英语论文网

nt in association with HRD conducts several in-house training programs, both of functional and developmental in nature. The functional courses are designed to make the trainee to perform the given task in his/her work area. The development courses take into consideration the ever-changing business environment and these are aimed at equipping employees for sustained prosperity.

FEEDBACK MECHANISM

In Compliance with the quality procedure manual for training department, the following two feedbacks are obtained from every person who has attended any specialized “out company” training programme.

Feedback immediately on return from training.

Feedback after six months of training attended

This system is over and above evaluation sheet obtained from participants immediately at the conclusion of every in-house training programme.

Besides only officers in each department have been nominated as “training coordinator” whose responsibility is to maintain effective coordination with training department.

It is the broadening focus of a simple concept of training needs. Recently training need assessment is seen as an integral part of broadly focused human performance technology.

This technology takes its conceptual framework mush from cybernetics, system theory, Organizational behavior, industrial/organizational psychology and cognitive psychology as it dues from educational psychological pedagogy and instructional practice and theory.

In Mathura Refinery, performance gap analysis between expected performance and real performance is considered. If it exists, a training need is observed.

The training needs matrix summary of why training needs occur and for whom. It is used in providing a synoptic map off needs across an organization.
To whom does the need apply?
Why does the need occur?
To specific individuals
To specific groups of people a whole
To the organization as a whole
Job Changes
People Changes

Performance deficiencies

Fig. - TRAINING NEEDS - MATRIX
RECOMMENDATIONS FOR TRAINING FROM RESPONDENTS:
OFFICERS:
Practical demonstration of methods and machines should be included in training schedules. There should be more emphasis on “ON THE JOB TRAINING”.
Duration of training should be according to the subject. And the subject should be relevant to the job for which the trainee's are assigned.
Every individual should be made aware of the training needs and interested people should be given more training.
There should be given more training style, pattern & schedule.
Post training activities should be judged by feedback.
NON - OFFICERS:
Training should be job related
Training should be provided to all deserving people. There should be no “by passing”

Suggestions should be implemented.

TRAINING PROGRAMS UNDERTAKEN BY MATHURA REFINERY

A) FOR EXECUTIVES:
Operational/ functional technology assimilation:
本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。