Training and Development

1. SIP Presentation 01 – SKNCOE
MBA Batch 2021-2023
Presentation by
Ms. Bhagyashri Liladhar Patil – Roll No. HR - 06
Under the Guidance of
Prof. Dr. Sanket L. Charkha
“A STUDY ON MEASURING THE IMPACT OF
TRAINING AND DEVELOPMENT PROGRAMS
CONDUCTED IN ORGANIZATIONS”
AT
SM EXPRESS LOGISTICS PVT LTD ANDHERI,
MUMBAI

2.  This research is conducted in order to measure the impact of training and
development programs conducted in organizations. In order to conduct this
research the system level audit was used.
 The need for this study arose because companies invest a lot into the training
programs. The ROI obtained from training programs conducted must be
sufficiently high in order to justify the amount spent on training the employees
of an organization.
 The objective of this research is to use the system level audit in order to
measure the effectiveness of training programs. This is done in order to identify
the shortcomings of the existing training and development programs and to
improve upon them.
 The findings of the study - Training and development programs are gaining
more significance in the industry.
Executive Summary

3. Domain Concepts
 Why Training is needed?
– • To increase Productivity
– • To improve Quality
– • To help the company to fulfil its Goals & Future Needs
– • To improve Organizational Climate
– • Obsolescence Prevention
– • Personal Growth
 Training and the Workplace
– 1. Before Training
– 2. During Training
– 3. After Training or Before Entry (Re-entry)
– 4. In the Workplace
– 5. Upon Exiting the Workplace

4. Domain Concepts
Training Purpose
 1. Focusing energy on issues.
 2. Making work and issues visible.
 3. Supporting other interventions.
 4. Legitimizing issues.
 5. Promoting change.
 6. Reducing risk.
 7. Creating a community based on
some shared experience.
 8. Building teams.
 9. Indoctrinating new staff.
 10. Communicating and
disseminating knowledge and
information.
 11. Certifying and licensing.
 12. Rewarding past performance.
 13. Flagging "fast trackers."
 14. Developing skills.

5.  SM VISION “To match the Global service standard by adopting change management
practices, investment in talent & technology and innovating products & Services. ”
 SM MISSION “To be among the top ten express logistics Company in India; This we can
do by creating an entrepreneurship opportunity for aspiring individuals through unique
Franchise system, diversifying business, inorganic growth, talent acquisition, continuous
training and by adoption of the best Industry practices”.
 COMPANY OVERVIEW
 SM is one of the India’s leading logistics company, providing specialized logistics services across
multimodal Courier operation since 1996. The Company, registered in Mumbai, has made a mark for itself,
all thanks to the superior quality of its services. It has expanded its activities to other areas of logistics and
supply chain solutions also.
 Promoted By Late Mr. Shrawan K Chaudhary and managed by some of the most experienced
professionals in the industry, SM currently operate 200 offices in India and supported by larger network of
franchise offices across India.
As a logistics service provider, SM takes a solution approach and serve the entire supply chain of
customers. SM is uniquely positioned to provide tailored solutions to each of its customers and thereby
facilitate in reducing costs and increasing the efficiency of their supply chain.
Organization Profile

6.  OBJECTIVE
 1. To understand training programme held at SM Pvt. Ltd. of Mumbai
 2. To know different types of training programmes imparted to an employee.
 3. To evaluate the training programmes given to employees.
 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.
 Study seeks to collect the information from among the existing customer about their
satisfaction level with regards to sanction of Services Export from India & implementation of
Payroll software’s and processing system.
 LIMITATION OF THE STUDY
 Company’s Data:As company’s data was confidential they did not provide me with
adequate data of the study.
 Time management:As internship period was only for two months, it was not enough for a
thorough study.
Outline of Problem or Task undertaken

7.  SAMPLE SIZE:
 Total sample included only HR heads of different organizations. There were 50
HR departments employees selected and interviewed with the help of
questionnaire and their records available.
 It is important to decide which persons should be included in the study to see
the accurate picture of the reality.
 RESEARCH METHOD
 In Research Methodology mainly Data plays an important role.
 The Data is divided into two parts:
 a) Primary Data.
 b) Secondary Data.
 The primary and secondary data which is specified above was provided
by:
 a) Assistance Manager HR-Recruitment.
 b) Other department Head.
Research Methodology

8.  TRAINING
 DEVELOPMENT
 Purpose of Training and Development:
 Approaches of Training and Development:
– Traditional Approach:
– Modern Approach:
 Benefits of Training:
 • It is a practice that brings great value to the organization like improvements in customer services
at banks.
 • Training makes the employees feel that their work is appraised and acknowledged. It increases
their morale. It gives employees motivation to perform even better at their work place.
 • It results in financial gains in long run e.g. the increased sales and profitability.
 • It enables an organization to adapt to new technologies and methods.
 • It increases innovation in strategies e.g. the banks are high tech in their facilities and require
their handlers to be proficient in their optimum use.
 • There is best utilization of human resources. There is development of organization along with
polished skills of individual employee. It reduces the turnover rate of employees.
Conceptual Background

