Govt. SPMR College of Commerce: Certificate

GOVT.
SPMR COLLEGE OF COMMERCE

CANAL ROAD, JAMMU – 180001 (O): 0191-2544321 (M): +91-9419119869
www.spmrcollege.org
Email:- principalspmrcollege.com
CERTIFICATE
This is to certify that ROSHNI DEVI SURBHI JASROTIA student of B.B.A. sem- 5th,
University Roll No. 1904002001327, is a bonafide student of this institute. She has completed
the Project Report on the topic “ TRAINING AND DEVELOPMENTCUSTOMER
SATISFACTION a case study of LG ELECTRONICS” under my guidance and
supervision during the academic year 2019-2022 in the partial fulfillment of requirement for
awarding the degree of Bachelors of Business Administration by the Cluster
University of Jammu.
To the best of my knowledge the work done by the student is original and will be of valuable
sources for the scholars and organizations to carry advance research work.
SIGNATURE
GOVT. SPMR COLLEGE OF COMMERCE
CANAL ROAD, JAMMU – 180001 (O): 0191-2544321 (M): +91-9419119869
www.spmrcollege.org
Email:- principalspmrcollege.com
CERTIFICATE
This is to certify that ROSHNI DEVI SURBHI JASROTIA student of B.B.A. – sem 5th, University Roll
No. 19040020027, is bonafide student of this institute. She has completed the Project Report on the
topic “ TRAINING AND DEVELOPMENTCUSTOMER SATISFACTION A case
study of LG ELECTRONICS” under the supervision of Prof. Lekha for the partial fulfilment
of requirement for awarding the degree of Bachelors of Business Administration by the
Cluster University of Jammu.
SUPERVISOR
HEAD,
Department of Management Studies
[Pick the date] Page 2

PRINCIPAL

ACKNOWLEDGEMENT
I express my sincere thanks to Prof. LEKHA, who guided me through the project and also gave
valuable suggestions and guidance for the completing the project.
She helped me to understand the intricate issues involved in project making besides effectively
presenting it. These intricacies would have been lost otherwise. My project has been a success only
because of their guidance.
ROSHNI DEVISURBHI JASROTIA

DECLARATION
I hereby declare that the project report on the topic “TRAINING AND DEVELOPMENTCUSTOMER
SATISFACTION A case study of LG ELECTRONICS” completed and submitted under the
guidance and supervision of Prof. LEKHA, this is my original work.
The preparation of the project report is based on my personal findings, several visit to the organization,
interaction with the employees/ officials and consultation with the eminent scholars and secondary sources.
ROSHNI DEVISURBHI JASROTIA

CONTENT
Serial no. Chapter no. Title Page no.
1 Chapter-1 Introduction
1.1 Topic
1.2 Company
2 Chapter-2 Review of Literature
3 Chapter-3 Objectives & Scope
3.1 Objectives of Study
3.2 Scope of Study
4 Chapter-4 Research Methodology
4.1 Data Collection Techniques
4.2 Sample Design
5 Chapter-5 Data Analysis & Interpretation
Chapter-6 Findings
Chapter-7 Limitations
Chapter-8 Conclusions & Recommendations
Bibliography
Annexure

CHAPTER – 1
INTRODUCTIO
N & DESIGN
OF THE
STUDY

INTRODUCTION
The success of any organization in the long run depends very

much on the quality of human resources. Human resources
comprise the aggregate of employee attributes including
knowledge, skill and health which are potentially available to
an organization for the achievement of it’s goals. In other
words, human resources consist of the value of the productive
capacity and considered to the most vital and valuable
amongst the resources namely men, machine, money and
material. It is the quality of manpower that determines the
success of the organization. The importance also stems from
the fact that all other resources depreciate in vale with the
passage of time and use, the human resource appreciate in
value through acquisition of greater knowledge through
experience and training that reflects an inherent dynamism and
the development potential.
There has been an increasing realization that the

