PROJECT REPORT

ON

A STUDY ON TRAINING AND EVALUATION AT

PALACE SKODA

BY

SRUSTI R L

1NH20BA146

Submitted to

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING,

OUTER RING ROAD, MARATHALLI,

BENGALURU
In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Dr. D Krishna Kumar

Associate Professor

2020 - 22
 DEPARTMENT OF MANAGEMENT STUDIES

CERTIFICATE

This is to certify that Ms. Srusti R L bearing USN 1NH20BA146 2020-2022 batch, is a
bonafide student of Master of Business Administration, New Horizon College of
Engineering, Bengaluru, affiliated to Visvesvaraya Technological University, Belgavi.

Project report on A Study on Training and Evaluation at Palace Skoda is prepared by her
under the guidance of Dr. D Krishna Kumar, in partial fulfilment of requirements for the
award of the degree of Master of Business Administration of Visvesvaraya Technological
University, Belgavi, Karnataka.

Signature of Internal Guide Signature of HOD Signature of Principal

Name of the Examiners with affiliation: Signatures with date

1. External Examiner

2. Internal Examiner
 DECLARATION

I, Srusti R L, hereby declare that the project work report titled A Study on Training and
Evaluation at Palace Skoda with reference to Palace Skoda prepared by me under the
guidance of Dr. D Krishna Kumar, faculty of M.B.A Department, New Horizon College of
Engineering.

I also declare that this project work is towards the partial fulfilment of the university
regulations for the award of the degree of Master of Business Administration by
Visvesvaraya Technological University, Belgavi.

I have undergone a project work for a period of eight weeks. I further declare that this report
is based on the original study undertaken by me and has not been submitted for the award of a
degree/diploma from any other University / Institution.

Signature of Student
Place:
Date:
 ACKNOWLEDGEMENT
The successful completion of the project work would not have been possible without the
guidance and support of many people. I express my sincere gratitude to Ms.Amoolya
Noothan, HR& Admin manager, Palace Skoda, Mysuru, for allowing doing my project work
at Palace Skoda.

I thank the staff of Palace Skoda, Mysuru for their support and guidance and helping mein
completion of the report.

I am thankful to my internal guide Dr.D Krishna Kumar, for his constant support and
inspiration throughout the project and invaluable suggestions, guidance and also for
providing valuable information.

Finally, I express my gratitude towards my parents and family for their continuous support
during the study.

SRUSTI R L
1NH20BA146
 LIST OF CONTENTS

SL. NUMBER CONTENTS PAGE NUMBERS

1 Executive Summary 01 – 02

2 Introduction 03 – 06

3 Review of Literature 07 – 12

4 Industry and Company Profile 13 – 28

5 Theoretical background of study 29 – 49

6 Analysis and Interpretation 50 – 66

7 Findings and Conclusion 67 – 69

8 Annexure 70 – 77
 LIST OF TABLES

TABLE PAGE
TABLE NAME
NUMBER NUMBERS
3.1 Financial key highlights 28
4.1 Comparison of On the Job and Off the Job training 38
5.1.1 Age of employees working in organization 50
5.1.2 Gender details 51
5.1.3 Educational Qualification of employees 51
5.1.4 Marital status of employees 52
5.1.5 Diversity of Job role in organization who are under the 52
focus of training and development
5.2.1 Training meeting the expectation 53
5.2.2 Training relevance to Job role 54
5.2.3 Training encouraged by company 54
5.2.4 Training plan 55
5.2.5 Trainer engagement 56
5.2.6 Training Aid provided 56
5.2.7 Online training module 57
5.2.8 Learning outcomes of training 58
5.2.9 Providing equipment during training 58
5.2.10 Training sequence 59
5.3.1 Assessment post training session 60
5.3.2 Boosting up confidence post training 60
5.3.3 Media usage 61
5.3.4 Recommendation to training 62
5.3.5 Support from study materials 62
5.3.6 Future training interest 63
5.3.7 Training materials 64
5.3.8 Organization support to balance work and training 64
5.3.9 Learning experience 65
5.3.10 Opportunity analysis post training 66
 LIST OF FIGURES

FIGURE PAGE
FIGURE NAME
NUMBER NUMBERS
3.1 Automation activities 13
3.2 Automobile Production trend 14
3.3 Trends in Automobile industry 15
3.4 Company Logo 16
3.5 Skoda Brand core values 17
3.6 Skoda Brand Wheel 18
3.7 125 years of Skoda 20
3.8 Skoda Logo Evolution 21
3.9 Skoda Slavia 22
3.10 Skoda Octavia 22
3.11 Skoda Superb 22
3.12 Skoda Kodiaq 23
3.13 Skoda Kushaq 23
3.14 Skoda Kushaq Monte Carlo 23
3.15 SWOT analysis 24
3.16 Skoda Strategy 2030 27
4.1 Training 29
4.2 Training Need Analysis 32
4.3 On the Job training methods 34
4.4 Off the Job training methods 35
4.5 E learning 39
4.6 Advantage of E learning 39
4.7 Learning Management System 42
4.8 Types of Learning Management System 44
4.9 Training Evaluation 45
4.10 Kirkpatrick’s Training Evaluation Model 46
4.11 Levels of Kirkpatrick model 48
 LIST OF GRAPHS

FIGURE PAGE
FIGURE NAME
NUMBER NUMBERS
5.1 Employee Age group 50
5.2 Gender of employees 51
5.3 Educational Qualification 51
5.4 Marital Status of Employee 52
5.5 Job role diversity 53
5.6 Training meeting the expectation 53
5.7 Training relevance to Job role 54
5.8 Training encouraged by company 55
5.9 Training plan created by company 55
5.10 Trainer Engagement 56
5.11 Training aid provided 57
5.12 Online training module effectiveness 57
5.13 Learning outcome of training 58
5.14 Provision of equipment during training 59
5.15 Training sequence 59
5.16 Assessment post training session 60
5.17 Confidence trend post training 61
5.18 Media usage in training 61
5.19 Recommendation to training 62
5.20 Study material effectiveness 63
5.21 Training interest of employee in future 63
5.22 Information in training materials 64
5.23 Organization support during training 65
5.24 Training learning experience 65
5.25 Opportunity post training 66
 EXECUTIVE SUMMARY

The Human Resources are the most vital property of an company. The achievement or failure
of an corporation is largely depending on the calibre of the people working therein. Without
fine and creative contributions from human beings, agencies can't development and prosper.
In order to acquire the dreams or the activities of an organization, therefore, they want to
recruit human beings with needful talents, qualifications and enjoy. While doing so, they
should hold the prevailing in addition to the future necessities of the organisation in mind.
To achieve its goals a company needs a business strategy. It can pick among innovative
prospector, first-class enhancer or fee-defender method. According to that the company has to
apply the correct employment approach. This may be the monetary or the relational method.
The monetary approach relies on tough capabilities while the relational approach specializes
in behavioural skills. Depending at the employment approach exceptional approaches of
education and improvement come to thoughts for workers and managers.
The mechanism for improvement inside the nice is thru instilling of competencies and
information by using presenting global class training to the personnel. Success in this
dynamic zone in large part depends at the availability of the educated and certified personnel
who're capable of deliver and consistently preserve corporation’s operational widespread
very high. The success is directly because of the schooling supplied.
The motive of this observe is to analyse Training& Development sports in one of the
Automobile Company. The observe evaluates the effectiveness of Training and Development
activities in Palace Skoda.
This examines throws light on the evaluation of the human useful resource polices adopted by
means of Skoda. The resources of document with reference to investigate of human useful
resource practices are accrued from number one source. The primary supply of statistics
turned into an interplay with agencies current personnel and asking them to fill the
questionnaire. There have been 20 respondents and convenience sampling approach is used.
This record will explain the education and development for non-managerial personnel and for
managers are defined. The document examined about the top rate logo supplying its
employees with training and development possibilities. Further, it will likely be verified that
the automobile industry applies the innovative prospector strategy and has the opportunities
to make investments heavily in human assets. The size of car businesses enables them to
invest in these high-priced measures. In the quit, they'll be severely evaluated and finally
advocated.

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The systematic study on Learning Management System(LMS), device which covers the
complete records approximately the education assigned to every worker, the development of
training in conjunction with the records presenting the approaching training in which worker
can get earlier be aware and plan for that reason. The dashboard analysis, reporting and
database protection become studied.
This have a look at throws mild on the analysis of the schooling and assessment plans
adopted with the aid of Skoda. The assets of report with reference to research of education
practices are gathered from primary source. The primary source of statistics turned into an
interplay with groups existing personnel and asking them to fill the questionnaire. There have
been 20 respondents and convenience sampling method is used.

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 CHAPTER 01
INTRODUCTION

1.1 GENERAL INTRODUCTION

Training and improvement describes the formal, ongoing efforts which might be made inside
companies to enhance the performance and self-fulfilment in their personnel via a variety of
educational strategies and programmes. In the contemporary administrative center, these
efforts have taken on a wide range of applications—from coaching in noticeably particular
process capabilities to lengthy-time period expert development. In current years, schooling
and development has emerged as a formal enterprise function, an crucial detail of strategy,
and a diagnosed profession with distinct theories and methodologies. More and more
agencies of all sizes have embraced "persistent getting to know" and other elements of
education and improvement as a method of promoting employee increase and obtaining a
fantastically skilled work force. In fact, the first-rate of personnel and the persistent
improvement in their abilities and productiveness thru schooling at the moment are broadly
recognized as important factors in ensuring the lengthy-time period achievement and
profitability of small organizations.
It is about developing personnel as an individual to cause them to succesful and assured of
their jobs, and consequently of their lifestyles. Thus it's miles an prepared manner for
growing the information and ability of the employees. Consequently it's far a system geared
toward changing the behaviour in the sort of way that the result could be useful for the
upliftment of the company.
Training is considered as a tool for HRD. Training has huge potential in transfer and usage of
latest technical know-how, management development, business enterprise of human beings,
formation of self-assist-groups, mobilization of human beings as well as resources,
empowerment of aid-negative rural mass, entrepreneurship improvement, etc., that are taken
into consideration crucial additives of HRD.
The Indian car sector is developing at a fee of about 16% in keeping with annum and is now
going to be a 2d fastest developing vehicle marketplace inside the world. The quarter is going
thru a phase of rapid trade and excessive growth. With the approaching up of recent
initiatives, the enterprise is present process technological trade. The principal players are now
specializing in mass customization, mass production, and so on. And are increasing their
flora. This rapid expansion is due to developing urbanization, rise inside the fashionable of
dwelling of consumers, smooth availability of finance, liberalization, privatization, and
globalization of Indian Industry.

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This fast expansion has created lots of job possibilities. Interested one on this quarter has to
specialise in vehicle/mechanical engineering. With this rapid enlargement and developing of
main gamers within the quarter, the focal point is greater on the skilled personnel and the
want of human aid development has expanded. The companies are looking for professional
and hard operating those who can deliver their satisfactory to the agency.

1.2 IMPORTANCE OF THE STUDY

It may be argued – and rightly so – that personnel are a employer’s finest asset, and,
consequently, investing of their schooling and improvement is fundamental to sustaining
commercial enterprise growth and success. This commitment makes experience when you
take into account the prolonged tactics corporations carry out to recruit and rent qualified
staff. Oftentimes, although, the emphasis on worrying approximately the professional
development of personnel ends after they may be employed.
Here are the top benefits of Training and development:

 Retains Employees:
Retention is a chief assignment for employers however retaining strong employees
may be performed thru profession development. In reality, schooling and
development has emerge as so centralized inside organizations that it's far frequently
used as a competitive gain while hiring. Offering career development tasks helps
employees establish a experience of fee in the enterprise and fosters loyalty, in the
long run ensuing in extended team of workers retention and a 59% decrease group of
workers turnover fee.
 Empowers employees:
Leaders who feel empowered within the place of work might be greater powerful at
influencing personnel and gaining their trust. Consequently, those employees will feel
a more experience of autonomy, price, and confidence inside their paintings. SHRM
defines employee autonomy as the quantity to which an employee feels unbiased and
may makes their very own decisions about the work they do.

