TRAINING AND DEVEOPMENT IN ATLAS LOGISTICS PRIVATE Submitted in partial

fulfillment of the requirement for

the award of the degree
Bachelors Of Business Administration Program
Batch (2021-2024)
MINOR PROJECT REPORT
ON
“TRAINING AND DEVELOPMENT IN ATLAS LOGISTICS PRIVATE LIMITED”

Submitted To: Submitted By:

Dr. Bhawna Mukaria Aniket Kumar
Associate Professor 4796701721

KAMAL INSTITUTE OF HIGHER EDUCATION AND ADVANCE TECHNOLOGY

(Affiliated to Guru Gobind Singh Indraprastha University)

(K-1 EXTENSION, MOHAN GARDENNEW DELHI –110059)

1
ACKNOWLEDGEMENT

There is always a sense of gratitude which everyone express to others for the helpful and needful
services they render during difficult phases of life and help to achieve the goal already set. The
submission of this project report gives us an opportunity to convey our gratitude to all those who
helped us to reach a stage where we have impress confidence to launch our career in the competitive
word of information technology. I too, want to express my deep gratitude to each and everyone who
has been helpful to us in getting this task of project handling to be successful. I would like to express
our profound gratitude to Dr. Bhawna Mukaria as us project guide. She was ever willing to give all
kind of support and encouragement. Under her guidance this project was never a problem for me. I am
also thankful to all my friends who help me in making this project a real success and our respected
parents and family who have given me all the support whatsoever.

Aniket Kumar
04796701721

3
 DECLARATION

I do hereby declare that this project work entitled “Training and Development in Atlas Logistics Pvt.
Ltd” submitted by me for the partial fulfillment of the requirement for the award of Bachelors in
Business Administration (BBA) is a record of my own research work.

The report embodies the finding based on my study and observation and has not been submitted
earlier for the award of any degree or diploma of any institute or university.

Place: NEW DELHI

Candidate Signature

Date: 15-06-2022
ANIKET KUMAR

Enroll No: 04796701721

Dr. Bhawna Mukaria Dr. ANUDEEPARORA

(Associate Professor) ( Director)

KIHEAT KIHEAT

4
 CONTENT

S.NO TOPIC PAGE NO.

Chapter-1 Introduction 6-22

Objectives of the Study 23

Review of Literature 24

Research Methodology 25

Limitations of the Study 29

Chapter-II Profile of the Organisation 30-42

Chapter-III Analysis and Interpretation of Data 43

Chapter-IV Conclusions and Recommendations 65-69

Bibliography 70-71

Annexure 72

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CHAPTER-I
Introduction

6
OVERVIEW:

Atlas is one of the largest freight forwarders and logistics providers in India. Its significant
investments in multiple locations across India facilitate trade across India, even in the most
challenging environments. Our presence in Indian includes 18 locations covering all major ports,
airports and inland locations. Its solutions are tailored to our customers’ needs, timetables and
capacity requirements, including 200,000 sqm of warehouse space covering 35 cities in India.

Atlas’s experienced logistics experts keep goods moving across the country, thanks to close
interaction with regulatory authorities and an in-depth knowledge of local laws to ensure all customs
requirements are met. The application of stringent performance standards to our internal operations
ensures customers receive high-quality, customized services.

For example, Atlas operates a certified life science warehouse to cater to the strict requirements of
pharmaceutical companies.

In addition to air and ocean freight services, Atlas offers a range of solutions to help companies
operate in the highly attractive Indian market and also for Indian companies that are looking to
explore opportunities outside of India

BAAR, Switzerland – Jan. 18, 2016 -- Supply chain executives expect an uptick in emerging markets
growth in 2016, despite concerns about further slowing in China, fluctuations in oil prices, and the
possibility that the U.S. economy could weaken.
After a year of turbulence, 61% of logistics industry executives surveyed say they are unclear on the
direction of the global economy or expect more volatility in 2016. In spite of their wariness, roughly
the same proportion (59.4%) say the International Monetary Fund forecast of 4.7% growth in
emerging markets is “about right.” Emerging markets grew an estimated 3.6 % to 4.2% in 2015, down
from 4.5% in 2014.

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History of Human Resource Management

The History of Human Resource Management is the strategic and coherent approach to the
management of an organization's most valued assets - the people working there who individually and
collectively contribute to the achievement of the objectives of the business. The terms "human
resource management" and "human resources" (HR) have largely replaced the term "personnel
management" as a description of the processes involved in managing people in organizations. Human
Resource management is evolving rapidly. Human resource management is both an academic theory
and a business practice that addresses the theoretical and practical techniques of managing a
workforce.

