TABLE OF CONTENT

a. Chapter 1 – Introduction

b. Chapter 2 – Objective and Scope

c. Chapter 3 – Theoretical Perspective / Organizational Profile

d. Chapter 4 – Methodology

e. Chapter 5 – Data Collected

f. Chapter 6 – Data Analysis

g. Chapter 7 – Finding of the Study

h. Chapter 8 – Recommendations

i. Chapter 9 – Conclusion

j. Bibliography

k. Appendices and Annexure

 CHAPTER 1
INTRODUCTION

IndiGo commenced operations in August, 2006 with one craft and is nowadays India’s youngest,
quickest growing airline. IndiGo is made for folks with things to try and do, places to be and
folks to satisfy – UN agency don’t wish to waste an excessive amount of time, cash or energy
within the method.
IndiGo commenced operations in August, 2006 with one craft and is nowadays India’s youngest,
quickest growing airline. IndiGo is made for folks with things to try and do, places to be and
folks to satisfy – UN agency don’t wish to waste an excessive amount of time, cash or energy
within the method.
IndiGo was supported in 2006 as a personal company by Rahul Bhatia of InterGlobe Enterprises
and Rakesh Gangwal, a United States-based NRI. InterGlobe had a fifty-one.12% stake in
IndiGo and forty-seven.88% was command by Gangwal's Virginia-based company Caelum
Investments. Indigo placed a firm order for a hundred airliner A320-200 craft in Gregorian
calendar month 2005 with plans to start operations in mid-2006.IndiGo took delivery of its initial
airliner craft on twenty-eight Gregorian calendar months 2006, nearly one year once putting the
order. It commenced operations on four August 2006 with a service from Indian capital to
Imphal via Guwahati By the tip of 2006, the airline had six craft and 9 a lot of craft were
nonheritable in 2007.In December 2010, IndiGo replaced state-run carrier Air Asian because the
third largest airline in India, behind coraciiform bird Airlines and Jet Airways with a traveler
market share of seventeen.3%.
In 2011, IndiGo placed AN order for one hundred eighty airliner A320 craft in a very deal price
US$15 billion. In January 2011, when finishing 5 years of operations, the airline got permission
to launch international flights. The airline launched international services in September 2011. In
December 2011, the DGCA expressed reservations that the speedy growth may impact traveler
safety.

In February 2012, IndiGo took delivery of its fiftieth craft, but six years when it began operations
in 2006. For the quarter ending March 2012, IndiGo was the foremost profitable airline in India
and have become the second largest airline in India in terms of traveler market share. On 17
August 2012, IndiGo became the most important airline in Republic of India in terms of market
share surpassing Jet Airways, six years when commencing operations.

In January 2013, IndiGo was the second-fastest-growing inexpensive carrier in Asia behind
Indonesian airline Lion Air. In February 2013, following the announcement of the civil aviation
ministry that it'd permit IndiGo to require delivery of solely 5 craft that year, the airline planned
to introduce inexpensive regional flights by putting in a subsidiary. Later, IndiGo declared that it
planned to hunt permission from the ministry to amass four a lot of craft, thus taking delivery of
9 craft in 2013. As of March 2014, IndiGo is that the second-largest inexpensive carrier in Asia
in terms of seats flown.
In August 2015, IndiGo placed AN order of 250 airliner A320neo craft price $27 billion,
creating it the most important single order ever in airliner history. Indigo declared a 3,200-large

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integer (US$490 million) initial public providing on 9 October 2015 that opened on twenty seven
October 2015

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 CHAPTER-2

OBJECTIVES OF THE STUDY

The objective of my project is to judge the ways in which to maximize Revenue from existing
and new products” in Interglobe System and counsel remedial measures.
Here square measure some straightforward however effective ways in which to maximize the
number of revenue you'll get from every of your existing customers while not limiting your
choices for winning over new ones.
To maximize their investment in selling initiatives, organizations ought to seek for methods and
tools that have the foremost potential to interact call manufacturers by proving that they perceive
what challenges their target trade faces, that they’re an idea leader and have a novel resolution

Create Animated Explainers.

