OPTIMIZATION OF FUNCTIONAL TRAINING PROCESS at Mahindra & Mahindra, Swaraj Division, Mohali. Companies have found that investment in human capital in the form of training and development yields high returns. The ones that recognize the value of their employees and place a new emphasis on education and training are becoming more competitive, successful, and profitable as a result. Training can be broadly divided into 2 categories: Behavioral Training: This training is given to employees to improve their softskills and inculcate managerial qualities in them. Functional Training: It is job-related training. It focuses on the work to be done. It systematically uses selected, structured and documented workplace experience, combining theory with practice, and is guided by clearly defined objectives. Functional training is very important in manufacturing industry as it helps employees in ensuring their safety while working on machines, upgrade them with latest manufacturing practices and improve the productivity of company. Training Need Identification: Training need identification is one of the foremost step in designing a training program. Training efforts must aim at meeting the requirements of the organization (long term) and individual employees (short term). This involves finding answers to questions such as: whether training is needed? If yes, where it is needed? Which training is needed? Etc. Once we identify training gaps within the organization, it becomes easy to design an appropriate training program. It is one of the foremost steps in a training program.
Training Methods: Training methods are usually classified by the location of instruction. On the job training is provided when the workers are taught relevant knowledge, skills and abilities at the actual workspace. Off-the-job training, on the other hand, requires that trainees learn at location other than the real work spot. Effectiveness of Training: It is necessary to measure how effective is the training program employees are given. One of the ways of doing this is through Kirkpatrick Model.In this method there are 4 levels at which training is evaluated a) Level 1- Reaction -Feedback about how trainees felt about the training b) Level 2- Learning- measuring whether trainees learnt what trainers intended to teach c) Level 3- Behavioral -measuring whether the trainees put their learning into effect when back on the job d) Level 4- Results- At this level, you analyse the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line.
OBJECTIVES: The main objective of the paper is to benchmark the Functional training process followed in Swaraj with that followed in other leading manufacturing companies. Some secondary objectives are: To study ways of Training Need Identification To study various methods of off-job and on-job training. To study Effectiveness of training To analyze the Training system for further development To suggest measures for the improvement of the Training program.
1. Research design The Research Design is Exploratory, as it is undertaken to primarily study the functional training process and discover insights into its better working.. 2. Sample Design Convenience sampling has been used 3. Data Collection The primary data has been collected with the help of a questionnaire. The secondary data has been collected from various sources like journals, books and websites. 4. Questionnaire Design There are a total of 9 questions that aim to cover all aspects of the functional training process. It includes multiple choice questions. 5. Data Analysis Bar Graphs and Pie Charts have been used to compare data.
COMPANY PROFILE History : In the mid-sixties, with the Green Revolution triggering large-scale tractor usage, there was a need for the country to build...
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