A STUDY ON ANALYSIS OF TRAINING AND DEVELOPMENT

ABSTRACT

In the modern world of technological changes the need for training is increasingly
recognized so as to keep the employees in touch with new development. Every concern has a
systematic training programme. Training is the process of providing employees with specific skills
or helping them to correct deficiencies in their performances. It involves systematic procedures for
transferring technical know-how to the employees so as to increase their knowledge and skills for
doing specific jobs with proficiency. Development is an effort to provide employees with the
abilities the organization needed in the future. It involves knowledge and skills acquisition to
maximize the employees desire to perform job well.
INTRODUCTION

Training and Development is an attempt to improve current or future employee

performance by increasing an employee‟s ability to perform through learning, usually by changing
the employee‟s attitude or increasing his or her skills and knowledge. Since the beginning of the
twentieth century and especially after World War II, training programs have become widespread
among organizations, involving more and more employees and also expanding in content. In India
the banking industry becoming more competitive than ever, private and public sector banks are
competing with each other to perform well. The executives of the bank are now in the position to
modify their traditional human resources practice in to innovative human resources practices in
order to meet the challenges from other competitive banks.

This study is build upon the previous training literatures by providing a detailed
examination of training needs assessment and organizational effectiveness based upon
development based strategy. The question of the amount of training needs assessment and the
effect of training is answered through evaluation process. The purpose of training need assessment
is to add value to an organization. Hence, evaluation measures the progress in achieving this goal
by purposefully improving training programs and measuring their worth. The training programs
are established by the needs assessment of training. A thorough needs assessment leads to effective
and efficient training, which increases the likelihood that evaluation will demonstrate successful
value added outcomes (Armstrong, 2007).

In today‟s complex and fast changing organizational environment, developing human

resources is of paramount importance and training has now become one of the important segments
of Human Resource Development (HRD) process. That is why the efficiency of any organization
depends directly on how well its employees are trained. Training motivates employees to work
efficiently and it is widely accepted as a problem solving tool. The Human Resource Development
department has to play a more proactive role in shaping the employees to fight out the challenges.
REVIEW OF LITERATURE

Sharma (1974) “The expansion of banking facilities was uneven and lopsided, and banks
were concentrating their operations in metropolitan cities and towns. A fairly large number of rural
and semi urban centers with reasonable potentialities of growth failed to attract the attention of
commercial banks. As far as the deposit mobilization in the rural areas is concerned, much remains
to be done.

Sampat, Vaghul and Varde (1977) clearly state that, the training system will have to be
aimed at providing professional banking education to the employees in the industry. On the job
experience should be a necessary part of the training strategy. Agrawal (1978) review the existing
the training and education system and examine whether the present arrangements would meet this
challenge. The idea of Banking Academy intended to integrate the entire training and educational
programs within a framework of interdependent units in the country is open to wide discussion by
the educationists, government authorities and the banking industry. Saxena (1978) stated the
“Improvement in the systems and procedures of inspection of stocks, maintenance of stock register
is required. Reforms should be initiated in extension of sponsorship schemes, recovery and
consultancy.”

Bhatnagar (1983) the immediate objective of the training should be to help the participants
perform more effectively the activities enrolls they are performing at presents. The training
programs for branch manager should be design around the specific skills required by them. Patel
(1984) many of the problems of the banking in rural areas and the apprehensions arising from such
problem were largely due to inadequate understanding of the rural areas, activities and the people.
Even the lack of orientation in some quarters was largely due to this knowledge gap, the gap in the
information and knowledge had created a situation where in the banking norms developed for other
sectors which were not generally relevant to the rural areas were applied blindly.

Padwal and Naidu (1985) training needs help to identify existing training gap, what type
of training can be under taken by outside agencies, and accordingly schedule the training programs
for the bank staff.”

Chandran (1989) stated that “Legal action should not be the inevitable last step in the
process; branches should be educated to evaluate this option for recovery, like any other option,
objectively before launching the same. Building up an information infrastructure at the apex level
first and at the lower tiers subsequently should be initiated.”

