P B Rathod

Summer Internship Project Report
Study On Employee perception towards training
At
Gelco Electronics Private Limited
Submitted to
Institute Code: 725
Institute Name: Kalol Institute of Management
Under the Guidance of

Ms. Arati Kotwani
(Assistant Professor)
In partial Fulfilment of the Requirement of the award of the degree
of
Master of Business Administration (MBA)
Offered By
Gujarat Technological University
Ahmedabad
Prepared by:
Rathod Pankit Bipinbhai

227250592137
MBA (Semester - III)

Month & Year: 2022-2023
Student Declaration
I hereby declare that the Summer Internship Project Report titled “Employee perception towards training At
workplace” in Gelco Electronics Private Limited is a result of my own work and my indebtedness to other
work publications, references, if any, have been duly acknowledged. If I am found guilty of copying from any
other report or published information and showing as my original work, or extending plagiarism limit, I
understand that I shall be liable and punishable by the university, which may include ‘Fail’ in examination or
any other punishment that university may decide.
Enrolment No. Name Signature
227250592137 Rathod Pankit Bipinbhai
Place: Kalol Date: __________

Date:
Institute Certificate
CERTIFICATE OF EXAMINER
Company Certificate
PREFACE
Undertaking an MBA is a journey of exploration and learning, and the Summer Internship Project has been a
crucial part of this expedition. This project allowed me to step outside the confines of the classroom and
immerse myself in the dynamic and fast-paced corporate environment. It has been an enriching experience to
witness firsthand the challenges and intricacies of modern business operations.
Throughout my internship, I had the privilege of working with Gelco Electronics Private Limited, a renowned
and progressive entity in the Electronics Industry. The exposure and mentorship provided by the experienced
professionals at Gelco Electronics Private Limited have been instrumental in shaping the trajectory of my
project and enhancing my understanding of the industry's nuances.
In this report, I aim to provide a comprehensive account of my internship journey, beginning with the initial
project proposal and culminating in the final analysis and interpretations. The report showcases the insights
gained, the challenges encountered, and the valuable lessons learned throughout this process.
I extend my heartfelt gratitude to Gelco Electronics Private Limited for providing me with this incredible
learning opportunity and nurturing my growth as a management professional. My sincere appreciation also goes
to my faculty mentors at Kalol Institute of Management for their unwavering support, guidance, and
encouragement.
It is my earnest hope that this Summer Internship Project report proves to be a valuable contribution to the
academic community and the industry at large. May it inspire and empower future MBA students to explore the
realms of practical knowledge and take bold strides in their pursuit of excellence.
Thank you.
Sincerely,
Rathod Pankit B.
ACKNOWLEDGEMENT
First and foremost, I extend my deepest thanks to Gelco Electronics Private Limited for providing me with
the platform to undertake this internship. The support and cooperation of the entire team at Gelco Electronics
Private Limited were instrumental in making my internship experience fruitful and enriching. I am grateful to
my project guide, Ms. Arati Kotwani, for their invaluable guidance, constant encouragement, and insightful
feedback throughout the project duration.
I would like to extend my appreciation to the management and staff at Kalol Institute of Management for
equipping me with the necessary skills and knowledge to undertake this internship. The holistic education
provided by the institution has been fundamental in shaping my perspective as a management student.
I am deeply indebted to my faculty members, for their academic insights and guidance. Their constructive
feedback and mentorship during the entire course of my MBA program have been crucial in honing my
analytical and problem-solving abilities.
Furthermore, I am grateful to my friends and family for their unwavering support and belief in my capabilities.
Their encouragement and motivation have been a constant source of strength during this challenging yet
rewarding internship journey.
Lastly, I express my sincerest appreciation to each and every individual and entity that has contributed, directly
or indirectly, to the successful completion of my Summer Internship Project.
Thank you.
Sincerely,
TABLE OF CONTENT OR INDEX
Sr.N Title Page No.