 Boosts Workplace engagement:

Finding approaches to reinforce the steady engagement of personnel can lessen
boredom within the administrative center, which left unchecked can create emotions
of dissatisfaction and negative operating behavior. Regular education and
development tasks can save you administrative center idleness and in turn will assist
agencies set up regular re-evaluation of their personnel, competencies and methods.
Furthermore, it will have an impact on employer subculture by using instilling an
emphasis on making plans and may set off employer analysis and making plans as it
calls for employers to check present talent and compare growth and improvement
possibilities internally, instead of via recruitment.

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  Builds workplace relationships:
Providing opportunities for employees to discover new topics, refine their talents and
expand their understanding can assist your group contributors bond with every other.
During these education and improvement periods, they will address new demanding
situations together. They can also lean on each other for numerous getting to know
opportunities by means of collaborating with colleagues who have particular regions
of information.

1.3 NEED FOR THE STUDY

A training need exists when there may be a gap between the existing performance of an
employee or institution of personnel, and the favored performance. Growing business
performance is a adventure, no longer an stop. The achievement of commercial enterprise
operations relies upon upon the americaand downs of the worker performances. Hence, the
HR managers started looking for the methods to enhance the performance and performance
of its workforce to carry out the paintings these days, and to educate them for assembly
tomorrow's goals. Training programmes had been evolved a few years in the past, however
now-a-days, it has come to be a crucial component in companies with positive objectives in
thoughts. Training and development practices need to accelerate performance and expand the
skills, understanding and expertise of the personnel.
The need for Training may generally arise for the following:
• To enhance the performance of worker
• To lessen wastage of time and money
• To have high-quality output
• To bring down supervision
• To have preventive protection
• To attain premiere overall performance
• To boost morale of employees
• To put together workforce for destiny tough paintings
• To lessen absenteeism
• To carry down the grievances
• To build profession by way of private growth

1.4 OBJECTIVES OF THE STUDY

Following are the objectives of the study.
• To look at the training and development plan of SKODA.
• To measure the effectiveness of the equipment used in schooling.
• To gather feedback on training from the personnel.

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1.5 SCOPE OF THE STUDY
Extensive survey on schooling and development plan with the intention to offer lot of
valuable records about the how powerful are the Human Resource policies being followed
and practiced in Skoda.
Effective education methods Skoda implements to up ability the personnel and intern
building sturdy manpower.

1.6 HYPOTHESHIS

•The training and evaluation in Palace Skoda is helping for overall development of
employees

1.7 LIMITATIONS OF THE STUDY

• The showroom became newly setup consequently extra time required to put in force
the training plan
• Less availability of time
• More personnel couldn’t take the survey as they were keen on income activity.

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 CHAPTER 02

REVIEW OF LITERATURE

2.1 INTRODUCTION
Training constitutes a primary concept in human aid improvement. It is involved with
developing a specific talent to a preferred trendy by education and practice. Training is a
tremendously useful device that could deliver an worker right into a role in which they can do
their activity correctly, efficiently, and carefully. Training is the act of growing the
understanding and ability of an employee for doing a specific job.
Training is also necessary for the character improvement and development of the employee,
which motivates him to paintings for a sure organisation aside from just money. Also,
education replace employees of the market tendencies, the change within the employment
policies and different matters.
Training evaluation is the systematic process of collecting information and the usage of that
statistics to improve training. Evaluation offers feedback to help business enterprise pick out
if schooling completed the meant outcomes, and allows agency make decisions about future
trainings.
Evaluation involves the assessment of the effectiveness of the schooling packages. This
evaluation is carried out by accumulating facts on whether the individuals have been glad
with the deliverables of the training application, whether they found out some thing from the
education and are able to follow those capabilities at their workplace. There are extraordinary
gear for evaluation of a training software relying upon the kind of training performed.
Since companies spend a massive sum of money, it's far consequently critical for them to
apprehend the usefulness of the identical. For instance, if a positive technical schooling
became carried out, the enterprise might be interested by understanding whether or not the
new abilities are being put to use at the administrative center or in different phrases whether
or not the effectiveness of the employee is more advantageous. Similarly in case of
behavioral training, the same might be evaluated on whether or not there's exchange within
the behaviour, mindset and mastering ability of the participants.

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2.2 BACKGROUND OF STUDY
The Automotive enterprise has passed through sizeable modifications inside the beyond
numerous years with the introduction of advanced robotics and different manufacturing
technology. Add to that ever-evolving protection and environmental rules, on which workers
require ordinary education to remain knowledgeable and compliant. As a end result of these
ongoing changes, the global Automotive staff has evolved an exceptional want for training,
simply to stay on top of interacting with a digitally converted manufacturing line, whilst
retaining compliance with a surprisingly regulated enterprise.
Car sales demand that every one parties at the dealership carry out at their quality because
each deal is a major lifestyles buy, fused with emotion. People make investments a super deal
both financially and personally inside the automobile that they drive, occasionally even
figuring out part of themselves in the brand that they select. Sales are made or lost on patron
enjoy – how did the patron sense on the showroom floor? In the sales workplace? Interacting
with finance? It doesn’t take a good deal of a misstep for the possibility to abruptly sense
uneasy and stroll out the door. And within the automobile enterprise, which means they’re
heading straight over to the competitor presenting a greater complete enjoy and a brand
they’ll proudly sport even as in the back of the wheel every day.
Training is Key to Maintaining a Topnotch Staff & Satisfied Customers- Clearly, Automotive
groups face some of the most tough necessities for developing and turning in schooling. They
face the venture of offering worker education across very exclusive roles, whether or not
that’s safety schooling to the producing body of workers at the manufacturing facility or
income schooling to the group at the dealership. There’s additionally the challenge of
presenting customer schooling. Given the technological sophistication of nowadays’s
vehicles, maximum customers need schooling simply to function their personal automobiles.
These publications need to be handy 24/7 on any tool and attractive enough to preserve
clients coming returned for extra to deepen their loyalty and commitment to the logo.
To supply on all cylinders, car businesses need a effective LMS and get entry to to enterprise-
precise off-the-shelf content to complement their proprietary courses. Here’s a high-quality
instance of an organization utilizing both.
The car industry is facing transformation with the similarly development of electrical, self
reliant, and exceedingly linked vehicles. Consequently, a Learning Management System
affords car agencies with a option to often deliver worker education to equip personnel for
the adjustments beforehand.

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2.3 LITERATURE REVIEW
2.3.1 The paper with the aid of Sunita Dahiya and Ajeya Jha titled ‘Review of Training
Evaluation’ explains Training is critical for any and every organization. With the changing
socio-economic and technological relevance of education, the definitions, scope, techniques
and evaluation of training programmes have additionally modified. One of the earlier
traditional definitions of education is ‘bringing lasting improvement in abilities in jobs’. The
present day definitions take a multi-dimensional attitude enveloping the desires of
individuals, groups, businesses and the society. The steps in the schooling programme
development are planning, programme implementation, and programme assessment and
comply with-up. The assessment of any education gadget enables degree the ‘information
hole’, what is described by means of Riech as ‘the distance between what the trainer teaches
and what the trainee learns’. Evaluations assist to degree Reich’s gap by means of figuring
out the price and effectiveness of a mastering programme. It uses assessment and validation
equipment to provide statistics for the evaluation.Evaluation of schooling systems,
programmes or publications has a tendency to be a demand of a social, institutional or
monetary nature. A education program isn't always complete until you've got evaluated
strategies and effects. A key to acquiring steady achievement with education applications is
to have a systematic method to size and evaluation.

2.3.2 Measuring Training Effectiveness: Study of Automobile Sector in India mentions whilst
schooling had continually been presumed to be the most critical feature in Management,
specifically Human Resource Management; the dimension of its effect had usually been a
holy grail. This look at focuses on the effectiveness of training and its transfer the use of four-
size model. An empirical observe changed into completed to evaluate the impact of education
on employee’s performance. Three prominent vehicle organizations have been part of the
studies. A dependent questionnaire turned into surveyed on everlasting 496 employees. The
quantitative study revealed that personnel across the companies have fairly same perception
as regards to education however feel extra effect of dimensions like result & response. The
worker training will become a everyday exercise and its effectiveness measured preserving in
tempo with worker notion at each stage.

2.3.3 Training is one of the most important human resource development sports in Indian
Automobile Industry. Different patterns and techniques of schooling are tailored for the talent
and understanding improvement of human resource. All these sports focus on development of
worker’s productiveness. Extensive research have taken place on Employee training and
productivity, but only a few research have taken location to research the effect of schooling
on worker’s productivity. This have a look at has evaluated the effect of schooling on
employee’s productivity. SPSS 19 became used as statistical package deal for statistics
analysis.

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2.3.4 A Study on Effective Training programmes In Auto Mobile Industry explains
Training is aimed in enhancing the conduct and overall performance of a person. It is a by no
means ending or continuous procedure. Evaluation and appraisal of schooling programme is a
necessary exercise in any firm as it's miles an assessment of the total cost of a mastering
occasion, and now not just how some distance it achieves its mastering dreams and goals.
Training evaluation is set looking for to evaluate whether or not or not schooling is, in fact,
generating pertinent and appreciated effects thru talented and well-controlled practices. It is a
process of amassing data with which to make decisions approximately education activities. It,
accordingly, places the episode in a broader outlook and gives information, which is
important for future planning and development. The studies was conduct for personnel
working in automobile enterprise regarding effectiveness of the training applications in
organisation.

2.3.5 Training Evaluation And Motivation to Transfer Training - A Review Of Literature, In

the cutting-edge state of affairs schooling plays a important position for employee
improvement. The worth of training may be assessed by way of evaluation. The training is
stated to be effective whilst the trainees will practice the gaining knowledge of again to their
job and existence. Transfer of education in soft ability training isn't always viable without
motivation to transfer. The cause of this literature overview is to discover different models
theories and concept of education evaluation, motivation to transfer training. Also different
factors contributing to motivation to switch schooling has been studied. Basing the extant
literature examine, a conceptual model has been advanced examine the factors earlier than
and after education which affect motivation to switch education in tender skill training
programmes.
2.3.6 Developing e-getting to know solutions inside the car enterprise mentions In the fast
developing marketplace of automobile enterprise, cutting-edge technologies are being added.
Companies are making an investment a huge amount of budget for the schooling of their
personnel into the intricacies of such technologies. In order to stand such an growth of the
training fees, car employer have started currently switching their method to e-Learning
structures. This paper presents an e-Learning method evolved within the automobile
enterprise in order to deal with the demands of coaching AUTOSAR fashionable. The
evolved e-Learning challenge is known as Academy. In order to increase the e-Learning
solution we focused on the Software Development part of automotive enterprise. Therefore
we had to gather the thoughts from special running shoes, include a commonplace approach
and use precise techniques so that the trainee need to get a actual feeling of the material. It is
provided the design, implementation and assessment of this e-Learning answer, however
more than that faced troubles and discovered classes. Developing this solution has offered
one of a kind insights into the way to technique any such mission that are useful for the
similarly enlargement of the mission, but also for destiny researchers who would possibly
come upon this sort of project of growing e-Learning answers for the automobile industry.

