ACKNOWLEDGEMENT

I take opportunity to express my sincere thanks to Mr. SAGAR PAUL, H.R

Manager of “WEBSOFT TECHNOLOGIES” for his encouragement, valuable

suggestions and guidance in doing this project work.

I am also thankful to all those who have incidentally helped me, through their

valued guidance, co-operation and unstinted support during the course of my

project.

1
 INDEX

CHAPTER PAGE NO.

CHAPTER - I 1 - 42

INTRODUCTION
REVIEW OF LITERATURE
INDUSTRY PROFILE
COMPANY PROFILE

CHAPTER - II 43-50
OBJECTIVES OF THE STUDY
SCOPE OF THE STUDY
RESEARCH METHODOLOGY
LIMITATIONS OF THE STUDY

CHAPTER - III 51-55

EMPIRICAL RESULTS

CHAPTER - IV 56-72

DATA ANALYSIS AND INTERPRETATION

CHAPTER - V 73-75

FINDINGS
SUGGESTIONS
CONCLUSIONS
BIBILOGRAPHY 76

ANNEXURE 77-79

2
 CHAPTER –I
INTRODUCTION
Training can be introduced simply as a process of assisting a person for enhancing his efficiency
and effectiveness to a particular work area by getting more knowledge and practices. Also training
is important to establish specific skills, abilities and knowledge to an employee. For an organization,
training and development are important as well as organizational growth, because the organizational
growth and profit are also dependent on the training. But the training is not a core of organizational
development. It is a function of the organizational development.

Training is different form education; particularly formal education. The education is concerned
mainly with enhancement of knowledge, but the aims of training are increasing knowledge while
changing attitudes and competences in good manner. Basically, the education is formulated within
the framework and to syllabus, but the training is not formed in to the frame and as well as
syllabus. It may differ from one employee to another, one group to another, even the group in the
same class. The reason for that can be mentioned as difference of attitudes and skills from one
person to another. Even the situation is that, after good training programmed, all different type
skilled one group of employees can get in to similar capacity, similar skilled group. That is an
advantage of the trainings. In the field of Human Resources Management, Training and
Development is the field concern with organizational activities which are aimed to bettering
individual and group performances in organizational settings. It has been known by many names in
the field HRM, such as employee development, human resources development, learning and
development etc. Training is really developing employees’ capacities through learning and
practicing. Training and Development is the framework for helping employees to develop their
personal and organizational skills, knowledge, and abilities. The focus of all aspects of Human
Resource Development is on developing the most superior workforce so that the organization and
individual employees can accomplish their work goals in service to customers.

3
All employees want to be valuable and remain competitive in the labor market at all times, because
they make some demand for employees in the labor market. This can only be achieved through
employee training and development. Hence employees have a chance to negotiate as well as
employer has a good opportunity to select most suitable person for his vacancy. Employees will
always want to develop career-enhancing skills, which will always lead to employee motivation.
There is no doubt that a well-trained and developed staff will be a valuable asset to the company and
thereby increasing the chances of his efficiency in discharging his or her duties. Trainings in an
organization can be mainly of two types; Internal and External training sessions. Internal training
involves when training is organized in-house by the human resources department or training
department using either a senior staff or any talented staff in the particular department as a resource
person. On the other hand, external training is normally arranged outside the firm and is mostly
organized by training institutes or consultants. Whichever training, it is very important for all staff
and helps in building career positioning and preparing staff for greater challenges in developing
world. However, the training is costly. Because of that, people who work at firms do not receive
external trainings most of times. The cost is a major issue for the lack of training programmes in Sri
Lanka. But nowadays, a new concept has come with these trainings which is “Trainers through
trainees”. While training their employees in large quantities, many countries use that method in
present days to reduce their training costs. The theory of this is, sending a little group or an
individual for a training programme under a bonding agreement or without a bond. When they come
back to work, the externally trained employees train the employees who have not participated for
above training programme by internal training programmes.

Employers of labor should enable employees to pursue training and development in a direction that
they choose and are interested in, not just in company-assigned directions. Companies should
support learning, in general, and not just in support of knowledge needed for the employee’s current
or next anticipated job. It should be noted that the key factor is keeping the employee interested,
attending, engaged, motivated and retained. For every employee to perform well, especially
Supervisors and Managers, there is a need for constant training and development. The right
employee training, development and education provides big payoffs for the employer in increased
productivity, knowledge, loyalty, and contribution to general growth
of the firm. In most cases external trainings for instance provide participants with the avenue to
meet new set of people in the same field and network. The meeting will give them the chance to
compare issues and find out what is obtainable in each other’s environment. This for sure will
introduce positive changes where necessary. It is not mentioned in anywhere that the employers,
managers and supervisors are not suitable for training programmes. They also must be highly
trained if they are expected to do their best for the organization. Through that they will have best
abilities and competencies to manage the organization. Training employees not only creates a more
positive corporate culture, but also add a value to its key resources. Raw human resources can make
only limited contribution to the organization to achieve its goals and objectives. Hence the demands
for the developed employees are continuously increasing. Thus, the training is a kind of investment.

Common Training Method

While new techniques are under continuous development, several common training methods have
proven highly effective. Good continuous learning and development initiatives often feature a
combination of several different methods that, blended together, produce one effective training
program.

Orientations

Orientation training is vital in ensuring the success of new employees. Whether the training is
conducted through an employee handbook, a lecture, or a one-on-one meeting with a supervisor,
newcomers should receive information on the company’s history and strategic position, the key
people in authority at the company, the structure of their department and how it contributes to the
mission of the company, and the company’s employment policies, rules, and regulations.

Lectures

A verbal method of presenting information, lectures are particularly useful in situations when the
goal is to impart the same information to a large number of people at one time. Since they eliminate
the need for individual training, lectures are among the most cost-effective training methods. But the
lecture method does have some drawbacks. Since lectures primarily involve
One-way communication, they may not provide the most interesting or effective training. In
addition, it may be difficult for the trainer to gauge the level of understanding of the material within
a large group.

Case Study

The case method is a non-directed method of study whereby students are provided with practical
case reports to analyze. The case report includes a thorough description of a simulated or real-life
situation. By analyzing the problems presented in the case report and developing possible solutions,
students can be encouraged to think independently as opposed to relying upon the direction of an
instructor. Independent case analysis can be supplemented with open discussion with a group. The
main benefit of the case method is its use of real-life situations. The multiplicity of problems and
possible solutions provide the student with a practical learning experience rather than a collection of
abstract knowledge and theories that may be difficult to apply to practical situations.

Role Playing
In role playing, students assume a role outside of themselves and play out that role within a group.
A facilitator creates a scenario that is to be acted out by the participants under the guidance of the
facilitator. While the situation might be contrived, the interpersonal relations are genuine.
Furthermore, participants receive immediate feedback from the facilitator and the scenario itself,
allowing better understanding of their own behavior. This training method is cost effective and is
often applied to marketing and management training.

Simulations

Games and simulations are structured competitions and operational models that emulate real-life
scenarios. The benefits of games and simulations include the improvement of problem-solving and
decision-making skills, a greater understanding of the organizational whole, the ability to study
actual problems, and the power to capture the student’s interest.
Computer-Based Training

Computer-based training (CBT) involves the use of computers and computer-based instructional
materials as the primary medium of instruction. Computer-based training programs are designed to
structure and present instructional materials and to facilitate the learning process for the student. A
main benefit of CBT is that it allows employees to learn at their own pace, during convenient times.
Primary uses of CBT include instruction in computer hardware, software, and operational
equipment. The last is of particular importance because CBT can provide the student with a
simulated experience of operating a particular piece of equipment or machinery while eliminating
the risk of damage to costly equipment by a trainee or even a novice user. At the same time, the
actual equipment’s operational use is maximized because it need not be utilized as a training tool.
The use of computer-based training enables a small business to reduce training costs while
improving the effectiveness of the training. Costs are reduced through a reduction in travel, training
time, and downtime for operational hardware, equipment damage, and instructors. Effectiveness is
improved through standardization and individualization. Web-based training (WBT) is an
increasingly popular form of CBT. The greatly expanding number of organizations with Internet
access through high-speed connections has made this form of CBT possible. By providing the
training material on a Web page that is accessible through any Internet browser, CBT is within
reach of any company with access to the Web. The terms “online courses” and “web-based
instruction” are sometimes used interchangeably with WBT.

Self-Instruction

Self-instruction describes a training method in which the students assume primary responsibility for
their own learning. Unlike instructor- or facilitator-led instruction, students retain a greater degree
of control regarding topics, the sequence of learning, and the pace of learning. Depending on the
structure of the instructional materials, students can achieve a higher degree of customized learning.
Forms of self-instruction include programmed learning, individualized instruction,
Personalized systems of instruction, learner-controlled instruction, and correspondence study.
Benefits include a strong support system, immediate feedback, and systematization.

Audiovisual Training

Audiovisual training methods include television, films, and videotapes. Like case studies, role
playing, and simulations, they can be used to expose employees to “real world” situations in a time-
and cost-effective manner. The main drawback of audiovisual training methods is that they cannot
be customized for a particular audience, and they do not allow participants to ask questions or
interact during the presentation of material.

Team-Building Exercises

Team building is the active creation and maintenance of effective work groups with similar goals
and objectives. Not to be confused with the informal, ad-hoc formation and use of teams in the
workplace, team building is a formal process of building work teams and formulating their
objectives and goals, usually facilitated by a third-party consultant. Team building is commonly
initiated to combat poor group dynamics, labor-management relations, quality, or productivity. By
recognizing the problems and difficulties associated with the creation and development of work
teams, team building provides a structured, guided process whose benefits include a greater ability
to manage complex projects and processes, flexibility to respond to changing situations, and greater
motivation among team members. Team building may include a broad range of different training
methods, from outdoor immersion exercises to brainstorming sessions. The main drawback to
formal team building is the cost of using outside experts and taking a group of people away from
their work during the training program.
Apprenticeships and Internships

Apprenticeships are a form of on-the-job training in which the trainee works with a more
experienced employee for a period of time, learning a group of related skills that will eventually
qualify the trainee to perform a new job or function. Apprenticeships are often used in production-
oriented positions. Internships are a form of apprenticeship that combines on-the-job training under
a more experienced employee with classroom learning.

