EFFECTIVENESS OF TRAINING AND DEVELOPMENT PROGRAMMES IN HOSPITALS, HYDERABAD

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EFFECTIVENESS OF TRAINING AND

DEVELOPMENT PROGRAMMES IN HOSPITALS, HYDERABAD

Himabindu.N

¹

, B.Amarnath

²

Research Scholar¹, Professor²

Sri Venketeswara University, Tirupathi and Registrar Rayalaseema University Kurnool (India)

Abstract

Employees are the precious assets to every organisation. Hospitals are provided best services to every patient.For the satification of Patients employees are play key Role to in Hospitals.This Paper examine the Effetiveness of training and Development programmes in Hospitals,at Hyderabad. Training & development increase in efficiency, increase of morale of employees, better human relatives, reduction in supervision, increased in organizational liability & flexibility. Training is said that both physically, socially, intellectually and rentally are very essential in facilitating the level of productivity, it also increase the development of personal in any organizations with that training is a systematic development of the knowledge, skills which is being required by employees to perform adequately on a given task or a job. Training and Development programmes can take place by number of ways, on the job on the job.

Key words: Effectiveness, Training, Development, efficiency, morale, career Development, productivity,knowledge and skills,and intellectually.

I. Introduction

Today Hospitals are provided best services to the patients by providing skills Training and Development Programmesand improving their knowledge, skills, carrer Development etc., Training is said to be the acquisition of knowledge of skills, and the competencies. It has specific goals of improving one‟s knowledge, skills and their capacity, capability, performance and their productivity. It is said that observers of labour market has clearly mentioned, more than initial qualifications for a work, to upgrade and update skills.

Vigorous training and development should be three in the organization. Thus, the training and development is the branch of human resource function. It is said that only training & development is much important because it leads to a maximum utilization of all the some of firm. Thus the skills which were utilized by the human resource of firm can increase in output, quality improvement at the company.

Training & development increase in efficiency, increase of morale of employees, better human relatives, reduction in supervision, increased in organizational liability & flexibility. Training is said that both physically,

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376 | P a g e socially, intellectually and rentally are very essential in facilitating the level of productivity, it also increase the development of personal in any organizations with that training is a systematic development of the knowledge, skills which is being required by employees to perform adequately on a given task or a job. Training can take place by number of ways, on the job on the job.

Adult (1995) observed and said that staff training & development is a work or an activity that makes an significant contribution to the overall effectiveness & profitability to the organization.

Training should provide a systematic approach to human being. It clearly focuses on the importance and effectiveness of training and development which play a vital role in effectiveness of organization and university.

To enhance the working atmosphere with the positive attitude. Ensuring the effectiveness of training session with the updated techniques in soft skills behavioral approach. To Update and check the overall development of the organization and the staff as well. In summary, this importance and effectiveness of training and development is significant because it will be greatly impact the university. Moreover high quality performance is demanded by university; hence we should go with the rapid changes the terms of knowledge, technology and academic assignments. The objective of the training of effectiveness is important because it sheds lights on many aspects. However, unfortunately in today‟s organization, this mechanism of ISSN 2039-2117 (online) ISSN 2039-9340 (print) Mediterranean Journal of Social Sciences MCSER Publishing, Rome-Italy Vol 6 No 1 January 2015 335 training evaluation should be taken into consideration. We have to continuously adopt to suit our current needs this is how possible our training leads to effective training. Hence after identification of the important and effectiveness of training the next steps is to concentrate overall objective of the research paper is to fill the gap between existing training and get the important and effective of training at university. Developing an effective employee-training program is vital to the long-term success of the university.

Training programs will be providing multiple benefits for employees and the company, but only if they are carefully planned and properly implemented. Clear understanding of policies, job functions, goals and company philosophy lead to increased motivation, morale and productivity for employees, and higher profits for university. Training is a means to a specific end, so keeping goals in mind during the development and implementation stages of your training program will assist in creating a clearly defined and effective program.

II. OBJECTIVES

 To Study Training and Development Programms at Hospitals

 To Study the Concept of Training and Development Programs

 To Examine the Effectiveness of Training and Development Programs

 To Know the Employee Opoinis of the Training and Development Programs

 To Suggests Based On Findings of the Study

.

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III. SCOPE OF THE STUDY

The present study is confined to Training and Development Programs in Hospitals at Hyderabad.

Sample size: The sample size was limited to 300 respondents from few hospitals for the survey conducted in the study, with convenient sampling technique.

