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Analysis Study Research Paper | Human Resource Development | India | Volume 12 Issue 2, February 2023 | Rating: 5.5 / 10
A Comparative Study of Learning at Training and its Implementation Stage at Workplace in the Context of a Training Programme
Vinay Kumar [32] | Dr. V. B. Gupta
Abstract: Training is inevitable as it develops the skills and knowledge of the employees and enables them to cope up with the challenges at the workplace. Training builds up self - confidence among the trainees and employees concerned. Each trained person has the responsibility to justify the learnings from the training programme by way of implementing the learnings at the workplace and thus contributing to the organization?s productivity and profits. Evaluation of training is never so easy. It appears to make look relatively simple by deploying the traditional feedback sheet issued at the end of the training courses to assess factors like what learners thought of the trainer and other attributes of the training. However, this does not ensure or evaluate whether the learners are going to do their jobs in a better and more effective manner. The real evaluation of the training?s impact is reflected in the learners? performance and their departments and the organization as a whole. The present study focuses on the training aspect of the apex body of its kind in the country, Council of Scientific and Industrial Research particularly its Human Recourse Development Centre (HRDC). It conducts various types of training programmes for its personnel. Among all the training programmes offered by CSIR - HRDC, Leadership Development Programme (LDP) is the leading one and it is considered as the flagship training programme of the CSIR - HRDC. In the present study, an attempt has been made to present a comparative analysis of LDP at the offering stage and implementation of the learning outcomes stage. An Extensive Review of Literature leading to a broad understanding of the subject matter and the trends in this area is followed by the formulation of objectives and related hypotheses of the study. For the purpose of analysis of hypotheses, questionnaires were administered to the respondents and their responses were collected. Two different questionnaires corresponding to the two different stages of LDP training were administered to the respondents who underwent the training. To evaluate the training programme, the LDP of CSIR - HRDC is selected for the study with a sample size of 135 participants drawn from 7 LDPs held during 2017 - 2020 at the first stage of the study which is related to the evaluation of LDP at the offering stage. Out of 135 participants, 132 responded to the first questionnaire. At the second stage, an online survey was conducted to analyze the LDP learning outcome at the implementation stage by the 132 respondents of the first stage. Only 62 out of 132 first stage respondents responded to this online survey. As a major outcome of the study, it was found that the scores at the first stage were more in comparison to those at the second stage as we can rarely expect a hundred per cent implementation of learning at training at the final workplace. Moreover, more learning at the training stage was coupled with more implementation of it at the workplace too and similarly, low learning at the training stage was coupled with the lesser implementation of it at the workplace. The main limitation of the study is that it covers primarily Leadership Development Programme only. The study concludes with the testing of hypotheses and related deliberations.
Keywords: Council of Scientific and Industrial Research (CSIR), CSIR - HRDC (Human Resource Development Centre), Leadership Development Programme (LDP), Training, Training Evaluation, Training Need Analysis (TNA)
Edition: Volume 12 Issue 2, February 2023,
Pages: 1555 - 1559