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Project On Training and Development PDF
Project On Training and Development PDF
COMPANY PROFILE
1.1) VISION
“Wockhardt Hospitals will strive with excellence to fulfill the needs of the
community in its field of medical treatment “
1.2) MISSION
“To serve and enrich the quality of life of patient suffering from diseases,
Through the efficient deployment of technology and human expertise , in a caring and
nurturing environment with the greatest respect for human dignity and life.”
1.4) HISTORY
Wockhardt is global, pharmaceutical and Biotechnology Company that has grown by
leveraging two powerful trends impacting the world of medicine globalization and
biotechnology.
The company has a market capitalization of over US $ 1 billion and an annual
turnover of US$ 650 million. Wockhardt pace of growth and momentum permeates
every mindset, system and technology within the organization.
Wockhardt today, is distinguished by a strong and growing presence in the
world‟s leading markets, with more than 65% of its revenue coming from Europe and the
United States. Wockhardt market presence covers formulations, biopharmaceuticals,
nutrition products, vaccines and active pharmaceutical ingredients (APIs).
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The company has its headquarters in India, and has 14 manufacturing plants in
India, UK, Ireland, France and US Subsidiaries in US, UK, Ireland and France Marketing
offices in Africa, Russia, Central and South East Asia.
Wockhardt has a strong track record in acquisition management, with five
successful acquisitions in the European market. These acquisitions have strengthened
Wockhardt position in the high-potential markets of Europe, and have expanded the
global reach of the organization.
A key growth driver at Wockhardt is its state-of-the-art, multi-disciplinary
research capability backed by a team of 500 skilled scientists. Consistent efforts have
resulted in six breakthrough biotechnology products, 750+ patent filings and a pipeline of
promising new molecules
Wockhardt strategies are aligned towards being a significant player in the
emerging global biopharmaceuticals market. In order to achieve this goal, the company
has set up the Wockhardt Biotech Park, India‟s largest biopharmaceuticals complex, with
six dedicated plants built to international standards.
Wockhardt Hospital group for devising and executing programs to improve patient –
centered quality care, particularly in the areas of :
Facility development
Leadership development
Nursing excellence
Clinical education and clinical investigator training
Quality management
Adaption to managed care environment
Organizational strategic planning and development
IT strategies and provider network development
Faculty development and leadership programs
Quality management and accreditation of systems
Research program development
Location: Wani House, Mumbai Agra Road, Nashik.
Bed Strength: 170
Multi-specialty: Cardiology, Neurology, Orthopedics, Uro-surgery, Nephrology,
Oncology.
Facilities Available:
Operation Theater
Cardiac Catheterization Laboratory
Well equipped ICCU facility
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CHAPTER 2
In earlier years the new workers were acquiring the necessary job skills & knowledge
from experience employees. Typically they were called as Helpers. Later because of
advanced technologies to face the rapid changes & retain the continuity of experienced &
new comers in an organization the need of Training has emerge out as a essential
parameter. Major systematic training activities in the industries started during the period
of World War I & II. Especially noteworthy were training-within-industry (TWI) & the
Engineering, science & management War Training (ESMWT) programmes of World
War II. The TWI program trained people in industry in procedures for teaching job skills
to others, in developing better work methods & industrial relations. The ESMWT
consisted largely of specialized technical courses offered by college & technical schools.
Training the newly recruited employees is the next important step in human resource
management process. Systematic & scientific training is the cornerstone of a sound
manpower management. Training is the process of increasing the knowledge, skills,
aptitude & ability of an employee for doing the specific job in an efficient manner. It
implies imparting technical knowledge, manipulative skills, problem solving ability &
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positive attitude in the employees. The resource use up in human resource training is an
investment in human assets & the skills acquired in the process is an advantage for both
the enterprise & the employees.
