project hr final

8/3/2019 Project HR Final

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A Project Report On

NEED & EFFECTIVENESS OF TRAINING & DEVELOPMENT

AT

CAMPHOR & ALLIED PRODUCTS LTD.

SUBMITTED TO

UNIVERSITY OF PUNE

In partial fulfillment for the award of degree

Of

MASTERS IN PERSONNEL MANAGEMENT

SUBMITTED BY

PRAKHAR AGARWAL

MASTERS IN PERSONNEL MANAGEMENT

(2010-2012)

Under the Guidance of

PROF. APARNA MADHEKAR

Sinhgad Technical Education Societys

S.K.N. Sinhgad School of Business Management, Vadgaon (BK)

PUNE-411041


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DECLARATION

I, the undersigned declare that the Project Report entitled Need & Effectiveness of

Training & Development written and submitted for Masters in Personnel Management is

my original work and conclusions drawn therein are based on the material collected by

myself. It is the record of authentic work carried out by me during the period from

01/07/2011 to 16/08/2011 and has not been submitted to any other University or Institute for

the award of any degree etc.

Place: PUNE (PrakharAgarwal)

Date: 16/08/2011 Research Student


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ACKNOWLEDGEMENT

The successful completion of any project requires guidance & help from a number of people.

I was fortunate to have all the support from my teachers as well as the officers of C.A.P.L

where I undertook my project. I therefore take this opportunity to express my profound sense

of gratitude to all those who extended their whole hearted help & support to me in carrying

out the project work.

I would like to express my gratitude to Dr. Rajashree Shinde, Director Head, SKNSSBM,

Pune for giving me the opportunity to undergo this summer training at Camphor & Allied

Products Ltd. for research project on Need & Effectiveness of Training & Development.

I express my sincere thanks to Mr.V.P.Khandelwal (Sr. Manager, Personnel) who provided

me immense guidance and help.

The project could not have been completed without the proper assistance of my project guide

Prof. Aparna Madhekar, whose valuable guidance and keen interest in my project work

have been indispensable in completion of my work.

Batch: 2010-2012 PRAKHAR AGARWAL

Place: Bareilly M.P.M (II)


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CONTENTS

S.No. Title Page

No.

1 Introduction 7-14

2 Company Profile 15-20

3 Research Methodology & Design 21-24

4 Data Analysis & Interpretation 25-41

5 Findings, Suggestions& Limitations 42-45

6 Conclusion 46-47

7 Bibliography 48-49

8 Annexure 50-53


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1.

INTRODUCTION


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INTRODUCTION

BASIC THEORETICAL BACKGROUND

Employees training and development activities tries to improve skills or add to the existing

level of knowledge so that the employer is better equipped to do his present job, or to prepare

him for a higher position with increased responsibilities. However, individual growth is not

an end in itself. Organizational growth needs to be messed with the individuals growth.

TRAINING CONCEPT

According to Prof. Milkovich & Prof. Boudreau:

Training is a systematic process of changing the behavior. Knowledge and motivation of

present employee to improve the gap b\w employee characteristics and employment

requirements.

According to Elmer H. Brurack and Robert D. Smith:

Training is planned, organized and controlled activity designed to express some aspect of

present job performance. Training is also a key ingredient in the motivation of an individual.

An untrained, unskilled feels very insecure, locking the self-confidence necessary for

comfortable group action.

So, Training and Development is vital for every organization to cope with changes from time

to time. It helps to sharpen the skills, develop versatility and adaptability. Having a well-

designed towards Training and Development is very important for every organization.

Training and development is the method by which a job can be done in a better and more

fruitful way. It acts as the elder brother of an organization. Holdings the hands of Training

and Development, the organization learns to walk.


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Training may be viewed as a systematic and planned process, which has its organizational

purpose to impart and provide learning experiences that will bring about improvement in an

employee and thus enabling him to make his contribution in greater measure in meeting the

goals and objective of an organization.

It should not be a hotch potch affair and haphazard activity, with no particular aim in view.

This further emphasizes on the fact that the Training should be defined in terms of relative

sequence of steps, which include:

1. Determining training needs.

2. Defining precisely training objectives.

3. Designing the training program and specifying the methods and techniques to be

employed.

4. Evaluating how far the training has been effective and successful.

5. Carrying out the modifications if necessary in the process of the training in the light

of evaluation already done for future applications.


