Professional Documents
Culture Documents
ON
“TRAINING EFFECTIVENESS IN
ONGC”
Submitted By :
“AASTHA BANSAL”
MBA IV Semester
Roll No. : (0724970001)
Supervisor : Submitted to :
Ms. Ritu Dr. Mohd. Arif
Department of Management Head, Department of Management
CONTENTS
1. Introduction
01
Training Programs
10
Training institutes
27
Training in ONGC
32
42
44
4. Research methodology
46
5. Data analysis & interpretation
50
6. Findings
75
7. Conclusion
77
78
9. Limitations
79
10. Bibliography
11. Annexure
DECLARATION
College of Management Muzaffarnagar is my original work and has not been published
mistake or error has kept in I shall most humbly request the readers to point out those
errors or omissions and guide me for the removal of those errors in future.
I have also declare that I have done my work sincerely and accurately
even then if any mistake or error has kept in I shall most humbly request
the readers to point out those errors or omissions and guide me for the
(Aastha Bansal)
MBA : Semester IV
Roll No. : 0724970001
ACKNOWLEDGEMENT
thought out the eight weeks of training and without his help and support
the project would not have been successful. He also provided us with
valuable information and useful suggestion. He also provides us with
Ms. Ritu (Supervisor) who guided me through out the project and
(Aastha Bansal)
MBA : Semester IV
Roll No. : 0724970001
PREFACE
(MBA) after 4th Semester has to go for Research Report on the topic which
education due to the economic reforms in our country, which enforce the
to add such type of activities in their course curriculum. These works make a
contents.
Introduc
tion
TRAINING EFFECTIVENESS
INTRODUCTION
What is Training ?
Training is the way to learn the spiritual technology of Scientology. It is the word used to
accomplish the purpose of improving conditions in life, both his own and the lives of
others.
Study programs ranges from the introductory where an individual learns the basics of
Scientology, to the advanced were individuals study the higher levels of scripture on their
path to advanced spiritual levels. Programs also exist for those who seek to become
In every church of Scientology are special rooms where parishioners study the written
works and listen to tape recorded lectures of L. Ron Hubbard in a precise order. A Course
understanding of the material they are learning. The student finds out for himself that
Scientology principles work. A Course Supervisor does not teach, lecture or interpret in
any way, but instead refers the individual to the correct material if the student is
experiencing difficulty. Because of the check sheets and Supervisor’s role, parishioners
studying Scientology materials are able to proceed at their own individual pace.
The end result of auditor training is that an individual is able to minister auditing to
another person. In every church of Scientology around the world there is one passing
standard—a 100% perfect auditing session every time. Through Scientology training, that
TRAINING DEFINED
employees.
1. It’s not what you want in life, but it’s knowing how to reach it.
2. It’s not where you want to go, but it’s knowing how to get there.
3. It’s not how high you want to rise, but it’s knowing how to take off.
4. It may not be quite the outcome you were aiming for but it will be an outcome.
5. It’s not what you dream of doing, but it’s having the knowledge to do it.
7. It’s not the goal you set, but it’s what you need to achieve it.
8. 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 (KSA) through
professional development.
ROLE OF TRAINING
IMPORTANCE OF TRAINING
“Training is a very important priority for us. Training and developing our people is a
strategic focus. We’re talking about winning in a highly competitive business. Our
objective is to drive our competitiveness through this training. Now, it’s not going to
happen unless every person in the division, including the President, makes a personal
investment in leadership, in learning and in development. We think this is the central
concept around building quality of work life. It is the central concept around getting the
best people to come to work for you, and it is the central concept around moving to the
Organizations are under pressure to justify various expenses. The training budget is,
often, not exempted from this purview. There are a number of questions raised on the
value derived from training programes—both directly and indirectly. Business heads and
1. Prior to training :
a. The number of people that say they need it during the needs assessment
process.
the training.
of training.
b. Customer satisfaction at X weeks after the training when customers know the actual
e.Willingness to try (or intent to use) the skill/ knowledge at X weeks after the end of
the training.
1. Trained individuals that self report the skill or knowledge on the job after the
2. Trained individuals who's managers report that they changed their behavior / used
the skill or knowledge on the job after the training (within X months).
