Professional Documents
Culture Documents
Sr.No. CHAPTER
Acknowledgement
Preface
1 Introduction
2 Company Profile
3. Review of Literature
4. Synopsis
7. Findings of Study
9. Conclusions
10. Annexure
-Questionnaire
-List of Tables
-List of Graphs
-Bibliography
2
Acknowledgement
Last but not the least I want to thanks my Parents, without their keen
interest and immense guidance it would have not been possible to
complete this project.
3
PREFACE
For getting the right results from the candidate providing the various
training programmes is must for the Organisation.
This Research helps in evaluating the real role provided by the Training
Programmes for the benefits of employees.
4
Introduction
A long time ago, when the British ruled India, a small factory was set up in the suburbs of
Mumbai city, to manufacture sweets and toffees. The year was 1929 and the market was
dominated by famous international brands that were imported freely. Despite the odds
and unequal competition, this company called Parle Products, survived and succeeded,
by adhering to high quality and improvising from time to time.
Did you know, how to make biscuits affordable, despite World War II >>
5
How Parle fought to make biscuits affordable to all?
Biscuits were very much a luxury food in India, when Parle began production in 1939.
Apart from Glucose and Monaco biscuits, Parle did offer a wide variety of brands.
However, during the Second World War, all domestic biscuit production was diverted to
assist the Indian soldiers in India and the Far East. Apart from this, the shortage of wheat
in those days, made Parle decide to concentrate on the more popular brands, so that
people could enjoy the price benefits.
Thankfully today, there's no dearth of ingredients and the demand for more premium
brands is on the rise. That's why; we now have a wide range of biscuits and
mouthwatering confectionaries to offer.
6
The strength of the Parle Brand:-
Over the years, Parle has grown to become a multi-million US Dollar company. Many of
the Parle products - biscuits or confectionaries, are market leaders in their category and
have won acclaim at the Monde Selection, since 1971.
Today, Parle enjoys a 40% share of the total biscuit market and a 15% share of the total
confectionary market, in India. The Parle Biscuit brands, such as, Parle-G, Monaco and
Krackjack and confectionery brands, such as, Melody, Poppins, Mangobite and Kismi,
enjoy a strong imagery and appeal amongst consumers.
Be it a big city or a remote village of India, the Parle name symbolizes quality, health and
great taste! And yet, we know that this reputation has been built, by constantly innovating
and catering to new tastes. This can be seen by the success of new brands, such as,
Hide & Seek, or the single twist wrapping of Mango bite.
7
The Quality Commitment:-
Parle Products has one factory at Mumbai that manufactures biscuits & confectioneries
while another factory at Bahadurgarh, in Haryana manufactures biscuits. Apart from this,
Parle has manufacturing facilities at Neemrana, in Rajasthan and at Bangalore in
Karnataka. The factories at Bahadurgarh and Neemrana are the largest such
manufacturing facilities in India. Parle Products also has 14 manufacturing units for
biscuits & 5 manufacturing units for confectioneries, on contract.
All these factories are located at strategic locations, so as to ensure a constant output &
easy distribution. Each factory has state-of-the-art machinery with automatic printing &
packaging facilities.
All Parle products are manufactured under the most hygienic conditions. Great care is
exercised in the selection & quality control of raw materials, packaging materials & rigid
quality standards are ensured at every stage of the manufacturing process. Every batch
of biscuits & confectioneries are thoroughly checked by expert staff, using the most
modern equipment.
8
The Marketing Strength:-
The extensive distribution network, built over the years, is a major strength for Parle
Products. Parle biscuits & sweets are available to consumers, even in the most remote
places and in the smallest of villages with a population of just 500.
Parle has nearly 1,500 wholesalers, catering to 4, 25,000 retail outlets directly or
indirectly. A two hundred strong dedicated field force services these wholesalers &
retailers. Additionally, there are 31 depots and C&F agents supplying goods to the wide
distribution network.
However, Parle Products also manufactures a variety of premium products for the up-
market, urban consumers. And in this way, caters a range of products to a variety of
consumers.
9
The Customer Confidence:-
The Parle name conjures up fond memories across the length and breadth of the country.
