Training & development

1. HUMAN RESOURCE DEVELOPMENT 0
CHAPTER VI
SUGGESTIONS AND CONCLUSIONS

2. STUDY OF TRAINING AND DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT 1
SUGGESTIONS AND CONCLUSIONS
SUGGESTIONS
 Provide adequate training program to each and every person arranged accordingly. The
result of the training program also should be analysed and training should be arranged
periodically.
 Company has to introduce effective training in every department of the firm so as it help
to learn more knowledge in the subject.
 As a government organization, the HR department in MONDOVI may hold discussion
with other departments’ heads and trade union leaders and plan various training classes
to workers to make them more aware about changing trends.
 Give computer based training to the employees once in every three months.
 Provide employees motivation programs and other training programs for the
development towards profit making.
 On the job training and off the job training is equally important. Provide both the training
continuously to the employees.
 Ensure that there is a proper linkage among organisational , Operational, and individual
training needs
 Skill based training (Product / Process Training) should be provided.

3. STUDY OF TRAINING AND DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT 2
 Besides questionnaires other methods of post training evaluation should also be used
like interviews , self-diaries , Observations, and supplement test
 The evaluation procedure must be implemented concerning trainer, trainee and subject.
 Post training has to be continuous and should be taken from line manager / superior and
from peers to find out the effectiveness and valuation of training.
 Making training and development process and entirely in the house activity to reduce
cost.
 It is found that the average group of trainees are in the their twenties or early thirties
which signifies that the consumer durable need more of young blood as enthusiasm is
an integral part of the industry .
 The maximum emphasis is to given to job instruction methods where the trainee are
made to understand their job thoroughly and the role they are going to play in their
performing their job.
 Lecture as well as the presentation is the major part of imparting the education and
training them.
 The training objectives are in keeping with skills needs and abilities of the trainee and it
is that provides to be the major reason for success of the training as whole.
 The trainee fill the feedback form and from time to time test are conducted to know the
gauge the effectiveness of training to employee to check their memory if they retain
anything or not .
 We think the time management is one of the thing on which MONDOVI team must
emphasis on so that there employee can be more productive as it was found during the
visit to compare office people they lack in managing themselves.

4. STUDY OF TRAINING AND DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT 3
 Stress management training is more important for the employees as it was observed that
people are all the time in tension like situation as to how to do what to do , no time and
things like that kept them tensed all time .
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 used within a firm for the welfare of its stake
holders. To develop this competence regular Training and Development is required.
Therefore, Training initiates and programs have become priority for Human Resources .As
business markets change due to an increase in technological initiatives companies need to
spend more time and money on training employees .In today’s business climate employee
development needs.
Training evaluation is the important part of training process. It provides 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 evaluation of training programme, to identify the ROI
(Return on Investment) to identify the need of retraining and to provide to improve the
training.
This study was a learning experience for me and I came to know the training and development
programs in MONDOVI MOTORS Ltd, was positive in response but still more training and
development is needed in MONDOVI MOTORS Ltd so that the employees are motivated time

5. STUDY OF TRAINING AND DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT 4
by time and they should know their strength & weakness so that they can work on it & improve
their knowledge & skills for the betterment of their organization.
In the last but not the least I conclude that all the training and development programs of
company are highly effective & beneficial to the employees in giving their best contribution
to their personal growth & development as well to meet the organizational objective.
LIMITATIONS OF THE STUDY
I. The study is limited to the MANDOVI MOTORS PVT Ltd , So the study is subject is
the subject to the limitation of area
II. The time period of the study was only two six weeks which may provide a deceptive
picture in comparison of the study based on long run
III. Sampling size was only 50, because only these people had attended soft skill
development training
IV. Mandovi motors Pvt ltd , only provides soft skill development training not skilled based
training is still unresolved
V. The study is based only on secondary & primary data so lack of keen observations and
interactions were also the limiting factors in the proper conclusion of the study.
Every scientific study has certain limitations and the present study is no more exception

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HUMAN RESOURCE DEVELOPMENT 5
These are:
I. The terminology used in the subject is highly technical in nature and creates a
lot of ambiguity.
II. All are secondary data are required were not available.
III. Respondents were found hesitant in revealing opinion about supervisors and
management.