Internship Report on

“A STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT ON THE

PERFORMANCE OF EMPLOYEES AT TATA MOTORS PVT. LTD”

By

JAGPREET SINGH

Submitted to
SBJS RAMPURIA JAIN COLLEGE, BIKANER

In partial fulfilment of the requirements for the award of the degree of

MASTERS OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

Asst. Professor Team Lead HR

DEPARTMENT OF MANAGEMENT
STUDIES
SBJS RAMPURIA JAIN COLLEGE
Ring Road, Near Marathalli,
Bangalore Batch: 2014-2016
 Ref No:
30th April 2023

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Ms. Renuka Anil, MBA student of New Horizon college of Engineering
baring USN Number — 1NZ14MBA32, Bangalore has worked as Intern in Paladion Networks
Pvt. Ltd from 14” December 2015 to 17" February 2016.

As an Intern, Renuka has successfully accomplished al] the tasks assigned to her. She was able
to adjust well to the corporate environment and was involved in End to end Resource Hiring
process, building Employee Database while working on her project "Effectiveness of
Training and Development on the performance of Employees”. During her tenure she has
demonstrated good verbal and written communication, hard work, Dedication, persistence,
Honesty, Reliability, self awareness, research skills and willingness to learn and grow under
the guidance of Mr. Mohit Agrawal

We have guided her for entire duration of 10 weeks and we have observed that her skills in the
above areas are satisfactory.

Warm Regards,

Team Lead — Human Resources

Pala dion NeM orks (P ri vate) Limited Cl N - U7?2OOT N 2000 PTCO°5 0 18 www.[oa I acJi on.ia ct
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 NEW HORIZON
COLL EGE OF ENGINEERING
(AuDnomou, zMuton,ARtWedaWU6 AQQmvedbyACTE)
The Trust is a Recipient of Prestigious Rajyotsava State Award 2012 Conferred by the Govern Int of Karnataka

CERTIFICATE
This is to certify that the Summer Project 14MBA47 carrie out by Ms.
RENUKA ANIL bearing USN 1NZ14MBA32 at “P LADION NETWORKS
PVT LTD” titled “A STUDY ON EFFECTIVE LESS OF TRAINING AND
DEVELOPMENT ON TME PERFORMAIiCE OF
EMPLOYEES” is a bonafide work in partial fulfillment for the awar of degree
of Master of Business Administration by Visvesvaraya Technological University
during the year 2015-2016. It is certified that all corrections/suggestion • indicated
for internal assessment have been approved as it satisfies the academic
requirements in respect of the project report prescribed for the award o Master of
Business Administration degree.

Wgo*u CheGude W i
(Dept. of Mgmt Studies) (Dept. of Mgmt S I udies)

Sig oem

NAME OF THE STUDENT: RENUKA ANIL

USN NO: INZI4MBA32

Emal:nhceo9keOnewhon,onndeedu Web:wvn uewhorimnlnda.edu

 DECLARATION
I RENUKA ANIL, hereby declare that the internship report entitled “A Study on
Effectiveness of Training and Development on the Performance of Employees” with
reference to “Paladion Networks Pvt Ltd, Bangalore (Ip nagar)” prepared by me under the
guidance of Mrs. Sreeja. K, Asst.Professor, MBA Department, New Horizon Co]lege of
Engineering and external assistance by Mr. Mohit Agrawal, Team Lead HR of Paladion
Networks.

I also declare that this internship work is towards the partial fulfilment of the university
regulations for the award of degree of Master of Business Administration by Visvssvaraya
Technological University, Belgaum.

I have undergone a summer project for a period of Ten weeks, T further declare at this
project is based on the original study undertaken by me and has not been siibmitte for the
award of any degree/diploma from any other University/Institution.

Place: Signature of stude t

h•ikA> €e
 ACKNOWLEDGEMENT

This study carried out by me could not have been finished without the help and support of
countless people. At the completion of the project, it turned out to be my duty at this spot of
time to keep all of them in mind with sincere gratitude.

First of all I hoist my heart and mind in thankfulness to the Almighty God who is forever
leading and directing me in all of my deeds.

I am extremely thankful to the Director of New Horizon College of Engineering, Dr. Mohan
Manghdhani and Principal, Dr. Manjunatha for giving me the chance to take up this
project.

My warmest thanks to Dr. Sheelan Misra, Prof & HOD, New Horizon College of
Engineering for all her supervision and support.

I convey my heartfelt thanks to internal guide Mrs. Sreeja. K, Asst Professor, Dept of
management studies for her kind help, precious guidance, support that she gave me
throughout the duration of my project work.

I wish to place my deep sense of indebtedness and immense gratitude to external guide Mr.
Mohit Agrawal, Team Lead HR, Paladion Networks, Bangalore for guiding me by giving
valuable information, suggestion and support during the full phase of my project.

I am also obliged to all the members and staff of Paladion Networks, JP Nagar, Bangalore
who have spent their precious time in giving me essential information.

I am beholden to my parents who silently supported me in the completion of my project.

At last but not the least I extend my thanks to my friends and to the whole 2 nd year students of
MBA department who helped me to complete the project report.

RENUKA ANIL
 TABLE OF CONTENT

CHAPTER NUMBER TITLE PAGE NUMBER

EXECUTIVE SUMMARY

1 INTRODUCTION 1-5

2 COMPANY PROFILE AND 6-23

INDUSTRY PROFILE

3 THEORECTICAL
24-43
BACKGROUND OF THE
STUDY

4 ANALYSIS AND 44-81

INTERPRETATION

5 FINDINGS, SUGGESTIONS 82-85

AND CONCLUSION

BIBLIOGRAPHY AND
ANNEXURE
 LIST OF TABLES

TABLE PAGE
NUMBER PARTICULARS NUMBER
Table 3.9 Training calender of paladion networks 39

Table 4.1 Table showing gender 44

Table 4.2 Table showing work experience of employee’s 46

Table 4.3 Table showing frequency of training programs conducted 48

Table 4.4 Table showing number of training sessions attended by

50
employees
Table 4.5 Table showing whether the learning takes place with a
52
formal training course.
Table 4.6 Table showing training as a part of organization strategy. 54
Table 4.7 Table showing the sort of training method employees
56
prefers.
Table 4.8 Table showing the expectation of the employees from the
58
training programs.
Table 4.9 Table showing the significance of training for professional
60
and personal development.
Table 4.10 Table showing training assist to raise the productivity of
62
both quality and quantity.
Table 4.11 Table showing the given period of training program are
64
ample enough to discover and study.
Table 4.12 Table showing whether training needs met the
66
expectations and objectives.
Table 4.13 Table showing the employee satisfaction level towards the
68
current method of selection of candidates for training.
Table 4.14 Table showing the methods that can be used to identify the
70
training needs.
Table 4.15 Table showing the level of employee satisfaction on the
72
evaluation of the impact of training.
Table 4.16 Table showing the requirement of 360 degree feedback
74
form
Table 4.17 Table showing whether the employee’s crossways any
76
problem during the training session conducted
Table 4.18 Table showing the quality of the training programmes on
78
the whole
Table 4.19 Testing of hypothesis(ANOVA) 80
 LIST OF CHART

CHART PAGE
NUMBER PARTICULARS NUMBER
Chart 4.1 Graph showing gender 45
Chart 4.2 Graph showing work experience of employee’s 47

Chart 4.3 Graph showing frequency of training programs 49

conducted
Chart 4.4 Graph showing number of training sessions attended 51
by employees
Chart 4.5 Graph showing whether the learning takes place with 53
a formal training course.
Chart 4.6 Graph showing training as a part of organization 55
strategy.
Chart 4.7 Graph showing the sort of training method employees 57
prefers.
Chart 4.8 Graph showing the expectation of the employees from 59
the training programs.
Chart 4.9 Graph showing the significance of training for 61
professional and personal development.
Chart 4.10 Graph showing training assist to raise the 63
productivity of both quality and quantity.
Chart 4.11 Graph showing the given period of training program 65
are ample enough to discover and study.
Chart 4.12 Graph showing whether training needs met the 67
expectations and objectives.
Chart 4.13 Graph showing the employee satisfaction level 69
towards the current method of selection of candidates
for training.
Chart 4.14 Graph showing the methods that can be used to 71
identify the training needs.
Chart 4.15 Graph showing the level of employee satisfaction on 73
the evaluation of the impact of training.
Chart 4.16 Graphshowing the requirement of 360 degree 75
feedback form
Chart 4.17 Graphshowing whether the employee’s crossways any 77
problem during the training session conducted
Chart 4.18 Graphshowing the quality of the training 79
programmes on the whole
 EXECUTIVE SUMMARY

This internship project report on “Effectiveness of Training and Development on the

Performance of Employees” was done at Paladion Networks Pvt Ltd, JP Nagar, Bangalore.

This study gives an outlook on how effective is the training and development programs are
conducted at Paladion Networks and how it helps the employees to update their skills and
perform well at the organization.

The internship consigns of five chapters which include:

The first chapter comprises about the title of the topic, the need for the study, objectives for
undertaking the topic, scope of the study, literature review which is a secondary source which
consist of the existing information counting the substantive result and the limitations of the
study.

The second chapter contains the overview of the company where the internship was carried
out. This includes an introduction about the company, the organization structure, the products
and services which the company have presently, the vision and mission statement, the quality
policy, promoters of the company, the future growth of the company and also it shows the
SWOT analysis of the company.

The third chapter includes the theoretical background of the topic. It includes the theoretical
explanation on the topic “Effectiveness of Training and Development on the Performance of
Employees” and also has a brief explanation about the training philosophy at Paladion
Networks and shows the training calendar of Paladion Networks.

The fourth chapter describes the analysis and interpretation of the data-collected for the study
with appropriate tables and graphs. The data was tested on the statistical tool SPSS 20 and
ANNOVA was used to evaluate the respondent‟s results.

The fifth chapter which is the final chapter includes the findings from the study, suggestions
for the company and the conclusion about the study.
 CHAPTER 1

INTRODUCTION
1.1 INTRODUCTION ABOUT THE INTERNSHIP

This report is a small explanation of my internship which was carried out as a mandatory
factor for the completing Master of Business Administration (MBA). The project titled
“Effectiveness of Training and Development on the Performance of Employees” was
done within the organization Paladion Networks, JP nagar, Bangalore for a period of 10
weeks ( December 14, 2015 – February 17, 2016).

The project was undertaken to know the effectiveness of training and development which is
conducted in Paladion Networks and to know the impact on the employees for the
performance at the organization and at the same time to propose suggestions to conquer the
fit falls if any.

All organization requires to have fit trained, skilled and experienced personnel for improved
job performance. With the difficulty of jobs, the need of employee training also enlarges. The
learning can be accomplished only through our experiences and by the diverse training
programmes, which are in general supplied in the organizations.

The internship assisted me to understand the organization as a whole and also it gave me an
insight about the organization structure and the different departments.

