How the training need arises management essay

INTRODUCTION

1. INTRODUCTION

1.1(a) HOW THE TRAINING NEED ARISES:

The present time is the age of change. In all the spheres of organizational activity, there is a very rapid change. Even to stay at the same place, the organizations have to run fast. Technology has become the most important harbinger of the change process. In order to remain competitive, people have to learn newer skills and keep themselves updated. Such levels of excellence can be achieved only by investing in people. Investment must not confine to compensations only, but must entail the inputs aimed at updating the skills of the employees. This calls for a constant training, which is also known as human resource development.

1.1(b) WHAT IS TRAINING?

Training is basically the act of imparting knowledge and upgrading the sills for a particular job. The major outcome of training is learning.Training may be defined as a systematized tailor made program to suit the needs of a particular organization for developing certain attitudes, actions, skills and abilities in employees irrespective of their functional levels.Generally the training policies are formulated by the HR manager at the request of line managers. The training objectives are laid down keeping in view the company’s goals and objectives. But the general of any training program are: -Increase the performance level of an employee and to develop him/her in such a manner that he/she can rise to the position of higher responsibility.To motivate the employees.To make them aware about new developments.Constantly develop manpower to meet the current as well as future needs of the organization.Ensure effective utilization of human resources.Integrate individual goals with the organization goals by creating a climate so that an individual employee can best achieve his goals by achieving the goals of the organization.For their personal growth and career development.To keep the executives abreast of the changes and developments in their respective fields.On the basis of purpose, several types of training programs are offered to the employees. The important types of training programs are as follows: -Internship trainingJob TrainingRefresher Training Or RetrainingInduction or Orientation TrainingTraining For PromotionApprenticeship Training.According to Mr. Udai Pareek, there are three elements of training and these are purpose, place and time. Training without a purpose is useless because we would not achieve anything out of it. After the purpose, its place should be decided i.e. whether it has to be on the job or off the job. Place would decide the choice of training method and also influence its effectiveness. The next element, which is necessary for training is time i.e. training, must be provided at the right time. We would get outdated knowledge, if we will give late training to employees and it would be useless for the employees. These three elements would be very beneficial, if the organization would go according to these elements, as these will bring the desired results. The main purpose of training is to bring about improvement in the performance of the human resources i.e. it includes the learning of such techniques as are required for the intelligence performance of definite task. It also comprehends the ability to think clearly about problems arising out of the job and its responsibilities and to exercise sound judgment in making decisions affecting the work.

1.2 OBJECTIVES

The broad objective of the study is to find out the effectiveness of the training programs in the organization so as to know, is there any need of the improvement measures for strengthening the training effectiveness? The specific objectives of the study are: -To find out the training practices prevailing in the organization.To find out the impact of training on the workers.To find out the effectiveness of the training programs in the organization.To recommend certain improvement measures to strengthen the training effectiveness, if there is any deficiency.

1.3 METHODOLOGY

Based on the objective following methodology inclusive of the following steps has been devised to undertake the study: -Sample size determination:The sample of 30 middle level employees on the random basis from the five different located branches of ICICI Bank in Jaipur has been taken for the study.Collection of data:The primary data is gathered by filling questionnaires through enumerators. The secondary data of the organization has been collected by using the site of the ICICI bank- www.icicibank.com., newspaper, journals etc.Formulation of questionnaire:The questionnaire is developed keeping in view the effectiveness of training program i.e. open-end and multiple choice questions are given in the questionnaire.Data Analysis:Data is analyzed by using the Linkert’s scale in which -2, -1, 0, 1and 2 ratings are given to the strongly agree, moderately agree, no answer, moderately disagree and strongly disagree.

1.4 STATISTICS TOOLS APPLIED

The data of the employees is analyzed by using the various statistics tools as pie diagrams, doughnut and histograms. These tools are applied to know accurately the effectiveness of the training programs for the organization and the effect of it on the employees.

1.5 LIMITATION OF THE STUDY

This study is limited to Jaipur City onlyThere was hesitation in the employees while filling the questionnaire.The employees were not taking it seriously because they have not yet been provided training.During interview, employees were feeling nervous.It is not necessary that the organization provides same level of training to all the employees.