Barthakur (1990) focuses on the information processing mechanism of the mind, it

cursorily touches upon the social psychological variables governing the organize teaching learning
process.

Richards (1997) Management Training-the Real Objectives views that while embarking
upon a management program, the real objective must be to focus on the individual manager, not
the position in the company. The author's discussion on training needs analysis i.e., about core
competencies, job profiling and identification of competencies gaps-either against core
competencies for individuals or against job profiles for generic roles is worth mentioning.

Badhu and Saxena (1999) role of Training in Developing Human Resources is another
work of relevance. In this, the authors concluded that an organization should have well-defined
training policy as well as training manual and training should be made an ongoing process.
Regarding the executive development programs the authors have concluded that, these programs
have been found to be useful in improving the productivity, efficiency and effectiveness of
managers. The authors have suggested that these programs should be included as an integral part
of the training program.

Kaufman and Valentine (1999) refer to needs assessment as the process for identifying and
prioritizing gaps in performance. In contrast, they define needs analysis as the process for
attributing cause to identify performance gaps. Hence, the entire process will be referred as needs
assessment. So, once training has been conducted, a comprehensive evaluation should follow.

However, Goldstein (2001) claims that, of all of the best practices, needs assessment is
probably the most important part of the process. Therefore, training needs assessment is the
foundation of the entire instructional design process. It establishes the content of subsequent
training. If not done correctly, or at all, the job-relatedness, effectiveness and validity of any
training program is jeopardized. In addition, needs assessment provides a database to support or
justify resource allocation for other human resource functions.

Therefore, Rothwell (2002) indicates effective training as systematically designed

learning, based on a complete analysis of job requirements and trainee compatibility. This
clarification implies a definite training process, one highly regarded model for describing the
systematic development of training programs is the instruction design process.

Moreover, Decenzo & Robins (2003) state “training brings about the changes in ability,
awareness, approach and behavior”. Besides, Griffin (2003) supports training usually in human
resources management perspective refers to teaching operational and technical employees as to
how to do the job for which they were hired.

Kozlowski & Salas (2003) training needs assessment is traditionally regarded as a

diagnostic process that occurs before training. The purpose of formal needs assessment is to
identify the training targets. In the past, there has been disagreement about the appropriate
terminology to describe this process. Some authors choose to distinguish needs assessment from
needs analysis.

Das and Ghosh‟s (2004) sample study conducted “to know the performance of bank CEOs
in the era of corporate governance, tried to identify the adaptability characteristics of CEOs in
terms of technology. The study also states that CEOs of poorly performing banks are likely to face
higher turnover than CEOs of well performing ones.”

Glaveli and Rainaye (2004) in their study empirically examined the training policy in two
commercial banks, namely, State Bank of India and Jammu & Kashmir Bank Limited. The focus
is on the various facets of training including Management‟s attitude towards training, training
inputs, quality of training programs and transfer of training to the job. Furthermore, Mathis &

Jackson (2004) state „training as a procedure whereby people obtain capabilities to assist
in the accomplishment of organizational objectives‟.

Rohmetra (2004) conclude that an unimpressive HRD climate and a weak IT perspective
has been able to contribute towards each other .A good training and development climate could
possibly boost up the technology environment or a good technology environment could facilitate
development of human resources.

Kufidu (2005) in their paper analyzed the changes that took place in the Greek banking
industry in the last years, their impact on the role of employees training and development for
strategy implementation and success, using four case studies to investigate the effect of the
environmental changes on these particular banks and the role of their training and development
strategies in adjusting themselves to the changing industry environment.

Ford (2006), training effectiveness is a broad construct that identifies situational or

contextual factors impacting learning, retention and transfer. This focus is critical for uncovering
whether a training program was effective or ineffective due to characteristics of the program or to
factors outside the control of the training system.

Tyson (2006) training function for most organizations is not as effective or efficient as it
could be. To truly be effective or successful, training programs must incorporate more of the
established best practices.

