SUMMER TRAINING PROJECT REPORT

On
“A STUDY ON TRAINING AND DEVELOPMENT
OF EXECUTIVE IN AGILE CAPITALS PVT.
LTD.”

Towards partial fulfillment of Master of

Business Administration (MBA)
School of Management, BabuBanarasi Das University, Lucknow

SUBMITTED BY
SHREYA
Roll No.1210672248
MBA IIIRD SEMESTER

Session 2022-2023

School of Management
BabuBanarasi Das University
Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India.
CERTIFICATE FROM THE COMPANY
CERTIFICATE
 DECLARATION

I declare that the thesis entitled “A Study on training and development of executive in

Agile Capitals Pvt. Ltd. ” submitted by me for the degree of Master of Business

Administration (MBA) is the record of research work carried out by me under the

supervision of Ms. Diksha Gupta, Faculty Guide From Babu Banarasi Das University,

Lucknow and this has not formed the basis for the award of any degree, diploma, associate

ship, fellowship, titles in this or any other University or other institution of higher learning.

I further declare that the material obtained from other sources has been duly acknowledged

in the Research Report. I shall be solely responsible for any plagiarism or other

irregularities, if noticed in the Research Report.

( SHREYA )

Date:__/__/____ Roll No. 1210672248

Place:Lucknow
 ACKNOWLEDGEMENT

Research Project is an important milestone in the completion of any Professional Course.

As a student of Master of Business Administration (MBA) got golden opportunity to do

the research work.

It gives me immense pleasure to express my feelings of deep gratitude towards the subjects

without the support of whom it would have been very difficult to accomplish this project.

I wish to express my thank to my parents, my Dean Prof. (Dr.) Sushil Pande and my

Faculty Guide Ms. Diksha Gupta, From Babu Banarasi Das University, Lucknow Who

inspired me to pursue this project in the best possible way.

I would like to thank all those who have helped provide direction, information and advice at

all stages in this Research Project.

(SHREYA)
Roll no. 1210672248

vi
 TABLE OF CONTENT

DECLARATION

ACKNOWLEDGEMENT

Sr. No Content Page No.

1. Introduction 1

2. Company Profile

3. Objectives of the Study

4. Research Methodology

5. Data Analysis & Interpretation

6. Findings

7. Recommendations

8. Limitations

9. Conclusion

10. Bibliography

11. Annexure
CHAPTER :1
INTRODUCTION

2
 INTRODUCTION
Training is a process through which a person enhances and develops his efficiency, capacity

and effectiveness at work by improving and updating his knowledge and understanding the

skills relevant to perform his or her job.

Training also helps a person cultivate appropriate and desired behavior and attitude towards

the work and people. Unless training is provided, the jobs and lives of employees in

organizations are at stake.

It gives people an awareness of the Rules & Procedures to guide their behavior. It is an

application of knowledge to improve the performance on the Current job or to prepare one for

an intended job.

Organization & individual for their survival & attainment of mutual goals should develop &

progress simultaneously; this can be done mainly through training technique because training

is the most important technique & it is a value addition to the organization through Human

Resource Development for the development of the employee. The employee she/he been

selected, placed & introduced in an organization should be provided with training facilities in

order to adjust & make them suitable for the Job as no organization can get a candidate who

exactly matches with the job & organizational requirements.

The trained employees are the valuable assets to any organization. Training at BSNL is given

when there is a difference between the job requirements & employees present specifications.

Thus employee training is the most important sub-system, specialized & one of the

fundamental operative functions of Human Resource Development. Organizational

efficiency, productivity, progress & development, also organization viability, stability &

growth to greater extent depend on training. If the required training is not provided it leads to

the performance failure of the employees. Training enhances the Competence, Commitment,

and Creativity & Contribution to the organization.

3
The first step in my study is to find out the effectiveness of training and development in

achieving the goals of the company, to study the different methods of training followed at

BSNL, The basis on which training programmers are planned and scheduled and how the

performance appraisal helps in identifying training needs.

The second step was data collection through various sources I used both primary and

secondary data for the study as both are quiet essential in any type of survey. Primary data

was collected through survey and personal interview, whereas secondary data made use of

certain reports from the HRD department provided the information as to the total no of

employees, schedule of training programs, number of persons attending it and other such

things. The secondary data also included textbooks, company data, and internet.

The analysis of the questionnaire was carried out through which the purpose of the study was

served. The analysis was done by using statistical tool in which the study made use of two

test that is : frequency test and correlation.

These tests gave the clear idea about the most significant factors which are positively

correlated and those factors which are not so significant and are not positively correlated.

Hence it helped the study to identify the important factors which are quiet essential for

effective training and development in the organization.

This study gives a detailed idea about the employee‟s attitude towards the training program

and how the employees apply the knowledge, skills and attitude in job performance.

Therefore through the analysis the study could be interpreted that the training and

development programs are quiet effective but still needs to be improved on some of the

aspects mentioned above.

Human Resource Management is defined as the people who staff and manage organization. It

comprises of the functions and principles that are applied to retaining, training, developing,

and compensating the employees in organization. It is also applicable to non-business

4
organizations, such as education, healthcare, etc. Human Resource Management is defined as

the set of activities, programs, and functions that are designed to maximize both

organizational as well as employee effectiveness.

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his

entry into an organization until he leaves, come under the horizon of HRM. The divisions

included in HRM are Recruitment, Payroll, Performance Management, Training and

Development, Retention, Industrial Relation, etc. Out of all these divisions, one such

important division is training and development.

Training And Development is a subsystem of an organization. It ensures that randomness is

reduced and learning or behavioral change takes place in structured format.

William James of Harvard University estimated that employees could retain their jobs by

working at a mere 20-30 percent of their potential. His study led him to believe that if these

same employees were properly motivated, they could work at 80-90 percent of their

capabilities. Behavioral science concepts like motivation and enhanced productivity could

well be used in such improvements in employee output. Training could be one of the means

used to achieve such improvements through the effective and efficient use of learning

resources.

Human resources, are the most valuable assets of any organization, with the machines,

materials and even the money, nothing gets done without man-power. The effective

functioning of any organization requires that employees learn to perform their jobs at a

satisfactory level of proficiency. Here is the role of training. Employee training tries to

improve skills or add to the existing level of the knowledge so that the employee is better

equipped to do his present job or to prepare him for higher position with increased

responsibilities. However individual growth is not an end itself. Organization growth needs to

be meshed with the individual‟s growth. The concern is for the organization viability, that it

5
should adapt itself to a changing environment. Employee growth and development has to be

seen in the context of this change. So training can be defined as:

Training is a systematic development of the knowledge, skills and attitudes required by

employees to perform adequately on a given task or job

The need for improved productivity in organization has become universally accepted and that

it depends on efficient and effective training. However, the need for organizations to embark

on staff development programme for employees has become obvious. Absence of these

programme often manifest tripartite problems of incompetence, inefficiency and

ineffectiveness. So training and development aim at developing competences such as

technical, human, conceptual and managerial for the furtherance of individual and

organization growth which makes it a continuous process

Training is the process of assisting a person for enchanting his efficiency and effectiveness at

work by improving and updating his professional knowledge by developing skills relevant to

his work and cultivating appropriate behavior and attitude towards work and people.

Training could be designed either for improving present at work or for preparing a person for

assuming higher responsibilities in further which would call for additional knowledge and

superior skills. Training is different education particularly formal education. While education

is concerned mainly with enhancement of knowledge, training aims essentially at increasing

knowledge, stimulating attitude and imparting skills related to a specific job.

It is a continuous and life long process. Training provides an atmosphere of sharing and

synthesizing, with the help of the trainers, the information already available on the subject.

Training is a time bound activity program. Thus there is a separate specialized discipline of

trainers socializing in the field of human activity.

6
MEANING:

A business' most important asset is often its people. Training and developing them can be one

of the most important investments a business can make. The right training can ensure that

your business has the right skills to tackle the future. It can also help attract and retain good

quality staff, as well as increasing the job satisfaction of those presently with you - increasing

the chances that they will satisfy your customers.

Thus Training is the act of increasing the knowledge and skills of employee. It is a universal

truth that the human resources available in an organization have to be managed more

efficiently than the material resources comprising of machines and money.

Eloquently putting “Training is a systematic development of the knowledge, skills and

attitudes required by employees to perform adequately on a given task or job”.

DEFINITION:

“Training is the act of increasing the knowledge & skills of an employee for doing a

particular job”  Flippo

It is a short term educational process & utilising a systematic & organised procedure by

which employees learn technical knowledge & skills for a definite purpose

Training improves knowledge skill, behaviour & attitude towards the requirements of the job

& organisation.

