A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL

SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

CHAPTER-1
INTRODUCTION
Every organization needs to have experienced and well-trained employees to
perform the activities. Rapid changes in the environment have not only made the jobs
more complex but have also created increased pressures for the organizations to re-
adopt the products and services offered to compete in this fast changing world.
Therefore, in a rapidly changing society training is an activity, which is must for
maintaining a viable and knowledgeable work force.

Success of any training program largely depends upon proper identification of

training needs. Training needs are felt by the managers when they discover/perceive
deviation between standard performance and actual performance of its employees. It
is not that only workers need training. Simultaneously supervisors, managers and
executives need to be trained and developed to grow and acquire maturity of thought
and action. Many organizations invest considerable resources in training and
development but never really examine how and where this can most effectively
promote organizational objectives and individual growth. The failure to analyze
training needs within the organization will lead to lesser of benefits and huge
investment in the training program of the institute. Hence it would be pertinent to
analyze training needs first and then impart training accordingly.

For organizations like JINDAL SANJEEVANI MULTI SPECIALITY

HOSPITAL, with a huge staff base that is also quite diverse in their work-nature and
skills, it is very important to know if its employees are aptly engaged or not because a
satisfied work-force is one of the pre-requisite for improving output and efficiency.

The most important aspect of this survey is that such a kind of survey had
never been done at JINDAL SANJEEVANI MULTI SPECIALITY HOSPITAL
anytime before, so its result will be an insight into the mind of the employee and a
way to know their aspirations and expectations, thereby, benefiting the employer in
improving the work-culture.

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For organizations like JINDAL SANJEEVANI MULTI SPECIALITY

HOSPITAL, to know how much its human resource management effort is paying and
what improvements could be made into it, it is very important to meet the aspirations
of its customer and to maintain an edge of the competitors in the segment. The most
important aspect of this survey is that such a kind of survey will give an insight into
the various components of the human resource management and practices and a way
to know their aspirations and expectations, thereby, benefiting the organizations in
improving the revenue from its present level. This project focuses on identifying the
training and development adopted by JINDAL SANJEEVANI MULTI SPECIALITY
HOSPITAL to generate revenue for itself and also provides recommendations on how
to achieve a successful human resource management strategy to improve revenue.

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INDUSTRY PROFILE

PROFILE OF INDIAN HEALTHCARE INDUSTRY

INTRODUCTION:
Medicinal services is one of the prime sectors– when looked from two point:

1. Revenue

2. Employment.

These days Indian medicinal services area has been developing more quicker than any
time in recent memory as a result of its presentation, wide scope of administrations
and rising outgoings by both open and privately owned businesses. This Indian human
services structure is ordered into two principle parts. One is open medicinal services
structure that centers around fundamental social insurance offices then again private
structure centers around the metropolitan.

MARKET MEASURE:

Indian medicinal services advertise is commonly worth around US$ 100 billion and it
is relied upon to grow up to US$ 280 billion by 2020. The Medicinal services Data
Innovation (IT) showcase is relied upon to grow up to 1.5 occasions by 2020 which
right now is esteemed at US$ 1 billion.

SPECULATIONS

 Max Social insurance, which has headquarter in New Delhi, has a designs to
contribute Rs 320 crore (US$ 48 million) for a decent motivation to fabricate a
malignant growth care emergency clinic in Delhi.
 Sigtuple advancements Pvt. Ltd.,a Torrangallu based organization has a
brilliant arrangement and raised US$5.8 millions
 Government Activities:

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 The Administration of India has stepped up nessin the Association Spending

plan 2017-18 spending offer was INR 48,878 center.
 As a piece of Advanced India drive, The E-health activity goes for giving
helpful and sensibly valued social insurance administrations to all populace.

The human services industry is an accumulation and coordination of segments inside

the monetary framework that gives products and enterprises to treat patients with
remedial, preventive, rehabilitative, and palliative consideration. It incorporates the
age and commercialization of products and enterprises loaning themselves to keeping
up and restoring health The cutting edge social insurance industry is partitioned into
numerous segments and relies upon interdisciplinary groups of prepared experts and
paraprofessionals to address medical problems of people and populaces.

The social insurance industry is one of the world's biggest and quickest developing
businesses Expending more than 10 percent of total national output (Gross domestic
product) of most created countries, human services can frame a huge piece of a
nation's economy.

BACKGROUND
For reason for money and the executives, the human services industry is commonly
partitioned into a few territories. As an essential structure for characterizing the part,
the Unified Countries Universal Standard Mechanical Classification(ISIC) orders the
social insurance industry as for the most part comprising of:

1) Hospital exercises;
2) Medical and dental practice exercises;
3) Other human health exercises

This second rate class includes exercises of or under the supervision of medical
caretakers, birthing assistants, physiotherapists, logical or demonstrative labs,
pathology centers, private health offices, or other unified health callings, for example
in the field of optometry, hydrotherapy, restorative back rub, yoga treatment, music

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treatment, word related treatment, language training, chiropody, homeopathy,

chiropractics, needle therapy, and so on.

The Worldwide Business Order Standard and the Business Arrangement Benchmark
further recognize the business as two fundamental gatherings:

1) Healthcare hardware and administrations; and

2) Pharmaceuticals, biotechnology and related life sciences.

The human services gear and administrations bunch comprises of organizations and
substances that give therapeutic hardware, medicinal supplies, and social insurance
administrations, for example, emergency clinics, home social insurance suppliers, and
nursing homes. The last recorded industry bunch incorporates organizations that
produce biotechnology, pharmaceuticals, and different logical administrations.

Different ways to deal with characterizing the extent of the social insurance industry
will in general embrace a more extensive definition, likewise including other key
activities identified with health, for example, instruction and preparing of health
experts, guideline and the executives of health administrations conveyance,
arrangement of conventional and correlative drugs, and organization of medical
coverage.
Health related arrangement and its execution is unpredictable. Applied models can
help demonstrate the stream from health related strategy advancement to health
related arrangement and program usage and to health frameworks and health results.
Arrangement ought to be comprehended as in excess of a national law or health
strategy that underpins a program or mediation. Operational approaches are the
standards, guidelines, rules, and managerial standards that administrations use to
decipher national laws and strategies into projects and administrations. The
arrangement procedure incorporates choices made at a national or decentralized
dimension (counting financing choices) that influence whether and how benefits are
conveyed. In this manner, consideration must be paid to strategies at different
dimensions of the health framework and after some time to guarantee reasonable

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scale-up. A steady arrangement condition will encourage the scale-up of health

intercessions.
There are numerous subjects in the legislative issues and proof that can impact the
choice of an administration, private division business or other gathering to receive a
particular strategy. Proof put together strategy depends with respect to the utilization
of science and thorough examinations, for example, randomized controlled
preliminaries to recognize projects and practices fit for improving arrangement
significant results. Most political discussions encompass individual social insurance
approaches, particularly those that try to change human services conveyance, and can
regularly be classified as either philosophical or financial. Philosophical discussions
centeraround inquiries regarding singular rights, morals and government specialist,
while financial points incorporate how to boost the productivity of social insurance
conveyance and limit costs.
The cutting edge idea of human services includes access to restorative experts from
different fields just as medicinal innovation, for example, meds and careful gear. It
additionally includes access to the most recent data and proof from research,
including restorative research and health administrations look into.
In numerous nations it is left to the person to access human services merchandise and
ventures by paying for them straightforwardly as out-of-stash costs, and to private
part players in the medicinal and pharmaceutical businesses to create inquire about.
Arranging and creation of health HR is disseminated among work advertise members.
Different nations have an unequivocal strategy to guarantee and bolster access for the
majority of its residents, to finance health research, and to anticipate satisfactory
numbers, dissemination and nature of health specialists to meet human services
objectives. Numerous administrations around the globe have built up all inclusive
social insurance, which takes the weight of human services costs off of private
organizations or people through pooling of budgetary hazard. There are an assortment
of contentions for and against general human services and related health
arrangements. Social insurance is a vital piece of health frameworks and in this
manner it regularly represents one of the biggest regions of spending for the two
governments and people everywhere throughout the world.

