Sip Radha K.docx 29-1 1 PDF

A
SUMMER INTERNSHIPREPORT
ON
“TRAINING AND DEVELOPMENT”

AT
“FLYWHEEL RING GEARPVT LTD”
Submitted to
SavitribaiPhule Pune University
In the Partial Fulfilment of the Course
“MASTER IN BUSINESS ADMINISTRATION-HUMAN

RESOURCE DEVELOPMENT”
Submitted By
Miss. Kadam Radha Pravin
Under The Guidance Of
Dr.J.J.Kadam
M.V.P.’S
INSTITUTE OF MANAGEMENT AND RESEARCH

TECHONOLOGY, NASHIK
(YEAR 2019-20)
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ACKNOWLEDGEMENT
I express my foremost thanks to the almighty for his blessings in helping me to complete my
project work successfully.
Out of the privilege of being the student of Institute of Management Research and Technology,
Nasik, I would like to thank our Director Dr. D.K.Mukhedkar Sir who granted me this
opportunity.
I express my sincere thanks to my project guideDr.J.J.KadamMamfor her motivation, guidance

and for her extremely useful and effective suggestions.
I would also like to convey my special thanks to Mr.Mahesh Suryavanshi for extending his
cooperation to me by providing necessary information & timely help.
I have immense pleasure in thanking all the staffs, who have given me their help and a source of
great support throughout my project.
I owe my gratitude to all the respondents who have given me the necessary information for
carrying out my project successfully.
Last but not the least I would like to thank my parents and friends who were the source of
encouragement and support for the successful completion of my project.
Date: Sign:
Place: Nasik Name: Miss. RADHA .P. KADAM
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DECLARATION BY STUDENT
I Miss. RADHA PRAVIN KADAM student of INSTITUTE OF MANAGEMENT AND

RESEARCH TECHONOLOGY, NASHIK hereby declare that this summer internship project
on“TRAINING AND DEVELOPMENT”in partial fulfilment of Master of business
administration degree course of Savitribai Phule Pune University is my own work and submitted
by me under the guidance of Dr.J.J.Kadam Mam.
I also declare that the present work has not been submitted by me to any other University for the
fulfilment of any degree or diploma.
I have prepared this report independently and I have gathered all the relevant information
personally. I have prepared this project for MBA curriculum 2019-2020.
Date: Sign:
Place: Nasik Name: Miss. Radha.P.Kadam.
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DECLARATION BY GUIDE
This is to certify that Miss.RADHA PRAVIN KADAM has completed the summer internship
project on TRAINING AND DEVELOPMENT under my guidance and supervision and has
submitted the report as per the norms laid by Savitribai Phule Pune University. The material that
has been obtained from the source is duly acknowledged in the report. It is further certified that
the work on its part has not been submitted to any other university for examination under my
supervision. I consider this work for the award of the degree of masters of business of
administration, in the partial fulfilment of the curriculum.
Date: Sign:
Place: Nasik Name:Dr.J.J. KADAM
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INDEX OF CHAPTERS
SR.NO CONTENTS PAGE
NO.
1 INTRODUCTION
1.1 Object of fieldwork
1.2 Selection of the organization
1.3 Objectives of fieldwork
1.4 Scope of the study 9-14
1.5 Rational of the study
1.6 Limitations of the study
2 RESEARCH METHODOLOGY
2.1Research - definition & types
2.2 Sampling Design 15-27
2.3 Collection of data
2.4 Analysis &interpretation of data
3 COMPANY PROFILE
3.1 History, milestone of organization
3.2Organizations / DepartmentalChart / Structure 28-32
3.3Product & service of organization
3.4 Corporate Practices
4 LITERATURE REVIEWS
4.1 Topic under study & its utility
4.2 Basic theories of the topic 33-54
4.3 Review of Research on the Selected topic
5 DATA PRESENTATION,ANALYSIS& INTERPRETATION OF

DATA(1) 55-63
6 DATA PRESENTATION,ANALYSIS& INTERPRETATION OF

DATA(2)
64-96
7 CONCLUSION & SUGGESTIONS

7.1 Results/Conclusion/Findings/Observations
97-103
7.2 Suggestions/Recommendations
REFERENCE/BIBLIOGRAPHY 104
ANNEXURE
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List of Table
Sr. No Table No Description Page
No
1 2.4.1 Research Design 27
2 4.1.1 Difference between Training & Development 35
3 6.1 Awareness of T&D policy 64
4 6.2 Attention of any T&D programme 65

5 6.3 No. of T&D programmes attended 66
6 6.4 Expectation from T&D programmes 67
7 6.5 Acceptances & use of new changes in T&D practices 68
8 6.6 Preparation for overseas assignments 69
9 6.7 Basic objectives of T&D programme 70
10 6.8 Methods of T&D 72
11 6.9 Off the job methods of T&D 73
12 6.10 On the job methods of T&D 74
13 6.11 Barriers faces during T&D 75
14 6.12 Involvement in T&D programme 76
15 6.13 Satisfaction with training method 77
16 6.14 Criteria for evaluation of T&D 78
17 6.15 Training helpful for communication 80
18 6.16 Necessity of training for working performance 82
19 6.17 Effectiveness of T&D for organization 83
20 6.18 Effectiveness of T&D for employees 85
21 6.19.1 Training course facilitate in improving personal competency. 86
22 6.19.2 T&D practice facilitate employees to get information about job. 87
23 6.19.3 T&D changes attitude about diversity & workforce 89
24 6.19.4 T&D program helps to take responsibilities & authority to make 91
decision.
25 6.19.5 Formative evaluation to improve the T&D programme. 93
26 20 Perception & Suggestions about T&D 95
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List of Graphs
Sr. No Graph No Description Page
No
1 6.1 Awareness of T&D policy 64
2 6.2 Attention of any T&D programme 65

3 6.3 No. of T&D programmes attended 66
4 6.4 Expectation from T&D programmes 67
5 6.5 Acceptances & use of new changes in T&D practices 68
6 6.6 Preparation for overseas assignments 69
7 6.7 Basic objectives of T&D programme 70
8 6.8 Methods of T&D 72
9 6.9 Off the job methods of T&D 73
10 6.10 On the job methods of T&D 74
11 6.11 Barriers faces during T&D 75
12 6.12 Involvement in T&D programme 76
13 6.13 Satisfaction with training method 77
14 6.14 Criteria for evaluation of T&D 78
15 6.15 Training helpful for communication 80
16 6.16 Necessity of training for working performance 82
17 6.17 Effectiveness of T&D for organization 83
18 6.18 Effectiveness of T&D for employees 85
19 6.19.1 Training course facilitate in improving personal competency. 86
20 6.19.2 T&D practice facilitate employees to get information about job. 87
21 6.19.3 T&D changes attitude about diversity & workforce 89
22 6.19.4 T&D program helps to take responsibilities & authority to make 91
decision.
23 6.19.5 Formative evaluation to improve the T&D programme. 93
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List of Figure
Sr. No Figure Description Page no

no
1 4.2.1 Methods of Training Need Assessment 37
2 4.2.2 Training Procedure 44
3 5.1.1 Training Procedure at FLYWHEEL RING GEAR PVT LTD 55
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CHAPTER 1
INTRODUCTION
1.1 Object of Internship Project

The main objective of doing this summer internship project is to make the students understand
the concept of summer internship and prepare them for further research programs.
The primary educational objectives behind this summer internship is to make the students
familiar with working environment and to help to make students understand the ways in which
theoretical aspects can be applied into practice.
Although there is difference in each student level of proficiency, the real focus is on suggesting
ways for students to further sharpen their strength, competencies and other related abilities for
becoming effective professionals, managers and leaders.
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1.2Selection of the topic
Selection of the topic is very important task while preparing summer internship report. One
ought to choose a topic which is closely related to or conductive to the working of the industries
in particular.
The concept of Training and Development and its direct impact on production and organization
effectiveness lured me to take this topic for special study in this summer internship.
If we look in to the Indian scenario of HRM, it is observed that this is the centre around which
the very existence of industries revolves.
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1.3Objectives of Study
1. To examine effectiveness of training in overall development of skills of workforce.

2. To examine the impact of training on workers.
3. To study the behavioral pattern due to training.
4. To measure the differential change in output due to training.
5. To compare the cost effectiveness in implanting training program.
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1.4 Scope of the Study
The scope of the research is very vast; however the total time period available was very
limitedfor the purpose of the study observation, analysis and conclusion. The scope of the study
covers in depth, the various training practices, modules, formats being followed & is limited to
the company & its employee. The different training program incorporated/facilitated in Flywheel
Ring Gear Pvt Ltd through its faculties, outside agencies orprofessional group. It also judges the
enhancement of the knowledge & skills of employees & feedback on its effectiveness.
To study the areas where training is necessary to improve the performance of the individual &
the organization. The study helps to understand how far training can be effectively planned to
achieve the objectives of the organization.
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1.5 Limitations of fieldwork
1. The study is limited to only Nasik Industry.

