TRAINING NEED EVALUATION

A Summer Training Project Report

Submitted in Partial Fulfillment of the requirements for the

Award of degree of BBA

(2020 – 2023)

Submitted by: Guided by:

KIRTI ROHILLA Dr. Indu Rani

ERP-0201BBA449

PRN- 2219231702

BBA – 5 – F (Human Resource)

BHARATI VIDYAPEETH
(DEEMED TO BE UNIVERSITY)

INSTITUTE OF MANAGEMENT & RESEARCH

NAAC Accredited Grade “A” University
A-4, Rohtak Road, Shiva Enclave, Paschim Vihar, New Delhi – 110063
 CERTIFICATE FROM THE COMPANY

This is to certify that KIRTI ROHILLA daughter of Mr. SUSHIL KUMAR pursuing BBA

from Bharati Vidyapeeth (deemed to be university), Institute of Management and Research,

New Delhi has successfully completed Project report in our organization in the field of

Human Resources from 1 June 2022 to 31 July 2022. During her project tenure in company, we

found her hard working, sincere and diligent person and her behavior and conduct was good

during the project. We wish her well for her future endeavors.

Signature:

Bhagat Singh
Manager-Delhi & NCR Chapter, National HRD Network

3
 CERTIFICATE OF ORIGINALITY

This is to certify that the project report entitled “Training Need Evaluation” submitted to

Bharati Vidyapeeth (deemed to be university) Institute of Management and Research,

New Delhi in partial fulfillment of the requirement for the award of the degree of BBA, is an

original work carried out by me under the guidance of Dr. Indu Rani The matter embodied in

this project is a genuine work done by me has been submitted neither to this university nor to any

other university for the fulfillment of the requirement of the course study.

NAME: KIRTI ROHILLA

ERP ID: 0201BBA449
CLASS: BBA – 5 – F
MOBILE NO.: 9306910741
 CERTIFICATE FROM INTERNAL GUIDE

This is to certify that the project report entitled “Training Need Evalu ation ” submitted to

Bharati Vidyapeeth (deemed to be university) Institute of Management and Research, New

Delhi in partial fulfillment of the requirement for the award of the degree of BBA, is an original

work carried out by Kirti Rohilla under the guidance of Dr. Indu Rani. To the best of project

guide’s knowledge and belief the matter embodied in this project is genuine work done by the

student has been submitted neither to this university nor to any other university for the fulfillment

of the requirement of the course of study.

Dr. Indu Rani

 CERTIFICATE FROM DIRECTOR

This is to certify that the project report entitled “Training Need Evaluation” is an academic

work done by KIRTI ROHILLA submitted in partial fulfillment of the requirement, for the

award of the Degree of BBA, from Bharati Vidyapeeth (Deemed to be University), Institute of

Management and Research, New Delhi. It has been completed under the guidance of Dr. Indu

Rani (Faculty Guide) and Mr. Bhagat Singh (Corporate Mentor). We are thankful to (Delhi & NCR

Chapter, HRD Network) for having allowed our student to undergo project work training. The authenticity

of the project work will be examined by the viva-voce examiner, which includes data verification,

checking duplicity of information etc., and it may be rejected due to non-fulfillment of quality standards

set by the Institute.

Dr. Yamini Agarwal

Director
 ACKNOWLEDGEMENT

I KIRTI ROHILLA student of BBA would like to thank my parents for their help and

support to complete this project on time. In addition, I would like to thank my faculty

guide (Dr. INDU RANI) because without her help and guidance I won’t have been able

to complete this project. Furthermore I would like to thank my company mentor (Mr.