Job Rotation

Another type of experience-based training is job rotation, in which employees move through a series
of jobs in order to gain a broad understanding of the requirements of each. Job rotation may be
particularly useful in small businesses, which may feature less role specialization than is typically
seen in larger organizations.
THEORETICAL FRAMEWORK
MEANING:
Education is an work of boosting the knowledge and abilities of an employee for doing a task that’s
certain. Education is a short training process and also the organized procedure through which
individuals master knowledge abilities for the objective that is obvious.
Modifications are enhanced by training as well as mildew ‘s the worker ‘s expertise, aptitude,
behavior, abilities, and approach towards the necessity of the work that is business that is working.

Among the important things of workers management is development, It isn’t just limited and required
to brand new workers and also needed pre-existing supervisors and workers simply because they’ve
to satisfy the later requirements into the group, development may be as prepared continuous and
systematic procedure of learning just how exactly to include change that is behavioral specific by
cultivating the psychological abilities of theirs and inherent attributes through the acquisition,
understanding plus usage of new knowledge awareness and abilities while they truly are needed to
get more performance that is efficient the work of managing.

Definitions:
“Training is a term that is process that is quick an organized and structured process through which
non managerial knowledge and abilities of a employee for performing a work that’s sure
L.L STEINMETZ
“Training might be the action of boosting the knowledge and abilities for the worker for performing a
particular task “.
EDWIN B. FLIPPO
“Management development is a training that is organized of and training by which individuals gain
and also expertise, skills awareness additionally as perceptions to modify orientation effectively.”
DALES.BEACH
“Any workout to improve the functionality of pre-existing supervisors also to provide a
development that is planned of supervisors to encounter future. Organization requirements are control
development.”
P.L. TANDON
Requirements for fundamental objective of development and training: 1. TO Increase
PRODUTIVITY: if there’s a quality that is increased, there’ll possibility for enhanced efficiency.
Enhanced performance that is right that is peoples to improved functional efficiency and improved
company income that is generate. Which is consequence of highly plan that is mentoring is effective.

2. TO Improve QUALITY: better educated employees aren’t as likely to generate mistakes that are
functional. Quality boost could be in relational to a business product or possibly system and quite
often even in reference to the work that is intangible that is organizational.

3. improving ORGANIZATIONAL Climate: the instruction is enhancing the ship that is relational
frequently to improve the ship that is relational the part of this company so to make organizational
and weather with in the organizational.

4. Private GROWTH:A lso,to take the non-public development of the workers, education is
necessary. Management development programmed appears to offer individuals awareness that is wide
an ability that is enlarged altruistic philosophy and enhanced individual growth feasible.

5. REDUCE SUPERVISION the in-patient whom cans way himself could possibly be recognized as
qualified personnel since well as guidance is unlikely unless and until he’s well qualified.

6. Decline in COMPLIANTS And ABSERTISM: as a outcome that is complete of plans there’ll be

possibility of decrease in dilemmas, asterism turnover. Being a total outcome of other value of
training increases.

7. PROS Of all Employees: employees that are Trained develop new skills and knowledge possession
of the understanding that is latest in abilities guarantees work safety also advertising to a lot more
accountable jobs.

8. INCREASED ORGANIZATIONAL Stability: Training system can help in maintaining security

that is organizational hence increases the advantages of training.

Goal of development and training: a) In order to convey the workers, both old and a comer that is
match that is new present also once the changing needs of the company therefore the task.

b) In purchase to make workers for high degree tasks

c) In purchase to builds the potentialities up of individuals for the following degree of taskd) To
guarantee efficient and smooth performing of any division.

e) To market collective and morale that is individual a feeling of duty, good relationships and
cooperative attitudes.

f) In order to helps staff to work much more proficiently within the present place of theirs by
subjecting them towards the concept that is many is recent techniques and information and builds up
the skills they are going to need in their particular ‘s areas.

g) in order to stop obsolescence.

TRANING METHODS:
Training methods are classified into two types.
1. ON THE JOB METHOD.

2. OFF THE JOB METHOD.

1). ON THE JOB METHOD:

The individual is added to a working job that is standard then trained the skills had a need to
perform some task under this method. Beneath the assistance and direction of an instructor that is
worker that is professional discovered by working out. A worker that is typical this system which
he’s given out while the trainee learns ways to performer a project, he’s in addition. The issue of
transfer of trainee is minimized due to the known fact individual on the task.

A). Work ROTATION:

This training that is particular requires the brief moments regarding the trainee from a solitary to
still another. The trainee gets job understanding and also gains experience that is practical their
trainer or supervisor in almost every one of several work project that is various. A possibility is
provided by this method towards the trainee to identify the dilemmas of employees on a few other
tasks.

B). Coaching:
The trainee is put under a particulars supervisor that executes as a training the average person. The
feedback is supplied by the supervisor to the trainee in the performance of his and provides him a
suggestions which can be improvement that is few the trainee shares several of the responsibilities
plus duty associated using the advisor plus in addition relieves him of the burden of their. A limits o
this technique that is particular of is that the instruction may not have the flexibility or possibly
possibility to sound the own ideas of his.

C). JOB INSTRUCTION:

The trainer defines to the trainee the means to complete the, the teacher appraises the functionality
of the trainee, provides the feedback and trainee information under this method.

D). COMMITTEE ASSIGNMENT: a range trainees are provided plus in addition required to
resolve a nagging problem that is genuine is organizational. The students issue that is solve it
accumulates staff work.

2). OFF THE JOB TRAINING METHODS:

The trainee is divided from the task situation since well as his attention is targeted upon learning
this content relate with his prospective job performance under this particular approach to instruction.
The concentration can go by them of their on mastering the duty. There is a possibility for freedom
of expression or merely he trainee.

T.. VERSATILE TRAINING: legitimate effort is simulated in training space. Materials,

files and also tools that will be utilized in real task performance is found in training.
 Personal for semiskilled jobs. The length of this instruction that is particular from days a
amount that is true of.

B) PART PLAYING: if is technique of human relationship conduct that is involving is imaginary

situation that is practical. This means of instruction involves action, performing a practice. The
individuals play the job of particular characters. It’s for building relations that are social discussion.
C) LECTURE METHOD. It’s direct and technique that is old-fashioned of. The material is arranged
by the trainer and additionally provides to friends that is combined of within the type of discussion.
The lecture should encourage and produce fascination among trainee.
D) CONFERENCE And DISCUSSION: this strategy entails a united team of people that pose plan
examine and discuss facts k, data and concept, test assumption and draw conclusion, all this assist
the improvement of work performance. In these strategies feedback is provided. The people want to
talk.

PRAGRAMMED INSTRUCTION: the material that is subject become found is provided in a

volume of meticulously planned units that are sequential. These devices arranged from easy to
significantly more complicated. The goes though these products by giving a remedy to the blanks.

INSTRUCTION PROCEDURE:
It’s basically an adoption of things instruction raining program, that is demonstrated to experience a
printer that is terrific. The instruction that is comprehensive is
T.. PLANNING THE INSTRUCTOR: the trained teacher should comprehend the task and
the way that is right teach it. The work has become split into logical portions so which
each could be taught at a length that is good the trainee plan that is sacrificing. Preferred
way of teaching that is whether a issue that is specific finest thought by illustration,
explanation or demonstration for every single part one needs to own at heart.

2. PERPARING THE TRAINEE: the action that is training that is initial trying to place the trainee
at great simplicity. Nearly all individuals are relatively nervous whenever approaching an activity
that is new. Thought the trained teacher might have carried out this training process that is
particular. Often times, he or perhaps she don’t forgets the newness of its to the trainee. The caliber
of empathy is really a mark on the dishes teacher.
3. I Prepared to instruct: This stage system in class hour training regarding the activities which are
following.
a) Planning the system. B) Preparing the trained teacher out line.
c) Do not attempt to deal with an amount that is excessive of.
d) Keeps the assessment moving along logically.
e) Discuss every product in dept.
f) Report but in words that will vary.
g) Just take the substance from standardized copy when it’s out here.
h) Whenever standardized texts if it is unavailable acquire the applications and program content
determined by team approach. I) Teach about the standard for the trainee as quality, volume, power
to perform the job that is working without any supervision knowledge or maybe procedure etc...
j) Keep in mind the standard of yours before you show.

Quality and training facility in is exposed by Hyundai Motor India

Motor India Ltd (HMIL) has inaugurated its quality that is global and Centre in Asia. It’s among the
5 quality clinics round the globe, plus is placed at Faridabad in Haryana. The India Quality Centre
(INQC) is proven enhancing the item quality by realizing requirements associated with the buyers.
The middle mainly concentrates on’ Top amount Safety Quality’ through talking with and client that
is also understanding to dump consequences. The facility will even check always facets like car
durability, unpredicted safety dilemmas, program along with vehicles work workbench marking.
“Our company is quite happy to inaugurate the product quality that is training that is global in Asia.
Hyundai is just a consumer company that is centric also concentrates on customer pleasure through
services and quality products. With all of the opening of Asia Quality Centre (INQC), Hyundai
Motor extra aims to reinforce the commitment of its to quality that is target that is unparalleled’
Zero Defect’ cars. In our endeavor that is continuous to the Lifetime partner for the customers of
ours, our company is planning to continue to pay attention to providing you higher level of
automobile security & bring innovative solutions that are mobility on individual centric, green
technologies and also services,” Y K Koo, CEO and MD, HMIL said at the inauguration of INQC
center.

The brand name INQC that is new gear at par with top notch diagnostic R&D tools for assessment
of Complete Engine and vehicle communication Diagnosis. The middle in addition studies brand
cars being brand new their pilot phase till the launch of its into the marketplace. The pilot stage
cars, at each and each development phase are examined for each, Dynamic and testing that is static
make sure items that are good.

The brand center that is INQC that is new features a training center, along with very first of its
individual Body & Paint Training Centre. The brand provider that is new Training will
probably make sure skill that is overall of whole program profile of dealership manpower.

