job flawlessly The four techniques for on-the job development are: According to a survey conducted by International Coach Federation ICF , more than 4, companies are using coach for their executives.

These coaches are experts most of the time outside consultants. The needs can be identified through 60 degree performance reviews. Procedure of the Coaching The procedure of the coaching is mutually determined by the executive and coach. Meet the participant and mutually agree on the objective that has to be achieved 3. Mutually arrive at a plan and schedule 4. At the job, show the participant how to achieve the objectives, observe the performance and then provide feedback 5. Repeat step 4 until performance improves For the people at middle-level management, coaching is more likely done by the supervisor; however experts from outside the organization are at times used for up-and- coming managers.

Again, the personalized approach assists the manger focus on definite needs and improvement. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. The meetings are not as structured and regular than in coaching. Executive mentoring is generally done by someone inside the company.

The executive can learn a lot from mentoring. Executives also have mentors. In cases where the executive is new to the organization, a senior executive could be assigned as a mentor to assist the new executive settled into his role. Mentoring is one of the important methods for preparing them to be future executives.

Once the mentor identifies the problem, weakness, and the area that needs to be worked upon, the mentor can advise relevant training. The mentor can also provide opportunities to work on special processes and projects that require use of proficiency.

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The executive is usually not simply going to another department. In some vertically 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.

Or the rotation might be to a foreign office to provide a global perspective. For managers being developed for executive roles, rotation to different functions in the company is regular carried out. This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this type of training. An organized and helpful way to develop talent for the management or executive level of the organization is job rotation.

It is the process of preparing employees at a lower level to replace someone at the next higher level. It is generally done for the designations that are crucial for the effective and efficient functioning of the organization. Benefits of Job Rotation Some of the major benefits of job rotation are: A trainer who is aware of the work well is likely to do many things and in the process might miss few things.

The second step is to find out what the trainee knows and what training should focus on. When the trainer finished, the trainee demonstrates how to do the job and why is that done in that specific manner. Trainee actually demonstrates the procedure while emphasizing the key points and safety instructions. In this step, the focus is on improving the method of instruction because a trainer considers that any error if occurring may be a function of training not the trainee. This step allows the trainee to see the after effects of using an incorrect method.

The trainer then helps the trainee by questioning and guiding to identify the correct procedure. The few popular methods are: It is ability of an individual to sense what others feel and think from their own point of view.

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This can be done when the trainee faces dilemma in which his old values is not able to provide proper guidance. The first step consists of a small procedure: The reasoning of the feedbacks are discussed which motivates trainees to experiment with range of new behaviors and values. This process constitutes the second step in the change process of the development of these values.

Transactional Analysis Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person.

This motivation-reaction relationship between two persons is a transaction. Transactional analysis can be done by the ego states of an individual. An ego state is a system of feelings accompanied by a related set of behaviors. There are basically three ego states: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses which come to her naturally from her own understanding as a child.

The characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing, anxious, etc. It is a collection of recordings in the brain of an individual of behaviors, attitudes, and impulses imposed on her in her childhood from various sources such as, social, parents, friends, etc.

The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc. It is a collection of reality testing, rational behavior, decision-making, etc.

A person in this ego state verifies, updates the data which she has received from the other two states. It is a shift from the taught and felt concepts to tested concepts. All of us evoke behavior from one ego state which is responded to by the other person from any of these three states.

Lectures It is one of the oldest methods of training. This method is used to create understanding of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or oral form. Lecture is telling someone about something.

Lecture is given to enhance the knowledge of listener or to give him the theoretical aspect of a topic. Training is basically incomplete without lecture. When the trainer begins the training session by telling the aim, goal, agenda, processes, or methods that will be used in training that means the trainer is using the lecture method.

It is difficult to imagine training without lecture format. There are some variations in Lecture method. The variation here means that some forms of lectures are interactive while some are not. Straight Lecture: Straight lecture method consists of presenting information, which the trainee attempts to absorb. In this method, the trainer speaks to a group about a topic.

