Upload
abraham-konyak
View
221
Download
0
Embed Size (px)
Citation preview
8/2/2019 Training Effectiveness and Evaluation Method
1/82
Page 1
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
APROJECT REPORT
ON
Training Effectiveness and Evaluation Method inthe Context of Oil India Limited
Submitted to Nagaland University in partial fulfillment of the requirement ofMaster of Business Administration Curriculum of School of Management
Studies, Nagaland University.
Submitted by
Y. Abraham Konyak
Nu/Mn/17/10
Session-1st
June to 31st
July 2011
Project Guide. Mr. Vivek Brama
(Training and Development officer Oil)
Dated 24/11/11
Contact: 09436219844
Email: [email protected]
8/2/2019 Training Effectiveness and Evaluation Method
2/82
Page 2
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
DECLARATION
I, Y Abraham konyak, student of School of Engineering Technology and School of
management, Nagaland University (SETAM) Dimapur, solemnly declare that, I have done
my summer Project in OIL INDIA LIMITED, Duliajan, and during my summer training the
opportunity was given to me to conduct a research and to prepare a project report to know the
Training Effectiveness and Evaluation methods in context of Oil India Limited .
I further state that I have done the project with utmost sincerity and dedicationand left no stone unturned. Which are required for the completion of this project, However I
shall remain liable for any misinformation which might creep in without my knowledge. I
look forward for any ratification by any one.
Date-
Place- Y Abraham konyak
MBA 3nd semester
Nagaland University (SETAM)
...........................
Countersigned
Mr. Vivek Brahma
SR. T & D Officer Oil India LTD.
8/2/2019 Training Effectiveness and Evaluation Method
3/82
Page 3
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Preface
The purpose of this report is to provide information on the method and practice to
evaluate and improve the effectiveness of training and assistance for oil India to
establish and maintain effective training programmes for oil India personal. Inthis context the term the training effectiveness means that training provides
significance added value to oil India operations by improved, safety and quality
production. While it is absolutely clear that training can provide added value, a
measure, isolated determination of training effectiveness is difficult because
personal performance depends not only on training, but also many other factors
such as supervisors, procedures, job aid, pre-job briefing, managements
expectation, and the experience and motivation of the workforce. It is assertedthat principal of effective training can be discemed and that if training programme
are develop and maintain using these principal, training will make effective
contribution to improved personal performance. Under this premise, indicator can
be monitored to provide evidence of overall training effectiveness strength and
weakness can be identified, and reinforcement or improvement can be made.
Hence they need Human resources inter alia at present and future. The processes
of human resource start with planning. Training bridge the gap between what
employees has and what the job demands. Imparting training to employee
working in all the organized sector of human activities is no longer a matter of
debate in fact the need for training has been recognized as essential activities not
only in the business organization, but also in academic institutes, professional
bodies and the government departments. We hope that this will serve as a useful
report to oil India in general and Training and development Department in
particular in identifying the needs of training and evaluation. The report is mainly
based to facilitate training and Development department in imparting effectivetraining and evaluation for oil India employee and the managerial executive. The
analysis and interpretation of this report is based on the information collected
from high level and permanent employee. The main emphasis of this report is
bring out the effectiveness of training and evaluation, as training and evaluation
has become an important aspect for all organization.
8/2/2019 Training Effectiveness and Evaluation Method
4/82
Page 4
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Acknowledgement
Every projects is the blend of different people, thing are Easy to say but difficultto do it, the project work was never an easy until someone contributed they
valuable time and knowledge. I feel encourage by the widespread response fromthe interviewee. The feedback received from different source has been explicated;
in fact the project couldnt have finished without your valuable feedbacksreceived from various personal through personal interview and questionnaire. I
am grateful to all those who have help me directly and or indirectly in preparing
this project report. I express my heartfelt gratitude to Oil India Limited (Duliajan)Assam, in general and Training and Development Department in particular for
allowing me to undergo the internship for 8 weeks.
I am indebted to my project guide Sir VIVEK BURUA senior training and
development officer for providing the necessary stimulus for writing this project
report and enhancing the standard of this project report.
As, always, I am deeply appreciated to my respected parents who have assisted
me financially and morally which is needed to complete this projects report.
It will be incomplete on my part if I dont thank to HODs of my institute forsending me to this reputed company.
I thankfully acknowledge the assistance of Mr. Rabin Saikia Well Logging Dept
and Mr. Ben Ngullie Dy. SUPDG Engineer Oil India Limited Duliajan, for the
arrangement of accommodation for the sojourn.
Finally, my sincere thanks to all my friends who have been so supportive during
the 8 weeks internships which ultimately lead in bringing out this project report
successfully.
8/2/2019 Training Effectiveness and Evaluation Method
5/82
Page 5
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Executive Summary
Project Title:A study on Training Effectiveness and Evaluation method in the context of
oil India limited, Duliajan (Assam).
Duration: 1st June-31st July, 2011
About the Project:
The study was conducted with the aim to know the training effectiveness and evaluation
method used in oil India.
Every Organization big or small, productive or non-productive, economic or social, Old or
newly established should provide training to all employees irrespective of their qualification,
skill, suitability for the job etc. thus no. organization can choose whether or not to trainemployees. Training is not something that is done once to new employees. it is used
continuously in very well run establishment. Oil India like any other company has its own
full-fledge training and development department which consist of two house Management
training Development Centre (MTDC) and Employee training Development Centre (ETDC).
The following things have been come into light from the study:
(i)Oil training and Development process involve five stages: Assessment of individualstraining needs by department; preparation of training calendar on the basic of annual
training plans; execution of training plan; nominations and evaluation of trainingeffectiveness.
(ii)The T&D process aim at prioritizing effectiveness of training and strengthens theplanning and implementation.
(iii)The T&D follows two type of Evaluation method.(iv)Oils training policy clearly states how training is expected to contribute to theachievement of goals of the organization. This policy is also periodically revised and
updated to meet the ever changing needs of the organization.
(v) T& D department extend short duration training required as a part of their curriculumto hundreds of management and engineering students of various professional institutes.
Every organization needs to have well trained and experienced people to perform the
activities that have to be done. The training and Development department is responsible for
the development of human Resource in Oil.
8/2/2019 Training Effectiveness and Evaluation Method
6/82
Page 6
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
CONTENTS
Declaration
PrefaceAcknowledgements
Project proposal sheet
1.1 Objective...1-3
1.2 Scope
1.3 Limitations
Research Methodology......................................4-6
1.1 Preliminary studies.
1.3 Sampling method.
1.4 Source of Data.
1.5 Questionnaires Design.
1.6 Sample area.
1.7 Sample Size.
1.8 Contact method.
1.9 Statistical tools used.
1.10 Analysis tool use.
Organization Preview .7-15
1.1 Introduction
1.2 History of Oil India1.3 Awards & Accolades1.4 Executive Profile
1.5 Objectives, Mission, Vision of Oil India Limited1.6 Departments of Oil India Limited1.87Organization Setup
8/2/2019 Training Effectiveness and Evaluation Method
7/82
Page 7
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Training Effectiveness and Evaluation method (In General)...16-23
1.1 Concept of Training, Development and evaluation1.2Training effectiveness1.3 Importance of Training and Development1.4 Purpose of Training Evaluation1.5Techniques of Evaluation1. 6 Role of Trainee1.7 Role of Trainer
Training effectiveness and evaluation method in the context of Oil India..24--38
1.1Training and Development Department1.2 Infrastructure:-1.3 Structures of T&D Department:-1.4 Training and Development Policy 2007:-1.5 T&D Process
1.6 Types of Training Programs:-
1.7 Objectives, Scope and Limitation
SOWT Analysis39-42
1.1 Strengths
1.2 Weakness
1.3 Opportunities
1.4 Threat
1.1 Analysis & findings43-70
1.2 Suggestion
1.3 conclusions
1.4 Annexure
1.5 Bibliography
8/2/2019 Training Effectiveness and Evaluation Method
8/82
Page 8
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
SECTION: I
1.1 Objective
1.2 Scope
1.3 Limitations
8/2/2019 Training Effectiveness and Evaluation Method
9/82
Page 9
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.1 OBJECTIVES OF THE STUDY
Primary objectives:
To study the Training Effectiveness and Evaluation method in the context of Oil India
Limited.