Human resource management has it roots in the late and early 1900's. When there are less labor then
there are more working with machinery. The scientific management movement began. This movement
was started by Frederick Taylor when he wrote about it a book titled ‘The Principles of Scientific
Management’. The book stated, "The principal object of management should be to secure the
maximum prosperity for the employer, coupled with the maximum prosperity for each employee.”
Taylor believed that the management should use the techniques used by scientist to research and test
work skills to improve the efficiency of the workforce.

Also around the same time came the industrial welfare movement. This was usually a voluntary effort
by employers to improve the conditions in their factories. The effort also extended into the employee’s
life outside of the work place. The employer would try to provide assistance to employees to purchase
a home, medical care, or assistance for education. The human relations movement is the major
influence of the modern human resource management. The movement focused on how employees
group behavior and how employee feelings. This movement was influenced by the Hawthorne
Studies.

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TRAINING & DEVELOPMENT

Human Resource Management (HRM), a relatively new term, that emerged during the1930s. Many
people used to refer it before by its traditional titles, such as Personnel Administration or Personnel
Management. But now, the trend is changing.

It is now termed as Human Resource Management (HRM). Human Resource Management is a

management function that helps an organization select, recruit, train and develops. Scope of HRM
without a doubt is vast. All the activities of employee, from the time of his entry into an organization
until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment,
Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc.
Out of all these divisions, one such important division is training and development.

TRAINING AND DEVELOPMENT

It ensures that randomness is reduced and learning or behavioral change takes place in structured
format.

TRADITIONAL AND MODERN APPROACH OF TRAINING

ANDDEVLOPMENT

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.

9
 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

TRAINING DEFINED

It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,
rules, or changing of attitudes and behavior to enhance the performance of employees. Training is
activity leading to skilled behavior.

• It’s not what you want in life, but it knows how to reach it

• It’s not where you want to go, but it knows how to get there

• It’s not how high you want to rise, but it knows how to take off

• It may not be quite the outcome you were aiming for, but it will be an outcome

• It’s not what you dream of doing, but it’s having the knowledge to do it

• It's not a set of goals, but it’s more like a vision

It’s not the goal you set, but it’s what you need to achieve it. Training is about knowing where you
stand (no matter how good or bad the current situation looks) at present, and where you will be after
some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through
professional development.

ROLE OF TRAINING

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

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TRAINING AND DEVELOPMENT OBJECTIVES

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-

It ensure that an organization is ethically and socially responsible to the needs and challenges of the
society.

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
objectives are of great significance from a number of stakeholder perspectives: 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

1. Trainer

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3. Designer

4. Evaluator

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 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 trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be
challenging and motivating, then the likelihood of achieving those goals is much higher than the
situation in which no goal is set. Therefore, training objectives helps in increasing the probability that
the participants will be successful in training.

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 equipment, and training content
accordingly to achieve those objectives .Furthermore, planning always helps in dealing effectively in
an unexpected situation. Consider an example; the objective of one training program is to deal
effectively with customers to increase the sales. Since the objective is known, the designer will design
a training program that will include ways to improve the interpersonal skills, such as verbal and non-
verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a
customer is angry. Therefore, without any guidance, the training may not be designed appropriately.

14
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.

THE TRAINING SYSTEM

A System is a combination of things or parts that must work together to perform a particular function.
An organization is a system and training is a sub system of the organization. The System Approach
views training as a sub system of an organization. System Approach can be used to examine broad
issues like objectives, functions, and aim. It establishes a logical relationship between the sequential
stages in the process of training need analysis (TNA), formulating, delivering, and evaluating. There
are 4necessary inputs i.e. technology, man, material, time required in every system to produce
products or services. And every system must have some output from these inputs in order to survive.
The output can be tangible or intangible depending upon the organization’s requirement. A system
approach to training is planned creation of training program. This approach uses step-by-step
procedures to solve the problems. Under systematic approach, training is undertaken on planned basis.
Out of this planned effort, one such basic model of five steps is system model that is explained below.
Organization are working in open environment i.e. there are some internal and external forces, that
poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact
on the content, form, and conduct of the training efforts. The internal forces are the various demands
of the organization for a better learning environment; need to be up to date with the latest
technologies.