o
1 Title Page
2 Student Declaration
3 Institute Certificate
4 Certificate of Examiner
5 Company Certificate
6 Preface
7 Acknowledgement
8 Table of content or Index
9 Industry Overview
9.1 Growth of Industry
9.2 Major Players in the Industry
10 Company Overview
10.1 History of Company
10.2 Vision, Mission and Objectives
10.3 Organization Structure
10.4 Company Profile
10.5 Company Location
10.6 SWOT Analysis
10.7 Products of the Company
11 Functional Department
11.1 Personnel Department
11.2 Finance Department
11.3 Productions and Operations Department
11.4 Sales and Marketing
12 Review of Literature
13 Research Methodology
13.1 Introduction of Research
13.2 Objectives
13.3 Sampling Design and Sample Size
13.4 Research Design
13.5 Data Collection
13.6 Scope and Limitations of the Study
14 Data Analysis and Interpretations
15 Findings of the study
16 Suggestions or Recommendations
17 Conclusion
18 Bibliography or References
19 Annexures (Questionnaire)
CHAPTER-1
Industry overview
Growth of industry
The electronics industry has become an indispensable part of our daily lives. While it has brought convenience
and efficiency, it has also contributed to the pressing environmental concerns we face today. The industry's
energy consumption, e-waste generation, and carbon footprint have led to calls for a shift towards eco-friendly
practices to ensure long-term sustainability.
In this blog post, we will explore the importance of embracing eco-friendly practices in the electronics industry
and the steps that can be taken to achieve sustainable growth.
Reducing Energy Consumption: One of the biggest challenges the electronics industry faces is energy
consumption. It contributes to high levels of carbon emissions, and reducing it is crucial to mitigate the
industry's impact on the environment. Energy-efficient practices, such as using renewable energy sources like
solar and wind power, optimizing the design of electronic devices to minimize energy consumption, and
promoting energy-efficient manufacturing processes, can significantly reduce the industry's carbon footprint.
Reducing E-Waste: The electronics industry also faces the problem of e-waste. The demand for new technology
increases every year, leading to the generation of more electronic waste. E-waste poses a significant threat to
the environment, with hazardous materials and toxins leaching into the soil and water. The industry can reduce
e-waste by designing devices that are easy to repair, reuse, and recycle. This includes implementing take-back
programs, refurbishing devices, and using recycled materials in manufacturing.
Promoting Sustainable Design: Sustainable design is crucial in reducing the environmental impact of the
electronics industry. It involves designing products with a focus on reducing waste, minimizing energy
consumption, and increasing product longevity. Sustainable design also considers the entire lifecycle of a
product, from manufacturing to disposal, to ensure that the product has minimal environmental impact
throughout its life.
Promoting a Circular Economy: The electronics industry can promote a circular economy by keeping products,
components, and materials in use for as long as possible. This reduces waste and conserves resources.
Implementing take-back programs, designing products for repair and reuse, and using recycled materials in
manufacturing are some ways the industry can promote a circular economy.
In conclusion, the electronics industry has a significant role to play in promoting environmental sustainability.
By embracing eco-friendly practices such as reducing energy consumption, reducing e-waste, promoting
sustainable design, and promoting a circular economy, the industry can significantly reduce its environmental
impact and contribute to a more sustainable future. Gelco Electronics is mindful of the pressing environmental
challenges and has made a commitment to adopting eco-friendly practices, taking steps towards a sustainable
future. As consumers, we can also support eco-friendly practices by making informed purchasing decisions and
properly disposing of electronic waste. Together, we can work towards building a more sustainable future for
generations to come.
Major Players in the Industry
1. Tectra:-
TECTRA is a designer and manufacturer of equipment for electricity quality analysis and diagnostic testing. It
offers electronic instruments, voltage equipment, loggers, recorders, thermal imaging cameras, cables, etc. The
company provides equipment sales, engineering, and other services.
2. Smith Brothers:-
Smith Brothers Contracting is a provider of electrical engineering contractor solutions. It offers installation and
maintenance of switchgear and transformers, cabling, testing and commissioning, and other services. The
company caters to the energy and industrial sectors.
2. Neways Electronics:-
Neways Electronics is a company that provides customized solutions for the full lifecycle of printed circuit
board assembly, cables, microelectronics, and box build applications. It offers a range of services from the
initial idea, via development and production up to and including service, repair, and product life cycle
management.
4. Falcon Pumps Pvt. Ltd.:-
A leading manufacturer of world-class pumping solutions providing technically most advanced, excellent
energy efficient and lifelong durable pumping equipment’s across the globe. We are the leading manufacturer
and exporter of high quality best-in-class all kind of Submersible pumps, Submersible motors, Open well
pumps, self-priming Mon block Pumps, Hydro Pneumatic System, Fire Safety Pumps and other Water Pumps.
Falcon a value driven organization based on the strong foundations of Reliability, Innovation and Pioneering
technology working towards the ultimate core focus of maximizing highly delighted customers worldwide.
Quality management
Quality is the ultimate differentiator. Delivering quality that matches global requirement is not easy. But, with
stringent quality policies, strong quality tests at every level of product development, beginning with raw
materials, helps us to deliver right, every time. Each product of ours is made with pure passion and it is this
energy that offers seamless performance irrespective of the geographical or other constraints.
CHAPTER-2
COMPANY OVERVIEW
Overview of the company
The company was established in early 1980s. The company and its employees work hard and Efficiently to
provide reliable and top-quality products to the customers. State-of-art Manufacturing facilities span over
30,000 square yards that manufacture quality electronic Instruments, power- saving equipment, submersible
pumps, voltage stabilizers, switch gears, And much more. Based in Gujarat, we have decades of industrial
experience and our Manufacturing unit(s) are highly developed with cutting-edge technologies.
The company produces wide range of products which cater agricultural sector to household Electrical
equipment to commercial applications for industries. In the last 35 years, Gelco has Become the synonym of
quality in the domain of electronics and power-saving equipment. The Company is equipped with employees
full with dedication, respect for our customers, and Excellent knowledge of what we do.
After achieving wide success in the Indian market, GELCO is now spreading its wings Internationally. To attain
the same level of success globally, GELCO has conducted extensive Research in each market to understand
their electrical equipment's needs and subsequently, Developed specific products for them that are long-lasting,
efficient, and safe.
GELCO follows a structured methodology for our projects which starts from designing the Solution to the
implementation phase. Well planned Project reduces the time to deliver the Project and any additional ad-hoc
costs to our clients, hence we dedicate the majority of our Time to understanding our client's business and
gathering requirements. This grounds-up Approach helps us deliver not only the solution to our clients but also
add value to your Investments.
HISTORY OF GELCO ELECTRONIC PVT. LTD.
Since our modest start in 1984, we have worked hard to offer our consumers items that are effective,
trustworthy, and of the highest calibre. Over 30,000 square yards of cutting-edge manufacturing space are
devoted to the production of high-quality electronic instruments, power-saving devices, submersible pumps,
voltage stabilisers, switch gears, and other items. We offer a wide variety of goods that serve the agricultural
industry, domestic electrical appliances, and industrial commercial applications. In the last 35 years, Gelco has
established itself as a brand name for high-quality electronics and energy-saving gear. We all possess
commitment, regard for our clients, and a high level of expertise in respective fields.
 GELCO is a full-service electronics company that manufactures superior quality electronics control &
measuring equipment along with power-saving devices. Established in 1984, the company is located in
the industrial belt of Ahmedabad, which is one of the fastest developing metropolitan cities in India.
 Our state-of-the-art manufacturing facility with its prolific R&D center in conjunction with our strict
adherence to quality control and safety norms has ensured an impressive growth record in these past
three decades. More importantly, it has gained a reputation of Excellence & Dependability from its
clients
 After achieving wide success in the Indian market, GELCO is now spreading its wings internationally.
To attain the same level of success globally, GELCO has conducted extensive research in each market to
 understand their electrical equipment's needs and subsequently, developed specific products for them
that are long-lasting, efficient, and safe
 That is the belied at GELCO. A company that believes that the pursuit of Excellence inevitably
culminates in Success. Excellence in the value system, excellence in team-work, excellence in the
continuous up gradation of skill-sets have all led to GELCO carving a niche for itself in the field of
electronic controls & protections.
 Gelco Electronics Private Limited is a Non-govt company, incorporated on 30 Mar, 2006. It's a private
unlisted company and is classified as ‘company limited by shares'.
 Company's authorized capital stands at Rs 30.0 lakhs and has 100.0% paid-up capital which is Rs 30.0
lakhs. Gelco Electronics Private Limited last annual general meet (AGM) happened on 30 Sep, 2017.
The company last updated its financials on 31 Mar, 2017 as per Ministry of Corporate Affairs (MCA).
 Gelco Electronics Private Limited is majorly in Manufacturing (Machinery & Equipment’s) business
from last 17 years and currently, company operations are active. Current board members & directors are
NARANBHAI HARIBHAI PATEL, PRAGNESH MANIBHAI PATEL, PIYUSH NARANBHAI
PATEL and MANIBHAI HARIBHAI PATEL
Gelco Vision
“Being a caring, courageous, authentic team of extraordinary incredible Human being, we are committedly
transforming our own “status quo”, and growing our Community with World-class, value-added (quality,
innovative) products and services (which build our globe), to create generation-long relationship.”
Gelco Mission
“To constantly innovating and surging ahead in every endeavor which We undertake. We offer a variety of
quality products to our esteemed customers, our aim is to Delight them each time with our high standards,
convenience, efficiency and precise Engineering.”
Objectives
 Quality Policy Of Gelco Electronic Pvt. Ltd. “Gelco Has The Aim To Be Best In Brand Quality” The Quality
Policy Of Gelco Derives By This Aim And Gives Actions Stratergies To Pursue This Aim
 We want to achieve premium standard in the quality of our products in the all relevant areas of
quality in the electrical consuming products segments.
 We put the requirement and needs satisfactions of the consumer in the centre of all our activities.
Our customer decide how good we are.
 We develop our team through information, training and continuous education to be quality aware
and act independently we value potential good ideas
 We regularly set quality targets and major our success and achievements in area of quality with
them. For our products for customer we have a “ZERO DEFECT GOAL”.
 We optimize the quality of our products through continuous improvements to our processes and
methods. We respect this as an improvement contribution to the maximization of the value of
organization
ORGANIZATION STRUCTURE
COMPANY PROFILE
GELCO is a full-service electronics company that manufactures superior quality electronics control &
measuring equipment along with power-saving devices. Established in 1984, the company is located in the
industrial belt of Ahmedabad, which is one of the fastest developing metropolitan cities in India.
Our state-of-the-art manufacturing facility with its prolific R&D centre in conjunction with our strict adherence
to quality control and safety norms has ensured an impressive growth record in these past three decades. More
importantly, it has gained a reputation of Excellence & Dependability from its client.
After achieving wide success in the Indian market, GELCO is now spreading its wings internationally. To attain
the same level of success globally, GELCO has conducted extensive research in each market to understand their
electrical equipment's needs and subsequently, developed specific products for them that are long-lasting,
efficient, and safe.
Company Location
Spread over 30,000 square yards in the industrial area of Khatraj near Ahmedabad in India, GELCO stands out
due to its infrastructural capacity and competence. With over 1,00,000 sq. ft of the built-up area which houses
state of the art manufacturing equipment, research & development facility, and a residential area for its
employees, GELCO has provided the right stage for excellence to perform its magic
Block No-142, Nr. Jalaram Ceramics
Khatraj, Kadi Rd, Karoli, Gujarat 382721
Gelco Electronics Private Limited, address
SWOT ANALYSIS
Strengths Weakness
 Strong base for open innovation  Best options for investing
 Create new dealers
 High purchasing power in home  Growth up your cerrear
market potential for lead market and
market for high end products
 Single EU market scale attractive for