Hyundai has 6 training centers across India not to ever mention programs to teach somewhat more
than 15,000 dealer manpower in 12 months 2017 and also plans to inaugurate 2 brand training that
is unique at Ahmadabad and Guwahati by end of the entire year that is whole. More over, to offer
the Skill India work Hyundai has begun tie ups with amount that is smallest 1 ITI in each
continuing state plus its connecting with Polytechnic colleges across India for work development
thus ultimately causing the car sector for proficient manpower.

With creation of overly globalization that is busy the economic, political, along with social arenas
has triggered better cross that is contact that is interpersonal many businesses worldwide. It turned
out evident that in this world that is training that is naturally competitive an part that is important the
challenging and competent structure of company. Thus, every company must learn the role,
advantages and significance of instruction and the consequence that is positive of on improvement
for the development regarding the business. Hence, education suggests advancement that is positive
such motives that are organizational optimal enhancement of efficacy for the employees and help in
improving the employee behavior and approach towards the task as well as uplift the morale of
theirs. We the experts are making work that is evaluate that is employees that are sensible through
Development and Training at Hyundai Motors India Ltd. Asia.
HR Management: The objective of HR control is stabilizing the HR/Training that is performance-
based/competency-based and also talk about its growth perspective along with of employees,
increase the efficiency of theirs, and enhance the competitiveness, and also help offer the company
‘s effort to shoot a jump to your following level as an car part manufacturer that is international.

HR System
REVIEW OF LITERATURE
Training and Development every organization. These concepts help the organization to achieve
growth and success in every aspect. Thus, there is need of some sort of concentration on employee
performance and organization development. It is possible only when organization adopts effective
training and performance appraisal system for the improvement of employees. Hence, literature
review is carried out with the view of analyzing the literature on Training and Performance
Appraisal Practices with specific reference to banking sector. Present research study is carried out
based on opinions collected from employees of different cadres. It is found that, there exists a
significant relationship between Training and Performance Appraisal Practices. Further, in banking
sector these relationships are also contributing towards employee performance and organization
development. The literature review is a part of research study which is undertaken during the year
2014-16.

This chapter elaborates the literature review on the concepts such as Training, Performance
Appraisal Practices, Employee Performance, and Organization Development. This chapter is also
aims at identifying the relationships among these concepts. Researcher is intends to study the views,
opinions and suggestions of various other researchers in the above concepts.

Neelu Rohmetra and Mark Easter-by Smith (August 2004), undertook a study in banking context
of Barclays Bank in UK. The study emphasizes on the crux of identifying the challenges and issues
in training programs and also aims at understanding the attitude of employees towards the
computerization. The author concluded with the opinion that the selected bank has a good training
policy which helps in individual, group and organizational development. Employees should be
trained for the computerized work.

Herman Aguinis and Kurt Krieger (2009) reviewed the existing literature regarding the benefits of
training and developments to organization, individual, and also for society. The authors opine
pensive error al that, by adopting multi-disciplinary training in organization will increase the
employee productivity so that it benefits the stake holders. According to recent Industry Report by
American Society for Training and Development (ASTD) US Organization spends more than
$ 126 Billion annually on training and development of its employees. (Paradise 2007) [P.No. 452].
Authors also suggested future research can also be undertaken in the field of training where
researchers can find the effectiveness of training on individuals and also find the gap between
applied and scholarly literature regarding training effectiveness and also can measure the reaction of
employees on training process.

Prof. Anjali Ganesh (April 2012) focused on training and employee development in the selected
commercial banks like Karnataka Bank, Corporation Bank and ICICI Bank. The study was focused
to the attitude and work performance of employees after training programs. Author also attempts to
understand the needs of employees at different levels. Author made the summative evaluation of
opinion and reaction of trainees and formative evaluation of effectiveness of training programs. She
also suggested that research can be carried out in the area of training and development like IT
Training, Behavioral Training, HR Training etc. to improve the performance of employees in
Banking Industry. K. Pramod Gonchkar (2012) opined that training develops the skill of employees
in terms of skill, knowledge, attitude etc. Public sector banks do not have training calendar every
year because of inadequate strength of employees. Thus, branches are not allowing their staff for
training frequently. Public sector banks conduct induction program and refresher programs for their
staffs. Author suggests that, IT Driven operation in training program can be also be introduced in
banks, and frequent conduct of training programs, effective designing of training programs by
professionals will definitely improve the performance of public sector bank employees.

Dr. Sunil Karve (2013), attempted to learn training methods existed in banks and its impact on
efficiency of employee towards satisfaction of their customers. The author opines that Training
programs should include more up gradation of social behavior of employees and decentralization of
Training Centers and Language Barrier of employees should be solved to improve employee
performance towards customer satisfaction.

Akilandeshwari, & Jayalaxmi (January 2014) emphasized on learning training and development
practices existed in banking industry and its impact on efficiency of employees for the satisfaction
of their customers. Authors opined that, in order to improve the efficiency of the employees training
centers must be decentralized for training the employees of remote areas.
They also suggested that training should be conducted on a regular interval. Uniform and
standardized training methods should also be adopted by both public and private sector banks in
India. Dr. C.S. Rama Narayan, G.V. Narasimhan (September 2014), opines that training needed in
every organization in order to update their employees with the latest developments and to improve
their ability to satisfy their respective customers. This paper investigate the differences arises in
public and private sector banks in conduction, need identification, design and implementation of
training programs. V. Radha et al., analyzed that, technology such as TV Network, Computer
network, self-learning material, PC based module, etc. can be used to train the employees of the
banks which are called as distance learning. In addition to traditional training methods modern
learning techniques can also be used in improvement of employee’s performance.

Aarti Chahal (April 2013) have pointed that training helps to increase job knowledge, skill
expansion of horizons of human intellect and overall personality development of employees. The
study deals with need-based training of employees in Panjab National Bank, HDFC by adopting
development-based theory. Author found that in both the banks improvement is needed in training
and perception of the employee towards training significantly differs on the basis of gender and
designation. Training has positive impact on both genders but it has greater impact on male
employees than female employees. The study concluded with the opinion that both the banks by
having their own training institute, positive management attitude, proper incentive etc. will help to
improve the effective training programs. This brings the development in terms of career growth and
also organizational development. Zahid H. (June 2013), analyzed relationship between training and
its impact on employee performance. The author also measured the employee performance,
organizational commitment and also employee compensation in banking sector with special
reference to India. In this study Author opined that performance of employee can be improved by
effective training programs. He also suggested that future research can also be carried out in the area
of training need assessment, training design and development etc in order to improve the employee
performance.
Dr. Shahul Hameed (May 2014), aims at understanding the opinions of the employees of the
banks, measuring the effectiveness of training programs and also suggested the ways to improve
their training programs in Nagai district of Tamilnadu. Authors suggested that training programs
should bring co-ordination among employees and it should improve employee performance.
Feedback should be collected from the employees to know the effectiveness of training programs.
Jyothi Basu (July 2015) studied how training and development plays a role in improving the
efficiency of the bank employees. The study was focused to know the effectiveness of training
programs on private bank employees. Data were collected from 100 respondents in Cuddalore
district of Tamil Nadu. Author opined that, extension of training period, collecting feedback from
trainees, providing proper motivation and rewards etc, plays important role in improving the
employee performance in the organization. The study concluded with the opinion that; an employee
who gets the training on a regular interval can contribute more towards customer’s satisfaction.

Ahmed Mehrez (August 2014), explored the training programs followed in banking sector in Qatar.
Author selected 2 banks namely, Masref Al Rayan (MAR) and HSBC for study. He found that in
HSBC Bank specialized team has been appointed for training programs but in MAR bank only 2
specialists of HR Department will handle the training programs. Author opines that MAR bank
should pay much more concentration towards training programs.

Megharaja B. (September 2014), analyzed that in banks training programs and its evaluation must
be conducted on a regular interval for each employee. He suggested Kirk Patrick’s Evaluation
technique for the evaluation of the training programs. For adopting changes in training programs
feedback should be collected from the employees who undergo the training.

3.2 b: Performance Appraisal Practices:

Pallavi Shrivastava and Usha Kiran (December 2012) opines that performance appraisal is past
behavior and reflect of past behavior on bank employees. Suitable measures should also be
undertaken for the improvement for organizational efficiency. Pallavi et al., (2012) analyzed
performance appraisal is a tool to improve marketing efficiency in banking sector. They found that
in nationalized banks performance appraisal is not directly linked to rewards, but also
connected to training and promotion. There is a lack of professional approach towards the
performance appraisal system. They also found that in public sector banks hierarchical structure is
based on seniority and is linked to employee’s performance.

Shrivastava and P. Purang (January 2011) opines that the public and private sector banks differ from
each other with respect to perception of performance appraisal fairness. Authors found that private
sector bank employees perceive appraisal factors setting performance expectations, rater’s
confidence, clarifying expectations, accuracy of rating, providing feedback, and explaining rating
decisions etc. It is very difficult to seek an appeal against performance management system as
compared to public sector banks. The private bank employees are more satisfied with their appraisal
system as compared to the public sector bank employees. Author suggested that there is an urgent
need to redesign the appraisal system in public sector bank. Changes in design appraisal format such
as introduction of 360-degree feedback, BSC, or online appraisal can be given a thought.
Improvements can be brought about by providing training to their employees. Performance
appraisal should be better used as a need-assessment tool. Bank should employ a systematic
approach to routinely collect employee reaction data post appraisal. Private sector bank may also
bring in more fairness by training and also needed minimize appraisal-related politics. Post-
appraisal counseling sessions may be introduced to attenuate appraisal related anxieties of the
employees. Sujoya Ray Moulik, Dr. Sitanath Mazumdar (October 2012) emphasized that
performance appraisal is the important function in human resource management function with the
combination of both the factors like administrative decision making and development of
performance. Authors considered IT Professionals for their study and concluded with the opinion
that; perceived use of appraisal has significant relations towards the satisfaction with existing
system in the organization. Prof. I.K. Kilam, Dr. S. Banerjee (July 2014) viewed that 360-degree
performance appraisal system is adopted in better way in private banks than in public sector banks.
Majority of public sector bank employees do not have any problem with the adoption of 360-
degree performance appraisal system. Many public sector banks adopted modern concepts of
performance appraisal system in banks.
Dr. Shagufta Showkat (July 2013), suggest that sample organization can implement 360-degree
performance appraisal system to minimize rater bias. Involvement of managerial and non-
managerial staff in performance planning, review process will enhance organizational effectiveness
in terms of development. Dr. Deepali Bhatnagar (December 2013), believe that increase in
frustration and dissatisfaction with performance appraisal has challenged the researcher in both
public and private sectors for evaluating performance appraisal system. The author attempted to
understanding the perceived fairness of employees in performance appraisal system of the
organization. Author also analyzed the relationship between organization justices in performance
appraisal system, employee reaction emotionally and behaviorally for improving employee
performance. Dr. K. Tulsi and Krishna (February 2014) analyzed that both private and public sector
bank should make use of appraisal system and should link results to the rewards which increases the
satisfaction level of employees. Authors suggested that transparency in evaluation, attractive pay,
praise letters etc., can be used as weapons to improve the performance. Sheelam Jain & Ravindra
Jain (April 2014) authors assessed the performance of employees by comparing with public, private,
and foreign banks in India. For the study, they considered performance improvement, fairness and
accuracy in rating system, employee feedback and their satisfaction is considered to measure
employee reaction on performance appraisal system. They concluded with the opinion that in
foreign banks employee feedback and rating decisions are at higher level as compared to Indian
banks.

