A TRAINING PROJECT

ON

TRAINING AND DEVELOPMENT PROCESS

AT QUARK CITY

Submitted in the Partial Fulfillment of the Requirements of the

PG Diploma in Human Resource and Business Administration

Session 2018-2019

Supervisor: Submitted by:

Mr. Vikas Ohri Jasleen Kaur
Project Guide Student ID: HR0146/0005/J9

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 SELF DECLARATION

This is to certify that I have completed the Project titled “Training and
Development process” at Quark City under the guidance of Mr.Vikas
Ohri in partial fulfillment of the requirement for the award of PG
Diploma in Human Resource and Business Administration, from Tata
Institute of Social Sciences (TISS) training hub partner RMS school
Sector-34, Chandigarh. This is an original piece of work and I have not
submitted it earlier elsewhere.

Jasleen Kaur

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 ACKNOWLEDGEMENT

It gives me pleasure to present this project report. This project has been
made possible through the co-operation of so many people for whom the
appreciation remains.

I express my sincere thanks to Mr. Ashok Kumar Sharma my senior at

Quark City for his motivation and encouragement and also providing me
with all the facilities necessary for the research project.

I am grateful to my guide Mr. Vikas Ohri who guided me throughout the

completion of my project and also other faculty members of RMS for
their constant guidance.

I also acknowledge the help given to me by the employees of Quark

City.

My deepest regards to my parents who have always been the inspiration

and constant support to me. I would like to dedicate this work to my
parents without whose co-operation this project would not have been
achieved.

Jasleen Kaur

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 TRAINING PROJECT: BIRD’S EYE VIEW

The training project forms an important component of education at Tata

institute of Social Sciences. It is an attempt to bridge the gap between
the academic institution and the corporate world. It provides us an
opportunity to apply the concepts learnt in real life situations.

The internship helps us in exploring our skills and capabilities. It would

also be a great learning experience since it enables us to apply theory to
practice and observe and learn the current trends in the market.

It provides an opportunity for us to satisfy our inquisitiveness about

corporate, provides exposure to technical skills, and helps us to acquire
social skills by being in constant interaction with the professionals of
other organizations.

It helps us in developing a network, which will be useful in enhancing in

career prospects. This will help to gain a deeper understanding of the
work, culture, deadlines, pressures etc. of an organization.

Thus, it helps to develop the qualities of a manager by involving in

teamwork, goal orientation and managing interpersonal relationships and
by creating awareness about strengths and weaknesses in the work
environment.

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Human Resources are viewed by most experts as the most important
asset of any organization. Managing an organization’s people is often
the most challenging and complex task required of a manager. It is also
the responsibility, if executed well, that permits a person to rise to the
senior level of management, or prevents a manager from rising to the
senior level if done poorly.

Better training and development strategies result in improved

organizational outcomes. With reference to this my project is entitled as
“Training and Development process.” at Quart City industry based in
Mohali.

The objective of my study is to analyze the training and development

process at Quark City. The HR professionals in the service sector are
now stressing on systematic approach on training and development for
increasing the managerial effectiveness of its professionals.

The first section of my project deals with training and development. In

this section I have given a brief conceptual explanation of the topic. It
contains the concept, definitions, objectives, methods, process and
significance of training and development process.

The second chapter deals with the company profile. It includes the
company’s overview, vision and mission statement, culture, activities,
various departments, operations, awards and recognition.

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The next section deals with the training and development process,
methods of training, benefits of training, steps for effective training
program in the organization.

The last section includes findings of the study, suggestions followed by

conclusion.

Annexure and Bibliography is given in the end for further references.

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 TABLES OF CONTENT

Self Declaration 2

Acknowledgement 3

Summer training report: Bird’s eye view 4-6

Objective, scope and significance of the study 10-11

1. Introduction 12
1.1 Training and Development 13-14
1.2 Training 14
1.3 Development 15
1.4 Definition of Training 15
1.5 Definition of Development 15
1.6 Objectives of Training and Development 16-17
1.7 Training Process 18-21
1.8 Difference between Training and Development 21-22
1.9 Types of Training 23-26
1.10 Methods of Training 26-33
1.11 Other Types of Training 33-34
1.12 Advantages of training and development 34-36
1.13 Inputs in Training and Development 36-38

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2. Company Profile 39
2.1 Overview 40-42
2.2 Vision Statement 43
2.3 Mission Statement 44
2.4 Culture 45
2.5 Commercial Office 45-46
2.6 Shopping 46
2.7 Residential 47
2.8 Hotel 48
2.9 Office Maintenance 49
2.10 Road Maintenance 50
2.11 2/4 Wheeler 51
2.12 Common Area 52
2.13 House Keeping 53
2.14 Food Services 54
2.15 Business Development 55

3. At Quark City 56
3.1 Training Process 57-63
3.2 Basis of Training Program 63-66
3.3 Reasons for employee T and D 66-67
3.4 Topics on which employees are Trained 67-68
3.5 Benefits of Training and Development 69
3.6 Methods of training 70-74
3.7 Steps followed for effective Training Program 74-76

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Findings of the Study 77-78

Suggestions and Recommendation 79-82

Conclusion 83-84

Annexure 85

References 86

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 OBJECTIVES OF THE STUDY

1. To understand the employees perception about training needs.

2. To analyze the existing training module and its efficiency.
3. To identify the specific sectors or avenues for employee training and
development.
4. To develop an effective and viable training system according to
the requirement.
5. To examine the effectiveness of training in overall development of skills of
workforce.
6. To examine the impact of training on the workers.
7. To study the changes in behavioral pattern due to training.
8. To measure the differential changes in output due to training.
9. To compare the cost effectiveness in implementing training programs.
1 0 . To f i n d o u t t h e e x t e n t t o wh i c h t h e t r a i n i n g ha s f u l f i l l e d t h e
objectives.
1 1 . To o f f e r p ol i c y s u g g e s t i o n s f o r b e t t e r i mp l e me n t a t i o n o f the
scheme.
12. To frame training module incorporating the prominent training practices
for effective encouragement training.
13. To identify the training and development needs of staff, identify common areas
for training and development.

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 SCOPE OF THE STUDY

This research provides me with an opportunity to explore in the field of Human

Resources. This research also provides the feedback of people involved in the
Training and development process. Apart from that it would provide me a great
deal of exposure to interact with the high profile managers of the company.

