Annexure-I

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

Maidan Garhi, New Delhi – 110068

PROFORMA FOR APPROVAL OF PROJECT PROPOSAL/ SYNOPSIS FOR

MCOP – 001: PROJECT

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Regional Centre _____________ Subject Area:_________________

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synopsis, is to be sent )
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Topic of the Project : ____________________________________________________

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of Management Programme of IGNOU?
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Date: Date:
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 Annexure-II

CERTIFICATE OF ORIGINALITY

This is to certify that the project titled “______________________________________

_____________________________________________________” is an original work of the

Student and is being submitted in partial fulfilment for the award of the Master’s Degree in
Business Administration of Indira Gandhi National Open University. This report has not been
submitted earlier either to this University or to any other University/Institution for the
fulfilment of the requirement of a course of study.

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 Annexure-III
The remuneration bill has to
be submitted along-with the
submission of the Project
Report.

INDIRA GANDHI NATIONAL OPEN UNIVERSITY

STUDENT REGISTRATION & EVALUATION DIVISION
Maidan Garhi, New Delhi – 110068
REMUNERATION BILL FOR GUIDANCE OF PROJECT WORK

1. Programme Title : Master of Commerce

2. Name of Supervisor : …………………………………………………………………
3. Residential Address : …………………………………………………………………
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4. Designation : …………………………………………………………………
5. Official Address : …………………………………………………………………
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S.No. Project Enrolment No. Name of the Student Amount

Certified that I have guided the student for their Project Work.
Dated: ………………
Signature of the Supervisor ……………….
Note: The remuneration payable for guidance of Project Work is 300/- per student.
Certified that the above Project Supervisor was approved and recommended by the concerned
school of study and above class may be admitied.

Dr. Registrar/Asstt. Registrar Section officer Dealing Assistant

SOMS-IGNOU/P.O. 5T/September, 2012
Printed at : Akashdeep Printers, 20-Ansari Road, Darya Ganj, New Delhi-110002
 PROJECT SYNOPSIS (MCOP-001)
TITLE
TRAINING AS A TOOL OF HUMAN RESOURCE
DEVELOPMENT (HRD)

SUBMITTED TO INDIRA GANDHI NATIONAL OPEN

UNIVERSITY, DELHI
In the partial fulfillment of the requirements for qualifying
Master of Commerce(MCOM)
SUBMITTED BY :- Sumit Kumar

ENROLLMENT NO :- 2250375560

COURSE :- Master of Commerce (MCOM)

CONTACT NO. :- 8929220491

EMAIL ID :- kumarsumit2303@gmail.com

UNDER THE GUIDENCE OF :-

 TABLE OF CONTENT

Chapter Title Page No

1. Annexure-I

2. Annexure-II

3. Annexure-III

4. Bio-Data Format for MCOP001 Project Guide

5. Title 1

6. Introduction 2-6

7. Rationale of the study 7-8

8. Literature review 9 - 10

9. Objective and Scope of the study 11

10. Research Methodology 12 - 15

11. Implication of the study 16

12. Limitation of the study 17

13. Chapter layout 18

14. Bibliography 19
 TITLE

Training as a Tool for Human Resource Development (HRD)

SUBMITTED BY:-
NAME :- SUMIT KUMAR
ENROLLMENT NO. :- 2250375560
MOBILE NO. :- 8929220491
EMAIL ID :- kumarsumit2303@gmail.com
PROGRAMME CODE :- MASTER OF COMMERCE (MCOM)

1
 INTRODUCTION

“Training is a systematic process of developing knowledge, skills, and competencies in

individuals to enhance their performance in specific areas. It plays a crucial role in personal
and professional development, enabling individuals and organizations to achieve their goals
effectively. Whether it's in the workplace, educational institutions, or sports fields, training is
essential for continuous improvement and staying competitive.

Training is the method of determining if attaining need exists and, if it does, what training is
required to fill the gap. The training seeks to identify accurately the levels of the present
situation in the target surveys, interview, observation, secondary data, and/or workshop. The
gap between the present status and desired status may indicate problems that in turn can be
translated into a training need”.