Alamelu R., Badrinath V., Vivek Priya P. (April 2014) evaluated the opinion of employees
towards their existing performance appraisal system and also identified the way to develop existing
system. Authors suggested that, employees should be involved in the process of performance
measurement, training, and interaction with employees. Implementation of HR Score card, attractive
compensation should be used in improvement of employee’s performance. Farheen Mughal,
FaizaAkram and Syed Sadaqat Ali (December 2014), made an attempt to understand
implementation and effectiveness of performance appraisal system in Alfalah bank, Bahawalpur.
Authors found that, bank was facing problem of dissatisfaction on current performance appraisal
system, lack of motivation and reward. Authors suggested that there is a need of involvement of
employees in performance appraisal system. It is possible only when effective evaluation tool is
used and system involves fairness then only organization can
Overcome these problems. Mubarak Kaarim, Enamul Haqw, Priyanka Das, Moniruzzaman
(2015) had undertaken the empirical evaluation of performance appraisal by applying some critical
thinking of performance appraisal practices of employees of private banks. The study shows the
effect of performance level of employees. The study concluded with the opinion that there is a
positive sign in performance level of bank employees of the Bangladesh. Job performance is
depends upon promotion, training career development, healthy working condition, employee
feedback, and rewards etc.…

M.S. Vijaya Rao, Sheela Rani (July 2014), studied the existing system of performance appraisal
system, rating errors in performance appraisal system and employee satisfaction towards
performance appraisal system. They suggested that rating errors in performance appraisal can be
avoided by training raters, performance appraisal forms should be designed more clear and precise
way while collecting employee feedback, and appraisal report should be prepared on fair basis. So
that it increases the employee’s satisfaction towards performance appraisal system.

Payal Joshi and Ashish Adholiya (September 2014) opined that performance appraisal system
should be made simple and supportive so that personality development and learning of employees
becomes easy. It provides a basis for factual feedback for the future development of the employees.
The appraisal should be developmental and not just evaluative. It may not be confined just to the
examination and analysis of the past performance, rather, it should identify the weaknesses and
strengths as well as the opportunities for improving skill among the employees which leads to the
career growth and also organizational development.

Nitu Chomal & Papori Baruah (December 2014) emphasized that visualizing the availability of
performance linked reward and job satisfaction of managers and clerical staff of banking sector.
They found that there is a significant difference between manager and clerical performance linked
reward and job satisfaction because of least care of employees’ which results in employee turnover.
Swathi Mathur & Ruchika Prasad (2014), opines that job satisfaction is the combination of
psychological, physiological and environmental factors which brings satisfaction among employees
towards their job. The study analyzed HR practices in Indian banking sector. They also evaluated
the impact of employee performance on job satisfaction. Authors suggested that, banks should
create healthy working environment which increases performance and also their satisfaction level.

Prof. S.P. Singh and Shikha Rana (2015) opined that performance appraisal had significant
impact on organizational commitment of bank employees. The study was supported by earlier study
and suggested that awareness of performance appraisal system, fairness in performance appraisal,
performance-based payment practice is very essential in bringing the commitment among the
employees.

3.2 c: Employee Performance and Organizational Development in connection

with Training and Performance Appraisal System:

Mangaleshwaran T. & Srinivasan P.T. (2007) analyzed the HR Practices followed in Srilankhan and
Indian public sector banks by considering key areas like staffing, training, compensation,
performance appraisal etc. The authors concluded their study with the opinion that in both country
HRM Practices are implemented in same manner. But in Srilanka HR policy and programs needs
more concentration than in India. Sujatha Mellacheruvu, Krishna Macharyulu (March 2008)
analyzed the HR challenges faced by public sector banks. Author opined that Government of India,
SBI and Public sector banks experts in the field of recruitment, training policy, promotion policy
etc. which will improve the performance of public sector banks. Danlami Sani Abdulkadir, et al.,
(April 2012) examined effect of HRM Practices on employee job commitment in the Nigerian
banking sector. Authors said that performance appraisal, career planning and organizational
commitment significantly influence on employee job and organizational commitment. But in
Nigerian Banks, it is very low where employees should make conscious effort for achieving desired
results. Laila Zaman & Md. Sajjad Hossan (October 2012) based their study on comparative
analysis of HRM practices in local and foreign banks in Bangladesh namely Dhaka bank and
Standard Charted Bank. Author compared the HR terms
Like human resource planning, recruitment, selection process, training and development,
performance Appraisal system, compensation and practice of HRIS (Human Resource Information
System) in both banks. The author opined that there are some differences in human resource
practices of both banks. Shilpi Singh (January 2013) included the subsystem of HRD like
Performance appraisal, training and development, career planning etc. Author believed that major
challenge for banks is that how to develop their social architecture that generates intellectual capital
as essential drive for change in the organization in terms of development. Kranmti Walia et al.,
(April 2013) suggested that good HRD climate which contribute towards organizational growth and
development. Authors concluded with the opinion that both banks Bank of Baroda and SBI have
reasonably good HRD practices and climate which brings competency and motivation among
workers. Authors felt that SBI should provide the favourable and friendly working environment to
its employees and Bank of Baroda should provide more opportunity to their employees in terms of
career growth and also self-development. Dr. B.L. Verma (May 2013) assessed that perception of
top management towards Human Resource Development (HRD) climate and HRD subsystem in
State Bank of India (SBI). Author found that, employees of SBI had favorable attitude towards their
HRD policy and practices. They are differed in terms of experience, age, qualification etc.… HRD
mechanism such as training and development, performance appraisal, reward and feedback etc.
differs with their experience. Dr.

B. Mathivanan (December 2013) undertaken to know the HRM practices in public sector banks
in Krishnagiri district. The author found in that in a bank there is no uniformity in ranking of
objectivity of Human Resource Management (HRM), molding employee’s beliefs, and union
modified traditional role of work place etc. Author suggested that awareness about HRM Practice,
HRM Committee forming at top level in every 3 years for improving performance banking sector.
Vikram Jeet & Dr. Sayeeduzzafar (January 2014) analyzed the impact of HRM practices on
employee satisfaction level. Authors opined that HRM practices like Training, Performance
appraisal, compensation etc. has significant impact on job satisfaction whereas employee
participation have significant impacts on job satisfaction of HDFC Bank employees. Authors
suggested that new policy of training should be developed at senior and middle level management
for increasing employee participation. Md. F.H. Talukdar et al., (February 2014) undertaken their
study to know the HRM practices followed in Bangladesh Banks.

They considered training, performance appraisal, recruitment and selection etc. to measure job
satisfaction level of employees. They analyzed and concluded with the opinion that employees of
banks are enjoying good facility. Private bank employees are satisfied with their scale, job position,
promotion etc. but worried about their work pressure and working hours. More attention should be
provided towards the development of HR policy.

T.V. Rao, Raju Rao, Taru Yadav (January 2007) done their study in 12 companies namely in
venture finance company, consumer product company, multinational electronics manufacturing
company, tyre manufacturing company, and many other company as sample company. Author
collected feedback of employees, employee satisfaction survey etc. and concluded their study with
the opinion that HR department need to appoint professionally trained competent staff to enhance
the level of subsystem and competitive advantage is gained through employee development. G.
Lawrence (2014) attempts to study the human resource management practices in terms of training,
promotion, and performance appraisal system of Indian Bank and Federal Bank in Thoothukudi
district. The author concluded with the opinion that Indian bank has to improve its training material,
good working environment to reduce the inefficiency among the employees. Professional faculty
should be appointed to train the employees so that co-ordination can be achieved in between
superior and subordinates. Dr. B. Muniraja, et al., (December 2014) studied the HR Management in
commercial banks in India by considering job analysis, recruitment and selection, training and
development, and performance appraisal etc. The authors concluded their study with the opinion
that the success of banks are largely depends on the development intellectual capacity of the
employees in terms of knowledge of worker. Technical infrastructures of the bank should also be
improved for increasing the employee productivity. The public sector banks have to take initiation
to modify in their human resource policies and practices for competing with private and foreign
banks.

Dr. Karthikeyan, Karthi, Shyamala (July 2010) analyzed the effectiveness of training programs
and its effect on growth and results in selected banks of Tiruchanapalli district. Authors opined that,
in case if there is an increase in effectiveness of training will results in growth and development of
banks. The authors also suggested that the bank should design training programs by involving
personality development, role play, group discussion, business game etc. Thus, the
Productivity of employee will be increased which results in customer satisfaction. Jaspreet Kaur &
Jayaraman (2012) examined the effectiveness of training in Banks particularly in SBI, Punjab
National Bank, Punjab & Sind Bank, Bank of Baroda, HDFC, ICICI, Axis and YES Banks in
Punjab region. The study was concluded with the opinion that, in both private and public sector
banks, training infrastructure facility and also its capability for improving satisfaction level of its
customer is same but they opined that bank’s focus on training is differed from each other. Public
sector banks have to include skill development and organizational development in their training
programs. Raja Abdul G. Khan & Furqan Ahamed Khan (July 2011) opined that training and
development, on-the job training, delivery style and designing of training programs are the
important credentials in organizational performance. Abdul Hameed & Aamer Waheed (July 2011)
emphasized the relationship between employee development and employee performance. They
measured the employee development in terms of employee learning, skill growth, self-directed,
attitude and behavior etc., which brings the improvement in employee performance and
organizational performance.

