SUMMER TRAINING REPORT

ON

To Assess the Employee satisfaction OF TRAINING &

DEVELOPMENT in r com

Submitted in Partial Fulfillment of

MASTER OF BUSINESS ADMINISTRATION

(2009-2011)

Submitted to: Submitted by:

Mr Chandra Nath Singha SHRADDHA SAXENA

MBA4th SEM

Roll no.- 0932070050

Invertis Institute of Engineering and Management

Bareilly

1
 PREFACE

As a part of the partial fulfillment of the MBA programme at INVERTIES Institute of

Management

In its broadest sense project report is necessary to make the students of business school

familiar with the industrial environment prevailing in the world. To be competitive and

work aggressive, students need to know the policies, procedures and the trends going on in

the present industrial world.

2
ACKNOWLEDGEMENT

At the onset I must bow down in reverence to the almighty that blessed us with the

3
S .N. LIST OF CONTENTS PAGE NO.

1 Objective of the study 8-9

2 Company Profile 10-34
3 Introduction of the topic 35-74
4 Scope of the study 75-76
5 Usefulness and importance 77-78
of the topic
6 Objective of the study 79-81
7 Research methodology 82-85
8 Tools and technique used 86-87
9 Geographical area covered 88-89
10 Data analysis and 90-91
interpretation
11 Graphical representation of 92-102
data
12 Findings 103-104
13 Recommendation and 106-107
suggestion
14 Conclusion 108-109
15 Limitation 110-111
16 Bibliography 112-114
17 questionnaire 114-118

LIST OF TABLES

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S. TABLE PAGE REFRENCE DETAILS

No. No. No.

1 1.1 92 trainer’s presentation.

2 1.2 93 training sessions

3 1.3 94 Motives of training programs

4 1.4 95 Rating of the different course contents.

5 1.5 96 monitoring support and guidance to employees/subordinate

6 1.6 97 training seniors continuously

7 1.7 98 successful completion of their training.

8 2.1 99 training & development programs.

9 2.2 100 feedback.

10 2.3 101 Rating of the training and development activities

LIST OF CHARTS

S. CHART PAGE REFRENCE DETAILS

5
No. No. No.
1 1.1 92 trainer’s presentation.

2 1.2 93 training sessions

3 1.3 94 Motives of training programs

4 1.4 95 Rating of the different course contents.

5 1.5 96 monitoring support and guidance to employees/subordinate

6 1.6 97 training seniors continuously

7 1.7 98 successful completion of their training.

8 2.1 99 training & development programs.

9 2.2 100 feedback.

10 2.3 101 Rating of the training and development activities

6
 OBJECTIVES OF THE STUDY

The objectives of this project are as under:

 The objective of the project is to “study Training and Development in the Reliance

Industries.” As we know that training in an important factor for growing is lifeline for

the company.

• To make comparative analysis of efficiency of Training& Development in two R.

COM. analyze the important factors that play role in effective Training& Development.

• The main motto of the project was to know, how company conducts training

programmed what types of techniques being used?

• What are the basic requirements during the process?

• How does the company come to know that somebody needs training?

• After providing them training analysis is required.

• Analysis makes the management aware of the workers or staffs whosoever had

gone through the training.

7
• Development is the main objective of any training. If there is no any development,

the objective of training is not achieved. So for achieving the objective, development is

very required.

• The way of analyzing of the training should be carefully developed. Because a

good analysis reflects the true figure of the development of trainees. How the company

analyses the training is a subject to be learnt.

• To judge employees feedback on its effectiveness.

So the ultimate goal of this project is to study the way of providing training as well as the

way of measure the development of trainees in R. COM., Lucknow

8
9
Reliance Communications

The Late Dhirubhai Ambani dreamt of a digital India — an India where the common man

would have access to affordable means of information and communication. Dhirubhai,

who single-handedly built India’s largest private sector company virtually from scratch,

had stated as early as 1999: “Make the tools of information and communication available

to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of

mobility.”

It was with this belief in mind that Reliance Communications (formerly Reliance

Infocomm) started laying 60,000 route kilometres of a pan-India fibre optic backbone. This

backbone was commissioned on 28 December 2002, the auspicious occasion of

Dhirubhai’s 70th birthday, though sadly after his unexpected demise on 6 July 2002.

Reliance Communications has a reliable, high-capacity, integrated (both wireless and

wireline) and convergent (voice, data and video) digital network. It is capable of delivering

a range of services spanning the entire infocomm (information and communication) value

chain, including infrastructure and services — for enterprises as well as individuals,

applications, and consulting.

10
Today, Reliance Communications is revolutionising the way India communicates and

networks, truly bringing about a new way of life

About Sh. Dhirubhai Ambani

Few men in history have made as dramatic a contribution to their country’s economic

fortunes as did the founder of Reliance, Sh. Dhirubhai H Ambani. Fewer still have left

behind a legacy that is more enduring and timeless.

As with all great pioneers, there is more than one unique way of describing the true genius

of Dhirubhai: The corporate visionary, the unmatched strategist, the proud patriot, the

leader of men, the architect of India’s capital markets, the champion of shareholder

interest.

But the role Dhirubhai cherished most was perhaps that of India’s greatest wealth creator.

In one lifetime, he built, starting from the proverbial scratch, India’s largest private sector

enterprise.

When Dhirubhai embarked on his first business venture, he had a seed capital of barely

US$ 300 (around Rs 14,000). Over the next three and a half decades, he converted this

fledgling enterprise into a Rs 60,000 crore colossus—an achievement which earned

11
Reliance a place on the global Fortune 500 list, the first ever Indian private company to do

so.

Dhirubhai is widely regarded as the father of India’s capital markets. In 1977, when

Reliance Textile Industries Limited first went public, the Indian stock market was a place

patronised by a small club of elite investors which dabbled in a handful of stocks.

Undaunted, Dhirubhai managed to convince a large number of first-time retail investors to

participate in the unfolding Reliance story and put their hard-earned money in the Reliance

Textile IPO, promising them, in exchange for their trust, substantial return on their

investments. It was to be the start of one of great stories of mutual respect and reciprocal

gain in the Indian markets.

Under Dhirubhai’s extraordinary vision and leadership, Reliance scripted one of the

greatest growth stories in corporate history anywhere in the world, and went on to become

India’s largest private sector enterprise.

Through out this amazing journey, Dhirubhai always kept the interests of the ordinary

shareholder uppermost in mind, in the process making millionaires out of many of the

initial investors in the Reliance stock, and creating one of the world’s largest shareholder

families.

12
 India’s leading integrated telecom company

Reliance Communications is the flagship company of the Anil Dhirubhai Ambani Group

(ADAG) of companies. Listed on the National Stock Exchange and the Bombay Stock

Exchange, it is India’s leading integrated telecommunication company with over 77

million customers.

Our business encompasses a complete range of telecom services covering mobile and fixed

line telephony. It includes broadband, national and international long distance services and

data services along with an exhaustive range of value-added services and applications. Our

constant endeavour is to achieve customer delight by enhancing the productivity of the

enterprises and individuals we serve.

Reliance Mobile (formerly Reliance India Mobile), launched on 28 December 2002,

coinciding with the joyous occasion of the late Dhirubhai Ambani’s 70th birthday, was

among the initial initiatives of Reliance Communications. It marked the auspicious

beginning of Dhirubhai’s dream of ushering in a digital revolution in India. Today, we can

proudly claim that we were instrumental in harnessing the true power of information and

communication, by bestowing it in the hands of the common man at affordable rates.

We endeavour to further extend our efforts beyond the traditional value chain by

developing and deploying complete telecom solutions for the entire spectrum of society.

13
 Looking back, looking forward

Reliance – Anil Dhirubhai Ambani Group, an offshoot of the Reliance Group founded by

Shri Dhirubhai H Ambani (1932-2002), ranks among India’s top three private sector

business houses in terms of net worth. The group has business interests that range from

telecommunications (Reliance Communications Limited) to financial services (Reliance

Capital Ltd) and the generation and distribution of power (Reliance Infrastructure

Limited).

