Thinknext 1

Training and development

TRANING AND DEVELOPMENT STRATEGIES ADOPTED BY THINKNEXT

TECHNOLOGLY

AT

ThinkNEXT Technologies Mohali

Submitted for the partial fulfillment of requirement for the degree of

Masters of Business Administration

(2015-2017)

Submitted To: Submitted By:

Mr. Rajdeep Singh Narinder kaur

Assistance Professor UID- 152562044

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 2
Training and development

DECLARATION

I hereby declare that the Training Report was submitted by me under the supervision and
guidance of Mrs .Rajni Wadhwa Bedi, project guide, ThinkNEX Technologies in Partial
Fulfillment of M.B.A 3th semester. I further declare that I am solely responsible for omission
and commission of errors if any.

Signature

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 3
Training and development

ACKNOWLEDGEMENT

Amongst the wide panorama of people who provided me the inspiration, guidance and
encouragement, I take this opportunity to thank those who gave me indebted assistance and
constant encouragement for completing this project.

I would like to thank Mrs. Rajni Wadawa Bedi, HR Executive of ThinkNEXT Technologies
Pvt. Ltd., Mohali for his continuous help in completion of this project. She motivated me and was
available whenever her assistance was sought. She was actively involved throughout the project
and was also kind enough to tell me the strengths and weaknesses and how I could improve
myself to face the corporate world. Without her support the completion of this project would be
impossible.

I would like to extend my thanks to all the employees/staff of the ThinkNEXT Technologies Pvt.
Ltd., Mohali for their support.

I would also like to thank my college project guide Mr. Rajdeep singh, Baba Farid College of
Management and Technology, for his valuable guidance and support.

Thanking you All

Place: Mohali (Narinder kaur)

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 4
Training and development

PREFACE

Management is an essential ingredient in every organized endeavor. Effective and efficient

coordination of human efforts and materials resources requires sound management. In them
turbulent socio-economic environment to today, the job of a manager has become very
challenging. There is no single universal technique of management and the basic management
principles have to be adapted to the environmental demands.

As the part of my MBA curriculum I was required to undergo summer training in a

business organization.

The project has been designed keeping in view the financial nature of the management of
small scale industries. It seeks to provide a brief and concise view of what Management is all
about and how it can be applied to small industries.

India being a developing economy it is trying hard to promote this sector by doing
effective financial analysis. In this report I have put my best efforts to analyze the data to the
highest level of accuracy and give my view to the best of my judgment.

This report includes my sincere efforts; I sincerely hope that this report proves to be
useful to its readers also.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 5
Training and development

Table of content
S.NO TOPIC NAME PAGE NO

1 Introduction -Company profile 6-14

1.1 Placement 15
1.2 Industrial training 16-18
1.3 Campus of advantages 19
2 HRM 20
3 Training and development 23
3.1 Objective 24
3.2 Methods 25-30
3.3 Process 31-32
3.4 Importance 33-34
3.5 Roles 35-36
4 Objective of the study 37
5 Review of literature 38
6 Research methodology 39-40
7 Data interpretation and analysis 41-55
8 Findings 56
9 Conclusion 57
10 Limitations of the study 58
11 Recommendation 59
12 Suggestions 60
13 Bibliography 61
14 Annexure 62-65

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 6
Training and development

CHAPTER- 1

INTRODUCTION

COMPANY PROFILE

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 7
Training and development

ThinkNEXT Technologies Private Limited (Formerly Brilliant Software Solutions) is an

ISO 9001:2008 certified software development company founded in August 2009 and it
is approved from Ministry of Corporate Affairs which deals in University/College/School
ERP Solutions, Android / iPhone Applications development, Web designing, Web
development, Discount Deals (www.thinknextcard.com, www.tricitydeal.com), Bulk
SMS, Voice SMS, Bulk Email, Biometric Time Attendance, Access Control, SEO/SMO,
Database Solutions, Payment Gateway Integration, E-Mail Integration, Industrial
Training, Corporate Training and Placements etc. Think NEXT Technologies provides
software solutions using latest technologies e.g. Smart Card, NFC, Biometrics, GPS,
Barcode, RFID, SMS, Auto SMS (Short code), Android, iPhone, Web, Windows and
Mobile based technologies.
ThinkNEXT has wide expertise in .NET, Crystal Reports, Java, PHP, Android, iPhone,
Databases (Oracle and SQL Server), Web Designing, Networking, Web Server
configurations, various RAID Levels etc.

