TABLE OF CONTENTS

CHAPTER 1: INTRODUCTION Purpose of the Study Significance of the Study About the firm Companys Vision Companys Mission CHAPTER 2: REVIEW OF THE LITERATURE CHAPTER 3: RESEARCH METHODS AND PROCEDURES CHAPTER 4: DATA ANALYSIS AND FINDINGS CHAPTER 5: CONCLUSION AND RECOMMENDATION APPENDICES APPENDIX A. Questionnaire for Data Collection REFERENCES

CHAPTER 1: INTRODUCTION PURPOSE OF THE STUDY

The purpose of the present study is to understand the concept of training and development in an organization. The organization used for present study id Abbott Healthcare Pvt. Ltd. Training an essential part of an organization as it would improve the skills and talents possessed by the employees and would also add new skill and talents to their work profile which would further help in an employee development. It is beneficial for the organization as it would improve the production and productivity and also help in moving ahead with new techniques and methods for better performance and per the current market requirements.

SIGNIFICANCE OF THE STUDY

The current studied aimed at identifying the level of satisfaction the employees had with the training provided to them, the effectiveness of the training programs which were conducted earlier, employees take on the organization training and development initiatives, to see if the organization follows the training and development process effectively.

ABOUT THE ORGANIZATION: ABBOTT HEALTHACRE PVT.LTD.

Abbott was founded by a young Chicago Physician, Dr. Wallace Calvin Abbott. Abbott is a company that focuses on turning science into caring- Abbott, Promise for Life. For more than a century Abbott has been working to advance healthcare for people around the world. Abbott has evolved globally into a diversified healthcare company that discovers, develops, manufactures and markets innovative pharmaceutical, diagnostic, nutritional and hospital products. Products and services of Abbott span the Continuum of care, from prevention and diagnosis to treatment and cure. Abbott has its footprint in 130 countries. More than 90000 people form a part of Abbott family. Abbott established its presence in India in 1910, more than 1750 people form a part of the Abbott India family. The Abbott India has its headquarters in Mumbai.

Vision To be the worlds premier health care company

Mission To be an admired organization and a leader in our core therapy areas by shaping the Continuum of Care and be amongst the 3 fastest growing companies through 2015

Strategy Institutionalize the Continuum of care model as the central strategic foundation

driving market creation activities. Strengthen Brand marketing skills and scale up self generating demand models for

patient capture launched in 2010. Strengthen leadership capabilities and implement HR practices that will inspire and

empower employees to contribute to organizational development over time. Promote productivity improvement and lead growth. Shape management programs and invest in building a scientific platform for

dialogue with target customers Integrate legacy Solvay operations with those of Abbott Dedication To customers,

shareholders, employees, suppliers and other stakeholders.

ABBOTT HEALTHCARE PRIVATE LIMITED, BADDI

The formulation facility of Abbott Healthcare Private Limited, Baddi is situated in the foothills of Shivalik range of mountains of great Himalayas and is about 50 Kms from the City Beautiful Chandigarh, with total plot area of 83434 sq. meters having covered area of approx 45000 square meters. Baddi Plant is a State of the Art facility equipped with the modern technology with capability to produce quality medicines at affordable prices. It is one of the largest plant in the Indian Pharmaceutical Business with a market share of 7%, growing at a very fast pace. The plant is accredited & approved by several regulatory bodies. Some of the key ones are: UK-MHRA for Large Volume Parenteral (LVP) formulations National Drug Authority (NDA), Uganda Certificate of GMP as per WHO by FDA India Certificate of GMP as per Revised Schedule M by FDA, India

TRAINING
Training is concerned with imparting developing specific skills for a particular purpose. Training is the act of increasing the skills of an employee for doing a particular job. Training is the process of learning a sequence of programmed behaviour. In earlier practice, training programme focused more on preparation for improved performance in a particular job. Most of the trainees used to be from operative levels like mechanics, machines operators and other

kinds of skilled workers. When the problems of supervision increased, the steps were taken to train supervisors for better supervision.

DEVELOPMENT
Management development is all those activities and program when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training program, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improve the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development.

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. 2. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individuals performance and his potential for the performance. 3. Management development seldom takes place in completely peaceful and relaxed atmosphere. 4. Management development requires clear setting of goals. 5. Management development required conducive environment.

CHAPTER 2: REVIEW OF LITERATURE Impact of Training and Development on Organizational Performance, Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan, July 2011 this research paper talks about Training and Development, On the Job Training,
Training Design and Delivery style are four of the most important aspects in organizational studies. The focus of current study is to understand the effect of Training and Development, On the Job Training, Training Design and Delivery style on Organizational performance. The back bone of this study is the secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see the Impact of all the independent variables on the overall Organizational Performance. The Hypotheses show that all these have significant effect on Organizational Performance. These Hypotheses came from the literature review and we have also proved them with the help of literature review. Results show that Training and Development, On the Job Training, Training Design and Delivery style have significant affect on Organizational Performance and all these have positively effects the Organizational Performance. It means it increases the overall organizational performance. We also prove our Hypothesis through empirical data. Results show that Training and Development, On the Job Training and Training Design and Delivery style have significant effect on Organizational Performance and all these have positively effects the Organizational Performance. Training and Development has positive effect on Organizational Performance. Discussion of all the results proves the hypotheses; H1: Training design has significant effect on the organizational performance, H2: On the job training has significant effect on the organizational performance, H3: Delivery style has significant effect on the organizational performance and H4: Training & development has significant effect on the organizational performance. All these have positive effects on the Organizational Performance. It improves the Organizational Performance. On the Job Training is very effective and it also saves time and cost. Training and Development, On the Job Training, Training Design and Delivery style have significant effect on Organizational Performance and all these have positively affect the Organizational Performance. It means it increases the overall organizational performance.