Reliance – ADA Group’s flagship company, Reliance Communications, is India's largest

private sector information and communications company, with over 77 million subscribers.

It has established a pan-India, high-capacity, integrated (wireless and wireline), convergent

(voice, data and video) digital network, to offer services spanning the entire infocomm

value chain.

Other major group companies — Reliance Capital and Reliance Infrastructure — are

widely acknowledged as the market leaders in their respective areas of operation.

14
 Reliance Mutual Fund
Reliance Energy Ltd.

Reliance Communications
Harmony

Reliance Life Insurance Reliance Anil Dhirubhai Ambani Group

Reliance Portfolio Management Service

Reliance General Insurance

15
Chairman's Profile Anil D. Ambani

Regarded as one of the foremost corporate leaders of contemporary India,Shri Anil D

Ambani, 48, is the chairman of all listed companies of the Reliance ADA Group, namely,

Reliance Communications, Reliance Capital, Reliance Energy and Reliance Natural

Resources limited.

He is also Chairman of the Board of Governors of Dhirubhai Ambani Institute of

Information and Communication Technology, Gandhi Nagar, Gujarat.

Till recently, he also held the post of Vice Chairman and Managing Director of Reliance

Industries Limited (RIL), India’s largest private sector enterprise.

Anil D Ambani joined Reliance in 1983 as Co-Chief Executive Officer, and was centrally

involved in every aspect of the company’s management over the next 22 years.

He is credited with having pioneered a number of path-breaking financial innovations in

the Indian capital markets. He spearheaded the country’s first forays into the overseas

capital markets with international public offerings of global depositary receipts,

convertibles and bonds. Starting in 1991, he directed Reliance Industries in its efforts to

16
raise over US$ 2 billion. He also steered the 100-year Yankee bond issue for the company

in January 1997.

Acquisitions

In its first overseas acquisition, the Reliance group has amalgamated the United States-

based Flag Telecom for $ 211 million [roughly Rs 950 crore (Rs 9.50 billion)].

Nationwide GSM Launch

On the 30th December 2008, Reliance Communications became the first telecom operator

in the history of Indian telecommunications to simultaneously launch its GSM services in

14 circles, namely Andhra Pradesh, Chennai, Delhi, Gujarat, Haryana, Jammu & Kashmir,

Karnataka, Kerala, Maharashtra, Mumbai, Punjab, Rajasthan, Tamil Nadu, Uttar

Pradesh(East & West) thereby establishing itself as a pan-India operator.It already operates

GSM services in 8 circles namely Assam, Bihar, Himachal Pradesh, Kolkata, Madhya

Pradesh, North Eastern states, Orissa, West Bengal.

17
 Division of Reliance Communications

Reliance communications have been divided into four main heads:

1. Home

2. Enterprise Business

3. Personal Business

4. Shared Services

18
 Home: Home is further divided into three sub heads:

• Big T.V

• Big F.M

• Big Artist

Enterprise Business: This is business to business unit. In this business is done for big

enterprises. Main businesses are done for:

• Companies

• A.T.M

Personal Business: It is a unit which deals directly with consumers. The main parts of this

unit are:

• Mobile

• Data

Shared Services: This unit is mainly made for backup and support. FLAG Telecom is a

part of shared services and includes:

• Technical Services

• Commercial Services

• SAP Team.

19
20
 Sales and Distribution Channel

Circle Warehouse

Cluster Warehouse

Distributor

Retailer Retail Mobile Store

Direct Selling Team

Subscribers

Firstly Stock reaches circle warehouse from the main warehouse. This Warehouse is the

head of the Circle. Circle warehouse passes it to different cluster warehouse. There are

eight cluster warehouses in UP (E). They are Allahabad, Jhansi, Varanasi, Kanpur,

21
Lucknow, Gorakhpur, Faizabad and Sitapur. From here stocks are forwarded to

Distributor. Distributor gives it to retailers and Retail Mobile Store (RMS) Retailer sells

directly to subscribers while RMS gives it to Direct Selling Team (DST) which ultimately

sells it to subscribers.

22
 ORGANISATION HIERARCHY

Regional Head UP (East &

West)

CEO (Cluster Head)

Customer Service Marketing & Technical

Delivery Head Sales Head Head

Commercial HR
Head Head

Marketing Sales
Head Head

MARCOM
Head
Distribution
Head

Acquisition
Head
DH DH
(Urban) (Rural)

Usage and Retail Head

Retention Head (Post paid)

RH RH
23 (Urban) (Rural)
 Conceptual Review

1. GSM

2. CDMA

GSM (Global System for Mobile Communication)

This is one of the most used and famous mobile communication technology which uses

TDMA, FDMA and SDMA techniques together

TDMA: Time Division Multiple Access

FDMA: Frequency Division Multiple Access

SDMA: Space Division Multiple Access

CDMA:

Code Division Multiple Access, a cellular technology orginally known as IS-95, competes

with GSM technology for dominance in the cellular world.

Code Division Multiple Access (CDMA) is a radically new concept in wireless

communications. It has gained widespread international acceptance by cellular radio

system operators as an upgrade that will dramatically increase both their system capacity

and the service quality.

24
This uses SDMA and CDMA technique together.

CDMA: Code Division Multiple Access

SDMA: Space Division Multiple Access

CDMA:

Code Division Multiple Access, is different than those traditional ways in that it does not

allocate frequency or time in user slots but gives the right to use both to all users

simultaneously. To do this, it uses a technique known as Spread Spectrum. In effect, each

user is assigned a code which spreads its signal bandwidth in such a way that only the

same code can recover it at the receiver end. This method has the property that the

unwanted signals with different codes get spread even more by the process, making them

like noise to the receiver.

Example,

Assume there is party going on in a room in which people of different country are present

and if there is one person speaks in French and other in Chinese .If there is a listener who

25
knows French he /she will listen to everything but will discard other languages but will

only take out French word and deduce meaning. This is a concept in which CDMA works.

Every user has a particular code according to which it communicates. Usually computer

works on 0 and 1. Now when CDMA is used each user uses different code word to

represent 0 or 1. Like there is a user A who sent 0 as 100101 (this will be code) and one

will be 011010.

In CDMA all the data is send on same frequency but code used by all the users are

orthogonal because of which data can be differentiated after getting mixed and there is no

disturbance

GSM Broadband

Circle name Post paid Prepaid Circle name Data Voice

Andhra Pradesh 6182 189092 Andhra Pradesh 6182 1890923

26
 3 Delhi 19172 2054393

205439 Gujarat 19414 2480642

Delhi 19172
3
Kerala 8049 901829

248064
Gujarat 19414 Karnataka 18572 2168131
2

Maharashtra & Goa 25288 3301389

Kerala 8049 901829

Mumbai 24884 2083175

216813
Karnataka 18572
1 Punjab,Haryana &
18630 2717375
Himachal Pradesh
Maharashtra & 330138
25288
Goa 9 Rajasthan 6631 2628940

208317 Tamil Nadu &

Mumbai 24884 25704 1909641
5 Andaman

Punjab,Haryana Not Defined 136636 345658

271737
& Himachal 18630
5 Uttar Pradesh 9093 6430945
Pradesh

West Bengal 8765 22154

Rajasthan 6631 262894

27
 0 RCOM GSM - Total
29262215
sub base
Tamil Nadu & 190964
25704
Andaman 1

Not Defined 136636 345658

643094
Uttar Pradesh 9093
5

West Bengal 8765 22154

RCOM GSM -
29262215
Total sub base

RTL

Circle name Post paid Prepaid

Assam 114942 1749992

Bihar & Jharkhand 7482 4152577

28
Calcutta 5524 2076028

Himachal Pradesh 2344 999493

Madhya Pradesh & Chhattisgarh 55911 4913590

North-East 21454 520513

Orissa 12684 2217043

West Bengal 2481 3212510

RCOM RTL - Total sub base 20064568

Main subsidiaries

Reliance Telecommunication Limited (RTL)

In July 2007, the company announced it was buying US-based managed ethernet and

application delivery services company Yipes Enterprise Services for a cash amount of

1200 crore (the equivalent of US$300 million). The deal was announced of the overseas

acquisition, the Reliance group has amalgamated the United States-based Flag Telecom for

$210 million (roughly 950 crore). RTL operates in Madhya Pradesh, West Bengal,

Himachal Pradesh, Orissa, Bihar, Assam, Kolkata and Northeast, offering GSM services.