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2.3.7 Employee retention is a critical issue for every company regarding competitive
advantage because human resource is the maximum important asset of nowadays’s
contemporary international. Other sources may be organized resultseasily however to get
green and hold gifted human capital is the maximum hard undertaking. Therefore,
corporations are now more focused closer to employee retention. Organizations use one of a
kind HR strategies for retention. Our predominant emphasis is on reimbursement packages
after employee schooling and improvement practices for retention purposes. Also at ease
work surroundings will assist inside the retention of personnel. In this look at, the repayment
because the mediating variable among the training and retention of personnel. Results screen
that retaining employee’s long time, after their education and development has been finished,
without increasing their compensations isn't as favorable as while repayment is increased to
mirror the final touch capability to apply their subject related talents and skills.
2.3.8 The impact of education and improvement on personnel’ abilties enhancement and their
next aim to end: The moderating role of perceived opportunity job possibilities. Most of the
studies have looked at the impact of employer-supplied education on employee level results
and ultimately on organizational performance. However, the impact of education
opportunities supplied to employees on their intentions to leave has obtained far less interest.
The present take a look at is geared toward bridging the distance and highlighting the
function of those development opportunities furnished to personnel on their talents
enhancement. Since this competencies enhancement consequences of their really worth
enhancement for the firm’s opponents, there's a extra chance that it'll ultimately bring about
personnel’ expanded intentions to depart their existing employer.
2.3.9 Employees’ Digital Competency Development In The Construction And Automotive
Industrial Sectors - Nowadays, many groups make a great deal of effort to take complete
advantage of virtual transformation and live in advance in their competitors. The have an
impact on of digitalisation on manpower development and human competencies as well as on
the commercial enterprise environment, in fashionable, is especially important inside the
construction and automobile sectors. That is why the principle motive of this paper is to
assess the effect of recent digital technologies on employee competency development in
Czech construction and car groups. The quantitative technique is based totally on number one
records series conducted from July through October 2020 using the CAWI approach. As a
result, 27 responses from Czech creation businesses and 39 responses from Czech automobile
agencies were amassed in Survio software program, processed and analysed by using the use
of descriptive facts and Pearson’s chi-rectangular test of independence. The qualitative
information analysis implemented in this paper consists of 3 semistructured interviews with
human useful resource managers of selected Czech groups within the automobile industry.
The blessings and disadvantages of the Covid-19 pandemic state of affairs from the point of
view of human resource control and worker education have additionally been analysed inside
the supplied case study.

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2.3.10 E-getting to know Readiness and Absorptive Capacity inside the Manufacturing
Industry: The manufacturing industry continuously strives to expand the abilties in their
expert production engineers so that it will acquire and hold a competetive gain. Research
suggests that the absorptive capability of a company is important with a view to attain one of
these intention. The absorptive potential is the company´s ability to apprehend the cost of
new outside facts, assimilate it, and use it on commercial ends, and thereby exploit the
situations for innovation. In this paper the concept of absorptive capacity is used as a lens for
reading managerial rationales for carrying out generation better competence improvement
projects. Through interviews with key informants in 15 manufacturing companies we observe
the competencies and readiness that groups need for participation in e-getting to know tasks.
We present a framework of readiness for technology more suitable competence improvement
made from the following interrelated constructs; attention, e-getting to know maturity,
dynamic functionality and co-creativity. Results show a broad variation of tiers inside the
constructs among the corporations. Notable is the low stage of e-gaining knowledge of
adulthood and dynamic capability.

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 CHAPTER- 3

INDUSTRY AND COMPANY PROFILE

3.1 INDUSTRY PROFILE

Automobile Industry contains a extensive range of businesses and organizations worried in

the design, development, manufacturing, advertising, and promoting of motor cars. It is one
of the global's biggest industries by way of sales (from 16 % including in France up to forty
% to nations like Slovakia) It is also the industry with the highest spending on studies &
improvement. Automotive engineering enterprise, all the ones businesses and activities
involved within the manufacture of motor vehicles, which include most components,
including engines and our bodies, however apart from tires, batteries, and fuel. The industry’s
important products are passenger vehicles and mild vans, consisting of pickups, vans, and
sport utility cars. Commercial vehicles (i.E., transport trucks and huge transport trucks,
frequently known as semis), although important to the enterprise, are secondary. The design
of contemporary car automobiles is discussed inside the articles vehicle, truck, bus, and
motorbike; automobile engines are described in fuel engine and diesel engine.

Figure 3.1 Automation activities

3.1.1 Automobile industry in India

India’s annual manufacturing of cars in FY21 become 22.65 million cars, and thirteen million
cars have been produced among April-October 2021. The two wheelers phase dominates the
market in phrases of volume attributable to a growing middle magnificence, and a massive
percent of India’s population being young. India is also a prominent auto exporter and has
strong export increase expectations for the close to destiny. In addition, numerous initiatives
through the Government of India and most important automobile gamers in the Indian market
is anticipated to make India one of the leaders inside the -wheeler and four-wheeler
marketplace within the international through 2022.

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Factors that will drive growth in the sector

 Rising incomes amongst Indian populace will result in expanded affordability,

growing domestic demand for automobiles, mainly in the small vehicle section.
 Fuel financial system and demand for more gasoline efficiency is a first-rate
component that influences client buy choice with the intention to deliver leading
organizations throughout two-wheeler and four-wheeler section to cognizance on
handing over overall performance-orientated products.
 Product innovation and marketplace segmentation will channelize growth. Vehicles
based on alternative fuels could be an area of hobby for each customers and car
makers.
 Focus on organising India as auto-manufacturing hub is reigning in coverage guide in
form of Government’s technology modernization fund.
 Industry will searching for to reinforce income by using tapping into rural markets,
adolescents, ladies and luxury segments.

Market size of Automobile industry in India

For the calendar yr (CY) 2021, all segments showed increase, and overall income extended
by five.Eight% to 18.49 million units, compared to 17.Forty seven million units in January-
December 2020.In CY21, passenger vehicles sales multiplied via 26.6% to a few.08 million
gadgets, up from 2.43 million devices in CY20. The general quantity of commercial vehicles
sold was 677,119, up 34% from 505,102 within the preceding yr. In FY21, the full passenger
vehicles production reached 22.Sixty five million motors.

Figure 3.2 Automobile Production trend

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Two wheelers and passenger vehicles dominate the home Indian automobile market.
Passenger car sales are dominated through small and mid-sized motors. Two wheelers and
passenger cars accounted for 81.21% and 14.Fifty six% marketplace percentage, respectively,
accounting for a blended sale of over 17.8 million motors in FY21.

Trends in Indian Automobile industry

India is rising as a sturdy automotive R&D hub with overseas gamers like ŠKODA,
Mercedes-Benz Hyundai, Suzuki, BMW, MARCRISE General Motors setting up base in
India. This circulate is further better by means of Government’s assist toward setting up
facilities for improvement and innovation. Tata Nano’s a hit entry in the Indian market has
steamed up the possibilities of increase to be had in opportunity segments like electric
motors, motors run on herbal gasoline, etc.
The Indian automotive industry has traditionally been a good indicator of how properly the
economy is doing, in particular in its contribution to the usa's manufacturing output and
employment generation. Today, against the backdrop of a submit-Covid resurgence, the
Indian auto enterprise is well on its way to becoming the third-biggest car marketplace within
the international.

Figure 3.3 Trends in Automobile industry

Some of the important trends are:

 Digitalisation: Driving better purchaser experience

 Electric Vehicles: A speedy-growing truth
 Vehicle Connectivity: Beyond just a vehicle
 Telematics: Using tech to optimise fleets
 Scrappage Policy: Impact and opportunities
 Reduced possession duration leading to rise in used automobile market.
 Emerging earnings centres and the upward push of automobile leasing

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3.2 COMPANY PROFILE

Škoda Auto a.S. Regularly shortened to Škoda, is a Czech automobile producer set up in
1925 because the successor to Laurin & Klement and headquartered in Mladá Boleslav,
Czechia. Škoda Works became country owned in 1948. After 1991, it have been steadily
privatized to the German Volkswagen Group, becoming a subsidiary in 1994 and for the
reason that 2000 a completely owned subsidiary.

Škoda cars are sold in over 100 international locations and in 2018, total worldwide income
reached 1.25 million units, an growth of four.Four% from the preceding 12 months. The
operating profit turned into €1.6 billion in 2017, an increase of 34.6% over the preceding yr.
As of 2017, Škoda's income margin become the second maximum of all Volkswagen AG
brands after Porsche.

Figure 3.4 Company Logo

Company History

The History of Skoda started out with 2 wheels now not in four wheels “A bicycle known as
the ‘Slavia’” Škoda Auto began inside the early Eighteen Nineties with the aid of production
bicycles. The Founders Václav Laurin and Václav Klement, constructed it in 1894. Beside
their love for Cycling that they had every other issue in commonplace their Inventive Spirit.
Automobile manufacturing become released in 1905. The Laurin & Klement logo graced
motors from Mladá Boleslav till 1925, in view that once they have sported ŠKODA's winged-
arrow image. Václav Laurin turned into a Czech engineer, industrialist and car pioneer who,
along side Václav Klement, founded automobile manufacturer Laurin & Klement that later
became ultra-modern Škoda.
ŠKODA is one of the longest-mounted car manufacturers inside the world and may
appearance returned on a protracted history With sharp, specific traces and dynamic shapes
stimulated by crystal glass, the primary evolutionary step of ŠKODA's layout language
become finished in 2015 while the 1/3 era ŠKODA SUPERB become delivered.

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3.3 VISION, MISSION AND QUALITY POLICY

VISIONTo be among the top 5 brands, in the markets we choose to be present in, for
passenger car dealerships, in terms of sales volume, service satisfaction and Customer trust.
MISSIONTo provide our customers the best in class experience, for sales, service and
promise them “Peace of Mind” ownership of Skoda vehicles.
VALUES‘We strongly believe that great organizations our built by the People who represent
them. We would like to be associated with people who just don’t find means to their ends, but
who do their work with passion, integrity, discipline and simply clever ideas.’

Figure 3.5 Skoda Brand core values

Skoda is a enterprise driven by means of inventiveness - The refreshed brand mark and layout
gadget for ŠKODA are based totally on the center proposition: “Driven by Inventiveness.
Clever Ideas – Since 1895”. This brand positioning is the place to begin of the whole lot we
do closer to our clients, and could manual us within the future.

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SKODA BRAND WHEEL
A deep understanding of people’s last goals and instincts to move. Skoda help human beings
to move with simple and surprising mobility solutions by turning in services and products
that make their lives less difficult. That is business enterprise’s imaginitive heart and soul
which drives them everyday to deliver their exceptional.

Figure 3.6 Skoda Brand Wheel

SIMPLIFYING
Skoda as organization
1. Make existence simpler - Organisation is simplifying as it provide smart answers
that make clients’ lives less complicated.
2. Accessible - Organisation is simplifying due to the fact they may be without difficulty
available because of being close by, to be had, open, approachable, clean to recognize,
user-friendly, clean.
3. Responsible - Organisation is simplifying because they make customers’ choice and
lifestyles clean with the aid of always acting in a accountable, dependable,
trustworthy, reliable and accountable manner.

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SURPRISING
Skoda as product
1. Full of thoughts – The merchandise are surprising because they are full of now and
again unexpectedly clever ideas that add a little extra.
2. Value for money - The merchandise are sudden because they offer greater for less,
which creates extra price for customers and exceeds their expectations.
3. Emotional design - The merchandise are unexpected due to the technique to product
improvement. In a crowded marketplace, they invented their personal design
language, stimulated via an extended and rich Czech history – emotional, precise,
genuine.

