...Introduction to Training and Development 3. Importance of Training and Development 4. Need for the study • Title of the project • Statement of the problem • Purpose of the study • Scope of the study • Objectives of the study 5. Research methodology • Sampling plan • Area covered • Methodology 6. Data collection • Primary data • Secondary data 7. Data Analysis • Statistical tool • Statistical package 8. Limitation of the study 9. Theoretical aspects of training and development 10. Introduction to the company 11. Analysis and interpretation 12. Findings 13. Suggestions 14. Conclusion 15. Bibliography 16. Annexure TRAINING & DEVELOPMENT SURVEY AT BSNL |S.N |QUESTIONS |Strongly |Somewhat disagree |Neither agree nor |Some |Strongly agree | | | |disagree | |disagree |what agree | | |1. |Training helps in increasing productivity of employees, to |1 |2 |3 |4 |5 | | |achieve organizational goals. | | | | | | |2. | Training programs...
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...A STUDY ON THE IMPACT OF TRAINING AND MOTIVATION ON THE PRODUCTIVITY OF EMPLOYEES IN A PUBLIC SECTOR BANK IN INDIA INTRODUCTION Human resources or the work force, is the key to any organization’s performance even in today’s highly automated environment. The output given by employees is dependent on many factors like training, motivation, technology and management behavior. This study aims to establish the impact of training and motivation on the employees productivity. Performance is normally measured in terms of the output given by the employees to a given amount of input; i.e., the performance can be defined as the ratio of the output to input. There are certain methods to measure the productivity of employees, the major one being the turnover per employee. However this may not be truly reflecting on the profitability of the firm. Performance is also said to be a process of continuous improvement in the production/output/services through efficient use of the inputs with emphasis on team work. Banks usually measure the productivity by the ratio Total Volume of business/ No of employees, which is also truly reflecting on the profitability of any bank if profitability is said to be a parameter for productivity. Training: Training is needed to improve the performance of the employees. Training is the learning process which provides knowledge required for the specified job, skills required for performing the job, and change in attitude and behavior to...
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...Vol. 5, No. 11 Asian Social Science Impact of Training on Earnings: Evidence from Pakistani Industries Zainab Javied Fatima Jinnah Women University, Rawalpindi E-mail: zainab_javied2000@yahoo.com Asma Hyder (Corresponding author) Assistant Professor NUST Business School, Islamabad E-mail: baloch.asma@gmail.com Abstract Training and skills development play a vital role in individual’s productive capacity and are integral part of Human Resource Development (HRD). This study aims to examine the role of training in determination of wages. By utilizing the cross-sectional data from Labor Force Survey 2005-06, results have shown that training is not significant in the determination of wages, which shows the poor quality of training in the overall economy. Results were obtained by Ordinary Least Square (OLS) technique. However, schooling and other demographic variables have expected signs and magnitudes. The recommendations of the study based on empirical findings are toward technical education and vocational training institutions; they should ideally have to devise their technical education and vocational training exactly according to the requirements of industry. Empirical results also emphasize to improve the quality of training. Keywords: Wages, Investment in human capital, Training, Cross-section data, Industries, Developing country 1. Introduction Training in general and skills development in particular, not only play a vital role in individual, organizational and overall...
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...Clarke's (2009) article examines the effects of a two day training programme on emotional intelligence (EI) within the community of project managers in the short and long term. According to Goleman (1998) EI is the capacity to recognise our own feelings and those of others, for motivating ourselves, and for managing emotions well in us and in our relationships. Building commitment and trust rapidly is of the essence to work effectively together within a project (Burgess and Turner, 2000) thus knowledge on EI can be of distinct advantage to project managers. This article questions whether EI can be developed to improve project management competencies by targeting a number of emotional abilities and empathy for training. Three hypothesises (i.e. improvements in emotional abilities, empathetic abilities and project management [PM] competencies in relation to teamwork and conflict management will be found not immediately but six months after the post training period) were tested in the study. Participants of the programme included a total of three groups: one from each of the two organisations' which required participation and one group from the Project Management Institute chapter. A pre/post-test which collected results one month prior, one month after and six months after were used with a quasi-experimental design (Campbell and Stanley, 1963). Mayer-Salovey-Caruso- Emotional Intelligence Test (MSCEIT V2.0), Mehrabian and Epstein's (1972) 33-item test and a self-report 7-item...
