SUMMER TRAINING REPORT

ON
“A TRAINING AND DEVLOPEMENT AT HERO MOTOCORP
LTD.”

Submitted for the Degree of B.Com. Honors in Accounting and Finance

Under the University of Calcutta

Bidhan Chandra College,Rishra

Submitted by,

ASIF AHMED
B.Com III year (Hons’)

Session 2012-2013

Approved By, Guided By,

DR. SUMEET GUPTA GURMEET SINGH
Head of the Department General Manager
JAI HERO, Kolkata Zonal Office

BIDHAN CHANDRA COLLEGE, RISHRA

 Shakespeare Sarani (KOL) - 700017
DECLARATION

I the undersigned solemnly declare that the report of the research work entitled A PROJECT

REPORT ON CUSTOMER BEHAVIOUR AND SATISFACTION LEVEL FOR HERO

MOTOCORP LTD. is based on my own work carried out during the course of my study under

the supervision of MR. GURMEET SINGH, General Manager (JAI HERO).

I assert that the statements made and conclusions drawn are an outcome of my research

work. I further declare that to the best of my knowledge and belief the report does not contain

any part of any work which has been submitted for the award of B.Com degree or any other

degree/diploma/certificate in this University or any other University of India or abroad.

_________________

(Signature of the Candidate)

ASIF AHMED

Roll No: AI6161

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 CERTIFICATE

This is to certify that project report “A PROJECT REPORT ON CUSTOMER BEHAVIOUR

AND SATISFACTION LEVEL FOR HERO MOTOCORP LTD”. is a record of research

work carried out by MR. ASIF AHMED bearing Roll No.: AI6161 under my/our guidance and

supervision for the part fulfillment for the award of B.Com. Honors Degree in Accounting and

Finance from BIDHAN CHANDRA COLLEGE, RISHRA, HOOGHLY.

To the best of my knowledge and belief the Report

i) Embodies the work of the candidate himself,

ii) Has duly been completed,

iii) Is up to the desired standard both in respect of contents and language for external

viva.

Gurmeet Singh
General Manager
JAI HERO, Kolkata Zonal Office
(KOL)

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 ACKNOWLEDGEMENT

I, hereby, express my gratitude towards JAI HERO, Kolkata Zonal Office for granting me

the opportunity to do my Internship Programme in their Company. I also take this moment to

express my gratitude to Mr. Gurmeet Singh, General Manager of the JAI HERO under whose

guidance I could conduct my project training on “A PROJECT ON CUSTOMER

BEHAVIOUR AND SATISFACTION LEVEL FOR HERO MOTOCORP LTD.”

I am pleased to record my gratitude and sincere thanks to my guide, Bidhan Chandra

College, Rishra for sincere guidance and valuable assistance for completing this report.

I am also indebted to my parents and friends for their support for completing this project

successfully.

Once more, I am grateful to all the above mentioned people for the help, advices and

suggestions they contributed in the making of my Project Report during the period from

December-January, 2012-2013.

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TABLE OF CONTENTS PAGE

Declaration by the Student 1

Certificate from the Supervisor / Company 2
Acknowledgments 3
Chapter 1. Introduction to the study 5-6
a. Explanation of the subject
Chapter 2. Company Profile / Industry Profile 7-21
a. About the Company / Industry
b. The relation of work done in your study to the industry
Chapter 3. Literature Review 22-25
a. Related to the work done in your study
Chapter 4. Research Methodology 26-27
a. Objectives
b. Research Plan
c. Sampling Plan
d. Data Collection
e. Descriptive Statistics
Chapter 5. Data Tabulation, Analysis and Results 28-43
a. Type of Analysis used and Why
b. Results of the Analysis
Chapter 6. Findings of the study 44-45
Chapter 7. Recommendations 46-47
Chapter 8. Limitations 48-49
Chapter 9. Conclusions 50-51

References 52-53
Appendices 54-56
a. Research Progress Report
b. Questionnaire used

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CHAPTER - 1
INTRODUCTION

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 1.1 Introduction of Study

Selling of any product, there is needed to build relationship with customer. For building a
Relationship there is need for knowing the customer behavior and how will be they satisfied?

This project is undertaken to know the customer behavior & satisfaction level for Hero
MotoCorp in JAI HERO at (Shakespeare Sarani, Kolkata). Also through this project get
awareness that which factors affect on the selling of bike mainly in the rural area. Because the
area where project was undergoing, it is almost rural area and most population income depends
on agriculture or its products.

There were some limitations while doing the project. The data was collected by personal
interviews of the respondents. It was very challenging to fill up the questionnaire as most of the
population comes from rural back ground. As it was the rural area we were supposed to explain
each and every question of the questionnaire. Also many of them did not show any interest in
filling questionnaires..

This study will help Hero MotoCorp to know the most popular way by which they are
providing services and quality to the customers and to know various customers Perceptions.
From the study, we found that, the customers were highly satisfied with the products and service
of Hero MotoCorp, but there were some complaints regarding after sales service and staff of
Hero MotoCorp.

It was found that Hero MotoCorp Motor cycle is having a good brand image in the
market. Most of the respondents considered Hero MotoCorp showroom is one of the best places
to purchase of Motor cycle.

The present is the era of customers. Customers are more knowledgeable than ever before
and because the customer is more knowledgeable, companies must be faster, more agile and
more creative than few years ago. So companies should strive to enhance customer satisfaction
through knowing their expectations regarding products.

Hero MotoCorp should improve on their after sales support, and have knowledgeable
support staff. Also Hero MotoCorp should increase the range of its targeted market.

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 CHAPTER - 2
COMPANY PROFILE

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2.1 HISTORY OF COMPANY
Hero MotoCorp is the World's single largest two-wheeler motorcycle company. Honda
Motor Company of Japan and the Hero Group entered a joint venture to setup Hero Honda
Motors Limited in 1984. The joint venture between India's Hero Group and Honda Motor
Company, Japan has not only created the world's single largest two wheeler company but also
one of the most successful joint ventures worldwide.

Hero Motocorp Ltd. formerly known as Hero Honda is world’s largest Two-Wheeler
company having its registered office in India. The company started with a joint venture between
the Japanese Two Wheeler manufacturing company Honda in 1984, but in 2010 Honda decided
to move out and Hero Cycle bought their shares and became a new independent identity.

The new company which was renamed Hero Motocorp in August 2011 is now the
world’s largest manufacturer of two – wheelers. The company has been working intelligently and
trying to utilise every opportunity to promote its new brand identity.