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METHOD OF TRAINING

The training methods may be divided into two groups:-

ON THE JOB TRAINING

OFF THE JOB TRAINING

ON THE JOB TRAINING: - The most important type of training is training on the job. The

experience of actually doing something makes lasting impression & has reality that other type

cannot provide .this training for everybody in the organization.

On the Job Training is divided into different groups:-

1.VESTIBULE TRAINING: Vestibule Training (near the job training). It offers access to

something new. The workers are trained during the job, but is does not interfere with the

more vital task of production. A model classroom is located close to the work area. The

number of trainee is small and they receive immediate feedback. The training is a duplication

of the production line with a regular trainer-training ratio. This method is creates a

RESOURCE WORK FORCE.

2. APPRENTICESHIP TRAININNG: Apprenticeship training programme tends towards

more education than on the job-training or vestibule school is that knowledge & skill is doing

a series of related jobs are involved. The government of various countries have passed

lawsand madeif obligatory on the past if employees to provide apprenticeship training.

3. JOB INSTRUCTION TRAINING: This method is very popular in the states of preparing

supervisors to train operations. The job introduction method requires skilled trainers,executive job analysis, training schedules and prior assessment of all trainers job

knowledge. This method is also known as training through step by step learning.

4. TRAINING AIDS: Training Aids may include films & television, shorts, blackboards etc.

Films and T.V. are particularly appropriate in those situations where individuals cannot be

made to assemble.


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OFF THE JOB TRAINING OR CLASSROOM METHODS

Where concepts attitudes, theories and problems solving abilities are to be learnt, classroom

instruction is a most useful device. In the other words it is more associated with knowledge

rather than skills, orientation, safety training or refresher training each be accomplished most

effectively in this classroom. They are the different types-

Lectures

Conference & Seminars

Case-Study

Role-Playing

Program Instruction

T-Group Training

1. LECTURES: It is regarded as one of the simplest ways of imparting knowledge to

the trainees, especially when facts, concepts or principle attitude, theories and

problem solving abilities are to be taught.

2. CONFERENCE & SEMINARS: A conference is basic to most participative group

centered methods of development. It lays emphasis on small group discussion on

organized subset matter and emphasis on small group discussion on organized subset

matter &on the active participation of the members involved. There are three types of

conference:-

Direct Discussion

Training conference

Seminars Conference

Where all the students participate in the seminar under a chairman who specked of

the idea &discussions follows which in turn leads to future.

3. CASE STUDY: Case study is the practical problem faced by an industrial unit, which

is discussed at large in group, possibility to find an optician solution. The supervisor

services the solution & discusses it with trainees.


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4. ROLE-PLAYING: This method is developed by Morene. He coined the term

role-playing, & socio drama with on learning human relations skills through

practice and insight into ones behaviors and its effects upon others.

5.

PROGRAMMERS INSTRUCTION: Programmed instruction involves a sequence

of steps which are often setup through the central panel of electronic computer as

guide is the performance of desired operations or service of operations

6. T-GROUP:Training-this usually compromises association; audio-visual aids and

planned reading programme. Audio-visual aids records, tapes and films are generally

used in connection with other conventional teaching methods. The above training

methods are useful to develop the employees effectiveness, which generates the

major trust to develop the efficiency of employment and complete the organizational

goal.


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OBJECTIVES OF THE STUDY

To know the effectiveness of Training & Development

To analyze the major benefits of undergoing Training programs.

To know the training process of the organization.

To know how the training evalution is done in the organization

SCOPE OF THE STUDY


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To get a broader view of the training process.

Helps to reduce the learning time to reach the acceptable level of performance.

To increase the skill of the new employee in performance of a particular job.

Within the help of training, the best available methods of performing the work can be

standardized.

Trained personnel will be able to make better and economical use of materials and

equipment. Wastage will also be low.


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2.

COMPANY PROFILE


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CAMPHOR & ALLIED PRODUCTS LTD.

Since 1961, Camphor & Allied Products Ltd. (C.A.P.L) has been a pioneer in the field of

Terpene Chemistry in India. It established the first Synthetic Camphor plant with technology

from DuPont, USA.

It is the India's largest manufacturers of variety of Terpene chemicals and other specialty

Aroma chemicals. Our vast product range includes Synthetic Camphor, Terpene oils, Pine

Oils, Resins, Astrolide, and several other chemicals finding applications in vast array of

industries ranging from Flavours & Fragrances, Pharmaceuticals, Soaps & Cosmetics,

Rubber & Tyre, Paints & Varnishes and many more.

