Employees Behaviour Training Wipro

8/11/2019 Employees Behaviour Training Wipro

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www.final-yearproject.com

A REPORT

ON

EMPLOYEES BEHAVIOUR TOWARDS TRAININGAND DEVELOPMENT AT WIPRO KOTDWAR

Submitted in Partial Fulfillment

Of the Requirements

For the Degree of

Master of Business Administration

Submitted by; Submitted to;

Archna Rawat

11SOMMBA101028

Batch : MBA 01

(4thsem)

Prof. Ridhi Bhatia

Signature of the Faculty Guide


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ACKNOWLEDGEMENT

I ARCHNA RAWAT,owe enormous intellectual debt towards my faculty guide prof.RIDHI BHATIA(Faculty guide), who has augmented my knowledge in the field of A

STUDY OF EMPLOYEES BEHAVIOUR TOWARDS TRAINING ANDDEVELOPMENT AT WIPRO KOTDWAR, helping me learn about the processand giving me valuable insight into the subject.

I am obliged to her for being extremely patient, giving me sufficient time for discussions and

guidance at all stages through the course of this research. My increased spectrum of knowledge

in this field is the result of his constant supervision and direction that has helped me to absorb

relevant and high quality information.

I would like to thank him for her guidance and enriching my thoughts in this field from different

perspectives.


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DECLARATION

I, Archna Rawat, roll no. -11sommba101027, student of MBA of School of Business:Galgotias University, Greater Noida, hereby declare that the project report onEMPLOYEES BEHAVIOUR TOWARDS TRAINING AND DEVELOPMENT AT WIPROKOTDWARis an original and authenticated work done by me.

I declare that all information given in this project is authentic and my original work . The

content of this project has not been submitted to any other University or Institute

Date:Name : ARCHNA RAWAT


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TABLE OF CONTENT

Executive summary..5

Introduction6 -7

Literature Review8

Research objective..9-10

Limitation.11

Research methodology....12

Findings & ananlysis.13-33

Conclusion34

Recommodation35

Biblography36

Appendix...37 -4


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EXECUTIVE SUMMARY

Thus to sum up success is a journey and not a destination. Likewise its true for anorganization as well. In order to enable continuous improvement a continuous trainingprogramme must be carried out. An organization is like a sapling, if it receives regularcare and nutrition then it grows to provide shelter and food else in adversecircumstances it vanes and dies out. . My project report has been prepared on the topicEMPLOYEES BEHAVIOUR TOWARDS TRAINING AND DEVELOPMENT AT WIPROKOTDWAR

The success of an organizations plans for the future depends largely on a sound

training strategy. In the face of continuous technological innovation higher levels of

knowledge and skills and their applications are crucial resources that can only be

mobilized by training and development infact, maximize the growth of the executives in

the organization, improve their competence and skills, foster a higher level of motivation

and build behavior adaptability to changes in technology, structure and environment of

the organization.

But these can be of use only when the organizations perceive and attach importance to

training and development of their managers and plan to ensure successful conduct of

training programmes for employees as well.


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TRAINING

Employee training is a specialized function and is one of the fundamental operative

functions of Human Resource Management.

Acc to FLIPPO,Training is the act of increasing the knowledge and skill of an employee

for doing a particular job.It is a short-term educational process and utilizing a

systematic and organized procedure by which employees learn technical knowledge

and skills for a definite purpose.

Successful candidates placed on the job need training to perform their duties effectively.

Workers must be trained to operate machines, reduce scrap and avoid accidents. It is

not only workers but also executives and supervisors who need training as well in order

to enable them to acquire maturity of thought and action. Training and development

constitute an ongoing process in any organization. Training thus means to turn

members into productive insiders. It is the second step after recruitment, screening and

selection. The principles of learning make training work, thus how a person learns

should be the guiding principle in explaining how a person should be trained. Thus

training requires

Practice

Feedback

Motivation to learn

No organization has unlimited resources, so training has to be done on the basis of identified

resources in three phases

PRE TRA INING

-Clear understanding of the situation that calls for more effective behavior.