BHAGAT SINGH) for giving me the opportunity to work with them as an intern in

their company. I got to learn many new things in NHRD which will help me to excel

and Microsoft word and even the personality development skills in my career.
 TABLE OF CONTENTS

SR CONTENTS Page
NO No
1 Executive summary 9
2 CHAPTER 1 10-21
COMPANY DESCRIPTION-
 About NHRDN industry
 Vision and specialities
 About Future plans of Company
 S.W.O.T analysis
3 CHAPTER 2 22-25
JOB DESCRIPTION-
 What is job description
 Qualifications
 My job description at NHRD
 Responsibilities
 Qualities

4 CHAPTER 3 26-29
JOB ANALYSIS
 What is job
analysis
 My
contribution
 Work done
there

4464434444444446
5 CHAPTER 4 30-32

LEARNIN G OUTCOMES
 My outcomes in details
 About my improvement

6 CHAPTER 5 33

SUGGESTIONS

7 CRC REPORTS 34-37

PLAGIARISM REPORT

FEEDBACK FORM BY GUIDE

 EXECUTIVE SUMMARY

As a part of the academic requirement of my college, I KIRTI ROHILLA, student of Bharti

Vidyapeeth University pursuing BBA and my summer internship from National HRD
Networks under the guidance of Dr. Indu Rani

We all know that the world around us is changing drastically. These changes involve two
key dimensions: technology and society, which increase the complexity of doing business.
Technological change on multiple fronts provides many new possibilities, changes business
models and disrupts industries. At the same time, major changes are also occurring in
society, such as people's attitudes and motivations, some of which are caused by
technological changes. These are not sudden and very noticeable, but they become important
over time. And at the heart of these changes are organizations and people. They create and
lead this change while being influenced by it. Therefore, human resources are at the critical
crossroads of change and must play a fundamental role in controlling and creating changes.

Stepping into the 20s, this paper outlines the organizational and employee-related changes in
the Indian landscape and the types of personnel practices that may be required in the future.
It also discusses CHRO in the future. New HR capabilities and the skills and behaviors
required for a successful HR leader. It is intended to be a compass to enable Indian
organizations to act proactively.
Chapter -1
 COMPANY DESCRIPTION

The National HRD Network is an association of professionals committed to promoting

the HRD movement in the country and strengthening the capabilities of HR
professionals to effectively contribute to increasing competitiveness and creating value
for society.

The National HRD Network (NHRDN) is a global hub for skin care executives and a
national apex body of professionals committed to supporting the country's people
development movement as well as enhancing the ability of HR professionals to compete
globally and thereby create value for society.

The National HRD Network is committed to human resource development through

education, training, research and experience sharing. Established more than three
decades ago, NHRDN is an autonomous, non-profit, professionally managed
organization that plays a catalytic role in the preparation of Leaders for Tomorrow.

DIFFERENT TYPES OF SERVICE SECTOR IN INDIA ARE –

It serves as a reference point for HR Professionals in professional Industries and has
over 16000+ members representing Multinationals, Public, and Private organizations
including Government, MSME, and NGOs spread across 33 Chapters in India and
Singapore.
 About National HRD Network

The National HRD Network is an association of professionals committed to

supporting the HRD movement in the country. Founded in 1985, it is a non-profit
organization committed to the intellectual development of HR professionals and
students through education, training, research and experience sharing. The network is
managed by HR professionals and academics in an honorary capacity that stems from
their interest in contributing to the HR profession. It operates through 30 branches
and more than 8000 members across India. The National Executive Board coordinates
the overall efforts of the network and the branches carry out various events and
initiatives at the local level.

History of the National HRD Network-

In the early 1980s, HR professionals from companies such as Larsen and Toubro,
Bank of Baroda, TVS Group, Steel Authority of India and academics from IIM
Ahmedabad and XLRI Jamshedpur joined together to promote the enhancement of
HR professionals in the industry. Earth. This led to the creation of the National HRD
Network in 1985. Among the signatories of the MOA were Drs. T V Rao, Fr. E
Abraham, Dr. KK Verma, Dr.Anil Khandelwal, Dr.D M Pestonjee, Mr.G K Ghosh,
Dr.Kakoli Saha and Mr.JK Parikh. The network was incorporated as a company and
trust on 6 December 1986 in Ahmedabad.
 Functional Role of the National HRD Network-

Expand knowledge and skills relevant to HRD, its philosophy, processes and
implementation through research and experimentation.