FEATURES OF TRAINING:

The features of good training programs are as follows:-

a. Clear Purpose:

The objective of the programme should be clearly specified. The training should be result

oriented.

7
b. TRAINING NEEDS:

The training needs of employees should be clearly defined. The methods selected for

imparting training should be appropriate and effective.

c. RELEVANCE:

The training programme and its contents must be relevant to the requirements of the job for

which it is intended.

d. BALANCE BETWEEN THEORY AND PRACTICE:

A good training programme should provide a balanced mix of theory and practice the

theoretical framework should be backed by practical application to provide all round training.

e. MANAGEMENT SUPPORT:

Top management must actively support the training programme so that the training

programme may help the employees to yield better results. Once the employees get the

support form management support the perform there job more effectively.

TRAINING OBJECTIVES:

1. To prepare the employee both new & old to meet the present as well as the

changing requirements of the job & the organisation.

2. To prevent obsolescence

3. To help the new entrants the basic knowledge & skills they need for an

intelligent performance of a definite job.

4. To prepare employees for higher level jobs.

5. To develop the potentialities of people for the next level job.

6. To ensure economical output of required quality.

7. To ensure smooth & efficient working of a department.

8
 8. To assists employees to function more effectively in their present positions by

exposing them to the latest concepts, information & techniques & developing

the skills they will need in their particular fields.

9. To promote individual & collective morale, a sense of responsibility, co

operative attitudes & good relationships.

PURPOSE OF TRAINING:

One of the main purposes of training is to prevent industrial accidents. This is done by

creating safety consciousness among workers.

a. When the employees are trained it enables them to achieve the required level of

performance which in turns increases the productivity.

b. Training helps in increasing the knowledge and skills of employee

c. When the employees are trained it becomes easy for them to adapt themselves

according to the changes made in business.

d. Training reduces the cost of supervision. Trained employees needs less guidance

which in turns reduces the needs for supervision.

NEEDS OF TRAINING:

1. To enable the new recruits to understand work:

A person who is taking up his job for the first time must become familiar with it. For

example, if a fresh graduate is appointed as a clerk in a bank, he must first of all gain

knowledge of work assigned to him.

2. To enable existing employees to update skill and knowledge:

Training is not something needed for the newly recruited staff alone. Even the existing

employees of a concern may require training. Such training enables them to update their

skill and knowledge.

9
3. To enable an employee who has been promoted to understand his responsibilities:

Training is essential for an employee who has just been promoted to a higher level job.

With an evaluation in his position in the organization, his responsibilities are also going

to multiply.

4. TO ENABLE AN EMPLOYEE TO BECOME VERSATILE:

Sometimes an employee may have to gain knowledge of several related jobs. It will not

be enough if he is only good in the work he does presently.

IMPORTANCE OF TRAINING:

1. Improvement in Skill and Knowledge:

Such training helps the employees to perform his job much better. This benefits the enterprise

as well.

2. Higher Production and Productivity:

If an enterprise has a team of well trained employees there will be rise in production as well

as increase in productivity. Productivity is the input- output ratio

3. Job Satisfaction:

Trained employees will be able to make better use of the making of their skill. This increases

their level of self-confidence and commitment to work. Such employees are bound to have

higher job satisfaction.

4. Better use of Resources:

Trained employees will be able to make better use of materials and machines. This reduces

the rate of wastage and spoilage of materials and also breakage of tools and machines

5. Reduction in Accidents:

Trained employees are aware of safety precautions and so they are alert and cautious. This is

bound to bring down the number of accident in the works place.

10
6. Reduced Supervision:

Well trained employees do not need much supervision. They can do their work without

having to approach their superior often for guidance.

7. Reduction in Complaints:

„Only bad workers blame their tools‟. An employee who has acquired the necessary skill and

job knowledge would certainly love his job.

8. Adaptability:

Trained workers have the capacity to adapt themselves to any kind of situation. They are odd

in crisis management too. This indeed is beneficial for the organization.

9. Scope for Management by Exception:

With trained workers working under them, it becomes easy for the managers to get things

done by delegating authority. This enables the managers to concentrate more on important

issues confronting the organization.

10. Stability:

“The employees of today are going to be the managers of tomorrow”. The retirement of key

managers may not affect the stability of an organization if it has a team of trained, efficient

and committed employees who are ever ready to take over management.

11
ADVANTAGES OF TRAINING:

1. Quick Learning: Training helps to reduce the learning time to reach the acceptable level

of performance. The employees need not learn by observing others & waste a long time,

if the formal training program exists in the organisation. The qualified trainers will help

the new employees to acquire the skills & knowledge to do particular jobs within a short

span of time.

2. Higher Productivity: Training raises the skill of the employees in the performance of a

particular job. It helps to the existing employees to raise their level of performance on

their present job assignment.

3. Less Supervision: If the employees are given adequate training, the need of supervision

is lessened. Training does not eliminate the need of supervision but it reduces the need of

detailed & regular supervision.

4. Economical Operation: It helps to make a better & economical use of materials

&equipment‟s wastage will be low. In addition the rate of accidents & damages to the

machinery & equipment will be kept to the minimum by the well trained employees.

5. Higher Morale: The objective of training program will mould employee‟s attitude to

achieve support for organisational activities & obtain better cooperation& greater loyalty

with the help of training dissatisfaction complaints absenteeism & turnover can also be

reduced among the employees.

6. Better Management: Manager can make use of training to manage in a better way. To

him training the employees can assists in improving his planning, organising, directing &

controlling.

7. Confidence: Training crates a feeling of confidence in the minds of workers. It gives

safety & security to them at a work place.

12
 8. New Skills: Training develops skills which serve as a valuable personal asset of the

workers.

9. Promotion: Training helps for the promotion of the employees in the organisation.

10. High Earnings: By improving skills training provides a chance of increasing job

knowledge & in turn earn more.

BENEFITS OF TRAINING:

HOW TRAINING BENEFITS THE ORGANISATION:

1. Leads to improve profitability and more positive attitudes towards profits orientation.

2. Improves the job knowledge and skills at all levels of the organisation.

3. Improve the morale of the workplace.

4. Helps people identify with organisational goals.

5. Helps create a better corporate image.

6. Improve the relationship between boss and subordinates.

7. Learn from the trainee.

8. Helps prepare guidelines for work.

9. Provide information for future needs in all areas of the organisation.

10. Organisation gets more effective in decision making and problem solving.

BENEFITS TO THE INDIVIDUAL WHICH1 IN TURN ULTIMATELY

SHOULD BENEFITS

THE ORGANISATION:

1. Helps the individual in making better decisions and effective problem solving.

2. Helps a person handle stress, tension, frustration and conflict.

3. Provides information for improving leadership knowledge, communication skills and

attitudes.

4. Increase job satisfaction and recognition.

13
 5. Moves a person‟s towards personal goals while improving interactive skills.

6. Satisfies personals needs of the trainer.

7. Develops a sense of growth in learning.

8. Helps a person develop speaking and listening skills, also writing skills when exercise

is required.

PURPOSE OF TRAINING:

a. Training is necessary when a person moves from one job to another (transfer)

b. Training is necessary to make employees mobile & versatile. They can be placed in

various jobs depending on organizational needs.

c. Training is needed to bridge the gap between what the employee wants and what the

job demands.

INTRODUCTION:

Development refers to those learning opportunities designed to help employees grow.

Development is not primarily skill oriented. Instead; it provides general knowledge and

attitudes which will helpful to employees in higher positions. Efforts towards development

often depend on personal drive and ambition. Development activities, such as those supplied

by management development programmes, are generally voluntary.

Development is a related process. it covers not only those activities which improve job

performance but also those which bring about growth of the personality;whichhelps

individuals in the progress towards maturity and actualization of their potential capacities so

they become not only good employees but better men and women. Training a person for bigger

and higher job is development. And this may not only imparting specific skills and knowledge

but also inculcating certain personality and mental attitudes.

14
HOW TO MAKE TRAINING EFFECTIVE:

a. Determine the training needs through job description, performance appraisal, potential

appraisal and discussion with employees.

b. Prepare a training calendar in discussion with the managers concerned.

c. Define the training objectives specifically.

d. Select the efficient faculty.

TRAINING DESIGN:

15
METHODS OF TRAINING:

1.On the Job Methods:

• It is also known as job instruction training

• It is most commonly used method

• Under this method, the individual is placed on a regular job & taught the skills

necessary to perform that job.