Lincoln, Krishna and Rao (2008) conducted a study on “HRM Practices in Public Sector
and Private Sector Banks” and has suggested that HR policies of Public Sector Banks should be
revised there by making them more competitive in this challenging era of globalization”. The Man
Power Services Commission’s glossary of training terms defines „training “as a planned process
to modify attitude, knowledge, skill, behavior through learning experience, to achieve effective
performance in an activity or range of activities”.

Karthikeyan, Karthi and Shyamala (2010) Graf assess the effectiveness of the various
facets of training i.e. employee‟s attitude towards training inputs; quality of training programs;
training inputs and application of training inputs to the actual job.
COMPANY PROFILE

COMDEX INFOTECH

Comdex Infotech is a leading global IT services provider, delivering technology-driven

business solutions that meet the strategic objectives of our clients. We provide optimal business
solutions in the field of Banking, Financial, Health Care and Retail services. We also have its focus
on innovative, attractive and efficient Web Designing.

We believe in exploring and implementing simple solutions which are easy to understand, develop,
deploy and maintain. We always try to keep the investment cost, by the client, as low as possible
and still get the best service.

Technology

Comdex Infotech predominantly works in the software development area and develops
software practically based on all firmware platforms using technology used in the IT industry
currently. Comdex Infotech has been delivering engineering solutions across diverse industries
enabling customers to foster product innovation, improve operational efficiencies, and decrease
time-to-market for their products.

Web

ASP.NET, ASP, JSP, XML/XSLT, SOAP, HTML/DHTML, JavaScript, Flash, Active X

Programming Languages

C, C++, OOAD Paradigms, JAVA, J2ME, J2EE, Dot NET Technologies, PHP, Spring, Struts, JSF

Databases

Oracle, SQL Server, MySQL

Development Technologies

MS Project, Visio, CVS

Workflow Automation

Lotus Notes/Domino (Lotus Script, Formula, JavaScript)

Products

Comdex Infotech is experienced in financial, systems integration and outsourcing which enables
us to deliver innovative results-driven solutions to government and commercial clients around the
world.

Customer Support provides timely, reliable, and cost-efficient assistance to our clients. Our
support organization is staffed with highly motivated, trained professionals dedicated to providing
quality support as quickly as possible.

Our range of IT services is offered in these areas:

Banking

Web Designing

Hospital Management

Financial

Enterprise Resource Planning

Retail

Student Management
Hardware

Pc Assembling

,O/S Installation, Software’s & Drivers Installation, Hard disk Partition, Bad sectors removal, Bios
Update/Replace, Virus removal, data recovering, O/S Registry level problems, All kind of Printer
Trouble Shooting, SMPS/MONITOR Chip Level Problems & Hardware Trouble Shooting.

Networking

Network Classification, Network Components, Cable Types/Cable Crimping, Topologies, ISO 7

Layers, Protocol, TCP/IP , LAN/WAN, Proxy Server, Peer to Peer Network, Work Group
Network, Domain Network, DNS, DHCP, ADS, VNC, Net Meeting, Creating& Managing
Users/Group, Rights, Permission, Network Printing/Sharing & Network Trouble Shooting.

100% Practical Oriented Training

Real time Trouble Shooting

Individual Care

Field Service Training

Placement Assurance

Projects
We are doing the projects in the following technologies and our expertise will do the development
in our center...

ASP.Net, C#.Net, VB.Net

Visual Basic

Java, J2EE

PHP Programming

Academic Projects

We are doing the Final year Academic projects for the students studied in the college. We provide
the training about the projects in the specific areas to the students and project has been done on the
following areas.

System Oriented Projects(DOTNet,J2EE,VB,JAVA,SQL)

Application Oriented Projects (DotNET,J2EE,VB,JAVA,SQL)

IEEE Projects

Embedded Projects

Our Current Projects System Projects

Online Test

Online Booking

Application Projects

Leave Management System

Digital School Manager

Cloud Computing

Airline
IEEE Projects

Image Compession

Hand Recognition System

Embedded Projects

Traffic Signal

Railway Signal

Sales

Our quality assurance performs tests on every PC system for a minimum of 12 hours. Our systems
are guaranteed and come with our on-site and phone technical support.