SIGNIFICANCE OF STUDY

The present research is confined to study the training and development process
followed by Quark City. The study reveals the training and development process
followed in the organization. The study has helped to gain knowledge and
experience and has also provided the opportunity to study and understand the
prevalent training and development procedures and methods followed. This
research will also provide the organization with full job analysis which they can
use in the future while training, along with a recommendation as to what form of
training and development they should use in future. Also highlighting issues the
organization may have relating to the training and development process in the
organization.

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 CHAPTER- 1
INTRODUCTION

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1.1 TRAINING AND DEVELOPMENT
Training and Development is a subsystem of an organization which
emphasize on the improvement of the performance of individuals and
groups.

Training is an educational process which involves the sharpening of

skills, concepts, changing of attitude and gaining more knowledge to
enhance the performance of the employees.

Good & efficient training of employees helps in their skills &

knowledge development, which eventually helps a company improve.
Training and Development is one of the main functions of the human
resource management department.

Training refers to a systematic setup where employees are instructed and

taught matters of technical knowledge related to their jobs. It focuses on

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teaching employees how to use particular machines or how to do specific
tasks to increase efficiency.

Development refers to the overall holistic and educational growth and

maturity of people in managerial positions. The process of development is
in relation to insights, attitudes, adaptability, leadership and human
relations.

1.2 TRAINING
Training is concerned with imparting developing specific skills for a
particular purpose. Training is the act of increasing the skills of
employees for doing a particular job. Training is the process of learning
a sequence of programmed behavior.
In earlier practice, training program focused more on preparation for
improved performance in particular job. Most of the trainees used to be
from operative levels like mechanics, machines operators and other
kinds of skilled workers. When the problems of supervision increased,
the steps were taken to train supervisors for better supervision.

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1.3 DEVELOPMENT
Management development is all those activities and program when
recognized and controlled have substantial influence in changing the
capacity of the individual to perform his assignment better and in going
so all likely to increase his potential for future assignments.
Thus, management development is a combination of various training
programs, though some kind of training is necessary, it is the overall
development of the competency of managerial personal in the light of
the present requirement as well as the future requirement.
Development an activity designed to improve the performance of
existing managers and to provide for a planned growth of managers to
meet future organizational requirements is management development.

1.4 DEFINITION: TRAINING

The frameworks for helping employees develop their personal and
organizational skills, knowledge, and abilities.

1.5 DEFINITION: DEVELOPMENT

Learning, experiencing and practicing the knowledge, skill and abilities
which improve the overall personality of the individual.

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1.6 OBJECTIVES OF TRAINING AND DEVELOPMENT

The main aim of training is to help the organization and employees in

achieving. Training means investment of time and money in human
resource to enable them to perform better and to improve them to make
the best use of their natural abilities.

The objectives of training and development are as below:

1. To provide new employees the basic knowledge and skill they

need for performing their work.
2. To ensure that each employee has capabilities to perform their
duties.
3. To assist employees to function more effectively in their present
positions by providing them updated information and techniques and
developing the skills that they will need to do their job.
4. To help the employee develop as an individual so that the
organization can utilize the maximum potential of its employees.
5. To prepare employees for high level responsibility.
6. To reduce supervision wastage and accidents.
7. To develop inter-personal relation.
8. To reduce employee turnover and absenteeism.
9. To increase motivation and morale of employees.

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10. To reduce the number of accidents by providing safety training to the
workers.

11. To make the workers handle materials, machines and equipment

efficiently and thus to check wastage of time and resources.

12. To prepare workers for promotion to higher jobs by imparting them

with advanced skills.

13. To provide job related knowledge to the workers.

14. To impart skills among the workers systematically so that they may
learn quickly.

15. To bring about change in the attitudes of the workers towards fellow
workers, supervisor and the organization.

16. To improve the productivity of the workers and the organization.

17. Keeping Updated with Effective Management Upgrade or maintain

proficiency in current jobs.

18. Learn new systems, procedures, or technologies.

19. Acquire, develop and enhance job-related knowledge, skills, and
abilities.

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1.7 TRAINING PROCESS

The Training Process comprises of a series of steps that needs to be

followed systematically to have an efficient training program. The
Training is a systematic activity performed to modify the skills, attitudes
and the behavior of an employee to perform a particular job.

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STEP 1: DECIDE IF TRAINING IS NEEDED
The first step in the training process is a basic one to determine whether
a problem can be solved by training. Training is conducted for one or
more of these reasons:
1) Required legally or by order or regulation.
2) To improve job skills or move into a different position.
3) For an organization to remain competitive and profitable.
If employees are not performing their jobs properly, it is often assumed
that training will bring them up to standard. This may not always be the
case. Ideally, training should be provided before problems or accidents
occur and should be maintained as part of quality control.

STEP 2: DETERMINE WHAT TYPE OF TRAINING IS NEEDED

The employees themselves can provide valuable information on the
training they need. They know what they need/want to make them better
at their jobs. Also, regulatory considerations may require certain training
in certain industries and/or job classifications. Once the kind of training
that is needed has been determined, it is equally important to determine
what kind of training is not needed. Training should focus on those steps
on which improved performance is needed. This avoids unnecessary
time lost and focuses the training to meet the needs of the employees.

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STEP 3: IDENTIFYING GOALS AND OBJECTIVES
Once the employees training needs have been identified, employers can
then prepare for the training. Clearly stated training objectives will help
employers communicate what they want their employees to do, to do
better, or to stop doing! Learning objectives do not necessarily have to
be written, but in order for the training to be as successful as possible,
they should be clear and thought–out.

STEP 4: IMPLEMENTING THE TRAINING

Training should be conducted by professionals with knowledge and
expertise in the given subject area; period. Nothing is worse than being
in a classroom with an instructor who has no knowledge of what they are
supposed to be teaching! Use in-house, experienced talent or an outside
professional training source as the best option. The training should be
presented so that its organization and meaning are clear to employees.
An effective training program allows employees to participate in the
training process and to practice their skills and/or knowledge.
Employees should be encouraged to become involved in the training
process by participating in discussions, asking questions, contributing
their knowledge and expertise, learning through hands–on experiences,
and even through role–playing exercises.

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STEP 5: EVALUATION TRAINING PROGRAM
One way to make sure that the training program is accomplishing its
goals is by using an evaluation of the training by both the students and
the instructors. Training should have, as one of its critical components, a
method of measuring the effectiveness of the training. Evaluations will
help employers or supervisors determine the amount of learning
achieved and whether or not an employee's performance has improved
on the job as a result.