firms to locate
 High management capacity to manage

orchestrator firms in sector
 Strong brands creating value added
SWOT Threats
 Open source hardware: the market  High temperatures: can cause
only provides closed Source solutions damage, malfunctioning to or
overheating of the device's
 Easiness to upgrade and add new electronics.
functionalities while other products in
the market are not open to
customization
PRODUCTS OF GELCO ELECTRONICS
 SWITCH ACCESSORIES
AC Switch
 AC Switch (Digital): [automatic protection switch for air conditioner]:
 Gelco Automatic Protection Switches For Air Conditioner (A.C.), Complete Protection against Irregular
Voltage & Current, Shock-Proof Operation, Smart Automatic Operation, 100% Child Safe Protection,
230V 50H
 ENERGY SAVING REGULATOR
ENERGY SAVING REGULATOR
 Gelco Regulators:
 We bring a wide variety of fan regulators which are efficient, easy to install and hum free. The
compact and sleek design will compliment with the interior and gives a nice clean look. With our
quality fan regulator, we can guarantee a smooth and hassle-free operation.
 Advantages:
 Energy Efficient, consumes lesser electricity when the fan is running at a lower speed
 Despite the speed of the fan, it creates no noise
 ENERGY SAVING CFL FIXTURES
 Voltage stabilizers:
 Protect equipment at homes, bungalows, schools, colleges, hospitals, laboratories, farmhouses,

shops, showrooms, printing shops, shopping malls, movie theatres, malls, gyms, society, etc.
 Advantages:
 Protects the equipment from any damage caused by uneven electricity supply
 Safeguards the equipment during voltage fluctuation which is one of the main reasons for the poor
performance of electronics
 Water level controller