However, it does not involve any kind of interaction between the trainer and the trainees. A lecture may also take the form of printed text, such as books, notes, etc. The trainer in case of straight lecture can decide to vary from the training script, based on the signals from the trainees, whereas same material in print is restricted to what is printed.

A good lecture consists of introduction of the topic, purpose of the lecture, and priorities and preferences of the order in which the topic will be covered. Main Features of Lecture Method Some of the main features of lecture method are: A Training Game is defined as spirited activity or exercise in which trainees compete with each other according to the defined set of rules.

Simulation is creating computer versions of real-life games. Simulation is about imitating or making judgment or opining how events might occur in a real situation.

It can entail intricate numerical modeling, role playing without the support of technology, or combinations. Training games and simulations are now seen as an effective tool for training because its key components are: Some of the examples of this technique are: Trainees can therefore experience these events, processes, games in a controlled setting where they can develop knowledge, skills, and attitudes or can find out concepts that will improve their performance. The various methods that come under Games and Simulations are: The training objective clears what goal has to be achieved by the end of training program i.

Training objectives assist trainers to design the training program. The trainer — Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers.

By this the company provides an opportunity to the wholesalers to interact with the company and between the dealers. This helps to find problems, sort out differences, and to formulate plans for future improvement in the market. The adequate production, supply, good quality, affordable price of the product, and the various marketing techniques used by the company helps products to be a superior one in the market that satisfies the customer.

Ordering System: The company executives are directly taking orders from the wholesalers. Delivery System: The company has a very good system for the supply of the products to the wholesalers. The company provides door delivery system and there is a fixed weekly chart for the supply.

They are well satisfied with the attitude of the management towards them and in the facilities provided to them. So there are no labour strikes, absenteeism and attrition. The company provides They are often given awareness class related to cleanliness, health and safety. Department heads also make visits to quarters were workers are staying in order to ensure cleanliness in their surroundings.

HR department maintain a help desk in order to redress grievance of the workers and answer to their queries. There are total of workers in the organization. It deals with procurement of funds and their effective utilization in the business. Department has one department head, one senior executive and four junior executive. Their functions mainly include checking daily cash accounts, MIS preparation, bank reconciliation, central excise and export related works, finalization of account statement etc.

Company follows EOQ system. Whenever they find that it has reached reorder level or safety stock, order is placed. Foreign Technologies The main advantage of company is implementation of Italian technology used for injection moulding.

The company purchases footwear moulds from Italy, Taiwan and China. Good Employer-Employee Relations The company always maintains good employee-employer relations. The employees are well satisfied with the attitude of the management towards them and facilities provided to them.

So there is no strike, labour absenteeism and resignation. Quality of the Product The company has succeeded in withstanding the stiff competition from the competing manufactures because of the superior quality of the products at reasonable prices.

Advertising and Marketing The advertisement of VKC Product is based on new trends in the market and highly appealing to the customers. Top management directly controls the marketing and advertising activities of the firm.

The detailed Organization chart and list of Board of Directors were included in this chapter. Finally, the key success factors which made VKC group the largest manufactures of PU footwears in India were discussed. In next chapter, the theoretical concepts of the study will be discussed. The systematic approach to training by identifying needs, setting objectives, designing policy and conducting training in an effective way with follow up and evaluation is discussed.

In the last section, needs, criteria and methods of evaluating effectiveness of training and development programmes are discussed in detail.

HRM is the planning organizing directing and controlling of the procurement, development, compensation, integration, maintenance of human capital of an organization to achieve individual, organizational and societal objectives.

Training and Development 2. Organization Development 3. Human Resource planning 5. Selection and Staffing Personnel Research and Information Systems 7. Employee Assistance 9. Training is a short term process utilizing a systematic and organized procedure by which non- managerial persons learn technical knowledge and skills for a definite purpose.

