A Project Report

On
TRAINING AND DEVELOPMENT
AT PANACHE GLOBAL

Submitted in Partial Fulfillment of the Requirement

For the Degree
Of
MASTER OF BUSINESS ADMINISTRATION
(MBA)
(Session 2013-2015)
Submitted by:
Name: Hemant Sharma
Roll No:-1328529

Nepra (Banur), Chd.-Patiala Highway, Near Chandigarh

(Punjab Technical University)
Website:-www.aryans.edu.in
PREFACE

Management is an essential ingredient in every organized Endeavour. Effective and efficient

coordination of human efforts and materials resources requires sound management. In them
turbulent socio-economic environment to today, the job of a manager has become very
challenging.
As the part of my MBA curriculum I was required to undergo summer training in a business
organization. For this purpose, I approached to undergo summer training in a business
organization. For this purpose, I approached Panache Global Chandigarh.
The project has been designed keeping in view the various HR policies and the nature of
the management of PANACHE GLOBAL. It seeks to provide a brief and concise view of
what Management is all about and how it can be applied to small industries.
This report includes my sincere efforts; I sincerely hope that this report proves to be useful to
its readers also.

ACKNOWLEDEMENT

First of fall I would like to thank the Management at Panache Global for giving me the
opportunity to do my one-month summer training project in their esteemed organization. I am
highly obliged to Mr. Varun Gupta for granting me to undertake my training project.
I also take this opportunity to convey my heartfelt thanks to Mr. Varun Gupta (Trainer)
for his constant suggestion which have resulted in successful completion of the project.
I avail this opportunity to extend my heart full thanks and deep respect to faculty member
Mrs. Tejinder Kaur (H.O.D) for their able guidance during the course of this project.
My gratitude to all those, who responded to my questionnaire in a well-defined manner and
helped me acquiring knowledge.

Name: Hemant Sharma

Trainer

Roll no: 1328529

Mr. Varun Gupta

CONTENTS

S.NO

TOPIC

PAGE NO.

1.

PREFACE

2.

ACKNOWLEDGEMENT

3.

INTRODUCTION TO THE COMPANY

4.

INTRODUCTION OF THE TOPIC

16

5.

OBJECTIVES

36

6.

REVIEW OF LITERATURE

37

7.

RESEARCH METHODOLOGY

38

8.

DATA AND INTERPRETATION

40

9.

CONCLUSION

54

10.

FACTS & FINDINGS

55

11.

LIMITATIONS

56

12.

BIBLIOGRAPHY

57

13.

QUESTIONNAIRE

58

INTRODUCTION OF COMPANY

PANACHE GLOBAL
PANACHE GLOBAL is Asias leading and fastest growing solutions and service provider
whose mission is to help its clients become more successful. Since 2006, Panache Global
is in business of improving business processes of our customers while at the same time
substantially lowering their costs. Panache Global is among the few global companies which
are growing debt free, for this reason our solutions and service charges are pocket friendly to
our customers and coupled with our superior quality service within defined timelines; bring
us close to our clients heart. The firm works with clients from a wide range of industries to
help them achieve best business performance. We undertake business consultancy projects of
any magnitude and value and deliver key results within defined timelines with 98.5% SLA
and with utmost ethics. In giving solutions and services to our customers, we believe that we
are the best. Panache group is an ultra-diversified group having business interests in
Franchising business, Public Relations Business, Head Hunting and Virtual Office solutions
with excellent reviews by both our customers and associates. We have our operations in Pan
India and overseas and have a customer base of more than 300 corporate. Panache Global
Consultants has various divisions and in each division we have a team of highly qualified and
dedicated experts. Each member of Panache has undergone special trainings and follows a
strict Code of Conduct and Compliance Policy. We have set up smaller working groups
dedicated to specific regions and sectors we are renowned across India for our commercial
ethics. We seldom advertise for business, relying instead on referrals from our existing
internal and external customers who recommend us to their clients/partners/associates who
know that our knowledge and standards parallel their own. We promote an entrepreneurial
culture, where quality and service excellence is our competitive advantage. We offer
companies a proven, experienced and performance-focused resource that can make
immediate contributions toward your business objectives. Panache Global Consultants is
following a lean management theory and also all our offices are paper free. We are doing our
bit to make the system and the environment green. We are profit and value driven and our
greatest assets are our people at all levels led by experienced and well qualified leaders. We
have a strong synergy of individual contributors. Diversity has always been and will always
be a part of Panache Globals Dna, our core values and our culture. We instigate people to do
more than a job. We facilitate everyone to create and participate in our winning experiences.

Panache Global is THE TRUSTED ADVISER and General Counselor to many of the
most influential businesses and institutions in the world. We serve more than 70 percent of
the Most Admired Companies.
The Panache Global is a Management Advisory Group, providing Business advisory and
research services since 2006. Panache Global has grown into one of the worlds leading
multidisciplinary Professional Services Firm with successful operations all over the
world. We advise major international industry and service companies as well as public
institutions. We cover every strategic topic that is decisive for our clients success growth,
portfolio optimization, internationalization, cross-border mergers and acquisitions, marketing
and branding strategies, strategic alliances, reorganization and corporate restructuring as well
as value-based management development programs and trainings.
The Panache Global is a Business Consulting firm providing tailored solutions to address the
evolving challenges of todays small to mid-size and non-profit businesses and has brought
some of Indias outstanding professionals together with some of the worlds best
organizations both internationally and within the country. A client focused innovative
approach to research and assessment combined with a high level of ethics and values makes
us the most progressive firm in India. We work with our clients to tackle their most important
organizational challenges, building competitive advantage through superior talent
management, leadership development and organizational design.
We place a great emphasis on working with our clients as business partners with the highest
standards of professional ethics and confidentiality. We also maintain a close relationship
with clients and candidates based on trust and consistent high standards of performance. In a
short period the firm has established equity with clients and candidates in reliability,
performance and high standards of conduct.