The internship also helped in the areas such as to understand the functioning of the
organization and how it would help me my career path as an intern and also gave an
opportunity to show my skills and gain new skills and knowledge for the future growth.

The data was collected through survey method and structured questionnaire was used which
consists of both open and close ended questions. It also includes likert scale.

I even got chance to attend few training programs which gave a practical knowledge how the
things gets done and comes into action. The overall internship program helped to gain
knowledge about the project topic as well as the different areas in HR.

1
1.2 STATEMENT OF THE PROBLEM:

The victory or breakdown of any organization depends on employees and their skills. Better
and effective performance of employees is essential for organization growth; improper
training offered may not be able to achieve effective results. This study is selected to identify
whether the training and development programmes adopted in the organization are effective
enough to improve the skills of the employees in order to perform well in the organization.

1.3 TOPIC:

“Effectiveness of Training and Development on the Performance of Employees”

1.4 NEED FOR THE STUDY:

Several organizations in this modern era are trying to boost the competitive edge and this can
be achieved only through raising the employee‟s potential, skilfulness, competencies
etc through the ample training programs. Here the study turns out to be essential.

The study results will assist the management to recognize whether the training programs
offered by the organization are effective enough for employees to perform the job effectively
and also at the same time the study will aid to bring out the finest training practices that will
direct to improved performance of employees at the organization.

1.5 OBJECTIVES OF THE STUDY:

 To identify the effectiveness of the training programme carried out for the employees.
 To discover whether the objectives of the training programmes have been achieved.
 To measure the significance of the training programmes in assisting the employees to
perform their jobs more effectively.
 To help out the company in designing training programmes more effectively in future.

2
1.6 SCOPE OF THE STUDY:

 The study aimed to find out the effectiveness of training and development programs
for technical employees at Paladion Networks.
 This study has taken into consideration employees in Paladion Network ,Only
technical employees have been taken in this study.

1.7 METHODOLOGY ADOPTED

Descriptive Research: This is the research which is frequently the initial step or query into
a fresh event, topic or situation. Here the study is about the effectiveness of training and
development on the performance of employees at Paladion Networks, Bangalore. The major
trait of this method is that the variables cannot be control by the researcher and he or she can
only report what is happening or what has been happened. So the descriptive research is
chosen for this study.

1.7.1 DATA COLLECTION

The information for the study of the “Effectiveness of Training and Development on the
Performance of Employees” at Paladion Networks was composed all the way through
primary and secondary data.

Primary data: Data viewed or gathered straight from first -hand experience. Primary data
was collected through structured questionnaire which was mailed to the employees and by the
personal interaction with the external guide at Paladion Networks.

Secondary data: Secondary data are those available data or the data that are collected in the
earlier or from other parties. Secondary data is composed through company published
Magazines, Handouts, company Website, articles on the topic.

1.7.2 SAMPLING

Sample Unit: Technical employees of Paladion Networks

Sample size: 100 Respondents

3
Sampling Technique:

Simple Random Sampling: A sample describes the whole group by a division of the
population. The type of random sampling where variables will have an equivalent and
disorderly possibility of assortment can be referred to as simple random sampling. The
technique where „n‟ unit is chosen from a population of a size N where each probable size of
sample of size has an equivalent chance of getting drawn. For this study 100 respondents
were chosen from the total population of the Paladion Networks, Bangalore.

1.7.3 TOOLS FOR DATA ANALYSIS

Data Collection Tool: Structured

Questionnaire Analytical Techniques used:

 Microsoft Excel
 SPSS-20

1.7.4 LITERATURE REVIEW:

 Wright, P. and Geroy, D.G. (2001)1, through effective training programs the
employee competencies can be transformed. Training not only help the employees to
develop the performance as a whole to perform effectively the present job but also
improves the skills, knowledge, attitude of the employees that is required for the
future job, there by contributing to better organizational performance. Training can
increases the employee competencies and allows them to execute the job related work
effectively and also accomplish firm objectives in an economical way.
 Valleet al, (2000)2, A firm is getting advantage of an effective training in a range of
ways, such as, constructing and sustaining capabilities, mutually on individual and
organizational level thereby take parts in the process of organizational change.
 Santos, A. and Stuart, M. (2003)3, Training have many benefits and at the same time
the study proposes that shaping training effectiveness is a difficult practice. Most
individual‟s states that training improved self efficacy and self confidence, it
also improved abilities and competencies and people accepted that they have been
investing in.

4
  Karthik R (2012)4 ,The study explains that the training objectives put in the picture of
trainees mind what is expected out of them at the end of the training program which is
been conducted. Objectives of a training program are of incredible centrality from
various stakeholders point of view; Trainer, trainee, designer, evaluator.
 Kalemci (2005)5 ,To preserve a skilled workforce and for a effective management, the
training and developing human capital is extremely important. Organizations
effectiveness can be developed through giving appropriate training to the employees
and also at the same time, organization should be conscious of the training methods
and their effectiveness in order to execute right training methods.

1.7.5 LIMITATIONS OF THE STUDY:

 The study was limited to the employees in Paladion Networks.

 The study was constrained to limited period of time of 10 weeks.
 The data collected was constrained to certain sample population of 100 employees.
 The analysis of data was made based on the assumption that the information given by
the respondents was all correct.

5
 CHAPTER 2

INDUSTRY AND COMPANY PROFILE

2.1 INDUSTRY PROFILE:

One of the rapid rising segments in the country is the Information Technology which has
imagining magnitudes of globalization and the expansion and over the last decades which is
arriving at the latest landmarks.

2.1.1 HISTORY:

Once Burroughs, the mainframe manufacturer gave hand to Tata Consultancy Service to
provide programmers for the installation of system software for its North American Country
consumer, and then the Indian IT industry started its voyage way back in 1974. No native
business organisation was carried out and therefore the policy of Indian Government towards
non public corporations was terribly destructive and the true situation was horrible. The IT
business in India was taken place by a Bombay based corporation that came into the business
with the availability of programmers to the corporations which are settled overseas.

Absolutely it was not thought about as any business and there was no subsidies given till
1984. Regarded IT as any business, more strategic modifications were created during this
period. In the same year, it was established a policy called as new computer policy which
consisted of a package of ripped import tariffs on software and hardware system and
henceforth the policy also recognized the software system exports as a deli censed industry. It
is eligible for the bank finances, also free from license permit and to line up offshore units of
foreign corporations in India.

Different policy initiatives made together with easing computer policies during this era. To
encourage advancement of analysis in software system technology and to help trade and
business in IT and ITES a regulative body was started at Bombay on IT services. During this
era offshore outsourcing of IT services began to prevail. By initiatives India‟s position was
strengthen as a globally identifiable in IT outsourcing business except for the IT and different
It enabled services such as training marketplace export services for IT, networking hardware
and ITES-BPO happening blooming in India.

Later on, the demand for the IT professionals that too in giant numbers all over the planet
benefitted India in making a lot of job opportunities. Meantime the policies improved
dominant base in technical education and rising market necessity paved was to IT business
for an unprecedented growth. The main IT destination cities such as Bombay, Chennai the
Indian business extended its existence to different sites like Ahmadabad, Pune, Gujarat,
Hyderabad, Kerala. The consumers mounting confidence in Indian capabilities for the side of
the quality standards attracted world ventures to off shore the business of them to India. The
view of the world towards India, as a beneath developed country with unrestrained
population, financial condition and fraud has been improved. And soon in short twenty first
century India began to represent a quick globally identified business complete for IT and
different IT enables services and a growing economic power.

Soon in the age technical modernization, incomparable threats to economy and to people
have additionally brought by these new technologies. To confirm safely and the dependability
of the organizations security measures should be taken. In organizations, hacking of
knowledge has become virtually applicable. And it has become very necessary to know the
cyber security options. Cyber security is represented because of the protection of the systems,
networks and the information‟s in computer network. It is also accepted as the trendy ways
in which the investors and the customary folks economically and naturally with efficiency
right to entry plenty of supply and opportunities to finish the theory task. Net media might be
one of the major resources for the developing serious crime. In this exceptionally technology
driven world, cyber attacks are the current methodology to make worry in any corner.

In India, 2013, a new cyber security was confirmed by the government. Afterwards the
mounting case of the cyber attacks episode till now that has happened, the government of
India had become strong about the cyber space of the country and made National cyber
Security Policy of India in the same year.

2.1.2 PRESENT SCENARIO:

India has become the world‟s foremost sourcing destination for the Information Technology
that business accounting about sixty seven per cent for the US$ one twenty four to one thirty
billion market. It has changed that overall insight of Asian country within the international
economy and has transformed the economy.

In providing the IT services India‟s value is approximately three or four times cheaper than
the USA. And this has been accepted by the support within the international sourcing market.
On the other hand India is as well achieving recognition in circumstances of intellectual
capital with several international IT companies putting in place their modernised centres in
India.

In 2015, the third largest within the world, the net user support has attained over three
hundred and fifty million and on the other hand social media users grew to one hundred and
forty three million and the smart phone users to a hundred and sixty million. This is a positive
message that points to a extreme satisfaction increase of IT business in Asian country.

Coming to cyber security, in 2013 it is aiming to form five hundred experience staff within
the field of cyber security in Asian country by 2018. And also the quantity of the
professionals of cyber security the area unit escalating quality of talents on the market may
ne of larger space of anxiety. Noticing the ultra specialised bunch of individuals will be the
greatest challenge.

2.1.3 FUTURE:

In the world, India is the leading democracy and the second quickest rising economy. During
the expansion, the main role has been challenged by the personal sector which is urged by
deregulating. Within the Indian economy policies and the in the trade view the history has
been basic and positive transformation. Through the last decade Indian economy observed
surprising expansion. It is amongst one in every country the country announced a good
expansion through the year which has pushed the mending path.

The country is counted as the most effective among the mounting economies as the gross
domestic product is mounting at a rate of 8.5% each year. India has become the number one
purpose for foreign investment. By 2020 the Indian It sector is balanced to become to a USD
$225 billion trade. The trade has a big role in the ever changing functioning of the economy
to land pioneering entrepreneurs and the world players in giving the world category
technology solutions and in the business services. For the Indian economy the IT sector has
tirned into one in every of the foremost important growth catalyst.
As per the official survey, the Indian IT sector is anticipated to grow eleven percent every
single year and the triple the present annual revenue in US$ three hundred and fifty billiob by
the financial year 2025. And this will lead India to be the largest base for the brand new
business within the world and to become the residential for over 11500 start ups in the
technical field by 2020. Indian economy is anticipated to touch RS ten trillion by 2018 and
that would accounting for the five percent of the country‟s gross domestic product.
Cyber security will be a multi dimensional build that will have several fields and disciplines.
The nations got to take applicable steps in promoting the implantation of the requisite security
practices and the endless education for each company and residential users regarding the
cyber security. As seen now a days, it is envision that the newspaper will have one or the
other added cyber security attack available. In an initial study, over the next five years the
cyber security market is expected to develop one twenty one percent. By 2025, the vision of
the task force plans to create the cyber security trade in India from one percent market share
to ten percent., that is a trained bottom of one million certified and complete professionals of
the cyber security and to build hundred plus prospering security product firms in India.
2.2 COMPANY PROFILE

Paladion Networks a private limited company which is India‟s prime cyber security services
which provides dynamically holding information security and cyber security that has more
than 700 customers globally and 16 years of experience in the field. Paladion is positioned as
the strongest information security player serving multiple industries. Paladion assist in
designing and implementing a security management framework that conforms to international
standards and regulations and client specific security policies and standards It is also a loyal
associate for providing end to end information risk management solutions and services in the
countries; Asia, Middle East and the U.S.