1.8 DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT

Training is meant for operatives Development is meant for

executives

It is reactive process It is pro- active process

AIM: To develop additional skills AIM: To develop the total

personality

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 It is short term process It is continuous process

OBJECTIVE: To meet the present OBJECTIVE: To meet the future

need of an employee need of an employee

Initiative is taken by the Initiative is taken by an individual.

management

• Training and development are two different programs used in human

resource management to equip employees with skills and knowledge to
handle various tasks.
• Differences between training and development include objectives,
number of people involved, orientation, focus, term, and motivation.
• Training equips individuals with skills to handle specific tasks while
development provides a person with conceptual knowledge so, that they
can control operations of the company in future.

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 1.9 TYPES OF TRAINING

1. INDUCTION OR ORIENTATION TRAINING: Introducing a new

employee to the organization’s environment comprising of a day to day
functioning, products, services, rules and regulations are termed as
Induction or orientation training. The purpose of such training is to
reduce the nervousness of a new joinee, by making him accustom to the
working environment. It is also called as an orientation training, which
means giving a fair idea to the new employee about, what he is supposed
to do in the organization.

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2. JOB TRAINING: This training is job specific and is given to the
employee who has to perform that job. Under this training, the
information about the machine, the process of production, methods to be
used, the safety measures to be undertaken, etc. are explained. Through
this training, the employee develops the confidence and the necessary
skills that enable him to perform his job effectively and efficiently.

3. SAFETY TRAINING: The safety training is given to the employees so

as to minimize the number of accidents caused due to the handling of
machines or other equipment. Under this training, the employees are
given the safety instructions on the usage of machinery and the other
dangerous devices.

4. APPRENTICESHIP TRAINING: Under this training, the worker

earns while learning. This training is generally given to the technical
staff, craftsmen, plumber, etc. who is required to work under the
superior for a relatively longer period, until he gains the expertise in that
particular field.

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5. INTERNSHIP TRAINING: Under this type, the educational or
vocational institutes have an arrangement with the industrial institutes to
provide practical knowledge to its students. Sometimes, the companies
also offer the pre-placement offers to the trainees on the basis of their
performance during their internship program.

6. REFRESHER TRAINING OR RETRAINING: As the name

implies, the retraining or refresher training is given to the old employees
with the purpose of improving their efficiencies. They are introduced to
the new methods and technologies that would result in the increased
productivity and reduces the monotony in their daily work.

7. PROMOTIONAL TRAINING: This training is given to the potential

employees, who can be promoted to the senior position in the
organization. The promotional training is given in advance so that
employee gets accustomed to the new roles and responsibilities and do
not get nervous at the time of promotion.

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8. REMEDIAL TRAINING: This training is given in order to overcome
the shortcomings in the behavior and performance of old employees.
Due to the invention of technology, the employees may resist to accept
the change and cause a disturbance in the organization. Such training is
given to make them understand the importance of change.

1.10 METHODS OF TRAINING:

ON-THE-JOB TRAINING METHOD AND OFF-THE-JOB
METHODS!

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Management development is a systematic process of growth and
development by which the managers develop their abilities to manage. It
is concerned with not only improving the performance of managers but
also giving them opportunities for growth and development.

There are two methods through which managers can improve their
knowledge and skills. One is through formal training and other is
through on the job experiences.

ON-THE-JOB TRAINING (OJT) METHODS:

This is the most common method of training in which a trainee is placed

on a specific job and taught the skills and knowledge necessary to
perform it.

THE ADVANTAGES OF OJT ARE AS FOLLOWS:

1. On the job method is a flexible method.

2. It is a less expensive method.

3. The trainee is highly motivated and encouraged to learn.

4. Much arrangement for the training is not required.

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ON-THE-JOB TRAINING METHODS ARE AS FOLLOWS:

1. JOB ROTATION:
This training method involves movement of trainee from one job to
another gain knowledge and experience from different job assignments.
This method helps the trainee understand the problems of other
employees.

2. COACHING:
Under this method, the trainee is placed under a particular supervisor
who functions as a coach in training and provides feedback to the
trainee. Sometimes the trainee may not get an opportunity to express his
ideas.

3. JOB INSTRUCTIONS:
Also known as step-by-step training in which the trainer explains the
way of doing the jobs to the trainee and in case of mistakes, corrects the
trainee.

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4. COMMITTEE ASSIGNMENTS:
A group of trainees are asked to solve a given organizational problem by
discussing the problem. This helps to improve team work.

5. INTERNSHIP TRAINING:
Under this method, instructions through theoretical and practical aspects
are provided to the trainees. Usually, students from the engineering and
commerce colleges receive this type of training for a small stipend.

OFF-THE-JOB METHODS:

On the job training methods have their own limitations, and in order to
have the overall development of employee’s off-the-job training can also
be imparted. The methods of training which are adopted for the
development of employees away from the field of the job are known as
off-the-job methods.

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THE FOLLOWING ARE SOME OF THE OFF-THE-JOB
TECHNIQUES:

1. CASE STUDY METHOD:

Usually case study deals with any problem confronted by a business
which can be solved by an employee. The trainee is given an opportunity
to analyze the case and come out with all possible solutions. This
method can enhance analytic and critical thinking of an employee.

2. INCIDENT METHOD:
Incidents are prepared on the basis of actual situations which happened
in different organizations and each employee in the training group is
asked to make decisions as if it is a real-life situation. Later on, the
entire group discusses the incident and takes decisions related to the
incident on the basis of individual and group decisions.

3. ROLE PLAY:
In this case also a problem situation is simulated asking the employee to
assume the role of a particular person in the situation. The participant
interacts with other participants assuming different roles. The whole

30
play will be recorded and trainee gets an opportunity to examine their
own performance.

4. IN-BASKET METHOD:
The employees are given information about an imaginary company, its
activities and products, HR employed and all data related to the firm.
The trainee (employee under training) has to make notes, delegate tasks
and prepare schedules within a specified time. This can develop
situational judgments and quick decision making skills of employees.

5. BUSINESS GAMES:
According to this method the trainees are divided into groups and each
group has to discuss about various activities and functions of an
imaginary organization. They will discuss and decide about various
subjects like production, promotion, pricing etc. This gives result in co-
operative decision making process.

6. GRID TRAINING:
It is a continuous and phased program lasting for six years. It includes
phases of planning development, implementation and evaluation. The

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grid takes into consideration parameters like concern for people and
concern for people.

7. LECTURES:
This will be a suitable method when the numbers of trainees are quite
large. Lectures can be very much helpful in explaining the concepts and
principles very clearly, and face to face interaction is very much
possible.