organization success is dependent o the synergy created by its
human resources. Growth can only be ensured through
appropriate collaboration and amalgamation of various
personnel around organization goals or tasks. Tremendous
changes in the social science and technology, spheres have
brought many complexities to industrial system. The
limitation of a machine is restricted to its specification but that
of a human being is unlimited provided it is tapped in the right
in the right way, hence organization of all kinds seem to be
growing increasingly aware of its economic importance as a
resource. In a competitive business world the success of an
organization depends to a great extent upon the leadership of
the manager. If he can lead people effectively and attain
organizational objectives the organization will flourish.
The development of personnel at all levels is one

of the primary responsibilities of the manager as “it is the
people in the organization which provide them competitive
edge over others”. Hence for the success of organization,
management has to identify the potential and innate abilities of
the people to effectiveness of the organization in the economic
growth of the country.

TRAINING
Every organization needs to have well trained and experienced
persons to perform the activity that have to be done. In a
rapidly changing business environment training and
development is not only an activity but also an independent
function or sub system within the organization which it must
commit its resources if it has to maintain a viable and
knowledgeable work force.
Training is defined as learning that is provided in order to

improve performance on the present job. A person’s
performance is improved by showing her how to master a new
or established technology. The technology may be a piece of
heavy machinery, a computer, a procedure for creating a
product, or a method of providing a service.
Oliver Sheldon says ‘No industry can rendered efficient so

long as the fact remains unrecognized that the principally
human-not a mass of machines and technical process but a
body of men. If manpower is properly utilized it causes the
industry to run at its maximum optimization getting results
and also works for as an climax for industrial and group
satisfaction in the relation to the work formed. Competitive
advantage is therefore depending on the knowledge and skill
possessed by employee more than the finance or market
structure by organization.

MEANING AND DEFINITION:rendered efficient so
long as the fact remains unrecognized that the principally
human-not a mass of machines and technical process but a
body of men. If manpower is properly utilized it causes the
industry to run at its maximum optimization getting results
and also works for as an climax for industrial and group
satisfaction in the r
After an employee is selected, placed and introduced, he

or she needs to be provided with training facilities. The
training is the act of increasing the knowledge and skill of an
employee for doing the particular job. Training is a short term
educational process and utilizing systematic and organized
procedure by which an employee is learned technical
knowledge.
DEFINITION:
Stainez: defines ‘Training is a short term process utilizing a
sysyematic and organized procedure by which non-managerial
personnel to learn technical knowledge and skill.”
Mamoria: defines “Development covers not only the activities
which improve job performance, but also those which bring
growth of personality, helps individual in the process towards
maturity and actualization of this potential capacities so they
become not only good employees but also both good men and
women.
S.P. Robbins : Defines “Training is a learning process which
seeks a relatively permanent change in behaviour that occurs
as a result of experience.
Dale Yoder: Defines “It is that deals with the effective control and
use of manpower as a distinguished from other source of man power”
Meaning:
Training is part of Human Resource Development. It is concerned
with concerned with training, development, and education. Training
has been defined as an organized learning experience, conducted in a
definite time period, to increase the possibility of improving job
performance and growth. Organised means that it is conducted in a
systematic way.
Although learning can be incidental, training is concerned with the
worker learning clear and concise standards of performance or
objectives.
Training is the acquisition of technology which permits employees to
perform their present job to standards. It improves human
performance on the job the employee is presently doing or is being
hired to do. Also, it is given when new technology introduced into the
workplace.