Paladion provides end to end information risk management accommodations and solutions
comprising security assurance, compliance, governance, monitoring and management
accommodations to immensely colossal and medium sized organizations.

The critical information systems, data and networks of the clients are guarded by the user.
Paladion verbalized the expansion of Gsoc which has an initial safe of the art service in India
and it is correlated with the subsisting regional security operation centre. The company has at
present gsocs in Kuala Lumpur, Herndon, Hanoi, Toronto and Mumbai.

Paladion has a deep perceptive that it has grown in the global markets which includes Europe,
Middle East, US, India, South East Asia. The company has got a specialized team of
researchers, ethical hackers and experts to perk up there on the entire security posture. It has
certainly and rapidly established its testimonial in the field of information security business
with corporations diagonally the world. In the rising market of India the company has paved
its own way as the leader in the information security. Paladion has the clients which are of
Fortune 500 companies. It also has operations in the field of manufacturing, banking,
telecom, insurance, information technology, finance and government. It is also a long
cooperative cyber security provider that incorporate business framework perspicacity, threats
data, and cyber insights from its team of focused researchers and security experts with head
security solutions in analytics, SIEMM, susceptibility management, risk visualization and
further to benefit and predict cyber attacks, reply to threats, recuperate other robustly from a
security incident and modify largely security position.
2.2.1 TYPE OF COMPANY:

Industry IT/Computers - Software

Business Type Service Provider
Incorporated Date and Year Established 24/5/2000
Services Security solution provider, security code,
application security, penetration testing
compliance and consulting.

2.2.2 PROMOTERS:

RAJAT MOHANTY – CO FOUNDER, CHAIRMAN & CEO

VINOD VASUDEVAN – CO- FOUNDER, COO & CTO

FIROSH UMMER – EVP & REGIONAL CEO – ME

JOSE VARGHEESE- EVP & HEAD OF MANAGED SECURITY SERVICES

BINU THOMAS- EVP & REGIONAL CEO- INDIA

SACHIN VARGHESE- EVP & REGIONAL CEO AMERICAS & CMO

ROHIT KUMAR – EVP & REGIONAL CEO- SEA AND CLOUD MANAGED
SECURITY

JAGAN VAMAN – EVP- HR | CORPORATE DEVELOPMENT AND NEW BUSINESS

INITIATIVES

PADMANABHA KRISHNAMURTHY – CHIEF FINANCIAL OFFICER

RAVI RAMAN- SVP & HEAD OF ENGINEERING – SECURITY INTELLIGENCE &

ANALYTICS
2.2.3 VISION:

 Be amongst world‟s top company in providing information risk and security services
and achieve customer delight.

2.2.4 MISSION:

 To be known amongst the best specialized information risk company globally

o As acknowledged by customers
o As rated by analysts

 Research and develop new and innovative ways to mitigate any information security
related events across geographies.

2.2.5 QUALITY POLICY:

“We, at Paladion Networks strive to...

Consistently meet or exceed our customer expectations by delivering high quality

Information Security solutions within committed schedules and budgets.

Achieve service excellence through...

Continuous improvement of our processes and development of a motivated and skilled team
of employees.

Be a good corporate citizen by always maintaining fairness in business practices and dignity
in our interactions with customers, suppliers, and employees.”
2.2.6 ORGANIZATION STRUCTURE:

Rajat Mohanty
(CEO)
2.3 PRODUCTS

Paladion lays emphasis on Intellectual Property (IP) development as a natural flow of the
knowledge and expertise it has gained over 15 years as a Specialist Security services
provider. Risq VU brand of products are a reflection of Paladion R&D creating its own IP
and Patents. Risq VU is Paladion‟s suite of award winning security automation and analytics
products that simplify risk management for the user. There are multiple products under
different categories of information security as given below.

Categorty : Security Management

Risq VU - Security Operations Management - Track, manage and mitigate threats as

threats evolve with a continuously updated risk management system and a comprehensive
analytics package.

Risq VU - Decision Insights - Give on-site security officers the ability to make crucial
decisions regarding threats in a timely manner.

Risq VU - Security Configuration Management - Completely eliminate false positives in

configuration audits with access to secure configuration checks and templates for the majority
of operating systems and servers

Category : Application Security

RisqVU - Vulnerability Management - Provides security analysts with the ability to

classify risk with a repository of metrics in the area of vulnerability management.

Category: Governance, risk and compliance

Risq VU-GRC - Centralize all compliance management, monitoring, audits and risk
assessments through a consolidated package.

Verity - A malware detection solution that continuously monitors websites for malware and
alerts the owner and suggests ways to mitigate risk once it is detected
2.4 SERVICES:

The range of services offered is one for the most comprehensive in the industry. Paladion
offers a whole range of information risk management which includes security guarantee,
authority, vulnerability management, examining, and analytics.

Managed Security-Services

Paladion‟s Managed Security Services maintains organization‟s security with ongoing

protection in response to a constantly changing and evolving threat landscape around
networks, devices, applications and Internet. There are multiple services provided under this
umbrella.

Integrated Security Operations Management (iSOC) - Paladion provides remote or onsite

security monitoring of threats to bring the benefit of established, proven technologies and
processes. Paladion‟s iSOC model provides remote delivery and secures many global Banks
and Enterprises 24x7x365.

Online Brand Security - Paladion protects the online services of a customer in real time by
detecting and preventing security incidents arising from threats.

Managed Security Technology - As business requires networks to integrate with customers

and vendors, Paladion helps control access to reduce risks with remote management of
security technologies for a customer. Based on security technologies at a customer location
the services include managed Firewall, Intrusion Prevention Systems and Advanced
Persistent Threat Management.

Managed Data Protection

This service enables a customer to keep sensitive corporate data on cloud, mobile and on-
premise environments safe. Demonstrate database compliance for audits and meet regulatory
requirements such as SOX, PCI-DSS, HIPAA and others.
Security Consulting

With Paladion‟s security consulting services, experts assess current security policies and
systems for weaknesses and determine vulnerabilities and risks using Paladion Security Risk
Assessment models. Once they have analysed the current Security posture, they craft
improvements or help design a Comprehensive Security strategy, policy, process and
Information security Roadmap for customers. There are multiple services provided under this
umbrella.

Information Security Risk Assessments and Audits - A complete range of security

assessments that will determine information security risks and business impact.

SMAC Security - Cloud and Social Media Risk Managements - Paladion experts designs
and implements a unique security program for SMAC Security for Social Media, Mobile,
Analytics and Cloud platforms.

Vendor Risk Management - Establish a vendor risk management system to protect against
security breaches through outsourced third-party vendors.

Security Testing

As networks, applications and vulnerabilities constantly evolve Paladion provides managed

technology assessments and testing to continually minimize exposure to threats. There are
multiple services under this umbrella.

Network Penetration Testing - Paladion uses constantly updated testing tools and
techniques to proactively attempt to break into client system. Once in, Paladion assesses the
preparedness and identify security holes that could be exploited by a remote attacker.

Application Security Testing - Here, Paladion uses grey box testing, security code review,
and application penetration testing to ensure that applications are truly secure.

Mobile Applications Security Testing - Detect security vulnerabilities that are specific to
installed applications on mobile devices.

Code Review - Evaluates applications and systems at the source-code level for weaknesses
due to coding or design flaws.
Security Compliance

Paladion compliance services create sustainable management frameworks to reduce risk and
ensure compliance to required standards, local laws, and regulations. With our expertise and
experience, we help our customers reach the highest degree of compliance. This service
enables an organization understand each regulation including PCI DSS, ISO 27001, NIST,
HIPAA, recognize the needs to be applied which offer the essential means to make sure
fulfilment.

2.5 AREAS OF OPERATION

 India

 Bangalore (Head Quarters)

 Mumbai

 New Delhi

 Overseas
  Kuala Lumpur (Malaysia)

 Dubai (UAE)

 Doha (Qatar)

 Riyadh (Saudi Arabia)

 Virginia (USA)

 London (UK)

 Toronto (Canada)

 Stuttgart (Germany)

 Bangkok (Thailand)

2.6 CLIENTS:

 India:
 State Bank of India
 HDFC
 ICICI
 Indian bank
 Kodak Mahindra
 Reliance Capital
 Infosys
 Yes Bank
 Capgemini
 Vijaya Bank
 Karur vysya Bank
 Syndicate Bank

 Global:
 Unilever
  HP
 Standard Chartered Bank
 Reuters
 Microsoft
 Lucent Technology
 Barclays
 Prudential
 Mercedes Benz
 Societe Generale
 Citi Bank

 Middle East:
 Landmark
 Oman Refinery Company
 Saudi Telecom Company
 Emirates NBD
 CBI (Commercial Bank International)
 NBF
 Borouge
 Etisalat
 Riad bank

2.7 AWARDS AND ACHEVEMENTS:

 Recognised as fastest growing company in India (Fast 50) and in Asia Pacific (Fast
500) by Deloitte for 6 years in row.
 Recognized as fast growing companies 500 in India twice.
 Awarded as innovator by Red Herring twice.
 Recognized as leading managed security services provider in Asia Pacific in
Gartner‟s Market Scope for 5 years.
 Over 10+ technology awards for the products and services of Paladion.
  Paladion is a thought leader in information security. Paladion has co-authored books -
Know Your Enemy, Enhancing Computer Security, Application Security in ISO
27001 Environment, and Security Testing Handbook for Banking Applications.
Paladion has also published more than 95 research papers on information security

2.8 INFRASTRUCTURE FACILITIES:

 Fully furnished conference rooms with all newest equipment

 High Bandwidth Internet Connectivity
 Good quality lighting and ventilation
 Multiple Time Zone Support
 Latest Tele / Video Conferencing Equipment
 Latest R&D equipment and facilities for software development.
 Highly networked information system
 Fire Prevention and Protection Measures
 Fine and comfortable seating arrangements for the employees
 Fully air conditioned premise
 Offers good ambience to the customers and the clients who visit the branch

2.9 COMPETITORS INFORMATION:

Wipro

TCS

Deloitte

Infosys

HP

EY

Aujab

Accenture

Happiest Mind
Capgemini

EIQ

Dell

Akamai

HCL

2.10 SWOT ANALYSIS:

Strengths:

 15+ Years of experience and skilled workforce makes it a strong player.

