Research Project-2003 Final
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TRAINING MAY/15/2009 PROGRAMME S CONDUCTED BY COMPANIES DECLARATION FOR MIDDLE LEVEL This project report entitled study of competitor analysis has been MANAGEMEN submitted to G.I.D.C Roffel Business School, Vapi in partial fulfillment of P.G.D.M. Degree. T RESEARCH REPORT
Submitted To : Miss Vibha Goyal
Submitted By : Zainab Kapasi Priyank Thakkar
Rinsha Abraham (1st year PGDM Students of G.I.D.C ROFFEL BUSINESS SCHOOL)
Here by we, undersigned that this project report has been completed by us under the guidance of Ms.Vibha Goyal (faculty member, G.I.D.C Rajju Shroff roffel Business School, Vapi).
Study of this Project Report is entirely resulting of our own efforts and research is original in nature. This Project Report is not
Page 2 of 20
submitted either in part or whole to any other institute or university for any other degree.
Place: Vapi Date: __________ Priyank Thakkar Rinsha Abraham Zainab Kapasi
Acknowledgments The
satisfaction which accompanies the successful completion of any task is incomplete without the mention of names of those people who made it possible.
At
the outset, we are immensely thankful to Dr. Ramchandran sir, Director, GRBS for providing us with the infrastructure and appropriate facility for successful completion of our work.
Page 3 of 20
We are at loss of words while thanking Ms. Vibha Goyal, for giving us the opportunity to learn through practical application in such an innovative way. Her esteemed guidance and criticism with constant encouragement and motivation are sincerely thanked. We extend our sincere thanks to the selected companies HR Managers to cooperate with us and share their valuable information and experience about their training criteria of their respective companies. We express our heartfelt gratitude to our all friends for helping us in some or the other way. Finally, we are greatly thankful to each and every individual who has been associated with our project work including those whom we may have inadvertently failed to mention.
T hanking you, Priyank Thakkar Rinsha Abraham Zainab Kapasi
Index
Page 4 of 20
Titles Introduction
Page no. 5
Sampling design
6
Research design
7
Secondary data Findings Conclusion Appendices Bibliography Thanking note
8 10 14 15 18 19
Introduction
Page 5 of 20
Objective: The objective of our research project is to know the importance of training in companies and to know how training lead to the productivity and efficiency of the managers.
Executive summary: We have conducted our research on “Training programmed conducted by companies for the middle level management”. We have used questionnaire and secondary data as a tool. Our sample size is 10 companies selected through judgment sampling and conducted door-to-door and telephone survey. By evaluating primary data we came across that all selected companies has given prime importance to training and it has definitely enhanced the performance of their middle managers and ultimately the companies had been the most beneficiary. They are conducting trainings through different methods and mostly their budget is above 1 lakh. Thus this gives us the idea that training is one of the most basic and important need of the companies.
Page 6 of 20
RESEARCH METHODOLOGY
Sampling design:
Sample size:
10 Companies
Target population: Renowned Companies/NGO
Page 7 of 20
Research design: “Training programmed conducted by companies for the middle level management” is a Qualitative research. The data collection instrument is undisguised structured questionnaire. We have conducted door-to-door survey and telephone survey of HR managers. We also have studied secondary data for getting some more knowledge.
Page 8 of 20
Secondary data: MIDDLE MANAGEMENT:
The role of the middle manager has become all the more crucial simply because they are the liaison between the frontline staff and senior management.
If top management is described as “thinkers,” then middle management represents the “doers.”
They have the capability to make or break the company as they harness the potential of the entire staff in their effort to achieve organizational goals.
TO P
MIDDLE
LOW
Page 9 of 20
MIDDLE MANAGERS’ JOB TITLES INCLUDE: General Manager Plant Manager Regional Manager Divisional Manager
TRAINING:
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.
Page 10 of 20
FINDINGS Identification of training needs:
According to our survey, some companies identified their training needs through “Performance Appraisal System”, while some other companies focus upon competencies required for a particular job and project.
They analyze their training needs and visualize the importance of training and development and thus have targets to maintain in reference to the market.
Mostly all the companies had a training calendar/schedule, which specified different trainings
Page 11 of 20
to be given to middle management as per their need/requirement and also availability of time. Mostly all companies conducted training on monthly or quarterly basis, but it was not very certain that fixed number of trainings to be given in a particular month, it was mostly based as per their needs.