3. Trained individuals that actually are observed to change their behavior / use the
skill or knowledge on the job after the training (within X months-report that they
1. Trained individuals that self-report that their actual job performance changed as a
2. Trained individuals who's manager's report that their actual job performance
3. Trained individuals who's manager's report that their job performance changed (as a
speed etc.) improvement in their actual job performance as a result of their changed
5. The performance of employees that are managed by (or are part of the same team
(compared to our competition, last year, other offered training, preset goals etc.).
Other measures :
training program.
2. Rank of training seminar in forced ranking by managers of what factors (among
improvement.
3. Number (or %) of referrals to the training by those who have previously attended
the training.
4. Additional number of people who were trained (cross-trained) by those who have
previously attended the training. And their change in skill/ behavior/ performance.
One of the most popular methodologies for measuring training effectiveness was
. Level 1 : Reactions.
At this level, we measure the participants’ reaction to the program. This is measured
through the use of feedback forms (also termed as “happy-sheets”). It throws light on the
level of learner satisfaction. The analysis at this level serves as inputs to the facilitator
and training administrator. It enables them to make decisions on continuing the programe,
We measure changes pertaining to knowledge, skill and attitude. These are changes that
can be attributed to the training. Facilitators utilize pre-test and post-test measures to
check on the learning that has occurred. However, it is important to note that learning at
this level does not necessarily translate into application on the job.
about the quantum of change vis-à-vis the learning objectives that were set. It provides
critical inputs to fine-tuning the design of the programe. It also serves the important
aspect of being a lead indicator for transfer of learning on to the job context.
At this level, we measure the application of the learning in the work context, which is not
an easy task. It is not easy to define standards that can be utilized to measure application
of learning and there is always this question that preys on the minds of various people:
Inputs at this level can come from participants and their supervisors. It makes sense to
obtain feedback from the participants on the application of learning on the job. This can
be done a few weeks after the programe so that it gives the participants sufficient time to
implement what they have learnt. Their inputs can indicate the cause of success or
failure; sometimes it is possible that learning was good at level-2, but implementation did
not happen due to system-related reasons. It can help the organisation deal with the
constraints posed by systems and processes so that they do not come in the way of
applying learning.
4. Level 4 : Results.
This measures effectiveness of the programe in terms of business objectives. At this level
reduction, etc.
TRAINING PROGRAMS
The details of various training modules conducted by different institutes for executives
Training Program:
1. INDUCTION TRAINING
The institute has a comprehensive training module of 52 weeks for the newly recruited
graduate trainees. The efforts have been made to design this training module focusing
on overall personality development of the newly recruited executives and socialize them
in the parent company. The various sub modules of induction training module are as
under:
This module covers exposure of the newly inducted trainees to the various field
operations of ONGC. They are provided both on the site exposure and field job related
2) Exploitation of hydrocarbons
6) General management
7) Financial management
8) Material management
After completion of 6 weeks orientation & MDTT and 5 weeks MDFF, the participants
are again regrouped discipline –wise for the training in their discipline for an in depth
understanding of the core subject. In general these specialisation trainings are arranged
disciplines-wise for the core subject. In genera these specialisation training are arranged
disciplines-wise at the ONGC ACADEMY/RTI palghat / tata honey well Pune / FTI
Bangalore etc.
they have learned during various modules of the training. They are rotated in planned
manner to various jobs one individual may required to handle when posted permanently
after completion of the training. It gives them lot of confidence in taking our
The trainees are evaluated through out the whole process of training separately for each
sub-module, ONGC ACADEMY conducts final evaluated for knowledge, skill and
attitudinal development and extra curricular activities. Based on this evaluation best
These training modules are evaluated through project work, group discussions,
presentation whichever are feasible and conducting tests in process and at the end of
modules and whole GT programe. The faculty feedback for each faculty and end of
2. ORIENTATION TRAINING
executives:
These are designed and conducted for these categories of employees to prepare them to
take the challenges of new assigned jobs. The duration of these programs ranges from
one week to four weeks. The modules are specifically designed to suite the job
requirements and cover introduction of petroleum sector in India & abroad, introduction
The institute of management development plans and conducts training programs on all
logging reservoir engineering etc. the same of the programs organized by the institutes in
3) Resource appraisal
5) Petroleum economics
7) Advance in statigraphy
8) Exploration contacts
The institute designs and organizes training programs on all aspects of petroleum
production technology to meet the skill and knowledge requirement of the petroleum
are as under :
6) Production Maintenance
8) Production Optimization
The institute designs and conducts training programs in all branches of engineering
relevant to the petroleum industry and information technology. The training programs in
information technology cover both computer hardware and software and electronics and
telecommunication.