HUMAN
Skoda as person
1. Entertaining – The personality is human, due to the fact the verbal exchange is exciting,
exciting, amusing, fascinating, compelling and thrilling.
2. Inviting - The persona is human, because Skoda talk with their clients in an inviting,
pleasant, warm, amiable and tasty manner.
3. Caring - The character is human because employer care about their clients, constantly
placing them first and wondering and performing in a beneficial, considerate, considerate,
gentle and sensitive manner.

HISTORY OF SKODA
From bicycles to trendy motors. From a neighborhood manufacturer to an across the world a
success corporation. From one small workshop to production vegetation in seven nations.
There are many approaches of describing in quick the admirable tale of ŠKODA AUTO that
commenced one hundred twenty years ago. Only a few vehicle manufacturers in the
international have this kind of long records! ŠKODA has earned worldwide reputation with
the aid of launching a multitude of splendid fashions over those 120 years, they all imparting
practicality, attractive layout and an remarkable fee/fee ratio, and even though the a hit
fashions of the beyond are collector‘s gadgets these days, the philosophy of vehicles bearing
the winged-arrow brand has remain unchanged, and the emblem‘s current fashions come with
attributes which have made them successful again. ŠKODA hasn‘t constantly had properly
times, even though - going via u.S.And downs and going through some unfavourable
situations in its long history, this Czech-based automobile manufacturer nearly collapsed on
numerous events. Yet ŠKODA always managed to recover and get to wherein it's miles now -
the cream of the Czech enterprise, one of the most favourite manufacturers and a present day,
reputable car manufacturer found in greater than one hundred markets international. Although
cars are what characterises ŠKODA on the outside, its personnel have continually been and
still are the important thing achievement factor.

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 Figure 3.7 125 years of Skoda
ŠKODA LOGO HISTORY - From Laurin & Klement to ŠKODA
In 1895, L&K commenced making its Slavia bicycles and, afterward, motorbikes in Mladá
Boleslav. Automobile production became launched in 1905. The Laurin & Klement emblem
graced automobiles from Mladá Boleslav until 1925, seeing that once they have sported
ŠKODA’s winged-arrow symbol.

Slavia Logo (1895-1905)

Bicycles and motorcycles had been made on the Mladá Boleslav workshop under the Slavia
emblem. The brand turned into primarily based on a wheel with lime leaves to symbolise the
Slavic countries. The names of the organization’s founders (Laurin & Klement) had been
delivered and went on to come to be the principle motif of a new emblem.

L&K Logo (1905-1925)

The layout of the L&K emblem was stimulated via the early-twentieth-century Art Nouveau
artistic fashion. Perhaps playing on the similarity among the call Václav Laurin and laurel
leaves, the initials of the enterprise’s two founders are surrounded with a laurel wreath,
associated with victory.

Škoda Logo (1926-1933)

Starting in 1926, vehicles had been produced in Mladá Boleslav below the Škoda emblem.
Despite the absolutely exceptional emblem name, the brand new design suggests continuity
with its forerunner. Although the Škoda logo has a brand new, oval shape, the emblem name
– surrounded by way of laurels – stays the centrepiece.

Škoda Logo (1926-1990)

The logo with the famous “winged arrow” became first utilized in 1926. Its origin is shrouded
in mystery, even though the idea (the stylised head of an Indian carrying a five-feathered
headdress) has sometimes been attributed to Škoda Plzeň’s commercial director, Tomáš
Maglič.

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ŠKODA AUTO Logo (1999 - 2011)

The black-and-green emblem, used from 1999, gave the ŠKODA emblem extra originality,
with black symbolising the hundred-yr subculture and green signalling environmental
production.

ŠKODA Logo (2011 - 2016)

Under the strapline “The New Power of ŠKODA”, in 2011 ŠKODA supplied the core
elements of its new corporate layout – outstanding with the aid of freshness and precision.
The conventional winged-arrow brand functions a brand new spectrum of colours to
appearance even greater distinct and unique than ever earlier than.

ŠKODA Logo (for the reason that 2016)

The new ŠKODA brand is based totally at the middle proposition “Driven by using
Inventiveness. Clever Ideas – Since 1895”, which represents the unflagging drive of ŠKODA
closer to its clients and their needs while accenting the ŠKODA history and logo values. The
redesigned emblem mark, released in the second 1/2 of 2016, is part of the new Corporate
Identity and illustrates the close connection to the VW Group. One substantial alternate
concerns the wordmark, which, in the new format, is beneath the picturemark with the
winged arrow in a chrome ring.

Figure 3.8 Skoda Logo Evolution

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3.4 PRODUCTS OF SKODA

SLAVIA Characterised by using expressive design, the new ŠKODA SLAVIA creates a new
highlight for sedans being the widest in its phase. Exhibiting stylish traces and crystalline
factors, it is a testament to sleek and beautiful layout.

Figure 3.9 Skoda Slavia

OCTAVIA The new ŠKODA OCTAVIA gives a compelling combination, imparting
undying layout, unrivaled protection, intuitive era, strong performance, advanced space, and
comfort. Rediscover excellence with a riding enjoy like never before.

Figure 3.10 Skoda Octavia

SUPERB The new ŠKODA SUPERB drives as dynamically because it looks with interiors
mixed with excessive grade substances, supplying maximum using comfort. Beauty and
capability come together with the advanced design of our new ŠKODA SUPERB specs that
are marked with tremendous economic system and reduced emissions.

Figure 3.11Skoda Superb

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KODIAQ The new ŠKODA KODIAQ strikes the correct stability among luxurious, elegance
and strength. Things stay snug interior way to the ventilated front seats. The new ŠKODA
KODIAQ is first-class-tuned to be top-magnificence to provide you an revel in of luxurious
like no other.

Figure 3.12 Skoda Kodiaq

KUSHAQ The new ŠKODA KUSHAQ replete with majestic exteriors & beautifully crafted
interiors. The new ŠKODA KUSHAQ's specifications consist of effective and efficient 1.0 /
1.5 TSI engines, ŠKODA Crystalline LED with Daytime Running Lights, Piano Black Luxe
Interiors, Ventilated leather-based the front seats, Six airbags, Simply smart capabilities
together with the 25.4 cm (10) Infotainment System with ŠKODA App Store (Wireless Apple
CarPlay and Android Auto), Electric Sunroof and much more.

Figure 3.13 Skoda Kushaq

KUSHAQ MONTE CARLO The new ŠKODA KUSHAQ Monte Carlo embodies boldness
from grille to rear. The extremely-cutting-edge aesthetics like ŠKODA Signature Grille and
Ruby Metallic décor, along side strength and current generation, provide the best automobile
enjoy.

Figure 3.14 Skoda Kushaq Monte Carlo

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3.5 COMPEITIORS’ INFORMATION

Below are the top 12 competitors of Skoda:

1. Honda
2. Toyota
3. Nissan Motors
4. Chevrolet
5. Fiat
6. Mitsubishi Motors
7. Maruti Suzuki
8. Tata Motors
9. Hyundai Motors
10. Volkswagen
11. Volvo
12. Ford

3.6 SWOT ANALYSIS

Figure 3.15 SWOT analysis

Detailed Strength, Weakness, Threats and Opportunity analysis of Skoda.

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Skoda Strengths

 Skoda Auto is a leading vehicle organization and offers a huge range of editions
which includes petrol, diesel and electric powered,
 Skoda motors have spacious interiors and passenger area both the front and rear
legroom as well as headspace.
 It consists of technological innovations like telescopic strength guidance, EBS, MSR,
EBS, anti-skid braking and lots extra.
 The agency has a excessive emblem remember in markets of UK, Europe, Middle-
East, Africa & South America.
 Skoda has a manufacturing output of over 1 million automobiles per annum and has
over 30,000 employees globally.
 It has high performance automobiles which take part in lots of international racing
activities.
 Excellent advertising and branding makes Skoda a worldwide call in automobiles.
 The enterprise has obtained numerous awards for the vehicles in numerous segments.
 The emblem has properly visibility thru advertising campaigns via TV, on line, print,
social media and digital advertising and marketing channels.

Skoda Weaknesses

 Extremely stiff competition within the segment means limited market proportion
growth for Skoda.
 Still looking to establish itself in the rising economies in comparison to some different
competitors.

Skoda Opportunities

 Collaborations with car entities to penetrate deeper within the market through
distribution and servicing network.
 Augmenting automobile market can be beneficial for Skoda Auto enterprise.
 Augmenting production skills to provide greater automobiles.
 Cheaper variations and hybrid motors can assist Skoda boom its market reach.

Skoda Threats

 Rapid technological innovations implemented in upcoming motors can improve its

business.
 Intense opposition from international vehicle producers or monetary recession can
lessen Skoda's market proportion.
 New hybrid fueled and idea motors can abate the commercial enterprise of petrol &
diesel versions.
 Skoda desires a sturdy product variety to compete in India and also globally.

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3.7 FUTURE GROWTH AND PROSPECTS

“We will help the world live smarter,” become how ŠKODA CEO Thomas Schäfer described
his enterprise’s fundamental vision for the future. Find out about the building blocks of
NEXT LEVEL ŠKODA Strategy 2030, the method on the way to steer the Czech carmaker’s
evolution as much as 2030.
To hold to achieve success, ŠKODA should pay attention to customers and traits, says
Thomas Schäfer. These tendencies are clear: emission discounts and the associated
electrification and digitalisation. But clients themselves have lots greater various
expectancies. “People expect their vehicles to be clean and intuitive to apply,” says Schäfer.
And that’s exactly the form of car ŠKODA desires to provide its clients. For instance, the
agency is also having a bet on on line sales, with one in 5 ŠKODA vehicles due to be sold
this manner by 2025.
In the future, the Czech carmaker also wants to provide cars that deliver brilliant fee for cash
together with unexpected and sensible capabilities that make regular use simpler. Vehicles
which might be meant to be both a pleasant surprise and a pleasant reality for clients.
“By 2030, we want to be one of the top 5 exceptional-selling brands in Europe,” the ŠKODA
CEO outlines the company’s formidable plan. This is to be accomplished by offering low
priced fashions, along with the new ŠKODA FABIA, while increasing the range of electrified
motors. “We will add at the least 3 extra fully electric powered fashions to our portfolio by
using 2030,” Schäfer announced. All of them can be under the ENYAQ iV in length and rate,
making eMobility to be had to an even wider range of customers.
“Depending on how markets broaden, our target is for completely electric ŠKODA fashions
to account for roughly 50 to 70 consistent with cent of income in Europe for 2030,” Schäfer
stated. By fostering the development and production of electric automobiles and their
additives within the Czech Republic, the Czech carmaker will help the historically
commercial u . S . Come to be an electromobility hub. According to Schäfer, electric
powered automobiles or their components are to be synthetic at all ŠKODA flora inside the
Czech Republic.
The organization also desires to increase its Simply Clever approach by way of 2030, which
is not just about the physical solutions inside the emblem’s vehicles, but additionally the
services and user enjoy related to them. ŠKODA desires to turn out to be extra on hand to
clients within the digital environment and interact with them greater while designing its
products.

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Figure 3.16 Skoda Strategy 2030

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3.8 FINANCIAL STATEMENT

The ŠKODA models are synonymous with clever understatement, offering a superior
spacious interior, the very best requirements of capability, first rate cost for cash and a
wonderful design. Added to which might be some of “Simply Clever” ideas and new digital
services, all aimed toward making customers’ lives easier. ŠKODA AUTO celebrated its a
hundred and twenty fifth anniversary as a company in 2020, as well as the one hundred and
fifteenth anniversary of whilst the organization commenced car manufacturing. Founded in
1895, ŠKODA is one of the world’s oldest running automakers.
The ŠKODA emblem’s income sales reduced by way of 13.8% in 2020 to €17.1 billion.
Operating earnings declined through €904 million to €756 million. Lower volumes due to
Covid-19, terrible trade fee results and emissions-associated expenses had been offset by
using value optimization. The operating go back on sales amounted to four.4%, contrasting
with eight.Four% in the preceding yr.