The HR functioning is changing with time and with this change, the relationship between the
training function and other management activity is also changing. The training and
development activities are now equally important with that of other HR functions. Gone are
the days, when training was considered to be futile, a waste of time, resources, and money.
Nowadays, training is an investment because the departments such as marketing & sales, HR,
production, finance, etc depends on training for its survival. If training is not considered as a
priority or not seen as a vital part of the organization, then it is difficult to accept that such a
company has effectively carried out HRM. Training provides the opportunity to raise the profile
development activities in the organization.

To increase the commitment level of employees and growth in quality movement (concepts of
HRM), the senior management team is now increasing the role of training. Such concepts of
HRM require careful planning as well as a greater emphasis on employee development and
longterm education. Training is now the important tool of Human Resource Management to
control the attrition rate because it helps in motivating employees, achieving their professional
and personal goals, increasing the level of job satisfaction, etc. As a result, training is given on
a variety of skill development and covers a multitude of courses.

2
Training is an important element in Human Resource Development (HRD) since it helps people
improve their knowledge, skills, and competences. In today's dynamic and competitive
business climate, organisations understand the crucial need of investing in human capital to
remain relevant and achieve long-term success. Training, as a systematic and structured
approach to learning, allows organisations to connect employee skills with organisational
goals, create continuous development, and drive organisational success.

Outside of the business, training can be pursued for personal development and self-
improvement. People engage in numerous sorts of training to improve their physical fitness,
discover new interests, develop creative skills, or learn about topics of interest. Training
enables people to stretch their limitations, challenge themselves, and experience personal
growth by learning new skills or improving their present capabilities.

Training is a critical procedure for acquiring information, improving abilities, and developing
competence in a given field. Training is essential for personal and professional development,
whether it be to improve physical ability, sharpen cognitive abilities, or gain specialised
knowledge.

Training is a cornerstone of HRD activities aimed at producing a trained and flexible workforce
capable of addressing changing business demands. Organisations use focused training
programmes to help employees learn new skills, update current knowledge, and improve their
overall performance. This investment in staff development not only develops individual
qualities, but also contributes to the organisational effectiveness and competitiveness.

Finally, training is an effective instrument for human resource development, allowing

organisations to invest in their most important asset—their personnel. Organisations can
unleash their workforce's full potential and position themselves for long-term success in today's
changing business landscape by prioritising training efforts that connect with organisational
goals, address skill shortages, and encourage a learning culture. As the global marketplace's
needs evolve, the strategic value of HRD training will only increase, emphasising the necessity
for organisations to engage in the continual development of their human capital.

3
Role of HRD Professionals in Training

This is the era of cut-throat competition and with this changing scenario of business; the role
of HR professionals in training has been widened.

The HR role :

1) Active involvement in employee education.

2) Rewards for improvement in performance.
3) Rewards to be associated with self-esteem and self-worth.
4) Career Development and Succession Planning.
5) Providing pre-employment market-oriented skill development education and
postemployment support for advanced education and training Flexible access i.e.
anytime, anywhere for training.

After employees have been selected for various positions in an organization, training them for
the specific tasks to which they have been assigned assumes great importance. It is true in many
organizations that before an employee is fitted into a harmonious working relationship with
other employees, he is given adequate training. Training is the act of increasing the knowledge
and skills of an employee for performing a particular job. The major outcome of training is
learning

A trainee learns new habits, refined skills, and useful knowledge during the training that helps
him improve performance. Training enables an employee to do his present job more efficiently
and prepare himself for a higher-level job. The essential features of training may be stated thus:

Newly recruited employees require training to perform their tasks effectively, Instructions,
guidance, and coaching helps them to handle jobs competently, without any wastage.

Overall, HR plays a multifaceted role in training, from identifying learning needs to evaluating
training outcomes and fostering a culture of continuous learning and development within the
organization. By strategically managing training programs, HR contributes to the growth and
success of both individuals and the organization as a whole

4
Training is needed to serve the following purposes:

1. HR professionals should take the initiative in employee training It is aimed at individual

development, which cannot happen until there is a transfer of learning from the trainer to the
trainee, and the same is reflected in their work finally. But how can this learning be maximized
considering time, motivation, and learning ability constraints?