TRAINING-

Implementing the effectiveness in behavior.

POST TRAINING-The management has to handle a person who is more confident, post training

a lot of adjustment is needed on both sides.


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Training is the application of knowledge and it can be defined as a process of learning

the sequence of programmed behaviour . Training gives people awareness of the rules

and procedures to guide their behaviour .It attempts to improve their performance on

the current job or prepare them for an intended job .

Development

Refers to the learning opportunities designed to help employees grow

Development is not primarily skill-oriented. Instead, it provides general knowledge and

attitudes which will be helpful to employees in higher positions. Efforts towards

development often depend on personal drive and ambition. Development activities,

such as those supplied by management developmental programmes, are generally

voluntary

DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

Training and development go hand in hand and are often used synonymously but there is a

difference between them. Training is the process of learning a sequence of programmed

behavior. It is an application of knowledge. It gives people an awareness of the rules and

procedures to guide their behavior. It intends to improve their performance on the current job

and prepares them for an intended job.

Development is a related process. It covers not only those activities, which improve job

performance, but also those, which bring about growth of the personality. It helps individual in

the progress towards maturity and actualization of potential capabilities so that they can become

not only good employees but better human beings.


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LITERATURE REVIEW

In simple terms training and development refer to imparting of specific skills

abilities and knowledge to an employee.

It is any attempt to improve current or future employee performance by increasing an

employees ability to perform through learning, usually by changing the employeesattitude or increasing his or her skills and knowledge.

To develop a person s behavioral patterns in areas of knowledge skills or attitude to

achieve a desired performance level

Leads to improved profitability and or more positive attitude towards profit orientation.

Improves the job knowledge and skills at all levels of an organization.

Improve the morale of the workplace.

Helps create a better corporate image.

Helps people identify with organizational goals. Foster authenticity, openness and trust.

Improves the relationship between boss and subordinates.

Aids in organizational development.

The organization may learn from the inputs given by the trainees.

Helps prepare guidelines for work.

Aids in understanding and carrying out organizational responsibilities.

Provides information for future needs in all areas of the organization..

Aids in improving organizational communication


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OBJECTIVES OF STUDY

TO INCREASE PRODUCTIVITY

An instructor can help employees increase their level of performance on their assignment.

Increase in human performance leads to increase in the operational productivity and also the

increase in the profit of the company.

TO IMPROVE QUALITY

Better-trained workers are less likely to make operational mistakes. It can be in relationship to

the company or in reference to the intangible organizational employment atmosphere.

TO HELP A COMPANY FULFILL ITS FUTURE PERSONNEL NEEDS

The organizations having good internal training and development programmes will have to

make less changes and adjustments. When the need arises, vacancies can be easily staffed.

TO IMPROVE ORGANIZATIONAL CLIMATE

An endless chain of positive reactions result from a well planned training programme.

TO IMPROVE HEALTH AND SAFETY

Proper training can prevent industrial accidents. A safer atmosphere leads to more stable

attitudes on part of the employees.

OBSOLESCENCE PREVENTION

Training and development programmes foster the initiative and creativity of employees and can

help prevent manpower obsolescence.


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PERSONAL GROWTH

Employees on a personal basis gain individually from their exposure to educational expressions.

Training programmes give them wider awareness and skills.

The first & foremost step in any research work is to identify the problems or objectives

on which the researcher has to work on. There are two types of objectives met in this

study, as explained below:

MAJOR OBJECTIVE

To analyze the existing training practices, its effectiveness and recommend

measures to improve the training practices in Organization.

MINOR OBJECTIVES

To study the frequency of training, training methods and their effects on the

trainees and recommend certain measures for improvement.

To understand the present practices enforced in respect of training at the

personnel department and recommend any changes if necessary.

