A

Project
ON
“TRANNING AND DEVELOPMENT”
AT
Psychotropic’s India Limited

Submitted to
A report submitted in partial fulfillment of the requirements of
MBA Program of
Dr. A.P.J Abdul Kalam Technical University, Lucknow

Submitted To Submitted By
Mrs. Rittu Mittal Aishwaria
Roll no- 03
MBA 2nd Sem.

SD COLLEGE OF MANAGEMENT STUDIES

MUZAFFARNAGAR
 PRE FACE
Project study is an essential part for post graduate program in the discipline of

Master of Business Administration (MBA).

During training a student gets an opportunity to set the practical aspects of

theory. Training makes the concept clear and gives the perfect knowledge of the

practical life. It has been a learning experience to prepare the project report as

a part of MBA program.

This project report is the outcome of the training that I have undergone for

“Tranning and Development ” in HR Organizations. I have pursued this project

in HR.

Due to short span of time I analyzed a proper number of customers fulfill my

requirements of the project work through questionnaire.

 ACKNOWLEDGEMENT
Words will be insufficient while we are expressing our gratitude but I shall
heartily thank to whole S.D.COLLEGE OF MANAGEMENT & STUDIES,
Muzaffarnagar for the opportunity given in the input and willingness to
provide assistance. Success can never be attained without proper guidance. I
surpass all the barriers of written words to owe a dense of gratitude to reverend
Mrs. Rittu Mittal for providing chance to present this report at their renowned
organization. Beside the value of sincerity, integrity and discipline that he has
inculcated in me will take me a long way in life. I am grateful for the
inspiration; encouragement information and wisdom of many resource people
who help me bring this report into life. I extremely acknowledge the help and
Support so graciously offered by Mrs. Rittu Mittal our project guide, thank
you for the opportunity to gain valuable experience and research from the
initiation to completion of this work. Words fail to express
adequately my feeling of deep gratitude, which I owe to
Production Planning staff for their invaluable.
My acknowledgement would be incomplete without the assistance of all our
faculty members who directly and indirectly helped me a lot during the course
of my project. To God, who helped me and put me in the right place at the right
time with the right people who were a blessing to me in each of their own ways.
Last but not the least, I would like to thank my parents and my

colleagues who instilled Confidence and moral support various

stages during the course of this training.

Thanks to all

Aishwaria
 DECLEARATION
I, Aishwaria , Student of MBA, S.D. College of Management Studies,
Muzaffarnagar, (Affiliated To AKTU, LUCKNOW) hereby declare that the
project report on: TRANNING AND DEVELOPMENT”, Is my secondary data
and has not been submitted by any other person to AKTU, LUCKNOW.
Further, I also declare that I have tried my best to complete this project with
my at most sincerity and accuracy, even then if any mistake or error has crept
in, I shall most humbly request the reader to point out those errors or omission
and guide me for the removal of those errors.

Aishwaria
MBA2 nd sem.
 CONTENTS
Preface
Acknowledgement
Declaration
Introduction of Project
Objectives of the Study
Scope of the Study
Research Methodology
Data Analysis
Limitations
Finding
Suggestions
Conclusion
Bibliography
 INTRODUCTION TO THE TOPIC
Training and Development
Human resource management regards training and development as a function
concerned with organizational activity aimed at bettering the job performance of
individuals and groups in organizational settings. Training and development can
be describedas "an educational process which involves the sharpening of skills,
concepts, changing of attitude and gaining more knowledge to enhance the
performance of employees". The field has gone by several names, including
"Human Resource Development", "Human Capital Development" and
"Learning and Development".

TRAINING & DEVELOPMENT POLICY

Why training is important

Every company should be fully committed to the continuous development of its staff, in the
same ways as we continuously develop our services. This will be achieved by helping all
staff identify and meet their own job and business related development needs. This policy
will ensure that we have the adaptability and flexibility to thrive and succeed as a business.
To do this, all line managers, through the Performance Review process, will

 Ensure that staff have a level of knowledge and skill to fully perform their role

 Encourage staff to develop within their current role

 Look for potential, and find ways for staff to demonstrate potential

 Recognize and reward staff development (utilizing it wherever possible)

 Create a learning culture by providing opportunities for learning

Equal opportunities

All staff are entitled to and can expect to receive training they need to carry out their current
role. This includes seconded, fixed-term contract or short-term contract staff.