Training is different than education & development. Training is not broad like education
& does not carry an emphasis on individual growth. The term education is wider in scope
& more general, while training is work oriented & is aim imparting specific skills for
doing a particular job. Development, in contrast is considered to be more general than
training & more oriented to individual needs & it is most often aimed toward
management people.
2.2) DEFINITIONS
“Training is defined as the systematic development of the knowledge, skills & attitude
required by an individual to perform a given task or job successfully”.
1. “The term training is used to indicate only the process by which the aptitudes,
skills & abilities of employees to perform specific jobs are increased”.
-Michael J. Jucius.
2. “Training is the act of the increasing the knowledge & skills of an employee for
doing a particular job.”
-Edwin B. Filippo.
3. “Teaching is the imparting knowledge; training is the development of habits”.
-W. H. Leffingwell.
The basic objective of providing training is to develop skills, knowledge & attitude. This
aims to improve performance levels, quality of work, efficiency & productivity. The
objective is to improve economic situation of workers in the job market, to enhance wage
welfare conditions & make it possible to upgrade their economic & social situation in
society.
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2.4) NEEDS FOR TRAINING
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2.6) METHODS OF TRAINING
Trainers who administer training programme have great choice of methods for imparting
learning in trainees. A specific methods selected is decided by considerations of cost,
available time, number of trainee, the depth of relevant knowledge, background of
trainees & many other factors. Some of widely used training methods are listed as below:
Higher performance: Training helps to improve the quantity & quality of work
output, increase knowledge, skills, & productivity of both employees & an organization
as a whole.
Lesser learning period: It helps to reduce the learning time & cost required
reaching the acceptable level of performance. The employees need not waste time in
learning through trial or error or by observing others.
Uniformity of procedures: Through it, the best available methods of performing
the work can be standardized & taught to all employees, which helps to improve the
quality of performance.
Economy of materials & equipment: It helps trained employees to make better
& economical use of materials & equipment, thus wastage will be low. Also, the rate of
industrial accidents & damages to machinery & equipment will be minimum. This in turn
will lead to low cost of production per unit.
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Less supervision: It reduces the need for detailed & constant supervision of
workers by making them self-reliant in their work as they know what to do & how to do
it.
High morale: It helps to improve the employees‟ job satisfaction, morale,
developing in them positive attitude, making them more cooperative & loyal to the
organization. It enables them to utilize & develop their full potential. With improvement
in industrial discipline & relations, rates of absenteeism & labour turnover are reduced.
Implementation of Training
Programme
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2.9) EVALUATION OF TRAINING
Reaction of student - what they thought and felt about the training
Results - the effects on the business or environment resulting from the trainee's
performance
All these measures are recommended for full and meaningful evaluation of learning in
organizations, although their application broadly increases in complexity, and usually
cost, through the levels from level 1-4.
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KRICKPATRICK’S FOUR LEVELS OF TRAINING EVALUATION:
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CHAPTER 3
Wockhardt strongly believes that ongoing professional education is necessary for every
employee. There is great emphasis on in-house training programmes as well as
nomination to external courses.
Training and Development efforts are aimed at ensuring that Wockhardtians perform to
their complete potential. This includes technical training for skill up gradation and
behavioral/managerial training for employees to shoulder higher order responsibilities. In
house-training is complemented with programmes by external trainers and sponsorship to
external training programs.
3.1) PURPOSE
To develop a learning organization and to ensure quantifiable returns on the
investment being done on Training & Development activities.
3.2) SCOPE
This policy aims at developing systems to ensure training is need based and driven by
business and organizational requirements.
3.3) RESPONSIBILITY
It is the responsibility of HR Executive to ensure implementation of this policy under the
supervision of Head – HR & Personnel.
3.4) PROCEDURE
The Training & Development plan shall be linked with the performance year.
Training programmes shall be classified broadly into four main categories viz.
Induction programmes, Executive/Management Development programmes, Technical /
Functional skill development programmes and, Behavioral/ Attitudinal training
programmes.