OUR VISION

To become a Leading and Trusted Partner in Progress and to become Thought Leader who
makes the Difference by leveraging Quality Human Capital and available resources and to
build the Most Valued and Globally Respected professional services firm.
OUR MISSION
To serve our clients by providing the highest quality professional services that addresses their
business issues. We attract, recruit and retain the most knowledgeable and passionate
professionals and we provide a collaborative culture that enables them to thrive
professionally and personally.
OUR PURPOSE
To develop advisory relationships by providing value-added advice and services to People
and Businesses which will enable them to achieve their Personal and Business goals and in
turn build a Stronger, Knowledgeable, Informed, Healthy and a Happy Community.
The Panache Global is in the business of improving business processes of our customers-we
help organizations to work smarter and grow faster while at the same time substantially lower
their costs, manage risks and regulation and leverage talent. The Panache Global is among
the few global firms which is growing debt free, for this reason our solutions and service
charges are pocket friendly to our customers and coupled with our superior quality service
within defined timelines; bring us close to our clients heart. The firm works with clients
from a wide range of industries to help them achieve best business performance.
We undertake business consultancy projects of any magnitude and value as per our
Consulting Services Framework (CSF) and deliver key results within defined timelines
with 98.5% SLA and with utmost ethics. In giving Solutions to our customers, we believe
that we are the best.
Panache Group is an ultra-diversified group having business interests in a comprehensive
range of Business services for our clients including but not limited to these domains-Software
Development, Business Development, Strategy, Franchisee Development, Leadership Search
and Development, etc. We have our soft presence in 31 countries, having a huge customer
base including privately held business houses, HNIs and several NGOs.

The Panache Global has various consulting divisions and in each consulting division, we
have a team of highly qualified and dedicated consulting experts. Each member of The
Panache Global has undergone special trainings in their consulting domain and follows a
strict Code of Conduct and Compliance Policy. We have set up smaller working groups
dedicated to specific regions and sectors we are renowned across India for our commercial
ethics. We seldom advertise for business, relying instead on referrals from our existing
internal and external customers who recommend us to their clients/partners/associates who
know that our knowledge and standards parallel their own. We promote an entrepreneurial
culture, where quality and service excellence is our competitive advantage. We offer
companies a proven, experienced and performance-focused resource that can make
immediate contributions towards their business objectives. THE PANACHE GLOBAL is
following a lean management theory and also all our offices are paper free. We are doing our
bit to make the system and the environment green.
We are a profit and value driven organization and our greatest assets are our people at all
levels led by experienced and well qualified leaders. We have a strong synergy of individual
contributors. The strength of our reputation lies in the collective skills and talents of these
individuals and our tradition of providing training and career development for our talent
which began with our We can attitude and continues to Done as our last sigh. Diversity
has always been and will always be a part of PANACHE GLOBALs DNA, our core values
and our culture. We instigate people to do more than a job. We facilitate everyone to create
and participate in our winning experiences.
We are here because of our clients, our patrons and our team. We wouldnt be what we are
today were it not be all of those individuals from the front-desk to the executive office to our
team giving 110%, esteemed customers who have trust in us and our patrons to make THE
PANACHE GLOBAL, a reality.

Our Value
Integrity

We always try to do the right thing.

We are honest and straightforward with each other.

We operate within the letter and spirit of the law.

We uphold the values and principles of The Panache Global in every action and
decision.

We are data-based and intellectually honest in advocating proposals, including,

recognizing risks.

Ownership

We respect our The Panache Globals colleagues, customers and consumers, and treat
them as we want to be treated.

We have confidence in each others capabilities and intentions.

We believe that people work best when there is a foundation of trust.

We accept personal accountability to meet our business needs, improve our systems
and help others improve their effectiveness.

We all act like owners, treating the Companys assets as our own and behaving with
the Companys long-term success in mind.

Diverse Backgrounds: Global Perspectives

We believe that knowledge is at the core of solving the worlds most pressing problems and is
the principal source of success and advantage in the 21st century. Embodied as Intellectual
Capital and applied by Talented Professionals, Knowledge is a Consulting firms core asset.
We are an entity as diverse as the continents across which we practice and as the clients that
we serve. We acknowledge, however, that diverse structure alone does not define true
diversity. Instead, at The Panache Global we strive to encourage the true value of our

constituents Team Panacheite, Our associates and clients by fully integrating their unique
talents and perspectives into every aspect of our business.
At The Panache Global, our Core Values Integrity, High Quality, Teamwork & Respect,
Performance, and Innovation & Improvement - support our Vision and drive our Success.
Our Diversity and Inclusion Initiative embodies each of these core values as we believe that
diversity at all levels is a true sign of a successful enterprise. Our priority is to recruit, retain
and promote individuals not just without regard to their race, ethnicity, gender, age, sexual
orientation, socioeconomic status, veteran status or physical challenge, but also because of
these unique qualities and the value they bring to our Firm and clients.
Our commitment manifests itself in the development of policies and best practices to promote
diversity and to engage everyone in that pursuit.
The Panache Globals commitment to diversity has resulted in a firm where principles of
fairness and inclusion permeate our culture.
While we are proud of these accomplishments, we know that much work remains to be done.
The Panache Global intends to remain aggressive in its effort to achieve the full value of a
diverse global workforce operating in an inclusive environment where all can excel. We
remain devoted to strengthening our Firm through enhanced cultural competencies,
enrichment and a commitment to equality and fairness, and look forward to partnering with
Clients, Colleagues, Enterprises and Institutions to achieve our mission.
SOCIAL RESPONSIBILITY
Through our dedicated CSR Division and Initiatives like PETMA and PARIVARTAN we
are doing our bit.
ECO SYSTEM
It involves the system of education, employ-ability and employment. We focus on developing
our teams employ-ability skills so that they can achieve their long term perspectives and
career growth with us.