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...------------------------------------------------- Impact of Training and Development on Employees Performance and Productivity Problem statement: The human resource department is the only one department wherein a good decision is being carried out from the start of hiring process up to the point of the promotion and retention. One purpose of HR is to produce a talent that would be fit in the needs of the organization and be suitable the human knowledge in their position. The idea of having a right people in the right position is not impossible through the integration of the training and development. But on How will the training can affect the productivity of the employees in service sector? Objectives of research: The main objective is to increase the understanding regarding employee’s training and development in relation to firm's performance. * Identify the major purposes of training and development, as well as the key internal and external influences on training. * Ascertain the training and development policy in operation at selected organizations (Bank of Punjab, National Bank of Pakistan, PTCL, and Ufone). * To explore the employee training contributes to their performance. To explore why Training is important for employees and firm performance. * To find out whether training and development programmers have positive effect on the performance of workers and productivity. * Outline and explain the training and development practices and processes...
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...Impact assessment of capacity building and training: assessment framework and two case studies Jenny Gordon and Kevin Chadwick Centre for International Economics, Canberra February 2007 The Australian Centre for International Agricultural Research (ACIAR) operates as part of Australia’s international development cooperation program, with a mission to achieve more-productive and sustainable agricultural systems, for the benefit of developing countries and Australia. It commissions collaborative research between Australian and developing-country researchers in areas where Australia has special research competence. It also administers Australia’s contribution to the International Agricultural Research Centres. ACIAR seeks to ensure that the outputs of its funded research are adopted by farmers, policy makers, quarantine officers and other beneficiaries. In order to monitor the effects of its projects, ACIAR commissions independent assessments of selected projects. This series reports the results of these independent studies. Communications regarding any aspects of this series should be directed to: The Research Program Manager Policy Linkages and Impact Assessment Program ACIAR GPO Box 1571 Canberra ACT 2601 Australia tel +612 62170500 email © Australian Centre for International Agricultural Research GPO Box 1571, Canberra ACT 2601 Gordon, J. and Chadwick, K. Impact assessment of capacity building and training: assessment framework and two case studies. Impact Assessment...
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...PERSPECTIVE ON PRACTICE Evaluation of training in organisations: a proposal for an integrated model Pilar Pineda ´ Universidad Autonoma de Barcelona, Barcelona, Spain Abstract Purpose – Training is a key strategy for human resources development and in achieving organisational objectives. Organisations and public authorities invest large amounts of resources in training, but rarely have the data to show the results of that investment. Only a few organisations evaluate training in depth due to the difficulty involved and the lack of valid instruments and viable models. The purpose of this paper is to present an evaluation model that has been successfully applied in the Spanish context that integrates all training dimensions and effects, to act as a global tool for organisations. The model analyses satisfaction, learning, pedagogical aspects, transfer, impact and profitability of training, and is therefore a global model. Design/methodology/approach – The paper’s approach is theoretical, and the methodology used involves a review of previous evaluation models and their improvement by comparing their application in practice. Findings – An analysis of pedagogical aspects enables training professionals to improve training quality, as they are able to identify any weaknesses in elements, such as training design, needs analysis and training implementation, and improve on them. In fact, the quality of these elements depends entirely on the training professional. The improvement of pedagogical...