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The training need identification shall be done at the end of the performance year
immediately after the performance review is over, also occur when job responsibilities
changes / new equipment is introduced.
The training needs shall be identified through three main sources viz. Business
performance, Functional performance and individual performance.
Business performance shall lead to identification of common training needs across
departments e.g. if the business suffered due to lack of leadership or could not steer out
effectively from some crisis then leadership skills and crisis management will be the
required training inputs.
Functional performance shall lead to identification of a common training need for
most employees from a particular function e.g. if there are customer complaints on
quality of service from a particular department then customer management skills will be
the required training input.
Employee performance shall lead to identification of training needs for an
individual employee.
e. g. if an employee could not achieve his/her goals due to lack of assertiveness then
assertiveness skill will be the required training input.
Individual training needs can also be identified through succession planning e.g. if
an employee is identified as a successor to a particular position but found to be lacking in
a particular skill that is a part of the targeted position‟s skill set then that particular skill
will be the required training input for that employee.
Once the training needs are identified a training calendar shall be prepared by the
HR Executive comprising of employee name, training programme and approximate cost
of the programme (Training budget).
HR Executive shall get the approval from Hospital Head and Corporate HR Head
for execution of the training calendar and training budget.
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3.5) NOMINATION FOR EXTERNAL TRAINING PROGRAMME
HR Executive shall arrange to get the list of external training agencies and their training
calendar.
If a suitable training programme from an external agency matches the requirement of an
employee training need then HR Executive shall send the proposal to the concerned
functional head for approval.
After obtaining approval HR Executive shall coordinate for sending the particular
employee for the selected training programme.
3.6) IN-HOUSE TRAINING PROGRAMMES
If a lot of employees share a common training need then HR Executive shall
arrange to conduct In-house training programme.
HR Executive shall arrange to prepare a list of participants for the In-house training
programme in consultation with the concerned functional heads.
HR Executive shall then decide duration of the training programme and
venue.
HR Executive shall send a circular on the training programme giving all details to all
participants with a copy to respective functional heads.
At the end of the training programme all participants shall be asked to fill
Feedback Form, out of total trainees attended, minimum 70% of trainees must rate above
2 (Average) in the training programme, and then it will be said as effective training.
HR Executive shall enter and maintain regarding training in his/her training
card.
3.7) TRAININGS COMMONLY PROVIDED TO EACH EMPLOYEE IN
WOCKHARDT HOSPITALS LTD., NASHIK ARE AS FOLLOWS
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3.8) TRAININGS PROVIDED TO EACH EMPLOYEE IN NURSING
DEPARTMENT AT WOCKHARDT HOSPITALS LTD., NASHIK ARE AS
FOLLOWS
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CHAPTER 4
RESEARCH METHODOLOGY
4.1) DEFINITIONS
4.1.1) RESEARCH
“Research is a careful enquiry of examination in seeking facts or principles, a diligent
investigation to ascertain something.”
According to Mr. Williams, “Research means a search for facts or an organized
enquiry.”
According to Redman and Mory, Research is a systematized effort to gain new
knowledge.
My project topic is “To Study the Effectiveness of the Training & Development
Policy in Wockhardt Hospitals”. This topic interested me as training is a route to
improve effectiveness. The scope of training is no longer limited to develop knowledge &
competencies in individuals.
This topic gave me an opportunity to study how the training programmes are planned
effectively delivered. Training is such an activity that needs to be evaluated continuously
in order to know the success of the training programme. It is always a question before the
management, whether the training programme has achieved its objective. My project is
an effort towards these fact-findings.
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4.3) OBJECTIVES OF THE PROJECT
The scope/range of this project report is not too far stretching to the whole of
Wockhardt Hospital, Nashik rather it only covers the training and development activities
conducted By Hospital for its employees.
My project mainly deals with the present method of training given at Wockhardt
Hospital, Nashik during my tenure of the project, July – August 2011.