But they have different meanings. While training is the act of increasing the knowledge and skills of an employee for doing a particular job, the Management Development includes the process by which managers Development is a long- term process utilizing a systematic and organized procedure by which managerial persons learn conceptual and theoretical knowledge for long term use. Job requirements The employee selected for a job might lack the qualifications required to perform the job effectively.

New and inexperience employees requires detailed introduction for effective performance on the job. In some cases the past experience, attitudes and behavior patterns of experienced persons may be in appropriate for new organization. Technological Changes The technology is changing fast. Increased use of fast changing techniques requires training in mew technology. New jobs utilizing latest technology require new skills. Both new and old skills require training.

Organizational Viability In order to survive and grow an organization must continuously adopt itself to changing environment. With increasing economic liberalization and globalization in India, Business firms are experiencing international competition. So the firms must upgrade their capabilities. An organization must build up a second line of command through training in order to meet the future needs for human resources. Internal Mobility Training becomes necessary when an employee moves from one job to another due to promotion or transfer.

Thus there is an even present need for training people so that new and changed techniques may be taken advantage and improvements in old methods are effected. Need for training has increased due to growing complexity of jobs, increasing professional management, growing uncertainties in the environment, global competition, growing aspirations vast untapped human potential, ever increasing gaps between plans and results and suboptimal performance levels.

Training enables management to face the pressure of changing environment. Training usually results in an increase of quantity and quality of output. Training needs to job satisfaction and higher morale of employees. Trained workers need lesser supervision. Trained workers enable enterprise to face competition. Trained employees make better economic use of materials and equipments resulting in reduction of wastage and spoilage. Training instructs the workers towards better job adjustment and reduces the rate of labour turnover and absenteeism.

Training improves self confidence. Training leads to higher earnings of employees by increasing productivity. Training improves safety awareness and trained employees are less prone to accidents. Training enables an employee to adapt to changes in the work procedures and methods. An employee can develop himself and earn quick promotion. Training develops new knowledge and skills which remains permanently with him.

Accordingly training programmes may be the following types. Every new employee needs to be made fully familiar with his job, his supervisor and subordinates with the rules and regulations of the organization. The induction training creates self confidence in new employees.

Job training It refers to the training provided with a view to increase the knowledge and skills for improving performance of the job. Employees may be taught the correct methods of handling equipments and machines used in the job. Such training helps to reduce accidents, waste and in efficiency in performance of the job.

Safety training Training provided to minimize accidents and damage to machinery is known as safety training. It involves instruction to perform the work safely. Promotional training It involves training of existing employees to enable them to perform high level jobs. Employees with potential are selected and they are given training before their promotion. So that they do not find difficulty to shoulder the higher responsibilities of the new positions to which they are promoted.

Refresher training is designed to revive and refresh knowledge and update the skills of existing employees. Remedial Training Remedial training is arranged to overcome the shortcoming in the behavior and performance of old employees.

Remedial training shall be conducted by psychological experts. The organization has to develop the employees and maintain and inventory of executive skills to future demands. A manager must continuously update himself to successfully meet new challenges as they occur.

Analysis of development needs: It is necessary to determine how many and what type of executives are required to meet the present and future needs of the enterprise. Appraisal of the present managerial talent: Planning individual development programmes: Each one of us has a unique set of physical, intellectual and emotional characteristics.

Therefore, development plan should be tailor-made for each individual. Establishing training and development programme: Evaluating developing programs: It includes the following methods: Here the superior only guides his subordinate he gives his assistance whenever required. The main purpose of this type of training is not only to learn the necessary skills but to give them diversified knowledge to grow in future. So the superior must always provide the subordinate necessary assistance whenever required.

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He in the near future will assume to do the duties of his superior when he leaves the job due to retirement, transfer or promotion. The trainee learns the significance of the management principles by transferring learning from one job to another.

This method helps in injecting new ideas into different departments of the organization. The committee makes a study of the problem and gives suggestions to the departmental head. It helps the trainees because every member of the committee gets a chance to learn from others. It involves following methods: Under this experts from professional institutions provide them the training.