After all, since 1929, the people of India have been growing up on Parle biscuits &
sweets.
Today, the Parle brands have found their way into the hearts and homes of people all
over India & abroad. Parle Biscuits and confectioneries, continue to spread happiness &
joy among people of all ages.
The consumer is the focus of all activities at Parle. Maximizing value to consumers and
forging enduring customer relationships are the core endeavors at Parle.
Our efforts are driven towards maximizing customer satisfaction and this is in synergy
with our quality pledge. "Parle Products Limited will strive to provide consistently
nutritious & quality food products to meet consumers' satisfaction by using quality
materials and by adopting appropriate processes. To facilitate the above we will strive to
continuously train our employees and to provide them an open and participative
environment.
10
PRODUCTS:-
Import-Export:-
The immense popularity of Parle products in India was always a challenge to our
production capacity. Now, using more modern techniques for capacity expansion,
we have begun spreading our wings and are going global.
Even the more sophisticated markets like USA & Australia, now relish Parle
products.
As part of the efforts towards a larger share of the global market, Parle has
initiated the process of getting ISO 9000 certification. Many Parle Products
have also won Gold, silver and bronze medals at the onde Selection.
11
Marie Choice
More and more people are now discovering the pleasures of a cup of hot
steaming tea. Or so it seems. In reality they are actually using (misusing) tea
as a ready excuse to indulge in another packet of Parle Marie Choice.
Whatever the reason, Parle Marie Choice has fast become a preferred teatime
accompaniment. Find out for yourself over a cup of tea. After all, chai toh hai
bahana.
12
Kismi Bar
The 'Maha' Tasty Bar, that's the best description for the Kismi Bar. A delicious elaichi
(cardamom) toffee bar. The Kismi Bar is a favourite for its great taste and huge size. In
fact, the sales of Kismi Bar complement its size - it is one of the largest selling toffee bars
in India. Kismi Toffee
13
Krackjack
A little sweet - A little salty…That's what makes Krackjack very, very delicious! This
delightful biscuit is acclaimed in India and across the world for its controversial sweet and
salty taste. Krackjack has won 11 Gold, 3 Silver and 1 Bronze award at the
'Monde Selection'. You can enjoy Krackjack any time plain or with a host of beverages
like tea, coffee or milkshakes.
14
Mango Bite
Communicate with aliens. Chat with a tiger. Share jokes with an African tribal. All you
need to do is pop a MangoBite into your mouth, roll it around, and start talking the
MangoBite boli. Mmmchaack chuppack cchiss toowwich chaack, suckk suckk MangoBite.
Delicious twishck chaack real mango tck chhooosss. Tchaak toowwiss tch klaack.
15
Poppins
What does a rainbow taste like? The answer, my friends, is now available at a store near
you. Yes, open a pack of Poppins, and pop a goli rainbowwalli into your mouth. Can you
taste the green apple? And what about the orangey orange? Or red strawberry and
yellow mango? Try the lime green lemon
now. Don't forget the violet black currant? Now repeat till you can tell the colours
with your tongue.
16
Parle-G
Parle-G World's Largest Selling Biscuit
Parle-G has been a strong household name across India. The great taste, high nutrition,
and the international quality, makes Parle-G a winner. No wonder, it's the undisputed
leader in the biscuit category for decades. Parle-G is consumed by people of all ages,
from the rich to the poor, living in cities & in villages. While some have it for breakfast, for
others it is a complete wholesome meal. For some it's the best accompaniment for chai,
while for some it's a way of getting charged whenever they are low on energy. Because
of this, Parle-G is the world's largest selling brand of biscuits.
Launched in the year 1939, it was one of the first brands of Parle Products. It was called
Parle Gluco Biscuits mainly to cue that it was a glucose biscuit. It was manufactured at
the Mumbai factory, Vile Parle and sold in units of half and quarter pound packs.
The incredible demand led Parle to introduce the brand in special branded packs
and in larger festive tin packs. By the year 1949, Parle Gluco biscuits were available not
just in Mumbai but also across the state. It was also sold in parts of North India. By the
early 50s, over 150 tonnes of biscuits were produced in the Mumbai factory. Looking at
the success of Parle-G, a lot of other me-too brands were introduced in the market. And
these brands had names that were similar to Parle Gluco Biscuits so that if not by
anything else, the consumer would err in picking the brand. This forced Parle to change
the name from Parle Gluco Biscuits to Parle-G.