Different trainings given to middle level management:
TYPES OF TRAININGS
NO. OF COMPANIE S
Management training
3
Behavior development training
5
Skill development training
10
Knowledge development
3
Process design and development training
9
Page 12 of 20
Different modes of conducting training:
Modes of conducting training
No. of companies
On-line
1
Video-conferencing
2
Workshop
6
Coaching
7
Seminars
9
Conference (discussion)
8
Page 13 of 20
Annual budget spend on training:
Budget spend Above 25,000
No. of companie s 0
25,00050,000
0
50,0001,00,000
2
Above 1,00,000
8
Page 14 of 20
Conclusion
By evaluating our Primary data, we can say that most of the companies identify their training needs based on the competencies required for the particular job and project, and also some companies analyze through “Performance Appraisal System”.
All companies had their planned training schedule and their time interval of training was basically monthly or quarterly, but it was not certainly fixed, it changed according to need and time availability.
Page 15 of 20
The 2 most important training which all companies focused were Technical and Soft Skill Training.
Mostly all companies conducted training through Seminars, Conference (discussion), Workshop, and also some companies used video-conferencing and online as one of their mode and some companies were planning for the same.
They evaluated their training by evaluating the enhanced performance and improvement in their middle management and also ultimately how it was beneficial for their organization at whole. About 80% of companies has their annual budget above 1,00,000 lakh and some companies budget was around 10,00,000 lakhs.
Thus by obtaining this valuable information, we can certainly say that training is one of most fundamental, significant and vital need of the companies to achieve and maintain their set goals and to remain up-to-date with the market needs and to maintain their position in this competitive market environment.
Appendices QUESTIONNAIRE Sir/Madam, We are the students of PGDM, GIDC ROFEL BUSINESS SCHOOL and as a part of curriculum; we are working on a Research Project on “Training programme conducted by companies for middle level management” using survey as a tool for data collection. We would be grateful if you could spare a few minutes to fill up this questionnaire. Note: Put a tick mark in front of your option.
Page 16 of 20 We hereby assure that information given by you will be confidential. Zainab Kapasi Priyank Thakkar Rinsha Abraham
Company Name:
_____________________________________________
Company Address: ___________________________________________ ___________________________________________ Name of the Respondent: ______________________________________ Designation: _____________________________ E-mail ID: ________________________________ Contact Number: __________________________
1) How do you identify training needs? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
2) At what time interval do you give training? Monthly
Half yearly
Quarterly
Yearly
Page 17 of 20
3) Do you have training calendar / schedules?
YES
NO
4) Which type of training do you consider necessary for your company/industry?
Management Training development
Behavior development
Knowledge
Skill development
Process design and development
5) What is the mode of conducting training? On-line Video-conferencing Workshop (Discussion)
Coaching Seminars Conference
6) Which different trainings are given to different departments in your company?
______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________
Page 18 of 20 ______________________________________________________________________________ ____
7) On what criteria do you evaluate the training? Training lead to improvements in the employee Application of learning on the job leads to enhanced performance Training lead to better results for the organization Others (please specify) ________________________________________
8) There is adequate emphasis on developing managerial capabilities of the managerial staff through training. Not at all true Somewhat true
A little true True to a great
extent Very true 9) Managers utilize and benefit from the training programmes. Not at all true Somewhat true
A little true True to a great extent
Very true 10) Nearly how much amount do you spend annually on training? Above 25,000
25,000 - 50,000
50,000 - 75,000
Above 1, 00,000
Page 19 of 20
Bibliography Secondary data sources: 1) http://www.achievemax.com/blog/2008/06/09/middlemanagement/ 2) http://appraisals.naukrihub.com/employee-trainingassessment.html 3) http://images.google.co.in
Primary data sources: Sr. N Name of the company o .
Name of the respondent
1
Micro inks
Mr. Umesh Sharma
2
Maa Foundation
Mr. Amit Mehta
Page 20 of 20
3
Ram Ratan Kabels
Mr. Rajeev Bhargav
4
Zandu Pharmaceuticals
Mr. Arun Desai
5
United Phosphorus Ltd.
Mr. Ajay
6
Aarti Industries
Mr.Omveer Singh
7
Blue Star
Mr. Utkarsh Desai
8
Richter Themis Medicare Pvt. Ltd.