The Company started with a vision of empowering India by its bikes and making it a
mobile and much more empowered country by taking it to global market with its world class
bikes In the 1980’s Hero Honda introduced low cost and fuel efficient bikes in India. The
Japanese technology which came from their Japanese partner “Honda” in the Hero motorcycles
made it a huge hit in Indian market. The company continued to use the same technology till they
parted ways with Honda. The company offers wide range of two wheelers including motorcycles
and scooters.

With its three manufacturing plants located at Haridwar, Gurgaon and Dharuhera, Hero
churns out approx 3 million bikes in a year. Not only in manufacturing the company is a real
“hero” in customer service also with a huge network of about 3000 dealerships and service
centers across country.

MILESTONES

 1983
 Joint Collaboration Agreement with Honda Motor Co. Ltd. Japan signed.
 Shareholders Agreement signed.
 1984
 Hero Honda Motors Ltd. Incorporated.
 1985
 First motorcycle 'CD 100' rolled out.

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 1987
 100,000th motorcycle produced.

 1989
 New motorcycle model - 'Sleek' introduced.
 1991
 New motorcycle model - 'CD 100 SS' introduced.
 500,000th motorcycle produced.
 1992 
 Raman Munjal Vidya Mandir inaugurated -A School in the memory of founder
Managing Director, Mr. Raman Kant Munjal.
 1994
 New motorcycle model - 'Splendor' introduced.
 1,000,000th motorcycle produced.
 1997
  New motorcycle model - 'Street' introduced.
 Hero Honda's 2nd manufacturing plant at Gurgaon inaugurated.
 1998
 2,000,000th motorcycle produced.
 1999
  New motorcycle model - 'CBZ' introduced.
 Environment Management System of Dharuhera Plant certified with ISO-14001
by DNV Holland.
 Raman Munjal Memorial Hospital inaugurated - A Hospital in the memory of
founder Managing Director, Mr. Raman Kant Munjal.
 2000
 4,000,000th motorcycle produced.
 Environment Management System of Gurgaon Plant certified ISO-14001 by DNV
Holland.
 Splendor declared 'World No. 1' - largest selling single two-wheeler model.
 'Hero Honda Passport Programme' - CRM Programme launched.

 2001
 New motorcycle model - 'Passion' introduced.
 One million production in one single year .
  New motorcycle model - 'Joy' introduced.
 5,000,000th motorcycle produced.
 2002

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  Becomes the first Indian Company to cross the cumulative 7 million sales mark .
 Splendor has emerged as the World's largest selling model for the third calendar
year in a row(2000, 2001, 2002).
 New motorcycle model - 'CD Dawn' introduced, New motorcycle model -
'Splendor +'introduced, New motorcycle model - 'Passion Plus' introduced, New
motorcycle model -'Karizma' introduced.
 2004
  New motorcycle model - 'Ambition 135' introduced.
 Hero Honda became the World No. 1 Company for the third consecutive year.
 Crossed sales of over 2 million units in a single year, a global record.
 Splendor - World's largest selling motorcycle crossed the 5 million mark .
  New motorcycle model - 'CBZ' introduced.
 Joint Technical Agreement renewed.
 Total sales crossed a record of 10 million motorcycles.
 2005
 Hero Honda is the World No. 1 for the 4th year in a row.
 New motorcycle model - 'Super Splendor' introduced, New motorcycle model -
'CD Deluxe' introduced New motorcycle model - 'Glamour' introduced, New
motorcycle model - 'Achiever' introduced.
 First Scooter model from Hero Honda - 'Pleasure' introduced.
 2006
 Hero Honda is the World No. 1 for the 5th year in a row.
 15 million production milestone achieved.
 2007
 Hero Honda is the World No. 1 for the 6th year in a row.
 New 'Splendor NXG' launched.
 New 'CD Deluxe' launched.
 New 'Passion Plus' launched.
 New motorcycle model 'Hunk' launched.
 20 million production milestone achieved.
 2008
 Hero Honda Haridwar Plant inauguration.
 New 'Pleasure' launched.
 Splendor NXG launched with power start feature.
 New motorcycle model 'Passion Pro' launched.
 New 'CBZ Xtreme' launched.
 25 million production milestone achieved
 .

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  CD Deluxe launched with power start feature.
 New 'Glamour' launched.
 New 'Glamour Fi' launched.

 2009
 Hero Honda GoodLife Program launched Hunk' (Limited Edition) launched.
 Splendor completed 11 million production landmark .
 New motorcycle model 'Karizma - ZMR' launched.
 Silver jubilee celebrations.
 2010
 New model Splendor Pro launched.
 Launch of new Super Splendor and New Hunk.
 2011
 New licensing arrangement signed between Hero and Honda.
 Launch of new refreshed versions of Glamour, Glamour FI, CBZ Xtreme,
Karizma.
 Crosses the landmark figure of 5 million cumulative sales in a single year .
 July 29, 2011 - Hero Honda Motors changed its name to Hero MotoCorp
following the exit of its erstwhile Japanese promoter, Honda, from the company.

Hero Honda is now Hero MotoCorp

On 11 sept. 2011 the name of company was enhanced to Hero MotoCorp Ltd.
From Hero Honda Motors and its known as Hero MotoCorp Ltd.

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2.2 COMPANY PROFILE
Hero MotoCorp Ltd. (Formerly Hero Honda Motors Ltd.) is the world's largest
manufacturer of two – wheelers,based in India.
In 2001, the Company achieved the coveted position of being the largest two-wheeler
manufacturing Company in India and also, the ‘World No.1’ two-wheeler Company in terms of
unit volume sales in a calendar year. Hero MotoCorp Ltd. continues to maintain this position till
date.

Vision
The story began with a simple vision – the vision of a mobile and an empowered India, powered
by its bikes. Hero MotoCorp Ltd., company’s new identity, reflects its commitment towards
providing world class mobility solutions with renewed focus on expanding company’s footprint
in the global arena.

Mission
Hero MotoCorp’s mission is to become a global enterprise fulfilling its customers’ needs and
aspirations for mobility, setting benchmarks in technology, styling and quality so that it converts
its customers into its brand advocates. The Company will provide an engaging environment for
its people to perform to their true potential. It will continue its focus on value creation and
enduring relationships with its partners.

Strategy
Hero MotoCorp’s key strategies are to build a robust product portfolio across categories, explore
growth opportunities globally, continuously improve its operational efficiency, aggressively
expand its reach to customers, continue to invest in brand building activities and ensure customer
and shareholder delight.