Secondary Objectives:
1) To study the Effectiveness of training programs provided in Oil India Limited.2) To study the purpose of training evaluation programs.3) To study about the awareness of various methods of training evaluation process as
mentioned in the training and development policy 2007
4) To find out the importance of evaluation process among in Oil India limited.5) To find out at which stage it is of most important in evaluation process.6) To determine whether the organization as a whole are executive staff. Updating the
skill knowledge with the fast changing scenario.
1.2 SCOPE OF THE STUDY:
The scope of this project is defined by the objectives themselves. The study was done
basically for the fulfillment of the objectives. This means that the scope of the study basically
an attempt to find out The training evaluation process and its effectiveness in the context ofOil India Limited.
1.3 LIMITATIONS OF THE STUDY:
1) The study is being totally dependent on primary data, has gained considerable amountvulnerability.
2) The busy schedule of the executives hindered data collection process.3) The sample size taken may actually be too small to represent the whole population.4) Lack of cooperation from executives in regards of giving interview because they felt it
to be time consuming.
8/2/2019 Training Effectiveness and Evaluation Method
10/82
Page 10
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
5) The project has been completed within a limited period of time, which can also act as alimitation of the study
6) The survey was limited to few departments in the organization.7) Unavailability of executives in their cabins as they were engaged in field work at that
time.
8) Availability of executives work persons and but not interested in filling up thequestionnaire because of heavy work load.
9) There is a possibility of occurrence of false judgment due to the biased responses bysome of the executives staff while giving answer facts & figures.
10) Since the report is based on the primary data and personal interview, occurrenceof personal bios cannot be ruled out.
8/2/2019 Training Effectiveness and Evaluation Method
11/82
Page 11
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
SECTION: IIResearch Methodology
1.1 Preliminary studies.1.3 Sampling method.
1.4 Source of Data.
1.5 Questionnaires Design.
1.6 Sample area.1.7 Sample Size.
1.8 Contact method.
1.9 Statistical tools used.
1.10 Analysis tool use.
8/2/2019 Training Effectiveness and Evaluation Method
12/82
Page 12
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.1 Preliminary studies
The project study was undertaken through literature survey, general discussion andinformal interviews with some of the executives and workmen of OIL India Limited,
(Duliajan) to get knowledge about various training and training needs identification
related issue.
1.2 Sampling method:
Random sampling,
1.3 Source of data
The data was collected by means of both the sources i.e
PrimaryThe datas were collected through personal observation and through direct
communication with respondents. Well structure questionnaire were also used for getting
additional information
Secondary- the secondary datas were gathered through companys manual. Magazines, handbooks, journals, annual reports, internets and company home page. Extensive survey of
literature was also done for the purpose of collection of data
1.4 Questionnaire design
The question was framed as per the requirements of the study. The questionnaire contains
mostly close ended, open ended and Dichotomous questionnaires.
1.5 Sample size:67.
1.6 Sample area
The questionnaire was distributed in the various departments of OIL, (Duliajan).
8/2/2019 Training Effectiveness and Evaluation Method
13/82
Page 13
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.7 Contact method:
All the employees from the various respective departments were approached directly and
personally.
1.8 Statistical tools used
1. Bar diagram2. Percentage
1.9 Analysis tool used
The data collected from the executives were analyzed using standard statisticaltechniques and method. Accordingly recommendation and conclusions were made on
the basis of analysis and observation that are collected from the respondents.
Analysis: each question is analysis separately and observations are written down on theresponse given by the respondent. Diagrams like bar diagram have been included in the
analysis to make the analysis easier and easily understandable.
8/2/2019 Training Effectiveness and Evaluation Method
14/82
Page 14
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
SECTION: IIIOrganization Preview
1.1 Introduction.
1.2 History of Oil India.
1.3 Awards & Accolades.1.4 Executive Profile.
1.5 Objectives, Mission,
vision of Oil India.
1.6 Department of Oil India
Limited
1.7 Organization Setup.
8/2/2019 Training Effectiveness and Evaluation Method
15/82
Page 15
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.1 Introduction
OIL is a premier National oil company, engaged in the business of Exploration, Production,
and Transportation of crude oil and Natural gas. Oil India Limited is a Schedule A Companyunder the ministry of Production and Natural Gas, Government of India.
OIL is having over 1 lakh Sq. km. of PEL/ML areas for its exploration and Production
activities. Majority of OILs activities is being taken up in the north east from where its entirecrude oil production is coming. Rajasthan is the other producing area of oil from where it isproducing10% of its total gas production. The companys exploration activities are spreadover onshore areas of Ganga valley and Mahanadi in addition to its onshore areas in North
east and Rajasthan.In recent years, OIL has stepped up exploration and production activities
significantly including Gas monetization in the North east India. OIL has set up North East
Frontier (NEF) project to intensify its exploration activities in the frontier areas in the North
east, which are logistically very difficult and geologically complex. Presently, seismic
surveys are being carried out in Manbhum, Pasighat and other Trust belt areas. The company
operators a crude oil pipeline in the north east for transportation of crude oil produced by
both OIL and ONGC in the region to feed Numligarh, Guwahati, Bongaigaon and Burauni
refineries and a branch line to feed Digboi refinery. The company is currently in process of
constucting a 600 KM long product pipeline from Numligarh to Siliguri. After restructuring
into Strategic business units, OIL has also ventured into offering rig package , expertise and
services in E & P sector and signed a contract with premier OIL , a ompany registered in
Netherlands for Drilling of well in their Jaipur block in Assam. OIL has also carried out
work over jobs for Great Eastern Energy corporation limiteds Coal Bed Methanee Wells.
8/2/2019 Training Effectiveness and Evaluation Method
16/82
Page 16
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.2 HISTORY OF OIL INDIA
The story of Oil India Limited (OIL) traces and symbolises the development and growth ofthe Indian petroleum industry. From the discovery of crude oil in the far east of India at
Digboi, Assam in 1889 to its present status as a fully integrated upstream petroleum
company, OIL has come far, crossing many milestones.
On February 18, 1959, Oil India Private Limited was
incorporated to expand and develop the newly
discovered oil fields of Naharkatiya and Moran in the
Indian North East. In 1961, it became a joint venture
company between the Indian Government and Burmah
Oil Company Limited, UK. In 1981, OIL became a
wholly-owned Government of India enterprise. Today, OIL is a premier Indian National Oil
Company engaged in the business of exploration, development, and production of crude oil
and natural gas, transportation of crude oil and production of LPG. OIL also provides various
E&P related services and holds 26% equity in Numaligarh Refinery Limited.
The Authorized share capital of the Company is Rs.
500 Crores. The Issued, Subscribed and Paid share
capital of the company is Rs. 240.45 Crores. At present,
The Government of India, the Promoter of theCompany is holding 78.43% of the total Issued & Paid-
up Capital of the Company. The balance 21.57% of the
Equity capital is held by others. OIL has over 1 lakh sq
km of PEL/ML areas for its exploration and production
activities, most of it in the Indian North East, which accounts for its entire crude oil
production and majority of gas production. Rajasthan is the other producing area of OIL,
contributing 10 per cent of its total gas production.
Additionally, OILs exploration activities are spread over onshore areas of Ganga Valley andMahanadi. OIL also has participating interest in NELP exploration blocks in Mahanadi
Offshore, Mumbai Deepwater, Krishna Godavari Deepwater, etc. as well as various overseas
projects in Libya, Gabon, Iran, Nigeria and Sudan.
In a recent CRISIL-India Today survey, OIL was adjudged as one of the five best major
PSUs and one of three best energy sector PSUs in the country.
