Please use this identifier to cite or link to this item: http://hdl.handle.net/10603/166619
Title: Workforce Training And Development For HR Capacity Building In Some Selected SMEs Of Uttarakhand
Researcher: Rawat, Babita
Guide(s): Chaubey, D.S.
Keywords: Capacity Building
Objective Oriented Training
Performance Oriented Training
Problem Solving Training
SMEs
Sustainability training
University: Uttaranchal University
Completed Date: 03/06/2017
Abstract: Employees training and development has emerged as one of the important sources for gaining competitive edge. It is beneficial for the employees as well as for the organization as whole. For exploiting the employees capacity and enhancing the performance of the employees, it is also imperative for management to train its employees for meeting present need and develop them for future. The present research work has been taken up with the objectives to analyse the present status, various TandD strategies for HR capacity building and its effectiveness for human capacity building in SMEs of Uttarakhand. An attempt is also directed to analyse the TandD programme for succession planning as well as the relationship between TandD programme with the performance of employees. Study indicates that majority of respondents got in-house training as well as outside training by professionals. Confirmatory Factor analysis of the different variable was carried out to find out the important TandD strategies that includes outcome Oriented Training, Objective Oriented Training, Content focused Training and Succession Oriented training, Performance Oriented Training, Leadership oriented Training, Problem Solving Training and Sustainability training. Study indicates that majority of respondents believed that Training and Development Strategies helps in improving Job Performance to a considerable extent. The different statistical techniques like chi square test, one way ANOVA, was carried out to check the interrelatedness of the various factors and their role in capacity building of the employees. It is concluded that TandD programmes can not meet their intended objectives in the absence of proper evaluation process. Therefore, the organizations should develop a scheme to evaluate the effectiveness of TandD programmes at different stages. Further future researcher should take appropriate measure to develop the scale for effective evaluation process of TandD practices. newline
Pagination: 
URI: http://hdl.handle.net/10603/166619
Appears in Departments:Faculty of Uttaranchal Institute of Management

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01_title.pdfAttached File16 kBAdobe PDFView/Open
02_declaration.pdf214.03 kBAdobe PDFView/Open
03_certificate.pdf152.3 kBAdobe PDFView/Open
04_preface.pdf1.46 MBAdobe PDFView/Open
05_table of content.pdf20.6 kBAdobe PDFView/Open
06_list of tables.pdf29.96 kBAdobe PDFView/Open
07_list of figures.pdf15.43 kBAdobe PDFView/Open
08_appendices1.pdf18.71 kBAdobe PDFView/Open
09_chapter 1.pdf1.17 MBAdobe PDFView/Open
10_chapter 2.pdf828.36 kBAdobe PDFView/Open
11_chapter 3.pdf934.15 kBAdobe PDFView/Open
12_chapter 4.pdf151.46 kBAdobe PDFView/Open
13_chapter 5.pdf1.44 MBAdobe PDFView/Open
14_chapter 6.pdf183.84 kBAdobe PDFView/Open
15_questionnaire.pdf47.23 kBAdobe PDFView/Open
16_biblography.pdf346.88 kBAdobe PDFView/Open


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