Development is training people to acquire new horizons,
technologies, or viewpoints. It enables leaders to guide their
organizations onto new expectations by being proactive rather than
reactive. It enables workers to create better products, faster services,
and more competitive organizations. It is learning for growth of the
individual, but not related to a specific present or future job. Unlike
training, which can be completely evaluated, development
cannot always be fully evaluated.
This does not mean that we should abandon development
programs, as helping people to grow and develop is what
keeps an organization in the cutting edge of competitive
environments. Development can be considered the forefront of
what many now call the Learning involves changes in an
organization that are systematic, organized, and successive
and are thought to serve an adaptive function. Training could
be compared this metaphor- if I miss one meal in a day, then I
will not be able to work as effectively due to a lack of
nutrition. While development would be compared to this
metaphor – if I do not eat, then I will starve to death. The
survival of the organization requires development throughout
the ranks in order to survive, while training makes the
organization more effective and efficient in its day-to-day
operations.
Table 1 Comparison between Training and Development
Points of comparison Training Development
1. Definition Training is a short term Development is a long term
process utilizing a educational process utilizing
systematic and organized a systematic and organized
procedure which non procedure by which
managerial personnel managerial personnel learns
learn technical conceptual and theoretical
knowledge and skills for knowledge for general
a definite purpose. purpose.
2. Contents Technical and Conceptual and

mechanical philosophical
operations. concept.
3. Participants Non-Managerial Managerial

personnel. personnel.
4. Time Period Short term one Long term

short affair. continuous process.
5. purpose Specific job Total personality.

related.
6. Scope Narrow Wider

7. Methods used It makes use of on It makes use of job
the job training training such as job
methods, as rotation, lecture,
apprenticeship, brains storming, etc.
vestibule training,
etc.

8. Personality It seeks to assist It seeks to develop
person for efficiency
hidden talent and
and effectiveness in
improving and qualities of
updating his personnel.
profession knowledge.
COMPANY PROFILE OF LG
LG Electronics India Pvt. Ltd., a wholly owned subsidiary of
LG Electronics, South Korea was established in January, 1997
after clearance from the Foreign Investment Promotional
Board (FIPB). The trend of being industry norms started with
the fastest ever-nationwide launch by LG in a period of 4 and
5 months with the commencement of operations in May 1997.
LG set up a state-of-the art manufacturing facility at Greater
Noida, near Delhi, in 1998, with an investment of Rs 500
Crores. This facility manufactured Color Televisions,
Washing Machines, Air Conditioners and Microwave Ovens.
During the year 2001 LG commenced the home production for
its eco-friendly Refrigerators and established its assembly line
for its PC Monitors at its Greater Noida manufacturing unit.
The beginning of 2003 will see roll out of the first locally
manufactured Direct Cool Refrigerator from the plant at
Greater Noida.
The Greater Noida manufacturing unit line has been
designed with the latest technologies at par with international
standards at South Korea and is one of the most eco-friendly
units amongst all LG manufacturing plants in the world.
LG- THE BEST GLOBAL COMPANY

LG Electronics was established in 1958 as God Star Company
Ltd. And has been a trendsetter in the electronics industry ever
since. The corporate name was changed to LG Electronics in
1995 as part of and effort to make the company major player
in the world markets.
‘Gold Star’ brand product sales in 1996 came to US $9

Billion, which ranked one of the top electronic industry in the
world. Consumers in more than 171 countries for offering
products that deliver ultimate satisfaction know LG.
The Management Philosophy –

“We create value for our customers through management
based on esteem for human dignity.”
The product manufacturing internationally cover Multimedia
Players, Video/Audio products, Home Appliances,
Information System products, Communication Devices,
Display products, Magnetic Recording Media and
Electronic/Electronics Part and Components. Heavy
investments are being made in the next generation and
environment friendly products.
LG ELECTRONIC INDIA LTD.

