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    A Project Report Synapsis On Training Need / Identification and Importance of Training For Employees

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    Vikas Parashar
    This document discusses training needs identification and the importance of training employees. It begins by explaining that training need identification helps determine what training can improve employee productivity. The objectives of the study are to lay the foundation for identifying training needs and assessing the importance of training at an oil corporation. The scope covers exploring human resources and gaining exposure interacting with managers. Training is defined as imparting specific skills, while development aims to improve existing managers and prepare for future roles. Methods of evaluating training outcomes include questionnaires, tests, interviews, studies, and cost-benefit analysis.

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    A Project Report Synapsis On Training Need / Identification and Importance of Training For Employees

    Uploaded by

    Vikas Parashar
    75 views7 pages
    This document discusses training needs identification and the importance of training employees. It begins by explaining that training need identification helps determine what training can improve employee productivity. The objectives of the study are to lay the foundation for identifying training needs and assessing the importance of training at an oil corporation. The scope covers exploring human resources and gaining exposure interacting with managers. Training is defined as imparting specific skills, while development aims to improve existing managers and prepare for future roles. Methods of evaluating training outcomes include questionnaires, tests, interviews, studies, and cost-benefit analysis.

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    This document discusses training needs identification and the importance of training employees. It begins by explaining that training need identification helps determine what training can improve employee productivity. The objectives of the study are to lay the foundation for identifying training needs and assessing the importance of training at an oil corporation. The scope covers exploring human resources and gaining exposure interacting with managers. Training is defined as imparting specific skills, while development aims to improve existing managers and prepare for future roles. Methods of evaluating training outcomes include questionnaires, tests, interviews, studies, and cost-benefit analysis.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    75 views7 pages

    A Project Report Synapsis On Training Need / Identification and Importance of Training For Employees

    Uploaded by

    Vikas Parashar
    This document discusses training needs identification and the importance of training employees. It begins by explaining that training need identification helps determine what training can improve employee productivity. The objectives of the study are to lay the foundation for identifying training needs and assessing the importance of training at an oil corporation. The scope covers exploring human resources and gaining exposure interacting with managers. Training is defined as imparting specific skills, while development aims to improve existing managers and prepare for future roles. Methods of evaluating training outcomes include questionnaires, tests, interviews, studies, and cost-benefit analysis.

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    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 7

    A

    Project Report Synapsis On


    Training Need / Identification
    And
    Importance of Training for Employees

    SUBMITTED TO SUBMITTED BY
    Dr Anshul Srivastava Rajkamal Mishra
    M.B.A IVth Semester
    INDEX

    1- INTRODUCTION

    2- OBJECTIVE OF THE STUDY

    3- SCOPE OF THE STUDY

    4- COVERAGE

    5- FRAMEWORK

    6- BIBLIOGRAPHY
    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: -

    · To pinpoint if training will make a difference in productivity and the bottom line.

    · To decide what specific training each employee needs and what will improve his or

    her job performance.

    · 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.

    OBJECTIVES OF THE STUDY


    PRIMARY OBJECTIVE

    The primary objective of my study at Indian Oil Corporation is to lay down the foundation of

    training and development needs /identification and to access the importance for employees.

    SECONDARY OBJECTIVE

    The objective of my study about employees training and development to improve the current

    process of employees training and development at Indian Oil Corporation.

     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.

     Delineate the different stages in a training and development programme and describe

    each step.

     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.


    COVERAGE
    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 individual’s 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.

    Methods of Evaluation

    Various methods can be used to collect data on the outcomes of training. Some of these are:

              Questionnaires: Comprehensive questionnaires could be used to obtain opinions,


    reactions, views of trainees.

              Tests: Standard tests could be used to find out whether trainees have learnt
    anything during and after the training.

              Interviews: Interviews could be conducted to find the usefulness of training offered


    to operatives.

              Studies: Comprehensive studies could be carried out eliciting the opinions and


    judgements of trainers, superiors and peer groups about the training.

               Human resource factors: Training can also be evaluated on the basis of employee


    satisfaction, which in turn can be examined on the basis of decrease in employee
    turnover, absenteeism, accidents, grievances, discharges, dismissals, etc.

               Cost benefit analysis: The costs of training (cost of hiring trainers, tools to learn,
    training centre, wastage, production stoppage, opportunity cost of trainers and
    trainees) could be compared with its value (in terms of reduced learning time,
    improved learning, superior performance) in order to evaluate a training programme.
    REFERENCE

    1. www.iocindia.co.in
    2. www.wikipaedia.com
    3. L.M Prasad Book.

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