Analysis of Training Needs

Page

1

Project Report On

“ANALYSIS OF TRAINING NEEDS” At

VARDHMAN TEXTILES

Report Submitted in Partial Fulfillment of the Requirements for the Post Graduate Diploma in Management

Under the Valuable guidance ofMr. Manish Thakur

Human Resource ManagerVardhman Textiles; Ludhiana

Submitted By:Syed Asif Ali

Analysis of Training Needs

Vardhman Textiles

PROJECT CERTIFICATE


Vardhman Textiles

ACKNOWLEDGEMENT

“To make efforts is better than to achieve success and to choose the capable person for success is greater

than to make efforts and succeed.”

Unless we venture into the real world we would never know, how futile our efforts could be without the help of the various and how tough the real world environment is? And even tougher work is enumerating and enlisting all the individuals whose contributions went into the making of this project.

I wish to express my gratitude to all those with whom I had the opportunity to interact and benefit myself. This perception and insights have helped me expanding my knowledge and understanding of the subject with clarity.

I pay my deepest senses of gratitude with profound obeisance, hearty thanks and highest veneration to ………………………………… (Director ……………………………………..)

I consider myself fortunate to have Mr. ……………………………… for his immaculate advice, constructive criticism and mending enthusiasm in solving intricate problems encountered by me in course of presentation of this report.

I must acknowledge with a deep gratitude the constant help and inspiration given by Mrs…………………………. I have really found a rare combination of learning with gentleness and humility in her.

Finally I feel panicky of words to express my utmost gratefulness and warmest regards to Miss ……………………………, my family and friends who helped me in bringing this project to a successful completion.

A thank is a small word, but it really means big for me. All may not be mentioned but no one is forgotten.

DATE: SYED ASIF ALI


Vardhman Textiles

TABLE OF CONTENTS

Contents Pages

1. OVERVIEW OF THE COMPANY…………………………………………………………… Pg 5

2. PROJECT DEFINITION/ EXECUTIVE SUMMARY ……………………………………….. Pg 10

3. RESEARCH APPROACH ……………………………………………………………………. Pg 14

4. RESEARCH INSTRUMENTS …………………………………………………………………. Pg 18

5. PROJECT DESCRIPTION …………………………………………………………………….... Pg 21

6. PROJECT/ PROCESS FLOW DIAGRAM …………………………………………………….... Pg 33

7. PROJECT DATA FLOW DIAGRAM ……………………………………………………………Pg 37

8. APPRAISAL FORM………………………………………………………………………………Pg 39

9. LIMITATIONS OF THE STUDY ………………………………………………………………...Pg 51

10. OBSERVATIONS AND FINDINGS ……………………………………………………………. Pg 52

11. RECOMMENDATIONS …………………………………………………………………………Pg 53

12. EXPERIENCE AT VARDHMAN………………………………………………………………… Pg 54

13. ALLUSIONS ……………………………………………………………………………………..Pg 55


Vardhman Textiles

OVERVIEW OF THE COMPANY


Vardhman Textiles

INTRODUCTION:

Vardhman a house hold name in northern India has carved out a niche for itself in the textile industry. The vardhman group was setup in 1962 by late Lala Rattan Chand Oswal, father of the present chairman & managing director, Shri S.P. Oswal. The group portfolio includes manufacturing of yarns, fabrics, sewing threads & fibers, steels.

S.P.Oswal

The industrial city of Ludhiana, also known as the Manchester of India nestles the corporate headquarters of the vardhman group.

The group started its journey with an installed capacity of 14000 spindles in 1965 in Ludhiana. Over the years the group has expanded its spinning capacities besides adding new businesses. The group is now one of the largest textile conglomerates in the country.

1n 1992, vardhman Auro weaving at Baddi (H.P) came up1n 1994, vardhman Threads at Baddi (H.P) came up.1n 1998, VMT Spinning co, at Baddi (H.P) was established.1n 1999, vardhman acrylic was set up at Baruch (Gujarat)

Vardhman is the first organization among textile industries to receive ISO 9001/ISO 14000 quality awards in India. The uniqueness of vardhman group lies in the fact that not only has it excelled in all its Endeavour’s but has also established a firm footing through its deep routed culture that imparts the group strength and confidence to face the future.

HIGHLIGHTS OF THE GROUP:

The major highlights of the vardhman group are:

Largest producer of cotton, synthetics & blended yarns in the country. Largest exporter of cotton yarns Largest range of textile products Second largest producer of sewing thread in the country Collaborations with the technological specialists worldwide. Installation of state of the art machines from-Korea, Switzerland, Japan & Italy. Exporting to countries with the most stringent quality standard requirements. First in textile industry to get ISO certification in yarns & sewing threads. Winner of various export achievement awards from govt. bodies.