This project covers the study of concepts like training, training programmed, and
training evaluation and excludes all other human resource activities conducted before and
after training.
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I tried to perform this project in best possible manner to avoid any lacuna. In spite of all
my efforts in this regard but due to the far stretching activities conducted at Wockhardt
Hospitals, Nashik, my project lack in some of the following heads.
Where there is a chance of further elaborating study on the same subject.
Some information being very sensitive as far as organization is concerned is left
untouched and not mentioned in any way.
Top-level strategic type of decisions and information too are not taken under
study to avoid any favor to the business counter parts.
My project does not concerned about the designing and planning of training
activities which forms a crucial and major part of this field hence a full fledge study can
be done in this area.
Due to Time Constraints, I was not able to touch all aspects of training and
development.
Due to security reasons, I could not attend the training conducted which would
give me a practical experience.
Sample Size: Total number of employees: 24(out of 20, 3 employees from each of the 8
selected training programmes that is 8x3=24)
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4.7) DATA COLLECTION
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CHAPTER 5
DATA ANALYSIS
Primary data was collected by feedback form and evaluation form that was circulated
through the sample of 24 employees and their respective heads respectively on a random
basis. Several parameters are taken into consideration while studying the effectiveness of
training and development. The tabulation, calculation and graphical representation of
these parameters which helped to analyze and comment on the survey are given below:
In this project 8 types of training programmes are considered for evaluation out of 12
major trainings. The evaluation is conducted with the help of kirkpatrik‟s model. In this
model 4 levels are divided into 2 groups that is „Reaction & Learning‟ and „Behaviour &
Result‟. The over all effectiveness of both the groups is evaluated on the basis of 8 types
of training programmes separately and finally combined effectiveness of both the groups
is evaluated.
RATING POINTS
Poor 1
Average 2
Good 3
Very Good 4
RATING POINTS
Yes, Very much/definitely 4
Almost/probably 3
Somewhat/not sure 2
Not at all 1
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EVALUATION OF TRAININGS FOR REACTION & LEARNING:
INTERPRETATION: As per the above table, ratings for „Physical comfort at the
venue‟ was found 100% and that of „Relevance of contents for on the job
performance„ & „Overall quality of programme‟ was 75% which had lesser ratings.
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Table No: 7 Evaluation for the training of Physiology of Hearts:
Rating
Parameter 1 2 3 4 TOTAL %AGE
Physical comfort at the venue 0 0 0 3 12 100
Explanation on the Schedule of the Training Programme 0 0 0 3 12 100
Adherence to Schedule 0 0 0 3 12 100
Presentation quality 0 0 0 3 12 100
Level of interaction with faculty 0 0 0 3 12 100
Quality of presentation content 0 0 0 3 12 100
Relevance of contents for on the job performance 0 0 0 3 12 100
Quality of study material / handouts 0 0 0 3 12 100
Overall quality of programme 0 0 0 3 12 100
SUMMATION 108 100
INTERPRETATION: As per the above table, ratings for all the parameters was found
100%.
INTERPRETATION: As per the above table, ratings for all the parameters was found
91.678%.
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Table No: 9 Evaluation for the training of Patient’s Rights :
Rating
Parameter 1 2 3 4 TOTAL %AGE
Physical comfort at the venue 0 0 3 0 9 75
Explanation on the Schedule of the Training Programme 0 0 2 1 10 83.33
Adherence to Schedule 0 0 2 1 10 83.33
Presentation quality 0 0 2 1 10 83.33
Level of interaction with faculty 0 0 3 0 9 75
Quality of presentation content 0 0 2 1 10 83.33
Relevance of contents for on the job performance 0 0 2 1 10 83.33
Quality of study material / handouts 0 0 3 0 9 75
Overall quality of programme 0 0 2 1 10 83.33
SUMMATION 87 80.55
INTERPRETATION: As per the above table, ratings for almost parameters was found
83.33% .