Code of Conduct

We(each Employee, Staff, Associate, Principal, Partners, Owners, Director, Management of

PANACHE GLOBAL) Pledge that at any given moment we will stand by the following
below mentioned Code of Conduct for our customers to give them a value proposition always
and to build a loyal customer base.
1.

We will provide Superior Experience to our customers.

2.

We will take personal ownership of customers problems.

3.

We will consider the customers perspective in all decisions.

4.

We will BE THE REASON for CUSTOMER DELIGHT.

5.

We will Protect Customers Privacy.

6.

We shall exercise great care to avoid misrepresentation and

shall be guided by the principles of honesty and fair dealing.

Value Proposition: Enhancing quality and reducing cost:-

Our
Quality

methodologies

ensure the continuous Your business will

improvement

of get better over time

business processes

Transaction-based

Your

costs

will

pricing turn fixed- into scale

with

your

variable costs

business

Cost
Time
Rapid

response

transaction processing
provides
results now

You will get real

time updates and
results

Management

Team Panache Team brings

over

25

management

years

of Your delivery is in
experienced hands

experience

The following are some of the reasons that define our edge: Our People
Our Clients
Our Experience
Our Operations
Our Practices

We believe in creating loyal customers by providing a superior experience at a greater value.

The Measure of our success is Repeat Business rather than new Business and also we
measure our success by one client at a time.

Our Divisions:PANACHE Business Consulting:- In this division we provide purely advisory and/or
advisory + execution in

General Management:

Creating a Business Model

Drafting a Business Plan

Business Strategy

Process Improvement strategy

Competition Study and Competition Analysis

Market Research

Business Score Card

Branding

PR

Fund Raising

Patents

Intellectual Property Rights

SWOT ANALYSIS OF COMPANY

Strengths:
Best service provider consultancy in Chandigarh region.
Work in ethical way.
More reliable for client companies.

Weaknesses:
Employees are not regular in the work
Very less space for expansion
Less funds as compare to other service provider companies

Opportunities:
Go for campus recruitments for giving job opportunities for young blood.
Provide best placements for best students.
Start job fairs and counseling programs for job seekers.

Threats:
More competitors in the Chandigarh region.
Non regular employees create threat for company.

Corporate social responsibility

Our CSR Vision: Corporate social responsibility has always been an integral part of Panache Global and we
work towards the holistic development of the communities. We are dedicated to preserve our
environment, by adapting to new energy efficient technologies and educating ourselves on the
issues, we are constantly evolving and becoming environment friendly.

Go Green: - As a good corporate citizen, we are responsible towards the environment and
is committed to protect and conserve it. PANACHE GLOBALs "Go Green" campaign has
been conceptualized to honor our commitment towards environment following are only a few
of the initiatives that form a part of this campaign.

Cloth Bags: - Every quarter we distribute cloth bags to replace the use of plastic bags.
Flat Screen: - At PANACHE GLOBAL, outdated CRT monitors are being replaced with
energy efficient LCD flat.

Car Pool: - Car pooling is a common feature amongst us staying in neighboring locals.
No usage of disposable crockery: - We use melamine plates in the Canteen facility for
crockery as those are non-biodegradable.

INTRODUCTION OF THE TOPIC

Human beings are social beings and hardly ever live and work in isolation. We always plan, develop
and manage our relations both consciously and unconsciously. The relations are the outcome of our
actions and depend to a great extent upon our ability to manage our actions. Since mid 1980s Human
Resource Management (HRM) has gained acceptance in both academic and commercial circle. HRM
is a multidisciplinary organizational function that draws theories and ideas from various fields such as
management, psychology, sociology and economics.
Effective HRM depends very much on the causes and conditions that an organizational setting would
provide. Any Organization has three basic components, People, Purpose, and Structure.

What is Human Resource Management?

HRM is the study of activities regarding people working in an organization. It is a managerial
function that tries to match an organizations needs to the skills and abilities of its employees.

Definitions of HRM
Human resources management (HRM) is a management function concerned with hiring, motivating
and maintaining people in an organization. It focuses on people in organizations. Human resource

management is designing management systems to ensure that human talent is used effectively and
efficiently to accomplish organizational goals.
HRM is the personnel function which is concerned with procurement, development,
compensation, integration and maintenance of the personnel of an organization for the
purpose of contributing towards the accomplishments of the organizations objectives.
Therefore, personnel management is the planning, organizing, directing, and controlling of
the performance of those operative functions (Edward B. Philippo).
According to the Invancevich and Glueck, HRM is concerned with the most effective use
of people to achieve organizational and individual goals. It is the way of managing people at
work, so that they give their best to the organization.
In short Human Resource Management (HRM) can be defined as the art of procuring, developing
and maintaining competent workforce to achieve the goals of an organization in an effective and
efficient manner.

Nature of HRM
HRM is a management function that helps managers to recruit, select, train and develop members for
an organization. HRM is concerned with peoples dimension in organizations.
HRM refers to a set of programmes, functions and activities designed and carried out in order to
maximize both employee as well as organizational effectiveness.

