analysis of effective of training program

Presentation On Project Report
“Analysis of Effectiveness of Training Program”
Presented By
Rekha Choudhary

Executive summary
Introduction to the topic
Company Information
Research Methodology
Data Analysis And Interpretation
Summary And Findings
Conclusion
Content

 The entire project talks about the training and
development in theoretical as well as new concepts.
 Training being in different aspect likes integrating it with
organizational culture.
 Development is integral part of training if somebody is
trained properly and efficiently the developments of that
individual and the company for whom he is working.
 Every organization needs to have well trained and
experienced people to perform the activities that have to
be done.
Executive summary

Training is the formal and systematic
modification of behavior through learning which
occurs as a result of education, instruction,
development and planned experience.
• Its a short term process.
• Refers to instruction in technical and
mechanical problems
• Targeted in most cases for non-managerial
personnel
• Specific job related purpose
Introduction

Meaning
 Training constitutes a basic concept in human resource
development.
 It is concerned with developing a particular skill to a desired
standard by instruction and practice.
 Training is a highly useful tool that can bring an employee into a
position where they can do their job correctly, effectively, and
conscientiously.
 Training is the act of increasing the knowledge and skill of an
employee for doing a particular job.
Definition
According to Edwin Flippo, ‘training is the act of increasing the skills
of an employee for doing a particular job’.
Training

Training focuses on specific
job knowledge and skill
that is to be applied in the
short run.
Development focuses on
broad knowledge and
insights that may be
required for adaptation to
environmental demands in
the future.
1. Training vs. Development

 It is aimed at preparing employees for future
or current jobs.
 The training cannot be measured directly but
the change in attitude and behavior that
occurs as a result of training.
 By studying and analyzing the response of
employees regarding training, we can make
scientific conclusions, which is the core idea
of this study.
Statement of Research Problem

 No one is a perfect fit at the time of hiring and some
training & development must take place.
• Installation of new equipment or techniques
• Change in working methods or products produced
• Labor shortage, necessitating the upgrading of some
employees
• Promotion or transfer of individual employees.
• Ensures availability of necessary skills and there could
be a pool of talent from which to promote from.
• Reduces constant supervision
• Improves quality
• Increase efficiency
Need For Training

To study the effectiveness of training and
development programs.
To study the methods used in training the
employees.
To analyze whether the employees are satisfied with
their current training methods.
Objectives of Study

1. Respond to technology changes affecting
job requirements.
2. Respond to organizational restructuring.
3. Adapt to increased diversity of the
workforce.
4. Support career development.
5. Fulfill employee need for growth.
Importance of Training

Types of Training
 On the Job Training
 Methods of On the Job Traning
 Coaching
 Mentoring
 Job Rotation
 Job Instruction Technique
 Apprenticeship
 Committee Assignments

 Off the Job Traning
 Methods of Off the Job Traning
 Lectures
 Conferences
 Audio Visual Techniques
 Vestibule Training
 Simulation Exercises
1. Management Game
2. Case Study
3. Role Playing

To train with a clear ‘Performance Objective’, facilitates
planning the course, ‘Assessment Tools’ as per standard
and deliver against a set time frame.
Purpose Of Training

Theories of training and development
 Donald L Kirkpatrick’s and Phillips Evaluation Model
4/8/201618

COMPANY INFORMATION
XYZ Pvt Ltd is a Company
headed by a group of
Professionals from various
Industries backed with rich
experience in Sales, Marketing,
Distribution & Finance
Management.
Our Vision & Core Values:
 We carry a Vision of bringing
healthy living to every
individual.
 Our Core Values focus on
Honest & Trustworthy brands.
 We believe in long term
business relations over short
term gains.
 This we will achieve through
fair business practices.
 Our Mission & Goals:
 Our Mission is to be amongst
the leaders of the industry in
next 7 years.
 This we would achieve
through the reach of our
brands in every corner of the
country.
 We would strive to maintain
consistent quality from raw
material to finished products,
and our services.
 We would develop newer
formulations to meet the
medical challenges in the
coming years.

 Sources of Data
Data refers to information or facts however it also includes
descriptive facts, non numerical information, qualitative and
quantitative information
Data could be broadly classified as
 Primary data
1. Questionnaire or schedule
2. Observation
3. Feedback form
4. Interview
 Secondary data
1. Book
2. Periodicals or journals
3. Statistical data sources
4. Websites/blogs
RESEARCH METHODOLOGY

1. The objectives of the Training were clearly defined.
DATA ANALYSIS AND INTERPRETATION
Opinion No. Of Respondents Percentage Of
Respondents
Yes 32 72
No 13 29
Total 45 100 Yes No Total
0
20
40
60
80
100
120
Percentage Of
Respondents
Inference
From the table 2.0, 71.11% of respondents
agreed. While 28.8 percent respondents .