2. HR professionals engage with team members, evaluate performance, provide feedback,

and reward improvement. They encourage employees to discuss problems and identify
necessary skills for 100% performance and organizational success.

3. Employees learn best through practical situations and mistakes, not spoon-feeding.
"Learning by doing" is the best way to train employees, and they remember the learnings
longer. HR professionals encourage employees to participate in training programs and online
courses to improve their skills in their respective domains.

4. HR professionals provide training to newly recruited employees to enhance their skills

and efficiency. This includes instruction, guidance, and coaching to ensure competent job
handling. The goal is to improve existing skills and explore potential skills, ultimately
optimizing the utilization of human intellectual, technological, and entrepreneurial skills.

5. Job rotation is an HR practice where employees move between jobs to gain a better
understanding of the organization's functions, build rapport, and facilitate cooperation, offering
flexibility during transfers or promotions.

Training of personnel consists in providing them with the necessary facilities and opportunities
to acquire knowledge develop skills and cultivate attitudes and behavior for the efficient and
effective discharge of their duties and responsibilities. Administrative skills can be grouped
into technical skills, human skills, and conceptual skills. Training should enable people to
perform their present duties effectively and at the same time prepare them to shoulder higher
responsibilities in the future. The ultimate objective of personnel training is the improvement
in the effectiveness of achievement of organizational objectives.

5
HR VISION, MISSION & OBJECTIVES:

HR Vision "To attain organizational excellence by developing and inspiring the true potential
of company's human capital and providing growth opportunities, well being and enrichment.
An HR vision focused on training outlines the strategic direction and aspirations of the Human
Resources function specifically regarding learning and development initiatives within the
organization. Here's an example of an HR vision statement centered on training”.

HR Mission "To create a value and knowledge-based organization by inculcating a culture

of learning, innovation & team working and aligning business priorities with the aspiration of
employees leading to the development of an empowered, responsive and competent human
capital".

HR Objectives:

• To develop and sustain core values.

• To develop business leaders for tomorrow.

• To provide job contentment through empowerment, accountability, and responsibility.

• To build and upgrade competencies through virtual learning, opportunities for growth,
and providing challenges in the job.
• To foster a climate of creativity, innovation, and enthusiasm.

• To enhance the quality of life of employees and their families

6
 RATIONALE OF STUDY

The purpose of training is to maintain and improve the effectiveness and efficiency of
individuals within the organization. This can only have a sustained effect if it influences the
actions and practices of offline managers to serve better both - the Self-interest of employees
(Personal return both tangible and intangible) and the Needs of the organization (Profit returns
Both Short and longrange). All training and development within the company is based on the
firm credence that: Employees need growth and self-fulfillment, which can be compatible with
the goals of the organization for the benefit of both.

1) Enhancement of Skills: Training is essential for improving employees' skills,

knowledge, and competences. Organisations may guarantee that their personnel has the
skills they need to do their jobs successfully and efficiently by investing in training
programmes. This leads to increased productivity and performance.

2) Adaptation to Change: In today's fast-paced corporate world, technology

improvements, changes in market conditions, and shifting consumer tastes need
ongoing learning and development. Training enables staff to adapt to these changes and
keep current with the latest trends and technology, ensuring the organization's
competitiveness.

3) Talent Development and Succession Planning: Training programmes are used as a

strategic tool to discover and develop high-potential personnel within an organisation.
Investing in the development of future leaders and critical talent allows organisations
to construct a strong pipeline for succession planning and ensure continuity in
leadership roles.

4) Employee Engagement and Retention: Offering opportunities for training and

development displays an organization's dedication to its employees' growth and
professional success. This can lead to increased employee engagement, job satisfaction,
and loyalty, resulting in lower turnover rates.

7
 5) Improved Organisational Performance: A well-trained staff enhances overall
organisational effectiveness and performance. Training programmes can fill specific
skill gaps, develop job-related competencies, and foster a culture of continuous
learning, resulting in increased operational efficiency and profitability.