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PROVIDERS AND PROFFESIONAL

A medicinal services supplier is a foundation, (for example, an emergency clinic or

facility) or individual, (for example, a doctor, nurture, associated health expert or
network health laborer) that gives
preventive, therapeudic, limited time, rehabilitative or palliative consideration
benefits in an orderly manner to people, families or networks.

The World Health Association gauges there are 9.2 million doctors, 19.4 million
medical attendants and birthing assistants, 1.9 million dental specialists and other
dentistry staff, 2.6 million drug specialists and other pharmaceutical faculty, and over
million network health laborers around the world, making the human services
industry one of the biggest fragments of the workforce.

The medicinal business is additionally bolstered by numerous callings that don't

legitimately give human services itself, however are a piece of the administration and
backing of the social insurance framework. The earnings of directors and overseers,
guarantors and restorative misbehavior lawyers, advertisers, financial specialists and
investors of revenue driven administrations, all are owing to human services costs.

In 2011, medicinal services costs paid to clinics, doctors, nursing homes,

demonstrative research centers, drug stores, therapeutic gadget makers and different
parts of the human services framework, devoured 17.9 percent of the Total national
output (Gross domestic product) of the US, the biggest of any nation on the planet. It
is normal that the health offer of the Gross domestic product will proceed with its
upward pattern, achieving 19.6 percent of Gross domestic product by 2016. In 2001,
for the OECD nations the normal was 8.4 percent with the US (13.9%), Switzerland
(10.9%), and Germany (10.7%) being the main three. US social insurance uses totaled
US$2.2 trillion in 2006.[4] As per Health Issues, US$7,498 be spent on each lady,
man and youngster in the US in 2007, 20 percent of all spending. Expenses are
anticipated to increment to $12,782 by 2016.

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ORGANIZATION PROFILE

JINDAL SANJEEVANI MULTI SPECIALITY HOSPITAL

MANAGED BY NARAYANA HEALTH
VIJAY VITTAL NAGAR
TORANAGALLU, SANDUR TALUKA
BALLARI 583123
KARNATAKA
EMAIL: [email protected]

CONTACT: 08395 242222/242099

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BACKGROUND OF THE HOSPITAL:

Jindal Sanjeevani Multi Strength Emergency clinic was set up in the year 2003 with an intend
to give the best of social insurance to the general population of 40+ towns separated from
JSW Gathering representatives, partners and their families.

Jindal Sanjeevani Multi Claim to fame Emergency clinic overseen by Narayana Health, is
currently an all-encompassing and remodeled to 157 had relations with, ultra-present day
offices that offers moderate social insurance. Among different claims to fame, the emergency
clinic's key orders incorporate General Medication, Obstetrics and Gynecology, Orthopedics,
General Medical procedure, Ophthalmology, ENT, Dental consideration and outfitted with
committed Word related Health Administrations. The medical clinic offers 24x7
administrations of Crisis and Injury care with Drug store administrations, elevated
requirements of clinical aptitude, nursing care and most recent cutting edge offices. Medical
clinic is outfitted with 8 OTs (04 Particular OT's) 4 Crisis and 5 perception beds, 6 MICUs,
11 SICUs and a dialysis unit with 5 beds

NARAYANA HEALTH
Dr. Devi Shetty Author and Director Narayana Health headquartered in Bengaluru, India, and
work a national system of emergency clinics in india with an especially solid nearness in the
southern province of Karnataka and eastern India, just as a developing nearness in western
and focal India. Our first office was built up in Bengaluru with roughly 225 operational beds
and we have since developed to 23 medical clinics, 7 heart focuses and a system of essential
consideration offices crosswise over India and 1 emergency clinic in the Cayman Islands with
5347 operational beds through a blend of Greenfield undertakings and acquisitions and
potential to achieve a limit of more than 6600 beds as on first may 2016.

We trust our "Narayana Health" brand is unequivocally connected with our Central goal " To
convey high caliber and moderate social insurance administrations" to the populace by
utilizing our economies of scale, gifted specialists and an effective plan of action. In total, our
focuses give propelled dimensions of consideration in more than 30 strengths, including
Cardiology and Cardiovascular medical procedure, Disease care, Nervous system science and
Neuro medical procedure, Orthopedics, Nephrology and Urology and Gastroenterology.

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NATURE OF BUSINESS
DELIVERY OF SERVICES
The conveyance of medicinal services administrations from essential consideration to
optional and tertiary dimensions of consideration is the most obvious piece of any
social insurance framework, both to clients and the general public.[14] There are
numerous methods for giving human services in the cutting edge world. The spot of
conveyance might be in the home, the network, the work environment, or in health
offices. The most widely recognized way is up close and personal conveyance, where
care supplier and patient see each other 'in the tissue'. This is the thing that happens by
and large drug in many nations. In any case, with present day broadcast
communications innovation, in absentia medicinal services is ending up increasingly
normal. This could be when specialist and patient impart via telephone, video
conferencing, the web, email, instant messages, or some other type of non-up close
and personal correspondence.
Improving access, inclusion and nature of health administrations relies upon the
manners in which administrations are sorted out and oversaw, and on the impetuses
affecting suppliers and clients. In market-based medicinal services frameworks, for
instance, for example, that in the US, such administrations are normally paid for by
the patient or through the patient's medical coverage organization. Different
instruments incorporate government-financed frameworks, (for example, the National
Health Administration in the Unified Kingdom). In numerous more unfortunate
nations, advancement help, just as subsidizing through foundations or volunteers, help
bolster the conveyance and financing of social insurance administrations among
substantial portions of the populace.
The structure of social insurance charges can likewise fluctuate significantly among
nations. For example, Chinese medical clinic charges incline toward half for
medications, another real rate for gear, and a little rate for human services proficient
expenses. China has executed a long haul change of its social insurance industry,
starting during the 1980s. Over the initial a quarter century of this change,
government commitments to medicinal services uses have dropped from 36% to 15%,
with the weight of dealing with this diminishing falling to a great extent on patients.
Likewise over this period, a little extent of state-possessed medical clinics have been
privatized. As an impetus to privatization, remote interest in emergency clinics up to
70% proprietorship has been supported.

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MEDICAL TOURISAM

Medicinal the travel industry is the quickly developing routine with regards to venturing out
crosswise over global fringes to get human services.
Such administrations commonly incorporate elective systems just as perplexing specific
medical procedures, for example, joint substitution, heart medical procedure, dental medical
procedure, and restorative medical procedures. Be that as it may, for all intents and purposes
each kind of human services, including psychiatry, elective medicines, recovering
consideration and even entombment administrations are accessible. As a down to earth
matter, suppliers and clients regularly utilize casual channels of correspondence association
contract, and in such cases this will in general mean less administrative or lawful oversight to
guarantee quality and less formal plan of action to repayment or change, if necessary.

More than 50 nations have recognized medicinal the travel industry as a national industry. In
any case, accreditation and different proportions of value shift broadly over the globe, and
there are dangers and moral issues that make this strategy for getting to restorative
consideration disputable. Likewise, a few goals may end up risky or even unsafe for
medicinal visitors to think about.

