Methodology for Analysis Process

  • Interviews
  • Observation

This qualitative critical analysis was based on personal observation and interviews by the employees of respective companies. Interviews were not formal, rather these interviews were just discussion on the system prevailing in their organization regarding training like; the type of training was given in their organization, how that training was conducted, which employees were targeted etc. interviews were taken from the managerial level, where as observation was at all levels from top to bottom. They discussed the problems that occur while training or due to training.

      Each company have their own idea regarding training. They trained their employees according to their needs and requirements.


By going through this critical analysis following problems during research are identified;

  • Methods of training are not familiar or acceptable by the trainees due to some technological and other reasons.
  • Training may not be of sufficient time duration, that may cause two types of problems; It the time is short than trainee may not properly get the knowledge and if the time is excess than it may cause boredom and lack of interest.

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  • Employees may not be honest with the problems and difficulties faced by the organization.
  • Employee may not take it as seriously e.g; they may not attend because they think it can be done some other day.
  • After training if employee’s expectations are not fulfilled and when they do not get required conditions and circumstance, then they may become de-motivated and consider their effort towards training is wastage of time.
  • After training, when some employees are promoted and other may not than it will cause conflict. It is also not possible to promote all the employees after training.
  • Although these are the multinational companies but even that some employees are not familiar with the training need analysis. There could be two reasons behind it; first training need analysis is not happening in that multinational company, they are just giving training to employees randomly or the second reason may be the activity of training need analysis is performing in the organization but those employees who respond that TNA is not performing but employees might not recognize that particular activity.
  • In most of the multinational companies on the job training in sued but some times it is not suitable, training should be with some thing recreational like exertion trips and other off the job training.
  • The major problem and issue in training is selection of trainers. Some times trainers are of very high levels and trainers could not get trainer’s level & could not get his/her point of view. Some times problem occur when trainer is off similar position as trainees are so trainees thought why should we take training from this particular person because he/she is of the same level and position, how could he/she deliver to us.
  • Our targeted multinational companies mostly rely on training from inside the company may be due to save the cost of out sourcing but they could get more good and standard training from our sourcing.
  • The last but not the least, major critical issue regarding training in multi nationals is “cost”. Unfortunately these multinational spends more on others activities like advertisement and promotion rather than on human resource development. They might need immediate results and the results of training reflects in long term performance of employees which become the cause of organizational development.

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