 National HRD Network Believes-

The institution believes that every human being has the potential to do remarkable
things. We have the ability to use this potential.

 Interface of National HRD Network –

NHRDN full form is relatable with appropriate meaning which describes the work done by them-

N- National
H- Human
R- Resource
D- Department
N- Network

 Vision of the company-

NHRDN is about harnessing unexplored human potential. The anthropocentric logo

represents the idea that we help fill in the missing pieces in every HR professional's

life, whether professional or personal. The puzzle represents the individual because it

is the individual who has the power to change himself. Only he/she can complete the

circle of life. The typography used for the NHRDN logo is the "Arial Narrow" font. It

is a more modern sans-serif typeface that is considered versatile and interestingly, it

carries more features of the humanist classification among the typeface's

characteristics, perhaps aptly reflecting the origin of the HRD function, which has its

roots in humanism.
 Specialties of the company in its profiles are-
 Human resources development

 Learning
 Education

 Training
 Research

 Knowledge sharing,
 Webinars,

 Seminars & Workshops

 Make network is an important aspect for the repudiated firm

 National HRDN along with its repudiated networks around the world

The business network is a complex network of companies that work together to achieve a
specific goal. These strategic and operational goals are adopted by business networks
based on their market role. There are two types of business networks.

1. Business associations
2. Company aggregations
 Key Objectives of the company are-

 Increase knowledge and skills related to HRD, philosophies, processes and its
implementation through exploration and experimentation.

 Create, acquire and continuously develop new HRD related knowledge and skills
through research and development.

 Dissemination of HRD knowledge and skills among HRD professionals and

practitioners and sharing of information and experiences on HRD.
  Assisting organizations and institutions in designing and implementing HRD
systems, evaluating the effectiveness of HRD systems and processes, and providing
feedback on the results for improvement.

 Creating new ground for the HRD movement in terms of covering not only novel
approaches and techniques but also various HR systems and organizations based on
national needs.

National HRD Network was founded by Ms. Kakoli Saha and Mr. J K Parikh. The network was
incorporated as a company and trust on 6 December 1986 in Ahmedabad. NHRDN operates
through its branches across the country. To help stimulate positive forces for the humanization
of systems and organizations in national life and to enable the people who work in them to
make the best possible contribution. The main value proposition of the company is -
 Brand Commitments –

Develop a superior working environment for human beings, where in they shall become self-reliant.

 Smart
 Honest
 Global HR Personnel.
 Market Capital
The global human resource management market size is valued at USD 19.38 billion in 2021
and is expected to expand at a compound annual growth rate (CAGR) of 12.8% from 2022 to
2030. An effective approach is expected to witness an increase in market demand during the
estimated period. Development may also depend on the efforts that firms make to attract the
right pool of applicants, manage resources efficiently, and retain human capital. Companies
welcome these developments as these HR solutions have the potential to enhance and
improve HR operations and thereby lead the market.

 Couple of Popular saying in HR industry are as follows-

  The Skills and Behaviors for Future HR Leaders in NHRDN

The skills and behaviors needed to support these new competencies of the ‘Successful CHRO in
2030’, are as follows:

Key Skills Behaviours

• Strategic Business Acumen • Authenticity and Human Centricity

• Culture Architecture • Inclusivity with No Bias
• Data Analytics, Digital and AI • Leveraging Diverse, Eclectic Knowledge
Frameworks Networks/Systems Thinking
• Emotional Intelligence • Learning Agility/Cognitive Flexibility

• Behavioural Economics and • External Orientation Scanning and

Neuroscience Applications Sensing Environment
• Influencing Across Levels and Externally
• New-age Employee Relations
 S.W.O.T analysis
S.W.O.T. is referred to as for Strengths, Weaknesses, Opportunities and Threats.
Strengths and weaknesses are internal factors; opportunities and threats are external
factors.