Animated explainer videos take the merchandise, service or resolution you supply and illustrate
it to prospects in an exceedingly fun, edible format. Take this animated explainer we have a
tendency to create for Binary Defense. instead of having to pay the time to scroll through a
datasheet concerning what it's, the matter it solves, and the way it works, viewers get a
transparent image of what their vision product is in below 2 minutes. And what’s a lot of, since
the video is lightweight a fascinating, they’re a lot of seemingly to end the video and retain a lot
of the vital data that they need consumers to recollect

Identify Target Buyers.

If you haven’t already, the primary step is to develop many vendee personas for your resolution.
probably you’ll have one for chief operating officer, and alternative for IT, and perhaps another
for Sales. recognize what their goals and challenges area unit, what forms of content they like,
and WHO they’re probably to follow and have interaction with on-line
Determine Industry Influencers.
Next, you’ll wish to spot the peers, bloggers, publications and business consultants that your
target patrons square measure following. the best thanks to begin is by connecting with a number
of your target prospects (and existing customers) on LinkedIn to examine United Nations agency
they’re following, and what teams they participate in. Also, follow a number of your target
patrons on Twitter, and see United Nations agency they’re following and retweeting

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 CHAPTER-3

Theoretical Perspective / Organizational Profile

Interglobe system business ventures embody civil aviation (IndiGo airlines), airline management,
travel commerce, IT and metronome marking services, hotels, advanced pilot coaching, craft
maintenance engineering and real estate.
IT & BPM

InterGlobe Technologies is a leading provider of IT, BPM and Digital Services & Solutions.
From its 14 state-of-the-art global delivery centers, IGT extends comprehensive & customizable
solutions designed for a differentiated customer experience, enhanced business process
management and domain driven technology management.
Global delivery model to service clients across multiple locations, with COPC® v6.0, PCI DSS
3.2, ISO 9001:2008 & ISO 27001:2013 certified BPO operations.
Has over 10000 travel industry experts and 19+ years of travel domain expertise.
Has expertise on 6 GDS across 30+ travel processes & 100+ travel technologies.

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IGT provides multi-channel customer services across voice and non-voice in over 20
international languages – Cantonese, Mandarin, Japanese, Korean, Thai, Urdu, Arabic, Spanish,
Russian, German, French, Polish, Dutch, Norwegian, Sinhalese and more.
ADVANCED PILOT TRAINING

CAE Simulation coaching non-public restricted (CSTPL), may be a venture between InterGlobe
Enterprises and CAE Iraqi National Congress., a world leader in modelling, simulation and
coaching for civil aviation and defense.
CSTPL may be a progressive pilot coaching facility wherever pilots can enjoy advanced
coaching technology.
At this facility, existing pilots may also get their licenses revived.

CAE may be a international leader in coaching for the civil aviation, defense, and security, and
attention markets. Backed by a 70-year record of business firsts, CAE continues to assist outline
international coaching standards with their innovative virtual-to-live coaching solutions to form
flying safer, maintain defense readiness and enhance patient safety. they need the broadest
international presence within the business, with over eight,500 staff, a hundred and sixty sites
and coaching locations in over thirty-five countries. Each year, they train quite a hundred and
twenty,000 civil and defense crewmembers and thousands of attention professionals worldwide.
Largest A320 Approved coaching Centre in Asian nation.

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With its six machine bays, the Centre trains over ten,000 aviation professionals once a year.
Closest Centre for pilots from neighboring countries like Nepal, Bhutan, East Pakistan and Asian
nation
The European Aviation Safety Agency (EASA) has awarded CSTPL with the qualification
certificate for A-320 FFS device #2TF5.

AIRCRAFT MAINTENANCE ENGINEERING

School for craft Maintenance Engineering (SAME) could be a DGCA approved faculty giving a
three-year craft Maintenance Engineering Course within the Mechanical and aeronautics Stream.
SAME aims to be the best faculty for craft Maintenance Engineering in Bharat, giving best
education and sensible data through on the task trainings. the primary batch started from July
2017.
Spread over a part of over 25,000 Sq. ft., in-built line with DGCA necessities.
Professional and internationally veteran college.
State-of-the art infrastructure with twelve well equipped and spacious workshops.
Built in air dock with a Hawker HS 125-700 craft to impart the very best level of sensible
coaching and skills.

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AVIATION

IndiGo commenced operations in August, 2006 with a single aircraft and is today India’s
youngest, fastest growing airline. IndiGo is built for people with things to do, places to be and
people to meet – who don’t want to waste too much time, money or energy in the process.
Flying to 43 cities in India and 8 cities internationally.
The youngest fleet in Indian skies, 1000+ flights daily.
Award-winning service with high operational reliability.
Low fares, on-time flights, a hassle-free experience.

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 CHAPTER-4

RESEARCH METHODOLOGY:

INTRODUCTION
Research in common idiom refers to a research for information. The advanced learner’s
wordbook of current English lays down the that means of analysis as “a careful investigation of
enquiry specially through explore for new facts in any branch of information.”
The systematic approach regarding generalization and also the formulation of a theory is
additionally analysis. the aim of analysis is to get answers to queries through the appliance of
scientific procedures.
DATA COLLECTION
Data assortment may be a term want to describe a method of making ready and
collecting business knowledge - as an example as a part of a method improvement or similar
project.
Data assortment typically takes place ahead of time in AN improvement project, and is usually
formalized through an information assortment set up which frequently contains the subsequent
activity
1. Pre-collection activity – Agree goals, target data, definitions, methods
2. Collection – data collection
3. Present Findings – usually involves some form of sorting analysis and/or
presentation.
There are two methods of data collection which are discussed below:

1. PRIMARY DATA

In primary knowledge assortment, you collect the info yourself victimizations ways like
interviews
and questionnaires. The key purpose here is that the info you collect is exclusive to you and
your analysis and, till you publish, nobody else has access thereto.

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I have tried to gather the info victimization ways like interviews and questionnaires. The
key purpose here is that the info collected is exclusive and analysis and, nobody else has access
to it. It is done to get the real scenario and to get the original data of present.

2. SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics or
financial) or qualitative data (usually words or text). Quantitative data may often be
presented in tabular or graphical form. Secondary data is data that has already been
collected by someone else for a different purpose to yours.

Need of using secondary data

1. Data is of use in the collection of primary data.

2. They are one of the cheapest and easiest means of access to information.
3. Secondary data may actually provide enough information to resolve the problem
being investigated.
4. Secondary data can be a valuable source of new ideas that can be explored later
through primary research.

Limitation of secondary data

1. May be outdated.
2. No control over data collection.
3. May not be reported in the required form.
4. May not be reported in the required form.
5. May not be very accurate.
6. Collection for some other purpose.

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 CHAPTER-5

DATA COLLECTION
Questionnaire:
Questionnaire are a popular means of collecting data, but are difficult to design and often
require many rewrites before an acceptable questionnaire is produced. The features
included in questionnaire are:

· Theme and covering letter

· Instruction for completion
· Types of questions
· Length
Interview:
This technique is primarily used to gain an understanding of the underlying reasons and
motivations for people’s attitudes, preferences or behavior. The interview was done by
asking a general question. I encourage the respondent to talk freely. I have used an
unstructured format, the subsequent direction of the interview being determined by the
respondent’s initial reply and come to know what its initial problem.

SAMPLING METHODOLOGY
Sampling technique:
Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot
study was done in order to know the accuracy of the questionnaire. The final
questionnaire was arrived only after certain important changes were done. Thus my
sampling came out to be judgmental and continent.

Sampling Unit:
The respondents who were asked to fill out questionnaires are the sampling units. These
comprise of employees of corporate HR, indigo airlines, who had attended the
personality development workshop.

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 CHAPTER-6

DATA ANALYSIS & INTERPRETATION

1. What do you understand by training?

learning 0
Enhancement of knowledge, skill and 4
attitude
Sharing of information 0
All of the above 16

Interpretation:
The above result shows that most of the employees of corporate HR are well aware of
the definition, inputs and purpose of the training program. They are self-motivated to
attend such training program as it will result in their skill enhancement & improving their

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interpersonal skill.

2. Training is must for enhancing productivity and performance.

Completely agree 17
Partially agree 3
Dis agree 0
unsure 0

Interpretation

THE above result shows that mostly all the employees of corporate HR are well aware of the role
and importance of the training. It means somewhere their productivity and performance has been
improved after the training program attended by them and it helped them to achieve their goal.

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3 (i). Have you attended any program in the last 01 year?

yes 20
no 0

Interpretation:
100% respondents had attended program in the last 01 year. It means in
corporate HR, indigo airlines time to time training is provided to all the employees and it is
continuous process.

(ii). If yes, which module of soft skill development?

Personality and positive attitude 3

Business communication 2

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Team building and leadership 0
Stress management and work life balance 2
Business antiquate and corporate grooming 0
All of the above 13
If any other 0

Interpretation

65% respondents had attended all the five modules of soft skill development. But
besides soft skill development training, Corporate HR indigo airlines should also
provide product/process or skill-based training to enhance the employability.

4.(i). After the training, have you given feedback of it?

yes 20
no 0

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Interpretation:
100% respondent had given feedback after attending the training. It means each and
every respondent are well aware of the importance of giving feedback. They know that
their feedback is very important to identify the effectiveness and valuation of training
program.

(ii). If yes, through which method?

questionnaire 16
interview 1
Supplement test 1
Any other 0

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Interpretation:

The above result shows that the questionnaire is the most popular method of evaluating the
training program and other methods are not very much in practice in corporate HR, indigo
airlines.
But since there are various other methods of evaluation of training program
like interviews, supplement test, self-diaries& observation so it should also implement
the other methods also to identify the ROI (return on investment) & effectiveness and
valuation of the training program.
5. Which method of post training feedback according to you is more
appropriate?

observation 5
questionnaire 3
interviews 8
Self-diaries 3
Supplement test 1

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Interpretation

I. Corporate HR, indigo airlines mostly use the questionnaire to get the feedback
of trainees but only 15% respondents are in favor of questionnaire because in it there is
a possibility of getting inaccurate data and in this responding condition are also not
controlled.
II. On the other side 40% respondents feel that interview is the most appropriate method
of evaluating the training program because it is more flexible method, and in this they
can get the opportunity for clarification and the most important thing is that in the
interview, personal interaction is also possible.
III. 25% are in favor of observation because this is non-threatening and is excellent
way to measure the behavioral changes.
IV. Beside this, 15% are in favor of self-diaries and 5% are in the favor of supplement
test. It means that Corporate HR, indigo airlines should also try to use other
method of evaluation of training program.

6. (i). Do you think that the feedback can evaluate the training effectiveness?

YES 20
NO 0

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Interpretation:

100% respondents think that the feedback can evaluate the training effectiveness. It
means that kartavyayogis in the Corporate HR indigo airlines are well aware of
the importance of taking feedback after the training.

(ii). If yes, how can the post training feedbacks can help the
participants?

improve job performance 1

an aid to future planning 3
Motivate to do better 2
All of the above 14
none 0

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Interpretation
70% respondent feel that the post training feedback can help the participants to improve
their job performance, is an aid to future planning and can motivate to do better. It means
that they are benefited by giving feedback of the training, attended by them.

7.Post training evaluation focus on result rather than on the effort

expended in conducting training.

Completely agree 14
Partially agree 6
disagree 0
unsure 0

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Interpretation
70% respondents are completely agreed and 30% respondents are partially agreeing with the
statement that post training evaluation focus on result rather than on the effort expended in
conducting training program. It means that all the respondent is well aware of the purpose
and objective of the post training evaluation.

8.What should be the approach of post training evaluation?

Trainer centered 2
Trainee centered 2
Subject centered 8
All of the above 8

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Interpretation
I. 40% respondents feel that the approach of post training evaluation should be subject
centered and 40% respondent also feel that it should be trainer, trainee and subject
centered.
II. 10% respondents are in favor of trainee centered approach and 10% respondents are
in favor of trainer centered approach.
It means that the evaluation procedure should be implemented concerning trainer, trainee
and subject.

9. What should be the ideal time to evaluate the training?

Immediate after training 6

After 15 days 7
After 1 month 4
cant say 3

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Interpretation
35% respondent feel that training should be evaluate after 15 days.30% feel that it should
be immediate after training. 20% feel that ideal time to evaluate the training is after 1
month and 15% are unsure.
Since each respondent had attended different training program. So, the ideal time of
evaluation of training depends on types of training. It could be varying for different training

10. Should the post training evaluation procedure reviewed and revised
periodically?

yes 16
no 2
can’t say 2

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Interpretation:
80% respondents feel that the post training evaluation procedure should be reviewed and
revised periodically. It means that it has to be a continuous process and be taken regularly
by the line manager/Reporting manager of the participants. It could also be taken by peer
group.
Still 10% feel that the post training evaluation procedure should not be reviewed and
revised periodically. It means they are satisfied with the post training evaluation procedure,
followed by Corporate HR, indigo airlines.

11. Is the whole feedback exercise after the training worth the time,
money and effort?
yes 18
no 2
Can’t say 0

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Interpretation:
90% respondents feel that the whole feedback exercise worth the time, money and effort
and 10% respondent are not agree with this. It means that feedback exercise is valuable
and worthful for the participant to achieve their personal goal as well as for the
organization.
Still 10% are unsure about it. So there is a need to create awareness among them that
how much the feedback exercise is important to identify the effectiveness and valuation
of the training program, to identify the ROI(return on investment),to identify the need of
retraining and identify the points to improve the training.
12.The post training feedback can be used:

To identify the effectiveness and valuation 3

of training program
To identify the roi 2
To identify the need of retraining 0
To provide the points to improve the 0
training
All of the above 15

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Interpretation
75% respondents feel that post training feedback can be used to identify the
effectiveness and valuation of training program, to identify the ROI, to identify the need
of retraining and to provide the points to improve the training. And others are also aware
of the importance of post training feedback.

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 CHAPTER-7

FINDINGS OF THE STUDY

 Mostly all the employees of corporate HR are well aware of the role and importance of

the training They are self-motivated to attend such training program as it will result in

their skill enhancement & improving their interpersonal skill.

 Corporate HR, indigo airlines time to time training is provided to all the Employees and it

is continuous process.

 Questionnaire is the most popular mean of evaluating the training program in Indigo

airlines. Most of the employees feel that interview is the most appropriate method of

evaluating the training program.

 Post training evaluation focus on result rather than on the effort expended in conducting

the training and it worth the time, money and effort.

 Most of the participants are benefitted by giving feedback after attended the training. It

motivated them to do better, helped them to increase their job performance and is an aid

to future planning.

 In indigo airlines post training evaluation is used to identify the effectiveness and

valuation of training program, to identify the ROI (return of investment), to identify the

need of retraining and to provide the points to improve the training.

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 CHAPTER-8

SUGGESTIONS AND RECOMMENDATIONS

The organization may utilize both subjective and objective approach for the training

programs.

The organization may consider deputing each employee to attend at least one training

programs each year.

The In-house training programs will be beneficial to the organization as well as

employees since it will help employees to attend their official work while undergoing the

training.

The organization can also arrange part time programs in the office premises for short

durations, spanning over a few days, in order to avoid any interruption in the routine

work.

The organization can arrange the programs department wise in order to give focused

attention towards the departmental

The management must commit itself to allocate major resources and adequate

time to training.

Ensure that training contribute to competitive strategies of the firm. Different

strategies need different HR skill for implementation. Let training help employees

at all levels acquire the needed skill.

Ensure that a comprehensive and systematic approach to training exists, and

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retraining is done at all levels on a continuous and ongoing basis.

Ensure that there is proper linkage among organizational, operational and

individual training needs.

Skill based training (product/process training) should also be provided.

Besides questionnaire other methods of post training evaluation should also be

used like interviews, self-diaries, observation and supplement test.

The evaluation procedure must be implemented concerning trainer, trainee and subject.

Post training feedback has to be continuous and should also be taken from line

manager/superior & from peers to find out the effectiveness and valuation of training.

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 CHAPTER-9

CONCLUSIONS:

The major findings of the project are enumerated as follows:

 Training is considered as a positive step towards augmentation of the knowledge base by
the respondents.
 The objectives of the training programs were broadly known to the respondents prior to
attending them.
 The programs were adequately designed to cater to the developmental needs of the
respondents.
 Some of the respondents suggested that the time period of the training programmes were
less and thus need to be increased.
 Some of the respondents also suggested that use of latest training methods will enhance
the effectiveness of the programs.
 Some respondents believe that the training sessions could be made more exciting if the
sessions had been more interactive and in line with the current practices in the market.
 The training aids used were helpful in improving the overall effectiveness of the training
programs.
 The programs were able to improve on-the-job efficiency.
 Some respondents also recommended that the number of programs be increased.

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Bibliography:
Websites
 www.google.com

 www.wikipedia.com

 www.interglobe.com

 www.GOindiGO.COM

 Ww.civilaviation.com


 http://www.managementhelp.org/search/management_help_search.html?zoom_qu
 ery=training+and+development
 http://www.inc.com/magazine/19930201/3393_pagen_7.html
 http://humanresources.about.com/od/trainingtrends/Future_Education_and_Traini
 ng_Trends.htm
 http://humanresources.about.com/od/training/Training_Development_and_Educat
 ion_for_Employees.htm
 http://traininganddevelopment.naukrihub.com/

Books
 Kothari, C. R. (2006), Research Methodology Methods & Techniques, New Age
International Publishers.

 Human Resource Management by L. M. Prasad

 Human Resource Management by Dipak. k. Bhattacharya
 Human Resource Management by K. Ashwathapa

JOURNALS

♦ COMPANY JOURNALS

♦ ANNUAL REPORT

ANNEXURE

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QUESTIONNAIRE

1) What do you understand by training?

a) Learning
b) Enhancement of knowledge, skill and aptitude
c) Sharing information
d) All of above
2) Enterprises is must for enhancing productivity and performance.
a) Completely agree
b) Partially agree
c) Disagree
d) Unsure
3) (i) Have you attended any programme in the last 01 year?
a) Yes
b) No
(ii) If yes, which module of soft skill development training?
a) Personality and positive attitude
Page 75
b) Business communication
c) Team building and leadership
d) Stress management and work-life balance
e) Business etiquettes and corporate grooming
f) All of above
g) If any other please specify ___________________________

4) (i) After the job, have you given feedback of it?

a) Yes
b) No
(ii) If yes, through which method? (can select more than one)
a) Questionnaire
b) Interview

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c) Supplement test
d) If any other please specify _______________
5) Which method of doing jobs feedback according to you is more appropriate?
a) Observation
b) Questionnaire
c) Interviews
d) Self diaries
e) Supplement test
6) (i) Do you think that the feedback can evaluate the training effectiveness?
a) Yes
b) No
(ii) If yes, how can the feedbacks can help the participants? (can
select more than one)
a) Improve job performance
b) An aid to future planning
c) Motivate to do better
d) All of the above
e) None
7) Evaluation focus on result rather than on the effort expended in
conducting training.
a) Completely agree
b) Partially agree
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c) Disagree
d) Unsure
8) What should be the approach of the post training evaluation? (can select more
than one)
a) Trainer centered
b) Trainee centered
c) Subject Centered
d) All of the above

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9) What should be the ideal time to evaluate?
a) Immediate
b) After 15 days
c) After 1 month
d) Can’t say
10) Should the evaluation procedure have reviewed and revised
periodically?
a) Yes
b) No
c) Can’t say
11) Is the whole feedback exercise after the training worth the time, money and
effort?
a) Yes
b) No
c) Can’t say
12) The post training feedbacks can be used:
a) To identify the effectiveness and valuation of the training programme
b) To identify the ROI (return on investment)
c) To identify the need of retraining
d) To provide the points to improve the training
e) All of above

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