The value of training, David Leaser, IBM Training White Paper, This paper will
provide organizations with an understanding of the costs (and cost areas) a poorly implemented skills development program imposes on an organization as well as the benefits training and skills development can provide. IBM has created recommendations to develop a skills development program using cost effective methods for each employee category in your organization. Training also affects employee retention. According to the American Society for Training & Development, 41% of employees at companies with inadequate training programs plan to leave within a year versus 12% of employees at companies who provide excellent training and professional development programs. An IBM training assessment and implementation at an energy company with 1,000 employees found that companies can save significantly on labour costs with minimal investments in employee skills development. The study concluded that training which produced an average productivity improvement of only three minutes per day would save the company at least US $240,000 per year. To fully capture the value training can provide, organizations should develop a training plan that matches user preferences to training modalities and training needs. The training plan should include an instrument to measure the return on investment in categories such as productivity gains, reduced equipment usage, reduced product failure, less-frequent help desk calls, improved customer service, compliance, increased employee morale/retention and revenue gains. Help desk teams must be well trained to ensure advocacy, and they should be solicited to generate top ten help desk issues for future end user training. Executive mandate may be required to ensure a successful training deployment.

CHAPTER 3: REASEARCH METHODOLGY

Research Objective: To understand the nature and importance of training and development To understand the effectiveness of the training and development programs. Employees feedback on the training and development efforts taken by the organization. Usage of a specify training process by the organization. Employees satisfaction with the organizational training and development program.

Study Area: Abbott Healthcare Private Limited, Village Bhatauli Khurd, Sai Road, Baddi(H.P) Data Collection Method: Primary method of data collection has been used in the present study. Data Collection Instrument: Data has been collected through structured questionnaire, comprising of open ended questions. Sampling Technique: Data has been collected through structured sampling technique. Sample Size: The sample size consists of 50 employees working in respective departments of Production, Quality Control, and Quality Assurance. Tools of analysis SPSS and Pie-Charts are used for analyzing the data.

CHAPTER 4: DATA ANALYSIS & FINDINGS

100% = yes

76% = yes 24% = no

54% = one month 24% = two month 24% = three month

70% = one 26% = two 4% = three

100% = yes

60% = yes 40% = no

88% = yes 12% = no

28% = yes 72% = no

74% = yes 26% = no

72% = yes 28% = no

96% = yes 4% = no

90% = yes 10% = no

52% = yes 48% = no

84% = yes 16% = no

84% = yes 16% = no

CHAPTER 5: CONCLUSION AND RECOMMENDATIONS

From the above project we had done, it is known that maximum percentage had agreed that the organization identify the training needs for the employees, they take the feedbacks after the training. The minimum number of employees agrees that the employee development program raise unrealistic expectations about promotions. They agree that the supervisors use positive attitude with employees. They agree that they have fair methods for evaluating individual performance. The working conditions are comfortable. The technical equipment is also good, and the employees are also having good knowledge on it. The training and development takes place maximum for 1 month and once in a year. It differs with the departments that how many months the training should be and how many times a year it should be. Training is seen as an integral part of the organization and it takes place time to times to update the employees with the latest methods and techniques of medicine production.

APPENDICES
APPENDIX A: QUESTIONNAIRE QUESTIONNAIRE

Dear Sir/Madam, I am doing a research work on Employees Training & Development. I would request you to kindly spare some time to fill up this questionnaire. Thank you very much for your cooperation. Name -------------------------------------------------Designation------------------------------------------Department------------------------------------------Section I Q1. Please mention your age 20-25 25-30 Above 30 Q2. Sex: Male Female Section II Q1. Does your company organize a training and development programme? . Yes . No Q2. Does your organization identify the training needs for the employees? . Yes . No Q3. On an average, how much time did it used to take for training and development program?

. One Month . Two Month . Three Month Q4. How much training programs has been made in the past one year? . One . Two . Three Q5. Do you have any training programs in the coming financial year? . Yes . No Q6. Does your top management take feed back? . Yes . No Q7. What do you think the training programs will be run in future? . Yes . No Q8. Do employee development programs raise unrealistic expectations about promotions? . Yes . No Q9. Do the practice's supervisors use positive attitude with employees? . Yes . No Q10. Does the practice have a consistent, timely and fair method for evaluating individual performance? . Yes . No Q11. Does your practice's equipment (everything from computers to scales) work properly? . Yes . No Q12. Does your company use a specific training process? . Yes . No Q13. Do you require a high degree of technical knowledge for your job? . Yes . No Q14. Are office conditions comfortable? . Yes . No Q15. Are you satisfied with organizational training and development program? . Yes . No

REFRENCES

Impact of Training and Development on Organizational Performance, Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam Khan, July The value of training, David Leaser, IBM Training White Paper, www.wikipedia.com Human Resource Management System by Gary Dessler 12th edition Pearson Publications Human Resource Management by Sahshi. K. Gupta Kalyani Publisher