2. Study is based on only one organization.
3. The present study was made on the basis of information collected. Therefore
conclusionhas relevance to the situation of the company at time of study.
4. Confidential data is not disclosed by the organization.
5. It was not possible to study the various aspects of the HR department due to short
span.
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1.6 Rationale of the Study
Rationale of the study refers to the worth, benefit utility of the study from the future point
of view. The project gives the live experience of the various aspects that is helpful from future
point of view. The project provides the opportunity to understand the how industry works in
actual & day to day transactions.
The project study is very beneficial & quite useful from the future point of view.
1. The study helped me to learn and gain practical knowledge and insight into one of the
significant concept called TRAINING AND DEVELOPMENT.
2. The study will help me in future job prospective, as it will guide to improve skills,
knowledge and attitude and also help me to develop abilities and capabilities to organize
and arrange various activities.
3. Based on training & development, organization can identify the gap between the
objectives & actual is required or not. It will also help to improve his/her skill giving
him/her suitable training.
4. Training & development is focused at development of an individual, thus it develops

whole organization. Training & Development creates responsible person which helps to
improve the society.
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CHAPTER 2
RESEARCH METHODOLOGY
2.1 Research Design
Research is the discovery of facts, development of facts and verification of facts. It is an

attempt to find practical solution to the problem with the help of scientific methods. The research
process involves defining and redefining of hypothesis formulation, organizing and evaluating
data, driving conclusions after a careful study. The two main sources of data in social science
research come from the inner world of library and the outside world of living profile. We may
call these two main sources simply the paper and profile, a wealth of usable information. It is
often uneconomical to spend time and energy to collect information. Under the general rubric of
documentary or paper sources we mostly consider historical records, diaries, biographies and
statistical records.
When we turn to consider ‘people’ as the sources of social data, we identify various
forms of observations, but more practically and primarily the interview and the questionnaire as
the techniques for the collection of data from this source.
DEFINITION
“Research is the careful investigation or inquiry especially through search for new facts
in any branch of knowledge.”
RESEARCH DESIGN
A research design is type of blueprint prepared of various types of blueprints available for the
collection, measurement and analyses of data. A research design calls for developing the most
efficient plan of gathering the needed information. The design of research study is based on
purpose of the study. It is a specification of methods and procedure for acquiring the information
needed. It is overall pattern or a framework of project that stipulates what i information is to be
collected from which source and by what procedure
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TYPES OF RESEARCH DESIGN
1. Exploratory research design :-

Exploratory research design means a research design in case of exploratory research studies are
also termed as formularize research studies. In an exploratory research the major emphasis is on
discovery of ideas and insights and hence while formulating research design, we should permit it
to be flexible enough, so that different aspect of phenomenon can be studied.
2. Descriptive research design-

Descriptive research design means research design in case of descriptive studies which is
concern with describing the characteristics of particular individual or of a group. Descriptive
study is fact finding in investigation with accurate interpretation it is the simplest type of
research. It is more specific than an exploratory research. As it focuses particular aspects or
dimensions of the problem being studied.
3. Qualitative research design-

Qualitative research includes “an array of interpretive techniques which seek to described
,decode, translate and otherwise comes to terms with the meaning not the frequency, of a certain
more or less naturally occurring phenomena in the social work”. At the data collection stage, the
array of techniques includes focus groups, individual in-depth interviews, case studies,
ethnography, grounded theory, action research and observation.
4. Quantitative research design-

Quantitative research attempts precise measurements of an unknown. In business research
quantitative methodology usually measures consumer behaviour, knowledge, opinions or
attitudes. Such methodolgy answers the questions related to how much, how often, how many,
when and who.
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5. Experimental research design-
The purpose of experimental research is to test a hypothesis casual relationship between
variables. For an experimental research, two groups are required and compared in terms of the
assured effects of the experimental variable. The validity of an experiment depends upon
equivalence between the control group and experimental group chosen. There are two ways of
assuring equivalence.
They are a) Randomization.
b) Matching.
Hence, researcher has selected exploratory research type for study.
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2.2 SAMPLING DESIGN
Sampling techniques are especially useful in business research as many times large
amount of data are generated and researcher thinks of using a more measurable subsets of data
that they believe accurately the trends in the larger collection.
Sampling may be defined as the process of selection units (people, organization etc) from a
population of interest so that by examining the sample units, results may be generalized about
population. It helps to identify the target population to be considered for collection of data.
Sampling is an essential part of all scientific procedure. It is well developed in field of biology,
physics, chemistry and social science research.
An important step before the data collection is sampling. Sampling is a process of

selecting a representative part of a population, studying it and there by drawing conclusions
about the population itself. Sampling is a very important aspect of research and due care has to
be taken to arrive at a right sample to be studied. It is an important concept that we practice even
in our routine life. Sampling involves selecting a relatively small number of elements from a
larger defined group of elements and expecting that the information gathered from the small
group will allow judgements to be made about the larger group.
DEFINITIONS OF SAMPLING:
“Sampling is the selection of a certain percentage of a group of items according to a

predetermined plan”.
Bogrdus
“A sample as the name applies is a smaller representative of a large whole”.
Goode and Hatt
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TYPES OF SAMPLING METHODS:
1. Probability Sampling:
Probability sampling also known as random sampling or chance sampling is one in which
every unit in the population has a non-zero chance of being selected in the sample, and
this probability can be accurately determined.
A] Random Sampling:
Random sampling is the simplest and purest form of probability sampling. It is a
technique in which every unit in population has equal and known chance of being
included in sample.
B] Stratified Sampling:
In this method the heterogeneous population is divided into distinct, non-overlapping,
homogenous subgroups called “strata”, according to some important characteristics or
variable like income, education, age, etc., and then a random sample is selected from
within each subgroup.
C] Systematic Sampling:
Systematic sampling is used to select a specified number of records from a computer file.
D] Cluster Sampling:
This method divides the population into clusters at each stage and draws sample of
required size at each stage. Sampling is done in multistage.
2. Non-Probability Sampling:
Due to practical considerations, one often uses non-probability sampling even though it is
technically
A] Convenience Sampling:Convenience sampling is a method in which samples are

drawn at the convenience of the researcher or interviewer.
B] Judgement Sampling: In judgment sampling or purposive sampling participants are
Hence, Researcher has selected Probability Random sampling method for the study.
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2.3 COLLECTION OF DATA
Methods of data collection
Data collection simply means gathering and selection of information which is most critically
used for the particular research or survey being carried out. It is the important aspect of any type
of research study.
In accurate data collection can impact the results of a study and ultimately can result into invalid
results.
Two basic methods of data collection are:
1) Primary method
2) Secondary method
1) Primary method:
In this method you collect the data yourself using methods such as interviews and
questionnaires the key point here is that the data you collect is unique to you and your
research.
The methods of collection primary data include:
 Questionnaire
 Interviews
 Focus group interviews
 Observations
 Case-studies
 Critical incidents
 Portfolios.
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The primary data which is generated by the above methods may be qualitative in nature (usually
in the form of words) or quantitative (usually in the form of numbers or where you can make
counts of words used.)
Questionnaire:
Questionnaire is a popular means of collection of data, but the difficult to design and often
require many rewrites before an acceptable questionnaire is produced
Advantages:
 Can be posted, email or faxed.

 Can cover a large numbers of people or organization.
 Wide geographic coverage.
 Relatively cheap.
 Avoids embarrassment on the part of the respondent.
 Respondent can consider responses
 No interviews bias.
There are different types of questionnaire
 Paper-pencil–-questionnaire: they can be sent large number of people and saves the
researcher time and money. People are more truthful while responding to the
questionnaire regarding controversial issues in particular due to the fact that their
responses are anonymous.
 Web based questionnaire: a new and inevitable growing methodology is the use of
internet based research. This would mean receiving an email on which you would
click on an address that would take you to a secure web site to fill in a questionnaire.
This type of research is often quicker and less detailed.
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2) Secondary method
This method in which the data is collected from the past studies carried out.
The information contained in it is already used by some other researcher. This is the
method of taking references and collecting data from the data source that have been already used.
Some of the examples of secondary source are:
 Reports of the research carried out in past

 Journals
 Magazines
 Books
 Internet
Hence, researcher has selected Primary method (Questionnaire), Secondary method (books,
internet etc.)
Type of data analysis:
There are two types of methods of data analysis:
1) Quantitative method of data collection

2) Qualitative method of data collection
Quantitative method of data analysis:
The type of information contained is numerical data. Such type of data is analyzed with the help
of statistical tools such as mean, median, mode, standard deviation, frequency etc.
1) Mean: it is the average score of the sample.