Orientation training programs for engineers with respect to petroleum industry are :
4) 3 D Telemetry
5) Satellite Communication
6. MANAGEMENT TRAINING
The institute of management development plans and conducts trainings programs in all
material management. The training programs planned and organized by training institute
2) Transformational building
4) Performance enhancement
7) Objective appraisal
8) Project management
The institute plans and conducts training programs professional areas which involve
The same on of the integrated professional programs planned and conducted by the
structure
7)Managing crisis
8)Managing systems
Exploration and exploitation of petroleum is a very technology intensive area. The rate of
obsolescence is very fast in this sector of petroleum industry to keep pace with the fast
changing global scenario and keep knowledge and skills of ONGC executives updated
the institute of management development plans and conduct several training programs on
stimulation technology
9. SPONSORED TRAINING
The efforts are made to design and conduct training programs to meet the knowledge and
skill requirement of the vast human resource of the ONGC in all areas of petroleum
technology and management but to met some specific requirements in various disciplines
the institute sponsors the employees of ONGC in the programs of external training
agencies both India and abroad. The philosophy behind the sponsoring the executives and
non-executives in the programs of external agencies is to bring new and innovative ideas
in the organization training for very few limited number of participants to meet their
specific requirements.
training/industrial of ONGC to fulfill its responsibilities towards the society. The institute
of management development with the help of regional training institutes and other
students of professional graduate and post graduate courses. Every year more than 500
students are provided this type of training. The institute also pays some stipend and to
and fro first class railway fare to the students of engineering and management courses
from IIT’s, IIM’s, IT-BHU and ISM dabbed as per company policy. The ward of
employees of these professional courses is also paid stipend and first class train fare. The
student is given organizational problems as project assignment under a guide. They work
on these projects and try to find out the solutions. Thus it benefits both, the individual and
organization.
following types :
1. Orientation Training :
environment. Every new employee needs to be made fully familiar with his job, his
superior and sub-ordinates and with the rules and regulations of the organisation. This
training creates self confidence in the employee. It is also known as pre job training. It is
2. Job Training :
This training is provided with a view to increase the knowledge and skills of the
employee for improving performance on the job. Employees may be taught the correct
methods of handling equipments and machines used in the job. Such Training helps to
3. Safety Training :
This training is provided t minimize accidents and damage to the machinery known as
safety training. It involves instructions in the use of safety and in safety conciousness.
4. Promotional Training :
It involves training of existing employees to enable them to perform higher level jobs.
Employees with potential are selected ane theu are given trauning before there promotion
so that, they do not find it difficult to shoulder the higher responsibilities of the new
5. Refresher Training :
When existing techniques becomes obsolete not to the development of better techniques,
employees have to be trained in the use of new methods and techniques. With the passage
of time employees may forgot some of the methods of doing work. Refresher training is
designed to revive and refresh at knowledge and to update the skills of the existing
employees. Short term refresher courses have become popular on account of rapid
6. Remedial Training :
Such training is arranged to overcome the short comings in the behaviours and
performance of old employees. Some of the expected employees might have picked up
appropriate methods and styles of work. Such employees are identified and correct work
methods and procedures are taught to them. Psychological experts should conduct
remedial training.
METHODS OF TRAINING
Under these methods, the employee is trained on the job and at his work place. The
training is provided by the superior or senior employee. This type of training is simple
practice oriented and promotes self learning. On the job training is suitable where few
employees are to be trained in the real job environment and no expert instructor is
a). Coaching :
Under this method the trainee is receive personal guidance and instructions from his
superior. This method is effective when the superior is well trained and has sufficient
observations and experience. The trainee is expected eventually, to occupy the job of
It involves a systematic transfer of trainees from one job to another so as to broaden his
Under these methods training is been given outside and the external agencies arrange the
training programs. The focus is more on learning then doing. Off the job training enables
the trainees to concentrate better because they are free from job pressure. It is sitable
when large no. of employyes are to be trained over a long time period. Some methods are
as follows :
Professional experts instruct through a series of lectures to impart knowledge and skills
about the job. Some organisations like HLL, SBI, LIC etc. conducts special courses for
there employees. In this course, film and t.v. shows use to supplement lectures.
b). Conference :
various aspect of the particular subject. Discussion among the various participants take
place on the basis of lectures given by experts. This method helps to widen the outlook
instructor presents the facts of the case. The participants discuss the case and arrive at
conclusions. This method helps to develop analytical reasoning and other mental quality
of the participant.
