training and developmentl final ajit
TRANSCRIPT
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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
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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
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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
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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.
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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
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CHAPTER 1
EXECUTIVE SUMMARY
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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
RESEARCH METHODOLOGY
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.
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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.
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CHAPTER 2
COMPANY PROFILE
Manufacture Company Industry
• Corporate Profile
• Shardul Mission And Values
• Products
• Worldwide Operations
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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)
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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.
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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
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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.
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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
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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
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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
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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.
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CHAPTER 3
OBJECTIVE OF THE STUDY
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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
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CHAPTER 4
RESEARCH METHODOLOGY
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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
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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.
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CHAPTER 5
INTRODUCTION TO TOPIC
(Training and Development)
• Importance Of Training
• Models Of Training
• Training Need Analysis
• Training And Development At Shardul
• Training Methods
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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.
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• 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.
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• 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
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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.
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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
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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.
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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.
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FEEDBACK
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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.
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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.
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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.
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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
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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
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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
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• 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.
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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?
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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
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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%
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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
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• 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)
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• 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
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CHAPTER 6
ANALYSIS & INTERPRETATION OF THE
DATA
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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?
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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.
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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?
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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
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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
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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
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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.
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Q.8) Have the current level of performance improved after the training sessions?
Table no: 6.8Opinion Yes No Total
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?
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Table no: 6.9Opinion Yes No Total
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
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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
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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.
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CHAPTER 7
SUGGESTION & CONCLUSIONS
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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.
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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.
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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.
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CHAPTER 8
BIBLIOGRAPHY
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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
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ANNEXURE
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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
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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
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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