Strengths:-
 A highly competitive organization

 Our founder and CEO is often quoted as saying, "Business is war without bullets."
You have a healthy dislike of your competitors. At the Atlanta Olympics,
participants paid to sponsor the games.

 Without the factory, we do not tie up the cash of the construction and production
workers. This creates a very lean organization. We are committed to research and
development, as evidenced by our ever-evolving and innovative product portfolio.

Weaknesses:-
o Budget constraints
o Demotivated employees
o Bad reputation
o Too much power can backfire

Opportunities:-
o Technological advancement
o Increase in the HR budget
o Increase in the skilled labor

Threats:-
o Increase demand for employees
o Data privacy
Chapter-2
 ABOUT JOB DESCRIPTON

A job description is a document that specifies the main duties and responsibilities of
the job for which the applicant is applying. The person responsible for the
organizational role selection process usually develops the job description with the
support of the company's human resources department and/or an external recruiter. A
job description is a document that outlines the main duties and responsibilities of a job
for which a candidate is applying. In many cases, the person in charge of the selection
process of the organization also wrote the explanations.

A job description specifies objectives, key duties and/or requirements, and

qualifications.

There are various components of job description that are:

1. COMPANY OVERVIEW
2. JOB TITLE
3. SALARY/STIPEND
4. REPORTING TO
5. DUTIES AND RESPONSIBILITES
6. SKILLS AND QUALIFICATIONS

About National HRD Networks–

National HRD Networks assist you in planning professional and educational so that you have
the greatest possible experience. We are a dynamic company that works not just for profit but
also for the welfare of our networks.
JOB DESCRIPTION AT National HRD Network:

This job description is defined by the objective and primary duties that the prospective
employee must perform. They are the tasks, functions, duties and responsibilities of the
job profile written in simple language. It also clarifies the organization-level mission and
goals that the company is working toward to achieve the company's vision and mission.

TYPE OF JOB: Internship (part time)

JOB LOCATION: Work from home

REPORTS TO: Internship manager (Mr. Bhagat Singh)

 QUALIFICATIONS:-

 Must have excellent organizational skills, attention to detail and ability to prioritize

in a changing environment.

 Must have excellent interpersonal and follow-up skills

 Proactive problem prevention and problem solving ability

 Leadership potential

 Knowledge of Microsoft Excel, Internet and Outlook required

 Ability to learn other software programs

 Strong verbal and written communication skills are required

 Ability to work independently and as part of a tea

 Duties and Responsibilities:-

o Gather information about the project before starting

o Provide guidance for any problems or issues you may have

o Understand customer needs

○ Work that meets customer needs

o Don't miss the deadline.

o Conduct research using interviews, surveys, viewing reports, etc.

Chapter-3
 ANALYSIS OF JOB DONE

ABOUT JOB ANALYSIS

Job analysis is the process of uncovering and defining the exact job functions and
requirements, as well as the relative importance of these activities for a particular
role. The process of making judgments based on data obtained at work is called
job analysis.
The fact that Job Analysis focuses on the job rather than the individual is one of its
most fundamental features. Interviews or questionnaires can be used to obtain
information from the employees present.
Job analysis is a technique for determining and documenting the "job continuity"
of work operations such as training, selection, compensation, and performance
review.

.ANALYSIS OF WORK DONE AT National HRD Network:-

Participating in various training sessions organized by the National HRD Network

from time to time. Fully understood concepts, work through various case studies
during interactive sessions and generate solutions and ideas as part of a team.

My internship journey started from the first day with a brief introduction to the
intern leader and colleagues.

Mr. Bhagat Singh, my leader at NHRDN, introduced me to all the team members
and created a very friendly environment.

Prepared presentations and documentation for all assigned projects.

