Human Resource Management

Project

Training and
Development
With Special Reference to Practices Followed at

SAHARA INDIA PARIWAR

PRANAV MALHOTRA
BBS II-C
8097

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PROJECT OVERVIEW

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes
place in structured format. It is concerned with the structure and delivery of
acquisition of knowledge to improve the efficiency and effectiveness of
organization. Therefore, training is a key to optimizing utilization human
intellectual technological and entrepreneurial skills.

There are four phases of training in Sahara India-Training need analysis,

Training design, Training implementation and Training evaluation.
Training evaluation is the most important part of training process which
refers to activities aimed at finding out the effectiveness of training
programme after they are conducted, against the objective for which such
programmes were organized. Training evaluation techniques give us
solution to answer questions like where was the capability level of learners
before the programme and where is it now, what was intended to be
achieved by particular programme and where is really achieved now, and
what is the monitory value of training outcome against the cost incurred for
conducting the training programme. The key issues involve staffing policies
selecting and retaining talented employee, training and development
whilst encouraging employees to be innovative and creative, culture
barriers, and legal frame work. Sahara India Pariwar provides soft skill
development training to their employees. But still they need to work on
providing product/process development training. To evaluate the training
program, questionnaire is the most popular method in Sahara India.
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Training initiatives and programs have become a priority for Human
Resources. As business markets change due to an increase in technology
initiatives, companies need to spend more time and money on training
employees. In today’s business climate employee development is critical to
corporate success and organizations are investing more in their employees
training and development needs.

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 INTRODUCTION OF TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioral change takes
place in structured format.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge

to improve the efficiency and effectiveness of organization. It is concerned
with improving the existing skills and exploring the potential skills of the
individual i.e. upgrading the employees’ skills and extending their
knowledge. Therefore, training is a key to optimizing utilization human
intellectual technological and entrepreneurial skills

Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to

perform various obligations, tasks and functions.

• Developing the employee’s capabilities so that they may be able to

discover their potential and exploit them to full their own and organizational
development purpose.

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• Developing an organizational culture where superior-subordinate
relationship, team work, and collaboration among different sub units are
strong and contribute to organizational wealth, dynamism and pride to the
employees.

Development defined

It helps the individual handle future responsibilities, with less emphasis on

present job duties.

Introduction of 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.

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INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable
the participants to gain skills, learn theoretical concepts and help acquire
vision to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to

operate machines, and use other equipments with least damage and scrap.
This is a basic skill without which the operator will not be able to function.
Employees, particularly supervisors and executives, need interpersonal
skills.

Education: The purpose of education is to teach theoretical concepts and

develop a sense of reasoning and judgment.

Development: It is less skill-oriented but stresses on knowledge.

Knowledge about business environment, management principles and
techniques, human relations, specific industry analysis is useful for better
management of a company.

Ethics: There is need for imparting greater ethical orientation to a training

and development programme. Ethical attitude help managements make
better decisions which are in the interests of the public, the employees and in
the long term-the company itself.

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Attitudinal Changes: Attitude represents feelings and beliefs of
individuals towards others. Attitude affects motivation, satisfaction and job
commitment. Negative attitude need to be converting into positive attitude.
Attitude must be changed so that employees feel committed to the
organization, are motivated for better performance, and derive satisfaction
from their jobs and the work environment.

Decision making and problem solving skills: It focuses on methods

and techniques for making organization decision-making and solving work
related problems.

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IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to develop human intellect and an overall personality of the

employees.

• Productivity – Training and Development helps in increasing the

productivity of the employees that helps the organization further to achieve
its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense

of team work, team spirit, and inter-team collaborations. It helps in
inculcating the zeal to learn within the employees.

• Organization Culture – Training and Development helps to develop

and improve the organizational health culture and effectiveness. It helps in
creating the learning culture within the organization.

• Organization Climate – Training and Development helps building the

positive perception and feeling about the organization. The employees get
these feelings from leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality

of work and work-life.

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• Healthy work-environment – Training and Development helps in
creating the healthy working environment. It helps to build good employee,
relationship so that individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the

health and safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the

work force.

• Image – Training and Development helps in creating a better corporate

image.