Under this method, the participant in acts a no. of roles to understand the problem. For
example, a sales manager can appreciate the problems of the customers if he himself acts
that role.
of the group freely express there ideas, beliefs and attitudes. Such an open discussion
enables the trainee to appreciates the problems of others and adjust accordingly.
TRAINING INSTITUTES
(KDMIPE)
Dehra Dun in the picturesque Doon valley, was set up in 1962 as a research and training
institute. The institute continues to be the country's premier centre for basic and applied
The functions of the Institute can be classified under three major areas:
Geoscience’s Research
Basin Research
The Geodetic Processing and Interpretation Centre (GEOPIC) located at Dehra Dun were
established in 1987. It is ONGC's largest computing facility and one of the few centers
around the world where integrated processing and interpretation of different geo-
scientific data from seismic to petro-physical, geological and reservoir engineering are
carried out.
The institute is situated in a sprawling area abound by the blessings of nature in the
picturesque Doon valley located between the Green Shivaliks and The Grand Lower
Himalayas in the Northern part of India at Dehradun. The flora and fauna abound,
heavenly atmosphere prevailing, the city provides an ideal setup for an institute amidst
well drilling, has earned the recognition of Center Of Excellence through its persistent
drawing from the vast field experience of its manpower. Drilling, Drilling Fluid
Engineering and Cementation / Cementing Materials are the main departments ably
The Institute of Engineering and Ocean Technology (IEOT) was founded in 1983 for
innovation, development and acceleration of the future plans of ONGC to achieve self-
reliance in technology. The Institute has developed expertise in the fields of Risk &
The major strength of IEOT lies in its highly qualified, trained and experienced engineers
and scientists. Further, the Institute is equipped with modern laboratories and industry
recognized advanced software & hardware for analytical studies backed up with modern
Library with IT enabled facilities. The Institute is abreast with the advanced technologies
through in-house and collaborative R&D efforts and technology transfer programs with
The objective was to improve the economics of operations and boost indigenous
hydrocarbon production. This is the first institute in the country to provide integrated
R&D support to the entire spectrum of oil and gas production, beginning with well/field
production analysis to transmission to consumer point. The Institute has the distinction of
Management (IPSHEM)
(IPSHEM) was established with the objective of promoting standards of safety, health
and environment in petroleum sector in India. The Institute is committed to upgrade and
develop human resources with a view to minimize the overall risk to human life, damage
The main functions of the Institute are Training, Research and Development,
Consultancy Services, Data bank and Information services and by serving in an Advisory
capacity in evolving standards and procedures. The Institute offers training courses in
Basic & Advanced Safety and Environment Management, Fire Safety, Offshore Survival
Institute of Reservoir Studies (IRS) is the nodal agency for formulating the development
schemes of oil and gas fields of ONGC. The emphasis is on Integrated Reservoir
Management combining seismic, geological, well logging, reservoir and production data.
Engineering through intensive training programs. At our learning centre, we transfer our
expertise through specialized capsule training programs and allow the users to use our
acquisition and updating of knowledge and skills The main mission of this institute is to
ONGC is a highly capital and technology intensive organization. It is on the cross roads
economy to a market driven liberalizes and competitive new economy with the advent of
new exploration licensing policy. The petroleum sector has been opened for the private
and multi-national petroleum companies. Now ONGC has to complete with other private
operators and maintain its leading position. This requires it to adopt very progressive and
forward hard policies to sustain and survive in the new economic scenario. The dynamic
manpower with updated knowledge and skills can only make ONGC dynamic and vibrant
organization. Only the competent and motivated people can make things happen in
desired way and enable an organization to achieve its business goals. The human resource
philosophy of ONGC has been based on following important axioms other human
resource:
resource.
Keeping this in view, the HRD policy and strategies have been designed and
implemented through out the organization to harness the boundless potential of Human
2. POLICY ADOPTED
It is vitally important, that management has a policy with respect to training and that this
policy should be well defined and clear-cut. It should be expressed in the rules and
procedures, which influence the standard and scope of training in the organization.
1) Management’s own overall responsibility right from the planning stage to
successful implementation
2) The firm’s approach to the training function, which would include guidance
all employees.
