Types of Employee Trainning in Defence

8/8/2019 Types of Employee Trainning in Defence

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Institute of Innovation in Technology and Management

SUMMER PROJECT REPORT

ON

TYPES OF EMPLOYEE TRAINNING IN DEFENCE

Submitted in partial fulfillment of the requirement of

Bachelor of Business Administration

(Computer Aided Management)Guru Gobind Singh Indraprastha University.

Submitted to: - Submitted By: -

Name of the

Project Guide: Ms.Neha Bhatia Name of

The Student : Mohit Arora.

Enrolment No : 02290301909.


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CERTIFICATE

I, Mr. MOHIT ARORA, Roll No.02290301909, certify that the Summer Project Report

(Paper Code-213) entitled TYPES OF EMPLOYEE TRAINNING IN DEFENCE is completedby me by collecting the material from the referenced sources. The matter embodied in this has

not been submitted earlier for the award of any degree or diploma to the best of my knowledgeand belief.

Signature of the Student:

Date:

Certified that the Summer Project Report (Paper Code-213) entitled

TYPES OF EMPLOYEE TRAINNING IN DEFENCE done by Mr. MOHIT ARORA,Roll No. 02290301909, is completed under my guidance.

Signature of the Guide:

Name of the Guide: Ms.Neha Bhatia.

Designation:

Date:

CountersignedDirector/Project Coordinator:


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ACKNOWLEDGEMENT

First, I thank my project guide Ms.Neha Bhatia, for his continuous support in the formation of

this project report. My project guide was always there to listen and to give advice. She taught mehow to ask questions and express my ideas. She showed me different ways to approach a

research problem and the need to be persistent to accomplish any goal.A special thanks goes to all the employees of MINISTRY OF DEFENCE, INDIA who are

most responsible for helping me in completing the writing of this dissertation as well as thechallenging research that lies behind it, by filling the questionnaire prepared by me.

Besides my advisors, I would like to thank the rest of my family members for believing in me,

asking me good questions, rescuing me from various red crises and the most important of all-forreminding me that my research should always be useful and serve good purposes for allhumankind.


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INDEX

S.NO. LIST OF CONTENTS PAGE NO.

1.

2.

3.

4.

5.

6.

7.

8.

9.

INTRODUCTION

OBJECTIVE OF STUDY

METHODOLOGY ADOPTED

ANALYSIS OF STUDY

INTERPRETATION OF RESULT

RECOMMENDATIONS

BIBLIOGRAPHY

QUESTIONNAIRE

OTHER RELATED INFORMATION

5-11

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13-14

15-24

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26

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28-30

31-39


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INTRODUCTION

Training means equipping the employees with the required skills to perform the job. The

candidates are sent for training so that they can perform the job in the expected manner. Or

we can say that Training is concerned with teaching technical skills to perform the job.

Training is an act of imparting knowledge or skill for performing a particular job. Its focus

is to improve work efficiency. As it is job-oriented, it gives importance to organizational

goals only.

Training always focuses on present requirements of the organisation. And it concentrates on

developing the skills already possessed by the employees.

Training is acquisition of knowledge, skills, and abilities (KSA) through professional

development.

Training is activity leading to skilled behavior.

y Its not what you want in your life, but it knows how to reach it.y Its not where you want to go, but it knows how to get there.y Its not how high you want to rise, but it knows how to take off.y It may not be quite the outcome you were aiming for, but it will be an

outcome.y Its not what you dream of doing, but its having the knowledge to do it.y It's not a set of goals, but its more like a vision.y Its not the goal you set, but its what you need to achieve it.

Training is about knowing where you stand (no matter how good or bad the current situation

looks) at present, and where you will be after some point of time.

There are two methods of training on the job and off the job training.


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METHODS OF TRAINING

TRANING

1. On the job 2.Off the job

1. On-the-job training. When the employees are trained while they are performing the job then

it is known as On-the-job training. Under this method the employees learn by doing. This

method is suitable only for technical jobs and the advantage of this method is employees can

learn the practical problems while working on the job. The biggest disadvantage of on-the-job

training is that it results in wastage of resources. Whenever employees are dealing with

expensive and sophisticated machinery then on-the-job methods of training should be avoided.

2. Off-the-job training. Off-thejob training means training the employees by taking them away

from their work position which means employees are given a break from the job and sent for

training. This method of training is more suitable for managerial job positions as conferences,

seminars are held to train the managers.


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Difference between Training and Development

Basis Training Development

Meaning

Orientation

Focus

Goal

It is an act of imparting

knowledge or skills for

performing a particular job.

It is a job-oriented.

Its focus is to improve work

efficiency.

Training gives importance toorganizational goal.

It is concerned with improving

the general knowledge and

understanding of employee.