Manufacturing
Hero Honda bikes are manufactured across three globally benchmarked manufacturing facilities.
Two of these are based at Gurgaon and Dharuhera which are located in the state of Haryana in
northern India. The third and the latest manufacturing plant is based at Haridwar, in the hill state
of Uttarakhand.

Technology

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In the 1980’s the Company pioneered the introduction of fuel-efficient, environment friendly
four-stroke motorcycles in the country. It became the first Company to launch the Fuel Injection
(FI) technology in Indian motorcycles, with the launch of the Glamour FI in June 2006.
Its plants use world class equipment and processes and have become a benchmark in leanness
and productivity. Hero MotoCorp, in its endeavor to remain technology pioneer, will continue to
innovate and develop cutting edge products and processes.

Products
Hero Honda's product range includes variety of motorcycles that have set the industry standards
across all the market segments. The Company also started manufacturing scooter in 2005. Hero
Honda offers large no. of products and caters to wide variety of requirements across all the
segments.

Distribution
The Company’s growth in the two wheeler market in India is the result of an intrinsic ability to
increase reach in new geographies and growth markets. Hero MotoCorp’s extensive sales and
service network now spans over to 5000 customer touch points. These comprise a mix of
authorized dealerships, Service & Spare Parts outlets, and dealer-appointed outlets across the
country.

Brand
The new Hero is rising and is poised to shine on the global arena. Company’s new identity
“Hero MotoCorp Ltd.” Is truly reflective of its vision to strengthen focus on mobility and
technology and creating global footprint. Building and promoting new brand identity will be
central to all its initiatives, utilizing every opportunity and leveraging its strong presence across
sports, entertainment and ground- level activation.

2010-11 Performance
Total unit sales of 54, 02,444 two-wheelers, (growth of 17.44 per cent)
Total net operating income of Rs. 19,401.15 Crores, growth of 22.32 per cent
Net profit after tax at Rs. 1,927.90 Crores
Total dividend of 5250% or Rs. 105 per share including Interin Dividend of Rs. 70 per share on
face value of each
Share of Rs. 2 each
EBIDTA margin for the year 13.49 per cent
EPS of Rs. 96.54

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2.3 BOARD OF DIRECTORS
No. Name of the Directors Designation
1. Mr. Brijmohan Lall Munjal Chairman

2. Mr. Pawan Munjal Managing Director & CEO

3. Mr. Sunil Kant Munjal Jt. Managing Director

4. Mr. Suman Kant Munjal Non-Executive Director

5. Mr. Paul Edgerley Non-Executive Director

6. Mr. Pradeep Dinodia Non-Executive

and Independent Director
7. Gen. (Retd.) V. P. Malik Non-Executive
and Independent Director
8. Mr. Analjit Singh Non-Executive
and Independent Director
9. Dr. Pritam Singh Non-Executive
and Independent Director
10. Mr. M. Damodaran Non-Executive
and Independent Director
11. Mr. Ravi Nath Non-Executive
and Independent Director
12. Dr. Anand C. Burman Non-Executive
and Independent Director

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2.4 PRODUCT OF HERO HONDA MOTORCYCLE

Category Product Name Slogan Engine Capacity

CD Dawn PUBLIC KA APNA 97.2 cc
TRANSPORT
CD Deluxe Naye Indian ki Nayi 97.2 cc
Entry Deluxe Bike
Pleasure Why should boys have all 97.2 cc
the fun?
MAESTRO The All New 109 cc
Splendor + DESIGNED TO EXCEL 97.2 cc
SPLENDER NXG Yaari ki gaadi 97.2 cc
Passion PRO ab sirf style hi style bolega 97.2 cc
Deluxe
Super splendor All New SIMPLY SUPER 124.7 cc
GLAMOUR SIMPLY MAGNETIC 124.7 cc
Splendor PRO Trusted by millions 97.2 cc
GLAMOUR PGM Fi RIDE THE FUTURE 124.8 cc
Achiever Solid like you 149.2 cc
CBZ XTREME LIVE OFF THE EDGE 149.2 cc
Hunk EVERYBODY 149.2 cc
Premium FOLLOWS THE
KARIZMA ALWAYS GAME 223 cc
KARIZMA ZMR ABOVE ALL 223 cc
IMPULSE 149.2 cc

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2.5 PRODUCT PROFILE

PRICE LIST(02.05.2012)

MODEL NAME EX. RTO/INS ACC. G.LIFE EXWTY R. OF

SHOW TTL
PLEASURE 42663 4250 2400 250 550 50110
MAESTRO 47511 4600 2400 250 54760
CD-DOWN 37137 4000 900 250 550 42840
DC-DELUX SPK 39593 4150 900 250 550 45440
CD-DELUX-CW 41384 4200 900 250 550 47290
CD-DELUX S.W. –SELF 41998 4250 900 250 550 47950
CD-DELUX C.W. –SELF 42920 4300 900 250 550 48920
SPLENDOR 10 SPOKE 43937 4400 900 250 550 50040
SPLENDOR 10 CAST 44961 4450 900 250 550 51110
SPLENDOR PRO KIK SPK 44858 4450 900 250 550 51010
SPLENDOR PRO KIK CAST 45882 4500 900 250 550 52080
SPLENDOR PRO SELF SPK 46905 4550 900 250 550 53160
SPLENDOR PRO SELF CAST 47929 4600 900 250 550 54230
SPL NXG KIK SPOKE 42914 4300 900 250 550 48910
SPL NXG KIK CAST 44449 4400 900 250 550 50550
SPL NXG S.W – SELF 45677 4500 900 250 550 51880
SPL NXG C.W. SELF 46701 4550 900 250 550 52950
PASSION PRO(S.W.) KIK 46598 4600 900 250 550 52900
PASSION PRO(C.W.) KIK 48135 4700 900 250 550 54540
PASSION PRO(S.W.) SELF 48645 4750 900 250 550 55100
PASSION PRO(C.W.) SELF 49669 4800 900 250 550 56170
PASSION PRO(DSC) SELF 51716 5000 900 250 550 58420
GLAMOUR C.W. – SELF(NEW) 53430 5250 900 250 570 60400
GLAMOUR C.W. – SELF DISK 55477 5400 900 250 570 62600
GLAMOUR DISCW-KIK-FI 58624 5550 900 250 570 65890
GLAMOUR DISCW-SLF-FI 62769 5650 900 250 570 70140
SUPER SPLENDOR CW NEW 51613 4900 900 250 570 58240
CBZ XTREEM (REAR DISK) 70341 6500 350 250 570 78010
CBZ XTREEM(REAR DRUM) 67270 6000 350 250 570 74440
HUNK SELF (NEW) (fr /disk) 66095 5900 350 250 570 73160
HUNK SELF(NEW)(fr & redisc) 69166 6150 350 250 570 76490
IMPULSE 70803 6300 350 250 570 78270
KARIZMA-R 80107 6850 350 250 610 88170
KARIZMA-10 100781 7900 350 250 610 109890

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NOTE:- Price can be change time to time.

