“A STUDY ON THE EFFECTIVENESS OF

TRAINING AND DEVELOPMENT

PRACTICES AT”

“COMPASS GROUP OF COMPANY,

BANGALORE”
Submitted in partial fulfillment of the requirement for the
award of

Masters of Business
Administration
BANGALORE UNIVERSITY

Submitted by:

CHETAN C T

Reg.no.09JQCMA013

MBA IV SEM

FEBRUARY

2011
 CITY COLLEGE

7TH Block, JAYANAGAR, BANGALORE –41

Name and contact No. of external guide at the company:

Name: Krishna Murty

Manager-HRD
‘’Compass Group’’ of company
Kartik nagar .Martthalli
Bangalore-087
Contact No: +919731027204
INTRODUCTION:
Human Resource Management (HRM), a relatively new term, that emerged during the
1930s.Many people used to refer it before by its traditional titles such as Personal Administration
or Personal Management, but now, the trend is changing. It is now termed as Human Resource
Management (HRM). Human Resource Management is a management function that helps an
organization to select, recruit, train and develop.
Training and development has been considered an integral part of any organization since the
industrial revolution era. From training imparted to improve mass production to now training
employees on soft skills and attitudinal change, training industry has come a long way today.

What is surprising is that the Indian companies. Perception regarding corporate training seems to
have undergone a sea-change in the past two years, with most companies realizing it to be an
integral part of enhancing productivity of its personnel.

While MNC.s with their global standards of training are the harbingers of corporate Training
culture in India, the bug seems to have bitten most companies aiming at increasing their
efficiency.
There are few generalizations about training that can help the practitioner. Training should be
seen as a long term investment in human resources using the equation given Training can have an
impact on both these factors.
It can heighten the skills and abilities of the employees and their motivation by increasing their
sense of commitment and encouraging them to develop and use new skills. It is a powerful tool
that can have a major impact on both employee productivity and morale, if properly used.
SCOPE OF THE STUDY:

Training and development is the important aspect in the organization. Training and development
function helps the organization to develop a pool of prospective human resources. It is difficult for the
HR manager to employ the suitable people out of the pool. In fact, many organizations face critical
problems in choosing the people.

After identifying the sources of human resources, searching for prospective employees and stimulating
them to apply for jobs in an organization, the management as to perform the function of selecting the right
employees at the right time.

OBJECTIVES OF THE STUDY:

1. To study the Strategies in Training and development at compass group company.

2. To evaluate the effectiveness of the Training and development compass group company.
3. To study criteria for Training and development in the company.
4. To study and understand the entire process and procedure of Training and development of a
right every candidate.

5. To evaluate the satisfaction of employees in Training and development policies in company.

RESEARCH METHODOLOGY:
It was proposed to take a sample 50 respondents selected randomly to obtain first hand feedback.
Company records with respect to servicing data and other relevant documents will be used as
secondary source of data.

In order to obtain a true picture of consumer’s feelings and perception, a structured close-ended
questionnaire were used as data collection tools.

Appropriate but simple analytical methods like cross tabulation, bar charts, pie charts, etc. will
be used to analyze the data collected.

SAMPLING DESIGN

The sampling design refers to the formulation of definite plans regarding the techniques or the
procedure the researcher would adopt in selecting items for the sample. The size of the sample is
determined before the data are collected. In this study the consumers are not finite; hence the
importance if the sample size arise.

SAMPLE SIZE: 50 Respondents

SAMPLE UNIT: Bangalore City

SOURCES OF DATA:

Primary data:

Primary data which will be generated from an investigation with the help of multiple choice
questionnaires which will be administered personally brief talks with the employees.

Secondary data:
 The source of secondary data may be internal or external to the organization such as data
collected from books, magazines, journals, internet and other related sources.

LIMITATIONS OF THE STUDY:

There are a few limitations of this study, these are as follows:

(i) The study is planned to be confined to Bangalore alone because of which there
could

be restrictions regarding the generalization of the findings outside Bangalore.

(ii) Time being a limitation, there could be a possibility that some data can get

Over looked, though maximum effort would be made to see that all relevant data are

Included.

(iii) The concept is highly abstract and difficult to study.

(iv) Measuring learning& development of the employees and quantifying the same is very

Difficult.

(v) Establishing the synchronization between the employees. Learning capabilities and

Training activity is extremely difficult. This is because synchronization is more Qualitative

than Quantitative.
(vi) Since the study will be conducted within Bangalore, the generalization of the findings will
not be appropriate.
CHAPTER SCHEME

1. Executive summary
2. Introduction to the study
3. Theoretical background
4. Organization profile
5. Research methodology
6. Analysis and interpretation of data
7. Findings and suggestion
8. Conclusion
Bibliography

Appendix