The executives study such books or articles to enhance their knowledge. The project helps the trainee in acquiring the knowledge of the particular topic.

In which the executive learn from the others by comparing his opinion with others.

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It is conducted under controlled conditions. T group help in learning certain things, they help the participants to understand how group actually work. It helps in increasing the tolerance power of T group generally sits together and discuss for hours where the members learn about their own behavior and behavior of others.

Flow chart 4. Systematic approach to training 4. A training programme is launched after the training needs are assessed and Identifying training needs Setting training objectives and policy Designing training programme Conductiong training Follow up and evaluation The effectiveness of a training programme can be judged only with the help of training needs identified in advance.

The training needs can be identified though following types of analysis. Organizational Analysis It involves a study of the entire organization in terms of its objectives, its resources, resource allocation and utilization, growth potential and its environment. Attention is paid to tasks to be performed, methods used, the way employees have learnt these techniques and performance standards required is analyzed in this stage.

The purpose of operation analysis is to decide what should be taught. Manpower Analysis In this analysis the persons to be trained and the changes required in the knowledge, skills and attitude of an employee is determined.

First of all, it is necessary to decide whether performance of employee is below standard and training needed. Secondly it is decided whether employee is Thirdly, the specific areas in which employee requires training. Training can be relevant and viable if the three types of analysis given above are carried out on continuously.

Objectives of training express the gap between the present and the desired performance levels. The main objectives of training may be defined as follows i. To impart to new entrants the basic knowledge and skills for efficient performance definite task. To assist employees function more efficiently by exposing them to latest concepts, information and techniques and developing the skills they require in the particular job. To build up a second line of competent officers and prepare them to occupy more responsible positions.

To broaden the narrow minds of senior managers through interchange of experience within and outside so as to correct the narrow outlook caused due to over specialization. While setting training objectives, following criteria may be used. Productivity, cost, down time, creativity, turnover, etc. In order to achieve the training objectives, an appropriate training policy is necessary.

A training policy represents the commitment of top management to employee training. It consists of rules and procedures concerning training. A sound training policy defines the following issues. The results expected to be achieved through training i.

The responsibility of the training function ii. The priorities for training iii. The type of training required iv. The time and place of training v. The payments paid to the employees during the training period vi.

The outside agencies to be associated with the training vii. Relationship of training of the companies labour policy 4. Decisions on the following items are required for this purpose. Responsibility of training The responsibility of the training programme has to be shared among a The top management b The Personnel department c The line supervisors d The employees who should provide feedback and suggestions Selecting and motivating target group The type of training method to be used will depend upon the type of persons to be trained.

So it is necessary to decide in advance who are to be trained workers, supervisors or executives. The employees will be interested in training if they believe that it will benefit them personally. A climate conducive for learning has to be created through physical and psychological environment. Preparing Trainers The success of a training programme depends to a great extent upon the instructors or the resource persons.

The trainer must know both the job to be taught and how to teach it. He should have an aptitude for teaching and should employ right training techniques. Developing training package This step involves deciding the content of training, designing support materials for training and choosing appropriate training methods.

It may involve the specific instructions and procedures for doing a job. In addition to the contents, methods and time period it also includes budget. Supporting materials may include detailed syllabus, study notes, case studies, pamphlets, charts, manuals, brochures and movie slides.

Conducting the training This is the action phase of training. Here the trainer tells, demonstrates and illustrates in order to put over the knowledge and operations. However, before it a learner should be put to ease. It is necessary to explain why he is being taught to develop his interest in training. Instructions should be clear and complete. Key points shall be stressed upon and one point should be trained at a time. Trainees should be encouraged to ask questions.

The feed back generated through follow up will help to reveal weaknesses or errors if any; Necessary corrective action can be taken. If necessary training can be repeated until trainees learns whatever has been taught to him. It also helps in designing future training programme. On-the-job training OJT In this method trainees are placed on regular job and taught the skills necessary to perform it.