Vardhman Textiles

ORGANIZATIONAL HIERARCHY:

The following is the organizational structure that functions in the vardhman:

Chairman and Managing Director

Business Heads

Manufacturing Heads/ Functional Heads

Vice President (AVP to Sr. VP)

Managers (M1 to M4)

Executives (E1 to E2)

Officers (O1 to O2)

Staff (S1 to S4)

Sub Staff


Vardhman Textiles

HR PHILOSOPHY OF VARDHMAN:

The HR philosophy of vardhman is worth mentioning.

Employees in vardhman are its most valuable resource and development of business and of employees must go hand in hand.

Every employee is special and unique in his own field and has infinite potential to make contribution to its organization.

Merit is the criteria for recruitment and reward Creativity and innovation in technology and management through our people is our competitive edge. HR processes facilitates consistent improvement performance, productivity and effectiveness through

mutually agreed stretched targets. Continuously strive to improve quality of work life for total job satisfaction and social harmony for the

employees. HR prepares people to accept and adapt to change and learning as a way of life. HR promotes high standards of discipline at the workplace and compliance with the laws of the land. Prepares youth for executive role in business as a major social responsibility.


Vardhman Textiles

INTRODUCTION


Vardhman Textiles

WHAT IS TRAINING:-

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies.

Training means the planned and organized activity of a consultant to impart skills, techniques and methodologies to employers and their employees to assist them in establishing and maintaining employment and a place of employment which is safe and healthful.

Training has specific goals of improving one's capability, capacity, and performance

On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work.

Off-the-job training takes place away from normal work situations — implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas

TRAINING

• It’s not what you want in life, but it knows how to reach it.• It’s not where you want to go, but it knows how to get there.• It’s not how high you want to rise, but it knows how to take off.

http://en.wikipedia.org/wiki/Performance_(disambiguation)

http://en.wikipedia.org/wiki/Capacity

http://en.wikipedia.org/wiki/Capability


Vardhman Textiles

FEATURES OF TRAINING

Increase knowledge and skills for doing a particular job; it bridges the gap between job needs and employee skills, knowledge and behaviours.

Focuses attention on the current job; it is job specific and addresses particular performance deficits or problems.

Concentrates on individual employees; changing what employees know, how they work, their attitudes towards their worker their interactions with their co-workers or supervisors.

Tends to be more narrowly focused toward short-term performance concerns.

REASONS FOR CHOOSING THE PROJECT:

Training is very important for overall development of the employees for achieving organizational objectives. When in MAY I joined vardhman the process of identification of training needs of all the staff and officers had started in the HR dept: The study included the training methodology of the organization and they wanted suggestions for improvement and effectiveness.


Vardhman Textiles

EXECUTIVE SUMMARY

This project is the result of training at vardhman group, Ludhiana. Project training is an integral part of

“Masters in Business Administration course” and it aims at providing a firsthand experience of the industry to

the students before fully coming into the corporate world. This Project training helps the students to view the

world of business closely, which in turn widely influences their conception and perceptions. I am really

fortunate for getting an opportunity to pursue my Project training in a reputed, well established, fast growing

and professionally managed organization like Vardhman spinning & general mills, Ludhiana.

The project assigned to me was “Analysis of Training Needs” and it required extensive study of various factors

which influences the needs of training of employees of vardhman for the purpose of this study a survey was

conducted in all the departments of VSGM using a self administered written questionnaire the training provided

me a great deal of exposure and I found a practical work widely different from theoretical one.


Vardhman Textiles

RESARCH APPROACH


Vardhman Textiles

RESEARCH APPROACH

A research generates dependable data that are derived by professionally conducted practices and that can be used reliably for decision making. Good research follows the standards of the scientific method: Systematic, empirically bases procedures for generating replicable research. A research process is as followed:-

Purpose clearly defined

Analysis adequate for decision maker’s needs

Limitations frankly revealed

High ethical standards applied

Conclusions Justified

Findings presented unambiguously

Research process detailed

Research design thoroughly planned


Vardhman Textiles

Clarifying the Research Question

Define the Management QuestionDefine the Research Question

Research Proposal

Research Design Strategy(Type, purpose, time, scope, environment)

Data Collection Instrument Development

Detail Collection & Preparation

Data Analysis & Interpretation

Research Reporting

Management Decision


Vardhman Textiles

Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. In it we study the various steps, the research process that is generally adopted to study the research problem and basic logic behind them.This chapter represents the research methodology used for the study. In this chapter selection of sample, collection of data, the statistical tools used in analyzing the data and limitation of study has been discussed.

RESEARCH DESIGN:A research design is an arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It constitutes the blueprint for collection, measurement and analysis of data.

DATA COLLECTION:

Data can be collected through primary or secondary or by both primary and secondary sources.

Primary DataPrimary data consists of original first hand information collected specially for the purpose of study. Data can be collected by primary sources by using consumer surveys. In this type of information person could himself collected the data by personal interview or questionnaires or other things.