Sources of Data: Primary data Collected through questionnaire, interview method of Hospitals and Secondary data from Journals, websites, magazines, and other relevant documents.

IV. SIGNIFICANCE OF THE STUDY

The Significance of the Study Training and development becomes inevitable the moment an organization realizes the need for improvement and expansion in the job for their Employess. But often times, organizations embark on job enlargement and enrichment to promote employees' morale, motivation and satisfaction when in the fact the real problem with work performance lies in capacity development. The study becomes necessary because many organizations in this contemporary world are striving to gain competitive edge and there is no way this can be achieved without increasing employees' competencies, capabilities, skills etc through adequate training designs. However, the study results will help the management to identify the challenges effects of employees‟ training on organizational performance, hence determine the areas where improvements through training can be done. It will also help the management in planning for the development and implementation of effective and efficient training needs that will lead to increased performance of the Hospitals.

V. Literature Review

The term „training‟ Points the process involved in increasing the aptitudes, skills, Knowledge abilities of the employees to perform specific jobs. Training helps in updating old talents and developing new ones. „Successful candidates placed on the jobs need training to perform their duties effectively‟. (Source: Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata Mcgraw-Hill Publishing CompanyLimited, 2000, p.189) Training is planned organizational efforts or activities concerned with helping an employee acquire specific and immediately usable skills, knowledge, concepts, attitudes and behavior to enable him or her perform efficiently and effectively on his present job. Noe et al., (2006) 16referred training as a planned effort facilitates the learning of job-related knowledge, skill and behavior by employee.” Mathis and Jackson (1982)17 stated that training is related to improving upon the present job experience.

Training and Development are indispensable strategic tools for effective individual and organisation performance, thus, organisation are spending money on it with confidence that it will earn them a competitive advantage in the world of business .However, for any organisation to achieve its stated goals and objective in this competitive world, adequate and relevance training and development of staff cannot be over emphasized.

Organisation are expected to identify training need of its employees and design training programmes that will

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378 | P a g e help to optimally utilize their workforce towards actualization of organisation objective. Training and development is a techniques use to transfer to the employees relevant skills, knowledge and competence to improve employees performance on current jobs and future assignment. It is not negotiable for organisations to adequately train their employees for efficient and H. O. FALOLA et al.: Effectiveness of Training and Development on Employees‟ ... 163 optimal performances toward the realization of their set goals and objectives. Employees‟ training and development is a strategic determination to facilitate learning of the job related knowledge, skills, ability and behavior that are crucial for efficient performance capable of enhancing organizational effectiveness. Training is requisite to enhancing workers capability, reasoning faculty and competence, which will improve organizational performance and as well help in gaining competitive edge.

Training and development increases employees‟ efficiencies, innovation, invention, capacity to accept new technologies and techniques. It is important to note that organizations must be able to identify the needs for training and development and select techniques suitable for these needs, plan how to implement them and thereafter evaluate outcome. (Asare-Bediako, K2002,Birdi, K., Clegg, C., Patterson, M., Robinson, A., Stride, C.

B., Wall, T. D., Wood, S. J. 2008, Bowen, D. E., Ostroff C., Understanding HRM firm performance linkages (2004), Edralin, D.M.: Training: A strategic HRM function(2004),Katou, A., Budhwar, P: Human Resource Management Systems on Organizational Performance(2006),Kennedy, P.E, Chyung, S.Y, Winiecke, D.J., Brinkerholff, R.O 2013,Kendra, C.: ISocial Learning Theory, Lynton, R.P., Pareek, U 2000,McCourt, W., Derek, E: Global Human Resource Management 2003,McNamara, C.: Employee Training and Development 2008, Noe, E.: Human Resource Management 2000,Parce, J. A., Robinson, R. B. 2009,Weil, A., Woodall, J.:

HRD in France 2005)

The principal objective of training is to make sure the availability of a skilled and willing workforce to the organization. Casse and Banahan narrates that (2007), the different Viewed to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organisations. The current traditional training continuously facing the challenges in the selection of the employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this, they advising on all the problems, which reiterates the requirement for flexible approach. Usually the managers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they must follow the five points highlighted by Miller and Desmarais (2007) Davenport (2006), mentioned in his study that it‟s easy to implement strategy with the internet supported software.

Michel Armstrong has said that “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job”. (Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed., 2001) Edwin B Flippo has defined as, “Training is the act of increasing knowledge and skills of an employee for doing a particular job.” (Source: Personnel Management, McGraw Hill; 6th Edition, 1984)

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379 | P a g e Some of the Training theories can be effective immediately on the future of the skill and developments. The

“content” and the “access” are the actual factors for the process. It is a representation itself by the Access on main aspect what is effective to the adopted practice in training development. As per the recent theories to access the knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new meaning of information with electronic learning use. There is a survey confirmation for using classroom to deliver the training would drop dramatically, (Meister, 2001).