• This method is also called “learning by doing”

• In this method trainee learns under the guidance or supervision of the supervisor or

instructor.

a. JOB ROTATION:Job rotation involves the transfer of trainees from one job to another

and sometimes from one branch to another. The trainee receives job knowledge & gains

experience from his supervisor. The trainee receives full duties and responsibilities of the

rotated position. It is more suitable for lower level executives.

b. COACHING: In coaching, the superior plays an active role in training the subordinate.

The superior may assign challenging task to the subordinate for the purpose of training.

The superior may assist and advice the subordinate to complete the assigned task. In this case,

the superior acts as a coach in training the subordinate.

A limitation of this method is that the trainee may not have the freedom or opportunity to

express his own ideas.

c. JOB INSTRUCTION: This method is also known as training through step by step.

Under this method, the trainer explains to the trainee the way of doing the jobs, job knowledge

& skills & allows him to do the job. The trainer appraises the performance of the trainee,

provides feedback, information & corrects the trainer.

16
D. Committee Assignment: Under this method, a group of trainees are given & asked to solve

an actual organizational problem. The trainees solve the problem jointly. It develops the team

work.

2. OFF THE JOB METHOD:

• Under this method the trainee learns outside the job and involves himself in full time

learning.

• In this method of training, the trainees is separated from the job situation & his

attention is focused upon learning the material related to his future job performance.

• There is an opportunity for freedom of expression for the trainees.

a. VESTIBULE TRAINING: In this method, actual work conditions are simulated in a

class room. Material, files, & equipment which are used in actual job performance are also

used in training. This type of training is commonly used for training personnel for clerical

&semi-skilled jobs. The duration of this training ranges from days to few weeks. Theory

can be related to practice in this method.

b. ROLE PLAYING: It is defined as a method of human interaction that involves

realistic behavior imaginary situation. This method of training involves action doing &

practice, the participants play the role of certain characters such as the production manager,

mechanical engineer, workers etc. this method is mostly used for developing inter personal

interaction & relations.

c. Lecture Method: This is also called class room training. The special lectures can be given

by the top executive of the organization or by the specialist in a particular field. The person

is generally expert in the particular field. The trainees generally had the note books to note

down the important points said by the expert.

This method can also be used for the new entrant in the organization or to deliver the

message to large group in that case the cost per trainee is less.

17
d. CONFERENCE OR DISCUSSION: It is a method in training the clerical,

professional & supervisory personnel. This method involves a group of people who pose

ideas, share facts, ideas, data & draw conclusions all of which contribute to the

improvement of job performance.

In this method it involves two way communications& hence feedback is provided the

participants feel free to speak in small groups.

e. SEMINAR AND WORKSHOPS: Management employees can be trained with the

help of seminars and workshops. In seminars, trainees present their papers on work related

developments. The paper presentations are reviewed by experts. The experts may give their

insights on the topic presented by the trainee.

In workshops there is a good interaction between the trainer and the trainees. The trainer

may present his views on certain developments and then initiate interactive discussion.

The trainees can get insights due to the views expressed by the trainer and other trainees.

STEPS INVOLVED IN TRAINING:

STEP 1:

Define the chart part of the organization in which the work has to be done. It is to have a

focused approach of the study. It could either be a particular department, a section, a unit, a

specific group or a staff category.

STEP 2:

Use various data collection measures to collect both qualitative as well as quantitative data.

STEP 3:

Analyze the entire data collected in order to find out causes of problem areas and priorities

areas, which need immediate attention.

STEP 4:

18
Priorities the different training programmers according to the responses collected.

STEP 5:

Record and file the entire data so that it can be used for future reference while designing

training programmers/ training calendar.

AREAS OF TRAINING:

1. KNOWLEDGE: Employee gets knowledge on rules and regulations related to job,

staff & the products or services offered by the company. The aim is to make the

employee fully aware of the business environment.

2. TECHNICAL SKILLS: The employee is trained on specific skill (operating a

machine, handling computers etc).

3. SOCIAL SKILLS:The employee is made to develop a right mental attitude

towards the job, colleagues and the company. He/she is taught to be a team

worker/member.

4. TECHNIQUES: It involves application of knowledge and skill to various on-the-

job situations.

19
SYSTEMATIC APPROACH TO TRAINING:

•Determine
Training needs
Assessment •Identify training
objectives

•Select training
Implementation methods
•Conduct training

• Compare
training
Evaluation outcomes
against criteria

TRAINING NEEDS ASSESSMENT:

1. DETERMINE: THE TRAINING NEEDS: This involves finding answers to

questions such as , whether training is needed? Where it is needed, which training, what is

the duration a.Organizational analysis

b. Task or role analysis

c. Person analysis

2. ORGANIZATIONAL ANALYSIS: Study of the entire organization in terms of its

objectives, resources, utilization of these resources.

a. ANALYSIS OF OBJECTIVES – study of short term and long term

objectives and the strategies to fulfill the objectives.

b. RESOURCE UTILIZATION ANALYSIS: contribution of various

departments towards resources utilization.

20
 c. ENVIRONMENTAL SCANNING – the economic, political, socio-cultural

and technological environment is examined.

d. ORGANIZATION CLIMATE ANALYSIS – the climate of an

organization speaks about the attitudes of members towards work, company

policies, supervisors, co-workers, etc.

3. TASK OR ROLE ANALYSIS:

a. Detailed examination of a job, its components, its various operations and conditions

under which job is performed.

b. The exercise is meant to find out how the various tasks have to performed, what

kind of skills, knowledge, attitudes are needed to meet the job needs.

c. After collecting the information, appropriate training programmes are designed.

4. PERSON ANALYSIS:

a. Focus is on the individual in a given job.

b. Find out if performance is satisfactory and if training is required

c. Find if employee is capable of being trained and the specific areas in which he has

to be trained.

d. Analysis is done by personal observation, performance reviews, supervisory

reports, etc.

IDENTIFY TRAINING OBJECTIVES:

Basically there are three types of objectives:

1. Regular

2. Problem Solving

3. Innovative

21
 1. REGULAR :

a. Orientation: Basic training, introduction about the job, how it has to be performed,

time needed to perform.

b. Refresher courses on safety procedures

2. PROBLEM SOLVING:

a. To reduce complaints, mistakes, errors, accidents.

b. Training in communication to reduce and handle employee grievances

3. INNOVATIVE:

a. Anticipating problems before they occur

b. Team building session with the departments.

EVALUATION OF A TRAINING PROGRAMME:

Evaluation helps in controlling & correcting the training programme. It can be done in 5levels:

1. REACTIONS: Trainees reactions to the overall training – coverage of topics,

method of presentation, techniques used, doubts were clarified etc.

2. LEARNING: The trainer‟s ability and the trainees abilities can be judged by the

content that is being learnt and how he applies it to the job.

3. JOB BEHAVIOR: Includes manner and extent to which the trainee has applied his

learning to the job.

4. ORGANIZATION: This evaluation measures the use of training, learning and

change in job behavior in the form of increased productivity, quality, morale, sales

turnover and the like.

5. ULTIMATE VALUE: Measures the ultimate results of training, its contributions

towards achievements of organization goals like growth, profitability etc.

22
METHODS OF EVALUATION:

1. QUESTIONNAIRE: A detailed questionnaire can be used to obtain opinions,

reactions, and views of trainees.

2. TESTS: Standard tests can be conducted to check how much the trainees have learnt.

3. INTERVIEWS: One to one interview with trainees to know their reactions

regarding training.

4. HUMAN RESOURCE FACTORS: Evaluation can be done based on employee

satisfaction, which can be determined by decrease in absenteeism, accidents,

grievances, dismissals etc.

5. STUDIES: Comprehensive studies can be carried out eliciting the opinions and

judgments of trainers, superiors, colleagues etc.

6. COST BENEFIT ANALYSIS: The cost of training (cost of hiring, tools to learn,

training centers, production stoppage etc) could be compared with its value (in terms of

improved learning, superior performance etc.)

7. FEEDBACK: Identify gaps in the training programmer, correction measures needs

to be taken for improvement.

23
CHAPTER: 2
COMPANY
PROFILE

24
 COMPANY PROFILE

Agile Capital Services is the choice of many reputed Multinational Organizations

and businesses because of its commitment to deliver best results. ACS pride itself

with the reputation of being the trusted and reliable talent acquisition partner as

well as providing expert guidance towards achieving financial independence to its

clients.