To take feedback and analyze the level of satisfaction amongst the employees in

respect of training activities and suggest alternatives.


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LLIIMMIITTAATTIIOONNSS

1.Uncontrollable Variables:

Political, legal and social variables are uncontrollable From Human Resource managers point

of view and the results are affected when these variables change.

2.Human Tendency:

Human resource, the basic constituents on which the research is carried out is very

unpredictable. Many aspects of human behavior affect the results of study.

3.Due to the small training period, thorough study could not be completed.

4.Since it was my first industrial training therefore deficiency of industrial

knowledge was there.


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RESEARCH METHODOLOGY

METHODOLOGY

Every project work is based on certain methodology, which is a way to systematically

solve the problem or attain its objectives. It is a very important guideline and lead to

completion of any project work through observation, data collection and data analysis.

According to Clifford Woody, Research Methodology comprises of defining & redefining

problems, collecting, organizing &evaluating data, making deductions &researching to

conclusions.

Accordingly, the methodology used in the project is as follows: -

Defining the objectives of the study

Framing of questionnaire keeping objectives in mind (considering the objectives)

Feedback from the employees

Analysis of feedback

Conclusion, findings and suggestions.


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DATA COLLECTION

To determine the appropriate data for research mainly two kinds of data was collected

namely primary & secondary data as explained below:

PRIMARY DATA

Informal conversations were the source of information regarding the training methods

already followed and identification of the training needs of the workers.

SECONDARY DATA: Information regarding the new methods that can be implemented

was collected on the basis of book research

The secondary data was collected through:

Text Books

Internet


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DATA ANALYSIS

1) How many training programmes have you attended in last 5 years?

No. of

Programmes

No. of Respondents % of

Responses

0-5 8 40%

6-10 5 25%

10-15 4 20%

More than 15 3 15%

Total 20 100%

INTERPRETATION

45% of the officers have attended 6-15 training programmes in the last 5

years, which is an indication of an effective training policy of the

organization. However, 40% of the officers have attended only 0-5 training

programmes, which needs to be evenly monitored by the organization.

0_540%

6_1025%

10_1520%

More than15

15%


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2) The programme objectives were known to you before attending it.

INTERPRETATION

35% of the respondents moderately agree to the fact of knowing the training objectives

beforehand, in addition to 25% who strongly agree. But a small population disagrees as

20% strongly disagree to this notion. Training objectives should therefore be made

known compulsorily before imparting training in the organization.

stronglyagree25%

moderatelyagree35%

can't say15%

moderatelydisagree

5%

stronglydisagree

20%

Options No. of Respondents % of

Responses

Strongly agree 5 25%

Moderately agree 7 35%

Cant Say 3 15%

ModeratelyDisagree

1 5%

Strongly Disagree 4 20%

Total 20 100%


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3) The training programme was relevant to your developmental needs.


Responses



Cant Say 3 15%

ModeratelyDisagree

2 10%


Total 20 100%

INTERPRETATION

70% of the respondents feel that the training programmes were in accordance to their

developmental needs. 15% respondents could not comment on the question and 15%

think that the programmes are irrelevant to their developmental needs and the

organization must ensure programmes that satisfy the developmental needs of the

officers.

stronglyagree30%

moderatelyagree40%

can't say15%

moderatelydisagree

10%

stronglydisagree

5%


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4) The period of training session was sufficient for the learning.


Responses



Cant Say 4 21%

ModeratelyDisagree

3 16%


Total 20 100%

INTERPRETATION

52% respondents feel that the time limit of the training programme was adequate but

25% feel that it was insufficient. Also, 21% could not comment on the question. All the

respondents though felt that increase in time limit of the programmes would certainly be

beneficial and the organization should plan for this to be implemented in the near future.

stronglyagree32%

moderatelyagree21%

can't say21%

moderatelydisagree

16%

stronglydisagree

10%


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5) The training methods used during the training were effective for understanding the

subject.


