Sweta Joshi

8/3/2019 Sweta Joshi

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I N T R O D U C T I O N

Employee training tries to improve skills, or add to the existing level

of knowledge so that employee is better equipped to do his present

job, or to prepare him for a higher position with increased

responsibilities. However individual growth is not and ends in itself.

Organizational growth need to be measured along with individual

growth.

Training refers to the teaching /learning activities done for the

primary purpose of helping members of an organization to acquire

and apply the knowledge skills, abilities, and attitude needed by

that organization to acquire and apply the same. Broadly speaking

training is the act of increasing the knowledge and skill of an

employee for doing a particular job.

In today’s scenario change is the order of the day and the only way

to deal with it is to learn and grow. Employees have become central

to success or failure of an organization they are the cornucopia of

ideas. So it high time the organization realize that “train and retain

is the mantra of new millennium.”

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EMPLOYEE TRAINING APPROACHEqually important to training transfer are the activities

that start during and occur following the employee

training. We can help create an environment that fosters

the ability of each individual to assimilate learning and

apply employee training on the job. Just follow these

guidelines for managers, trainers, and human resources

professionals.

• Meet with each trainee, their supervisor, and

possibly, their coworkers, following the employee

training session.

• Remind the supervisor, particularly, or coworker that

one of the most powerful methods for helping others

apply training in the workplace is to act as a role model

using the training or skill.

• Follow up with the trainees and their supervisor

about progress on the goals and action plans they

developed during the employee training.

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JOB ASSESMENT

The facilitator gathers all employees who have the same job in a

conference room with a white board or flip charts and markers.

Ask each employee to write down their ten most important

training needs. Emphasize that the employees should write specific

needs. Communication or team building are such broad training

needs, as an example, that you would need to do a second training

needs assessment on each of these topics. How to give feedback to

colleagues or how to resolve a conflict with a coworker are more

specific training needs.

Then, ask each person to list their ten training needs. As they list

the training needs, the facilitator captures the training needs on the

white board or flip chart. Don't write down duplicates but do confirm

by questioning that the training need that on the surface appears to

be a duplicate, really is an exact duplicate.

When all training needs have been listed, use a weighted voting

process to prioritize the training needs across the group. In a

weighted voting process, you use sticky dots or numbers written in

magic marker (not as much fun) to vote on and prioritize the list of

training needs. Assign a large dot 25 points and smaller dots five

points each. Distribute as many dots as you like. Tell needs

assessment participants to place their dots on the chart to vote on

their priorities.

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List the training needs in order of importance, with the number of

points assigned as votes determining priority, as determined by the

sticky dot voting process. Make sure you have notes (best taken by

someone on their laptop while the process is underway) or the flipchart pages to maintain a record of the training needs assessment

session.

Take time, or schedule another session, to brainstorm the

needed outcomes or goals from the first 3-5 training sessions

identified in the needs assessment process. This will help as you

seek and schedule training to meet the employees' needs. You

can schedule more brainstorming later, but I generally find that

you need to redo the needs assessment process after the first

few training sessions.

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OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in McDowell is

to study the impact of training on the overall skill development of

workers. The specific objectives of the study are:

• To establish and develop the required attitudes, behavior and

values. It is critical to realize that where these programmes

are skimped or sloppy, staff arrive at their own interpretation

of the required and present attitudes behavior and values.

• To establish and develop patterns of behavior that are

engaged by the staff as a condition and consequence of their

employment. This ranges across.

• To examine the effectiveness of training in overall

development of skills of workforce.

• To examine the impact of training on the workers.

• To study the changes in behavioral pattern due to training.

• To measure the differential change in output due to training.

• To compare the cost effectiveness in implanting training

programmes.