Scope of HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker from the time
of his or her entry into an organization until he or she leaves the organizations comes under the
purview of HRM. The major HRM activities include HR planning, job analysis, job design, employee
hiring, employee and executive remuneration, employee motivation, employee maintenance,
industrial relations and prospects of HRM.
These are given below:
Human Resource Planning
Design of the Organization and Job
Selection and Staffing
Training and Development

Organizational Development
Compensation and Benefits
Employee Assistance
Union/Labor Relations
Personnel Research and Information System

a) Human Resource Planning: The objective of HR Planning is to ensure that the

organization has the right types of persons at the right time at the right place. It prepares
human resources inventory with a view to assess present and future needs, availability
and possible shortages in human resource.

b) Design of Organization and Job: This is the task of laying down organization
structure, authority, relationship and responsibilities. This will also mean definition of
work contents for each position in the organization

c) Selection and Staffing: This is the process of recruitment and selection of staff. This
involves matching people and their expectations with which the job specifications and
career path available within the organization.

d) Training and Development: This involves an organized attempt to find out training
needs of the individuals to meet the knowledge and skill which is needed not only to
perform current job but also to fulfill the future needs of the organization.

e) Organizational Development: This is an important aspect whereby Synergetic

effect is generated in an organization i.e. healthy interpersonal and inter-group
relationship within the organization.

f) Compensation and Benefits: This is the area of wages and salaries administration
where wages and compensations are fixed scientifically to meet fairness and equity
criteria.

g) Employee Assistance: Each employee is unique in character, personality, expectation

and temperament. By and large each one of them faces problems every day. Such worries
must be removed to make him or her more productive and happy.
h) Union-Labor Relations: Healthy Industrial and Labor relations are very important for
enhancing peace and productivity in an organization.

i) Personnel Research and Information System: Knowledge on behavioral science

and industrial psychology throws better insight into the workers expectations, aspirations
and behavior. Advancement of technology of product and production methods have
created working environment which are much different from the past.

Objectives of Human Resource Management

Human capital : assisting the organization in obtaining the right number and
types of employees to fulfill its strategic and operational goals
Helping to maintain performance standards and increase productivity through
effective job design; providing adequate orientation, training and development;

providing performance-related feedback; and ensuring effective two-way

communication.
Helping to establish and maintain a harmonious employer/employee relationship
Helping to create and maintain a safe and healthy work environment
Developing programs to meet the economic, psychological, and social needs of
the employees and helping the organization to retain the productive employees.
To provide organization with well-trained and well-motivated employees

Principles of HR Policies

Principle of individual development

Principle of scientific selection
Principle of fair remuneration
Principle of dignity of labor
Principle of contribution to national prosperity
Principle of team spirit
Principle of cooperation between labor and management
Principle of incentives
Principle of participation

Primary Responsibilities of HR Manager

To develop a thorough knowledge of corporate culture, plans and policies.
To actively involved in companys strategy formulation
To identify and evolve HRD strategies in consonance with overall business

strategy.
To facilitate the development of various organizational teams and their working

relationship with other teams and individuals.

To try and relate people and work so that the organization objectives are achieved
efficiently and effectively.
To diagnose problems and determine appropriate solution particularly in the
human resource areas.
To help employees to assess their competencies, values and goals so that they can
identify, plan and implement development plans.
To enable the individuals and groups to work in new situations and to expend \and
change their views so that people in power move from authoritarian to
participative models of leadership.

Human Resource Planning (HRP)

Human resource planning is the process of examining an organizations or individuals future human
resource needs for instance, what types of skills will be needed for jobs of the future compared to
future human resource capabilities (such as the types of skilled employees you already have) and
developing human resource policies and practices to address potential problems.

Definitions of Human Resource Planning

According to Vetter, HRP is the process by which management determines how the
organization should move from its current man power position to desired manpower position.
Through planning, management strives to have the right time, doing things which result in
both the organization and individual receiving maximum long run benefits.
According to Gordon Mc Beath, HRP is concerned with two things: Planning of manpower
requirements and Planning of Manpower supplies.

Objectives of Human Resource Planning

To ensure optimum utilization of human resources currently available in the
organization.
To link manpower planning with the organizational planning
To assess or forecast the future skill requirement of the organization.
To provide control measures to ensure that necessary resources are available as and
when required.
To link manpower planning with the organizational plannin

Factors of success in HR
Capital Investment

Employee hiring
Employee skills/ Training &development

Process

Process Cycle time

On time delivery

Customer Loyalty

Return on Capital employed

Domains of Human Resource Management

There are basically four domains of HR:

Organizational Planning and Control

Recruitment and Selection
Training and Development
Retention

TRAINING AND DEVELOPMENT

Introduction
In an International level, every organization has the training and development as appoint of its function.
The organization must motivate the employees and trainees in positive way to obtain the goal of the
organization.

In our India the training and development plays a vital role in growth of the organization .Of
each organization take part in the economic development of the country.

Meaning
Training is a process of learning a sequence of programme behavior. It is an application of knowledge; it
gives people an awareness of rules and procedures to guide personal behavior.
Development is a relational and rational process. It covers not only those activities, which improve its
performance, but also those, which about the growth of the productivity, helps individual in the progress
towards maturity and actualization of this potential capabilities.

Training and Development Process

Determining training needs

Decide the purpose of training

Choosing appropriate/Suitable training

Evaluating training effectiveness

Reasons behind Training

Increase the use of technology

Arising labors turnover

Promotion within the organization

Needs of additional hands with increased production of product and services

New employees need of training because of inexperience.

Old employees need of training for refreshing

Reduce working time ,Supervison,spoil Wastage, Produce and improve production and reduce
learning time

Reduce grievances, accident rates and raising morale.