ThinkNEXT Technologies has also setup its offices in USA, Delhi, Shimla and Bathinda
for its software support. ThinkNEXT has its own multiple Smart Card printing, encoding
and barcode label printing machines to provide better and effective customer support
solutions.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 8
Training and development

ThinkNEXT has also setup its own placement consultancy and is having numerous
placement partner companies to provide best possible placements in IT industry.

Think NEXT Technologies has developed for the first time in northern region cloud
computing based Cloud Campus 4.0 to facilitate knowledge and placement centric
services. It is a unique concept for effective and collaborative learning.

1. ThinkNEXT deals exclusively in campus automation through Smart Campus ERP

Solutions. Therefore we have better experience in handling large group of
institutions through proper time-tested policies and procedures.
2. First Company of India who has Launched NFC Technology (The Future) for
Smart Campuses through NFC Smart Cards.
3. First Company of India who has launched Android Version of Smart Campus
ERP Solutions for Mobiles and Tablet PCs.
4. First company of India who has developed SMS Opt-In Technology so that
Institutes/Colleges can send Transactional SMS with SMS Sender ID and without
SMS Template approval.
5. First company of Punjab, Haryana, Himachal, J&K (Northern region) who
launched Smart Cards (Contact Type), Smart Cards (Contactless) in Punjab for
campus automation.
6. First company of India which has launched its Think NEXT Smart Card as
Discount Card in more than 120 enterprises.
7. Established own multiple Smart Card Designing, Smart Card Printing, Smart Card
Lamination and Oyster Barcode Printing Units.
8. Multiple SMS Gateway Support.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 9
Training and development

SERVICES

We provide Software Solutions using latest technologies or features:

NFC
Biometrics (Fingerprint with Automated Online)
Smart Card
Barcode
RFID
SMS
Short code 56767 (Auto SMS)
Android
ions (phone)
GPS
WAP (For WAP Enabled Mobile Phones)
Multiple SMS Gateway Support
Web based Technologies (365x24x7 services)
Windows based Technologies
Mobile based Technologies
Webcam support for various operations
Parallel Internet, Intranet and Wi-Fi Support

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 10
Training and development

Vision:

Technologies Pvt. Ltd. are already very flexible and scalable. Still, we always take care of specific
requirements of our clients. Our highly committed R&D team makes our software feature
rich, dynamic and future tuned everyday so that our clients always maintain the lead over
their competitors. The development of the software is being done and the purpose full
customization of the package is carried out in the ThinkNEXT lab.

Mission:

ThinkNEXT is pioneer in Smart Campus ERP Solutions for

Universities/Colleges/Schools using latest technologies and features. We provide
software solutions using .NET, PHP, Android, iphone, Java technologies with three tier-
architecture support. We provide back-end solutions using MS SQL Server, Oracle, and
MySQL.

Quality Policy:

We have wide experience working with eminent Educationists, Managements, Directors,

Principals, Head of Departments, other Staff Members, Parents and students. Therefore
we do not sell only software Modules but an innovative system which has more
importance than just ERP software modules. Today Smart Campus solutions are a need
of hour for every University/Group of Colleges or an Institution to make edge over others
and maintain a lead over their competitors. Our Research and Development team is
committed to make your institute(s) to maintain lead over their competitors.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 11
Training and development

More Services:

• ThinkNEXT offers various industry-ready programs so that student needs not to

struggle for jobs. ThinkNEXT offers 6 weeks/2 Months/6 Months training
programs to make students industry.

 ThinkNEXT is pioneer in providing best placements in Industry. We offer

minimum five job interviews for each student and provide 100% Placement
Assistance.

• ThinkNEXT Offers Life-Time Validity Learning and Placement Card. Students

undergoing six months training will have advantage to learn free of cost anything
against that training program for life-time.

• ThinkNEXT offers Part-Time/Full Time Job Offer for each student during training
so that students can earn while they learn. Student can bear their food,
accommodation and other expenses on.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 12
Training and development

MANAGEMENT OF ThinkNEXT Technologies PVT.LTD.