8/2/2019 Training Effectiveness and Evaluation Method
17/82
Page 17
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.3 Awards & Accolades
Rated No. 1 Public Sector Company, 2006 by the Department of Public Enterprises,Government of India based on performance
"Excellent" performance rating by Government of India for past 4 years Performance Excellence Award, 2005-06 by the Indian Institution of Industrial
Engineering (IIIE) Counted among the 5 Best Public Sector Undertakings and the 3 Best in the Energy
Category by the India Today-CRISIL Survey in 2005 Best Project Award for Corporate Social Responsibility, 2005 by TERI, among 130
participating companies Corporate Social Responsibility Award, 2003-04, by TERI for good corporate
citizenship and sustainable initiatives among companies with turnover above Rs 500core
Green Tech Award for Environment Management, 2002 Golden Peacock Award for Corporate Social Responsibility, 2002 Special Commendation Award for Human Resource Management, 2001-2002 by
National Petroleum Management Programme - for OILs continuously evolvingtechnology and business environment and the Companys initiatives to enhance safetyin operations and quality of work life via good practices
Excellent Performing Public Sector Enterprise Award, 1998-99 "Excellent" performance rating by Government of India for 1997-98, 1998-99 and
1999-2000 Longest Accident Free Period - 1997-98, 1998-99 Excellent Performing Public Sector Enterprise Award, 1998-99 Excellence in Riverbed Survey Award, 1998-99 Best Oil & Gas Processing Unit Award, 1997-98 International Green Land Society National Award, 1997-98 for best energy
conservation and implementation Corporate Performance Award 1985 from Harvard Business School Association ofIndia and Economic Times Ranked 1 fir Profitability in terms of paid-up capital, net assets and sales from 1981-82
to 1983-84 by the Indian Institute of Public Opinion, among 100 largest corporateenterprises in India
8/2/2019 Training Effectiveness and Evaluation Method
18/82
Page 18
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Accreditations
ISO-9000:2000 Certification (Quality Management System) : LPG Plant ISO-9001:2000 Certification : Gas Based Power Plant ISO-9000:2000 (Quality Management System) : Trunk Pipeline ISO:9001:2000 : OIL Hospital at Duliajan ISO-14001 (Environment Management) : Trunk Pipeline OHSAS 18001 (Occupational Health and Safety Assessment Series) : Trunk Pipeline ISO/IEC 17025 : 2005 accreditation by NABL, Government of India for OILs R&D
Department, the first among E&P company laboratories to get this accreditation
1.4 PRESENT EXECUTIVE PROFILE
Chairman & Managing Director: Mr.NayanMani Borah
Director(Finance): Mr.T.K Ananth Kumar
Director ( Exploration &Development): Mr. B.N Talukdar
Director ( Human Resources and Business Development): Mr. Nripendra Kumar Bharali
Director(Operations): Mr.Satchidananda Rath
Government Nominee Director: Mr.D.N. Narasimha Raju
Government Nominee Director: Dr.(Smt.)Archana Saharya Mathur
Independent Director: Mr.Ghanshyambhai Hiralal Amin
Independent Director: Mr.Sushil Khanna
Independent Director: Mr.Arun Kumar Gupta
Independent Director: Mr. AlexanderK Luke
Independent Director: Mr.Vinod Kumar Misra
Independent Director: Mr.Pawan Kumar Sharma
8/2/2019 Training Effectiveness and Evaluation Method
19/82
Page 19
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.5 OBJECTIVES, MISSION, VISION OF OIL INDIA LIMITED
Core Purpose:
The fastest growing energy company with aglobal presence value to the shareholders.
Basic Objectives: To achieve self sufficiency in Hydrocarbon resources. To get adequate return on capital. To promote training and development in Hydrocarbon Exploration. To encourage technological advantage for import use of Non conventional energy
resources.
To built excellent management team. To built and project an efficient corporate image.
Towards employees: To establish personnel policies for the well being of its employees. To induct and develop competent persons at all levels. To provide training and development opportunities to enhance skills for optimum
contribution.
To evolve a system of closer association in involvement of employees to encouragesports, culture and other activities.
Towards people: Social and community development Development of ancillary and small scale industry Promotion of population environment Health interaction with the users and business associates
8/2/2019 Training Effectiveness and Evaluation Method
20/82
Page 20
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
OILs Mission: Balance between our investment in the E & P section and other low risk diversification
opportunities with the objective of optimizing our asset portfolios. Continuously upgrade manpower skills, processes and technologies and thereby
consistently improve operational and financial performance which adhering to thehighest standards business conducts.
Grow with unwavering concern for the community and all over stick holders. Have unstinted faith in our employees to enable them to make quick and informed
decision through adequate training and to improve then to do so.
OIL's Vision
Oil India is the fastest growing Energy Company with highest profitability. Oil India delights the customers with quality products and services at competitive
prices. Oil India is a Learning Organization, nurturing initiatives, innovations and aspirations
with best practices. Oil India is a team, committed to honesty, integrity, transparency and mutual trust
creating employee pride. Oil India is fully committed to safety, health and environment. Oil India is a responsible corporate citizen deeply committed to socio-economic
development in its areas of operations.
8/2/2019 Training Effectiveness and Evaluation Method
21/82
Page 21
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Table: 1
DEPARTMENTS OF OIL INDIA LIMITED-The different departments of OIL are-
1 Administrative 16 Material
2 Chemical 17 Engineering
3 Civil 18 Mechanical
4 Contracts 19 Medical
5 Drilling 20 OIL and Gas pipeline
6 Electrical 21 Pipeline
7 Finance and accounts 22 Planning
8 General engineering 23 Production
9 Geology and reservoir 24 Research and development
10 Geophysics 25 Safety and Environment
11 Employee relation 26 Security
12 Information technology 27 Personal
13 Instrumentation and Field
communication
28 Training and Development
14 Land 29 Purchase
15 L.P.G 30 Internal Audit
8/2/2019 Training Effectiveness and Evaluation Method
22/82
Page 22
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Chart: 1.1Organization setup
Director
CMD: Chairman cum managing Director
CVO: Chief Vigilance Officer
Director
Finance
Director
Hr &BD
Director
Operation
Director
Exp &Dev
CMD
Advisor
CMO
GSM (MPA) GGM (SS) GGM (SB)
GM (GR)
GM (P)
GM GS
GM (HRA) GM S
GM F&A
GM SB
GM
GM (OD
GM (BD
&TPOGM (OD
&RS
8/2/2019 Training Effectiveness and Evaluation Method
23/82
Page 23
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Section- IVTraining Effectiveness and Evaluation method(In General)
1.1 Concept of Training,
Development and evaluation.
1.2 Training effectiveness.1.3 Importance of Trainingand Development.1.4 Purpose of Training
Evaluation.1.5 Techniques of Evaluation.1. 6 Role of Trainee.1.7 Role of Trainer
8/2/2019 Training Effectiveness and Evaluation Method
24/82
Page 24
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
1.1 CONCEPT OF TRAINING
What is meant by training? Training is the process of teaching the new and/or present
employees the basic skills they need to effectively perform their jobs. Alternatively, speaking
training is the act of increasing the knowledge and skill of an employee for doing his/her job.
Thus, training refers to the teaching and learning activities carried on for the primary
purposes of helping members of an organization to acquire and also to apply the required
knowledge, skill and attitudes to perform their job effectively. According to Edward B.
Flippo, training is the act of increasing the knowledge and skill of an employee for doing aparticular job. Thus, training is a process that tries to improve skill, or add to the existinglevel of knowledge so that the employee is better equipped to do his present job, or to mould
him to be fit for a higher bob involving higher responsibilities. In other words, training is a
learning experience that seeks a relatively permanent change in an individual that will
improve his/her ability to perform his job. Training bridge the gap between what employee
has and what the job demands. Imparting training to employee working in all the organized
sector of human activities is no longer a matter of debate in fact the need for training has been
recognized as essential activities not only in the business organization, but also in academic
institutes, professional bodies and the government departments. Compared to the term
training, the term development has broader scope and aim to develop people in all
respects. Accordingly, development covers not only activities/skills which improvesperformance, but also those activities which bring about growth of the personality, help
individuals progress toward maturity and actualization of their potential. Thus, development
enables individuals to become not only good employees but also better men and women.
Clearly, development is an ongoing continuous process, while training is an one-shot deal. In
ultimate sense, development refer to non-teaching organization function such as problem
solving, decision-making and relating to people. if you wish to plan for a year sow seeds, ifyou wish to plan for ten years plan trees, if you plan for life time develop men. It is a
learning process that involves the acquisition of knowledge, sharpening of skills, concepts,rules, or changing of attitudes and behaviors to enhance the performance of employee.