8. SIMULATION:
Under this method an imaginary situation is created and trainees are
asked to act on it. For e.g., assuming the role of a marketing manager
solving the marketing problems or creating a new strategy etc.

9. MANAGEMENT EDUCATION:
At present universities and management institutes gives great emphasis
on management education. Many management Institutes provide not
only degrees but also hands on experience having collaboration with
business concerns.

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10. CONFERENCES:
A meeting of several people to discuss any subject is called conference.
Each participant contributes by analyzing and discussing various issues
related to the topic. Everyone can express their own view point.

1.11 OTHER TYPES OF TRAINING

1. TECHNICAL TRAINING – Technical training is that type of training

that is aimed at teaching employees how a particular technology or a
machine.

2. QUALITY TRAINING – Quality training is usually performed in

companies who physically produce a product. Quality training teaches
employees to identify faulty products and only allow perfect products to
go out to the markets.

3. SKILLS TRAINING – Skills training refers to training given to

employees so as to perform their particular jobs. For e.g. a receptionist
would be specifically taught to answer calls and handle the answering
machine.

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4. SOFT SKILLS – Soft skills training includes personality development,
being welcoming and friendly to clients, building rapport, training on
sexual harassment etc.

5. PROFESSIONAL TRAINING – Professional Training is done for

jobs that have constantly changing and evolving work like the field of
medicine and research. People working in these sectors have to be
regularly updated on matters of the industry.

6. TEAM TRAINING – Team training establishes a level of trust and

synchronicity between team members for increased efficiency.

1.12 ADVANTAGES OF TRAINING AND

DEVELOPMENT

Training and development has a cost attached to it. However, since it is

beneficial for companies in the long run, they ensure employees are
trained regularly. Some advantages are:

1. Training improves the quantity and quality of the workforce. It

increases the skills and knowledge base of the employees.

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2. It improves upon the time and money required to reach the
company’s goals. For e.g. trained salesmen achieve and exceed their
targets faster than inexperienced and untrained salesmen.

3. Training helps to identify the highly skilled and talented employees

and the company can give those jobs of higher responsibilities.

4. Trained employees are highly efficient in comparison to untrained

ones.

5. Reduces the need to constantly supervise and overlook the

employees.

6. Improves job satisfaction and thus boosts morale.

7. Exposes executives to the latest techniques and trends in their
professional fields.
8. Ensures that the company has an adequate number of managers with
knowledge and skill at any given point.
9. Helps in the long-term growth and survival of the company.
10. Creates an effective team of managers who can handle the
company issues without fail.
11. Ensures that the employees utilize their managerial and leadership
skills in particular to the fullest.
12. For companies to keep improving, it is important for organizations
to have continuous training and development programs for their
employees. Competition and the business environment keep
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 changing, and hence it is critical to keep learning and pick up new
skills.
13. Optimum utilization of Human resources.
14. Development of skills like time management, leadership, team
management etc
15. To increase the productivity and enhance employee motivation
16. To provide the zeal of team spirit
17. For improvement of organization culture
18. To improve quality, safety
19. To increase profitability
20. Improve the morale and corporate image
21. Helps employees develop new skills and increase their knowledge.
22. Improves efficiency and productivity of the individuals as well as
the teams.
23. Proper training and development can remove bottle-necks in
operations.
24. New & improved job positions can be created to make the
organization leaner.
25. Keeps employees motivated and refreshes their goals, ambitions
and contribution levels.

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1.13 INPUTS IN TRAINING AND DEVELOPMENT

▪ SKILLS: Basic skills should be imparted to the workers, to help them

operate the machinery and other equipment correctly, with least
wastage and damage.

▪ EDUCATION: It aims at teaching theoretical concepts along with

providing a hands-on experience to the employee. It also improves
their judgment and reasoning power.

▪ DEVELOPMENT: Training involves development, wherein more

stress is given on increasing knowledge, rather than the skills. Here,
knowledge means an understanding of the business environment,
human relations, management, etc.

▪ ETHICS: Ethics are the principles that regulate the conduct of an

employee, at the time of undertaking any activity. So, the training and
development program must provide knowledge regarding ethical
conduct.

▪ CHANGE IN ATTITUDE: One of the important benefits of training

is the attitudinal changes in employees. Attitude indicates the feelings,
outlook, reaction and beliefs of the employee towards others. It has a
great impact on an employee’s morale, motivation, loyalty,
commitment and satisfaction.
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▪ EXTRAORDINARY SKILLS: Apart from basic skills, training and
development scheme should impart some other skills to higher level
employees such as problem-solving, decision making, industrial
analysis, etc.

▪ LITERACY: Here literacy is not related to education, but proficiency

in the corporate language and he/she must be fully aware of the
corporate culture, to deal with international clients and customers.

In a nutshell, any activity that intends to enhance the present or future

performance of an employee, by improving his/her ability through the
process of learning, by changing approach, sharpening skills,
strengthening competencies and increasing the knowledge base, comes
under the ambit of training and development.

38
 CHAPTER 2

COMPANY PROFILE

39
2.1 OVERVIEW

Quark offers the only end-to-end content automation platform that

enables the creation, management, publishing and delivery of content
across print, Web and digital channels. Whether creating regulatory
documentation, policies and procedures, investment research reports or
interactive marketing communications, the world’s most recognized
brands are modernizing their content strategies and processes with
Quark solutions.

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Quark Software Inc. was founded in Denver, Colo. in 1981 with the
mission to reinvent how content creators and creative professionals bring
their visions to life. Over the past 30+ years our solutions have made an
indelible mark on the processes for creating high-fidelity, engaging and
Omni-channel content. Today, with the leading content automation
platform, Quark infuses automation into every stage of the creation,
management, publishing and delivery of today’s most important content.

Quark city India Private Limited is a Private incorporated on 31 October

2003. It is classified as Non-government Company and is registered at
Registrar of Companies, Chandigarh. Its authorized share capital is Rs.
2,249,999,870 and its paid up capital is Rs. 1,863,913,470.

It is involved in Real estate activities with own or leased property. [This

class includes buying, selling, renting and operating of self-owned or
leased real estate such as apartment building and dwellings, non-
residential buildings, developing and subdividing real estate into lots etc.
Also included are development and sale of land and cemetery lots,
operating of apartment hotels and residential mobile home sites.
(Development on own account involving construction is classified in
class 4520).]