VI. DATA ANALYSIS

Table 1: Table showing the Age of the respondents

Age(years) No. of Respondents

Respondents

Percentage

20-30 80 26

30-35 98 33

35-40 80 26

40-45 16 5

45-50 16 5

<50 14 5

TOTAL 300 100

Source: Primary data

Interpretation: From the above table it can observe that,26% of respondents fall under age group of 20-30, 33% of respondents fall under age group of 30-35, 26% of respondents fall under age group of 35-40, 5% of respondents fall under age group of 40-45, 5% of respondents fall under age group of 45-50 and 5% of respondents fall under age group of above 50 and above.

It is inferred that, most of the respondents from Hospitals belong to age group of 30-35 years, 20-30yeras, 40-45 years.

Table 2: Table showing the Gender of the Respondents

Gender No. of Respondents

Respondents

Percentage 99(99 (*(

Male 168 56

Female 132 44

Total 300 100

Interpretation: From the above table it can observe that 56% of respondents are male and 44% of respondents are female.

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Table 3: Table showing the Conduction of Training Program at Hospitals

Opinion No. of Respondents Respondents

Percentage Yes

300

300 100

No 0 0

Total 300 100

Interpretation: From the above table it can observe that 100% of respondents agree that training program is conducted. It is inferred, all employees of Hospitals agree that the training program is conducted.

Table 4: Table Showing the Kind of Training Program Employees Receive in Hospitals

Particulars No. of Respondents

Respondents

Percentage

On the job 150 50

Off the job 78 26

Both 72 24

TOTAL 300 100

Interpretation: From the above table it can observe that 50% of respondents receive on the job training, 26% of respondents receive off the job training, and 26% receives both the type of training. It is inferred, Majority of hospital employees receives on the job training.

Table: 5 Table Showing Persons who Conducts Training and Development programms at Hospitals

Particulars No. of Respondents Respondents

Percentage

Superior 150 50

HR Dept. personnel 90 30

External Experts 60 20

TOTAL 300 100

Interpretation: From the above table it can observe that 50% of respondents‟ opinion that the training is conducted by superior. 30% of respondents opine that the training is conducted by HR Dept. personnel, 20% of respondents opine that the training is conducted by External experts. It is inferred, Majority of the TCS respondents are of the opinion that mainly superior conducts training programs only in rare situations training is conducted by HR dept. personnel and External experts also conduct training.

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Table 6: Table Showing Aids used in Training and Development Programs in Hospitals

Percentage

Visual aids 156 52

Audio aids 84 28

Hand-outs 60 20

TOTAL 300 100

Interpretation: From the above table it can observe that 52% of respondents opine that visual aids are used in training programs. 28% of respondents opine that audio aids are used in training programs.20% of respondents opine that hand-outs are used in training programs. It is inferred, Most of the TCS respondents are of the opinion that visual aids are used in training programs.

Table 7: Table showing Interaction in Training and Development Program in Hospitals

Respondents

Percentage

Strongly agree 160 53

Partially agree 87 29

Disagree 53 18

Strongly disagree 0 0

TOTAL 300 100

Interpretation: From the above table it can observe that 53% of respondents strongly agree that the training program is interactive. 29% of respondents partially agree that the training program is interactive. 18% of respondents disagree that the training program is interactive. 0% of respondents strongly disagree that the training program is interactive. It is inferred, Most of the respondents strongly agree that the training program is interactive and few respondents disagree that the training program is interactive.

Table 8: Table showing the Satisfaction with Present Training Methods

Respondents

Percentage

Completely satisfied 176 59

Partially satisfied 81 27

Not satisfied 43 14

TOTAL 300 100

Interpretation: From the above table it can observe that 59% of respondents completely satisfied with their present training methods. 27% of respondents partially satisfied with their present training methods. 14% of respondents not satisfied with their present training methods. It is inferred, that most of respondents are completely satisfied and there are few who are not satisfied.

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Table 9: Table Showing the Implementation of Skills Gained During Training Program

Percentage Yes

300

300 100

No 0 0

Total 300 100

Interpretation: From the above table it can observe that 100% of respondents agree that they are implementing what they gained during training programs in job. It is inferred, all respondents agree that they are implementing what they gained during training programs in job.

