1

UNIVERSITY OF LUCKNOW

MINOR PROJECT ON TRAINING AND

DEVELOPMENT
BACHELOR OF COMMERCE

Submitted to Submitted By
ANUSHKA
TRIPATHI
ROLL NO:
2110722010007

SHERWOOD COLLEGE OF PROFFESIONAL MANAGEMENT

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DECLARATION

I do hereby declare that the research project entitled

TRAINING AND DEVELOPMENT , submitted in partial fulfillment of the

requirement of the award of degree of BACHELOR OF COMMERCE is entirely
my original work and all ideas and references have been truly acknowledged.

It does not contain any work that has been submitted for the award of any degree
or of any university.

Date: ANUSHKA TRIPATHI

Place: Lucknow

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CERTIFICATE

This is to certify that ANUSHKA TRIPATHI completed her Research

Project entitled “ under my guidance and supervision. To the best of my
knowledge, the present work is the result of her original investigation
and study .No part of the research project has been submitted for any
other university. The project is fit for submission for the partial
fulfillment of the requirements for the award of BACHELOR OF
COMMERCE

Date: ANUSHKA TRIPATHI

Place: Lucknow

ROLL NO: 2110722010007

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ACKNOWLEDGEMENT

I express my deep sense of gratitude to .............. sir for suggesting the

subject, gave me his valuable guidance and supervising the present
dissertation. He was also a constant source of inspiration to me, and his
deep and wide knowledge of urban geography helped me out of many
difficult situations. I would also thanks to ................for their help in
valuable guidance in this project and sherwood college of professional
management for giving me an opportunity to carry out my work
smoothly. I am also sincerely thankful to all faculty members for their
valuable suggestions.

Date: ANUSHKA TRIPATHI

TABLE OF CONTENT

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s.no Particulars Page no.

1 Chapter 1: 9-37
introduction
2 Chapter 2 : 38-46
Research design
3 Chapter 3 : 47-58
Data Analysis and
Interpretation
4 Chapter 4 : 59 -63
Findings, Suggestions
& Conclusion
5 References Books 64-65

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Executive Summary:
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.

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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.

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.
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.

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Chapter - 1 Introduction

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Introduction:
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 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.

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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 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.

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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 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:-

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a. Clear Purpose:
The objective of the programme should be clearly specified.
The training should be result oriented.
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.
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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.

A Study on Employees Training and Development Vision 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.
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.

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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.
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:

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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.

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:

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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 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.
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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. 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.
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 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.

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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.

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

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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:

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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.
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.

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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.

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.

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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: 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.

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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.

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b. Resource utilization analysis:

contribution of various departments towards resources utilization.
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
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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. 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.
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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.

Introduction:

Development:
Management development is all those activities and programmer when recognized
and controlled have substantial influence in changing the capacity of the individual
to perform his assignment better and ingoing so all likely to increase his potential
for future assignments.
Thus, management development is a combination of various training programmer,
though some kind of training is necessary,
it is the overall development of the competency of managerial personal in the light
of the present requirement as well as the future requirement. Development an
activity designed to improve the performance of existing managers and to provide
for a planned growth of managers to meet future organizational requirements is
management development.
Definition of Development:

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According to Mr. Emoia “Development covers not only those activities which
improve job performance, but those which bring about growth of personality, help
individuals in the progress towards maturity actualization of their potential
capacities, so that they become not only good employees but better men and
women”.

Training needs identification for a company:

Training need identification is a tool utilized to identify what educational courses

or activities should be provided to employees to improve their work productivity.
Here the focus should be placed on needs as opposed to desires of the employees
for a constructive outcome.
In order to emphasize the importance of training need identification we can focus
on the following areas:
a. To pinpoint if training will make a difference in productivity and the bottom line
b. To decide what specific training each employee needs and what will improve his
or her job performance.
c. To differentiate between the need for training and organizational issues and
bring about a match between individual aspirations and organizational goals.
Identification of training needs, if done properly, provides the basis on which all
other training activities can be considered.
Also requiring careful thought and analysis, it is a process that needs to be carried
out with sensitivity as people's learning is important to them, and the reputation of
the organization is also at stake.
Identification of training needs is important from both the organizational point of
view as well as from an individual's point of view.
From an organization’s point of view it is important because an organization has
objectives that it wants to achieve for the benefit of all stakeholders or members,
including owners, employees, customers, suppliers, and neighbors.
These objectives can be achieved only through harnessing the abilities of its
people, releasing potential and maximizing opportunities for development.
Therefore people must know what they need to learn in order to achieve
organizational goals. Similarly if seen from an individual's point of view, people

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have aspirations, they want to develop and in order to learn and use new abilities,
people need appropriate opportunities, resources, and conditions.