CHAPTER-2

COMPANY PROFILE

2. COMPANY PROFILE

2.1 Overview:

ICICI Bank is India’s second-largest bank with total assets of Rs. 3,446.58 billion (US$ 79 billion) at March 31, 2007 and profit after tax of Rs. 31.10 billion for fiscal 2007. ICICI Bank is the most valuable bank in India in terms of market capitalization and is ranked third amongst all the companies listed on the Indian stock exchanges in terms of free float market capitalisation. The Bank has a network of about 950 branches and 3,300 ATMs in India and presence in 17 countries. ICICI Bank offers a wide range of banking products and financial services to corporate and retail customers through a variety of delivery channels and through its specialised subsidiaries and affiliates in the areas of investment banking, life and non-life insurance, venture capital and asset management. The Bank currently has subsidiaries in the United Kingdom, Russia and Canada, branches in Singapore, Bahrain, Hong Kong, Sri Lanka and Dubai International Finance Centre and representative offices in the United States, United Arab Emirates, China, South Africa, Bangladesh, Thailand, Malaysia and Indonesia. Our UK subsidiary has established a branch in Belgium.ICICI Bank’s equity shares are listed in India on Bombay Stock Exchange and the National Stock Exchange of India Limited and its American Depositary Receipts (ADRs) are listed on the New York Stock Exchange (NYSE).

2.2 HISTORY

ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial institution, and was its wholly-owned subsidiary. ICICI’s shareholding in ICICI Bank was reduced to 46% through a public offering of shares in India in fiscal 1998, an equity offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank’s acquisition of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI was formed in 1955 at the initiative of the World Bank, the Government of India and representatives of Indian industry. The principal objective was to create a development financial institution for providing medium-term and long-term project financing to Indian businesses. In the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial services group offering a wide variety of products and services, both directly and through a number of subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the first bank or financial institution from non-Japan Asia to be listed on the NYSE.After consideration of various corporate structuring alternatives in the context of the emerging competitive scenario in the Indian banking industry, and the move towards universal banking, the managements of ICICI and ICICI Bank formed the view that the merger of ICICI with ICICI Bank would be the optimal strategic alternative for both entities, and would create the optimal legal structure for the ICICI group’s universal banking strategy. The merger would enhance value for ICICI shareholders through the merged entity’s access to low-cost deposits, greater opportunities for earning fee-based income and the ability to participate in the payments system and provide transaction-banking services. The merger would enhance value for ICICI Bank shareholders through a large capital base and scale of operations, seamless access to ICICI’s strong corporate relationships built up over five decades, entry into new business segments, higher market share in various business segments, particularly fee-based services, and access to the vast talent pool of ICICI and its subsidiaries. In October 2001, the Boards of Directors of ICICI and ICICI Bank approved the merger of ICICI and two of its wholly-owned retail finance subsidiaries, ICICI Personal Financial Services Limited and ICICI Capital Services Limited, with ICICI Bank. The merger was approved by shareholders of ICICI and ICICI Bank in January 2002, by the High Court of Gujarat at Ahmedabad in March 2002, and by the High Court of Judicature at Mumbai and the Reserve Bank of India in April 2002. Consequent to the merger, the ICICI group’s financing and banking operations, both wholesale and retail, have been integrated in a single entity.

2.3 ROOTS

ICICI Bank was originally promoted in 1994 by ICICI Limited, an Indian financial institution, and was its wholly-owned subsidiary. ICICI’s shareholding in ICICI Bank was reduced to 46% through a public offering of shares in India in fiscal 1998, an equity offering in the form of ADRs listed on the NYSE in fiscal 2000, ICICI Bank’s acquisition of Bank of Madura Limited in an all-stock amalgamation in fiscal 2001, and secondary market sales by ICICI to institutional investors in fiscal 2001 and fiscal 2002. ICICI was formed in 1955 at the initiative of the World Bank, the Government of India and representatives of Indian industry. The principal objective was to create a development financial institution for providing medium-term and long-term project financing to Indian businesses. In the 1990s, ICICI transformed its business from a development financial institution offering only project finance to a diversified financial services group offering a wide variety of products and services, both directly and through a number of subsidiaries and affiliates like ICICI Bank. In 1999, ICICI become the first Indian company and the first bank or financial institution from non-Japan Asia to be listed on the NYSE.

2.4 BRANCH NETWORK

ICICI Bank currently has subsidiaries in the United Kingdom, Canada and Russia, branches in Singapore and Bahrain and representative offices in the United States, China, United Arab Emirates, Bangladesh and South Africa.

