REVIEW OF LITERATURE

1. Abbas Z. (2015)
Training is the learning process that is the indispensable part of human resource
development. According to him training as an essential element to an employee for the
development of the companies because some of the employees have lack of knowledge skills
and competencies and failed to accomplish task on timely basis. Besides, Training is a
learning activity directed towards the acquisition of specific knowledge and skills for the
purpose of an occupation or task. The focus of training is the job or task for example, the
need to have efficiency and safety in the operation of particular machines or equipment, or
the need for an effective sales force to mention but a few.
2. Saleem et al. (2015)
Training is an organized increase from the know-how skills and sensations needed for staff
members to execute efficiently in the offered process, as well as, to operate in underling
situation. Furthermore, training also increases the ability of the employees very effective way
by motivating them and converting them in to well organize and well-mannered, that
ultimately affects the performance of organization.
3. Laing (2015)
Training is defined as an indicator to enhance superior skills, knowledge, capabilities and
outlook of the employees that results in effective performance of the workers. Moreover, he
adds one more thing, that is, training extends the production of the organization. In linewith
this is the believe that training is important mean to improve the employees productivity
which ultimately affects the the organization performance and effectiveness
4. Nunvi (2016).
According to Nunvi (2016), training programs are directed towards maintaining and
improving current job performance while development seeks to improve skills for future
jobs.
5. Singh and Mohanty, 2015.
Emphasized that training should be developed and practiced within the organization
by appreciating learning of theories and approaches, if training is to be well understood.
Training is a type of activity which is planned, systematic and it results in enhanced level of
skill, knowledge and competency that are necessary to perform work effectively.
Development is a broad ongoing multi-faceted set of activities (training activities among
them) aimed at bringing someone or an organization up to another threshold of performance,
often to perform some job or a new role in the future.

6. Obisi 2016
Explained in their research that training is an important tool for the purpose of enhancing the
workforce performance and it will ultimately increase the worth of an organization but
organization ought to be balance amongst training worth and training disbursement.

7. Lawal 2016
Employee Training and Development strikes a balance between research and real company
practices which provide background in the fundamentals of training and development such
as needs assessment transfer of training, learning environment design, methods, and
evaluation Basically employee development includes training, education, and career
development. It also includes exchange of knowledge and experience.
8. Noe (2005)
In the field of human resource management, training and development is the field concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings. It has been known by several names, including employee
development, human resource development, and learning and development. These two
processes, Training and Development, are often closely connected. Training can be used as a
proactive means for developing skills and expertise to prevent problems from arising and can
also be an effective tool in addressing any skills or performance gaps among staff.
Development can be used to create solutions to workplace issues, before they become a
concern or after they become identifiable problem.
9. Cole (2017)
Argues training is one element many corporations consider when looking to advance people
and offer promotions. Although many employees recognize the high value those in
management place on training and development, some employees are still reluctant to be
trained. Training and development offers more than just increased knowledge. It offers the
added advantage of networking and drawing from others’ experiences therefore it is not
uncommon to hear excuses regarding why someone has not received training.

10. Venugopal and ganeshan 2015

They reemphasized that the training programs success depends on the training outcome. It
pointed out that the training is being conducted by many corporates but insufficient result has
been done in this area. Training is organised way i which organisations provide development
and improve the quality of new and existing employees. It has systematic approach of
learning and development that improve individual group and organisation.

11. Giasuddin Bellary, Pulidindi

Venugopal & Ganesan (2014),
reemphasized that the
12. training program’s success
depends on training outcomes. It
pointed out that training is being
13. conducted by many corporate,
but insufficient research has been
done in this area.
14. Training is organized way in
which organizations provide
development and improve the
15. quality of new and existing
employees. It has systematic
approach of learning and
development
16. that improve individual, group
and organization
17. Giasuddin Bellary, Pulidindi
Venugopal & Ganesan (2014),
reemphasized that the
18. training program’s success
depends on training outcomes. It
pointed out that training is being
19. conducted by many corporate,
but insufficient research has been
done in this area.
20. Training is organized way in
which organizations provide
development and improve the
21. quality of new and existing
employees. It has systematic
approach of learning and
development
22. that improve individual, group
and organization
23. Giasuddin Bellary, Pulidindi
Venugopal & Ganesan (2014),
reemphasized that the
24. training program’s success
depends on training outcomes. It
pointed out that training is being
25. conducted by many corporate,
but insufficient research has been
done in this area.
26. Training is organized way in
which organizations provide
development and improve the
27. quality of new and existing
employees. It has systematic
approach of learning and
development
28. that improve individual, group
and organization
29. Giasuddin Bellary, Pulidindi
Venugopal & Ganesan (2014),
reemphasized that the
30. training program’s success
depends on training outcomes. It
pointed out that training is being
31. conducted by many corporate,
but insufficient research has been
done in this area.
32. Training is organized way in
which organizations provide
development and improve the
33. quality of new and existing
employees. It has systematic
approach of learning and
development
34. that improve individual, group
and organization
35. Giasuddin Bellary, Pulidindi
Venugopal & Ganesan (2014),
reemphasized that the
36. training program’s success
depends on training outcomes. It
pointed out that training is being
37. conducted by many corporate,
but insufficient research has been
done in this area.
38. Training is organized way in
which organizations provide
development and improve the
39. quality of new and existing
employees. It has systematic
approach of learning and
development
40. that improve individual, group
and organization
41. Giasuddin Bellary, Pulidindi
Venugopal & Ganesan (2014),
reemphasized that the
42. training program’s success
depends on training outcomes. It
pointed out that training is being
43. conducted by many corporate,
but insufficient research has been
done in this area.
44. Training is organized way in
which organizations provide
development and improve the
45. quality of new and existing
employees. It has systematic
approach of learning and
development
46. that improve individual, group
and organization 1
STATEMENT OF THE PROBLEM