2) Median: it is the score half way between high and low score.
3) Mode: the average response given most often.
4) Standard deviation: the distance from the mean, in which 66% of responses can be found
out
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Qualitative method of data analysis
If most of the data is collected with the help of individual interviews, focus groups interviews,
open ended questions, or case studies than data analysis become qualitative.This type of data is
in the form of words which is analysed, sorted, and organized in the right manner.
Methods of primary data collection
Primary sources refer to original events, documents and articles.
Example: newspaper articles, photographs, and diaries. These are the works that are analyzed
and interpreted to create secondary sources. These are three methods of the collecting primary
data.
These three methods are as follows:
1. Observation method
2. Questionnaire method
3. Interview method etc
Methods of secondary data collection
Data from a secondary source is any data which has been collected by another researcher,
whether it is a group of people or just one person. The data may have originally been used for a
different type of research, but you can manipulate it to fit you research, instead of using it was
intended to be used.
1. Library work:
This technique requires going through written text that have already done similar work
and utilizing their researches for our operations.
2. Internet:
Using online resources through internet is common for all in now-a-days. Lots of
information can be collected through various website.
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3. Telephone:
This is a very common and simple method. The researcher only needs to have contact
numbers of sources from where he wants to take information. Telephone method gives quick
responses. From this chapter, I concluded that project report is very important. I come to know
the meaning of data, types of the data, there are many methods of the primary data and secondary
data.
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2.4 Analysis of data & interpretation
Analysis of data may be defined as “ a process under which the relationships or differences
supporting or conflicting with the original or new hypothesis, should be subjected to statistical
tests of significance, to determine with what validity the data can be said to indicate any
conclusion”.
Interpretation is establishing continuity in research through linking the results of a given study
with those of another and the establishment of same relationship with the collected data .
Interpretation is the device through which, the factors that have been observed by the researcher
in the course of the study can be better understood.
Data preparation includes, editing, coding.
Assificationprocess
Editing, classification, coding and tabulation are the important stages in research. It is at this
stage that mass of data collected during the survey is processed, with a view to reducing them to
manageable proportions. In other words, data processing which encompasses, editing, coding,
classification and tabulation, is the intermediary stage between collection of data and analysis
and interpretation of data. Thus, these are the three crucial stages in the processing of social
survey data.
There are some general common sense recommendations to follow when presenting data.
The presentation should be as simple as possible. Avoid the trap of adding to much information.
It is not the aim to include all the information you have but only a summary of the essential
feature you are typing to illustrate. A good rule of thumb is to only present one idea or to have
only one purpose for each graph or chart you create.
The presentation should be self-explanatory. A chart or graph is not serving its purpose if the
reader cannot comprehend the legends or has to refer to the text in order to understand it. There
is a careful balance between too much information which makes the graph or chart too
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complicated and too little information that makes the chart difficult to comprehend or worse
misleading.
The title should be clear and concise indicating what? When..? where..? the data ,codes, legends
and label should be clear and concise, following standard formats is possible.
The use of footnotes is advised to explain essential features of the data that are critical for the
correct interpretation of the graph or chart.
Data analysis is the process of developing answers to questions through the examination and
interpretation of data. The basic steps in the analytic process consist of identifying issues,
determining the availability of suitable data, deciding on which methods are appropriate for
answering the questions of interest, applying the methods and evacuating, summarizing and
communicating the results.
Analysis is placing the collected data in some order or format so that the data acquires a
meaning. Raw data becomes information only when it is placed in a meaningful form.
Interpretation involves drawing conclusions from the gather data.
Analysis and interpretation of data are the most crucial aspects of research. It is considered to be
highly skilled and technical jobs, which should be carried out only by the researcher, or under his
close supervision. The analysis of data requires on the part of the researcher a thorough
knowledge about the data, judgment, skill, ability of generation and familiarity with the
background, objects and hypothesis of the study.
Analytical results underscore the usefulness of data sources by shedding light on relevant issues.
Some statistics Canada program depend on analytical output as a major data product because, for
confidentiality reasons, it is not possible to release the micro data to the public. Data analysis
also plays a key role in data quality assessment by pointing to data quality problems in a given
survey. Analysis can thus influence future improvements to the survey process.
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Data analysis is essential for understanding results from surveys, administrative sources and pilot
studies; for providing information on data gaps; for designing and redesigning survey for
planning new statistical activities and for formulating quality objectives.
RESEARCH TABLE
Type of research Exploratory

Sampling unit & Population Fly Wheel Ring GearPvt Ltd, Sinner
Sampling Method Probability = Random
Sample size 80
Collection of Data Primary (questionnaire) and secondary (books)
Analysis of data Percentage / average
Type of questionnaire Open ended and close ended, structured
questionnaire
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CHAPTER 3
COMPANY PROFILE
3.1 History, Milestone of Organisation:-
Fly Wheel Ring Gear Pvt Ltd
Address:B-B-275,M.I.D.C.,Malegaon,Sinnar,Dist.Nashik,Nasik,Maharashtra 422010
Contact No: +91-253-2382393.
Date of internship:
Project Guide: Prof. Dr. J. J. Kadam
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Vision
To become ring gear supplier to leading automobiles /engines & Gen sets manufacturer in the
world. We aim to adopt modern manufacturing techniques & to meet deliver high volumes as per
customers requirements.
Mission
To maintain ISO/TS 16949:2002 systems in the organization and reaching every possible
customer through web site, interactions and visits.
Quality Policy / Processes
The Quality Manual and the Processes now being carried out meet every single specification
required by ISO/TS 169469:2002 & QS9000.
Clientele
We serve a wide variety of customers who manufacture industrial and consumer products in
diverse industries. Well established names of the industry prefer to work with us because of our
record of consistently delivering High Quality Products, on time and at a competitive price
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Flywheel Ring Gears Pvt. Ltd
FLYWHEEL RING GEARS PVTLTD. (FRGPL) was born in 1997 & is being managed by
the team of professionals. FRGPL is a part of Precision Group.
Precision group is the product of the entrepreneurial energy that promoted Precision Auto
Industries and Flywheel Ring Gears Pvt. Ltd. All are dynamic companies that have
distinguished themselves in the Indian automotive industry by virtue of their innovative
approach and progressive outlook. Precision Group is totally engaged in the manufacture
of a wide range of automobile components that caters to the exacting needs of the first
equipment manufacturers and strives to meet the ever rising demands in terms of Quality
and JIT delivers.
FRGPL's MANUFACTURING FACILITIES Area of over 1500 sq. mtrs.

LOCATION 200 Kms North east of Mumbai
AREA 6000 Sq. Mt.
PROJECT COST Rs.40 Million
QUALITY SYSTEMS ISO / TS 16949 Certified
MANUFACTURING RANGE 200mm dia. to 750 mm dia
CAPACITY 10 00 000 nos/Annum
CUSTOMER BASE MAJOR INDIAN OEMs
OVERSEAS USA,UK,GERMANY,ITALY,AUSTRALI
A,MALAYSIA ETC.
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3.2Organizations chart/structure, Department Structure
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3.3 PRODUCT& SERVICES OF ORGANIZATION
PRODUCTS
FLYWHEEL RING GEARS PVT.

LTD (FRGPL) specializes in manufacturing Starter
Ring Gears.
We have a significant presence in the Ring Gear

segment and caters to Original Equipment and
Replacement requirements, with regular exports to
Australia, Italy, Turkey and U.S.A .Our Products is very well accepted across the globe by our
diversified clients
A glimpse of our following application guide will give you a

better insight of our products and customers. If your flywheel
ring gear is not listed on our Product list contact us using
our Inquiry Form.We ensure Competitive Pricing ,Reliable service and deliveries.
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CHAPTER 4
4.1 Topic under study, Definitions & functions ofTraining and
Development
MEANING OF T&D
Training and Development means an improvement of the organization and becoming skills and
empowerment to the employees and power becoming and knowing about the new knowledge
mostly in the company training are been given for the increase of the work and getting
development of the ergonomic which means an getting an relationship of the work for decision
making for the knowing about the working environment of the company whether it is the
knowledge about the machineries or whether the it is statutory work development of the
management of the company development is depend on the training without the training
company cannot develop its organization so for the development of the company training must
been given to the employees on the job and of the job where employees are been try to get the
chance to get an learn inform apparent ship form web based form and in the structure formation
which means learning in the group formation. Training and Development involves concerned
with the organizational activity aimed at bettering the job performance of individuals and groups
in organization to see the better job performance. Training and development can be described as
an educational process which involves the sharpening of skills and getting development of the
work and also the development change of an attitude and gainingmore knowledge and become
powerful. Training and development concept get clear about the work decision making for
employee development and for getting best personality and it is done by measurement of the
performance and decision making of the proper knowledge. For the women training is given by
government by development of the various types of the scheme and providing the finance
facilities for their business and for the decision making of the work. And also for better
performance of working mostly at the human resource management training and development is
useful for manpower and for the stress free of the work becoming best leadership for the
organizational development for proper controlling organizational behaviour dynamic
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communication stress management HRM planning, recruitment, selection, job analysis, job
enrichment and development of the performanceof work.
TRAINING
It is a learning process that involves the acquisition of knowledge of new thinks and concept of
new learning that how to use the power in work concept, rules or changing of attitudes and
behaviours to enhance the performance of employees. Training is activity leading to skilled
behaviour.
 It’s not what you want in life, but it knows how to reach it.
 It’s not where you want to go, but it knows how to get there.
 It’s not how high you want to rise, but it knows how to take off.
 It may be quite the outcome you were aiming for, but it will be an
outcome.
TYPES OF TRAINING:
On the job Training and off the job Training:
On the job training: training which are given on the job in the form of the coaching, lecture ,
structure Apprenticeship, job rotation and job instruction, job rotation, mentoring and web based
training are the types of the training which are been given on the job.
Off the job training: training which are given off the job which mean campus training, group
discussion, brainstorming, special Consultancy electronic Training, Simulation which means
how to bear the risk, Case study and role playing are the type of the training which are given off
the job
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OBJECTIVES OF TRAINING
The basic objectives of providing training are to develop skill knowledge & skills, attitude. This
aims to improve performance levels. Quality of work, economic situation of workers in the job
market, efficiency & productivity
DEVELOPMENT
Development is a long term educational process utilizing a systematic & organized procedure by
which managerial Personal learns & conceptual &theoretical knowledge for general Purpose”
Training and development differs in four ways as follows
“What is learned?
“Who is learned?
“Why” such learning takes place;
“When learning occurs,
 Following table depicts difference between training & development
TABLE NO: - 4.1.1
Areas Training Development
Purpose Specific job related Conceptual & general

Knowledge
Duration Short-time Long term

For whom Mostly technical & Mostly for managerial
Non managerial Personal
Personal
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4.2 BASIC THEORIESOF THE TOPIC
 Importance of Training & development:

The importance of human resource management to a large extent depends on human
resource development. Training is the most important technique of human resource
development. As stated earlier, no organization can get a candidate who exactly
matches with the employee and make him suitable to the job.
 General Benefits From Employee Training & Development:

There are numerous sources of online information about training & development.
These reasons includes:
1. Increased job satisfaction and morale among employees.