• Profitability – Training and Development leads to improved profitability

and more positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e.

Organization gets more effective decision making and problem solving. It
helps in understanding and carrying out organizational policies

• Training and Development helps in developing leadership skills,

motivation, loyalty, better attitudes, and other aspects that successful
workers and managers usually display.

• Optimum Utilization of Human Resources – Training and

Development helps in optimizing the utilization of human resource that

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further helps the employee to achieve the organizational goals as well as
their individual goals.

• Development of Human Resources – Training and Development helps

to provide an opportunity and broad structure for the development of human
resources’ technical and behavioral skills in an organization. It also helps the
employees in attaining personal growth.

• Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at each level.
It helps to expand the horizons of human intellect and an overall personality
of the employee

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 PROCESS OF TRAINING

TRAINING NEED TRAINING

ANALYSIS
DESIGN

TRAINING
PROCESS

TRAINING TRAINING
EVALUATION IMPLEMENTAT
ION

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 1. TRAINING NEED ANALYSIS (TNA)/TRAINING
NEED IDENTIFICATION (TNI)
An analysis of training need is an essential requirement to the design of
effective training. The purpose of training need analysis is to determine
whether there is a gap between what is required for effective performance
and present level of performance.

Training Need arises at three levels:

• Organizational level
• Individual level
• Operational level

Corporate need and training need are interdependent because the

organization performance ultimately depends on the performance of

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itsindividual employee and its subgroup.

Organizational level – Training need analysis at organizational level

focuses on strategic planning, business need, and goals. It starts with the
assessment of internal environment of the organization such as, procedures,
structures, policies, strengths, and weaknesses and external environment
such as opportunities and threats. After doing the SWOT analysis,
weaknesses can be dealt with the training interventions, while strengths can
further be strengthened with continued training. Threats can be reduced by
identifying the areas where training is required. And, opportunities can be

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exploited by balancing it against costs. For this approach to be successful,
the HR department of the company requires to be involved in strategic
planning. In this planning, HR develops strategies to be sure that the
employees in the organization have the required Knowledge, Skills, and
Attributes (KSAs) based on the future KSAs requirements at each level.

Individual level – Training need analysis at individual level focuses on

each and every individual in the organization. At this level, the organization
checks whether an employee is performing at desired level or the
performance is below expectation.

Operational level – Training Need analysis at operational level focuses on

the work that is being assigned to the employees. The job analyst gathers the
information on whether the job is clearly understood by an employee or not.
Based on the information collected, training Need analysis (TNA) is done.

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 2. TRAINING-DESIGN
The design of the training program can be undertaken only when a clear
training objective has been produced. The training objective clears what
goal has to be achieved by the end of training program i.e. what the trainees
are expected to be able to do at the end of their training. Training objectives
assist trainers to design the training program.

The trainer – Before starting a training program, a trainer analyzes his

technical, interpersonal, judgmental skills in order to deliver quality content
to trainers.

The trainees – A good training design requires close scrutiny of the

trainees and their profiles. Age, experience, needs and expectations of the
trainees are some of the important factors that affect training design.

Cost of training – It is one of the most important considerations in

designing a training programme. A training programme involves cost of
different types. These may be in the form of direct expenses incurred in
training, cost of training material to be provided, arrangement of physical
facilities and refreshment, etc.

Training climate – A good training climate comprises of ambience, tone,

feelings, positive perception for training program, etc. Therefore, when the
climate is favorable nothing goes wrong but when the climate is
unfavorable, almost everything goes wrong.

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Page 16
TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is

called training implementation. Training implementation is the hardest part
of the system because one wrong step can lead to the failure of whole
training program. Even the best training program will fail due to one wrong
action. Training implementation can be segregated into:

• Practical administrative arrangements

• Carrying out of the training

Once the staff, course, content, equipments, topics are ready, the training is
implemented. Completing training design does not mean that the work is
done because implementation

phase requires continual adjusting, redesigning, and refining. Preparation is

the most important factor to taste the success. Therefore, following are the
factors that are kept in mind while implementing training program:

The trainer – The trainer need to be prepared mentally before the delivery
of content. Trainer prepares materials and activities well in advance. The
trainer also set grounds before meeting with participants by making sure that
he is comfortable with course content and is flexible in his approach.