LG India is the Indian wing of the South Korea Chaebol
formally known as ‘Lucky Gold Star’. LG Electronics India
ltd. (LGEIL) is the wholly owned subsidiary of LG
Electronics and started operations in its current ‘avataar’ in
Delhi in may ’97 and spread itself across the country within
months. Company launched the entire product profile under
the LG brand name, which the company had decided to
change from its previous brand “GOLDSTAR” around the
world.
Today in a short span of 4 years, LG has twenty models of
colour television ranging from 14 inches to 60 inches, 15
models of large capacity refrigerators ranging from 175 liters
to 890 liters, 9 models of washing machine ranging from 5.5
kgs., 12 models of air conditioners, 45 models of microwaves
ovens 2 VCD’s, 4 models of A/C, 11 models of Monitor along
with power entertainment devices i.e., Audio CD Recorder,
MPB Player and DVD Player, LCD Projector, and have
subsequently launched the same all India.
In the first phase of investment from 1998 to 2001, the
company had decided to invest US $ 46 million (Rs. 525
crores) to establish manufacturing facility at Greater Noida.
This facility will be capable of churning out 8,00,000 Washing
Machines, 1,00,000 Air Conditioners etc.
In the second phase, from 2001 to 2005 LG Electronics will

invest $143 million to increase its existing capabilities in the
finished products and capabilities to manufacture compressors,
fly transformers, motor and deflection yokes.
After setting up of LG software Centre in Banglore in 1996,

LGEIL has also set up “in house R&D and HRD Centre” in
India not only to train the Indian employees, but also to serve
foreign employees of LGE in South Asia and North Africa.
REVIEW OF LITERATURE
This chapter makes a brief review of literature relevant to the

study. There were only limited studies, which were directly
relevant to the study concerned. The researcher had made an
attempt to present a brief review of literature available which
consist of articles, publications and Ph.D thesis in the related
area. The researcher has taken both National and International
reviews for his research.
2.1 International
Preeti Mehra (2011) in her article noted the UN report

information’s (The progress of the World Women – 2011-
2012). She said that the maximum 60 percent of women in
India have no say in
REVIEW OF LITERATURE
INTRODUCTION

Training is one of the process required to turn new numbers of
an organization into “productive insiders”.
“Training is the process of transmitting and receiving

information related to problem solving.” Halloram
“Training is the international act of providing means for

learning to take place.” Protector and Thornton
“Training is a means to educate somewhat narrowly mainly by

instruction, drill and Discipline. It is referred as applying
principally to the improvement of skills and hence to learning
how to perform specific tasks.” Yoder
“Training is being defined as an act of increasing the

knowledge and skill of an employee for doing a particular job.
It is concerned with imparting specific skills for particular
purposes. Training is aimed at learning a skill by a prescribed
method of application of a technique.” Tripth
“Training is the formal procedure which a company utilizes t

facilitate learning so that the resultant behaviour contributes to
the attainment of the company’s goals and objectives.” Me
Ghee Thayer
Thus, training refers to the efforts made on the part of the
trainer who facilitates learning on the part of the training to
increasing skills, knowledge and perfection in a specific task
for efficiency economy and satisfaction. Upon reviewing the
variety of definition of training available to following
characteristics can be listed as key elements for effective
training.
1. Effective training is the learning experience.

2. Effective training is a planned organizational activity.
3. Effective training is a response to identified needs.
PRINCIPLE PF TRAINING
 Motivation

Learning is enhanced when the learner is motivated.
Learning experience must be designed so learners can see
how it will help in achieving the goals of the organization.
Effectiveness of training depends on motivation.
 Feedback
Training requires feedback. It is required so the trainee can

correct his mistakes. Only getting information about how he
is doing to achieve goals, he can correct the devirsions.
 Reinforcement
The principal of reinforcement tells the behavior that are

positively reinforced are encouraged and sustained. It
increases the likelihood that a behavior will be repeated.
 Practice
Practice increases a trainee’s performance. When the

trainees practicing actually, they gain confidence and are

less likely to make errors or to forget what they have
learned.
 Individual Differences
Individual training is costly. Group training is advantageous

to the organization. Individuals vary in intelligence and
aptitude from person to person. Training must be geared to
the intelligence and aptitude of individual trainee.
OBJECTIVES OF TRAINING
 To increase productivity
An instructor can help employees increase their level of
performance on their assignment. Increase in human
performance leads to increase in the operational
productivity and also the increase in the profit of the
company.
 To improve quality
Better-trained workers are less likely to make operational
mistakes. It can be in relationship to the company or in