17
the biscuits fresh and tastier for a longer period.
Parle-G was the only biscuit brand that was always in short supply. It was heading
towards becoming an all-time great brand of biscuit. Parle-G started being advertised in
the 80's. It was advertised mainly through press ads. The communication spoke about
the basic benefits of energy and nutrition. In 1989, Parle-G released its Dadaji
commercial, which went on to become one of the most popular commercials for Parle-
G. The commercial was run for a period of 6 years.
Parle-G grew bigger by the minute. Be it the packs sold, the areas covered or the
number of consumers. It became a part of the daily lives of many Indians. It wasn't a
biscuit any more. It had become an icon. The next level of communication associated the
brand with the positive values of life like honesty, sharing and caring.
In the year 1997, Parle-G sponsored the tele-serial of the Indian superhero,
Shaktimaan that went on to become a huge success. The personality of the superhero
matched the overall superb benefits of the brand. Parle extended this association with
Shaktimaan and gave away a lot of merchandise of Shaktimaan, which was supported
by POS and press
communication. The
children just could not get enough of
Parle-G and Shaktimaan.
18
were over 5 lakh responses and of that, over 300 dreams were fulfilled. Dreams that
were fulfilled ranged from trips to Disneyland at Paris & Singapore; meeting their
favorite film star Hrithik Roshan; free ride on a chartered plane; 20 scholarships
worth Rs 50,000; a special cricket coaching camp with the Australian cricketer - Ricky
Ponting; etc.
The year 2002 will go down as a special year in Parle-G's advertising history. A year that
saw the birth of G-Man - a new ambassador for Parle-G. Not just a hero but also a
super-hero that saves the entire world, especially children from all the evil forces. A
campaign that is not just new to the audiences but one that involves a completely new
way of execution that is loved by children all over the world - Animation. A TV commercial
that showed G-Man saving the children from the evil force called Terrolene launched this
campaign. It was also supported by print medium through posters and streamers put
up at the retail outlets. G-Man, a new superhero of Parle-G has the potential of making it
big. And will be supported by a campaign that will see many a new creative in the future
so as to keep the children excited and generate pride in being a consumer of Parle-G.
To make the brand much more interesting and exciting with children, it was decided to
launch a premium version of Parle-G called Parle-G Magix in the year 2002. Parle-G
Magix is available in two exciting tastes - ‘Choco’ and ‘Cashew’. The year 2002 also
witnessed the launch of Parle-G Milk Shakti, which has the nourishing combination
of milk and honey, especially launched for the southern market.
Parle-G continues to climb the stairs of success. Take a look at the global market where
it is being exported. First came the Middle East then USA followed by Africa and then
Australia. An Indian brand, that's exported to almost all parts of the world. After all
that's what you would expect from the Parle-G World's Largest Selling Biscuit
19
VISION STATEMENT
20
market trends and technology.
MISSION STATEMENTS
BUSINESS
• Lead the Industry rate of growth
• No. 1 in profit in Industry
• Global Thrust
CUSTOMER
• Trusted Partner
• Reliable & Cost effective Solutions/ services
• Customer acquisition/expansion
EMPLOYEES
• Top 3 preferred employer
• Learning Organization
• Digital way
TECHNOLOGY
• Technology Excellence
• Introduction of new Solutions/Services
• World Class Products
PROCESSES
• Best in Class Organization
21
• Business & Service /Product delivery
Excellence
• Quality Leadership
TRAINING-INTRODUCTION
Training is often included as an essential element of an organization’s
strategy to gain a competitive advantage. Every Organization needs the
services of trained persons for performing the activities in a systematic
way. The fast changing technological development makes the knowledge
of employees obsolete so every concern has to arrange some kind of
training for preparing workers for job and also keeping them acquainted
with latest technological advancements. In Indian Organizations training
activities has assumed high importance because of their contributions to
the organizational objectives.