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Quark City is a multi-use development that includes Offices,
Residential, Retails and Special Economic Zone (SEZ). Quark City is
located in the district of Mohali, Punjab, within the extended grid of Le
Corbusier modern city of Chandigarh, 265 km (166 miles) North of
India’s capital city of New Delhi .The Quark City development includes
world-class residential, commercial, retail and hotel projects, and an
IT/ITES SEZ (Special Economic Zone).The first building in the SEZ,
Landmark Plaza, is a 14 story, 600,000 sq. ft. building which is already
operational with MNC's in IT/ITES sector. The beginning of the new
millennium witnessed tremendous developments taking place in India
that unleashed the latent entrepreneurial energy in various enterprises
including construction.

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2.2 VISION STATEMENT

The vision of Quark city is to achieve the highest possible standards of

the real estate industry while establishing our agency as the preferred
real estate company within our market area. Our core activities cover the
management and development of commercial real estate in eight core
markets, focusing on the asset classes of office and retail. We will serve
our customers' needs and will consistently produce and manage
developments of lasting value to the community. We realize our
business is based on relationships and that every individual interaction
makes a difference.

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2.3 MISSION STATEMENT

To establish our agency as the preferred real estate company within our
market area, by building relationships within our community, staff and
business providers. We encourage and support all employees to realize
their full professional potential. We direct all of our efforts toward our
customers – both internally and externally for the better development.
our emphasis is on further streamlining and optimization of the portfolio
structure as well as on value-generating growth through acquisitions and
project development in order to strengthen our standing investment
portfolio and sustainable cash flow.

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2.4 CULTURE AT QUARK CITY
Quark city promotes an initiative-based culture driven by a focus on our
customers and leadership to advance innovative ideas and solutions that
meet customer and business needs. From this foundation stem our core
values of empowerment, communication, and execution.

2.5 COMMERCIAL OFFICES

Quark City is a multi-use development that includes Offices,

Residential, Retails and Special Economic Zone (SEZ). Quark City is
located in the district of Mohali, Punjab, within the extended grid of Le
Corbusier modern city of Chandigarh, 265 km (166 miles) North of
India’s capital city of New Delhi .Quark City is a development in
Mohali, Punjab that includes world-class residential, commercial, retail
and hotel projects, and an IT/ITES SEZ (Special Economic Zone).The
first building in the SEZ, Landmark Plaza, is a 14 story, 600,000 sq. ft.

45
building which is already operational with MNC's in IT/ITES sector.
The beginning of the new millennium witnessed tremendous
developments taking place in India that unleashed the latent
entrepreneurial energy in various enterprises including construction.

2.6 SHOPPING MALLS

As a privately held development company with substantial backing from

US investors, we are able to take a long-term outlook. In fact, our
investment group has two more approved SEZ development projects for
Punjab in the design stage. Each of these is approximately 300 acres in
size and will contain both commercial and residential spaces. Our
development and construction teams reach across India and the world to
bring the best in architecture and technology to our projects.
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2.7 RESIDENTIAL APARTMENTS

Quark City, We have crafted some of the finest residential complexes,

combining the best of design, aesthetics, technology and architecture.
Quark city construct an enticing collection of two and three-bedroom
apartments, duplexes, penthouses, and townhouses, in the heart of an
established urban neighborhood of Mohali, just minutes from Le
Corbusier modern city of Chandigarh. The bustling neighborhood offers
shopping, recreation, and medical care all within 5-6 kms. Strategically
located, at just 9 kms from the International Airport and the Railway
Station, Villa Verde has all that it takes to provide for a convenient
urban lifestyle.

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2.8 HOTELS

Quark city leads in nearly every sphere of business it operates in. Quark
City designs, builds and operates its developments and takes pride in
providing high quality products. Quark City is a multi-use development
that includes Offices, Residential, Retails and Special Economic Zone
(SEZ).

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2.9 OFFICES MAINTENANCE

Starting a successful business typically requires you to identify a need

and find a way to fill it. Quark City also provides the offices
maintenance after considering each and every aspect. You spend a lot of
time at the office every day. It’s a relief to know it will be clean when
you get to work. Professional office cleaning services are affordable and
can keep your office consistently clean. But, it’s important to use a
commercial office cleaning company you can count on. Our staff cleans
your office by following a detailed checklist customized to your unique
need. We work hard to keep your workplace clean, safe, and healthy.

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2.10 ROAD MAINTENANCE

Quark city also has his hand in road maintenance. Many road
maintainers do their good job but we believe in accuracy and reliability.
We complement these with a comprehensive road maintenance
management system, which applies a streamlined, on-line asset
management approach to individual road maintenance contracts. We
offers steel reinforcing overlays, woven geo composite for reinforcement
of asphalt pavements, woven geo grid for sub-base reinforcement,
surfacing product for footpaths and driveways, solutions for failed
surface dressing, fatty surface inhibitors, edge strengthening products,
rut eliminators, and hard shoulder restoration. It also provides slow set
emulsion, wet mix with anti-rutting, anti-skid surfacing, anti-skid
treatment, pothole patch mix materials, and skid resistance surfacing. In
addition, the company offers road markings, cats eyes, playground
symbols, car park markings, and hyper lines.
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2.11 2/4 WHEELER PARKING

Parking is the act of stopping and disengaging a vehicle and leaving it

unoccupied. Parking on one or both sides of a road is often permitted,
though sometimes with restrictions. Facilities include indoor and
outdoor private property belonging to a company. A well planned car
parking facility at both employee as well as visitor. Car parking areas are
designated as per the convenience of the employees.car parking areas are
well maintained and operational throughout the day. A parking lot is an
area that is assigned for parking. Normally, the parking spaces are
marked on the ground with white or yellow lines that form squares that
each fit one car. An underground parking garage has levels below the
surface and none above ground.

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2.12 COMMON AREA

If you’re looking for high quality and professional service, you’ve come
to the right place. Maintaining an asset is a key function to managing
your asset effectively. Quark city cover commercial building services
and systems including: gas services, boiler & heating plant, electrical
services, air conditioning and climate control, catering, kitchen
equipment and refrigeration, laundry & textile care, plumbing, building
management systems, fire alarms and access control.

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2.13 HOUSE KEEPING

Quark city provides housekeeping services which includes commercial

housekeeping services, offices housekeeping services, industrial
housekeeping services, hotels housekeeping services. Also provides the
cleaning service which further includes carpet cleaning, floor cleaning,
sofa cleaning, water tank cleaning, and office cleaning services.
Cleaning means different things to different people and different
organizations. We provide a highly talented Manpower Services in
Mohali. Our services are trusted and widely appreciated for delivering
high performance in every aspect.