2.5 ACHIEVEMENTS:

In 2005, ICICI has won these awards:”AAA Best Cash Management Country Award in India” by The Asset”Bank of the Year Award for India” by The Banker”Best Bank in India” by EuromoneyIn 2004, ICICI has won these awards along with other awards also:”Best High-Yield Borrower in India” by Euromoney”India’s Most Customer Friendly Bank” by Outlook Money”Best Bank” by Business India”India Derivative House of the Year” by Asia Risk.In 2003, it was the Grand Prize Winner in Peak Workload, Unix Environments, and OLTP in Winter Corp.’s Top Ten Program

2.6 ORGANIZATIONAL STRUCTURE:

Head Office(Separate Division for Various Specialized Fields)Zonal Offices(Headed by Dy.Gen. Mgr/ Gen. Mgr)Large Corporate Branches(Headed by Dy. Gen. Mgr.)Regional Offices(Headed by AGM/RM)Very Large Branches (CM)Exceptionally Large Branches (AGM)Mid Corporate Branches(AGM)Lead Bank Offices(Sr. Mgr. Level)Large Branches (Sr. Mgr.)Medium (Mgr)Small Branches/ Officer In Charge

CHAPTER-3

THEORETICAL FRAMEWORK

3. THEORETICAL FRAMEWORK

3.1 DEFINITION

Training is basically the act of imparting knowledge and upgrading the skills for a particular job. The major outcome of training is learning.Training may be defined as a systematized tailor made program to suit the needs of a particular organization for developing certain attitudes, actions, skills and abilities in employees irrespective of their functional levels.But according to Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job.”Training means learning the basic skills and knowledge necessary for a particular job or a group of ideas.It is basically the technique to improve and develop the skills that may be already been acquired or else to impart new knowledge or to make aware about new developments and technologies. Training is also even given for personal development of the employees and for their growth and development. It is a learning experience that is planned and carried out by the organization to enable more skilled task behavior by the trainee. Training imparts the ability to detect and correct error. Furthermore, it provides skills and abilities that may be called on in the future to satisfy the organization’s human resources needs.Development is training people to acquire new horizons, technologies or viewpoints.It enables leaders to guide their organizations onto new expectations by being proactive rather than reactive. It enables workers to create better products, faster services, and more competitive organizations. It is learning for growth of the individual, but not related to a specific present or future job. Development can be considered the forefront of what many now call Learning Organization.Now the organization does not talk of training in isolation. It is usually addressed along with development. Dale Yolder has observed “The use of the terms training and development in today’s employment setting is far more appropriate than ‘training’ alone since human resources can exert their full potential only when the learning process goes far beyond simple routine.”

3.2 OBJECTIVES

We have an understanding of what training should include, we can look at how we assess whether there is a need for training. Management can determine this by answering four questions: -What are the organization’s goals?What tasks must be completed to achieve these goals?What behaviors are necessary for each job incumbent to complete his/her assigned tasks?What deficiencies, if any, do incumbents have in the skills, knowledge, or attitudes required performing the necessary behaviors?Therefore, training is one of the most important functions of the human resource, which is taken up in every organization to retain good and competent workforce as its main objectives are to:-Increase the performance level of an employee and to develop him/her in such a manner that he/she can rise to the position of higher responsibility.Constantly develop manpower to meet the current as well as future needs of the organization.Ensure effective utilization of human resources.Integrate individual goals with the organization goals by creating a climate so that an individual employee can best achieve his goals by achieving the goals of the organization.To motivate the employees.To make them aware about new developments.For their personal growth and career development.To systematically impart new skills to the human resources so that they learn quickly.To bring about change in the attitudes of the workers towards fellow workers, supervisor and the organization.To reduce the number of accidents by providing safety training to employees.To keep the executives abreast of the changes and developments in their respective fields.So, it’s the process of enhancing the knowledge and skills acquired by an employee to do a particular job.

PROCESS OF TRAINING AND DEVELOPMENT

1. Identification of Training Needs

This involves a thorough analysis of entire organization, all operations and all employees. It is necessary to find out the “trouble-spots” so that proper training program can be designed and prescribed to those it is needed.Following are different types of analysis through which training need can be made:

(a) OOM Analysis

OOM analysis is the short name given to “organizational, operational and man analysis.” It was proposed by Mc Gehee and others.Organizational Analysis:Its purpose is to determine where training emphasis should be placed in the organization for increasing organizational effectiveness. In this analysis the goals of organization is studied.Operational Analysis:Here the focus will be on various jobs in order to determine knowledge, skills and abilities and person who are most suitable to discharge his work. This will clearly indicate training needs as applicable to the jobMan Analysis:Here the analysis focuses on the individual who is employed on each job. Here the abilities, skill, attitude and knowledge of the person is studied and compared with those and the job discussed in the operation analysis above.