PLANNED TRAINING
Identify training needs

Define learning requirements

Planned Training programme

Techniques

Facilities

Location

Implement Training

Evaluate training

Essentials of Good Training Programme

1. clear purpose
2. Training needs
3. Relevance
4. Individual differences
5. Appropriate incentives
6. Management support

Trainers

7. Balance between theory practice

TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the availability of a
skilled and willing workforce to an organization.
Individual Objectives help employees in achieving their personal goals, which in turn, enhances
the individual contribution to an organization.
Organizational Objectives assist the organization with its primary objective by bringing individual
effectiveness.
Functional Objectives maintain the departments contribution at a level suitable to the
organizations needs.
Societal Objectives ensure that an organization is ethically and socially responsible to the needs
and challenges of the society.

Types of Employee Training

On-the-job training takes place in a normal working situation, using the actual tools,
equipment, documents or materials that trainees will use when fully trained. On-the-job
training has a general reputation as most effective for vocational work.
Off-the-job training takes place away from normal work situations implying that the
employee does not count as a directly productive worker while such training takes place. Offthe-job training has the advantage that it allows people to get away from work and
concentrate more thoroughly on the training itself. This type of training has proven more
effective in inculcating concepts and ideas.
The most frequently used method in smaller organizations that is on the job training. This method
of training uses more knowledgeable, experienced and skilled employees, such as mangers,
supervisors to give training to less knowledgeable, skilled, and experienced employees. OJT can
be delivered in classrooms as well. This type of training often takes place at the work place in
informal manner.
On the Job Training is characterized by following points
It is done on ad-hoc manner with no formal procedure, or content

 At the start of training, or during the training, no specific goals or objectives are
developed

The four techniques for on the job development are:

1. COACHING
2. MENTORING
3. JOB ROTATION
4. JOB INSTRUCTION TECHNIQUE (JIT)

1.) Coaching is one of the training methods, which is considered as a corrective method for
inadequate performance. These coaches are experts most of the time outside consultants.

Procedure of the Coaching

The procedure of the coaching is mutually determined by the executive and coach. The
procedure is followed by successive counseling and meetings at the executives convenience
by the coach.
1. Understand the participants job, the knowledge, skills, and attitudes, and resources
required to meet the desired expectation
2. Meet the participant and mutually agree on the objective that has to be achieved
3. Mutually arrive at a plan and schedule
4. At the job, show the participant how to achieve the objectives, observe the performance and
then provide feedback
5. Repeat step 4 until performance improves
2.) Mentoring is an ongoing relationship that is developed between a senior and junior
employee. Mentoring provides guidance and clear understanding of how the organization
goes to achieve its vision and mission to the junior employee.
Mentoring is one of the important methods for preparing them to be future executives. This
method allows the mentor to determine what is required to improve mentees performance.
Once the mentor identifies the problem, weakness, and the area that needs to be worked upon,
the mentor can advise relevant training. The mentor can also provide opportunities to work on
special processes and projects that require use of proficiency. Executives also have mentors.
3) For the executive, Job rotation takes on different perspectives. The executive is usually
not simply going to another department. In some vertically integrated organizations, for
example, where the supplier is actually part of same organization or subsidiary, job rotation
might be to the supplier to see how the business operates from the supplier point of view.
An organized and helpful way to develop talent for the management or executive level of
the organization is job rotation. It is the process of preparing employees at a lower level to
replace someone at the next higher level. It is generally done for the designations that are
crucial for the effective and efficient functioning of the organization.

3.) Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and
procedural), skills and attitudes development.
JIT Consists of Four Steps:
Plan This step includes a written breakdown of the work to be done because the
trainer and the trainee must understand that documentation is must and important for
the familiarity of work. A trainer who is aware of the work well is likely to do many
things and in the process might miss few things.
Present In this step, trainer provides the synopsis of the job while presenting the
participants the different aspects of the work. When the trainer finished, the trainee
demonstrates how to do the job and why is that done in that specific manner.
Trial This step actually a kind of rehearsal step, in which trainee tries to perform
the work and the trainer is able to provide instant feedback. In this step, the focus is
on improving the method of instruction because a trainer considers that any error if
occurring may be a function of training not the trainee.
Follow-up In this step, the trainer checks the trainees job frequently after the
training program is over to prevent bad work habits from developing. There are
various methods of training, which can be divided in to cognitive and behavioral
methods.

OFF THE JOB TRAINING

There are many management development techniques that an employee can take in
off the job. The few popular methods are:
1. SENSITIVITY TRAINING
2. TRANSACTIONAL ANALYSIS
3. STRAIGHT LECTURES/ LECTURES
4. SIMULATION EXERCISES
1.) Sensitivity Training is about making people understand about themselves and others reasonably,
which is done by developing in them social sensitivity and behavioral flexibility.
Social sensitivity in one word is empathy. It is ability of an individual to sense what others feel and
think from their own point of view. Behavioral flexibility is ability to behave suitably in light of
understanding.
2.) Transactional Analysis provides trainees with a realistic and useful method for analyzing and
understanding the behavior of others. In every social interaction, there is a motivation provided by
one person and a reaction to that motivation given by another person. This motivation reaction
relationship between two persons is a transaction.

Transactional analysis can be done by the ego states of an individual. An ego state is a system of
feelings accompanied by a related set of behaviors. There are basically three ego states:
Child: It is a collection of recordings in the brain of an individual of behaviors, attitudes, and
impulses which come to her naturally from her own understanding as a child. The
characteristics of this ego are to be spontaneous, intense, unconfident, reliant, probing,
anxious, etc.
Parent: It is a collection of recordings in the brain of an individual of behaviors, attitudes,
and impulses imposed on her in her childhood from various sources such as, social, parents,
friends, etc. The characteristics of this ego are to be overprotective, isolated, rigid, bossy, etc.
Adult: It is a collection of reality testing, rational behavior, decision making, etc. A person in
this ego state verifies, updates the data which she has received from the other two states. It is
a shift from the taught and felt concepts to tested concepts.