The training procedure comprises of three phases:Phase 1: Pre-training: - This may also be called as the preparation phase. The process startswith an identification of the circumstances requiring more efficient performance. A firmsconcern prior to training lie primarily in four areas: Clarifying the precise objectives of
8/2/2019 Training Effectiveness and Evaluation Method
25/82
Page 25
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
training and what the organization expects to make use of the participants after training;selection of appropriate participants; building favorable expectations and inspiration in theparticipants before training; and planning for any changes that improved task performancerequires in addition to training.
Phase 2: Training: - During the course of the training, participants focus their attention onthe new impressions that seem useful, thought-provoking and engaging. There is noguarantee that the participants will in fact learn what they have chosen. But the main reasonremains; trainees explore in a training situation what interests them, and a traininginstitutions basic task is to offer the required opportunities.Phase 3: Post-Training: -This may be called as the follow up phase. When the trainees goback to job after attending the training, a practice of adapting change begins for each oneparticipated. The newly acquired skills and knowledge undergo modification to fit the workcondition. Participants may find their organizations offering support to use the training andalso the support for continuing contact with the training institution. On the other hand, they
may step into a quagmire of distrust. More effective behavior of people on the job is theprime objective of the training process conducted by an organization as a whole.
1.2 CONCEPT OF DEVELOPMENT
Compared to the term training, the term development has boarder scope and aim todevelopment people in all respects. Accordingly, development covers not only activities/skill
which improve job performance, but also those activities which bring about growth of the
personality, help individuals progress toward maturity and actualization of their potential.Thus, development enables individuals to become not only good employees but also better
man and women. Clearly, development is an ongoing continuous process, while training is a
one-shot deal. In ultimate sense, development refers to non-technical organizational functions
such as problem solving, decision-making and relating to people.
1.3 Concept of evaluation
Evaluation and appraisal of training programme is a necessary practice in any firm as it is an
assessment of the total value of a learning event and not just how far it achieves its learninggoals and objectives. Training assessment is about seeking to evaluate whether or not trainingis, in fact, generating pertinent and appreciated results through proficient and well-managedpractices. It is a process of collecting data with which to make decisions about trainingactivities. It thus places the episode in a broader outlook and offers information, which isvital for future planning and development. The information acquired by the assessment of thetraining programme can be used to find out the lags or shortcomings in the training
8/2/2019 Training Effectiveness and Evaluation Method
26/82
Page 26
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
programme and make successive suggestions and advices for making it more effectual.Evaluation of training effectiveness should not be treated only as a corrective measure for theexisting training programmes offered by the organization, but also as a pro-active measure formaking future training programmes effective.
Training is an important factor in all firms business strategy, but firms dont assess theimpact of training programme over the employees all the time. Training is effective only if itproduces desired outcome. When the organization is implementing a training programme,there should be an ideal forum on which the evaluation scheme can be build and assessmentof effectiveness of training and development activities can be done.
In turn to categorize areas of assessment, Donald Kirkpatrick formed what is still one of themost generally used models. The inquiry that has to be raised by the management to evaluatethe effectiveness of training in each level is listed below:
Stage 1: Response- Were the trainees satisfied and what is their idea to perform with theskills acquired?Stage 2: Knowledge- Whether and to what extent the talent, awareness and approach of theworkforce have changed?Stage 3: Performance- Were the conduct of the workforce improved on the basis of whatthey have trained?Stage 4: Outcome-Whether the improvement in the performance has an impact on thedesired output of the firm?
1.5 Training Evaluation- How does it help?
The training evaluation and assessment has three main reasons:Feedback to help trainers understand the extent to which goals are being met and theeffectiveness of particular learning activities- as an aid to continuous improvement.
Control to make sure training policy and practice are allied with managerial objectives andproviding lucrative solutions to managerial concerns.Intervention to raise awareness of key issues such as pre-course and post-course briefing andthe selection of delegates.The following are the clear advantages of training evaluation:Enhanced value of training programmes. Improved skills and capability of the trainers to
associate inputs to output Superior differentiation among training programmes that are worthenough to be retained and those to be dropped. Good incorporation of training provided bythe firm and employee improvement. Healthier collaboration between instructors andexecutives in the growth of workforce. Proof about the contribution that training anddevelopment programmes are providing to the meet the goals of the firm. Faster inclusion oftraining needs and managerial goals.
8/2/2019 Training Effectiveness and Evaluation Method
27/82
Page 27
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Purposes of Training Evaluation
The five main purposes of training evaluation are:
Feedback: It helps in giving feedback to the candidates by defining the objectives andlinking it to learning outcomes.Research: It helps in ascertaining the relationship between acquired knowledge, transfer ofknowledge at the work place, and trainingControl: It helps in controlling the training program because if the training is not effective,then it can be dealt with accordingly.Power games: At times, the top management (higher authoritative employee) uses theevaluative data to manipulate it for their own benefits.Intervention: It helps in determining that whether the actual outcomes are aligned with theexpected outcomes.
Techniques of Evaluation
the various methods of training evaluation are:
Observation Questionnaire Interview Self diaries Self recording of specific incidents
1.4 Training effectiveness
Measuring the effectiveness of training programs consumes valuable time and resources.Many training programs fail to deliver the expected organizational benefits. Having a well-structured measuring system in place can help you determine where the problem lies. On apositive note, being able to demonstrate a real and significant benefits organization from thetraining provide can helps in gaining more resources from important decision -makers. Ameasurement of learning is not training effectiveness - it's a measure of learning! You can
learn everything required, but fail to put it to require use and the required outcomes are notachieved. Training in organizations is ALMOST ALWAYS about achieving a betterperformance or capability than is currently available - it's about OUTCOMES that favor thecustomer and the shareholder - it's not about learning - that's a bonus (in my humbleopinion!). Generally effectiveness measures are defined in terms of the extent to which a setof objectives are met. It would be quite easy to have a large overlap here with efficiencymeasures. Effectiveness could be measured in terms of getting at least 4 out of 5 in each areabeing rated. If 100% of trainees rate all the aspects at least 4 out of 5, then it is 100%
8/2/2019 Training Effectiveness and Evaluation Method
28/82
Page 28
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
effective. Training is an essential for every business, education institute and governmentdepartment. The need for training is no longer a matter of debate. However, the trainingimparted by the organization is not always an effective one. Training is the act of increasingthe knowledge and skill and of an employee for doing a particular job. It is the process of
teaching new/present employees the basic skill they need to effectively perform the job.Training is said to be effective when the organization achieved the target. Whether thetraining is effective or not can determine only after proper evaluation. Evaluation andappraisal of training programme is a necessary practice in any firm as it is an assessment ofthe total value of a learning event and not just how far it achieves its learning goals andobjectives. Training assessment is about seeking to evaluate whether or not training is, infact, generating pertinent and appreciated results through proficient and well-managedpractices. It is a process of collecting data with which to make decisions about trainingactivities. The information acquired by the assessment of the training programme can be usedto find out the lags or shortcomings in the training programme and make successive
suggestions and advices for making it more effectual. The inquiry that has to be raised by themanagement to evaluate the effectiveness of training in each level is listed below:
1.8 Importance of Training and Development
Optimum Utilization of Human ResourcesTraining and Development helps inoptimizing the utilization of human resource that further helps the employee to achievethe organizational goals as well as their individual goals.
Development of Human ResourcesTraining and Development helps to provide anopportunity and broad structure for the development of human resources technical and Behavioral skills in an organization. It also helps the employees in attaining personalgrowth.
Development of skills of employeesTraining and Development helps in increasingthe job knowledge and skills of employees at each level. It helps to expand thehorizons of human intellect and an overall personality of the employees.
ProductivityTraining and Development helps in increasing the productivity of theemployees that helps the organization further to achieve its long-term goal.
Team spiritTraining 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 CultureTraining and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culturewithin the organization.
Organization ClimateTraining and Development helps building the positiveperception and feeling about the organization. The employees get these feelings fromleaders, subordinates, and peers.