 Have a number of national and international awards across categories.

 Exploit technology to reach customers.

 Strong reputation in market.

 Outstanding client list.

 Company has brand recognition in the market.

 Strong and varied advisory board.

Weakness:

 Narrow global presence compared to bigger players

 The company revenues are extremely dependent on its IT services currently.

 New technology continues to be a challenge.

Opportunities:

 Development in new geographic.

 Opportunities from rising new technologies and services.

 High potential domestic and global market

Threats:

 Mounting competition from local and global players.

 Fluctuations in currencies affect international projects.

 Boost in cost of human capital.

 High competition resulting into high attrition.

2.11 FURURE GROWTH AND PROSPECTS:

Paladion gives a full group of security management to undertake rising cyber threats. Cyber
security requires to be managed at numerous fronts- people, data, network, IT assets, IT
processes. Supervising security risks in isolation with courses and technologies functioning in
silos obviate organizations from having a full hint on threats. Paladion therefore provides a
broad variety of contributions that can all work in integrated manner to give cumulated risk
and threat management.

Paladion has devoted into constructing advanced security products and creating security
operation centre. This centre vigorously gathers threat information diagonally the globe and
develops that to proactively forefend our clients. The centre moreover houses over 250
security skilled professionals to provide deep threat detection and fast incident replication.
The Soc is pouring Paladion‟s magnificent map of replication its revenue in three years.
Paladion‟s main focal point is to offer deeper security support across the three parts of threat
management, vulnerability management and compliance management. To allow that,
Paladion has spend in advanced security technologies that avails in healthier revelation of
threats and prioritized remediation of security impuissances. The likely revenue for the
present financial year is USD 35 Million.

Mr. Rajat Mohanty, CEO, also affirmed, “The expansion of global centres encapsulates the
experiences and innovations that we have amassed in the last eight years of running SOCs,
and it will bring intelligence driven SOC services with significant back end scale across
centres. The GSOC network will help to expand and help new customers worldwide, while
providing enhanced protection for existing ones.”

2.12 FINANCIAL STATEMENT

(The company didn‟t reveal the financial statement as it was confidential)

 CHAPTER 3
THEORECTICAL BACKGROUND OF THE STUDY
3.1 HUMAN RESOURCE MANAGEMENT (HRM)

Human Resource Management can be said as a function that happens inside a company that
has a focal point in the areas such as management, recruitment and giving guidelines for the
employees of the organization.

HRM is that function which also handles with people related issues like training,
communication, organizational development, hiring, wellness, employee motivation, benefits,
compensation, administration, safety and performance management

The workplace culture, environment and managing people are also the elements where HRM
takes care of as a strategic and comprehensive approach. HRM helps the employees to give
their effective and productive performance to the whole company track and in the
achievement of the organizations objectives and targets.

HRM is stirring of from the ever most outsourced practices like transactional roles,
administration and traditional personnel. It is also likely to put in value to the strategic using
up of employees and promise that those programs affect the business in assessable ways.
Following of HR metrics , strategic direction and measurement to demonstrate values are the
latest task that HRM entails.

3.2 INTRODUCTION TO TRAINING AND DEVELOPMENT

Training is basically said as a course of supporting an individual for increasing his or her
effectiveness and efficiency to an exacting work region by attaining more practices and
information. It is also significant to set up particular abilities, capability and knowledge to an
employee. For any organization training and development are vital and also at the same time
for the organization expansion. This is because the organizational expansion and profit are
reliant on the training. Training is one of the functions of the organizational expansion but
training is not the centre of organization expansion.

Training and development is the meadow which is concerned with organizational actions that
are expected to be enhancing individual and as well as group performance in the meadow of
Human Resource Management in organizational locale. This has been identified by several
names in the meadow of HRM, as human resource development, employee development,
employee development and so on. Training is truly helping the employees to develop their
ability through learning and practicing.

The structure of Training and Development serves the employees to build up their
organizational and personal skills and also the abilities and knowledge. Enhancing the main
superior workforce and there by the individual employees and organization can achieve their
goal as service to customers is the focal point of all features of Human Resource
Development

In an organization the training can be of two categories and that can be internal and external
training. When the training is controlled internally by the human resource or training
department by any of the superior staff or some brilliant employees as a resource person in an
exacting department and is called as an internal training.

On the other side, external training is usually arranged outside the organization and it will be
mostly planned by training consultants or institutes. The training which is happening is
significant for all the staff and it assists the staff to build up their career and setting up for the
greater opportunities in the developing world.

As the external training is expensive, most of the times the people do not take the training.
Trainers through trainees are a latest method that has come into the market. An individual or
a group will be send to a training programme which is happening externally with a bond or
without a bond agreement. This individual or the group of people have to give the training to
the employees who did not participate for the external training programme.

3.3 MEANING OF TRAINING:

The method of suggesting particular skills, knowledge updating or about the abilities of an
employee can be referred to as training and development. It is basically an effort to develop
the employees present or the upcoming performance by giving the chance to raise the
employee‟s ability to perform during learning generally by altering the attitude or
rising employee‟s knowledge and skills.
3.4 OBJECTIVES OF TRAINING:

 To offer job linked information to the employees.

 To pass on expertise between the employees steadily so that they could study rapidly.
 To make modifications in the attitude of the employees to fellow employees, superior
and to the firm.
 To develop the employees efficiency and the firm.
 For decreasing the quantity of mistake giving sufficient training in protection to the
employees.
 For building up the employees to manage equipment, machines and materials,
professionally and thereby ensuring surplus of time and resources.
 To set up workers for promotion to upper level jobs by teaching them complex skills

3.5 IMPORTANCE OF TRAINING:

 Enhancement in employee’s performance: For a variety of everyday jobs the most

accurately trained employees turn out to be more educated about those actions which
have to be performed. Through training and development employees self confidence
is also improved. When the employee is completely conscious about his or her tasks
and responsibilities their self confidence boosts. It also assists the employee to take
out the tasks in improved manner and also help find new ways to slot in the
implementation of responsibility.

 Stability in tasks performance: .A well planned training and development program

provides the employees steady information and practice. When it arrives to an
organizations rules and regulations steadiness in the training programs are very
important. It mainly comprises administrative procedures and ethics in the period of
implementation of task.

 Guaranteeing employee satisfaction: Through effective training and development

the employee experiences satisfaction with the role they do in the organization. It is
driven by the great ability they gain in executing their duties. The employees feel that
 they fit into the company that they work for and the simple way to return them is
giving the finest services they can.

 Improved productivity: Training and development helps the employees to carry out
a quicker way of information and with competence thereby mounting overall output
of the organization. Employees also achieve latest strategy to defeat disputes when
they face them.

 Better excellence of products and services: Employees gets a pattern of process to

exploit in their tasks. Accordingly the employees are able to keep up consistency in
the productivity they give.

 Low cost: Best possible consumption of resources in an organization are achieved

through training and development. No surplus of resources or no extra expenses
happens. Mistakes are also reduced throughout working. Machines and resources are
used inexpensively.

 Decrease in supervision: The employees will turn out to be more confident and
secured from the minute they get the essential knowledge and skills. To execute their
job they will need only slight supervision as they have become self dependent.

3.6 NEED FOR TRAINING:

 One of the chief intentions of training is to stop industrial disasters. This is done
through making the employees aware of the safety measures
 Training helps the employees to accomplish the necessary level of performance
which will results in increase in productivity.
 Training helps to raise the employee‟s knowledge and skills.
 Training deducts the cost of supervision
 The training makes the employees to get simply adaptable to the transformations in
the business.
3.7 TRAINING PROCESS:

Recognizing training needs

Setting up precise objectives

Choose suitable methods

Execute Programs

Assess Program

Feedback

1) Recognizing training needs: The distinction between the standard and actual
performance is a training need. It attempts to link the space between the two factors. It
emphasizes the requirement for the training for employees. And here the space is
recognized to determine the training needs.
The training needs mainly can be measures by examining three chief parts of human resource
such as the job descriptions, the organization as a whole and the persons needs. This
examination will lead to the answers for the following areas;
 Where exactly the training is is required?
 What in particular an employee to be taught to be extra productive?
 Who requires to be trained?

2) Setting up precise objectives: The second step in training process is to set up the
precise objectives and it is the critical mission where to decide the training objectives.
As said in the first step the important function of training always should be to link the
space between the factors such as the standard and actual performance. Therefore, the
essential training objective is to bring the best suitable match between the job and the
individual.
Every business must have a noticeable framed strategy and a bunch of objectives that guide
and make the decisions made specifically for the decisions of the training. The organizations
that map their process of training are additionally flourished than those actually don‟t.
Generally the owners of the business or an organization desire to achieve something but they
do not hold onto any training designs even though it assures to progress their probability to
achievement. The reason behind this can be the five causes that mainly frequently recognized
ones as;

Time Frame: Most of the small businesses find that the shortage of time does not let them to
give training to their employees.

To get started: The other problem is that training programs are new to some organizations.

Vast expertise: The higher level people might have the vast experience than that is required
for the training programs.

Deficiency in trust and in openness: There are situations where the higher level people do
not want to share the information‟s with the subordinates they tend to keep the information in
themselves.

Scepticism to the worth of training: This is a rare formula where some organization
concentrates on the current activities where they do not trust in the future growth and they
believe that future cannot be guessed or cannot be controlled so they do not want to make
efforts in wasting time in training programs.

The main need for making the objective of training is to get the answers for the following
vital questions such as;

 What exactly is the business referring to?

 What the business should be?

3) Choose suitable methods: Training methods are the wanted ways of accomplishing
training objectives. Once the training needs are recognized the suitable method of training is
to be chosen so as to attain the fixed objectives. Various methods of training are accessible at
the same time the appropriateness is criticized according to the requirement of the training
needs of the organization. The different training methods are as follows;

 On-the-job training Methods: Under these methods fresh or inexperienced

employees study from the end to end by watching upper class or the managers doing
the work and thereby tries to copy the activities. As the staffs are constantly there on
job this technique is not as much as expensive, training is provided on the similar
equipments and knowledge would be accepted values, and over that the learner is
gaining knowledge and making money at the same time.

Few of the methods used are:

Coaching: It is of face to face training. It assists for the rapidly recognizing fragile regions and
stabs to spotlight on them. It proposes the advantage of transporting theory studies to custom.
The main difficulty is, it pulls off active exercises and methods.

Mentoring: Expansion of attitude is the focal point of this training. This method is mainly
applicable for administrative staffs. This is mostly done by a superior in personality.

Mentoring is as well a face to face contact which is similar to coaching.

Job Rotation: The way in which training employees by revolving them through a sequence
of connected jobs. Rotation not only constructs an individual well familiar with variety of
jobs, it also does progress in monotony and allows building up understanding with a digit of
people. Rotation is coherent.