Social insurance or medicinal services is the support or improvement of health by means of

the conclusion, treatment, and counteractive action of ailment, sickness, damage, and other
physical and mental impedances in individuals. Social insurance is conveyed by health
experts (suppliers or professionals) in unified health callings, chiropractic, doctors, doctor
partners, dentistry, maternity care, nursing, prescription, optometry, drug store, brain
research, and other health callings. It incorporates the work done in giving essential
consideration, optional consideration, and tertiary consideration, just as in general health.

Access to human services changes crosswise over nations, gatherings, and people, to a great
extent impacted by social and monetary conditions just as the health strategies set up. Nations
and locales have distinctive strategies and plans in connection to the individual and populace
based medicinal services objectives inside their social orders. Medicinal services frameworks
are associations set up to meet the health needs of target populaces. Their definite design
shifts among national and subnational elements. In certain nations and locales, human
services arranging is circulated among market members, though in others, arranging happens
all the more halfway among governments or other organizing bodies. In all cases, as per the
World Health Association (WHO), a well-working social insurance framework requires a

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strong financing system; a very much prepared and satisfactorily paid workforce solid data on
which to base choices and approaches; and all around kept up health offices and coordinations
to convey quality meds and advancements.

Medicinal services can add to a noteworthy piece of a nation's economy. In 2015, the human
services industry expended a normal of 9.3 percent of the Gross domestic product or US$
3,322 (PPP-balanced) per capita over the 34 individuals from OECD nations. The USA
(17.7%, or US$ PPP 8,508), the Netherlands (11.9%, 5,099), France (11.6%, 4,118),
Germany (11.3%, 4,495), Canada (11.2%, 5669), and Switzerland (11%, 5,634) were the top
spenders, anyway future in all out populace during childbirth was most astounding in
Switzerland (82.8 years), Japan and Italy (82.7), Spain and Iceland (82.4), France (82.2) and
Australia (82.0), while OECD's normal surpasses 80 years surprisingly in 2011: 80.1 years, an
addition of a long time since 1970. The USA (78.7 years) runs just on spot 26 among the 34
OECD part nations, however has the most astounding expenses by a wide margin. all OECD
nations have accomplished widespread health inclusion, with the exception of Mexico and the
USA.
Medicinal services is traditionally viewed as an essential determinant in advancing the
general physical and psychological wellness and prosperity of individuals around the globe. A
case of this was the overall annihilation of smallpox in 1980, announced by the WHO as the
primary sickness in mankind's history to be totally disposed of by intentional medicinal
services mediations
health approach can be characterized as the "choices, plans, and activities that are embraced
to accomplish explicit medicinal services objectives inside a general public. As indicated by
the World Health Association, an unequivocal health strategy can accomplish a few things it
characterizes a dream for the future it diagrams needs and the normal jobs of various
gatherings and it manufactures agreement and educates individuals.
There are numerous classes of health approaches, including worldwide health arrangement,
general health strategy, emotional well-being approach, human services administrations
arrangement, protection strategy, individual social insurance strategy, pharmaceutical
approach, and strategies identified with general health, for example, inoculation strategy,
tobacco control approach or breastfeeding advancement strategy. They may cover subjects of
financing and conveyance of medicinal services, access to mind, nature of consideration, and
health value.

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VISION, MISSION AND QUALITY POLICY

VISION:
"SPARING AND IMPROVING LIVES"

MISSION:

"TO BE AN ALL INCLUSIVE REGARDED SOCIAL INSURANCE

ASSOCIATION KNOWN FOR CLINICAL GREATNESS AND
UNMISTAKABLE PATIENT CONSIDERATION"

QUALITY STRATEGY:
 Endorsed By
 Joint Commission Global (Jci).
 National Accreditation Board For Emergency Clinics And Human
Services Suppliers (Nabh).
 Patient Security.
 Infection Control Program.
 It Perfection.

REGIONS OF ADMINISTRATION:
 Bone And Joint Consideration
 Heart Care
 Brain And Spine Care
 Women Care
 Mas (Negligible Access Medical Procedure)

FOUNDATION OFFICES:
 Library For Expert
 Pharmacy
 Dialysis Unit
 Continues Nursing Training
 Cafeteria
 Wi-Fi

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WORK FLOW MODEL

GROUPING OF HOSPITAL DEPARTMENTS

WITHIN THE STRUCTURE:
 Hospital departments are grouped in order to promote efficiency of
facility.
 Grouping is generally done according to similarity of duties.

COMMON CATEGORIAL GROUPING:

 Administrative services
 Informational services
 Therapeutic services
 Diagnostic services
 Support services

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ADMINISTRATION SERVICES:

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Malvinder Mohan
Singh
Executive Chairman,
Sanjeevani Hospitals

Shivinder Mohan Singh Harpal Singh

Non Executive Vice Harpal Singh is Mentor &
Chairman, Sanjeevani Chairman Emeritus,
Hospitals Sanjeevani Hospitals

Ms.
Dr. P. S. Pradeep
Dr. Brian W Joji Sekhon Shradha
Ratilal
Tempest Joshi Gill Suri
Raniga
Marwah

A. SOURCES OF FUND
The sources of funds of Sanjeevani hospital is share capital, reserves, borrowings
from financial institutions
B. SHARE CAPITAL
Minimum amount of Rs.50 Lakhs are needed to start Sanjeevani hospital.
Thetotal contribution of Capital is made on the composition of different bodies

PRODUCT PORTFOLIO

Comprises of providers of diagnostic, preventive, remedial, and therapeutic

services such as doctors, nurses, hospitals and other private, public, and voluntary
organizations. It also includes medical equipment and
pharmaceutical manufacturers and health insurance firms.

According to the Bureau of Labor Statistics, the healthcare sector combines medical
technology and the human touch to diagnose, treat, and administer care to the general
population. The healthcare sector is typically comprised of the following three
subsectors:
 Ambulatory Health Care Services provide direct and indirect health care
services to ambulatory patients.

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 Hospitalsprovide medical, diagnostic, and treatment services to inpatients and

some outpatient services.
 Nursing and Residential Care Facilitiesprovide residential care combined
with either nursing, supervisory, or other types of care as needed.

SERVICES
CASUALITY SERVICES

Fully equipped causality manpowered by qualified and trained nursing staff. It

consists of 3 beds with central oxygen and suction facilities and moreover equipped to
receive and manage all kinds of emergence services.

OT(OPERATION THEATRES)SERVICES

The Hospital consists of 2 operation theatres: Major and Minor. And they are fully
air-conditioned providing all concerned facilities like:

STERILE AREA (sterilization unit)

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DOCTORS ROOM

LABOUR ROOM

EQUIPMENT AT OT(OPERATION THEATRES)

Ortho surgical equipment including C-ARM

Laparoscopic set-up for general surgeries

Fully equipped Endoscopy set-up

Major Boyle’s Apparatus

Hydraulic OT table attachment

Neurosurgical table attachment

TYPES OF OPERATIONS CARRIED OUT AT THE OT

NEURO SURGERY: All spinal surgeries, heat injuries, trauma care, brain surgeries

LAPROSCOPIC SURGERIES: Appendecectomy, Hysterectomy, Gall Bladder and

Infertility etc.,

IRC Laser treatment for Piles and Fissure

UROLOGY: Cystoscopy, TURP (prostate) etc.,

ORTHO: Total knee replacement surgery, total hip replacement surgery, spine
surgeries (Laminectomy) etc.

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OTHER 24/7 SERVICES

PHARMACY SERVICES: A well – equipped pharmacy with all the drugs available
including emergence drugs that will be provided by qualified and trained staff.