SOURCES OF PRIMARY DATA1. Data observation2. Surveya) Mailb) Personal Interviewc) Telephonic interview

In this report the primary data is collected through Questionnaire and personal interview.

Secondary Data

Secondary data consists of information that already exists somewhere, having been collected for another purpose.In this Project report the secondary data is used for track past performance of vardhman and share of different products of vardhman in group as a whole following sources of secondary data have been used:-

1) Internet2) Financial reports of Vardhman

SAMPLING TECHNIQUES:In this survey non-probability sampling technique is used.

Non-probability sampling is a technique in which the selection of the sample depends on the personal judgment of the investigator. In this the investigator selects a sample which he thinks to be close to the average of the universe. Here the investigator is free to include or exclude any unit in the sample depending on the object of


Vardhman Textiles

the enquiry so that only those units are selected which processes the true qualities of the universe or population.

TYPES OF SAMPLING:

1) Judgment Sampling2) Convenience SamplingSAMPLING UNIT:Sampling unit refers to eligible individual respondent for the project.In my study the sampling unit is single manufacturer using vardhman’s daffodil or daffodil ultra yarn.

SAMPLING SIZE:Sampling size refers to total number of respondents targeted for collecting the data for the research. Out of total population the sample of 25 respondents is taken in my study, which represents total population, and this sampling was selected on the basis of Above Sampling. 25 manufacturers or their production managers or designers were interviewed.RECCOMENDATIONS


Vardhman Textiles

RESEARCH INSTRUMENT


Vardhman Textiles

THIS SHOULD BE A PART OF APPENDIX

RESEARCH INSTRUMENT

QUESTIONNAIRE:

I am Syed Asif Ali student of ……………………………………... I have done research on the identification of training needs & programs at Vardhman . I assure you that the information collected from you will only be used for the research work & will be kept confidential.

SECTION A: NAME:DESIGNATION:DEPARTMENT:EXPERIENCE:

SECTION B:

Q-1 Are you satisfied with your current performance? a) Yes b) No

Q-2 How you feel your current performance can be increased? Through: a) Training programs b) Working conditions c) Adoption of new techniques d) Providing better facilities

Q-3 How much training is important to you? a) Very important b) Moderately important c) Important d) Least important

Q-4 How many training programs have you attended in the past one year? a) More than 2 b) More than 3-5 c) More than 5 d) More than 10

Q-5 Which types of training do you require? a) On the job training b) Off the job training


Vardhman Textiles

Q-6 If on the job –which method do you prefer? a) Coaching b) Job instruction c) Job rotation

Q-7 If off the job –which met do you prefer? a) Role playing b) Conferences c) Lectures d) Programmed instructions

Q-8 which faculties do you prefer? a) Internal b) External

Q-9 What is the ideal duration of the training? a) Half day b) One day c) More than 2 days d) According to the programme

Q-10 Rate the following benefits of training on the scale: Quick learning Higher productivity Improved quality Standardization of procedures Better utilization of new technology Optimum utilization of resources Less supervision required Better management

Q-11 In your department how is the training programme evaluated (follow up done)? a) Practically b) By HOD c) Any other

Q-12 Please specify any changes that you recommend to be done during training programme: a) b)


Vardhman Textiles

PROJECT DESCRIPTION


Vardhman Textiles

TRAINING

A planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.

TYPES OF TRAINING


Vardhman Textiles

INDUCTION TRAINING:

Induction training is important as it enables a new recruit to become productive as quickly as possible. It can avoid costly mistakes by recruits not knowing the procedures or techniques of their new jobs. The length of induction training will vary from job to job and will depend on the complexity of the job, the size of the business and the level or position of the job within the business.

The following areas may be included in induction training:

Learning about the duties of the job Meeting new colleagues Seeing the layout the premises Learning the values and aims of the business Learning about the internal workings and policies of the business

ON THE JOB TRAINING:

On the job training occurs when workers pick up skills whilst working alongside experienced workers at their place of work. For example this could be the actual assembly line or offices where the employee works. New workers may simply “shadow” or observe fellow employees to begin with and are often given instruction manuals or interactive training programmers to work through.

ADVANTAGES

Cheaper to carry out Training is very relevant and practical dealing with day to day requirements of job Workers not taken away from jobs so can still be productive Employees who are new to a job role become productive as quickly as possible

OFF THE JOB TRAINING:

This occurs when workers are taken away from their place of work to be trained. This may take place at training agency or Local College, although many larger firms also have their own training centres. Training can take the form of lectures or self-study and can be used to develop more general skills and knowledge that can be used in a variety of situations, e.g. management skills programme.