7) Expression of firm faith and belief that training and development are as
crucial to the organization as to the individual and that the company’s growth
In ONGC the planned development of human resource is given top priority. The training
has to be organized for entire human resource covering all levels from the lowest class IV
to the highest board level. Special attention is to be paid at the lower and middle level
who is the real performer at various field installations. By nature of their job
responsibilities and their position in the organization, the executives and non-executives
have to discharge different type of jobs which demand upon them different nature of
knowledge, skill, attitudes and Value system. Hence the separate training strategies for
Training and development activities are seen in relation with the carrier progression of
Week
Weeks
E2-E3 Level - Jr. Management Training Prog. : 02
Weeks
Weeks
Weeks
Weeks
These training programs are mandatory in nature and efforts will be made to impart these
training to each individual throughout their career progression in the organization. The
nomination will be made by the training institutes in these programs and the line
managers will ensure their participations of the individual working under their control to
ensure development and prepare them to discharge their responsibilities deficiently. The
training institutes will maintain HRD data base to facilities efficiently. The training
institutes will maintain HRD data base to facilitate nomination process and will ensure
identify and nominate individual for mandatory training. To ensure participation and
development of individual in mandatory training effective monitoring will be done
Training and development activates for the non-executives are directly linked to the role
to be performed by the individual and his own development. the main stress is given on
bridging the skill and knowledge gap arising out of changes in the roles due to career
growth and development activities for non-executives on focused and targeted areas in
and training activates of regional training institutes which are basically meant for their
development are being managed accordingly. The various training interventions both
Efforts will be made to impart these training to each and every employee by the institutes.
The newly recruited non-executives will join at the regional training institute for
induction training and other mandatory training will be designed and imparted by
regional training institutes and staff training institutes by inviting nominations to fulfill
the training need requirements of the non-executives. The regional training institutes will
operate as per the RTI manual and accomplish their training responsibilities to meet the
4. TRAINING OBJECTIVES
Primary Objective
2) To upgrade skills and prevent obsolescence. The jobs employees do are not
technology advances are getting increasingly more rapid. to keep pace with
environment
satisfied if they continue to work in the same position or at the same level
enhanced productivity,
finely honed skills, the employee approaches his job with greater
9) To bring down the cost of production because better and more cost-
production process.
10) To bring down labor turnover and absenteeism training is a powerful tool
well as absenteeism.
SECONDRY OBJECTIVES
1) To prepare our executives to meet the strategic business leaders in the fast
changing environment,
issues.
5) To strive for continuous improvement in all aspects if E&P activities,
individual and collective levels. It should also equip the all employees of an organization
for appropriate response to the emerging challenges. The main emphasis of the training
should be on ‘doing rather than knowing only’. The training must also achieve its energy
objectives. Training must also help to build up high standards of integrity, character and
the individuals and the experts in the line. It must be a comprehensive exercise to cover
all relevant technological, technical, managerial and other aspects of the organizations
can emerge. The training institutes will involve the line and functional managers and
conduct surveys to identify individual training needs, as well as, organizational needs.
5) New promotions
Based on the above, the training institutes design their training need identification
process and develop annual training calendars to meet the training need requirements of
the organization. In case, the numeral of participants is very less in some specific areas,
the training needs of the individual can be met through sponsoring in the training
After identification of training needs by the institutes, the efforts are made to prepare
annual training calendars and organize training programmers by them. as per existing
training policy of the organization to train each individual once in three years to ensure
updating of their knowledge and skill with changing environment and ultimately reaching
the level of once in two years for minimum five training days. The existing manpower
strength of the organization is around 40,000 and the training institute has drawn up their
five year training plans to train about 18,000 employees per year to meet these training
needs of the organization. The training plans of training institutes are given under HRD
In ONGC, there are following training institutes which are engaged in meeting, training
and development needs of the vast human resource of the organization by designing and
Each training institute has its well defined area of training activities accordingly they plan
and conduct the training programmers to meet the specific requirement of the
organization.
Objecti
ves
OBJECTIVES
Of
The
Study
SCOPE OF THE STUDY
The scope of the study is to find out how ONGC develop the personality of there newly
recruited executives and how to socialize, so that they can be fitted in the frame work of
Then we study there Training programs conducted by there training institutes to trained
there recruited employees in different field and there different courses of different
After getting proper training and improved skills, the company give an atmosphere ( like
a case study) to check there capabilities, that how that employee tackle the situation and
If the company finds that at this level also the employee is not able to get more improve
his skills the company tries to make a change in its training programs and try to introduce
new training policies so that the employee get more effective training in less time.
