Training and Developmentl Final Ajit

8/2/2019 Training and Developmentl Final Ajit

http://slidepdf.com/reader/full/training-and-developmentl-final-ajit 1/66

A

Project Report

On

“Training and Development”

On

Shardul Pack Well Pvt Ltd.

For

“Shardul Pack Well Pvt Ltd”

By

“Ajit Matkar”

Under the guidance of

“Prof. Vinaya Shinde”

Submitted To

“University Of Pune”

In Partial Fulfillment Of The Requirement For The Award Of The

Degree Of Master Of Business Administration (MBA)

2010-2012

Through

Shree Jagdamba Sanstha’s

Tirupati Institute Of Management

Pune



ACKNOWLEDGEMENT

I take this opportunity as privilege to express my deep sense of gratitude to Professor

Vinaya Shinde. Tirupati institute of management, Pune for their continuous

Encouragement, invaluable guidance and help for completing the present research work.

They have been a source of inspiration to me and I am indebted to them for initiating me in

the field of research.

I am deeply indebted to Professor. Vinaya Shinde, my research guide, Tirupati institute of

management, Pune without her help completion of project was highly impossible.

I take this opportunity as privilege to articulate my deep sense of gratefulness to director,

and staff of SHARDUL group of company for there timely help and positive

encouragement.

I wish to express a special thanks to all teaching and non-teaching staff members, Tirupati

institute of management, Pune for their forever support. Their encouragement and valuable

guidance are gratefully acknowledged.

Place: - Pune

Date: - Sign of the student



DECLARATION

I, the undersigned, hereby declare that the Project report entitled “TRAINING AND

DEVELOPMENT IN SHARDUL PACK WELL PVT LTD.” written and submitted by

me to the University of Pune, in partial fulfillment of the requirement for the award of

degree of master of business administration under the guidance of Prof. Vinaya Shinde is

my original work and the conclusion drawn therein are based on material collected by

myself.

Place: -Pune Sign of the student

Date: -

Preface



The degree from any business school imparts theoretical knowledge and to supplement

same with practical exposure it has made mandatory for students to undergo training in

some esteemed organization.

This provides an opportunity to have a feel of office environment and a real life experience

of business world. I have tried to bring my learning and findings into pages.



INDEX

Chapter No. Title Page No.

CHAPTER 1

CHAPTER 2

CHAPTER 3

CHAPTER 4

CHAPTER 5

CHAPTER 6

CHAPTER 7

CHAPTER 8

EXECUTIVE SUMMARY

COMPANY PROFILE

OBJECTIVE OF THE STUDY

RESEARCH METHODOLOGY

INTRODUCTION TO TOPIC

(Training And Development )

ANALYSIS & INTERPRTATION OF THE

DATA

SUGGESTION & CONCLUSION

BIBLIOGRAPHY

ANNEXURE

7 - 8

10 -17

19

21 - 22

24 - 43

45 - 55

57 - 59

61

63-65



CHAPTER 1

EXECUTIVE SUMMARY



EXECUTIVE SUMMARY

SHARDUL is India’s largest Boxes maker by sales. Shardul is moving towards its goal of

becoming a global giant. Shardul Pack has major strength in therapeutic segments of Anti-

infective, dermatology, cardiovascular and dermatology. It has an expanding international portfolio

with business operation in over 10 countries .Incorporated in 1961, Shardul commenced

formulations manufacturing a year later.

OBJECTIVE

Primary objective of the project is to study training and development system from employee’s

point of view and to evaluate whether they have complete knowledge of training given to them.

Project has a supportive objective of finding out the satisfaction level of employees about training

and development system


The questions were formed in such a way so as the find out the perception of employees

which would help in analyzing whether they completely understand the training given to them and

are they satisfied with it.



ANALYSIS

The data gathered is firstly sorted and represented by the use of graphs as responses

There has been an attempt to give the findings and suggestions as per the set objectives. At last

with a firm belief that the project report will prove its relevance for the purpose to which it has

been made.



CHAPTER 2

COMPANY PROFILE

Manufacture Company Industry

• Corporate Profile

• Shardul Mission And Values

• Products

• Worldwide Operations



Company profile

Corporate profile

Shardul Pack Well India’s largest manufacture company producing wide range of quality,

affordable, generic medicine trusted by healthcare professional and patients across

geographies. Company in ranked amongst the top 10 generic companies and has presence

in 23 of top 25 develop markets of the world. Shardul was incorporated in 2000 and went

public in 2005.The company has global footprints world.