Permanent employees can expect to benefit from further commitment for each individual to
devote at least 5 days a year towards training and development. First priority will be towards
job-related training, but we will also encourage individuals to undertake personal
development training. This may entail taking professional qualifications; undertaking
research into a particular field of interest or experiencing a particular aspect of another job in
order to gain an insight into the role and fuller understanding of the work.

Training should not be viewed purely as “attending a training course”. There are a variety of
different methods that can be used to help train and develop individuals and Personnel
Services will be happy to help individuals and managers select the most appropriate method.
For example, using open learning materials; computer-based packages; videos or CD-ROMs;
e-learning; and reading literature, to name but a few.

Shared responsibilities

It is recognizes the need for everyone to learn and develop their skills on a continuous basis
and will support individuals to help them achieve this. Equally, the company expects
individuals to take on some responsibility for their own self-development. For example,
identifying suitable training activities (with the help of line managers and Personnel Services)
and adopting a flexible and positive approach to any training and development that is
identified with them.
Identifying training & development needs

Identifying training and development needs, and helping individuals to improve their
performance, are key responsibilities for line managers, so they are expected to be actively
involved in their team’s training and development. Line managers are also responsible for
measuring the effectiveness of any training and development undertaken by team members,
with assistance from Personnel Services.

The skills and knowledge that will be needed for the future success of the company will
become apparent as each year’s business (corporate) plan is drafted and communicated to
teams within the company and individual performance objectives agreed. Where individual
skills, knowledge or the development of competenciesare needed to achieve our business
objectives, these should be recorded on the Development Needs Assessment plan, which
forms part of our Performance Review process.

Setting and evaluating learning objectives/outcomes

The company has a number of key business objectives that it needs to achieve. These
objectives can be achieved only through harnessing the abilities and skills of everyone in the
company and by releasing potential and maximizing opportunities for development. If
individuals need to learn in order to achieve business objectives, it is important that any
training and development in which we invest has a relationship to our business objectives, so
we can demonstrate the contribution learning makes towards overall organizational success.

To demonstrate this contribution, individuals will agree with their line managers, prior to
undertaking a learning activity, “learning objectives”. Learning objectives will be the means
by which managers and company can measure how effective training and development has
been towards achieving our business objectives or performance. Setting learning objectives
will therefore provide a benefit for everyone:

For individuals, objectives give a better understanding of what is expected of them; where
priorities lie; where their contribution fits into the organization and how they are progressing.
For managers, objectives provide a basis for allocating responsibility to individuals for
achieving certain results; monitoring the achievement of results and providing solid evidence,
which is less subjective, for assessing an individual’s performance.

For the organization, objectives give a greater likelihood of strategic and corporate plans
being achieved.

Once someone has experienced a training and development activity or learning, we will
measure its impact and effectiveness on individual performance and the organization. Again,
line managers are expected to be part of this process by defining the performance standards
(or measures) when setting objectives and deciding on the methods that they will use to
evaluate the learning. (Personnel Services will of course be available throughout the process
to provide guidance and support).

There are three key stages that will be used to evaluate training and development:

Reaction:At this level, evaluation provides information on the attitudes of a participant to

learning, but it does not measure how much they have actually learned. That being said, if a
participant has a positive reaction to the learning experience they are more likely to
implement what they have learned. Evaluation at this level will be measured by a post-
learning questionnaire, which will be completed immediately after the learning activity has
taken place. Normally, Personnel Services will be responsible for issuing this type of
questionnaire.