reference to the intangible, organizational employment
atmosphere.
 To help a company fulfill its future personnel needs
The organizations having good internal training and
development programmers will have to make less changes
and adjustments. When the need arises, vacancies can be
easily staffed.
 To improve organizational climate
An endless chain of positive reactions result from a well
planned training programme.
 To improve health and safety
Proper training can prevent industrial accidents. A safer
atmosphere leads to more stable attitudes on part of the
employees.
 Obsolescence prevention
Training and development programmers foster the
initiative and creativity of employees and can help
prevent manpower obsolescence.
 Personal growth

Employees on a personal basis gain individually from
their exposure to educational expressions. Training
programmers give them wider awareness and skills.
SCOPE OF TRAINING
 To impart to the new entrants the basic knowledge and
skills they need for definite tasks.
 To assist employees to function more effectively in their
present positions by exposing them to new concepts.
 To build a line of competent people and prepare them to
occupy more responsible positions.
 To reduce the supervision time, wastage and spoilage of
new material.
 To reduce the defects and minimize the industrial
accidents.
 To ensure the economical output of the required quality.
 To prevent obsolescence.
 To promote individual and collective morale,
responsibility and cooperative attitudes etc.
TRAINING METHODS AND TECHNIQUES
Because of the objective of Human Resource Development
is to contribute to the organization’s overall goals, training
programs should be developed systematically and with the
organization’s true needs in mind. Successful training
begins with a thorough need assessment to determine which
employees need to be trained and what they need to be
trained to do.
Allison Rossett and Joseph W. Arwady states “The question

is not whether you will solicit this kind of information
through needs assessment”. It is how much of it you will do
and using which tools. The culmination for the assessment
phase is a set of objectives specifying the purpose of the
training and the competencies required in trainees after they
complete the program.
This section considers the choice of methods for employees

training. With training objectives defined and learning
principles in mind, the trainer must be choose appropriate
training methods and design the sequence of events in the
training program. Perhaps the first decision to be made is
where to conduct the training on the job or away from the
job. In many cases, the decision is do some of both.
1. On the Job Training: On the job training is conducted at

the work site and in the context of the actual job. The
vast majority of all industrial training is conducted on
the job, often by the trainee’s immediate superior or a
nominated peer trainer. On-the job training has several
advantages:
a. Because of training setting is also the performance
setting, the transfer of training to the job is
maximized.
b. The cost of a separate training facility and a full-
time trainer are avoided or reduced.
c. Trainee motivation remains high because it is
obvious to trainees that what they are learning is
relevant to the job.
d. Trainees generally find on-the-job training more
valuable than classroom training.

2. Apprenticeship Training: This training is combination
of on and off the job training. The department of Labor
regulates apprenticeship programs, and often
management and a union jointly sponsor apprenticeship
training. This training is normally given to artisans,
electricians, plumbers, bricklayers, etc. The duration is
normally vary from 2 to 6 years. Apprenticeship
training is carried out under the guidance and intimate
supervision of master supervision of master craftsman
or expert worker.
3. Job Rotation: In the job rotation, management
trainee/employee is made to move from one function to
another at planned intervals. Job rotation is widely used
as a management executive development program
which makes the employee or management trainee, a
multi-tasking individual. It can be done either vertical
or horizontal.
4. Coaching and Understanding method: Training under
experienced worker they are coached and instructed by