We are having experts who are providing consultancy services regarding financial

and investment sector to individual so that they can secure financial future of

themselves and their family. Providing the professional and expert advice in wealth

maximization, career planning and bridging the gap between the job seeker and

talent seeker. Our experts provide financial advice in the simplest way possible

because we believe in managing wealth in less complicated way Agile Capital

Services Is One Of India's Emerging Consulting Firm. At Agile

Capital, We Provide Wealth Management Services To High And Ultra

HighNet-Worth Individuals (Hnis&Uhnis).

Our highly trained and specialized team engage with clients from across the

country as well as those based abroad. in addition to our custom-designed

solutions, we focus on 'un complicating' the entire process of investment for each

client. our focus on building long-term relationships defines our business. our

advisory backed by a strong product and research team, underscores the unmatched

value of the ACS proposition.

At AGILE CAPITAL, we cater to financial needs of individual and corporate

clients.

25
Our Vision

Our Vision is to significantly increase the Wealth of our Clients by providing them

the best Financial Services as well as the most valuable recruitment services.

Our Mission

Our Mission We thrive to provide the best and the simplest Wealth Management

advice through Honest Financial Solutions as well as inspire the candidates to

explore job opportunities across various Industrial Sector.

26
 OUR IDENTITY

Our professionals and experts working round the clock to provide best HR and

financial solutions to our clients and organizations in order to give them edge over

their competitor. We are committed to provide best opportunities for the job

seekers.

Agile Capital Services Pvt. Ltd. is a conglomerate company in the contemporary

human capital/staffing arena, Vocational Training and SAP IT Support with an aim

to lead the way endowing with comprehensive solutions for growing organizations.

We, at Agile Capital Services Pvt. Ltd. seek to venture a trustworthy drive

providing the most reliable professional custom key in the areas such as

recruitment, Manpower Outsourcing, Vocational Training and SAP IT Support.

Agile Capital Services Pvt. Ltd. solely focuses on the enhancement of client

organizations by providing quality services on various aspects of their human

resources, Training and IT Support and by letting the organization focus on its core

issues.'

On the recruitment’s side we follow a three pronged approach during the

search process which is customized for every client:

• Understanding our client‟s need and customizing our search process and resources

deployed accordingly

• A two layer vetting process (Telephonic and face-to-face) before short listing

profiles for the client‟s requirement

• Providing a detailed tracker to the client with our assessment and flagged

information

27
 During entire process of recruitment‟s, from search to joining, our clients have full

access to the entire management team and recruitment‟s team deployed to trouble

shoot and re-calibrate their specific solution.

EXECUTIVE SEARCH AND SELECTION

• Recruitment mandates across levels, across Industry

• Volume / bulk hiring

• Recruitments for contract/temporary hiring

• Support staff hiring

• Advertizing / job posting

• Candidate screening

• Resume short-listing and analysis

• Interview scheduling

• Interview candidates

• Negotiations and offer management

• Offer letter generation

28
 Agile Capital Services Pvt. Ltd. Value Proposition

• Outsourced HR services (e.g. recruitment process outsourcing, employee benefits)

• Manpower Outsourcing on contract

• Outsourced Finance & Accounting (e.g. payroll, Time reporting, payables, expense

claims)

• General Administration Services (e.g. office administration, procurement)

• Workforce management

• Managed employee lifecycle services o New hire/existing network on-boarding

and induction o Time and attendance management o Payroll processing o

Benefits administration o Compliances o Settlements o Insurance

• HR Helpdesk/Contact center

• Claims administration

29
 India is one of the youngest nations in the world with more than 62% of its population in

the working age group (15-59 years), and more than 54% of its total population below 25

years of age. This presents a formidable opportunity as well as a huge challenge. Every

year, out of 15 million youth entering the job-market, over 75% are not job-ready. This

stark difference is due to lack of technical and soft skills. Paucity of highly trained

workforce, as well as non-employ-ability of large sections of the conventionally educated

youth, who possess limited job skills are the dual challenges to be addressed to reap the

demographic dividend. Agile Capital Services Pvt. Ltd. is supporting to enhance the

skills of millions of youth across the country and empower them with livelihood linked

skilling programs. It aims to build an inclusive, enabled and skilled society by skilling

youth and providing employment in identified core sectors including Education, Retail,

Automobile, Hospitality, Health Care, Building and Construction, Telecom and Beauty &

Wellness to name a few.

Agile Capital Services Pvt. Ltd. offers employability programmes to unemployed rural

youth, poor urban youth, Persons with Disabilities (PwDs), youth with below poverty line

demographics, women including adolescent girls and youth from socially disadvantaged

groups and creates corporate ready workforce. It bridges the gap between millions of jobs

opportunities across multiple sectors and the skills of the available workforce.

VARIOUS TYPE OF TRAINING’S CONDUCTED ARE:

• Vocational Skills Training

• Digital Literacy

• Up-skilling Programmes

• Soft Skills Training

• Behavioral Training

• Customized Training Programmes

30
KEY SECTORS

OUR APPROACH

31
COMMUNITY MOBILIZATION

Agile Capital Services Pvt. Ltd. reaches out to youth to sensitize and convince

them, answer their queries and successfully enroll them in relevant programmes.

Appropriate communication tools are used to showcase the success stories

pertaining to region specific skilling programs and information on the exact job

roles is disseminated with an objective to create a demand for the skilling

initiatives.

TRAINING & CERTIFICATION

The candidates are then screened, batches are formed and training is conducted by

Certified Vocational Skill Instructors on approved Qualification Packs (QPs). The

training is a blend of both classroom and practical exposure. Industrial visit are an

integral part of the training and helps the candidates in gaining an exposure of the

actual work environment Candidates are assessed and certified on successful

completion of training.

Quality is paramount for Agile Capital Services Pvt. Ltd.. The same is ascertained

through training the candidates using the best in class training methodology as well

as through conducting rigorous training for the skill instructors. From mandatory

boot camps to periodic refresher workshops to functional training & specialized

training like Instructional Design boot camps, the skill instructors at Agile Capital

Services Pvt. Ltd. are nurtured with continuous learning & development

opportunities. Instructional Design Workshops are also organized for the skill

instructors at regular intervals for their skill up gradation.

32
 PLACEMENT SUPPORT & SETTELEMENT

Agile Capital Services Pvt. Ltd. works on a backward integration approach. Once

the schemes are announced by the government, Agile Capital Services Pvt. Ltd.

reaches out to corporate across different geographical locations of India. Basis the

geographical spread of candidates, Agile Capital Services Pvt. Ltd. sets up

centrally located centers and starts the process from mobilization to certification.

Once the candidates are certified, job fairs are organized which are attended by

leading companies from nearby locations. Post their placements, candidates are

tracked and mentored/counseled throughout the initial working days.

• Apparel Made-Ups Home Furnishing Sector Skill Council

• Healthcare Sector Skill Council

• Life Sciences Sector Skill Development Council

• Retailers Association‟s Skill Council of India

• Telecom Sector Skill Council

• Tourism & Hospitality Skill Council

• Automotive Skills Development Council

33
• Electronics Sector Skills Council of India

• Construction Skill Development Council Of India.

• Banking Financial Services & Insurance Sector Skills Council

SKILLS FOR SCHOOLS AND COLLEGES

A business sees success when its foundation is strong. The same goes for a nation.

A nation becomes strong only when its foundation, i.e., its youth is empowered.

Empowerment is achieved when the right set of skills are disseminated among the

students at the right time.

We, at Agile Capital Services Pvt. Ltd. Learning, believe that the journey of a

candidate from a potential to an apt talent begins with skills training at the

grassroots level, i.e., schools and colleges. With the implementation of Skills Skill

Development Framework (SDF) from class IX onwards, the awareness as well as

demand for vocational training is going to soar across all levels.

We not only train the students in schools but also deliver capacity building training

to schools. In addition, we provide Effective School Management and Leadership

training to Principals, Vice Principals and Heads of institutions. We also provide

comprehensive end-to- end solutions in the skills assessment domain.

Agile Capital Services Pvt. Ltd. is playing a pivotal role in Introduction of

vocational education from class 9 onwards by following the Skill Development

Framework (SDF) .The SDF enables a person to acquire the desired competency

levels, transit to the job market and up-skill their competencies when required.

34
 SDF TRAINING METHODOLOGY

Focused on holistic learning and development of students, this novel training

intervention includes face- to-face classes by professional trainers, practical

classes, field visits/ industry visits, guest lectures, preparation of models/ charts/

projects, preparation of student portfolios and role plays.