Dr. Amir Elnaga Ms. Amen Imran (2013) emphasized on the guidelines which are needed in
employee professional evaluation and employee development in terms of training ability, standards,
knowledge, skill, feedback, environment, motivation etc., Training programs should be designed
based on employee needs, organizational goals, and objectives. This will lead to bring an
improvement in employee performance.

Zhang Ying (October 2012) argues that performance management system has a significant and
positive relationship with the employee performance. He suggested the three stages in performance
management system. Author also suggested that performance management system should fit with
organizational culture, employee ability, organizational asset and performance. Mosses Wanyama
Wanjala & Geoffmey Kimutai (August 2015) emphasized that; if Performance Management
System (PMS) consist of objectives and fair in operation, then it definitely contribute towards the
improvement of employee performance. They recommended that performance appraisal policy
should be based on the effective training need analysis. This leads to the improvement in
employee’s performance and organizational development. Swapnil Moyal & Dr. Vijayalaxmi
Iyengar (2016) opined that, effective appraisal system at workplace
Will contribute towards the improvement of employees’ performance. Training programs will help
to overcome the insufficiencies in employee’s performance.

Rab Nawaz Lodhi (2013) opined that effective performance appraisal will increase the morale
among the employees and it also motivates the employees for hard work. The authors found in their
study that in Pakistani banking sector there is a positive and significant impact on employee
motivation in terms of benefits and incentives. These will directly affect on performance appraisal
systems. Githenji Anjela (September 2014) argued on impact of training on employee engagement,
employee motivation and job satisfaction. The author opined that non-management employees and
top management employees were adopting new tasks after undergoing training as compared to
middle level management. Training motivates all employees for better performance and also helps
in bringing the job satisfaction among the employees. Bassam Mohsin Mozael (November 2015)
suggests effective training programs are based on training design, delivery style and training
methods. These will bring change in employee performance. Author also suggests that organization
should adopt practical and dynamic training in improving employees’ performance. Ronald L.
Jacobs & Christopher Washington (November 2015) emphasize on 3 broad directions which brings
the development among the employees. This also helps the organization in performance
improvement.

Employee development made the employees’ as continuous learner and also helps to bring
development in organization. Sobia Saeed & Faiza Maqbool Shah (Feb 2016) suggests that in
Islamic banks employees’ performances are affected by variables like rewards, work environment,
and training and development. They found that there is a need of motivation among employees. This
INDUSTRY PROFILE
Introduction     
The global sourcing market in India continues to grow at a higher pace compared to the IT-BPM
industry. India is the leading sourcing destination across the world, accounting for approximately
55% market share of the US$ 200-250 billion global services sourcing business in 2019-20.
The IT industry accounted for 8% of India’s GDP in 2020. Exports from the Indian IT industry are
expected to increase by 1.9% to reach US$ 150 billion in FY21. In 2020, the IT industry recorded
138,000 new hires. According to STPI (Software Technology Park of India), the software exports
by its registered units increased by 7% YoY to reach Rs. 5 lakh crore (US$ 67.40 billion) in FY21
from Rs. 4.66 lakh crore (US$ 62.82 billion) in FY20, driven by rapid digitization and the IT
industry’s timely transition to remote working environments that helped to keep up the industry’s
growth amid coronavirus pandemic.

Market Size
The IT & BPM industry’s revenue is estimated at ~US$ 194 billion in FY21, an increase of 2.3%
YoY. The domestic revenue of the IT industry is estimated at US$ 45 billion and export revenue is
estimated at US$ 150 billion in FY21. According to Gartner estimates, IT spending in India is
estimated to reach US$ 93 billion in 2021 (7.3% YoY growth) and further increase to US$ 98.5
billion in 2022. The BPM sector in India currently employs >1.4 million people, while IT and BPM
together have >4.5 million workers, as of FY21.\

Indian software product industry is expected to reach US$ 100 billion by 2025. Indian companies
are focusing to invest internationally to expand global footprint and enhance their global delivery
centres. In line with this, in February 2021, Tata Consultancy Services announced to recruit ~1,500
technology employees across the UK over the next year. The development would build capabilities
for TCS to deliver efficiently to the UK customers.
The data annotation market in India stood at ~ US$ 250 million in FY20, of which the US market
contributed ~ 60% to the overall value. The market is expected to reach ~ US$ 7 billion by 2030 due
to accelerated domestic demand for AI.
Investments/ Developments
Indian IT’s core competencies and strengths have attracted significant investment from major
countries. The computer software and hardware sector in India attracted cumulative foreign direct
investment (FDI) inflows worth US$ 71.05 billion between April 2000 and March 2021. The sector
ranked 2nd in FDI inflows as per the data released by Department for Promotion of Industry and
Internal Trade (DPIIT). In FY21, computer software and hardware topped FDI investments,
accounting for 44% share of the total FDI inflows of US$ 81.72 billion.
Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra are diversifying their
offerings and showcasing leading ideas in blockchain and artificial intelligence to clients using
innovation hubs and research and development centres to create differentiated offerings.
Some of the major developments in the Indian IT and IteS sector are as follows:

 In July 2021, TCS expanded its strategic partnership with Royal London, the largest mutual
life insurance, pensions and investment company in the UK, to help the latter transform its
pension platform estate and deliver market-leading services to members and customers.
 In July 2021, Tata Technologies partnered with Stratasys, a 3D printing technology
company, to provide advanced additive manufacturing technologies to the Indian
manufacturing ecosystem.
 In July 2021, Tech Mahindra Foundation and Wipro GE Healthcare have joined forced to
offer skilling and upskilling courses to students and healthcare technicians.
 In July 2021, HCL announced a multi-year agreement with Fiskars Group, consisting of a
family of lifestyle brands including Fiskars, Gerber, Iittala, Royal Copenhagen, Waterford
and Wedgwood for digital transformation.
 In July 2021, TCS launched Jile 5.0, a key release of its Enterprise Agile, on-the-cloud
services, planning and delivery tool that enables enterprises to meet the large-scale
development needs of multiple distributed teams.
 In June 2021, Federal Bank expanded its strategic collaboration with Oracle and Infosys to
offer an enhanced customer experience through Oracle CX (customer experience) platform.
 In June 2021, Infosys announced a collaboration with Archrock, Inc., a leading provider of
natural gas compression services in the US, to integrate digital technologies and mobile tools
for its field service technicians.
  In June 2021, Tata Consultancy Services (TCS) extended its 17-year partnership with the
UK’s Virgin Atlantic to help the latter embark on a new phase of ‘recovery and growth’.
TCS will take exclusive responsibility of the airline’s end-to-end operational management
and digital transformation.
 In June 2021, Wipro announced that it has joined the World Economic Forum’s ‘Partnership
for New Work Standards’ initiative to establish a healthy, resilient and equitable future of
work.
 In June 2021, the International Chess Federation (FIDE) announced a new partnership with
Tech Mahindra Ltd. To focus on creating together the Global Chess League, a project first
proposed by Tech Mahindra Ltd.

Government Initiatives
Some of the major initiatives taken by the Government to promote IT and IteS sector in India are as
follows:

 On July 2, 2021, the Ministry of Heavy Industries and Public Enterprises launched six
technology innovation platforms to develop technologies for globally competitive
manufacturing in India. The six technology platforms have been developed by IIT Madras,
Central Manufacturing Technology Institute (CMTI), International Centre for Automotive
Technology (iCAT), Automotive Research Association of India (ARAI), BHEL and HMT in
association with IIScBanglore.
 In July 2021, the Arun Jaitley National Institute of Financial Management (AJNIFM) and
Microsoft have formed a strategic partnership to build AI and emerging technologies Centre
of Excellence.
 In June 2021, the Indian government announced plans to launch Biotech-PRIDE (Promotion
of Research and Innovation through Data Exchange) to deposit biological data in the
country’s national repository.
 In May 2021, MyGov, the citizen engagement platform of the Government of India, in
partnership with the Department of Higher Education launched an innovation challenge to
create an Indian language learning app.
  In order to establish an enabling environment for the IT industry, in April 2021, the
Development of Advanced Computing (C-DAC) launched three innovatice technologies
Automatic Parallelizing Compiler (CAPC), Cyber Security Operation Centre (CsoC) as a
Service, and C-DAC’s indigenous High-performance Computing software solutions—
Parallel Development Environment (ParaDE).
 In Budget 2021, the government has allocated Rs. 53,108 crore (US$ 7.31 billion) to the IT
and telecom sector.
 Department of Telecom, Government of India and Ministry of Communications,
Government of Japan signed a MoU to enhance cooperation in areas of 5G technologies,
telecom security and submarine optical fibre cable system.
 In 2020, the government released “Simplified Other Service Provider” (OSP) guidelines to
improve the ease of doing business in the IT Industry, Business Process Outsourcing (BPO)
and IT-enabled Services.