The rationale for studying training as a tool of Human Resource Development (HRD) is
multifaceted and essential for both individuals and organizations are as follows.

 Training help individual in making decisions and effective problem-solving.

 Help a person handle stress tension, frustration, and conflict.
 Training helps to eliminate fear in attempting new tasks.
 Learning is a self-directed- activity: all employee development is Self-development.
 Training to be effective must be a function of line management.
 Through training, a motivational variable of recognition, achievement, growth
responsibility, and advancement are internalized and operationalised.

Keeping in view the above facts and considerations, there is a need to undertake a study which
could examine the "Need of Training within the organization. Today, the demands of the current
industrial status and technological advancement necessitate that varied means are tapped into
to achieve the ultimate goal better Training is essential for job success. It can lead to higher
production, fewer mistakes, greater job satisfaction, and lower turnover. These benefits accrue
to both the trainee and the organization.

Overall, studying training as a tool of HRD is essential for understanding how organizations
can develop and leverage their human capital to achieve strategic objectives, drive
performance, and sustain competitive advantage in a dynamic business environment

8
 LITERATURE REVIEW
The literature review is a fast, economic way for researchers to develop a better understanding
of a problem and to discover hypothesis in the work of other. A large volume of published and
unpublished data is used to study. Some tools like personal interviews and questionnaires will
be used which would help to generate an idea about the effectiveness of the study.

Proper care needs to be followed while designing the questions for personal interviews and for
the questionnaire so that it would become easy for a layman to understand and answer properly.

A review of the literature on training as a tool for human resource development (HRD) includes
a range of research, theories, and empirical data that examine the efficiency, significance, and
optimal methods of organisational training programmes. Here is a quick summary of the main
ideas and conclusions from the body of current research.

The firm’s HR practices will immediately influence the employees’ skills which will
add to the organization. Furthermore, they will foster employees’ development to get
involved and committed to the business (MacDuffie, 1995; Wright et al., 1998). Training and
development are necessary for any firm, and they are an organizational subsystem derived
from two independent yet interrelated words that work together to increase the individual’s
global productivity (Salas et al., 2012).

Previous studies find that the most popular term for “training and development” is
“lifelong learning.” It takes into account how individuals continue learning (Field, 2008),
develop competencies (Shandler, 2000), add value, are intelligent and experienced (Jarvis,
2012), fit, adjust to changes (Nolfi & Parisi, 1996), improve as they grow, and, in sum,
accommodate with the stream (Sartori et al., 2018).

According to Kadiresan et al. (2015), “development is setting up and making

employees ready for potential vacancies and issues.” Moreover, when organizations
communicate with employees about their skills gap, they decide whom to train, which areas

9
they need training, and when to do it; only training can be introduced appropriately (Kum et
al., 2014). Hence, training becomes a joint action between an expert and an employee leading
to the efficient transfer of information, know-how, skills, and attitudes, consequently
allowing an efficient output from the employee on the job. Training activities are focused on
and evaluated against an individual’s recent work (Lerner, 2018).

As a result, Training and development programs will convince the employees that their
managers care, and they will be pleased, reassured, and committed to further enhancing
organizations in achieving organizational goals and objectives. They will be able to develop
and succeed in varying environments, technology, and fierce rivalry (Khan et al., 2016)

CONCLUSION

Training is a cornerstone of human resource development, with multiple advantages for both
individuals and organisations. Organisations may use training as a strategic tool to increase
employee capacities, drive organisational performance, and promote a culture of continuous
improvement by understanding the theoretical underpinnings, resolving problems, and
adopting best practices. However, it is critical to understand that good training necessitates
continuous review, modification, and investment to suit changing organisational demands and
market trends.

10
 OBJECTIVES OF THE STUDY

The objectives of the study on training as a tool for Human Resource Development (HRD)
include obtaining a greater understanding of the different facets of training programmes in
organisations. The following are typical goals for research projects involving training as an
HRD tool:

 To study the employees’ awareness of the training process in the organization.

 To examine the effectiveness of training in overall development of skills of

workforce.

 To examine the impact of training on the workers.