29
Reliance Globalcom

RGL owns the worlds largest private undersea cable system, spanning 65,000 km

seamlessly integrated with Reliance Communications. Over 110,000 km of domestic optic

fiber provides a robust Global Service Delivery Platform, connecting 40 key business

markets in India, the Middle East, Asia, Europe, and the U.S.

Reliance Internet Data Center (RIDC)

RIDC provides Internet Data Center (IDC) services located

in Mumbai, Bangalore, Hyderabad and Chennai. Spread across 650,000 sq ft (60,000 m2)

of hosting space, it offers IT infrastructure management services to large, medium and

small enterprises. It is one of the leading data center service provider in India and provides

services like colocation, managed server hosting, virtual private server and data security. It

has launched cloud computing services offering product under its infrastructure as a server

(Iaas) and software as a service (Saas) portfolio, which enables enterprises, mainly small

and medium, a cost-effective IT infrastructure and application on pay-per-user model.

Reliance Big TV Limited

Reliance Big Tv launched in August 2008 and thereafter acquired 1 million subscribers

within 90 days of launch, the fastest ramp-up ever achieved by any DTH operator in the

world. Reliance Big TV offers its 1.7 million customers DVD-quality pictures on over 200

channels using MPEG-4 technology.

30
Reliance Infratel Limited (RITL)

RITL’s business is to build, own and operate telecommunication towers, optic fiber cable

assets and related assets at designated sites, and to provide these passive

telecommunication infrastructure assets on a shared basis to wireless service providers and

other communications service providers under long-term contracts.

31
 1.0 INTRODUCTION TO THE TOPIC

In today’s dynamic business scenario, it is not enough to excel in our current environment.

But we also envision the future. Thus, there lies the utmost importance of Training and

Development programs.

32
Any organization’s strength lies in the human resource. But if this precious resource is not

taken care properly, then in due course of time, becomes obsolete because of the drastic

change taking place in almost every sphere of work and related aspects such as knowledge

base, or skill base, or be in technical aspects.

Keeping this in mind every organization must promote learning. The training and

development department must prepare such training modules, workshops, seminars and

conferences, which helps the employees to inculcate or acquire or upgrade their knowledge,

and skills, which will help them in smooth delivery of the tasks.

None of the training programmers can be considered successful and effective without its

evaluation. Training evaluation helps in knowing the loopholes of the programs or “why was

the program not as effective as it was predicted to be?”

Training evaluation can be done at any of the different time span ranging from start of the

training program or when the training is R. Com.f way through or when the training has just

ended or even after few months of completion. This can be done with or without control

groups.

There are generally four parties which are interested in evaluation of training effectiveness.

These are trainer, trainees, Training and Development department and the managers of the

trainees.

Any of the evaluation methods like benefit Analysis, observation, role play, survey,

Examinations &tests, projects, etc., can be undertaken depending upon certain actors like

cost, time, urgency and situation. The various instruments for evaluation are training

documents, questionnaire, interviews, etc.

33
Evaluation provides justification of training expenditure, and therefore provides a rationale

for allocating resources to training.

Therefore, it is very important for any organization that imparts training to its employees to

undergo Training evaluation for assessing the effectiveness of the particular training

program and to make improvements wherever required, making the program a more

effective one. This thinking is being very well described below quotation:-

“Change is the law of life. And those who look only to the past or the present are

certain to miss the future,”

- John

F.Kennedy

TRAINING & DEVELOPMENT

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that

randomness is reduced and learning or behavioral change takes place in structured format.

TRAINING AND DEVELOPMENT NEEDS = STANDARD PERFORMANCE-

ACTUAL PERFORMANCE

34
TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVELOPMENT

Traditional Approach – Most of the organizations before never used to believe in training.

They were holding the traditional view that “managers are born and not made”. There

were also some views that training is a very costly affair and not worth. Organizations used

to believe more in executive pinching. But now the scenario seems to be changing.

The modern approach –The modern approach of training and development is that Indian

Organizations have realized the importance of corporate training. Training is now

considered as more of retention tool than a cost. The training system in Indian Industry has

been changed to create a smarter workforce and yield the best results

INTRODUCTION OF TRAINING

TRAINING DEFINED

Training is a short-term process utilizing a systematic and organized procedure by which

non-managerial personal acquire technical knowledge and skills for a definite purpose. It

refers to instructions in technical and mechanical operations, like operation of some

35
machine. It is designed primarily for non-managers, it is for short duration, and it is for a

specific job-related purpose.

Training is the most effective tool for changing the organization to keep pace with

developments in the external environment. The need for training for the sake of company

as well as for personal development is felt strongly at every level. Not only new entrants

but the existing employees also need to be trained continuously.

Training is the process of imparting new skills and improving the existing skill in the

employee so he can perform his work perfectly.

Training is a learning experience in that it seeks a relatively permanent change in an

individual that will improve his or her ability to perform on the job. We typically say

training can in involve the changing of skills, knowledge, attitudes, or social behaviors. It

may mean changing what employees know, how they work, their attitudes toward their

work or their interactions with their co-workers or their supervisor.

Training is an organized activity for increasing the knowledge and skills of

people for the definite purpose. It involves systematic procedure for transferring technical

know how to the employees so as to increase their knowledge and skills for drag specific

jobs with proficiency.

After the newly appointed employees have joined the organization the next phase of the

personnel programmed is to impart necessary training to them to make fully fit for the jobs

they are supposed to handle.

According to Dale S.Beach, ”Training is the organized procedure by which learn

knowledge and skill for a definite purpose”

36
According to Edwin B.Flippo, “Training is the organized procedure by which learn

knowledge and skill of an employee for doing a particular job”.

IMPORTANCE OF TRATNING OBJECTIVES

Training objective is one of the most important parts of training program. While some

people think of training objective as a waste of valuable time. The counterargument here is

that resources are always limited and the training objectives actually lead the design of

training. It provides the clear guidelines and develops the training program in less time

because objectives focus specifically on needs. It helps in adhering to a plan. Training

objectives tell the trainee that what is expected out of him at the end of the training

program. Training objectives are of great significance from a number of stakeholder

perspectives,

 Trainer – The training objective is also beneficial to trainer because it helps the

trainer to measure the progress of trainees and make the

required adjustments. Also, trainer comes in a position to establish a

relationship between objectives and particular segments of training

 Trainee – The training objective is beneficial to the trainee because it helps in

reducing the anxiety of the trainee up to some extent. Not knowing anything or

going to a place which is unknown creates anxiety that can negatively affect

37
 learning. Therefore, it is important to keep the participants aware of the

happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor

to make the training successful. The objectives create an image of the

training program in trainee’s mind that actually helps in gaining

attention.

Thirdly, if the goal is set to be cR. Com.lenging and motivating, then the likelihood

of achieving those goals is much higher than the situation in which no goal is set.

Therefore, training objectives helps in increasing the probability that the

participants will be successful in training.

 Designer – The training objective is beneficial to the training designer because if

the designer is aware what is to be achieved in the end then he’ll buy the training

package according to that only. The training designer would then look for the

training methods, training equipments, and training content objective is an

important to tool to judge the performance of participants. Accordingly to achieve

those objectives. Furthermore, planning always helps in dealing effectively in an

unexpected situation.

