A

PROJECT REPORT

ON

“Analytical study of Training & Development Practices Adopted by

Harrier information system Pvt. Ltd, Nagpur" For the Period of

2021-2022”

A Report Submitted to

Rashtrasant Tukadoji Maharaj Nagpur University.

In fulfillment of the requirement of

Master of Business Administration

Specialization in HUMAN RESOURCE MANAGEMENT

Academic Session:

Submitted by
Miss. Prajakta Prabhakar Wankhede
Project Guide
Dr. Indu Mazumdar

Department Of Business Management,

Rashtrasant Tukadoji Maharaj Nagpur University,
Nagpur
 CERTIFICATE

This is to Certify that Miss. Prajakta Prabhakar Wankhede is a bonafide Student of the Master of
Business Administration (MBA) course specialization in Human Resource Management. For Academic
session 2021-2022, of the RTMNU, Department Of Business Management, Nagpur.

The Candidate has worked under the supervision of Dr. Indu Mazumdar and has satisfactorily finished her
project work in this academic session. The project submitted by her is her own work and is complete so as to
warrant its presentation for examination.

His project work titled ‘‘Analytical study of Training & Development Practices Adopted by
Harrier information system Pvt. Ltd, Nagpur" For the Period of 2021-2022 ” which is in partial
fulfillment of the requirement for the above course, is being forwarded to Rashtrasant Tukadoji Maharaj Nagpur
University for examination.
 DECALARATION

I, Miss. Prajakta Prabhakar Wankhede, hereby declare that with the exception of suggestions and guidance

received from my Supervisor, Dr. Indu Mazumdar, this project work titled “Analytical study of

Training & Development Practices Adopted by Harrier information system Pvt. Ltd, Nagpur"

For the Period of 2021-2022” is my own hard work. This report as one, which is substantially the same

as this, has not been submitted by me for any other examination of this University or any other University.

__________________
M.B.A.4TH SEM
_Date:_____________

Place:- Nagpur

DATE:-
 Acknowledgement

The compilation of the dissertation in the present form would not have been possible but for
the valuable guidance, assistance, encouragement and contribution of various people at
different stages of time.

I am grateful to my guide, Dr. Indu Mazumdar, who helped me to organize my

thoughts, work and study so as to compile this project report. It was due to his constant
guidance and support that I was able to study the topic in a detailed and analytical manner.

I would also like to thank, Dr Anant Deshmukh (H.O.D) of, RTMNU,

Department Of Business Management, Nagpur, for giving me the opportunity to present this
report.

_________________________
MBA (4Tℎ Semester)

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 Table of Contents
Sr. No. Content Page No.

1. Acknowledgement
4
2. INTRODUCTION
6
3. COMPANY PROFILE
8
4. RESEARCH STUDY

 OBJECTIVE OF THE STUDY

 SCOPE OF THE STUDY 14
 HYPOTHESIS OF THE STUDY
 THEORETICAL PERSPECTIVES

5. Research Methodology
43
 DATA COLLECTION
 DATA ANALYSIS AND INTERPRETATION

6.
CONCLUSION 52
7. RECOMMENDATION AND SUGGESTION
54
8. Bibliography and References
56
9. ANNEXURE
 QUESTIONNAIRE 58

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INTRODUCTION

Page | 6
 INTRODUCTION

The project on Analytical study of Training & Development Practice adopted by Harrier
Information System Pvt. Ltd Nagpur For the period of 2021-2022.is based on following objectives
which are:-

 Analytical study of Training & Development in Harrier Information System Pvt. Ltd.

 To learn the Training & Development Programme adopted by Harrier Information

System Pvt. Ltd.
 To learn the benefits Training programme.

 To learn how Training & Development help the organization to achieve the individual &
organizational goal.
Hypothesis of the project are: - Training helps to increase the skills & knowledge of the
employees. Training enhances the performance of employees. Employees are satisfied with the
training & development facilities provided by company.

Sample size of the study is 10 & this study related to Nagpur location only.