BOARD OF DIRECTOR

 Sunil Jindal
 Munish Mittal
 Vikas gupta
 Ghansham Dass

MANAGING DIRECTOR

 Sunil Jindal

MARKETING HEAD

 Munish Mittal

IT Head

 Mukesh Kumar

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 13
Training and development

SOME OF OUR CLIENT

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 14
Training and development

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 15
Training and development

PLACEMENT

Company list-

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 16
Training and development

INDUSTRIAL TRAINING

1. 6 Months/Weeks Industrial Training Programs-

 Microsoft .NET

 Android

 iPhone

 Java

 PHP/MySQL

 Web Designing

 Embedded Systems

 AutoCAD

 Online Bidding (Freelancing)

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA
 Thinknext 17
Training and development

 Oracle/SQL Server Administration

 Software Testing and Quality Assurance

 Hardware & Networking

 CCNA

 MCITP

 SEO

 CATIA

 Pro-E

 Solid Works

 Human Resource

 Marketing

 Finance

 (FREE Spoken English/Personality Development/IELTS Classes on daily basis

with Industrial Training + Job Offer).

 One-to-one Project and Project will be made Live and to make it Live,
ThinkNEXT will provide sub-domain and hosting worth Rs. 3000 absolutely
free to each student for web based Project. To host mobile apps, ThinkNEXT
will provide free Google Play account (For Android Mobile Apps) and Apple
iTunes Connect Account (Apple App Store) for iPhone Apps.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 18
Training and development

2. ThinkNEXT Edge

 Industrial Training and Certificates from Software/Electronics Company not just

from an institute

 Free Interview Preparation, Spoken English and Personality Development

Programmers.

 Opportunity to get placed in ThinkNEXT and numerous other companies.

 Life-Time Validity Learning and Placement Card.

 Part-Time/Full-Time Job Offer for each student during Training.

 Think NEXT Cloud Campus advantage not only during training, even after
completion of training for life time.

 One-to-one PC and Corporate Environment.

 Learn from Developers/Industry experts rather than Trainers/Teachers.

 Direct interaction with Developers/Industry Experts.

 Industrial training programmers are designed to make students industry-ready.

 Large Display LEDs in each Class-Room/Lab, Wi-Fi Labs.

 Guest Lectures/Seminars by Industry Experts.

 Every Student is provided with “Live Projects” mentored by Software/

Electronics/Industry Experts.

 100% Placement assistance.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 19
Training and development

Think NEXT Cloud Campus Advantages

 Each Student will have Unique User ID and Password to Login to ThinkNEXT
Cloud

 Campus 4.0 anytime…anywhere…

 View Numerous Technical, Personality Development Videos anytime…

anyhere…

 Students will be able to download e-Books, e-Journals, Class Notes, Important

Links and other study material.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 20
Training and development

 ThinkNEXT Smart Campus is a step towards not only 100% placements but also
better job offers even after placements.

 Student Profile, Instant Technical Updates, Class Notes, Project Report

Submitted, Attendance, Performance, Notice-Board, Class Timings etc. Everything
online.

 Communication with industry experts, Technologists through cloud Campus

anytime…anywhere….

 Regular SMSes and E-mail for Related Job Offers.

 Access through PCs, Laptops, Tablet PCs, Mobiles via internet.

Human Resource Management

Meaning:- Human Resource Management is the process of recruitment, selection of employee,

providing proper orientation and induction, providing proper training and the developing skills,
assessment of employee (performance of appraisal), providing proper compensation and benefits,
motivating, maintaining proper relations with labour and with trade unions, maintaining
employees safety, welfare and health by complying with labour laws of concern state or country.

Why name human resource management?

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 21
Training and development

Human: refer to the skilled workforce in the organisation.

Resource: refer to limited availability or scarce.
Management: refer to maximise or proper utilisation and make best use of limited and a scarce
resource.

Altogether, human resource management is the process of proper and maximise utilisation of
available limited skilled workforce. The core purpose of the human resource management is to
make efficient use of existing human resource in the organisation. The Best example
at present situation is, construction industry has been facing serious shortage of skilled workforce.
It is  expected to triple in the next decade from the present 30 per cent, will negatively impact the
overall productivity of the sector, warn industry experts.
Every organisations' desire is to have skilled and competent people to make their organisation
more effective than their competitors. humans are very important assets for the organisation
rather than land and buildings, without employees ( humans ) no activity in the organisation can
be done. Machines are meant to to produce more goods with good quality but they should get
operated by the human only.