Road Ahead
India is the topmost offshoring destination for IT companies across the world. Having proven its
capabilities in delivering both on-shore and off-shore services to global clients, emerging
technologies now offer an entire new gamut of opportunities for top IT firms in India. The industry
is expected to grow to US$ 350 billion by 2025 and BPM is expected to account for US$ 50 55
billion of the total revenue.
Note: Conversion rate used for July 2021 is Rs. 1 = US$ 0.01355
Notes:  * - As per Gartner, ^ - Artificial Intelligence
References: Media Reports, Press Information Bureau (PIB), Department for Promotion of
Industry and Internal Trade (DPIIT), Department of Information and Technology, Union Budget
2021-22
India is the world’s largest sourcing destination with largest qualified talent pool of technical
graduates in the world. According to National Association of Software and Service Companies
(Nasscom), the Indian IT industry’s revenue is estimated to reach US$ 194 billion in FY21, an
increase of 2.3% YoY. The sector is the largest employer within the private sector. According to
Gartner estimates, IT spending in India is estimated to reach US$ 93 billion in 2021 (7.3% YoY
growth) and further increase to US$ 98.5 billion in 2022.
This push towards cloud services has boosted hyper-scale data centre investments, with global
investments estimated to exceed ~US$ 200 billion annually by 2025. India is expected to gain a
significant share in the global market, with the country’s investment expected to hit ~US$ 5 billion
annually by 2025.
In Budget 2021, the government has allocated Rs. 53,108 crore (US$ 7.31 billion) to the IT and
telecom sector.
The IT industry accounted for 8% of India’s GDP in 2020. Exports from the Indian IT industry are
expected to increase by 1.9% to reach US$ 150 billion in FY21. In 2020, the IT industry recorded
138,000 new hires. According to STPI (Software Technology Park of India), the software exports
by its registered units increased by 7% YoY to reach Rs. 5 lakh crore (US$ 67.40 billion) in FY21
from Rs. 4.66 lakh crore (US$ 62.82 billion) in FY20, driven by rapid digitization and the IT
industry’s timely transition to remote working environments that helped to keep up the industry’s
growth amid coronavirus pandemic.
The IT & BPM industry’s revenue is estimated at ~US$ 194 billion in FY21, an increase of 2.3%
YoY. The domestic revenue of the IT industry is estimated at US$ 45 billion and export revenue is
estimated at US$ 150 billion in FY21.
Artificial Intelligence (AI) is expected to boost India’s annual growth rate by 1.3% by 2035, as per
NITI Aayog. A substantial increase in AI by Indian firms can result in a 2.5% increase in India’s
Gross Domestic Product (GDP) in the immediate term. In September 2020, NASSCOM
FutureSkills and Microsoft collaborated to launch a nationwide AI skilling initiative to train one
million students in AI technology by 2021.
The computer software and hardware sector in India attracted cumulative foreign direct investment
(FDI) inflows worth US$ 71.05 billion between April 2000 and March 2021. The sector ranked
2nd in FDI inflows as per the data released by Department for Promotion of Industry and Internal
Trade (DPIIT).
In 2020, PE investments in the sector stood at US$ 7.5 billion. IT & BPM led the venture capital
(VC) investment with 380 deals in in 2020, contributing 71% to the total deal count. The COVID-19
pandemic has accelerated the demand for third-party data centre services in India.
The Government of India has extended tax holidays to the IT sector for Software Technology Parks
of India (STPI) and Special Economic Zones (SEZs). As of February 2020, there were 421
approved SEZs across the country, with 276 of them from IT & BPM and 145 as exporting SEZs.
COMPANY PROFILE

Websoft Technologies offers Enterprise software development & consulting services Company that

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To ensure that Websoft Technologies is able to stay at the cutting-edge of technology, Websoft
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Delivering to the global leaders to entrepreneurs, we tailor our process based on your scale and
requirements. We think big, give in-trend design smart and develop fast for all devices, projects, and
industries. We start by mapping a strategy, building a prototype, developing a beta, and then finalize
the product. As a recognized web development company , we keep in mind these key points

High Performance

The page loading time is a key factor for the overall performance of a website. To keep the speed to
minimum we reduce HTTP request, minify, cookie-free domain, and use SSD hosting to maintain
the speed.

Scalability

Customized website evelopment gives you an advantage of selecting technologies on which you
want your website to be developed. Later on, this can help you in scaling your business and update
your website for future business necessities

Security

An unprotected website is a security risk to customers, and can spread a malware. A website created
by our website developers is highly secure. Customers have a peace of mind that the site can be
trusted and the information is safe.
Customized Package

Option for custom web development services gives you the opportunity to pay only for those
functionalities that you require. So, there is no bank breaking budget, and you can easily plan your
money timeline prior to the development phase.

Agile Approach

We develop our projects based on agile approach that takes away time-sucks, performing frequent
sanity checks, and making sure that you’re not spending excessive time on things that don’t add
value to the project.

Content Management

Web Apps that are customized comprises of easy site management tools where the non-technical
members of the organization like managers, content editors, and other team members can make
changes to the website without any technical assistance.
 CHAPTER – II
IMPORTANCE OF THE STUDY:

For companies to keep improving, it is important for organizations to have continuous training and
development programs for their employees. Competition and the business environment keep
changing, and hence it is critical to keep learning and pick up new skills. The importance of training
and development is as follows:

• Optimum utilization of Human resources

• Development of skills

• To increase the productivity

• To provide the zeal of team spirit

• For improvement of organization culture

• To improve quality, safety

• To increase profitability

• Improve the morale and corporate image

NEED OF THE STUDY:

Training and development of employees is a costly activity as it requires a lot quality inputs from
trainers as well as employees. But it is essential that the company revises its goals and efficiencies
with the changing environment. Here are a few critical reasons why the company endorses training
and development sessions.

• When management thinks that there is a need to improve the performances of employees.
• To set up the benchmark of improvement so far in the performance improvement effort.
• To train about the specific job responsibility.
OBJECTIVE OF THE STUDY:

The broad objective of the study of training policies in Websoft is to study the impact of training on the
overall skill development of workers. The specific objectives of the study are:

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

2. To examine the impact of training on the workers.
3. To study the changes in 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 programs.
 SCOPE OF THE STUDY:

 The scope of the study covers in depth.

 The various training practices, modules, format being followed and are limited to the company
Websoft and its employees.

 The different training programmes incorporated facilitated in Websoft through its faculties,

 Outside agencies or professional groups.

 The Websoft judges the enhancement of the knowledge & skills of employees and feedback on
its effectiveness.
RESEARCH METHODOLOGY:

Research is the process of systematic and in-depth study or search for any particular topic, subject
or area of investigation, backed by collection, compilation, presentation and interpretation of
relevant details or data. Research methodology is a way to systematically solve the research
problem. It may be understood as a science of studying how research is done scientifically.
Research may develop hypothesis and test it. In it we study the various steps that are generally
adopted by the researcher in studying his research problem along with the logic behind them.

Research must be based on fact observable data forms a sound basis for research inductive
investigation lead better support to research finding for analyzing facts a scientific methodology of
analysis must be developed and result interpreted logically.

It is necessary for the researcher to know not only the research method or techniques but also the
methodology. Thus, when we talk of research methodology, we not only talk of the research
methods but also consider the logic behind the methods we use in the context of our research study
and explain why we are using a particular method or technique and why we are not using others so
that research results are capable of being evaluated either by the researcher himself or by others.
Research problems would result in certain conclusions by means of logical analysis which the
decision-maker may use for his action or solution.

RESEARCH DESIGN:
A research design is purely and simply the frame work plan for a study that guides the collection
and analysis of a data. In this study the researcher has adopted descriptive research design.

Descriptive Research Design

It includes surveys and fact finding enquires of different kinds. It simply describes something such
as a demographic of employees. It deals with description of the state of offers as it is and the
researchers have no influence on the respondents.
Data collection

Data collection is one of the most important aspects of research. For the success of any project
accurate data is very important and necessary. The information collected through research
methodology must be accurate and relevant.

Methods of data collection

➢ Primary Data
➢ Secondary Data

Primary Data

Data collected by a researcher is known as primary data. It is collected by a person for his own use
obtained from findings. This is considered as firsthand information. This is that data which is
collected by us to meet our own specific purpose. The data is collected by the means of
questionnaire filled in by the employees at different posts of Guntur and Hyderabad area offices.
This method of data collection is very popular particularly in big organizations.

Secondary Data

Secondary data means data that are already available i.e., they refer to data which has already been
collected and analyzed by someone else. This type of data information can also be used by the
researcher for his use as second hand information sources through which secondary data can be
collected. Secondary data may either be published data or unpublished data.
 The research approach

Survey Method

The Research Instrument

Questionnaire

The Respondents

The employees of the organization.

Sampling

Sample size: 50 Respondents

It is the process of selecting representative subset of a total population for obtaining data for the
study of the whole population the subset is known as sample. The sample size is selected for the
study 50 employees. The techniques of sampling unit in this study are convenience sampling.

Methods used for Data collection

Data Collection Approach: Survey Method

Data Source: Primary Dealers from Dealers, end customers & internal data from Hyundai.

Contact Method: Personal Interaction.

Field Work: Field work consisted of visit.

ANALYTICAL TOOLS USED:

Analysis has been done using MICROSOFT EXCEL Sheet, MICROSOFT WORD &Various
marketing statistical tools & interactive graphs etc. This research is conclusive in nature and
statistical in design as it involves data collection and analysis by statistical and quantitative methods
and deriving results in the form of percentages and proportion of variables so that further relevant
interference could be drawn.

Convenience Sampling

In this method the sample units are chosen primarily on the basis of the convenience to the
researcher.
Limitations of the Study

● More structured questionnaire would have limited their options.

● Prejudice from the respondents might cause errors.
● Policy constraints and differentiation in inputs.
● There is always a possibility that neutral options may be chosen.
● The research material available was not sufficient.
● Sample may be biased and there might be non-responsive error also.
 CHAPTER – III
EMPIRICAL RESULTS
SOURCES OF JOB SATISFACTION:

Several job elements contribute to job-satisfaction. The most important amongst them are
wage structure, nature of work. Promotion chance, quality of supervision, work group, and working
conditions.
Wages:
Money is an important instrument in fulfilling one’s needs. And employees often see pay as
refection of managements concern for them.
Nature of work:
Most employees crave intellectual challenges on jobs. They ten to prefer being given
opportunities to use their skills and abilities and being offered variety of tasks, freedom and
feedback on how well they are doing.

