Project Employee Training Development New

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PROJECT REPORT
ON
EMPLOYEES TRAINING AND DEVELOPMENT
IN THE PARTISAL FULLFILLMENT OF REQUIRMENT
F O R T H E A W A R D OF D E G R E E I N
MBA (MASTER OF BUSINESS ADMINISTRATION)
SUBMITTED TO
SUBMITTED BY
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OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE
The primary objective of my study at _________________to lay down the foundation of training and development.
SECONDARY OBJECTIVE
The objective of my study about employees training and development to improve the current process of employees training and development at _________________.
0 My another objective is to apply my learning in the area of Human Resources so that I gain significant practical and Understand the nature and importance of training and development and identify the various inputs that should go into any programme.
0 Delineate the different stages in a training and development programme and describe each step.
0 Understand the need for and the ways of training for international assignments.
SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human Resources. This research also provides the feedback of people involved in the Training and development process Apart from that it would provide me a great deal of exposure to interact with the high profile managers of the company.
TRAINING
Training is concerned with imparting developing specific skills for a particular purpose. Training is the act of increasing the skills of an employees for doing a particular job. Training is the process of learning a sequence of programmed behaviour. In earlier practice, training programme focused more on preparation for improved performance in particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other kinds of skilled workers. When the problems of supervision increased, the step were taken to train supervisors for better supervision.
DEVELOPMENT
Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development.
Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gape between an individuals performance and his potential for the performance. 3. Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment.
Training Need Identification for a company

Introduction
Training need identification is a tool utilized to identify what educational courses or activities should be provided to employees to improve their work productivity. Here the focus should be placed on needs as opposed to desires of the employees for a constructive outcome. In order to emphasize the importance of training need identification we can focus on the following areas: 0 To pinpoint if training will make a difference in productivity and the bottom line. 0 To decide what specific training each employee needs and what will improve his or her job performance.
0 To differentiate between the need for training and organizational issues and bring about a match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity as people's learning is important to them, and the reputation of the organization is also at stake.
Identification of training needs is important from both the organisational point of view as well as from an individual's point of view. From an organisation's point of view it is important because an organisation has objectives that it wants to achieve for the benefit of all stakeholders or members, including owners, employees, customers, suppliers, and neighbours. These objectives can be achieved only through harnessing the abilities of its people, releasing potential and maximising opportunities for development. Therefore people must know what they need to learn in order to achieve organisational goals. Similarly if seen from an individual's point of view, people have aspirations, they want to develop and in order to learn and use new abilities, people need appropriate opportunities, resources, and conditions. Therefore, to meet people's aspirations, the organization must provide effective and attractive learning resources and conditions. And it is also important to see that there is a
suitable match between achieving organizational goals and providing attractive learning
opportunities.
Training Process
Needs Assessment
a) Organization Support b) Organizational Analysis c) Tasks and KSA Analysis d) Person Analysis
Instructional Objectives Selection and Design of Instructional Programs
Development of Criteria Training Validity
Transfer Validity
Training Use of Evaluation Models
Interorganizati onal
Validity
Interorganizati onal
Validity
Training Process
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www.allprojectreports.

EMPLOYEES TRAINING AND DEVELOPMENT

IN THE PARTISAL FULLFILLMENT OF REQUIRMENT

OBJECTIVES OF THE STUDY

SCOPE OF THE STUDY

Management development is based on following on assumptions.

Training Need Identification for a company

Instructional Objectives Selection and Design of Instructional Programs

Development of Criteria Training Validity

Training Use of Evaluation Models

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