2.6 COLOURS OF BIKE

No. MODELS COLOURS COMBINATION

1 CD Dawn Black With Gold Stripes, Black With Purple Stripes, Boon Silver
Metallic, Candy Blazing Red, Classy Maroon Metallic
2 CD Deluxe Boon Silver Metallic, Candy Blazing Red, Classy Maroon Metallic,
Black With Red Stripes, Black With Purple Stripes
3 Pleasure Dream Orange, Candy Blazing, Aqua Green, Sports Red, Evony
Grey, Light Purple
4 MAESTRO Electric Blue, Harvest Green, Blazing Red, Pearl White, Panther
Black, Force Silver
5 Splendor + Excellent Blue, Hi Granite Blue, Black With Purple Stripe 1, Purple
Stripe 2, Purple Stripe 3, Black With Silver Stripe, Cloud Silver,
Candy Red
6 SPLENDER NXG Vibrant Blue, Black With Red Stripes, Black With Purple Stripes,
Black With Silver Stripes, Force Silver Metallic, Candy Blazing Red
7 Passion PRO Sport Red, Black With Sports Red, Vibrant Blue, Black With Heavy
Grey, Black With Frost Blue, Leaf Green Metallic, Force Silver
8 Super splendor Cloud Silver, Candy Blazing Red, Heavy Grey, Graphite Black,
Vibrant Blue, Black With Fiery Red, Black With Electric Purple
9 GLAMOUR Black With Tornado Grey Metallic, Black With Frost Blue Metallic,
Candy Blazing Red, Black With Vibrant Orange, Black With Sports
Red
10 Splendor PRO Excellent Blue, Black Monotone, Black Purple, Candy Blazing Red,
Heavy Grey, Hi Granite Blue, Cloud Silver, Palace Maroon
11 GLAMOUR PGM Fi Black With Sport Red, Candy Blazing Red, Shield Bold Metallic
12 CBZ XTREME Sport Red, Digital Silver, Max Brown Metallic, Flaming Orange,
Panther Black Metallic
13 Hunk Panther Black, Ebony Grey, Force Silver, Bold Brown, Marine
Green, Sports Red, Blazing Red
14 KARIZMA Power Black, Ebony Grey, Daring Yellow, Spotlight White, Sport
Red
15 KARIZMA ZMR Panther Black Metallic, Vibrant Orange, Blazing Red, Spotlight
White
16 IMPULSE Grassland Green, Deep Sea Blue, Terra Rossa, Canyon Orange

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2.7 GOOD LIFE PROGRAMME

The Hero MotoCorp GoodLife Program is designed to compliment your good life in
every way. It brings you an easy to use privilege card packed with special rewards and benefits.
And it doesn’t end here. It also provides you with a free riders’ insurance worth 1 Lakh to ensure
your peace of mind. What’s more, your Hero MotoCorp GoodLife Program membership rewards
you with points on all your spends. So make the best use of your card and redeem your points for
fabulous rewards!

Winner of the month:- All members enrolled in a month get a chance ot participate in an
exciting lucky draw and 4 lucky winners get a chance to win a Splendor+.

Referral Points :- Earn additional 3000 points on referring a Hero MotoCorp two-wheeler to
your friends-n-family members and 6000 points on upgrading your own two-wheeler.

First Transaction Benefit :- You can earn the ‘First Transaction Gift’ on your first program
transaction through the card and also earn 500 points as first transaction benefit.

Discount on Spares & Accessories :-Start receiving a special discount of 5% on the purchase of
spares and accessories on your successful enrollment and free wash coupon (with limited validity
period).

Points Earned on Money Spent :-Accumulate points on the purchase of service, spares and
accessories at an authorized Hero MotoCorp dealership or service centre. Each rupee spent gets
translated into one point earned.

Free Rider's Personal Insurance:-Get a free Personal Accidental Insurance worth Rs. 1 lakh on
your successful enrolment.

Go Green:-Get 50 Green Reward points for every Pollution Under Control check of your
vehicle. Present the Pollution Under Control certificate to the dealer and earn your points.

Service Bonus :-Get 100 points per service and 500 as continuity bonus on every 6th regular
service

Bonus Points On Birthday :-Earn bonus double points for every transaction done on your
birthday and get special greetings too. *Terms & Conditions Apply

Special Value Offers :-Exclusive invities to events and special value offers from our partners,
selected especially for you.

Redeem points, take home your gifts

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As you continue your journey with us, you can redeem your points for fabulous gifts.

2.8 DEALER PROFILE

JAI HERO was established in the year 1992 at Shakespeare Sarani (KOL.) . Three
entrepreneurs as a partner have started JAI HERO SHOW ROOM.

DEALERS NAME (PARTNERS)

1.MR.LAXMINARAYAN SINGH

2. MR.DEVWRATH SINGH

3.MR.RATNESH SINGH

JAI HERO is authorized dealer of HERO MOTOCORP LTD. at Kolkata .

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DEPARTMENT :-
1. Sales
2.Spares
3.Services (pre delivery inspection, good life, extended warranty)

FINANCE AVAILABLE FROM :-

1.INDUSIND BANK LTD
2.HDFC
3.ICICI
4.SHRI RAM CITY FINANCE
5.UNION FINANCE

PRIVATE FINANCE available from:-

1.APJ FINANCE
2.DHANESH FINANCE
3.BEARER FINANCE

2.9 COMPETITORS

1. BAJAJ
2. HONDA

3. TVS

4. SUZUKI

5. YAMAHA

6. ROYAL ENFIELD

7. MAHINDRA

8. KINATIC

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 2.10 DEALER’S ORGANIZATION STRUCTURE
OWNER

Show Room Service Station

Godown Incharge Floor Line Suplier Front Line suplier

incharge
Delivery bike
Mechanics Helper Wash boy
P.D.I. Incharge

Account Manager
Delivery Mechanics
incharge
boy
Cashier Bill Booking Executive
Parts supplier

Finance Executive
Sales P.D.I. Incharge
Executive

Page | 21
R.T.o. Service
insInsurance Adviser
 Research & Methodology

The Training programme plays an important role in increasing the knowledge and skill of an employee
for doing a particular job. Training is a short term educational process and utilizing a systematic and
organized procedure by which employees learn technical knowledge and skills for a definite purpose and
then reward the employees based on the performance through performance appraisal system after the
training programme are conducted. Therefore the study is completely based on the training and
development programmes conducted in HERO MOTO CORPS .