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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).The three model of training are:

1. System Model

2. Instructional System Development Model

3. Transitional model

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:

1. Analyze and identify the training needs i.e. to analyze the department, job, employee’s 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.

17
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.

Instructional System Development 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. 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 –

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This phase focuses on logistical arrangements, such as arranging speakers, equipment’s, 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. The ISD model is a continuous process that lasts throughout the training program. It also
highlights that feedback is an important phase throughout the entire training program. In this model,
the output of one phase is an input to the next phase.

Transitional Model

Transitional model focuses on the organization as a whole. The outer loop describes the vision,
mission and values of the organization on the basis of which training model i.e. inner loop is executed.

Vision –

Focuses on the milestones that the organization would like to achieve after the defined point of time.
A vision statement tells that where the organization sees itself few years down the line. A vision may
include setting a role mode, or bringing some internal transformation, or may be promising to meet
some other deadlines.

Mission –

Explain the reason of organizational existence. It identifies the position in the community. The reason
of developing a mission statement is to motivate, inspire, and inform the employees regarding the
organization. The mission statement tells about the identity that how the organization would like to be
viewed by the customers, employees, and all other stakeholders.

Values –

It is the translation of vision and mission into communicable ideals. It reflects the deeply held values
of the organization and is independent of current industry environment. For example, values may
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The mission, vision, and values precede the objective in the inner loop. This model considers the
organization as a whole. The objective is formulated keeping these three things in mind and then the
training model is further implemented.

METHODS OF TRAINING

There are various methods of training, which can be divided in to cognitive and behavioral methods.
Trainers need to understand the pros and cons of each method, also its impact on trainees keeping
their background and skills in mind before giving training.

Cognitive methods

Cognitive methods are more of giving theoretical training to the trainees. The various methods under
Cognitive approach provide the rules for how to do something, written or verbal information,
demonstrate relationships among concepts, etc. These methods are associated with changes in
knowledge and attitude by stimulating learning. The various methods that come under Cognitive
approach are:

● LECTURES
● DEMONSTRATIONS

Behavioral methods

Behavioral methods are more of giving practical training to the trainees. The various methods under
Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for
skill development. The various methods that come under Behavioral approach are:

● GAMES AND SIMULATIONS

● BEHAVIOR-MODELING
● BUSINESS GAMES
● CASE STUDIES
● EQUIPMENT STIMULATOR

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MANAGEMENT DEVELOPMENT

The more future oriented method and more concerned with education of the employees. It
becomea better performer by education implies that management development activities attempt
to instill sound reasoning processes. Management development method is further divided into two
parts:

•On the Job Training

•Off the Job Training

ON THE JOB TRAINING

The most frequently used method in smaller organizations that is on-the-job training. This
method of training uses more knowledgeable, experienced and skilled employees, such as
mangers, supervisors to give training to less knowledgeable, skilled, and experienced
employees. OJT can be delivered in classrooms as well. This type of training often takes place
at the work place in informal manner.

Some key points on On-the-Job Training

● On-the-Job Training is characterized by following points:

● It is done on ad-hoc manner with no formal procedure, or content
● At the start of training, or during the training, no specific goals or objectives are:
● Developed Trainers usually have no formal qualification or training experience for training
● Training is not carefully planned or prepared
● The trainers are selected on the basis of technical expertise or area knowledge Formal
● OJT programs are quite different from informal OJT. These programs are carried out by
identifying the employees who are having superior technical knowledge and can effectively
use one-to-one interaction technique.

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TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation checks
whether training has had the desired effect. Training evaluation ensures that whether candidates are
able to implement their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to
learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer of

knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it
can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative
data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the
expected outcomes.

Process of Training Evaluation Before Training: The learner’s skills and knowledge are
assessed before the training program. During the start of training, candidates generally perceive it as a
waste of resources because at most of the times candidates are unaware of the objectives and learning
outcomes of the program. Once aware, they are asked to give their opinions on the methods used and
whether those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of short
tests at regular intervals

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After Training: It is the phase when learner’s skills and knowledge are assessed again to measure
the effectiveness of the training. This phase is designed to determine whether training has had the
desired effect at individual department and organizational levels. There are various evaluation
techniques for this phase.

Techniques of Evaluation

The various methods of training evaluation are:

• Observation

• Questionnaire

• Interview• Self diaries

• Self-recording of specific incidents

Management Development Program (MDP)

Management Development has become very important in today’s competitive environment.