38
 IMPORTANCE OF TRAINING OBJECTIVES

Consider an example; the objective of one training program is to deal effectively with

customers to increase the sales. Since the objective is known, the designer will design a

training program that will include ways to improve the interpersonal skills, such as verbal

and non verbal language, dealing in unexpected situation i.e. when there is a defect in a

product or when a customer is angry.

Therefore, without any guidance, the training may not be designed appropriately.

 Evaluator – It becomes easy for the training evaluator to measure the progress of

the trainees because the objectives define the expected performance of trainee.

39
 NEED OF TRAINING

Training is required on account of the following reasons:

1. Job Requirements-Employees selected for a job might lack the qualifications

required to perform the job effectively. New and experienced employees require

detailed instruction for effective performance on the job. New employees need to

provide orientation training to make them familiar with the job & the organization.

2. Technological Changes- Technology is changing very fast. Now automation &

mechanization have are being increasingly applied in offices & services sector.

Increasing use of fast changing technology requires training into new technology.

For instance. Staff in public sector bank are trained due to computerization of

banking operations. No organization can take advantages of latest technology

without a well trained personal. New jobs require new skills.

3. Organizational Viability- With increasing economic liberalization & globalization

in India, business firms are experiencing expansion, growth & diversification.

Existing employees need refresher training to keep them barest of new knowledge.

Trained staff is the most valuable assets of a company.

4. Internal Mobility- Training becomes necessary when an employees moves from

one job to another due to promotion & transfer. Employees chosen for higher level

jobs need to be tried before they are asked to perform the higher responsibility.

Training is widely used to prepare employees for higher level jobs.

IMPORTANCE OF TRAINING

40
 A well planned & well executed program can provide the following

Advantages:

1. Higher Productivity- Training helps to improve the level of performance. Training

employees perform better by using better method of work. Improvements in

manpower productivity in developed nations can be attributed in no small measure to

their education & industrial training program.

2. Better Quality of Work- In formal training the best methods are standardized &

taught to employees. Uniformity of work methods and procedure helps to improve

the quality of product. Trained employees are likely to make operational mistake.

3. Less Learning Period- A systematic training program helps to reduce the time &

cost involved in learning. Employees can more quickly reach the acceptable level of

performance. They need not waste their time & efforts of learning through trial &

error.

4. Cost Reduction- Trained employees make more economical use of material &

machinery. Reduction in waste & spoilage together with increase in productivity help

to minimize cast of operation per unit.

5. Reduction Supervision- Well trained employees tend to be self-reliant & motivated.

They needs less guidance & control. Therefore, supervisory burden is reduced & the

span of supervision can be enlarged.

41
 6. Low Accident Rate- Trained personnel adopt the right work methods & make use of

the prescribed safety devices. Therefore, the frequency of accidents is reduced.

7. High Moral- Proper training can develop positive attitude among employees. Job

satisfaction & moral are improved due to a rise in the earning & jib security of

employees.

8. Personal Growth- Training enlarge the knowledge skills of the participants.

Therefore, well trained personnel can grow faster in their career. Training prevents

obsolescence of knowledge & skills.

9. Organizational Climate- A sound training program helps to improve the climate of

an organization. Industrial relation & discipline are improved. Therefore,

decentralization of authority & participative management can be introduced.

ROLE OF THE CHIEF TRAINING MANAGER

The conventional view about the role of a trainer is to conduct training programmers. A

good trainer must necessarily be able to take sessions in

42
Different training courses. His ratings in these training programmed would mostly

determine his success or otherwise as a trainer.

Personnel managers and manpower Development managers working in the manufacturing

culture of organizations took a manufacturing approach to development of human resource.

This approach starts with the belief that as a raw material by processing is converted into

the final product, so is a human resource, which when put through different management

development programmed, is converted into a good management resource. Thus, the

trainer became a ‘manufacturer’ of training programmed.

In the office of the CTM, each form is thoroughly scrutinized and the training needs of

various departments are noted.

TRAINING BENEFITS

Well –planned well executed training programmed should result in:

• Reduction in waste and spoilage

• Improvement in methods of work

• Reduction in learning in time

• Reduction in machine breakage and maintenance cost

• Reduction in accident rate

• Improvement in production rate

43
 • Improvement in quality of products

• Improvement of morale and reduction in grievances

• Improvement in efficiency

• Personal growth

• Self confidence

• Higher Earning

• Safety

• Adaptability

• Promotion

• New skills

PROCESS OF TRAINING

The training programmed in HINDUSTAN AERONAUTICS LTD. LUCKNOW not

only in that but also in each concern is a costly affair and a time- consuming process.

Therefore, it must be devised very carefully so that it achieves its objectives with least

possible cost. In order to make a training programmed effective, it should proceed through

a sequence of steps as written below:

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 IDENTIFYINF TRAINING NEEDS

SETTING TRAINING

OBJECTIVES & POLICIES

EVALUATION DESIGNING TRAINING

CRITERIA PROGRAMME

CONDUCTING THE

PROGRAMME

FOLLOW UP & EVALUATION

PROCESS OF TRAINING

TRAINING NEED IDENTIFICATION:

The basic aim of training is to induce a suitable change in the individual concerned. It can

be useful in improving tine transformation process that takes place in the organization in

terms of processing of input to output.

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Therefore training needs have to be related both in terms of the organization’s demand and

that of individual’s.

Hence to identify the training is very essential which head of the department of every

department does.

The first phase in the planning process is the identification of training needs which evolves

the following:

Organizational Analysis:

The organizational analysis include the following steps:

Analysis of objectives: Analysis of organization’s objectives provides a clear

understanding of short and long-term objectives as well as the priorities that are

accorded to various objectives.

Resource utilization Analysis: The second step involves evaluating the process of

allocation of various human and physical resources and the extent of their efficient

utilizations in meeting the specific operational targets across the organization.

Environmental Scanning: This involves analysis of the enterprise as an organization

or a subsystem operating in a distinct socio-cultural, economic and political

environment.

Organization Climate Analysis: The climate of an organization is a reflection of its

member’s attitude toward various aspects of work, supervision, and company

procedures, goals and objectives and membership in the organization.

Role Analysis:

46
 It requires an orderly, systematic collection of data about the job role or

position and its purpose is to sellouts, in as much detail as possible, what

tasks constitute the job, how they are to be have to perform certain specified

In the collection of job information are available such as: questionnaires, interviews,

personnel records, observation, business and production reports, tests, etc.

Manpower Analysis:

The focus of this analysis is on the individual in a given job, rather than on the job itself.

Three basic issues are involved in a manpower analysis for training purpose:

First, through appropriate observation, supervisory evaluation and diagnostic

Testing we need to determine whether performance is substandard and training is needed.

Second, we need to know whether current employees are capable of being trained, and the

specific areas I which training is required.

Finally, we need to ask whether current employees with substandard performances can

improve their work through appropriate training or should be transferred to make room for

those who can already do the job

PREPARING TRAINING PROGRAMME

In this step yearly calendar for training program is prepared and they are after monthly

calendar is prepared.

PREPARING THE LEARNERS:

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Before starting the actual training exercise, there should be preparation of the learners. So

that they may derive maximum benefits out of the training programmed.

E.g. explaining the importance of the job and its relationship to total workflow and

arousing their motivation to learn.

IMPLEMENTING THE TRAINING PROGRAMME:

This is the most crucial stage of a training program. When the learner are ready for the

training. They should be expose to various training program.

PERFORMANCE TRY OUT:

At this stage the learners are advised to perform the job on their own albeit with slow

speed. Initially, there is likelihood that they commit mistake. Such mistake may be

overcome with the help of trainer. After certain period of time, the learners become more

efficient in performing the job through continuous practices, as the job involved is a

repetitive one.

FOLLOW –UP ACTION:

This stage is ensuring that the trainees have learned the job fully and they can work

independently without the help of the trainer.

MODELS OF TRANING

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Training is a sub-system of the organization because the departments such as, marketing &

sales, HR, production, finance, etc depends on training for its survival. Training is a

transforming process that requires some input and in turn it produces output in the form of

knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a

particular function. An organization is a system and training is a sub system of the

organization. The System Approach views training as a sub system of an organization.

