INTRODUCION
Today the world is passing through the age of information explosion. The scientific and technological innovations and development are taking place with a very fast speed. An innovation new day becomes old tomorrow. In such a situation, the basic and crucial requirement is training. Suitable for achieving high standards in performance and production if we look into the pace of development taking place in different countries, we find that only those, which required early, the basic requirement of human resource development and training, have witnessed faster growth.
Training may be viewed as a systematic and planned process, which has its organizational purpose to impart and provide learning experiences that will bring about improvement in an employee and thus enabling him to make his contribution in greater measure in meeting the goals and objectives of an organization.
Training is the important tool for increasing the efficiency and effectiveness of any organization. A large number of training programs have been launched in India, since its independence and have proved to be successful. We can justifiably proud of our achievement in industry, agriculture and dairying had been imparted at all levels large number of officers and their subordinates have been trained at various training organizations India. A sizable number of personnel have also been for training abroad. Today, we have a gigantic network of training organizations spread over the length and breadth of the company.
In this present changing world, science and technology are developing rapidly resulting into unprecedented industrialization. Growth in pool of knowledge faster and wider communication around the world along with population explosion, these changes also influence the ideologies and objectives of each society. Which policies and programs are framed to induce generation of new resources and ensure their best utilization training of people and personnel is seen as an integral part of development effort. Trained people and personnel are both a means and an end of social changes.
India is on its way to the faster growth of development but still we are lacking far behind the other countries of the world.
Training may be viewed as a systematic and planned process, which has its organizational purpose to impart and provide learning experiences that will bring about improvement in an employee and thus enabling him to make his contribution in greater measure in meeting the goals and objectives of an organization.
Training is the important tool for increasing the efficiency and effectiveness of any organization. A large number of training programs have been launched in India, since its independence and have proved to be successful. We can justifiably proud of our achievement in industry, agriculture and dairying had been imparted at all levels large number of officers and their subordinates have been trained at various training organizations India. A sizable number of personnel have also been for training abroad. Today, we have a gigantic network of training organizations spread over the length and breadth of the company.
Training and Development is a organized procedure for increasing the knowledge and skill of people for specific purpose. The trainees acquire new skill, technical knowledge, problem solving ability, etc. it also gives an awareness of the rules and procedures to guide their behavior. Training improves performance of employees on present jobs, prepares them for taking up new assignments in future, and gives new or present employees the skill they need to perform their jobs. E.g. Training means to showing a mechanist how to operate the new machine, for a new sales person to how to sell the firm’s product, or a new supervisor how to appraise employees, whereas training focuses on skills needed to perform employees for their current job and management development also it aims to develop current or future jobs in the organization and solve the problems in an organization related to poor communication network in department wise.
HRD Performance evaluation guide.
Donald L. Kirkpatrick, professor emeritus, University of Wisconsin where be achieved his BBA, MBA, and PHD. In 1959 first published his ideas in a series of articles. In the US Training and Development Journal the articles where subsequently included in Kirkpatrick’s book evaluating training programs (19775 and since revised), published by the American Society for Training and Development (ASTD) for whom kirkpatrick’s previously served as president and with whom he maintained strong connections . Donald L. Kirkpatrick has written several other significant books about Training and Evaluation, more recently with his similarly inclined son James, and has consulted with some of the world largest corporations.
Donald L. Kirkpatrick’s book evaluating Training Programs (1975) defined his originally published idea of 1959, there by further increasing awareness of them , so that his theory has now become arguably the most widely used and popular model for the evaluation of training and learning. Kirkpatrick’s for level model is now considered an industry standard across the HR and training communities. The four levels of training evaluation model was later redefined and updated in his book, in 1998 called Evaluating Training Programs.
The four levels of Krikpatrick’s evaluation model essentially measure;
• Reaction
• Learning
• Behavior
• Results
• Reaction : What they thought and felt about the training.
• Learning : The resulting increase in knowledge or capability.
• Behavior : Extent of behavior and capability improvement and Implementation / application.
• Results : The effects on the business or environment resulting from the trainee’s performance.