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COMPANY PROFILE

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ompany Profile

Better…Faster…Smarter…Harrier!

Harrier Information Systems specializes in providing perfect software solutions for the global
financial services industry. We have our operations in India and the U.S.
The company derives its name from the word “harrier”, which means a robust and versatile cross
country runner who is determined to win regardless of unforeseen changes in the weather
conditions. Similarly, our strength lies in our proven track record of excellence, irrespective of the
most challenging of work situations.
Our qualified and experienced team has expertise in developing cost-effective and user-friendly
software for various industry verticals like Front Office Trading Systems and Integration of
Broker/Dealer Management Systems. Whether it is Market Data or Index Computation, we offer
innovative solutions for specific challenges. Our Extra to FIXML applications offer the users an
efficient and flexible tool for achieving the best execution to adapt easily to new standards.
Harrier is a fast growing, ISO 9001:2008 certified, software Services Company focused on developing
solutions for global financial services industry. We deliver services to your satisfaction in the areas of
Software Development and maintenance services, Quality Assurance services, Custom Software
solutions, Offshore Development Centre, Remote Infrastructure Management, Outsourced Index
Management services. We also offer our own solutions - Harrier Stockpile and Corporate Actions.
Harrier offers open, transparent, challenging and rewarding work

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Organizational chart

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Harrier Information System Pvt. Ltd.

Company Description:

Harrier is a fast growing, ISO 9001:2008 certified, software Services Company focused on developing
solutions for various industry verticals. The company delivers services to your satisfaction in the
areas of Software Development and maintenance services, Quality Assurance services, Custom
Software solutions, Offshore Development Centre, Remote Infrastructure Management, Outsourced
Index Management services. Harrier also offers our own solutions - Harrier Stockpile and Corporate
Actions.

Company Business Model:

 Services - ITO (Information Technology Outsourcing

Company Business Specialization:

 Application Development and maintenance

 Business Intelligence
 ERP / Business Management Software
 IT Support
 Mobile
 Technology Consulting
 Web Development and Maintenance

Company Technology Specialization:

 Cloud Computing
 Database - MySQL
 Database - SQL Server
 Enterprise/Server - .Net
 Enterprise/Server - C++
 Enterprise/Server - Objective C++
 Internet Rich Applications - JFX

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  Internet Rich Applications - Silver Light
 Linux

Location: Advantage of being based at city like Nagpur that offers a good quality of life while
providing all the facilities of a metro

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Manpower Distribution

Onsite & Offsite Manpower Distribution Gender Distribution

Qualification Distribution Experience Profile

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RESEARCH STUDY

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 OBJECTIVES OF THE STUDY

 Analytical study of Training & Development in Harrier InformationSystem Pvt. Ltd.

 Learn the To Training & Development Programme adopted by Harrier Information System Pvt.
Ltd.
 To learn the benefits Training programme.
 To learn how Training & Development help the organization to achieve the individual &
organizational goal.

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 SCOPE OF THE STUDY:

 Study is limited for the period of 2021-2022.

 This study is limited to Training & Development Practices of Harrier Information System Pvt.
Ltd.
 Scope of Study is based on Analytical Training & Development Practices.
 Sample size: 10 Employees.

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 HYPOTHESIS OF THE STUDY

 Training helps to increase the skills & knowledge of the employees.

 Training enhances the performance of employees.
 Employees are satisfied with the training & development facilities provided by company.

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THEORETICAL PERSPECTIVES

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DEFINITION OF TRAINING & DEVELOPMENT

‘’Training & Development is any attempt to improve current or future employee performance by
improving his performance capabilities and potential through learning usually by changing
employee’s attitude or increasing his or her skill and knowledge’’

The need for Training & development is determined by the employee’s performance deficiency,
computed as follows.

Training & Development Need = Standard performance – actual performance

Training and Development programmes are necessary in any organization for improving the quality
of work of the employees at all levels, particularly in a world of fast changing technology, changing
values, and environment.

Training programmes are directed toward maintaining and improving current job performance ,
while development programmes seek to develop skills for future jobs.