Shardul is the largest spender in R&D in Indian manufacture industry and is committed to

embark 75% of total R&D expenditure for research in area of new develop delivery

system.

Shardul has already make a breakthrough as 1st Indian company to file investigational new

Boxes (IND) application with Boxes controller general of India (DCGI)



Shardul mission and values

Mission: - to become a research based international manufacture company.

Values

• Achieving customer satisfaction in fundamental to business.

• Provide product and services of highest qualities.

• Practice dignity and equity in relationship and provide opportunity for people to

realize their full potential.

• Foster mutually beneficial relations with all business partners.

• Be responsible corporate citizen.

Vision Garuda

Galvanize

Aspirations for

Shardul’s

Unceasing growth in the

Decade

Ahead

Shardul aspires to be a$ 5 billion company by 2012 and achieve 40% of overall revenue

from proprietary prescription products to become a top 5 global generic player.



Products

Using the finest R$D and manufacturing facilities. Shardul Pack Well pack well ltd.

Manufactures and markets generic company, value added generic manufacture, Branded

generics, active pharmaceutical (API) and intermediaries.

Shardul diverse product basket of over 5000 SKU’s available in over 125 countries

worldwide, encompasses a wide therapeutic mix covering a majority of chronic treatment

and acute segments. Healthcare trends project that the chronic treatment segment will

outpace the acute treatment segment, primarily driven by a growing ageing population

and dominance of lifestyle disease. Our robust performance in cardiovascular, CNS,

respiratory, dermatology, orthopedics, nutritional and urology segments, clearly indicate

that the company has strengthened its presence in fast growing chronic life style disease

segment. Shardul’s top 20 products ranging from anti-infectiveness and dermatological

account for revenues of over US $ 600 Mn.

Top molecules

1. Parle

2. Parle B-104

3. Parle B-145

4. Arakshala

5. Ashok Laylend

6. Faber

7. Mobile Body Cover



Worldwide operations

Global manufacture Companies are experiencing an ever changing landscape ripe with

challenges and opportunities. In this challenging environment Shardul is enhancing its

reach leveraging its competitive advantages to become a top global player.

Driven by innovation and speed to market we focus on delivering world-class

generics at an affordable price. Our unwavering determination to achieve excellence leads

us to new global benchmarks. Our people have consistently risen above all challenges

maximized opportunities and positioned Shardul as a leader in the global generics space.

Shardul’s global footprint extends to 06 countries embracing different locales and

cultures to form a family of 02 nationalities with an intellectual pool of some of the best

minds in the world.



Company profile

A manufacture company is a commercial business whose focus is to, develop, market

and/or distribute packing boxes is a cover to the different type product. They can deal in

generic and/or branded paper. They are subject to a variety of laws and regulations

regarding the patenting, testing and marketing of boxes or sale a market.

The Indian Manufacture Industry today is in the front rank of India’s science-based

industries with wide ranging capabilities in the complex field of boxes manufacture and

technology. A highly organized sector, the Indian Manufacture Industry is estimated to be

worth $ 2.5 billion, growing at about 8 to 9 percent annually.

It ranks very high in the third world, in terms of technology, quality and range of medicines

manufactured. From simple mobile cover to large machine complete cover, almost every

type of industry is now made indigenously. International companies associated with this



sector have stimulated, assisted and spearheaded this dynamic development in the past 10

years and helped to put India on the manufacture map of the world.

The Indian manufacture sector is highly fragmented with more than 02 registered units. It

has expanded drastically in the last two decades. The leading 250 manufacture companies

control 70% of the market with market leader holding nearly 7% of the market share. It is

an extremely fragmented market with severe price competition and government price

control The pharmaceutical industry in India meets around 70% of the



A dvantage in India

Competent workforce: India has a pool of personnel with high managerial and technical

competence as also skilled workforce. It has an educated work force and English is

commonly used. Professional services are easily available.

Cost-effective chemical synthesis: Its track record of development, particularly in the area

of improved cost-beneficial chemical synthesis for various drug molecules is excellent.

Legal & Financial Framework: India has a 53 year old democracy and hence has a solid

legal framework and strong financial markets. There is already an established international

industry and business community.