ADVANTAGES:

o Learn from specialists in that area of work who can provide more in-depth study o Can more easily deal with groups of workers at the same time

o Employees respond better when taken away from pressures of working environment o Workers may be able to obtain qualifications or certificates


Vardhman Textiles

APPRENTICESHIP TRAINING:

In apprenticeship training a worker is attached to an experienced or senior worker. The worker learns while observing his senior and helping him in the task. The period of apprenticeship is generally long, ranging from 2 to 5 years the trainees are paid only nominal wages during training .this method is generally used in technical jobs, mechanics, electricians, and plumbers learn their jobs by working with trained persons.

REFRESHER TRAINING:

Refresher training is helpful in acquainting personnel with latest improvements in their work. The changing technological methods require fresh training to existing employees even if they are well trained or qualified. Everybody requires attending refresher courses to know the latest techniques of doing the work. Such training also helps in refreshing the memory of employees.

VESTIBULE TRAINING:

It means to impart classroom training and it means to denote the out door and the interior of a building. It means that workers are trained at some place in a factory. When a large number of workers are to be given training, then a separate training department is set up. The instructors impart on the job training to new workers. This method is similar to on the job training. The difference is only of place and trainers.

ADVANTAGES: There are a number of advantages in the vestibule training these are as follows:

A large number of persons can be trained at a time. Instructors are specialists in their fields and are able to impart training in a much better way. Trainees can concentrate on training work only Line supervisors are not burdened ,they get a helping hand to reduce their strain Job is only training they acquire better experience of giving training.

DISADVANTAGES: There are a number of disadvantages in the vestibule training these are as follows:

The trainees get training at a place away from their place of work. They are not encountered with the practical difficulties faced at actual work place.

The line supervisors start blaming training programmers when deficiency is found in trainees work The method of training is very costly. A number of machines will be purchased for this purpose and

instructors are also required to impart training, small concerns cannot afford this type of training method.


Vardhman Textiles

IMPORTANCE OF TRAIINING

Training offers innumerable benefits to both employees and employers. It makes the employee more productive and more useful to organization. The importance of training can be studied under the following heads.

Benefits to the business Benefits to the employees

1. Trained workers can work more efficiently.

2. They use machines, tools, materials in a proper way. Wastage is thus eliminated to a large extent.

3. There will be fewer accidents. Training improves the knowledge of employees regarding the use of machines and equipment. Hence, trained workers need not be put under close supervision, as they know how to handle operations properly.

4. Trained workers can show superior performance. They can turn out better performance. They can turn out better quality of goods by putting the materials, tools and equipments to good use.

5. Training makes employees more loyal to an organization. They will be less inclined to leave the unit where there are growth opportunities.

1. Training makes an employee more useful to a firm. Hence, he will find employment more easily.

2. Training makes employees more efficient and effective. By combining material, tools and equipment in a right way, they can produce more with minimum effort.

3. Training enables employees to secure promotions easily. They can realize their career goals comfortably.

4. Training helps an employee to move from one organization to another easily. He can be more mobile and pursue career goals actively.

5. Thus training can contribute to higher production, fewer mistakes, greater job satisfaction and lower labor turnover. Also, it can enable employees to cope with organizational, social and technological change. Effective training is an invaluable investment in the human resources of an organization.


Vardhman Textiles

A SYSTEMATIC APPROACH TO TRAINING

Training is most effective when it is planned, implemented and evaluated in a systematic way. Unplanned, uncoordinated and haphazard training efforts greatly reduce the learning that can be expected. The above diagram shows three major components of a systematic approach of training:-

Systematic Approach to Training

ASSESSMENT

Determine training needsIdentify training objectives

IMPLEMETATION

Select training methodsConduct training

EVALUATION

Compare training outcomes against

criteria


Vardhman Textiles

OBJECTIVES OF TRAINING

TRAINING IN THE HR DEPARTMENT:

Human Resource Management (HRM), a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops.

OBJECTIVE


Vardhman Textiles

HUMAN RESOURCE MANAGEMENT

Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare, etc Human Resource Management is defined as the set of activities, programs, and functions that are designed to maximize both organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM.The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

TRAINING AND DEVELOPMENT 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.

Modern Approach: training and development is the Indian Organizations have realized the importance of corporate training. 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.

NEED OF TRAINING:

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 ResourcesTraining 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.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.


Vardhman Textiles

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 the organizational 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

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


Vardhman Textiles

PROCESS FLOW DIAGRAM


Vardhman Textiles

PROJECT/ PROCESS FLOW DIAGRAM

Course Title: - Analysis of Training Needs

Objective: - To have Innovative and Problem solving Training Programs to increase the productivity level of Employees

Target Group: - All the employees of Spinning and General mills of Vardhman Textiles

IDENTIFYING TRAINING NEEDS:

An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance.Training need analysis is conducted to determine whether resources required are available or not. It helps to plan the budget of the company, areas where training is required, and also highlights the occasions where training might not be appropriate but requires alternate action.Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its sub group.