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2.14 FOOD SERVICES

Foodservice tends to be, on average, higher in calories and lower in key

nutrients than foods prepared at home. Our Food Services is committed
to serving you healthy, flavorful, and nutritious food. Over the past 10
years, we’ve served food to millions of people from all walks of life.
And we’ve used our array of resources and expertise to cultivate
amazing dining experiences that delight our clients and empower people
to lead healthier lives every single day. Our mission is to believe in and
deliver our core values of Customers, Convenience, and Choice in every
action and decision we make. Our most important asset is the personal
relationships with our customers. We provide the highest quality food,
service, and presentation while maintaining variety and flexibility.

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2.15 BUSINESS DEVELOPMENT

The development business of Quark city includes Homes and

Commercial Complexes. The Homes business caters to three segments
of the residential market - Super Luxury, Luxury and Premium. A wide
range of options include condominiums, duplexes, row house and
apartments of varying sizes. Quark City is credited with introducing and
pioneering the revolutionary concept of developing commercial
complexes in the vicinity of residential areas. Quark city has
successfully launched commercial complexes and is in the process of
marking its presence across various locations in India.

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 CHAPTER 3

TRAINING AND
DEVELOPMENT PROCESS
AT QUARK CITY

56
3.1 TRAINING PROCESS AT QUARK
CITY

Training & Development is not only an activity that is desirable but

also an activity that an organization must commit resources to if it is
to maintain a viable and knowledgeable work force. In Quark city the
need for training of employees is also widely recognized to keep the
employees in touch with the new technological developments. Every
company must have a systematic training program for the growth and
development of its employees.

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1. IDENTIFYING TRAINING AND DEVELOPMENT NEEDS:
Training need is a difference between standard performance and actual
performance. Hence, it tries to bridge the gap between standard
performance and actual performance. The gap clearly underlines the
need for training of employees. Hence, under this phase, the gap is
identified in order to assess the training needs for each employee from
all the departments in the organization.

2. ESTABLISH SPECIFIC TRAINING OBJECTIVES:

After the identification of training needs, the most crucial task is to

determine the objectives of training. This is done through setting training
objectives by the top management of quark city. Thus, basic objective of
training is to bring proper match between employees and the job in the
organization.
The organization focuses on;

• The roles and responsibilities of the employees in achieving that

goal; and
• The kind of training needed to ensure they are able to fulfill these
roles and responsibilities.

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So defining this kind of training objective is the most important aspect
of the program. It gives the program direction, and also serves as a
yardstick to measure success.

Quark city takes into consideration following;

• The objective must be stated clearly and should make sense to

everyone involved;

• It should be achievable;

• It should be relevant to the training; and

• It should be measurable.

The objectives are clearly put across the employees and their
understanding of the same is appraised through tests, quizzes and
practical exercises.

3. TRAINING PROGRAM DESIGN:

Quark city prepares a road map of plans ready before putting the same
into action. A complete plan that includes learning and instructional
methods , content matter, content flow and other such aspects.

• Design keeping in minds the needs of the employees, and not that
of the trainer.

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 • Always creating content around the training objective.

• Design using the training principles for adults.

• Introducing practical sessions in the program.

• Designing an interactive program. Introduce Q & A sessions.

• Breaking the sessions into short segments.

• Ensuring proper flow and connect between the segments.

4. SELECT APPROPRIATE METHODS:

Training methods are desired means of attaining training objectives.
After the determination of training needs and specification of objectives,
an appropriate training method is identified by quark city and selected to
achieve the stated objectives. There are numbers of training methods
available from which the best are selected to make their training
program a success.

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5. TRAINING PROGRAM DEVELOPMENT:

Quark city then starts developing on the design and creates training
materials, training manuals, training notes for the instructor, PowerPoint
presentations, charts, posters and other materials for hands-on practical
sessions.

6. IMPLEMENT PROGRAMS:
After the selection of an appropriate method and developing the plan the
actual functioning takes place. Under this step, the prepared plans and
programs are implemented to get the desired output. Under it, employees
are trained to develop for better performance of organizational activities.
A few points followed by the organization for effective implementation:

• Schedule training activities well in advance and mobilize the

required resources;

• Decide the location for the program based on the size and kind
of training rooms needed.

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7. EVALUATION OF TRAINING PROGRAM:
It consists of an evaluation of various aspects of training in order to
know whether the training program was effective. In other words, it
refers to the training utility in terms of effect of training on employee’s
performance. The organization evaluates the design and develops the
program, the effectiveness of the program, and the degree of success
achieved through following steps;

• Employee Feedback: Get employee feedback about the program.

Was it informative and helpful, do they have any suggestions to
make it better, Collecting this kind of feedback from employees
who participate in training sessions help to come up with new and
improved program versions.

• Employee Assessment: This is done during the training sessions in

the organization. Evaluate how much employees have actually
understood about the training. This is done using mini quizzes,
practical exercises, etc. In brief, the organization wants to make
sure employees are aware of the training objective and the process
to achieve it.

• Program Assessment: After the trained employees report back to

work, conduct on the job evaluation of the training program to
measure its effectiveness in achieving the objectives.

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CONCLUSION:

Creating training and development programs for employees is of vast

importance, and needs to be treated with the respect that it deserves. In
order to deliver the desired results, the program requires a dedicated
team in the organization. Quark city uses both in house dedicated team
and training consultants who can manage training and development
program of quark city.

3.2 DESIGNING THE BASIS OF TRAINING

PROGRAMME

In the needs analysis phase, the organization identifies the Training

needs and goals. During the design phase, they create a blueprint for
future training development. Here is an overview of some of the steps
taken during the instructional design phase by the organization:

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1. DETERMINE THE ENTRY BEHAVIOURS OF
PARTICIPANTS:
In an adult learning situation, it is very important to consider what the
learners already know and how they will approach the material.
Instructional designers identify the skills, knowledge, and attitudes an
average participant can be expected to possess at the beginning of the
course.

2. SET LEARNING OBJECTIVES:

Quark determines what participants should be able to accomplish at
the end of the Training. Learning objectives provide concrete
information about tasks, the situation for the task, and a measure of
success. Here is the example of clear learning objectives the
supervisor can conduct annual performance reviews, based on
company guidelines.

3. BUILD THE TRAINING OUTLINE:

Creating a detailed training outline showing the individual training
steps that will take the participants from their entry behaviors to the
completion of the learning objectives. Quark City makes sure that
each training step is relevant and builds upon previous steps.

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Together, the steps lead the participants toward the learning
objectives.