3. Lecture is telling someone about something. Lecture is given to enhance the

knowledge of listener or to give him the theoretical aspect of a topic. Training is
basically incomplete without lecture. When the trainer begins the training session by
telling the aim, goal, agenda, processes, or methods that will be used in training that
means the trainer is using the lecture method.
4.) Games and Simulations are structured and sometimes unstructured, that are usually
played for enjoyment sometimes are used for training purposes as an educational tool.
Training games and simulations are different from work as they are designed to reproduce or
simulate events, circumstances, processes that take place in trainees job.
.
The various methods that come under Games and Simulations are:

BEHAVIOR-MODELLING
BUSINESS GAMES
CASE STUDIES
EQUIPMENT STIMULATORS
IN-BASKET TECHNIQUE
ROLE PLAY

Management Development / Executive Development

Executive development or management development is a systematic process of learning and
growth by which managerial personnel gain and apply knowledge, skills, attitudes and
insights to manage the work in their organization effectively and efficiently.

According to Flippo Executive development includes the process by which managers and
executives acquire not only skills and competency in their present job but also capabilities for
future managerial tasks of increasing difficulty and scope.
The characteristics of executive development are as following: Executive development is a planned and organized process of learning.
It is an ongoing and never ending exercise.
Executive development is a long term process as managerial skills cannot be
developed overnight.
It aims at preparing managers for managers

TRAINING AND DEVELOPMENT CYCLE:

BUSINESS
RESULTS

EVALUATION
THE SOLUTION

CHANGE IN
BAHAVIOUR

SHORTFALL IN
PERFORMANCE

TRAINING
CYCLE

DEVELOPMENT
CYCLE

NON TRAINING
NEEDS

IDENTIFY
TRAINING
&DEVELOPMEN
T NEEDS

AGREE
LEARNING
OBJECTIVE

DESIGNING THE PROGRAMMES FOR TRAINING:

SELECTING
STRATEGIES

DESIGNING
THE
PROGRAMM
E

DECIDING
ON
PACKAGE

CHOOSE
METHOD

BREAKING
OBJECTIVE

work
related
training
internal
training

outside
training

INTERNAL TRAINING: Efforts are being made to important training to all the employees in a year.
Each trainee has to quality minimum stipulated marks.
Training sessions may be organized in accordance with employees background and
experience.

OUTSIDE TRAINING
If HOD feels required competence to impart particular training is not within the company he
can make request for outside training by giving detail & get the approval of executive
director.
Both (his resort and presentation) are assessed and it becomes part of the appraisal of his
performance.

Format of Training Evaluation Form

Training Evaluation Sheet
Title
of
training
_________________________________________________________________

course:

Date: ___________________
Name
of
Trainer(s):
______________________________________________________________________
Room: _________________
Faculty: FAHS/FBEL/FEPS/FHMS
Degree Course: _________________________________
Level: 1/2/Placement/3/PGT/PGR

Overall Verdict

Excellent/
Useful
4

Training Structure

Training Content

Quality of Handouts

Session Length

Trainer(s)

Poor

Venue

Pace of Training

Exercises & Games

I had fun

I learnt something useful

Im glad I came

What did you like about the course?

What do you think could be improved?

Outline 3 things that you will take with you/have learnt in this session

Do you have any suggestions for new sessions? (If so, please give details and if you
would like to be contacted about this idea please include your email address)

Would you like to be contacted about becoming a trainer or about upcoming session? (if
so, please include your email address)

-------------------------------------------------------------------------------------------------------------------------------------

Format of Training Feedback Form

Feedback Questionnaire

What is your reaction to this program? We would like to know. Your thoughts will help us
provide the best possible modules.

Your overall evaluation of the program:

Stimulating

Boring

Useful for my work

Useless

Good Discussions

Limited

Well conducted

Poorly conducted

Challenging

Patronized

Participative

No Participation

Learning for yourself 4

No Learning

Overall evaluation of the trainer:

Very effective

Good

Not very effective Not effective

Knowledge

Preparation

Style & delivery

Responsiveness to group 4

Encouraged participation 4

Learning Climate

3
3
4

2
3

What is your learning from the program?

Any changes would you like to implement in your working?

Short term:

Long term:

1
1

Overall evaluation of the Venue:

Stay Arrangements

Good

Not good

Not good

Not good

Not good

Food

Good

Facilities

Good

Training accommodation

Good

Suggestions for such Development Programs in future:

Objectives of Study
To study the reflection of the training programs
To study about the workers attitude regarding development programs.
To study the involvement of trainees in the programs.
To maintain high morale of employees and sound human relations within the
organization.
To ascertain its effect on working of employee.
To identify and satisfy individual and group needs by providing proper training at
right time.

Review of Literature
Raja Sekaran (1991) conducted study on the identification of training needs at
BHEL.The study revealed that the following areas have been identical by more than
50% of the respondents where the need for training to develop their personality ,
communication skills ,leadership qualities, transaction analysis, industrial relations
,positive thinking and motivation are found essential.
L.A.Kennedy sam (1994) conducted a study on HR development for executive at
BHEL, Trichy 60% of the respondents were selected through systematic random
sampling and finding of study.
Hamblin (1974) conducted a study on training programme at FORD. The feedback
on the effects of a training programme and to assess the value of training in the light
of that information.
SethuRaman (1974) studies the impact of short term training programme for
supervisor. All 15 members and engineering unit Bangalore who had attended
supervisory training programme were interviewed.
According to Cooper (1988) '... a literature review uses as its database reports of
primary or original scholarship, and does not report new primary scholarship itself.
The primary reports used in the literature may be verbal, but in the vast majority of
cases reports are written documents. The types of scholarship may be empirical,
theoretical, critical/analytic, or methodological in nature. Second a literature review

seeks to describe, summarise, evaluate, clarify and/or integrate the content of primary
reports.'
Learning theorists have demonstrated that people learn best through active
involvement and by thinking about and articulating what they have learned (Resnick,
1989; Vygotsky, 1978). The wide array of learning opportunities that are advocated
for students -- learning activities that engage students in experiencing, creating, and
working with others on solving real problems -- are rarely the kinds of rich learning
experiences available to teachers (Lieberman, 1995).