SKILLS ASSESSMENT

AV Profess ional Learning provides comprehensive end-to- end solutions in the

skills assessment domain. The range of services include:

• Setting up of exam centers

• Deployment of exam center staff

• Exam centre operations

35
• Managing the candidate flow

• Security and quality of exams

• Project Management

• Training

• Audits and Supervision of Exam Delivery

Agile Capital Services Pvt. Ltd. manages and provides these skills assessment

solutions for one of the world‟s leading organization which promotes cultural

relations, educational opportunities as well as testing and assessment services.

SAP FUNCTIONAL & TECHNICAL

Agile Capital Services Pvt. Ltd. provides the following models for flexible

engagements with clients from its offshore software development center. These

models are designed to address diverse requirements and build close relationships

with clients, from project based engagements to outsourced software development

SaaS support. These models are proven to improve operational efficiencies and

reduce costs through mature systems and processes built over a decade of serving

customers.

Working with teams from different countries and cultures has helped Agile Capital

Services Pvt. Ltd. develop a process that is flexible and can be adapted to the

specific needs of the engagement. Agile Capital Services Pvt. Ltd. understands that

the same solution may have to be rendered differently when delivering to a

different target audience in a different country. This understanding helps in

ensuring that the requirements are well understood for the specific audience(s) and

in reducing the time and effort required in sharing this understanding.

Agile Capital Services Pvt. Ltd. has developed an offshore model that has matured

over the years, applying the learning from the experiences in various engagements

36
and working with different partners – both service and product companies. Agile

Capital Services Pvt. Ltd. uses processes and tools that address the critical success

factors for engagements utilizing the onshore-offshore model.

Largely, two modes of offshore development can be identified – one, in which all

of the development is typically handled by a single offshore team and the other, in

which development is by distributed teams, usually one onsite and another

offshore.

SAP ABAP DEVELOPMENT

Agile Capital Services Pvt. Ltd. ABAP developers acquire well-built technical and

analytical skills in development. Our development encounter ranges from the core

SAP modules to claim to fame regions, for example, SAP HR, SD, HCM, FICO,

MM, SD, PP & PM. Our SAP ABAP developers create inventive solutions for help

your SAP infrastructure. We have been giving Onsite and Remote development

services at a cost effective price. Our remote development arrangement enables

clients to spend IT budgets on value-added development instead of paying

consultant expenses.

Our group of the SAP ABAP specialists can possibly create custom reports and

interfaces with ABAP programming that exceeds expectations in the market for its

remarkable execution. The application created in the SAP ABAP does not rely

upon a specific server or database stage; henceforth it can be moved starting with

one stage then onto the next easily. By considering the same, we as a SAP ABAP

developement have built up the protest which has the best execution in view of our

conveyance procedure.

37
SAP PERFORMANCE OPTIMIZATION

Although companies invest in their SAP ERP Software, a proper professional and

expert guidance and support are mandatory to make the most of their investment in

such program.

We are the widely known SAP consulting company in Pune who comprehend both

our client‟s functional business necessities as well as the technical design of the

program. Numerous domestic and offshore companies trust on our services

because we assist our clients to profit from a range of new development

possibilities, the prospect of skilled resources and enhanced cost flexibility. We

boost our client‟s business by delivering development specific to clients right on

time.

We do it by means of our up-to-date know-hows and our well trained, dexterous

team of application specialists and programmers. This team is directly in

connection with the client‟s offices and companies by means of dedicated links

thus work in the similar setting as the client‟s company.

SAP S/4 HANA SOLUTIONS

SAP S/4 HANA is a new generation of ERP solutions running in real time,

integrating predictive analytics, big data and mobile access. These solutions will

support organisations in transforming workplaces, engaging with customers in new

ways and providing new opportunities to collaborate. By unifying data in real time,

SAP S/4 HANA provides instant insights enabling better decisions. SAP S/4

HANA will eventually replace all SAP systems.

SAP S/4 HANA is more than just a new technology. It is designed to drive instant

value across lines of business and industries with the ultimate sophistication. It

provides:

38
• REAL TIME: Eliminate batch processing and data reconciliation.

• RESPONSIVENESS: Improve user satisfaction by reducing waiting time.

• SIMULATION: Explore the impact of business decisions on the outcome.

• PREDICTIONS: Discover and respond to future opportunities and challenges.

• DRILLDOWNS: Analyze at any level without exporting data.

• RECOMMENDATIONS: Built-in data driven decision support systems

POST – IMPLEMENTATION SUPPORT

In several cases, after a new system has been implemented, SAP inclusive, it has

been observed that organizations are often challenged by the use of the technology.

And this we have found to be hindered by factors such as:

1. Culture,

2. Lack of willingness to change,

3. Training gap,

4. But most especially, insufficient skillful personnel to use the system.

Our observation of this occurrence in both local and International organizations,

led us into putting together, a strong Post Implementation Support Team,

Comprising of individuals, who are highly skilled in various modules of SAP, with

wealth of several years of experience in various Industries.

Our support Team works with your organization leading you through the transition

periods and beyond, training the process owners, instilling in them enough

knowledge to enable them perform their day-to-day processes efficiently and also,

to be able to handle a first and second level trouble shooting of the system without

supervision.

39
HR POLICIES IN AGILE CAPITALS

1. Working hours and weekly off‟s

2. Dress code

3. Comp off policy

4. Leave policy

5. Payroll and salary advance

6. Separation and exit policy

7. Extra working day are payable

WORKING HOURS AND WEEKLY OFF’S IN AGILE CAPITALS

1. Total working hours: 48 hours per week

2. Working hours: 8 hours per day

3. Weekly off: one day per week by rotation from Monday to Friday

4. Shifts per day: 6 shifts (24/7 working)

5. Lunch time: 40minutes

6. Tea and coffee break(2): 10 minutes each

ATTENDANCE AND PUNCTUALITY:

1. Each and every employee shall complete 8 hours of duty, so that their attendance will

be marked present.

2. If an employee repeatedly comes late to work for the company, it will be noted as poor

performance.

3. Any employee who is late for duty beyond 15 minutes more than twice a week and any

employee who goes on an unauthorized leave in a quarter will not qualify for

Performance Linked Pay (PLP) for that particular quarter.

4. Continued absence for 10 days without prior information, will be considered as

voluntary resignation/Absconding.

40
LEAVE POLICY

a. Consolidated leave – 25 days in a year.

b. Leave Cycle – January to December.

c. Casual Leave - Not more than 2 days.

d. Sick Leave - Medical Certificate needed for more than 2 days.

e. Annual Leave - Min. 3, Max. 10 working days.

f. Any leaves over 25 days will be considered as LEAVE WITHOUT PAY.

g. Leave carry forward – 15 days a year; 10 days will lapse if unused.

h. Maternity leave of 12 weeks with full pay can be availed by a female employee if she

has been working with the organization for more than 80 days.

i. Paternity leave-3 days -Within 30 days of birth of child.

j. Bereavement Leave-3 days-On demise of close family members.

k. Maternity, Paternity & Bereavement Leave are in addition to Consolidated Leave (25

days).

COMPENSATORY OFFS

1. In case employee had to work on Weekly Off day/ National Holiday, they will be given

a compensatory off on the day convenient to both the company and the employee.

2. Comp off should be availed within 60 days from the day it is applicable.

3. The maximum comp offs that can be accumulated are 3.

PAYROLL CYCLE

1. Salary processing is done based on the attendance input(from 27st day of the previous

month to 28th day of the current month).The cards of employees based in corporate are

sensor cards and the attendance of the employees are recorded (In-time &outtime) by

swiping the cards in the access control machine.

2. Payable period - 1st to 30th of very month.

41
 3. Payment mode is through bank transfer.

4. Any unauthorized absences reflecting for consecutive 3 days or more in the current

month up to 20th, will be intimated to the HR Manager . Salary of such employees will

be kept on HOLD if the Area HRs did not receive any communication from the Store

Managers.

BENEFITS OF AGILE CAPITALS

1. Employee benefits are of two kinds-

a. Statutory (mandatory by law) and company benefits ( provided by the organization

voluntarily without obligation).

b. Company benefits are provided to motivate employees and to generate a feeling of

belonging.

2. The statutory benefits include PF (provident fund) and Gratuity.

3. Company benefits include group medi claim policy, group personal accident policy and

employee gift.

PROVIDENT FUND

1. Employee and employer contribution: 12% of basic salary.

2. Benefit of provident fund as well as pension scheme.

3. After separation from the company, an employee can transfer the PF account to the

new company or withdraw the amount (only after completion of 60 days from exit).