Information & Technology: It has a good network of world-class educational institutions

and established strengths in Information Technology.

Globalization: The country is committed to a free market economy and globalization.

Above all, it has a 70 million middle class market, which is continuously growing.

The Growth Scenario



India's US$ 3.1 billion pharmaceutical industry is growing at the rate of 14 percent per

year. It is one of the largest and most advanced among the developing countries.

Over 100 registered manufacturers exist in the country. The domestic pharmaceuticals

industry output is expected to exceed Rs260 billion in the financial year 2002, which

accounts for merely 1.3% of the global manufactures sector.

Steps To Strengthen the Industry

Indian companies need to attain the right product-mix for sustained future growth. Core

competencies will play an important role in determining the future of many Indian

pharmaceutical companies in the post product-patent regime after 2005. Indian companies,

in an effort to consolidate their position, will have to increasingly look at merger and

acquisition options of either companies or products. This would help them to offset loss of

new product options, improve their R&D efforts and improve distribution to penetrate

markets.

Research and development has always taken the back seat amongst Indian pharmaceutical

companies. In order to stay competitive in the future, Indian companies will have to refocus

and invest heavily in R&D.

The future of the industry will be determined by how well it markets its products to several

regions and distributes risks, its forward and backward integration capabilities, its R&D, its

consolidation through mergers and acquisitions, co-marketing and licensing agreements.



CHAPTER 3

OBJECTIVE OF THE STUDY



Objective Of The Study

Primary objective

• To study the training methods used in Shardul

• To evaluate training and development system from employees point of view and to

find out employees perception about training and development system

Secondary objective

• To check the satisfaction level of employees about the training given to them.

• To give suggestion to improve procedure of training and development



CHAPTER 4




Research M ethodology

In common language research refers to search for knowledge .We can also define it as a

scientific and systematic search of information on a specified topic. The main aim is to find

the information discovered yet. Research process involves defining problems formulating

hypothesis organizing and evaluating data deriving inference and conclusion.

Collection of data

Firstly informal discussion with personnel manager and then sample was fixed in second

step; Questionnaire was prepared with assistance of manager.

Primary data:-

Questionnaire

Secondary data:-

• Files

• Annual reports

• Induction manual

• Data from training department

Sampling

Sample is a small group taken from total.

Sample size- 50 employees



Limitation of the study

• The study was restricted to only few units and only in dews plant.

• In some blocks employees did not responded and found this analysis unimportant.

• In some restricted areas due to banned entry analysis cannot be done.

• Only a few managers interacted as they were busy most of the times.

• NEST (new employee safety training) and CGMP (current goods manufacturing

process) are the two most important types of training given in Shardul.



CHAPTER 5

INTRODUCTION TO TOPIC

(Training and Development)

• Importance Of Training

• Models Of Training

• Training Need Analysis

• Training And Development At Shardul

• Training Methods



Introduction to Topic

Training is a process of learning a sequence of programmed behavior. It is application of

knowledge. It gives people an awareness of the rules and procedures of rules and

procedures to prepare them for an intended job. Every organization needs to have well

trained and experienced people to perform the activities that have to be done.

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

performance but also those which bring about growth of personality help individuals in the

progress towards maturity and actualization of their potential capabilities so that they

become not only good employees but better men and women.

Importance Of Training

• Optimum Utilization of Human Resources - Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve the

organizational goals as well as their individual goals.

• Development of Human Resources - Training and Development helps to provide an

opportunity and broad structure for the development of human resources' technical and

behavioral skills in an organization. It also helps the employees in attaining personal

growth.



• Development of skills of employees - Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expand the horizons of

human intellect and an overall personality of the employees.

• Productivity - Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

• Team spirit - Training and Development helps in inculcating the sense of team work,

team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the

employees.

• Organization Culture - Training and Development helps to develop and improve the

organizational health culture and effectiveness. It helps in creating the learning culture

within the organization.

• Organization Climate - Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from

leaders, subordinates, and peers.

• Quality - Training and Development helps in improving upon the quality of work and

work-life.



• Healthy work-environment - Training and Development helps in creating the healthy

working environment. It helps to build good employee, relationship so that individual goals

aligns with organizational goal.

• Health and Safety - Training and Development helps in improving the health and safety

of the organization thus preventing obsolescence.

• Morale - Training and Development helps in improving the morale of the work force.