 To study the changes in behavioral pattern due to training.

 To measure the differential changes in output due to training.

 To evaluate the effectiveness of training programs in enhancing employee skills,

knowledge, and performance.

 To identify best practices in training design, delivery, and implementation.Objective

of Studying training as a tool for HRD has a variety of goals, including advancing

theoretical knowledge, guiding evidence-based practice, and assisting organisations'

ongoing efforts to enhance their training programmes.

SCOPE
This project will be designed in such a way to make an easy understanding among a layman
regarding training as a tool of Human Resource Management. This Project will be useful to
study the various training needs and to know the job knowledge, skill at work.

11
 RESEARCH METHODOLOGY

Research methodology is a careful investigation or inquiries systematically and finding

solutions to the problem under investigation. Understanding the phenomenon of Human
Resource Management in its various manifestations is a difficult task. It is even more
challenging to forecast how this phenomenon will continue to change in the future. Global
turbulence requires a manager to develop a capacity to learn on an ongoing basis which
includes the capacity to challenge their preferred approaches to manage and trained people.
Learning within an ever-changing competitive landscape will involve going beyond the
practice of benchmarking and being able to determine how best to cope with surprises that are
constantly thrown way.

Statement of objectives
In this study, a systematic approach will be followed to find the different ways of solving the
problem. To define a problem, determining the nature of research adopted at this research is
important. The nature of research adopted in this study is exploratory as well as descriptive in
nature.

Exploratory Research
It is preliminary research, whose objective is to provide insights and understandings.
Exploratory research might involve a literature search or conducting focus group Interviews.
The exploration of new phenomena in this way may help for better understanding, may test the
feasibility of a more extensive study, or determine the best methods to be used in a subsequent
study. For these reasons, exploratory research is broad in focus and rarely provides definite
answers to specific research issues.

Gaining organizational support

Conducting organizational analysis

Organizational climate

Choosing HR training Practice and their way.

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 SOURCES OF DATA

PRIMARY DATA: Primary data is the data observed or collected from firsthand
experience. Primary data is important for all areas of research because it is accurate information
about the results of an experiment or observation.

1. Personal Interview: A personal interview with staff members of the company will
be organized regarding their convergence towards training needs and benefits under
training to accomplish their goal within the company and marketplace.
2. Questionnaire: A questionnaire would be designed that could help in Fulfilling the
objective of the study to the maximum The questionnaire will be designed in such a
way so that it could solve the issues, like what are the terms and conditions followed
by the company earlier and what are the policies they are following now to make
themselves competent. The Questionnaire would consist of 10-12 objective-type
questions which become easy for the bank staff to answer.

SECONDARY DATA: Secondary data is the data that has been already collected and
readily available from other sources. Such data are cheaper more quickly obtainable than the
primary data and also may be available when primary data cannot be obtained at all.
Following are some of the sources of secondary data:

Secondary Information Sources:-

a) Performance Appraisal System of the Company

b) Training Calendar of company
c) Participants List
d) Various books and Magazines
e) Company's websites.

13
 RESEARCH INSTRUMENTS

Questionnaire: A questionnaire will be prepared while keeping in mind the objective of

the study. The option of filling a questionnaire is the most convenient way to interact with
people while filling the questionnaire and moreover the data will be less biased as the details
will be collected directly from the company. The questionnaire will be designed in an
objective mode so that it would become easy for people to fill because it consumes less time.

Survey: Survey will be done with a view to studying the training method and tools and
areas of improvement.

Historical data collection: The data of the company will be collected on a historical
basis. With a view to studying the terms and conditions or policies opted by the company,
historical data will be studied so that the new policies can be studies properly.

Sampling: Sampling is the process of selecting units (e.g., people, organizations) from a
population of interest so that by studying the sample we may fairly generalize our results
back to the population from which they were chosen. It is that part of statistical practice
concerned with the selection of a subset of individual observations within a population of
individuals intended to yield some knowledge about the population of concern, especially for
the purposes of making predictions based on statistical inference. Sampling is an important
aspect of data collection.