Need of Human Resource Management

“Human Resource Management helps in creating better rapport between the management
and the subordinates. It helps subordinates to realize individual and organizational goals. ”

1. Human resources management is the backbone of every type of business organization. The
triumph of every organization depends upon the worth of persons it employs. Human resources
management helps in spotting the exact individual for the precise job. Suitability for the job and
quality of work go hand in hand in determining the quality of any work force.

2 .Human Resource Management helps in creating better rapport between the management and
the subordinates. It helps subordinates to realize individual and organizational goals.

3. There is wide spread unrest in industries these days. Strained worker management relations,

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 22
Training and development

lack of confidence in each other and emergence of militancy in trade unions have become the
order of the day. These factors have created a gap among subordinates and managements.

4. Both sides are talking about exploitation by the other side. In the absence of cordiality in an
organization the performance of the workers is adversely affected. HRM is required to create
proper understanding among the workers and the management.

5. The subordinates are developed to meet their individual and organizational objectives. The
subordinates are convinced that various managerial actions can help them in accomplishing their
motives besides helping the organization.

6 . There is a humanization of work environment in industrialized countries like Japan, USA, UK,
etc. Globalization of economy has exposed the industry in developing countries to international
competition. An improvement in efficiency and quality of work can come only when workers
develop organizational commitments.

7. The business environment is rapidly changing. Technological improvements have

revolutionized the production procedures. Automation has been introduced in office operations.

TRAINING AND DEVELOPMENT

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 23
Training and development

Training and development

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. Training refers to the teaching /learning activities done
for the primary purpose of helping members of an organization to acquire and

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 24
Training and development

apply the knowledge skills, abilities and attitude needed by that organization to
acquire and apply the same. Broadly speaking training is the act of increasing the
knowledge and skill of an employee for doing a particular job.

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 – help employees in achieving their personal goals,
which in turn, enhances the individual contribution to an organization.
Organizational objectives- assist the organization with its primary objective by
bringing individual effectiveness.

Functional objectives - maintain the department‘s contribution at a level suitable

to the organization‘s needs.

Societal objectives- ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.

Training objective is one of the most important parts of training program. While
some people think of training objective as a waste of valuable time. The
counterargument here is that resources are always limited and the training
objectives actually lead the design of training. It provides the clear guidelines and
develops the training program in less time because objectives focus specifically
on needs. It helps in adhering to a plan.

OBJECTIVE OF TRAINING AND DEVELOPMENT

The principal objective of training and development division is to make sure the
availability of a skilled and willing work force to an organizational. In addition to that,
there are four other objectives: Individual, Organizational, Functional, and Societal.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 25
Training and development

Individual objectives: Helps employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.

Organizational objectives: Assist the organization with its primary objective by

bringing individual effectiveness.

Functional objectives: Maintain the department's contribution at a level suitable to the

organization's need.

Societal objectives: Ensure that an organization is ethically and socially responsible to

the need and challenges of the society.

Training and development is methods

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 26
Training and development

There are several T&D methods available. The use of a particular

method depends which method accomplishes the training needs and
objectives. Training methods can be classified into two categories:

I. On-the-Job Methods

This refers to the methods of training in which a person learns a job by

actually doing/performing it. A person works on a job and learns and develops
expertise at the same time.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 27
Training and development

1. Understudy

In this the employee is trained by his or her supervisor. The trainee is attached
with his or her senior and called understudy or assistant. For example, a
future manager might spend few months as assistant to the present manager.

2. Job rotation

This refers to shifting/movement of an employee from one job to another on

regular intervals.

3. Special projects

The trainees' may ask to work on special projects related with departmental
objectives. By this, the trainees will acquire the knowledge of the assigned
work and also learn how to work with others.

4. Experience

It refers to learning by doing. This is one of the oldest methods of on-the-job

training. Although this is very effective method but it also very time-
consuming and wasteful. Thus it should be followed by other training methods.

5. Committee assignment

In this, the trainees become members of a committee. The c o m m i t t e e i s

a s s i g n e d a p r o b l e m t o d i s c u s s a n d m a k e recommendations.

