A
Project Report Synapsis On
Training Need / Identification
And
Importance of Training for Employees
SUBMITTED TO SUBMITTED BY
Dr Anshul Srivastava Rajkamal Mishra
M.B.A IVth Semester
INDEX
1- INTRODUCTION
2- OBJECTIVE OF THE STUDY
3- SCOPE OF THE STUDY
4- COVERAGE
5- FRAMEWORK
6- BIBLIOGRAPHY
Introduction
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 should
be placed on needs as opposed to desires of the employees for a constructive outcome. In
order to emphasize the importance of training need identification we can focus on the
following areas: -
· To pinpoint if training will make a difference in productivity and the bottom line.
· To decide what specific training each employee needs and what will improve his or
her job performance.
· To differentiate between the need for training and organizational issues and bring
about a match between individual aspirations and organizational goals.
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.
Identification of training needs is important from both the organisational point of view as
well as from an individual's point of view. From an organisation's point of view it is
important because an organisation has objectives that it wants to achieve for the benefit of all
stakeholders or members, including owners, employees, customers, suppliers, and
neighbours. These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximising opportunities for development. Therefore people
must know what they need to learn in order to achieve organisational goals. Similarly if seen
from an individual's point of view, people have aspirations, they want to develop and in order
to learn and use new abilities, people need appropriate opportunities, resources, and
conditions. Therefore, to meet people's aspirations, the organization must provide effective
and attractive learning resources and conditions. And it is also important to see that there is a
suitable match between achieving organizational goals and providing attractive learning
opportunities.
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVE
The primary objective of my study at Indian Oil Corporation is to lay down the foundation of
training and development needs /identification and to access the importance for employees.
SECONDARY OBJECTIVE
The objective of my study about employees training and development to improve the current
process of employees training and development at Indian Oil Corporation.
My another objective is to apply my learning in the area of Human Resources so that I
gain significant practical and Understand the nature and importance of training and
development and identify the various inputs that should go into any programme.
Delineate the different stages in a training and development programme and describe
each step.
Understand the need for and the ways of training for international assignments.
SCOPE OF THE STUDY
This research provides me with an opportunity to explore in the field of Human Resources.
This research also provides the feedback of people involved in the Training and development
process Apart from that it would provide me a great deal of exposure to interact with the high
profile managers of the company.
COVERAGE
TRAINING
Training is concerned with imparting developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employees for doing a particular job. Training
is the process of learning a sequence of programmed behaviour. In earlier practice, training
programme focused more on preparation for improved performance in particular job. Most of the
trainees used to be from operative levels like mechanics, machines operators and other kinds of
skilled workers. When the problems of supervision increased, the step were taken to train
supervisors for better supervision.
DEVELOPMENT
Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training programme, though
some kind of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to
provide for a planned growth of managers to meet future organizational requirements is
management development.
Management development is based on following on assumptions.
1. Management development is a continuous process. It is not one shot programme but
continues though out the career of a manager.
2. Management development is any kind of learning, is based on the assumption that
there, always existing a gape between an individual’s performance and his potential
for the performance.
3. Management development seldom takes place in completely peaceful and relaxed
atmosphere.
4. Management development requires clear setting of goals.
5. Management development required conducive environment.
Methods of Evaluation
Various methods can be used to collect data on the outcomes of training. Some of these are:
Questionnaires: Comprehensive questionnaires could be used to obtain opinions,
reactions, views of trainees.
Tests: Standard tests could be used to find out whether trainees have learnt
anything during and after the training.
Interviews: Interviews could be conducted to find the usefulness of training offered
to operatives.
Studies: Comprehensive studies could be carried out eliciting the opinions and
judgements of trainers, superiors and peer groups about the training.
Human resource factors: Training can also be evaluated on the basis of employee
satisfaction, which in turn can be examined on the basis of decrease in employee
turnover, absenteeism, accidents, grievances, discharges, dismissals, etc.
Cost benefit analysis: The costs of training (cost of hiring trainers, tools to learn,
training centre, wastage, production stoppage, opportunity cost of trainers and
trainees) could be compared with its value (in terms of reduced learning time,
improved learning, superior performance) in order to evaluate a training programme.
REFERENCE
1. www.iocindia.co.in
2. www.wikipaedia.com
3. L.M Prasad Book.