INTERPRETATION: As per the above table, average ratings for all parameters was
found 90.74%.
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Table No: 11 Evaluation for the training of BLS :
Rating
Parameter 1 2 3 4 TOTAL %AGE
Physical comfort at the venue 0 0 0 3 3 100
Explanation on the Schedule of the Training Programme 0 0 1 2 3 91.67
Adherence to Schedule 0 0 1 2 3 91.67
Presentation quality 0 0 1 2 3 91.67
Level of interaction with faculty 0 0 1 2 3 91.67
Quality of presentation content 0 0 1 2 3 91.67
Relevance of contents for on the job performance 0 0 3 0 3 75
Quality of study material / handouts 0 0 2 1 3 83.33
Overall quality of programme 0 0 3 0 3 75
SUMMATION 27 87.96
INTERPRETATION: As per the above table, ratings for „Physical comfort at the
venue‟ was found 100% and that of „Relevance of contents for on the job
performance„ & „Overall quality of programme‟ was 75% which had lesser ratings.
INTERPRETATION: As per the above table, ratings for „Physical comfort at the
venue‟ was found 100% and that of „Relevance of contents for on the job
performance„ & „Overall quality of programme‟ was 75% which had lesser ratings.
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Table No: 13 Evaluation for Reaction & Learning of all trainings:
PHYSI
OLOGY BIOMEDICA
INFECTION UTI OF CATHETA PATIENT' L
CONTROL BUNDL HEART R S CRITICAL EQUIPMENT
Parameter PRACTICES E S CARE RIGHTS CARE BLS S
Physical comfort at
the venue 100 75 100 91.67 75 83.33 100 100
Explanation on the
Schedule of
the Training
Programme 91.67 83.33 100 91.67 83.33 91.67 91.67 91.67
Adherence to
Schedule 91.67 75 100 91.67 83.33 91.67 91.67 91.67
Presentation quality 91.67 75 100 91.67 83.33 91.67 91.67 91.67
Level of interaction
with faculty 91.67 75 100 91.67 75 91.67 91.67 91.67
Quality of
presentation content 91.67 83.33 100 91.67 83.33 91.67 91.67 91.67
Relevance of
contents for
on the job
performance 75 75 100 91.67 83.33 91.67 75 75
Quality of study
material / handouts 83.33 75 100 91.67 75 91.67 83.33 83.33
Overall quality of
programme 75 75 100 91.67 83.33 91.67 75 75
AVERAGE 87.96 76.85 100 91.67 80.55 90.74 87.96 87.96
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Graph No: 1 Evaluation for Reaction & Learning of all trainings:
CRITICAL
Quality of presentation content
CARE
PATIENTS'
Level of interaction with faculty RIGHTS
CATHETAR
Presentation quality CARE
PHISIOLOGY
OF HEARTS
Adherence to Schedule
UTI BUNDLE
Explanation on the Schedule of
the Training Programme INFECTION
CONTROLPRACTICES
Physical comfort at the venue
0 20 40 60 80 100 120
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Table No: 14 Evaluation for Overall Feedback Of All Trainings:
Parameter AVERAGE
Physical comfort at the venue 90.625
Explanation on the Schedule of the Training Programme 90.477
Adherence to Schedule 89.585
Presentation quality 89.585
Level of interaction with faculty 88.543
Quality of presentation content 90.626
Relevance of contents for on the job performance 83.333
Quality of study material / handouts 85.416
Overall quality of programme 83.333
92
Presentation quality
86
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EVALUATION OF TRAININGS FOR BEHAVIOUR & RESULT:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 0 1 2 0 7 58.33
Were the relevant skills and knowledge
used? 0 2 0 1 7 58.33
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 1 2 0 7 58.33
Was the change in behaviour and new level
of knowledge sustained? 0 1 2 0 7 58.33
Would the trainee be able to transfer his/her
learning to another person? 0 2 0 1 7 58.33
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 0 1 2 0 7 58.33
After undergoing this training, is the trainee
being able to perform his/her duty in the
organization? 0 0 3 0 6 50
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 0 1 0 2 5 41.67
Is there any improvement in quality of work
he/she performs? 0 0 2 1 5 41.67
Has the training programme benefitted the
organization 0 1 2 0 7 58.33
average 54.165
INTERPRETATION: As per the above table, average percentage for all parameters was
found 54.165%