6. Coaching

In this, the supervisor or the superior acts as a guide and instructor of the
trainee. This involves extensive demonstration and continuous critical evaluation
and correction.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 28
Training and development

II. Off-the-Job Methods

These methods require trainees to leave their workplace and concentrate their entire time
towards the training objectives. These days off-the-job training methods have become
popular due to limitations of the on-the-job training methods such as facilities and
environment, lack of group discussion and full participation among the trainees from
different disciplines, etc. In the off-thejob methods, the development of trainees is the
primary task rest everything is secondary. Following are the main off-the-job training
methods:

1. Special courses and lectures

These are the most traditional and even famous today, method of developing personnel.
Special courses and lectures are either designed by the company itself or by the
management/professional schools. Companies then sponsor their trainees to attend these
courses or lectures. These are the quick and most simple ways to provide knowledge to a
large group of trainees.

2. Conferences and seminars

In this, the participants are required to pool their thoughts, ideas, viewpoints, suggestions
and recommendations. By attending conferences and seminars, trainees try to look at a
problem from different angles as the participants are normally from different fields and
sectors.

3. Selected reading

This is the self-improvement training technique. The persons acquire knowledge and
awareness by reading various trade journals and magazines. Most of the companies have

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 29
Training and development

their own libraries. The employees become the members of the professional associations
to keep abreast of latest developments in their respective fields.

4. Case study method

This technique was developed by Harvard Business School, U.S.A. It is used as a

supplement to lecture method. A case is a written record of a real business
situation/problem faced by a company. The case is provided to the trainees for discussion
and analysis. Identification and diagnose of the problem is the aim in case study method.
Alternate courses of action are suggested from participants.

5. Programmed instruction/learning

This is step-by-step self-learning method where the medium may be a textbook, computer
or the internet. This is a systematic method for teaching job skills involving presenting
questions or facts, allowing the person to respond and giving the learner immediate
feedback on the accuracy of his or her answers."

6. Brainstorming

This is creativity-training technique, it helps people to solve problems in a new and

different way. In this technique, the trainees are given the opportunity to generate ideas
openly and without any fear of judgement. Criticism of any idea is not allowed so as to
reduce inhibiting forces. Once a lot of ideas are generated then they are evaluated for
their cost and feasibility.

7. Role-playing

In this method, the trainees are assigned a role, which they have to play in an artificially
created situation. For example, a trainee is asked to play the role of a trade union leader
and another trainee is required to perform the role of a HR manager. This technique
results in better understanding of each other's situation by putting foot in other's shoes.

8. Vestibule schools

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 30
Training and development

Large organisations frequently provide what are described as vestibule schools a

preliminary to actual shop experience. As far as possible, shop conditions are duplicated,
but instruction, not output is major objective." A vestibule school is operated as a
specialised endeavor by the personnel department. This training is required when the
amount of training that has to be done exceeds the capacity of the line supervisor; a
portion of training is evolved from the line and assigned to staff through a vestibule
school." The advantage of a vestibule school is specialisation.

9. Apprenticeship training

This training approach began in the Middle Ages when those who wanted to learn trade
skill bound themselves to a master craftsman and worked under his guidance.
Apprenticeship training is a structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job training.

10. In-basket exercise

In this technique, the trainees are provided background information on a simulated firm
and its products, and key personnel. After this, the trainees are provided with in-basket of
memos, letters, reports, requests and other documents related with the firm. The trainee
must make sense out of this mass of paperwork and prepare memos, make notes and
delegate tasks within a limited time period."

11. Business games

Business games involve teams of trainees. The teams discuss and analyse the problem
and arrive at decisions. Generally, issues related with inventories, sales, R&D, production
process, etc. are taken up for consideration.

12. Behaviour modeling

This is structured approach to teach specific supervisory skill. This is based on the social
learning theory in which the trainee is provided with a specific model of behaviour and is
informed in advance of the consequences of engaging in that type of behaviour.
BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA
 Thinknext 31
Training and development

13. Sensitivity (T-group) training

In this type of training, a small group of trainees consisting of 10 to 12 persons is formed

which meets in an unstructured situation. There is no set agenda or schedule or plan. The
main objectives are more openness with each other, increased listening skills, trust,
support, tolerance and concern for others. The trainers serve a catalytic role. The group
meets in isolation without any formal agenda. There is great focus on inter-personal
behaviour. And, the trainer provides honest but supportive feedback to members on how
they interacted with one another.