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 Objectives of the study

 To analyze the training methods followed in HERO MOTO CORPS its merits pitfalls.
 To put forward suggestions and recommendations in the Training methods followed in the
organization.
 To analyse whether the training has reached the employees.

The purpose of the study is to understand the training and development

programme followed in HERO MOTO CORPS. The methodology evolves from the objectives

of the project and involves collecting primary and secondary data.

Research Design

The research design adopted is descriptive research design. It involves fact-finding, Inquiries of different
kinds etc. The researcher has a wide variety of methods to consider, either singly or in combination.
They can be grouped as

1. Primary source of data

2. Secondary source of data

For this dissertation the data was collected from both the sources.

Primary data – Data is made available through interview and questionnaires. Appointments were with
scientists and interviews were conducted. Questionnaires were prepared for trainers and trainees to
know the methods adopted by the organization.

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Secondary data – Data were collected from documents, records, Journals, Internet, text books and
company past records etc.

Sampling unit/Target group

The respondents were Linemen, Assistant Executives /Junior Executives, Senior Assistants /Assistant etc.

Sample size

As the name indicates, sample size refers to the number of respondents or the size of the sample, which
is to be surveyed. Here the sample size taken for the study was 40.

Sampling procedure

It refers to the definite plan adopted by the research for obtaining the data from the respondents; the
technique adopted here is to gather data from sampling unit, questionnaire method and interview.

Statistical tools used

The various statistical tools for the analysis and interpretation of data are simple percentage method
and Pie charts.

Percentage was calculated for each factor as per the below shown formula

Number of respondents in favour of X 100

Percentage = ----------------------------------------------------------

Total number of respondents

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FORMULATION OF HYPOTHESIS

Page | 25
The hypothesis has been to analyze the effectiveness of training programme conducted in the company
i.e. it analyzes the effective training methods and techniques adopted to achieve the organizational
goals.

Tools used for testing of hypothesis

A Hypothesis is the tentative explanatation for something. It frequently attempts to answer the
questions “How” and “Why” at one level, hypothesis simply suggests how particular variable is related.

At a more theoretical level hypothesis may offer a reason for the way that particular variable was
selected generally speaking, it is a logically organized set of proposition which serves to define the
events describe the relationships among these events and explains the occurrence of these events.

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By hypothesis we mean a statement hypothesis testing deals with a procedure, which aspects or rejects
the hypothesis.

The two hypothesis are :

NULL HYPOTHESIS

It states there is no significance difference between the sample value and population value. This means
that the observe difference is clue to the random fluctuations Ho denotes the null hypothesis.

ALTERNATIVE HYPOTHESIS

In case the null is rejected, we should have the alternate hypothesis to accept alternative hypothesis
denoted accordingly.

Types of Errors

While testing hypothesis, there are four possible combinations between the population value and
sample value. The four combinations are:

Hypothesis is true & test accepts it.

Hypothesis is true & test rejects it. (Type 1 error)

Hypothesis is false & test accepts it. (Type 2 error)

Hypothesis is false & test rejects it.

Level of significance

It is nothing but the probability of rejecting a true hypothesis and denoted by α.

Page | 27
1-α gives the level of confidence of the experiment in taking the decision. It is always preferable to keep
the level of significance at a low percentage. It means that we should not reject a true hypothesis. β
represents the risk of accepting a false hypothesis 1-β is called the power of the test.

Acceptance region

This represents the region with in which the calculated of the statistics must lie to accept the null
hypothesis. If calculated value lies in this region then the null hypothesis will be rejected.

Hypothesis testing procedure :

1. Set up a null hypothesis denoted by Ho this means there is no significant difference between sample
value and population value. In case if Ho is rejected we must have an alternative hypothesis.

2. Select the level of significance.

3. Select an appropriate distribution for the test, which is known as test hypothesis the distribution
generally used are normal distribution students ‘t’ distribution, Fisher ‘F’ distribution or chi-square Ψ
distribution.

4. Calculate the necessary values from the given data for the test.

5. Make conclusion from testing. If calculated value is less than the tabulated value, else Ha is
accepted and Ho is rejected.

Test of Hypothesis

Whether the training and development activities has reached the employees or not .

Efforts are made in the study for proving the following hypothesis.

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Information:

Sample size : 40

Number of respondents for “YES” : 38

Number of respondents for “NO” : 2

Assumptions:

The test is at 5% level of significance.

It is assumed that out of total population 5% of the respondents will respond negatively.

Such a test for attributes are one tailed on the basis of the above assumptions

Null hypothesis = Ho = Training and development activities has not reached the employees effectively.

Alternative hypothesis = Ha = Training and development activities has reached the employees
effectively.

Test statistic Zcal = │p-P│

√ PQ∕ n

when n = sample size

p = Population proportion

P = sample proportion

Q = Significance

Given:

p = 38/40 = 0.92

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 P = 95% = 0.95

Q = 1-P = 1-0.95 = 0.05

n = 40

Therfore,

Zcal = │p-P│

√PQ/n

= √0.95×0.05/40

= 0.03

Zcal = │0.92-0.95│

0.03

Ztab = 1.96

Conclusion

Zcal < Ztab

Therefore , we can infer that training and development activities has reached the employees effectively.

Limitations of the study

1. The time duration was very short, to complete the study in the stipulated time.

2. The study is purely confined to HERO MOTO CORPS and based on the facts and data provided by the
company.

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3. Due to time and financial constraints it was possible to interview 40 respondents though we
selected 60 respondents. However, adequate representation was given for all categories of employees
and officers.

TRAINING IS REQUIRED TO ACHIEVE THE FOLLOWING:

 Growth, Expansion and Modernization

 To increase productivity and profitability, reduce cost and finally enhance skill and knowledge of
the employee.
 To prevent obsolescence.
 To help in developing a problem solving attitude.
 To give people awareness of rules and procedures.
 To make people more competent .
 To make personnel become committed to their job resulting in pro activeness.
 To make people trust each other more.