(b) Task Description Analysis:

William Berliter and others have come up with another set of analysis to determine the training needs of employees. It is a systematic analysis of jobs to identify job contents, knowledge, skills and aptitudes required to perform the job.Task analysis consists of the following steps:1. List duties and responsibilities of job as per job description.2. List the desired performance standard on the job.3. List actual performance of employees in the job and compare against the standard fixed in the desired performance standard on the job.4. Locate trouble spots of work where the employees’ performance is below standard.5. Determine training need of that particular employee to overcome his shortfall.6. Repeat this to cover his all jobs and all employees in the organization.

(c) Ad hoc Analysis:

This is a method of determining specific need for training when certain specific problem like the following arises:Bottleneck of production.Repeated case of delayed deliveries.Excessive scrap and wastages etc.The analysis may be carried out by the following ways:Interviewing and observing person on the job.Performance appraisal analysis.Questionnaire techniques.Checklist to supplement interviews and opinions.

(d) Appealed Training:

In a going concern as time posses, requirement of additional training may arise. There are certain warning signals for the managers to enable them to initiate actions. Training program designed and initiated based on such appeals from managers are called appealed training.

Following are the “Warning signals” of appealed training:-

Fall in productivity.High rejection rates.High rate of accidents.High rate of internal conflict.High rate of grievances.Up gradation of technology of product or production method.

(e) Man power analysis:

The quality of man power required by the organization has to be carefully analyzed. It has to be done in the light of both internal and external environment of the organization. The economic, social, technological environment of the organization should be properly scanned to determine the quality of human resource desired. To achieve these quality standards, specific training needs should be determined on the following lines:Specific area where individual needs training.The capability of present workforce to learn new skills and behavior.The time frame within which training must be imparted.Job designing and redesigning, introduction of new work methods and technology.

2. Planning and Preparation of training Programs

Important planning aspects of training program are as follows:

(a) Categories of personnel:

The proper selection is of trainee is of major importance if permanent and gainful results are to be obtained. A trainee should be trained for the kind of jobs he likes and is fitted to perform. Careful screening of candidates for training will raise the effectiveness of the training program.

(b) Preparation of the instructor:

The instructor or the trainer is the key figure in an effective training program. The trainer must have the knowledge about the job for which he is going to instruct the trainees. The trainer should explain and demonstrate the operation step by step and should allow the trainees to repeat these operations.

(c) Training Method:

A large number of training methods are available. Planning must spell out the method of training is appropriate to the category of persons for whom such method is intended.The following are the broad categories of training methods:On the job training, Vestibule training, Conference/seminars, Case study analysis, Simulation, Apprenticeship, Role playing etc.

(d) Training Aids:

Type of training aids required depends on the nature of the training, category of personnel involved, frequency of training etc.

(e) Training Period

The length of training period depends on the skill to be acquired, the trainees learning capacity and the training, methodology used. A big organization can afford to send their employees for full time training on full pay.

3. Implementation of Training

(a) Guidelines to the instructor:

In the initial stages trainees may exhibit a certain amount of nervousness or insecurity. He is not familiar with the environment and co-students. Trainer has an important role to play in this situation:Put the learner at ease.Explain why the course is important.Indicate the various advantages gained in the training.Give an outline ‘how’ he wants to cover the course indicating various steps / topics being discussed.Create interest in trainees by encouraging them to ask questions and state their experience relevant to the course.Whenever any equipments, tools, workbenches or machines are used for training, familiarize the trainee with such pieces of equipments.

(b) Training Methods:

There are number of training methods available. Use of particular method depends on the type of trainee viz. workers, supervisors and managers.The following are the popular methods of training:On the job training, Vestibule training, Conference/seminars, Case study analysis, Simulation, Apprenticeship, Role playing etc.

ON THE JOB TRAINING

Job Instruction Training

In this method, a supervisor explains the knowledge, skills and the method of doing the job to the trainee and then asks him to do the job himself. After that, supervisor gives feedback.

Job Rotation

In this method, trainee is periodically rotated from job to job instead of sticking to one job so that he acquires a general background of different jobs so that he can acquire knowledge and skill required for various jobs.