4. CREATE PERFORMANCE ASSESMENT:

At this point, organization considers how an instructor or supervisor
can determine whether the participant has met the learning objective.
A learner may be asked to demonstrate a skill, identify the correct
action, or apply the knowledge

5. SELECT PROGRAM FORMAT:

During this step, organisation evaluates possible methods of training
delivery. The Training specialists evaluate the costs and benefits of
each delivery option, and provide a formal recommendation. A
multitude of training methods is used to train employees. Techniques
& Methods are multifaceted in scope and dimension, and each is
suitable for a particular situation. Each organization has to choose
those methods and techniques of training which are relevant for its
training needs. Training methods are categorized into two groups:-
• On-the Job training
• Off-the job training

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6. REVIEW THE INSTRUCTIONAL DESIGN:
The format chosen must make sure that the design meets the needs
and invite employee’s comments and reviews. Quark City listens
carefully to the suggestions and makes revisions based on the input.
Once the format is ready the organization proceeds to the
development phase. Although companies share similar Training
needs, many situations require unique solutions based on the project's
business context.

3.3 REASONS FOR EMPLOYEE TRAINING AND

DEVELOPMENT

Following are the reasons for which quark city adopts Training and
development in the organization for an employee or group of employees;

• When a performance appraisal indicates performance improvement

is needed.
• To "benchmark" the status of improvement so far in a performance
improvement effort.
• As part of an overall professional development program.

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 • As part of succession planning to help an employee be eligible for
a planned change in role in the organization.
• To test the operation of a new performance management system.
• To train employees about a specific topic.

3.4 TOPIC ON WHICH THE ORGANIZATION PROVIDES

EMPLOYEES TRAINING ARE AS FOLLOWS:

1. Communications: The increasing diversity of today's workforce

brings a wide variety of languages and customs.
2. Computer skills: Computer skills are becoming a necessity for
conducting administrative and office tasks.
3. Customer service: Increased competition in today's global
marketplace makes it critical that employees understand and meet
the needs of customers.
4. Diversity: Diversity training usually includes explanation about
how people have different perspectives and views, and includes
techniques to value diversity.

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5. Ethics: Today's society has increasing expectations about corporate
social responsibility. Also, today's diverse workforce brings a wide
variety of values and morals to the workplace.
6. Human relations: The increased stress of today's workplace can
include misunderstandings and conflict. Training can people to get
along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management,
Quality Circles, benchmarking, etc., require basic training about
quality concepts, guidelines and standards for quality, etc.
8. Safety: Safety training is critical where working with heavy
equipment, hazardous chemicals, repetitive activities, etc., but can
also be useful with practical advice for avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes
careful description of the organization's policies about sexual
harassment, especially about what are inappropriate behaviors.

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3.5 BENEFITS QUARK CITY ACHIEVES FROM EMPLOYEE
TRAINING AND DEVELOPMENT ARE AS FOLLOWS:

• Increased job satisfaction and morale among employees.

• Increased employee motivation.
• Increased efficiencies in processes, resulting in financial gain.
• Increased capacity to adopt new technologies and methods.
• Increased innovation in strategies and products.
• Reduced employee turnover.
• Enhanced company image, e.g., conducting ethics training.
• Risk management, e.g., training about sexual harassment, diversity
training.
• Preparation of future managers.
• Leads to better management in the organization.
• Standardization of procedures.
• Leads to quick decision making.

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3.6 METHODS FOLLOWED AT QUARK CITY FOR TRAINING
EMPLOYEES ARE AS FOLLOWS:

The employees or workers in a firm or an organization are given training

in order to improve their functioning in the workplace.

For a person who is a training manager, it is their responsibility to see

that the employees in the workplace have the necessary skills and
knowledge to work, so that there can be an increase in the productivity.

Knowing that the employee is the most valuable asset they should be
trained well enough as eventually, it will be benefiting the organization
as a whole. So, there are few training methods for employees, some of
them are:

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I. ON THE JOB TRAINING METHODS
FOLLOWED BY QUARK CITY

In this type of method, a new or less experienced employee is given

some kind of instructions or advice from a more experienced employee
who may be a supervisor or some kind of a special instructor from
within the organization or hired from outside by quark city.

The success of how much the person can learn depends on, how the
experienced employee teaches them.

On the job training methods are as follows:

1. Coaching

2. Mentoring

3. Job Rotation

4. Job Enrichment

5. Job Enlargement

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II. OFF THE JOB TRAINING METHODS
FOLLOWED BY QUARK CITY

This type of method involves a trainee leaving their work for the time
being and they need to give or devote their entire work time for getting
the necessary training required. At this time the person does not
contribute to any of the production activities that the company does in
that time.

Quark City makes it a point to provide such training to their employees.

The different kind of methods under this training is as follows:

1. Lectures or Class Room Method

2. The Conference Method

3. Team Discussion or seminar

4. Programmed instructions

5. Apprenticeship Training

6. Vestibule or Training Center Training

7. Training via Internship

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8. Beginners 1st Level Training

9. Training Institute

10. Role Playing

11. Simulation

12. Creative and Modern Training Methods

Employers of quark city provide proper training to employees so that

they turn out to be an asset to the organization and can help in the
company’s growth and success.

So the training methods and techniques used are of high class helping
the employees to grow professionally and personally.

Better training methods and techniques help the employees to boost up

their creative skills and also encourage them to work for their
organization success and growth. Some of the tips followed by quark
city are as follows:

• Effective communication
• Building a enjoyable workplace

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 • Motivating the team
• Boost up team productivity
• Working together for the company’s goal
• Utilizing the strengths of team members
• To understand ones strengths and weaknesses
• Helping them learn self-regulation techniques
• Practicing effective interaction with team members

3.7 STEPS FOLLOWED BY QUARK CITY TO CREATE

EFFECTIVE TRAINING PROGRAMS

An effective training program is built by following a systematic, step-by

step process. Training initiatives that stand alone often fail to meet
organizational objectives and participant expectations. Quark city
follows the following steps to create effective training programs that
drive positive business impact.

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1. Assess training needs: It identify and assess needs. Employee training
needs may already be established in the organization’s strategic, human
resources or individual development plans. Building the training
program from scratch (without predetermined objectives) quark
conducts training needs assessments.

2. Set organizational training objectives: The training needs assessments

(organizational, task & individual) will identify any gaps in current
training initiatives and employee skill sets. These gaps are analyzed and
prioritized and turned into the organization’s training objectives. The
ultimate goal is to bridge the gap between current and desired
performance through the development of a training program. At the
employee level, the training should match the areas of improvement
discovered through 360 degree evaluations in the organization.