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 BASIC DIFFERENCE BETWEEN TRAINING & DEVELOPMENT

Training Development

1. It’s a short term process. 1. It is a long term educational process.

2. Refers to instruction in technical and 2. Refers to philosophical and theoretical

mechanical problems. educational concept.

3. Targeted in most cases for non-managerial 3. Managerial personnel.

personnel.

4. Specific job related purpose. 4. General knowledge purpose.

5. Trainig is skills focused. 5. Development is creating leaning abilities.

6. Training is presumed to have a formal 6. Development is not education dependent.

education.

7. Training needs depend upon lack or deficiency 7. Development depends on personal drive and
in skills. ambition.

8. Trainings are generally need based. 8. Development is voluntary.

9. Training is a narrower concept focused on job 9. Development is a broader concept focused on

related skills. personality development.

10. Training may not include development. 10. Development includes training wherever
necessary.

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TRAINING STAGES

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Stage: 1. Needs assessment.

a. Organizational analysis
b. Departmental analysis
c. Job analysis
d. Employee analysis
Stage: 2. Programme Design.

a. Instructional objectives
b. Learning principles
c. Teaching principles
d. Training principles
e. Content design
Stage: 3. Implementation

a. On-the-job methods
b. Of-the-job methods
c. Characteristics of the instructor
d. Conduct the program

Stege: 4.Evaluation

a. Reaction
b. Learning
c. Job behavior
d. Organization
e. Ultimate value

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 TRADITIONAL AND MODERN APPROACH OF

TRAINING&DEVLOPMENT

Traditional Approach

Most of the organizations before never used to believe in training. They were holding the traditional
view that managers are born and not made. there were also some views that training is a very costly
affair and not worth. Organizations used to believe more in executive pinching. But now the scenario
seems to be changing.

The modern approach

Training and development is that Indian Organizations have realized the importance of corporate
training. Training is now considered as more of retention tool than a cost. The training system in
Indian Industry has been changed to create a smarter workforce and yield the best results.

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Importance of Training Objectives

Training objective is one of the most important parts of training program. While some people think
of training objective as a waste of valuable time. The counterargument here is that resources are
always limited and the training objectives actually lead the design of training. It provides the clear
guidelines and develops the training program in less time because objectives focus specifically on
needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of
him at the end of the training program. Training objectives are of great significance from a number
of stakeholders

Perspectives

1. Trainer
2. Trainee

3. Designer
4. Evaluator

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Trainer

The training objective is also beneficial to trainer because it helps the trainer to measure the
progress of trainees and make the required adjustments. Also, trainer comes in a position to
establish a relationship between objectives and particular segments of training.

Trainee

The training objective is beneficial to the trainee because it helps in reducing the anxiety of the
trainee up to some extent. Not knowing anything or going to a place which is unknown creates
anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware

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of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration,
which is the crucial factor to make the training successful. The objectives create an image of the
training program in trainees.

Designer

The training objective is beneficial to the training designer because if the designer is aware what is to
be achieved in the end then he’ll buy the training package according to that only. The training
designer would then look for the training methods, training equipments, and training content
accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in
an unexpected situation.

Evaluator

It becomes easy for the training evaluator to measure the progress of the trainees because the
objectives define the expected performance of trainees. Training objective is an important to tool to
judge the performance of participants.

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Role of HRD Professionals in Training

this is the era of cut-throat competition and with this changing scenario of business;

The role of HR professionals in training has been widened. HR role now is:

1. Active involvement in employee education

2. Rewards for improvement in performance

3. Rewards to be associated with self esteem and self worth

4. Providing pre-employment market oriented skill development education and post employment
support for advanced education and training

Models of Training

Training is a sub-system of the organization because the departments such as, marketing &
sales, HR, production, finance, etc depends on training for its survival. Training is a
Transforming process that requires some input and in turn it produces output in the form of
knowledge, skills, and attitudes (KSAs).