Škoda – Production

Units 2020 2019

Octavia 233,902 358,356

Rapid/Scala 219,401 207,724
Karoq/Kamiq/Yeti 172,999 203,688
Kodiaq 117,825 177,163
Fabia 100,425 166,237
Superb 80,880 102,592
Citigo 14,482 27,306
Enyaq iV 939 –
940,853 1,243,066

Škoda – Key Figures

2020 2019 %

Deliveries (thousand units) 1,005 1,243 -19.1

Vehicle sales 849 1,062 -20.0
Production 941 1,243 -24.3
17,08 19,80
Sales revenue (€ million) 1 6
-13.8
Operating result 756 1,660
-54.4
Operating return on sales
(%) 4.4 8.4
Table 3.1 Financial Key Highlights

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 CHAPTER 04

THEORETICAL BACKGROUND OF THE STUDY

Training of employees takes vicinity after orientation takes location. Training is the
procedure of enhancing the talents, competencies and know-how of personnel for doing a
specific process. Training process moulds the taking into account employees and leads to
high-quality performance of employees. It is non-stop and by no means ending in nature.

Figure 4.1 Training

Training is given on four basic grounds:

1. New candidates who be a part of an business enterprise are given training. This schooling
familiarize them with the organizational challenge, vision, rules and policies and the
running situations.
2. The current employees are skilled to refresh and decorate their understanding.
3. If any updations and amendments take area in technology, schooling is given to cope up
with the ones modifications. For example, shopping a brand new system, changes in
method of manufacturing, laptop implantment. The employees are trained approximately
use of recent equipments and work techniques.
4. When advertising and career increase turns into important. Training is given so that
personnel are organized to percentage the responsibilities of the better degree job.

The advantages of schooling may be summed up as:

 Improves morale of personnel- Training allows the worker to get job protection and
process delight. The more satisfied the worker is and the extra is his morale, the
greater he's going to make a contribution to organizational achievement and the lesser
can be employee absenteeism and turnover.
 Less supervision- A well educated employee can be nicely acquainted with the job
and could need less of supervision. Thus, there can be much less wastage of time and
efforts.
 Chances of merchandising- Employees acquire skills and efficiency all through
education. They turn out to be greater eligible for advertising. They end up an asset
for the business enterprise.

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  Increased productivity- Training improves performance and productivity of
employees. Well skilled personnel display each quantity and quality overall
performance. There is less wastage of time, cash and assets if personnel are well
trained.

Training theories
Getting a clean hold close of different schooling theories will allow constructing greater
meaningful content material and greater powerful schooling applications for personnel.

1.Goal-setting principle

This education idea designed with the aid of Edwin Locke shows that aim setting without
delay affects performance. From his decade really worth of laboratory drives and area
observe stories, he additionally observed out that 90% of personnel have a tendency to put in
extra time and ardour for learning if they may be pushed via precise and greater challenging
dreams. This is due to the fact they experience a better feel of feat and self-pleasure if they
work more difficult to gain those dreams, than the ones which are typically clean and
ambiguous.

2.Behavioral getting to know idea

Behavioral gaining knowledge of is a education idea targeted across the concept that humans
examine thru their interactions with their surroundings. Basically, it assumes that newbies
react and behave primarily based at the institutions between stimuli and responses. Positive
reinforcement plays a crucial function on this education idea. For instance, if your
inexperienced persons are rewarded each time they pinnacle their route tests, then they'll
maximum likely have a look at and work tougher for his or her future training courses. By
putting in an surroundings that rewards and recognizes exceptional studying outcomes, they
will form fine institutions with schooling and will maximum likely continue to showcase the
proper conduct anticipated from them.

3. Adult mastering idea

Adult studying theory emphasizes that person beginners have distinctive features and wishes
than more youthful freshmen. It is mostly because adults bring an entire global of stories at
the back of them, meaning, they have already got rich reserves of know-how. Their
willingness to study is more often than not driven by means of a goal, like gaining a new skill
for profession development or improving their weaknesses. They also are extra mature,
mission-orientated, and prefer to study at their own tempo in place of being directed with the
aid of an trainer.

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4. Constructivist Learning Theory
According to constructivist mastering theory, people are greater active rookies than passive.
Meaning, they examine excellent when they enjoy or discover matters on their very own,
instead of surely being lectured. It also argues that studying is a collaborative method and
people are a whole lot more willing to soak up new facts or revise their present expertise
from a meaningful and relevant interplay from another learner.

5. Learning Curve Theory

The getting to know curve is a time period this is frequently used to describe how the
studying process always starts offevolved hard however step by step becomes less
complicated. It points to the concept that an worker learns a talent quicker and more correctly
by using repeating the identical challenge time and again once more. This education principle
changed into derived from the experimental examine of Hermann Ebbinghaus, known as the
Ebbinghaus Forgetting Curve. According to him, human beings have a tendency to do not
forget records extra and save it of their long-term reminiscence if the gaining knowledge of is
rehearsed and repeated at predetermined periods.

6. Sensory Theory
Laird’s sensory theory indicates that newcomers are more receptive to learning if their multi-
senses are inspired. Derived from his experimental have a look at, he located that 75% of
adults analyze and apprehend things better by seeing, thirteen% by means of listening to, and
12% by touching, smelling, and tasting. Basically, this education principle encourages
running shoes and managers to facilitate schooling and activities with the intention to require
learners to use as many senses as feasible so as for them to easily keep in mind and take into
account records.

7. Social getting to know concept

Social learning concept is grounded in the key assumption that humans benefit new
information with the aid of gazing and imitating the actions of their friends, instructors, and
mentors. Basically, it states that getting to know also can occur even by surely gazing others,
in spite of the absence of revel in.

Training Need Analysis

Training Needs Analysis (TNA) is the process in which the corporation identifies schooling
and development needs of its personnel so one can do their process efficiently. It includes a
entire analysis of training needs required at diverse degrees of the business enterprise.

Technology is converting at a totally fast tempo and so are the training and improvement
wishes of personnel. It helps in grooming personnel for the subsequent degree. It allows the
manager to pick out key improvement areas of his/her employees. With right schooling and
development, the productiveness will increase manifold.

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Various corporations have in-house experts who can educate personnel on various
components of the business. Normally, a calendar is worked out in advance wherein diverse
periods are indexed out and which employees can select their commercial enterprise
requirement to beautify personal improvement needs.

At times agencies additionally ship personnel for numerous education applications outside
the agency to train in technical expertise or a path which would be applicable to their job
profile. TNA is usually part of the appraisal method and on the quit of the yr an employee has
to finish all the schooling and improvement needs identified by using the manager.

Training and improvement, which become at some point in time changed into not given a
whole lot weightage, is now a essential part for any organization to meet its broad desires and
targets. There are many factors whilst managers are identifying education desires of their
crew members. Firstly, the managers want to pick out what talent set is required to finish the
job or the method. Second, is to evaluate current talent stages of the group members, and
finally, determine the training gap. Training hole is described because the difference between
the abilties required to finish the task and existing ability set of any particular team member.

Figure 4.2 Training Need Analysis

Training desires evaluation is a systematic system of know-how schooling requirements. It is
conducted at three tiers - at the level of business enterprise, person and the process, each of
that is called as the organisational, individual and job evaluation. Once those analyses are
over, the results are collated to reach upon the targets of the training program.
1.Organisational analysis
The organisational analysis is aimed at short listing the point of interest regions for education
within the corporation and the factors that could have an effect on the equal. Organisational
undertaking, imaginative and prescient, goals, humans inventories, processes, overall
performance data are all studied. The observe offers cues approximately the type of gaining
knowledge of surroundings required for the education.

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2.Job evaluation
The task analysis of the needs assessment survey ambitions at knowledge the ‘what’ of the
schooling development stage. The type of intervention wanted is what's determined upon
within the process evaluation. It is an objective evaluation of the job in which both the
employee oriented - technique as well as the venture - oriented method is considered. The
employee method identifies key behaviours and ASK for a certain job and the undertaking -
oriented method identifies the activities to be achieved in a certain job. The former is
beneficial in figuring out the intervention and the latter in content material improvement and
application assessment.

3.Individual evaluation
The man or woman evaluation is worried with who inside the company wishes the training
and in which specific region. Here overall performance is taken out from the performance
appraisal records and the equal is compared with the expected stage or wellknown of
performance. The individual evaluation is also conducted thru questionnaires, 360 feedback,
non-public interviews and so on. Likewise, many organization use competency scores to
price their managers; these ratings can also come from their subordinates, customers, peers,
bosses and so on.

METHODS OF TRAINING
Training technique refers to a way or technique for enhancing the understanding and skills of
an worker for doing assigned jobs perfectively. The company has to keep in mind the nature
of the job, size of the employer & employees, varieties of workers, and fee for choosing a
training method.

Two techniques of schooling

1. On the Job Training
2. Off the Job Training

ON-THE-JOB TRAINING METHODS

On-the-process education is when employees take a look at the methods and methods that
their agency makes use of to create an efficient and powerful place of work. Whether this is
getting to know the way to function specialised equipment and device or staring at strategies
that facilitate the employee to carry out precise jobs.
Advantages:
 Simplified Learning
 Cost performance
 Quicker learning
 Systematic technique
 Instant comments

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Disadvantages:
 Lack of right running shoes
 Risk of accidents
 Rushed procedure
 Possibility of errors

Figure 4.3On the Job training methods

OFF-THE-JOB TRAINING METHODS

Off-the-job training refers to an training method in which employees research extra about
their task or the brand new improvements of their discipline at a area faraway from their
administrative center. This kind of training basically allows personnel perform their job
greater correctly. Unlike on-the-task education, off-the-activity schooling can take vicinity
near the place of work or somewhere further away, along with at a inn or at a schooling
centre. When employers maintain schooling away from the administrative center, it helps
minimize distractions which make sure personnel can fully cognizance on the material they're
gaining knowledge of.

Advantages:
 Low Risk
 Economically efficient
 Insight and know-how
 Promotes team spirit

Disadvantages:
 Reduced exposure to work surroundings
 Requires sizable investment
 Breeds complacency
 Lack of feedback

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 Figure 4.4Off the Job training methods

ON-THE-ACTIVITY TRAINING TECHNIQUES

1. Job Rotation
This education approach entails motion of trainee from one activity to another benefit know-
how and experience from different process assignments. This approach facilitates the trainee
beneath¬stand the problems of different personnel.

2. Coaching
Under this technique, the trainee is located beneath a particular supervisor who features as a
train in schooling and affords remarks to the trainee. Sometimes the trainee might not get an
possibility to specific his thoughts.

3. Job Instructional Training

Job coaching training, or JIT, is a simple step-by-step technique this is used to educate new
employees after they first start a job. It is an powerful way to teach unique techniques to
humans or help them to increase a manual skill that their activity requires.

4. Apprenticeship
Apprenticeship is a gadget for training a brand new technology of practitioners of a exchange
or career with on-the-task schooling and regularly some accompanying study.
Apprenticeships also can allow practitioners to advantage a license to practice in a regulated
career
.

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5. Internship
An internship is a professional getting to know experience that gives significant, realistic
paintings related to a pupil's discipline of study or career interest. An internship gives a
student the opportunity for profession exploration and improvement, and to study new talents.