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...LITERATURE REVIEW Training and development are one of the major areas of the Human Resource Management functions that are particularly relevant to the effective utilization of human resources of the organization. Hardly any organization these days would disagree with the significance of training influencing the success of an organization. In the world of hi-tech era, Employees are a critical and expensive resource whose retention is essential. The optimization of the employees’ contribution in order to achieve the aims and goals of the company is necessary for company’s growth and effective performance. Most of the leading writers have done the research in this regard. They have strong belief and statistic prove to the importance of training and development for the growth of organization as well as the economy. For example, according to Guest (1997) training and development programs is one of the vital human resource management practices that affects the value of the workforce’s knowledge, capability and skills positively, ultimately consequences are higher on job employee performance and superior organizational performance. Kinnie et al. (2003) state that studies in proofs the existence of strongly positive relationship among HRM practices and organizational performance. Hameed A. and Waheed A. (2011) wrote a research evaluating the theoretical framework and models that are linked with the development of employee and the impact of these models on the performance of employee...
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...Global Journals Inc. (USA) Print ISSN: 0975-5853 Impact of Training and Development on Organizational Performance By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan University of Lahore, Islamabad Pakistan Abstracts - Training and Development, On the Job Training, Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the affect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant affect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. However, results are strongly based on the literature review. Keywords : Training and Development, On the Job Training, Training Design, Delivery style, Organizational Performance...
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...paper is about marketing the service of self defense training. It will identify, describe, and analyze three marketing environment forces that will impact this service. Strategies to overcome the threats and capitalize on opportunities will also be explored throughout the paper. Self Defense Training and Marketing Forces Introduction These are the impacts of marketing forces on the training services industry. There are so many components involved with marking to make the product or service successful. Identifying the market forces that impact the service is the most important component. There are three forces that impact the training service industry. With self defense training these three forces are social, economy, and competition. Strategies to overcome the threats and capitalize on opportunities will also be discusses for a better understanding of this industry and service. Market Force 1: Description and Analysis of impact on product/service The social force is thought of to focus on buying trends of the population due to the populations values (Kerin, 2013). These forces are the factors that influence what services, at the time, are in the highest demand. They impact the want and need for self defense training because it shows when, who, and why the population is seeking this type of training. With this service it is best to a multicultural marketing method because anyone could be in need for self defense training. Although, women located in bad areas of crime, the...
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...IMPACT OF TRAINING AND COMPENSATION ON EMPLOYEE PERFORMANCE A CASE STUDY OF NILAI UNIVERSITY COLLEGE Introduction Employees are one of the most important and valuable resources of an organization which is needed to accomplish the objectives of an organization (Jiang et al., 2012, Soomro, Gilal, Jatoi, 2011). The importance of employee is more pronounced in a service organization. For a service organization like a college to accomplish its objectives, it must have the right kind of staff with appropriate skills to provide the service since the employees will be in direct contact with the customers (Soomro et al., 2011). Employees can be source of competitive advantage for an organization since they could effectively used the other resources to accomplish organizational objectives (Tiwari, 2011). Effective HR practices are important in motivating the employees to perform their functions well in order to achieve organizational objectives and reduce the number of employees leaving the organization (Soomro et al., 2011). Thus, good HR practices enhance performance of employees which in turn enhances organizational performance. Having the needed skills is not sufficient to ensure the organization maintains it competitive advantage but there is need for continuous training to upgrade the skills of the employees (Jiang et al., 2011). Apart from regular training of the employees, the organization needs to have a compensation package that will attract and maintain...
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...INTRODUCTION 1.1 Background to the Study The effect of training and manpower development on employee’s productivity and organization performance has attracted considerable interest in the analytical and empirical literature. On the whole, human resources management theory has paid considerable attention to this debate; however, the theoretical predictions are ambiguous. Depending on their underlying assumptions, some approaches predict that the performance of an organization is necessarily based on innovative labour force, technology, quality management, and customer satisfaction; while others see training as a tool in the hands of human resources managers to activate and empower the productive base of an organization (Dhamodharan, 2010). Barron and Hagerty (2001) asserted that employee training and manpower development is very vital to job productivity and organization performance, since the formal educational system does not adequately provide specific job skills for a position in a particular organization. While, few individuals may have the requisite skills, knowledge, abilities and competencies needed to fit into a specific job function, some others may require extensive training to acquire the necessary skills to be able to fit in a specific job function and also make significant contribution to the organization’s performance. Guest (2007) asserted that human capital theory provides evidence which indicates that training and education raises the productivity of workers by...
