01-03-2013, 04:55 PM
A REPORT ON THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN COLUMBIA ASIA REFERAL HOSPITAL YESHWANTPUR
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ABSTRACT
Many organizations do invest precious resources on training and development but without examining how training interventions could effectively contribute in the achievement of organizational objectives, eventually resources are wasted. To yield desired level of performance, it is an imperative that organizations effectively plan, implement and evaluate their training interventions. We developed a questionnaire based on framework and collected data from 16 project manager to measure training effectiveness in project organizations in Columbia Asia Referral Hospital. The study had found that on overall basis training practices are ineffective. Results reveal that there is a poor mechanism of evaluation of training and use of evaluation results. The framework developed by this study can be used in other organizations to measure training effectiveness and diagnose problems at various stages of training cycle.
EXECUTIVE SUMMARY
The research project entitled ‘Review on Techniques adopted by HR Management to Improvethe Effectiveness of Training and Development’ is an attempt to understand theopinion and attitudes of the various categories of employees of the Ashok Leyland towards the maintenance of effectiveness of Training services provided by the Company.It also aims to know and study obstacles in the proper utilization and increase theeffectiveness of Training programs and try to suggest remedial measures whereverpossible.The data was collected through well structured questionnaires. This survey was carried out in various departments of the Company.In the course of study, it was found that the training programmes analyzed were providedto all the employees of Ashok Leyland and was not specific to particular categoryof employees. The in depth study of the welfare measures adopted by the companyrevealed that majority of the employees were fairly satisfied with the training anddevelopment programmes.For the purpose of survey, the training was divided into two groups. A. On-job-training andOff-job-training or Outbound Training.
INTRODUCTION
An organization either Business or Industrial Enterprises, needs many factors for its growth, further development and for its very survival. The most important factors are Capital, Materials, Machineries and Human Resources as the success or failure of any organization depends on the effective combination of these factors. Managing all other factors are comparatively easier than managing Human Resources. The Human Resources are most important and need to be handled carefully. Since all the others factors are handled by the human resources, they have to be trained in a effective manner to utilize the resources at optimal level to get the desired output and thereby to reach the organization goals. The effective combination of all these factors results to way for success.
Training is defined as learning that is provided in order to improve performance on the present job. A person's performance is improved by showing her how to master a new or established technology. The technology may be a piece of heavy machinery, a computer, a procedure for creating a product, or a method of providing a service.
Oliver Sheldon says ‘No industry can rendered efficient so long as the fact remains unrecognized that the in principally human – not a mass of machines and technical process but a body of men. If manpower is properly utilized it causes the industry to run at its maximum optimization getting results and also work for as an climax for industrial and group satisfaction in the relation to the work formed. Competitive advantage is therefore depend on the knowledge and skill possessed by employee more than the finance or market structure by organization.
HOW IS TRANING & DEVELOPMENT RELATED TO HUMAN RESOURCE MANAGEMENT?
An effective use of materials, money, machines and human resource is essential forachieving a high level of productivity in the industry. Whereas other resource havelimitation, the human resource has unlimited potential. Moreover this is the only activityresource, other being passive. Its quality of human resource through training input is ofvital importance.
• Improves communication between group and individual
• Aids in orientation for new employees and taking new jobs throu8gh transfer or promotion
• Provides information on equal opportunity and affirmation action
• Improves interpersonal skill
• Builders cohesiveness in groups
• Provides a good environment for learning, growth and co-ordination.
• Improves labour management relation
OBJECTIVES AND GOALS OF TRAINING:
Training and Development can help an organization in a number of ways. Ultimately, it isemployee knowledge and skill that produce the organization’s product or service. Trainingfacilitates the implementation of strategy by providing employees with the capability toperform their jobs in the manner dictated by the strategy. Training also assists in solvingimmediate business problems, such as when a team of Manager in an action learningprogram studies a real problem and recommends a solution. Finally to keep ahead in ahighly competitive the turbulent environment, it has been suggested that the trainingfunction must foster a continuous learning culture and stimulate managers to reinvent theircorporation.
NEED FOR TRAINING:
Training must be tailored to fit the organization’s strategy and structure. It is seen as pivotal in implementing organization-wide culture-change efforts, such as developing a commitment to customer service, adopting total quality management, or making a transition to self-directed work teams. Pace-setting Human Resource Development departments have moved from simply providing training on demand to solving organizational problems. Trainers see themselves as internal consultants or performance improvement specialists rather than just instructional designers or classroom presenters. Training is only one of the remedies that may be applied by the new breed of Human Resource Development practitioners. In an age of network organizations, alliances, and long-term relationships with just-in-time suppliers, leading companies are finding that they need to train people other than their own employees. Some organization offer quality training to their suppliers to ensure the quality of critical inputs. Organisations with a strong focus on customer service may provide training for purchasers to their product.
IMPORTANCE OF TRAINING IN RECENT YEARS:
Recent changes in the environment of business have made the Training and Development function even more important in helping organization maintain competitiveness and prepare for the future. Technological innovations and the pressure of global competition have changed the ways organizations operate and the skills that their employee need. The tight labor market has increased the importance of training in several ways. First higher employee turnover means that more new employees need training. Second, it has been suggested that frequent and relevant development experiences are an effective way to gain employee loyalty and enhance retention of top-quality staff.