6. Understudy
Understudy refers back to the technique wherein trainees are organized to perform the
paintings or fill the position in their superiors. In this technique, a trainee who is possibly to
count on the total responsibilities and responsibilities of the position currently held by way of
his/her superior is known as as an understudy.

7. Mentoring
Mentoring is the Employee schooling device below which a senior or extra skilled individual
(the mentor) is assigned to act as an guide, counselor, or guide to a junior or trainee. The
mentor is liable for supplying help to, and comments on, the person in his or her fee.

8. Simulation
Simulation education is the creation of a true-to-existence studying surroundings that mirrors
real-existence paintings and eventualities. Trainees can placed real know-how and abilties
into practice now not just by way of studying books on principle or being attentive to
lectures, but through bodily, fingers-on activity.

9. Vestibule training
The education methods wherein professional personnel, such as folks that work with
equipment and equipment, get hold of activity training education in a place other than the
primary manufacturing facility.

OFF-THE-ACTIVITY TRAINING STRATEGIES

1. Case study technique

The case have a look at is a technique which provides descriptive situations which stimulate
trainees to make choices. The motive of the case approach is to make trainees follow what
they understand, broaden new thoughts to manipulate a state of affairs or clear up a problem.

2. Incident method
The incident reaction curriculum presents a range of training services for newbie and
intermediate cyber experts encompassing fundamental cybersecurity consciousness and great
practices for corporations and hands-on cyber variety training courses for incident reaction.

3. Role play
Role-gambling, or "getting to know via acting", is a way that requires individuals to carry out
a venture in a sensible state of affairs simulating "real lifestyles". This sort of exercise is an
powerful way to absorb and soak up the content and substance of latest ideas.

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4. In basket method
An in-basket workout assesses a candidate's ability to perform a supervisor's process from an
administrative attitude. In the exercising, the candidate is confronted with troubles and
troubles which have gathered within the manager's "in-basket" after returning to work from
an prolonged absence.

5. Business video games

A enterprise sport is an interactive dependent education interest with in particular created
conditions, which aim to breed the ones of a working situation in a successful business. The
schooling is difficult and exciting; developing abilities to improve person and group overall
performance inside the place of job.

6. Grid training
Grid schooling is largely based totally on grid enterprise development advanced with the aid
of Blake and Mouton. It is a comprehensive and systematic Organizational Development
programme which aims at individuals, companies, and the company as an entire.

7. Lectures
It is a right away approach of practise that includes a verbal presentation of information by an
trainer to a huge target audience. The trainer organises the fabric and gives it to a group of
trainees inside the form of speak.

8. Simulation
Simulation training is the advent of a real-to-life gaining knowledge of environment that
mirrors actual-lifestyles paintings and eventualities. Trainees can placed real knowledge and
competencies into exercise now not just by reading books on idea or taking note of lectures,
however through physical, fingers-on pastime.

9. Conferences
Whenever numerous humans meet to speak about any particular topic or problem, this is
known as a 'Conference'. Each worker analyzes and discusses diverse troubles associated
with the subject. Moreover, this approach enables each employee to explicit their respective
viewpoints.

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COMPARISON OF ON-THE-JOB AND OFF-THE –JOB TRAINING

BASIS FOR ON-THE-JOB TRAINING OFF-THE-JOB TRAINING

COMPARISON
Meaning On the job training refers to a form When the employees are given
of training which is provided at the training outside the actual work
work place during the performance location, such a type of training is
of the actual job. termed as off the job training.
Approach Practical Theoretical
Active Yes No
participation
Location At the workplace Away from the workplace
Principle Learning by performing Learning by acquiring knowledge
Work disruption No, because trainees produce the Yes, because first training is
products during learning. provided which is followed by a
performance.
Carried out by Experienced employees Professionals or experts.
Cost Inexpensive Expensive
Suitable for Manufacturing firms Non-manufacturing firms
Table 4.1 Comparison of On the Job and Off the Job training
E-Learning
A learning system primarily based on formalised teaching however with the help of
electronic resources is known as E-mastering. While coaching may be based totally in or out
of the classrooms, the usage of computers and the Internet bureaucracy the predominant
component of E-mastering. E-getting to know can also be termed as a community enabled
transfer of abilities and understanding, and the shipping of schooling is made to a big variety
of recipients at the equal or different instances.
Earlier, it was not ordinary wholeheartedly because it was assumed that this machine lacked
the human element required in market gaining knowledge of. However, with the fast
development in technology and the advancement in gaining knowledge of structures, it's far
now embraced by means of the loads. The creation of computers was the idea of this
revolution and with the passage of time, as we get hooked to smartphones, drugs, etc, these
gadgets now have an significance vicinity inside the school rooms for gaining knowledge of.
Books are regularly getting replaced via digital educational materials like optical discs or pen
drives. Knowledge also can be shared via the Internet, which is accessible 24/7, everywhere,
anytime.

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 Figure 4.5 E-Learning

E-getting to know has proved to be the great way within the corporate zone, mainly whilst
education packages are performed with the aid of MNCs for professionals throughout the
globe and personnel are capable of collect essential competencies while sitting in a board
room, or via having seminars, which are performed for employees of the same or the specific
organizations below one roof. The colleges which use E-getting to know technologies are a
step ahead of these which nonetheless have the conventional method toward gaining
knowledge of.

Figure 4.6 Advantages of E Learning

Advantages of E learning
 Able to hyperlink the diverse assets in numerous various formats.
 It is a very efficient way of turning in courses on line.
 Due to its convenience and flexibility, the sources are available from anywhere and at
any time.
 Everyone, who're element time students or are operating full time, can take gain of
net-primarily based learning.
 Web-based getting to know promotes energetic and independent gaining knowledge
of.
 As you've got access to the internet 24x7, you can educate yourself anytime and from
anywhere also.
 It is a completely handy and bendy choice; above all, you do not ought to rely on
everybody for anything.

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  Not handiest can train yourself on a everyday basis, but additionally on weekends or
whenever you have the loose time to. There is no difficult and fast rule.
 Through discussion forums and chats, you are capable of engage with all and sundry
online and additionally clean your doubts if any.
 The video instructions which might be provided for audio and video studying can be
rewound and seen and heard time and again in case you do now not manifest to
recognize the topic first time round.

Disadvantages of E learning
 Most of the online tests are confined to questions that are best goal in nature.
 There is likewise the hassle of the extent of safety of online learning programs.
 The authenticity of a particular scholar's paintings is likewise a problem as online
pretty much every person can do a undertaking as opposed to the real student itself.
 The tests which can be computer marked commonly will be inclined of being only
information-based totally and now not always practicality-primarily based.

Importance of e-getting to know

 E-studying has been added to empower inexperienced persons to get basic education
and beautify abilities. Also, they could acquire a degree certificates, with out clearly
attending college or college or another institution.
 Applying e-gaining knowledge of to all ranges of training helped to make sure college
students draw close the lessons correctly at a faster tempo.
 According to psychology, the audio-visible approach of teaching leads to a disciplined
gaining knowledge of environment. There are an powerful instruct and pupil
engagements.
 One of the significance of e-getting to know in training is that tutors and members
each can develop superior getting to know abilties. For instance, creating and selling
ebooks is one such advancement.

E-learning has worked toward bringing beginners, tutors, specialists, practitioners, and other
interest businesses to at least one region. Thus, there is a superb exercise of understanding
sharing followed through special online systems. There can be no opportunity to obtaining
know-how other than getting to know and schooling. Employee training is a crucial part of an
employee’s adventure. Proper schooling prepares employees to satisfy the objectives and
demanding situations of the activity. We often count on that training is offered to employees
in their initial days, and it ends after a positive period. However, education is a non-stop and
by no means-ending procedure. To maintain up with evolving thoughts, innovations, and
technology, you need to teach personnel constantly.

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Advantages:
 Cost effectiveness
 Custom made applications
 Up to this point getting to know software
 Self paced studying
 Interactive and collaborative method
 Reports and analytics

How to pick an e-mastering platform or program appropriate in your employer?

With the growing reputation of online studying, several e-learning programs are to be had
these days. Companies have the large desire of choosing the first-rate training program for
their employees.However, choosing the right software is crucial for the achievement of
employee training method.

Some of the factors that want to keep in mind whilst deciding on the program are:
 Choose the right generation that suits organization’s goals and necessities.
 The application need to facilitate the personal development of the personnel inside the
procedure.
 The software need to have features that assist the scalability and success of the
schooling approach.
 Customizing this system have to be to be had to satisfy the precise requirement of the
business enterprise.
 The application's past performance and user evaluations screen beneficial facts and
should take them under consideration.

LEARNING MANAGEMENT SYSTEM (LMS)

A gaining knowledge of management system (LMS) is a software program software for the
management, documentation, tracking, reporting, automation, and transport of educational
courses, education applications, or studying and development programs. The getting to know
management machine idea emerged directly from e-Learning. Learning control systems make
up the biggest phase of the mastering gadget market.

The first advent of the LMS was within the past due 1990s.Learning management structures
have confronted a large boom in utilization because of the emphasis on remote gaining
knowledge of at some stage in the COVID-19 pandemic.

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Learning control systems were designed to perceive education and studying gaps, the use of
analytical data and reporting. LMSs are targeted on on line gaining knowledge of delivery
however aid more than a few makes use of, acting as a platform for on line content material,
inclusive of guides, both asynchronous based totally and synchronous based totally. In the
better training area, an LMS can also provide school room management for instructor-led
education or a flipped school room. Modern LMSs encompass intelligent algorithms to make
automated guidelines for guides primarily based on a consumer's ability profile as well as
extract metadata from gaining knowledge of materials to make such tips even greater correct.

Figure 4.7 Learning Management System

An LMS can provide and manages all sorts of content, along with video, courses, and files. In
the training and higher training markets, an LMS will consist of a spread of capability this is
just like company but will have features such as rubrics, trainer and instructor-facilitated
studying, a dialogue board, and frequently using a syllabus. A syllabus is hardly ever a
feature inside the corporate LMS, despite the fact that guides may additionally start with
heading-stage index to provide freshmen an overview of topics included.

IMPORTANCE OF LEARNING MANAGEMENT SYSTEM

 Improved commercial enterprise consequences
With an LMS, personnel are given brief and smooth get right of entry to to all of the learning
equipment which might be available. This offers them the possibility to grow to be higher at
their jobs.

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  Employee Performance tracking
Offering education is a super way to offer employees with essential expertise. An LMS
allows the putting of schooling requirements consistent with process function which lets in a
employer to discover who desires relevant training and facts. Alongside this, registering
employees and coping with groups may be arranged the use of only a few clicks. With those
alternatives, it is simple to ensure that employees have the proper skills, while concurrently
monitoring the investment in additional training.

 One evaluation
Perhaps there are different systems used inside the business enterprise to preserve song of
schooling courses. With an LMS, all the information is held in an organized, potential, at ease
manner and all existing (HR) structures are included so that all the facts is without difficulty
reachable. Furthermore, employees additionally advantage from a complete machine whereby
all publications can be supplied directly. This guarantees an powerful getting to know
environment and reduces the stress tiers related to getting to know and worker motivation.

 More manipulate over personnel’ studying manner

Each worker has drawn up his or her own Personal Development Plan, from which learning
desires can be derived. These needs are then translated into particular, customized training.
The outcomes of assignments created may be followed and suggestions or comments given.
Likewise, reminders and different notifications can be despatched robotically to personnel, all
resulting in a clean review and manipulate of the learning method.