Responses



Cant Say 3 15%

ModeratelyDisagree

3 15%


Total 20 100%

INTERPRETATION

40% of the respondents believe that the training methods used during the programmes

were helpful in understanding the subject, yet 25% disagree to this notion. The

organization should use better, hi-tech methods to enhance the effectiveness of the

methods being used during the trainingprogrammes.

stronglyagree20%

moderatelyagree40%

can't say15%

moderatelydisagree

15%

stronglydisagree

10%


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6) The training sessions were exciting and a good learning experience.

INTERPRETATION

65% respondents believe that the training sessions were exciting and a good learningexperience. 10% respondents could not comment on this while 25% differ in opinion.

They feel that the training sessions could have been more exciting if the sessions had

been more interactive and in line with the current practices in the market.

stronglyagree25%

moderatelyagree40%

can't say10%

moderatelydisagree

15%

stronglydisagree

10%


Responses



Cant Say 2 10%

ModeratelyDisagree

3 15%


Total 20 100%


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7) The training aids used were helpful in improving the overall effectiveness of the

programme.

Options No. ofRespondents

% of

Responses


Moderatelyagree

5 25%

Cant Say 7 35%

ModeratelyDisagree

3 15%

StronglyDisagree

1 5%

Total 20 100%

INTERPRETATION

40% of the respondents believe that the training aids used were helpful in improving the

overall effectiveness, yet 20% disagree to this notion. 35% respondents did not

comment on the issue. Yet the total mindset of the respondents was that the

organization should use better scientific aids to enhance the presentation and

acceptance value of the training programme.

stronglyagree20%

moderatelyagree25%

can't say35%

moderatelydisagree

15%

stronglydisagree

5%


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8) The training was effective in improving on- the- job efficiency.

Options No. of

Respondents

% of

Responses


Moderatelyagree

6 30%

Cant Say 4 20%

ModeratelyDisagree

4 20%

StronglyDisagree

3 15%

Total 20 100%

INTERPRETATION

45% respondents believe that the training programmes increase their job efficiency but

35% disagree to this. The view of the respondents were towards having more

technological and current topics for the training programmes which could help them

satisfy their creative urge and simultaneously increase their on-the-job efficiency.

stronglyagree15%

moderately agree

30%can't say

20%

moderatel

y disagree20%

stronglydisagree

15%


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9) In your opinion, the numbers of training programmes organized during the year were

sufficient for officers of BHEL.


% of

Responses



Cant Say 5 25%

ModeratelyDisagree

2 10%

Strongly

Disagree

8 40%

Total 20 100%

INTERPRETATION

25% respondents have the opinion that the frequency of the training programmes is sufficient

but 50% of the respondents differ to this. They believe that the number of training programmes

organized in a year should be increased and some in house training programmes should also

be organized by the organisation regularly.

stronglyagree10%

moderatelyagree15%

can't say25%moderately

disagree10%

stronglydisagree

40%


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10) Please suggest any changes you would like to have in the existing training programmes.

The major suggestions for changes in the existing training programmes are as follows:-

The frequency of the training programmes organized in a year should be increased.

The duration of the training sessions should be amplified.

New programmes for personal as well as professional development of the officers

should be developed.

Officers should be referred for the training programmes as per their developmental

needs.

The training programmes should be organized outside the office in order to avoid

disturbance in the work.

Some training sessions should also be organized in house for the officers who find it

difficult to attend them if held outside the office premises.

Better presentation technologies should be used in order to increase the effectiveness of

the programmes.

The course curriculum for the training programmes should be current in terms of the new

developments in the world.


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10) How many training programmes have you attended during the last year?

