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MAJOR PROJECT REPORT PRESENTATION

BY

PRATEEK JAIN

BBA 6TH SEMESTER ROLL NO: 04611401710

A PRESENTATION ON TRAINING AND DEVELOPMENT


OF EMPLOYEES IN MAX(LANDMARKGROUP)

INTRODUCTION
Training is the organized procedure by which people learn knowledge and skills for a definite purpose. Training seeks a relatively permanent change in an individual that will improve his/her ability to perform on the job. It involves changing of : Skills Attitude Knowledge

TRAINEES AND TRAINERS

Who are the trainees? Should be selected on the basis of self nomination Recommendations of supervisors Recommendation by HR department

Who are the trainers?


Immediate supervisors Co-workers Members of the HR staff Specialists in other parts of the company Outside consultants Industry associations Faculty members at universities

COMPANY PROFILE

May 2004 marked the beginning of an exciting journey for MAX. with the launch of the first Max store in united Arab Emirates. It was Founded by MICKEY JAGTIANI. Max now has a total of 145 stores across 15 countries in the middle east, Turkey, Egypt, Yemon, Lebanon and India, With a single aim of addressing the fashion and foot ware needs of middle income customers offering them good quality products at amazing value, Max has quickly filled the position of being the largest value fashion retailer in the middle East. Max retails its own label of clothing for men, women and children as well as footwear and home ware. By the end of 2011, max has aimed to have network of close to 200 stores across Middle East and new markets, Max currently operates in UAE, Saudi Arabia, Jordan, Kuwait, Bahrain, Qatar, Oman, Turkey, Egypt, Yemen and India. An average Max stores ranges between 18000 to 30000 square feet. A rewarding shopping experience coupled with great value- translates into Making customers Look good. Feel good with Max

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

To develop the hidden talent of individual workers which may be used for the development of the organization. To develop employees capabilities according to the needs of the organization and according to the specialization of organization. To increase co-operation and trust and motivate employees to actively participate in the Companys failure.

OBJECTIVES OF RESEARCH
The core objectives of our research investigation are: To examine the impact of training on the workers. To study the changes in behavioral pattern due to training. To recommend appropriate measures to enhance the effectiveness of training and development.

RESEARCH DESIGN

TYPE OF RESEARCH

1. The research is qualitative in nature. 2. The study is based on data collected through structured
questionnaire from the respondents. 3. The data has been collected by contacting employees ,through Internet, as well as through personal contact. 4. The data so generated has been tabulated using tables, charts, Graph, and inferences have been drawn accordingly

RESEARCH METHOD The method adopted in this research is survey research method.

SAMPLE SIZE

The sample for the present study of employees in MAX was 50.

DATA COLLECTION SOURCES


A) Primary Data: 1. Survey method with the help of questionnaire. 2. Survey done through :

1. 2.

Personal interview Observation Method.

1. 2. 3. 4. 5.

B) Secondary Data: Secondary data are mainly official record, information of HRD and other departments. Company Annual Report Company Journal Newspaper articles Magazines.

VARIOUS TRAINING METHODS

TRAINING METHODS

On the job training. Off the job training. Assessing seniors in their meeting. Attending seminars.
Technology-Based Learning
Basic PC-based programs Web-based training programs

Coaching/Mentoring Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced professional. This usually takes place after another more formal process has taken place to expand on what trainees have already learned. Films & Videos Films and videos can be used on their own or in conjunction with other training methods.

ANNEXURE
Q1. In your company, training is given more importance now than in the past. Very True Mostly true Partly true Not true Q2. The training program is a well-planned exercise and is of sufficient duration. Very True Mostly true Partly true Not true

Q3. Your company training and development programs are evaluated and improved upon Every year. Very True Mostly true Partly true Not true

Q4. Employees are helped to upgrade their technical knowledge and skills through training. Very True Mostly true Partly true Not true Q5. Workers are encouraged and rewarded for training to acquire higher qualifications Very True Mostly true Partly true Not true

Q6. There is also an emphasis on developing leadership skills through training and Development. Very True Mostly true Partly true Not true

Q7. Human relation competencies are developed through training in human skills. Very True Mostly true Partly true Not true Q8. Employees are sponsored for training programs on the basis of carefully identified Needs. Very True Mostly true Partly true Not true Q9. Internal training programs are handled by the best possible faculty your company can Access. Very True Mostly true Partly true Not true

Q10.

Experimental action-oriented techniques, including games, are used in training programs. Very True Mostly true Partly true Not true

Q11. The company encourages and supports self-learning and education by its managers. Very True Mostly true Partly true Not true Q12. Managers are provided with opportunities to perform different tasks and acquire competencies. Very True Mostly true Partly true Not true

1. IN YOUR COMPANY, TRAINING IS GIVEN MORE IMPORTANCE NOW THAN IN THE PAST
70% 70% 60% 50% 40% 30% 20% 10% 0%

20%
9%

very true mostely true partly true not true

1%
satisfaction level

Interpretation:From the above graph it can be inferred that majority of the respondents that is 70% have felt that more importance is given to induction training at present when compared to the past

2. SENIOR MANAGERS SPEND TIME WITH THE NEW RECRUITS DURING INDUCTION TRAINING
55% 60% 50% 40% 30% 20% 10% 7% 0% satisfaction level 38% very true mostely true partly true not true

0%

InterpretationMajority of the respondents that is nearly 60% of the employees Strongly stand by the option that senior managers spend majority of the time with new recruits during induction training.