Job Instructional Technique (JIT): The prearranged on the job training method where an
appropriate coach arranges a apprentice with an outline of the job, its cause, and the grades
wanted, show the duty or the skilfulness to the trainee, permits the trainee to illustrate the
demonstrated task by his or her individual style, and also tracks up to offer response and
assist.

Apprenticeship: It is a method of training where latest new age of fresher‟s to a particular

job area. This method of training is in rage in those deals, expertise and technological
meadow in which an extended phase is necessary for getting hold of talent. The learner
provide as apprentices to specialist for lengthy period of time. They will have to work in
straight alliance with and also with the straight guidance of their masters.

Understudy: The method in which a higher level person provides training to a lower grade
staff as his understudy similar to a helper to a leader. The subordinate studies through
familiarity and surveillance by contributing for managing daily issues. Essential need is to set
up subordinate for understanding the complete roles responsibilities.
  Off-the-job Training Methods: Off-the-job training methods are carried out in apart
from the work atmosphere. A learning stuff will be given, the complete focus will be
on studying more than performance, and also there will be choice of expression.

Lectures and Conferences: The direct and traditional method of instructions is the lectures
and conferences. All the training programs commences with the conference and lecture. It is
basically an oral presentation for the big viewers. The lectures have to be exciting and generate
curiosity between trainees. The speaker should have significant intensity in the subject which
he or she is talking about. Mostly the lectures and conferences are use in colleges and
universities.

Vestibule Training: It is a training method which proposes right of way into incredibly
whole new learning and it is also phrased as close to the job training. The employees are
trained in a particular division of the place that is related to their particular jobs in a sample
environment. In this training, there is an effort made to form the working situation alike the
real workshop settings. After giving this kind of training to the employees, those employees
may get placed in parallel jobs in the real workshop. And this allows the workers to protect
training in a finest ways to work and be free of the primary anxiety.

Simulation Exercises: Simulation is the way where any kind of fake environment precisely
parallel to the real condition. For communicating this kind of training there are mainly four
simulation methods used, and they are the following;

a) Management Games: Appropriately planned games assist to establish idea

generation, systematic decision making, team work, collecting information,
communicating, managing time the qualities of leadership. Through management
games the contestant is getting familiarize with the realistic validity of the topic. The
games also help to thank the management thoughts in a realistic manner. To train the
middle management and the general managers a variety of games are made use of.

b) Case Study: It is a composite example where it gives within reach into the
background of an issue and also demonstrates the main aim of that issue. These are
 trainee cores activities which are based upon the subjects that display the theoretical
thought in a practical locale. It also helps in enhancing the skills like group discussion
and work, solving a particular problem in a less span of time and also makes the
trainees to like the topic and make them to have a crave in learning.

c) Role Play: From this method, the trainee gets a chance to catch the role of an
individual who is affected by a concern and learns the after effect of the concern on
the effects of human life and manners which is happening in the world from a
viewpoint of that individual. In exact, the role play gives the student a precious
chance to learn not only about the course content but also to make understand the
various perception about it. There are different types of role play say; role rotation,
numerous play, spontaneous role play and single play. It is a systematic method and it
includes the steps which start from defining the objectives to concluding and
assessment.

d) In-basket training: In basket exercise which is otherwise called as in tray training,

includes a bunch of confidential papers that may consists of reports, email and other
things. Here the trainer is getting a choice to give separate the results that can be taken
straight away and the rest that can be overdue.

Sensitivity Training: Here the training is concerning or allowing group recognize on self
understanding and others logically, which is made by increasing in that group the communal
compassion and behavioral availability. Capability of the person to intellect what others sense
and imagine from their view point by own. This method discloses the overall personal
attributes of a person and it makes them understand the common things with the rest of the
members in the group. This is a skill to perform, correctly in a glow of accepting the truth and
understanding the same The trainer do not takes part in the process instead he or she leaves
off from behaving as a leader and instead tries to explain the group about the procedures by
demonstrating the incidents and also elucidate the common points and give feedback.

4) Execute Programs: Once the suitable training method is selected the real
performance starts. The organized programs and tactics are executed to receive the
wanted output. The employees are trained to build up for a better and improved
performance of organizational actions. Accurate training programs will help in the
 future. But managing the training programs to the selected employees are critique.
The functioning entails the battle on the below elements:

 Fixing the organization training location and other amenities.

 Proper arrangement of the training program.
 Carrying out the program
 Observing the development of the contestants.

Cautious awareness to the details of the operations will donate to the training program
achievement. It supports the overall training administrator in expanding the training
program to make convinced that it maintains competent employees who are mostly
dynamic, fruitful and happy in the organization. And it adds up confidently to the
underneath.

5) Assessment or evaluation of the Program: This step includes an evaluation of a

variety of elements of training to identify whether the given training programs were
useful. It also refers to the usefulness of training to know the results of training on the
performance of employees.
Need for evaluation: The staffs of training and development are becoming extra responsible
for the program effectiveness. The evaluation can be done to find out whether the training
program attains the objectives as explained. It also can measure the importance of the training
and thereby recognize the development areas and also spot the unwanted training programs
that can be removed.

Training evaluation facilitates the whole organization for an improved growth level and that
includes the trainer, trainee and the management. It helps the trainee to find out where that
person was lagging in terms of skills and knowledge and also gives the chance to provide
feedback of the effectiveness of training program that happened and about the trainer
performance which will lead the organization to improve in future.

The training evaluation process:

Donald L Kirkpatrick initially published his notes in the early 1959, in the articles US
Training and Development Journal. The theory now has turned out to be perhaps the largely
accepted model for the training and learning evaluation. This model is at the present regarded
as a standardised model of training communities in HR industry.
The four levels of Kirkpatrick's evaluation model basically assess:

 Reaction: This evaluation is made for the trainees, how they experience about the
training and learning practice.
 Learning: This evaluation calculates the enhancement in knowledge before and after
the training program been conducted
 Behaviour: This evaluation is the done to know to what degree the learning was
practically applied reverse back on the job.
 Results: This is the evaluation which helps to show the cause that happened in the
business following up from the performance of the trainee.

 EVALUATION TOOLS: For the evaluation various types of analytical techniques

are used. The various tools used to assess the training are the following:

 Experiments: The manner of real experiments is frequently the main precise

analytical tool. This tool engages in sorting out related skilled trainees into two
categories; Control group that do not get the training and the experimental groups
which actually gets to get the training. These groups are followed to decide the
dissimilarity in the last result which is accordingly to the appropriate ways as the job
retention, employment and wages. A quite few major confronts are carried out for
applicable experiment to support the research.
 Econometric analysis: It is a tool which is similar to experimental analysis. Rather
than describing two groups and trailing those groups with excess of time in
experimental analysis, here the groups are distinct from the active information
available and a conservative study is performed.
 Counterfactual interviews: To decide the results of the exacting programme, at
times it is not always like to carry out the econometric or experimental analysis. To
attain the insight of what transformed after the training program can be decided by
taking interview from the contestants. This could be the tool that is leftover. Basically
this is a qualitative approach that can be easily used to expand the insights that
concerns the collision of the programs.
 Pre and post training comparison of data: The evaluator can gather the data from
the fresh applicants during the training such as, the work history, currency package
earned in the previous job and afterwards when the programme comes to an end, the
evaluator can pull out parallel data for the matching people. This will be helpful in
evaluating the entire effectiveness of the program and there by evaluating the program
efficiently and it can be called also as after and before comparison.
 Comparison of post training data with benchmarks: At certain situations, it is not
possible or worth collecting the pre training data. There are chances where the trainee
feel inappropriate to give the details about the earlier employment that is related to a
particular area of training. In this situation the evaluation are at times precisely
exclusive in the provisions of the trainees and by finishing the training, The kind of
analysis offers some unique idea to add into the total result of the programmes.
 Process of output data collection: A few performances calculates the trail of the
productivity of the programme, say the figure if people who finished the training or
reaching a proper standard of certificates. These measures will be valuable in
measuring the program efficiency but not all the times whether the program services
are of worth. Frequently, these figure the role of the programs volume rather than its
rate. When united with the other programs this process or output data offers some
point of idea into the efficiency. Otherwise these figures just compute the output
without a vital examination as to know the beneficial output of the programme.

6) Feedback: At last, to make progress in the future training programs a feedback device
is shaped to recognize the fragile areas of training. To make this successful
information‟s related to trainer, environment etc is attained from the contestants. The
attained information is later evaluated to make spot delicate portions of the training
programs.
3.8 TRAINING PHILOSOPHY IN PALADION NETWORKS

The management of Paladion Networks gives an immense prominence on Human Resource

Development and think it to be the keystone of sound management. Training and
development assists to decrease the gap linked between the performance and the actual
management practices by the organization. It also facilitates the employee to recognize his or
her full strengths. And the management at Paladion makes sure that the training programs are
well planned and they are presented well to the employees by fulfilling the organizational and
individual needs and interests and thereby enhancing the organization in future.

The management deem that training gets about the subsequent outcomes:

 Progress in the quality of work and expansion of confidence of executives.

 Assists to conquer awareness in technologies, soft skills, communication skills, and
gets incumbent to the performance which meet up the standards of the job
 Make sure of the endurance and expansion of the organization.

Through the internal and external training programs the development desires are met. It is the
main task of all HR managers to make sure that the development requirements are satisfied
through the external training programs in case if the internal programs do not accomplish
them.

The common sketch for all training is stated below:

Induction Program: The induction program is crucial for any organization. The induction
program assist to cut down the learning curve and also put the new hires in the organization
giving an overall idea about what the organization is all about. In addition, the induction
program is a check for the employees. Induction also helps to find out the effective and
ineffective hires in the beginning itself by interacting with them. The content of the induction
program is tremendously steep as the method works at total success and boosts the
organization performance.

The goals of the induction programs are to:

 Gives an understanding about the organisational values

 Generate an optimistic and positive ambience
 Gives the job specific information.
 Boosts knowledge about the organisation and its procedures and policies
  Enhances soothe level
 Addresses new job concerns

Induction program of Paladion Networks comprises of company overview which is mainly

given through a presentation;

 History of the company

 Objectives of the company
 Vision, Mission, values and the quality policies
 Management hierarchy and team
 Different branches and areas of operation
 Different policies (Leave policy, travel policy. Transfer policy)
 Public holidays
 Dress code
 Business conducts guidelines and the confidentiality of information.
 Joining and other formalities.

Orientation training: Bring into line the overall job roles and responsibilities and also about
the work culture which includes presentation as well as videos

Explain the details about the work related assignments and also about the clients and their
importance.

 Introduction to the team members

 Details of the key contacts.
 Information on the processes and procedures
 A clear picture of the employment terms and conditions.