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Table No: 16 Evaluation for the training of UTI Bundle:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 1 2 0 0 10 83.33
Were the relevant skills and knowledge
used? 3 0 0 0 12 100
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 3 0 0 9 75
Was the change in behaviour and new level
of knowledge sustained? 0 3 0 0 9 75
Would the trainee be able to transfer his/her
learning to another person? 3 0 0 0 12 100
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 2 1 0 0 11 91.67
After undergoing this training, is the trainee
being able to perform his/her duty in the
organization? 0 3 0 0 9 75
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 3 0 0 0 12 100
Is there any improvement in quality of work
he/she performs? 0 3 0 0 9 75
Has the training programme benefitted the
organization 0 3 0 0 9 75
average 88.33
INTERPRETATION: As per the above table, average percentage for all parameters was
found 88.33%
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Table No: 17 Evaluation for the training of Physiology of Hearts:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 0 3 0 0 9 75
Were the relevant skills and knowledge
used? 3 0 0 0 12 100
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 3 0 0 9 75
Was the change in behaviour and new level
of knowledge sustained? 0 3 0 0 9 75
Would the trainee be able to transfer
his/her learning to another person? 3 0 0 0 12 100
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 3 0 0 0 12 100
After undergoing this training, is the
trainee being able to perform his/her duty
in the organization? 1 2 0 0 10 83.33
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 3 0 0 0 12 100
Is there any improvement in quality of
work he/she performs? 2 1 0 0 11 91.67
Has the training programme benefitted the
organization 0 3 0 0 9 75
AVERAGE 87.5
INTERPRETATION: As per the above table, average percentage for all parameters was
found 87.5%
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Table No: 18 Evaluation for the training of Catheter Care:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 1 2 0 0 10 83.33
Were the relevant skills and knowledge
used? 3 0 0 0 12 100
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 3 0 0 9 75
Was the change in behaviour and new
level of knowledge sustained? 0 3 0 0 9 75
Would the trainee be able to transfer
his/her learning to another person? 3 0 0 0 12 100
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 1 2 0 0 10 83.33
After undergoing this training, is the
trainee being able to perform his/her duty
in the organization? 2 1 0 0 11 91.67
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 3 0 0 0 12 100
Is there any improvement in quality of
work he/she performs? 1 2 0 0 12 100
Has the training programme benefitted the
organization 0 3 0 0 9 75
average 88.33
INTERPRETATION: As per the above table, average percentage for all parameters was
found 88.33%
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Table No: 19 Evaluation for the training of Patient’s Rights:
Parameter Rating
4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 1 1 1 0 9 75
Were the relevant skills and knowledge
used? 0 2 1 0 8 66.67
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 1 1 1 6 50
Was the change in behaviour and new
level of knowledge sustained? 1 1 0 1 8 66.67
Would the trainee be able to transfer
his/her learning to another person? 1 1 0 1 8 66.67
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 1 2 0 0 10 83.33
After undergoing this training, is the
trainee being able to perform his/her duty
in the organization? 1 1 1 0 9 75
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 1 2 0 0 10 83.33
Is there any improvement in quality of
work he/she performs? 1 1 1 0 9 75
Has the training programme benefitted the
organization 0 2 1 0 8 66.67
AVERAGE 70.83
INTERPRETATION: As per the above table, average percentage for all parameters was
found 70.83%
31
Table No: 20 Evaluation for the training of Critical Care:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 2 0 1 0 10 83.33
Were the relevant skills and knowledge
used? 1 1 1 0 9 75