Manufacturing Plants

Bareilly, Uttar Pradesh

We are pioneers in the field of Terpene chemistry in India, having established the first

Synthetic Camphor plant with technology from DuPont of USA in 1964.

The plant is located at Bareilly in West Uttar Pradesh, 250 km from New Delhi. It handles a

volume of 20,000 tons of raw materials and finished products annually and incorporates the

latest technology and equipment.

We carry out all conceivable chemical operations such as fractionation, esterification,

saponification, hydrogenation, dehydrogenation, oxidation, peroxidation, pyrolysis, etc. in the

plant using equipment and technology that is constantly updated with time to keep pace with

the latest advancements in chemistry and chemical engineering practices.

Our vast product range includes Synthetic Camphor (all grades), Terpineols, Pine Oils,

Isobornyl Acetate, Terpene Resins and many more.

All processes are monitored by well-trained technical personnel with the help of latest

instrumentation and quality control.

The plant is totally free of air and liquid pollution and maintains strict vigil all the time to

protect environment and people.


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Baroda, Gujarat.

The state of the art manufacturing facility was set up at Nandesari, Baroda (45 minutes by air

from Mumbai) in 1999, to manufacture high value fragrance chemicals and fragrance

chemical intermediates based on in-house technology. Products manufactured at this plant are

of international standard and are well accepted in markets abroad and at home.

Enthused by the results and future prospects, we undertook a substantial expansion of the

plant for enhancing the capacity of existing products and adding more fragrance chemicals

and intermediates to the product range. This expansion was completed in September 2004.

The plant has a capacity to produce several hundred tons of Alpha Pinene Epoxide, Alpha

Campholenic Aldehyde, Dihydromyrcenol, Astrolide and Sandalica. A majority of the

production is exported to Europe, UK, USA, and the Far East.

We are proficient at carrying out chemical processes.

Facilities

With a foresight and vision to constantly tap new opportunities, CAPL has established new

plant facilities in Baroda. In this plant we produce high value and technologically superior

fragrance chemicals and intermediates, catering to the discerning needs of the fragrance and

flavor industry.

CAPL is conscious of protecting the environment, and has taken adequate measures to

control effluent and air pollution.


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Products

1) Fragrance ChemicalsPRODUCTSCONTENTS

Amberone Pale yellow viscous liquid, Labdanum, ciste,

amber odour

Astromeran Colourless to pale yellow ,

Musk,woody,spicy,floralodour

Astrone Clear liquid colourless to pale yellow ,

woody,balsamic,floral,pine odour

Astrolide Colourless liquid. Clean, powerful, long

lasting musk odour (Galaxolide equivalent)

Capinone Colourless to pale yellow liquid, rich, sweet

and woody odour.

Dihydroterpineol Piney, woody odour

Dihydroterpinyl Acetate Citrus fresh, pine needle odour.

Fenchone Pale yellow liquid. Strong camphoraceous

odour.

Isoborneol White crystalline powder. Piney

camphoraceous odour.

Isobornyl Acetate Colourless liquid. Pine needle

camphoraceous odour.

Ketone 101 Pale yellow liquid. Sweet, earthy, woody and

slightly camphoraceous odour with tobacco

suggestion, reminiscent of patchouli oil

Terpineol Pale yellow to colourless liquid. Sweet,

piney, pleasant, lilac character.

Terpinyl Acetate Colourless liquid - fresh bergamot Lavender

odour

Citwanene Having pleasant citrus character with woody

back note


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2) Pharmaceutical Products

PRODUCTSCONTENTS

Camphor EP/USP/BP/DAB/JP White granular powder. Topical anti-infective and antipruritic

Terpineol BP Colourless liquid. Sweet, pleasant, lilacodour. Anti-septic.

3) Industrial ChemicalsPRODUCTSCONTENTS

Alpha Pinene Epoxide Clear colourless liquid

Sodium Acetate Trihydrate

.Colourless or white crystalline powder

Alpha Campholenic Aldehyde Light pale yellow clear liquid sweet, woody

odour.