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Physical set-up – Good physical set up is pre-requisite for effective and
successful training program because it makes the first impression on
participants. Classrooms should not be very small or big but as nearly square
as possible. This will bring people together both physically and
psychologically. Also, right amount of space should be allocated to every
participant.

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 3. TRAINING EVALUATION

The process of examining a training program is called training evaluation.

Training evaluation checks whether training has had the desired effect.
Training evaluation ensures that whether candidates are able to implement
their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

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 Need of evaluation of Training:

Training cost can be significant in any business. Most organizations are

prepared to incur these cost because they expect that their business to benefit
from employees development and progress. Whether business has benefited
can be assessed by evaluation training.

There are basically four parties involved in evaluating the result of any
training. Trainer, Trainee, Training and Development department and
Line Manager.

• The Trainee wants to confirm that the course has met personal expectations
and satisfied any learning objectives set by the T & D department at the
beginning of the programme.
• The Trainer concern is to ensure that the training that has been provided is
effective or not.
• Training and Development want to know whether the course has made the
best use of the resources available.
• The Line manager will be seeking reassurance that the time hat trainee has
spent in attending training results in to value and how deficiency in
knowledge and skill redressed.

The problem for many organizations is not so much why training should be
evaluated but how. Most of the organizations overlook evaluation because

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financial benefits are difficult to describe in concrete terms.

PROCESS OF TRAINING EVALUATION

Before Training: The learner’s skills and knowledge are assessed before
the training program. During the start of training, candidates generally
perceive it as a waste of resources because at most of the times candidates
are unaware of the objectives and learning outcomes of the program. Once
aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning
style

During Training: It is the phase at which instruction is started. This phase

usually consist of short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are
assessed again to measure the effectiveness of the training. This phase is
designed to determine whether training has had the desired effect at
individual department and organizational levels. There are various
evaluation techniques for this phase.

Techniques of evaluation

The various methods of training evaluation are:

• Observation

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• Questionnaire

• Interview

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COMPANY‘S PROFILE

Sahara India- a corporate, which believe that quality, is never an accident it

is a result of planning, team work and a commitment of excellence. Sahara
India Pariwar is a multi-business conglomerate with diversified business
interest that includes finance, real estate, media & entertainment, tourism &
hospitality, and service & trading.

Sahara India Pariwar

Year 1978 in Gorakhpur, 2005, headquarter in

India lucknow India
Workers 3 9.10 lack
Dependents 15 45.50 lack
Asset 2000 Over 50,000 crore
Establishments 1 1707
No Trade union
No owner

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Important points

• The employees at Sahara India Pariwar greet each other by saying

“Sahara Pranam”
• Every year, republic day and independence day is celebrated as Bharat
Parv ( national festival) and Sahara India Pariwar celebrates it as the
biggest event of the pariwar (family).
• Sahara India Pariwar has been the official sponsors of the Indian cricket
team and Indian hockey team.
• Sahara India Pariwar in often referred as the world’s largest family
• 910,000 workers/ employees and no trade union
• Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s
largest pillar less clear-to-sky dome of its kind
• Holds the Guinness world record for planning 125,256 trees by 1400
volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city
• Hold the record in India for 25%-50% hike in the gross salary of all of its
employees at one go.
• Conducts mass marriage ceremony of 101 underprivileged girls every
year
• Subrato Roy Sahara is also referred as “Saharasri”

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 SAHARA INDIA PARIWAR

OVERVIEW

Sahara India Pariwar is a major entity on the corporate scene having

diversified business interests that include Finance, Infrastructure & Housing,
Media & Entertainment, Consumer Products, Manufacturing, and Services
& Trading.

Quality is our essence and we, at Sahara India Pariwar , have always
stressed on the Qualitative aspect. Consequently in this run for quality,
quantity has always pursued us. We look forward to reaching the zenith and
reaffirm our commitment to the process of sound nation-building.