AMBULANCE services available round the clock

MOTTO:

―MEDICAL EXCELLENCE WITH A HUMAN TOUCH‖

INFRASTRUCTURE & SERVICES

It is a 75 Bedded Multi – Super Specialty Hospital with 10 Bedded ICU, 2

OPERATION THEATRES, Deluxe &Spl. Rooms,

 OPD Clinics
 USG Scan
 X-Ray ALL 24 HOURS SERVICES
 Lab
 Ambulance
 Pharmacy
 Duty Doctor – 24 X 7 Service

BUSINESS DISCRIPTION
The organization has in the field of healthcare services the following s are we can get
services in this organization.
SPECIALITIES SUPER SPECIALITIES
SURGEON NEURO SURGERY
PHYSICIAN UROLOGY
ORTHOPAEDICS PLASTIC SURGERY Departments
ENT
GYNAECOLOGY
DERMATOLOGY

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IN PATIENT SERVICES

 Modern ICCU/ICU – including Central A/C, Central Oxygen, Cardiac

Monitors, Central Suction, Ventilators and Defibrillator.

BEDS AVAILABILITY

ICU / ICCU : 09 BEDS

Deluxe Room – A/C : 02 BEDS

Single Room : 10 BEDS

Sharing Room : 08 BEDS

Male General Ward : 25 BEDS

Female General Ward : 17 BEDS

Post Operative Ward : 04 BEDS

DIAGNOSTIC SERVICES

RADIOLOGY: USG and 2D echo

X- RAY : 300 MA X-Ray plant with qualified technicians round

the clock

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SWOT ANALYSIS:

SWOT ANALYSIS IN HEALTHCARE

STRENGTHS

Factors that have encouraged exceptional organizational performance are strengths.

Examples include using
 State - of- the - art medical equipment,
 Focusing on healthcare improvement,
 Investments in healthcare informatics,
 Highly trained medical personnel and
 Top-notch medical services.

UNIQUE SERVICES
SUPER SPECIALITITES
 CARDIOLOGY
 UROLOGY
 LAPROSCOPIC SURGERY
 PLASTIC SURGERY

WEAKNESSES

Factors that affect healthcare quality or increase healthcare costs are weaknesses.
Some examples are
 Outdated healthcare facilities,
 Fluctuation in the continuity of care due to poor communication,
 Insufficient management training,
 Poor use of healthcare informatics, and
 Lack of financial resources.

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OPPORTUNITIES

New business initiatives available are considered opportunity by healthcare

organizations. Some examples include
 Collaborations with different healthcare organizations,
 Development of new healthcare programs,
 Increased funds for better healthcare informatics, and so on.

THREATS

Factors that could harm the performance of healthcare organizations are

considered threats. Examples include
 Economic or political insecurity,
 Increased demand for expensive medical technology,
 Budget deficits on state and federal level, and
 Increased pressure for reduction in healthcare costs.

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FINANCIAL STATEMENT

EY FINANCIAL MAR 22 MAR 21 MAR 20 MAR 19 MAR 18

RATIOS OF
SANJEEVANI
HOSPITALS
ENTERPRISES (in Rs.
Cr.)

PER SHARE RATIOS

Basic EPS (Rs.) 46.25 7.50 33.80 21.76 16.76

Diluted EPS (Rs.) 46.25 7.50 33.80 21.76 16.76

Cash EPS (Rs.) 71.53 37.61 68.43 43.32 36.31

Book Value 425.00 361.72 286.52 279.13 265.48

[ExclRevalReserve]/Shar
e (Rs.)

Book Value 425.00 361.72 286.52 279.13 265.48

[InclRevalReserve]/Shar
e (Rs.)

Dividend / Share(Rs.) 11.75 3.00 6.00 6.00 5.00

Revenue from 424.14 636.51 703.62 599.22 516.30

Operations/Share (Rs.)

PBDIT/Share (Rs.) 101.98 67.13 102.46 74.06 60.54

PBIT/Share (Rs.) 76.71 36.82 67.81 52.51 40.99

PBT/Share (Rs.) 59.27 12.28 49.02 33.24 23.73

Net Profit/Share (Rs.) 46.25 7.30 33.79 21.76 16.76

PROFITABILITY
RATIOS

PBDIT Margin (%) 24.04 10.54 14.56 12.35 11.72

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PBIT Margin (%) 18.08 5.78 9.63 8.76 7.93

PBT Margin (%) 13.97 1.92 6.96 5.54 4.59

Net Profit Margin (%) 10.90 1.14 4.80 3.63 3.24

Return on Networth / 10.88 2.01 11.79 7.79 6.31

Equity (%)

Return on Capital 11.96 6.45 11.50 10.74 8.77

Employed (%)

Return on Assets (%) 6.38 1.07 4.63 3.59 2.98

Total Debt/Equity (X) 0.33 0.38 0.74 0.79 0.78

Asset Turnover Ratio 58.59 94.07 96.55 98.91 91.94

(%)

LIQUIDITY RATIOS

Current Ratio (X) 2.91 2.00 1.19 1.23 1.51

Quick Ratio (X) 2.78 1.86 0.83 0.88 1.10

Inventory Turnover 41.54 43.52 13.85 14.86 13.33

Ratio (X)

Dividend Payout Ratio 0.00 36.47 27.36 22.97 29.82

(NP) (%)

Dividend Payout Ratio 0.00 7.08 13.51 11.54 13.76

(CP) (%)

Earnings Retention Ratio 0.00 63.53 72.64 77.03 70.18

(%)

Cash Earnings Retention 0.00 92.92 86.49 88.46 86.24

Ratio (%)

VALUATION
RATIOS

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Enterprise Value (Cr.) 66,401.9 43,300.9 18,448.9 19,761.9 17,386.2

3 0 7 5 9

EV/Net Operating 10.89 4.73 1.88 2.37 2.42

Revenue (X)

EV/EBITDA (X) 45.28 44.85 12.94 19.18 20.64

MarketCap/Net 10.65 4.56 1.62 2.04 2.06

Operating Revenue (X)

Retention Ratios (%) 0.00 63.52 72.63 77.02 70.17

Price/BV (X) 10.63 8.03 3.97 4.37 4.00

Price/Net Operating 10.65 4.56 1.62 2.04 2.06

Revenue

Earnings Yield 0.01 0.00 0.03 0.02 0.02

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CHAPTER-2

THEORETICAL FRAMEWORK ON

TRAINING AND DEVELOPMENT AND LITERATURE REVIEW

INTRODUCTION:
In the previous chapter, training and its important has been discussed Citing various
references from the experts. Then a glance about auto components Industry and
particularly about the profile of the REVL has been dealt in detail. The Research
questions, the problems, the significance and need of the study were also Discussed.
In this second chapter, an attempt has been made to discuss elaborately The
theoretical concepts on training and developments. The following are some of the
definitions through which, the concept has Been exhaustively studied. The present
empirical research is carried out at M/s Rane Engine Valve Limited in order to
measure the effectiveness of its training program Conducted for their employees
across various levels.

TRAINING:
Training relates only to direction in technical and automatic operations. training is
specifically designed for non-managers. Education is a crucial a part of the enterprise
on account that then the era grows continuously at a quicker price. because of new
discoveries in technology structures and practices get out- dated quickly. those consist
of technical, managerial and behavioral factors. corporations, which do no longer
develop a machine, to capture up with makes use of the growing technology which
quickly become stale. The contribution in the direction of the effectiveness of the
corporation is described by the development of individuals within the organization.

TRAINING AND DEVELOPMENT (T&D) METHODS:

There are several T& D met hods available. The use of
a part icular met hod depends which met hod accomplishes the training
needs and objectives. Training methods can be classified into two categories:

I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by
actually doing/performing it. A person works on a job and learns and
develops expertise at the same time.
1. Understudy

In this the employee is trained by his or her supervisor. The trainee is

attached with his or her senior and called understudy or assist ant. For
example, a future manager might spend few months as assistant to the
present manager.

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2. Job rotation

This refers to shift ing/movement of an employee from one job to

another on regular intervals.