 Evaluation of mastering performance

So long because the right reports are created, the fulfillment and progress of education can be
effortlessly evaluated however drafting the proper document isn't always clean. An LMS can
offer honest gear and makes it viable to pick the desired layout and degree. The effects can be
filtered through, for example, training, department, or group exam. It is likewise possible to
select the type of user and any relevant certification. Additionally, unique capabilities
automate reporting and the tracking of getting to know efficiency, so this doesn't want to be
achieved manually. The end result is that you could exhibit with none difficulties how
successful specific training or the progress of employees is.

 Cost and time financial savings

In reality, simplest massive organizations ought to have the funds for the price and
complexity of keeping an LMS. However, thanks to stepped forward software, even small
agencies can advantage from an LMS through minimal value-based pricing.

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Types of Learning Management System

Figure 4.8 Types of Learning Management System

There are many approaches to categorise a mastering control gadget, however here are the
three most important sorts of an LMS:
 Cloud-based totally or Installed
LMS vendors offering mounted answers are a shrinking piece of the marketplace, to
the point in which none of the major gamers sincerely offer this anymore. They
require customers to install the LMS instance on their own servers with in-house
upkeep, which means a devoted IT expert with security know-how is needed on the
consumer’s give up. This makes hooked up LMS answers pricier than their cloud-
primarily based opposite numbers.Cloud-based totally LMS solutions are the ‘cutting-
edge’ new release and bring fewer setup and preservation costs than an established
solution. Additionally, LMS carriers who offer cloud-based answers additionally keep
their software program, seamlessly supplying updates to their customers.

 Open-source or Proprietary
Closed-source, or proprietary software program, is non-loose computer software for
which the software's publisher or any other man or woman keeps highbrow
belongings rights—typically copyright of the source code, however on occasion
patent rights.
As stated above, open-supply LMS software may also provide users with greater
freedom. However, that includes extra responsibility for the company to preserve an
LMS solution. For many agency organizations, it’s a better choice to discover an
LMS supplier that will do the maintenance and protection of an LMS.

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 Free or Commercial
Just like anything else within the tech marketplace, there are free LMS solutions to be
had. If a start-up with a good finances but has the capacity to leverage inner skills free
LMS answers can be an option.However, for large companies with multiple users,
loose alternatives are not endorsed.

TRAINING EVALUATION

Training evaluation may be described as any try to reap information (remarks) at the
consequences of schooling software and to evaluate the cost of training within the mild of
that statistics for enhancing in addition education.
Evaluation of training may be regarded as a method of measuring exchange in know-how,
talents, attitudes, task overall performance, charges and the quality of the schooling centers.
A primary reason to assess schooling packages is to decide whether the training programs are
carrying out their precise schooling objectives.

A education program that doesn't alternate employees’ know-how, competencies or attitudes

inside the preferred route ought to be modified or changed. A second cause for training
evaluation is to assure that any trade within the trainees’ capabilities is due to the education
program and not to different conditions. In order to decide that a training program is
accountable for modifications in trainees, it is essential to compare the trainees’ performance
before and after the program with a manipulate group.

Figure 4.9 Training Evaluation

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Evaluation of a education programme becomes essential to discover how far the training
programme has been able to gain its ambitions and objectives. Such an assessment gives
beneficial information approximately the effectiveness of education and the design of future
schooling programme.
Such an assessment additionally courses the management to replace or alter its future
schooling programmes. It also enables the control to gather beneficial facts approximately the
achievement or in any other case of the training programme and on the basis of such records,
the management can decide relevance of education and its integration with different features
of personnel control.

Kirkpatrick's Four-Level Training Evaluation Model

Donald Kirkpatrick, former Professor Emeritus on the University of Wisconsin, first posted
his model in 1959. He up to date it in 1975, and once more in 1993, whilst he published his
fine-recognized paintings, "Evaluating Training Programs."
Each successive level of the model represents a extra precise degree of the effectiveness of a
training program. It became developed similarly by Donald and his son, James; and then by
way of James and his spouse, Wendy Kayser Kirkpatrick. In 2016, James and Wendy revised
and clarified the unique principle, and introduced the "New World Kirkpatrick Model" in
their e book, "Four Levels of Training Evaluation." One of the primary additions is an
emphasis on the significance of creating training relevant to human beings's normal jobs.

The four degrees are Reaction, Learning, Behavior, and Results.

Figure 4.10 Kirkpatrick’s Training Evaluation Model

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Level 1: Reaction
Measuring how engaged they were, how actively they contributed, and the way they reacted
to the training lets you understand how properly they obtained it. Many humans use
employee delight surveys to do that, but you could additionally watch trainees' frame
language throughout the consultation, or ask for verbal feedback. Analyze the feedback, and
keep in mind the modifications that you may make in reaction.

Level 2: Learning
Level 2 focuses on measuring what your trainees have and haven't learned. In the New World
model of the device, Level 2 also measures what they suppose they may be able to do
differently as a end result, how confident they're that they are able to do it, and the way
encouraged they may be to make changes. This demonstrates how schooling has advanced
their abilties, attitudes and expertise, in addition to their confidence and commitment.
To degree how tons your trainees have learned, start by means of figuring out what enterprise
desires to compare. Training classes should have precise targets, so make the ones the start
line. One can degree getting to know in special ways, depending at the goals.

Level 3: Behaviour
This degree enables to recognize how properly human beings observe their schooling. It can
also screen where humans might need assist. But behavior can most effective change when
conditions are favorable. Effectively measuring behavior is a longer-term procedure that need
to take area over weeks or months following the preliminary training.
One of the high-quality approaches to degree conduct is to conduct observations and
interviews. Another is to combine the use of latest capabilities into the obligations which you
set your group, so that humans have the chance to demonstrate what they know.

Level 4: Results
At this degree, one analyze the very last effects of training. This consists of effects that
organisation have decided are suitable for business and appropriate for team contributors, and
which show an awesome go back on funding (ROI). Level 4 will in all likelihood be the most
expensive and time-consuming. Make a series of short-term observations and measurements
to test that adjustments in conduct because of training are creating a profitable distinction on
your group's performance.

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 Figure 4.11 Levels of Kirkpatrick model

EVALUATION METHODS TO EVALUATE STAFF TRAINING RESULTS

1. Satisfaction and participant response

The most simple assessment of training measures delight. Usually, the teacher will hand out a
survey on the quit of the path to peer how the individuals reacted to the training. In most
instances, schooling evaluation begins and ends here.

2. Knowledge acquisition
The second degree of assessment is information acquisition. Many paintings-related
education guides do not have an exam attached. A legitimate and reliable examination
following education can help determine if the content was discovered or no longer. It can flag
individuals that did now not gather the studying and in addition assist folks who did
(potentially making them mentors). Also, it can flag traits of areas that can require further
schooling or extra coaching. What unique information and skill(s) do you want the
contributors to increase?

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3. Behavioral utility
The third stage of evaluation answers the query – are they applying what they learned. What
behaviours are you seeking to exchange because the knowledge and abilities are carried out at
the task following training? For custom education applications, evaluate behaviour (degree
three), similarly to reaction (level 1) and understanding acquisition (stage 2). This, more than
anything else, can demonstrate the diploma to which members practice their new
understanding in the real world.That can provide clean evidence of who's applying the
education and who is not, and might lead control to accurate misapplication, and reward near
software after schooling.

4. Measurable business improvement

At the stop of the day, business training is set generating a business improvement. What
specific business measures or KPIs (key performance indicators) do you need to trade or
improve due to the schooling?

5. Return on Investment (ROI)

The last stage of evaluation training relates to return on investment. What precise return on
investment are you after due to the education? Usually, return on funding follows a enterprise
impact, a enterprise effect follows utility, application follows studying, and mastering follows
delight with education.

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 CHAPTER 05

ANALYSIS AND INTERPRETATION

TRAINING AND EVALUATION SURVEY AT PALACE SKODA

1.1 DEMOGRAPHIC ANALYSIS

Table 5.1.1 Age of employees working in organization

Response No. of Response Percentage

20 – 25years 6 18.8
25 – 30years 17 53.1
30 – 40years 8 25
40 – 50years 1 3.1
Total 32 100

Employee Age Group

3.1
18.8
25.0

53.1

20 – 25years 25 – 30years 30 – 40years 40 – 50years

Figure 5.1 Employee Age group

INTERPRETATION: As per the survey 53.1% of the employees of the company are
between the age group of 25-30 years.

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Table 5.1.2 Gender details

Response No. of Response Percentage

Male 26 81.25
Female 6 18.75
Total 32 100

Gender

18.75

81.25

Male Female
Figure 5.2 Gender of employees

INTERPRETATION: As per the survey 81.25% of the workforce is men

Table 5.1.3 Educational Qualification of employees

Response No. of Response Percentage

SSLC 4 12.5
Diploma/ITI 10 31.3
Graduate 15 46.9
Postgraduate 3 9.4
Total 32 100

Educational Qualification

9.4 12.5

31.3
46.9

SSLC Diploma/ITI Graduate Post Graduate

Figure 5.3 Educational Qualification

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INTERPRETATION: As per the survey 46.9% of the employees are graduates followed by
31.3% of employees having Diploma/ITI degree.
Table 5.1.4 Marital status of employees

Response No. of Response Percentage

Single 7 21.88
Married 25 78.13
Total 32 100

Marital Status

21.88

78.13

Single Married

Figure 5.4 Marital Status of Employee

INTERPRETATION:78.13% of the employees are married and others being single

Table 5.1.5 Diversity of Job role in organization who are under the focus of training and
development

Response No. of Response Percentage

Technician 7 21.88
Sales Consultant 5 15.63
Service Advisor 5 15.63
Customer relationship 4 12.50
Service/Sales Manager 6 18.75
Service/Sales Executive 5 15.63
Total 32 100

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 Job Role
15.63 21.88

18.75

15.63
12.50
15.63
Technician Sales Consultant
Service Advisor Customer relationship
Service/Sales Manager Service/Sales Executive

Figure 5.5 Job role diversity

INTERPRETATION: As per the survey there is almost equal mix of Job roles in
organization. However, 21% of them are Technicians, followed by Sales/Service Managers
18.75%.

1.2 Analysis regarding training provided at Palace Skoda

Table 5.2.1 Training meeting the expectation

Response No. of Response Percentage

Strongly Agree 21 65.6
Agree 11 34.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Training provided meeting the expectation

Strongly Disagree

Disagree

Neutral Percentage

Agree

Strongly Agree

0.0 20.0 40.0 60.0

Figure 5.6 Training meeting the expectation

INTERPRETATION:65.6 % employee thinks that the training provided from the

organization met their expectation.

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Table 5.2.2 Training relevance to Job role

Response No. of Response Percentage

Strongly Agree 17 53.1
Agree 15 46.9
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Training relevance to Job role

Strongly Disagree

Disagree

Neutral Percentage

Agree

Strongly Agree

0.0 10.0 20.0 30.0 40.0 50.0 60.0

Figure 5.7 Training relevance to Job role

INTERPRETATION:53.1 % employee thinks that the training provided from the

organization met their expectation.

Table 5.2.3 Training encouraged by company

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 19 59.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Training encouraged by company
60.0
50.0
40.0
30.0
Percentage
20.0
10.0
0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.8 Training encouraged by company

INTERPRETATION:59.4 % employee believe that company encourages training to

increase their skills and knowledge.

Table 5.2.4 Training plan

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 18 56.3
Neutral 1 3.1
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Training plan

Strongly Disagree

Disagree

Neutral
Percentage
Agree

Strongly Agree

0.0 10.0 20.0 30.0 40.0 50.0 60.0

Figure 5.9 Training plan created by company

INTERPRETATION:56.3 % employee acknowledge that the training will be planned

properly and informed in prior.