Sampling is a commonly used term to describe the process of obtaining information about an
entire population by examining only a part of it. The result obtained by sampling is objective
and defensible. It is not subject to questions of bias.

Statistical sampling can be more accurate than an examination of every item in a large
population. It may save time and money. Data may be combined and evaluated, even though
obtained by different users

14
 Sampling Unit: An individual

Sample Size: 40-50

During my analysis, I found that there are four types of training needs included at the time of
annual performance appraisal in Vardhman group to their employees so that they can execute
their role in a better way.

1. Behavioral

2. Quality improvement

3. Computer skills

4. Technical skills

Tools and Techniques of Analysis: No study could be successfully completed without

proper tools and techniques. For a better presentation and the right explanation, I used tools of
statistics and computers frequently. And I am very thankful to all those tools for helping me a
lot. Basic tools which I used for project from statistics are:

1. Bar Diagrams

2. Pie charts

Charts are really useful tools for every research to show the result in a well clear, easy, and
simple way. Because I used bar diagrams/charts in the project for showing data in a systematic
way, so it need not be necessary for any observer to read all the theoretical detail, simple on
seeing the charts anybody could know that what is being said. Technological tools are:

1. MS Excel

2. MS Word

The above application software of Microsoft helped me a lot in making projects more
interactive and productive. Microsoft Excel has a great role in my project, it created my
situation of "you sit and get." I provided it simply all the detail of the data and in return, it has
given me all the relevant information. And at last Microsoft Word did help me with the
documentation of the project in a presentable form.
15
 IMPLICATION OF THE STUDY

The present study will be helpful to an individual as well as the organization as under:

A) Employee workmen who are required training: This study will be conducted to
know the training needs for a worker, who can work effectively. HR Department every time is
in search of a person who has the maximum skills required for the job. After selecting the right
person, the main aim of the HR Department is to make that person a perfect workman. For this,
they provide the training to them. One of the contents of this study is to analyze how different
people utilize their skills with improved skills.

B) Company: This study will give assistance to the company regarding the identification
of training needs and revisions in existing training facilities. This study will be helpful in
understanding the need for shelter for an individual vis-a-vis is training provided by the
company. A company will be able to analyze that what type of employee do they have in their
profile and what type of training can be provided to them.

Thus, training can contribute to higher production, fewer mistakes, greater job satisfaction, and
lower labor turnover. Also, it can enable employees to cope with organizational, social, and
technological change. Effective training is an invaluable investment in the human resources of
an organization.

16
 LIMITATIONS OF THE STUDY

1. Objective type Questions:

The Questionnaire will be only objective-type questions which will be designed to make the
survey easy for staff. But this cannot reveal the true observation as people need to answer in
yes or no only.

2. Professional Attitude:

The company staff could show a Professional attitude at the time of the survey. They may not
reveal all the information with the help of which this study can more useful.

3. Other:

Often, sources are not interested to provide the actual data which is very important for correct
estimation.

For the lack of experience, it is hard to estimate the problem accurately.

Many of the employees have to work in the rigs so it was not possible to know their view.

Due to workload and survey done by the lots of trainees from different institutes scope of
interaction with the employees was less.

The study will suffer from the personal biasness of people on whom the survey will be
conducted. Some of them may have answered the Questionnaire by getting influence from their
friends or colleagues, some of them do not want to be unfair with anyone so give a fair answer
to each and every question.

17
 TENTATIVE SCHEME OF CHAPTER

1. Introduction

2. Meaning and concept of Training

3. Organization Profile

4. Theoretical concept

5. Research Methodology

6. Data Analysis and Interpretations

7. Findings, Suggestions and Conclusion

8. Bibliography

18
 BIBLIOGRAPHY

1) www.google.co.in

2) www.wikipedia.org

3) www.managementstudguide.com

4) www.ehow.com

5) www.egyankosh.ac.in

6) bing copilot

7) BAU Journal - Society, Culture and Human Behavior

8) “Human Resource Management 4E” by Bernardin, Tata McGraw-Hill

Education, 2007, 842 pages.

9) Human Resource Management Book.

10) Ignou Mcom Study material

11) Linkedin

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