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IMPORTANCE OF TRAINING

Without focusing the pattern of management, organization

philosophy highlights on achieving a surely where all citizens

(employees) can lead a richer and fuller life. Every

organization, therefore, strikes for greater productivity,

elimination of wastes, lower costs and higher wages, so the

industry needs a stable and energetic labors force that can

boast of production by increased productivity. To achieve these

objectives a good recruitment & selection process is essential.

By which industry strikes right number of persons and right

kind of persons at the right time and at right places through

and the planning period without hampering productivity.

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RESEARCH METHODOLOGY

DATA COLLECTION

Sample sizes of 20 employees are studied for this purpose.

Employees of different unit where randomly administrated the

questionnaire.

DATA ANNAYSIS

The analysis of data was done on the basis of unit, age and

number of years of experience and factors.

Analysis was done using the simple average method so that,

finding of the survey was easily comprehensible by all.

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for

collection of data. In primary source of data collection the

interview schedule and questionnaire and opinion survey were

used and in secondary source of data collection relevant

records, books, diary and magazines were used. Thus the

source of data collection were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Magazines

4. Other records

I have used structural interview schedule,

questionnaire and opinion survey for collection of data from

primary source. Interview schedules were used for workers

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clerical , category and questionnaires were used for supervisory

and executive cadre and opinion survey was used to know the

technology, perceptions, thoughts and reactions of the

executives, employees/workers and trade union members of the organization.

I have used the secondary source like diary, books, magazines

and other relevant records for collection of data to know

about the industry as well as the respondent.

DATA TYPE

Primary as well as secondary data shall collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the

qualitative data. The research method used was that of

questionnaire & interview for primary data & an extensive

literature survey for secondary data.

RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the

collection of primary data which contained open-ended

questions to chance response. In addition the personal

interview method was employed to draw out answers to

subjective questions, which could not be adequately answered

through the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of

recruitment of the candidates in MCDOWELL was to prepare

questionnaire. For this purpose a number of questionnaire we

studied and finally a questionnaire where framed.

The questions where grouped under five categories:

1. Company related

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2. Environment related

3. Supervision related

4. Growth related

5. Job relatedThe questionnaire are also ask the employees for the

demographic details regarding:

6. Age

7. Number of years of experience

8. Unit

9. Department

10.Grade

Questionnaire consist of the following things:

• Which focused on the employee awareness levels

regarding benefits provided which & outside the

organization & assessing his overall satisfaction level.

This prepared ground for further enquiry & enabled

better analysis of the questions, which followed.

• Which focused on specific policies & judged them from

different aspects making the questionnaire in–depth &

specific.

• Which consisted of open-ended question, inviting views

& suggestions from the respondents.

INT

ERVIEW

Interviews lead to a better insight to subjective & open

questions almost all interviewees responded.

SAMPLE UNIT

The sample unit consisted of all the departments of MCDOWELL.

SAMPLE FRAME

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Consisted of a comprehensive list of all the employees of

MCDOWELL.

SAMPLE SIZE

Sample size=20

SAMPLE DESIGN

Care was taken to choose the sample based on considerations

like age, sex & work experience of respondents thus enabling

better representations of the heterogeneous population.

However, the sample design was that of “convenience

sampling” or “haphazard sampling” only. The time

consideration & size of population were major factors in

determining choice of sample design.

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INTRODUCTION OF ORGANIZATION

ABOUT US United Spirits Limited (USL) is the largest spirits company in India

and among the top 3 spirits companies in the world. An enviable

portfolio of alcoholic beverages makes USL one of the most popular

brands in the world.

The company has 17 millionaire brands (selling more than a million

cases a year) in its portfolio and enjoys a strong 59% market share

for its first line brands in India.

Premium brands like Whyte & Mackay and Bouvet Ladubay are

100% subsidiaries of USL.

United Spirits' brands have won the most prestigious awards for

flavors including Mondial, International Wine and Spirit Competition

(IWSC) and International Taste and Quality Institute (ITQI). The

Company has been recognized in the industry as an innovator with

several firsts to its credit like the first pre-mixed gin, the first

Tetrapack in the spirits industry in India, the first single malt

manufactured in Asia and the first diet versions of whisky and vodka

in India.

USL has a well-established global network with exports to over 59

countries. It has a sizeable presence in India with distilleries and

sales offices all across and a dedicated team of over 7500 people

simplemindedly committed to fulfilling the company's objective of

becoming a world leader. It has established manufacturing and

bottling plants in every state of India. To deliver its products to

customers located anywhere in India, USL has also established a

robust distribution network across the country.

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United Spirits Limited is the producer of the finest alcohol beverages

in the world. With an array of premium brands in its portfolio

including scotch, whisky, vodka and rum, USL has become

synonymous with a connoisseur's delight.The brand reach and popularity of USL brands can be ascertained

from the fact that 17 out of 140 are millionaire brands. United

Spirits' brands have won several prestigious national and

international awards across categories including the Mondial,

International Wine and Spirit Competition (IWSC) and the

International Taste and Quality Institute (ITQI).

A total of 84 awards and certificates (as of December 2007) hold

testament to the purity and perfection of USL brands.

The company is fast becoming the largest spirits company in the

world through its commitment to quality and excellence in all its

products. The 2007 acquisition of internationally renowned brands

(companies) such as Whyte & Mackay, Bouvet Ladubay and Pinky

Vodka stands true to the company's objective of becoming a world

leader in spirits.

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Mc Dowell No 1 Platinum

United Spirits (USL), the spirits arm of the UB Group said that its

McDowell's No 1 Platinum, the premium grain-based whisky brand

has sold over 30 million bottles in its maiden year.

Launched in March 2010, McDowell''s No 1 Platinum was a runaway

success with its 100 per cent premium grain-based blend developed

by the Scottish master blender, Richard Paterson.

The brand's millionaire achievement takes the tally of millionaire

brands in the United Spirits portfolio to 21, a company statement

said here.

"India's changing demography presents a significant opportunity for

United Spirits to tap especially in the prestige segment. We

currently operate at 53% share-points in the segment.

The launch of McDowell's No 1 Platinum changed the paradigm in

the Indian prestige spirits segment with a premium offering at a

price that the consumer found extremely compelling. Sales of over

30 million bottles is a testimony to this consumer patronage and the

potential ahead," United Spirits Deputy President, Ashok Capoor

said.

The prestige spirits segment is an estimated 28.5 million cases.

Iconic brands in this segment include McDowell's No1 Reserve and

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DSP Black, both from the United Spirits portfolio and growing at a

double digit rate.

T R A N IN G A N D D E V E L O P M E N T

The duration of my project was of two months during these two

months I did many things regarding my project as I was also the

part of operations I also understands how the operations

department works at McDowell.

TRAINING AND DEVELOPMENT

It is a subsystem of an organization. It ensures that randomness is

reduced and learning or behavioral change takes place in structured

format.

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT

Traditional Approach – Most of the organizations before never

used to believe in training. They were holding the traditional view

that managers are born and not made. There were also some views

that training is a very costly affair and not worth. Organizations

used to believe more in executive pinching. But now the scenario

seems to Be changing.

The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training.

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Training is now considered as more of retention tool than a cost.

The training system in Indian Industry has been changed to create

a smarter workforce and yield the best results.

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge,

sharpening of skills, concepts, rules, or changing of attitudes and

behaviours to enhance the performance of employees.

Training is activity leading to skilled behavior

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

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

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

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

be an outcome

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

do it

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

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

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.

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Importance of Training and Development

• Optimum Utilization of Human Resources – Training and

Development helps in optimizing the utilization of human resource

that further helps the employee to achieve the organizational goals

as well as their individual goals.

• Development of Human Resources – Training and Development

helps to provide an opportunity and broad structure for the

development of human resources’ technical and behavioral skills in

an organization. It also helps the employees in attaining personal

growth.

• Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at

each level. It helps to expand the horizons of human intellect and

an overall personality of the employees Productivity – Training and

Development helps in increasing the productivity of the employees

that helps the organization further to achieve its long-term goal

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• Team spirit – Training and Development helps in inculcating the

sense of team work, team spirit, and inter-team collaborations. It

helps in inculcating the zeal to learn within the employees

• Organization Culture – Training and Development helps to develop

and improve theorganizational health culture and effectiveness. It

helps in creating the learning culture within the organization.

• Organization Climate – Training and Development helps building

the positive perception and feeling about the organization. The

employees get these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the

quality of work and work-life.

• Healthy work-environment – Training and Development helps in

creating the healthy working environment. It helps to build good

employee, relationship so that individual goals aligns with

organizational goal.

• Health and Safety – Training and Development helps in improving

the health and safety of the organization thus preventing

obsolescence.

• Morale – Training and Development helps in improving the morale

of the work force.

• Image – Training and Development helps in creating a better

corporate image.

• Profitability – Training and Development leads to improved

profitability and more positive attitudes towards profit orientation.

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• Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem

solving. It helps in understanding and carrying out organizational

policies.

• Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that

successful workers and managers usually display.

TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to

make sure the availability of a skilled and willing workforce to an

organization. In addition to that, there are four other objectives:

Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their

personal goals, which in turn, enhances the individual contribution

to an organization.

Organizational Objectives – assist the organization with its

primary objective by bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at

a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and

socially responsible to the needs and challenges of the society.

IMPORTANCE OF TRAINING OBJECTIVES

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Training objective is one of the most important parts of training

program. While some people think of training objective as a waste

of valuable time. The counterargument here is that resources are

always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training

program in less time because objectives focus specifically on needs.

It helps in adhering to a plan. Training objectives tell the trainee

that what is expected out of him at the end of the training program.

Training objectives are of great significance from a number of

stakeholder

perspectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer – The training objective is also beneficial to trainer because

it helps the trainer to measure the progress of trainees and make

the required adjustments. Also, trainer comes in a position to

establish a relationship between objectives and particular segments

of training.

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Trainee – The training objective is beneficial to the trainee because

it helps in reducing the anxiety of the trainee up to some extent.

Not knowing anything or going to a place which is unknown creates

anxiety that can negatively affect learning. Therefore, it is

important to keep the participants aware of the happenings, rather

than keeping it surprise.Secondly, it helps in increase in

concentration, which is the crucial factor to make the training

successful. The objectives create an image of the training program

in trainee’s mind that actually helps in gaining attention. Thirdly, if

the goal is set to be challenging and motivating, then the likelihood

of achieving those goals is much higher than the situation in which

no goal is Set. Therefore, training objectives helps in increasing the

probability that the participants will be successful in training.

Designer – The training objective is beneficial to the training

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designer because if the designer is aware what is to be achieved in

the end then he’ll buy the training package according to that only.

The training designer would then look for the training methods,

training equipments, and training content accordingly to achieve

those objectives. Furthermore, planning always helps in dealing

effectively in an unexpected situation. Consider an example; the

objective of one training program is to deal effectively with

customers to increase the sales. Since the objective is known, the

designer will design a training program that will include ways to

improve the interpersonal skills, such as verbal and non verbal

language, dealing in unexpected situation i.e. when there is a defect

in a product or when a customer is angry.

Therefore, without any guidance, the training may not be designed

appropriately.

Evaluator – It becomes easy for the training evaluator to measure

the progress of the trainees because the objectives define the

expected performance of trainees. Training objective is an

important to tool to judge the performance of participants.

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Training and Human Resource Management

The HR functioning is changing with time and with this change, the

relationship between the training function and other management

activity is also changing. The training and development activities

are now equally important with that of other HR functions. Gone are

the days, when training was considered to be futile, waste of time,

resources, and money. Now-a-days, training is an investment

because the departments such as, marketing & sales, HR,

production, finance, etc depends on training for its survival. If

training is not considered as a priority or not seen as a vital part in

the organization, then it is difficult to accept that such a company

has effectively carried out HRM. Training actually provides the

opportunity to raise the profile development activities in the

organizationTo increase the commitment level of employees and

growth in quality movement (concepts of HRM), senior management

team is now increasing the role of training. Such concepts of HRM

require careful planning as well as greater emphasis on employee

development and long term education. Training is now the

important tool of Human Resource Management to control the

attrition rate because it helps in motivating employees, achieving

their professional and personal goals, increasing the level of job

satisfaction, etc. As a result training is given on a variety of skill

development and covers a multitude of courses.

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Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing

scenario of business; the role of HR professionals in training has

been widened. HR role now is:

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

. Providing pre-employment market oriented skill development

education and post employment support for advanced education

and training

1. Flexible access i.e. anytime, anywhere training.

Models of Training

Training is a sub-system of the organization because the

departments such as, marketing & sales, HR, production, finance,

etc depends on training for its survival. Training is a transforming

process that requires some input and in turn it produces output in

the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work

together to perform a particular function. An organization is a

system and training is a sub system of the organization. The

System Approach views training as a sub system of an organization.

System Approach can be used to examine broad issues like

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objectives, functions, and aim. It establishes a logical relationship

between the sequential stages in the process of training need

analysis (TNA), formulating, delivering, and evaluating. There are 4

necessary inputs i.e. technology, man, material, time required in

every system to produce products or services. And every system

must have some output from these inputs in order to survive. The

output can be tangible or intangible depending upon the

organization’s requirement. A system approach to training is

planned creation of training program. This approach uses step-by-

step procedures to solve the problems. Under systematic approach,

training is undertaken on planned basis. Out of this planned effort,

one such basic model of five steps is system model that is explained

below.

Organization are working in open environment i.e. there are some

internal and external forces, that poses threats and opportunities,

therefore, trainers need to be aware of these forces which may

impact on the content, form, and conduct of the training efforts.The

internal forces are the various demands of the organization for a

better learning environment; need to be up to date with the latest

technologies.

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

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System Model Training

The system model consists of five phases and should be repeated

on a regular basis to make further improvements. The training

should achieve the purpose of helping employee to perform their

work to required standards. The steps involved in System Model of

training are as follows:

1. Analyze and identify the training needs i.e. to analyze the

department, job,

2. employees requirement, who needs training, what do they

need to learn, estimating training cost, etc The next step is

to develop a performance measure on the basis of which

actual performance would be evaluated.

3. Design and provide training to meet identified needs. This

step requires developing objectives of training, identifying the

learning steps, sequencing and structuring the contents.

4. Develop- This phase requires listing the activities in the

training program that will assist the participants to learn,

selecting delivery method, examining the training material,

validating information to be imparted to make sure it

accomplishes all the goals & objectives.

5. Implementing is the hardest part of the system because one

wrong step can lead to the failure of whole training program.

6. Evaluating each phase so as to make sure it has achieved its

aim in terms of subsequent work performance. Making

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necessary amendments to any of the previous stage in order

to remedy or improve failure practices

Instructional System Development Model(ISD)Model

Instructional System Development model was made to answer the

training problems. This model is widely used now-a-days in the

organization because it is concerned with the training need on the

job performance. Training objectives are defined on the basis of job

responsibilities and job description and on the basis of the defined

objectives individual progress is measured. This model also helps in

determining and developing the favorable strategies, sequencing

the content, and delivering media for the types of training

objectives to be achieved.

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The Instructional System Development model comprises of five

stages:

1. ANALYSIS – This phase consist of training need assessment, job

analysis, and target audience analysis.

2. PLANNING – This phase consist of setting goal of the learning

outcome,instructional objectives that measures behavior of a

participant after the training, types of training material, media

selection, methods of evaluating the trainee,trainer and the training

program, strategies to impart knowledge i.e. selection of content,

sequencing of content, etc.

3. DEVELOPMENT – This phase translates design decisions into

training material.

It consists of developing course material for the trainer including

handouts, workbooks, visual aids, demonstration props, etc, course

material for the trainee including handouts of summary.

4. EXECUTION – This phase focuses on logistical arrangements,

such as arranging speakers, equipments, benches, podium, food

facilities, cooling, lighting, parking,and other training accessories.

5. EVALUATION – The purpose of this phase is to make sure that

the training program has achieved its aim in terms of subsequent

work performance. This phase consists of identifying strengths and

weaknesses and making necessary amendments to any of the

previous stage in order to remedy or improve failure practices.

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The ISD model is a continuous process that lasts throughout the

training program. It also highlights that feedback is an important

phase throughout the entire training program. In this model, the

output of one phase is an input to the next phase.

Transitional model focuses on the organization as a whole. The

outer loop describes the vision, mission and values of the

organization on the basis of which training model i.e. inner loop is

executed.

Vision – focuses on the milestones that the organization would like

to achieve after the defined point of time. A vision statement tells

that where the organization sees itself few years down the line. A

vision may include setting a role mode, or bringing some internal

transformation, or may be promising to meet some other deadlines

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Mission – explain the reason of organizational existence. It

identifies the position in the community. The reason of developing a

mission statement is to motivate, inspire, and inform the employees

regarding the organization. The mission statement tells about the

identity that how the organization would like to be viewed by the

customers, employees, and all other stakeholders.

Values – is the translation of vision and mission into communicable

ideals. It reflects the deeply held values of the organization and is

independent of current industry environment. For example, values

may include social responsibility, excellent customer service,

etc.The mission, vision, and values precede the objective in the

inner loop. This model considers the organization as a whole. The

objective is formulated keeping these three things in mind and then

the training model is further implemented.

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DATA ANALYSIS AND

INTERPRETATIONS

Q1.Your Organization considers training as a part of organizational

strategy. Do you agree with this statement?

Response No. Of Respondants Percentage

Agree 13 52

Disagree 1 4

Partly Agree 4 16

Can’t Say 7 28

Total 25 100

Interpretation:-

The above graph indicates that Organization considers training as a

part of organizational strategy.

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Q 2. How many training programmes will you attend in a year?

Response No. of respondants Percentage

Less than 10 14 56

10 – 20 2 8

20 – 40 6 24

More than 40 3 12

Total 25 100

INTERPRETATION:-

The above chart indicates that less training programmes are held in the

organization.

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Q 3. To whom the training is given more in your organization?

Response No. of respondants PercentageSenior staff 3 12

Junior staff 5 20

New staff 6 24

Based on requirement 13 52

Total 25 100

INTERPRETATION:-

Training is provided on the basis of requirement.

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Q 4. What are all the important barriers to Training and Development in your

organization?

Response No. of respondants Percentage

Time 5 20

Money 4 16

Lack of interest by staff 6 24

Non-availability of skilled

trainer

10 40

Total 25 100

INTERPRETATION:-

The above graph indicates that the important barriers to Training

and Development in the organization is Non-availability of skilled

trainers.

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Q 5. Enough practice is given for us during training session? Do you

agree with this statement?

Respondants No. of respondants Percentage

Strongly Agree 14 56

Agree 2 8

Somewhat agree 6 24

Disagree 3 12

Total 25 100

INTERPRETATION:-

This graph indicates that enough practice is given for employees during

training sessions.

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Q6. The training sessions conducted in your organization is useful.

Do you agree with this statement?


Strongly agree 15 60

Agree 5 20

Somewhat 5 20

Disagree 0 0

Total 25 100

INTERPRETATION:-

The above graph indicates that the training sessions conducted in the

organization is useful.

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Q7. Employees are given appraisal in order to motivate them to attend the

training. Do u agree with this statement?

Respondants No. of respondants PercentageStrongly Agree 14 56

Agree 6 24

Somewhat 3 12

Disagree 2 8

Total 25 100

INTERPRETATION:-

The above graph shows that Employees are given appraisal in order to

motivate them to attend the training.

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Q8. What are the skills that the trainer should possess to make the

training effective?


Technical skills 8 32

People skills or Soft skills 6 24

Generalist makes better

Personnel managers than

Specialist

6 24

Fond of talking to people 5 20

Total 25 100

INTERPRETATION:-

The above graph indicates that the trainer should possess technical skillsto make the training effective

Q9. What are the general complaints about the training session?

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Take away precious time

of employees

4 25

Too many gaps between

the sessions

10 40

Training sessions are

unplanned

6 15

Boring and not useful 5 20

Total 25 100

INTERPRETATION:-

The above graph indicates that there are two many gaps between the

training sessions.

Q10. Reason for shortage of skilled man power at workplace are :

38



Respondats No. of respondants Percentage

Lack of planning 5 20

Lack of support fromsenior staff

10 40

Lack of proper guidance

and training at workplace

8 32

Lack of quality education

at primary and secondary

level

2 8

Total 25 100

INTERPRETATION:-

The above graph indicates that reason for shortage of skilled man power at workplace are lack of support from senior staff.

39



40



C O N C L U S I O N S / S U G G E S T I O N S

Under noted few suggestions cum conclusion can be taken as for

implementation to reap furtherest benefits.

Making training and development process and entirely in

house activity to reduce cost.

It is found that the average age group of trainees are in their

twenties or early thirties which signifies that the consumer

durable industry need more of young blood as enthusiasm is

an integral part of the industry.

The maximum emphasis is given to job instruction methods

where the trainee are made to understand their job

thoroughly and the role they are going to play in performing

their job.

Lecture as well as the presentation is the major part of

imparting the education and training them.

The training objective are in keeping with needs and abilities

of the trainee and it is this that proves to be the major reason

for success of the training as whole...

The trainee fill the feedback form and from time to time test

are conducted to know the gauge the effectiveness of training

to employee to check their memory if they retain anything or

not.

We think that time management is one of the thing on which

McDowell team must emphasis so that there employee can be

41



more productive as it was found during the visit to the

corporate office people they lack in managing

themselves.

Stress management training is more important for employee

as it was observed that people are all the time in tension like

situation as to how to do what to do when to do, no time and

things like that which kept them tensed all time. Last but not

least behavioural training is more important as while doing

the study it was found that people are less cooperative and

outgoing to help out.

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B I B L I O G R A P H Y

BOOKS:

David A. Decenzo/Stephen P. Robins (2004) Personal and Human

Resource Management

A. Monappa (2004), Personal Management Allan

Pepper (1999) A Handbook on Training and Development

WEBSITES:

www.unitedspirits.in/

www.wikipedia.org

www.naukrihub/training and development.com

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http://www.naukrihub/training

http://www.naukrihub/training



QUESTIONNAIRE

Q1.Your Organization considers training as a part of organizational

strategy. Do you agree with this statement?

Q 2. How many training programmes will you attend in a year?

Q 3. To whom the training is given more in your organization?

Q 4. What are all the important barriers to Training and Development in your

organization?

Q 5. Enough practice is given for us during training session? Do you

agree with this statement?

Q6. The training sessions conducted in your organization is useful. Do

you agree with this statement?

Q7. Employees are given appraisal in order to motivate them to attend the

training. Do u agree with this statement?

Q8. What are the skills that the trainer should possess to make the

training effective?

Q9. What are the general complaints about the training session?

Q10. Reason for shortage of skilled man power at workplace are :

Documents

Sweta Joshi