SYNOPSIS

ON

Impact of Training and Development program conducted in

Organisation (At Global Edge Software)
Working Title
To Study the impact of training and development program conducted in organisation.

Purpose
Training CAN accomplish many things. 

1. It can help people learn the new skills that are required to meet new expectations,
both formal and informal

2. Training can help people accept the challenge of their evolving jobs.

3. Build a common understanding of the organization's purpose.

4. Show management's commitment and loyalty to  employees

5. Develop people so they can increase their   responsibilities and contribute to the
organization in new ways.

What Training Cannot Do.?

1. Training cannot do many things.  Training, on its own, cannot change ineffective
employees into effective ones.  It is unlikely to address ALL the causes of poor
performance.  Limited training also will not turn a poor supervisor or manager into
an effective one, unless it is coupled with ongoing coaching from above.

2. Training will not erase problems that occur because of poor structuring of work,
mismatching of work with the person, unclear authorities and responsibilities or
other organizationally related issues.

Kirkpatrick's Four Levels of Training Evaluation

Level 1:- Evaluation – Reactions

Just as the word implies, evaluation at this level measures how participants in a training
program react to it. It attempts to answer questions regarding the participants' perceptions
- Did they like it? Was the material relevant to their work? This type of evaluation is often
called a “smile sheet.”
 According to Kirkpatrick, every program should at least be evaluated at this level to provide
for the improvement of a training program. In addition, the participants' reactions have
important consequences for learning (level two). Although a positive reaction does not
guarantee learning, a negative reaction almost certainly reduces its possibility.

Level 2:- Evaluation – Learning

To assess the amount of learning that has occurred due to a training program, level two
evaluations often use tests conducted before training (pretest) and after training (post test).

Level 3:- Evaluation – Transfer

This level measures the transfer that has occurred in learners' behavior due to the training
program. Evaluating at this level attempts to answer the question - Are the newly acquired
skills, knowledge, or attitude being used in the everyday environment of the learner?

Level 4:- Evaluation- Results

• This level measures the success of the program in terms that managers and
executives can understand -increased production, improved quality, decreased costs,
reduced frequency of accidents, increased sales, and even higher profits or return on
investment.

• From a business and organizational perspective, this is the overall reason for a
training program, yet level four results are not typically addressed.

• Determining results in financial terms is difficult to measure, and is hard to link

directly with training.

Based on such a background, this research will be using the model developed by Kirkpatrick,
as the tool to identify the specific problems and impact on the organisation and to make
recommendations, if appropriate, for improvement.

Aim
To analyze the present Training and Development system in the organisation and to
determine standards for the indexes like- cost of labour, quantity of output (productivity),
quality of output, waste, and equipment use and repairs and to evaluate the general
effectiveness of training programs.

Activities
1. First understand the organisation- skills, style and training needs.
2. Understand the trainee’s job. Identify the essential and desirable job skills that affect
performance and results.
 3. Assess the trainee’s skills, style, attributes, situation, and especially their learning
style.
4. Agree and explain everything with the other person. Keep doing it.
5. Identify and agree development priorities – the basic training plan.
6. Break down each skill to train. Identify and agree elements and standards of each
part (not too many at once). Assess and agree current ability per element.
7. Identify and agree tasks, activities and/or objectives to train each element to the
required standard.
8. Implement follow-up, review. Encourage, measure, record and support. Adjust the
plan and priorities if appropriate. Continue positive, ongoing recorded review.

Primary Data
For obtaining the Primary data for my project, I propose to use two research instruments i.e,
Questionnaire and structured interviews:

A. Questionnaire
i. Sample size : 25
ii. Sample composition
Export manager/staff : 5
Head of departments/senior staff : 5
Supervisors/workers : 10
Past Employees : 5
B. Structured interviews
i. Sample size : 10
ii. Sample composition
Export manager/Staff : 2
Head of departments/senior staff : 2
Supervisors/Workers : 2
Past Employees : 2

Secondary Data
I propose to get the secondary data from Internet, Magazines and Journals.
Proposed Contents of Project
Chapter 1 – Introduction

Chapter 2 – Objective and Scope

Chapter 3 – Methodology

Chapter 4 – Data Collection

Chapter 5 – Data Analysis

Chapter 6 – Findings

Chapter 7 – Recommendations

Chapter 8 – Conclusion

Appendices and Annexure

Bibliography