Informatics Publishing Limited

Manohar Mahadeo Karade ¹, Sayalee Gankar ², Apurva Bhagwat ³

Affiliations
1 MIT-School of Management, Pune-38, IN
2 MIT-School of Management, Pune, IN
3 MIT School of Management, IN

Abstract

In today's scenario Gen Y employees comprise of almost half of the Indian working population and are growing at a rapid pace. They are the workforce of the future. Now is the time to understand and target the new generation of agents, the Gen Y group. What Gen Y really wants is to make a good living-but these young professionals also want to find happiness, fulfillment and opportunity in their work, and to build the foundation for a career that rewards in ways beyond the mere financial. The study deals with the Generation Y also known as the "Millennials". The major part of today's workforce consists of Gen Y and this study is an attempt to find out their thinking before they take up job opportunities, the study also throws light on the perception of the managers who are the job providers. The research paper seeks to identify the expectations of Gen Y employees. The researchers have used the exploratory research design for this study. Investigation was carried out through two different Structured Questionnaire i.e for Gen Y Employees and for Managers. 153 total surveys of Gen Y employees were completed and 34 responses from managers were received. From the study it was found out that the preferences of Gen Y employees change with the change in their age, marital status and the family size or the no. of dependents. The findings with regard to managers i.e. Company Tracked Gen Y Preferences before providing Job Opportunities are not affected by demographic factors such as age and gender but it varies with the type of company. In this study the monetary aspects of compensation have not been taken due to rigidity in sharing the data by the respondents.

Keywords

Gen Y, Compensation, Perception, Millennials, Investigation.

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Manohar Mahadeo Karade ¹, L .K. Tripathy ²

Affiliations
1 MIT-School of Management, Pune-38, IN
2 Dr. D. Y. Patil Vidyapeeth's Global Business School & Research Centre Tathawade, Pune 411033, Maharashtra, IN

Abstract

Learning, Training and development team at the Rose Systems was challenged to identify learning needs; competencies have been identified to help employees find ways to improve efficiency and effectiveness, customer satisfaction, and revenue growth in the company.

This case study describes how evaluation is built into the learning process and is positioned as an application tool. The keys to success are planning for the evaluation, building it into learning process, and using the data to help future participants. The attempts of this case to assess the current systems of ROI of Training and Development and suggest some of the suggestions based on the discussions, observations and after analysing the data of last three years used process.

For this case a powerful approach of using action plans developed by team of training department was taken in to account. Even key components of the evaluation of five level programs were studied and found out that the training and development of a formal, structured training programs and its effectiveness at shop floor. The case has developed after finding out the ROI within the teams and individuals too. This is good sign of finding out the investments and its results. It is found that the organisation has adopted the method of finding out floor effectiveness and individual investment cost for training them used their potential for business results. After application of ROI analysis for calculating results it was found that the ROI of all five levels/ types of training has high ROI of Training. The real concern of the corporate managers, V.P and G.M were interested in seeing the actual ROI for the trainings of 2012, 2013 and 2014. So before formulating the case, the team of Training department were worked on various additions and use of methods to carried out ROI of Trainings for all kinds of training.

This is noteworthy that within short period of time after establishing their own training department, they have initiated the ROI of Training and Development which is last step to achieve. This case study provides critical insights into how Trainings; Knowledge Transfer, Process Training, Product Training, Soft Skill and Technical Training in an organization were evaluated and whether the impact of training on business were having or not as well as ROI of all three years were measured separately. The recommendations have provided to build the strategies for upcoming years in smooth functioning of training department of the organisation.

Keywords

Training, Evaluation, ROI, Effectiveness, Strategy etc.

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