PROJECT TITLE: TRAINING NEED ANALYSIS AND EVALUATING TRAINING EFFECTIVENES SAT BHEL, HARIDWAROBJECTIVES: To assess how the

organizational objectives will be realized through thedelivery of a staff training programme that will focus on improved and/orchanged skills, knowledge and/or attitudes of those directly involved oraffected by the change To understan d the process and importance of measuring trainingeffectiveness in the organization To measure t he expressed needs of training effectiveness at work place fromthe individual To find out the obstacles in the proper utilization and increase theeffectiveness of Training programs and try to suggest remedia l measures whereverpossible.SCOPE OF STUDY : Study of the Training policy and various devel opment programs beingconducted at BHEL, Haridwar. To find out how much the employees perceive these training programs to be effective and beneficial. To find out to what degree is the Training giv en to these employeescatering to their general as well as specific needs.WHAT BENEFITS WILL IT H AVE FOR THE ORGANIZATION?A Training Need Assessment study will help the organization To pin point if training will make a difference in productivity and the bottomline.To decide what specific traini ng each employee needs and what will improve theirjob performance.To differentiate between the need fo r training and organizational issues. Performing a training gap or needs analysis involves comparing what a personknows with what they ne ed to know in the context of their particular jobfunctions. Performing a gap analysis helps to elimina te over and under trainingand in so doing increases training effectiveness and efficiency.Measuring Train ing Effectiveness will help the organizationHave a wellstructured measuring system in place which can h elp the organizationdetermine where the problem lies. This will provide the organization with anidea of where it sits in terms of training system effectiveness and in giving itthe structure the administration need to construct a roadmap for improvement.This project will help in finding out the obstacles in the prope r utilizationand increase the effectiveness of Training programs and try to suggest remedialmeasures wh erever possible.WHY BHEL?BHEL has always been ahead with their innovating HR practices. Thrust to developand nurture the participative culture in the Company has continued since long. Human Resource Development has always been the focus area in BHEL. Workshopshave been conducted from time to time for Supervisors and Executives onEnhancingOrganisational Effectiveness. The objective of the workshop was to bring aboutbetter understanding and appreciation of the issues being faced both by t heCompany and the employees. The Training system at BHEL has always been exemplary. During 200203, 40466participants were exp osed to different training programs in various trainingCenters at Units as well as at apex level in NOIDA. Besides, 3700 ActApprentices and 1300 Technician Apprentices were also provided with train ing at BHELs Units, as part of fulfillment of its social obligation towards thesociety. Also, towards its ong oing efforts for higher customer satisfaction,around 1100 customers' personnel were provided training i nputs on its productsat Training Centers in the Units. Thus an opportunity to study at BHEL will bebot h enlightening and enriching. INTRODUCTION An organization either Business or Industrial Enterprises, needs many factorsfor itsgrowth, further deve lopment and for its very survival. The most importantfactors areCapital, Materials, Machineries and Human Resources as the success or failure ofanyorganization depends on the effective combination of the se factors. Managing allotherfactors are comparatively easier than managing Human Resources. The Hu manResources are most important and need to be handled carefully. Since all theotherfactors are handl ed by the human resources, they have to be trained in aeffective manner to utilize the resources at op timal level to get the desiredoutput and thereby to reach the organization goals. The effective combinati on ofall these factors results to way for success.Training is defined as learning that is provided in order to improve performanceon thepresent job. A person's performance is improved by showing her how to mast

er anew or established technology. The technology may be a piece of heavy machinery,a computer, a pro cedure for creating a product, or a method of providing aservice.Oliver Sheldon says No industry can rendered efficient so long as the factremainsunrecognized that the in principally human not a ma ss of machines andtechnical process but a body of men. If manpower is properly utilized it causesthe in dustry to run at its maximum optimization getting results and also workfor as an climax for industrial a nd group satisfaction in the relation to thework formed. Competitive advantage is therefore depend on the knowledge andskill possessed by employee more than the finance or market structure byorgani zation.The employee training not only serves the purpose to develop their employers butalso safe guard organizational objectives of survival and success throughcompetitive advantages. The training functio n now popularly called as HumanResourceIn recent years, the scope of Training and Development has broadened from simplyproviding training programs to facilitating learning throughout the organizationin a widevariety of ways. There is increasing recognition that employees can and shouldlearncontinuously, and that they can learn from experience and from each other aswell as from formally structured trai ning programs. Nevertheless, formaltraining is still essential for most organizations or teach them how t o performin their initial assignment, to improve the current performance of employees whomay not be w orking as effectively as desired, to prepare employees for futurepromotions and increased responsibiliti es. The Computer Application Training and New Employee Training are most popular training topics. Various Management andsupervisory skills su ch as leadership, performance appraisal, interviewing, andproblem solving were also commonly taught. Many organization provide Trainthetrainer courses for superiors or peers who will in turn provide o nthejobtraining to others. Besides being one of the most important HRM functions,Training and Deve lopment is also one of the most expensive.