Promotions:
Promotional opportunities affect job-satisfactions considerably. The desire for promotion is
generally strong among employees on to involves change in job content, pay, responsibility,
independence status and the like. Average employees in a typical government organization can hope
to get two or three promotions in his entire service, though chances of promotions are better in the
private sector.
Supervision:
There is a positive relationship between the quality of supervision and job satisfaction.
Supervisors who established a support personal relationship with subordinates and take a personal
interest in them contribute their employee satisfaction.
Work group:
The work group does serve as a source of satisfaction to individual employees. It does so
primarily by providing group members with opportunities for interaction with each other. The work
group is an even stronger source of satisfaction when members have similar attitudes and values co-
workers with similar attitudes and values can also provide some confirmation of persons self
concept. “We are OK and you are OK”.
Working conditions:
Working conditions that are compatible with an employee’s physical comfort and that
facilitate doing a good job contribute to job satisfaction. Temperature, humbity, ventilation, lighting,
and noise, hours of work, Cleanliness of the work place and adequate tools and equipment are the
features, which effect job-satisfaction.
Values:
Basic Convictions that a specific mode of conduct or end – state of existence is personally or
socially preferable to an opposite or converse mode of conduct or end –state of existence.
Value system: -
A hierarchy based on a ranking of an individual’s values in terms of their intensity.

Values tend to be relatively Stable and enduring:

Importance of values:
Values are important to the study of organizational behavior because they lay the foundation
for the understanding of attitudes and motivation and because they influence our perceptions.
Individuals enter an organization with pre-conceived notions of what “Ought” and what
“Ought not” to be. Of course, those notions are not value free. On the contrary, they contain
interpretations of right and wrong. As a result, values cloud objectivity and nationality.
Values generally influence attitudes and behaviors.
Attitudes:
Attitudes are evaluative statements either favorable or unfavorable concerning objects,
people or events. They reflect how one feels about something. When I say, “I like my job”, I am
expressing my attitude about work.
Attitudes are not the same as values, but the two are interrelated. You can see this by looking at the
three components of an attitude Cognition, affect and behaviors.
The belief that “discrimination is wrong” is a value statement. Such an opinion is the
cognitive component of an attitude. It sets the stage for the more critical part of an attitude its
affective component.
 Affect is the emotional or feeling segment of an attitude and is reflected in the statement “I
don’t like Jon because he discriminates against minorities”. Finally, and we will discuss this issue at
considerable length later in this section, affect can lead to behavioral outcomes.
The behavioral component of an attitude refers to an intention to behave in a certain way
toward someone or something. So, to continue our example, I might choose to avoid Jon because of
my feeling about him.
In organizations, attitudes are important because they affect job behavior. If workers
believe, for example, that superiors, auditors, bosses and time and motion engineers are all in
conspiracy to make employees work harder for the same or less money, then it make sense to try to
understand how there attitudes were formed, their relationship to actual job behavior, and how they
might be changed.

Type of attitudes:
A person can have thousands of attitudes, but Organization behavior focuses our attention on
a very limited number of job-related attitudes. These job-related attitudes tap positive or negative
evaluations that employees hold about aspects of their work environment. Most of the research in
Organization Behavior has been concerned with three attitudes: job satisfaction, job involvement
and organizational commitment.

Job satisfaction:
The term job satisfaction refers to an individual’s general attitude towards his or her job. A
person with a high level of job satisfaction holds positive attitudes towards the job, while a person
who is dissatisfied with his or her job holds negative attitude about the job. When people speak of
employee attitudes, more often than not they mean job satisfaction. In fact, the two are frequently
used interchangeably. Because of the high importance Organization Behavior researchers have
given to job satisfaction.
Job involvement:
The degree, to which a person identifies with his or her job, actively participates in it, and
considers his or her performance important to self worth.
However, it seems to more consistently predict turnover than absenteeism, accounting for as
much as 16% of the Variance in the former.
Organization Commitment:
The third job attitude we shall discuss is organizational commitment, which is defined as a state in
which an employee identifies with a particular organization and its goals, and wishes to maintain
membership in the organization. So, high job involvement means identifying with one’s employing
organization.

Attitudes around the world:

Employees through out the world seem to share similar opinions about working condition and their
workplace needs. That’s the conclusions drawn by a recent survey of more than 10,000 workers
from thirteen industrialized nations, including western Europe, Japan, Russia, and the unites states.

These employees all identified the same five key attributes for a good job: balance between work &
family work that is interesting, security for the future, good pay, and enjoyable and friendly Co-
workers interesting jobs and the ability to balance work and family life were rated as most important
in every country, except in Russia where pay was the highest priority.

Survey respondents also emphasized the importance of the potential for advancement and the
opportunity to build job skills. The survey found that more than 33% of the respondents said they
would leave their current jobs for a 10% pay increase. But a striking 44% would change jobs for a
position with more potential for advancement and growth.

Cognitive Dissonance theory:

LEON FESTINGER, in the late 1950 s, proposed the theory of cognitive dissonance. This theory
sought to explains the linkage between attitudes and behavior. Dissonance means an inconsistency.
Cognitive dissonance refers to any incompatibility between two or more attitudes or between
behavior and attitudes.
[High rewards accompanying high dissonance tend to reduce the tension inhered in the dissonance.

Measuring the A-B Relationship:

In the late 1960’s, this assumed relationship between attitudes and behavior (A-B) was challenged
by a review of the research. Based on an evaluation of a number of studies that investigated the A-
B relationship, the reviewer concluded that attitudes were unrelated to behavior or, at best, only
slightly related. More recent research has demonstrated that attitudes significantly predict future
behavior and confirmed FESTINGERS original belief that the relationship can be enhanced by
taking moderating variable into account.

Moderating Variables:
The most powerful moderators have been found to be the importance of their attitude; its specificity,
its accessibility, whether social pressures exist, and whether a person has direct experience with the
attitude.

Finally, the attitude behavior relationship is likely to be much stronger if an attitude refers to some
thing with which the individual has direct personal experience. Asking College Students with no
significant work experience how they would respond to working for an authoritarian supervisor as
far less likely to predict actual behavior as asking that same question of employees who have
worked for such an individual.

Self-perception theory:
Attitudes are used after the fact to make sense out of an action that has already occurred. This view,
called self-perception theory has generated some encouraging findings.

An application: Attitude Surveys:

Eliciting response from employees through questionnaires about how they feel about their jobs,
workgroups, supervisor, and the organization.

Attitudes and workforce diversity:

Managers are increasingly concerned with changing employee attitude to reflect shifting
perspectives a racial, gender and other diversity issues. A Comment to a co-worker of the opposite
sex, which 20-year ago might have been taken as a complement, can today become a career –
limiting episode. As such, organizations are investing in training to help reshape attitudes of
employees.
 CHAPTER – IV
DATA ANALYSIS AND DISCUSSION
1) How long have you been with Websoft?

New/Long Standing No of Employees

Long Standing Emp. (3&>3 Yrs.) 75

New (<3 Yrs.) 25
Total 100

No of Employees
80
70
60
50
40
30
20
10 No of Employees
0

Long Standing Emp. (3&>3yrs.) New (<3Yrs)

INTERPRETATION
Training needs can be classified by categorizing employees in to young people, newcomers and
people who are permanent. Young people are those who are new entrants who undergoing intensive
training before posting. People new to the organization, new to the department or section will need
special treatment when the times comes to integrate them in to the working life. Newcomers need
help to adjust to their new surroundings. Those who have served in another industry will have to
learn to apply their skills in the new field. People who are permanent know the company and were
working in it quite sometimes. They might require training if they are posted to a different
department, given a promotion or refresher training etc.
2) How long have you been in present job?
New/Long Standing No of employees

Long Standing Emp. (>2 Yrs.) 65

New (2&<2 Yrs.) 35

Total 100

70 No. of Employees
60

50

40
No of employees
30
20

10

0 1 2 3 4 5

INTERPRETATION

It is important to know how long the employee has been working in his current position. This
will help us to identify his training needs accurately.
If majorities of their people working are to the current position they are working in, then there must
be more training programs on how to proceed with work. But otherwise, more refresher training is
needed on how to perform their job more effectively and efficiently. They can be given greater
responsibility and can be asked to help other coworkers who are new to the organization. Training
programs like leadership training Personal management etc. can also be given to them.
At Websoft. Most of the employees (75% i.e. 15 out of 20) are long standing and only (25%i.e 5 out
of 20) are new to the organization.
3) How do you work?

a) Alone b) Part of team

Response No of Employees

Alone 26

Part of team 74

Total 100

No of Employees
80
70
60
50

40
No of Employees
30
20
10
0

AlonePart of team

INTERPRETATION

The current business challenge demands a shift in focus from individual contribution to group
activates and group contribution. Groups do not replace individual. Individual need to be developed.
When people work in team there is a synergy and collaboration among team members gives
meaning to individual performance and competence

At Websoft19 members (I. e, 99%) of the sample said that they work in teams, only 1 member said
that they alone.
4. If you work in a team, do you have any clarity about your team roles?

Clarity about team role No of Employees

Yes 100

No 0

120

100

80

60
Clarity about team role
No of Employees

40

20

1 2 3 4 5

INTERPRETATION
In Websoftall employees have clarity about their own team roles.
5. What is the degree of co-operation among your team members?

A) High B) Good

C) Moderate D) less

OPINION NO OF EMPLOYEES

High 62

Good 18

Moderate 16

Less 4

Total 100

No of Employees
70
60
50
40
30
20
10
0 No of Employees

HighGoodModerateLess

INTERPRETATION
It clearly shows that most of the employees agree that they complement each other while they are
working as team in order to make their work effective.
6) What other roles in the organization would you be interested in doing if a vacancy
became available for example transfer to another section supervisor position etc.?

TO PERFORM OTHER NO OF EMP

JOB

Change of section 39

Supervisor 21

NO change 40

Total 100

no of employees
45
40
35
30
25
20
15 no of employees
10
5
0

Change of sectionsupervisorno of changes

INTERPRETATION
Most of the employees felt that they would like to change their position to other section where they
can do better in the organization in order to progress in their career.
6. What is your career aspiration?

A) Greater Responsibilities B) Higher Position

C) Financial Increment

OPINION NO. OF EMPLOYEES

Greater Responsibilities 16

Higher Position 21

Financial Increment 13

Higher Position & Financial Increment 21

GR& HR 14

GR&FI 05

ALL OF THE ABOVE 10

Total 100

No. of employees
25
20
15
10
5
0 No. of employees

INTERPRETATION

Most of the employees are seeking to increase their financial position by doing better job. They
don’t want more responsibilities. Least of the employees would like to move to higher position
where they can lead the teams.
7. Are you satisfied with training and development programmed provide by Websoft?