KEY ASPECTS OF HRD TRAINING IN HERO MOTO CORPS:

 Learning and Development

 Leadership, Management Training
 Setting training and learning at the right level
 Training Needs Analysis (TNA)
 Train the Trainer

Training categories :

Training is being imparted to the following categories of employees regularly.

 Attenders/Office Boys
 Drivers/Watchmens
 Overseers/meter readers

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  Software Engineer/Sr.Software Engineer.
 Jr. Engineer/ / Sr.Engineer/Technical Architect.
 Assts.Mgr / Sr. Manager
 All women employees.
 AVP/VP

Training Methods adopted in HERO MOTO CORPS:

Classroom lectures:

Arranging classroom lecture to the participants which do not involve much participation except some
questions from participants. This is suitable for large audience.

Talk:

Incorporates variety of techniques, allows participation and discussion from trainees. Suitable for groups
of not more than 20. Lack of participation may reduce it to a lecture.

Discussion:

Knowledge, ideas and opinions on a subject exchanged freely. Suitable where

information a matter of opinion. Helps change attitudes and provide feedback to

the instructor on application. Some trainees may become entrenched about there

behaviour rather than change it.

Role-play:

Trainees asked to enact role they would be called upon to play in the job. Suitable for subjects where
near-to-life practices in the training situation is helpful. Very useful in building confidence to handle real
problem.

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Case study:

A history of some event or set of circumstances with the relevant details examined by the trainees. It
provides opportunities for exchange of ideas and consideration of possible solutions.

Exercise:

Trainees asked to undertake a particular task leading to a required result following the laid down steps.
May be used to discover trainee’s existing knowledge. Can be posted to individuals or to the groups.
Suitable for situations where the trainees need to practice.

Behavioural and attitudinal training - Key factors

 Stress management
 Health & eating the right food
 Attitude & motivation
 Team work
 Role play
 Leadership and decision making.
 Effects of bad habits.
 Attitude and Motivation
 Communication skills
 Leadership training
 Decision making and multi tasking
 Presentation skills
 Communication Skills
 Man Management skills.
Technical Training :

 Energy Audit, AT & C Losses

 ES & D Code and Electrification of Layouts
 Works unit and Field works, Preventive Maintenance
 Safety Devices and Proper usage at working places.
 Rural Management System

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  Fire fighting training for the cadre of linemen.
Job training – Key factors :

 Company accounts
 IE ACT – 2003 and ERC Filing
 Budget and Budgetary control
 Revenue
 Reforms
 Meter & Meter Testing
 Safety aspects and procedures
 ES & D Code
 RLMS, Distribution losses, Energy audit, Field works
Apprentice Training – Key factors :

 The HRD Training centre have also providing training to the apprentice as per the policy of
Government of Karnataka since 1st October 2005 and have trained 75 nos. of apprentices.
 About 200 nos. of Graduates and Diploma holders have been allotted under apprentice act by
GOI Regional centre, Chennai have been deputed to various Circles, Divisions and Subdivisions.

Training to other utility:

The HRD Training centre have also provided training to 260 nos. of PWD Engineers as per the request of
Public Work Department of Karnataka.

Training sessions

Training sessions are being continuously held at the hrd centre right from time to time.
HRD training commences at 9.30 am everyday and ends at 6.00 pm.
Basic aim of the HRD centre is to make the employees more effective in their day to day
works.

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Training schedules:

Training is conducted in different batches :

 Assts/JR.Assts/Meter Readers/Daftary/Overseers: Total 3 days

 Job Training : 2 days (Internal Trainers)
 Attitude and Behavioural Training : 1 day (External Trainers)
 Lineman Cadre –
(i) Attitudinal and Behavioural Training : 2 days (External Trainers)

(ii) Job Training : 1 day (Internal Trainers)

 Attenders and Drivers –

(i) The Training is only for one day devoted to Attitudinal and Behavioural

aspects.

(ii) A special one day workshop was conducted for all women employees

in batches, on stress management, arising out of dual responsibilities.

Proposed training schedules :

 As existing—3 days: as proposed—5 days

 2 days Behavioural training is proposed for all cadres excluding linemen.
 For linemen cadre, 3 day behavioral training is proposed.
 One day field training is also proposed for all the batches.
 The timings for the training sessions 9.30 a.m. to 4.00 p.m.
(The participants are finding it difficult to concentrate after the lunch hour)

 Brain storming sessions proposed on the last half–day.

Second phase of HRD Training

1. The first phase of HRD training is completed for all employees of HERO MOTO CORPS.

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2. The second phase training is now commenced.

3. M/S.Expert solutions is conducting training for the employees in Chitradurga zone.

4. M/S.Shine is conducting training for the employees in Kolar circle.

Training needs of the year 2007-08

Accounts :

 Financial accounting packages - accounts related matters with the proper accounting packages
and proper utilization of these packages.
 Cash management systems different collection agencies and mechanisms and accounting
thereof.
 Sub-divisional revenue accounting–latest amendments to the ES&D Code and various acts.
 Costing concept
 System Auditing.
 Establishment matters .
 Various taxes and duties and all related matters.
 Meter reading, MRI downloading , reading of MT reports, Backbilling.
 Material Audit.

Feedback

Feedback forms are being given to all the trainees on the last day of training.

 The Attitudinal and Behavioural programme is the highlight of the 3 days training - to increase
the duration for a further period of 3 days.

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 M/S. Parimala Consultants – the faculty conducting the Attitudinal and Behavioural programmes
regularly for the linemen cadre - very well prepared and their involvement is total.
 SWOT analysis - motivation to work on strengths and weaknesses to become better human
beings.
 Some of the participants had tears in their eyes at the end of the session and requested for
more such sessions.

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DATA ANAYLSIS

Page | 38
In the study as said overly 40 respondents were interviewed and analysis were drawn on the basis of
their opinions.

TABLE 1: EMPLOYEES INTEREST IN TYPE OF TRAINING

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

ON THE JOB 34 85%

OFF THE JOB 6 15%

TOTAL 40 100%

From the Table1 and graph, it reveals that 85% of employees are interested in on-the-job and only 15%
of the employees are interested in off-the-job.

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TABLE 2: METHODS OF TRAINING ADOPTED IN THE ORGANISATION

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

REFRESHER 4 10%

SENSITIVITY 1 2.5%

CONVERGENT 4 10%

LATEST TECHNOLOGY 8 20%

CEP 23 57.5%

TOTAL 40 100%

The above stated training are the main training programmes conducted in the organization, from the
above Table2 and graph 57% of the employees have attended CEP i.e. continuous education
propgramme, 20% of them have attended latest technology, 10% for both convergent and refresher
training and Refresher training and only 2.5% have attended Sensitivity training.