Camphene Starting material for sandalwood type aroma

chemicals

Camphor White crystalline material. Characteristic

penetrating odour

Camphor oil Colourless to pale yellow. Camphoraceous

odour

Capolyte CP Resin Tackifying agents

Para Cymene Very light yellow clear liquid

Para MenthaneHydroperoxide Polymerisation initiator for synthetic rubber

PineneHydroperoxide Polymerisation initiator for synthetic rubber


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Malti-Chem Research Centre

From the very beginning CAPL has been focused on in-house research and development. An

R&D center, Malti Chem research Centre, was established in 1974 to carry out extensive

work on Terpene chemistry. Which is why, it has been successful in utilizing everyconstituent of turpentine and has developed several new products for the first time. Host of

chemicals were added in production line based on in-house R&D. It has developed several

specialty chemicals catering to diverse industries such as soaps and detergents, cosmetics,

flavors and fragrances, paints and varnishes, rubber and tyre, pharmaceuticals and many

more.

Malti Chem research center has well equipped bench scale laboratories to carry out various

organic reactions. It has the facility to carry out high pressure reactions and has various lab

scale fractionating columns for separation. It has adequate analytical facility to support the

research work. It also has fully equipped pilot plant along with utilities to scale up the

processes. Pilot plant is equipped with various types of glass as well as SS reactors of

different capacities, autoclave, fractionating columns etc. R&D has the capability to carry outvarious organic reactions like Aldol condensation, Oxidation, Reduction, Hydrogenation,

Hydration, Acetylation, Esterification, Isomerization, Epoxidation and many more in gm. as

well as in Kg scale.

Having successfully developed our own expertise for in-house research, we are now

exploring new frontiers and are currently updating our equipment and facilities to ensure we

are globally competitive and in line with international standards.

MaltiChem research Centre is recognized by the Department of Scientific & Industrial

Research (DSIR) of the Government of India.

Address:

Malti Chem Research Centre,3, GIDC Industrial Area,

Nandesari-391 340.

Ph.: (91-265) 2840251 / 2840252.

Fax: (91-265) 2840224

E-mail:[email protected]
mailto:[email protected]:[email protected]


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3.

RESEARCH

METHODOLOGY


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RESEARCH METHODOLOGY

A perfect Research Methodology obviously helps in bringing out the accurate and the desired

result.

1. Identification of the Research AreaTraining & Development being one of the main areas where the organization both

Private & Public are concentrating. It is necessary to review the methods & its

effectiveness. This in the near future helps the organization to acquire the support of

its employees & have a better than its employees.

2. Collection of the dataFactual data has been collected by personally going through the companys records

observation of the training methods,studying of the documents related to Human

Resource Development in the company & having an interview with the employees of

the Human Resource/Industrial Relation Development. Also much data is collected

through Questionnaire.

3. ObservationPersonal observation of the facilities of the working place. A great lot of input from

the managers & employees themselves.

4. Types of DataThe types of data collection are primary as well as secondary that is combined to

project the importance of Training & Development in the changing scenario of the

modern working place.


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Primary Sources

Questionnaire

Personal Interviews

Secondary Sources

Websites related to the topic

The books in the library.

Informative journals, periodicals and magazines.

The statistically tools were used for the data interpretation and analyses for this

study are as follows:

PERCENTAGE ANALYSIS

In this project, Percentage Analysis is used through single tabulation for the purpose of

analyzing the objective.

GRAPHICAL ANALYSIS

Graphs and Diagrams have a great memorizing effect that once, they are seemed, they can be

recollected and remembered any time. Comparison of data is very say with Graphs and

Diagrams. In this study, using bearing and unavailable tabulation research using Pie Charts.


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SAMPLE DESCRIPTION

SAMPLE DESIGN

Designing the sample requires 3 decisions. First, who is to be surveyed (what issample unit)? Second, how many people in the sample are chosen (what is sampling

procedure)?

i. Sample Unit: All the workers & Officers of C.A.P.L.

ii. Sample Size: The larger the sample size, the result would be more accurate.

But practically, its not feasible to survey the entire target or even substantial

portion.

SAMPLE SIZE

Workers 60

Upper Level 40

SAMPLING TECHNIQUE

I have used Random Sampling for my RESEARCH.


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4.

DATA ANALYSIS

&

INTERPRETATION


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ANALYSIS & INTERPRETATION OF DATA

Answers of the questionnaire asked to managers & workers regarding Training &

Development Activities has been presented in the form of Pie -Chart for easy understanding

& drawing quick conclusions.


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1) What kinds of Training & Development activities are provided in the organization?

Interpretation:

Training & Development programs conducted by them involve training in technical skills,

management & soft skills, functional skills.

Out of which, Functional skills has the largest share...

