A

SYNOPSIS ON
EVALUATION OF TRAINING
IRCON INTERNATIONAL LIMITED, NEW DELHI
(SESSION 2018 - 2019)

Submitted in the partial fulfillment of the requirement for the Degree of

Master of Business Administration to
DR. A.P.J. ABDUL KALAM TECHNICAL UNIVERSITY,
LUCKNOW

SUBMITTED TO SUBMITTED BY
Dr. MAMTA SHUKLA PUNEET CHATURVEDY
(H.O.D of M.B.A) MBA- II year
ROLL NO.-1752270025

MAHARANA PRATAP COLLEGE OF ENGINEERING

MANDHANA, KANPUR, UTTAR PRADESH
 TABLE CONTENT

PART NO. PARTICULARS PAGE NO.

1 INTRODRUCTION

2 LITERATURE REVIEW

3 OBJECTIVE OF STUDY

4 RESEARCH PROBLEM

5 RESEARCH DESIGN

6 SAMPLING

7 METHOD OF DATA COLLECTION

 PRIMARY DATA

 SECONDARY DATA

8 RESEARCH TOOLS AND TECHNIQUES

 OBSERVATION’

 QUESTIONNAIRE

 INTERVIEW

9 PROPOSED CHAPTER

10 BIBILIOGRAPHY

11 REFRENCE
 INTRODUCTION

Effective training is considered as an important factor in determining the efficiency of an

organization which depends upon the capability of its employees. For training evaluation to
be truly effective, the training and development itself must be appropriate for the person and
the situation. Even though evaluation is listed at the last phase, evaluation actually happens
during all the phases. It is used during the training process to evaluate the training process
itself. Evaluation is not just for the trainer or organization it is absolutely important for the
learner too. The purpose of this paper is to provide information to evaluate and improve the
effectiveness of training. One new model was found namely Back planning model. Which is
same as Kirkpatrick’s model but the process occurs in the reverse order and continues in a
cyclic process.

The purpose of this paper is to provide information to evaluate and improve the effectiveness
of training. One new model was found namely Back planning model. Which is same as
Kirkpatrick’s model but the process occurs in the reverse order and continues in a cyclic
process.
 LITERATURE REVIEW

Training is vital for any and every organization. With the changing socio-economic and technological
relevance of training, the definitions, scope, methods and evaluation of training programmes have also
changed. One of the earlier classic definitions of training is ‘bringing lasting improvement in skills in
jobs’. The present day definitions take a multi-dimensional perspective enveloping the needs of
individuals, teams, organizations and the society. The steps in the training programme development
are planning, programme implementation, and programme evaluation and follow-up. The evaluation
of any training system helps measure the ‘knowledge gap’, what is defined by Reich as ‘the gap
between what the trainer teaches and what the trainee learns’. Evaluations help to measure Reich’s
gap by determining the value and effectiveness of a learning programme. It uses assessment and
validation tools to provide data for the evaluation. Evaluation of training systems, programmes or
courses tends to be a demand of a social, institutional or economic nature. A training program is not
complete until you have evaluated methods and results. A key to obtaining consistent success with
training programs is to have a systematic approach to measurement and evaluation.

The literature on evaluation needs to be classified into education and training. The latter reveals many
difficulties as regards evaluation. Scientific and quantitative methods are not popular. Evaluation
appears to be undertaken reluctantly and with the simplest methods. Behavioural objects are rarely
even set by trainers. Progress in the techniques of evaluation has been slow, though a good deal of
research has been done. The literature is small but growing.

Evaluation of Training programmes are actually assessment of various methods and techniques used
for imparting training. It identifies weakness of training programmes and thus helps to accomplish
closest possible correlation between the training and the job. The question basically arises as to why
to evaluate training programme?
SCOPE OF THE STUDY

The scope of the study covers in depth, the various training practices, modules, formats being
followed and is limited to the company IRCON INTERNATIONAL LIMITED, DELHI
and its employees. The different training programs facilitated in IRCON through its faculties,
outside agencies or professional groups. It also judges the enhancement of the knowledge &
skills of employees and feedback on its effectiveness.

OBJECTIVE OF THE STUDY

The broad objective of the study of training policies in IRCON is to study the impact of
training on the overall skill development of workers. The specific objectives of the study are:

 To examine the effectiveness of training in overall development of skills of work

force.
 To examine the impact of training on the workers.
 To study the changes in behavioral pattern due to training.
 To measure the differential change in output due to training.
 To compare the cost effectiveness in implanting training programs.
ABOUT COMPANY

Ircon international limited (ircon), a governmentcompany in by the central government (ministry

of railways) undet the companies act, 1956 on 28 april, 1976 originally under the name indian
ralways construction company limited is the leading turnkey construction company in the public
sector known for its qualuty, commitment and consistancy in terms of performance ircon has
widespread operations in several stayes in india and in other contries (malaysia, nepal, bangladesh,
mozambique, ethopia, afganistan, u.k algeria & sri lanka now).