9.  Senior managers spend time with the new recruits during induction training
 Employees are helped to upgrade their technical knowledge and skills through
training.
Relevant Activity Charts, Graphs, Diagrams
BOND WITH
NEW
RECRUITMENT
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT
TRUE
TOTAL
10 12 18 10 50
% 20 24 36 20 100
KSA
UPGRADATION
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT
TRUE
TOTAL
26 15 07 02 50
% 52 30 14 04 100

10.  Workers are encouraged and rewarded for training to acquire higher
qualifications.
 Human relations competencies are developed through training in human skill
Relevant Activity Charts, Graphs, Diagrams
REWARDS
AS
INCENTIVES
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT
TRUE
TOTAL
10 10 15 15 50
% 20 20 30 30 100
LINK B`ETWEEN
TRAINING &
COMPETENCIES
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT
TRUE
TOTAL
20 15 10 5 50
% 40 30 20 10 100

11. DEVELOPING HUMAN RELATIONS
COMPETENCIES THROUGH TRAINING
10
%
20
%
40
%
30
%
VERY TRUE
MOSTLY TRUE
PARTLY TRUE
NOT TRUE USAGE OF VARIOUS METHODS
TO LEARN
8
%
16
%
32
%
44
%
VERY TRUE
MOSTLY
TRUE
PARTLY
TRUE NOT
TRUE

12. ENCOURAGEMENT TO MANAGERS TO
LEARNBY THE COMPANY
20
%
40
%
10
%
30
%
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT TRUE
COMPANY
TOTAL
SUPPORT TO
MANAGERS
VERY
TRUE
MOSTLY
TRUE
PARTLY
TRUE
NOT
TRUE
TOTAL
20 15 5 10 50
% 40 30 1
0
20 100

13.  FINDINGS
 Induction programs in companies have not gained much importance over the years even as industries are growing
at a very fast pace.
 The induction program must be well planned and of sufficient duration. During the induction program, managers
must spend time with the new recruits in order to welcome them and make them feel at home.
 Highest number of respondents believes that every company has a well-structured training program which is
evaluated and revised regularly in order to gain the maximum benefit.
 Impact evaluations are also conducted and the findings used in the improvement process.
 The employees should be involved in the designing of the training programs.
 The skills needed are also analysed before the commencement of any training program. Motivation can be provided
to employees in the form of rewards.
 Before any candidates are selected for training, the need for training is done.
 Based on the need identification, trainees are sponsored.
 Leadership skills are also developed through training programs.
 The trainees are briefed and debriefed for the training session.
 The training programs should be conducted by the best faculty that the company can access.
 The training programs should also contain experimental action-oriented techniques which includes games. The
learning and retention process is faster when these kinds of programs are used.
 The managers should be provided the opportunity to transfer the skills and knowledge obtained through the training.
Learning of Student Through Project

14.  SUGGESTIONS AND RECOMMENDATIONS
 The management must commit itself to allocate major resources &
adequate time to training.
 Ensure that training contribute to competitive strategies of the firm.
Different strategies need different HR skill for implementation. Let
training help employees at all levels acquire the needed skills.
 Ensure that a comprehensive & systematic approach to training
exists & training & retraining are done at all on a continuous &
ongoing basis.
 Skill based training (product/process training) should be provided.
 The evaluation procedure must be implemented concerning trainer,
trainee & subject.
Contribution to Host Organization

15.  RECOMMENDATIONS:
– The following recommendations emerge from our research findings:
– Provide better training facilities for employees.
– Customized rewards and incentives.
– Provide updated technology and software packages.
– Encourage time off for self-development.
– Provide challenging work profile and clear career path.
– Provide and open work culture facilitating individual growth.
– Create a dynamic organization open to changes.
– Ensure transparency in all processes.
– Provide an increase in responsibility and quality work.
– Avoid indifferent attitude and interference in work.
– Improve communication and communication channel.
– Management should avoid adhoc decision-making.
– Avoid politics, bureaucracy, favouritism that could de-motivate employees.
– Provide facilities for outbound learning
Contribution to Host Organization

16.  Training initiatives & programs have become a priority for Human Resources. As business
markets changes due to an increase in technology initiatives, companies need to an increase in
technology initiatives; companies need more money & time on training employees.
 In today’s business climate business climate employee development is critical to corporate
success & organizations are investing more in their employees training & development. An
organizations primary business objective is to make profit.
 So trained employee can make more profit by their skills and cost of new employees can
reduce by effective training program.
 In addition, valued, satisfied and skilled employee can empower the organization and gain a
competitive advantage.
 By training and development program, Siemens can ensure its long-term business objectives.
 For the employees, a well delivered training can help in managing with the new situations, while
for the organization this helps in getting the best of the employee in terms of work output
through maintaining the employee morale and motivation.
 Continuous training after a proper period is given to the employee for their progress & self-
improvement.
 If management organize some recreation activity it’ll help for team building in the employee.
Conclusion

17. Annexures & Bibliography
 Quesstionnaire
 BIBLIOGRAPHY:
 Making performance work effectively: - Philip Tom: McGraw Hill
Book Company England: 1983
 P. Jyothi, P.Venkatesh, D.N., Human Resource Management
 Aswathappa, K., Human Resource Personal Management
 L.M.Prasad, “Human Resource Management”
 Armstrong’s handbook of HR management practice.

18. THANK YOU