• Image - Training and Development helps in creating a better corporate image.

• Profitability - Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and

carrying out organizational policies

• Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display



Models of Training

Training is a sub-system of the organization because the departments such as, marketing &

sales, HR, production, finance, etc depends on training for its survival. Training is a

transforming process that requires some input and in turn it produces output in the form of

knowledge, skills, and attitudes (KSAs).

The Training System

A System is a combination of things or parts that must work together to perform a

particular function. An organization is a system and training is a sub system of the

organization. The System Approach views training as a sub system of an organization.

System Approach can be used to examine broad issues like objectives, functions, and aim.

It establishes a logical relationship between the sequential stages in the process of training

need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs

i.e. technology, man, material, time required in every system to produce products or

services. And every system must have some output from these inputs in order to survive.

The output can be tangible or intangible depending upon the organization’s requirement. A

system approach to training is planned creation of training program. This approach uses

step-by-step procedures to solve the problems. Under systematic approach, training is

undertaken on planned basis.



Out of this planned effort, one such basic model of five steps is system model that

is explained below. Organization are working in open environment i.e. there are some

internal and external forces, that poses threats and opportunities, therefore, trainers need to

be aware of these forces which may impact on the content, form, and conduct of the

training efforts. The internal forces are the various demands of the organization for a better

learning environment; need to be up to date with the latest technologies.

The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

http://traininganddevelopment.naukrihub.com/systematic-model.html

http://traininganddevelopment.naukrihub.com/isd-model.html

http://traininganddevelopment.naukrihub.com/transitional-model.html

http://traininganddevelopment.naukrihub.com/systematic-model.html

http://traininganddevelopment.naukrihub.com/isd-model.html

http://traininganddevelopment.naukrihub.com/transitional-model.html



The System Model

The system model consists of five phases and should be repeated on a regular basis to

make further improvements. The training should achieve the purpose of helping employee

to perform their work to required standards.

The steps involved in System Model of training are as follows:

1. Analyze and identify the training needs i.e. to analyze the department, job, employees

requirement, who needs training, what do they need to learn, estimating training cost, etc

The next step is to develop a performance measure on the basis of which actual

performance would be evaluated.

2. Design and provide training to meet identified needs. This step requires developing

objectives of training, identifying the learning steps, sequencing and structuring the

contents

3. Develop- This phase requires listing the activities in the training program that will assist

the participants to learn, selecting delivery method, examining the training material,

validating information to be imparted to make sure it accomplishes all the goals &

objectives.



4. Implementing is the hardest part of the system because one wrong step can lead to

the failure of whole training program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent

work performance. Making necessary amendments to any of the previous stage in order

to remedy or improve failure practices.



FEEDBACK



Instructional System Development Model (ISD) Model

Instructional System Development model was made to answer the training problems. This

model is widely used now-a-days in the organization because it is concerned with the

training need on the job performance. Training objectives are defined on the basis of job

responsibilities and job description and on the basis of the defined objectives individual

progress is measured. This model also helps in determining and developing the favorable

strategies, sequencing the content, and delivering media for the types of training objectives

to be achieved.

The Instructional System Development model comprises off five stages:

1. ANALYSIS – This phase consist of training need assessment, job analysis, and target

audience analysis.

2. PLANNING – This phase consist of setting goal of the learning outcome, instructional

objectives that measures behavior of a participant after the training, types of training

material, media selection, methods of evaluating the trainee, trainer and the training

program, strategies to impart knowledge i.e. selection of content, sequencing of content,

etc.



3. DEVELOPMENT – This phase translates design decisions into training material. It

consists of developing course material for the trainer including handouts, workbooks,

visual aids, demonstration props, etc, course material for the trainee including handouts of

summary

4. EXECUTION – This phase focuses on logistical arrangements, such as arranging

speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and

other training accessories.

5. EVALUATION – The purpose of this phase is to make sure that the training program

has achieved its aim in terms of subsequent work performance. This phase consists of

identifying strengths and weaknesses and making necessary amendments to any of the

previous stage in order to remedy or improve failure practices.



Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the

vision, mission and values of the organization on the basis of which training model i.e.

inner loop is executed.

Vision – focuses on the milestones that the organization would like to achieve after the

defined point of time. A vision statement tells that where the organization sees itself few

years down the line. A vision may include setting a role mode, or bringing some internal

transformation, or may be promising to meet some other deadlines.