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Table 5.2.5 Trainer engagement

Response No. of Response Percentage

Strongly Agree 17 53.1
Agree 15 46.9
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Trainer Engagement

Strongly Disagree

Disagree

Neutral
Percentage

Agree

Strongly Agree

0.0 10.0 20.0 30.0 40.0 50.0 60.0

Figure 5.10 Trainer Engagement

INTERPRETATION: Most of the employees say that the trainer was engaging in the
session and answered all their questions.

Table 5.2.6 Training Aid provided

Response No. of Response Percentage

Strongly Agree 11 34.4
Agree 20 62.5
Neutral 1 3.1
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Training aid provided
70.0
60.0
50.0
40.0
30.0 Percentage
20.0
10.0
0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.11 Training aid provided

INTERPRETATION:62.5% of the employees echo that the video and visual presentation
were readily accessible and represented.

Table 5.2.7 Online training module

Response No. of Response Percentage

Strongly Agree 14 43.8
Agree 18 56.3
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Online Training module

60.0
50.0
40.0
30.0
20.0 Percentage

10.0
0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.12 Online training module effectiveness

INTERPRETATION: All employees agree that the online training modules were easy to
navigate.

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Table 5.2.8 Learning outcomes of training

Response No. of Response Percentage

Strongly Agree 16 50.0
Agree 15 46.9
Neutral 1 3.1
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Learning outcome of training

Strongly Disagree 0.0

Disagree 0.0

Neutral 3.1 Percentage

Agree 46.9

Strongly Agree 50.0

0.0 10.0 20.0 30.0 40.0 50.0

Figure 5.13 Learning outcome of training

INTERPRETATION: Except one employee everyone believe that learning outcomes for
training session will be set initially.

Table 5.2.9 Providing equipment during training

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 19 59.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Providing Equipments during training

Strongly Disagree
Disagree
Neutral Percentage
Agree
Strongly Agree

0.0 20.0 40.0 60.0

Figure 5.14 Provision of equipment during training

INTERPRETATION: Every employee agree that all the necessary equipment like writing
utensils, paper computer etc were provided during the training session.

Table 5.2.10 Training sequence

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 19 59.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Training sequence

Strongly Disagree

Disagree

Neutral Percentage

Agree

Strongly Agree

0.0 20.0 40.0 60.0

Figure 5.15 Training sequence

INTERPRETATION: Every employee agree that all the sequence of training activities are
logical and efficient.

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1.3 Evaluation of training at Palace Skoda

Table 5.3.1 Assessment post training session

Response No. of Response Percentage

Strongly Agree 10 31.3
Agree 20 62.5
Neutral 1 0
Disagree 0 3.1
Strongly Disagree 1 3.1
Total 32 100

Assessment post training session

Strongly Disagree

Disagree

Neutral
Percentage

Agree

Strongly Agree

0.0 20.0 40.0 60.0 80.0

Figure 5.16 Assessment post training session

INTERPRETATION: Most of the employee say that there will be assessment post the
training session to test the skills and knowledge

Table 5.3.2 Boosting up confidence post training

Response No. of Response Percentage

Strongly Agree 14 43.8
Agree 18 56.3
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Boosting up confidence post training

Strongly Disagree

Disagree

Neutral
Percentage

Agree

Strongly Agree

0.0 10.0 20.0 30.0 40.0 50.0 60.0

Figure 5.17 Confidence trend post training

INTERPRETATION: Every employee agrees that training increases confidence at work

and will be able to apply the topics learnt in their role

Table 5.3.3 Media usage

Response No. of Response Percentage

Strongly Agree 15 46.9
Agree 17 53.1
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Media usage

Strongly Disagree
Disagree
Neutral Percentage
Agree
Strongly Agree

0.0 20.0 40.0 60.0

Figure 5.18 Media usage in training

INTERPRETATION: Every employee say that the media used for training helped for better
understanding and learning

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Table 5.3.4 Recommendation to training

Response No. of Response Percentage

Strongly Agree 10 31.3
Agree 22 68.8
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Recommendation to training

Strongly Disagree

Disagree

Neutral Percentage

Agree

Strongly Agree

0.0 20.0 40.0 60.0 80.0

Figure 5.19 Recommendation to training

INTERPRETATION: Every employee recommends the training for others

Table 5.3.5 Support from study materials

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 17 53.1
Neutral 2 6.3
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Support from study materials

Strongly Disagree

Disagree

Neutral Percentage

Agree

Strongly Agree

0.0 10.0 20.0 30.0 40.0 50.0 60.0

Figure 5.20 Study material effectiveness

INTERPRETATION: Every employee agree that all the sequence of training activities are
logical and efficient.

Table 5.3.6 Future training interest

Response No. of Response Percentage

Strongly Agree 9 28.1
Agree 22 68.8
Neutral 1 3.1
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Future training interest

80.0
70.0
60.0
50.0
40.0
30.0 Percentage
20.0
10.0
0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.21 Training interest of employee in future

INTERPRETATION: 68.8% of the employee Agree and 28.1% of employees strongly

agree that they would like to attend similar training sessions

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69
Table 5.3.7 Training materials

Response No. of Response Percentage

Strongly Agree 14 56.3
Agree 18 43.8
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Training materials
60.0

50.0

40.0

30.0
Percentage
20.0

10.0

0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.22 Information in training materials

INTERPRETATION: Every employee agrees that in training material provided post

training in depth information will be included.

Table 5.3.8 Organization support to balance work and training

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 19 59.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

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 Organization support to balance both work
and training

60.0
50.0
40.0
30.0
Percentage
20.0
10.0
0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.23 Organization support during training

INTERPRETATION: The employees agree that the organization has been supportive
during trainings and they were able to balance both work and training

Table 5.3.9 Learning experience

Response No. of Response Percentage

Strongly Agree 9 28.1
Agree 23 71.9
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Learning Experience

80.0
60.0
40.0
20.0
0.0 Percentage

Figure 5.24 Training learning experience

INTERPRETATION: Employees agree that the learning was enriched with examples and
experience shared by the trainer during the training session.

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Table 5.3.10 Opportunity analysis post training

Response No. of Response Percentage

Strongly Agree 13 40.6
Agree 19 59.4
Neutral 0 0
Disagree 0 0
Strongly Disagree 0 0
Total 32 100

Opportunity analysis post training

60.0

50.0

40.0

30.0 Percentage
20.0

10.0

0.0
Strongly Agree Neutral Disagree Strongly
Agree Disagree

Figure 5.25 Opportunity post training

INTERPRETATION: Employees believe that there is ample opportunity to practice and

demonstrate the skills learnt during training.

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 CHAPTER 06

FINDINGS AND CONCLUSION

6.1 SUMMARY OF FINDINGS

 Training plan is prepared to all the employees on the quarterly basis once Training
need analysis is done.
 Training provided to employees are provided which are relevant to the job role.
 New features of car, technical aspects, competitor analysis etc are trained for sales
team; Customer interaction and interpersonal skills are taught to Customer Relations
Executives
 Training boost employees confidence and improves their performance.
 Evaluation of training is done once the employee completes the training session.
 The media used mostly E learning and Classroom trainings are convenient to the
employees
 Training provided will aim at overall development of sales and results of
organization.
 Training and evaluation carried out in the organization is effective to overall
development of individual and growth of the organization

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6.2 CONCLUSION
Training and development is considered as a strategy for growth in every organization. It is
adopted by the organization to fill the gap between skills and future opportunities. These
training programs definitely enhance skills, improve efficiency, and productivity and growth
opportunities for employees. Skills, knowledge and attitudes are the basics for efficient
running of a business through the human resources of an organization. But, the impact of
these basics is often reduced by lack of effective training program.

Many organizations provide coaching to their high-potential employees to develop their skills
in creativity, thinking, innovation, vision, motivating others and brainstorming. Rather than
putting the employees into management and expecting that they will develop their knowledge
and skills on their own, organizations can systematically develop their skills through
combination of training and development programs.

To get better results from training programs, executives must focus on what happens in the
workplace before and after employees go to class.Evaluation of training must be appropriate
for the persons and situations. The feedback from learners is important not only for
instructors but also for confidence of the learner.

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6.3 SUGGESTIONS/RECOMMENDATIONS

Skoda has been organization which continuously aims for employee training. However, here
are some of the suggestions from the survey conducted.
 The frequency of training for employee can be improved.
 Monitoring of training and evaluation closely can benefit the employee in overall
development.
 Exposure of LMS should be provided to all level of employees.
 Training mix should be maintained.
 Employees should be recognized if the trainings are completed before deadlines or
scored good in the assessment.

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75
6.4 BIBLIOGRAPHY

 American Journal of Evaluation

 Alkin, M. C. , & Christie, C. A. (2002). The use of role-play in teaching evaluation.
American Journal of Evaluation, 23, 209-218.
 assessment.mtsac.edu
 docshare.tips
 S.S. Dhakal, R. Maskey, M. Bhattarai. "Interlinkbetween Obesity Hypoventilation
Syndromeand Obstructive Sleep Apnea. Do we need toscreen patients for OHS in obese
OSApatients?", Journal of Diabetes andEndocrinology Association of Nepal, 2020
 onlinelibrary.wiley.com
 Training for employee’s productivity in automobileindustry by Joseph Tharayil
 A research on effectiveness of training and development on worker's productivity in
automobile manufacturing companies
 ‘Review of Training Evaluation’ by Sunita Dahiya and Ajeya Jha
 Measuring Training Effectiveness: Study of Automobile Sector in India
 A Study on Effective Training programmes
 Training Evaluation And Motivation to Transfer Training - A Review Of Literature, In
the cutting-edge state of affairs schooling
 https://safetyculture.com/topics/training-evaluation/
 https://trainingindustry.com/glossary/learning-management-system-lms/
 https://www.elearninglearning.com/lms/
 https://www.wikipedia.org/
 https://mintbook.com/blog/lms-system-for-automotive-industry/

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6.5 QUESTIONNAIRE

PERSONAL DETAILS
1. Age
o 20-25 years
o 25-30 years
o 30-40 years
o 40-50 years
2. Gender
o Male
o Female
o Other
3. Educational Qualification
o SSLC
o Diploma/ITI
o Graduate
o Post Graduate
4. Marital status
o Single
o Married
5. Job role
o Technician
o Sales consultant
o Service Advisor
o Customer Relationship
o Service/ Sales Manager
o Service/ Sales Executive

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TRAINING AT SKODA
1. Training met my expectation
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
2. Training provided is relevant to my job role
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
3. Training is encouraged by my company which helps me to increase my skills, knowledge
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
4. Training will be planned properly and informed in prior
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
5. Trainer was engaging in the session and was able to answer the questions
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

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78
6. The video or visual elements of presentation readily accessible and clearly represented
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
7. It was easy to navigate the online training module
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
8. The learning outcomes for training session was clear at the start itself
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
9. All pieces of necessary equipment (writing utensils, paper, computer etc.) were provided
during training
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
10. The sequence of training activities are logical and efficient
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

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79
EVALUATION AT SKODA
11. There will be assessment post the training session to test my skills and knowledge
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
12. Training increases my confidence at work as I'm able to apply topics learnt in my role
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
13. The media used in training helped for better understanding and learning
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
14. I recommend the training to others
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
15. The study material personalized help to solve problems specific to job requirements
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

80

80
16. Would like to take a similar training course again
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
17. In depth information included in training materials provided post training
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
18. Received support from organization during the training process to balance both work
&training
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
19. Learning was enriched by experiences and examples that the facilitator shared
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree
20. There is ample opportunity to practice or demonstrate the skills that are learnt
o Strongly Agree
o Agree
o Neutral
o Disagree
o Strongly Disagree

81

81
EXPERIENCE AT PALACE SKODA

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83

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