PROCESS FLOW DIAGRAM

IDENTIFYING TRAINING NEEDS

Individual Level


Vardhman Textiles

INDIVIDUAL LEVEL

IDENTIFY THE TRAINING NEEDS

Appraisal Forms,QuestionnairesOther Sources

Compiling of the Training Programmes

Drafting a schedule

Calculating Man days

Making an Effieciency Chart

Preparing an order of Training calendar

Finalising the schedule with HOD

Making a Presentation

Training Calendar (month wise)


Vardhman Textiles

Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are:

Appraisal and performance reviewPeer appraisalCompetency assessmentsSubordinate appraisalClient feedbackCustomer feedbackSelf-assessment or self-appraisal

1. ESTABLISHING A NEEDS ANALYSIS:

This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards. Several examples of an analysis


Vardhman Textiles

outlining specific training needs are customer dissatisfaction, low morale, low productivity, and high turnover.

The objective in establishing a needs analysis is to find out the answers to the following questions:“Why” is training needed?“What” type of training is needed?“When” is the training needed? “Where” is the training needed?“Who” needs the training? And "Who" will conduct the training?“How” will the training be performed?

By determining training needs, an organization can decide what specific knowledge, skills, and attitudes are needed to improve the employee’s performance in accordance with the company’s standards.

The needs analysis is the starting point for all training. The primary objective of all training is to improve individual and organizational performance. Establishing a needs analysis is, and should always be the first step of the training process.

2. DEVELOPING TRAINING PROGRAMS

Training Need Analysis is the first step in successful conduct of training and it’s a part of systematic approach of training, however then training programs include

Analysis from individual departments-both worker n staff level Listing of topic most in demand Making course content Making Man Days and Efficiency Charts Choose faculties Making training calendar


Vardhman Textiles

Man days = No. of person* Total no. of daysNo. Of employees = Total no. of employees in the department

Employees who have training requirement:-

Efficiency = Man days/ no. of employee

124/14 = 8.857

All Employees:-

Efficiency = Man days/ no. of employee

124/22 = 5.63

3. DELIVER THE TRAINING PROGRAM:

This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.

Before presenting a training session, make sure you have a thorough understanding of the following characteristics of an effective trainer. The trainer should have:

A desire to teach the subject being taught.A working knowledge of the subject being taught.An ability to motivate participants to “want” to learn.A good sense of humor.A dynamic appearance and good posture.A strong passion for their topic. A strong compassion towards their participants.Appropriate audio/visual equipment to enhance the training session.For a training program to be successful, the trainer should be conscious of several essential elements, including


Vardhman Textiles

a controlled environment, good planning, and the use of various training methods, good communication skills, and trainee participation.

4. EVALUATE THE TRAINING PROGRAM.

This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.

The reason for an evaluation system is simple. The evaluations of training programs are without a doubt the most important step in the training process. It is this step that will indicate the effectiveness of both the training as well as the trainer.

There are several obvious benefits for evaluating a training program. First, evaluations will provide feedback on the trainer’s performance, allowing them to improve themselves for future programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an efficient way to determine the overall effectiveness of the training program for the employees as well as the organization.

The importance of the evaluation process after the training is critical. Without it, the trainer does not have a true indication of the effectiveness of the training. Consider this information the next time you need to evaluate your training program. You will be amazed with the results.

The need for training your employees has never been greater. As business and industry continues to grow, more jobs will become created and available. Customer demands, employee morale, employee productivity, and employee turnover as well as the current economic realties of a highly competitive workforce are just some of the reasons for establishing and implementing training in an organization. To be successful, all training must receive support from the top management as well as from the middle and supervisory levels of management. It is a team effort and must implement by all members of the organization to be fully successful.


Vardhman Textiles

DATA FLOW DIAGRAM


Vardhman Textiles

PROJECT DATA FLOW DIAGRAM

TRAINING NEEDS ANALYSIS:

Too many times within the organizations training is used to try and fix problems that may not be skills or knowledge related. Similarly providing training without having determined a need can also b a waste of time and money. Vardhman offers a comprehensive four stage TNA service.

1. MEASUREMENT: This is an organizational store review using a critical area checklist developed in conjunction with your management and staff. It identifies what is happening now and compares it with what should be happening and determines gaps using the store objectives, performance standards and staff appraisals as the basis.

