A

Project Report
ON

TRAINING AND DEVELOPMENT

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE

REQUIREMENT OF PGP PROGRAMME

SUBMITTED BY: SUMBITTED TO:

NITU KUMARI

MBA (4th SEMESTER, 2009-2011)

INTERNATIONAL INSTITUTE OF LEARNING IN MANAGEMENT

NEW DELHI
 DECLARATION

I, Nitu kumari, Student of 4th Semester (MBA), IILM Business School, New Delhi declare that
the project on “Training and Development” is the result of my own efforts and it is based on data
collected and guidance given to me.
I have prepared it for my PGP Project on Jan 2011. This report is correct to best of my
knowledge and so far
 ACKNOWLEDGEMENT

 This project is the one of the important part of PGP course, which has helped me to
learn a lot of experiences which will be beneficial in my succeeding career.
For this with an ineffable sense of gratitude I take this opportunity to express my deep sense of
indebtedness to Respected Mr. Ajay Mishra, Dean of IILM Business School, New Delhi who has
provided me an opportunity to learn more during my PGP course. At the same time I want to
thanks all my faculty members.
 TRAINING

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 about knowing where you stand (no matter how good or bad the
current situation looks) at present, and where you will be after some point of time.

Training is about the acquisition of knowledge, skills, and abilities through professional
development. Encouraging employees to acquire new or advanced skills, knowledge, and
view points, by providing learning and training facilities, and avenues where such new ideas can be
applied.

Training is activity leading to skilled behavior.

It’s not what you want in life, but it’s knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there

It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

It’s not what you dream of doing, but it’s having the knowledge to do it

It's not a set of goals, but it’s more like a vision

It’s not the goal you set, but it’s what you need to achieve it

It’s not the goal you set, but it’s what you need to achieve it
 Objectives of Training and Development

The main objectives of staff training and development are to improve the qualities of the
trainee,
Formulation of objectives for different needs and ways of achieving it. The training
objective is very
important because it determines the designed and content of the training programmers’.
Contents of the training remain the same no matter the type of training involved. It is to
increase personnel efficiency, professional growth, and smooth and more effective
organization’s operations.

1. To prepare employees for higher level tasks.

2. To develop the potentialities of people for next level job.

3. To prepare the employees both new and old to meet the present as well as the
changing requirements of the job and the organization.

4. To ensure the smooth and efficient working of a department.

5. To ensure economical output of required quality.

Training both physically, socially, intellectually and

mentally are very essential in facilitating not only the level of productivity but also the
development of personnel in any organization. Therefore, training can be put in a contact
relevant to school administrators. However, knowledge is the ability, the skill, the
understanding, the information, which every individual requires acquiring in order to be
able to function effectively and perform efficiently.
 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.

• Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from
leaders, subordinates, and peers.

•Quality – Training and Development helps in improving upon the quality of work

• 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.

•I mage – Training and Development helps in creating a better corporate image.

•Profitability – Training and Development leads to improved profitability and more

Positive attitudes towards profit orientation.

• 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

• Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display

• Maintain skill levels

• Advance skill and knowledge to improve
– Performance (efficiency)
– Service delivery (error rate)
– Profitability (productivity, manpower)
• Integrate new technologies into work
• Establish standards for work practices

• Do job more efficiently – learn new methods

• Professional approach to work, engaged in best practice routines

• Personal satisfaction – felt valued

Recognised qualification to add to CV

.
Methods of Training and Development

1. on the job training/coaching

This relates to formal training on the job. A worker becomes experienced on the job over
time
due to modification of job behaviors at the point of training or acquisition of skills.

2. Induction/orientation
This is carried out for new entrants on the job to make them familiar with the total
corporate
requirements like norms, ethics, values, rules and regulations.

3. Apprenticeship
A method of training where an unskilled person understudies a skilled person.

4. Demonstration
Teaching by example, whereby the skilled worker performs the job and the unskilled
closely
Observes so as to understand the job.

Vestibule\
This is done through industrial attachment for the purpose of skills and technology
transfer. It is
therefore achieved through placement of an individual within another area of relevant
work or
organization. The effect is the acquisition of practical and specialized skills.

6. Formal Training
A practical and theoretical teaching process which could be done within or outside an
organization. When training is carried out inside an organization, it is called an in-house
training. Off-house training is carried out in professionalized training areas like:
Universities Professional
 Method of Development

1. Under-study:- This is good for succession planning. This allows for smooth transition
of work when one officer leaves a schedule or organization.

2. Job-rotation: - It is necessary for all workers to move from one schedule to the other
within the same organization, to allow for competence on all spheres of work.