Performance:Evaluation at this level looks at the impact of a learning experience on

individual performance at work. Key to this area of evaluation will be the need to have
established smart learning objectives prior to the learning experience so that when evaluation
takes place there are measures to use. For example, an important learning objective for a
junior secretary attending a Word training course may be “to produce typed correspondence
with no spelling or typographical errors.” In this example, a manager would be able to
evaluate the secretary’s performance using a measure of “no spelling or typographical
errors”. Ideally, evaluation on performance should take place approximately 3 – 4 months
after the learning activity. Line managers should undertake this evaluation and send a copy
of the results to Personnel Services.
Organizational impact: At this level evaluation assesses the impact of learning on
organizational effectiveness, and whether or not it is cost-effective in organizational terms.
Personnel Services will undertake this evaluation as part of a wider training and development
evaluation process.

In summary then, Personnel Services will evaluate training and development at the reaction
and organizational levels, and line managers will be responsible for evaluating the
effectiveness of training and development at the performance level. However, there will be
some types of learning activities, for example attending conferences or seminars, where it
may not be appropriate to undertake any evaluation. If any doubt, please contact Personnel
Services.

To assist line managers, there are a variety of methods that can be used to measure the
effectiveness of the learning. Some of these include:

 Participant self-assessment
 Written or practical tests
 Structured interviews
 Questionnaires
 Feedback – for example, internally from colleagues, peers, and managers and/or
externally from partners, customers or clients
 Qualifications obtained

Line managers should contact Personnel Services, who will be pleased to help set-up an
evaluation method to use to measure the effectiveness of a training activity.
Funding
Funding for training and development will be paid from a central training budget, therefore
the Head of Personnel Services must approve any training and development that involves a
financial cost before any financial commitment is made. Details of how to apply for a
training and development are explained under the section headed “Selecting a training
provider and applying for training”.
In addition to job-related training and development, company also recognises the need to help
individuals to improve within their chosen career path by encouraging individuals to gain
professional/vocational/academic qualifications. With this in mind, company has established
a company sponsorship scheme whereby full or partial sponsorship will be provided.
Information about the scheme can be found under the section headed “Company
sponsorship”.

Time off to attend training courses

Where an individual needs to attend a training course funded by company, time off during
working hours will be given to attend the course. Individuals are expected to travel to and
from a training venue within the normal course of the day. Where company is providing
sponsorship towards a professional qualification, time off to attend
lectures/workshops/summer school will be agreed on an individual basis, taking account of
the business needs. The Head of Personnel Services will approve any such requests, in full
consultation with line managers.

Non-training course learning activities

Typically, a training course is designed to transfer new skills or knowledge to an individual.

Invariably new skills and knowledge will be developed over time to improve performance.
However, not all learning has to be addressed through a training course. There is a wide
range of development methods available that can be used without leaving the office. For
example, being coached by a fellow colleague or manager; using a computer aided training
package; on-the job training; reading books; undertaking research or practising a particular
skill.

Finding out about training courses or alternative learning methods

Personnel Services is building up a range of literature from training suppliers and a selection
of books/videos/computer discs available for individual use. To find out more, please contact
Personnel Services.
Selecting a training provider and applying for training

Before booking a training event, individuals should research the costs and course availability
with possible training providers. Personnel Services will be happy to help as they keep
details of various training providers, so please contact them for information/advice.

Company organised training programmes, for example Customer Service Training,

TeamBuilding training, will be co-ordinated through Personnel Services (so individuals do
not have to complete any forms). All other training and development activities must be
authorised by Personnel Services before any training is booked.

Company sponsorship
Company recognises the need for continuous professional development and are pleased to be
able to offer a sponsorship scheme to all permanent and fixed-term employees (whose
contracts are for at least one year). The scheme covers professional, academic or NVQ (or
equivalent) qualifications. The following guidelines are designed to give individuals an idea
of the sort of funding that may be available and how individuals may apply.
 OBJECTIVE OF THE STUDY

 To impact skills among the workers systematically so that they may learn
quickly.
 To improve the productivity of the workers and the organization.
 To reduce the number of accidents by providing safety training to the
workers.
 To prepare workers for promotion to higher jobs by imparting them
advanced skills.
 Company Profile

Established in 1987, PIL was born out of the vision to create a healthcare company that

would address to the compassionate healthcare needs.  Psychotropics is derived from our

initial focus on psychiatry and Topical products, which over the years have grown into

various therapeutic segments like cardiovascular, gynecology, dermatology, anti diabetic,

antibiotics & anti-infectives, anti histamines, analgesics, acute pain killers, OTC/ FMCG

products, pet care products & medicated soaps.