No. of

Programmes

No. of Respondents % of

Responses

Upto 2 25 62%

3-5 10 25%

6-8 4 10%

More than 8 1 3%

Total 40 100%

INTERPRETATION

35% of the workers have attended 3-8 training programmes in the last year, which is the

clue of a useful training policy of the organization. However, 62% of the workers have

attended only 0-2 training programmes, which should be effectively seen by the

organization. Also, every worker should be given chances to attend as many training

programmes as possible.

Upto 2

62%

3_525%

6_810%

More than8

3%


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11) The training given is useful to you.

Options No. of

Respondents

% of

Responses



Cant Say 5 13%

ModeratelyDisagree

5 13%

StronglyDisagree

1 3%

Total 20 100%

INTERPRETATION

71% of the respondents feel that the training programmes were useful. 13%

respondents could not comment on the question and 16% think that the programmes

were irrelevant to their objective of being useful. The organization must ensure

stronglyagree47%

moderatelyagree25%

can't say12%

moderatelydisagree

13%

stronglydisagree

3%


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programmes that are useful and prove to cater to the developmental needs of the

workers.


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12) The time limit of the training programme was sufficient.

Options No. of

Respondents

% of

Responses


Moderatelyagree

14 34%

Cant Say 5 13%

ModeratelyDisagree

6 15%

StronglyDisagree

8 20%

Total 40 100%

INTERPRETATION

42% respondents feel that the time limit of the training programme was adequate but

35% feel that it was insufficient. Also, 13% could not comment on the question. All the

respondents though felt that increase in time limit of the programmes would certainly be

advantageous and the organization should take some steps in this direction.

stronglyagree17%

moderately agree

35%can't say13%

moderately disagree

15%

stronglydisagree

20%


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13) The time limit of the training programme, if increased would make it more

effective.


% of

Responses



Cant Say 4 10%

ModeratelyDisagree

8 20%

StronglyDisagree

2 5%

Total 40 100%

INTERPRETATION

65% respondents feel that the increase in the duration of the training programmes

would be beneficial but 25% differ to this opinion. Going by the majority, the

organisation should make required changes to increase the duration of the programmes

and also take the opinion of the workers to have an effective training session.

stronglyagree45%

moderatelyagree20%

can't say10%

moderatelydisagree

20%

stronglydisagree

5%


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14) The training was effective in improving your on-the-job efficiency.


% of

Responses

Stronglyagree

15 37%

Moderatelyagree

10 25%

Cant Say 5 13%

ModeratelyDisagree

6 15%

StronglyDisagree

4 10%

Total 40 100%

INTERPRETATION

62% respondents believe that the training programmes increase their job efficiency but

25% disagree to this. The respondents were of the opinion that having current topics for

the training programmes and also some sessions by an external faculty would help

them increase their on the job efficiency.

stronglyagree

37%

moderatelyagree25%

can't say13%

moderatelydisagree

15%

stronglydisagree

10%


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15) The training aids used were effective in improving the overall effectiveness of the

programme.


% of

Responses


Moderatelyagree

4 10%

Cant Say 12 30%

ModeratelyDisagree

8 20%

StronglyDisagree

6 15%

Total 40 100%

INTERPRETATION

35% respondents believe that the training aids were effective in improving the overall

efficiency of the programme. Contrary to this, 35% disagree and 30% could not

comment on the issue. The organization should ensure positive awareness about the

training aids used. Also, the use of better presentation aids should be facilitated.

stronglyagree25%

moderatelyagree10%

can't say30%

moderately

disagree20%

stronglydisagree

15%


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16) The number of training programmes organized for workers in a year are sufficient.

Options No. of

Respondents

% of

Responses


Moderatelyagree

6 15%

Cant Say 4 10%

ModeratelyDisagree

15 37%

StronglyDisagree

8 20%

Total 40 100%

INTERPRETATION

33% respondents believe that the numbers of training programmes organized in a year

are sufficient, but a majority of 57% disagrees to this. The organization should ensure

multiple programmes for the workers and hence enable them in improving their skills

and knowledge.

stronglyagree17% moderately

agree15%

can't say10%

moderatelydisagree

38%

stronglydisagree

20%


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17) The participation of workers in training programme would help increase its

effectiveness.