Mission – explain the reason of organizational existence. It identifies the position in the

community. The reason of developing a mission statement is to motivate, inspire, and

inform the employees regarding the organization. The mission statement tells about the

identity that how the organization would like to be viewed by the customers, employees,

and all other stakeholders.

Values – is the translation of vision and mission into communicable ideals. It reflects the

deeply held values of the organization and is independent of current industry environment.

For example, values may include social responsibility, excellent customer service, etc.



The mission, vision, and values precede the objective in the inner loop. This model

considers the organization as a whole. The objective is formulated keeping these three

things in mind and then the training model is further implemented



Training Need Analysis (TNA)

Training Need Analysis (TNA)

An analysis of training need is an essential requirement to the design of effective training.

The purpose of training need analysis is to determine whether there is a gap between what

is required for effective performance and present level of performance.

Why training need analysis?

Training need analysis is conducted to determine whether resources required are available

or not. It helps to plan the budget of the company, areas where training is required, and also

highlights the occasions where training might not be appropriate but requires alternate

action.

Corporate need and training need are interdependent because the organization performance

ultimately depends on the performance of its individual employee and its sub group.

Organizational Level – Training need analysis at organizational level focuses on strategic

planning, business need, and goals. It starts with the assessment of internal environment of



the organization such as, procedures, structures, policies, strengths, and weaknesses and

external environment such as opportunities and threats.

After doing the SWOT analysis, weaknesses can be dealt with the training interventions,

while strengths can further be strengthened with continued training. Threats can be reduced

by identifying the areas where training is required.

For this approach to be successful, the HR department of the company requires to be

involved in strategic planning. In this planning, HR develops strategies to be sure that the

employees in the organization have the required Knowledge, Skills.

Individual Level – Training need analysis at individual level focuses on each and every

individual in the organization. At this level, the organization checks whether an employee

is performing at desired level or the performance is below expectation. If the difference

between the expected performance and actual performance comes out to be positive, then

certainly there is a need of training.

However, individual competence can also be linked to individual need. The methods that

are used to analyze the individual need are:

• Appraisal and performance review

• Peer appraisal



• Competency assessments

• Subordinate appraisal

• Client feedback

• Customer feedback

• Self-assessment or self-appraisal

Operational Level – Training Need analysis at operational level focuses on the work that

is being assigned to the employees. The job analyst gathers the information on whether the

job is clearly understood by an employee or not. He gathers this information through

technical interview, observation, psychological test; questionnaires asking the closed ended

as well as open ended questions, etc. Today, jobs are dynamic and keep changing over the

time. Employees need to prepare for these changes. The job analyst also gathers

information on the tasks needs to be done plus the tasks that will be required in the future.

Based on the information collected, training Need analysis (TNA) is done.



Operational Level

For an effective training

1. Identify need of training GOALS

2. Have a group with similar background FUNCTIONAL , EDUCATIONAL

3. Work with group having identical goals and make them feel having identical goals

4. State objective in terms of outcome

• Qualitative observable impact

• Quantitativemeasurableimpact

5. Observe pre-training behavior

Observe post-training behavior

6. What the group should start?



What the group should stop?

What the group should continue?

Training and development at Shardul Pack Well Dews

Objective

• Systematic training and development of employees

• Ensure continuous up gradation of knowledge and skills of employees

• To fulfill current and future organizational requirement through training

Responsibility

• Responsibility for training and development lie with the functional head

• Responsibility for preparation and updating of training manual lie with

functional level



Training schedule

• The operating manger shall prepare formal training schedule for training

program in their respective plants

• Training manager shall prepare a formal training calendar

• The training schedule as per training calendar shall be communicated to

department in advance

Training Evaluation

• All employee who attended external training program shall discuss the

learning with the department head / functional head

• Training program feedback shall be obtained from participants at the end of

training program

• Evaluation of all employees shall be done once in a year

Proposal

• Acceptance criteria for evaluation shall be minimum 70%

• Below 70% employees will be retained and re-evaluated till score reaches

70%



Training Methods

1. Games

• To ensure that trainees are comfortable with each other

• Time varies from 20-30 minutes

2. Informative Methods

a) Lectures

• Most commonly used and most criticized

• Helps disseminate knowledge in short period

• Less expensive

• At times becomes monotonous

b) Panel discussion



• 2-4 people from different background are invited to express their views on

common issues

• Discussion remains to the point due to presence of moderator

• Trainees may become frustrated due to new topic, less participation

because of panelist who are not delightful speakers

• Duration varies from 1-3 hour

c) Field visit/observational visit

3. Participatory Methods

a) Statements

• statement reaction

• statement rating

• pre-planned statement on a subject and discussed and rated

• duration varies from 2-3 hrs

b) group discussion(GD)