skilled co-worker by supervisor by special trainee
instructor.
5. Outbound Training: The outbound training is conducted
in a location specifically designed for training. It may
be near the workplace or away from work, at a
customized training center or a resort. The purpose of
conducting this kind of training away from the work
place is to be minimized or avoid distractions of the
employee from their daily work routine and allows
them to devote their full attention the specific subject.
Some of the outbound training methods and activities
are:
a. Action planning: often a closing activity asking
participants to specify or set goals about exactly
what they will do differently back on the job.
b. Behavior-modelling training: Use a videotape to
demonstrate the steps in a supervisory activity
such as conducting a disciplinary interview,
followed by role played skill practice and
feedback.
c. Behavioral Simulation: Large-scale multi person
role-lay, non-computerized business game.
d. Brainstorming: Creative idea-generation exercise
in which no criticism is allowed.
e. Business Game: Computerized business
simulation that requires participants to make
decisions about strategy and investments and then
provides financial results based on the decisions.
f. Buzz Group: Small-group discussion of several
minutes, duration on an assigned topic.
g. Case Study: From a one-paragraph vignette to a
fifty-page Harvard-style case.
h. Demonstration
i. Experiential exercise
j. Field trip
k. Group Discussion
l. Guest speaker
m. Guided teaching: Drawing from the group the
points the lecturer otherwise would make him or
herself.
n. Information search: Asking trainees to locate the
answers to question in the training materials or
manuals provided.
o. Intergroup exchange: Small groups share their
ideas of findings with another group.
p. Learning game: Competition between teams in a
quiz show format.
q. Lecture
There are various other instructional methods
used in a training program:
1. Classroom-programs-live
2. Workbooks/Manuals
3. Videotapes
4. Public seminars
5. Self-assessment instruments
6. Role play
7. Case studies
8. Games/simulations (not computer based)
9. Outdoor experiential programs

Out of the above off the job training techniques, the
following are used in general:
1. Classroom lectures: This is the simplest and from the
off the job training. This is a best form of instruction
when the instruction is to convey information on rules,
regulation, policies and procedures.
2. Conference and Seminars and Workshops: This is a
formal method of arranging meeting in which
individuals confer to discuss points of common interest
for enriching their knowledge and skill. This is group
activity. It encourages group’s discussion and
participation of individuals for seeking clarification and
offering explanation and own experience. It is a
planned activity with a leader or moderator to guide the
proceedings, which is focused on agreed agendas points
prefixed during planning stage of such conference.
There are three variables:
 Directed conference
 Training conference

 Seminars and workshops
3. Group discussion and study analysis: Case study
method was initially introduced by Christopher Lang at
Harvard Law School in 1880’s. The principle used is
‘experiences are the best teacher’. Here several
empirical structures are examined in detail to find out
commonalities to derive general discussion. Based on
such studies and group discussion. Based on such
studies and group discussion are initiated to derive
common lesson. The method has, however limited use
of worker but both use for supervisors. In case of
workers, areas of importance in this method are that the
quality control.
4. Audio-visuals and Film Shows: In order to improve
understanding very usual and sometimes is escapable to
‘Demonstrate’ operation of a machine or explain or
process. Audio-visual film shows can supplement the
efforts lecturing and improve its effectiveness.
5. Simulation Computer Modeling: A training activity in
which actual working environment is artificially created
as near and realistic and possible is called simulation
training. Case study, analysis, experiment exercise
game playing computer model and vestibule training
etc. come under this category. When the work
environment is artificially created by using computer-
programming method we will call it ‘computer
method’.
6. Vestibule Training: In this training, employees are
trained of the equipment they are employed, but the
training is conducted away from the place of work. In
which all necessary equipment and machines required
as actual machined ship are duplicated.
7. Programme Instruction: Programmed instruction is a
structured method of instruction aided through texts,
handouts, book and computer aided instruction. In this
case the instruction materials and information is broken
down in meaning full unit and arranged in a proper
sequenced from logical method of learning packages,
the learning ability is tested and evaluated in real time
basis.
8. T. Group Training: ‘T’ stands for training or laboratory
training. T group training was originated on 1940’s but
only 1960’s it has opened to the industries. This
training has both supporters and opponents. Unlike any
other programmers discussed. T group training is
concerned with really problem existing within the other
group itself.
9. Retraining: Technology is advancing at rapid pace.
Here obsolesce is a major problem faced by the worker
are the introduction of automation for such retraining
programme to update their knowledge, which will
further make them productivity useful of the
organization and restore this confidence.