% of

Responses


Moderatelyagree

9 23%

Cant Say 5 13%

ModeratelyDisagree

4 10%

StronglyDisagree

2 5%

Total 40 100%

INTERPRETATION

72% respondents feel that participative and interactive training session could provide

more awareness and knowledge in a small span of time as compared to classroom

teaching. 13% respondents could not comment on this and 15% disagree to it.

stronglyagree50%

moderatelyagree22%

can't say13%

moderatelydisagree

10%

stronglydisagree

5%


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CONCLUSIONS & IMPLICATIONS

The major findings of the project are enumerated as follows:

Training is considered as a positive step towards augmentation of the knowledge base by

the respondents.

The objectives of the training programmes were broadly known to the respondents prior to

attending them.

The training programmes were adequately designed to cater to the developmental needs of

the respondents.

Some of the respondents suggested that the time period of the training programmes were

less and thus need to be increased.

Some of the respondents also suggested that use of latest training methods will enhance

the effectiveness of the training programmes.

Some respondents believe that the training sessions could be made more exciting if the

sessions had been more interactive and in line with the current practices in the market.

The training aids used were helpful in improving the overall effectiveness of the training

programmes.

The training programmes were able to improve on-the-job efficiency.

Some respondents also recommended that the number of training programmes be

increased.


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RECOMMENDATIONS

Based on the data collected through the questionnaire and interactions with the Officers and

Workers of BHEL the following recommendations are made for consideration:

The organization may utilize both subjective and objective approach for the training

programmes.

The organization may consider deputing each employee to attend at least one training

programmes each year.

The In-house training programmes will be beneficial to the organization as well as

employees since it will help employees to attend their official work while undergoing the

training.

The organization can also arrange part time training programmes in the office premises for

short durations, spanning over a few days, in order to avoid any interruption in the routine

work.

The organization can arrange the training programmes department wise in order to give

focused attention towards the departmental requirements.


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BIBLIOGRAPHY

Effective Planning in Training and Development Leslie Rae

World Class Training Kaye Thorne

Training in Practice Blackwell

Human Resource Management C.B.Gupta

Human Resource Management T.N.Chabra

Human Capital Journal


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APPENDIX

1)How many training programmes have you attended in last 5 years?

0-5

6-10

10-15

More than 15

2) The programme objectives were known to you before attending it.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

3) The training programme was relevant to your developmental needs.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

4) The period of training session was sufficient for the learning.

Strongly agree

Moderately agree

Cant Say


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Moderately Disagree

Strongly Disagree

5) The training methods used during the training were effective for understanding the subject.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

6) The training sessions were exciting and a good learning experience.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

7) The training aids used were helpful in improving the overall effectiveness of the programme.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

8) The training was effective in improving on- the- job efficiency.

Strongly agree

Moderately agree

Cant Say


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Moderately Disagree

Strongly Disagree

9) In your opinion, the numbers of training programmes organized during the year were

sufficient for officers of BHEL.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

10) How many training programmes have you attended during the last year?

Upto 2

3-5

6-8

More than 8

11) The training given is useful to you.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

12) The time limit of the training programme was sufficient

Strongly agree

Moderately agree


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Cant Say

Moderately Disagree

Strongly Disagree

13) The time limit of the training programme, if increased would make it more effective.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

14) The training was effective in improving your on-the-job efficiency.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

15) The training aids used were effective in improving the overall effectiveness of the

programme.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree


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16) The number of training programmes organized for workers in a year are sufficient.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

17) The participation of workers in training programme would help increase its effectiveness.

Strongly agree

Moderately agree

Cant Say

Moderately Disagree

Strongly Disagree

18) Please suggest any changes you would like to have in the existing training programmes.

Employees Behaviour Training Wipro

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