2. Increased employee motivation.
3. Increased efficiencies in processes, resulting in financial gain.
4. Increased capacity to adopt new technologies and methods.
5. Increased innovations in strategies and products.
6. Reduced employee turnover.
 Needs For Training & Development:

 Every organization big or small, productive or non-productive, economic or
social, old & newly established should provide training to all employees
irrespective of their qualification, skills, suitability for the job.
 To match the employee specification with the job requirement and
organizational needs.
 Organizational viability and the Transformation prices.
 Technological Advances.
 Organizational complexity.
 Human relations
 Changes in job assignments.
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Group or Organizational Analysis Individual Analysis
Organizational Goals and Objectives Performance appraisal
Personnel skill inventories Work sampling
Efficiency indices Interviews
Exist interviews Questionnaire
MBO Attitude survey
Quality circle Training progress
Customer survey Rating scales
 Methods Used in Training Needs Assessment:
Individual Training Organizational

Group Training Needs
Need Training Needs
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 Assessment Methods
The following methods are used to assess the training needs.
 Organizational requirements/weakness.
 Departmental requirements/weakness.
 Job specifications and employee specification.
 Identifying specific problems.
 Anticipating future problems.
 Management’s request.
 Observation.
 Interviews.
 Group Conference.
 Questionnaire survey.
 Test or examinations.
 Check list.
 Performance appraisal.
 Methods of Training: On-the-job Training Method and Off-the-Job

Methods.
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 is very
important since real learning takes place only when one practices what they have studied.
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1. 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.
 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.
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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.
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.
 off-the-job methods are as follows:
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 analyse the case and come out with all possible
solutions. This method can enhance analytic and critical thinking of an employee .
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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 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
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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 programme lasting for six years. It includes phases of planning
development, implementation and evaluation. The 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
strategies etc
9. Management education:
At present universities and management institutes gives great emphasis on management

education. For e.g.Mumbai University has started bachelors and postgraduate degree in
Management. 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.
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Training Procedure:
Job & organizational Prepare the trainer Get ready to teach

analysis
Prepare the instructor Implement the trainiing

Evaluate trainers Update the programs
operations
Design training
Identify tge training needs contents,teachingmethods Present the operations Evaluate the result
& media
Prepare cost budget & Try out trainee's

Design the training needs Gain the acceptance of S
foreses performance
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EVALUATION OF TRAINING EFFECTIVENESS:
Evaluation of training effectiveness is the last but very important stage of any training. It is
nothing but the systematic collection and assessment of information for hoe best to utilize
training resources in order to achieve organizational goals.
KIRKPATRIC’S MODEL
Kirkpatric’s suggested certain procedure and techniques of evaluating training programs.

Accounting to him, there are four training effects which can be evaluated.
Donald Kirkpatrick, Professor Emeritus at the university of Wisconsin and past president of the
American Society for Training and Development (ASTD), first published his four-level Training
Evaluation Model in 1959, in the US Training &Development Journal.
The Four Levels are:
1. Reaction.
2. Learning.
3. Behaviors.
4. Results.
Level 1: Reaction
The degree to which participants find the training favourable , engaging and
relevant to their jobs
Level 2: Learning
The degree to which participants acquire the intended knowledge, skills, attitude,
confidence and commitment based on their participation in the training
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Level 3: Behaviour
The degree to which participants apply what they learned during training when
they are back on the job
Level 4: Results
The degree to which targeted outcomes occur as a result of the training and the
support and accountability package
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4.3 REVIEW OF RESEARCH ON SELECTED TOPIC:
1. Author name: Pallavi P Kulkarni.
Title:A Literature review on Training&Development and quality of work life.
Abstract:
In this competitive world, training plays an important role in the competent and challenging
formatof business. Training is the nerve that suffices the need of fluent and smooth functioning
of workwhich helps in enhancing the quality of work life of employees and organizational
development too. Development is a process that leads to qualitative as well as quantitative
advancements in theorganization, especially at the managerial level,it is less considered with
physical skills and ismore concerned with knowledge, values, attitudes and behaviour in addition
to specific skills. Hence, development can be said as a continuous process whereas training has
specific areas andobjectives. So, every organization needs to study the role, importance and
advantages of trainingand its positive impact on development for the growth of the organization.
Quality of work life is aprocess in which the organization recognizes their responsibility for
excellence of organizationalperformance as well as employee skills. Training implies
constructive development in suchorganizational motives for optimum enhancement of quality of
work life of the employees. Thesetypes of training and development programs help in improving
the employee behavior andattitude towards the job and also uplift their morale. Thus, employee
training and developmentprograms are important aspects which are needed to be studied and
focused on. This paper focusesand analyses the literature findings on importance of training and
development and its relationwith the employees’ quality of work life.
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2. Author name:Vinesh
Title: Role of Training & Development in anOrganizational Development
Abstract:
Training and development is the field which is concerned with organizational activity aimed at
bettering the performance of Individuals and groups in organizational setting. It is a combined
role often called human resources development (HRD) meaning the development of “Human”
resources to remain competitive in the marketplace. Training focuses on doing activities today to
develop employees for their current jobs and development is preparing employees for future
roles and responsibilities. It carry out an analysis that the objective of training and development
is to creative learning organizations which ensure that employees through value addition can
effectively perform their jobs, gains competitive advantage and seek self growth: this measurable
performance resulting from good training and development, shall enhance organization
development. It is a process transferring information and knowledge to employers. It is
equipping employers to translate that information and knowledge into practice with a view to
enhancing organization effectiveness and productivity, and the quality of a management of
people. It should be considered along with education policies and systems which are crucial
to the development of human resources.
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3. Author name: Prof. BrijmohanVyas, Chandrika K Mistry
Title:A study on Effectiveness of Training and Development in Cement Industry.
Abstract:
Training effectiveness in cement industry is a critical aspect of the development of knowledge of

workforce. The objective of this study is to examine effectiveness of Training. To survive in the
globalized era, organizations need to continuously develop the knowledge, skill and ability of
their human resources throughout the year, the organization spend a huge amount of money for
the purpose of training and development of the human resources. But the crucial point is
effectiveness. This paper is a means by which employees express their feedback regarding the
effectiveness of training in a cement factory. Hence, relevant and appropriate policies and
procedures can be developed and implemented for an effective management
4. Author name: Hassan Raza.
Title: Training and Development impact on Organizational Performance
Abstract:
The study objective is to investigate the relationship between the training and development
strategies and its impact on organizational performance. To quantify this relationship, primary
data was collected. The regression analysis was done on the employees of oil and gas sector of
Pakistan. The finding of the study revealed the situation of training and development in Pakistan
and showed that majority of the employees satisfied with the strategic T&D of the firm. The
findings helped the management to concentrate towards the T&D as to improve the required
skills of the employees which are important for the organizational performance. For conducting
the effective training outcomes the study must be done more frequent.
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5. Author name: .Khawaja Jehanzeb, Dr. Nadeem Ahmed Bashir
Title:Training and Development Program and its Benefits to Employee

and Organization: A Conceptual Study.
Abstract:
The purpose of this paper is to present a conceptual study established on the employee training
and development program and its benefits. This paper will inspect the structure and elements of
employee training and development program and later the study present what are the positive
outcomes for employees and organizations. Organizationsfind it difficult to stay competitive in
recent global economy. Importance of employee development program isgrowing for the
organizations those pursuing to receive an advantage among competitors. Employees are
esteemedresource of the organization and success or failure of the organization relay on the
performance of employees.Therefore, organizations are financing large amount on employee
training and development programs. Furthermore,in training program it is supportive for
companies to emphasis on knowledge, expertise and ability of employees.
There is substantial discussion among professionals and researchers on the affect that
development program has onboth employee and organization. The study described here is a
vigilant assessment of literature on fundamental ofemployee development program and its
benefits to organizations and employees.
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6. Author name:Maimuna Muhammad Nada & Dr. RashadYazdaniFard .
Title:The Impact of Employee Training and Development on Employee Productivity.
Abstract:
Training has become the buzz word in the dynamic competitive market environment.Human
capital differentiates a great organization from a good one. Organizations investing in effective
training and development for human resource tend to achieve both short and long term benefits.
This study presents a literature review on the significant of training and development on
employee productivity. Employees tends to become absolute, and therefore making the need to
adapt to the continuous learning and updating of the skill and knowledge invaluable, due to the
organizational, technological and social dynamics. Thus, in order for organizations to achieve
optimum returns from their investment, there is imperative need to effectively manage training
and development programs. However, the most vital asset of every organization under stiff and
dynamic competition is its human capital. Training and development is an instrument that aid
human capital in exploring their dexterity. Therefore training and development is vital to the
productivity of organization’s workforce.
7. Author name:OduwusiOyewoleOluwaseun
Title: Employee Training and Development as a Model for Organizational success.
Abstract:
This article reviewed employee training and development as a model for organizational
performance and effectiveness. The various literatures reviewed on the topic in question showed
that, training and development had positively correlated and claimed statistical significant
relationship with employee performance and effectiveness and can advance organizational
growth and success. In order to improve employee training and development as well as improved
performance and service delivery, it is recommended that management should increase the
number of employees taking part in training and development.
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8. Author name:Shakila.P.
Title:A Literature Review and Reports on Training and Development.
Abstract:
This paper aims to provide a synthetic review of the literature on the training and development.
Review of literature justifiesthe reason for our research. It demonstrates the topic. It narrates a
brief elaboration of prior studies. Prior research will helpus to ensure that we have included all of
our major relevant constructs in our study. It talks about the knowledge of our field
which allows us to identify the gap which our research could fill and also strength’s the topic that
we choose for our research.The literature review will help us to find and select appropriate
measurement instruments. The literature review is neededbecause it is a necessary skill both for
researchers and for practitioners of a profession which claims to be founded on a
knowledge base and also to locate and summarize the findings of research on a given topic not
uncritically but assessing theevidence and for argument to sustain the conclusions. It is also
useful to obviate the need for fresh research or to replicate the study. Politand Hungler in the
year (2001) stated that the term “Literature Review” is often used to cover both the process of
searching for relevant literature and the critical reporting of the literature. Cormack in the year
(1991) stated that“Literature Review” means to systematically read, critically appraise, and then
synthesize the material into a coherent,structured, and logical review of the literature.
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9. Author name: By Raja Abdul Ghafoor Khan, Furqan Ahmed Khan,
Dr. Muhammad Aslam Khan
Title: Impact of Training and Development on Organizational Performance