ESIC – MEDICAL BENEFITS

Under the Employee State Insurance Scheme, employees are entitled to medical

benefits for self and dependants – parents, spouse and children (for gross salary below

15000). Full medical facilities and care at any ESI dispensary or ESIC hospital.

Employees are covered for consultation fee, medicine expenses as well as

hospitalization.

42
GRATUITY

1. Payable at the time of resignation.

2. Minimum 5 years of service.

3. Gratuity is calculated on the basic pay for the number of years served.

GROUP MEDICLAIM POLICY

1. Cash-less treatment in the best hospitals (minimum 24 hours of hospitalization) without

paying cash and thereby reduces the financial burden of the employees. The maximum

sum assured is mentioned in the offer letter to the employee. No deductions from the

employee‟s salary for this benefit. In the event of a claim, the company bears the entire

cost).

2. Cover for spouse, children and parents.

3. Employee covered under ESIC, shall be covered under Group Mediclaim only after

completion of 1 year service from the date of joining

4. Group Mediclaim policy does not cover cost of medicines and consultation fee for the

doctor if there is no hospitalization

EMPLOYEE REFERRAL SCHEME

1. Reward the employees, who help identify and attract suitable and competent talent, to

meet resource requirements at an optimum cost.

2. This program is applicable to all permanent employees of Max Retail, with the

following exceptions:-Directors, VPs, Senior Managers, Members of HR, and

Managers referring employees for their own group are not eligible.

3. Referral Bonus: amount is Rs. 1500/-paid in 3 quarters

43
CRITERIA OF EMPLOYEES IN AGILE CAPITALS

1. An individual employee has their own feedback from the quality side.

2. There will be a 100% of feedback given on employee‟s performance.

3. An employee must get maximum percentage of feedback (more then 85%).

4. If the employee performance is less then 85% then the employee will be getting a oral

warning, then written letter warning and at last the employee will be terminated from

the job.

44
CHAPTER : 3
OBJECTIVES OF
THE STUDY

45
 OBJECTIVES OF THE STUDY

1. To study the level of training and development In Agile Capital Services Pvt. Ltd. in

Delhi.

2. To Study the requirement of efficient employees in the Agile Capital Services Pvt.

Ltd..

3. To Study customer opinion about services of Agile Capital Services Pvt.

Ltd..

4. To study the satisfaction of employees interning in Agile Capitals Pvt. Ltd.

46
CHAPTER :4
RESEARCH
METHODOLOGY

47
 RESEARCH METHODOLOGY

Research is a common parlance which refers to search for knowledge. It is a

procedure of logical and systematic application of the fundamentals of science to

the general and overall questions of a study and scientific technique, which provide

precise tools, specific procedures, and technical rather philosophical means for

getting and ordering the data prior to their logical analysis and manipulating

different type of research designs is available depending upon the nature of

research project, availability of manpower and circumstances.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of

data in a manner that aims to combine relevance to the research purpose with

economy in procedure. In fact, the research design is the conceptual structure

within which research is conducted. This research was descriptive in nature

DESCRIPTIVE RESEARCH:

The research undertaken was a descriptive research as it was concerned with

specific predictions, with narration of facts and characteristics concerning a study

on customer satisfaction of Agile Capital Services Pvt. Ltd. Services in Delhi

a. Methods of Data Collection. There are several methods of collecting primary

data, particularly in surveys and descriptive researches. In descriptive research, we

obtain primary data either through observation or through direct communication

with respondents in one form or another or through personal interviews. I have used

questionnaires(Primary) and Internet source (Secondary) for data Collection.

48
b. DATA SOURCE

There were two types of data sources used in this research. These were

PRIMARY DATA

Primary data is the data collected for the first time from the source and never

have been used earlier. The data can be collected through interviews,

observations and questionnaires.

SECONDARY DATA

Secondary data is the data collected from already been use or published

information like journals, diaries, books, etc .In this research project, secondary

source used were various journals, and website of various online journals.

c. SAMPLE DESIGN
A sample design is made up of two elements. Sampling method. Sampling

method refers to the rules and procedures by which some elements of the

population are included in the sample. Some common sampling methods are

simple random sampling, stratified sampling, and cluster sampling.

I have used simple random sampling for study.

d. UNIVERSE OF STUDY: Universe of the study means all the Customers

of Agile Capital Services Pvt. Ltd. in Delhi.

Sample Area: Delhi

e. SAMPLE TYPE
I have used Random sample for study.

49
f. SAMPLE SIZE: A sample of minimum respondents will be selected from

customers of Agile Capital Services Pvt. Ltd. Services in Delhi. An effort was

made to select respondents evenly. The survey was carried out on100

respondents.

g. SAMPLE UNIT: customers of Agile Capital Services Pvt. Ltd. Services in

Delhi

h. STATISTICAL TOOLS TO BE USED: A structured questionnaires

is used to collect the data and data will be analyzed with the help of

percentage table, respective graph, bar graph.

i. TOOLS OF PRESENTATION:
It means what all tools are used to present the data in a meaningful way so that

it becomes easily understandable. In this research tables and graphs were used

for presenting the data.

50
CHAPTER : 6
DATA ANALYSIS
AND

INTERPRETATION

51
 DATA ANALYSIS AND INTERPRETATION

1. Table 1: Like to attend training program.

Like to attend training program No. of Respondents Percentage
N= 100

Yes 99 99%

No 1 1%

100 100%

Figure 1:
Like to attend training program
99% 1%

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

Yes No
INTERPRETATION:

In Table 1 and Figure 1, 99% of the respondents agree that they like to attend training program

and 1% of the respondents does not like to attend training program for their necessary

performance.

52
 2. Table 2: Meaning of Training

No. of Percentage
Respondents
Meaning of Training
N= 100

Learning 11 11%

Enhancement 2 2%

Sharing Information 5 5%

Knowledge and Skills 82 82%

100 100%

Figure 2:
Meaning of Training
100%
11% 2% 5% 82%
90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

Learning Enhancement Sharing Information Knowledge and Skills

INTERPRETATION:

In Table 2 and Figure 2, 82% of the respondents agree that training means it is knowledge and

skills, 11% of the respondents agree that training means learning, 5% of the respondents agree

that training for them is sharing information and 2 % of the respondents agree that training is

enhancement of their knowledge and skills necessary for their performance.

53
 3. Table Training program is essential for both new employees and existing employees.

No. of
Training program is essential for both new employees Respondents Percentage
and existing employees
N= 100

Yes 89 89%

No 11 11%

TOTAL 100 100%

Figure - 3

Training program is essential for both new employees and existing employees
100%
89% 11%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO

INTERPRETATION:

In Table 3 and Figure 3, 89%of the respondents agree that training program is essential for

both new employees and existing employee, 11% of the respondents does not agree with the

statement.

54
 4. Table 4: Organization considers training as a part of organizational strategy.

Organization considers training as a part of No. of

organizational strategy
Respondents Percentage
N= 100

Agree 56 56%

Strongly agree 26 26%

Neutral 17 17%

Disagree 0 0%

Strongly disagree 1 1%

100 100%

Figure 4:
Organization considers training as a part of organizational strategy
60%
56% 26% 17% 0% 1%
50%

40%

30%

20%

10%

0%

Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 4 and Figure 4, 26 % of the respondents strongly agree that training is a part of

organizational strategy, 17% of the respondents neutral in their opinion and 1% of the

respondents not agree with this statement.

55
 5. Table 5: Training is well planned in your organization.

No. of
Training is well planned in your organization Respondents Percentage
N= 100

Yes 96 96%

No 4 4%

100 100%

Figure 5:

Training is well planned in your organization

96% 4%
120%

100%

80%

60%

40%

20%

0%

Yes No
INTERPRETATION:

In Table 5 and Figure 5, 96%of the respondents agree that training is well planned in their

organization, 4% of the respondents does not agree that it is well planned.

56
 6. Table 6: Training programs are conducted in your organization oftenly
Training programs are conducted in your organization No. of Percentage
often
Respondents
N= 100

Every month 73 73%

Quarterly 19 19%

Half yearly 6 6%

Once in a year 2 2%

100 100%

Figure 6:

Training programs are conducted in your organization often

80%
73% 19% 6% 2%
70%

60%

50%

40%

30%

20%

10%

0%
Every month Quarterly Half yearly Once in a year

INTERPRETATION:

In Table 6 and Figure 6, 73% of the respondents agree that every month training programs are

conducted in their organization, 19% of the respondents agree that quarterly required training

programs in their organisation. 6% of the respondents agreed that training is required half

yearly, and 2 % of the respondents agreed that once in a year they conduct training programs to

their employees.