It is knowledge oriented.

Its focus is to develop logical

and rational mind.

Education gives importance to

goal of individuals.


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The Common and Popular Techniques of Training

Under on-the-job Method are:

(a) Apprenticeship programme/training. The workers seeking to enter skilled jobs are sent forapprenticeship training programme which is an on-the-job method of training. In the

apprenticeship programme, a master worker or a trainer is appointed who guides the worker or

learner regarding the skills of job. The master worker performs the job and the trainee observes

him performing. When the learner learns all the skills then slowly he starts taking up the job step

by step and master worker becomes the observer. When trainee becomes perfect in doing the job

then master worker goes and trainee get full charge of job position. Generally the time period for

apprenticeship programme may vary from 2 to 5 years.

(b) Job rotation. Job rotation is an on-the-job method of training in which the employee is

shifted from one job position to other for a short period of time to make him aware ofrequirements of all the job positions. For example, in banks the employees are shifted from one

counter to other so that they learn the requirements of all the counters.

(c) Internship. Internship is an agreement between the professional institutes and the corporate

sector where professional institutes send their students to various companies so that they can

practice the theoretical knowledge acquired by them through professional institutes. Under this

training programme the organizations get people with fresh ideas and latest knowledge and the

companies have to pay very less amount of salary which is called stipend. On the other hand, the

students get chances to practice under the real work situation. In short we can say under

internship the class room sessions are backed with practical training.

(d) Coaching. In this method superior guides and instructs the trainee as a coach. He guides

employee, how he can overcome his weaknesses and make his strength stronger, superior

suggest the chances required in the behavior and performance of the employee. The coach gives

due importance to the objectives of individuals as well as objectives of organisation. Through

effective coaching you can motivate the employees to perform to their best ability.


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Need for Training/Benefits of training for Organizations

1. Reduce learning time. A trained employee takes less time in learning the job as compared

to untrained employee. As a result there is less wastage of resource and higher productivity in

the organisation.

2. Better performance. The performance of trained employee is always better than the

performance of untrained employees as in the training programmes their qualities and

capabilities are improved and employees get some experience of working on the job before

they are actually assigned the job. This improves their performance and efficiency level.

3.Attitude formation. The training and development aim at molding the employees so that

they develop positive attitude for the organisation, and to motivate them to be ready to take

the initiative and result in better support and co-operation among the employees.

4.Aids in or help in solving operational problems. While performing various activities in

the organisation, the organisation faces various problems such as problem of absenteeism,

wastage of resources, dissatisfaction of employees, lack of team work etc. Through the

supervisory level training these operational problems can be avoided or removed in the

organisation because supervisors are trained for improvement of superior-subordinate

relationship and for encouraging and motivating their subordinates.

5. Managing manpower need. Some organisations have specialised techniques of

production and the ready staff is not available. In that case the organisations hire untrained

people and train them with the required skills according to their organisations need. By

training they solve long term problem of manpower requirement.

6. Training helps the employees to adopt environmental changes.

Benefits to the employees

1. Better career option. Improved skills and knowledge due to training bring better career

options for employees.

2. Earning more. Improvement in efficient performance of the employees helps the

employees to earn more.

3.Boost up the morale. Training increases the satisfaction and morale of employees.

4. Less chances of accidents. Training makes employees more efficient so there is less

chance of accidents.


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HISTORY OF INDIAN ARMY

The Indian Army the land based branch and the largest component of the Indian Armed

Forces. With about 1,414,000 soldiers in active service and about 1,800,000 reserve troops, the

Indian Army is the world's second-largest standing army. Its primary mission is to ensure the

national security and defence of the Republic of India from external aggression and threats, and

maintaining peace and security within its borders. It also conducts humanitarian rescue

operations during natural calamities and other disturbances. Training the Indian Army, gives a

vivid if somewhat dramatic overview of the training system that moulds the world's fourth

largest Army into a professional fighting force.

In the foreword, Chief of Army Staff Gen V. P. Malik -- who had in 1998 asked the ARTRAC to

produce a quality book on the subject -- states that the importance of training a professional army

like ours needs to be widely publicized. A competent soldier on the battlefield, Gen Malik

remarks, is the ultimate result of the training process. And the Army, therefore, lays atremendous amount of emphasis on all facets of training. The 204-page book reflects in full color

the ethos of the Indian Army towards training. It has a section devoted to each aspect -- from

training on philosophy to sports and adventure training, from cadet training to the challenges of

the 21st century. Profusely illustrated, the book details the role and charter of different training

institutions of the Army. It also outlines the training syllabus at various levels -- from basic

soldiering to specialist skills required in the profession of arms.