1.System Model
2.Instructional System Development Model

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System Model Training
The system model consists of five phases and should be repeated on a regular basis to make
further improvements. The training should achieve the purpose of helping
Employee to perform their work to required standards The steps involved in System
Model of training are as follows:
Analyze and identify the training needs i.e. to analyze the department, job,

1. employees requirement, who needs training, what do they need to learn, estimating training
cost, etc The next step is to develop a performance measure on the basis of which actual
performance would be evaluated.
2. Design and provide training to meet identified needs. This step requires developing objectives
of training, identifying the learning steps, sequencing and structuring the contents.
3. Develop- This phase requires listing the activities in the training program that will Assist the
participants to learn, selecting delivery method, examining the training material, validating
information to be imparted to make sure it accomplishes all the goals & objectives.
4. Implementing is the hardest part of the system because one wrong step can lead to the failure
of whole training program.
5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work
performance. Making necessary amendments to any of the previous stage in order to remedy
or improve failure practices

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Page | 29
Instructional System Development Model (ISD) Model

Instructional System Development model was made to answer the training problems. this model is
widely used now-a-days in the organization because it is concerned with the training need on the job
performance. Training objectives are defined on the basis of job responsibilities and job description
and on the basis of the defined objectives individual progress is measured. This model also helps in
determining and developing the favorable strategies, sequencing the content, and delivering media
for the types of training objectives to be achieved.

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The Instructional System Development model comprises of five stages:

1 ANALYSIS
This phase consist of training need assessment, job analysis, and target audience analysis.

2. PLANNING
This phase consist of setting goal of the learning outcome, instructional objectives that measures
behavior of a participant after the training, types of training material, media selection, methods of
evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e.
selection of content, sequencing of content, etc.

3. DEVELOPMENT

This phase translates design decisions into training material It consists of developing course material
for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course
material for the trainee including handouts of summary.

4. EXECUTION

This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches,
podium, food facilities, cooling, lighting, parking, and other training accessories.

5. EVALUATION

The purpose of this phase is to make sure that the training program has achieved its aim in terms of
subsequent work performance. This phase consists of identifying strengths and weaknesses and
making necessary amendments to any of the previous stage in order to remedy or improve failure
practices.

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Page | 32
BENEFITS OF TRAINING

Employees and the organization need to realize the importance of contribution and learning
for mutual growth and development. Training is the answer to deal with stagnation stage by
constantly updating it in every field. Other benefits of training include:

 Hiring appeal: companies that provide training attract a better quality

Workforce.
 Assessing and addressing any performance deficiency.
 Enhancing workforce flexibility. Cross-cultural training is essential for
Them for better adjustment in the new environment.
 Higher customer satisfaction and lower support cost results through
Improved service, increased productivity and greater sufficiency.
 Training acts as benchmark for hiring promoting and career planning.
 It acts act as a retention tool by motivating employee to the vast

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 Opportunities for growth available in an organization.

Importance of Training and Development

 Optimum Utilization of Human Resources

Training and Development helps in optimizing the utilization of human resource that further
helps the employee to achieve the organizational goals as well as their individual goals.

• Development of Human Resources

Training and Development helps to provide an Opportunity and broad structure for the
development of human resources’ technical and Behavioral skills in an organization. It also
helps the employees in attaining personal Growth.

• Development of skills of employees

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 Training and Development helps in increasing the job knowledge and skills of employees at
each level. It helps to expand the horizons of human intellect and an overall personality of
the employees. Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal

• Team spirit

Training and Development helps in inculcating the sense of team work, Team spirit, and
inter-team collaborations. It helps in inculcating the zeal to learn within the employees

• Organization Culture

Training and Development helps to develop and improve the organizational health culture
and effectiveness. It helps in creating the learning culture within the organization.

• Organization Climate

Training and Development helps building the positive perception and feeling about the
organization. The employees get these feelings from leaders, subordinates, and peers.
• Quality

Training and Development helps in improving upon the quality of work and work-life.

• Healthy work-environment

Training and Development helps in creating the healthy working environment. It helps to build good
employee, relationship so that individual goals aligns with organizational goal.