CORE COMMITMENTS – HR Guidelines at Sahara

• Emotion
• Discipline
• Duty
• No discrimination
• Quality
• Give respect
• Self-respect
• Truth
• Collective Materialism

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• Religion
• Absolute Honesty

Profit Sharing at SAHARA

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Page 27
KARTAVYA COUNCIL AT SAHARA

What
A commitment of Sahara India Pariwar to the genuine needs and rights of
anybody & everybody - Be it to a depositor, newspaper reader, consumer....
all business associates and Sahara India Family Members.

Need
India needs effective consumer protection and protection of workers'
genuine rights. There are various agencies, promising protection & action.
But no external body can provide justice unless the company becomes
'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION
POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature.

Motto
“We not only believe but practice NO DISCRIMINATION, JUSTICE &
HIGH QUALITY - means enthusiastic, productive performance of duty
"KARTAVYA' towards the consumer', workers' genuine satisfaction.”

Aim
To provide justice - be it a matter of the tiniest imperfection or injustice in
our COMMITMENT - products or services. direct or indirect, short term or
longterm.

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 BUSINESS ENTITIES

SAHAR
A
INDIA
PARIW
AR

Infrastructure Media and Consumer Manufacturin Services

Finance
and housing entertainment products g and Trading

Page 29
 TRAINING
DEVELOPMENT
FUNCTIONS IN
SAHARA INDIA
PARIWAR

Page 30
 TEAM-HEAD

TNI
Training calander
Training budget
Training feedback
Training manuals
Approvals/concept paper
PDW
CCT-2009
CCT Networking

TEAM
TEAM TEAM MEMBER3
MEMBER 1 MEMBER 2 TEAM
Training MEMBER4
IT support Module design initiative
Project/Summer Module Internal Library mgmt
training development External Books
Induction Internal TNI Concept Journal
manual/ppt External TNI Development Newspaper
PD e-manual Product/Process Write-ups& Dak(In/out)
CCT-2009 Training Briefing database
Training feedback Oorja Training Record
or Project/Summer Evaluation Maintenance
evaluation training PD e-manual Admin follow
Admin task HRIS support Oorja Up
Database Best HR Project/summe Bulletin/Board
management practices r training management
MIS-T&D Bulletin/Board
Management Page 31
-Source Sahara Website.

The major activities performed by the Training and Developing function in

Sahara India Pariwar are as follows:

(1) Training needs identification/ assessment:

From employees through interviews, questionnaires, etc. and secondly

through HOD recommendation.

TNI
IN
SAHARA
INDIA
PARIWA
R

HOD TNI
RECMMEND EXERCISE/SU
ATION RVEY

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(2) Training (Internal/External):
Training depends upon its scope, whether needs of the training can be met
within the organization or whether has to be taken to an environment outside
the organization.

(3) Certified corporate trainer: Certified corporate trainers are the

employees of the company itself. It is their voluntary involvement. If they
feel like in their service tenure that they can, for some time, train the
employees of the company on the base of their experience, then send in their
CVs and on approval by the respective authority, become certified corporate
trainers.

(4) Types of training given in Sahara India Pariwar:

• Induction/Orientation training
• Soft skill development training
• Project training

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INDUCTION/ORIENTATION TRAINING

These terms are interchangeably used to give a friendly welcome to the new
employees as members of the organization so also to introduce the new
employee with the available installations (plant and machineries, systems),
work norms, organizational objectives and the job position of the employee.

SOFT SKILL DEVELOPMENT TRAINING

Modules of soft skill development training in Sahara India

Pariwar:

 Personality and positive attitude

 Business communication
 Team building and leadership
 Stress management and work-life balance
 Business etiquettes and corporate grooming

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 STRESS MANAGEMENT & WORK LIFE BALANCE
OF ALL EMPLOYEES

Background
During the last 20 years, the nature of jobs across globe has changed
substantially resulting in jobs becoming less and less physically demanding.
Coupled with this, the change in life style, has led to stress level increasing
day by day, both at work place and at home. It is therefore of utmost
importance to understand the various transients affecting health and fitness
levels of individuals. In view of this, the module will help to take a proactive
approach to stress management in order to establish a work environment that
is healthy, stress-free and fit.

SAHARA’s Objective of the program

To understand and help manage the stress level, its symptoms and various
impacts and to develop
a better work life balance strategies for leading a better life.