Therefore, to meet people's aspirations, the organization must provide effective

and attractive learning resources and conditions.
And it is also important to see that there is a suitable match between achieving
organizational goals and providing attractive learning opportunities.
Training and development is a function of human resource management concerned
with organizational activity aimed at bettering the performance of individuals and
groups in organization settings.
It has been known by several names, including "Human Resource Development",
"Human Capital Development" and "Learning and Development".
These definitions, of course, are viewed within the context of organizational
learning rather than other contexts (e.g. personal) of training and development.
Training Process Needs Assessment:

1. Organization Support
2. Organizational Analysis
3. Tasks and KSA Analysis
4. Person Analysis Instructional Objectives Development of Criteria Training
Validity Transfer Validity Inter organizational Validity Inter organizational
Validity Selection and Design of Instructional Programs Training Use of
Evaluation Mod. Lots of time training is confused with development, both are
different in certain respects yet components of the same system.

Development implies opportunities created to help employees grow. It is more of

long term or futuristic in nature as opposed to training, which focus on the current
job. It also is not limited to the job avenues in the current organization but may
focus on other development aspects also.

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At Goodyear, for example, employees are expected to mandatorily attend training

program on presentation skills however they are also free to choose a course on
‘perspectives in leadership through literature’.

Whereas the presentation skills program helps them on job, the literature based
program may or may not help them directly.

Similarly many organizations choose certain employees preferentially for

programs to develop them for future positions. This is done on the basis of existing
attitude, skills and abilities, knowledge and performance of the employee. Most of
the leadership programs tend to be of this nature with a vision of creating and
nurturing leaders for tomorrow.
The major difference between training and development therefore is that while
training focuses often on the current employee needs or competency gaps,
development concerns itself with preparing people for future assignments and
responsibilities.
With technology creating more deskilled workers and with industrial workers
being replaced by knowledge workers, training and development is at the forefront
of HRD.
The onus is now on the human development department to take a proactive
leadership role in responding to training and business needs. 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 ;which helps 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 Training and Development Objectives:
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The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization.
In addition to that, there are four other objectives: Individual, Organizational,
Functional, and Societal.
Individual Objectives –It help employees in achieving their personal goals, which
in turn, enhances the individual contribution to an organization.

Organizational Objectives –It assist the organization with its primary objective
by bringing individual effectiveness. Functional Objectives –It maintain the
department’s contribution at a level suitable to the organization’s needs.

Societal Objectives –It ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

Difference between Training and Development:

Theories of Training and Development

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1. Kirkpatrick Evaluation Model:

The Kirkpatrick evaluation model or theory was developed in 1959 by University
of Wisconsin professor emeritus Donald Kirkpatrick. It consists of four levels of
evaluation: reaction of participants;
learning, or the knowledge and skills gained; behavior, or the ability to apply the
new skills; and results, or the organizational impact. Each level of evaluation
builds upon and adds precision to the previous level.
The reaction: The reaction level measures how training participants react,
including their level of participation; ease and comfort of experience;
and the level of effort required to make the most of the learning. A reaction
evaluation is inexpensive and simple to administer using interaction with the
participants, post-training surveys and online questionnaires.
The evaluation can be done immediately after the training ends. It is important that
participants have a positive reaction to the training sessions because a negative
reaction leads to poor learning.
The learning: Learning evaluations are usually conducted before and after a
training program to assess the impact the program has had on the learning process.
Evaluations assess whether participants have advanced in knowledge, skills and
intellectual capacity as a result of the training.
Learning evaluation tools include self-assessment using online questionnaires and
tests, and formal assessment through interviews and observations.
Learning evaluation is especially relevant for technical training because technical
skill level changes are usually more quantifiable.
Behavior: Behavior evaluation assesses the extent to which training participants
apply the learning in their jobs.
The evaluation is usually done over a period of time to determine if the participants
use the new skills and knowledge on the job, improve their performance and
transfer the knowledge to their peers. Tools include observations, questionnaires,
tests and interviews. Behavior evaluations take more time and effort than reaction
and learning evaluations. It is important to involve the line managers and
immediate supervisors in the process because they are in the best position to
observe and assess participant behavior changes.