2. INVESTIGATION: Once performance gaps are identified from the measurement stage they are investigated to gather more specific and detailed information. The investigation uses a combination of methods that include:

Observation Interviews Performance appraisals Questionnaire Skill audits

MEASUREMENT

ANALYSIS

CONFIRMATION


Vardhman Textiles

APPRAISAL FORM Vardhman spg.& Gen. Mills. LDH. UNIT

RATING KEY

A. Performance exceptionally higher than the requirement of the jobB. Performance Consistently exceeds the requirement of the jobC. Performance meets the requirement of the jobD. Performance needs improvement to meet the requirement of the job

A. PERSONAL DATA (to be filled by personnel dept.)

Name: __________________ Period under review: from _____to_________Qualification __________ Date of birth:_____________ Date of joining________Design./Grade on joining:__________ Deptt.:_______________ Present design./Grade: _____

Training programs attended (last 3 years)

B. JOB DESCRIPTION (to be filled by immediate superior) (Assignments/duties handled & since when) Previous (since joining) present

C. Job performance of appraise

FACTOR NARRATIVR ASSIGNMENT RATING (Explanation) (Reason/ information/ data/ comments supporting the rating) (A/ B/C/D)

JOB KNOWLEDGE (Theoretical & practical aspects of own & related jobs)

PLANNING OF WORK (methodical; proper sequencing of work as per priorities)

WORK OUTPUT (quality of work done against expected output/ standards)

QUALITY STANDARDS (accuracy; neatness; consistency in maintaining quality standards)

SPEED OF WORK (actual time taken for execution of the job as per quality standards against the expected time)

COST CONSIOUSNESS (economical; saves on resources like time, material, equipment etc.)


Vardhman Textiles

D PERSONAL QUALITIES/TRAITS OF APRAISEE ATTENDENCE (regularity of attendance; sense of punctuality & habit of obtaining prior leave sanction)

DEPENDABILITY (responsible; voluntary commitment to proper execution of job without constant supervision)

GROUP WORKING (Work as a team; has harmonious relationship with subordinates, colleagues and superiors)

ORGANISATIONAL APPROACH (takes into account the interest and objectives of the team, department and organisation)

ATTITUDE(will to work; feeling and thinking positively about job, organization, fellow employees)

CONDUCT (proper behaviour in all situation; honesty; follows rules and regulations)

INTELLIGENCE(sharpness in comprehending instructions, problems, ideas and finding rational solution)

CREATIVITY(effectiveness in original thinking, generating new ideas for improving existing systems, methods and procedures)

LEADERSHIP(through personal example or persuasion motive, lead and guide his team in achieving the objective)

KEENNESS FOR IMPROVEMENT( desire to achieve hire level of job knowledge, output, quality etc)

(b) STRONG POINTS OF APPRAISEE WEAK POINTS OF APPRAISEE

Date Signature- Immediate Superior

E. FINALISATION OF APPRAISAL OF DEPTT. HEAD

(a) FINAL APPRAISAL(COMMENT ON IMMEDIATE SUPERIOR’S EVALUATION OF JOB PERFORMANCE, PERSONAL TRAITS AND STRONG/WEAK POINTS)

(b)GROWTH POTENTIAL FUNCTIONAL AREA TYPE OF WORK LEVEL/DESIGNATIONNear Future (1-2 years)Distant Future (> 2 years)(c)TRAINING NEEDS

Date Signature-Deptt. Head


Vardhman Textiles

F. SCRUITINY BY PERSONNEL DEPTT. (Verifying the filling up of form as per system and guidelines)

Date Signature-personnel dept.

G. APPRAISAL INTERVIEW WITH APPRAISEE (by personnel deptt, immediate superior and deptt head)(Record brief comments, suggestions made and employee’s remarks)

Date Signature-Appraisee Signature- Deptt Head Signature-Imm. Superior

H. REMARKS ABOUT OVERALL PERFORMANCE (job performance, personal qualities/ traits, growth potential)

UNIT HEAD

QUESTIONNAIRE

QUESTIONS:

Q-1 Are you satisfied with your current performance? a) Yes b) No

Options Yes No

100% 0%

CURRENT PERFOR-MANCE

1st Qtr


Vardhman Textiles

Q-2 How you feel your current performance can be increased? Through: a) Training programs b) Working conditions c) Adoption of new techniques d) Providing better facilities

OPTION PERCENTAGE

Training programs 54%

Working conditions 9%

Adoption of new techniques 30%

Providing better facilities 7%

CURRENT PER-FORMANCE INCREASE1st Qtr 2nd Qtr

3rd Qtr 4th Qtr

Q-3 How much training is important to you? a) Very important b) Moderately important c) Important d) Least important

IMPORTANCE OF TRAINING PERCENTAGE

Very important 20%

Moderately important 60%

Important 10%

Least important 10%


Vardhman Textiles

IMPORTANCE OF TRAINING1st Qtr

2nd Qtr3rd Qtr4th Qtr

Q-4 How many training programs have you attended in the past one year? a) More than 2 b) More than 3-5 c) More than 5 d) More than 10

NO OF TRAINING PROGRAMMES ATTENDED PERCENTAGE

More than 2 84%More than 3-5 6%More than 5 7%More than 10 3%

NO OF TRAINING PROGRAMMES

ATTENDED1st Qtr 2nd Qtr3rd Qtr 4th Qtr

Q-5 which types of training do you requires? a) On the job training b) Off the job training