On the job training: Prearranged training on diverse topics as per the scheme according to the
requirement.
3.9 TRAINING CALENDER OF PALADION NETWORKS (2015-2016)
till date

Table 3.9

Sl. Div/Dept Title of Program Date of program

No.
1 ISOME ITIL ( Batch 1 ) 11th & 12th
April'15
2 ISOME ITIL ( Batch 2 ) 18th & 19th
April'15
3 All Interpersonal Communication & Team 25th April'15
Building ( Batch 1 )
4 ISOME – Knowledge Sharing session on IPSEC 29th April 15
Onsite VPN
5 Sales, Sales Enablement Training 7th & 8th May'15
Engagement
6 ISOME – Knowledge Sharing session on SSL 16th May'15
Onsite Protocol
7 ISOME – Fire Eye 4th June'15
Onsite
8 Sectest Sectest Internal Training 17th -18th
June'15
9 All Interpersonal Communication & Team 20th June'15
Building (Batch 1)
10 Sectest Usage of SQL Map 24th June'15
11 Consulting Training On MS Office 25th to 27th
June'15
12 Sectest Automation using Burp 8th July'15

13 Sectest PHP Remote Code Execution via EXIF 15th July '15
header
14 Sectest Silverlight and Java Applet Testing 22nd July'15

15 Sectest XSS via SVG file: 29th July'15

16 Consulting Training on Advanced Excel 30th & 31st

July'15
17 Sectest VOIP Testing 5th Aug'15

18 Sectest SSL Pinning 12th Aug'15

19 Sectest Remote File Inclusion 16th Sept'15

20 Sectest CWSS and Risk Rating Framework 23rd Sept'15

21 Consulting RisqVU GRC 24th & 25th

Sept'15
22 Sectest Race Conditions 30th Sept'15

23 ISOME - SOC Induction Program 28th Sept'15 to

SOC 17th Oct'15
24 ISOME - OS & DB Concepts 1st Oct'15
SOC
25 ISOME - Webserver & Network Devices 3rd Oct'15
SOC
26 Sectest Weaknesses in Session Management 7th Oct'15

27 ISOME Network Security ( Batch 1 ) 10th Oct'15

28 Sectest Well-Known Vulnerabilities 14th Oct'15

29 All Have Harmony, Enjoy Conflicts 16th, 17th, 18th
Oct'15
30 ISOME - Customer Service & Email Etiquettes 15th Oct'15
SOC
31 ISOME - MS Excel 15th Oct'15
SOC
32 ISOME - BeEf for XSS 29th Oct'15
Sectest
33 ISOME Network Security ( Batch 2 ) 31st Oct'15

34 Security PA Training 4th & 6th Nov'15

Solutions
35 All Interpersonal Communication & Team 7th Nov'15
Building ( Batch 2 )
36 ISOME IBM Qradar ( Batch 1 ) 6th, 7th, 8th
Nov'15
37 ISOME Advanced Excel 21st Nov'15

38 All Interpersonal Communication & Team 21st Nov'15

Building ( Batch 2)
39 ISOME - Basics of Metasploit Framework 25th Nov'15
Sectest
40 ISOME ArcSight 28th Nov'15

41 ISOME - Reflected file download 3rd Dec'15

Sectest
42 Consulting IS Audit+ 9th Dec'15

43 ISOME IBM Qradar ( Batch 2 ) 11th to 13th

Dec'15
44 ISOME - Python 12th Dec'15
Sectest
45 ISOME - Plynt certification criteria 4.0 15th Dec'15
Sectest
46 ISOME - Network Security Basics ( Part of 14th Dec'15
RDM RDM Induction )
47 ISOME - Websense Proxy ( Part of RDM 15th Dec'15
RDM Induction )
48 ISOME - IPS ( Part of RDM Induction ) 16th Dec'15
RDM
49 ISOME - Checkpoint ( Part of RDM Induction ) 17th, 18th, 19th
RDM Dec'15
50 ISOME - Nessus Automation 18th Dec'15
Sectest
51 ISOME Mobile Appsec 19th Dec'15

52 GRC - Training On Linux Administartion 7th - 9th Jan'16

RiskVU
53 ISOME Training On Application Security 16th Jan'16
54 ISOME - OS & DB Concepts ( SOC Induction ) 21st Jan'16
SOC
55 ISOME - Webserver & Network Devices ( SOC 22nd Jan'16
SOC Induction )
56 ISOME - Communication to Customer Delight 4th Feb'16
SOC
57 ISOME - Exploitative Penetration Testing 5th Feb'16 - 7th
Sectest Feb'16
 CHAPTER 4

ANALYSIS AND INTERPRETATION

TABLE 4.1: SHOWING THE GENDER OF THE RESPONDENTS.

Opinion of Respondents Frequency of Responses Percentage

Male 81 81%

Female 19 19%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table shows that 81% of the respondents are male and 19% are of female respondents.
CHART 4.1: SHOWING THE GENDER OF THE RESPONDENTS.

GENDER

19%

Male

81% Female

SOURCE: Table

INTERPRETATION:

The graph shows that the majority of the respondents that is 81% of them are male.
TABLE 4.2: SHOWING THE WORK EXPERIENCE OF EMPLOYEE’S
AT PALADION NETWORKS.

Opinion of Respondents Frequency of Respondents Percentage

Less than 1 Year 46 46%

1 - 2 Years 32 32%

2 - 3 Years 8 8%

3 - 4 Years 7 7%

More than 5 Years 7 7%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The above data states 46% of the respondents are having less than 1 year experience, 32%
respondents have got 1-2 years of experience, 8% have 2-3 years of work experience, 7%
have got 3-4 years of experience and 7% have more than 5 years of experience at Paladion
Networks.
CHART 4.2: SHOWING THE WORK EXPERIENCE OF EMPLOYEES
AT PALADION NETWORKS.

WORK EXPERIENCE

7%
7%
8%
46% Less than 1 Year
- 2 Years
- 3 Years
3-4 Years
32% More than 5 Years

SOURCE: Table

INTERPRETATION:

From the above chart shows that 46% respondents have only less that 1 year of experience
with Paladion Networks and 32% have 1-2 years of experience. So it is clear from the chart
that majority of the total population of the respondents has only less than 2 years of
experience.
TABLE 4.3: SHOWING THE FREQUENCY OF TRAINING
PROGRAMS CONDUCTED IN PALADION NETWORKS.

Opinion of Respondents Frequency of Responses Percentage

Every Week 9 9%

Every Month 53 53%

Every Quarter 20 20%

Half Yearly 13 13%

Once in a Year 5 5%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

Above table describes that 9% of the respondents says that every week training programs are
conducted in Paladion networks, 53% says that training programs are conducted every month,
20% says every quarter, 13% says half yearly and the rest 5% says once in a year the training
programs are conducted in Paladion Networks.
CHART 4.3: SHOWING THE FREQUENCY OF TRAINING
PROGRAMS CONDUCTED IN PALADION NETWORKS.

TRAINING PROGRAMS CONDUCTED

5% 9%
13%

Every Week
20% Every Month Every Quater Half Year
Once in a Year
53%

SOURCE: Table

INTERPRETATION:

The above chart clearly shows that 53% of the respondents states that in Paladion Networks
every month the training programs are conducted.
TABLE 4.4: SHOWING THE NUMBER OF TRAINING SESSIONS
ATTENDED TILL DATE BY THE EMPLOYEES.

Opinion of Respondents Frequency of Responses Percentage

1 11 11%

2 9 9%

3 21 21%

4 19 19%

More than 5 40 40%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table above explains that 11% of the respondents have attended at least one training
program at Paladion Networks, 9% confirms that they have attended 2 training programs,
21% says 3 training programs, 19% says 4 training programs and 40% confirms that they
have attended more than 5 training programs.
CHART 4.4: SHOWING THE NUMBER OF TRAINING SESSIONS
ATTENDED TILL DATE BY THE EMPLOYEES.

TRAINING SESSIONS ATTENDED

11%
9%
40% 1
2
21%
3
4
19% More than 5

SOURCE: Table

INTERPRETATION: The graph confirms that 40% of the respondents have attended
more than 5 training programs conducted by Paladion networks and rest 60% in total
population have attended less than 5 training programs.
TABLE 4.5 : SHOWING WHETHER THE LEARNING TAKES PLACE
WITH A FORMAL TRAINING COURSE.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 24 24%

Agree 52 52%

Neutral 16 16%

Disagree 3 3%

Strongly Disagree 5 5%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The data above illustrates that 24% strongly agree that learning takes place with a formal
training course, 52% not strongly but agree with the same, 16% respondents are neutral about
the statement which states that they are not yet decided about this, 3% disagrees that learning
takes place with a formal training course and the rest 5% strongly disagree with the same.
CHART 4.5: SHOWING WHETHER THE LEARNING TAKES PLACE
WITH A FORMAL TRAINING COURSE.

LEARNING TAKES PLACE WITH A FORMAL

TRAINING

3% 5%
24%
16%
Strongly Agree
Agree Neutral Disagree
Strongly Disagree

52%

SOURCE: Table

INTERPRETATION:

The graph shows that 52% respondents agree that learning takes place with a formal training.
TABLE 4.6 SHOWING TRAINING AS A PART OF ORGANISATION
STRATEGY.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 19 19%

Agree 52 52%

Neutral 22 22%

Disagree 3 3%

Strongly Disagree 4 4%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table above shows that 19% strongly agree that Paladion Networks deem training as a
part of organisation plan, 52% agree but not strongly agree, 22% are neutral in their opinion,
3% disagrees with the statement and the rest 4% strongly disagree that training is considered
as a part of organization strategy in Paladion Networks.
CHART 4.6 SHOWING TRAINING AS A PART OF ORGANISATION
STRATEGY.

TRAINING AS A PART OF ORGANIZATION STRATEGY

3% 4%
19%
22% Strongly Agree
Agree Neutral Disagree
Strongly Disagree

52%

SOURCE: Table

INTERPRETATION:

From the above chart, 52% agree that Paladion thinks the training as a part of organization
strategy
TABLE 4.7: SHOWING THE SORT OF TRAINING METHOD
EMPLOYEES PREFERS.

Opinion of Respondents Frequency of Responses Percentage

On the Job Training 61 61%

Class Room Training 27 27%

Online Training 3 3%

Project 3 3%

All of the above 6 6%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

From the table above, 61% of the respondents prefers on the job training, 27% prefers
class room training, 3% prefers online training, 3% prefers for project and the rest 6%
prefers all the sort of training methods which are listed.
CHART 4.7: SHOWING THE SORT OF TRAINING METHODS
EMPLOYEES PREFERS.

SORT OF TRAINING METHODS

3% 3% 6%

On the Job Training

27% Class Room Training Online Training Project
61% All of the above

SOURCE: Table

INTERPRETATION:

Modes of the training programme play an essential part in the effectiveness of the training.
The graph clearly says that the majority of the total population of the respondents, i.e. 61%
prefers on the job training methods.
TABLE 4.8: SHOWING THE EXPECTATION OF THE EMPLOYEES
FROM THE TRAINING PROGRAMS.