Opinion No. Of
Respondents
Percentage Of
Respondents
Very Good 5 11
Good 20 44
Satisfactory 13 29
Bad 5 11
Very Bad 2 4
Total 45 100
2.Opinion about training process as a learning experience.
0
20
40
60
80
100
120
Percenta
ge Of…
Inferences:From table 3.0, we can see that 11% of respondents say
that training process as a learning experience is very good.While
44% are of the opinion it is Good and 29 percent are just satisfied
with the training process as far as the learning experience is
concerned. 11% percent rated training process as very bad and just
4% stated training as very bad

Opinion No. Of
Respondents
Percentage Of
Respondents
Very Good 5 11
Good 21 47
Satisfactor
y
12 27
Bad 5 11
Very Bad 2 4
Total 45 100
3.Opinion about the performance of trainer/guest
faculty/instructor.
0
20
40
60
80
100
120
Percentage
Of
Responden
ts
Inference:From the table 4.0, we can see that 11% percent of the
respondents are of the opinion that performance of trainer/guest
faculty/instructor is very good. 47% said its good and 27% find the
performance of trainer satisfactory. And 11% voted it as bad and 45
voted it as very bad.

Opinion No. Of
Respondents
Percentage Of
Respondents
Yes 31 69
Partially 8 18
No 1 2
Can't say 5 11
Total 45 100
4.Achievement of learning objective from training program.
0
20
40
60
80
100
120
Yes Partially No Can't say Total
Percentag
e Of…
Inference: 69% percent of the respondents claim that they have
achieved the learning objective from the training program. 18%
respondents were of the opinion that they achieved the learning
objective partially. 2% percent couldn’t achieve the training objective
and 13 percent of respondents refused to answer

Answer No. Of
Respondents
Percentage Of
Respondents
Very Good 5 11
Good 29 64
Satisfactor
y
8 18
Bad 3 7
Very Bad 0 0
Total 45 100
5.Relevancy of training program with the job
0
20
40
60
80
100
120
Very Good Good Satisfactory Bad Total
Inference:
observe that 11percent of respondents reveal
that the training provided is very much relevant to the
job while majority ie 64% revealed that it is good and 18
percent revealed that its satisfactory. And 7% voted it as
irrelevant. The above diagram shows the opinion of
employees about the relevancy of training process to the
job.

Opinion No. Of
Respondents
Percentage Of
Respondents
Very Good 6 13
Good 12 27
Satisfactory 20 44
Bad 5 11
Very Bad 2 4
Total 45 100
6.There is well designed and widely shared training policy in the company
Very Good
Good
Satisfactory
Bad
Very Bad
Inference:
13% percent of the respondents reveal that
the company’s training policy is designed very good.
27% said its good and 44% said its satisfactory. 11%
percent rated it as bad and Rest 4% reveal that they
are very dissatisfied with company’s training policy.

Answer No. Of
Respondents
Percentage Of
Respondents
Very Good 3 7
Good 20 44
Satisfactory 15 33
Bad 5 11
Very Bad 2 4
Total 45 100
7.Opinion about the content and methodology used in the training program.
Very
Good
GoodSatisfactory
Bad
Very Bad
Inference: 7 percent of the respondents revealed that the content
and methodology used in the training program is very good. 44
percent were of the opinion that it was good. 33 percent responded
that training methodology and content was satisfactory. 11% said its
bad and 4% said its really very bad.

Opinion No. Of
Respondents
Percentage Of
Respondents
Very Good 6 13.
Good 21 47
Satisfactory 15 33
Bad 3 7
Very Bad 0 0
Total 45 100
8.Usefulness of training materials.
Very
Good, 6
Good , 21
Satisfactory
, 15
Bad
, 3
Inference:
13 percent of the respondents revealed that training
materials were really useful, 47% stated it as good and 33 percent
respondents found training material satisfactory. Only 6 percent
respondents declared training materials to be bad.

Opinion No. Of
Respondents
Percentage Of
Respondents
Very Good 3 7
Good 6 13
Satisfactory 24 53
Bad 12 27
Very Bad 0 0
Total 45 100
9.Opinion about the use of audio-visual aids
Very Good
7%
Good
13%
Satisfactory
53%
Bad
27%
Inference:
53% of respondent are satisfied with the use of audio-visual
aids. 13% were stated the use of audio-visual aids to be good and 7%
percent declared it very good. 27 percent of respondents declared
the use of audio-visual aids to be bad.

Answer No. Of Respondents Percentage Of
Respondents
Very Good 4 9
Good 10 22
Satisfactory 28 62
Bad 2 4
Very Bad 1 2
Total 42 100
10.Opinion about the practical sessions in the training program.
Very
Good
Good
Satisfactory
Bad
Very Bad
Inference:
9% and 22% respondents responded that practical sessions are very
good and good respectively. 62% of respondent are satisfied with the practical
sessions conducted in the training process. 4% and 2% respondents stated
practical sessions of training process.

