E T Ibm & HCL: Ffectiveness OF Raining IN
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A KE T Ibm & HCL: Ffectiveness OF Raining IN
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A KEFFECTIVENESS OF TRAINING IN IBM & HCL
Atul Kapoor
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RESEARCH OBJECTIVES
To analyze the effectiveness of training To study whether training helps to motivate employees and to avoid mistakes. To know about the work culture of the organization. To study the changes in behavioral pattern due to training. To identify how training assists the employees to acquire skills, knowledge and abilities and also enhances the same.
INTERPRETATION & ANALYSIS (ANALYSIS OF TRAINERS)
The various areas in which the training is imparted are : Soft Skills Functional Skills (Process Training) Email Training Voice & Accent Training Leadership Training Training is conducted in-house and is also outsourced depending on the nature of the training input, although out-sourcing is rarely done. Trainers did not give details about the training budget.
The various methods used are :ON THE JOB Practical training Theoretical as well as hands on training OFF THE JOB: Lectures Seminars Case studies Simulations Project work Exercises
The duration of the training programs varies from training to training The external training agencies are : Inlingua Aptech HT Horizons
WERE THE PROGRAM OBJECTIVES KNOWN TO YOU BEFORE ATTENDING IT?
35% of the respondents moderately agree to the fact of knowing the training objectives beforehand, in addition to 25% who strongly agree. But a small population disagrees as 20% strongly disagree to this notion. Training objectives should therefore be made known compulsorily before imparting training in the organization.
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WAS THE TRAINING PROGRAM RELEVANT TO
THE DEVELOPMENT NEEDS OF THE
EMPLOYEES?
70% of the respondents feel that the training programs were in accordance to their developmental needs. 15% respondents could not comment on the question and 15% think that the programs are irrelevant to their developmental needs and the organization must ensure programs that satisfy the developmental needs of the employees.
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WAS THE PERIOD OF TRAINING SESSION SUFFICIENT FOR THE LEARNING?
52% respondents feel that the time limit of the training program was adequate but 25% feel that it was insufficient. Also, 21% could not comment on the question. All the respondents though felt that increase in time limit of the programs would certainly be beneficial and the organization should plan for this to be implemented in the near future.
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WERE THE TRAINING METHODS USED DURING
THE TRAINING EFFECTIVE FOR UNDERSTANDING
THE SUBJECT?
40% of the respondents believe that the training methods used during the programs were helpful in understanding the subject, yet 25% disagree to this notion. The organization should use better methods to enhance the effectiveness of the methods being used during the training programs
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WERE THE TRAINING AIDS USED EFFECTIVE IN
IMPROVING THE OVERALL EFFECTIVENESS OF THE PROGRAM?
35% respondents believe that the training aids were effective in improving the overall efficiency of the program. Contrary to this, 35% disagree and 30% could not comment on the issue. The organization should ensure positive awareness about the training aids used.
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WAS THE TRAINING GIVEN IS USEFUL TO THE EMPLOYEES?
71% of the respondents feel that the training programs were useful. 13% respondents could not comment on the question and 16% think that the programs were irrelevant to their objective of being useful. The organization must ensure programs that are useful and prove to cater to the developmental needs of the employees.
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IF THE TIME LIMIT OF THE TRAINING PROGRAM IS INCREASED, WOULD IT MAKE MORE EFFECTIVE?
65% respondents feel that the increase in the duration of the training programs would be beneficial but 25% differ to this opinion. Going by the majority, the organization should make required changes to increase the duration of the programs and also take the opinion of the employees to have an effective training session
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WILL THE TRAINING BE EFFECTIVE IN IMPROVING YOUR ON-THE-JOB EFFICIENCY?
62% respondents believe that the training programs increase their job efficiency but 25% disagree to this. The respondents were of the opinion that having current topics for the training programs and also some sessions by an external faculty would help them increase their job efficiency.
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CONCLUSION
Training is considered as a positive step towards augmentation of the knowledge base by the respondents. The objectives of the training programs were broadly known to the respondents prior to attending them. The training programs were adequately designed to cater to the developmental needs of the respondents. Some of the respondents suggested that the time period of the training programs were less and thus need to be increased. Some respondents believe that the training sessions could be made more exciting if the sessions had been more interactive.
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CONCLUSION.CONTD
The training aids used were helpful in improving the overall effectiveness of the training programs. Some respondents also recommended that the number of training programs be increased.
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RECOMMENDATIONS
Employees should be referred for the training programs as per their developmental needs The organization may consider deputing each employee to attend at least one training programs each year. The In-house training programs will be beneficial to the organization as well as employees since it will help employees to attend their official work while undergoing the training. The organization can also arrange part time training programs in the office premises for short durations, spanning over a few days, in order to avoid any interruption in the routine work. The organization can arrange the training programs department wise in order to give focused attention towards the departmental requirements.
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THANK YOU !!!
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