According to a survey, those companies that align their management development with tactical
planning are more competitive than the companies who are not. It has also been indicated that 80% of
the companies report MDP, compared with 90% that provide executive leadership training. For most
of the companies 37%of the training budgets go to management development and learning programs.
Therefore, it is important to consider management development. It is managements’ responsibility of
ensuring the success of the organization.

•It is the management who deal with people of different background, culture, language, etc.

•Mergers and acquisitions, downsizing, etc, are all under management’s control

•It is managements’ responsibility to ensure that the employees obtain the required KSAs to perform
the tasks

•It is managements’ responsibility to ensure that right people is hired for the right job, at the right time

24
•Manager’s job is complex i.e. for the managers understanding the training need is not easy because
his training need is determined by how well his department is meeting its objective and goal.

•It is the management who makes decisions on the basis of judgment and intuition

•It is the manager who performs several routine duties as well as handling the exceptions in their own
as well as subordinates’ routine

•Managers are engaged in varied, discontinues, and brief activities

•It is the management that understand the organization, its vision, mission, ethics, values, strategies,
capabilities, and how his organization fits into the industry, and how his behavior will influence
people outside the organization.

PROCESS OF TRAINING

These steps are included in training and development programs as below:

1. Identification of training needs and priorities.

2. Organization all analysis.

3. Man Analysis.

4. Statement of training needs.

5. Establishment of training goals and selection of trainees.

6. Selection and training of training personnel.

7. Application of selected training techniques.

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 Review of Literature

(Almuth McDowall, 2010) The first purpose of this paper is to review the practical and theoretical
distinctions between training and development in the organisational psychology and human resource
development (HRD) literatures. Then the paper seeks to investigate how managers responsible for the
training and development function conceptualise these activities in practice, the factors that guide
their decision making, how they evaluate the outcomes and the extent to which they perceive a
relationship between training and development .
(Dr. Muhammad Aslam Khan 2011) Training and Development, On the Job Training, Training
Design and Delivery style are four of the most important aspects in organizational studies. The focus
of current study is to understand the affect of Training and Development, On the Job Training,
Training Design and Delivery style on Organizational performance. The back bone of this study is the
secondary data comprised of comprehensive literature review. Four Hypotheses are developed to see
the Impact of all the independent variables on the overall Organizational Performance. The
Hypotheses show that all these have significant affect on Organizational Performance. These
Hypotheses came from the literature review and we have also proved them with the help of literature
review. Results show that Training and Development, On the Job Training, Training Design and
Delivery style have significant affect on Organizational Performance and all these have positively
affect the Organizational Performance (khan, 2011)

(Maimuna Muhammad Nda & Dr. Rashad Yazdani Fard, 2013) . This study presents a literature
review on the significant of training and development on employee productivity. Employees tends to
become absolute, and therefore making the need to adapt to the continuous learning and updating of
the skill and knowledge invaluable, due to the organizational, technological and social dynamics.
Thus, in order for organizations to achieve optimum returns from their investment, there is imperative
need to effectively manage training and development programmes. (nda, 2013)

(jehnazeb, 2013) The purpose of this paper is to present a conceptual study established on the
employee training and development program and its benefits. This paper will inspect the structure and
elements of employee training and development program and later the study present what are the
positive outcomes for employees and organizations

27
(N. R. Aravamudhan,2015). Training and development is a matter of paramount interest to
(Aravamudhan, 2015)contemporary organisations. The attention given to the subject has given way to
a stream of analysis, diagnosis and prescription on the part of organizational scholars, practitioners
and popular management writers. But, the closer analysis of the extant training and development
literature revealed that focus of the research has been limited to the indivudual phases of the training
cycle. A comprehensive instrument, focusing on assessment of all the phases of training cycle has
been missing. This gap in the literature provided the impetus to develop the Training and
Development Capacity Building Scale (TDCBS).