Ms. Satya
9
Raymond Ltd.
Mr. Sunil Kaud
10
Reliance Ltd.
Mr. Murlidhar Rao
THANK YOU
Submitted To : Miss Vibha Goyal
Submitted By : Zainab Kapasi Priyank Thakkar
Rinsha Abraham (1st year PGDM Students of G.I.D.C ROFFEL BUSINESS SCHOOL)
Here by we, undersigned that this project report has been completed by us under the guidance of Ms.Vibha Goyal (faculty member, G.I.D.C Rajju Shroff roffel Business School, Vapi).
Study of this Project Report is entirely resulting of our own efforts and research is original in nature. This Project Report is not
Page 2 of 20
submitted either in part or whole to any other institute or university for any other degree.
Place: Vapi Date: __________ Priyank Thakkar Rinsha Abraham Zainab Kapasi
Acknowledgments The
satisfaction which accompanies the successful completion of any task is incomplete without the mention of names of those people who made it possible.
At
the outset, we are immensely thankful to Dr. Ramchandran sir, Director, GRBS for providing us with the infrastructure and appropriate facility for successful completion of our work.
Page 3 of 20
We are at loss of words while thanking Ms. Vibha Goyal, for giving us the opportunity to learn through practical application in such an innovative way. Her esteemed guidance and criticism with constant encouragement and motivation are sincerely thanked. We extend our sincere thanks to the selected companies HR Managers to cooperate with us and share their valuable information and experience about their training criteria of their respective companies. We express our heartfelt gratitude to our all friends for helping us in some or the other way. Finally, we are greatly thankful to each and every individual who has been associated with our project work including those whom we may have inadvertently failed to mention.
T hanking you, Priyank Thakkar Rinsha Abraham Zainab Kapasi
Index
Page 4 of 20
Titles Introduction
Page no. 5
Sampling design
6
Research design
7
Secondary data Findings Conclusion Appendices Bibliography Thanking note
8 10 14 15 18 19
Introduction
Page 5 of 20
Objective: The objective of our research project is to know the importance of training in companies and to know how training lead to the productivity and efficiency of the managers.
Executive summary: We have conducted our research on “Training programmed conducted by companies for the middle level management”. We have used questionnaire and secondary data as a tool. Our sample size is 10 companies selected through judgment sampling and conducted door-to-door and telephone survey. By evaluating primary data we came across that all selected companies has given prime importance to training and it has definitely enhanced the performance of their middle managers and ultimately the companies had been the most beneficiary. They are conducting trainings through different methods and mostly their budget is above 1 lakh. Thus this gives us the idea that training is one of the most basic and important need of the companies.
Page 6 of 20
RESEARCH METHODOLOGY
Sampling design:
Sample size:
10 Companies
Target population: Renowned Companies/NGO
Page 7 of 20
Research design: “Training programmed conducted by companies for the middle level management” is a Qualitative research. The data collection instrument is undisguised structured questionnaire. We have conducted door-to-door survey and telephone survey of HR managers. We also have studied secondary data for getting some more knowledge.
Page 8 of 20
Secondary data: MIDDLE MANAGEMENT:
The role of the middle manager has become all the more crucial simply because they are the liaison between the frontline staff and senior management.
If top management is described as “thinkers,” then middle management represents the “doers.”
They have the capability to make or break the company as they harness the potential of the entire staff in their effort to achieve organizational goals.
TO P
MIDDLE
LOW
Page 9 of 20
MIDDLE MANAGERS’ JOB TITLES INCLUDE: General Manager Plant Manager Regional Manager Divisional Manager
TRAINING:
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development.
Page 10 of 20
FINDINGS Identification of training needs:
According to our survey, some companies identified their training needs through “Performance Appraisal System”, while some other companies focus upon competencies required for a particular job and project.
They analyze their training needs and visualize the importance of training and development and thus have targets to maintain in reference to the market.
Mostly all the companies had a training calendar/schedule, which specified different trainings
Page 11 of 20
to be given to middle management as per their need/requirement and also availability of time. Mostly all companies conducted training on monthly or quarterly basis, but it was not very certain that fixed number of trainings to be given in a particular month, it was mostly based as per their needs.