Irocon is a specialized constructions organizaton covering the entire spectrum of construction

actijvities and servies in the infrastructure sector. However, railway and highway construction,
ehp sub- stations (engineering and constructons), and mrts are the core competence areas of
ircon.

Ircon operates not onlu in a highly competitive environment but also in diffcult terrains and
regons in india and abroad and as an active paricipant in prestigious naton builsing prijecgs . Ircon
has so for complete more than 300 infrastructore projects in india and more than 100 projects
across the globe in more than 21 countries.

The Company has a long standing reputation as a sectoral leader in Transportation

Infrastructure amongst the public sector construction companies in the Country with
specialization in execution of Railway Projects on turnkey basis or otherwise. IRCON is
known for its quality, commitment and consistency in terms of its performance.
RESEARCH METHODOLOGY

Research methodology is a systematic way to solve a specific problem. The techniques or

procedures by which researchers go about their work of describing, explaining and predicting
phenomena are called research methodology. In this, we not only discuss the research
methods but also consider the logic behind the methods used by researchers and explain why
researchers use a particular technique or method.

RESEARCH DESIGN

‘Research design’ is planning a strategy of conducting research. The term ‘design’ means
‘drawing an outline’ or planning or arranging details. Preparing a ‘research design’ is an
important stage in the process of conducting research. Research design is nothing but a
scheme of the work to be undertaken by a researcher at various stages of research. It is
working plan prepared by researcher before actually starting of research work. An army
prepares a strategy before launching an attack. An architect prepares blue-prints before
approval of construction of building. An artist makes a design before execution of ideas.
Teacher design the experiment conducted in next week. Politicians prepare a blue-print
before the development of any state. Same way, the researcher makes a plan for own research
work for further study.
SAMPLING

We always have to work with a sample of subjects rather than the full population. But people
are interested in the population, not the sample. To generalize from the sample to the people,
the sample has to be representative of the people. The safest way to ensure that it is the
representative is to use a Random selection procedure.

METHOD OF SAMPLING USED:

“RANDOM SAMPLING METHOD” In the random sampling method, all items has some
chance of selection that can be calculated. Random sampling technique ensures that bias is
not introduced regarding who is included in the survey.

SAMPLE SIZE

The sample size taken is 20 employees from the Human Resource Department of IRCON
INTERNATIONAL LIMITED, NEW DELHI

DATA COLLECTION

Survey-questionnaire:- Behaviours, beliefs and observations of specific groups are

identified, reported and interpreted.
METHOD OF DATA COLLECTION

This chapter covers the way of collecting data for research project report in my project report
I shall take help directly from employees and workers of the organization as a primary data
and in secondary data.

SOURCES OF DATA

The sources of the data are as follows:

PRIMARY DATA:

• Internal data about working of HR department gathered from organization.

• Interview.

• Observation.

• Sufficient data collected through feedback forms by the employees.

[ Questionnaires ].

SECONDRAY DATA:

• Magazines, journals, brochures , etc.

• Website of the company. [www.ircon.org ].

• Books.

• Earlier researches on similar topic.

RESEARCH TOOLS AND TECHNIQUES

OBSERVATION

QUESTIONNAIR INTERVIEW

OBSERVATION
QUESTIONNAIRE
INTERVIEW
OBSERVATION:

The work behaviour of the trainees is observed before, during and after the training. The
trained observer observes and records the behaviour of the trainees. The evaluation would be
regarding communication and speaking, presentation skills, time management and
productivity, customer service, negotiation, creativity and critical thinking etc.

QUESTIONNAIRE:

It consists of some questions in the form of multiple choices or rating scales which would be
given to both the trainer and learner. In some cases this would also be given to the
supervisors in order to evaluate the effectiveness of training regarding the learner.

INTERVIEW:

Interviews can be either structured or unstructured. Structured interviews consist of

predetermined questions whereas unstructured questions start with basic questions and would
go on depending on the interviewer in response of the learner. Though it is time consuming it
gives the exact mind map of what the learner thinks. at times interviews can also be done in
groups of 5-12 in order to obtain qualitative information.
PROPOSED CHAPTER

SR. NO PARTICULARS

1 INTRODUCTION

2 ABOUT THE COMPANY

3 COMPANY PROJECTS

4 LITERATURE SURVEY

5 TECHNIQUES OF TRAINING EVALUATION

6 KIRKPATRICK’S FOUR LEVEL TRAINING EVALUATION MODEL

7 RESEARCH METHODOLOGY

8 DATA ANALYSIS AND INTERPRETATION

9 CONCLUSIONS

10 RECOMMENDATIONS AND SUGGESTIONS

11 REFERENCES

12 BIBLIOGRAPHY
BIBILIOGRAPHY

www.ircon.org

www.hr.com

www.google.com

www.wikipedia.com

www.scribd .com

www.linkedin.com/company/ircon

REFRENCES.

Human Resource Management – K. Ashwasthapa

Human Resource Management - T.N. Chhabra

Kirkpatrick, D. L. (1975). Techniques for Evaluating Training programs. Evaluating training

programs D. L. Kirkpatrick (ed.) Alexandria, VA: ASTD.

Research Methodology, C. R. Kothari.