Employee training tries to improve skills, or add to the existing level of knowledge so that
employee is better equipped to do his present job, or to prepare him for a higher position with
increased responsibilities. However individual growth is not and ends in itself. Organizational
growth need to be measured along with individual growth. Broadly speaking training is the
act of increasing the knowledge and skill of an employee for doing a particular job. In today’s
scenario change is the order of the day and the only way to deal with it is to learn and grow.
Employees have become central to success or failure of an organization they are the
cornucopia of ideas. So it high time the organization realize that “train andretain is the mantra
of new millennium. This study will help us to understand the effectiveness of training and
development in ambuja cements and Jk cements.

OBJECTIVES OF THE STUDY

The objectives of the study are as follows:

1. To examine the effectiveness of training in overall development of skill of

workforce.
2. To examine the impact of training on the workers.
3. To study the changes in the behavioural pattern due to the training.

SCOPE OF THE STUDY

This study would provide information in depth, about the various training practices,
followed and is limited to the company Ambuja cements and Jk cements and its employees..
It also judges the enhancement of the knowledge & skills of employees and feedback on its
effectiveness. 
LIMITATIONS

The study is limited on the elements of human resource management, particularly in the area
of training and development and the data can be collected mostly from the secondary data
because of the covid pandemics so according to me there are several limitations in this study.

1. Respondents may give false responses due to the lack of knowledge.

2. Not easy to collect data in this covid pandemic.
3. Non availability of sufficient secondary data.

RESEARCH METHODOLOGY

Descriptive research

This study is answering numerous questions starts with what, who, where, how and when.
This research is very hard as well as it estimates eminent degree of high qualified skills to
understand and answer the problem. In this study, I have used descriptive research design to
conduct a survey on effectiveness of training and development of Ambuja cements and Jk
cements.

RESEARCH DESIGN

Research design is a plan comprising the researcher decision about the procedure of sampling
collection and analysis of data for a given study. Research design is nothing but systematic
methodology in collecting accurate information for interpretation with economy in procedure.
Descriptive type of research is used for the collection and analysis of data. The study
describes the effectiveness of training and development of Ambuja cements and Jk cements.

POPULATION AND SAMPLE

Employees of Ambuja cements and Jk cements.

SAMPLE SIZE

Sample size is 100. 60 employees of ambuja cements and 40 from Jk cements.

SAMPLING TECHNIQUE

The sampling technique is the convenience sampling technique which is used to select the
sample from the population.

TOOLS FOR DATA COLLECTION

Well-structured questionnaire is a record that comprises of a situated of institutionalized

enquiries for an altered scheme, which specifies that correct wording whatever’s extra request
of the questions, to gathering data from respondents.

Questionnaire: structured questionnaire is used with open ended questions and Likert scale
rating questions are being used.

SOURCE OF DATA

The data was collected by using primary and secondary sources.

Method used to collect primary data.
Questionnaire
Secondary data are collected using below methods.
1. Textbooks
2. Journals
3. Articles
4. Websites
5. Publications of the company

TOOLS FOR DATA ANALYSIS

1. MS Excel

2. Statistical analysis: Graph, Chart, Table.

PLAN OF ANALYSIS

The research is conducted through questionnaire, with sample of 100 respondents. Here we
are using descriptive research and tools like questionnaire, graphs, charts, tables using
statistical tools.

CHAPTER SCHEME

Chapter 1: Introduction

This chapter briefly describes about the Introduction and theoretical background of the topic,
Industry scenario, macro and micro scenario

Chapter 2: Company profile

This chapter defines the complete details about profile of the company, Back ground, nature
of the business, Area of operations, Vision and mission statements, Product profile,
Competitor’s profile, Market share, Awards received, CSR activities, SWOC assessment

Chapter 3: Research design

This chapter defines the design of the study which includes the statement of problem,
objectives, data source methodologies, scope and limitation of the study, review of literature,
plan of analysis and operational definitions of the concepts

Chapter 4: Data analysis and Interpretation

This chapter is about systematic analysis of primary or secondary data collected with proper
headings, data tables and graphs,

Chapter 5: Findings, Suggestions, and Conclusion

In these chapter findings, suggestion and conclusion on the basis of data analysis and
interpretation.

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