System Approach can be used to examine broad issues like objectives, functions, and aim.

It establishes a logical relationship between the sequential stages in the process of training

need analysis (TNA), formulating, delivering, and evaluating. There are 4 necessary inputs

i.e. technology, man, material, time required in every system to produce products or

services. And every system must have some output from these inputs in order to survive.

The output can be tangible or intangible depending upon the organization’s requirement. A

system approach to training is planned creation of training program. This approach uses

step-by-step procedures to solve the problems. Under systematic approach, training is

undertaken on planned basis. Out of this planned effort, one such basic model of five steps

is system model that is explained below. Organization are working in open environment

i.e. there are some internal and external forces, that poses threats and opportunities,

therefore, trainers need to be aware of these forces which may impact on the content, form,

49
and conduct of the training efforts. The internal forces are the various demands of the

organization for a better learning environment; need to be up to date with the latest

technologies.

The three model of training are:

MODEL -1.

SYSTEM MODEL TRANING

The system model consists of five phases and should be repeated on a regular basis to

make further improvements. The training should achieve the purpose of helping employee

to perform their work to required standards. The steps involved in System Model of

training are as follows:

STEP1. Analyze and identify the training needs i.e. to analyze the department, job,

employees requirement, who needs training, what do they need to learn, estimating training

cost, etc The next step is to develop a performance

measure on the basis of which actual performance would be evaluated.

STEP2. Design and provide training to meet identified needs. This step requires

developing objectives of training, identify the learning steps, sequencing and structuring

the contents.

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STEP3. Develop- This phase requires listing the activities in the training program that

will assist the participants to learn, selecting delivery method, examining the training

material, validating information to be imparted to make sure it accomplishes all the goals

& objectives

SYSTEM MODEL TRANING

STEP4. Implementing is the hardest part of the system because one wrong step can lead to

the failure of whole training program

STEP5. Evaluating each phase so as to make sure it has achieved its aim in terms of

subsequent work performance. Making necessary amendments to any of the previous stage

in order to remedy or improve failure practices.

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MODEL 2-

INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

Instructional System Development model was made to answer the training problems. This

model is widely used now-a-days in the organization because it is concerned with the

training need on the job performance. Training objectives are defined on the basis of job

responsibilities and job description and on the basis of the defined objectives individual

progress is measured. This model also helps in determining and developing the favorable

strategies, sequencing the content, and delivering media for the types of training objectives

to be achieved. The Instructional System Development model comprises of five stages:

STAGE1. Analysis– This phase consist of training need assessment, job analysis, and

target audience analysis.

STAGE2. Planning– This phase consist of setting goal of the learning outcome,

instructional objectives that measures behavior of a participant after the training, types of

training material, media selection, methods of evaluating

the trainee, trainer and the training program, strategies to impart knowledge i.e. selection

of content, sequencing of content.

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STAGE3. Development – This phase translates design decisions into training material. It

consists of developing course material for the trainer including handouts, workbooks,

visual aids, demonstration props, etc, course material FORthe trainee including handouts

of summary.

INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL

STAGE4. Execution – This phase focuses on logistical arrangements, such as arranging

speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and

other training accessories.

STAGE5. Evaluation– The purpose of this phase is to make sure that the training program

has achieved its aim in terms of subsequent work performance. This phase consists of

53
identifying strengths and weaknesses and making necessary amendments to any of the

previous stage in order to remedy or improve failure practices

The ISD model is a continuous process that lasts throughout the training program. It also

highlights that feedback is an important phase throughout the entire training program. In

this model, the output of one phase is an input to the next phases.

MODEL 3-

TRANSITIONAL MODEL

Transitional model focuses on the organization as a whole. The outer loop describes the

vision, mission and values of the organization on the basis of which training model i.e.

inner loop is executed.

* Vision – focuses on the milestones that the organization would like to achieve after the

defined point of time. A vision statement tells that where the organization sees itself few

years down the line. A vision may include setting a role mode, or bringing some internal

transformation, or may be promising to meet some other deadlines.

*Mission – explain the reason of organizational existence. It identifies the position in the

community. The reason of developing a mission statement is to motivate, inspire, and

inform the employees regarding the organization.The mission statement tells about the

54
identity that how the organization would like to be viewed by the customers, employees,

and all other stakeholders.

METHODS OF TRANING

The more future oriented method and more concerned with education of the employees. To

become a better performer by education implies that management development activities

attempt to instill sound reasoning processes.

Management development method is further divided into two parts:

On the job training Method

1. On the job training- An employee is placed in a new job and is told how it is to be

performed. It aims at developing skills and habits consistent with the existing

practices of an organization and by oriented him to his immediate problems.

Coaching and instructing is done by skilled workers, by supervisors, or by special

training instructors. A variety of training aids and techniques are used such as

procedure charts, lecture manuals, samples, demonstrations, oral and written

explanations taps recorders, etc.

2. Vestibule or training-center training- It involves classrooms training imparted

with the help of equipment and machines identical to this in use such at the place of

work. Theoretical training is given in the classroom, while practical work is

55
 conducted on the production line. It is often used to train clerks, banks tellers,

inspectors, machine operators, typists, etc.

3. Simulation- This is essential in cases in which actual on-the-job practical is

expensive, might result in serious injury, a costly error or the destruction of

valuable material or resources, e.g. in aeronautical industry.

4. Demonstration and Examples- Here the trainer describes and demonstrates how

to do a certain work. He performs the activity himself, going through a step-by-step

explanation of the ‘why’, ‘how’, and ‘what’ of what he is doing. Demonstration are

often used In combination with lectures, pictures, text material, discussion, etc. The

emphasis under this method is on know-how. The principles and theory of a job

must be taught by some other methods.

5. Apprenticeship- A major part of training time is spent on the on-the-job

productive work. Each apprentice is given a program of assignment according to a

predetermined schedule which provides for efficient training in trade skills. This

methods is appropriate for training in crafts, trades and technical areas, specially

when proficiency in a job is the result of a relatively long training or apprenticeship

period, e.g. job of a craftsman, a machinist, a printer, a tools maker, a pattern,

designer, a mechanic, etc.

Off –the – job or Classroom Method

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1. Lectures- These are formally organized talks by an instructor on specific topics.

This method is useful when philosophy, concepts, attitudes, theories and problem

solving have to be discussed. the lectures are supplemented with discussions, film

shows, case studies, role-playing, etc.

2. The conference Method-Under this method, a conference is held in accordance

with an organized plan, mutual problems are discussed and participants pool their

ideas and experiences in attempting to arrive methods of dealing with these

problems. The members of the group come to teach each other and to learn

together. This method is ideally suited for analyzing problems and issues, and

examining them from different viewpoint. It helps in developing conceptual

knowledge, reducing dogmatism and modifying attitudes.

3. Seminar or team discussion- The group learns through discussion of a paper on a

selected subject. The paper is written by one or more trainees. Discussion may be

on a statement made by the person in charge of the seminar or on a document

prepared by an expert. The material to be analyzed is distributed in advance in the

form of required reading.

4. Case Discussion- The trainers only guides the discussion, and adequate time is

spend on each aspect. This method promotes

analytical thinking and problem-solving ability. It enables trainees to become

increasingly aware of obscurities, contradiction and uncertainty encountered in a

business. This method is executively training programs in industry.

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 5. TRAINING NEEDS ANALYSIS

(1). TRAINING DESIGN

The design of the training program can be undertaken only when a clear training objective

has been produced. The training objective clears what goal has to be achieved by the end

of training program i.e. what the trainees are expected to be able to do at the end of their

training.

The trainers-Before starting a training program, a trainer analyzes his technical,

interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees – A good training design requires close scrutiny of the trainees and their

profiles. Age, experience, needs and expectations of the trainees are some of the

important factors that affect training design.