To the common citizen, the book gives a perceptive insight into the little known but

indispensable seminaries of professionalism -- The College of Combat, College of Military

Engineering, Military College of Telecommunication Engineering, High Altitude WarfareSchool, Counter Insurgency and Jungle Warfare School, Institute of National Integration,

College of Defence Management, as well as regimental centers and schools. Of particular

interest are the chapters on simulator training, computerized, war, gaming and the changes

envisioned in the Army's training philosophy for the new millennium.

In the preface, Lt Gen Vijay Oberoi, the GOC-in-C, ARTRAC, observes that at the threshold of

the new millennium, military training challenges have grown in size and complexity. The shape

of threats is also changing. Their content and the way in which they will emerge is shaping the

importance of training as never before.

In the rapidly changing security scenario, he adds, training officers and men is a sound

investment for the challenges of tomorrow, where there may be no time buffer before taking to

the field.


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OBJECTIVE OF STUDY

By the study of the reports of TYPES

OF EMPLOYEE TRAINING IN DEFENCE, we got the

precious raining knowledge how employees in Indian army are trained.

The objective is to study about various types of training techniques followed by Indian army to train their

soldiers for fighting against various challenges in war field as well as their lives.

The scope of the study is limited to the terms of the reference of the study which are detailed below:-

1. To know the type of employee training in Indias defence.2. To understand the level of satisfaction of trainees while on training period.3. To know the feedback of trainees after their successful training.4. To know the various techniques of training used for defence employees.5. To know the frequency of training in defence.6. To understand what type of training is more effective (Off-the-job or On-the-job).7. To get the basic know how about how the current employees feels on their job trainings.8. To get to know about governments efforts on improvement of employees training

routines.

9. To review the satisfaction among existing employees.


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METHODOLOGY ADOPTED

The methodology adopted for the present study was focus discussion, interview and close

observation through in-house study. Since the project is based on action research it wasnecessary to build report to collect maximum information from the Client. Hence the research

spent considerable time with the people who reside in nearby encompassing city. The main focus

was to do with the assessing the satisfaction level of investors and explore the possibility of more

sound arrangement of disseminating outlook information system.

Primary data: -

Which is collected by new research called primary data.

Personal Interview: -It is the approach of personally questioning the individuals for

getting the results.

Close observation: - It is the approach under which the individuals are closely

observed to make the list of results.

Survey conduction: - It is the approach under which few questions are questioned from

the individuals on basis of which the data is collected for consideration.

Questionnaire: - Under this approach certain set of questions are prepared as specimens

and these specimens are filled further by individuals for collecting data.


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Secondary data: -

Already existing data is called secondary data. I collected them by following method

Internet: - The Internet is a global system of interconnected computer networks that usethe standard Internet Protocol Suit (TCP/IP) to serve billions of users worldwide. It is a networkof networks that consists of millions of private, public, academic, business, and governmentnetworks of local to global scope that are linked by a broad array of electronic and optical

networking technologies. The Internet carries a vast array of information resources and services,most notably the inter-linked hypertext documents of the World Wide Web (WWW) and the

infrastructure to support electronic mail.

Books: - A book is a set or collection of written, printed, illustrated, or blank sheets, made ofpaper, parchment, or other various material, usually fastened together to hinge at one side. A single

sheet within a book is called a leaf, and each side of a leaf is called a page. A book produced in electronic

format is known as an electronic book (e-book).


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Q.3.During your training period which of the two academies you have joined NDA

IMA ______ NONE OF ABOVE ______

Academies Number Of

Person

Solution Degree

NDA 10 10/20*360= 180

IMA 6 6/20*360= 108

NONE OF

ABOVE

4 4/20*360= 72

Academies

NDA

IMA

NONE OF ABOVE


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Q.4.Please specify the types of trainings given at time of joining the jobBasic History ______

War Field ______Critical Situations ______

Paper Work ______

Conveying Messages ______Weaponology ______Others (Please Specify) ______

0

1

2

3

4

5

6

7Training

Training


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Q.6.Please mention the number of times you undergone the examination for the whole process of

getting attached with organisation1 ______

2 ______

3 ______4 ______Others (Please Specify) ______

0

1

2

3

4

5

6

7

1 2 3 4 Others

Examination

Examination


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Q.7.Please mention the number of times you are imparted promotion training1 ______

2 ______3 ______

4 ______

Others (Please Specify) ______

Promotion Training Number Of Person Solution Degree

1 6 6/20*360= 108

2 3 3/20*360= 54

3 4 4/20*360= 72

4 3 3/20*360= 54

Others 4 4/20*360= 72

Promotion Training

1

2

3

4

Others


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Q.8.Please mention the types of training you have undergone during your selection process