Abstract:
Training and Development, On the Job Training, Training Design and Delivery style are four of
the most important aspects in organizational studies. The focus of current study is to understand
theeffect of Training and Development, On the Job Training, Training Design and Delivery style
onOrganizational performance. The back bone of this study is the secondary data comprised of
comprehensive literature review. Four Hypotheses are developed to see the Impact of all the
independentvariables on the overall Organizational Performance. The Hypotheses show that all
these have significanteffect on Organizational Performance. These Hypotheses came from the
literature review and we havealso proved them with the help of literature review. Results show
that Training and Development, On theJob Training, Training Design and Delivery style have
significant effect on Organizational Performanceand all these have positively affect the
Organizational Performance. It means it increases the overallorganizational performance. We
also prove our Hypothesis through empirical data. However, results arestrongly based on the
literature review.
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10. Author name:NeelamTahir, Dr.Shahid Jain.
Title:The Impact of Training and Development on Employees Performance and Productivity

A case study of United Bank Limited Peshawar City, KPK, Pakistan.
Abstract:
This paper main objective was to investigate whether training and development has impact on
employees’ performance and productivity. This paper is quantitative in nature. Data for the paper
have been collected through primary source that are from questionnaires surveys. The data have
been checked through statistical software to find the impact of training and development on
employees’ performance and productivity. There were two variable Training and Development
(Independent) and Employees’ performance and productivity (Dependent). Eight united banks
limited were selected for the study. Eighty questionnaires were distributed for the collection of
data. Descriptive statistic tools SPSS were applied on the questionnaire to see the reliability and
consistency. The goal was to see whether Training and Development has an impact on
Employees Performance and Productivity. Data were analyzed and discussed.
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CHAPTER 5
ANALYSIS OF DATA
5.1 Presentation of Information
TRAINING PROCEDURE FOLLOWED IN FLYWHEEL RING

GEAR PVT LTD
Organizational
objectives & strategies
Identifying Training
Needs
Specifying Traininmg
needs
Transfer Training
needs into action
Planning of Training
Evaluating the training
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1. Organizational objectives & strategies:
The first step in the training process
2. Identifying the training needs:

Need assessment diagnosis problems & future challenges to be met through training &
development. Need assessment occurs at two levels that is group level & individual level.
An individual obviously needs training when his or her performance falls short.
3. Specifying training needs:
The following steps are involved to specify the training needs:
 Preparing job specification.
 Analysing the performance gap.
 Which methods & techniques are used for training
4. Transfer training need into action:

 Deciding on formal or informal training.
 Preparing training specification.
 Decide method & content.
5. Planning of training:
 Ascending & prioritizing information.
 Preparing & minimizing training plan.
6. Evaluating the training:

Following methods are used to evaluate training:
 Reaction level.
 Learning level.
 Result level
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Methods of Training used in FLYWHEEL RING GEAR PVT LTD
On the Job Training:-
 Training by supervisor method

 Position Rotation method
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CHAPTER 4
DATA ANALYSIS
QUESTIONNAIRE
Q.1)Are you aware of training & Development policies in flywheel ring gear Pvt ltd?
TABLE NO: - 6.1 Awareness of T&D policies

Response Yes No Total
Respondent 70 10 80
Percentage 87% 13% 100%
Source-Primary data (Questionnaire)
Awareness of T&D policies.
13%
yes
no
87%
ANALYSIS OF DATA:-From above information it is observed that 87% of respondents said

that they are aware about Training & Development policies, 13% of respondent said that they are
not aware about Training & Development policies in FLYWHEEL RING GEAR PVT LTD.
INTERPRETATION:- Majority of respondents says that they are aware about Training &
Development policies of FLYWHEEL RING GEAR PVT LTD.
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Q.2).Have you attended any Training & Development programme conducted by FLYWHELL
RING GEAR PVT LTD?
TABLE NO: - 6.2 Attention of any T&D program.

Respondent 60 20 80
Attention of T&D program
25%
Yes
No
75%
ANALYSIS OF DATA: - From above information it is observed that 75% of respondent

have attended T&D programmes, 25% of respondent did not attended T&D programmes
conducted at FLYWHEEL RING GEAR PVT LTD.
INTERPRETATION: - Majority of respondent have attended T&D programmes.
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Q.3) No of Training programmes you attended in FLYWHELL RING GEAR PVT LTD?
TABLE NO: - 6.3 No.of Training programmes attended.
Response 0-5 5-10 10-15 15 & above Total

Respondent 29 21 17 13 80
Percentage 36.25% 26.25% 21.25% 16.25% 100%
No. of Training programmes attended

35
30
25
Respondent
20
15
10
0
0 to 5 5 to 10 10 to 15 15 & more
No. of Training programmes
29 21 17 13
attended
ANALYSIS OF DATA: - From above information it is observed that 36.25% of respondent

attended T&D programmes between 0-5, 26.25% of respondent attended T&D programmes
between 5-10, 21.25% of respondent attended T&D programmes between 10-15, 16.25% of
respondent attended T&D programmes 15 & more.
INTERPRETATION: - Majority of respondents have attended T&D programmes between 0-5.
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Q.4) What do you expect from Training & Development programme?
TABLE NO: - 6.4 Expectations from T&D programme.
Response Respondent Total Percentage Rank

Theories 10 80 12.5% 3rd
Practical 50 80 62.5% 1st
knowledge
Vocational 20 80 25% 2nd
guidance
Expectations from T&D program

60
50
40
Respondent
30
20
10
0
Practical Vocational
Theories
knowledge guidance
Expectations from T&D program 10 50 20
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ANALYSIS OF DATA: - From above information it is observed that 12.5% of
respondent expect theory knowledge from T&D, 62.5% of respondent expect practical
knowledge from T&D, 25% of respondent expect vocational guidance from T&D
programmes.
INTERPRETATTION: - Majority of respondent expect Practical knowledge fromT&D

programmes.
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Q.5) Do you accept & use new changes in the Training & Development practices?
TABLE NO: - 6.5 Acceptance & use of new changes in T&D practices.
Respondent 70 10 80
Acceptance & use of new changes
13%
Yes
No
87%
ANALYSIS OFDATA: - From above information it is observed that 87% of respondent

have accepted & use new changes in T&D practices, 13% of respondent did not accepted
& use new changes in T&D practices.
INTERPRETATION: -Majority of respondent have accepted & use new changes in

T&D practices.
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Q.6)Does the management prepare you for overseas assignments?
TABLE NO: - 6.6 Preparation for Overseas assignments.

Respondent 60 20 80
Preparation for overseas assignments
25%
Yes
No
75%
ANALYSIS OF DATA: - From above information it is observed that 75% of respondent

are prepared for overseas assignments, 25% of respondent are not prepared for overseas
assignments.
INTERPRETATION: - Majority of respondent are prepared for overseas assignments.
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Q.7) What are the basic objectives of your organization’s concerned Training & Development
programmes?
TABLE NO: - 6.7 Basic objectives of company concerned T&D programme.

Increasing 51 80 63.75% 1st
commitments
Clarifying 22 80 27.5% 2nd
psychological
contract
Settling new 7 80 8.75% 3rd
employees well
Basic objectives of T&D program

60
50
40
Respondent
30
20
10
0
Clarifying
Increasing Settling new
psychological
commitments employees well
contract
Basic objectives of T&D
51 22 7
program
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ANALYSIS OF DATA: - From above information it is observed that 63.75% of respondent said
that increasing commitments, 27.5% of respondent said that Clarifying psychological contract,
8.75% of respondent said that Settling new employees well are the basic objectives of T&D
programme.
INTERPRETATION: - Majority of respondent said that the basic objective of T&D

programme is to increase commitments.
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Q.8)What are the method of Training & Development you undergo in your company?
TABLE NO: - 6.8 Method of T&D.