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 2 0 1 7 58.33
Was the change in behaviour and new level
of knowledge sustained? 2 0 0 1 9 75
Would the trainee be able to transfer his/her
learning to another person? 2 0 0 1 9 75
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 2 1 0 0 11 91.67
After undergoing this training, is the trainee
being able to perform his/her duty in the
organization? 2 0 1 0 10 83.33
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 1 2 0 0 10 83.33
Is there any improvement in quality of work
he/she performs? 2 0 1 0 10 83.33
Has the training programme benefitted the
organization 1 1 1 0 9 75
AVERAGE 78.33
INTERPRETATION: As per the above table, average percentage for all parameters was
found 78.33%
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Table No: 21 Evaluation for the training of BLS:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 0 1 2 0 7 58.33
Were the relevant skills and knowledge
used? 0 2 0 1 7 58.33
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 1 2 0 7 58.33
Was the change in behaviour and new level
of knowledge sustained? 0 1 2 0 7 58.33
Would the trainee be able to transfer his/her
learning to another person? 0 2 0 1 7 58.33
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 0 1 2 0 7 58.33
After undergoing this training, is the trainee
being able to perform his/her duty in the
organization? 0 0 3 0 6 50
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 0 1 0 2 5 41.67
Is there any improvement in quality of work
he/she performs? 0 0 2 1 5 41.67
Has the training programme benefitted the
organization 0 1 2 0 7 58.33
AVERAGE 54.165
INTERPRETATION: As per the above table, average percentage for all parameters was
found 54.165%
33
Table No: 22 Evaluation for the training of Biomedical Equipments:
Rating
Parameter 4 3 2 1 TOTAL %AGE
Did the trainee put his/her learning into
effect when back on the job? 0 1 2 0 7 58.33
Were the relevant skills and knowledge
used? 0 2 0 1 7 58.33
Was there noticeable and measurable
change in the activity and performance of
the trainee when back in his/her roles? 0 1 2 0 7 58.33
Was the change in behaviour and new level
of knowledge sustained? 0 1 2 0 7 58.33
Would the trainee be able to transfer his/her
learning to another person? 0 2 0 1 7 58.33
Is the trainee aware of his/her change in
behaviour, knowledge, skill level? 0 1 2 0 7 58.33
After undergoing this training, is the trainee
being able to perform his/her duty in the
organization? 0 0 3 0 6 50
After the training, has his/her contributions
towards achieving the goal of the
organization increased? 0 1 0 2 5 41.67
Is there any improvement in quality of work
he/she performs? 0 0 2 1 5 41.67
Has the training programme benefitted the
organization 0 1 2 0 7 58.33
AVERAGE 54.165
INTERPRETATION: As per the above table, average percentage for all parameters was
found 54.165%
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Table No: 23 Evaluation for Behaviour & Result of all trainings:
PHISIOL BIOMEDIC
INFECTION OGY CATHE AL
CONTROL UTI OF TAR PATIENTS' CRITICAL EQUIPMEN
Parameter PRACTICES BUNDLE HEARTS CARE RIGHTS CARE BLS TS
35
Graph No: 3 Evaluation for Behaviour & Result of all trainings:
AVERAGE
0 20 40 60 80 100 120
36
Table No: 24 Overall Evaluation Of All Trainings
PARAMETER AVERAGE
Did the trainee put his/her learning into effect when back on the job? 71.87
Were the relevant skills and knowledge used? 77.08
Was there noticeable and measurable change in the activity and performance of the
trainee when back in his/her roles? 63.54
Was the change in behaviour and new level of knowledge sustained? 67.71
Would the trainee be able to transfer his/her learning to another person? 77.08
Is the trainee aware of his/her change in behaviour, knowledge, skill level? 78.12
After undergoing this training, is the trainee being able to perform his/her duty in the
organization? 69.79
After the training, has his/her contributions towards achieving the goal of the
organization increased? 73.96
Is there any improvement in quality of work he/she performs? 68.75
Has the training programme benefitted the organization? 67.71
AVERAGE
90.00