Committee Assignment Method

In this method, a committee consisting of a group of employees is given a problem and invited solutions. The employees solve problems and submit it. Through this teamwork develops among employees.

Special Meetings of the Staff

Special meetings of staff of the department are held periodically to discuss the problems faced by the employees during the job and suggestions are invited to improve the performance of the job.

OFF THE JOB TRAINING

Vestibule Training

Under this method, training is provided in a classroom where the actual working condition is created. An attempt is made to create working conditions which are similar to the actual workshop conditions. The staff consists of experts and specialists of the vestibule school.

Lecture method

This method is more associated with imparting knowledge than with skills. Through lecture the information relating to rules, policies, procedures and method is provided to the trainees. Some executives of the organizations or specialists from vocational and professional institutes may deliver the lectures.

Conference / Seminars

A conference is a group of meeting conducted according to an organized plan in which the members seek to develop knowledge and understanding by oral participation. It is conducted in a hall where the participants are allowed to exchange their views and raise queries. It is more effective for clerical, professional and supervisory level of employees.

Audio-Visual / Film Shows

This is the medium through which information, knowledge and skills relating to job performance with demonstration can be presented more effectively than in other methods.

Programmed Instruction

It is a self-teaching method particularly useful for transmitting information or skill that need to be learnt and placed in logical order. The instructor is replaced by an “Instruction Booklet” or a “Teaching Machine” or both. It presents what is to be learnt in a brief logical sequence, one step at a time.

4. Present training programs

The following Training Program are compulsory at the time of joining for each employee: -(a) Induction Program(b)Managerial Effectiveness(c)Interpersonal Effectiveness(d) Presentation Skills(e) Training passion at work (new addition)

5. Performance Evaluation

Evaluation of training would provide useful information about the effectiveness of training as well as about the design of future training programs. It will enable an organization to monitor the training program and also to modify its future programs of training.A number of techniques have been developed for evaluating effectiveness of training program. These are given below:

Kirk Patric’s View (Four factor comparison method):

Reaction- It is concerned more with the feelings than with learning.Learning- It deals with measuring the intake of learning in various forms such as skills, techniques, methods etcBehavior- In this behavioral pattern is examined carefully after his training program.Result- Result of training can be in the form of increased efficiency, morale, productivity etc.

Tracey’s View (Four methods):

Observation- In this the behavior of the trainees in a certain situation is observed.Ratings- Various elements of training should be rated independently by several qualified raters.Trainee Surveys- In this, opinions of trainees are used for training evaluation.Trainee Interview- Under this, the views and ideas of the trainees, which cannot be put down on paper, can be obtained by asking them skillful questions.

Three Factor Comparison Method:

Cost factor- This is the method where ‘cost per trainee’ is estimated and compared.Change factor- In this comparison is made on knowledge/skill or attitude of a trainee as he possessed before and after the training.Impact factor- It measures the change of result before and after training on aspects such as productivity, rejection rates, morale indication, number of defectives etc.

6. Follow Up

Ensure that the trainee has learnt what he supposed to learn and that he had learnt correctly. Ensure that the trainee update his knowledge and skill continuously so that he does not lag behind the contemporary knowledge and skill on the area or subject.

3.4 TRAINING EFFECTIVENESS

Training effectiveness is the degree to which trainees are able to learn and apply the knowledge and skills acquired during the program. It is influenced by the attitudes, interests, values and expectations of the trainees and the training environment. A training program is likely to be more effective when the trainees want to learn, are involved in their jobs and have career plans. Contents of training program and the ability of trainers also determine training effectiveness to a certain extent.

Some of the criteria to measure training effectiveness are:-

Trainees’ reaction.Their extent of learning.Improvement in job behavior.Results at the job.

Q) What is Training Good for Anyway?

There are good reasons to mandate training and development in your organization and there are bad reasons for mandating training. There are also good reasons for not training, in some circumstances, and bad reasons to refuse. Knowing what training can and cannot accomplish enables you to make the right decisions at the right time, ensuring that your limited training dollars are used effectively.

Q) What Training Can Do?

Training can accomplish many things. It can help people learn the new skills that are required to meet new expectations, both formal and informal. For example, a support staff person may have been hired originally for his/her ability to type, to answer the phone and file. But now, with increased workloads, we want that person to desktop publishing processes, to handle more of the day-to-day issues, so we can use our time more effectively. Training can help people accept the challenge of their evolving jobs.

Training can also help to:

Build a common understanding of the organization’s purpose.Show management’s commitment and loyalty to employees.Develop people so they can increase their responsibilities and contribute to the organization in new ways.

What Training Cannot Do?

Training on its own, cannot change ineffective employees into effective ones.Training is unlikely to address all the causes of poor performance.Limited training also will not turn a poor supervisor or manager into an effective one, unless it is coupled with ongoing coaching.Training will not erase problems that occur as a result of poor structuring of work, mismatching of work with the person.

CHAPTER-4

ANALYSIS

4. ANALYSIS:

S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

1)Training need analysis is justified4168020.525%

%

13532707

EVALUATION

On asking, whether the training need analysis is justified or not, more of the respondents were in favor of moderately agree i.e. 53% while 27%, 13%, and 7% respondents were in favor of no answer, strongly agree and strongly disagree. It is clear that majority is agreeing with that the identification of trainees were based on the level of performance of the employees concerned.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

2)HR department plays a major role on training practices4168200.735

%

13532770

EVALUATION

When it was asked by the employees that HR department plays a major role on training practices, then 66% replied in affirmative while 13% replied in negative and 27% employees have not given any answer. It implies that majority of people are agree with the statement that HR department plays a major role on training practices.REMARK: – Average (0.5-1)

EVALUATION

After asking from the employees that training make you learn techniques as are required for the intelligence performance of the definite task, I got the result that 47% employees were agree with this while 46% employees have not given any answer and 7% employees were against it. On asking in what way, they responded that there are various methods like “On-the job” and “Off-the job”.REMARK: – Poor (Below 0.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

4)Trainees and other required matters were well in advance taken care2148420.315

%

74627137

EVALUATION

On asking, whether trainees and other required matters were well in advance taken care or not, majority of respondents i.e. 53% employees replied in affirmative, 20% of them replied in negative and rest of the employees can’t say anything.REMARK: – Poor (Below 0.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

5)Training earn and learn you new skills and techniques6182040.735

%

20607013

EVALUATION

When it was asked by the employees that training earn and teach you new skills and knowledge, 80% of the respondents replied in affirmative while 13% of the respondents replied in negative and the remaining 7% of the respondents did not give any answer. On asking in what way, they said after training a person becomes able to perform his job better than before.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

6)Training is effective for you to get higher position in the organization0224400.630

%

07413130

EVALUATION

74% of the individuals were agreeing with the statement that training is effective to get higher position while only 13% of the individuals were against it. When it was asked by them how, their answer was that through job rotation method they get the knowledge of various departments and they become aware of various types of work which help them a lot to get higher position.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

7)Training makes you more useful in the long run21010800.210

%

73333270

EVALUATION

On asking, training makes you more useful in the long run, out of 100 respondents 40%of them were agree with the statement while 27% of them were against it and the remaining 33% did not give any answer. In response to this statement, they said that as it imparts knowledge and new skills to them, learn new techniques, keep abreast of the changes etc., it makes them more useful in the long run.REMARK: – Poor (Below 0.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

8)Training enables uniformity in work and standardization of methods in performing your job2164800.420

%

75313270

EVALUATION

After evaluating that training enables uniformity in work and standardization of methods in performing the job, I found that 60% employees replied in affirmative while 27% replied in negative. It implies that majority is in favor of the statement.REMARK: – Poor (Below 0.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

9)After training, could you able to handle job operations with relative ease and comfort.2206200.735

%

7662070

EVALUATION

On asking, after training would you able to handle job operations with relative ease and comfort, 73% individuals said “Agree” and only 7% individuals said “Not agree” but there was the case where 20% individuals did not say anything. When it was asked by the majority that in what way, they said after attending training we become self-reliant and handle jobs independently.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

10)Training would be helpful for your career advancement4128600.420

%

134027200

EVALUATION

When it was asked by them that training would be helpful for your career advancement, 53% gave response in “Agree” while 20% respondents gave response in “Not agree” and 27% can’t say anything. On asking in what way, they said it teach us new techniques and make us more qualified than before.REMARK: – Poor (Below 0.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

11)Training aid in developing in your personality4212030.735

%

13707010

EVALUATION

On asking, whether it helps in developing their individual personality or not, 83% i.e. majority of the persons find it helpful. When it was asked in what way, their responses were as follows:Training gives on all traits to which individual personality needs the improvement.It structures thought process, which develops personality.To achieve perfection in the job improve self-confidence, which in turn develops personality.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

12)Training assist you to have better communication at all levels4167210.525

%

13542373

EVALUATION

67% persons were in favor of statement whereas 10% persons were not, after evaluating that training assists you to have better communication at all levels. On asking in what way, they responded that it provides better understanding and develops ability to take appropriate decisions. Moreover it improves communication skills.REMARK: – Average (0.5-1).S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

13)Training improves your work life6193020.945

%

20631007

EVALUATION

On asking whether training improves your work life or not, majority of the employees i.e.83% responded that it improves their work life while only 7% employees were against it and 10% had no answer related to this. It emphasizes that majority of them are agree with this that it has a good effect on their work life.REMARK: – Average (0.5-1). .S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

14)Training help you to change your attitude and outlook1014240150

%

33477130

EVALUATION

When it was asked by the persons who are working there that training help you to change your attitude and outlook, 80% of them replied in affirmative while only 13% replied in negative. On asking in what way they responded that it develops self confidence, better understanding etc.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

15)Training aid in increasing your morale8182201.0653

%

2759770

EVALUATION

On asking whether, training aid in increasing your morale or not, 86% individuals responded that they are agreeing with this whereas 7% respondents that they are not and 7% respondents did not give any answer. It shows that majority are with the statement and on asking in what way they said that it increases their personality, work life, thinking capability, decision taking skills, etc.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

16)Training makes you self reliant21810000.735

%

7603300

EVALUATION

67% persons replied that they are agree with the statement, 33% persons replied nothing and 0% persons did not give any answer when it was asked that training makes you self-reliant. On asking in what way, they responded that it helps us to handle the job operations with relative ease and comfort, self confidence etc.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

17)Training fosters your initiative and creativity61210200.735

%

20403370

EVALUATION

When it was asked by the employees that training fosters your initiative and creativity, 60% employees said that they are “Agree” with the view that it fosters their initiative and creativity, 7% employees said that they are “Not Agree”. There are 33% employees who had not given any answer related to the statement.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

18)Training assist you to have better interrelationship at all levels2205030.630

%

76617010

EVALUATION

On asking, whether training assists you to have better interrelationship at all levels or not, 73% individuals responded in favor of “Agree” while 10% individuals responded in favor of “Not Agree”. It emphasizes that majority of the individuals are on one side. On asking in what way, they responded that it provides better understanding and develops better communication skills.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

19)Training have an overall effect whether work related or personality development2212050.525

%

7697017

EVALUATION

76% respondents responded in “Agree” while 17% respondents responded in “Not Agree” and 7% respondents did not say anything about the statement when it was asked by them that training have an overall effect on your growth whether work related or personality development. When it was asked how it impacts then they remarked that it is the primary aim of training program, they learn new things, more practical knowledge that works.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

20)Training improves your workings6220201.0653

%

2073070

EVALUATION

On asking, whether training improves their workings or not, 93% individuals were “Agree” with the statement that it improves their workings while rest of the individuals i.e. 7% were “Not Agree”. On asking in what way they said training sharpens their capabilities. It helps them to combat barriers like psychological, technical and gives it exposure.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

21)Training makes you to become more efficient and effective than before618600150

%

20602000

EVALUATION

Majority were in favor of the “Agree” i.e. 80% respondents responded that they training makes them more effective and efficient than before while the remaining 20% respondents can’t say anything about it but nobody said that they are “Not Agree”. It is clear that program are need based and provide such kind of measures, tools, they can fulfill the requirement of management effectively. It provides multitasking, Technical expertise and makes them perfect.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

22)Training help you in giving significant contribution to the organization12106201.0653

%

40332070

EVALUATION

On asking, training aid you in giving significant contribution to the organization, 73% respondents gave favorable response while 7% respondents did not give response in favor. When it was asked how it aids you, they remarked that by better understanding the goal of the organization and putting more effort in the direction, they perform in a better way.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

23)Training make you learn better and economic utilization of the materials and equipments6168000.945

%

20532700

EVALUATION

73% of the individuals gave answers in favor of the statement i.e. they are “Agree” with the statement while rest of the individuals i.e. 27% had “No Answer” related to this. On asking in what way, they gave answer that through various types of training methods like Vestibule, Lecture methods, Audio/Visual shows an employee can learn the better and economic utilization of the materials and equipments.REMARK: – Average (0.5-1)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

24)Training help you in improving your thought processes and analytical abilities6204001.0653