S.N Strong Agree Neither Disagre Strongly
o. ly agree e disagree
Agree nor
disagree
Your
1.
organization
considers
training as a part
of organizational
strategy for
growth.
Your
2.
organization
conducts training
and development
as a regular
activity for the
growth of
employees as
well as
organization.
Training helps
3.
you to acquire
technical
knowledge and
skills for
effectively
performing your
job.

You are given
4.
adequate time
and opportunity
to show
information.
Training Process
5.
matched your
expectations.
Training has
6.
increased your
commitment
towards the
organization.
Training actually
7.
boosts up your
morale.
Your feedback is
8.
considered for
further
improvement in
training process.
Your job
9.
performance
level has raised
as a result of
your attendance
to the training.
Training Process
10.
was relevant to
your needs.
You would not
11.
hesitate to
recommend
training to your

colleagues.
Employees are
12.
sponsored for
training
programmes on
the basis of
carefully
identified
developmental
needs.
The training
13.
course facilities
were equipped
with the highest
standard of
quality.
Training helps in
14.
the individual
development as
well as
organizational
development.
Your
15.
organization
provides training
for new
employees.
QUESTIONAIRRE

RESEARCH METHODOLOGY
Research can be defined as “a scientific and systematic search

for pertinent information in any branch of knowledge”. It is
the pursuit of truth with the help of study, observation,
comparison and experiment. Research is, thus, an original
contribution to the existing stock of knowledge making for its
advancement.
OBJECTIVES OF RESEARCH:
Research inculcates scientific and inductive thinking and it

promotes the development of logical habits of thinking and

organization. The purpose of research is to discover answer to
question through the application of scientific procedures. The
main aim of research is to find out the hidden truth, which has
not been discovered yet. Though each research study has its
own specific purpose, we may think of research objectives as
falling not a number of following broad groupings:
 To gain familiarity with a phenomenon or to achieve new

insights into it (Exploratory or Formularize Research
Studies).
 To portray accurately the characteristics of a particular
individual, situation or a group (Descriptive Research
Studies).
 To determine the frequency with which something occurs
or with which it is associated with something else.
(Diagnostic Research Studies).
 To test hypothesis of a casual relationship between
variables (Hypothesis Testing Research Studies).
 This research is an amalgamation of both formularize as
well as descriptive research, as it reflects on the present
satisfaction level of the employees at LG India regarding
the various training and development programs being
conducted here. In the process, it also aims to collect
more detailed information on the subject of training and
development itself.
RESEARCH APPROACHES
There are two basic approaches to research, Quantitative

Approach and Qualitative Approach. The formal involves the
generation of data in quantitative form, which can be
subjected to rigorous quantitative analysis in formal and rigid
manner. This approach is further sub-divided into inferential
approach is form a database form which to infer characteristics
or relationship of a population. This usually means survey
research where a sample of population is studied to determine
its characteristics and it is then inferred that the population has
the same characteristics.
Qualitative approach to research is concerned with subjective

assessment of attitudes, opinions and behavior. Research in
such a situation is a function of researcher’s insight and
impressions. Such an approach to research generates results
either in non-quantitative form or in the form, which are no
subjected to rigorous quantitative analysis.
This research follows both the inferential quantitative and

qualitative approach. The questionnaires circulated to collect
the relevant information have been analyzed ion the basis of
rating is based on 5 scales and then, aggregate of the rating of
all the questions of the group has been taken to find out the
percentage of each response to that group.
RESEARCH PROCESS FOLLOWED:
Research process consists of a series of actions or steps

necessary to effectively carryout research and the desired
sequencing of these steps. The various steps involved in a
research process are not mutually exclusive, not are they
separate or distinct. However, the following order concerning
various steps provides a useful procedural guideline regarding
the research process and has been used to carry out the
research:
FORMULATING THE RESEARCH PROBLEM