(israr khan, 2017) This paper main objective was to investigate whether training and development
has impact on employees’ performance and productivity. This paper is quantitative in nature. Data for
the paper have been collected through primary source that are from questionnaires surveys. The data
have been checked through statistical software to find the impact of training and development on
employees’ performance and productivity

(HOANG, 2018) Training and Development, On the Job Training, Training Design and Delivery
style are four of the most important aspects in organizational studies. The focus of current study is to
understand the affect of Training and Development

(Arnida Jahya, 2020) For the purpose of this research, survey data from 321 Generation Y employees
in a financial institution were collected by using convenience sampling technique This research was
found that training and development, compensation, and organizational culture have a significant
negative relationship with turnover intention. Training and development have been found to be the
best predictor of turnover intention among Generation Y employees. The recommendation for future
research has been explained in the last section of this paper. . (jahya, 2020)

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 OBJECTIVE OF THE STUDY

To help the organization in accomplishing its essential target.

To measure the impact of training and development programmes on the enhancement of
employees skills and knowledge.
To give suggestions to improve the existing training and development practices.

RESEARCH METHODOLOGY

● The study will be conducted to achieve the aforesaid objectives including both exploratory. A
Research Methodology defines the purpose of the research, how it proceeds, how to measure
progress and what constitute success with respect to the objectives determined for carrying out the
research study.
● The research methodology for the present study has been adopted to reflect these realties and help
reach the logical conclusion in an objective and scientific manner.

TYPE OF RESEARCH

EXPLORATORY RESEARCH

A research design is the specification of methods and procedures for acquiring the information needed
to structure or solve the problem. It is the overall operational pattern or framework of the project that
stimulates what information is to be collected from which source and by what procedure. On the basis
of major purpose of our investigation the EXPLORATORY RESEARCH was found to be most
suitable. This kind of research has the primary objective of development of insights into the problem.
It studies the main area where the problem lies and also tries to evaluate some appropriate courses of
action.

29
 In this research project the data being collected is as follows:

Secondary Data:

The secondary data is also used in a lesser proportion to find out the name and designation of the
employer who are working with this organization and the company profile. Secondary data refer to
information gathered by someone other than the researcher conducting the current study. Such data
can be internal or external to the organization and accessed through the Internet or perusal of recorded
or published information.
Secondary sources of data provide a lot of information for research and problem solving. Such data
are as we have seen mostly qualitative in nature.

30
Secondary source of data :

(i). Company brochure.

(ii). Internet.

(iii)Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

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LIMITATIONS OF THE STUDY

When considering your competitors Weaknesses, we should focus on the following:

● Company Presence – Where is their biggest presence? What part of the country? (Is that an
area that candidates would want to live or work?)

● Company Culture – What is it like to work for X company? This information can be gathered
through Social and Professional Networking sites like “Facebook” and “Linkedin”. These sites
host groups that are sometimes made up of employees from specific companies. Employees
use these groups as an opportunity to connect with other employees around the world, use it as
a forum to openly discuss new ideas or sometimes, just for fun. Typically these employees are
very honest and open to sharing information about their experience working with that
company. Just ask, “what do you like and dislike about working with xyz company”? You will
be surprised!

● Attrition – What is the rate of attrition per year? What area do they tend to lose the most
employees?

● Credibility – Look for information on the credibility of the company. Although you may not
find any negative information, this is still a worthwhile area to check.

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 CHAPTER-II

PROFILE OF THE ORGANISATION

About Atlas

Atlas builds durable, efficient supply chains that power businesses and drive trade, creating access to
33
Our History

Atlas’s story parallels the rise of emerging markets in the global economy. The company got its start
as a local warehousing provider in Kuwait and grew to become the largest logistics company in the
Middle East. It acquired more than 40 logistics brands around the world, investing billions to build a
global network with a strong footprint in emerging markets.

Today, Atlas is one of the world’s largest integrated logistics providers with more than 22,000
employees and operations in 100 countries.

Our Structure
Atlas has two main lines of business. Through our Global Integrated Logistics (GIL) business, we
work with companies in diverse industries and markets to move, manage, and distribute the goods that
underpin global commerce. Through our Infrastructure portfolio of companies, we provide logistics-
related services in emerging markets that facilitate trade and create access to new opportunities.

Atlas Global Integrated Logistics

Atlas Global Integrated Logistics (GIL) provides supply chain solutions to meet traditional and
complex customer needs. GIL offers air, ocean and road freight forwarding, warehousing, distribution,
and specialized services in project logistics, chemical logistics, and fairs and events. We are
distinguished by our global network and leading position in emerging markets; a willingness to
customize solutions for our customers; an entrepreneurial culture that has led us to invest and grow in
areas where others see risk; and a deep commitment to personal service for our customers and
communities

35
Atlas Infrastructure

Atlas’s Infrastructure group of companies offers logistics-related services in emerging markets,

including industrial real estate management, ground handling and airport services, customs
modernization, and remote infrastructure and life support

Atlas brings efficiency to supply chains in some of the globe’s most challenging environments,
offering unmatched personal service, a global footprint and customized capabilities in developed and
developing economies alike. Atlas is one of the world’s leading providers of integrated logistics.