RESEARCH METHODOLOGY

METHODOLOGY:-I have done a descriptive research to find out our

objective .In descriptive research I used the PRIMARY AND SECONDARY
DATA.
RESEARCH METHODOLOGY: Research methodology is the way to systematically solve the research
problem.
The method used for find the research is descriptive research to find out
our objective.
In descriptive research we find out both primary and secondary both data.
Sample design for primary data has been collected through probability
sampling.
In which I have used convenient sampling. Data is collected through
panache global, Chandigarh.

DATA COLLECTION INSTRUMENT: In this well prepared structured questionnaires were used in the study.
It includes both closed - ended and few open ended questions to get
information based on the objective of the research process.

SAMPLE SIZE: - Sample size is taken 50.

SOURCES OF COLLECTION OF DATA: All the useful data which were require for this research has been collected
through primary and secondary data.
PRIMARY DATA:-It is collected through questionnaires.
SECONDARY DATA:-It is collected through magazines, Brouchers,
Journals and Previous Research Papers.

Types of study undertaken:

i] The Theoretical Study:The theoretical study is used to collect various data from different secondary
sources such as office records, business and industry publication, books,
journals statistical reports, office records, observations, discussions etc.
ii] The Empirical study:It has been conducted to study the actual procedure adopted and implemented
while passing the benefits of the policy to actual beneficiaries i.e. employee.
The data required for study would be composed in the form of questionnaire

schedules. The empirical study is relied on questionnaires for the employees of

organizations.
iii] Personal Interview:I have personally contacted the employees and interviewed them with the help
of a structured questionnaire.

DATA ANAYSIS AND INTERPRETATION

Q1. Are you satisfied with your job?

S.NO.
1.
2.

RESPONSE
YES
NO
TOTAL

NO. OF RESPONDENTS
45
5
50

RESPONSE %
95
5
100

Response %

5
Yes
No

95

INTERPRETATION:
Most of employees are satisfied with their jobs in the company.

Q2. What is your satisfaction level from your present job?

S.NO.
1.
2.
3.
4.
5.

RESPONSE
Fully Satisfied
Partial Satisfied
Neutral
Partial Dissatisfied
Fully Dissatisfied
TOTAL

NO. OF RESPONDENTS
35
10
0
3
2
50

RESPONSE %
70
20
0
6
4
100

Response %

Fully Satisfied

6 4

Partial Satisfied
Neutral

20

Partial Dissatisfied
Fully Dissatisfied
70

Interpretation:Most of employees are fully satisfied from the job.

Q3. How important is the training for you?

S.NO
1.
2.
3.

RESPONSE
Very Important
Important
Not Important
TOTAL

NO. OF RESPONDENTS
42
6
2
50

RESPONSE %
85
12
3
100

Response %

12

5
Very Important
Important
Not Important

85

Interpretation
Most of the employees said that training is very important for them, and very
less respondents said that training is not important for them.

Q4. Do you think there should be at least one training program in the
workers service period?
S.NO.
1.
2.

RESPONSE
Yes
No
Total

NO. OF RESPONDENTS RESPONSE %

45
90
5
10
50
100

Response %

10
Yes
No

90

Interpretation
Most of the employees said that there should at least single training program in
the company.

Q5. Which type of training you will prefer?

S.NO.
1.
2.

RESPONSE
On the Job
Off the Job
Total

NO. OF RESPONDENTS RESPONSE %

38
75
12
25
50
100

Response %

25

On the Job
Off the Job

75

Interpretation
Most of the employees prefer On the Job training and 1/4th prefer Off the Job
training.

Q6. Do you think the time duration provided for the training period is:
S.NO
1.
2.
3.
4.
5.

RESPONSE
Too High
High
Sufficient
Low
Too Low
Total

NO. OF RESPONDENTS RESPONSE %

2
4
3
6
35
70
7
14
3
6
50
100

Response %

14

Too High
High
Sufficient
Low

70

Too low

Interpretation
Most of the employees said there is sufficient time for training in the company
and very less respondents said that training period is low.

Q7 How many times you have attended any type of training program?
S.NO
1.
2.
3.

RESPONSE
NO. OF RESPONDENTS RESPONSE %
1 Time
30
60
2-4 Time
5
10
More than 5 Time
15
30
TOTAL
50
100

Response %

30

10

1 time
60

2-4 times
More than 5 times

Interpretation
Most of respondents attend training for only 1 time, and remaining attended
training for 2- times and more than 5 times.

Q8. What are your general complaints about the training session?
S.NO
1.
2.

RESPONSE

RESPONDENT
S
Take your precious time
5
Too many gaps between
7
the sessions

RESPONSE %
10
14

3.
4.
5.

Training Sessions are

Unplanned
Boring and not Useful
Any other complaint
TOTAL

30

60

7
1
50

14
2
100

Response %
Take your precious time
2

14

Too many gaps between

the sessions

10
14

Training sessions are

unplanned
Boring and not useful

60

Any Other Complaint

Interpretation
Most of the respondents said that training sessions are unplanned and some
respondents said it is boring and not useful.

Q9. Have you ever come across any problem during the training
session conducted in your organization?
S.NO

RESPONSE

RESPONDENTS

RESPONSE %

1.
2.