Assembled Desktops

Branded Desktops

Laptops

Computer Accessories

Computer Peripherals

Software's

Services

Comdex PC shall support various services like:

On-Call Service

Annual Maintenances Contract

Software / Hardware Troubleshooting

Upgrading an Existing PC

COMMITMENT

Our approach focuses on new way of business, thereby combining IT innovations and adoption
while leveraging an organization’s current assets.

Our team is committed to provide IT Services with:

Quality

Technology, Innovation, Support

Quality

Our main emphasis is to deliver best quality in every project we undertake. With our time tested
business methodology, and structured solution building approach, we ensure to maintain our global
business standards. Our Certification includes globally accepted Ukas Quality Management ISO
9001- 2000, for Quality MGT System.

Technology, Innovation & Support

Technology leadership is the most successful strategy to challenge competitors and consolidate
our position since business and technology work hand in hand. Our firm’s belief in this synthesis
has motivated and enabled us to deliver solutions with a decisive competitive advantage.
COMDEX Software Solution, today, is a new generation framework of technology innovators to
accelerate growth.

In our each project, we emphasize on innovation. Our structured team works with a methodology
and knowledge to innovate and deliver excellent services. We are committed to provide
development and tech-support teams to software and high–tech companies with the required
infrastructure at a competitive rate from our State of the art development centers based in Lucknow
and Noida, India. We provide a wide range of profiles including project managers, project leads,
Technical leads and Software Engineers. On the support side, we provide Team leads, Senior, and
Junior Technical support personnel on a 24 x 7 basis.

Values

Quality | Technology | Innovation | Customer Satisfaction | Win together

We aim to be the best at what we do. COMDEX has a dream of evolving into a Global IT
Company, ensuring that the solutions being delivered include best practice in I. T. with the chosen
area of technology.

We operate with complete focus to Maximize customer satisfaction.

Develop and encourage an environment of mutual respect within company and extending it
beyond to clients.

Encourage commitment and personal learning of workforce. We are proud to have built our
organization on the strong pillars of integrity,

honesty, and self-respect.

Mission

To produce excellent services in the field of IT Services and Consultancy with maximum efforts
driven towards customer satisfaction.

Vision

To build upon a reputation of being one of the most innovative IT Solution and Service provider.
We believe in doing our work in the most efficient way with robust and structured methodology,
with gradual evolution from hard-work to smart- work culture, at client’s end also.

About us
COMDEX, an ISO 9001-2000 certified company, is the leading information technology
consulting, services, and business process outsourcing organization that envisioned and instigated
the adoption of the flexible business practices that today enable our client companies to operate
more efficiently and produce more value.

COMDEX Software Solution’s strength lies in perceiving the client’s business processes, culture,
vision and goals across the industry segments and offering client oriented solutions, which are
highly reliable. We commenced operations in 1998, to provide consulting and IT services to clients
- globally as partners to conceptualize and realize technology driven business ransformation
initiatives.

With a rare mix of domain, technology & project management experts, we bring the most complete
team to bear on every project we take on. Business & technology experts, from some of the best
universities in the country, bring invaluable insights and expertise into their areas of expertise.
Industry veterans, who laid the foundation of the offshore services business, form the backbone of
our leadership team. In a business model where people are the growth drivers, we are endowed
with one of the most enviable pool of talent from across the country.

Infrastructure

COMDEX is not only equipped with a pool of talent where manpower is concerned, but it also has
that infrastructure that assists them achieve their targets efficiently. The company is equipped with
the latest hardware and other related peripherals and uses up-to-date software for its efficient
functioning.

Facility Infrastructure

2 floors with 5000 sq ft development centre and underground parking.

Complete Power Backup

IT Infrastructure

100 High-end workstations with a file share server.

E-CAT6 cabling - Switches with GIGABIT interconnectivity.

Windows 2003 Server domain with Windows XP Professional Workstations.

Redundant remote server for disaster recovery and back up.

Data Connectivity

High speed Lease line, with DSL backup.

Windows 2003® Server OS

Fire walled Proxy Server & SSL Encryption / VPN.