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Results: Results evaluation determines the success of a training program in

operational and strategic terms, such as increased sales, reduced expenses,
improved quality and reduced cases of workplace injuries.
However, it may not always be possible to correlate improved operational
performance with training. For example, improvements in product quality may be
due to better design tools and more qualified staff, not just a new quality training
program. External factors, such as changes in the economy and the competitive
environment, may also influence operational results.

Factors influencing Training and Development:

a. Top management support
b. Commitment from specialists and generalists
c. Technological advances
d. Organizational complexity
e. Learning principles

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Methods of Training and Development in Vision Plus:

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”

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• In this method trainee learns under the guidance or supervision of the supervisor
or instructor
. A. 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. This method of training motivate the
employees in Vision Plus.
B. 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.
This method of training motivate the employees in Vision Plus. C. 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.

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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. This method of
training motivate the employees in Vision Plus.
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, and 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.
This method of training motivate the employees in Vision Plus. e. Professional
skill training:
Here, training is given to Professional staff such as Accountants, Surveyors,
Auditors, and Architects etc.
Organization provides this training to newly joined professionals to gain the
professional qualification and it is also given to the existing professionals

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Chapter - 2 Research Design

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Title of the Study:

A Study on Employees Training and Development at Vision Plus Private Limited

Need for the Study: Training is the act of increasing the knowledge and skills of an
employee for doing a particular job. It utilizes a systematic and organized
procedure by which employee learns technical knowledge and skills.
Training refers to the teaching and learning activities carried on for the primary
purpose of helping members of an organization.
Training is closely related with education and development but needs to be
differentiated from these terms.
It is aimed at improving the behavior and performance of a person. Training is a
continuous and life long process.
Training provides an atmosphere of sharing synthesizing with the help of the
trainers, the information already available on the subject. Significance of the
Study: The development of any organization depends on its employees. For
organizational productivity training and development assumes great significance.
Training aims at increasing the knowledge and skills of the employee whereas
organizational development on the other hand refers to overall improvement of the
organization such as its structure,
objectives, policies and procedures including managers and employees.
Organizational development can be achieved by hiring the services of the
professional’s consultants.
Training and development programs are often viewed as part of organizational
development.
A better knowledge about these things can facilitate the trainer as well as the
trainee in conducting and benefiting from the training. But training being a very
complex process makes it a bit difficult. \
So the best way to achieve it is by studying and analyzing the feedback of
employees as well as managers.

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The project includes collecting information from staffs of Vision Plus Private
Limited, analyzing it, interpreting it, and concluding useful suggestions from it.

Objectives of the Study:

1. To recognize the meaning, nature, scope and features of the training and
development.
2. To know how the training and development program effects on the employee
productivity.
3. To study the employees perception towards organisational training and
development.
4. To study the methods used in training the employees.
5. To determine which kind of training and development programs are effective in
motivation.
6. To study the effectiveness of training and development programs in vision plus.
7. To give the suggestion for the growth and perspective of the company.

Research Methodology:

Research methodology is a way to systematically solve the research problem.

It may be understood as a science of studying how research is done scientifically.
In it we study the various steps that are generally adopted by a researcher in
studying his research problem along with the logic behind them.

Methodology gives us the blueprint of activities to be carried out systematically in

order to complete the study successfully.

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➢ Formulating the Research Problem

➢ Extensive Literature Review
➢ Developing the Objectives
➢ Preparing the Research Design including Sample Design
➢ Collecting the Data
➢ Analysis of Data
➢ Preparation of the Report or Presentation of Results, Formal write ups of
conclusion.
➢ Generalization and Interpretation and Conclusion

Methodology:

1. Questionnaire:
A questionnaire was served to all the employees asking their opinion about the
effectives of training and development programs at Vision Plus Private Limited
2. Personal Interview:
A face-to-face talk is carried out with the employees where I asked several
employees about their feelings and opinions on various aspects of their jobs and
organization.