3. Create training action plan: A comprehensive action plan that includes

learning theories, instructional design, content, materials and any other
training elements. Resources and training delivery methods is detailed.
While developing the program, the level of training and participants
learning styles is also be considered. Quark gathers feedback to make
adjustments before launching the program company-wide.

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4. Implement training initiatives: The implementation phase is where the
training program comes to life. Organization decides whether training
will be delivered in-house or externally coordinated. Program
implementation includes the scheduling of training activities and
organization of any related resources (facilities, equipment, etc.). The
training program is then officially launched, promoted and conducted by
the organization. During training, participant progress is monitored to
ensure that the program is effective.

5. Evaluate & revise training: The training program continually monitored

by the organization. The entire program is evaluated to determine if it
was successful and met training objectives. Feedback is also obtained
from all stakeholders to determine program and instructor effectiveness
and also knowledge or skill acquisition. Analyzing this feedback allows
the organization to identify any weaknesses in the program.

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 FINDINGS OF THE STUDY

The findings are the end results that one analyzes. The principal
outcomes of a research project; what the project suggested, revealed or
indicated is the finding of that particular project. This usually refers to
the totality of outcomes, rather than the conclusions or recommendations
drawn from them.

1. The most preferred method of training in quark city is On the job

training method.

2. A T&D program is successful when it meets all the stated objectives

with competent faculties & useful resources that make the learning easy.

3. The T&D program helps in the faster growth rate of employees in the
organization by improving the productivity level and strengthening areas
where an employee lags.

4. The success of a T&D program depends on the amount of transfer of

training - i.e. how far the employee could brings the learning (from
the T&D program) back into the job.

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5. The motivation obtained from the T&D program impacts the
productivity and thus the success of a T&D program.

6. Job commitments and pressure from superiors are a major factor in

attending a T&D program.

7. The common human psychology of human beings preferring /

inclining towards newer and innovative things and events are applicable
to the T&D program as well - factors like new innovations and
technology and the opportunity to interact with other participants (which
are different from the routinely schedule) facilities the employees
mindset to attend the T&D program.

8. Payoff and ROI for the T&D program is not calculated, although there
is always a training budget.

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 SUGGESTIONS AND RECOMMENDATIONS

Training Need Assessment- The organizational, operational and

individual training needs must be identified scientifically and a
linkage among the three must be established so as to have an effective
Training and Development process.

• A detailed discussion with each head of department should be

done for identification of training needs, as they are more
aware of their subordinate's strengths and weaknesses.

• Open sessions should be held more often to enable the

employees to express their training needs more frequently.

• A complete Job Analysis should be done so as to identify

various competencies required at various levels. This would
make the training need identification more accurate.

• Current and optimum levels of performance of all employees

should be analyzed individually and recorded in Performance
Appraisal Report. This would make the report more valuable
source in identifying training needs.

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• Designing The Training Plan- A more comprehensive and
systematic approach can be applied to existing procedure
through continuous training and retraining done at all levels as
an ongoing process.

• Learning should be one of the fundamental values of the

organization and this philosophy can be given to all employees
through the training programs.

• There must be more of quality topics rather than quantity

topics.

• In-house trainers should be rewarded appropriately so that they

get motivated to train better.

• The training methods and techniques must be constantly

upgraded with more of audio-visual support, case discussions,
role plays, management games, in-basket exercises,
simulations, conferences, etc.

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• The training programs should emphasize upon the Behavioral
training so as to bring about an overall attitudinal change in
employees.

• Certain explicit incentives should be given to the employees

undertaking training in the form of rewards (both monetary and
non-monetary), grades, certificates, promotions or transfers,
etc. so as to motivate them towards training and development.

• The records of training volumes should be maintained more

systematically. The Training Inventory System can be
improved upon with a little systematic approach and rigidity
upon employees.

• The Feedback System can also be improved with more

informal interactions between the trainers and trainees. The
trainees should be explained the importance of the feedback
forms and the benefit it would give the trainees. This would
make them more careful while filling up these forms.

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• There should be feedback from the trainers also. This would act
as a motivating force for the employees if they are ranked or
graded high and given rewards for better performance.

• Also in case of lower grading timely feedback from trainer

would help the employee to adjust his efforts, or correct his
mistakes and thus helping both the employee and the
organization getting the full benefit of the training provided.

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 CONCLUSION

After going through the subsystem of HRD namely- Training and

development practices in Quark City, I came to know that this
subsystem is highly visible in the organization. All Human resource
development systems must have a strong foundation within the
Organization as an organization is made up of people & function
through people, the resource- men, money, material & machinery are
collected coordinated & utilized through people, it is through the
combined efforts of people that material monetary resources are
effectively utilized for the attainment of organizational objectives. As
time, passes people become experienced & skilled which is not so
with the other resources that generally depreciate as the time passes
by. This resource is active, animate & living. It is the man only who
with his ability to feel, think, conceive & grow can show his
satisfaction or dissatisfaction, resentment or acceptance for all types
of related activities. It is the person at work who is valued, not the
machine, infrastructure or capital.

Quark City, realizing the importance of the above fact, has given
great emphasis on its Training & development Activities. As far the
Quark’s training and development activities are concerned, the
organization has incorporated both on the job and off the job

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methods. To better equip the employees to meet the emerging
challenges, last year, the organization imparted training to more
employees overall, through its various training methods.

Quark City follows the training and development process as and when
the need arises. It finds the right type of training for the employees and
follows a complete structure for effective training process and ultimately
gaining benefit.

To conclude, the results of the study have been quite a satisfactory

one. The employees seem to be quite satisfied with the training
process at Quark City and are keen to attend more training sessions
in the future. However, there have been certain loopholes in areas
like the Training Needs Identification and the Feedback System
adopted in organization. Also, the post evaluation of the training is
almost missing in the organization. Recommendations have been
provided in the study, which if implemented, could help the firm to
quite an extent in improving the system. The project has been a
wonderful experience, especially with the help of all those people,
without the assistance of whom the project would not have taken
the shape it has.

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 ANNEXURE

Course Name: PG Diploma project for Human Resource and

Business Administration

Title of the Project: Recruitment and Selection Process at Fortis

Hospital Mohali

Name of Student: Jasleen Kaur

Student Id Number: HR0146/0005/J9

Submission: December 2018

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 REFERENCES

www.google.com

www.quarkcity.com

www.wikipedia.com

www.scholar.google.co.in

HR Manual of Quark City

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