Our commitment and drive have boosted our growth from a single manufacturing facility at

Faridabad, Haryana to a range of three more multi formulation manufacturing facilities in a

pollution free & lush green surroundings at India’s best industrial area at SIDCUL, Haridwar,

India.  At present all of the four manufacturing facilities are approved WHO GMP facilities.

PIL, has carved a niche for itself in generic market and is preferred outsourcing partner for

some of the large pharma companies in India. Head quartered in Faridabad, India, which is

about 20 miles from the New Delhi airport, PIL is today establishing itself as a medium sized

pharma company with infrastructure, skills & resources that are at par with the best in the

industry.

PIL’s brands are prescribed by the leading doctors of the country & are available at all the

leading outlets in various cities of India. Our strong understanding of products provides us

the strategic benefits of integration that allow us to perform best in an increasingly

competitive market. The faith & reputation we command in the heart of the doctors, patients

& retailers towards our products, makes us conscious, every day, to keep on delivering high

quality medicines.
Due to our strong emphasis on product quality, PIL is an approved vendor of some of our

products to various Government Institutions like Govt. Health Departments, Defence

services, CSD canteens, Indian Railways and other public sector undertaking’s hospitals in

India. We at PIL are committed to develop new technologies. We have been able to launch

products with enhanced release profiles to ensure better treatment compliance and dosage

convenience. PIL has developed cinnarzine, dexchlorphenramine maleate, metoprolol tartrate

and metformin tablets in sustained release form. The pet care division is attaining new height

after its field force has started promoting its products to doctors as well as pet shops. After

the success in the domestic market, PIL has now ventured into the overseas markets & is

currently exporting its products to various international destinations in  Africa, Middle East,

South East Asia , latin America and steadily Increasing our global presence. PIL has

developed a good range of FMCG products like, Tooth pastes for sensitive teeth,

Moisturizing Creams and lotions, Head lice soaps & shampoos, Anti-cold products, Cough

syrups & many more, which have been developed & tested through the chemists retail shops.

The repeat demand for these products is very encouraging & now is the time to carve it out as

a separate division.
 COMPANY PRODUCT

Analgesic India Market

TROMANIL-S / DICLOFON-S
Each film coated tablet contains: Aceclofenac 100mg paracetamol 325mg Serratiopeptidase
10mg Each film coated tablet contains: Diclofenac Potassium 50mg Serratiopeptidase 10mg

RESEARCH METHODOLOGY
 SAMPLE SIZE

Sample size - 8o.

Due to unavoidable circumstances and irrevocable constraints, the actual number of

population covered is less than the sample size targeted.

SAMPLING METHOD:-

Random sampling- as I hardly know anybody from the organization. But at times, the sample

was also collected as per the choices and targets of my knowledgeable corporate seniors.

Hence, here it can be said that it was judgmental sampling

SOURCES OF DATA COLLECTION

The data used in the project is collected both by primary sources and secondary sources. The

following are the sources of collection of data:

Secondary sources of data collection:

~ Company profile

~ Books

~ Websites

EVALUATION PROCESS

After the study of company’s profile and its performance procedure, questionnaire for

employees is prepared and is given to them. training method is also employed and the views

of the company’s personnel are taken.

SCOPE OF THE STUDY

The scope of study is to observe the degree of satisfaction levels of the employer as well as
the employees towards the process of recruitment and selection techniques adopted by the
company. It will also show the deviations if any, towards this affect that will be experienced
in research. Apart from getting an idea of the techniques and methods in the recruitment
procedures it will also give a close look at the insight of corporate culture prevailing out there
in the organization. This would not only help to aquanaut with the corporate environment but
it would also enable to get a close look at the various levels authority responsibility
relationship prevailing in the organization. Also the stipulated time for the research is
insufficient to undergo an exhaustive study about the topic assigned and moreover the scope
of the topic (recruitment and selection) is wide enough, so it is difficult to cover all the topic
within the stipulated time.