30%

20%

10%

40%

Training skills at C.A.P.L

Technical Skills Management Skills Soft Skills Functional Skills


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2) What is the maximum duration for the Training & Development activities in the

organization?

Interpretation:

Mostly organization prefers one & two month training. But in some cases, it prefers the

training period which is not fix.

In few cases, it prefers more than 2 month training period.

15%

25%

30%

10%

20%

Duration of T & D Activity

1-15 days 1 month 2 month More than 2 month Period not fixed


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3) Are Training & Development activities conducted on regular basis?

Interpretation:

60% of the training programs in the organization are regular based & rest of the 40% training

programs are organized, when the need arises..

60%

40%

T & D Activities at C.A.P.L

Regular Need


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4) In your company, induction is given more importance than in past?

Interpretation:

Out of 100 respondents, 60% said Yes& the rest 40% said No about the importance of

Induction in the organization.

60%

40%

Importance of Induction

Yes No


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5) Do any of the employees have negative attitude towards Training?

Interpretation:

Out of 100 respondent, 40% told that in the organization initially do have negative attitude

towards undergoinng T & D programme.

Remaining 60% took it in the right spirit.

40%

60%

Attitude towards T & D

Yes No


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6) How does the organization evaluate the process of training & access the employees

once training is over?

Interpretation:

They assess 25% employees performance during & after the completion of T & D activity

by using the Performance Appraisal method.

40% by Observation method to identify the effectiveness of T & D activity on employee.

20% by method of feedback given by the trainer or the faculty, conducting development class

in reference to employees performance.

And remaining 15% follow the method of Review-Meetings in between the training program

to find out the errors in the activity & take measures to rectify them.

20%

40%

25%

15%

Process of Evaluation

Feedback Observation Performance Appraisal Review meetings


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7) Do senior managers spend time with new recruits dutring Induction training?

Interpretation:

In the above question, out of 100 respondent, 75% said that Yes they spend time and help out

the new recruits in their work.

75%

25%

Time spent by Managers

Yes No


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8) In the company, training program are evaluated & improved every year?

Interpretation:

In the above question, out of 100 respondent, 30% said that it is true, 50% said that it os

partly true & the rest 20% said that it is not true.

30%

50%

20%

Evaluation year wise

TRUE Partly True FALSE


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9) Workers are encouraged & rewarded for training to acquire higher qualification?

Interpretation:

Out of 100 respondent, 20% said that it is True, 60& said that it is partly true & remaining

20% said that it is false.

20%

60%

20%

Reward & Encouragement of workers



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10)People participate in determining their training & know the skill they must acquire?

Interpretation:

Out of 100 respondents, 15% said that it is True, 55% said that it is Partly true & remaining

30& said that it is False.

15%

55%

30%

People participation in T & D



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11)Your training calendar is systematic & evaluated always?

Interpretation:


10% said that it is False.

30%

60%

10%

Evaluation of Training calendarTRUE Partly True FALSE


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12)The organization encourages & supports self-learning & education ?

Interpretation:



30%

50%

20%

Encouragement for self-learningTRUE Partly True FALSE


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13)Your company conducts awareness program always as per future requirements of the

organization?

Interpretation:



20%

40%

40%

Awareness program for future

TRUE Partly true FALSE


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14)Does the organization relates the T & D activities directly to the revenue generation?

Interpretation:

Out of 100 respondents, 40% accepted it & 60% said that it is not like that.

40%

60%

T & D with respect to Revenue generation

Yes No


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15)How does the Organization decide upon the training budget?

Interpretation:

20% of the sample says that company keeps the structure of department in mind while

designing Training Budget. While 50% says that company follow the system prevailing in the

industry & accordingly decide upon the training budget & remaining 30% does not decide

upon budget prior to the need arise for training of employees.

20%

50%

30%

Training Budget

Departmrnt Structure Industry Structure Not Pre-Decided


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5.

FINDINGS,SUGGESTIONS

&

LIMITATIONS


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FINDINGS

HRD Department takes care of training and development needs of employees.

Training & development needs are identified through training needs survey conducted

by HRD department every year.

External faculty also conducts training & development programs.

Various training and development methods are applied according to the needs &

requirements.

Most of the programs are conducted by internal faculty member.

Lack of interest are found on the part of top/ senior level management in creating a

learning environment.

Employees suggestions are not considered to the desired extent in designing,

modifying & formulating training programs.

Duration for training & development is very short.