3. Company Data and Reports:

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, which indicated the employee performance on the job after
attending these training programs.
Data Collection:
To produce a reliable questionnaire both primary and secondary information was
used. Primary data is the first hand information; the questionnaire was prepared by

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me under the guidance of the mentor wherein I used Likert five-point scale and
closed ended questions for measuring attitudes of the employees for my study.
The questionnaire comprised 20 questions which covered all the aspects of
measuring “the effectiveness of training and development”.
1. Primary Data:
An instrument is used to collect the required information from the employees and
also interact the employees personally. Primary data helps us in making
observation of employee’s behaviors, talk gestures which helped me in identifying
the attitude of employees towards the training program and the effectiveness of the
training program in the organization.
Primary Data Sources:
a. Questionnaire
b. Observation
c. Interview

2. Secondary Data:

It was collected from the website of the company, and the company personnel,
certain reports from the HR department.
The research also took the help of the books and journal. Secondary Data:
a. Book
b. Periodicals or journals
c. Research thesis and dissertations
d. Footnotes
e. Encyclopedias
f. Websites/blogs Both primary and secondary data served the purpose in
measuring the effectiveness of training and development at Vision Plus Private
Limited.

Both are equally essential for any type of survey.

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Research Design:
A research design is the assignment of conditions for collection and analysis of
data in a manner that aims to combine relevance to the search purpose formidable
problem that follow the fact defining the research is the preparation in this study
the researcher has made use of the descriptive research design this is used to
determine some definitive purpose with the help of structured questionnaire to
further primary information to focus on the accurate description of the variable
present in the problem Sampling:
Sampling is concerned with the selection of a subset of individuals from within a
population to estimate characteristics of the whole population. Researchers rarely
survey the entire population because the cost of a census is too high. The three
main advantages of sampling are that the cost is lower, data collection is faster, and
since the data set is smaller it is possible to ensure homogeneity and to improve the
accuracy and quality of the data.
In the study researcher has used probability sampling. Sample Size: The total
number of employees in an organization is 400.
It would be time consuming as well as difficult to interview all 400 employees.
So for the purpose of this project report researcher has selected 100 of population
for sampling. The samples were selected using simple random sampling techniques
i.e, every individual in the total population had equal chances of being selected.
Selection of Sample Respondents Simple Random Sampling:
A simple random sample is a subset of individuals (a sample) chosen from a larger
set (a population).
Each individual is chosen randomly and entirely by chance, such that each
individual has the same probability of being chosen at any stage during the
sampling process, and each subset of k individuals has the same probability of
being chosen for the sample as any other subset of k individuals.
This process and technique is known as simple random sampling. Tools Used for
Data Analysis:
For this research researcher has used some of the tools like graphical methods, bar
diagram etc for doing the data analysis.
Period of the Study:
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This study was conducted in Vision Plus Private Limited with a period of 30 days.
1. Initial five days were spent on data collection.
2. Next 6 days were engaged with the employees to have a personal contact with
them.
3. The next 15 days were used to help up in the HR department concerns such as
conducting meetings, applications arranging and informing meeting etc
. 4. The last 5 days were used to circulate the questionnaire and collect reply from
employees. Area Covered: For this survey I have covered all the departments of
the organization -

Vision Plus Private Limited Limitations of the Study:

1. Due to restriction to enter into some of the departments at Vision Plus Private
Limited. I could not cover some of the aspects required for my study.
2. Interaction with the company executive was limited due to their busy schedule.
3. The information collected is mainly primary data and the accuracy is subject to
the responses received.
4. The employees of the Vision Plus and services found it difficult to answer
questions properly due to their busy and heavy workload.
5. Some were reluctant to answer some question thinking that might affect their
job negatively.
6. The primary collection of data was time consuming, as the employees were
busy.
7. The total time allowed by company to do the project was very less.
8. Being a very lengthy and complex process it is difficult to analyze the details of
training and process

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SWOT Analysis:

1. Strengths:

a. Committed toward work, positive and logical in approach, constructive in

handling criticism.
b. Quick learner of new skills.
c. Confidentiality keeper.
d. Self-motivated.
e. Always discuss soft skills like positive, friendly, approachable, excellent team
member, work well under pressure.
f. It can establish a world-wide environment. g. It is growing very fast in the
market.
2. Weaknesses:
a. It has a competitive pricing policy. b. It is investing too much in R&D but its
marketing skills are provides continuous training to below average.
c. Competitors are chasing close maintains solid partnerships behind with its
customers.
3. Opportunities:
a. Opportunity to face the competitors in the market.
b. Opportunity to enter foreign contracts other than Indian contracts.
c. Opportunity to establish worldwide branches because of its services. d.
Opportunity to acquire more market share.
4. Threats:
a. Instability and economic instability which are affecting the business. b.
Knowledge broadcast system via the internet.