It is a publicly traded company with over $5 billion in revenue and more than 22,000 employees in
500 offices across 100 countries. Atlas’s core commercial business, Global Integrated Logistics (GIL),
provides supply chain solutions to meet traditional and complex customer needs. GIL offers air, ocean
and road freight forwarding, warehousing, distribution, and specialized services in project logistics,
fairs and events, and chemicals.

Atlas’s Infrastructure group of companies manages industrial real estate and offers logistics-related
services, including e-government customs optimization and consulting, waste management and
recycling, aviation and ground-handling services, support to governments and ministries of defense,
remote infrastructure and life support.

Our Responsibility
At Atlas, we take our responsibility to act with integrity, and give back, seriously. It’s the right thing
to do, and it’s good for our business. A culture of acting responsibly benefits the communities where
we work, contributes toward a cleaner planet, adds to the sense of pride and collective spirit among
our employees, and strengthens our relationship with customers and shareholders.

Community

Built 22 schools
around the world.
36
 Donated logistics Invested in more Reached 1 million+
supportin over 40 than 1370 coomunity people in need.
humanitarian or projects in 80
disaster operations. countries.

Environment

Map carbon footprint Work closely with

in 75% of operations, customers to green
most in emerging supply chains. Free
markets. Emissions carbon shipment Almost 20% of global workforce
down 10%. reporting. volunteers in Earth Day activities.

Almost 50% of employees

work in ISO 14001 certified sites.

38
Ethics

Rolling out global

subcontractor ethical
management
Trained more than
program. Signatory of World 6,800 migrant and
Anonymous
Economic Focum's local workers
third-party ethics
Partnership Against on fair labor standards
hotline reporting
Corruption Initiative in the Middle East,
available in100
(PACI). Africa and Asia.
countries.

Awards

24 CSR and
sustainability awards in
seven years

39
Health and safety

A health and safety conscious workplace is a critical priority for our company, and an area of
investment and focus for us over the last few years. We have used the high standards of our Project
Logistics and Chemical Logistics specialty businesses – both of whom have award-winning HSE
programs – to drive a larger health and safety agenda in the company overall. We focus on rigorous
standards, training, measurement and continuous improvement.

Logistics Services
Air Freight

Our purchasing power and partnerships with some of the world’s premier air carriers enable us to
deliver the space allocation, on-time performance and range of products you need. With direct access
to all prime capacities, including split and full charter options, your air cargo not only gets to the right
place at the right time—it gets the right treatment every step of the way.

Atlas’s freight professionals are Cargo 2000 certified, C-TPAT, PIP and TAPA compliant. They are
on-site and on-call in major air freight hubs, day and night, taking care of your pick-up and export
handling, advanced cargo handling, advanced security measurements and capacity assurance.

40
Ocean Freight

Our ocean freight experts around the world are ready to respond to your urgent inquiries, so that your
cargo not only gets to its destination on time - it gets the right treatment every step of the way. Atlas
operates under the Non-Vessel Operating Common Carrier (NVOCC) name of Seaquest Line. As a
NVOCC, Atlas offers competitive rates, frequent sailings, and customizable service, across every
carrier alliance.

41
Sea/Air Freight

By using a combination of sea and air freight, you bring added flexibility to your supply chain. Atlas
helps companies find the right cost-time balance, maximizing the affordability of ocean movements
and the speed of air shipments. We have partnerships with the world’s most reliable sea and air
carriers, so we can offer seamless shipping from origin to destination, for one rate, under a single
document.

Our freight professionals identify the forwarding and logistics services that are best to help you meet
your objectives. With personal service and a broader range of freight products, we make sure your
supply chain finds the best balance between urgency and cost.

42
Road Freight

Through clear communication, thoughtful collaboration and dedicated follow-through, our Road
Freight management teams seek to understand your objectives and create solutions that deliver. We
combine simple, standardized Road Freight products with a host of customizable options to achieve
the ideal balance of lead-time, capacity, frequency and cost. Whether it means providing same day
delivery or hauling hazardous cargo, Atlas’s freight specialists know the key to a successful supply
chain is a committed relationship with our customer.