MEANING
DEFINITION
22
ACCORDING TO EDWIN B. FLIPPO, “Training is the act of
increasing the knowledge & skill of an employee for doing a particular
job”.
The aim of training is not only providing new knowledge & job
skills but creating in them self consciousness & a greater awareness
to recognize their responsibilities.
23
As required by TS standards, training is imparted to employees based on
identified technical behavior and organizational needs.
Increased productivity
Higher employee morale
Less supervision
Less wastage
Easy adaptability
Reduced absenteeism and employee turnover
Employee development
Helping in solving problems
Increased organizational stability and flexibility
Result in quality goods and services
Reduces satisfaction, complaints etc.
Increased confidence and efficiency
Helps employees adjust to change
24
Creates an appropriate climate for growth, communication
Reduces outside consulting costs by utilising competent internal
consulting.
Provides information for future needs in all areas of the
organisation.
TRAINING METHODS
METHODS OF
TRAINING
INDUCTION METHOD
ON-THE-JOB TRAINING
OFF-THE-JOB TRAINING
APPRENTICESHIP
25
REFRESHER TRAINING
VESTIBULE TRAINING
26
require fresh training to existing employees which helps in
refreshing the memory of employee.
TRAINING PROCEDURE
27
PROCEDURE OF TRAINING:
DISCOVERING/IDENTIF
YING TRAINING NEEDS
DESIGNING THE
PROGRAMME
CREATE TRAINING
MATERIALS & TOOLS
APPLICATION OF
TRAINING TECHNIQUES
PERFORMANCE TRY
OUT
28
FOLLOW UP
IMPLEMENT
SUGGESTIONS AND
IDEAS
BENEFITS OF TRAINING:-
TO ORGANIZATION:
29
TO INDIVIDUAL:
Training Needs:-
30
THUS,
PRINCIPLES:
• Stimulus
• Response
• Motivation/ drive
• Reward/ incentive
31
• Employee should be taught only correct methods of work
POLICIES:-
32
Make learning one of the fundamental values of the company
EFFECTIVE TRAINING
33
Using checklists
Rating scales
Cost account techniques
Psychological tests
Learning curves
By discontinuing them
34
Training evaluation is an attempt to obtain information on effect of
training program and access value of training.
Long term training effectiveness can provide more meaningful and
qualitative measurements.
35
Importance
Facilitator Evaluation
36
There are at least ten issues which improves effectiveness of training:
Training need identification:-
An effective system of training-needs identification ensures that the
employee is getting training in the area required by them
Pre-training activities:-
Every superior s d to explain to his subordinates the rationale and benefits
of attending training.
Planning and organizing program:-
A crucial area towards training effectiveness: location, facilities at
training venue etc. have great impact of learning
37
Another thrust area many companies are focusing their attention on is the
development of in-house faculty to conduct various training courses as he
is able to provide inputs of the highest quality to his colleagues & juniors.
Quality training focus:-
We need to ensure that quality of training is overriding factor over
quantity of training which is the current fad in the mgmt. Circuit should
also be applicable to training function.
o To ensure that the employees are genuinely being benefited from the
training programmes.
38
RELEVANCE OF PROJECT
39
directly depends upon the effectiveness of training programmes. That’s
why it is important to measure the effectiveness of training. Evaluating
training effectiveness is an important factor to know the usefulness of
training.
So for the benefit of employees, the study of the topic of ‘effectiveness of
training’ is relevant.
RESEARCH METHODOLOGY
NATURE OF DATA:
40
The data collected for this research study is both primary as well as
secondary.
Primary sources:-
Secondary sources:-
• Internet
TECHNIQUES OF SAMPLING
SAMPLE SIZE
The size of representative sample taken for this study would include 10%
of the total employees at PARLE PVT. LTD., BAHADURGARH.
41
42
LIMITATIONS OF THE STUDY
The time availability for the study is less which may hinders the
progress of study.