Network Audit on a weekly basis.

Data Security

Fire walled Proxy Server & SSL Encryption / VPN.

Network Audit on a weekly basis.

Our Services

COMDEX delivers quality and timely solutions and services at a price that make our clients smile.
COMDEX focuses on offshore development at our excellence centre in Lucknow, India. This
allows us to scale up rapidly (leveraging on the plentiful supply of talent and thus cutting down on
execution time) at costs that are on an average 70% cheaper. An in-depth knowledge of various
technology areas enables us to provide endto- end solutions and services. With our 'Web of
Participation', we maximize the benefits of our depth, diversity and delivery capability, ensuring
adaptability to client needs, and thus bringing out the most innovative solutions in every business
and technology domain. COMDEX is your one stop partner where you can outsource all your
support services with complete peace of mind about quality and reliability. COMDEX Software
Solution’s strength lies in understanding the client’s business processes, culture, vision and goals
across the industry segments and offering client oriented solutions which are highly reliable,
creating customer comfort.

Our team is committed to provide IT Services with:

Quality | Technology | Innovation

Our Services Include:

IT Services

Project Management

Consultancy

Outsourcing

Education / Training

IT Services

IT has high potential in terms of employment and revenue generation. The IT manufacturing sector
is growing at an average rate of 28-30% annually over the past decade. Software industry continues
to contribute a major portion of Indian IT industry's revenues. According to the IT vision of Govt.
of India, the expected level of this by the end of year 2007-08 is expected to reach US$ 50 billion.

With the dedicated and adroit employees at COMDEX, it has been adept in assisting the growth
of the nation in the field of Information Technology. COMDEX with its vision of quality and
innovation has been successful in catering the needs of those who seek our assistance in following
areas of

IT enabled services:

1. Software Solutions
2. Web Solutions

3. Graphic & Multimedia Solutions

4. Networking Solutions

5. Quality Assurance & Testing

6. Application Maintenance & Support

7. Turnkey Solutions

8. Offshore development

CONTACT US:

25, DURAISWAMY ROAD,

T. NAGAR,

CHENNAI – 600 017

TAMIL INDIATEL NO: 914442121109

DATA ANALYSIS

DATA COLLECTION METHOD

Secondary data have been collected from official sources of and through their manuals and
report. Primary data have been collected through survey method. The tool used for conducting
survey was Questionnaire. A well structured Questionnaire has been formulated on the basis of
the objects framed for survey. A pilot study has been made and Questionnaire has been finalized
for the survey. Open-ended questions, closed ended questions, multiple choice questions and
dichotomous questions have been incorporated in the questionnaire to bring out the view
respondents covered for this stud. Data collected through primary sources have been analyzed for
arriving findings and conclusion.

PRIMARY DATA COLLECTION METHODS

Primary data is collected through structured questionnaire.

SECONDARY DATA COLLECTION METHODS

The secondary data was collected through company profile, journals, websites and other
databases of the company. He employees and extract productivity and the nature of employee
welfare measures adopted in .CHS Solutions Chennai Pvt. Ltd, for safe working of the employees
views of the respondents covered for this study describe the opinion of employees on welfare
benefits enjoyed by them and the welfare measures in .CHS Solutions Chennai Pvt. Ltd,

STRUCTURED QUESTIONAIRE

The structure questionnaire consists of closed and open ended question were framed
keeping the objective in our mind. It is aimed not to lead the answer to the respondents.
STATISTICAL TOOLS

Percentage of the respondent’s analysis

In this method frequency of various critical/factors are tabulated and the percentage of the
respondent of each value with respect to the total is found out they are presented pictorial by way
of graphs in order to have better understanding.

Percentage of the respondent = no of respondent

Total respondent *100

CHI -SQUARE TEST

The objective of chi-square is to determine test whether real or significant difference exists
among the various group .chi-square test involves comparison of expected frequency (Ei) with
the observed frequency (Oi) to determine whether the difference between the two is greater than
which might occur by chance.

x2 = (Oi-Ei)2

Ei

Where x2-chi square

Ei- expected frequency

Oi-observed frequency