Level Evaluation type Evaluation description and characteristics methods. Examples of the evaluation tools Relevance and practicability
1
Reaction Reaction Evaluation is how the delegates felt about the reaction, training or learning experience E.g. ‘Happy sheets’, feedback also verbal together post training surveys or questionnaires. Quick and very easy to analyze and less expensive.
2
Learning Learning evaluation is the test measurement of the increase in knowledge before and after the training Typically, assessments set up before and after the training interview. Observation also is used. Relatively simple and clear-cut. Quantifiable skills are less easy for complex learning.
3
Behavior Behaviors evaluation is the extent of applied learning back on the job implementation Observation and interview overtime are required to assess change, relevance of change, and subsequently of change. Measurement of behavior change typically requires cooperation and skill of line managers.
4
Results Results evaluation is the effect on the business or environment by the trainee. Measures are already in place via normal management systems and reporting the challenge is to relate to the trainee. Individually not difficult unlike organization process must attribute clear accountabilities
OBJECTIVES OF THE STUDY
Primary objective
To find the effectiveness of training programs at MRF Kottayam.
Secondary objectives
• To know the employee training programs in MRF.
• To know the employees satisfaction level about the training programs.
• To know about the motivation getting through training.
• To know the weak areas of the workers and the improvement after getting the training.
• To know the satisfaction level of employees for new training methods.
• To know the importance of training in this particular industry.
• To know the interest and participation of the training program.
• To know the feedback after getting the training.
• To know the developments achieved through the training program.
NEED OF THE STUDY
This study conducted is so important to find out the type of training and its effectiveness among the employees at MRF Kottayam. In this competitive scenario, it is unavoidable for every company to give training to the employees and introduce new training methods in order to increase productivity and to update the skills of the employees.
The study enables the company to identify the areas in which they are lacking training. In addition, help to know the effectiveness of present using training methods. It help to evaluate the social security and empowerment process of the organization and suggestions of employees which necessary for the further improvement of training programs in the organization.
Again, the company is in a position to find out the willingness and satisfaction level of employees. In addition, the company will able to gain an overall idea about the various parameters of training and will be able to take necessary in improving the same.
SCOPE OF THE STUDY
This study was conducted in MRF Kottayam. Large numbers of human beings are working in the organization there is wide opportunity of analyzing Training programs.
The scope of the study is to analyze the effectiveness of training programs implemented in MRF Kottayam. The Training programs of the MRF Kottayam are unlimited to the staff and workers. This study intends to check effectiveness of training and development programs in this organization.
This study helps to know the present condition of the organizations and training programs implemented of personal policies of the company. To evaluate the development and empowerment process of the organization and suggestions of employees which necessary for the further improvement of training and development programs of the organization.
To the company
This study helps the company to identify the areas, which they are suffering problems due to the lack of training. And also they can find out the willingness and satisfaction level of employees in their work, for to identifying this things company get an idea about various parameters of training and they can take necessary steps to improving the same. Therefore, it needs more efficient employees to doing the work effectively with preventing accidents and wastages of raw materials. Therefore, the company can identify which area they want to provide training or which part of the organization needs development activities. Once they can trouble shoot they can improve their efficiency in all areas. I believe this study help to the company to know how much they need to improve in their training and development programs.
To the researcher
The study enables researches to know the need of training in a organization’s and how it is carried by the organization it helps to know various methods which they adopted for training. It also help to know that the actual responsibilities of HR department, add value of those activities and know that the value and competitive advantage of the firm. In this fast changing world, HR is increasingly the department, which is most likely to see and respond to the new opportunities for the support and development of the people.
PERIOD OF STUDY
I completed my project work on” Training and development programs in MRF Kottayam for a period of 45 days from 21st April to 05th June 2017.
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. 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 collected from the employees.
• Analysis of feedback.
• Forming conclusion, findings and suggestions.
METHODS OF DATA COLLECTION
The two types of data used for the study are primary and secondary data. The study is mainly based on primary Data.
1. PRIMARY DATA
It is the first hand data obtained or collected directly by an investigator for the study. The data was collected through the following methods.
i. Questionnaire Method
The Primary data was collected mainly by using a questionnaire. Effort had been taken to see it was kept concise and sample as possible to facility resources. A copy of the questionnaire is attached in the annexure forming the part of the report. The different types of questionnaire used in the study are
• Direct questions
• Indirect questions