Supply Chain Solutions

With Atlas’s extensive experience and vast resources spanning numerous industries and countries, our
experts are able to customize distinctive supply chain solutions for your specific business needs.
Using a proven and scalable process and drawing from our large network of people, we can utilize our
logistical expertise to create solutions that accommodate the most dynamic and category-specific
markets. Whether you require better visibility, costs savings, an inventory management solution, or an
entirely customized approach, we provide the right process, equipment and tools as well as the
personal attention to manage your supply chain efficiently and cost-effectively

43
Warehousing & Distribution

Atlas’s warehousing and distribution capabilities include full-service management backed by road, air
and ocean freight forwarding products, advanced technology and strategic facilities. Our facilities are
located for ease of reach and equipment access. With flexibility in facility size and type, we are able to
select an existing site or set up what you need for optimal proximity.

We manage end-to-end inventory planning and replenishment tailored to your requirements. Taking
complete responsibility for your inventory, we find the efficiencies that eliminates unnecessary stock
holding and subsequently decreases logistics cost. From the acquisition of spare parts and
replacements to purchasing, ordering and quality control, we manage the materials and products
necessary to keep your business running smoothly

44
System & Technologies

Atlas's IT systems give you total control and visibility over your supply chain. With shipment
tracking, order management, vendor management and inventory management, Atlas connects you
with your supply chain anytime, anywhere.

Featured Products & Services

Track & Trace

Our web-based Track & Trace system allows you to stay on top of critical shipments and
monitor freight movements in real time without a user-ID or password.

Atlas Portal
This is a customizable suite of tools you use to manage and view your entire supply chain.
Our dynamic, flexible portal enables you to manage complex logistics challenges, improve
collaboration, eliminate errors, and increase your efficiency. [view more]

Business Integration Layer

Seamlessly automate your entire supply chain and reduce costs by integrating with your
vendors, customers and third parties via Electronic Data Interchange (EDI). Eliminate
manual rekeying of data and improve your business data quality with the integration of
Atlas’s technology neutral EDI service with any of your business applications. [view more]

45
Mobile App
Track shipments in real time using your tracking reference. Stay informed of events
affecting your freight, like weather, strikes, and regulatory changes. Use CO2 calculator to
estimate your carbon emissions. Available for Apple, Android and Windows devices.

46
 CHAPTER-III

Interpretation of Data

47
1. Age of respondents

Age goup No of respondents Percentage

18-28 58 58%
29-39 22 22%
40-50 12 12%
51-60 8 8%
>60 0 0%
Total 100 100%

49
2. Gender of the respondents (Gender ratio)

Gender No of respondent Percentage

Male 68 68%
Female 32 32%
Total 100 100%

50
CHAPTER-IV
CONCLUSIONS AND
REOMMENDATIONS

69
 FINDINGS

During the research study conducted among the employees of Atlas private limited by the help of
my Observations n Interactions held with them, my findings are:

Training is the most important part of any organization and no person can think of the
development without it. By training the attitudinal change in the employee leads to the positive
thinking, a sense of devotion to organizational and also by the help of technical and behavioral
training the person in the organization can be aware of the latest developments and how to come
up with the best output with minimum investment and minimum labor waste. This leads to the
increase in the profit of the organization. This view is of the managerial and staff level employee.
The Atlas private limited manager feels that the training needs of the employees are fulfilled and
they are holding on time while individual workers have different opinion about it. According to
them the trainees need identification is not done on time and mostly it is done with methods.

- The study was done to analyse the effectiveness of training and development on employees. It
also analyses factor that affect employee performance before and after training which will further
help the organisation in evaluating the employees training needs.

-The project gave an insight of training and important/effectiveness of training. To make training
more effective organisation requires to look at those training and development is associated with
the particular department.

- The study was done to analyse the effectiveness of training and development on employees. It
also analysis factors that affect the employee performance before and after training which will
further help the organisation in evaluating the employees training needs.

- To know the objective of various training programmes, i.e. why each training is conducted and
on what basis.

- Thus, the study shows how effective the training was in power grid.

70
Exploring Opportunities.

As you continue to research and gather more information about your competitor, recognize the areas
where there may be an opportunity for you to shine! In this area, you are comparing certain aspects of
your organization with theirs. You are using a combination of the Weaknesses and Strengths, yet
finding areas where there may be possible loopholes where your company or organization could have
the advantage.

