A Study on Training and Development Process in Human Resources Consulting Firm

Prepared By: Anshani Salim IV Semester MBA-Bu 11B6CMA013

Definition:
Human Resource Management (HRM) is a management function that helps managers recruits, select, train and develop members for an organization. Obviously, Human resources management is concerned with the peoples dimension in organization. Obviously, Human resources management is concerned with peoples dimension in organizations. We quote three definitions on Human resources management. But before quoting the definition, it is useful to point out the essentials which must find their place in any definition. The core points are:

Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the people who staff and manage organizations. Human resources management involves the application of management functions and principles. The functions and principle are applied to acquisitioning, developing, maintaining, and remunerating employees in organization.

Decisions relating to employees must be integrated. Decisions on different aspects of employees must be consistent with other human resource decisions. Decisions made must influence the effectiveness of an organization. Effectiveness of an organization must result in betterment of services to customers in the form of highquality products supplied at reasonable costs.

Human resources management functions are not confined to business establishments only. They are applicable to non-business organizations, too, such as education, health care, recreation, and the like.

Training and Development:

The official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of employees. Training and development programs offered by a business might include a variety of educational techniques and programs that can be attended on a compulsory or voluntary basis by staff. Training and Development i s a n y a t t e m p t t o i m p r o v e c u r r e n t o r f u t u r e e m p l o y e e performance by increasing an employees ability to perform through

learning, usually by changing the employees attitude or increasing his or her skills and knowledge.

The need for Training and Development:

1. Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. 2. 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. 3. 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 employees. 4. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

5. 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.

6. 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.

7. 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.

8. Quality Training and Development helps in improving upon the quality of work and work-life.

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9. 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.

10. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

11. Morale Training and Development helps in improving the morale of the work force.

12. Image Training and Development helps in creating a better corporate image.

13. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Need of study: Human resource training and development is a critical aspect of the development of a knowledge-workforce in India. The objective of this study is to examine challenges to the effective management of Human resource training and development activities in human resources consulting in India. The study revealed three major challenges to the effective management of Human resource training and development. These include a shortage of intellectual Human resource development professionals to manage Human resource training and development activities, coping with the demand for knowledge workers and fostering learning and development in the workplace. It is hoped that the findings of this study will

provide human resources professionals with a clear understanding and awareness of the various challenges in managing effective human resources training and development. Hence, relevant and appropriate policies and procedures can be developed and implemented for an effective management of Human resource training and development.

Statement of Problem:
Managing the development needs of a diverse employee population typically involves assessing the performance issues and designing, developing and deploying training solutions. Challenges faced in supporting employees in fast-paced environments, such as global companies, include difficulty providing consistent new employee orientation programs, supplying enriching yet cost-effective career development in complicated subject areas including leadership or project management, and managing manpower performance during rapid change Organization faces rising cost and need to plan effectively so that they can effectively recruit and hire the best manpower. Due to lack of Training and Development the customer satisfaction will be effected, It leads to slow growth of organization. Our manpower is scattered geographically, with efficient working of human resources consultancy various Organization can select their required manpower from a single place that help them to reduce cost and saves time.

Methodology:
Methodology chosen to study about the above problem is 1. primary data 2. secondary data

Primary data

The main reason for choosing primary data for studying the above problem is through primary investigation I can able to find current problems and make relevant solution for the problem.

Secondary data
Various resources: reference articles books websites and Google

Objectives:
To ascertain the effect of training and development in employees performance. To study about organizational style participative training and development To evaluate various resources of training and development To evaluate various alternatives in selection of Trainer of for training and development To determine the exact time for training and development

Sampling:
Sampling is the process of learning about the population on the basis of a sample drawn from the population. The sampling technique used in the study is 1. Simple random sampling 2. Purposive sampling By selecting simple random sampling technique each and every unit in the population has an equal opportunity of being selected in the sample. Selection of items is just a matter of chance. Purposive sampling, also known as judgmental, selective or subjective sampling, is a type of non-probability sampling technique. Non-probability sampling focuses on sampling techniques where the units that are investigated are based on the judgment of the researcher. The above mentioned sampling method is very useful to my study because it helps to find an appropriate solution for the research I had made.

Plan of Analysis:
Study the statistical dominantly Chi-square or annova. Study degree of impact correlation

1. An organizations goals and its effectiveness in reaching this goals 2. Gaps between employees skills and the skills required for effective current job performance. 3. Gaps between employees skills and the skills required for effective current job performance 4. The conditions under which the human resources development activity will occur.

Proposed Chapter Scheme: Chapter 1:

PROJECT ABSTRACT: Project Definition Objective of the Project Limitation of the Project Target Audience

Chapter 2:
COMPANY PROFILE: History of the Company Area of Operation Members and Membership Capital Staff Welfare Organization Structure

Chapter 3:

Training and human resources development process model.

Chapter 4:
ASSESSMENT: Assess needs. Training needs analysis form Analyzed data. Behavioral training data. Functional training data.

Chapter 5:
DESIGN: Define Objectives Develop a Lesson Plan Program Announcement Program Outline Acquire a Material Select a Trainer Schedule the Program

Chapter 6:
IMPLEMENTATION: Deliver the HRD Program Available methods and Techniques On-the-job Training Methods Classroom Training Approaches

Chapter 7:
EVELUATION: Program Evaluation Form Available Models for HRD Evaluation Evaluation Design Lecture Rating Form Purpose of HRD Evaluation

Chapter 8:
CONCLUSION

Chapter 9:

BIBLIOGRAPHY.