Training climate – A good training climate comprises of ambience, tone, feelings,

positive perception for training program, etc. Therefore, when the climate is favorable

nothing goes wrong but when the climate is unfavorable, almost everything goes

wrong.

Trainee’s learning style – the learning style, age, experience, educational background

of trainees must be kept in mind in order to get the right pitch to the design of the

program.

Training strategies – Once the training objective has been identified, the trainer

58
translates it into specific training areas and modules. The trainer prepares the priority

list of about what must be included, what could be included.

Training topics – After formulating a strategy, trainer decides upon the content to be

delivered. Trainers break the content into headings, topics, ad modules. These topics

and modules are then classified into information, knowledge, skills, and attitudes.

Sequence the contents – Contents are then sequenced in a following manner:

• From simple to complex

• Topics are arranged in terms of their relative importance

• From known to unknown

• From specific to general

Training tactics – Once the objectives and the strategy of the training program

becomes clear, trainer comes in the position to select most appropriate tactics or

methods or techniques. The method selection depends on the following factors:

• Trainees’ background

• Time allocated

• Style preference of trainer

• Level of competence of trainer

• Availability of facilities and resources, etc

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Support facilities – It can be segregated into printed and audio visual. The various

requirements in a training program are white boards, flip charts, markers, etc.

Constraints – The various constraints that lay in the trainers mind are:

• Time

• Accommodation, facilities and their availability

• Furnishings and equipments

• Budget

• Design of the training, etc

(2). TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training

evaluation checks whether training has had the desired effect. Training evaluation ensures

that whether candidates are able to implement their learning in their respective workplaces,

or to the regular work routines

Purposes of Training Evaluation

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Feedback: It helps in giving feedback to the candidates by defining the objectives and

linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not

effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the

evaluative data to manipulate it for their own benefits

Intervention: It helps in determining that whether the actual outcomes are aligned with

the expected outcomes

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 PURPOSE OF TRAINING EVALUATION

Process of Training Evaluation

a) Before Training: The learner’s skills and knowledge are assessed before the training

program. During the start of training, candidates generally perceive it as a waste of

resources because at most of the times candidates are unaware of the objectives and

learning outcomes of the program. Once aware, they are asked to give their opinions on the

methods used and whether those methods confirm to the candidates preferences and

learning style.

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b) During Training: It is the phase at which instruction is started. This phase usually

consist of short tests at regular intervals.

PROCESS OF THE TRAINING EVALUATION

c) After Training: It is the phase when learner’s skills and knowledge are assessed again

to measure the effectiveness of the training. This phase is designed to determine whether

training has had the desired effect at individual department and organizational levels.

There are various evaluation techniques for this phase.

Techniques of Evaluation

The various methods of training evaluation are:

• Observation

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• Questionnaire

• Interview

• Self diaries

• Self recording of specific incidents

(3) TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is called

training implementation. Training implementation is the hardest part of the system because

one wrong step can lead to the failure of whole training program. Even the best training

program will fail due to one wrong action.

Training implementation can be segregated into:

• Practical administrative arrangements

• Carrying out of the training

Implementing Training

Once the staff, course, content, equipments, topics are ready, the training is implemented.

Completing training dysphasia requires continual adjusting, redesigning, and refining.

Therefore, following are the factors that are kept in mind while implementing training

program:

The trainer – The trainer need to be prepared mentally before the delivery of content.

Trainer prepares materials and activities well in advance. The trainer also set grounds

before meeting with participants by making sure that he is comfortable with course

64
content.

Physical set-up – Good physical set up is pre-requisite for effective and successful

training program because it makes the first impression on participants. Classrooms should

not be very small or big but as nearly square as possible. This will bring people together

both physically and psychologically. Also, right amount of space should be allocated to

every participant on does not mean that the work is done because implementation

Establishing rapport with participants – There are various ways by which a trainer can

establish good rapport with trainees by:

• Greeting participants – simple way to ease those initial tense moments

• Encouraging informal conversation

• Remembering their first name

• Pairing up the learners and have them familiarized with one another

• Listening carefully to trainees’ comments and opinions

• Telling the learners by what name the trainer wants to be addressed

• Getting to class before the arrival of learners

• Starting the class promptly at the scheduled time

• Using familiar examples

Reviewing the agenda – At the beginning of the training program it is very important to

review the program objective. The trainer must tell the participants the goal of the

program, what is expected out of trainers to do at the end of the program, and how the

program will run. The following information needs to be included:

• Kinds of training activities

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• Schedule

• Setting group norms

• Housekeeping arrangements

• Flow of the program

• Handling problematic situation

ROLE OF TRAINEE

Facilitation of Transfer of Training through Focus on Trainee and Organization

Intervention

1). Focus on Trainee

Training is successful not only with good training design and training objectives but also

with the readiness and willingness of the trainees. For the training to be successful, three

things are required,

 Motivation – If the trainee is not motivated to learn, no learning is likely to occur

no matter how good the training methods are, or how talented the trainees are.

Therefore, it is important to intervene before training and provide them the

information about the learning outcome that they can expect and how the learning

outcome will help in achieving the objectives. This increases the motivation to

learn and to be successful in training.

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 Expectations – Positive expectations matter a lot in a training program. If the

trainee perceives the training as waste of time, and waste of resources, no learning

is likely to occur. No learning is possible with negative perception. On the other

hand, if the trainee believes and expects that the training would help him to

improve upon his professional skills and would further help him in achieving his

personal goals, the probability of training to meet the objective increases.

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Role of Trainer

The effective transfer of training depends a lot on the trainer because it is the trainer only

who can remove the mental block of trainee, motivate the trainee to learn, delete the

negative perception of the trainee regarding the training. Besides all that, a lot depends on

personality of trainer also.

The major competencies that are required to be present in a trainer are:

• Presentation Skills

• Business Skills i.e. budgeting, time management, negotiation, etc.

• Content Development i.e. material production, graphics, layouts, etc

• Self development i.e. interpersonal skills, good listening skills, flexible, accepting the

share of accountability, etc

Trainer’s Skills

The skills that need to be present in a trainer are:

• Training Design

• Evaluating the training program

• Training need analysis

• Worksheet design

• Exercises design

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 ROLE OF TRAINING

TRAINING NEEDS MAY APPLY TO

Training needs must apply to individuals, at whatever level in the organization, but

the scope and grouping of application will vary considerably. As a consequent the scale

and characteristic of the related training will also vary.

Survival of an organization depends on a much greater willingness on the part of its

managers and workforce, generally it accept changes where the whole business is moving

to a new site.

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 The second category relates to specific groups of people within an organization.

They may be in a Particular section, department or unit; they may be at a certain level,

such as supervision. The categories relates to a particular individuals.

Sometimes HRD specialists may find it helpful to think of two classes of training: -

“Macro” & “Micro”. Micro training exists for one person, or for a small population. Macro

training needs exists in a large group of employees frequently. In the entire population with

the same job classification

INTRODUCTION OF DEVELOPMENT

The term 'Development' usually refers to improving the intellectual or emotional abilities

needed to do a better job.

Development is a long-term educational process utilizing a systematic and organized

procedure by which managerial personnel get conceptual and theoretical knowledge. In

other words it refers not too technical knowledge and skills in operation but to

philosophical and theoretical educational concepts it involves broader education and it’s

purpose is long term development.

The Development of the executives or managers has becomes one of the most important

and complex tasks of personnel management. Tremendous emphasis has been given to it

since the end of the Second World War and it has been named as the ‘management

revolution’ because a sudden dramatic change took place in the area of the management

development. There is recognition that qualified executives needs throughout the industry

70
do not just emerge from labor-force without consciously planned action on the part of the

organizations.

Executive or management development consists of all activities by which executives learn

to improve their behavior and performance.

DEFINITIONS:

According to Chhabra, “Development whether management or organization development

is the process by which managers acquire not only skills and competencies in their present

jobs but also capabilities for future managerial tasks of increasing difficulty and scope”.