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TABLE 3: OPININON OF EMPLOYEES IN CONTEXT TO TRAINING PROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

INTRAPERSONAL 1 5%

INTERPERSONAL 12 30%

TECHNICAL 26 65%

TOTAL 40 100%

From the above Table3 and graph, it is highlighted that 65% of the employees opine training is helpful
for their technical activities, 30% of the employees opine training is helpful for interpersonal activities
and only 2.5% said training is helpful for intrapersonal activities.

Hence, the organization should also give priority for conducting training programmes which can enhance
the intrapersonal activities.

TABLE 4: SATISFACTION OF ENVIRONMENT DURING THE TRAINING PERIOD

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Page | 41
 YES 38 95%

NO 12 5%

TOTAL 40 100%

From the above Table4 and graph, it can be viewed that 95% of the employees are comfortable during
the training programme, and only 5% are not comfortable during the training period.

Thus most of the employees are comfortable during the training programme.

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TABLE 5: SATISFACTION ABOUT YHE TRAINING PROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

YES 36 90%

NO 4 10%

TOTAL 40 100%

10%

YES
NO

90%

From the above Table5 and graph, it is analysed that 90% of the employees are satisfied with the
training programme they had and only 10% are not satisfied with the training programme.

Thus it can be concluded that most of the employees are fully satisfied with the training programme
conducted by the organization.

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TABLE 6: PLACE OF THE EMPLOYEES GETTING TRAINED

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

WORK SHOP 2 5%

CLASS ROOMS 16 39%

CONFERENCE HALL 9 23%

OUTSIDE THE
ESTABLISHMENT 13 33%

TOTAL 40 100%

The above are the places were the training are held, from the graph it is viewed that 5% of them were
trained in work shops, 39% in class rooms, 23% in conference hall, 33% of them outside the
establishment.

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TABLE 7: OPININON OF EMPLOYEES ABOUT TRAINERS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1. QUALIFIED & EXPERIENCED 20 50%

2. SKILLFUL & KNOWLEDGEABLE 5 11%

3. ENCOURAGED CLASS
PARTICIPATION 1 3%

ALL(1+2+3) 14 36%

TOTAL 40 100%

From the Table7, it is analysed that 50% of the employees view their trainers as qualified and
experienced, 12.5% of them are skillful and knowledgeable, 3% of them encourage class participation

Page | 45
and other 36% said trainers are qualified & experienced, skillful & knowledgeable, and also encouraged
class participation.

TABLE 8: BEHAVIOURAL ASPECTS OF THE TRAINERS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

IMPARTIAL 4 10%

RUDE 0 0%

FRIENDLY 28 28%

EASY GOING 8 20%

TOTAL 40 100%

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From the above graph and Table8 it reveals that 10% of the employees feel that trainers were impartial,
70% feel that trainers were friendly, 20% feel they were easy going and finally employees feel none of
the trainers were rude that is 0%.

TABLE 9: TRAINING CONDUCTED IN HERO MOTO CORPS

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

Page | 47
FORTNIGHTLY 0 0%

MONTHLY 16 40%

QUARTERLY 4 10%

HALF YEARLY 1 3%

ANNUALLY 19 47%

TOTAL 40 100%

From the above Table9 it reveals that, when all training courses are held, 40% of them said the fact that
courses are conducted monthly, 2.5% for half yearly, 10% for quarterly, 47.5% for annually.

The table clearly indicates that most of the training programme were conducted monthly(40%) some of
the training programs are conducted even once in a year(47.5). The table further reveals that no training
programms is been conducted with a period duration of a fortnight.

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TABLE 10: DURATION OF THE TRAINING PROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

ONE DAY 1 3%

2-3 DAYS 4 10%

ONE WEEK 22 55%

FORTNIGHT 13 33%

TOTAL 40 100%

As regards the duration of the training programme, 2.5% of the employees said it was held for one day,
10% said for 2-3 days, 55% said training takes place for a week,

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TABLE 11: EMPLOYEE OPINION ABOUT THE TYPE OF TRAINING

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

WORK SCHEDULE 6 15%

PERFORMANCE APPRAISAL 2 5%

CONTINOUS LEARNING 18 45%

ALL 14 35%

TOTAL 40 100%

From the Table11, it is highlighted, 15% of the employees said training as a part of their work schedule,
5% of them for performance appraisal, 45% of them for continuous learning and 35% of them vote for
all.

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TABLE 12: IS ORGANIZATION CONDUCTING PRE-TEST & POST-TEST

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

YES 4 10%

NO 36 90%

TOTAL 40 100%

From the Table12, it is analysed that the organization is not conducting regularly the pre-test and the
post-test.

It is most surprising fact inspite of its existence in the field for more than 3-4 decades it is not taking
interest in the pre-test and pro-test because out of 40 respondents 36 respondents i.e. 90% of
respondents opine that the pre and pro-test are not conducted.

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TABLE 13: FEEDBACK OF THE TRAINING

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

YES 38 92%

NO 2 8%

TOTAL 40 100%

From the above Table13 it is analysed that 92% of the employees expressed that their performance are
evaluated and the feed back is given, the remaining 8% expressed a negative answer. It is one of the
important aspects of HRD is that identification of the type of the training requirements of the employees
and also to evaluate their performance of the trained workers during their post period .

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It can be emphasized that the training component of the organization gives importance for getting the
feedback about the impact of the training programme on the employees.

TABLE 14: SELF EFFICACY INCREASED BY THE TRAINING PROGRAMME

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

YES 35 87%

NO 5 13%

TOTAL 40 100

From the above table 87% of the employees opine is that there is an increase in their self improvement
and the remaining 13% have not noticed any improvement.

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TABLE 15: EMPLOYEES CONCERN TOWARDS TRAINING ENCHANCMENT IN THE FOLLOWING AREA

PARTICULARS NO. OF RESPONDENTS PERCENTAGE

1. OPERATIONAL SKILLS 5 13%

2. EFFICIENCY 10 25%

3. BEHAVIOUR 2 5%

4. COMMUNICATION SKILLS 2 5%

5. TEAM BUILDING 4 10%

ALL(1+2+3+4+5) 17 42%

TOTAL 40 100%

Page | 54
It is seen from the graph that ,training has enhanced in the following areas like 12.5% in operational
skills for few employees, 25% in efficiency for others, 5% in Behaviour for others, 5% in communication,
10% in team building for few employees and other 43% feel that training has enhanced them for all the
areas stated.