Here are some questions to consider:

● Are the benefits comparable?

● What does your organization offer that the competitor does not?

● How valuable is the competitor’s credibility?

● Who (what type of candidate) is the competitors primary target?

● What type of advancement opportunities are in place?

71
RESULTS

Top management feels that training is the essential part of the organization, since it is the key for the
attitudinal change and the behavioral and their work in the employees. It should be imparted at least
one to every employee. Both managers and workers feel that the training should be imparted by both
external and internal faculty. Technical and behavioral training, both are important for the
development of the organization. Training and development programs are increasing the output of
organization.

Finally to make any training program successful the cooperation of the management

72
Suggestions
- Time allotted for each training programme can be increased.
- Bringing in more efficient trainers.
- The employees should be allowed to decide some of the training programmes they
would like to undergo.
- The employees maybe provided with better facilities during the training programme.
- More number of training programme Shall be implemented tu Carter the huge
population of POWERGRID.
- Behavioural programmes be conducted on a a continuous basis as search programmes
may have a a long term effect and contribute to the the organisation.
- Job oriented training should be given.
- Technical aspects should be more emphasized.
- Provide constant feedback on the positive of the work for improving efficiency of the
employees.

73
 BIBLIOGRAPHY

Bibliography
Aravamudhan, N. R. (2015). Establishing and reporting content validity evidence of Training and Development
Capacity Building Scale (TDCBS). srce.

HOANG, H. (2018). IMPACT OF TRAINING DEVEOPMENT ON ORGANISATION PERFORMANCE . ACADEMIA .

israr khan, d. s. (2017). impact of training an ddevelopment on eployee. hr mars .

jahya, a. (2020). :: The Role of training and development . ISSN .

jehnazeb, d. n. (2013). training and Development Program and its Benefits to Employee . iiste .

Kadiresan, V. (2015). t and d. issn .

karodia, f. d. (2018). effect of training and development on employee performance . almanhal .

khan, D. M. (2011). impact of training and developmenton on organisational performance . ISSN .

McDowall, a. (2010). Uk manager conceptions of employee training . ISSN.

nda, m. m. (2013). the impact of training and development on employees productivity. ISSN.

BOOKS:

Understanding and managing people (BEACON BOOKS)

Human Resource Management (Galgotia Publishing Company)

Personnel/Human Resource Management (MSM Textbook)

Organization Effectiveness and Change (MSM Textbook)

Organizational Behavior (MSM Textbook)

74
INTERNET SOURCES:

wikipedia.com

kumc.edu.com

hr.uchicago.com

Atlas logistic.com

75
 ANNEXURES
1. age of respondents

a) 18-28

b) 29 to 39

c) 40 to 50

d) 51 to 60

e) 60 above

2. gender of respondents

a) male

b) female

3How often a training programme is conducted in your organization?

a) Monthly
b) Quarterly
c) Half Yearly
d) Yearly

4Are you satisfied with the present method of selection of candidate for training?

a) Yes
b )No

5. According to you, is Training and Development essential for an organization to lead in a good
manner?

a) Yes
b) No

c) Can’t say
76
 6. Is there any process for assessing the organization (immediate and future) training needs and
individual needs?

a) Yes by HRD
b) Yes by outside consultants
c) Yes by each department head
d) No

7. Does your company have a programme to assess the employees when their personal problems
may affect their on the job training?

a) Yes
b) No
c) No response

8. Is employee’s satisfaction feedback done after training programme?

a) Yes
b) No

9. Do you feel training sessions have helped you to improve your work efficiency?

a) Yes
b) No

10. What types of training is important during the training sessions?

a) Management training
b) Technical skill
77
 11. Does training help to improve the employees –employer’s relationships?

a) Yes
b) No
c) No comments

12. Does training help to improve the motivational level of employees?

a) yes
b) no

13 What are the conditions that have to be improved during the training sessions?
a) Redesigning job
b) Reorganizing
c) Remove interference
d) Upgrade the information material given during training
e) Others

14. Does training enable employees to be more productive?

a) Yes
b) No

15. Does developmental activity help the management in identify, analyzing, forecasting and
planning changes need in the company’s HR area?

a) Yes
b) No

16. Do you think you need to undergo a training programme?

79
 a) Yes
b) No
c) No responded

17. What kind of training method do you prefer?

a) On the job method

b) Off the job method
c) Both
d) No response

80