3. Special projects

The trainees' may ask to work on special projects related with

departmental objectives. By this, the trainees will acquire the knowledge of
the assigned work and also learn how to work with others.

4. Experience

It refers to learning by doing. This is one of the oldest methods of on-the-job

training. Although this is very effective method but it also very t ime-
consuming and wasteful. Thus it should be followed by other training
methods.

5. Committee assignment

In this, the trainees become members of a committee. The c o m m i t t e e i s

a s s i g n e d a p r o b l e m t o d i s c u s s a n d m a k e recommendations.

6. Coaching

In this, the supervisor or the superior acts as a guide and instructor of the
trainee. This involves extensive demonstration and continuous critical
evaluation and correction.

II. Off-the-Job Methods:

These methods require trainees to leave their workplace and concentrate their entire
time towards the training objectives. These days’ off-the-job training methods have
become popular due to limitations of the on-the-job training methods such as facilities
and environment, lack of group discussion and full participation among the trainees
from different disciplines, etc. In the off-the job methods, the development of trainees
is the primary task rest everything is secondary. Following are the main off-the-job
training methods:

1. Special courses and lectures

These are the most traditional and even famous today, method of developing
personnel. Special courses and lectures are either designed by the company itself or
by the management/professional schools. Companies then sponsor their trainees to
attend these courses or lectures. These are the quick and most simple ways to provide
knowledge to a large group of trainees.

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2. Conferences and seminars

In this, the participants are required to pool their thoughts, ideas, viewpoints,
suggestions and recommendations. By attending conferences and seminars, trainees
try to look at a problem from different angles as the participants are normally from
different fields and sectors.

3. Selected reading

This is the self-improvement training technique. The persons acquire knowledge and
awareness by reading various trade journals and magazines. Most of the companies
have their own libraries. The employees become the members of the professional
associations to keep abreast of latest developments in their respective fields.

4. Case study method

This technique was developed by Harvard Business School, U.S.A. It is used as a

supplement to lecture method. A case is a written record of a real business
situation/problem faced by a company. The case is provided to the trainees for
discussion and analysis. Identification and diagnose of the problem is the aim in case
study method. Alternate courses of action are suggested from participants.

5. Programmed instruction/learning

This is step-by-step self-learning method where the medium may be a textbook,

computer or the internet. This is a systematic method for teaching job skills involving
presenting questions or facts, allowing the person to respond and giving the learner
immediate feedback on the accuracy of his or her answers."

6. Brainstorming

This is creativity-training technique; it helps people to solve problems in a new and

different way. In this technique, the trainees are given the opportunity to generate
ideas openly and without any fear of judgment. Criticism of any idea is not allowed so
as to reduce inhibiting forces. Once a lot of ideas are generated then they are
evaluated for their cost and feasibility.

7. Role-playing

In this method, the trainees are assigned a role, which they have to play in an
artificially created situation. For example, a trainee is asked to play the role of a trade
union leader and another trainee is required to perform the role of a HR manager. This
technique results in better understanding of each other's situation by putting foot in
other's shoes.

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8. Vestibule schools

Large organizations frequently provide what are described as vestibule schools a

preliminary to actual shop experience. As far as possible, shop conditions are
duplicated, but instruction, not output is major objective." A vestibule school is
operated as a specialized endeavor by the personnel department. This training is
required when the amount of training that has to be done exceeds the capacity of the
line supervisor; a portion of training is evolved from the line and assigned to staff
through a vestibule school." The advantage of a vestibule school is specialization.

9. Apprenticeship training

This training approach began in the Middle Ages when those who wanted to learn
trade skill bound themselves to a master craftsman and worked under his guidance.
Apprenticeship training is a structured process by which people become skilled
workers through a combination of classroom instruction and on-the-job training.

10. In-basket exercise

In this technique, the trainees are provided background information on a simulated

firm and its products, and key personnel. After this, the trainees are provided with in-
basket of memos, letters, reports, requests and other documents related with the firm.
The trainee must make sense out of this mass of paperwork and prepare memos, make
notes and delegate tasks within a limited time period."

11. Business games

Business games involve teams of trainees. The teams discuss and analyze the problem
and arrive at decisions. Generally, issues related with inventories, sales, R&D,
production process, etc. are taken up for consideration.

12. Behavior modeling

This is structured approach to teach specific supervisory skill. This is based on the
social learning theory in which the trainee is provided with a specific model of
behavior and is informed in advance of the consequences of engaging in that type of
behavior.

13. Sensitivity (T-group) training

In this type of training, a small group of trainees consisting of 10 to 12 a person is

formed which meets in an unstructured situation. There is no set agenda or schedule
or plan. The main objectives are more openness with each other, increased listening
skills, trust, support, tolerance and concern for others. The trainers serve a catalytic

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role. The group meets in isolation without any formal agenda. There is great focus on
inter-personal behavior. And, the trainer provides honest but supportive feedback to
members on how they interacted with one another.

14. Multiple management

This technique of training was first introduced by McCormick, President of

McCormick & co. of Baltimore in 1932. He gave the idea of establishing a junior
board of directors. Authority is given to the junior board members to discuss any
problem that could be discuss in senior board and give recommendations to the senior
board. Innovative and productive ideas became available for senior board.

Benefits of training to organization:

1) Leads to improved profitability and more positive attitude towards profits

orientation.
2) Improves the job knowledge and skills of the work force.
3) Improves the morale of the work force
4) Helps people identify with organizational goals.
5) Helps to create a better corporate image.

Need for training:

1) To increase productivity
2) To improve quality
3) To help a company fulfill its future personnel needs
4) To improve organizational climate.
5) To improve health and safety
6) Obsolescence preventions
7) Personal growth

Types of training provided at JINDAL SANJEEVANI HOSPITAL:

1) In-house training:
These are the training programs which are conducted outside the organization
either by internal or external trainers.
2) Out-house training:
These are the training programs which are conducted outside the organization
either by a training institution or in any other organization. It is generally off
the job training.

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Functions of training:
1) JINDAL SANJEEVANI HOSPITAL follows a summative evaluation.
2) Value the training in terms of cost effectiveness.
3) Measure the effectiveness of training in total.
4) Appraise our effectiveness as trainers have done a job.
5) Make reports to management about the success of the training or its failure.

Steps in training program:

1) Discovering or identifying training needs.
2) Getting ready for the job
3) Preparation of learner
4) Presentation of operations and knowledge
5) Performance try out
6) Follow ups.

MEASURING TRAINING EFFECTS:

The effects of training can be measured through the following four basic categories of
outcome:

1. Reaction

2. Learning

3. Behavior

4. Results

TRAINING NEED:
The need is identified from the calculation of required performance minus that of the
actual performance. ―The first decade of the twenty first century will see the value of
products and services determined more by the knowledge of the workforce and less
by physical labour besides the demographic shifts that are also to be seen. They are,
aging of the population, lower birth rates, significant fluctuations in general
educational achievement, increased diversity of ethnic and cultural makeup, and
differing values of newer generations of employees‖41 High quality products and
services are necessary just to stay in business in today’s competitive business market.
Training the employees to suit the organization requirements will make the
organization to withstand the challenges. However the training needs can be
determined using the following procedures.

1. Performance appraisal

2. Analysis of job requirements

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3. Organizational analysis

4. Employee survey

5. Individual himself requesting for training

6. Management services surveys

PURPOSE OF TRAINING:
The effectiveness of an organization is to a degree dependent upon the effectiveness
of its training programme, which should havwo purposes (Gordon P. Rabey) 42

1. The production of work to required standards of quality, quantity, cost and time as
this is the reason why the organization is in business.