Different trainings given to middle level management:
TYPES OF TRAININGS
NO. OF COMPANIE S
Management training
3
Behavior development training
5
Skill development training
10
Knowledge development
3
Process design and development training
9
Page 12 of 20
Different modes of conducting training:
Modes of conducting training
No. of companies
On-line
1
Video-conferencing
2
Workshop
6
Coaching
7
Seminars
9
Conference (discussion)
8
Page 13 of 20
Annual budget spend on training:
Budget spend Above 25,000
No. of companie s 0
25,00050,000
0
50,0001,00,000
2
Above 1,00,000
8
Page 14 of 20
Conclusion
By evaluating our Primary data, we can say that most of the companies identify their training needs based on the competencies required for the particular job and project, and also some companies analyze through “Performance Appraisal System”.
All companies had their planned training schedule and their time interval of training was basically monthly or quarterly, but it was not certainly fixed, it changed according to need and time availability.
Page 15 of 20
The 2 most important training which all companies focused were Technical and Soft Skill Training.
Mostly all companies conducted training through Seminars, Conference (discussion), Workshop, and also some companies used video-conferencing and online as one of their mode and some companies were planning for the same.
They evaluated their training by evaluating the enhanced performance and improvement in their middle management and also ultimately how it was beneficial for their organization at whole. About 80% of companies has their annual budget above 1,00,000 lakh and some companies budget was around 10,00,000 lakhs.
Thus by obtaining this valuable information, we can certainly say that training is one of most fundamental, significant and vital need of the companies to achieve and maintain their set goals and to remain up-to-date with the market needs and to maintain their position in this competitive market environment.
Appendices QUESTIONNAIRE Sir/Madam, We are the students of PGDM, GIDC ROFEL BUSINESS SCHOOL and as a part of curriculum; we are working on a Research Project on “Training programme conducted by companies for middle level management” using survey as a tool for data collection. We would be grateful if you could spare a few minutes to fill up this questionnaire. Note: Put a tick mark in front of your option.
Page 16 of 20 We hereby assure that information given by you will be confidential. Zainab Kapasi Priyank Thakkar Rinsha Abraham
Company Name:
_____________________________________________
Company Address: ___________________________________________ ___________________________________________ Name of the Respondent: ______________________________________ Designation: _____________________________ E-mail ID: ________________________________ Contact Number: __________________________
1) How do you identify training needs? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
2) At what time interval do you give training? Monthly
Half yearly
Quarterly
Yearly
Page 17 of 20
3) Do you have training calendar / schedules?
YES
NO
4) Which type of training do you consider necessary for your company/industry?
Management Training development
Behavior development
Knowledge
Skill development
Process design and development
5) What is the mode of conducting training? On-line Video-conferencing Workshop (Discussion)
Coaching Seminars Conference
6) Which different trainings are given to different departments in your company?
______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________
Page 18 of 20 ______________________________________________________________________________ ____
7) On what criteria do you evaluate the training? Training lead to improvements in the employee Application of learning on the job leads to enhanced performance Training lead to better results for the organization Others (please specify) ________________________________________
8) There is adequate emphasis on developing managerial capabilities of the managerial staff through training. Not at all true Somewhat true
A little true True to a great
extent Very true 9) Managers utilize and benefit from the training programmes. Not at all true Somewhat true
A little true True to a great extent
Very true 10) Nearly how much amount do you spend annually on training? Above 25,000
25,000 - 50,000
50,000 - 75,000
Above 1, 00,000
Page 19 of 20
Bibliography Secondary data sources: 1) http://www.achievemax.com/blog/2008/06/09/middlemanagement/ 2) http://appraisals.naukrihub.com/employee-trainingassessment.html 3) http://images.google.co.in
Primary data sources: Sr. N Name of the company o .
Name of the respondent
1
Micro inks
Mr. Umesh Sharma
2
Maa Foundation
Mr. Amit Mehta
Page 20 of 20
3
Ram Ratan Kabels
Mr. Rajeev Bhargav
4
Zandu Pharmaceuticals
Mr. Arun Desai
5
United Phosphorus Ltd.
Mr. Ajay
6
Aarti Industries
Mr.Omveer Singh
7
Blue Star
Mr. Utkarsh Desai
8
Richter Themis Medicare Pvt. Ltd.
Ms. Satya
9
Raymond Ltd.
Mr. Sunil Kaud
10
Reliance Ltd.
Mr. Murlidhar Rao
THANK YOU
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