According to Flippo, “ Management Development includes the process by which

managers and executive acquire not only skills and competency in their present jobs but

also capacities for future managerial tasks”.

According to Dale S. Beach, “Management Development is a systematic process of

training and growth by which individuals gain apply knowledge, skills insights and

attitudes to manage orientation effectively”.

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72
SCOPE OF THE STUDY

Scope of the study means the area of the study to which this project is limited. In other

words, Scope means the length and breadth of the study

Scope of the study means the area of the study to which this project is limited. In other

words, Scope means the length and breadth of the study.

According to the study the defense sector is emerging sector in Indian industry. defense

services are comprised under the defense sector. An efficient and rapid of the information

is the catalyst for economic and social development. Vision 2020 conceives of India as

evolving into an information society knowledge economy. Where IT and defense service

will be the springboard of growth .Already defense sector improving opportunities for the

people across different social strata. A whole range of information based industries and

application has come up. Creating new sources of employment and earning.

Social attention must be focused on strengthening the regulatory framework and improving

, and providing defense companies with the right environment for infrastructure

development

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74
 USEFULNESS AND IMPORTANCE OF STUDY

The importance of training are-

 Training enables the management to face the pressure of changing environments.

 Training results in the increase of quantity and quality of output.

 Training leads to job satisfaction and higher morale of employee.

 Trained workers need lesser supervision.

 Trained workers enable the enterprise to face competition from rival organization.

 Training enables employees to develop and rise within the organization and

increase their learning capacity.

 Training moulds the employee’s attitudes and helps them to achieve better co-

operation with the organization.

 Trained employees make better economic use of materials and equipment resulting

in the reduction of wastage and spoilage.

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76
 OBJECTIVES OF THE STUDY

The objectives of this project are as under:

 The objective of the project is to “study Training and Development in the company.”

As we know that training in an important factor for growing is lifeline for the

company.

• To make comparative analysis of efficiency of Training& Development in two R.

COM. analyze the important factors that play role in effective Training& Development.

• The main motto of the project was to know, how company conducts training

programmed what types of techniques being used?

• What are the basic requirements during the process?

• How does the company come to know that somebody needs training?

• After providing them training analysis is required.

• Analysis makes the management aware of the workers or staffs whosoever had

gone through the training.

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• Development is the main objective of any training. If there is no any development,

the objective of training is not achieved. So for achieving the objective, development is

very required.

• The way of analyzing of the training should be carefully developed. Because a

good analysis reflects the true figure of the development of trainees. How the company

analyses the training is a subject to be learnt.

• To judge employees feedback on its effectiveness.

So the ultimate goal of this project is to study the way of providing training as well as the

way of measure the development of trainees in R. COM., Lucknow

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79
RESEARCH METHODOLOGY

Research methodology may be understood as all those methods/techniques that are used

for conduction of research. Thus it refers to the methods the researchers use in performing

research operations. In other words, all those methods, which are used by the researchers

during the course of studying his research problem, are termed as research methods. Since

the object of research is to arrive at a solution for a given problem, the available data and

the unknown aspects of the problem have to be related to each other to make a solution

possible.

The selection of appropriate methodology for doing research is very important. It must

begin accordance to the topic of the research. The topic of this study is “Employees

Satisfaction Towards Welfare Activities”

Basically, this research is descriptive research which is generally based on the primary data

that are readily available. It does not have a formal and rigid design.

In dealing with any real life problem it is often found that data at hand are inadequate, and

hence, it becomes necessary to collect the data that are appropriate. There are several ways

of collecting the appropriate data, which differ considerably in context of money, cost,

time and other resources at the disposal of the researcher. The data used for research in this

project is secondary data which is collected through company’s documents, websites and

soft wares.

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The collected data is processed in Ms Excel sheet and graphical representation is made

thereof and subjective judgment is being derived from the collected and analyzed data.

The data is collected for this study through primary and secondary sources. These sources

are:

 Primary Data

The primary data is the data, which is collected afresh and for the first time

whether with the help of questionnaire or through direct interview or with the help of

schedules, these are original in nature.

The primary data for this research has been collected through questionnaire. The

questionnaire contains some finite number of closed ended questions.

The closed ended are those in which the respondent can respond only for those which

is asked to him but Open ended are those questions where the respondent is free to

write anything

We have done this survey on 50 employees of R. COM..

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  Secondary Data

The data which is already been collected by someone else and which has already been

passed through the statistical process.

The secondary data for this project has been collected through various books,

newspaper, business magazines and Internet.

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83
 TOOLS AND TECHNIQUES USED

Tools & Techniques means the methods & ways that how the data for the research is

collected and analyzed in order to fulfill the objective of the research work.

In this project work, the tool used for collecting the secondary data [Company Profile] has

been collected through Company’s Documents, Software and website.

On the other hand, the collected data has been analyzed through tabulation and percentage

analysis. And the technique used for graphical presentation is Column Charts & Pie Charts.

Statistical tools used for making project are like

 Percentage

 Column diagram

 Pie Charts

Computer tools used

 Ms word

 Ms excel

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85
GEOGRAPHICAL AREA COVERED

The geographical area covered is “ Limited”, in which following departments were

covered: -

 Personnel & administration departments, which includes personnel / HRD.

 Finance Department

 Production Department

 Mechanical Department

 Planning / Maintenance Department

 Power and Utilities (Electrical / Maintenance / Planning / Testing)

 Materials Department (Purchase

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DATA ANALYSIS AND INTERPRETATION

The data, after collection, has to be processed and analyzed in accordance with the

objective laid down for the purpose of the research work. This is essential for ensuring that

we have all relevant data for making contemplated comparisons and analysis. The term

analysis refers to the computation of certain measures like editing, coding, classification

and tabulation of collected data so that they are amenable to analysis along with searching

for patterns of relationship that exist among data-groups. The term interpretation refers to

the task of drawing inferences from the collected data after an analytical and/or

experimental study. In fact, it is a search for broader meaning of research findings.

There are various methods of analyzing the data. But in this project work, I used Bar charts

& Pie charts for analyzing the collected data, which is prepared by using Excel Sheet. In

this project work, Pie charts & Bar charts are prepared with the help of collected data,

which is being collected through

Questionnaires. The graphical presentation of the data is helpful in understanding the each

& every aspect of the collected data very easily.

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89
 1. Assessment of the trainer’s presentation.

40%
35% excellent
30%
very good
25%
20% good/average

15% poor
10%
very poor
5%
0%
people (%)--> 40% 25% 25% 10% 0%
excellent very good good/average poor very poor

INTERPRETATION-

In the above graph it is presented that 40% employees had said that trainer presentation was

excellent.

25% people said that trainer’s presentation was very good.

25% people said that trainer’s presentation was good.

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2. Grading of the training sessions.

Total 50 employees were asked to assign a grade for training sessions on the basis of

visual support, course material and training facilities. Response of employees is tabled

above. A percentage analysis of data reveals that none of employees graded training

sessions very poor for the use of visual support instead 40% graded training sessions

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 excellent. As far as course material is concerned 40% of the respondents graded

training sessions very good. And for training facilities 35% graded excellent.

3. Motives of training programs conducted in the organization

50%
leadership
45% development

40%
latest management
techniques
35%

30% liberalization and

globalization
25%

20% interpersonal skills

15%
others
10%

5%

0%
leadership latest management
liberalization andinterpersonal skills others
development techniques globalization
people (%)--> 15% 20% 50% 10% 5%

INTERPRETATION-

In the above graph the 50% employees said that liberalization and globalization is the motive of

conducting training programmes.

The 20%employees said that latest management techniques is the motive of conducting training

Programmes.

The 15%employees said that leadership development is the motive of conducting training progammes

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4. Rating of the different course contents

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5-Whether a system of monitoring support and guidance to employees/subordinate is

followed or not.

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6-Whether after training seniors continuously evaluate a follow up or not?

95
7- Awards to employees on successful completion of their training.

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 8- Overall assessment of training & development programs.