Response On the Job Off the Job Both Total
Respondent 45 15 20 80
Percentage 56% 19% 25% 100%
Methods of T & D
25%
On the Job
off the Job
56% Both
19%
ANALYSIS OF DATA: - From above information it if observed that 56% of respondent said
that on the job method of T &D is carried in the organization, 25% of respondent said that off the
method of T&D is carried in the organization, 19% of respondent said that both of the methods
are carried in the organization.
INTERPRETATION: - Majority of respondent said that On the job methods of T&D are
carried out in the organization.
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Q.9) Which of the following off the job Training & Development methods are more preferred?
TABLE NO: - 6.9 Off the job T&D methods.
Response Case Study Lectures Role Play Seminar Total

Percentage 18.75% 50% 12.5% 18.75% 100%
Off the job T&D methods
40
35
30
Respondent
25
20
15
10
5
0
Case study Lectures Role play Seminars
Off the job T&D methods 15 40 10 15
that case study method is preferred, 50% of respondent said that lectures method is preferred,
12.5 % of respondent said that role play method is preferred, 18.75% of respondent said that
seminar method is preferred in their organization.
INTERPRETATION: -Majority of respondent said that Lecture method is preferred on their

organization.
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Q.10) Which of the following On the job Training & Development methods are more preferred?
TABLE NO: - 6.10 On the job T&D methods.
Response Training by Under- Position Committee Total

Supervision study Rotation method
method method method
Percentage 46% 13% 39% 2% 100%
On the job T&D methods

2%
Training bySupervision
method
39% Under-study method
46%
Position method
Committee method
13%
ANALYSIS OF DATA: -From above information it is observed that 46% of respondent said
that training by supervision method is preferred by their organization, 39% of respondent said
that Position rotation method is preferred, 13% of respondent said that under study method is
preferred, 2% of respondent said that committee method is preferred by their company.
INTERPRETATION: -Majority of respondent said that training by supervision method is

preferred.
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Q.11) What are the barriers faced during Training & Development process?
TABLE NO: - 6.11 Barriers faced during T&D.
Response Lack of Incompetence Physical Lack of Total

Interest of Trainer Distraction Resources
Percentage 25% 50% 12.5% 12.5% 100%
Barriers Faced during T&D

45
40
35
30
Respondent
25
20
15
10
5
0
Lack of Incompetence Physical Lack of
Interest Of Trainer Distraction Resourse
Barriers Faced during T&D 20 40 10 10
ANALYSIS OF DATA: - From above information it is observed that 25% of respondent said
that Lack of interest is the barrier faced during T&D, 50% of respondent said that Incompetence
of trainer is the barrier faced during T&D, 12.5% of respondent said that Physical distraction &
Lack of resources are the barriers faced during T&D.
INTERPRETATION: - Majority of respondent said that Incompetence of the trainer is the

barrier faced during T&D.
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Q.12) Are you actively involved in learning during Training & Development?
TABLE NO: - 6.12 Involvement in T&D.

Respondent 70 10 80
Involvement in T&D
13%
Yes
NO
87%
ANALYSIS OF DATA: - From above information it is observed that 87% of respondent are
actively involved in T&D programmes, 13% of respondent are not involved in T&D
programmes.
INTERPRETATION: - Majority of respondent are actively involved in T&D programme.
71
z
Q.13) Are you satisfied with the Training method of Trainer?
TABLE NO: - 6.13 Satisfaction with Training method.

Respondent 65 15 80
Satisfaction with T&D
19%
Yes
No
81%
satisfied with the T&D method of trainer, 19% of respondent are not satisfied with the T&D
method of the trainer.
INTERPRETATION: - Majority of respondent are satisfied with the T&D method of the
trainer.
72
z
Q.14) What is thecriteria used in your organization for evaluation in Training & Development?
TABLE NO: - 6.14 Criteria for Evaluation of T&D.

Learner’s 25 80 31.25% 1st
reaction
Knowledge 15 80 18.75% 2nd
Appraisal
Behavioural 15 80 18.75% 2nd
changes
Measurable 25 80 31.25% 1st
results
Criteria for evaluation of T&D

30
25
20
Respondent
15
10
0
Learner's Knowledge Behavioural Measurable
Reaction appraisal changes results
Ceiteria for evaluation of T&D 25 15 15 25
73
z
that T&D is evaluated on the basis of learner’s reaction& measurable results, 18.75% of
respondent said that T&D is evaluated on the basis of knowledge appraisal & behavioural
changes.
INTERPRETATION: -Majority of respondent said that T&D is evaluated on the basis of

learner’s reaction & measurable results.
74
z
Q.15) How is Training helpful for communication?
TABLE NO: - 6.15 Training helpful for communication.

Good relation 30 80 37.5% 1st
between
employee &
employer
Increase the 25 80 31.25% 2nd
productivity
Attention the 25 80 31.25% 2nd
organizational
goals
Training useful for communication

31
30
29
28
Respondent
27
26
25
24
23
22
Good relations
Increase the Attention of
between Employees
Productivity Organizational goals
& Employer
Training useful for
30 25 25
communication
75
z
that T&D is helpful to create good relations between employees & employer, 31.25% of
respondent said that T&D is helpful to increase the productivity & to attend the organizational
goals.
INTERPRETATION: - Majority of respondent said that T&D is helpful to create good

relations between employee & employer.
76
z
Q.16) Is Training necessary for accelerating working performance?
TABLE NO: - 6.16 Necessity of Training for working performance.

Respondent 30 50 80
Necessity of T&D
37%
Yes
63%
No
ANALYSIS OF DATA: - From above information it is observed that 63% of respondent said
that T&D is necessary for accelerating working performance, 37% of respondents said that T&D
is not necessary for accelerating working performance.
INTERPRETATION: -Majority of respondent said that T&D is necessary for accelerating

working performance.
77
z
Q.17) How is Training & Development effective for organization?
TABLE NO: - 6.17 Effectiveness of Training & Development for Organization.

Increased 10 80 12.5% 3rd
productivity
Less supervision 20 80 25% 2nd
Reduction of 30 80 37.5% 1st
errors &
accidents
Job satisfaction 20 80 25% 2nd
Effectiveness of T&D for organization

35
30
25
Respondent
20
15
10
5
0
Reduction of
Increased Less Job
Errors&
productivity supervision satisfaction
Accidents
Effectiveness of T&D for
10 20 30 20
organuzation
78
z
that T&D is effective in increasing productivity, 25% of respondent said that T&D is effective as
it requires less supervision & gives job satisfaction, 37.5% of respondent said that T&D is
effective in reduction of errors accidents.
INTERPRETATION: -Majority of respondent said that T&D is effective in reduction of errors

& accidents.
79
z
Q.18) In what way is Training & Development effective for employees?
TABLE NO: - 6.18 Effectiveness of Training & development for employees.
Response Increased job Reduced Risk Increased Total

satisfaction & employee management innovation
morale turnover in strategies
& Product
Percentage 12.5 12.5 62.5 12.5 100%
Effectiveness of T&D for Employees

60
50
40
Respondent
30
20
10
0
Increased
Increased job Reduced
Risk innovations in
satisfaction & employee
management strategies &
morale turnover
Product
Effectiveness of T&D for
10 10 50 10
Employees
that T&D is effective in increasing job satisfaction & morale, Reducing employee turnover,
increased innovations in strategies & product, 62.5% of respondent said that T&D is effective in
risk management.
INTERPRETATION: - Majority of respondent said that T&D is effective in risk management.
80
z
Q.19.1) Training course facilitate you in improving personal competency.
TABLE NO: - 6.19.1. Training course facilitate in improving personal competency.
Training Strongly Agree Neutral Disagree Strongly Total Mean

course Agree Disagree
facilitate
you in
improving
personal
competency.
Respondent 10 20 25 10 15 80 3
Percentage 13% 25% 31% 12% 19% 100%
Training facilitate in improving personal

competency
SA A N D SD
19% 12%
13% 25%
31%
strongly agreed & 12% of respondent are disagreed that training course facilitate them in
improving personal competency, 25% of respondent are agree with the statement, 31% of
respondent are neutral about the statement, 19% of respondent are disagree about the statement.
INTERPRETATION: -Majority of respondent are neutral about the statement that training
course facilitate in improving personal competency.
81
z
Q.19.2) T&D practice facilitates the employees to get information about the job.
TABLE NO: - 6.19.2. T&D practice facilitate the employees to get information about the job.
T&D Strongly Agree Neutral Disagree Strongly Total Mean

practice Agree Disagree
facilitate the
employees
to get
information
about the
job
Respondent 13 25 13 17 12 80 3.125
Percentage 16.25% 31.25% 16.25% 21.25% 15% 100%
T&D facilitate to get information about the

job
30
25
20
15 T&D facilitate to get

information about the job
10
0
SA A N D SD
82
z
ANALYSIS OF DATA: - From above information it is observed that 16.25% of respondent are
strongly agreed & neutral about the statement that T&D practice facilitate the employees to get
information about the job, 31.25% of respondent are agree with the statement, 21.25% are
disagree about the statement, 15% of respondent are disagree about the statement.
INTREPRETATION: - Majority of respondent agree the statement that is T&D practice