80.00
70.00
60.00
50.00
40.00
30.00
20.00
10.00
0.00 AVERAGE
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Table No: 25 Overall Effectiveness Of All Trainings Considering Donald
Krickpatrick’s Method Of Training Evaluation:
%AGE OF % AGE
OF %AGE OF
TRAININGS REACTION & BEHAVIOUR EFFECTIVEN
LEARNING & RESULTS ESS
INFECTION
CONTROLPRACTI 87.96 54.165 71.06
CES
PHISIOLOGY OF
100 87.5 93.75
HEARTS
BIOMEDICAL
87.96 54.165 71.06
EQUIPMENTS
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Graph No: 5 Overall Effectiveness Of All Trainings Considering Donald
Krickpatrick’s Method Of Training Evaluation :
%AGE OF EFFECTIVENESS
100
90
80
70
60
50
40
30
20
10
0 %AGE OF EFFECTIVENESS
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CHAPTER-6
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CHAPTER-7
Conclusion:
While preparing this project report, I learnt and also got a practical exposure to many
concepts of “TRAINING & DEVELOPMENT” like Training Needs Analysis, Designing
a Training Programme, Training Evaluation, etc.
I have done this project with reference to Wockhardt Hospitals Ltd., Nashik & found
many facts while working on this project which has added valuable experience in my life.
Perceptions of the status of training & development system & the effectiveness of
training & development system had an impact on how valuable respondents perceived
training & development.
Employee groups in this sample differed in their perceptions of the status &
effectiveness of training & development system & value of training & development
within the organization.
Respondents to this survey believe that training & development system enjoyed a
very high status within the organization & was effective in helping them on the job.
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Recommendations:
More training programmes should be arranged for middle & top level employees
as they indirectly train their subordinates at actual work.
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ANNEXURE – 1
Name : Date:
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ANNEXURE-2
To help us improve the quality of our training, we would appreciate your feedback!
Please TICK the response option that best reflects your evaluation of the training
provided:
Behaviour evaluation:
1.Has the trainee put his/her learning into effect when back on the job?
3.Is there any noticeable and measurable change in the activity and performance of the
trainee when back in his/her roles?
4.Has the change in behaviour and new level of knowledge been sustained?
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5.Is the trainee able to transfer his/her learning to another person?
6.Is the trainee aware of his/her change in behaviour, knowledge, skill level?
Results evaluation:
1.After undergoing this training, is the trainee able to perform his/her duty in the
organization?
2.After the training, has his/her contributions towards achieving the goal of the
organization increased?
Yes, absolutely
3.What is the extent of advancement or change in the trainee after the training, in the
direction or area that was intended?
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5.Has the training programme benefitted the organization by achieving Greater job
satisfaction / Reduction in labour turnover / Reducing wastages of resources / Improved
quality of work life / Improved human relations / Increased profits / Fewer grievances /
Lower absenteeism / Higher employee morale / Fewer accidents ?
Explain:
7.Additional Comments:
HOD's Signature
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BIBLIOGRAPHY
BOOKS REFERRED:
WEBSITE VISITED:
http://www.wockhardthospitals.com/nashik-superspeciality-hospital
http://www.businessballs.com/kirkpatricklearningevaluationmodel.htm
www.citehr.com/research.php?q=krick-patrick-model
http://en.wikipedia.org/wiki/Training_and_development
http://www.google.co.in/search?hl=en&gbv=2&gs_sm=3&gs_upl=3547l16438l0l19172
l18l18l7l0l0l1l296l2343l0.2.8l10l0&q=training%20and%20development%20project&ct
=broad-revision&cd=4&ie=UTF-8&sa=X
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