8/2/2019 Training Effectiveness and Evaluation Method
29/82
Page 29
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
QualityTraining and Development helps in improving upon the quality of work andwork-life.
Healthy work environmentTraining and Development helps in creating the healthyworking environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal. Health and SafetyTraining and Development helps in improving the health and
safety of the organization thus preventing obsolescence.
MoraleTraining and Development helps in improving the morale of the work force. ImageTraining and Development helps in creating a better corporate image. ProfitabilityTraining and Development leads to improved profitability and more
positive attitudes towards profit orientation.Training and Development helps in developing leadership skills, motivation, loyalty, better
attitudes, and other aspects that successful workers and managers usually display.
The main advantages and disadvantages of this form of training can be summarised asfollows:
Advantages Disadvantages
A wider range of skills orqualifications can be obtained
Can learn from outside specialists or
expertsEmployees can be more confident
when starting job
More expensivee.g. transport andaccommodation
Lost working time and potential
output from employeeNew employees may still need some
induction trainingEmployees now have new
skills/qualifications and may leave forbetter jobs
1.9 Importance of Trainer/ Role of Trainer
The effective transfer of training depends a lot on the trainer because it is the trainer onlywho can remove the mental block oftrainee, motivate the trainee to learn, delete the negativeperception of the trainee regarding the training. Besides all that, a lot depends on personalityof trainer also.
The major competencies that are required to be present in a trainer are:
Presentation Skills Business Skills i.e. budgeting, time management, negotiation, etc.
http://traininganddevelopment.naukrihub.com/trainee.htmlhttp://traininganddevelopment.naukrihub.com/training.htmlhttp://traininganddevelopment.naukrihub.com/training.htmlhttp://traininganddevelopment.naukrihub.com/trainee.html8/2/2019 Training Effectiveness and Evaluation Method
30/82
Page 30
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Self development i.e. interpersonal skills, good listening skills, flexible, accepting theshare of accountability, etcSome personal factors that affect the trainee's learning are:
Family Situation Personal Problems Relation between the training program and personal objective Level of self esteem Benefits expected from training Comfort level with the trainer Learning style of trainee Previous training experiences
Some environmental factors that affect the trainee's learning are:
Relationship with colleagues and subordinates Training team Trainer team Training objective Content of training Training design i.e. methods, techniques, and strategies Environment in the program Composition of training group Infrastructure i.e. eating facilities, tea/coffee breaks
No matter how good the training program is, in the end it is the participant only who decides
whether to change his behavior or not. Trainees do not change their behavior merely becausesomeone tells them to do. They change when they feel there is a need of it. They do it withtheir own learning style. The trainer and the organization can only try to remove the mentalblocks of the trainee, rest depends on trainee itself.
8/2/2019 Training Effectiveness and Evaluation Method
31/82
Page 31
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Section V:Training effectiveness and evaluation
method in the context of Oil India
1.1Training and Development
Department1.2 Infrastructure:-1.3 Structures of T&DDepartment:-1.4 Training and Development
Policy 2007:-1.5 T&D Process
1.6 Types of Training
Programs:-
1.7 Objectives, Scope andLimitation
8/2/2019 Training Effectiveness and Evaluation Method
32/82
Page 32
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Training and Development Department
Management Training & Development Centre (MTDC), Duliajan.
The Department is responsible for development of HR as well as training of fresh young
professional to meet the companys need for adequately trained man power. It is responsiblefor the systematic training of executive and work person in order to harness the full potential
of HR to contribute towards achieving goals and to compete even advancing and technology.
Constant training is an essential process which is accomplished through in-house, in-country
and overseas training in the field of higher specialization. The Department has two training
house at present, The Management training and Development Centre (MTDC) and Employee
Training and Development centre (ETDC). The Training for Executive is conducted in the
MTDC whereas the workmen training are conducted in the ETDC.
INFRASTRUCTURE AND FACILITIES OF THE TWO HOUSE:
The Company has two Training Centers Management Training & Development Center (MTDC) for executives.
MTDC has 3 Classrooms & 1 Auditorium and 1 Library
MTDC Complex also has Guest House Facility for Faculty and Participants Executive Trainees Hostel Dining Hall with Canteen Service
Employees Training & Development Center (ETDC)) for the work persons.ETDC has 4 classrooms & 1 workshop facility
8/2/2019 Training Effectiveness and Evaluation Method
33/82
Page 33
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
SCOPE:-
The Training policy will cover the training and development requirement of the totalworkforce and the various programs to be developed and administered will be classified intothe following categories for formulating strategies, objectives, goal, and thrust areas-
STRUCTURES OF T&D DEPARTMENT:-
In training and development department there are 16 no. of employees working for theorganization including 7 executives, 7 work persons and 2 SRS.The structural of the Training and Development of Oil India Duliajan is shown below in thechat 1.2
HEAD
CHIEF MANAGER CHIEF MANAGER
SENIOR MANAGER SENIOR MANAGER
T&D OFFICER
ASST.T&D OFFICERS
GENERAL MANAGER (T&D)
8/2/2019 Training Effectiveness and Evaluation Method
34/82
Page 34
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
TRAINING AND DEVELOPMENT POLICY 2007:-
SALIENT FEATURES AND OBJECTIVES:-
Develop employee skills and competencies towards better performance. Develop people to take higher responsibilities and new challenges. Reduce the learning time for taking up new assignments To impact need based training to cover minimum 20% of the total human resource
strength during each year for enhancing capital. To increase the overall total training efforts for work persons every year. To train the work persons to acquire newer skills, potentials development, attitudinal
changes and exposing them to the latest work system and technologies. To depute senior work persons for skill up-gradation and developing competencies
preferably minimum once in every five year through supervisory developmentprograms (SDP).
To effectively manage the executive trainees scheme and with a view to familiarizenew entrants to the organizations culture.
To develop case studies through utilizing internal/external expertise training tools. To help the line departments for successfully implementing a multi-skills training
system for the effective human resource utilization and development.
MISSION:-
To align Training and Development process with the corporate strategy & plan of thecompany in the changing business scenario.
OBJECTIVES:-
The main objectives of the development are as follows:-1. To develop employee skills and competencies improve performance.
2. To allow people to take in higher responsibility.3. Reduce the learning time of employee on an appointment, transfer or promotion so thatthey can start being effective in an optimal time as possible.
8/2/2019 Training Effectiveness and Evaluation Method
35/82
Page 35
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
BENEFITS:-
1. The training and development function will play a catalytic role to make oil India limited atruly knowledge driven organization.2. Line managers and business heads will be drawn into close partnership with training anddevelopment.3. The planning and implement aspects of the training and development policy will bestrengthened.4. Training effectiveness will be priority with periodic reviews.5. The training and development function will work very closely with the other HR system inthe company such as job rotation and succession planning to ensure that the necessary HRDactivities take place at the point when it is required.
6. The training and development department is also doing the local training programs Icountry and overseas training programs.
ACTIVITIES:-
1. Assessment of training needs of individual by department.2. Prepare annual training plan, budget and calendar and obtain approval.3. Organize in-house training programs for executives and works persons including statutorytraining program for work persons
4. In-country training.5. Overseas training.6. Training by internal trainers.7. Onsite safety training.8. Safety training for contractors workers.9. Statutory safety programs for services providers10. Literature Procurement: -All books, journals, manuals etc are procured by T&Ddepartment.11. Curriculum based trainings: summer and winter trainings were provided.12. Company sponsor membership scheme (CSM): facilitates membership fees
reimbursement to a certain limit for up-gradation of specific knowledge.13. Suggestion scheme, 2008. .14. TNI process.
8/2/2019 Training Effectiveness and Evaluation Method
36/82
Page 36
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
The training and development process of OIL is described below:
1.
Training Need Identification (TNI):Training need identification is a tool utilized to identify what educational courses or activities
should be provided to employees to improve their work productivity. Here the focus is placed
on needs as opposed to desires of the employees for a constructive outcome.
The identification of training needs is a critical requirement and pre-requisite of training
action. The whole success or failure of training function hinges on the precise identification
of training needs.
The process starts with the identification of training needs of executive of different
department/ functional groups. The main source of determining the training needs are as
follows:
Top management perception: Top management of the company identifies certain key areaswhere greater Training and Development efforts are to be put in.