Water level Controllers
 Gelco Water level Controllers:
Gelco Liquid Level Controller is a device that manages water levels on a variety of systems such as
water tanks, pumps and swimming pools. The basic function of a water level controller is to regulate
water flow and optimize system performance.
 Features:
 Automatically switched OFF the motor as soon as the tank is filled with the water. It eliminates manual
efforts and provides a flawless automatic operation.
 Solves the water tank overflow problem by switching off the motor at the correct time. This will save a
great amount of water and minimize wastage.
THREE PHASE MOTOR STARTER
OVP-3 Phase
Application:
Three Phase OVP effectively balances the voltage supply and provides protection to the equipment. It can use at
domestic, commercial, or industrial levels such as homes, bungalows, schools, colleges, hospitals, laboratories,
farmhouses, shops, showrooms, printing shops, industries, shopping malls, theatres, malls, gyms, societies, etc.
Advantages:
 High voltage supply can damage the equipment, it balances the flow of voltage and safeguards the
equipment.
 Displays the total supply of voltage.
 Displays the phase-wise voltage supply

CHAPTER-3
FUNCTIONAL DEPARTMENT
PERSONNEL DEPARTMENT
Human resource management:

Human resource management is the strategic approach to nurturing and supporting employees and ensuring a
positive workplace environment. Its functions vary across different businesses and industries, but typically
include recruitment, compensation and benefits, training and development, and employee relations.
Research and development (R&D):
It understood the new product development process; research of hardware & software & the process through
which ICs were programmed. From here the programmed ICs were transferred to semi testing department.
FINANCE DEPARTMENT
Accounting Department:
The accounting department refers to the division in a firm that looks after the preparation of financial
statements, maintenance of general ledger, payment of bills, preparation of customer bills, payroll, and more.
PRODUCTIONS AND OPERATION DEPARTMENT
PCB Department:
Printed Circuit Board (PCB) acts as linchpin for most of electronic equipment. PCBs are laid with a network of
paths outlined in the traces. It’s these copper pathways that allow PCBs to direct electrical currents around their
surface. There are three main types of circuit boards that get manufactured on a consistent basis, and it’s
important to understand the differences between each so you can decide the right circuit board for your
requirements.
Assembly Hall:
Various components were assembled together and product was assembled there, PCBs were supplied there from PCB-MI
section and SMD and PCB AI section. The PCBs were assembled with various parts of products by proper wiring. It was
an exposure to huge range of electronic components such as resistors (fixed and variable), capacitors (fixed and variable),
diodes, etc. Assembling of wide range of electronic components was carried out. Example: resistors (fixed and variable),
some semiconductor devices, diodes, capacitors (fixed and variable), transistors, transformers, switches, slider switches,
range of connectors, sockets, potentiometers, NTC thermistor (Negative Temperature Coefficient).
QA/QC department [Quality check/Quality assurance department] :

QA/QC is distinct and important aspects for products quality management. Here the product was checked after it was
complete. - In quality control; product quality was compared to ideal standards, and it was seen if the product matches the
given standards or not. Here detects in products were observed and the defective products were sent back for correction.
Final current and leakage testing was done; also determination of errors/flaws in component is main objective of Quality
control department.
In Quality assurance department planned and systematic set of rules are provided, which assures that product is in a good
state. Main aim of quality assurance department was to evaluate the quality of product and to identify the weakness in
production process. Quality assurance is sort of preventive approach. It tries best to prevent introduction of defects.
Melding Department:
In moulding department metal parts were designed. Powder coating was also done on metal body to prevent current
leakage and electric shocks. Technical specifications of major equipment used in each department.
State Of the Art Surface Mounting Assembly Line: Fully automatic SMT line from world's top manufacturer which gives
capacity of 10000 CPH with seven zone reflow oven and online quality inspection facility. Total production line is
installed in clean room environment.
Powder Coating:
Powder coating is a dry finishing process that has become extremely popular since its introduction in North America over
in the 1960s. Representing over 15% of the total industrial finishing market, powder is used on a wide array of products.
More and more companies specify powder coatings for a high-quality, durable finish, allowing for maximized production,
improved efficiencies, and simplified environmental compliance. Used as functional (protective) and decorative finishes,
powder coatings are available in an almost limitless range of colors and textures, and technological advancements have
resulted in excellent performance properties.
Printing Department:
The primary responsibility of the Printing Department is to carry out any printing work given by the government or its
departments or Public sector organisations under the government.
MARKETING
Marketing as “The action or business of promoting and selling products or services.” In simple words, marketing is the
process of attracting potential customers and clients to a product or service. Marketing is the process of getting potential
clients or customers interested in your products and services. The key word in this definition is "process." Marketing
involves researching, promoting, selling, and distributing your products or services. This discipline centers on the
study of market and consumer behaviors and it analyzes the commercial management of companies in order to
attract, acquire, and retain customers by satisfying their wants and needs and instilling brand loyalty.
CHAPTER-4
REVIEW OF LITERATURE
REVIEW OF LITERATURE
Kirkpatrick , 1971
(Riccardo Mangiaracina, 2009)Kirkpatrick's first level of measurement, reaction, is defined as how well the
trainees liked the training program. The second measurement level, learning, is designated as the
determination of what knowledge, attitudes, and skills were learned in the training. The third measurement
level is defined as behavior. Behavior outlines a relationship of learning (the previous measurement level) to
the actualization of doing. Kirkpatrick recognized a big difference between knowing principles and techniques
and using those principles and techniques on the job. The fourth measurement level, results, is the expected
outcomes of most educational training programs such as reduced costs, reduced turnover and absenteeism,
reduced grievances, improved profits or morale, and increased quality and quantity of production.
Alliger and Horowitz (1989)