DATA ANALYSIS
  Employee is fully aware of the Training and development procedure followed in
organization.

Response Percentage
Strongly agree 5%
Agree 72%
Disagree 5%
Strongly disagree 9%

CHART NO-1

Chart Title
Strongly Agree
9% 5% 9% 5%
Agree

No Idea
72%
Disagree

Strongly Disagree

INTERPRETATION - Majority of the employees (72%) are aware of the prevailing Training
and developmentSystem.

 Objectives of Training and developmentSystem in PSYCHOTROPICS INDIA

LIMITED. is very well known to all Employees.
 Response Percentage
Strongly agree 18%
Agree 55%
Disagree 18%
Strongly disagree 18%
No idea O%

CHART NO-2

Chart Title
Strongly Agree
18%
18%
Agree

55% No Idea
9%

Disagree

Strongly Disagree

INTERPRETATION -Although Majority of employee are aware of the objective of

System Still about (18%) of employees need awareness about the PA System.

 Employees are satisfied with the procedure of Training and developmentin

PSYCHOTROPICS INDIA LIMITED. .

Response Percentage
Strongly agree 5%
Agree 59%
Disagree 18%
Strongly disagree 5%
No idea 18%

CHARTNO-3

Chart Title
Strongly Agree
5%
18%
Agree

No Idea

Disagree

18% Strongly
59%
Disagree

INTERPRETATION - Large number of employees(59%) are satisfied with the

procedure of Training and development followed in Psychotropics India Limited. .While 18%
of employees are disagree.

FINDINGS
The employees of PIL have different view about the training and development
 64% of employees are satiesfied with PAR system.

 49% of employees feel that they get proper feedback of their strength and weakness.

 23% of employees feel that performance grading is communicated to employees.

CONCLUSION
During the course of study I interacted with various levels of employees belonging to

different department and performing various functions. After forming the final Questionnaire

survey was conducted. As a result of this survey primary data was collected and the

information so collected was complied to give data and make analysis to give suggestion for

improvement.

The very word ‘appraisal’ implies that this is a top down process in which manager tell their

subordinates what they think about them. And one of the reasons for the failure of many

appraisal systems is that managers did not like doing that at all- they objected, in Douglas Mc

Gregor’s(1957) phrase, to ‘playing at being God’. This is one of the reasons why multi-

source assessments processes- ‘360 degree feedback’- by peers and subordinates as well as

managers are being developed in some organizations.

However, coming to the aspect of the problem in the training and development of mill I have

arrived at a general observation that in most of the cases, the non-executive employees are of

the view, that these things are reviewed only for the sake of formality and not for any

constructive or concrete purpose. Hence, a discussion or a general meeting can be held in

order to brush off their apprehensions and wrong judgements about this system. It is known,

that any good thing done for welfare of people, if not communicated properly, can be

misunderstood and misinterpreted. Hence, their thinking process needs to be modified now,

in the first case. Secondly, drastic steps should be taken where the communication process is

smoothen and streamlined, such that all sorts of misunderstanding, misjudgments,

misbehavior is removed out in order to give way to healthy relationships and strong bondage.

Faith and confidence needs to be incited into the people by means of proper discussions,

honest work and trustworthy performance.Suitable plans and programmes should be adopted

so that the whole organization works as one single unit towards one ultimate goal.

LIMITATIONS
Training is a costly affair for the management. It needs a handsome amount and long time. So
management has to play safe game for the benefits of the company as well as the workers.
One wrong decision may enforce the company to fall into deep troubles. So selecting the
weak areas of staffs and workers should be done very carefully. For that the management
should be conduct a test.

For providing an effective training, company requires a knowledgeable trainer. Selecting a

particular trainer is again a difficult job. Trainer demands handsome money. Training needs
time and cost both.

To conclude, it is very clear that training should be provided but not at the loss of the
company. It is very costly and time taking affair. But it is most important for the development
of the company. So management can’t avoid it at any cost.

BIBLIOGRAPHY
BOOK NAME AUTHOR

Human Resource Management Dr. N.K. Chadda

Training & Development Dr. P.N. Singh

Internet