After that it took me a few days to figure out the project. Then I was assigned a
job based on my professional skills in Microsoft Excel.
Here are some attached results of my work done:-

In this file my MS Excel skills were tested and my leader gave me a file with
some of these information and I was needed to assigned this file in an alphabetical
order and provide the NAME and DESIGNATION as per their titles.
In this part of the work my MS Word skills were used to type the documents and assigned them as per
the requirement of the company .It was needed to be in a very short period of time as told by my leader
that this file is our top priority even though I
 Further in the journey of my Intern:-

o Helped the manager hire and select people with the required skills.

o I have prepared a presentation and documentation on all the products I understand

o I need to meet existing clients and understand the problems and issues they face.

o Schedule a meeting with existing clients to resolve any issues they are facing and help

them grow their business.

o Communicated independently with new clients.

o Pass KT to other team members and pass client details to them.

Chapter-4
 LEARNING OUTCOMES

LEARNING OUTCOMES
Internship in the National HRD Network. I had the opportunity to visit the company.
This internship training helped me a lot in building my confidence when facing
problems and also helped me to strengthen my hard and soft skills. This training
exposed me to a very good company. We faced many challenges in the early stages,
but this company provided the necessary support to overcome these challenges.

Below are the outcomes I learnt during my 2 months internship:-

1. CORPORATE EXPOSURE –
This summer training was my first professional experience, which gave me the
opportunity to gain practical knowledge and taught me the different dimensions of the
company's working regime. It instilled much needed confidence in me and created my
ability to learn and grow. After completing this internship, I was able to understand
the difference between the college curriculum and the corporate world.

2. HOW TO PUT MY KNOWLEDGE AND SKILLS INTO PRACTICE –

During this internship, I was assigned the task of selling insurance policies to
potential customers. So I had the opportunity to use all my knowledge and skills to
interact with customers and after getting good information about insurance, I was able
to solve their queries. This gave me the opportunity to use this skill in the real world.
.
 3. Discipline-
Discipline is the most important foundation of any journey we embark on. We always
need to be disciplined in all aspects like reaching office on time, hardworking,
complete all tasks on time, never let down teammates because of us and many more.

4. BELIEVE IN YOURSELF –
Working as an intern and completing tasks for my department and company gave me
enough confidence to believe in myself. Believing in yourself is not only essential to
success, but it also helps you feel more competent and confident in whatever you do.

Risk management-

▪ A well-known phrase says that no business can be without risk. Working with Talent
serve Hunt, I learned from my seniors how they calculate risk to move forward and make
us all successful.

5. NETWORKING –
After completing my internship, it helped me build my professional network. While
interacting with potential clients, you have a 1 in 16 chance of landing a job that
connects people. Internships provide a great environment to meet professionals in
your desired career field.

6. WORKING AS A TEAM –
When working with a group of people, it is important to work as a team. After
working with a very good team in my department, I got a very good experience.
Teamwork will help you get more ideas and help you solve the problem more easily.

Good teamwork means better coordination in different departments.

7. IMPROVEMENT IN SKILLS -
I noticed that my communication and listening skills have improved after this
internship. Listening to customer questions is most important and this has
helped me a lot in improving my skills.

These are the results of my two month summer internship at the National HRD
Network. These results are very important to me because they have changed
many things in my daily life.

While working in this organization, I considered various goals, but my first

goal was team work with professional people. Also, after completing this
internship, I feel that I have achieved my goals to a great extent.

I also believe that my work has been valuable and has had a tangible impact on
the organization.

Thanks to Mr. Bhagat Singh.

Chapter-5
 SUGGESTIONS

My suggestion for National HRD Networks would be as below:

As they are professional with their work even though there are some I would like to
give from my side for the company.

o Review Compensation and Benefits 

o Develop Talent from Within

o Embrace Technology and Analytics

o Align business strategies with external and internal factors

o Get ahead of your competitors by being proactive.

o Gather survey data

o Establish their long term goals for their business.

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