facilitate the employees to get information about the job.
83
z
Q.19.3) The designed T&D programme change your attitude about diversity & or to diverse
workforce.
TABLE NO: - 6. 19.3. Change your attitude about diversity & or to diverse workforce.
The Strongly Agree Neutral Disagree Strongly Total Mean

designed Agree Disagree
T&D
programme
change your
attitude
about
diversity &
or to diverse
workforce.
Respondent 11 16 38 10 5 80 3.125
Percentage 13.75% 20% 47.5% 12.5% 6.25% 100%
T&D changes attitude about diversity &

workforce
40
35
30
25
20 T&D changes attitude about

diversity & workforce
15
10
0
SA A N D SD
84
z
ANALYSIS OF DATA: - From above information it is observed that 13.75% respondent are
strongly agree that the designed T&D programme change your attitude about diversity & or to
diverse workforce, 20% of respondent are agree about the statement, 47.5% of respondent are
neutral about the statement, 12.5% of respondent are disagreed about the statement, 6.25% of
respondent are strongly disagree about the statement.
INTERPRETATION: -Majority of respondent are neutral about the statement that the designed
T&D programme change your attitude about diversity & or to diverse workforce.
85
z
Q.19.4) T&D program helps you to take responsibilities & authority to make decision.
TABLE NO: - 6.19.4. T&D program helps you to take responsibilities & authority to make
decision.
T&D program Strongly Agree Neutral Disagree Strongly Total Mean

helps you to Agree Disagree
take
responsibilities
& authority to
make decision
Respondent 21 14 26 10 9 80 3.35
Percentage 26.25% 17.5% 32.5% 12.5% 11.25% 100%
T&d helps to take responsibilty & decision.

30
25
20
15 T&d helps to take responsibilty

& decision.
10
0
SA A N D SD
86
z
ANALYSIS OF DATA: -From above information it is observed that 26.25% of respondent
strongly agrees with the statement that the T&D program helps employees to take
responsibilities & authority to make decision, 17.5% of respondent are agree with the statement,
32.5% of respondent are neutral about the statement, 12.5% of respondent are disagree about the
statement, 11.5% of respondent are strongly disagree with the statement.
INTERPRETATION: - Majority of respondent are neutral about the statement that the T&D
program helps you to take responsibilities & authority to make decision.
87
z
Q.19.5) Management conduct formative evaluation to improve the T&D programme.
TABLE NO: -6. 19.5. Formative evaluation to improve the T&D programme.
The Strongly Agree Neutral Disagree Strongly Total Mean

management Agree Disagree
conduct
formative
evaluation
to improve
the T&D
programme
Respondent 24 19 11 14 12 80 3.36
Percentage 30% 23.75% 13.75% 17.5% 15% 100%
Formative evaluation to improve T&D

30
25
20
15 Formative evaluation to
improve T&D
10
0
SA A N D SD
88
z
ANALYSIS OF DATA: -From above information it is observed that 30% of respondent agrees
with the statement that the management conduct formative evaluation to improve the T&D
programme, 23.75% of respondent agrees the statement that the management conduct formative
evaluation to improve the T&D programme, 13.75% of respondent are neutral about the
statement, 17.5% of respondent disagrees with the statement, 15% of respondent strongly
disagrees the statement.
INTERPRETATION: -Majority of respondent are strongly agree with the statement that the
management conduct formative evaluation to improve the T&D programme.
89
z
Q.20) What is the perception & suggestion about Training & Development at FLYWHEEL
RING GEAR PVT LTD?
TABLE NO: - 6.20.Perception & suggestions about T&D.
Respondent Perception/Suggestion about T&D

1 Provide adequate Training program to each every person arranged accordingly.
2 Company has to introduce effective Training in every department of the firm so
as it help to learn more knowledge in the subject.
3 Ensure that there is a proper linkage between organizational, operational,
individual training needs.
4 The evaluation program must be implemented concerning trainer, trainee &
subject.
5 Post training has to be continuous.
6 Feedbacks should be taken into consideration.
7 Lectures as well as presentation should be considered as the major part of the
training.
8 Besides questionnaire other methods of training evaluation should also be used
like interview, self-diaries, observation & supplements.
9 Training should be continuous.
10 Training should be taken from outside trainer.
11 Off the job & on the job training methods should be conducted continuously.
12 The major emphasis should be given to job instruction.
13 Making T&D process entirely in house activity to reduce cost.
14 Training on live projects should be conducted.
15 Healthy environment among Trainee & Trainer should be maintained.
16 There should be no discrimination on the basis of Designation.
17 Activities related to training should be conducted.
18 Team activities should be constantly practiced to boost up the team work.
19 Goals of training should be explained to the trainees.
20 Moto behind conducting the training should be explained to the employees.
90
z
21 Exposure to new ideas should be given.
22 Trainers should be well aware about the current topics.
23 Practical knowledge along with theoretical should be delivered.
91
z
CHAPTER 7
7.1 FINDINGS OF THE STUDY
1. From above information it is observed that 87% of respondents says that they are aware about
Training & Development policies, 13% of respondent says that they are not aware about
Training & Development policies in FLYWHEEL RING GEAR PVT LTD.
2. From above information it is observed that 75% of respondent have attended T&D
programmes, 25% of respondent did not attended T&D programmes conducted at FLYWHEEL
RING GEAR PVT LTD.
3. From above information it is observed that 36.25% of respondent attended T&D programmes
between 0-5, 26.25% of respondent attended T&D programmes between 5-10, 21.25% of
respondent attended T&D programmes between 10-15, 16.25% of respondent attended T&D
programmes 15 & more.
4. From above information it is observed that 12.5% of respondent expect theory knowledge
from T&D, 62.5% of respondent expect practical knowledge from T&D, 25% of respondent
expect vocational guidance from T&D programmes.
5. From above information it is observed that 87% of respondent have accepted & use new
changes in T&D practices, 13% of respondent did not accepted & use new changes in T&D
practices.
6. From above information it is observed that 75% of respondent are prepared for overseas
assignments, 25% of respondent are not prepared for overseas assignments.
7. From above information it if observed that 56% of respondent says that on the job method of
T &D is carried in the organization, 25% of respondent says that off the method of T&D is
carried in the organization, 19% of respondent says that both of the methods are carried in the
organization.
8. From above information it if observed that 56% of respondent says that on the job method of
T &D is carried in the organization, 25% of respondent says that off the method of T&D is
92
z
carried in the organization, 19% of respondent says that both of the methods are carried in the
organization.
9. From above information it is observed that 18.75% of respondent says that case study method
is preferred, 50% of respondent says that lectures method is preferred, 12.5 % of respondent says
that role play method is preferred, 18.75% of respondent says that seminar method is preferred in
their organization.
10. From above information it is observed that 46% of respondent says that training by
supervision method is preferred by their organization, 39% of respondent says that Position
rotation method is preferred, 13% of respondent says that under study method is preferred, 2% of
respondent says that committee method is preferred by their company.
11. From above information it is observed that 25% of respondent that Lack of interest is the
barrier faced during T&D, 50% of respondent says that Incompetence of trainer is the barrier
faced during T&D, 12.5% of respondent says that Physical distraction & Lack of resources are
the barriers faced during T&D.
12. From above information it is observed that 87% of respondent are actively involved in T&D
programmes, 13% of respondent are not involved in T&D programmes.
13. From above information it is observed that 81% of respondent bare satisfied with the T&D
method of trainer, 19% of respondent are not satisfied with the T&D method of the trainer.
14. From above information it is observed that 31.25% of respondent says that T&D is evaluated
on the basis of learner’s reaction & measurable results, 18.75% of respondent says that T&D is
evaluated on the basis of knowledge appraisal & behavioural changes.
15. From above information it is observed that 37.5% of respondent says that T&D is helpful to
create good relations between employees & employer, 31.25% of respondent says that T&D is
helpful to increase the productivity & to attend the organizational goals.
16. From above information it is observed that 63% of respondent says that T&D is necessary for
accelerating working performance, 37% of respondents says that T&D is not necessary for
accelerating working performance.
93
z
17. From above information it is observed that 12.5% of respondent says that T&D is effective in
increasing productivity, 25% o respondent says that T&D is effective as it requires less
supervision & gives job satisfaction, 37.5% of respondent says that T&D is effective in reduction
of errors accidents.
18. From above information it is observed that 13% of respondent are strongly agreed & 12% of
respondent are disagreed that training course facilitate them in improving personal competency,
25% of respondent are agree with the statement, 31% of respondent are neutral about the
statement, 19% of respondent are disagree about the statement.
19. 1.From above information it is observed that 13% of respondent are strongly agreed & 12%
of respondent are disagreed that training course facilitate them in improving personal
competency, 25% of respondent are agree with the statement, 31% of respondent are neutral
about the statement, 19% of respondent are disagree about the statement.
19.2. From above information it is observed that 16.25% of respondent are strongly agreed &
neutral about the statement that T&D practice facilitate the employees to get information about
the job, 31.25% of respondent are agree with the statement, 21.25% are disagree about the
statement, 15% of respondent are disagree about the statement.
19.3.From above information it is observed that 13.75% respondent are strongly agree that the
designed T&D programme change your attitude about diversity & or to diverse workforce, 20%
of respondent are agree about the statement, 47.5% of respondent are neutral about the statement,
12.5% of respondent are disagreed about the statement, 6.25% of respondent are strongly
disagree about the statement.
19.4.From above information it is observed that 26.25% of respondent strongly agrees with the
statement that the T&D program helps employees to take responsibilities & authority to make
decision, 17.5% of respondent are agree with the statement, 32.5% of respondent are neutral
about the statement, 12.5% of respondent are disagree about the statement, 11.5% of respondent
are strongly disagree with the statement.
19.5.From above information it is observed that 30% of respondent agrees with the statement
that the management conduct formative evaluation to improve the T&D programme, 23.75% of
94
z
respondent agrees the statement that the management conduct formative evaluation to improve
the T&D programme, 13.75% of respondent are neutral about the statement, 17.5% of
respondent disagrees with the statement, 15% of respondent strongly disagrees the statement.
95
z
7.2 CONCLUSIONS OF THE STUDY
1. Majority of respondents says that they are aware about Training & Development policies
of FLYWHEEL RING GEAR PVT LTD.
2. Majority of respondent have attended T&D program.
3. Majority of respondents have attended T&D programmes between 0-5.
4. Majority of respondent expect Practical knowledge from T&D programmes.
5. Majority of respondent have accepted & use new changes in T&D practices.
6. Majority of respondent are prepared for overseas assignments.
7. Majority of respondent says that the basic objective of T&D programme is to increase
commitments.
8. Majority of respondent says that on the job methods of T&D are carried out in the
organization.
9. Majority of respondent says that Lecture method is preferred on their organization.
10. Majority of respondent says that Lecture method is preferred on their organization.
11. Majority of respondent says that training by supervision method is preferred.
12. Majority of respondent says that Incompetence of the trainer is the barrier faced during
T&D
13. Majority of respondent are actively involved in T&D programme.
14. Majority of respondent are satisfied with the T&D method of the trainer.
15. Majority of respondent says that T&D is evaluated on the basis of learner’s reaction &
measurable results.
16. Majority of respondent says that T&D is helpful to create good relations between
employee & employer.
17. Majority of respondent says that T&D is effective in reduction of errors & accidents.
18. Majority of respondent says that T&D is effective in risk management.
19. 1. Majority of respondent are neutral about the statement that training course facilitate in
improving personal competency.
1. 2. Majority of respondent agree the statement that is T&D practice facilitate the
employees to get information about the job.
96
z
19. 3. Majority of respondent are neutral about the statement that the designed T&D
programme change your attitude about diversity & or to diverse workforce.
19.4.Majority of respondent are neutral about the statement that the T&D program helps you
to take responsibilities & authority to make decision.
19.5.Majority of respondent are strongly agree with the statement that the management
conduct formative evaluation to improve the T&D programme.
97
z
7.3 RECOMMENDATIONS & SUGGESTIONS
The suggestions are as follows:
1. Provide employees motivation program & other training program for the development
towards profit making.
2. Skill based training (Product /Process Training) should be provided.
3. Company has to introduce effective training in every department of the firm so as it
help to learn more knowledge in the subject.
4. Give computer based training to the employees once in every three months.
5. On the job & off the job methods are equally important. Provide both the training
continuously to the employees.
6. Make T&D process entirely in the house activity to reduce cost.
98
z
 Bibliography
Sr.No. Name Of Author Title Of Book Edition Year Publication

