2. WHAT IS TRAINING?
Training is imparting teachings and
knowledge that leads to
development of specific useful
competencies. Training has specific
goals of improving one's capability,
capacity, productivity and
performance. Training if imparted
in the right manner, to the right
people, may lead to increase in
efficiency and productivity of
Training is a means to ensure that employees
have the knowledge and right skills to be able to
do their work effectively and competently.
Training is required when there is a gap
between the desired performance, and the
current performance, and the reason for that
lack of skill or knowledge.
3. RESEARCH AND
• To pinpoint if training will make a
difference in productivity and the
• To decide what specific training
each employee needs and what
will improve his or her job
• To differentiate between the need
for training and organizational
issues and bring about a match
between individual aspirations
and organizational goals.
6. METHODS USED TNIA PROCESSOBSERVATIONS
FINDINGS FROM THE SURVEY:
• Years of service- More than 5 years
• Average availability of Staff- 3
• Working hours- 10-12 hours and
extra hours in case of contingencies
• Number of shifts- 2 (Morning and
• Average remuneration-20000 per
• Job Rotation exists.
• Few trainings are provided majorly
to the supervisory heads covering
topics including group dynamics,
access of technology..
• The main issue stands to be the absence of concrete information on the tools and
equipment being used as it requires monotonous instructions each time the need
of these devices emerge in work.
• Lack of training with respect to the precautionary measures required to be taken
while performing their day to day activities.
• Linguistic barriers
• No proper information on the disposal of residues after working.
• The work is not divided equally, hence creating individualistic work pressure.
7. TRAINING MODULE
General orientation of safety measures
Make them well equipped and aware about the
latest tools and techniques
Duties of each employee & techniques for measuring
quality of work performance(productivity)
Instructions to reduce the accident
Eliminate linguistic barriers
Waste Disposal techniques
CONTENT: Ensuring a well-trained workforce having complete knowledge about
the safety measures and well versed with the usage of latest tools and
METHODS OF TRAINING
NAME OF THE TRAINING PROGRAM: MEN-TRAIN
8. DAY 1
Introduction to the
Why they need safety
Safe Working Practices
Discussing boons of
having knowledge of
latest tools and
Imparting knowledge of
latest tools and
Practical exposure to the
Identify the strength and
reallocate the work
Time: 4 Hours Time: 3 hours
TRAINING SCHEDULE MATERIAL USED:
Tools & Equipment
Simulation training space
the staff working
9. COST OF TRAININGLanguagetutor
cost of tutor=
Various other costs to be
1. Facilitator Cost- Rs.
2. Material Expenses – Rs.
3. Meals/Refreshments –
4. Travel (Facilitator)-
5. Post follow up- Rs. 8000-
10. TRAINING NEEDS EVALUATION
Implementing the Kirkpatrick’s Model for Training
1) REACTION : Here the trainees will be asked to fill a feedback form for the trainer. It is
something similar to what BIMTECH already practices that is when students give
feedback to the teachers every trimester.
2) LEARNING : Here a small pen paper test can be conducted or to have a more
practical approach the trainees can be given a situation and can be asked how they will
such a situation.
3) BEHAVIOR: This stage will check the behavioural change that may have occurred as a
result of the training . Here peer to peer feedback , self-realization by the employee
that is he/she may feel a change in himself/herself and feedback from the immediate
superior can also be taken.
4) RESULTS: This stage is usually measured in quantity . However here since no such
quantitative measure can be performed results in terms of problem solving approach,
employee satisfaction , attrition rate etc can be measured .