43
PARAMETERS OF THE STUDY
This study has broadly focused on the effectiveness of training for the
benefit of employees. Evaluating training effectiveness is an important
factor to know the usefulness of training. It is a wide topic and involves
the following parameters:
Training Policies
Training Methods
Intervals of Training
Training Evaluation
Feedback of Training
Level of Effectiveness
44
EXISTING SYSTEMS AND DATA
45
TRAINING PROCEDURE:
Training is the organization’s internal agent. The focus of this function is
to enhance the personal qualities of the employees to improve
organizational productivity. This function also counsels the employees
and helps them in making a better career choice and in finding ways to
achieve the desired goals.
PARLE PVT. LTD., BAHADURGARH follows the following procedure
for providing training:
Training Plan:
Based on the above identification of individual training needs, an annual
training calendar is prepared by HRD division that contains competencies
and the months in which the training programmes will be conducted.
Following the training calendar monthly training plan is formulated to
include
• Date and time of programme
• Venue of programme
• Proposed faculty
• Proposed course
• Number of participants
Evaluation
During the training programme, attendance sheet is being filled by all the
participants in order to maintain a record of the members attended the
training.
46
After the training the participants are given feedback forms so as to know
the extent to which they have taken interest and gained knowledge.
This is another method for identifying the present level of skills in the
employees regarding their work needs. This process is followed for the
employees below executive level including the shop floor workers.
The skills and the levels are identified by the head of department
47
PERSONNEL AND HR ACTIVITIES
48
Analysis of the study
The responses got from the executives were then analyzed and presented
in the form of tables and graphs in percentage. The cylindrical bar graphs,
doughnuts and pie-charts are used for the graphical representations.
49
1. TRAINING POLICIES
Training Policy
120
100%
P 100
E
R 80
C
E 60
N
T 40
40
A
G
E 20
0 0%
0
Yes No
OPINION
No. of Respondents Percentage
Figure 1-a
50
All the 40 respondents agreed that the company has training policy i.e.
100% of the respondents said yes.
51
2. AWARENESS OF TRAINING POLICY
52
Sr. No. Opinion No. of Respondents Percentage
1 Yes 24 60
2 To some extent 12 30
53
3 No 4 10
54
Awareness of Training Policy
10%
30%
60%
Figure 2-a
More than half i.e. 60% of the executives responded, that they are aware
of the training policies, 30% of them are aware to some extent and 10%
of respondents are not aware of the training policies of the company.
55
Sr. No. Opinion No. of Respondents Percentage
1 Yes 16 40
2 To some extent 20 50
56
3 Can’t say 04 10
57
Extent of Policies Followed
10%
40%
50%
Figure 2-b
About 40% of managerial population said that the policies are followed,
50% individuals say that they are followed to some extent while 10% of
them can’t say about the following of policies.
58
Sr. No. Opinion No. of Respondents Percentage
1 yes 24 60
2 To some extent 16 40
59
3 No 0 0
60
Training Need Identification
0%
40%
60%
Figure 3-a
60% of the employees said that the training needs are identified in the
organization but 40% of them responded that needs are identified to some
extent.
(b) Methods used for identifying training needs
61
Sr. No. Opinion No. of Respondents Percentage
1 Self Assessment 0 0
2 Competency Mapping 20 50
3 Performance Appraisal 0 0
4 Skill Matrix 12 30
62
5 All of above 8 20
63
Methods for Identifying Training Needs
0%
20%
50%
30%
0%
Self Assessment Competency Mapping
Performance Appraisal Skill Matrix
All of above
Figure 3-b
50% of the respondents are aware of the competency mapping used for
training need identification, 30% said skill matrix and 20% said that all
these methods are used for identifying needs
64
Sr. No. Opinion No. of Respondents Percentage
1 Strongly agree 08 20
2 Agree 32 80
3 Disagree 0 0
65
4 Strongly disagree 0 0
66
Only 20% respondents are strongly agree and 80% are just agree that
methods used are appropriate in identification of training needs while
there is no any member who is dissatisfied with the methods of
identifying training needs.
67
Sr. No. Opinion No. of Respondents Percentage
1 Yes 28 70
2 No 6 15
68
3 Can’t say 6 15
69
Around 70% responses favors that the training calendars are made in the
company, 15% said that such calendars are not made and 15% individuals
couldn’t say anything about it.