TYPE OF TRAINING PERCENTAGE


Vardhman Textiles

On the job training 60%

Off the job training 40%

TYPE OF TRAINING

1st Qtr2nd Qtr

Q-6 If on the job –which method do you prefer? a) Coaching b) Job instruction c) Job rotation

TYPES OF ON THE JOB TRAINING PERCENTAGE

Coaching 28%

Job instruction 64%

Job rotation 8%

TYPES OF ON THE JOB TRAINING

1st Qtr2nd Qtr3rd Qtr

Q-7 If off the job –which met do you prefer? a) Role playing b) Conferences c) Lectures d) Programmed instructions


Vardhman Textiles

TYPES OF OFF THE JOB TRAINING PERCENTAGERole playing 12%Conferences 42%Lectures 23%Programmed instructions 22%

TYPES OF OFF THE JOB TRAINING

1st Qtr2nd Qtr3rd Qtr4th Qtr

Q-8 which faculties do you prefer? a) Internal b) External

TYPES OF FACULTY PERCENTAGEInternal 23%External 77%

TYPES OF FACULTY

1st Qtr2nd Qtr


Vardhman Textiles

Q-9 what is the ideal duration of the training? a) Half day b) One day c) More than 2 days d) According to the programme

IDEAL DURATION OF TRAINING PERCENTAGEHalf day 4%One day 19%More than 2 days 24%According to the programme 52%

IDEAL DURATION OF TRAIN-ING

1st Qtr2nd Qtr3rd Qtr4th Qtr

Q-10 Rate the following benefits of training on the scale:

Quick learningHigher productivityImproved qualityStandardization of proceduresBetter utilization of new technologyOptimum utilization of resourcesLess supervision requiredBetter management


Vardhman Textiles

BENEFITS OF TRAINING1st Qtr 2nd Qtr 3rd Qtr4th Qtr 5th Qtr 6th Qtr7th Qtr 8th Qtr

Q-11 In your department how is the training programme evaluated (follow up done)? a) Practically b) By HOD c) Any other

TRAINING EVALUATION PERCENTAGEPractically 34%By HOD 59%Any other 7%

TRAINING EVALU-ATION

1st Qtr2nd Qtr3rd Qtr

BENEFITS OF TRAINNG PERCENTAGEQuick learning 7%Higher productivity 23%Improved quality 6%Standardization of procedures 14%Better utilization of new technology 12%Optimum utilization of resources 21%Less supervision required 6%Better management 11%


Vardhman Textiles

RESULTS:

All respondents are satisfied with their current performance. Current performance can be increased by different methods such as 54% think this can be done by the

effective training programs, 30% think adoption of new techniques is better. Training programme is moderately important for 60% of the respondents. 84% of the respondents have attended 2 or more than 2 training programmes. 60% of the respondents are interested in on the job training and the rest 40% are interested in off the job

training. In on the job training the job instruction is preferred by all and only 8 % prefer job rotation. Off the job training is prefer by a few and role playing, conferencing are a part of these. 77% respondent’s external faculty and 23% prefer internal faculty. 52 % respondents prefer that time of the training programme should be according to the programme. 59% of the respondents feel there training programmes are evaluated by HOD’s

BENEFITS OF TRAINNG PERCENTAGEQuick learning 7%Higher productivity 23%Improved quality 6%Standardization of procedures

14%

Better utilization of new technology

12%

Optimum utilization of resources

21%

Less supervision required 6%Better management 11%


Vardhman Textiles

3. ANALYSIS: Once the information is collected and investigated as to what types of issues or problems exist, analysis is made to determine causes including skill or knowledge deficiencies, equipment and procedures based.

4. CONFIRMATION:

A full report is developed outlining findings, training requirements based on competency deficiencies and possible solutions to any other non training issues.

INTERPRETATIONS AND PREPARATION OF REPORT:

To explain the findings; interpretations are prepared. Various problems arrived and those were discussed with Mr. ………………… (Designation) after interpretations and generalizations report is prepared with charts and bar figures.

MANDAYS = TOTAL NO OF EMPLOYEES * DURATION IN DAYS INTERESTED EFFICENCY= MANDAYS/TOTAL NO OF EMPLOYEES

OFFICERS AND EXECUTIVES:

TOTAL NO OF TRAINING PROGRAMMES IDENTIFIED = 25MANDAYS = 418TOTAL EMPLOYEES CONSIDERED FOR STUDY =86

EFFICENCY= 418/86 = 4.86

MANAGERS AND VP:


EFFICENCY= 272/22 = 12.36 STAFF:


EFFICENCY= 334/76 = 4.39 IN SUMMARIZED FORM FOR THE TOTAL NO OF EMPLOYEES CONSIDERED IN THE STUDY:


Vardhman Textiles

TOTAL NO OF EMPLOYEES WORKING IN LUDHIANA UNIT = 184TOTAL NO OF EMPLOYEES CONSIDERED IN STUDY = 184(FACTORY SIDE)

MANDAYS = 1024TOTAL EMPLOYEES CONSIDERED FOR STUDY = 184EFFICENCY= 1024/184 = 5.56


Vardhman Textiles

LIMITATIONS OF THE STUDY:

Indeed it was not as easy as it is appearing on the face of it, everything has virtues and vices attached to it and

same was here case.