• Health and Safety

Training and Development helps in improving the health and safety of the organization thus
preventing obsolescence.

• Morale

Training and Development helps in improving the morale of the work force.

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• Image

Training and Development helps in creating a better corporate image.

• Profitability

Training and Development leads to improved profitability and more positive attitudes profit towards
orientation. Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and carrying out
organizational policies. Training and Development helps in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that successful workers and managers usually display

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The principal objective of training and development division is to make sure the availability of a
skilled and willing workforce to an organization. In addition to that, there are four other objectives:
Individual, Organizational, Functional, and Societal.

Individual Objectives

Help employees in achieving their personal goals, which in turn, enhances the individual contribution
to an organization.

Organizational Objectives

Assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives

Maintain the department’s contribution at a level suitable to the Organization’s needs.

Societal Objectives

Ensure that an organization is ethically and socially responsible to the needs and challenges of the
society

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 TYPES OF TRAINING

On the job training off the job training

 Job rotation  Vestibule training

 Coaching  Role playing
 Job instruction  Lecture methods
 Training through  Conference or
step-by-step discussion
 Committee  Programmed
Assignment instruction
 Internship training

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1. ON THE JOB TRAINING

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A. Job rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or trainee in
each of the different job assignment. Though this method of training is common in training
managers for general management positions, trainees can also be rotated from job to job in
workshop jobs.

B. Coaching: The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisors provide feedback to the trainee on his performance and offer
his some suggestions for improvement.

C. Job instruction: This method also known as training through step by step. Under this
method, a trainer explains the trainee the way of doing the jobs, job knowledge and skills and allows
him to do the job. The trainers appraise the performance of the trainee provides feedback
information and corrects the trainee.

D. Committee Assignments: Under the committee assignment, group of trainees are given
and asked to solve an actual organizational problem. The trainees solve the problem jointly. It
develops team work.

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2. OFF THE JOB TRAINING

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A. Vestibule training: In this method, actual work conditions are simulated in a class room.
Material, files, and equipment those are used in actual performance are also used in training.
This type of training is commonly used for training personnel.

B. Role playing: It is defined as a method of human interaction that involves realistic behavior
in imaginary situations. This method of training involves action, doing and practice. The
participants play the role of certain characters, such as the production manager, mechanical
engineer, maintenance engineer, quality control inspectors, foreman, workers and the like. This
method is mostly used for developing interpersonal interactions and relations.

C. Lecture method: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk. To be effective,
the lecture must motivate and create interest among the trainees.

D. Conference or Discussion: It is a method in training the clerical, professional and

supervisory personnel. This method involves a group of people who pose ideas, examine and
share facts, ideas and data, test assumption, and draw conclusions, all which contribute to the
improvement of job performance.

E. Programmed instruction: In recent years this method has become popular. The subject
matter to be learned in a series of carefully planned sequential units. These units are arranged
from simple to more complex of instruction.

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Research Methodology

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 RESEARCH METHODOLOGY

DATA COLLECTION

Primary Data

The primary data of the topic will be collected by personal interaction a

specific set of objectives to assess the current status of any variable studied

 The following are the data collection methods:

 Questionnaire
 Interview
 Observation

Secondary Data

The data will be collected from the websites, books and all other relevant
information or literary are taken as secondary source of data. The data thus
collected will be arranged in a format.

 Reference books
 Internet

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DATA ANALYSIS
&
INTERPRETATION

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Q.1 which type of training company provides you?

Types of training No. of employees Average

On the job training 7 70%

Off the job training 3 30%

Total 10 100%

Types of training
On the job training Off the job training

30%

70%

Interpretation:-

From the above pie –chart indicates that most of the employees in the organization get on
the job training.

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Q 2. Are you satisfied with the training given to you?

Option No. of employees Percentage

Yes 6 60%

No 1 10%

Sometimes 3 30%

Total 10 100%

Training Satisfaction

30%
Yes
No
Sometimes

60%

10%

Interpretation:

The satisfactions level of employees about the training shows from above
pie-charts that 60% employees are satisfied with training, 10% are unsatisfied with
the training & remaining 30% employees are sometimes satisfied with the training
So from above shows that maximum numbers of employees are satisfied with the
training provided to them.