70
Sr. No. Opinion No. of Respondents Percentage
1 To full extent 16 40
2 To some extent 16 40
71
3 Can’t say 8 20
72
Fairness In Identifying Training Needs
20%
40%
16
16
40%
Figure 4-a
73
Sr. No. Opinion No. of Respondents Percentage
1 To full extent 12 30
2 To some extent 28 70
74
3 Not at all 0 0
75
Achievement Of T raining Needs
30%
12
28
70%
Figure 4-b
76
Sr. No. Opinion No. of Respondents Percentage
1 Always 28 70
2 often 8 20
3 Seldom 4 10
77
4 Never 0 0
78
Record of Training Need Identification
10%
20%
70%
Figure 4-c
70% respondents said that training need identification records are always
maintained, 20% say it is often maintained while 10% say that it is
seldom maintained.
79
Sr. No. Opinion No. of Respondents Percentage
1 Monthly 32 80
2 Quarterly 4 10
3 Half yearly 0 0
80
4 Annually 4 10
81
About 80% individuals got training on monthly basis, 10% said that
training is provided quarterly and 0nly 105 said annually regarding the
training interval.
82
Sr. No. Opinion No. of Respondents Percentage
1 Fully satisfied 16 40
2 Quiet satisfied 16 40
83
3 Satisfied to some 08 20
extent
84
40% respondents are fully satisfied with the training duration provided,
40% are quiet satisfied, 20% are satisfied to some extent and there is no
one who is not satisfied.
6. METHODS OF TRAINING
85
Sr. No. Opinion No. of Respondents Percentage
1 Yes 32 80
2 To some extent 08 20
86
3 No 0 0
87
Methods Of Training Need Identification
20%
80%
Figure 6-a
88
Sr. No. Opinion No. of Respondents Percentage
1 On-the-Job Training 08 20
2 Off-the-Job Training 12 30
89
3 Both 20 50
90
Methods Of Training
20%
50%
30%
Figure 6-b
On the job training methods are used for training according to 20% of the
employees, off the job method is used according to 30% of employees
while 50% said that both the methods are used.
91
Sr. No. Opinion No. of Respondents Percentage
1 Yes 26 65
2 To some extent 08 20
3 No 06 15
M ethods Of T raining
15%
20%
65%
Figure 6-c
7. TRAINING PERSONNEL
92
(a) By whom the training is usually provided
Trainer
10%
15%
40%
35%
Figure 7-a
93
Sr. No. Opinion No. of Respondents Percentage
1 Sufficient 20 50
2 Sufficient to some 20 50
extent
50% 20 20 50%
Figure 7-b
The examples used by the trainer are fully sufficient according to the 50%
of the respondents while the examples are sufficient to some extent for
other 50% of the employees.
94
Sr. No. Opinion No. of Respondents Percentage
1 Excellent 12 30
2 Good 24 60
3 Satisfactory 04 10
Rating Of Trainer
10%
30%
60%
Figure 7-c
Trainer was rated by the executives as excellent for 30%, good for 60%,
but 10% respondents think the trainer is just satisfactory. But trainers are
not under satisfactory level according to the respondents.
8. TRAINING EVALUATION
95
(a) Evaluation being done or not
Training Evaluation
120
100%
P
100
E
R
80
C
E
60
N
T 40
A 40
G
E 20
0 0%
0
Yes No
OPINION
No. of Respondents Percentage
Figure 8-a
96
Sr. No. Opinion No. of Respondents Percentage
1 Feedback forms 30 75
2 Rating scales 10 25
3 Psychological tests 0 0
4 Learning curves 0 0
0%
25%
75%
Figure 8-b
For the techniques used for assessing the effectiveness of training 75% of
the managerial population were in favour of feedback of forms and 25%
said rating scales are used for this purpose.
9. FEEDBACK OF TRAINING
(a) Rating of training programmes for enhancement of skills
97
Sr. No. Opinion No. of Respondents Percentage
1 Best 14 35
2 At par 14 35
3 Below par 08 20
4 Can’t say 04 10
Enhancement Of Skills
10%
35%
20%
35%
Best At par Below par Can’t say
Figure 9-a
98
Sr. No. Opinion No. of Respondents Percentage
1 To great extent 08 20
2 To some extent 32 80
20%
80%
Figure 9-b
20% of the executives said that the trainings provided are helpful in
implementing action plan to great extent, 80% think they are only to some
extent helpful in implementing action plan.