After passing through this field the employee then placed under his senior to take over
the charge and the senior also familiarize him with the nature of work and side by side
And at last when the employee gave his best which benefits the company, the company
reward him by giving him promotion or increment his salary or provide more perks to
him.
Researc
h
Method
ology
RESEARCH METHODOLOGY
Research Design :
Research design is the conceptual structure within which research should be conducted.
A research design specifies the methods and procedures for conducting the particular
study. The research should specify the approach he intended to use with respect to the
proposed study. The function of research design is to provide for the collection of
the essential dements of the study. This is the most appropriate design with respect to
objective of the research. The detail of project study being conducted is descriptive
research design.
Descriptive Research :
It includes surveys and fact findings, inquiries of different kinds. The major purpose of
Sampling Size :
When a survey is undertaking it is not possible to cover the entire population. The
Researcher has to answer the basic questions – How large should the sample be ? The
sample size decision is related directly to the research cost and therefore must be
justified.
The researcher while deciding the appropriate size of the sample compromises all the
factors affecting the sample size. The decision to decide the sample size must be
scientifically made and should not be done arbitrarily because of the risk involved. The
Sample Size :
The sample of 125 person are being collected but only 100 respond it correctly and the
rest are not be filled correctly or incompletely or are not properly readable.
Area of Study :
The study has been conducted in the heart of Uttrakhand i.e. Dehradun, which is lush
The task of data collection begins after research problem has been defined and research
design chalked out. While deciding about the method of data collection are to be used for
the study, the researcher should keep in mind two types of data’s viz. Primary and
Secondary.
The Primary data’s are those, which are collected afresh and for the first time and thus
happened to be original in character. The Secondary data’s on the other hand are those
which have already been collected by someone else and which have already been pass
Primary Data :
The primary data were collected by interaction with various levels of employees
questionnaire was formed through the deep study of subject matter. The whole
questionnaire was divided into five categories . Questions were formed, after taking into
consideration language and clarity. After forming the final questionnaire survey was
conducted. As a result of this survey primary data was collected which was unorganized
and unsystematic so collected which was interpreted in the form of Histogram to have a
Secondary data :
The sources of secondary data were the ONGC’s. HR manual and the training
effectiveness forms used for different levels and also through the earlier studies being
done on the related topic as was provided by the high level executives and library
supplements
Sampling Methodology :
Data is collected through direct personal investigation with the help of annexure
(questionnaire) from HR employees and observation method is being used to collect the
1) The employees of ONGC have different view about the effectiveness of training
run in this organization but according to the employees that there is a great need
4) All the employees are much satisfied with the true to a great extent and a very
true with the effectiveness of training because they are mostly GT’s who have
completed their training and aware about the positive as well as negative aspect
of training.
5)All the employees have different view about the effectiveness of training. Most of them
higher.
Opinions are also changed according to the length of the services. Employees who are
new in the organization think that training is run easy in this organization but employees
The Employees of O.N.G.C are very much satisfied with the training system of their
organization. Employees of all the level think that training system of these organizations
is well planned. So we can also conclude that ONGC have a highly well managed
training system and employees of this organization are very much satisfied with their
ndations
1) Training should provide to all the employees for increasing their working
efficiency.
2) Provide the better environment to trainees to their training period.
3)During the training period give the adequate knowledge about the organization climate
4)Efforts may be made to encourage employees to feel that they are the part of the
reputed company and the training the training programmers are very important
5) The effects should be takes place to improve the relationship that feels trainers
and trainees.
6)The Employees of O.N.G.C are very much satisfied with the training system of their
organization. Employees of all the level think that training system of these
So we can also conclude that ONGC have a highly well managed training system
and employees of this organization are very much satisfied with there working
ons
LIMITATIONS
Since, sample size is small a pure result cannot be generalized with full reliability.
Some respondents rushed through the questionnaire and ask their colleagues to fill
Due to lack of time the good amount of data collection is not possible so we had
5) www.ongcreports.net
6) www.ongcindia.com
Annexu
re
TRAINING EFFECTIVENESS
LEVEL : __________________________
LENGTH OF SERVICES : __________________________
Thank You