Numerous studies reported use of components of the Kirkpatrick Model; however, no study was found that
applied all four levels of the model. Although level one is the least complex of the measures of evaluation
developed by Kirkpatrick, no studies were found that reported use of level one as a sole measure of training
One alication of the second level of evaluation, knowledge, was reported by In this study the IBM Corporation
incorporated knowledge tests into internally developed training. To ensure the best design, IBM conducted a
study to identify the optimal test for internally developed courses. Four separate tests composed of 25 questions
each were developed based on ten key learning components. Four scoring methods were evaluated including
one that rised a unique measure of confidence The confidence measurement assessed how confident the traince
was with answers given Tests were administered both before and after mining Indices from the study assisted
the organization to evaluate the course design, effectiveness of the tening, and effectiveness of the course
instructors. The development of the confidence index was the most valuable aspect of the study. Alliger and
Horowitz stated that behavior in the workplace was not only a function of knowledge, but also of how certain
the employee was of that knowledge. Two studies were found that measured job application and changes in
behavior (level three of the Kirkpatrick Model)
Holli and Calabrese (1998)

`
Defined evaluation as comparisons of an observed value or quality to a standard or criteria of comparison.
Evaluation is the process of forming value judgments about the quality of programs, products, and goals.
Wagner & Roland, 1992.

Over 20 organizations and 5,000 participants were studied. Three measures were used to determine behavioral
changes. Measure one was a questionnaire completed by participant s both before and after training. The
second measure was supervisory reports completed on the functioning of work groups before and after training.
The third measure was interviews with managers, other than the immediate supervisor, to obtain reactions to
individual and work-group performance after an OBERT program. Results reported showed no significant
changes in behavior.
Hopkins 1995
There are several ways managers can use professional development to increase the competence, skills, and
leadership capacity of their employees. One way to do this involves managers encouraging employees to pursue
continuing education opportunities and/or empowering employees through various leadership opportunities
within the organization.
Boulmetis and Dutwin (2000)

Defined evaluation as the systematic process of collecting and analyzing data in order to determine whether and
to what degree objectives were or are being achieved.
Phillips and Pulliam (2000)

Reported an additional measure of training effectiveness,return on investment (ROI), was used by companies
because of the pressures placed on Human Resource Departments to produce measures of output for total
quality management (TQM) and continuous quality improvements (CQI) and the threat of outsourcing due to
downsizing. Great debate was found in the training and development literature about the use of ROI measures
of training programs. Many training and development professionals believed that ROI was too difficult and
unreliable a measure to use for training evaluation (Barron, 1997).
Radhakrishna, Plank, and Mitchell (2001)

Used a learning style instrument (LSI) and a demographic profile in addition to reaction measures and
learning measures. The three training objectives were to assess knowledge gained through a Web- based
training, to determine participant reaction to Web-based material and Listserv discussions, and to describe both
the demographic profile and the learning style of the participants. The evaluation of the training began with an
on-line pretest and an online LSI. The pretest included seven demographic questions. The LSI, pretest and
posttest, and LSI questionnaire were paired by the agent's social security numbers. Fifty- five agents of the
available (106) agents completed all four instruments and were included in this study.
CHAPTER-5
Research methodology
Introduction of Research
Research methodology is a methodology for collecting all sorts of information & data pertaining to the subject
in question. The objective is to examine all the issues involved & conduct situational analysis. The
methodology includes the overall research design, sampling procedure & fieldwork done & finally the analysis
procedure. The methodology used in the study consistent of sample survey using both primary & secondary
data. The primary data has been collected with the help of questionnaire as well as personal observation book,
magazine; journals have been referred for secondary data. The questionnaire has been drafted & presented by
the researcher himself
Objectives:
1. Increased Productivity
The more connected and attached your employees will feel to their work, the better will their productivity be,
thus improving the overall productivity of the workplace
2. Better Employee Retention
With proper employee engagement, more and more employees would feel a sense of personal attachment and
commitment toward their work, thus drastically lowering the employee turnover rate.
3. Attracting Quality Employees
By creating a culture of employee engagement and a healthy work environment, you can attract better, more
talented recruits to your company and give them satisfaction, which would reflect in the overall better
performance of the company.
4. Goal Alignment
Your organization probably has principles and values that shape its culture and objectives, which employees
work towards. One of the primary objectives of employee engagement is to assist employees in understanding
how their roles contribute to the attainment of those objectives.
Sampling area :-
The study was carried out in Gelco Electronics company, khatraj
Sampling unit
The sampling units are the employees who working in finance, account department , worker , manager who are
working in Gelco Electronics company.
Sampling Size
Out of total strength the sample taken amongst functional department employees, workers and managers
ie.100
Sampling Method:-
Sampling method indicate how the sample units are selected by us. The important decision in this regarded
is to determine which of the two probabilities or non-probability sample is to be chosen. We have used
Convenience sampling.
Research Design:-
The research design adapted in the study is descriptive study and the Quantitative & Qualitative Design.
A research is the arrangement of conditions for collections and analysis of data in a manner that aims to
combine relevance to the research purpose with economy in procedure.
Data Collection:-
Primary data:-
We have collected the first time primary data through the questionnaire and personal
interviews.
Secondary data:-
We have collected the secondary data from internet, different website, journals. magazines, articles, etc
Scope of the Study:-