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...I M PA C T whitepaper aligning training with Corporate Strategy This whitepaper from Impact International looks at four key challenges that must be addressed by learning organizations to effectively align corporate training with business strategy. Drawing on examples from a number of leading companies, we suggest that the best vehicle for sustainable organization development is to engage training participants in real work with live strategic issues. This delivers a “triple hit” benefit wherein training can achieve development goals; increase participant grasp of and commitment to company strategic goals; and actually produce innovative ideas, solutions and strategies to meet the needs of the business. www.impactinternational.com aligning training with Corporate Strategy exeCutive Summary This whitepaper from Impact International looks at four key challenges that must be addressed by learning organizations to effectively align corporate training with business strategy. Drawing on examples from a number of leading companies, we suggest that the best vehicle for sustainable organization development is to engage training participants in real work with live strategic issues. This delivers a “triple hit” benefit wherein training can achieve development goals; increase participant grasp of and commitment to company strategic goals; and actually produce innovative ideas, solutions and strategies to meet the needs of the business. Since the publishing of Adelsberg and...
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...Effects of spiritual training and development programs on Government banks to enhance the performance Advanced Research Method Final Project Report Submitted By: Rana Sajid Ali ID: 12123010 Submitted To: Ma’am Tasneem Akhtar Due Date: 17-07-2015 Acknowledgement I would like to pay gratitude from the deepest core of my heart to the Allah Almighty, who never cease in loving us and for the continued guidance and protection and aided me with the strength, wisdom, patience to complete this term paper on time. The deepest gratitude and warmest appreciation to our respected and worthy teacher Dr. Tasneem Akhter for her guidance and support in the duration of the study, her timely guidance and motivation as well as her endless encouraging behavior throughout the duration of this research paper have been exemplary. DEDICATION I am dedicating this report to my parents who were always there to support me with guidance, their precious time and holding my hand at each step. It is also dedicated to my teachers whose utmost love, care and struggle against all odds, brought me to this height of knowledge by the benevolence of Almighty (ALLAH). Table of contents Items | 1. Introduction | 1.1 Rational of Study | 1.2 Significance of Study | 1.3 Problem Statement | 1.4 Aim of Study | 1.5 Research Questions | 1.6 Research Objectives | 1.7 Delimitation of Study | 2. Literature Review | 3. Framework | Hypothesis | 4. Research Methodology...
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...was with Impact Drug and Alcohol Treatment Center. I interview the Facility Coordinator Jerry Johnson. Impact Treatment Center provides Substance abuse addiction to people who are searching for help. Not only does the facility focus on Substance addiction, but will help clients with other addictions such as eating disorders, gambling addictions, shopping addictions, and any other addictions that are involved with his or her substance abuse. Impact serves felons, parolees/probationers, drug court, private pay, insurance, employee referrals, and walk-in clients. Impact does not take on intern employees but offers a pro-staff training program. Individual who are reaching the end of is his or her second phase of the program is asked if he or she wants to job search or go on pro-staff. Pro-staff individuals are trained for positions of interest. Ethical dilemmas are a reoccurring event in treatment. Ethical dilemmas are common with personal relationships. Either it is friendships, family, sexual. Individuals working a program of recovery tend to work his or her program in the area he or she started treatment. The problem is everyone knows everyone and becomes one large area group. Relationships start inside the program. With Impact one of the popular treatment centers in Pasadena, counselor will have close friends, family members, and intimate partners enter treatment. Another dilemma is the clients who do catch on to recovery the first time may have to enter Impact two to three...
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