Annual performance report: Training needs of executive are identified by their superiors/HODs/ GMs in the annual performance report. Individual training needs are also projected byexecutive in their self-appraisal.
HODs: Training and Development interact with the HODs who identify the technical andmanagerial areas where training inputs are required for their departmental executive and work
person respectively.
An assessment of the training needs of the department based a macro-view of the operational
and other challenges in the next 1-3 years of time. The output would be a list of training
programmes required, the areas of training, types and duration of training and the number of
executives to be nominated from the departments.
This TNI is properly done with the help of a training need assessment skill matrix.
Training Need Assessment Skill Matrix
The TNA skill matrix shall have the following format:
X Axis- Skills
Skills shall be in two categories- Technical skills and Managerial and Behavioral skills.
8/2/2019 Training Effectiveness and Evaluation Method
37/82
Page 37
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Y Axis- Position and Incumbent
First position shall be shown and below it the incumbents of the post shall be shown.
The skills required for a particular position will be marked and the skills that are notrequired will be marked X.
Under each mark the priority of training requirement shall be shown in a scale of 1 to5 with 1 being highest priority.
Training Need Assessment Skill Matrix- Sample
The training need of each department is to be assessed through discussion between the
concerned executive and Supervising Officer. The needs thus assessed shall be validated by
HOD/SBU Head matching with departmental needs.The identification of individual training
Technical Skills Managerial & Behavioural Skills
Maintenanceofrotatingmachine
VariableACDrives &Controls
O & MofECBrake
PresentationSkills
CommunicationSkills
NegotiationSkills
SE X
Mr. A 2 1 - 3 2 1
Mr. B 1 2 - 1 3 2
Sr.Engineer
X
Mr. C 2 3 1 1 2 X
Mr. D 3 2 1 2 1 -
Mr. E 1 2 3 1 2 -
Engineer X
Mr. G - 1 2 3 1 2
Mr. H - 2 1 1 2 3
Mr. I - 2 2 2 3 1
Mr. J - 2 2 1 2 3
8/2/2019 Training Effectiveness and Evaluation Method
38/82
Page 38
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
needs shall be done according to the TNA Skill Matrix developed by T&D Department as
shown in above. Departments shall have to submit their Annual Training Plan to T&D
Department by December every year. The same procedure shall be followed by all projects
and Corporate Office.
Identification of training needs (ITN), if done properly, provides the basis on which all
other training activities can be considered. Also requiring careful thought and analysis, it is a
process that needs to be carried out with sensitivity as people's learning is important to them,
and the reputation of the organization is also at stake.
2. Preparation of the training calendar on the basis of Annual Training Plans,
submitted by departments and obtain approval from competent authority:
T&D shall prepare Annual Training calendar on the basis of annual training plans submitted
by the departments and approval for Annual Training Plan and calendar by T&D departmentis receipt of Annual Training Plan of the departments latest by the month of December. Itincludes a training budget with details of expenses as well as a list of training programs
planned and details thereof. The training plans prepared by the T&D department with the
inputs of training plans prepared by the departments on the basis of the training needs
assessed for their personnel.
3. Execution of training plan:
T&D department shall inform the respective departments about the approvedtraining plan. T&D department shall also send approved copies of the Annual Training Plan
to functional directors.
The lead time for processing individuals nominations put up by the respectivedepartment shall be as under:
In-house 10days
In-country -60days
Overseas -75 days.
4. Nominations:
T&D department shall process all nominations received from departments within norms of
DOP.
The objective of this stage is to:-
8/2/2019 Training Effectiveness and Evaluation Method
39/82
Page 39
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
(i) Nominate the right person for the right program by departments asdetermined by TNA and eligibility in terms ofNot attended- LatestAttended list.
(ii) Maintain corporate priorities for the above.The department training in charge shall monitor implementation of training
plan of his department as suitable intervals and liaise with T&D department
for service/ helps required.
In case a nomination is received with lead it shall be possessed only in case
of special recommendations by directors head- fields, SBU heads and workagencies justified by concerned GMs.
5. Evaluation Methods used in Oil India limited:Training evaluation shall be done in four levels
Feedback Output Time and responsibility
Level 1:Immediate feedback
Participants to fill in afeedback form assessingthe training course andfaculty.T&D department shall
also assess the courseand facultyindependently.
Done immediately atthe conclusion of thetraining conclusion ofthe training by thecourse director and
concerned person fromT&D department.
Level 2:Evaluating learning
Test scores before andafter training showingthe change inknowledge skill-attitudes of theparticipants of a
program.
Done prior to thetraining, and just afterthe training by thecourse director andconcerned person fromT&D department.
Level 3:Evaluating changes inbehavior
Post training feedbackon changes observed inon-the job behavior.
Three months after theto be assessed bysupervising officer ofthe concerned personunderwent training.Report to be sent to
8/2/2019 Training Effectiveness and Evaluation Method
40/82
Page 40
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
T&D department.
Level 4:Evaluating results
A comparison ofprocess and businessresults (e.g. machinedown time) before andafter training, assesslikely impact of thetraining.
Depending on thesubject, the assessmentshall be undertaken andreported 3-6 monthsafter the training, by thesupervising officer,DTC and HOD. Reportto be sent to T&Ddepartment.
The objective of these stages is to:
(i) Multiple feedbacks on training is received by the T&D.(ii) Feedback received is analyzed, remedial actions determined and the progress
shared with unit training cell (UTC)
(iii) In the addition, T&D department shall also prepare a quarterly summary oftraining imparted, number & category of persons covered, coverage of trainingimparted, number & category of persons covered, coverage of training vis-a vis
training plan, meeting priority of not attended- latest
Attended test to be maintained by each department and average man days of training
programs.
TYPES OF TRAINING PROGRAMS:-
1. In- House trainingTraining organized in house with reputed external faculties and internal faculties. In
house training may be technical, behavioral, managerial, safety related and it includes
statutory and non- statutory trainings.
Two In-House institutes MTDC and ETDC have been set up to cater to companysoperational requirements. The institutions not only offer services to the company but
also to other industries in North East India for development of contemporary
8/2/2019 Training Effectiveness and Evaluation Method
41/82
Page 41
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
management practices and applications, workmen training and skill up gradation. In
house training programs are for both executives and work persons.
In-House trainings are organized through any one or more of the followings:- By In-House faculties from different departments.
In-House programs by internal faculties is the best way for building a learning
organization and to ensure that transfer of knowledge takes place within the
organization.
To make such programs more and more effective, following guidelines will be
adhered to the extent possible.
i) Individual sessions for In-House courses and the programs of statutory naturewill be organized by getting speakers nominated by HODs.
ii) While organizing structured In-House courses on specific areas ofspecialization, management approval will be necessary high lighting amongstothers (a) program objective (b) course content (c) methodology (d) target
iii) group (e) participant profile & expected no. of participants (f) proposedduration.
iv) A panel of names from different departments would be prepared fromamongst the willing executives having good presentation skill to work as
internal faculty as and when required. Such lists would be reviewed once in
two years unless otherwise required. RCE will be final authority to approve
list of trainer.v) To attract more and more executives will requisite expertise/ skill to work as
trainers, successful trainers from different disciplines will:
(a)Be deputed at frequent intervals to centre of excellence,(b)Be given preference for training abroad to enhance their professional/
training skills,
(c)Given monetary incentives as honorarium as decided from time to time.vi) Feedbacks from participants will be one of the key criteria in assessing
quality of training by trainer and amending necessary improvements. Faculties from other petroleum and related organizations in the vicinity may be
invited from time to time, for better interaction and transfer/ exchange of
professional knowledge.
External faculties of reputed from within and outside the country will be engagedfrom imparting training.
8/2/2019 Training Effectiveness and Evaluation Method
42/82
8/2/2019 Training Effectiveness and Evaluation Method
43/82
8/2/2019 Training Effectiveness and Evaluation Method
44/82
Page 44
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
3. Overseas trainings: For specialized technical managerial courses employees are sendto overseas for training. Petroleum industry is the high-tech, high-risk and highly
competitive business especially in the global scenario. To keep abreast of the fast
changing technologies being deployed worldwide and to keep abreast with the latestmethods and systems, it is imperative that HR have to be exposed through overseas
conferences, seminars, workshops or training programs both in their technical areas of
specialization and in managerial aspects. In the todays business environment,knowledge capital along with IT based solutions will be determining factor in
petroleum business. To make overseas training cost effective and beneficial in terms of
knowledge and competencies acquired. Overseas programs are only for executives.