• GD’s followed by plenary

• Duration varies from 50-90 minutes

• Discussion followed by talk

c) Buzz group (a buzz sound is created during discussion)



• One or more point discussed within 20-30 minutes and then

followed by discussion in plenary

• Induces quick discussion

4 Case Study

5 Incident Method

6 Quiz



CHAPTER 6

ANALYSIS & INTERPRETATION OF THE

DATA



Q.1) Training sessions is a important?

Table no: 6.1Options Yes No

Number of respondents 50 0Percentage % 100 0

Fig. No 6.1

Interpretation:

From the above Graph it can be clearly inferred that the level of demand about the training

programs is very good. 100 % response is there for training. So they will be aware about

the latest happenings and new arrivals in the retail sector.

Q. 2) Are you satisfied with the training provided to you?



Table no: 6.2Opinion Yes No Total

Number of respondents 48 2 50

Percentage % 96 04 100

Fig. No 6.2

Interpretation:

In the above graph, the record shows that 96% of the staff are satisfied with which is

provided training to them. On an around 4% employee are not satisfactory. Remaining is

happy with training format, training pattern and with their trainer.



Q.3) Which skills would you find important for your professional development?

(Rate as 5 being highest and 1 being lowest)

Table no: 6.3Sr.No. Skills Responds Percentage

1 Soft skill (Body

language, Postures)

35 70

2 * Presentation skill 8 16

3 Negotiation skill 4 8

4 Customer service

(Selling skill)

3 6

Total 50 100

Fig. No 6.3Interpretation: Above graph shows that, 70% of the employees feel to have soft skill is

very use full for professional development, company should develop customer service

(selling skill) that is very low performance, for development.

Q.4) What mode of training you think will be more effective?



Table no: 6.4

Opinion Lectures Role playing Case studies Videos Total

Number of respondents 5 17 5 23 50

Percentage % 10 34 10 46 100

Fig. No 6.4

Interpretation:

The above analysis shows that staff wants training in the form of videos (46%) and the

second preference by staff for the mode of training is role-plays(34%). They want training

in such a form so that they can enjoy and learn also while training and also company

should develop another training method such as lectures, case studies methods.

Q.5) What are the training methods generally used?

Table no: 6.5



Opining Case Study Workshop Role Play Lecture Method Other Total

Value 1 29 1 14 5 50

Number of

respondents %

2 58 2 28 10 100

Fig. No 6.5

Interpretation:

Above the analyses , Work shop method is most use full and second one is lecture method

too are mostly use full in any organization or any company ,also some time case study and

Role play method are used.

Q.6) what aids are used in training purpose?

Table no: 6.6Opinion Charts Tools used Hand books New technological tools Total



Values 10 15 15 10 50

Respondents of

percentage

20 30 30 20 100

Fig. No 6.6

Interpretation:

From the above table and graph, it is interpreted that, most of tools used and handbooks

that is both (30%) are used or selected for training. now new technological tools must

developed also charts that is (20%), that are not effective method.

Q.7) For what period was the training given?

Table no: 6.7Opinion One day Two day One week Total

Value 10 12 28 50

Training Of 25 35 40 100



percentage

Fig. No 6.7

Interpretation:

According to the above graph, it is clear that one day value is 10 and percentage of training

is 25%.two day value is 12 and percentage of training is 35% as well as one week value

are 28 and percentage of training is 40% out of 100.



Q.8) Have the current level of performance improved after the training sessions?


Improved 35 15 50

Percentage 75 25 100

Fig. No 6.8

Interpretation:

From the above table and graph, it is known that, all the employees i.e., 25 employees that

were selected as samples said that their current level of performance has improved.75%

employees improve training sessions.

Q.9) Did training helped in career advancement?




Value 46 4 50

Career Advancement 92 8 100

Fig. No 6.9

Interpretation:

From the above chart ,it is known that ,92% percentage employee are helped to career

advancement in other word that in future will be better but only 8% employees are saying

that will be not helped in future for career advancement



Q.10) Is training important to achieve technical skills?