3. YOUR COMPANY TRAINING AND DEVELOPMENT PROGRAMS ARE EVALUATED AND IMPROVED UPON EVERY YEAR

54% 60% 50% 40% 32% 10% 2% very true mostly true partly true not true

30%
20% 10% 0%

satisfaction level

InterpretationAccordingly to 54% of the evaluation and up gradation of the training program is done year on year, followed by 32% of the people who partly agree upon this.

4. EMPLOYEES ARE HELPED TO UPGRADE THEIR TECHNICAL KNOWLEDGE AND SKILLS THROUGH TRAINING

60%
50% 40% 30%

53% very true mostly true partly true not true 2%

32% 13%

20%
10% 0% satisfaction level

InterpretationFrom the above graph it may be concluded that 53% of the respondents have replied that it is very true that they are helped to upgrade their skills.

5. WORKERS ARE ENCOURAGED AND REWARDED FOR TRAINING TO ACQUIRE HIGHER QUALIFICATIONS

50%
34% 40% 30% 20%

41% very true mostly true partly true not true 2%

23%

10%
0% satisfaction level

InterpretationFrom the above graph we may come to conclusion that majority of the respondents that is 41% of the respondents partly feel that they are encouraged and rewarded for training to acquire higher qualification followed by 34% of the respondents say it is very true that they are encouraged and rewarded.

6. THERE IS ALSO AN EMPHASIS ON DEVELOPING LEADERSHIP THROUGH TRAINING AND DEVELOPMENT


50% 41% 40% 30% 20% 10% 0% satisfaction level 2%

34%
23% very true mostely true partly true not true

Interpretation41%of the respondents replied its mostly true that the importance given in Developing Leadership skills followed by 34% of the people who expressed it is very true on significance training towards Developing skills.

7. HUMAN RELATION COMPETENCIES ARE DEVELOPED THROUGH TRAINING IN HUMAN SKILLS


45% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 33%

14% 3%

very true mostly true partly true not true

satisfaction leve

Interpretation45% of the respondents fell it is very true that they are given training regarding competency in human skills followed by 33% who replied mostly true 17% are least satisfied.

8. EMPLOYEES ARE SPONSORED FOR TRAINING PROGRAMS ON THE BASIS OF CAREFULLY IDENTIFIED NEEDS

50% 40% 30% 20% 10%

41%

42%

12% 5%

very true mostly true partly true not true

0% satisfaction level

InterpretationEmployees are selected on the basis of the skills they are lacking in and 42% of the employees agree with it while 5% of them disagree.

9. INTERNAL TRAINING PROGRAMS ARE HANDLED BY THE BEST POSSIBLE FACULTY YOUR COMPANY CAN ACCESS.
48%

50%
40% 30% 20%

43% very true mostly true partly true not true 2% satisfaction level

7%

10%
0%

InterpretationMajority of the people that is 91% of the respondents feel that its true that they are exposed to internal training programme which are handled by best faculty which the company can axis.

10. VARIOUS METHODS ARE USED TO HELP EMPLOYEES LEARN AND IMPLEMENT CREATIVE IDEAS
65%

70%

60%
50% 40% 30% 20% 10% 0% 4% 0% 31% very true mostly true partly true not true

satisfaction level

INTERPRETATION- From the above graph it can be inferred that 65% of the respondents say it is very true that their creative ideas are given a kind of importance.

FINDINGS
1. The deficiency is caused by a lack of ability rather than a lack of motivation to perform, 2. The employee should have that attitude and motivation need to learn to do the job better, and 3. Supervisors and peers are supportive of the desired behaviors. 4. Various techniques are used to train employees like audiovisual technique, on-the-job training, etc.

SUGGESTIONS
Avoid politics, bureaucracy, favouritism that could de-motivate employees. Ensure transparency in all processes. Create a dynamic organization open to changes. Provide updated technology and software packages. Customized rewards and incentives. Provide better training facilities for employees.

CONCLUSIONS

Now-days, training programs are gaining importance because they help to solve various problems, like new lines of production, severe competition, changes in design and technique of production, change in the volume of business, etc. Training programs enhance overall organizational efficiency and effectiveness. Training has become a very significant management tool for bringing about desired changes in order to solve organizational problems and also to achieve organizational goals. Therefore to be very effective, the training function is required to be organized properly and systematically.

BIBILOGRAPHY

BOOKS:
P.SUBBA RAO; personnel management & human resource; Himalayan publication, 2005 first edition N.K. SAHINI & YOGESH KUMAR; personnel management; kalyani publishing house, 2002 first edition. ASHWATHAPPA; human resource management; Tata MC Grawhill publishing company.ltd, 1999 second edition. C.B. MEMORIA; personnel management; Himalaya publication house, 2002 third edition. TRAINING AND DEVELOPMENT by Dr. B Janakiram, 2008 edition.

Websites:
www.google.com www.maxfashionretail.com www.landmarkgroup.com www.hr-guide.com http://research.unsw.edu.au/training-development-research-academics http://www.trainingreality.co.uk/training-blog.shtml