A) Yes B) No

Response No. of employees

Yes 90

No 08

Can’t say 02

Total 100

No. of employees
100
90
80
70
60
50
40
30 No. of employees
20
10
0

YesNoCan’t say

INTERPRETATION
90% of the employees are satisfied with the Training and Development programmed of the
Websoft. Just 8% of the employees are not getting familiar with the Training and Development
programmed of the Websoft.
8. After completing the training programmed, the management giving any promotion to
the Employee?

A) Yes B) no C) sometimes

Response No of Employees

Yes 89

No 11
Total 100

No of Employees
100
90
80
70
60
50
40
30 No of Employees
20
10
0

YesNo

INTERPRETATION
89% of the employees agree that they are getting Promotions after attending the Training and
Development programmed provided by the organization.

Only few of the employees are not satisfied with the procedure of the promotions conducted by the
organization.
9. Are you satisfied with the role of trainer between you and management?

A) Yes B) No

RESPONSE NO OF EMPLOYEES
YES 85
NO 25
Total 100

NO OF EMPLOYEES
90
80
70
60
50
40
30
20 NO OF EMPLOYEES
10
0

YESNO

INTERPRETATION
85% of the employees are satisfied with the Methods, Role-plays, and the like given by the Trainer.
They are keen to attend every Training program’s which are provided by the TRAINER.
10. How do you describe your overall learning experience from the Programme?

A) Excellent B) Good

C) Moderate D) poor

Response No. of employees

Excellent 35

Good 49

Moderate 11

Poor 05

Total 100

NO. OF EMPLOYEES
60

50

40

30

20

10

0
Excellent Good Moderate Poor

INTERPRETATION
Trainees who rated the statement with excellent grade are very Cleary about the Training program and
they learned more to perform their jobs effectively.
11. Does training programme have any positive impact on the Organization?

A) MOST OF THE TIMES B) SOMETIMES

C) RARELY D) NO

RESPONSE NO. OF EMPLOYEES

MOST OF THE TIMES 75

SOMETIMES 12

RARELY 13

NO 0

Total 100

NO. OF EMPLOYEES
80
70
60
50
40
30
20 NO OF EMPLOYEES
10
0
ES ES LY NO
TIM TIM A RE
E E R
F TH SO M
TO
OS
M

INTERPRETATION
Employees are agreeing that the Organization is getting more productive when the employees are
provided by the Training.
12. Whether the organization is taking any feedback from the Employee after the
completion of training programmer?

A) YES B) NO

RESPONSE NO. OF EMPLOYEES

YES 65
NO 35
Total 100

NO. OF EMPLOYEES
70

60

50

40

30

20

10

0
yes no

INTERPRETATION
Most of the Trainees are agree that they are asked to give their Feedback on the Training program
right after completion of the program, in order to make the program more success in the future.
13. Do you want any changes in the present training programmer?

A) YES B) NO

RESONSE NO. OF EMPLOYEES

YES 70
NO 30
Total 100

NO. OF EMPLOYEES
80

70

60

50

40

30

20

10

0
Yes No

INTERPRETATION
It clearly shows that most of the Trainees would like to change the way the Training program is
conducted by the Organization. They suggest the use of audio-visual equipments during the
Training session. They feel that more training aids should be used so that they can get a better idea
of what exactly the trainer wants to explain them.
14. Do you feel training is must for all the employees?

A) YES B) NO C) CAN’T SAY

RESPONSE NO OF EMPLOYEES
YES 59
NO 31
CAN’T SAY 10
Total 100

NO.OF EMPLOYEES
70
60
50
40
30
20
10
0 NO OF EMPLOYEES

YESNOCANT SAY

INTERPRETATION
As we already discussed in the theoretical aspects of Training and Development, It is mandatory to
provide better Training to become more productive in the competition world and also to do better
jobs.59% of the Employees agree to be provided the Training program in regular intervals.
15. What is the basic purpose behind your training?

A) To gain the knowledge for doing my job B) Change of job

C) Adopting new technology D) Increase the productivity

E) Change of job and technology F) All

RESPONSE NO OF EMPOLOYEES
KNOWLEDGE GAINGING 39
TECHNOLOGY ADOPTING 21
KNOWLEDGE& TECHNOLOGY 17
ADOPTING
INCREASE PRODUCTIVITY 13
CHANGE OF JOB &TECHNOLOGY 06
ALL 04
Total 100

NO.OF EMPOLOYEES
KNOWLEDGE GAINGING
TECHNOLOGY ADOPTING
64 KNOWLEDGE& TECHNOLOGY
ADOPTING INCREASE PRODUCTIVITY
CHANGE OF JOB &TECHNOLOGY
13 ALL
39

17

21

INTERPRETATION
All the employees are felt that they would like to take part in the Training program in order gain the
knowledge of above-mentioned choices.
16. Training programme helps you to improve?

A) Decision making & confidence B) knowledge about the job

C) Technical and mental skills D) knowledge & technical skill

E) All the above

RESPONSE NO. OF EMPLOYEES

KNOWLEDGE ABOUT JOB 36
TECHNICAL &MENTAL SKILL 44
KNOWLEDGE &TECHNICAL SKILL 09
DECISSION MAKING CONFIDENCE 01
ALL THE ABOVE 10
Total 100

NO. OF EMPLOYEES
10
1
KNOWLEDGE ABOUT JOB
9 TECHNICAL &MENTAL SKILL
36 KNOWLEDGE &TECHNICAL
SKILL
DECISSION MAKING
CONFIDENCE
ALL THE ABOVE

44

INTERPRETATION
Most of the employees are felt that they are improving their Technical and mental skills by the
Training which is provided by the organization. Some of them felt that they are getting only
knowledge of their jobs.
 CHAPTER – V

FINDINGS

 The data which we analyzed from the questionnaire of S&P Websoft has the following
findings:
 -50% of employees feel change in their knowledge; skills and quality of work collectively
while 30% in their knowledge, 10% in their skills and 10% in their quality of work.

 80% of employees have increased their morale and speed of work, 10% of employees have
only increased their morale while remaining 10% increased their speed of work after
attending training programmes.
 70% of employees have been promoted more than ones after attending training programmes.
 70% of employees strongly agree with the fact that training sessions would be more
beneficial if, some background material is provided to them.
 95% of employees think that training contributes to their personal growth.
SUGGESTIONS

 The training circular form can also include a brief introduction about the subject for which
the training programme has been organized so that the participants are able to understand the
topics being covered in the training programme in advance.
 It is easier for the trainee to understand the material that is meaningful so all the material
should be meaningful and theory can also be made interesting if they include: -
 When material is presented to the employee a variety of similar example should be used.
 The term and concept that are already familiar to the trainee should be used.
 Training material should be organized in a logical manner and has meaningful units.
 A company should implement their training programmes in a manner that 100% of their
employees agree that their personal growth increases with training and development.
 CONCLUSION

I conclude that through proper training an employee can become multi skilled and this I have

practically noticed through my analysis. Thus, training endeavors to impart knowledge, skill and

attitudes necessary to perform job related task.

I have found out that because of the training employees are more able to perform their work very

effectively. By imparting suitable training to employees the company achieves the target of: -

 Low cost

 High quality

 Timely delivery

 Reliability

 Value for money

 Customer satisfaction
 BIBLIOGRAPHY

WEBSITES

 www.citehr.com
 www.websoftts.com
 www.scribd.com
 www.employeetraining.com
 www.humanrecoursedevelopment.com
 www.organizationstudy.in
 www.humanresources.hrvinet.com
 www.allbusiness.com
 www.futuregroup.com
 www.ask.com

BOOKS

Name of the author : Name of the book

K.Aswathappa : Human Resource Management
P.ubbarao : Human Resource & Personnel Management
Stephen P Robinson : Human Resource & Personnel Management
Dassler : Human Resource Management

JOURNALS
a) LAWLER, E.E. (2018) why are we losing all our good people Harvard Business
Review.
b) MACAFEE, M. (2017) How to conduct exit interviews. People Management.
c) RANKIN, N. (2015) the drivers of staff employee training and development.
d) RANKIN, N. (2017) employee training rates and costs in the UK in 2018.
e) TAYLOR, S. (2019) are you keeping your employees happy? The HR Director.
 ANNEXURE
A STUDY ON “EMPLOYEE TRAINING AND DEVELOPMENT” AT
WEBSOFT

NAME : ……………………………………
SECTION : ……………………………………
QUALIFICATION : ……………………………………

1). How long have you been with Websoft?

……………………………………………………………….

2). How long have you been in present job?

………………………………………………………………..

3). How do you work?

A) Alone B) Part of team

4). If you work in a team do you have any clarity about your team roles?
A) Yes B) No

5).What is the degree of co-operation among your team members?

A) High B) Good
C) Moderate D) less

6). to perform other jobs in the organization: What other roles in the organization would you be
interested in doing if a vacancy became available for example transfer to another section
supervisor position etc?
…………………………………………………………………………..
7).What is your career aspiration?
A) Greater Responsibilities B) Higher Position
C) Financial Increment

8). Are you satisfied with training and development programme provide by Websoft?
A) Yes B) No

9). after completing the training programme the management giving any promotion to the
employee?
A) Yes B) No C) Sometimes

10). Are you satisfied with the role of trainer between you and management?
A) Yes B) No

11). How do you describe your overall learning experience from the
Programme?

A) Excellent B) Good
C) Moderate D) Poor

12). Does training programme have any positive impact on the Organization?
A) Most of the times B) Sometimes
C) Rarely D) No

13). Whether the organization is taking only feedback from the Employee after the completion of
training programmer?
A) Yes B) No

14). Do you want any changes in the present training programmer?

A) Yes B) No
15). Do you feel training is must for all the employees?

A) Yes B) No C) Can’t say

16).What is the basic purpose behind your training?

A) To again the knowledge for doing my job

B) Change of job
C) Adopting new technology
D) Increase the productivity

17). Training programmed helps you to improve?

A) Decision making & confidence B) knowledge about the job

C) Technical and mental skills D) All the above.