Table 10: Table showing the Training Program Helps to Perform Job Effectively

Percentage

Disagree 30 10

TOTAL 300 100

Interpretation: From the above table it can observe that 60% of respondents strongly agree that the training program helps to perform job effectively. 13% of respondents partially agree that the training program helps to perform job effectively. 10% of respondents disagree that the training program helps to perform job effectively.

17% of respondents strongly disagree that the training program helps to perform job effectively. It is inferred, Most of the respondents are of opinion that the training program helps to perform job effectively.

Table 11: Table Showing Aid of Training Program for Individual Growth

Respondents

Percentage

Disagree 41 14

TOTAL 300 100

Interpretation: From the above table it can observe that 60 % of respondents strongly agree that the training program helps for individual growth. 26% of respondents partially agree that the training program helps for individual growth. 14% of respondents disagree that the training program helps for individual growth. 0% of

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383 | P a g e respondents strongly disagree that the training program helps for individual growth. It is inferred, Most of the respondents are of opinion that the training program helps for individual growth.

Table 12: Table Showing Aid of Training Program to Fulfill Organizational Goals

Respondents

Percentage

Disagree 43 14

TOTAL 300 100

Interpretation: From the above table it can observe that 67% of respondents strongly agree that the training program helps to fulfill organizational goals. 20% of respondents partially agree that the training program helps to fulfill organizational goals. 13% of respondents disagree that the training program helps to fulfill organizational goals. It is inferred, Most of the TCS respondents are of opinion that the training program helps to fulfill organizational goals.

Table 13: Table Showing Outcomes of Training and Development Programs

Respondents

Percentage

Increased efficiency 165 55

Updated knowledge 70 23

Improved interpersonal relationship

relationship

20 7

Career development 15 5

All the above 30 10

TOTAL 300 100

Interpretation: From the above table it can observe that 55% of respondents‟ opinion that Outcomes of training and development programs are increased efficiency.23% of respondents opines that Outcomes of training and development programs is Updated knowledge. 7% of respondents opine that Outcomes of training and development programs is improved interpersonal relationship . 5% of respondents opine that Outcomes of training and development programs is Career development. 10% of respondents opine that Outcomes of training and development programs is Increased efficiency, Updated knowledge, Improved interpersonal relationship, Career development. It is inferred, Most of the respondents agree that the training and development program results in increased efficiency.

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VII. FINDINGS OF THE STUDY

1. All the respondents agree that training program is conducted in Hospitals are updated their skills, knowledge.

2. Most of the respondents receive on the job training in Hospitals.

3. Majority of the respondents‟ opinion that the training is conducted by superior.

4. Majority of the respondents opine that visual aids are used in training and Development programs 5. Most of the respondents completely satisfied with their present training methods.

6. Majority of respondents strongly agree that the training program is interactive.

7. All the respondents agree that they are implementing what they gained during training programs in job 8. Most of the respondents strongly agree that the training program helps to perform job effectively 9. Most of the respondents strongly agree that the training program helps for individual growth 10. Majority of respondents strongly agree that the training program helps to fulfill organizational goals 11. Majority of the respondents‟ opinion that Outcomes of training and development programs are increased

efficiency

VIII. SUGGESTIONS

1. Regular training programmes should be conducted for the employees to update their skills and knowledge.

2. It is found that not every employee are satisfied with their training and development programs, so it is suggest that the organization should have feedback session to the employees about the training programs frequently and also should try to design the training and development program based on their needs and requirements.

3. If the organization designs the training and development program based on their employees needs and demands.Obviously, they can perform their job effectively, and also they can work more effectively with team mates and sub-ordinates for improving their job performance.

4. Sometimes the training program should be designed in such a way so that the employees can achieve both the individual goals and organizational goals.

IX. CONCLUSION

 Hospitals are of the leading firms in the field of Services. In addition, have a dynamic leadership and strong management.

 Hospitals are having good services to the patients by conducting training and Development programmes and good organization culture, excellent working environment and a very Precious Asset (i.e. human capital) that is highly dedicated, and hardworking; well qualified workforce.

 Hosptials are offered training and Develoment to its employees of all departments. Since majority of the employees are adaptable to changes and strive for self-development training at Hosptials successful.

 At last from the analysis of the data it can be concluded that the training and development programmes offered in Hospitals are effective.

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 The training and Development programmes provided by the Hospitals are outstanding and credible for the development of employee‟s skill not only to achieve the company goals, but also for employee‟s individual career development as well as interactive Relationship in between employes to provide Quality services to the patients.

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