Opinion of Respondents Frequency of Responses Percentage

Technical Competency 60 60%

Better Concept 33 33%

Refresher Training 5 5%

All of the above 2 2%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table above shows the expectation of the employee from the training programs and it
says 60% of the respondents expects technical competency from the training programs, 33%
expects better concept from the training programs, 5% expects refresher training and the rest
2% expects all of the options.
CHART 4.8: SHOWING THE EXPECTATION OF THE EMPLOYEES
FROM THE TRAINING PROGRAMS.

EXPECTATION FROM THE TRAINING

PROGRAMS

5% 2%

33%
Technical Competency
60% Better Concept
Refresher Training
All of the above

SOURCE: Table

INTERPRETATION:

The graph indicates that the majority of the total population, i.e. 60% of the respondents
expects technical competency from the training.
TABLE 4.9: SHOWING THE SIGNIFICANCE OF TRAINING FOR
PROFESSIONAL AND PERSONAL DEVELOPMENT.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 68 68%

Agree 32 32%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

From the above table, 68% employees strongly agree that the training is significant for
professional and personal development and 32% not strongly but agrees that training is
significant for the professional and personal development.
CHART 4.9: SHOWING THE SIGNIFICANCE OF TRAINING FOR
PERSONAL AND PROFESSIONAL DEVELOPMENT.

SIGNIFICANCE FOR PERSONAL AND PROFESSIONAL DEVELOP

32%

Strongly Agree
68%
Agree

SOURCE: Table

INTERPRETATION:

Training constantly bring up to date or pass on new knowledge and skills. Therefore in
employees personal and professional life training has got a significant role. Here 68%
strongly consider that training is very significant in their professional and personal life.
TABLE 4.10: SHOWING TRAINING ASSIST TO RAISE THE
PRODUCTIVITY OF BOTH QUALITY AND QUANTITY.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 54 54%

Agree 43 43%

Neutral 3 3

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table above states that 54% of the employees strongly agree that the training assists to
raise the productivity of both quality and quantity, 43% of the employees not strongly but
agrees with the same and the rest 3% are neutral about whether training assists to raise the
productivity of both quality and quantity.
CHART 4.10: SHOWING TRAINING ASSIST TO RAISE THE
PRODUCTIVITY OF BOTH QUALITY AND QUANTITY.

ASSIST TO RAISE THE PRODUCTIVITY OF BOTH

QUALITY AND QUANTITY

3%

43%
54% Strongly Agree
Agree Neutral

SOURCE: Table

INTERPRETATION:

It is apparent from the chart that majority of the respondents i.e., 54% strongly agree that the
training assist to raise the productivity of both quality and quantity.
TABLE 4.11: SHOWING THE GIVEN PERIOD OF TRAINING
PROGRAM ARE AMPLE ENOUGH TO DISCOVER AND STUDY.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 15 15%

Agree 17 17%

Neutral 7 7%

Disagree 35 35%

Strongly Disagree 26 26%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table point up that the respondents i.e. 15% strongly agree that the given period of
training programs are ample enough to discover and study what has been taught, 17% of the
respondents not strongly but agrees with the same, 7% are neutral or not yet sure whether the
given period of time is ample enough to discover and study, 35% disagrees with the statement
and the rest 26% of the respondents strongly disagrees with the same.
CHART 4.11: SHOWING THE GIVEN PERIOD OF TRAINING
PROGRAM ARE AMPLE ENOUGH TO DISCOVER AND STUDY.

TIME PERIOD IS AMPLE ENOUGH TO DISCOVER

AND STUDY

15%
26%
17% Strongly Agree
Agree Neutral Disagree
Strongly Disagree
7%
35%

SOURCE: Table

INTERPRETATION:

The ample time given to the trainee is very vital to discover and study what is been taught in
the training programs. It is clear that majority of the respondents i.e. A total of 35% disagrees
that the period of time of training programs given are not ample enough to discover and study
what has been taught.
TABLE 4.12: SHOWING WHETHER TRAINING NEEDS MET THE
EXPECTATIONS AND OBJECTIVES.

Opinion of Respondents Frequency of Responses Percentage

Strongly Agree 54 54%

Agree 27 27%

Neutral 13 13%

Strongly Disagree 6 6%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The above table says that 54% of the respondents of total population strongly agree that the
training needs met the expectations and objectives, 27% of the respondents not strongly but
agree with the same, 13% are neutral about the statement, 6% strongly disagree that the
training need met the expectations and objectives.
CHART 4.12: SHOWING WHETHER TRAINING NEEDS MET THE
EXPECTATIONS AND OBJECTIVES.

MET THE EXPECTATIONS AND OBJECTIVES OF

TRAINING

6%
13%

Strongly Agree
54% Agree Neutral
27% Strongly Disagree

SOURCE: Table

INTERPRETATION:

A training program can‟t be assessed without framing the objectives. Every training program
must have pre defined objectives and which explains the reason to perform the particular
program. Here from the chart, majority of the respondents i.e. 54% strongly agrees that the
training needs met the expectation and objectives.
TABLE 4.13: SHOWING THE EMPLOYEE SATISFACTION LEVEL
TOWARDS THE CURRENT METHOD OF SELECTION OF
CANDIDATES FOR TRAINING.

Opinion of Respondents Frequency of Responses Percentage

Highly Satisfied 13 13%

Satisfied 56 56%

Neutral 21 21%

Dissatisfied 8 8%

Highly Dissatisfied 2 2%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

From the above, 13% of the total respondents is highly satisfied with the present method of
selection of candidates for the training, 56% of the respondents seems satisfied, 21% of the
respondents are neutral in their satisfactory level, 8% are dissatisfied and the rest 2% are
highly dissatisfied.
CHART 4.13: SHOWING THE EMPLOYEE SATISFACTION LEVEL
TOWARDS THE PRESENT METHOD OF SELECTION OF
CANDIDATES FOR TRAINING.

SATISFACTION TOWARDS CURRENT METHOD OF SELECTION

8%2%
13%
21% Highly Satisfied
Satisfied

56% Neutral
Dissatisfied Highly Dissatisfied

SOURCE: Table

INTERPRETATION:

From the graph, we can infer that majority of the respondents i.e. 56% are satisfied with the
present method of selection of candidates for the training at Paladion Networks.
TABLE 4.14: SHOWING THE METHODS THAT CAN BE USED TO
IDENTIFY THE TRAINING NEEDS.

Opinion of Respondents Frequency of Responses Percentage

Interview 5 15%

Group Discussions 34 34%

Email Interactions 4 4%

According to the 55 55%

Requirement
All of the above 2 2%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table clearly shows that respondents i.e. 5% have chosen the interview method to identify
the training need, 34% have chosen group discussions, 4% have chosen email interactions,
55% have said according to the requirement and the rest 2% have said all the above can be
used to spot the training needs.
CHART 4.14: SHOWING THE METHODS THAT CAN BE USED TO
IDENTIFY THE TRAINING NEEDS.

METHODS TO IDENTIFY TRAINING NEEDS

2% 5%

34% Interview
Group Discussions Email Interactions
55%

4% According to the Requirement

All of the above

SOURCE: Table

INTERPRETATION:

The methods to find the training need are very relevant before coordinating any training
program and different methods can be used to identify the training needs. From the graph we
can see that 55% of the respondents believe that according to the requirements the training
need has to be
TABLE 4.15: SHOWING THE LEVEL OF EMPLOYEE
SATISFACTION ON THE EVALUATION OF THE IMPACT OF
TRAINING.

Opinion of Respondents Frequency of Responses Percentage

Highly Satisfied 3 3%

Satisfied 60 60%

Neutral 34 34%

Dissatisfied 3 3%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

From the above, 3% are highly satisfied with the evaluation of the impact of training, 60%
are satisfied, 34% are neutral in their level of satisfaction and 3% are dissatisfied with the
evaluation of the impact of training.
CHART 4.15: SHOWING THE LEVEL OF EMPLOYEE
SATISFACTION ON THE EVALUATION OF THE IMPACT OF
TRAINING.

EVALUATION OF THE IMPACT OF TRAINING

3% 3%

34%
Highly Satisfied
Satisfied
60%
Neutral Dissatisfied

SOURCE: Table

INTERPRETATION: Evaluation of the impact of training has to be done carefully as it

can clearly helps to find out where the training programs conducted were effective enough or
not. The graph depicts that 60% of the respondents are satisfied with the evaluation of the
impact of training.
TABLE 4.16: SHOWING THE REQUIREMENT OF 360 DEGREE
FEEDBACK FORM.

Opinion of Respondents Frequency of Responses Percentage

Yes 84 84%

No 16 16%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The graph says that 84% of the respondents think that 360 degree feedback form is required
and the rest 16% doesn‟t think that 360 degree feedback form is required.
CHART 4.16: SHOWING THE REQUIREMENT OF 360 DEGREE
FEEDBACK FORM.

REQUIREMENT FOR 360 DEGREE FEEDBACK

FORM

16%

Yes
84% No

SOURCE: Table

INTERPRETATION:

From the chart majority of the total population i.e. 84% says that 360 degree feedback is
required in the organization.
TABLE 4.17: SHOWING WHETHER THE EMPLOYEE’S CROSSWAYS
ANY PROBLEM DURING THE TRAINING SESSION CONDUCTED.

Opinion of Respondents Frequency of Responses Percentage

Yes 36 36%
No 64 64%
Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table shows 36% of the total population have crossways problems during the training
sessions conducted in Paladion Networks and 64% respondents have said they haven‟t
crossways any problem during the training sessions.
CHART 4.17: SHOWING WHETHER THE EMPLOYEE’S CROSSWAYS
ANY PROBLEM DURING THE TRAINING SESSION CONDUCTED.

PROBLEMS DURING THE SESSIONS

36%

64% Yes
No

SOURCE: Table

INTERPRETATION:

The chart depicts that majority of the respondents ie 64% haven‟t crossways any problem
during the training sessions conducted in Paladion Networks.
TABLE 4.18: SHOWING THE QUALITY OF THE TRAINING
PROGRAMMES ON THE WHOLE.

Opinion of Respondents Frequency of Responses Percentage

Excellent 25 25%

Good 66 66%

Moderate 8 8%

Poor 1 1%

Total 100 100%

SOURCE: Questionnaire

ANALYSIS:

The table above shows that 25% of the respondents of the total population says that on the
whole quality of the training programs attended are of excellent, 66% says overall quality is
good, 8% says moderate and the rest 1% says its poor.
CHART 4.18: SHOWING THE QUALITY OF THE TRAINING
PROGRAMMES ON THE WHOLE.

ON THE WHOLE QUALITY OF THE TRAINING

PROGRAMMES

8% 1%
25%

Excellent
Good
66% Moderate
Poor

SOURCE: Table

INTERPRETATION:
Here from the chart, it can be seen that 25% of the respondents have answered that current
training programs conducted in Paladion Networks are of excellent and 66% of the
respondents says they are good.
 4.19 TESTING OF HYPOTHESIS

H0: There is no significant difference among effectiveness of training and development

programs with respect to employees job performance.