At the very beginning the researcher, singles out the problem,
he/she wants to study in specific terms. Here, for this purpose
and extensive study of literature was done.
The training and development policies were studies from the

personal manual as well as some information brochures made
available by the training department at LG India.
No literature was available of any study conducted earlier on a

similar topic. The subject matter related to the topic “Training
and Development” was also examined from the available
literature i.e. books, manuals, etc. by this review the extent of
available of the data of other materials was known and this led
to a specification of the problem in a more meaningful
context. After specifying the problem, a synopsis was
submitted to the company for approval.
PREPARING THE RESEARCH DESIGN:
The function of research design is to provide for the collecting

of the relevant information and data with minimal expenditure
of effort, time and money. But the way of achieving all this

depends mainly on the purpose of the study is both exploration
and description.
THE MEANS OF OBTAINING INFORMATION
In this research case, a structure red questionnaire was used

with close-ended questions with exception of three questions
that required descriptive answers. The time available for
research 1 month and for the completion of this research, the
time limit was 2month. Explanation of the way in which
selected means of obtaining information will be organized and
the reasoning for the selection.
DATA COLLECTION METHODS
Primary Data: Data observed or collected directly from first-

hand experience. And I was go through as interviews and
questionnaire.
There are many methods of collecting primary data and the

main methods include:
 Questionnaire
 Interviews
 Focus Group Interviews
 Observation
 Case studies
 Diaries
 Portfolio
Secondary Data: Publish data and data collected in the
past or other parties is called secondary data.
 Magazine
 HR Manual
 Internet
 Newspaper
LIMITATIONS
Best possible efforts have been made to make this study as

comprehensive and representative as possible. Actually, this
project is not done in headquarter of L.G. INDIA which is in
Dehradun from where all training programs developed and
conduct so I could not take feedback from the top
management who are involves in making training programs in
L.G. INDIA. Since attitudes are influenced by social

background as well, the results may be reflective of the
opinion of the entire organization.

9.
10.
11.
12.
13.
14.
15.


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GOVT.

SPMR COLLEGE OF COMMERCE

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ROSHNI DEVISURBHI JASROTIA

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ROSHNI DEVISURBHI JASROTIA

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Serial no. Chapter no. Title Page no.

2 Chapter-2 Review of Literature

3 Chapter-3 Objectives & Scope

3.1 Objectives of Study

3.2 Scope of Study

4 Chapter-4 Research Methodology

4.1 Data Collection Techniques

4.2 Sample Design

5 Chapter-5 Data Analysis & Interpretation

Chapter-8 Conclusions & Recommendations

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The success of any organization in the long run depends very

There has been an increasing realization that the

The development of personnel at all levels is one

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Training is defined as learning that is provided in order to

Oliver Sheldon says ‘No industry can rendered efficient so

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After an employee is selected, placed and introduced, he

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2. Contents Technical and Conceptual and

3. Participants Non-Managerial Managerial

4. Time Period Short term one Long term

5. purpose Specific job Total personality.

6. Scope Narrow Wider

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LG- THE BEST GLOBAL COMPANY

‘Gold Star’ brand product sales in 1996 came to US $9

The Management Philosophy –

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LG ELECTRONIC INDIA LTD.

In the second phase, from 2001 to 2005 LG Electronics will

After setting up of LG software Centre in Banglore in 1996,

This chapter makes a brief review of literature relevant to the

Preeti Mehra (2011) in her article noted the UN report

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“Training is the process of transmitting and receiving

“Training is the international act of providing means for

“Training is a means to educate somewhat narrowly mainly by

“Training is being defined as an act of increasing the

“Training is the formal procedure which a company utilizes t

1. Effective training is the learning experience.

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Training requires feedback. It is required so the trainee can

The principal of reinforcement tells the behavior that are

Practice increases a trainee’s performance. When the

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Individual training is costly. Group training is advantageous

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Allison Rossett and Joseph W. Arwady states “The question

This section considers the choice of methods for employees

1. On the Job Training: On the job training is conducted at

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