1 P. Subbarao Essential Of Human Fifth 2007 Himalaya
Resource Management.
2 C. R. Kothari Research Methodology Second 2004 Vishwa
 Website:-www.academia.edu.in
www.slideshare.net.com
www.scribd.com
www.ringgearindia.com
99
z
ANNEXURE
MVP’S IMRT NASHIK
QUESTIONNAIR ON TRAINNING & DEVELOPMENT
Name of employee : Designation :
Age group : 25-35_ 35-45_ 45-55_ 55- above_
Experience : 0-3_ 3-7_ 7-10_ 10 years_

--------------------------------------------------------------------------------------------------------------------------
1) Are you aware about the Training & Development policies in the organization?
a) Yes b) No
2) Have you attended any T&D program conducted by FLYWHEEL RING GEAR PVT
LTD?
a) Yes b) No
3) No. of Training programmes you attended in FLYWHEEL RING GEAR PVT LTD
a) 0-5 b) 5-10 c)10-15 d)15 & more
4) What do you expect from T&D programme? (Tick)
a) Theories
b) Practical Knowledge
c) Vocational guidance
5) Do you accept & use new changes in the T&D practices?
a) Yes b) No
6) Does the management prepare you for overseas assignments?
a) Yes b) No
7) What are the basic objectives of your organization’s concerned T&D

programmes? (Tick the following)
a) Increasing commitments
b) Clarifying psychological contract
100
z
c) Settling new employees well
8) What are the methods of T&D you undergone in your company?
a) On the job
b) Off the job
c) Both
9) Which of the following off the job T&D methods are more preferred?
(Rank according to 1,2,3,4 )
a) Case study
b) Lectures
c) Role Play
d) Seminars
10) What are the barriers faced during T&D process?
(Rank according 1,2,3,4 )
a) Lack of interest
b) Incompetence of trainer
c) Physical distraction
d) Lack of resources
11) Which of the following On the job T&D methods are more preferred?
(Rank according 1,2,3,4 )
a) Training by supervisor method

b) Under-study method
c) Position Rotation method
d) Committee method
12) Are you actively involved in learning during T&D programme?
a) Yes b) No
13) Are you satisfied with the training method of trainer?
a) Yes b) No
101
z
14) What is the criteria used in your organization for evaluation in T&D?(Tick the following)
a) Learner’s Reaction
b) Knowledge Appraisal
c) Behavioural Changes
d) Measurable Results
15) How is training helpful for communication?(Tick the following)
a) Keep good relationship between employer & employees
b) Increase the productivity
c) Attention the Organization goals
16) Is training necessary for accelerating working performance?
a) Yes b) No
17) How is training and development effective for organization?(tick the following)
a) Increased productivity.
b) Less supervision.
c) Reduction of errors & accidents
d) Job satisfaction
18) In what way is Training & Development effective for employees?
a) Increased job satisfaction & morale
b) Reduced employee turnover
c) Risk management
d) Increased innovation in strategies & product
19) Please rate the following statement by choosing one alternative.
Sr.no Statement Strongly agree Agree Neutral disagree Strongly disagree

1) Training course
facilitate you in
improving personal
competency
102
z
2) T&D practices
facilitate
Facilitate the
employees to get
information about the
job
3) The designed T&D
programme change
your attitude about
diversity & or to
diverse work force
4) T&D program helps
you to take
responsibilities &
authority to make
decisions
5) The management
conduct formative
evaluation to improve
the T&D programme
20) What is your Perception and suggestions about T&D at FLYWHEEL RING GEAR
industry?
------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------
103
z

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A

“TRAINING AND DEVELOPMENT”

SavitribaiPhule Pune University

In the Partial Fulfilment of the Course

“MASTER IN BUSINESS ADMINISTRATION-HUMAN

Miss. Kadam Radha Pravin

Under The Guidance Of

INSTITUTE OF MANAGEMENT AND RESEARCH

I express my sincere thanks to my project guideDr.J.J.KadamMamfor her motivation, guidance

Place: Nasik Name: Miss. RADHA .P. KADAM

I Miss. RADHA PRAVIN KADAM student of INSTITUTE OF MANAGEMENT AND

Place: Nasik Name: Miss. Radha.P.Kadam.

Place: Nasik Name:Dr.J.J. KADAM

5 DATA PRESENTATION,ANALYSIS& INTERPRETATION OF

6 DATA PRESENTATION,ANALYSIS& INTERPRETATION OF

7 CONCLUSION & SUGGESTIONS

4 6.2 Attention of any T&D programme 65

2 6.2 Attention of any T&D programme 65

Sr. No Figure Description Page no

1.1 Object of Internship Project

1. To examine effectiveness of training in overall development of skills of workforce.

1. The study is limited to only Nasik Industry.

4. Training & development is focused at development of an individual, thus it develops

2.1 Research Design

Research is the discovery of facts, development of facts and verification of facts. It is an

1. Exploratory research design :-

2. Descriptive research design-

3. Qualitative research design-

4. Quantitative research design-

Hence, researcher has selected exploratory research type for study.

An important step before the data collection is sampling. Sampling is a process of

“Sampling is the selection of a certain percentage of a group of items according to a

“A sample as the name applies is a smaller representative of a large whole”.

Goode and Hatt

A] Convenience Sampling:Convenience sampling is a method in which samples are

B] Judgement Sampling: In judgment sampling or purposive sampling participants are

Methods of data collection

Two basic methods of data collection are:

The methods of collection primary data include:

 Can be posted, email or faxed.

There are different types of questionnaire

 Reports of the research carried out in past

Type of data analysis:

There are two types of methods of data analysis:

1) Quantitative method of data collection

Quantitative method of data analysis:

1) Mean: it is the average score of the sample.

Methods of primary data collection

Primary sources refer to original events, documents and articles.

These three methods are as follows:

Methods of secondary data collection

Data preparation includes, editing, coding.

Type of research Exploratory

3.1 History, Milestone of Organisation:-

Fly Wheel Ring Gear Pvt Ltd

Contact No: +91-253-2382393.

Project Guide: Prof. Dr. J. J. Kadam

Quality Policy / Processes

FRGPL's MANUFACTURING FACILITIES Area of over 1500 sq. mtrs.

FLYWHEEL RING GEARS PVT.

We have a significant presence in the Ring Gear

A glimpse of our following application guide will give you a