Medical test is done for overseas trainees. Since the training program is cost intensive
additional justification is made through every GM/HOD.
Overseas training process
Nominations from department through HOD/ GM
Training and development (scrutiny)
GGM/GM (F&A) for approval approved
Approval of competent authority (functional
director/
Not
a rove
Not
approve
Not OK
Intimation to
nominating
department
Administration
for passage
booking
Advice for DA
& course fees
Information to
agencies/
institutes
Approved
8/2/2019 Training Effectiveness and Evaluation Method
45/82
Page 45
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Evaluation:Participants to fill in a feedback form assessing the training course and faculty. Theparticipants shall also give presentation on their topic of training. HOD also submits a
feedback form after evaluating the learning. Test scores before and after training showingthe change in knowledge skill- attitudes of the participants of a program
8/2/2019 Training Effectiveness and Evaluation Method
46/82
Page 46
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Section: VISOWT Analysis
1.1Strengths
1.2 Weakness
1.3 Opportunities1.4 Threat s
8/2/2019 Training Effectiveness and Evaluation Method
47/82
Page 47
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Strengths
Developing economy: Historically, demand for petroleum products has traced the economy
growth of the country. With GDP expected to grow at near 7% in the long term, the energy
sector would benefit from the same, going forward.
To put thing in perspective, diesel sales grew by nearly 12% (which contributes 40 % of the
entire petro-products), petrol sales 9% and a double- digit growth in LPG in 1QFY05. While
this rate is not likely to sustain, we expect the industry to witness 4% in the entire products
basket in FY05 and beyond.
Government decision: The resents price increase and also the decision to allowed oil
companies to increase price within a brand of 10% arguer well for the industry.
The steps are likely to reduce government interference and provide some autonomy to oil
company when it come to increasing petrol and diesel price in order to protect margins.
Further, the duty cuts are also likely to result o reducing under-recoveries by way of subsidies
on LPG and kerosene.
Weakness:
Crude Price: nearly 70% of Indias crude requirements are fulfilled by imports and this figure
is likely to increase going forward. Crude prices have beached the $45 barrier again andlikely to remain at around $40 per barrier range.
As per IEA, India is one of the most inefficient countries among developing nations as far as
energy usages is concerned. Such high crude prices are likely to import margins of oil
marketing companies. Given the political implications, retail prices may continue to lag the
raise input cost.
Lack of freedom: Although the government has decided to provide autonomy to oil
companies to increase petrol and diesel price within a 10% band, other products such as LPG
and kerosene continue to remain under the government controlled price mechanism.
As per the current estimates, the subsidies on LPG amount to Rs. 90 per cylinder after
factoring I duty cuts and that on kerosene is over Rs. 6 per litre.
While the government has managed to reduce its share in subsidies, selects oil companies are
being forced to absorb the losses.
8/2/2019 Training Effectiveness and Evaluation Method
48/82
Page 48
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Opportunities
Equity Oil: Major oil marketing companies are now venturing into upstream exploration andproduction activities so as to secure crude supply.
To put thing is perspective, IOC and oil India are likely to jointly bid for oil fields abroad. At
the same time, ONGCs wholly owned subsidiary, ONGC videsh(OVL) has acquired stakesin over 9 countries in its quest to attain the 20 MMT ( million metric tons) by 2020. This
backward integration is an opportunity for IOC to secure at least 25% of its Crude oil
requirement for the refineries.
Natural gas: Natural Gas has the potential to be the fuel of the future with demand outpacing
supply by more than two times. Such high scarcity of natural gas provides a big opportunity
for oil companies.
Although Petro net LPG has now started importing natural gas, the future holds promise as
reliance Industries Godavari Basin goes into commercial production and shell commences
Its terminal at Nazira. More exploration activities are in the pipeline and this could reduce the
countrys dependence on crude in the long term.
THREATS;
Competition: Until FU04, oil-marketing had complete control over the downstream
marketing business while private sector players were restricted to only refining.
However, with the entry of private players such Reliance, Essar oil and shell (in the waiting),
the sector is likely to witness increased competition going forward. The oil PSUs had hitherto
developed a fortnight pricing mechanism, which is likely to discontinue.
The price of petrol and diesel is artificially kept high so as to cross subsidize LPG andkerosene. Since private players will not be bound to provide for these subsidies. PSU
marketing players are likely to suffer from lower throughput per outlet.
Continuing Government Interference: During the first six months of the current fiscal year,
the oil marketing companies were refrained from increasing products price due to political
reason. This affected margins o downstream players. Going forward, if the government
interference continues, oil-marketing companies will be at a disadvantage.
8/2/2019 Training Effectiveness and Evaluation Method
49/82
Page 49
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Although we believe the industry is likely to witness increased competition, the initial retail
rush by private sector players has slowed down. PSU marketing has created significant entry
barriers for private players.
Although throughput per outlet (sales per outlet) is likely to decline in the future, we believethat any substantial entry of the private players would indirectly benefit the PSUs, as the
government pricing policy will not hold much and the market forces would determine
pricing.
8/2/2019 Training Effectiveness and Evaluation Method
50/82
Page 50
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Section: VII
1.1 Analysis & finding.
1.2 Suggestion
1.3 conclusions1.4 Annexure
1.5 Bibliography
8/2/2019 Training Effectiveness and Evaluation Method
51/82
Page 51
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
ANALYSIS OF THE QUESTIONNAIRES
Q.1. Are you Aware of the term Training Effectiveness and Evaluation method?
Table: 1.2
Options No of respondents Percentage of
respondents
Yes 59 88.05No 8 11.94
Total 67 100%
Chat: 1.2
INTERPRETATION-
The above question was asked in an attempt to know whether the executives and workers
were aware of the training effectiveness and evaluation method in Oil, and it was found that
88.50 of them were well aware of training effectiveness and evaluation method whereas
11.45% respondents were not aware of it.
88.50%
11.45%
i. yes ii. No
Awareness of Training Effectiveness and
Evaluation
i. yes ii. No
8/2/2019 Training Effectiveness and Evaluation Method
52/82
Page 52
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.2. Training and Development programs are very essential for overall development of
individuals and organization as a whole.
This question was asked to know about the essentiality of training and development
program for overall development.
Table: 1.3
Options No of respondents Percentage of
respondents
i. Strongly agree 45 67.16%ii. Agree 19 28.35%iii. Somewhat agree 2 2.98%iv. Disagree 1 1.49%v. strongly disagree 0 -
Total 67 100%
Chat: 1.3
INFERENCE
From the above diagrams we come to know that the highest number of respondents i.e.
67.16% of the respondents strongly agree that Training and Development programs are very
essential for overall development of individuals and organization as a whole, and no one is
strongly disagree with it.
67.16%
28.35%
2.98% 1.49% 0
strongly
agree
agree somewhat
agree
disagree strongly
disagree
Essentiality of Training and Development Program for Overall
Dvelopment.
strongly agree agree somewhat agree
disagree strongly disagree
8/2/2019 Training Effectiveness and Evaluation Method
53/82
Page 53
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.3. To whom the training is given more in your organization?
Table: 1.4
Options No of respondents Percentage of
respondents
i. senior staffs 13 19.40%ii. junior staffs 15 22.38%
iii. New staffs 22 32.83%iv. Base on requirement 17 25.37%
Total 67 100%
Chat: 1.4
INFERENCE
On the basis of the above data and chat the respondents fell that training are given more to the
new staffs with 32.83% followed by the base on requirements with 25.37%. Senior staffs are
given less training with the percentage of 19.40.
19.40% 22.38%
32.83%
25.37%
Important of training
Senior staffs Junior staffs New staffs Base on requirement
8/2/2019 Training Effectiveness and Evaluation Method
54/82
Page 54
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.4. what arethepurposes of training evaluation method.