Coverage of the program

• Impact of stress
• Managing Stress
• ABC Strategy

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BUSINESS ETIQUETTE & CORPORATE GROOMING

Self –improvement and self –development has become imperative for

survival in the changing and competitive environment. Business Etiquette is
a very important factor in determining the success or failure of a business or
a person. This module will guide to enhance the focus for Business Etiquette
& Corporate Grooming.

Objective of Corporate Grooming at Sahara

To understand the importance of Corporate grooming, Power Dressing and
how to make our body language effective in order to enhance personal
effectiveness with good manners and etiquettes in order to succeed in your
business, be liked by people and maintain good relationships with clients,
customers and employees.
Coverage of the corporate grooming Training Program.

• Business etiquette
• Corporate grooming
• Corporate ground rules
• Social niceties
• Work norm
• Meeting protocol
• Dining etiquette

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PROJECT TRAINING

Project trainings are the time-to-time held training sessions held by the
organization and with the help of experienced and learned employees to
train students outside the organizations, in various practical fields, for the
accomplishments of their compulsory projects

(5) Training evaluation:

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PERSONALITY & POSITIVE ATTITUDE AFFIRMATION

Objective of the Program

To understand the concept of Personality & positive attitude in relation to

organizational success.

About the Program

Personality as a whole cannot be defined without the positive attitude. It is
the positive attitude of a person that plays an important role in various
decision making process and reaction to responsibilities and challenges in
work and life. The module has been developed to help the individual to
develop the understanding that how individual personalities can influence
the organizational development & the organizational success.

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KEY POINTS IN UNDERSTANDING THE T&D AT
SAHARA

• Mostly all the kartavyayogis of corporate HR are well aware of the

role and importance of the training They are self motivated to attend
such training program as it will result in their skill enhancement &
improving their interpersonal skill.

• Corporate HR, Sahara India Pariwar , time to time training is provided

to all the kartavyayogis and it is continuous process.

• Two types of training is provided to the kartavyayogis by Corporate

HR Sahara India Pariwar -induction training and soft skill
development training.

• Questionnaire is the most popular mean of evaluating the training

program in Sahara India Pariwar.

• Most of the kartavyayogis feel that interview is the most appropriate

method of evaluating the training program.

• Post training evaluation focus on result rather than on the effort

expended in conducting the training and it worth the time, money and
effort.

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• Most of the participants are benefitted by giving feedback after
attended the training. It motivated them to do better, helped them to
increase their job performance and is an aid to future planning.

• In Sahara India Pariwar, post training evaluation is used to identify

the effectiveness and valuation of training program, to identify the
ROI(return on investment), to identify the need of retraining and to
provide the points to improve the training.

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 CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge,

expertise and skill relevant for performing excellently within a specific
functional department. This competence insures that technical knowledge is
both present and used within a firm for the welfare of its stake-holders. To
develop this competence regular Training and Development is required

Therefore, Training initiatives and programs have become a priority for

Human Resources. As business markets change due to an increase in
technology initiatives, companies need to spend more time and money on
training employees. In today’s business climate employee development is
critical to corporate success and organizations are investing more in their
employees training and development needs.

Training evaluation is the important part of training process. It provides a

feedback and help the sponsors and the resource persons for improvement at
the level of individual performance and in the strategy formulation for
training and development. Post training evaluation can be used to identify
the effectiveness and valuation of training programme, to identify the ROI
(return on investment), to identify the need of retraining and to provide the
points to improve the training.

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 BIBLIOGRAPHY

1. BOOKS/MAGAZINES:
• Human Resource Management by L. M. Prasad
• Human Resource Management by Dipak. k. Bhattacharya
• Human Resource Management by K. Ashwathapa

2. WEBSITES:
• http://www.sahara.co.in
• http://www.sahara.org
• http://www.managementhelp.org/search/management_help_search.ht
ml?zoom_query=training+and+development

• http://www.inc.com/magazine/19930201/3393_pagen_7.html

• http://humanresources.about.com/od/trainingtrends/Future_Education
_and_Training_Trends.htm

• http://humanresources.about.com/od/training/Training_Development_
and_Education_for_Employees.htm

• http://traininganddevelopment.naukrihub.com/

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