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Chapter – 3
Data Analysis and Interpretation

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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.

Interpretation:

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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.

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Interpretation:
In Table 4 and Figure 4, 82% 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.

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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.

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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.

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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

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Chapter – 4
Findings, Suggestions & Conclusion

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Findings:

1. 99%of the respondents agree that they like to attend training program.
2. 82% of the respondents agree that training means it is knowledge and skills.
3. Majority of the respondents agree that training program is essential for both
new employees and existing employee.
4. 82% of the respondents strongly agree that training is a part of organizational
strategy.
5. Majority of the respondents agree that training is well planned in their
organization.
6. 73% of the respondents agree that every month training programs are conducted
in their organization.
7. Majority of the respondents agree that training program is compulsory for the
employees to work better.
8. 97% of the respondents agree that training is helpful in enhancing productivity
and performance of an employee.
9. 65% of the respondents agree that coaching is the method to use training in the
organization.
10. 48% of the respondents agree that lack of interest is the barrier for training and
development in their organization.
11. 77% of the respondents agree that within 2-3 months they need to implement
training process in their organization.
12. Majority of the respondents agree that training is relevant to needs of the
organization.
13. 89% of the respondents agree that training helps to improve employee and
employer relationship
14. 68% of the respondents strongly agree that training helps to increase
motivational level of the employees.

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15. 51% of the respondents agree that training program enable the employees to be
accountable and authoritative in making decision.
16. 81% of the respondents agree that training method focus on developing team
work and leadership skills.
17. 96% of the respondents agree that instructor response to trainees doubts.
18. 86% of the respondents agree that employees after training are given
preference for new assignments.
19. 63% of the respondents agree that effectiveness of training program is excellent
20. 95% of the respondents agree that feedback can evaluate the effectiveness of
training program. Findings from the Organisation:
a. The environment of the organisation must be very friendly which will help
employees in satisfaction of the work and others factors.\
b. The organisation has many fresher’s from which they work very
enthusiastically and there can be more productivity.
c. The relationship between the superior and subordinate is very good and this will
bring the organisation and employees to work in a good environment. d.
Organisation provides employee opportunity to the people who are not properly
educated or highly qualified. e. The organisation gives them proper training and
improve them

Suggestions:

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1. Employees should decide and determine the training programs that they need so
that they can work more effectively and efficiently, employees should decide some
of the training they would like to undergo.

2. The HR department should conduct briefing and debriefing sessions for

employees for training as to give them an idea as to why this training is been
conducted and what they have to learn in the training program conducted and also
after training completion they should take a feedback as to how effective was the
training so that the necessary improvements in training programs can be considered
and implemented.
3. Apart from on-job training programs the HR Department should conduct
constant value addition programs such as Time management, Stress management
trainings, group dynamics, grievance redressal; these will help to add value and is
also essential in today’s business scenario.
4. Performance of every employee undergone training should be evaluated so as to
get Improved quality of training activities, Improve ability of the trainers to relate
inputs to output know their understanding about the training programme conducted
5. Training program should evaluate the abilities, competencies and potentials of
the trainees for a particular job or work skills. 6. It should aim to narrow down the
gap between expected level of performance and the actual level of performance.
7. It should provide new recruits or trainees a scientific pace for imbibing the
knowledge and skills required to discharge their duties and responsibilities
meaningfully and purposefully.
8. The company should conduct training programs at regular intervals, which
helps the employees to enhance their knowledge for their current jobs.
9. The company should design the training program based on the current
requirement, which includes development of technical skills, personality
development, time management, computer knowledge etc.
10. The training session should be made more interactive and participative so that
trainees and trainer are in constant interaction Conclusion: 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.

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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.
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.

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Therefore we can conclude that the training programs in the organization are
excellent but they have been not utilized properly by the employees as the training
programs are not mad compulsory to all the departments.
There is a broader scope to develop and improve its training programs in future in
order to meet the requirements of the global market

References Books:

1. Training and Development – SubbaRao

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2. Human Resource Personal Management – K. Ashwatappa

3. Human Resource Management - Gary Dessler

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