Fewer funds available to HRD Department for purpose of conducting /organizing

training programs.

There was a little bit problem in the communication skills of a few employees.

Some of the employee wants straight forward training.

Workers are not careful about the safety training.

Some workers have negative attitude towards training.


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SUGGESTIONS

Training & development program is satisfactory in C.A.P.L but still some

improvements needed there to get more benefit of the training program.

The system of obtaining feedback from the employee after the completion of training

program should be strengthened.

Instead of obtaining feedback in writing, there must be one to one communication

with trained employees. The evaluation of training program would be more effective

in this case.

As the working environment, employees have got during the training period, the same

environment they are not getting in the job. Effectiveness of training program will

increase, if the organization will give more attention for maintaining working

environment.

Outside expert should be invited for delivering lectures to executive for enhancing

their knowledge.

Before preparing any training program for any department, suggestion of the

employees must be taken, so that training will be more effective. Continuous ongoing training program should be prepared for implementation.

Identification of training calendar should be prepared for the year in the

organizational interest.


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LIMITATIONS

It was not possible to reach to each and every employee.

The interview sessions were fixed (20 Min.)

The information gathered through questionnaire cant be said reliable.

Some questionnaires were poorly filled.

Unforeseen circumstances, like emergency meetings


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6.

CONCLUSION


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CONCLUSION

Training & development is the most useful as well as an essential activity for the growth &

development of the organization. As Man, Machine, Material & Money are the important

elements of the organization, out of which man is organization. Therefore, training system

should have importance with the growth in techniques & job requirement. Employees require

a variety of knowledge & development in attitude. Now a days changes are taking place very

rapidly in business & corporate world so it is very necessary to be an updated manpower,

which can happen through regular training in organization.

Training is a tool for management for bringing desire changes. It is a planned & deliberate

training process. Since it increase efficiency of employee & productivity of the organization.

Training is the process of making employee better equipped to perform his job or take on

greater amount of responsibilities. It is an area of management where employer & employee

both have mutual interest. As far as, the employee is concerned.

Training tries to increase his efficiency, which enables him to avail of better opportunities

provided within the organization.

Keeping this in mind, organization have & should have emphasized have & should haveemphasized on various aspect of development activities, training programs. The organizations

training programme have the goals of development of individuals, relationships, skills, team

spirit, attitude & organizational health.


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7.

BIBLIOGRAPHY


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BIBLIOGRAPHY

BOOKS

Research Methodology- C. R. Kothari

The Trainers Hand Book- Garry Mitchell

Training & Development- Rolf Milton & Uday Pareek

Companys Journal

WEBSITES

en.wikipedia.org

www.google.com

www.camphor-allied.com
http://www.google.com/http://www.google.com/


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8.

ANNEXURE


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ANNEXURE

QUESTIONNAIRE UNDERTAKEN FOR THE STUDY

Dear Sir/Madam,

I, PRAKHAR AGARWAL, student of M.P.M is conducting a survey on NEED &

EFFECTIVENESS OF TRAINING & DEVELOPMENT. I ensure you that the

information obtained will be kept confidential and will be used only for Academic purpose.

I will be thankful to you if you co-operate and fill the questionnaire. I request your true

opinions to the questions.

1. What kind of training & development activities is provided in the organization?

A) Technical B) Management C) Soft D) Functional

2. What is the maximum duration for the training & development activities in the

Organization?

A) 1 month B) 2 month C) More than 2 month D) Period not fixed

3) Are training & development activities conducted on regular or need basis?

A) Regular B) Need

4. In your company, induction is given more importance than in past.

A) Yes B) No

5. Do any of the employees have negative attitude towards training.

A) Yes B) No


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6. How does the organization evaluate the process of training & asses the employees once

training is over?

A) Feedback B) ObservationC) Performance appraisalD) Review meetings.

7. Do Senior managers spend time with new recruits during induction training?

A) True B) False

8. In the company training program are evaluated & improved every year.

A) True B) Partly True C) False

9. Workers are encouraged & rewarded for training to acquire higher qualification?


10. People participate in determining their training & know the skill they must acquire.


11. Your training calendar is systematic & evaluated always.


12. The organization encourages & supports self-training & education by its managers.


13. Your company conducts awareness program always as per as future requirement of the

organization.



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14. Does the organization relate the training & development activities directly to the revenue

generation?


15. How does the organization decide upon the training budget?

A) Department Structure B) Industrial structure C) Not pre decided.

project hr final

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