Infantry TA ______

Provincial System Of Training ______Departmental TA ______

01

2

3

4

5

6

7

8

9

Infantry TA Provincial System Of

Training

DepartmentalTA

Training

Training


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Q.9.Please specify the other types of training you have undergoneUrban systems of training ______

Recruit Training ______

Annual Training ______Post Commission Training ______Voluntary Training ______

Types ofTraining

Number OfPerson

Solution Degree

Urban System 5 5/20*360= 90

Recruit Training 3 3/20*360= 54

Annual Training 4 4/20*360= 72

PostCommission 5 5/20*360= 90

VoluntaryTraining

3 3/20*360= 54

Types OfTraining

Urban systems of training

RecruitTraining

Annual Training

Post Commission Training

Voluntary Training


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Q.10.Please mention your time period of training1 Year ______

2 Year ______3 Year ______

Other(Please Specify) ______

0

1

2

3

4

5

6

7

8

1 Year 2 Year 3 Year Other

Time Period OfTraining

Time Period OfTraining


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BIBLIOGRAPHY

REFFERED BOOKS

AMENDMENTS IN INDIAN ARMY 2009

AMENDMENTS IN INDIAN ARMY 2010

INDIAN ARMY JOURNAL FOR NEW APPLICANTS

INTERNET LINKS

http://www.google.co.in/#hl=indian+army+training+techniques&spell

http://en.wikipedia.org/wiki/Military_academies_in_India

http://indianarmy.nic.in/Index.aspx?flag=LfcULYFlbeQ=

http://nda.nic.in/html/nda-training-pattern.html

http://ima.nic.in/Site/FormTemplete/frmTemp7P12C.aspx


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QUESTIONNAIRE

Dear Sir/Madam,

I am the student of Institute of Innovation in Technology and Management, BBA (CAM)- III Semester, Janakpuri , Delhi and presently doing a project on TYPES OF

EMPLOYEES TRAINNING IN DEFENCE. I request you to kindly fill the questionnaire below

and assure you that the data generated shall be kept confidential.

GENDER : MALEFEMALE

NAME OFORGANISATION :

Q.1. Educational Qualification10th Or Below ______

10+2 Or Below ______Graduate ______

Post Graduate And above ______Others(Please Specify) ______

Q.2.Please specify the work group in which you are currently working

UNIFORMED ______CIVILIAN ______

Q.3.During your training period which of the two academies you have joined

NDA IMA ______ NONE OF ABOVE ______

Q.4.Please specify the types of trainings given at time of joining the job

Basic History ______


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Provincial System Of Training ______Departmental TA ______

Q.9.Please specify the other types of training you have undergone

Urban systems of training ______Recruit Training ______

Annual Training ______Post Commission Training ______

Voluntary Training ______

Q.10.Please mention your time period of training

1 Year ______2 Year ______

3 Year ______Other(Please Specify) ______

OTHER RELATED INFORMATION


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20.

21.

22.

ASSAM REGT

BIHARREGT

MAHARREGT

Pradesh). OtherHill Tribes

Garhwalis/Kumaonis/Indiandomiciled Gorkhas.

Assamese including Kacharis,

Mizos,Nagas/Kukis. All other

classes, Tribes/Sub tribes in Assam,

Meghalaya, Manipur, Mizoram,

Nagaland, Tripura including GarosKhasis and Indian Domiciled

Gorkahs.Tribes/Sub tribes fromArunachal Pradesh, Bhutanincluding Muslims and Bhutanese.

Scheduled Tribes, Bioharis, Oriyas,

All classes from

Bihar, Orissa, and contiguous areas

of Eastern UP,MP

incl SC/ST and other non Hinds lessMuslims (without

fixed percentage)

Mahars including Budhist Mahars,

All India All Classes (except

Mahars including Budhist Mahars)


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23.

24.

25.

26.

JAMMU ANDKASHMIR RIFLES

JAMMU ANDKASHMIR LIGHT INF

GORKHA RIFLES

(a)1 to 8 GORKHA

. RIFLES

(b) 9 GORKHA

RIFLES

(c)11 GORKHA

RIFLES

LADAKH SCOUTS

Dogras, Sikhs, Muslims and Indianpomicile Gorkhas.

Muslims and Non-Muslims ofJ&KState.

Gorkhas, Magars & Gurungs and

All other Castes ofGorkhas.

Gorkhas (Thakurs & Chetris) All

other Castes ofGorkhas.

Gorkhas (Rai, Limbu and Tamang).

Ladakhis, Budhist from Doda

District (J&K) and those

hailing from Zanskar valley Ladakh


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Region. (Shortfalls, ifany, will be

made up from Lahaulis. In caseLahaulis are also not

available,Dogras ofKangra/Jarnmu

Districts maybe recruited).

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Types of Employee Trainning in Defence