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Q 3.Training provided in your organization is?

Option No of employees Percentage

Planned & systematically administrated 5 50%

Provided only when problem occurs 4 40%

Spontaneously as a reaction to what competitor 1 10%

are doing

Total 10 100%

Provided of training

10% Planned & Systematically

adminisrated
Provided only when problem
40% accurs
Sponteneously asa reaction
to what competitor are doing
50%

Interpretation:

40% employees are saying training provided in planned & systematically administrated. 50%
employees are saying training provided in only when problem occurs. And 10% employees are saying
training provided in spontaneously as a reaction to what competitor are doing.

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Q4 Does your performances vary after the training which is provided by the organization?

Option No. of employees Percentage

Always 7 70%

Sometimes 2 20%

Never 0 0%

Can’t say 1 10%

Total 10 100%

Performance vary after training

Always Sometimes Never Can't Say

10%

20%

70%

Interpretation:

70% employees are saying performance vary after the training, 20% are saying sometimes. And 10%
employees can’t say.

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Q5.Does training & development help you in increasing the skill & knowledge?

Option No of employees Percentage

Always 8 80%

Never 0 0%

Sometimes 2 20%

Total 10 100%

Increase skill & knowledge

Always Sometimes Never

20%

80%

Interpretation:

80% employees are saying always increase the skill & knowledge. 20% employees are saying
sometimes increase skill & knowledge.

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 Hypothesis of the study are:

 “Training helps to increase the skills & knowledge of the employees.”

With the help of question no.5 it prove that training employees skill & knowledge increase.
Hence this hypothesis proves correct.

 “Training enhances the performance of employees.”

With the help of question no.4, 70% of employees are saying there performance vary after
the training .20% employees are saying sometimes performance vary after the training &
10% employees are saying can’t say performance vary after the training. Hence this
hypothesis proves correct.

 “Employees are satisfied with the training & development facilities provided by company.”
With the help of question no.2 70%employees are saying satisfied with the
training.10%employees unsatisfied with the training & 20% employees sometimes satisfied
with the training . Hence this hypothesis proves correct.

From the above projectee can concludes that employees are satisfied Training & Development policy
and it helps employees increase the knowledge & skill.

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CONCLUSION

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 CONCLUSION

In all working in Harrier information system was a great learning. Training & Development forms the
basis of HR activities as it is a process which is directly related to evaluation of employees as per
their Training &development carried out in all fair means keeping objectivity in mind can help
organization achieve greater success.

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SUGGESTIONS

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 SUGGESTIONS

It seens that most of the employees are satisfied from all the procedure Which has adopted by the
company it shows that company is able to satisfy their most of the employees by the Training &
Development only they need to give attention towards those employees Who are somewhat fully
satisfied & the company try to find out the reason behind it.

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BIBLIOGRAPHY

Page | 56
 BIBLIOGRAPHY

BOOKS

1.Human Resource Management Text and Cases by Dr.S.S.Khanka (S.Chand publication)

2.Research Methodology- Methods and Techniques by C R Kothari, Second Edition.
3.Personnel and Human Resource Management by P. Subba Rao (Himalaya Publication)

WEBSITES:

 www.harrierinfosys.com
 www.google.com

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ANNEXURE

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 QUESTIONNAIRE

The questions asked for data collection in this project were as follows.

Q.1 which type of training company provides you?

A. On the job training

A. Off the job training

Q 2. Are you satisfied with the training given to you?

A. Yes

B. No

Q 3.Training provided in your organization is?

A. Planned & systematically administrated

B. Provided only when problem occurs
C.Spontaneously as a reaction to what competitor are doing
Q4 Does your performances vary after the training which is provided by the organization?

A. Always
B. Sometimes.
C. Never
D. Can’t say
Q5.Does training & development help you in increasing the skill & knowledge?

A. Always
B. Never
C. Sometimes

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