The trainee learns under the supervision of superior or instructor. It is also called learning by doing. Vestibule training In this method a training centre called vestibule is setup and actual job conditions are stimulated. Expert trainers are employed to provide training with machines that are identical to those used in work place. Apprentice training In this method the theoretical instruction and practical learning are provided to trainees in training institutes.

The aim is to develop all-round craftsmen. Generally a stipend is paid during training. Class room training Under this method training is provided to company class room. Lectures, case studies group discussions and audio visual aids are used to explain knowledge and skills to employees. Class room training is useful for teaching concepts and problem solving. It is also useful for orientation training and safety training.

Internship training It is a joint programme of training in which educational institutions and business firms cooperate. Selected candidates carry on regular studies for prescribed period. They also work in some factory or office to acquire practical knowledge and skills.

This method helps to provide good balance between theory and practice. Such evaluation will provide useful information about effectiveness of training as well as about design of future training programmes.

The evaluation of training provides useful data on the basis of their relevance of training and integration with other functions of human resource management can be judged. It depends on the attitudes, interests, values and A training programme is likely to be more effective when trainees want to learn, are involve in their jobs, have career strategies.

Contents of the training programme, and ability and motivation of trainers also determine training effectiveness. In case the considered the programme worthwhile and liked it, the training the training can be considered effective. The extent to which the trainees have learnt the desired knowledge and skills during the training period is useful basis for evaluating training effectiveness. Improvement in the job behaviour of the trainees reflects the manner an extent to which learning has been applied to the job.

The ultimate result in terms of productivity, quality improvement, cost reduction, accident reduction, reduction in labour turnover and absenteeism are best criteria for evaluating training. The opinion and judgment of trainers, superiors and peers 2. Evaluation forms filled up by trainees 3. Questionnaires filled up by trainees 4.

Giving written tests to trainees 5.

Arranging structured interviews with trainees 6. Comparing performance of trainees on the job before and after training 7. Studying profiles and career development charts of trainees Measuring the levels of productivity, wastage, Costs, absenteeism and employee turnover after training 9. Cost benefits analysis of the training programme.

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Necessary precaution should be taken in designing and implementing future training programmes so to avoid causes. The systematic approach to training by identifying needs, setting objectives, designing policy and conducting training in an effective way with follow up and evaluation was discussed.

In the last section, needs, criteria and methods of evaluating effectiveness of training and development programmes were discussed in detail. The primary data collected by simple random sampling by using questionnaires was tabulated, converted in to percentage and displayed both in table as well as by graphical representation for analysis.

Based on the data, Interpretations were made. The questionnaire used for carrying out survey is included in the annexure. The data collected is shown in the form of table and pie chart below. Table 5. Primary Data Chart 5. The gender is displayed graphically using a pie chart.

It shows majority of respondents are males. The result is displayed in table form and bar chart form. Chart showing Age of respondents Source: Primary Data 36 46 18 0 0 0 5 10 15 20 25 30 35 40 45 50 Below 25 Yrs Yrs.

It also infers that majority of the respondents are young and below 35 years. It infers that the most of employees are highly qualified. The results of survey is displayed both in table and chart form and interpretations are given.

Experience of the respondents Qualification No of Respondents Percentage of Respondents Less than 5 years 26 52 yrs 21 42 yrs 3 6 yrs 0 0 Above 20 yrs 0 0 Total 50 Source: No respondents are having experience more than 15 years. The data collected is displayed in table and chart form. The result is displayed in both table format and graphical format. Type of training method attended Type of training attended No of respondents Percentage of Respondents On-the-job training 50 Class room training 10 20 Others 0 0 Total 50 Source: The entire employees responded has undergone On-the-job training in the organization.

Special training based on the needs is conducted in addition to on- the job-training. The responses are recorded in both tabular form and graphical form.

Nobody disagrees to the statement. Inferences are arrived from the data. Chart showing importance given to training and development Inference: