A STUDY ON EFFECTIVENESS OF TRAINING HINDUSTHAN MOTORS LTD INTRODUCTION
(Meaning-Definition-Importance of TrainingTypes of Training- Objectives of TrainingScope of Training-Limitations of Training)
1.1MEANING
The term training refers to the acquisition of knowledge, skills and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving
one's capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-marketrecognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. This is a saying which highlights the importance of training. Training is a learning experience in that it seeks a relatively permanent change in an individual that will improve the activity to perform on the job. It involves the changing of skills, knowledge, attitudes or behaviour. It may mean changing what employees know, how they work, their attitudes toward their work, or their interaction with their coworkers or supervisor. Training is a learning experience that is planned & carried out by the organization to enable more skilled task behavior by the trainee. Training provides the ability to detect & correct [Link] provides skills & abilities that may lie called on the future to satisfy the organizations human resource needs.
The facility is organized, staffed and managed to provide training that supports the facility mission. Training requires a strong commitment from NPP line management to support training programmes that contribute to fulfilling company goals and objectives. The training mission must be clear, and individual roles and responsibilities need to be defined. NPP management must effectively direct and adequately support training activities.
A systematic approach to training is used as the primary management tool for establishing training programmes and conducting training activities. Once established, training programmes are used to train and qualify personnel. Personnel entering initial training programmes possess expected entry-level knowledge, skills, and experience. Training activities are funded and staffed adequately to implement and maintain the training programmes. Training facilities,equipment, and materials effectively support training [Link] records are maintained to support management information needs and to provide required historical data. The training staff possesses the technical and instructional knowledge, skills and attitudes to fulfill their assigned duties. Training managers, instructors,and programme development personnel possess and maintain the educational, technical, and experience qualifications required for their respective positions. The instructional skills training programme develops the necessary instructor capabilities to fulfill training programme requirements in all applicable training [Link],the individual abilities must be simultaneously supported
byorganizational accountability so that, participants use their abilities to the hilt to learn from the training programs and transfer those learning to the workplace and is technically termed as the transfer of training effects. It is basically the process of increasing the knowledge and skills for doing a Particular job; an organized procedure by which people gain knowledge and skill for a definite purpose.
1.2DEFINITION
The term training refers to the acquisition of Arthur Collins, skills and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving
one's capability, capacity, and performance. It forms the core of apprenticeships and provides the backbone of content at institutes of technology (also known as technical colleges or polytechnics). In addition to the basic training required for
a trade, occupation or profession, observers of the labor-marketrecognize as of 2008 the need to continue training beyond initial qualifications: to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development. ARTHUR COLLINS - Training is all-encompassing and should be related to everything a unit does, or can have happen to it. MARK TWAIN - Training is everything. The peach was once a bitter almond; cauliflower is nothing, but cabbage with a college education. VINCE LOMBARDI - I've never known a man worth his salt who in the long run, deep down in his heart, didn't appreciate the grind, the discipline... I firmly believe that any man's finest hour-this greatest fulfillment to all he holds dear--is the moment when he has worked his heart out in a good cause and lies exhausted on the field of battle victorious.
1.3IMPORTANCE OF TRAINING
Training is the corner stone of sound management, for its makes employees more effective & productive. The need for the training in part depends upon the companys selection and promotion policies. Companies that attempt to employ only people who already have the needed skills, placeless emphasis on training. On the other hand, firms that stress promotion from within may have to take special steps to ensure that employees develop the skills which will be needed.
There is an ever present need for training men so that new &changed techniques may lie taken advantage & improvement selected in the old methods, which are usefully inefficient. Training is a practical & vital necessity because, it enables employees to develop & rise within the organization, &increase their market value, earning power & job security.
1.4 TYPES OF TRAINING:
All training methods can be grouped into two categories: [a] Training methods for operatives [b] Training methods for managers [a] TRAINING METHODS FOR OPERATIVES Under these methods the new employee is assigned to a specific job at a machine or workshop or laboratory. He is instructed by an experienced employee or by a special supervisor who explains to him the method of handling tools, operating the machines etc. VESTIBULE TRAINING This method involves the creation of a separate training centre within the plant itself for the purpose of providing training to the new employees. An experienced instructor is put in-charge of this training. Machines and tools are also managed in the training centre, so as to create working conditions similar to those in the workshop. APPRENTICESHIP TRAINING This method of training is meant to give the trainee sufficient knowledge and skill in those trades and crafts in which a long period of training is required for gaining complete proficiency. Generally, the trainees work as apprentices under the direct supervision of experts for long periods of say, two to seven years.
Internship Training This method of training is generally provided to the skilled and technical personnel. The object of this type of training is to bring about a balance between theoretical and practical knowledge, under this method, students from a technical institution possessing only theoretical knowledge are sent to some business enterprise to gain practical work experience. Simultaneously, the employees of business enterprises are sent to technical institutions to gain the latest theoretical knowledge. [b] TRAINING METHODS FOR MANAGERS Executive talent is the most important asset which a company can posses. Although, it does not appear on the company's balance sheet, but it produces more important effects on the company's progress, its profit and the price of its stock than any other asset in its possession The following are the various training methods for managers:Observation Assignment Under this method, the newly recruited executive called "understudy" is made an assistant to the current job holder. He learns by experience, observation and imitation. If decisions are discussed with him, he is informed on the policies and theories involved. Position Rotation Under this method, the trainee executive is rotated among different managerial jobs. This not only broaden and enriches his experience as a manager but also enables him to understand inter departmental relations and the need for co-ordination and cooperation among various departments. Serving on Committees Another important method of training on an executive is to make him serve on a committee. While serving on a committee, the executive comes to learn not only the various organizational problems, views of senior and experienced members, but also learns how a manger should adjust himself to the overall needs of the enterprise. Assignment of special Projects
Sometimes, as a method of training some special project is assigned to a trainee executive. for example, he may be ask to develop a system of cost allocation in the production of certain goods for which an order has been received by the company. Conference and Seminars Often an executive is deputed to attend a conference, seminar or workshop to receive a quick orientation in various areas of Management with which he might be unfamiliar. One advantage of this type of training is that all the participants coming from different organizations get an opportunity to pool their ideas and experience in attempting to solve mutual problems. Case Study A case is a written account seeking to describe an actual situation. A good case is the vehicle by which a chunk of realty is brought into the class room to be discussed over by the class and the instructor. Discussion on a case requires a capable instructor, who can evoke and guide intelligent discussion analysis, so that meaningful learning experiences occur. Incident Method This method was developed at M.I.T. by Paul and Pigors, as an outgrowth of dissatisfaction felt with the case method. In the usual case method the entire problem is presented to the students, whereas in the incident method only a brief incident is presented to provoke discussion in the class. Role Playing In this method, the instructor assigns parts taken from case materials to group members. The situation is usually one involving conflict between people. The role players attempt to act the parts as they would behave in a real life situation, working without a script or memorized lines and improvising as they play the parts. Laboratory Training This type of training is designed to increase the managers understanding of himself and of his own impact on others. The training takes the form of a group discussion, and through a leader trained in the technique is present, the group may decide on the subject of discussion or suggest changes in procedure.
1.5OBJECTIVE OF THE STUDY
MEANING: Primary Objectives To analyze the effectiveness of the existing training programmers in the company. Secondary Objectives To identify the extent of participation & alertness of employees during the training programmers. To find out the Improvement in their skills and knowledge after attending the training programmers. To find out the opinions & suggestions of the trainees regarding the contents, trainers & training facilities in the company.
SCOPE OF THE STUDY
This study emphasis the scope to identify the importance of training in an organization from the organizations point of view, there has been certain finding about the study and suitable measures suggested to correct them. Study of the Training policy and various development programs being conducted. To find out how much the employees perceive these training programs to be effective and beneficial. To find out to what degree is the Training given to these employees catering to their general as well as specific needs. Hence if the suggestions are implement it would benefit the organizations employees in attending a flawless training program in their future. This study fetches a lot of learning regarding the procedures of training in the organization and also suggests ideas to overcome the shortcomings of the training program. This project covers training, training programmed, and training evaluation and excludes all other human resources activities conducted before and after training. Training
effectiveness is the process wherein the management finds out how effective it has been at training the employees an organization. This study gives some suggestions for making the present training system more effective. It gives organization the direction how to deal differently with different employees.
LIMITATIONS OF THE STUDY
Some of the respondents were unwillingness to answer the questions. Some of the respondents were afraid to give true information in some cases. There may be personal bias on the part of employees while answering to the questions. Due to Working time of the workers this study took some more time on collection of the data.