This study can be used as a tool to Employee training and development for GELCO ELECTRONICS PVT
LTD
The purpose of employee engagement activities is to create a positive work environment and culture that
promotes employee satisfaction and productivity. Employees that are engaged are more likely to be
motivated, effective, and dedicated to their work, all of which can be advantageous for the organization
Limitations
Most of the companies were not interested to be my respondent and fill up the questionnaire Many company are
not interested because they want to maintain privacy about their valuable information Most of the respondent
are busy because of their work they didn't give the time properly to collect proper information.
CHAPTER-6
Data Analysis and Interpretations

Data Analysis and Interpretations
A. Training is most effective in resolving
Particulars No of Responses
Skill gaps 33
Attitudinal problems 44
Poor motivation 23
Attendance issues 0
Total 100
No of Responses
120
100
100
80
60
40 44
33
20 23
0
Attitudinal Poor Attendance
0 Skill gaps Total
problems motivation issues
No of Responses 33 44 23 0 100
Interpretation
As per the above data analysis , we analyzed that 44% , 33% , 23% respectively for respondents are Altitudinal
problems , Skill gaps and poor motivation regarding Training is most effective in resolving
B. The term which describes long term training which includes a combination of
both on-the-job and in-class training is
Mentorship 37
Computer based training 32
Vestibule training 27
Apprenticeship 4
Total 100
No of Responses
120
100
100
80
60
40 37 32 27
4
20
Computer
Vestibule Apprentices
Mentorship based Total
0 training hip
training
Interpretation
As per the above data analysis , we analyzed that 37% , 32% , 27% , and 4% % respectively for respondents are
mentorship , computer based training , vestibule training and apprentices regarding The term which describes
long term training which includes a combination of both on-the-job and in-class training is
C. One of the purpose of an orientation program is to
Explain company policies 33
Implement an emphasis on diversity 40
Replace a four step training program 18
Determine training needs of newemployees 9
Total 100
No of Responses
120
100
100
80
60
40
20 40
33
0 18 9
Determine
Replace a
Explain Implement training
four step
company an emphasis needs of Total
training
policies on diversity new
program
employees
Interpretation
As per the above data analysis , we analyzed that 40% , 33% , 18% , and 9% respectively for respondents are
Implement an emphasis on diversity , Explain company policies , Replace a four step training program and
Determine training needs of new employees regarding One of the purpose of an orientation program is to
D. What position analysis document specifies all tasks that are part of a job?
Task list 39
Task breakdown 23
Task description 30
Task specification 8
Total 100
No of Responses
120
100
100
80
60
40
39
20 30
23
8
0
Task Task Task
Task list Total
breakdown description specification
Interpretation
As per the above data analysis , we analyzed that 39% , 30% , 23% and 8% respectively for
respondents are task list , task description, task breakdown and task specification regarding What
position analysis document specifies all tasks that are part of a job?
E. There are a number of methods organizations can choose to

communicate its safety rules to employees and especially when it comes
to employee's recruiting. Which of the following is the most effective
method?
Supervisors 39
New employee orientation program 42
Bulletin board notices 11
Employee handbooks 8
Total 100
No of Responses
120
100
100
80
60
40
42
39
20
11 8
0
New
employee Bulletin Employee
Supervisors orientation board handbooks Total
program notices
Interpretation
respondents are New employee orientation program , supervisors , Bulletin board notices and
Employee handbooks regarding There are a number of methods organizations can choose to
communicate its safety rules to employees and especially when it comes to employee's recruiting.
Which of the following is the most effective method?
F. Managers develop __ ___ ___ _ ______ to ensure that each
new employee has the same orientation experience and a chance to learn
about the same topics.
Screening 20
Hiring 44
Orientation check list 33
Hourly employees 3
Total 100
No of Responses
120
100
100
80
60
40
44
33
20
20
3
0
Hourly
Orientation
Screening Hiring employees Total
check list
Interpretation
respondents are hiring , Orientation check list , screening and hourly employees regarding
Managers develop to ensure that each new employee has the same orientation experience and a
chance to learn about the same topics
G. Basic information for all employees in a position is presented in what type
of programs?
Orientation 32
Four step training 33
Group training 25
Induction 10
Total 100
No of Responses
120
100
100
80
60
40
32 33
20 25
10
0
Group
Four step
Orientation training Induction Total
training
Interpretation
respondents are Group training , Orientation , Four step training and induction regarding Basic
information for all employees in a position is presented in what type of
programs?
H. Trainees’ perceptions of characteristics in the work environment
that facilitate or inhibit the use of trained skills or behavior on the
job is known as:
The training culture 35
The training climate 39
The climate for transfer 17
The culture for transfer 9
Total 100
No of Responses
120
100
100
80
60
40 39
35
20 17
0
The training The training The climate The culture
Total
culture climate for transfer for transfer
Interpretation
As per the above data analysis , we analyzed that 39% , 35% , 17% and 95 respectively for
respondents are The training climate , The training culture , The climate for transfer and The
culture for transfer regarding Trainees’ perceptions of characteristics in the work environment that
facilitate or inhibit the use of trained skills or behavior on the job is known as:
I. Which of the following is NOT a goal of orientation?
To provide remedial skills training 28
To establish relationships with coworkers 32
To understand company policies 31
And procedures
To gain a feeling of belonging 9
Total 100
No of Responses
120
100
100
80
60
40
32 31
28
20
9
0
To
To establish
To provide understand
relationship To gain a
remedial company
s with feeling of Total
skills policies and
cowork ers belonging
training procedu res
Interpretation
respondents are To establish relationships with coworkers , To understand company policies and
procedures , To provide remedial skills training and To gain a feeling of belonging regarding
Which of the following is NOT a goal of orientation?
J. Which of the following statements about a good training objective is true?
It includes the consequences of notmeeting the 29
objective.
It states what a trainee will be able todo as a 39
result of training
It states the role that management willplay 25
in the training.
It includes directions for meeting theobjective. 7
Total 100
No of Responses
120
100
100
80
60
39
40
29
25
20
7
0
It includes
It states
the consequenc es of It states the It includes
what a
role that for meeting theobjective
directions
trainee will
be able todo managemen . Total
notmeeting as a result of t willplay in
the the training.
training
objective.
Interpretation
respondents are It states what a trainee will be able todo as a result of training , It includes the
consequences of notmeeting the objective , It states the role that management willplay in the
training and It includes directions for meeting theobjective regarding Which of the following
statements about a good training objective is true?
K. Which of the following statements about an organizational
needs assessment is true?
It uses employee interviews todetermine 38
training needs
It identifies,how well individualsperform their 38
jobs.
It indicates gaps between jobrequirements and 21
job performance.
It identifies the impact of change onfuture 3
training.
Total 100
No of Responses
120
100
100
80
60
40 38 38
21
20
3
0
It indicates
It uses It
gaps It identifies
employee identifies,ho
interviews w well between the impact
Total
todetermine individualsp jobrequirem of change
training erform their ents and job onfuture
needs jobs. performanc training.
e.
Interpretation
respondents are It uses employee interviews todetermine training needs , It identifies,how well
individualsperform their jobs , It indicates gaps between jobrequirements and job performance
and It identifies the impact of change onfuture training regarding Which of the following
statements about an organizational needs assessment is true?
L. Which of the following is true of training needs assessments?
They are concerned with employee skill gaps, 31
not attitudes
They can be eliminated if management knows 39
what training is needed
They serve as base line for evaluating training 22
effectiveness.
They do not consider the conditions under 8
which training is conducted
Total 100
No of Responses
120
100
100
80
60
40 39
31
22
20
8
0
They are They can be They serve
They do not
concerned eliminated if as base line
consider the
with managemen for
conditions
employee t knows evaluating Total
under which
skillgaps, what training
training is
not training is effectivenes
conducted
attitudes needed s.
Interpretation
respondents are They can be eliminated if management knows what training is needed , They are
concerned with employee skillgaps, not attitudes , They serve as base line for evaluating training
effectiveness. And They do not consider the conditions under which training is conducted
regarding Which of the following is true of training needs assessments?
M. Which of the following correctly defines training?
Skills that apply to an employees 33
current job
Preparation of the employee for future 42