57
 7. Table 7: Training program is compulsory for the employees to work better.

No. of
Training program is compulsory for the Respondents Percentage
employees to work better
N= 100

Yes 99 99%

No 1 1%

100 100%

Figure 7:

Training program is compulsory for the employees to work better

120%

100% 99% 1%

80%

60%

40%

20%

0%
Yes No

INTERPRETATION:

In Table 7 and Figure 7, majority of the respondents agree that training program is compulsory

for the employees to work better.

58
 8. Table 8: Training is helpful in enhancing productivity and performance of
employees.

Training is helpful in enhancing productivity and No. of

performance of employees
Respondents Percentage
N= 100

Agree 64 64%

Strongly agree 33 33%

Neutral 2 2%

Disagree 0 0%

Strongly disagree 1 1%

100 100%

Figure 8:

Training is helpful in enhancing productivity and performance of an employee

70%
64% 33% 2% 0% 1%
60%

50%

40%

30%

20%

10%

0%

Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 8 and Figure 8, 97% of the respondents agree that training is helpful in enhancing

productivity and performance of an employee, 2% of the respondents neutral in their opinion

and only 1% of the respondent disagree with the statement.

59
 9. Table:9 Method of training is used in your organization.
No. of
Method of training is used in your organization Respondents Percentage
N= 100

Coaching 65 65%

Job rotation 3 3%

Conference 17 17%

Role playing 5 5%

Others 10 10%

100 100%

Figure 9:

Method of training is used in your organization

70% 65%

60%

50%

40%

30%

20% 17%
10%
10% 5%
3%
0%
Coaching Job rotation conference Role playing others

INTERPRETATION:

In Table 9 and Figure 9, 65% of the respondents agree that coaching is the method to use

training in the organisation. 17% of the respondent‟s agree that they consider conference as

their training, 5% of the respondents agree that role playing is the method which they used for

training and rest 3% agree that job rotation is the method which they use to their employees in

the organisation.

60
 10. Table 10: Barriers to training and development in the organization
No. of
Barriers to training and development in the organization Respondents Percentage
N= 100

Lack of interest 48 48%

Non availability of skilled trainer 10 10%

Lack of time 1 1%

Finance problem 5 5%

others 36 36%

100 100%

Figure 10:

Barriers to training and development in the organization

60%
10% 1% 5% 10%
50% 48%

40%

30%

20%

10%

0%
Lack of interest Non availability of Lack of time Finance problem others
skilled trainer

INTERPRETATION:

In Table 10 and Figure 10, 48% of the respondents agree that lack of interest is the barrier for

training and development in their organization. 10% of the respondents agree that barrier may

be non availability of skilled labours. 5% of the respondents may agree that finance is the

barrier for training and development for their organisation and rest of the respondents says it is

due to some other factor.

61
 11. Table 11: How long does it take to implement the trained process?
How long does it take to implement the trained No. of
process?
Respondents Percentage
N= 100

Less than 1 month 20 20%

2-3 months 77 77%

4-5 months 3 3%

6 months 0 0%

100 100%

Figure 11:

How long does it take to implement the trained process

90%

80% 77%

70%

60%

50%

40%

30%
20%
20%

10% 3%
0%
0%
Less than 1 month 2-3 months 4-5 months 6 months

INTERPRETATION:

In Table 11 and Figure 11, 77% of the respondents agree that within 2-3 months they need to

implement training process, 20% of the respondents agree that they need minimum of one

month for implementing training. 3% of the respondents agree that they need 4 to 5 months to

implement training process in their organisation.

62
 12. Table12: Training is relevant to the needs of the organization.

No. of
Training is relevant to the needs of the organization Respondents Percentage
N= 100

Yes 98 98%

No 2 2%

100 100%

Figure 12:

Training is relevant to needs of the organization

120%

100% 98% 2%

80%

60%

40%

20%

0%
Yes No

INTERPRETATION:

In Table 12 and Figure 12, majority of the respondents agree that training is relevant to needs

of the organization.

63
 13. Table 13: Training helps to improve employee and employer relationship.

No. of
Training helps to improve employee and employer Respondents Percentage
relationship
N= 100

Agree 42 42%

Strongly agree 47 47%

Neutral 10 10%

Disagree 1 1%

Strongly disagree 0 0%

100 100%

Figure 13:

Training helps to improve employee and employer relationship

50% 47%
45% 42%
40%
35%
30%
25%
20%
15%
10%
10%
5% 1% 0%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 13 and Figure 13, 89% of the respondents agree that training helps to improve

employee and employer relationship, 10% of the respondents neutral in their opinion and only

1 % of the respondents disagree with this statement.

64
 14. Table 14: Training helps to increase the motivation level of employees.
No. of
Training helps to increase the motivation level of employees Respondents Percentage
N= 100

Agree 30 30%

Strongly agree 68 68%

Neutral 1 1%

Disagree 0 0%

Strongly disagree 1 1%

100 100%

Figure 14:

Training helps to increase the motivation level of employees

80%
68%
70%

60%

50%

40%
30%
30%

20%

10%
1% 0% 1%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 14 and Figure 14, 68% of the respondents strongly agree that training helps to

increase motivational level of the employees. 30% of the respondents agree that it helps to

improve employee and employer relationship, 1% of the respondents neutral in their opinion

and only 1% of the respondents strongly disagree that it does not help to improve employee

and employer relationship.

65
 15. Table 15: Training program enable the employees to be accountable and
authoritative in making decision.
be No. of Percentage
Training program enable the employees to accountable
and authoritative in making decision. Respondents
N= 100

Agree 51 51%

Strongly agree 33 33%

Neutral 15 15%

Disagree 0 0%

Strongly Disagree 1 1%

100 100%

Figure 15:
Training penabtraining programme enable the employees to be
accountable and authoritative in making decision.

60%
51% 33% 15% 0% 1%
50%

40%

30%

20%

10%

0%
Agree Strongly agree Neutral Disagree Strongly Disagree

INTERPRETATION:

In Table 15 and Figure 15, 51% of the respondents agree that training program enable the

employees to be accountable and authoritative in making decision. 33% of the respondents

strongly agree that training program enable the employees to be accountable and authoritative

15% of the respondents neutral in their opinion and only 1% of the respondent strongly

disagree with the statement.

66
 16. Table16: Training method focus on developing team work and leadership skills
No. of Percentage
Training method focus on developing team work and Respondents
leadership skills
N= 100

Agree 39 39%

Strongly agree 42 42%

Neutral 4 4%

Disagree 10 10%

Strongly Disagree 5 5%

100 100%

Figure 16:

Training method focus on developing team work and leadership skills

45% 42%
39%
40%

35%

30%

25%

20%

15%
10%
10%
4% 5%
5%

0%
Agree Strongly agree Neutral Disagree Strongly Disagree

INTERPRETATION:

In Table 16 and Figure 16, 81% of the respondents agree that training method focus on

developing team work and leadership skills, 15% of the respondents not agree with the

statement.

67
 17. Table 17: Whether instructor response to trainees doubts.
No. of
Whether instructor response to trainees doubts.
Respondents Percentage
N= 100

Agree 54 54%

Strongly agree 42 42%

Neutral 1 1%

Disagree 1 1%

Strongly disagree 2 2%

100 100%

Figure 17:

Whether instructor response to trainees doubts.

60%
54%

50%
42%
40%

30%

20%

10%
1% 1% 2%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 17 and Figure 17, 96% of the respondents agree that instructor response to trainees

doubts, 3% of the respondents are not agree that instructor will not response to trainees doubts.

68
 18. Table 18: Employees after training are given preference for new assignments.
No. of
Employees after training are given preference for new
Respondents Percentage
assignments.
N= 100

Agree 57 57%

Strongly agree 29 29%

Neutral 12 12%

Disagree 1 1%

Strongly disagree 1 1%

100 100%

Figure 18:

Employees after training are given preference for new assignments.

60% 57%

50%

40%

29%
30%

20%
12%
10%
1% 1%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

INTERPRETATION:

In Table 18 and Figure 18, 86% of the respondents agree that employees after training are

given preference for new assignments. 12% of the respondents are neutral in their opinion and

2% of the respondents are not agreeing with the statement.