2. The development of staff, by skill and knowledge so as to meet the fore- seeable
needs of the organization and thereby seek to realize the potential of each individual
in these areas. The purposes explain the main concern such as higher productivity,
increased effectiveness of operations and a safe and harmonious working
environment. These things can be achieved only by teaching new skill or new
knowledge to selected people, reducing time required to learn a new job, by reducing
the costs. Standardization of current methods is to enable the new workers to reach
average earnings, as soon as possible. In this case, the quality standards can be
achieved, maintained and improved. To change the attitudes regarding particular
situations and ensure better operating or care of the machines, spoilage and wastages
can be reduced to a considerable level besides improving safety on the job.
Supervisory and managerial skills can also be developed.

LITERATURE REVIEW:
 According to Shelley Frost, Demand Media Training is a crucial component in
preparing new employees for their positions and keeping existing employees
current on critical information. To be effective, a training program needs a
specific purpose with appropriate training methods. Understanding the factors
that influence training programs enables you to develop or change your
current employee education to make it fit the needs of your business and your
employees.
 According to Henry Ongori (2011), Jennifer Chishamiso Nzonzo, training and
development has become an issue of strategic importance. Although many
scholars have conducted research on training and development practices in
organizations in both developing and developed economies, it is worth
mentioning that most of the research has concentrated on the benefits of

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training in general. There is however, limited focus on evaluation of training

and development practices in organizations.
 According to Haslinda ABDULLAH (2009), the challenges faced by
employers and organizations in the effective management of HR T&D varied
from concerns about the lack of intellectual HR professionals to coping with
the demand for knowledge-workers and fostering learning and development in
the workplace. The core and focal challenge is the lack of intellectual HRD
professionals in manufacturing firms, and this suggests that employers viewed
HR T&D as a function secondary to HRM and perhaps considered it as being
of lesser importance. This implication could lead to the ineffective
implementation of HR T&D activities and increase ambiguity and failure in
effectively managing HR T&D as a whole.
 According to Ananth (1998), He pointed out different problems faced by the
organization in handling the corporate finance such as the time of procurement
and investment of funds. He suggested that the organisation must relate itself
with the needs of changing environment by taking good decisions through
professionally trained people.
 According To Fizzah(2011), The purpose of the research is to find out how
training and development effect organizational performance and to find out
what is the impact of training and development in organization. Data is
collected from the 100 members of different organizations. And the previous
researches carried out on training and development. Training and development
is important for the employees in organization, it helps the employees to
improve their skills and to give a good performance in workplace. There is a
big relation between training and development with the organization
performance and the relationship is discussed in the paper.
 According to Iftikhar Ahmad and Sirajud Din (2009), Training and
development is adopted by organizations to fill the skill gap of employees.
Training evaluation must be appropriate for the person and situation.
Evaluation will not ensure effective learning unless training is properly
designed. Successful evaluation depends upon whether the means of
evaluation were built into the design of the training program before it was
implemented.

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 According to Bates and Davis (2010), Usefulness of training programme is

possible only when the trainee is able to practice the theoretical aspects
learned in training programme in actual work environment. They highlighted
the use of role playing, cases, simulation, mediated exercises, and computer
based learning to provide exposure to a current and relevant body of
knowledge and real world situations
 Cheng and Ho (2001) discuss the importance of training and its impact on job
performance: While employee performance is one of the crucial measures
emphasized by the top management, employees are more concerned about
their own productivity and are increasingly aware of the accelerated
obsolescence of knowledge and skills in their turbulent environment. As the
literature suggests, by effectively training and developing employees, they will
become more aligned for career growth— career potential enhances personal
motivation.

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CHAPTER: 3

RESEARCH DESIGN

PROBLEM STATEMENTS:
A failure to pick out the specific needs of newcomers and constraints of time to
prepare and participation in learning different training methods due to difficulties of
language barrier to employees.

OBJECTIVES OF STUDY:
 To identify the knowledge the and skills required by employees to perform the job
efficiently and effectively.

 To assess the satisfaction level of employees with regard to training.

 To understand the training needs of employees in the firm.

 To examine how well employees perform after receiving training and applying new
abilities.

NEED FOR THE STUDY:

Every organization big or small, productive or non-productive, economic or social,
old or newly established should provide training to all employees irrespective of their
qualification, skill, suitability for the job etc.

SCOPE OF THE STUDY:

This research provides me with an opportunity to explore in the field of Human Resources.
This research also provides the feedback of people involved in the Training and development
process Apart from that it would provide me a great deal of exposure to interact with the high
profile managers of the company.

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SIGNIFICANCE OF THE STUDY:

Training and Development is very important and essential in every organization due
to the following: Training is required to cover essential work-related skills,
techniques and knowledge. It is the:

 Process used to reduce the gap between the desired performance and the actual
performance which eventually results in increased Productivity, quality and
healthy work environment. 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. Training helps to
eliminate obsolesce in work; it gives the employees a clear view of what is
 Needed and also helps in upgrading their skills and knowledge to keep in pace
with the ever changing technology which is very essential in today’s
competitive market. 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. 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. Safety in work place is another important feature of
training which helps to avoid
 Accidents and injuries in the work place. 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. 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, and loyalty
 better attitudes, and other aspects that successful workers and managers
usually display.

RESEARCH METHODOLOGY:

SAMPLING DESIGN:
Simple random sampling will be used under which 50 employees will be randomly
selected.

The duration of the study was limited to 6 weeks. The data collected from the source
mainly it is primary and secondary data.

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SOURCES OF DATA COLLECTION:

It is a collection of information which is restored through primary and secondary data,
interviewing customers and discussing with the personnel, looking through past
records, a file of the organization books, journals etc.

PRIMARY DATA:
Primary data are collected through structured questionnaire, observations and
interviews.

SECONDARY DATA:
This data was collected through books, newspapers, journals and internet.

SAMPLE SIZE:
The sample size of the study is 100. Data was collected from the employees of
JINDAL SANJEEVANI HOSPITAL.

It consists of a small questionnaire based on different engagement drivers and an open

ended question at last for their views and suggestions

SAMPLING DESIGN:
The whole workforce from which an example is picked is known as testing unit .information
used to be accumulated from workers of JINDAL SANJEEVANI HOSPITAL.

SAMPLING TECHNIQUE:
The procedure used for the research is likelihood sampling considering that the populace is
finite. The Sampling technique chosen for the gain knowledge of is inconspicuous random
sampling procedure. It's one where respondents are chosen from the whole populace. Simple
random pattern is a gaggle of topics (a pattern) chosen from a higher workforce (a
population). Every area from the populace is chosen randomly and wholly with the aid of
threat such that every discipline has the same likelihood of being chosen at any stage for the
duration of the sampling procedure. This method and method is known as simple Random
Sampling.

The survey wanted to explore:

 How do employees feel about their organization?
 Are they aware of the nature of the job they are supposed to do and are they
well trained?

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.HYPOTHESIS OF STUDY:
Hypothesis is an announcement of forecast which is to be demonstrated or rejected in
the wake of testing. It gives the expectation on what occurs in the examination
ponder. It isn’t fundamental that all the exploration think about have speculation, yet
an investigation can contain in excess of one theory. Theory should unmistakably
clarify the connection between all the decided factors. It must give clear heading to
the elucidation of accessible information. An examination issue cant be tackled unless
it is anticipated in a speculation shape. It can neither be too correct nor excessively
essential. Theory which is being detailed to test, it ought to be done in such a way, to
the point that it can be repeat by others. It isn’t essential for the theory to be correct or
wrong in every circumstance.

HYPOTHESIS 1.
H0: Every department gets equal opportunity and importance for training and
development.

H1: Every department does not get equal opportunity and importance for training and
development.