Findings from the study

Page | 55
 The data collected and analyzed and general observation has proven that Pragathi Consultancy

Services (HERO MOTO CORPS). Has done remarkable job in its Human resource development .

The main findings are as follows:

1. Each and every employee is well prepared to meet today’s challenges.

Page | 56
2. The organization gives encouragement in career planning for every employee.
3. There are employees in all experience level in the organization.
4. The internal department of core competencies and continuous process improvements has
made HERO MOTO CORPS. One of the most exciting Staffing companies to work for.
5. The management showing their full efforts for the growth of .
6. The company is having skilled employees who can give prime solutions to the clients more
effectively.
7. The management is showing there individual attention to each and every employees for their
betterment and to groom there skills.

Page | 57
Suggestions & Recommendations

Page | 58
 Determine the training needs through job description, performance appraisal, potential
appraisal and discussion with employees.
 Prepare a training calendar in discussion with the managers concerned.
 Define the training objectives specifically.
 Determine the criteria of need for nomination of employees for training.
 Select the efficient faculty.
 Ensure that the management commits itself to allocate major resources and adequate time to
training.
 Ensure that training contributes to competitive strategies of the firm. Different strategies need
different HR skills for implementation. Let training help employees at all levels and acquire the
needed skills.
 Ensure that a comprehensive and systematic approach too exists, training and retraining are for
all levels of employees.
 Make learning one of the fundamental values of the company. Let this philosophy percolate
down to all employees in the organization.
 Ensure that there is proper linkage among organizational, operational and individual needs.
 Create a system to evaluate the effectiveness of training.

Page | 59
Conclusion

Page | 60
The Training Can be effective with the following, In India on the Job Training is important.

 Determine the training needs through job description, performance appraisal, potential
appraisal and discussion with employees.
 Prepare a training calendar in discussion with the managers concerned.
 Define the training objectives specifically.
 Determine the criteria of need for nomination of employees for training.
 Select the efficient faculty.
 Ensure that the management commits itself to allocate major resources and adequate time to
training.
 Ensure that training contributes to competitive strategies of the firm.
 Different strategies need different HR skills for implementation. Let training help employees at
all levels and acquire the needed skills.
 Ensure that a comprehensive and systematic approach too exists, training and retraining are for
all levels of employees.
 Make learning one of the fundamental values of the company. Let this philosophy percolate
down to all employees in the organization.

Page | 61
  Ensure that there is proper linkage among organizational, operational and individual needs.
 Create a system to evaluate the effectiveness of training.

Change in the job assignment: Training is also necessary when the existing employee is promoted to the
higher level in the organization and when there is some new job or occupation due to transfer. Training
is also necessary to equip employees with advanced displaces, techniques or technology. Training also
becomes essential when an organization has plans for modernization.

The need for training also arises to:

 Increased Productivity.
 Improved quality of the product/service.
 Help a company to fulfill its future personnel needs.
 Improved organizational climate.
 Improved health and safety.
 Prevent obsolescence.
 Effect personal growth.
 Minimize the resistance to change and
 To act as mentor.

Page | 62
Page | 63
 BIBLIOGRAPHY

 HUMAN RESOURCE AND PERSONNEL MANAGEMENT

Page | 64
 BY K. ASWATHAPPA

 PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS

BY N. G. NAIR & LATHA NAIR

 HUMAN RESOURCE MANAGEMENT.

BY JOHAR IVANCEVICH, TATA Mc GRAW HILL, 2003.

 TRAINING AND DEVELOPMENT" EDITED BY V V RAMANI,

ICFAI PUBLICATIONS, 2005.

www.KarnatakaHRDGroup.com

www.HRCommunity.com

Page | 65
ANNEXURES & QUESTIONARIES

Page | 66
 A project undertaken by xyz on the Training programmes conducted

At Hero Motocorps. [Please tick ( ) the appropriate answers]

1. Name (optional):

2. Designation (optional):

3. What according to you is Training?

An instrument of change.

An instrument to bring effectiveness.

An instrument of better performance in terms of productivity.

Maximize benefits.

Enhancing the skills efficiency and behavior.

Learning organization.

All the above.

4. Have you undergone any type of training?

a. Yes b. No

Page | 67
5. What kind of training programme.

a. On-the-job b. Off-the-job

6. Have you undergone any of the following types of training?

Refresher Training

Sensitivity Training

Convergent Training

Latest Technology

CEP

7. What was the context of the training program?

a. Intrapersonal

b. Interpersonal

c. Technical

8. Was the environment during training period comfortable?

a. Yes b. No

9. Are you satisfied with the training you had

a. Yes b. No

Page | 68
 If No, please suggest ___________________________

10. Where were you trained? (Venue)

a. Work shop

b. Class rooms

c. Conference hall

d. Outside the establishment.

11. How were the trainers?

a. Qualified and Experienced.

b. Skillful and knowledgeable.

c. Encouraged class participation.

d. All of the above.

12. Behavioral part of the trainers.

a. Impartial b. Rude

c. Friendly d. Easy going

Others please specify_______________________

13. How often is the training programme conducted?

a. Fortnightly b. Monthly

c. Quarterly d. half yearly

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 e. Annually

14. What was the duration of the training programme?

a. One day b. 2-3 days

c. One week d. fortnight

15. Is the training programme part of?

a. Work schedule. b. Performance appraisal.

c. Continuous learning. d. All.

16. Is the training programme having Pre-test and Post-test?

a. Yes b. No

17. Is your performance evaluated and feedback given after?

Training.

a. Yes b. No

18. How effectively is the training programme implemented on-

the-job.

a. Quality of work life improved.

b. Personality development.

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 c. Increase in work environment.

d. Group synergy.

19. Is your self-efficacy increased by the training programme?

a. Yes b. No

20. Whether the training enhance the following.

a. Operational skills b. Efficiency

c. Behaviour d. Communication skills

e. Team building f. All of the above.

Others please specify__________________________

21. How were you benefited by training in terms of monetary?

a. Promotion. d. Transfer to the convenient place

b. Hike in the salary. e. Recognition

c. Increase in incentives.

22. How has training programme benefited the organization?

a. Increase in the productivity.

b. Increase in Quality of work life.

c. Improvement in the Human relations.

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 d. Improvement in Intrapersonal relations. (Junior/senior)

23. Any Suggestions….

_________________________________

_________________________________

Thank you..

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