%

20671300

EVALUATION

When it was asked by the respondents that training aids in improving your thought processes and analytical abilities, majority of them i.e. 87% responded in favor of “Agree” while 0% responded in favor of “Not Agree” that means nobody was against it but 13% respondents can’t say anything regarding it.REMARK: – Good (1-1.5)S.NoQuestionStrongly AgreeModerately AgreeNo AnswerModerately DisagreeStrongly DisagreeScore

%

25)Training help you in becoming more productive to your organization10182000.945

%

3360700

EVALUATION

On asking that training help you in becoming more productive to your organization or not, 93% respondents gave response in favor of the statement while remaining 7% respondents gave “No Answer” and no person gave answer against it. On asking in what way, they respond that it provides such kind of knowledge and skills, techniques etc. which makes them more productive.REMARK: – Average (0.5-1)Q26) Which training programs do you find most useful?TechnicalDiscipline, Time ManagementISO Awareness

EVALUATION:-

On asking which of the training program do you find most useful, responses were as follows:-Technical( production, safety, preventive measures related): 26.6%Discipline, Time management: 53.3%ISO Awareness: 13.3%Q27) Keeping your expectations in view, how do you rate the training program of your organization?

EVALUATION

When it was asked, keeping expectations in view, how do you rate the training program 53.3% respondents response was “Average”, 26.6% respondents response was “Good” and 20% respondents response was “Poor”. There is no percentage given to Very poor and excellent. It is clear that training program of that organization was ok not much better and not very poor.Q28) Do you want to recommend certain improvement measures for strengthening the training effectiveness? Give your suggestions.A When it was asked that you want to recommend certain improvement measures for strengthening training effectiveness, Every person has different-different view like:Training should be given practically as well as theoretically.It should be provided with better environment, like all type of facilities should be there so that trainees feel comfortable.Training should be given by using new technology as OHP (Overhead projector), on-line training, audio/videos shows, slides, etc.Training should be given according to the competitive market.It should impart the knowledge of the products in which the organization is dealing.Non-technical programs which are very subjective in nature should be on more continuous basis and proper reading materials should also be provided to the participants as to improve their retention power.What ever the training programs are been conducted the departmental head of the participants should also be given a copy of the contents of the programs, as this can help to analyze the training effectiveness.Training should be given at the proper time so that everybody who needs training can take part in the training.

CHAPTER-5

FINDINGS, RECOMMENDATIONS AND

CONCLUSIONS

5.1 FINDINGS

After analysis of the data collected through questionnaire, the score for majority of the questions is average, i.e. most of the employees are satisfied with the training program of their organization. The various findings are as follows: -The respondents are not finding the present training program competitive enough for their growth and development. They are thinking that matters related to the training are inadequate.The respondents have a positive views towards the training program as the entire schedule is prepared by keeping into consideration the requirements of both the employee and the management, that will lead to the maximum prosperity for organizations.

5.2 CONCLUSIONS

As in today’s scenario human capital is one of the most important inputs of any value generating process, so the scope of human resource practices and policies is also increasing day by day.ICICI Bank which is the top most banks also believes that tactic knowledge of human resource actually make a big difference which ultimately helps to achieve the targets according to vision, mission, goals and objectives.So ICICI Bank has a very strong human resource prospective as compare to any other prospective of the organization and they believe that personal growth and development of their manpower is important to be competitive by retaining competitive workforce.So to develop an efficient workforce it has been taking up various kinds of training programs according to the needs of the trainees, which is bringing lot of positive differences with in the workforce like in their behavior, skills, working habits, efficiency, life style, up gradation of knowledge, etc.And these will continue in near future also so as to remain at TOP.

5.3 RECOMMENDATIONS:

In unit the training programs are conducted on a regular basis to get best out of it for both the company and employees but there may certain improvements can be done to get more out of the existing system.Some suggestions may be like:At first the training needs should be properly identified for all levels of employees.Technical or work related programs should include more live demonstrations.Non technical programs which are very subjective in nature should be on more continuous basis and proper reading materials should be provided to the participants as to improve there retention power.What ever the training programs are been conducted the departmental head of the participants should also be given a copy of the contents of the programs, as this can help to analyze the training effectiveness.To improve the process, inter departmental training programs can be conducted, so that the related departments can get aware of each other’s process.Training programs on general topics can be conducted as online computer training through LAN connection, which will save time and money of the organization.To develop the training process personals of HRD department should go for frequent plant visit, so that needs may be identified.So, these suggestions might help to improve the training procedures at its very best as it is now also.

BIBLIOGRAPHY