DATA COLLECTION:
The entire set of data is proposed to be collected from primary data and secondary
Data. Primary data includes Questionnaire, Visiting different hospitals for interview,
While Secondary data includes journals, books and other materials which are readily
available. The present study is made on the basis of data collected from all categories
Of staff in JINDAL SANJEEVANI HOSPITAL for which 100 sample sizes is
decided. The data collected were duly edited, classified, and analyzed using all type of
relevant statistical techniques and employing the most appropriate parametric and
non- parametric tests. The data were presented through simple classification and with
the help of percentage and average. The data were analyzed and the hypotheses were
tested at 5 percent level of significance by employing appropriate test.

TOOLS AND TECHNIQUES:

Data needed for this research is primary data for which questionnaire is prepared and
the concerned person are contacted personally. Concerned persons were contacted in
their working time at JINDAL SANJEEVANI HOSPITAL . To meet the objective of
the research questionnaire was prepared and mainly contained close end questions.
Few open ended questions are also asked, so the data collected was both quantitative
and qualitative.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

LIMITATIONS OF STUDY:
 The study is limited only to Toranagallu region.
 Time factor did not permit to go for in-depth study.
 The study is limited to some particular employees.
 Certain workers were one-sided in offering an explanation to the inquiries.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

CHAPTER: 4

ANALYSIS AND INTERPRETATION

ANALYSIS:
The era examination suggests the figuring of assigned measures close by looking
down illustrations or relationship that exist among data social affairs. Subsequent to
social affair of mastery, the understanding must be arranged and researched according
to the outline set down for the method of reasoning on the period of working up the
investigation plan.

INTERPRETATION:
Elucidation alludes back to the task of drawing surmising from the gathered data after
an after an explanatory and/or test consider accurately; it is a look for more extensive
that implies or study discoveries. The obligations or elucidation has two premier
components they're.

1. The effort to set up coherence in investigates through connecting the result of a

given report with those of a further.

2. The foundation of some logical standards elucidation is imperative for the clear
reason that the convenience and utility of study discoveries lie in fitting translation.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

1) Do you think training is important?

Table No – 01

Sl. No Training is important No of Respondent Percentage

A Yes 49 98%
B No 1 2%
Total 50 100%

Chart No :
120 1
%
98
100 %
%

80
%

60
%

40
%

20
%
2
0 %
% Ye No
s

The above table and diagram shows that 98% of respondents feels that the
training Is important for them, 2% of respondents don’t feels that the training is find
the training necessary.

So majority of respondents know that training is essential to understand their

jobs/work area thoroughly.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

2) Is training important to improve your technical soft skill and update

your knowledge?

Table No – 02

Sl. No Opinion about statement No of Respondent Percentage

A Yes 46 92%
B No 4 8%
Total 50 100%

Chart No :
100 92
2
% %
90
%
80
%
70
%
60
%
50
% 8
40 %
%
Yes No
30
%
20 It is clear from above table and diagram that 92% of respondents have opinion
that
% training is important to improve technical soft skill and update the knowledge,
8%10of respondents don’t understand the importance of training.
%
0%

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

3) How often training is conducted in a year?

Table No – 03

Sl. No Conducting of training No of Respondent Percentage

(year0
A Every month 16 32%
B Once in three month 10 20%
C Half yearly 9 18%
D Yearly 12 24%
E Any other 3 6%
Total 50 100%

Chart No :
35 32
03
% %
30
%
24%
25
20%
%
20%
18
%

15%
6
10% %
5
%

0 Every Once in Half Yearl Any

% month three yearly y other
month

It can be observed that among the total respondents a majority of 32% of

respondents give response that training was conducting every month, 24% of
respondents gave response that training was conducting yearly, 20% of respondents
told that they getting training once in three month, 18% of respondents tells that
training was conducting in half year (once in six-month) rest of 6% of respondents
told that training is conducted when there is necessity.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

4) Whether training is linked with promotion?

Table No – 04

Sl. No Training linked with No of Respondent Percentage

promotion
A Yes 37 74%
B No 13 26%
Total 50 100%

Chart No :
80 74
04
% %
70
%

60
%

50
%
26%
40
%
20
%
30
%
10
%
Ye No
0% s

The above statements 74% of respondents gave opinion that training linked
with promotion, remaining 26% respondents told training is not linked with
promotion.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

5) Whether incentives are given to encourage employees to attend training?

Table No – 05

Sl. No Incentive for attend No of Respondent Percentage

training
A Yes 41 82%
B No 9 18%
Total 50 100%

Chart No :
90 05
%
80
%
70
%
60
% 82
%
30
50
%
20
40
%
% 18
%
10
0
%% Ye No
s

The above table and diagram shows that 82% of respondents agree that
incentives are given to encourage employees to attend training, remaining 18% of
respondents are not agreed.

So this table and diagram indicates that there is incentives given to the
employees to attended the training

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

6) Attending training is compulsory?

Table No – 06

Sl. No Compulsory of attending No of Respondent Percentage

training
A Yes 35 70%
B No 15 30%
Total 50 100%

Chart No
80 :06
%

70
%

60
%

50
70
% %
30
%
40
%
20 30
%10 %
%

0% Ye No
s

The above table and diagram shows that 70% of respondents have opinion that
they have attended training compulsory. Rest of 30^% of respondents says that have
attending the training is not compulsory

Above statement clearly stated that the maximum employees compulsory

attending training.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

7) What are the types of training given in your organization?

Table No – 07

Sl. No Attitude towards job No of Respondent Percentage

A Induction and orientation 8 16%
B Job training 35 70%
C Training on promotion 4 8%
D Refresher training 3 6%
E Any other 0 0%
Total 50 100%

Chart No
80 :07
%

70
%
60
%

50 70
%
30 %
%
40
%
20
%
16
% 8 6%
10
0 %
%% Induction Job Training Refresher Any
and training on training other
orientation promotion

The above table indicates that 70% of respondents express that mainly training
was provided regarding their respective jobs. 16% of respondents it was told
induction and oriented. 8% of respondents told that training was given on promotion
and rest 6% of respondents told that refresher training was given by the organization.
No respondents mentioned about any other type of training in this survey. Above
statement clearly stated, that the organization is mainly focuses on job training.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

8) Do you think that audio visual aids (L.C.D) are most effective tools for
training?

Table No – 08

Sl. No Attitude towards job No of Respondent Percentage

A Yes 40 80%
B No 10 20%
Total 50 100%

Chart No
90 :08
%
80
%
70
%
60
% 80
%
30
50
%
20
40
%
% 20
%
10
0
%% Ye No
s

The above table indicates that among the respondents 80% of them told that
there audio – visual aid is very effective in training and 20% of them told that the
audio – visual aids was not effective in training.

It can be seen from the above figure that majority of the respondents think that
audio – visual aids are most effective tools for training.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

9) What types of training method do you prefer?

Table No – 09

Sl. No Method of training No of Respondent Percentage

A On training 40 80%
B Off job training 10 20%
Total 50 100%

Chart No
90 :09
%
80
%
70
%
60
% 80
%
30
50
%
%
20
40
%
% 20
%
10
0
%% On Off job
training training

The above table diagram show that 80% of respondents told, that on the job
training is one of the methods of training, where as 20% of respondents told off the
job training is one of the method of training

It clearly shows that on the job training is mostly use method of training.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

10) Do you think that training help in increasing the productivity of the
organization?

Table No – 10

Sl. No Training increase the No of Respondent Percentage

productivity
A Yes 45 90%
B No 5 10%
Total 50 100%

Chart No
100 :10
%
90
%
80
%
70
% 90%
60
%
50
%
40 10%
%
Ye No
30 s
%
20 The above table and diagram shows that 90% of respondents having the
%
opinion that training increases the productivity and 10% of respondents having
opinion
10 that training does not increase the productivity.
%
0% The above table and diagram indicates that organization have to give training
to increase the productivity.