69
 19. Table 19: Are you satisfied with the effectiveness of training program
No. of
Are you satisfied with the effectiveness of training program Respondents Percentage
N= 100

Excellent 63 63%

Very good 28 28%

Average 8 8%

Poor 1 1%

100 100%

Figure 19:
Are you satisfied with the effectiveness of training program
70%
63% 8% 1%
8 28%
60%

50%

40%

30%

20%

10%

0%
Excellent Very good Average Poor

INTERPRETATION:

In Table 19 and Figure 19, 63% of the respondents agree that effectiveness of training program

is excellent, 28% of the respondents agree that effectiveness of training program is very good,

8% of the respondents agree that it is average and 1 % of the respondents agree that it is poor.

70
 20. Table 20: Feedback can evaluate the effectiveness of training program
No. of
Feedback can evaluate the effectiveness of training Respondents Percentage
program
N= 100

Yes 95 95%

No 5 5%

100 100%

Figure 20:

Feedback can evaluate the effectiveness of training program

100% 95%
90%
80%
70%
60%
50%
40%
30%
20%
10% 5%
0%
Yes No

INTERPRETATION:

In Table 20 and Figure 20, 95% of the respondents agree that feedback can evaluate the

effectiveness of training program and 5% of the respondents are not agree with this.

71
CHAPTER: 7
FINDINGS

72
 FINDINGS
 The environment of the Agile Capital Services Pvt. Ltd. is very friendly which will help

employees in satisfaction of the work and others factors.

The Agile Capital Services Pvt. Ltd. has many fresher‟s from which they work very

enthusiastically and there can be more productivity.

 The relationship between the superior and subordinate is very good and this will bring

the and Agile Capital Services Pvt. Ltd. emplyoees to work in a good environment.

 Agile Capital Services Pvt. Ltd. provides employee opportunity to the people who are

not properly educated or highly qualified.

 The Agile Capital Services Pvt. Ltd. gives them proper training and improve them.

 95% of the respondents agree that feedback can evaluate the effectiveness of training

program.

 81% of the respondents agree that training method focus on developing team work and

leadership skills

73
CHAPTER: 8
RECOMMENDATIONS

74
 RECOMMENDATIONS
 Agile Capital Services Pvt. Ltd. has to implement new training and

development processes in their organization.

 The company can undertake R&D to improve the existing feature which helps

to increase the training and development.

 As majority of the respondents are satisfied with the recruitment feature of

Agile Capital Services Pvt. Ltd., the company should maintain the same

standard and it is suggested to come up with suitable measure to reduce the

negative opinion among the consumer who are of the opinion that the

Manpower is a dissatisfying factor.

 As such, Agile Capital Services Pvt. Ltd. should focus on the aspects, which

will enhance the employee rentention in the organisation.

75
CHAPTER: 9
LIMITATIONS

76
 LIMITATIONS OF STUDY

 The environment of the organisation must be very friendly which will help employees in

satisfaction of the work and others factors.

 The organisation has many fresher‟s from which they work very enthusiastically and there

can be more productivity.

 The relationship between the superior and subordinate is very good and this will bring the

organisation and employees to work in a good environment.

 Organisation provides employee opportunity to the people who are not properly educated

or highly qualified.

 The organisation gives them proper training and improve them.

77
CONCLUSION

78
 CONCLUSION

Agile Capital Services Pvt. Ltd. is the best job board. The Agile Capital Services Pvt. Ltd. have

best ATS resume software as per needs of job researcher. The Agile Capital Services Pvt. Ltd.

also help customers to clear the interview with of expert, experts will conduct webinar for

customers. The staff of the Agile Capital Services Pvt. Ltd. also helpful for the customers and

employee‟s problem related to the management system or for customers provide the resume

in 24 hours. HRM is nothing but managing the human resource, from the date of recruitment

till the retirement and each employee needs some training program to develop their skills and

ability. Today we are living in a competitive world in order to survive among other factors, it is

the employees who make the organisation reach their desired goal. Identification the training

and development needs in the employees which is very important in the organisation .it will

help to achieve individual goals has well has organisation goals it also help in productivity of

the present employees and also the standard of living of the employees and their family.

When proper training and development is provided from the organisation to the employees, it

helps increase the employee‟s interest towards the work and also the organisation, when

training and development is done by the organisation, it helps to recognize the present level of

the employees and what changes are needed to improve their skills, attitude knowledge,

experience and also it is able to recognize the negativity of the present problems in the

programs which are improving the profits, goodwill.

There are lot of problems which are faced by the organisation because of the lack of training

they can be like accidents, injuries fights, work environment, alcohol and harassment,

machineries can also be a major part of failure so training on all this teams is to be given

properly and the organisation should understand the problems of the employees. Training must

be given in factors which are mostly affected on the employees such has on-the-job programs.

79
According to the study conducted we can conclude that the overall satisfaction level of

employees in relation to the training programs is moderate.

The employees agree that the training programs help to increase productivity and achieve the

organizational goal.

The employees said that the training programs in the organization are well planned but they are

not satisfied with the duration of the training program and they are also not satisfied with the

evaluation process of training program, they are not evaluated periodically.

The training programs in the organization strongly focus on the technical and managerial

capabilities but these programs are not given adequate importance sometimes because of the

work pressure.

The employees do not take the training programs seriously, as there are no strict rules and

regulations to attend the training programs.

The employees are not involved in determining the training need analysis. The training

programs are fixed by the top management.

The quality of the training programs is excellent but the employees are not making the best use

of it.

80
BIBLIOGRAPHY

81
 BIBLIOGRAPHY
• Kotler, P(2002),‖Marketing Management‖, Millennium Edition, Tenth Edition, Prentice

Hall, Inc, A Pearson Education Company, Upper Saddle River, New Jersey ,pp.

• Hair, Joseph, F., Anderson, Rolph, E. and Tatham Ronald, L. (1987),

Multivariate Data Analysis, New 'fork: MacMillan Publishing Company.

• Helen Woodniffe (1997), "Financial Sewices Marketing", Services

Marketing, Macmillion, Delhi.

• Hill, N., (1996), Handbook of Customer Satisfaction Measurement, Gower

Press, Alders hot, UK.

• Jay ram, N. and Sandhog, R.S. (1998), Housing in India - Problems, Policy and

perspectives, B.R. Publishing Corporation, Delhi.

• Jeffrey Gitomer (1998), Customer satisfaction is worthless: Customer loyalty is

priceless: How to make customers love you, keep them coming back and tell everyone

they know, Austin TX: Board Press.

82
ANNEXURE

83
 QUESTIONNAIRE

a. Name:

b. Gender:

c. Occupation:

d. Age of Respondents

a. 18-24years

b. 25 – 34 Years

c. 35 - 44 Years

d. 45 - 55 Years

1. Do you like to attend the training program?

a. Yes

b. No

2. What do you understand by training?

a. Learning

b. Enhancement

c. Sharing information

d. Knowledge and skills

3. Do you feel training program is essential for both new employees and existing employees.

a.Yes

b.No

84
4. Do you agree that organization considers training as a part of organizational strategy?

a.Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

5. Do you agree that training is well planned in your organization?

a. Yes

b. No

6. How often the training programs are conducted in your organization?

a. Every month

b. Quarterly

c. Half yearly

d. Once in a year

7. Do you feel training program is compulsory for the employees to work better?

a.Yes

b.No

8. Do you agree that training is helpful in enhancing productivity and performance of an

employee?

a. Agree

b. Strongly Agree

c. Neutral

85
 d. Disagree

e. Strongly Disagree

9. What method of training is used in your organization?

a. Coaching

b. Job Rotation

c. Conference

d. Role playing

e. Others

10. What are the barriers to training and development in your organization?

a. Lack of interest

b. Non availability of skilled trainer

c. Lack of time

d. Finance Problem

e. Others

11. How long does it take to implement the trained process?

a. Less than 1 Month

b. 2 - 3 Months

c. 4 - 5 Months

d. 6 Months

12. Whether training is relevant to the needs of the organization?

a. Yes

86
 b. No

13. Does training help to improve employee and employer relationship?

a. Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

14. Does training helps to increase the motivation level of employees?

a. Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

15. Training program enable the employees to be accountable and authoritative in making

decision?

a. Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

16. Does the training method focus on developing team work and leadership skills?a.Agree

87
 b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

17. Do you agree that instructor responses to trainees doubts?

a. Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

18. Employees who use their training are given preference for new assignments.

a. Agree

b. Strongly Agree

c. Neutral

d. Disagree

e. Strongly Disagree

19. Are you satisfied with the effectiveness of training program?

a. Excellent

b. Very good

c. Average

d. Poor

88
20. Do you think that the feedback can evaluate the effectiveness of training program?

a.Yes

b.No

89