INTERPRETATION-

In this organization 50%employees assessed that training and development programs are

synergizing.

The 20%employees said that training and development programs are ok.

The 10%employees said that training and development programs are enjoyable and 5%

said that it is waste of time.

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9- Form of feedback.

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 10- Rating of the training and development activities in relating to other HRD

tools like Recruitment, Performance Appraisal, Counseling, Workers

participation in management etc that are performed in the organization.

INTERPRETATION-

In the above graph 60%employees said that the other activities of HRD function are

excellent.

The 30%employees said that the other activities of HRD function are good and 10% said

that it is below average.

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 FINDINGS

After analyzing & interpreting the data received from the respondents, following findings

have been drawn:

1. From the graphs, it is evident that most of respondents feel that the training

and development activities being carried out are just average. Even though all the key

elements are found in the system, their existence is mostly because of their having been

made obligatory by the corporate office.

2. The policies laid in the manual are very good and un tune with the changing times

& concepts of Human Resource Development, however they have not been implemented

in the true sense. There have been a good effort to practice it, but many areas are still in

state of neglect.

3. From the responses and interviews it is clear that not much importance is

presently being given to the identification of training needs. This is the first step, on the

basis of which plan is to be formulated and finally implemented. But it is seem that most

of the employee feels that their training needs as identified by them in self appraisal

column of their performance appraisal report is not being given sufficient weightage.

Some are even of the view that training is more or less dependent upon top management

whims & factories and it sends whosoever it wishes to the training regardless of the

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need. Almost all the respondents were unaware of the reasons for being sent to the

training programme as they have no participation in determining their training needs and

plans which satisfy that need even in those cases, where employees are getting in the

area they need, it is more or less because of their immediate superior’s initiatives. Most

of the respondents feel no obligation to attend the training programme which are not

suitable for them according to their needs.

Because of this reason, external training programmes are more or less like a paid

vacation for many and even in house training sessions are not taken seriously as many

participants excuse themselves on one pretext or the other or don’t even bother to inform

the trainers as to why they are absenting themselves. The training time is just a time for

getting together gossiping & having free tea, snacks i.e. all play and no work.

Respondent also feel that the trainer, which is being provided in the divisional training

center, is not too much use because at present it is mostly theoretical. They are in the

favor of more practical and useful training, i.e. on the job training especially the

respondents of non-technical fields also want to view the theories in their day to day

work.

4. None of respondents feel highly motivated to attend training sessions, as there are

no rewards for doing well in the training program only informal praise is done & that

too is in very few cases where the superiors take interest in the development of sub-

ordinates.

5. Many respondents feel that only certain people are allowed for training & all the

employees are not considered, hinting that the politics & interdepartmental rivalries are

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responsible for this, and due to this many employees who can do their job better after

training i.e. those who deserve to go to training especially abroad or even for further

studies are left behind.

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RECOMMENDATIONS & SUGGESTIONS

1. Training should not be an isolated event but has to be integrated with the work

situations, Moreover on kind of training at a time should be undertaken to ensure

constant monitoring.

2. Training has to be in trainee friendly surrounding while at the same time the

perception that training is a paid vacation at an exotic place has to be removed.

3. An attitudinal change regarding training is to be bought before any mechanism for

training desired. The gains to be accrued through training have to be demonstrated

to the people in order to develop a positive attitude towards it.

4. Exposure to alternative, more professional mechanism of work is required toward

off the complacency and create a feeling of “Lagging Behind” this will create the

necessary quest for learning.

5. Compulsion should be made for utilizing the sources of information especially

departmental libraries.

6. The higher level of management should be made to appreciate the role of Training

& Development and their attitude towards the role HRD is crucial. This is all the

more important since people respond to the also eager about the issue

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105
CONCLUSION

On the basis of the findings obtained from the study we may conclude that

Training is corner-stone of sound management. It makes employees more effective and

productive. Training is actively and intimately connected with all the personnel or

managerial activities. Training is an integral part of the whole management programme

with all its many activities functionally inter-related.

Training is a practical and vital necessity apart from the other advantages. It

enables employees to develop and rise within organization and increase their market value,

earning power and job security.RELIANCE COMMUNICATION I would like to

conclude that:-

1) The Training and Development activities being carried out are just average, even

though all key elements are found in the system. Their existence is mostly because

of their having been made obligatory by the corporate office.

2) The policies laid down in the manual are very good and unturned with the changing

times and concepts of Human Resource Development; however they have not been

implemented in the true sense.

It’s to sum up that the Training and Development activities performed here are just

average which has lead to a high level of dissatisfaction & disasters in employees

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regarding them. Through almost all agree that training is important but very little is being

done to relate corporate it with development of employees and achievement of

organizational goals.

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LIMITATIONS OF THE STUDY

Though I was fortunate enough who did not to face too many limitations during my

training period but there were some limitations as follows:-

1. Some of the executives were reluctant in giving any information as they

were not sure that their identification will be kept confidential.

2. Being a Defense related organization many documents and information

were not made available which caused a little difficulty in getting a

complete picture.

3. A few of the executives could not give enough thought & attention while

filling up the questionnaire due to time constraints and pressure of

production work.

4. There is a large number of employees, who are working in shifts, who were

out of reach to the questionnaire.

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BIBLIOGRAPHY

Books:

Devis, Keith – Human Behavior at Works: Organizational Behavior (Tata McGraw Hill,

New Delhi).

Robbins, S. P. – Organizational Behavior (Pearson Education, New Delhi).

Luthans, Fred – Organizational Behavior (McGraw Hill) 1998, New Delhi.

Aswathhapa – Human Resource Management (Tata McGraw Hill) HR and PM.

Rainbird H – Training in the workplace (Palgrave, 2000).

Singh R. P. – Management of Training Programmers (Anmol Publications, 2000).

Websites:

• www.R. Com._india.com

• www.google.com

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QUESTIONNAIRE

This is a survey questionnaire to ‘Training and Development Activities’ in your

prestigious organization. Please give your precious responses to the following questions by

filling the appropriate choice. This is purely an academic exercise and your responses will

be kept confidential.

PERSONAL PROFILE:

Name (Optional) : .………………………………………………………

Grade : ……………………………………………………….

Department : ……………………………………………………….

Q1. How would you assess the trainer’s presentation?

 Excellent [ ]

 Very Good [ ]

 Good or Average [ ]

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  Poor [ ]

 Very Poor [ ]

Q2. How would you grade the following?

Contents Excellent Very Good Good/Average Poor Very Poor

Use of

Visual

Support
Course

Material
Training

Facilities

Q3. Training programmes are conducted in your organization for which motive?

 Leadership Development [ ]

 Latest Management Techniques (TQM, JIS) [ ]

 Liberalization and Globalization [ ]

 Interpersonal Skills [ ]

 Others [ ]

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Q4. How would you rate the course content regarding the following mark the respective

cell?

Contents Excellent Very Good Good/Average Poor Very Poor

Relevance
Informative
Practical

Q5. A system of monitoring support and guidance to employees/subordinate is followed?

 False [ ]

 True [ ]

Q6. After training your seniors continuously evaluate a follow up?

 Never [ ]

 Once [ ]

 Twice [ ]

 More than twice [ ]

Q7. Are employees on successful completion of their training presented following?

 Certificates and prizes [ ]

 Monetary benefits [ ]

 Promotions [ ]

 Encouragement and appreciation [ ]

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Q8. In how many years your organization assess the need of training and development?

 1 year [ ]

 2 year [ ]

 3 year [ ]

 4 year [ ]

 5 year or more [ ]

Q9. What is the form of feedback?

 Action Plan [ ]

 Interviews [ ]

 Presentations [ ]

 Informal talks [ ]

 Written test [ ]

Q10. How do you rate training and development activities in relating to other HRD tools

like Recruitment, Performance Appraisal, Counseling, Workers participation in

management etc that are performed here?

 Excellent [ ]

 Average [ ]

 Below Average [ ]

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