H1: There is a significant difference among effectiveness of training and development

programs with respect to employees job performance.

ANOVA
Sum of df Mean Square F Sig.
Squares
Between
50.410 2 25.205 65.547 .000
Groups
Long term carrier goals
Within Groups 37.300 97 .385
Total 87.710 99
Between
27.090 2 13.545 37.518 .000
Special challenges Groups
faced by the Within Groups 35.020 97 .361
employees
Total 62.110 99
Between
46.266 2 23.133 67.234 .000
Developing Groups
teamwork and Within Groups 33.374 97 .344
leadership
Total 79.640 99
Between
Cope up with constantly 42.531 2 21.265 48.986 .000
Groups
growing and changing
Within Groups 42.109 97 .434
environment
Total 84.640 99

Showing the relationship through ANOVA about the effectiveness of training and
development programs and employees job performance at Paladion Networks.
Results:

The above said hypothesis was tested by using a statistical tool called Analysis of variance
(ANOVA) with the aid of statistical package SPSS-20. The test was tested with 5% level of
significance to understand the difference in means among the variables, it is observed in
above table that significant value 0.00 which is less than 0.05, and hence null hypothesis is
rejected therefore There is a significant difference among effectiveness of training and
development programs with respect to employees job performance.
 CHAPTER 5
FINDINGS, CONCLUSIONS AND SUGGESTIONS
5.1 FINDINGS:

 (53%) of the respondents says that training programs are conducted every month
which shows the organization gives importance to training programs that helps the
employees to improve knowledge.
 Majority of the respondents i.e. (52%) strongly agree that learning takes place with
formal training programs and (3%) disagrees with the same.
 Majority i.e., (52%) agree that Paladion considers training as a part of organization
strategy and (3%) disagrees to the statement.
 (61%) respondents of the total population prefers for on the job training methods and
the rest of the respondents prefers other kind of training such as class room training,
online training, project.
 (60%) of the respondents prefers technical competency from the training programs
which clearly says that the employees needs more updated knowledge in the field of
technical which will help them to perform well and the rest of the respondents prefers
the better concept and refresher training.
 (68%) strongly agrees that that training programs are very much significant in every
respondent‟s personal and professional development. As no one has disagree with
the statement the data can be inferred, that training programs are very much
significant in every respondent‟s personal and professional development.
 (54%) strongly agrees that training helps to increase the performance. It indicates that
training plays a major role in raising the performance at work in terms of quality and
quantity.
 A total of (35%) disagrees that the period of time of training programs given are not
ample enough to discover and study what has been taught and (7%) are neutral in
opinion that the period of time is ample enough.
 Every training program must have pre defined objectives and which explains the
reason to perform the particular program. (54%) strongly agrees that the training
needs met the expectation and objectives.
 Method of selection of candidates for the training is very important because the
training has to be given according to the requirement and to the right person. (56%)
are satisfied and (21%) are highly satisfied with the current method of selection of
candidates for training at Paladion Networks.
 The methods to find the training needs are very relevant before coordinating any
training program and different methods can be used to identify the training needs.
(55%) of the respondents believe that according to the requirements the training need
has to be identified and (34%) says that group discussion can be used to identify the
training needs. We can infer that the training need has to be identified either through
the requirement or through group discussions.
 Majority of the respondents i.e. (60%) are satisfied with the evaluation of the impact
of training.
 360 degree feedback form is a development tool which is highly valuable and
effective. (84%) says that 360 degree feedback is required in the organization.
 (64%) haven‟t crossways any problem during the training sessions conducted in
Paladion Networks which shows that the training programs are of good quality.
 (66%) of the respondents have answered that the current training programme is good
at Paladion Networks, Bangalore.
5.2 SUGGESTIONS:

 Improve the opportunity provided to the trainees to implement what they have learnt
from the training.
 As preferred by the employees, the organisation has to give more importance to on the
job training methods which allows the employees to work and at the same time to
gain new skills and knowledge.
 Since each person‟s grasping power differs, particular care has to be taken to
observe that program offered gives sufficient time to understand what is being taught
and thereby making it productive for his/her job.
 According to the majority of the respondents, Paladion Networks has to come up with
360 degree feedback form.
 Evaluation of the impact of training has to be done carefully as it can clearly helps to
find out where the training programs conducted were effective enough or not. There
has to be more importance given to the evaluation as it helps the organization to know
the effectiveness of training programs on the performance of employees.
 Improved facilities and IT infrastructure should be offered for training. Present
conference rooms doesn't really serve well as a training facility
 Training calendar should be available to everyone so that people can plan and do not
miss because of other planned activities.
 Training programs conducted in Paladion Networks focuses more on theories, there
has to give importance to technical competency program rather going for more
theories as it can increase the level of performance level of the employees.
 Since a considerable number of respondents feel that training need did not met the
expectations and objectives, improvement in setting of clear predetermine objectives
has to be done.
5.3 CONCLUSION:

For rising on the whole production of any organization, the training is an imperative tool
which is been used. Necessitate of the training has exponentially improved by the emergence
of the new sectors, where human basics play a central role. Henceforth, training is not an
ending process, but it is one phase where no organization can survive effectively successfully
for a longer period of time. Training has become the major element and the chief tool to
attain the organization objectives.

Training helps the employees of the organization to be more efficient in their jobs and also
add up to their professional and personal life. Training always assists to sustain and execute
far above the ground performance work systems in the organization. It also helps the
employees to get updated with the recent technologies. Effective training and development
programmes adds to the growth and development of the employees and therefore to the
growth of the organization. The on the whole rating of the training programmes by the
employees gives an overall feel of the effectiveness of the training programmes conducted.
Accordingly the training assists the company to achieve the goals.

The research at Paladion Networks has shown that the training and development programs
conducted are effective on the performance of employees but at the same time there has to be
changes made in few of the areas to make it more effective.

The project study gave a chance to experience and assesses the learning achieved in
classroom. It also gave an opportunity to study the various activities of Human Resource
department and also to figure out the problems thereby suggesting solution which would be
favourable for the company. It was a great experience to interact with the people from various
levels which would absolutely help in the future.

.
 BIBLIOGRAPHY

BOOKS:

 Goldstein Irwin L & Ford Kevin J, Training in Organization, 4th Ed, Thomson Asia
Pte Ltd, Singapore, 2004.
 K.Aswathappa, Human Resource Management. Published by Tata McGraw-Hill
Publishing Co. Ltd, Third Edition, 2003

ARTICLES:

1) Wright, P. and Geroy, D.G “Changing the mindset: the training myth and the need
for word-class performance”, International Journal of Human Resource Management,
Vol. 12 No. 4, .(2001), pp. 586-600.
2) Valle, R., Martı´n, F., Romero, P.M. and Dolan, S. “Business strategy, work processes
and human resource training: are they congruent?”,Journal of Organizational
Behavior, Vol. 21, (2000), pp. 283-97
3) Santos, A. and Stuart, M. “Employee Perceptions and Their Influence on Training
Effectiveness”, Human Resource Management Journal, 13(1), (2003). pp. 27-45.
4) Karthik R. Training and Development in ITI Limited – Bangalore. Advances in
Management 2012; 5(2): 54-60.
5) Kalemci, P. (2005). “General Overview of Training Effectiveness and Measurement
Models”, Journal of Commerce & Tourism Education Faculty, 1(2005), pp. 144-156

WEBLIOGRAPHY:

 Paladion Networks, Company Profile, 24/01/2016, http://www.paladion.net/about-us/

 Citehr, Training and Development, 12/02/2016, www.citehr.com/employee-training-
development.html
 Tutor2u, HRM Introduction, 24/02/2016,
www.tutor2u.net/business/people/hrm_introduction.html
 ANNEXURE

QUESTIONNAIRE

I am Renuka Anil, 2nd year MBA HR student of New Horizon College of Engineering,
Bangalore. As a part of my curriculum, I am doing a project on the “Effectiveness of Training
and Development on the Performance of Employees” with Paladion Networks, which covers
the areas, to assess the relevance of the training programmes in facilitating the employees to
perform their jobs more effectively.

I am also collecting quantitative data from the employees, which would be helpful for my
project to be accurate and at the same time help me present the same data to Paladion
Networks for the reference.

It will be grateful if you could spend few minutes (3-4 minutes) to fill the objective based
questionnaire. The information collected through this questionnaire will be private and
confidential and will be used for the academic purposes and presenting to Paladion Networks.

Age:

Gender: Male Female

Designation:

1. How long have you been employed with Paladion Networks?

a) Less than 1 Year b) 1-2 Years c) 2-3 Years d) 3-4 Years e) More than 5 Years

2. How frequently the training programs are carried out in Paladion Networks?
a) Every week b) Every month c) Every quarter d) Half yearly e) Once in a year

3. How many training sessions have you attended till date in Paladion Networks?
a) 1 b) 2 c) 3 d) 4 e) More than 5

4. Learning takes place with a formal training course. Do you agree with this statement?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
5. Do you agree that Paladion Networks considers training as a part of organisation
strategy?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

6. What sort of training methods do you prefer?

a) On the job training b) Class room training c) Online training d) Project
e) All of the above

7. What do you expect from the training programs?

a) Technical competency b) Better concept c) Refresher training d) Theories
e) All of the above

8. Do you agree that training is significant for professional and personal development?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

9. Do you agree training assist to raise the productivity of both quality and quantity?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

10. How effective is the training and development programs that has been conducted in
Paladion Networks?

Strongly Agree Neutral Disagree Strongly

Agree Disagree
Helps to achieve short and
long term career goals
Addresses the special
challenges faced by the
employees
Focuses on developing
teamwork and leadership
skills
Cope up with constantly
growing and changing
 environment

11. Do you agree that the given period of training programmes are ample enough to
discover and study what is being taught?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

12. Do you agree the training needs met the expectations and objectives of training?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

13. How satisfied are you with current method of selection of candidates for training?
a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

14. What methods according to you must be used to identify training needs?
a) Interview b) Group Discussions c) Email Interactions d) According to the
requirement e) All of the above

15. How satisfied are you with the evaluation of the impact of training?
a) Highly Satisfied b) Satisfied c) Neutral d) Dissatisfied e) Highly Dissatisfied

16. Do you agree the training programs conducted in Paladion Networks are helpful in
improving your job performance?
a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

17. Do you think 360 degree Feedback form is required?

a) Yes b) No

18. Have you ever crossways any problem during the training session conducted in
Paladion Networks?
a) Yes b) No

19. How would you rate the on the whole quality of the training programmes you have
attended so far in Paladion Networks?
a) Excellent b) Good c) Moderate d) Poor e) Very Poor

20. Give your suggestions to improve Training and Development programmes.