Opinion No. Of
Respondents
Percentage Of
Respondents
Strongly
satisfied
3 6
Satisfied 24 54
Dissatisfied 18 40
Strongly
dissatisfied
0 0
Total 45 100
11.Opinion about the working environment
0
10
20
30
40
50
60
70
80
90
100
Strongly
satisfied
Satisfied Dissatisfied Total
Inference:
54% respondents are satisfied about the working
environment provided with training and 6% were strongly
satisfied. We can also observe that 40 percent of respondents
are dissatisfied about the working environment.

Opinion No. Of Respondents Percentage Of
Respondents
Sufficient 12 27
Good 24 53
Fair 8 18
Poor 1 2
Very poor 0 0
Total 45 100
12. Opinion about the time duration given for the training period.
0
10
20
30
40
50
60
70
80
90
100
Sufficient Good Fair Poor Total
Inference:
26.67 percent of respondents are satisfied with the time given
for training. While 53.3% respondents explained the time allotment as
good. 17.77% found the time allotment to be fair and 2.22% respondent
revealed that they aren’t satisfied with the time given for training and
voted bad.

Respondents
Excellent 6 13
Good 22 48
Fair 11 24
Poor 3 7
Very Poor 3 7
Total 45 100
13. Opinion about the preferences given to the participants’ suggestions.
0
20
40
60
80
100
Percenta
ge Of
Respo…
Inference:
13% respondents said that the participants
suggestions are really taken into account. 48%
respondents found that preferences given to
participants suggestion to be good, 24% opinioned it
to be fair [average] but 7% declared the acceptance
of participant’s suggestion as poor another 7% said
its very poor.

Opinion No. Of
Respondents
Percentage Of
Respondents
Yes 9 20
Somewha
t
24 53
No 0 0
Can't say 12 27
Total 45 100
14. Do you think employees apply the new concepts taught at the training
program in their job?
0
20
40
60
80
100
120
Yes Somewhat Can't say Total
Series1
Inference:
17.0 we can observe that 53% respondents think employees
somewhat apply their newly learned skills. While 20 % respondents
confidently stated employees apply their new skills. 27% respondents
choose not to say.

Respondents
Very Good 14 31
Good 23 52
Poor 7 15
Very Poor 1 2
Total 45 100
15. Opinion about overall quality of the training program
0
20
40
60
80
100
120
Very
Good
Good Poor Very Poor Total
Percentage Of Respondents
Inference:
31% employees said the quality of
training program is very good and 52%
said its good. 15 and 2 percent respondents
rated quality as poor and very poor
respectively.

Opinion No. Of
Respondents
Percentage Of
Respondents
Yes 1 2
Somewhat 9 20
No 11 25
Can't say 24 53
Total 45 100
16. Have your personal goals been benefiting out of training?
0
20
40
60
80
100
120
Yes Somewhat No Can't say Total
Percentage Of Respondents
Inference:
25% respondents said no when asked if
their personal goals have been benefiting out of
company training. 20% said they somewhat
achieve their personal goals through training. 2%
percent said they certainly benefit from training.
And 53% choose not to answer.

Opinion No. Of
Respondents
Percentage Of
Respondents
Strongly
satisfied
15 33
satisfied 19 42
Dissatisfied 7 16
Strongly
Dissatisfied
4 9
Total 45 100
17. Opinion about the satisfaction of the training program conducted as per
the schedule.
0
20
40
60
80
100
120
Strongly
satisfied
satisfied Dissatisfied Strongly
Dissatisfiedee
Total
Inference:
33% respondents are strongly satisfied with the training
program conducted as per the schedule. 42% respondents are satisfied.
16% respondents are dissatisfied with the training program while 9%
respondents are strongly dissatisfied

 The study reveals that consistency level of training is
highly influenced by the area chosen for the training
program.
 It is found from the study that based on the size of the
participants medium number of participants (45) in a
training program is found to be optimum for an
effective training.
 While analyzing the effectiveness of training related to
objectives, training programs designed based on
objectives of the organization seem to increase the
performance, morale and satisfaction of managers when
compared to trainees’ objectives and need based
objectives.
SUMMARY AND FINDINGS

 The top management’s commitments in training can be
enhanced by providing independent training departments
within an organization and establishing the facilities
required for organizing training.
 The training needs should be assessed regularly by
observing the performance of employees and also from
feedback.
 Evaluation of trainings may be made compulsory so that
the outcome of the trainings can be realized both by the
individual and the organization.
 Based on the research work, the model has been developed
for the better effectiveness and evaluation of training in
manufacturing companies
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