responsibility
A generalized, individual learning experience 17
An attempt to modify behavior 8
Total 100
No of Responses
120
100
100
80
60
42
40
33
20 17
8
0
Preparation
A
Skills that of the
generalized, An attempt
apply to an employee
individual to modify Total
employees for future
learning behavior
current job responsibilit
experience
y
Interpretation
respondents are Preparation of the employee for future responsibility , Skills that apply to an
employees current job , A generalized, individual learning experience and An attempt to modify
behavior regarding Which of the following correctly defines training?
N. The preparation of the employee for future responsibility, often at
a different level in the organization is?
Development 52
Training 30
Education 10
needs assessment 8
Total 100
No of Responses
120
100
100
80
60
52
40
30
20
10
8
0
Developmen needs
Training Education Total
t assessment
Interpretation
respondents are Development , Training , Education and needs assessment regarding The
preparation of the employee for future responsibility, often at a different level in the organization
is?
Findings of the study
 Most of the employees are male in the organization.

 Most of the employees are agree that their work is according to their skills.
 94% of the employees are satisfied with the Top Management.
 Most of the employees are agree that working hours at company is satisfactory.
 Mostly Respondents are agreeing regarding to share experience with each other for help in
company.
 Most of employees are agree regarding employees get Appreciation and rewards if the desired
work / targets are accomplished.
 Most of the respondent are agree and some other are strongly agree regarding company has
good career prospect for its employees.
 46% of respondents are strongly agreed and 54% are agreed regarding the Physical working
condition in the Company is satisfactory.
Suggestions or Recommendations
Most of the employees are satisfied with this company so they gave the positive response towards
Employee engagement related question. So there is a limited suggestion regarding Employee
engagement at bottom level a company.
 Reward system should be more give to the employee.
 Company should more focused leave policy of the organization
 As per our observation company should provide transportation facility, celebrate the
festivals and give the best wishes on the festivals.
Conclusion
The project has given us an opportunity to interact with the company and to actually see how
academic teaching of the classrooms in Management is translated to reality and practice. In fact it
was very heartening to experience that all concepts and theories mentioned in various books are
actually implemented by the organization like principle of management, operation management, etc.
In this company, mostly all the employees are satisfied with the company and they also work with
their honesty and hardworking. All the employees are happy with this company because company
provides a friendly nature to their employees. Mostly employees are happy with this company
because they are satisfied with the remuneration which is provided by the organization to them, so
that’s why employees fulfill their needs and wants through this remuneration. Mostly employees are
satisfied because employees have a positive attitude towards the job or work or organization.
Also employees are happy because company provides a good welfare facility so that’s why
employees have a good image of company.
18 Bibliography or References
https://digitalcommons.bau.edu.lb/cgi/viewcontent.cgi?article=
1136&context=schbjournal
https://www.bizandbyte.com/documents/Pallavi%20Pahuja.pdf
http://www.socialresearchfoundation.com/
upoadreserchpapers/ 5/185/1801041110551st%20bharat
%20kumar.pdf
http://www.socialresearchfoundation.com/
upoadreserchpapers/ 5/185/1801041110551st%20bharat
%20kumar.pdf
https://www.td.org/talent-development-glossary-terms/what-is-
employee-training-and-development
https://www.pinterest.com/gelcoproducts/
https://gelco-world.com/
Annexures (Questionnaire)
1. Name :- __________________________
1.
Gender
Male
Female
2.
Age
A. Below 25 Years
B. 25-35 Years
C. 35-45 Years
D. 45-55 Years
E. Above 55 Years
3.
Educational Qualification
A. 10th
B. 12th
C. Greduate
D. Post Graduate
4.
Department
A. Sales
B. HR
C. Account
D. Productio
n Other
E. Other
5.
Experience
A. Less Than5Years
B. 5-10 Years
C. 10-15 Years
D. 15-20 Years
E. Above 20 Years
6.
Training is most effective in resolving
A. Skill gaps Attitudinal
B. problems Poor
C. motivation
Attendane
D. issues
7.
The term which describes long term training which includes a
combination of both on- the-job and in-class training is
A. Mentorship
B. Computer based training
C. Vestibule training
D. Apprenticeship
8.
One of the purpose of an orientation program is to
A. Explain company policies Implement
B. an emphasis on diversity Replace
a four
C. step training program