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11) Is on the job training preferred to reduce the stress?

Table No – 11

Sl. No On the job training No of Respondent Percentage

reduce the stress
A Yes 38 76%
B No 12 24%
Total 50 100%

Chart No
:11
80% 76%

70%

60%

50%

40%
30 24
% %
20
%

10
%
Ye No
0% s

The above table states that 76% of respondents have the opinion that job
training reduces the stress. Rest of 24% of respondents did not agree with this
statement. They told training will not reduce the stress.

So above table shows that employees have to get job training reduce their
stress related to their job.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

12) Types of training programs attend in your organization ?

Table No – 12

Sl. No Types of training programme No of Respondent Percentage

attended
A Technical oriented 8 16%

B Safety and first aid 8 16%

C Skill development 6 12%

D Health and environment 23 46%

E Interpersonal 4 8%

F Any other 1 2%

Total 50 100%

Chart No
50
% :12
46%
45
%
40
%
35
%
20 16 16
30%
% % % 12
15 %
25% 8%
%
10 2%
%
5% Technical Safety and first Skill Health and Any
oriented aid Interperson other
0% al
development
environment
The above table indicates that 46% of respondents attended health and
environment training, 16% of respondents attended technical oriented and safety and
first aid training, 12% of respondents attended skill development training, 8% of
respondents attended interpersonal relation training and rest of 2% attended other
training programs.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

13) Do you think refresh training helps review and improve you knowledge?

Table No – 13

Sl. No Refresh training helps to No of Respondent Percentage

review and improve
knowledge
A Yes 46 92%
B No 4 8%
Total 50 100%

Chart No
100
%
92
%
:13
90%
80%
70%
60%
50%
40%
30%
20%
8
10% %
0%
Yes No

The above table states that 92% of respondents believes that refresh training is
helpful to review and improve their knowledge and 8% of respondents believe that
refresh training will not to be helpful to review and improve their knowledge.

So this table indicates that refresh training is needed for employees to review
and improve their knowledge.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

14) What is your overall reaction about the training programme you have
attending?

Table No – 14

Sl. No Reaction about the No of Respondent Percentage

training programme
A Excellent 32 64%
B Good 11 22%
C Very Good 7 14%
D Average 00 00%
Total 50 100%

Chart No
70
% 64
%
:14
60
%

50
%

40
%
22
%
20
30
% 14
% %
10
%
0
0 %
% Excelle Goo Very Averag
nt d Good e

Above table and diagram indicates that 64% of respondents over all reaction
are excellent regarding training program, 22% of respondents expressed that training
program was good and rest of 14% of respondents over all reaction is very good
regarding training program.

By referring above statement, we can say that, the organization giving

excellent training to the employees.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

15) Are you satisfied with the types of training programme given in your
organization?

Table No – 15

Sl. No Satisfaction about the No of Respondent Percentage

training programme
A Satisfied 43 86%
B Highly satisfied 7 14%
C Unsatisfied 0 00%
Total 50 100%

Chart No :15
100
% 86%
90%
80%
70%
60%
50%
40%
30%
20% 14
%
10% 0
0% %
Satisfied Highly satisfied
Unsatisfied

Above table and diagram shows that 86% of respondents are satisfied with the
training program, 14% of respondents are highly satisfied with the training program
and no respondents is unsatisfied with the training program.

So majority of employees satisfied with training program which is given by

the organization.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

CHAPTER: 5

FINDINGS, CONCLUSION AND SUGGESSIONS

Findings:
 Majority of employees say that training is important.
 Male employees are more in the industry because of the nature of the work.
 Majority of employee are permanent employee.
 Majority of members belonging to nuclear family take up employment up to
their family income.
 70% of respondents have opinion that attending training is compulsory.
 80% of respondents told that audio-visual aids are very effective tools for
training.
 On the job training method is installed by the company most of the time.
 Regular training during work helps increase productivity.
 Refresh training helps the employees to refresh their knowledge and also to
know the latest development in their respective fields.
 Training at regular intervals helps to improve the quality of work.
 76% of respondents have opinion that job training reduces stress.
 76% of respondents express their opinion that training increases the job
performance.
 Maximum no of employees are benefited by the personality development
programs.
 90% of respondents believes that training helps to build personal and carrier
development.
 96% of respondents feel that training improves inter personal skills.
 98% of respondents believe that training creates harmonious work
environment in organization.
 94% of respondents practice their training program.
 96% of respondents observed changes in their attitude towards work after
attending training program.
 The training program given in the company was almost satisfied by all the
employees.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

SUGGESTIONS:
 Attempt should be made to determine if the trainee has the intelligence,
maturity and motivation to successfully complete the program.
 Trainee should be helped to see the need for training by making him aware of
the personal benefits he can achieve through better performance.
 As the trainee acquires new knowledge, skills or aptitude of work applies them
in job situations he should be significantly rewarded for his efforts.
 Flexibility should be allowed in judging the rate progress in program.
 The importance of training program should be totally identified and informed
during review session to increase efficiency of the employees further.
 Training center should conduct brain storming sessions with the managers to
identify specific training needs.
 The importance of training program should be explained to all the employees
so that they take keen interest in the process.
 The company should create interest towards the training program for
dissatisfied employees.

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CONCLUSION:
This study is conducted to know about the ―Employee Training and development‖
in SANJEEVINI HOSPITAL. It has benefited me as a student to learn several
lessons relating to program of training and development.

In conclusion, company has to train its employees, provide them with the
technique essential to work on teams. Improvement is possible only with the
continuous and effective training programmes for all the employees at all levels.

From the study it is observed that attending training program brings changes in
employee’s attitude towards work. Regular training during work helps increase
productivity and job performance; it helps to improve the quality of work, reduces
the stress, build personal and carrier development, and improves interpersonal
skills.

Hence we can conclude that training is effective in our organization for all the
employees at each stage in company.

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

BIBLIOGRAPHY:
Direct interaction in company by external guide and HR manager.

REFERENCES

BOOKS:

• Security Analysis (2009) PUNITHAVATHY Vikas publishing.

• portfolio management (2008) PANDIAN Himalaya publication house.

• Investment management (2007) V.A VADHANI Himalaya publication house.

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 A STUDY ON EFFECTIVINESS OF TRAINING AND DEVELOPMENT AT JINDAL
SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

QUESTIONNAIRE
1) Do you think training is important?

Yes
No

2) Is training important to improve your technical soft skill and update

your knowledge?

Yes
No

3) How often training is conducted in a year?

Every month
Once in three month
Half yearly
Yearly
Any other

4) Whether training is linked with promotion?

Yes
No

5) Whether incentives are given to encourage employees to attend training?

Yes
No

6) Attending training is compulsory?

Yes
No

7) What are the types of training given in your organization?

Induction and orientation

Job training
Training on promotion
Refresher training
Any other

8) Do you think that audio visual aids (L.C.D) are most effective tools for
training?

Yes
No

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SANJEEVANI MULTISPECIALITY HOSPITAL, TORANGALLU

9) What types of training method do you prefer?

On training
Off job training

10) Do you think that training help in increasing the productivity of the
organization?

Yes
No

11) Is on the job training preferred to reduce the stress?

Yes
No

12) Types of training programs attend in your organization ?

Technical oriented
Safety and first aid
Skill development
Health and environment
Interpersonal
Any other

13) Do you think refresh training helps review and improve you knowledge?

Yes
No

14) What is your overall reaction about the training programme you have
attending?

Excellent
Good
Very Good
Average

15) Are you satisfied with the types of training programme given in your
organization?

Satisfied
Highly satisfied
Unsatisfied

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