Table no: 6.10Sr. No. Opinion Respondents Percentage

1 Very important 35 70

2 important 10 203 Not so Important 5 10

Total 50 100

Fig. No 6.10

Interpretation:

From the above chart ,it is known that, most of employee are saying that training is very

important to achieve technical skills means 70%, and some saying that is important means

20% also remaining 10% are saying that is not important.

Q11.) They are needs for modification.

Table no: 6.11



Sr. No Need for modification Frequency Percent

1 Yes 10 20

2 No 36 72

3 No comments 04 8

Total 50 100

Fig. No 6.11

Interpretation

From the above and graph, it is concluded that, 20 % of the modification is required, 72%

respondents are no modifications is not required and remaining 8% respondent are no

comments.



CHAPTER 7

SUGGESTION & CONCLUSIONS



Suggestions

• Proper communication should be maintained between supervisors and managers so

that training needs can be analyzed.

• Separate training should be given to employees dealing with hazardous chemicals.

• We found during analysis that less trainers are appointed from outside but they

should be appointed for providing effective training.

• There should be proper communication between training block and administration

block so that report of each trainee can be maintained properly and can be used for

future reference.

• Feedback of training session should be taken from employees and there suggestions

should be taken for improvement.

• A separate excel sheet for each employee should be prepared and regular updating

of the files should be done so that complete record can be obtained as and when

required.



Findings and Interpretation

• Most of the employees were found satisfied with the training given.

• There was a separate training unit with separate experienced personnel for

providing training.

• Every employee has to compulsorily training as soon as he joins the organization.

• Training is given 2-3 times a year

• A criterion is set during evaluation of trainee, on found near or above the criteria is

not re-trained.

• Employees are also sent for training at various places.

• Training is given to everyone right from lorry driver to senior managers.



CONCLUSION

During my project work I have found out that training is considered as an important aspect

in Shardul. All the employees are given compulsory training at the time of joining as well

as in between as and when required.

The most important types of training followed are NEST and CGMP training. Most of the

employees were found satisfied with training methods and have complete knowledge about

it.

One important problem found is non availability of external trainers but they do send

employees for training outside. However this practice is not frequent.



CHAPTER 8

BIBLIOGRAPHY



Bibliography

• Induction manual of Shardul

• C.B Mamoria; personnel management; Himalaya publishing house; Nagpur,277-

280

Webliography

• http://www.google.com/aboutus/ pack well product assessed on 29th aug

2011; 12:30 pm

• http://www.indiamart.com/operations/operations.aspx assessed on 30th

aug 2011; 4 pm

• http://traininganddevelopment.naukrihub.com/training-evaluation.html

assessed on 30th aug 2011; 8 pm

http://www.google.com/aboutus/


http://www.indiamart.com/operations/operations.aspx

http://traininganddevelopment.naukrihub.com/training-evaluation.html



http://www.indiamart.com/operations/operations.aspx




ANNEXURE



QUESTIONNAIRE FOR STAFF

Date: / /2011

Name : …………………………………….

Emp.ID: ……………………………

Level : ……………..

Q.1) Training sessions is a important?

Yes No

Q.2) Are you satisfied with the training provided to you?

Yes No

Q.3) Which skills would you find important for your professional development?

(Rate as 5 being highest and 1 being lowest)

A) Soft skill (Body language, Postures)

B) Presentation skill

C) Negotiation skill

D) Customer service (Selling skill)

Q.4) What mode of training you think will be more effective?

A) Lectures

B) Role playing

C) Case studies

D) Videos



Q.5) What are the training methods generally used?

A) Case study.

B) Role-play.

C) Workshop.

D) Lecture method.

E) Other.

Q.6) What aids are used in training purpose?

A) Charts

B) Tools used

C) Hand books

D) New technological tools (computers).

E) All the above

Q.7) For what period was the training given?

A) One day

B) Tow days

C)One week

Q.8) Have the current level of performance improved after the training sessions?

Yes No



Q.9) Did training helped in career advancement?

Yes No

Q.10) Is training important to achieve technical skills?

Very important

Important

Not so Important

Q.11) Is there a need for modification?

Yes No No comments

Training and Developmentl Final Ajit

Documents

Transcript of Training and Developmentl Final Ajit