D. Determine training needs of new employees
9.
What position analysis document specifies all tasks that are part of a job?
A. Task list
B. Task breakdown
C. Task description
D. Task specification
10.
There are a number of methods organizations can choose to communicate
its safety rules to employees and especially when it comes to employee's
recruiting. Which of the following is the most effective method?
A. Supervisors
B. New employee orientation program Bulletin
C. board notices
D. Employee handbooks
11.
Managers develop to ensure that each new employee has the same
orientation experience and a chance to learn about the same topics.
A. Screening
B. Hiring
C. Orientation check list
D. Hourly employees
12.
Basic information for all employees in a position is presented in what type
of programs?
A. Orientation
B. Four step training
C. Group training
D. Induction
13.
Trainees’ perceptions of characteristics in the work environment that
facilitate or inhibit the use of trained skills or behavior on the job is known
as:
A. The training culture
B. The training climate
C. The climate for transfer
D. The culture for transfer
14.
Which of the following is NOT a goal of orientation?
A. To provide remedial skills training
B. To establish relationships with coworkers

C. To understand company policies and procedures
D. To gain a feeling of belonging
15.
Which of the following statements about a good training objective is true?
A. It includes the consequences of not meeting the objective.
B. It states what a trainee will be able to do as a result of training.
C. It states the role that management will play in the training.
D. It includes directions for meeting the objective
16.
Which of the following statements about an organizational needs
assessment is true?
A. It uses employee interviews to determine training needs.
B. It identifies,how well individuals perform their jobs.
C. It indicates gaps between job requirements and job performance.
D. It identifies the impact of change on future training.
17.
Which of the following is true of training needs assessments?
A. They are concerned with employee skill gaps, not attitudes.
B. They can be eliminated if management knows what training is needed.

C. They serve as base line for evaluating training effectiveness.
D. They do not consider the conditions under which training is conducted.
18.
Which of the following correctly defines training?
A. Skills that apply to an employees current job
B. Preparation of the employee for future responsibility
C. A generalized, individual learning experience
D. An attempt to modify behavior
19.
The preparation of the employee for future responsibility, often at a
different level in the organization is?
A. development
B. training
C. education
D. needs assessment

P B Rathod

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Summer Internship Project Report

Study On Employee perception towards training

Under the Guidance of

Rathod Pankit Bipinbhai

MBA (Semester - III)

Enrolment No. Name Signature

227250592137 Rathod Pankit Bipinbhai

Place: Kalol Date: __________

TABLE OF CONTENT OR INDEX

Sr.N Title Page No.

Major Players in the Industry

4. Falcon Pumps Pvt. Ltd.:-

Overview of the company

HISTORY OF GELCO ELECTRONIC PVT. LTD.

Block No-142, Nr. Jalaram Ceramics

Khatraj, Kadi Rd, Karoli, Gujarat 382721

Gelco Electronics Private Limited, address

 Single EU market scale attractive for

 High management capacity to manage

 Strong brands creating value added

PRODUCTS OF GELCO ELECTRONICS

 ENERGY SAVING REGULATOR

ENERGY SAVING REGULATOR

 ENERGY SAVING CFL FIXTURES

 Protect equipment at homes, bungalows, schools, colleges, hospitals, laboratories, farmhouses,

 Water level controller

 Gelco Water level Controllers:

THREE PHASE MOTOR STARTER

 Displays the total supply of voltage.

 Displays the phase-wise voltage supply

Human resource management:

Research and development (R&D):

PRODUCTIONS AND OPERATION DEPARTMENT

QA/QC department [Quality check/Quality assurance department] :

Alliger and Horowitz (1989)

Holli and Calabrese (1998)

Wagner & Roland, 1992.

Boulmetis and Dutwin (2000)

Phillips and Pulliam (2000)

Radhakrishna, Plank, and Mitchell (2001)

2. Better Employee Retention

3. Attracting Quality Employees

Scope of the Study:-

Data Analysis and Interpretations

A. Training is most effective in resolving

E. There are a number of methods organizations can choose to

Preparation of the employee for future 42

 Most of the employees are male in the organization.

 Reward system should be more give to the employee.

 Company should more focused leave policy of the organization

A. Skill gaps Attitudinal

A. Explain company policies Implement

B. an emphasis on diversity Replace

C. step training program

B. New employee orientation program Bulletin

C. Orientation check list

A. The training culture

B. The training climate

C. The climate for transfer

D. The culture for transfer

A. To provide remedial skills training

B. To establish relationships with coworkers

D. To gain a feeling of belonging