Yes
No
Total

5
45
50

10
90
100

Response %
5
Yes
No
95

Interpretation
Most of respondents said they didnt face any kind of problems while
conducting training sessions.

Q10. For employee performance is the training required to be

analyzed in your organization?

S.NO
1.
2.
3.
4.
5.

RESPONSE
NO. OF RESPONDENTS
Strongly Agree
35
Agree
5
Neutral
0
Disagree
7
Strongly Disagree
3
TOTAL
50

RESPONSE %
70
10
0
14
6
100

Response %

Strongly Agree

Agree

14

Neutral
Disagree

10

Strongly Disagree
70

INTERPRETATION
Regarding employee performance, Most of employees are satisfied whereas
20% of employees are not satisfied. It means that most of the employees get
affected from this evaluation.

Q11.Are you satisfied with the Classroom method adopted by your organization
to train the employees?

S.NO
1.
2.
3.
4.
5.

RESPONSE
NO. OF RESPONDENTS
Strongly Agree
40
Agree
2
Neutral
0
Disagree
6
Strongly Disagree
2
TOTAL
50

RESPONSE %
80
4
0
12
4
100

Response %

12

Strongly Agree

Agree

Neutral
Disagree
Strongly Disagree
80

Interpretation:

Regarding Classroom method, most of the employees are satisfied

whereas others are not satisfied. It means most of the employees get affected but some of the
employees want training and development programs to train employees.

Q12. Effectiveness of training program in your Organization is

evaluated by observing the post training performance of employees

S.NO
1.
2.
3.
4.
5.

RESPONSE
NO. OF RESPONDENTS
Strongly Agree
35
Agree
3
Neutral
0
Disagree
10
Strongly Disagree
2
TOTAL
50

RESPONSE %
70
6
0
20
4
100

Response %

Strongly Agree

Agree

20

Neutral
Disagree

Strongly Disagree
70

INTERPRETATION:
Regarding effectiveness of training program, 75% of the employees are satisfied whereas
25% of the employees are not satisfied. It means that some of the employees want that
evaluation of effectiveness of training program should be done with some other method.

CONCLUSION
Most of employees are satisfied with their jobs in the company.
Company inspires the employees to do their best work every day.
Some of the employees want that evaluation of effectiveness of training program
should be done with some other methods.
Most of the employees get affected but some of the employees want training and
development programs to train employees.
Most of training sessions of company are unplanned.
Most of the respondents want On the Job training in the company.
Most of the employees get affected from the training for performance evaluation.

LIMITATIONS OF THE STUDY

The analysis and interpretation are based on secondary data contained in the
Published annual reports of company for the study period.
Due to the limited time available at the disposable of the researcher the study has
been confined for a period of 2 years (2008-2010).
Ratio itself will not completely show the companys good or bad financial position.
The satisfaction level in various parameters used in the project may differ from
person.
The sample size taken during project study may not represent the realistic picture
hence there may be a margin of error.
Time constraint in the project.

SUGGESTIONS & RECOMMENDATIONS

The Training should be mandatory for all level of employees.

Technical training should be given to the workers periodically.
There should be routine training programs should be there.
There should be some behavior training also.
Induction training created at the time of joining.
There should be proper record of working training.

BIBLIOGRAPHY

Books:
Human Resource Management by Ashwathapa. Human Resource
Management by Michael Armstrong. Human Resource Policy Analysis:
Organizational Applications by Richard J. Niehaus

Journals & Articles:

Policies of PANACHE GLOBAL
Documents of PANACHE GLOBAL

Websites:
www.panacheglobalconsultants.com
www.citehr.com
www.ask.com
www.wikipedia.com

www.hrgroup.com

www.scribd.com

REFERENCES
1. Principles of Personnel Management, By Edwin B. Flippo
2. Human Resource and Personnel Management, By Pigors and Myers
3. Human Resource Management, By Michael V. P.
4. Personnel Management in India, By Indian Institute of Personnel
Management

Name of Employee: ---------------------------------------------------------------------Designation: --------------------------------------------------------------------Employee Code:

QUESTIONNAIRES
Q1. Are you satisfied with your job?
a Yes
b No

Q2. What is your satisfaction level from your present job?

a)
b)
c)
d)
e)

Fully satisfied
Partial Satisfied
Neutral
Partial Dissatisfied
Fully Dissatisfied

Q3. How important is the training for you?

a) Very important
b) Important
c) Not important
Q4. Do you think there should be at least one training program in the workers
service period?
a Yes
b No

Q5. Which type of training you will prefer:

a On the job

b Off the job

Q6. The time duration given for the training period is?
a)
b)
c)
d)
e)

Too High
High
Sufficient
Low
Too low

Q7 How many times you have attended any type of training program?
a 1 time
b 2-4 time
c More than 5 times
Q8. What are the general complaints about the training session?
a
b
c
d
e

Take your precious time

Too many gaps between the sessions
Training sessions are unplanned
Boring and not useful
Any other Complaint

Q9. Have you ever come across any problem during the training session
conducted in your organization?
a Yes
b No
Q10. For Employee performance is the training need analyzed in your
organization
a) Strongly Agree

b)
c)
d)
e)

Agree
Neutral
Disagree
Strongly Disagree

Q11.Are you satisfied with the Classroom method adopted by tour

organization to train the employees?
a) Strongly Agree
b) Agree
c) Neutral
d) Disagree
e) Strongly Disagree

Q12. Effectiveness of training program in your Organization is evaluated

by observing the post training performance of employees
a

Strongly Agree

b Agree
c Neutral
d Disagree
e Strongly Disagree

Q13. Any Suggestion to the organization regarding the employee

satisfaction:Ans:-