Vestas Wind Technology Private Limited –

Training And Developmenthttp://www.managementparadise.com/mba-projects/training-development-projects/

management paradise.com

CONTENTS

management paradise.com

Chapter No. Title Page No.

I Conceptual framework 06-16

II Methodology 17-19

III Organization Profile 20-45

IV Data Analysis and Interpretation

46-61

V Findings, Suggestions and Conclusion

62-67

Bibliography 68

Annexure 69-73

CHAPTER-I CONCEPTUAL FRAMEWORK

TRAINING AND DEVELOPMENT

Employee Training is distinct from management or Executive Development. While the former refers, training is

given to employees in areas of operations, techniques and allied areas, while the latter refers to developing an

employee in areas of important techniques of the Management Administration, Organization and allied areas.

Training means to continuously nurture the employees or workers towards better performance in a systematic

way. This can be either at the work spot or at the workshops. This is mainly to improve the technical skills of

the employees or workers.

Development means bringing out the actual potentialities and thus willing to high motivation and commitment

standards towards work. This will be generally with regard to improvement in the behavioral skills.

CONCEPT OF TRAINING

INTRODUCTION

Every organization needs to have well-trained and experienced people to perform the activities that have to be

done. So, every modern Management has to develop Human Resources Development. In a rapidly changing

society, employee training is not only an activity that an organization must arrange if it is to maintain a viable

and knowledgeable workforce. Training is thus a practical and vital necessity.

MEANING

Training is the process of increasing the knowledge and skill of an employee for doing a particular job. Training

is short-term educational process and utilizing a systematic and organized procedure by which employees learn

management paradise.com

knowledge and skills for a definite purpose. Training improves, moulds, changes the employee’s knowledge,

skills, behavior, aptitude and attitude towards the requirement of the job and organization.

OBJECTIVES OF TRAINING

Training is mainly job-oriented.

To impart the basic knowledge and skill to the new entrants and enable them to perform their jobs well.

To teach the employees the new techniques and ways of performing the jobs and operations.

To prepare the employees for higher level task and build up a second line of competent officers.

NEED FOR TRAINING

Training is considered as a key input for developing manpower in an organization so as to improve their job

performance.

The need for training arises on account of the following reasons:

To match the employee specifications with the job requirements and organizational needs.

Organizational viability and transformation process.

Latest technological advances should be adopted i.e., mechanization, computerization and automation.

Internal mobility from one job to another due to promotion and transfer to employees.

IMPORTANCE OF TRAINING

Training is an important process of imparting knowledge to the employees. It helps in improving productive and

behavioral pattern. Training is advantageous not only to the organization but also to the employees. Training is

vital and necessary activity in all organizations. It plays a large part in determining the effectiveness and

efficiency of the establishment.

- DALE.S.BEACH

BENEFITS OF TRAINING PROGRAMME

A well-planned and executed Training Programme can provide the following developments:

Higher productivity and profitability.

Better quality of work and best work methods.

Less wastage of time during the learning period.

management paradise.com

Improves high morale among the employees

Personal growth of individuals.

Low accident rates.

Improves employer – employee relations.

PRINCIPLES OF TRAINING

The principles, which have been evolved, can be followed as guidelines to trainees. Clear objectives about the

Training Programme are:

Training policy for designing and implementing the training programme.

Acquisition of knowledge and new skills through motivation.

Reinforcement to trainees by means of awards and punishments.

Organized material should be properly prepared and provided to the trainees.

Learning periods has to be fixed as it takes time to learn.

Preparing he instructor who is both good at subject and job.

Feedback regarding the performance of the trainees in the jobs.

Practicing the skills taught by the trainee.

Appropriate techniques related to the needs and objectives of the organization.

METHODS OF TRAINING

Training is essential for the smooth economic timely and efficient service of the organization.

Training methods or techniques represents the medium of imparting skills and knowledge to the employees.

There are two methods of training:

1. On-the-job training methods

2. Off-the-job training methods

ON THE JOB TRAINING

This method is also called as “Internal Training Method”. This is suitable for all levels of employees – workers,

supervisors and executives.

management paradise.com

In this method, the employee gets training on the job and at the work place it self the trainee learns while he/she

is actually engaged in doing a job. This method is called as “learning by doing”.

Several methods are used to provide on-the-job training. They are:

Job rotation

Coaching

Job instruction

Committee assignments

OFF THE JOB TRAINING

This method is also called as “External Training Methods”. These methods are designed and intended to impart

training by supplying required knowledge and skill to the employees away from the job and work place. This is

an opportunity for freedom of expression for the trainees.

Several methods are used to provide off-the-job training. They are:

Vestibule training

Role – playing

Lecture method

Conference or Group Discussion method

Programmed instruction

TYPES OF TRAINING

Training is required for several purposes. Accordingly, training programme may be of the following types:

o Orientation training

o Job training

o Safety training

o Promotional training

o Refresher training

o Remedial training

o Individual training

o Team training

management paradise.com

o Business training

o Executive training

ASSESSMENT OF TRAINING NEEDSTraining activities must be related to the specific needs of the organization and the individual employees. A

Training Programme should be launched only after the training needs are assessed clearly and specifically.

The effectiveness of a Training Programme can be judged only with the help of training needs identified in

advance. In order to identify the training needs, a gap between the existing and required levels of knowledge,

skills, performance and aptitudes should be specific. The problem areas that can be resolved through training

should also be identified.

Training needs can be identified through the following types of analysis:

Organizational Analysis

Task or Role Analysis

Job Analysis

Man Analysis

Training programme, training methods and course content are to be planned on the basis of training needs.

Training needs are those aspects necessary to perform the job in the organization in which employee lacks

aptitude/attitude, knowledge and skill.

The following methods are used to assess the Training Needs:

i. Organizational requirements/weaknesses

ii. Departmental requirements/weaknesses

iii. Job specification and Employee specification

iv. Identifying the specific problems

v. Anticipating the future problems

vi. Management’s request

vii. Observation

management paradise.com

viii. Interviews

ix. Group Conferences

x. Questionnaire surveys

xi. Test

xii. Check lists

xiii. Performance appraisal time

These are essential when technical are special information of complex nature is to be imparted. The lectures are

supplemented with discussion film, case studies and role-playing.

DESIGNING A TRAINING PROGRAMME

In order to achieve the training objectives, an appropriate Training Policy is necessary. A training policy

represents the commitment of top management to employee training. It consists of rules and procedures

concerning training.

A Training Policy is required:

a. To indicate the company’s intention to develop its employees.

b. To guide the design and implementation of the Training Programmes.

c. To identify the critical areas where training is to be given on priority basis.

d. To provide appropriate opportunities to employees for their own betterment.

EVALUATION OF THE TRAINING PROGRAMME

The effectiveness of an investment in training in needed to be appraised as so much of money is invested in a

Training Programme. Management needs to be reassured about the effectiveness of a particular method,

instruction, the relation between training cost, proved productivity, general efficiency and effectiveness of a

course.

management paradise.com

Download Full Project on Training &

Development of Vestas Wind Technology

Private Limitedhttp://www.managementparadise.com/preethivarshney/documents/590/

training-and-development/

management paradise.com

management paradise.com