Table: 1.5
Options No of respondents Percentage of
respondents
i. Feedback 8 11.94ii. Research 10 14.92%iii. Control 6 8.95%iv. Improvements 43 64.17%
Total 67 100%
Chat:1.5
INFERENCE
This question is asked to know the purpose of training evaluation method in OIL. From the
above analysis we find that majority i.e 64.17% of the respondents feel that the purpose of
training evaluation methods is for improvements.
11.94% 14.92% 8.95%
64.17%
feedback research control improvements
Purposes of training evaluation process
percentage of respondents
8/2/2019 Training Effectiveness and Evaluation Method
55/82
Page 55
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.5. Benefits from effective training and development programs-
Table: 1.6
Options No of respondents Percentage of
respondents
i. Enhanced job performance 25 37.31%ii. Job knowledge 12 17.91%iii. Career development 9 13.43%iv. Personality & Skill
development21 31.34%
Total 67 100%
Chart: 1.6
INFERENCE
According to analysis of respondents it is found that majority of them i.e 37.31% feel that job
performance is the benefit from training. 17.91% feel that it is job knowledge whereas
13.43% feel that it is career development, and 31.34% of respondents feel that is personality
& skill development.
37.31%
17.91%13.43%
31.34%
enhanced job
performance
job knowledge career
development
personality & skill
development
Benefits from effective training and development programs-
percentage of respondents
8/2/2019 Training Effectiveness and Evaluation Method
56/82
Page 56
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.6. how do you judge Oil India limiteds present Training and Development activities
towards improving the performance of the organization?
Table: 1.7
Options No of respondents Percentage of
respondents
Excellent 10 14.92%
Good 39 58.20%
Average 13 19.40%Poor 5 7.46%
Total 67 100%
Chart: 1.7
INFERENCE
From the above diagram and chat we find that 58.20% rated good which is also majority
respondents, on the other hand 7.46% respondents rated as poor.
14.92%
58.20%
19.40%
7.46%
excellent good average Poor
8/2/2019 Training Effectiveness and Evaluation Method
57/82
8/2/2019 Training Effectiveness and Evaluation Method
58/82
Page 58
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
PERSONAL INTERACTION/ VERBAL FEEDBACK
Table:1.9
Options No of respondents Percentage of
respondents
i. Most 34 51%ii. Moderate 29 42.50%iii. Least 4 6%
Total 67 100%
Chart:1.9
INFERENCE
The outcome shows that 51.0% respondents rated personal and verbal feedback as most,
whereas 42.50% rated it is moderate only 6% rated that it is least.
51%
42.50%
6%
Most Moderate least
Personal Interaction/ verbal feedback
Most Moderate least
8/2/2019 Training Effectiveness and Evaluation Method
59/82
Page 59
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
PRE/ POST TEST
Table: 2.1
Options No of respondents Percentage of
respondents
i. Most 18 26.86%ii. Moderate 33 49.25%iii. Least 16 23.88%
Total 67 100%
Chart: 2:1
INFERENCE
From the above diagram we come to know that 49.25% majority of the respondents think that
Pre/post is moderate followed by the most with 26.86% and 23.88% think that it is least.
26.86%
49.25%
23.88%
Most Moderate least
Pre/post test
Most Moderate least
8/2/2019 Training Effectiveness and Evaluation Method
60/82
Page 60
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
ON THE JOB
Table: 2.2
Options No of respondents Percentage of
respondents
i. Most 39 58.2%ii. Moderate 18 26.86%iii. Least 10 14.92%
Total 67 100%
Chart: 2.2
INFERENCE
From the above diagram we come to know that majority of the respondents i.e 58.20% rated
that on the job evaluation method is most, 26,86% rated moderate only 14.92% rated least.
58.20%
26.86%
14.92%
Most Moderate Least
On the Job
Most Moderate Least
8/2/2019 Training Effectiveness and Evaluation Method
61/82
Page 61
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
OBSERVATION
Table: 2.3
Options No of respondents Percentage of
respondents
i. Most 21 31.34%ii. Moderate 33 49.25%iii. Least 13 19.40%
Total 67 100%
Chart: 2.3
INFERENCE
In response to the above question, 31.34% believe that observation method is most essential,
49.25% of the respondents believed that it is moderate and 19.40% of respondents believed
that observation method of evaluation is least important.
31.34%
49.25%
19.40%
most moderate least
Observation
most moderate least
8/2/2019 Training Effectiveness and Evaluation Method
62/82
Page 62
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.8. the time duration given for the training period is sufficient?
Table: 2.4
Options No of respondents Percentage of
respondents
i. Sufficient 6 8.95%ii. To be extended 20 29.85%iii. To be shortened 15 22.38%iv. Manageable 26 38.30%
Total 67 100%
Chart: 2.4
INFERENCE
From the above analysis, it is found that 8.95% of the respondents feel that it is sufficient.
29.85% of the respondents feel that it is to be extended whereas 22.38% of the respondents
feel that it should be shorten, however majority of the respondents i.e. 38.30% feel that it is
manageable.
Percentage of respondents
Sufficient
To be extended
To be shortended
Manageable
8/2/2019 Training Effectiveness and Evaluation Method
63/82
Page 63
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.9. Do you think Training Evaluation method is an important step in the overall
Training Development of the company-
Table: 2.5
Options No of respondents Percentage of
respondents
i. Strongly agree 28 41.79%ii. Agree 37 55.22%iii. Somewhat agree 1 1.49%iv. Disagree 1 1.49%v. Strongly disagree 0 -
Total 67 100%
Chart: 2.5
INFERENCE
From the above diagram we come to know that 55.22% agrees that training evaluation
process is an important step in the overall training process and no one is strongly disagree
with it.
41.79%
55.22%
1.49% 1.49% 0
strongly agree agree somewhat
agree
disagree strongly
disagree
Percentage of Respondents
strongly agree agree somewhat agree
disagree strongly disagree
8/2/2019 Training Effectiveness and Evaluation Method
64/82
Page 64
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.9. Evaluation of training programme enable to analysis
Table: 2.6
Options No of
respondents
Percentage of
respondents
i. Quality of faculty 9 13.43%ii. Effectiveness of study materials/
faculty knowledge.15 22.38%
iii. Presentation skills of faculty 9 13.43%iv. Program benefit to the present job. 34 50.74%
Total 67 100%
Chart: 2.6
INFERENCE
This was an attempt to know the feedback of training evaluation. As per respondents 50.74%
feel that it is for programme benefit to the present job, 13.42% believes that it is for
presentation skill of faculty, whereas 22.38% and 13.43% feel effectiveness of study
materials and quality of faculty.
13.43%22.38%
13.43%
50.74%
quality of faculty effectiveness of
study material/
faculty knowledge
presentage skill of
faculty
program benefit to
the present job
Analysis of Training Evaluation Program
percentage of respondents
8/2/2019 Training Effectiveness and Evaluation Method
65/82
Page 65
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
Q.11. In your general view what type of training is more essential for over all
development of oil?
TECHNICAL
Table: 2.7
Options No of respondents Percentage of
respondents
Most essential 31 46.26%Moderate 21 31.34%
Least essential 15 22.38%Total 67 100%
Chart: 2.7
INFERENCE
This question was an attempt to bring out the type of training which is more essential for
overall development of oil. As per the respondents view, 46.26% think technical is most
essential, 31.34% feel it is moderate and 22.38% feel it is least essential.
46.26%
31.34%
22.38%
TECHNICAL
Most Essential Moderate Least Essential
8/2/2019 Training Effectiveness and Evaluation Method
66/82
Page 66
Training Effectiveness and Evaluation Method in the context of Oil India Limited 2011
BEHAVIORAL
Table: 2.8
Options No of respondents Percentage of
respondents
Most essential 21 31.34%Moderate 20 29.85%
Least essential 26 38.80%
Total 67 100%
Chart: 2.8
INFERENCE
This question was an attempt to bring out the type of training which is more essential for
overall development of oil. As per the respondents view, 31.34% think technical is most
essential, 29.85% feel it is moderate and 38.80% feel it is least essential.
31.34%
29.85%
38.80%
BEHAVIORAL
Most Essentia