99
(a) Techniques used for improving effectiveness
35%
35%
25%
Figure 10-a
100
(b) Is improvement being checked
101
11. OVERALL RATING
Overall Rating
10% 10%
20%
60%
Figure 11
About 10% respondents rate the training program as excellent, 60% rated
it very good, 20% say these are good and only 10% said that the programs
102
are at satisfactory level. None of the respondents were unsatisfied with
the programs.
From the responses got from the survey done through questionnaires and
through my observations I have been able to find the following facts:
Not all the members of the organization are aware of the training
policies and procedures.
No doubt the policies are followed with great efforts but still there is
a need to apply them with more accuracy and strictness.
103
In case of training personnel, both internal and external faculties are
called for providing training keeping in mind the wideness and
importance of training agenda.
104
SUGGESTIONS
The following are the suggestions from the side of respondents that I have
got through questionnaires:
Training duration:
• It should be increased
• Sometimes extended it two-three days
Training personnel/faculty:
Training evaluation:
Training facilities:
• Facilities provided are good but venue should be sometimes
changed to some external place
Effectiveness of training:
• Should be monitored on regular basis
• Measures should be taken to improve effectiveness
105
Training methods:
• New techniques must be adopted
• More of practical demonstrations should be included in training
programmes
RECOMMENDATIONS
It should be taken proper care of, that the policies are followed full
and fairly.
Other than Jot’s, some new and advanced methods of raining should
also be adopted.
106
Trainees should be provided with proper assistance when he
encounters learning obstacles.
CONCLUSIONS
Based on the responses got from questionnaires, the analysis and other
observations, I have been able to understand to some extent the training
policies, methods and measures adopted to evaluate training
effectiveness.
I have tried to conclude them in following points as a summary of report:-
They are up to some extent satisfied with the duration and venue
provided for the training.
107
Continuous efforts are being made by the company to increase the
knowledge of its employees as per the changing work environment.
In spite of all these, it has been seen that some of the members are
not fully aware of the organization’s training policies.
108
109
QUESTIONNAIRE
Dear respondent,
For a survey on the effectiveness of training
programmes you are requested to spare some time to fill the following
questionnaire. Your free and frank opinion will be valuable:
1. TRAINING POLICIES
Yes No
(a) Are you aware of the training policy framed by your company?
(a) Before choosing the type of training does the organization identifies the
need of training?
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(c) Do you think that the methods used are appropriate in identifying the
training needs?
(d) Does the company prepare any training calendar to assess the competency and
training need identification?
(a) To what extent the systems of training need identification are fairly followed?
(b) To what extent the identified training needs are achieved by the programme?
(c) Does your company maintain any records of identified training needs?
Always Often
Seldom Never
Monthly Quarterly
Half yearly Annually
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6. METHODS OF TRAINING
(a) Does the training provided is according to the identified training needs?
7. TRAINING PERSONNEL
Excellent Good
Satisfactory Not Satisfactory
8. TRAINING EVALUATION
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(b) Who is responsible for evaluation process?
(c) Which type of technique is used for the assessment of training effectiveness?
9. FEEDBACK OF TRAINING
(a) What competencies do you think you have gained by undergoing training?
(b) How would you rate the training programmes for the enhancement of skills?
Best At par
Below par Can’t say
(a) What techniques are used for the improvement of training effectiveness?
Yes No
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(c) Are you satisfied with the infrastructure and facilities provided for training?
(d) Overall, how would you rate the training programs in your
Organization?
1 2 3 4 5
(1-Excellent, 2-very good, 3-good, 4-satisfactory, 5-not satisfactory)
11. SUGGESTIONS
What improvements should be made to make the training programmes more
effective regarding:-
Training duration:
Training personnel:
Training evaluation:
Training effectiveness:
Training facilities:
THANKYOU
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BIBLIOGRAPHY
WEBOGRAPHY
o www.parleproduct.com
o www.google.com.
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