3. Self-development/Self-assessment:- Self development means a personal desire to

improve
Through an individual’s attempt to embark on study and practical explosive that are
independent of an organization’s role and contribution. Self-assessment personal
identification of strengths, opportunities, weaknesses and challenges and an attempt to
improve and build on current efforts for a more fulfilling corporate movement

Approaches to Training

The considerations for training vary in organizations. Some of these considerations are not
necessarily based on need. The various influences of training are summed up as follows:

1. Administrative approach: - This is based on establishment of Budget and policies. Officers are
therefore sent for training based on the availability of funds.

2. Welfare approach: - This is based on extraneous considerations. Some organizations send staff
on training abroad with a view to improving their financial well being or their skills to enable
them secure employment elsewhere.

3. Political approach: - Within the ranks of organization are pressure groups, loyalist and
favorites of managers, who use their privileged positions to secure training opportunities over
and above their colleagues who in most cases merit the training programmes available.
4. Organizational development approach: - This approach uses departmental training needs as
consideration for selection.

5. Systematic or need – based training: - This selection process here is based on Identification of
training needs. It is used by organizations for growth and development.

TRAINING CYCLE

The Training Cycle’ or ‘The Systematic approach to Training and Development’. This is a
widely recognized and used model of the processes involved in professional development.

This is a good place to point out that when setting any objectives for training we should be using
the standard management practice of using SMART objectives. This section looks at how
project managers can identify the skills and knowledge required to successfully deliver a
competent project as well as provide the training and development required for both themselves
and the project team. The intention here is to give an overview, as there are training and
development texts that cover this subject in much more detail. We should start with an analysis
of the training and development that is required.
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 hereis 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:

1. 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
probability that the participants will be successful in training.

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 he’ll 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 .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 attaining program that will include ways to improve the
interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e.
when there is a defect in a product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately
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. The objectives create an image of the training program in trainee’s mind that actually
helps in gaining attention. 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.

Evaluator – It becomes easy for the training evaluator to measure the progress of training.

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 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:

1. 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 follow

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 content

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, etcThe
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

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 withthe training need on
the job performance. Training objectives are defined on the basis ofjob responsibilities and job
description and on the basis of the defined objectives
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.
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.
.

Transitional Model
Transitional model focuses on the organization as a whole. The outer loop describes thevision,
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 fewyears
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

TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation
checks whether training has had the desired effect. Training evaluation ensures that whether
candidates are able to implement their learning in their respective workplaces, or to the regular
work routines.
Purposes of Training Evaluation
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
phase at which instruction is started. This phase usually consist of short tests at regular intervals

After Training: It is the phase when learner’s skills and knowledge are assessed again to
measure the effectiveness of the training. This phase is designed to determine whether training
has had the desired effect at individual department and organizational levels. There are various
evaluation techniques for this phase.

Techniques of Evaluation
The various methods of training evaluation are:
• Observation
• Questionnaire
• Interview
• Self diaries
• Self recording of specific incidents

The Importance of Employee Training in Increasing Sales

• What Does Employee Training Do For Your Business?

– Keeps Good Employees
 – Expands Your Offerings = Business
– Provides Better
Customer Service
– Makes you MONEY!!

1. Keeps Good Employees

– No training program says to your employees:
• you’re not worth it
• you can’t be trained
– Training programs say:
• We value you enough to put some time (money!) into making you better!
We value your thinking

2. Expands your offerings - your business:

– training = thinking
– training exposes employees to:
• “how we do it” = in-house training
• “how others do it” = outside training
– Well trained, thinking employees can provide a fresh outlook =
• new business opportunities
• better way of doing thing

3. Customer Service: Is it Selling or Marketing??

Selling: providing a product to customers for money
Marketing: convincing customers that they need the product

• Better Customer Service:

– Direct Customer interaction changes as a business grows
– With a small business, the chance of interacting may be 100%

Training Effectiveness
 Measures results when training is complete in five ways:

1. Reaction

2. Knowledge

3. Behavior

4. Attitude
5. Productivity

Then why is training often neglected?

• Urgency

• cy of need

• Training time

• Costs
• Employee turnover

• Short-term worker

• Diversity of worker

• Kinds of jobs (simple-complex)

• Not knowing exactly what you want your people to do and how

•
Conclusion

Staff training and development has been identified by various scholars and anchors to be very
crucial to an organization and its effectiveness. In the light of the above, organizations are
therefore encouraged to train and develop their staff to the fullest advantage in order to enhance
their effectiveness. As training reduces the work of the manager in terms of close supervision it
also improves the drive, initiative and quality of work of the employees thus assist them to be
more committed to achieving the goals and objectives of the organization and this has the
tendency of enhancing effectiveness among workers within the organization.
However, for any organization to succeed, training and re-training of all staff in form of
Workshops, conferences and seminars should be vigorously pursued and made compulsory