Assumptions were taken regarding representations of population

Some respondents took it lightly and gave a baized response.1

The sample chosen consisted of all employees starting from staff level, officers, managers & VP not

workers secondary data is taken for them.


Vardhman Textiles

OBSERVAYIONS AND FINDINGS:

Most of the respondents who feel their performance can be increased credit the training programmes

held at vardhman. (Ref:- Q2, Pg no 42)

As per the response of the employees the training programme are organized at regular intervals at the

training and development centre & at the VTDC centre. (Ref:- Results at Pg no 48)

Training programs are very well preplanned and organized, from faculty to duration and from

methodology to contents everything is decided which shows the effective time management of the

company. (Ref:- Results at Pg no 48

Training programs are organized as per the demand and requirement; the appraisal forms filled by the

HOD are the most important criteria for calling an employee at the specific training programme. (Ref:-

Results at Pg no 48

Recommendations are always welcomed and proper support from supervisors and subordinates are

provided to employees.

Faculties are called from outside as per the demand of the programme.


Vardhman Textiles

RECCOMENDATIONS:

From the results of this study the following recommendations can be made:

The current performance of managers and executives can be increased by providing better growth

opportunities & that of staff and officers by training.

More on the job training should be provided the off the job training & job rotation should be considered

in on the job training.

Improved quality, better utilization of new technology and better management are most important

benefits of training from the organizations point of view.

Confidence building and acquiring new skills are the most important benefits of training from the point

of view of the employees.

Training is required by the most of the employees in area of the communication skills and managerial

skills. In communication skills they require training mainly in presentation skills and verbal skills, while

in case of managerial skills training is required in areas of stress and time management.

Staff level employees are more interested in creativity and innovation related workshops.

Some programs are department specific, to increase efficiency these should be focused-but at this time

of cost cutting they should not be organized for personnel basis.


Vardhman Textiles

My Experiences at VARDHMAN TEXTILES

“True hope dwells on the possible, even when life seems to be a plot written by someone who wants to see how much adversity we can overcome.True hope responds to the real world, to real life; it is an active effort”

I joined Vardhman Textile as a Summer Trainee and my training was for two months that is from 5th May to 25th

June.

It's an overwhelming feeling when the efforts and hard work put in are recognized and felicitated. A feeling that galvanizes the Trainee into believing in more, in itself and reaffirming its commitment. The whole training period was a big learning experience for me as a management student. I could analyze as to what extent all the theoretical knowledge that I had learned in HR was implied practically in organization. Joining this organization in the HR Department, I got the opportunities to interact with many employees and also their problems.

Initially i had an Induction for two days then I was asked to read the policies manual of the Company, Initially, so that I could get myself familiar with the various policies and employee benefit programs running within the company. After reading the book I realized that Vardhman Textiles runs innumerable policies for benefit of its employees and organizes training programs for them.

Then I was asked to prepare Excel sheet of different trainings out of Appraisal forms. Then I was supposed to interact with employees for confirming about the training needs. Now I was suppose to make the Efficiency and Man days chart on Excel assuring how many people

will go under which training and in the following schedule. Finally I was supposed to make a Training Calendar for Vardhman Textile (2009-2010)

Out of this whole training I believe that Vardhman Textiles has

Faith in individual potential and respect for human values.

Encourages innovation for constant improvements to achieve excellence in all areas.

.


Vardhman Textiles

ALLUSIONS:

The names of the websites used are:

www.yahoo.com www.yahoo.com www.rediff.com www.go.com www.infoseek.com www.google.com www.webcrawler.com www.hotbot.com www.wikepedia.com www.istockphoto.com www.flicker.com

The names of the books used are:

Human Resource Management V S P Rao Business Research Methods Pamela S Schindler Marketing Management Philip Kotler Personal management C.B.Mamoria Human resource management by C.B Gupta Human resource management by P. Subha Rao Human resource management by Ashwathapa Resource methodology by C.R.Kothari

Journals issued at vardhman by HR dept

http://www.flicker.com/

http://www.istockphoto.com/

http://www.wikepedia.com/

http://www.hotbot.com/

http://www.webcrawler.com/

http://www.google.com/

http://www.infoseek.com/

http://www.go.com/

http://www.rediff.com/

http://www.yahoo.com/

http://www.yahoo.com/


Vardhman Textiles

REMARKS

.

Documents

Analysis of Training Needs