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Training and Development Problem

The document discusses the training and development issues with an employee named Mr. Saxena. He joined the company in 2002 as a trainee and performed well initially. However, after requesting to shorten his training period and be observed as an engineer, which was denied, his performance declined and he became erratic. The document outlines options for handling the situation without termination and identifies areas where the company failed in properly handling the trainee, such as lack of timely counseling, rewards, and addressing his grievances.

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anirudha-mondal-8880
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65 views10 pages

Training and Development Problem

The document discusses the training and development issues with an employee named Mr. Saxena. He joined the company in 2002 as a trainee and performed well initially. However, after requesting to shorten his training period and be observed as an engineer, which was denied, his performance declined and he became erratic. The document outlines options for handling the situation without termination and identifies areas where the company failed in properly handling the trainee, such as lack of timely counseling, rewards, and addressing his grievances.

Uploaded by

anirudha-mondal-8880
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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TRAINING AND

DEVELOPMENT PROBLEM

Group 7
1) Anirudh
2) Deep mallika
3) Hema
4) Latha
5) Neetu
FACTS SURROUNDING THE CASE
 Junior level vacancies are filled up by
trainees who undergo training.
 Company provides training for one
year in different functional areas.
 Mr. Sudesh Saxena joined the
company in the year 2002 was taken
as trainee.
CONTD…
 At the end of second quarter the training
manager appreciated Mr. Saxena.
 Mr. Saxena requested training manager
that his training period has to be curtailed
and should be observed as an engineer.
 Request turned down as good performance
will be rewarded after completion of
training.
CONTD…
 Became erratic and unacceptable.
 After some time his monthly report
was not that good.
 Disobeyed any instruction given to
him.
OPTIONS OTHER THAN
TERMINATION
 Increase the pay according to
employees performance.
 Reward/ recognition.
 Update training policy.
 Early warnings should have been
given than counseling.
CONTD…
 Consequences of non performance
should be informed.
 More concentration on why the
performance went down and take an
effort to improve that.
WHERE THINGS WENT WRONG??
 Training period to be cut short.
 Counseling was done not to motivate
the employee.
 There was no reward/ recognition
given during training period.
 Trainer dint emphasis on why his
performance went low.
CONTD…
 Counseling was not given at the right
time so he felt offended.
 Should be removed with prior notice.
WAS TRAINEE HANDLED
PROPERLY??
 No the trainee was not handled
properly.
 The organization was concerned only
about its development but no
importance was given to its
employees satisfaction.
 He felt offended
HOW Mr. SHARMA COULD BE PUT
INTO RIGHT TRACK??
 Counseling should have been at the
right time to motivate, which was not
done so.
 A proper track on trainees should be
kept on daily basis.
 Reward/ recognition to be given.
 Management should have given
importance to employee grievence.

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