14. Multiple management

This technique of training was first introduced by McCormick, President of McCormick

& co. of Baltimore in 1932. He gave the idea of establishing a junior board of directors.
Authority is given to the junior board members to discuss any problem that could be
discuss in senior board and give recommendations to the senior board. Innovative and
productive ideas became available for senior board.

Process of Training and development

1) Assess Training Needs:

The first step in developing a training program is to identify and assess needs.
Employee training needs may already be established in the organization’s strategic,

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 32
Training and development

human resources or individual development plans. If you’re building the training

program from scratch (without predetermined objectives) you’ll need to conduct
training needs assessments.

2) Set Organizational Training Objectives:

The training needs assessments (organizational, task & individual) will identify any
gaps in your current training initiatives and employee skill sets. These gaps should be
analyzed and prioritized and turned into the organization’s training objectives. The
ultimate goal is to bridge the gap between current and desired performance through
the development of a training program. At the employee level, the training should
match the areas of improvement discovered through 360 degree evaluations.

3) Create Training Action Plan:

The next step is to create a comprehensive action plan that includes learning theories,
instructional design, content, materials and any other training elements. Resources
and training delivery methods should also be detailed. While developing the program,
the level of training and participants’ learning styles need to also be considered. Many
companies pilot their initiatives and gather feedback to make adjustments before
launching the program company-wide.

4) Implement Training Initiatives:

The implementation phase is where the training program comes to life. Organizations
need to decide whether training will be delivered in-house or externally coordinated.
Program implementation includes the scheduling of training activities and
organization of any related resources (facilities, equipment, etc.). The training
program is then officially launched, promoted and conducted. During training,
participant progress should be monitored to ensure that the program is effective.

5) Evaluate & Revise Training:

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext
Training and development

As mentioned in the last segment, the training program should be continually

monitored. At the end, the entire program should be evaluated to determine if it was
successful and met training objectives. Feedback should be obtained from all
stakeholders to determine program and instructor effectiveness and also knowledge
or skill acquisition. Analyzing this feedback will allow the organization to identify
any weaknesses in the program. At this point, the training program or action plan can
be revised if objectives or expectations are not being met.

Importance of training and development

Training is a one of the most important parts of training program. While some people
think of training objective as a vaste of valuable time. The counterargument here is that

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

u
E
l5
m
4
p
3
v
ti
jc
33

b
g
o
2
d
in
a
r
t
e
s
.A
1
 Thinknext 34
Training and development

resources are always limited and training objectives actually ead the design of training. It
provides clear guidelines and develop the training program in less time because
objectives focus specifically on need. It helps in adhering to a plan. Training objectives
tell the trainee that what is expected out of him at the end of the training program.
Training program are of great significance from a number of stakeholder prepectives.

1. Trainer

2. Trainee

3. Designer

4. Evaluator

Trainer- The training objectives is also benifical to trainer because it helps the trainer to
measures the program of trainees and make the required adjustment. Also, trainer comes
in a position to establish a realtionship between objectives and particular segments of
training.

Trainee-The training objective is benifical to the trainee because it helps in reducing the
anxiety of the trainee up to some extent. Not knowing anything or going to a place which
is unknown creates anxiety that can negatively affect learning. Therefore, it is important
to keep the participent aware of the happenings< rather then keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial facter to make the
training succesful. The objectives create an image of the training program in trainee's
mind that actuallyhelps in gaining attention. Thirdly, if goals set to be challenging and
motivating, then the likehood of achieving those goals in much higher then the sitaution
in which no goal is set. Therefore, training objectives helps in increasing the probability
that the participent will be succesful training.

Designer- The traning objectives is beneficial to the training designer because if the
designer is aware what is to be achieved in the end then he'll buy the training package
according to that only. The training designer would then look for the training methods,
training equipments, and training content accordingly to achieve those objectives.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 35
Training and development

Furthermore, planning always helps in dealing effectively in an unexpected situation.

Evaluator- It becomes easy for the training evalutor to measure the progress of the
trainees because the objectives define the expected performance of trainees. Training
objectives is an important to tool to judge the performance of participants.

TRAINING AND HUMAN RESOURCE MANAGEMENT

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

To increase the commitment level of employees and the growth in quality movement
(concepts of HRM), senior management team is now increasing the role of training. Such
concept of HRM requires carefully planning as well as greater emphasis on employee
development and long term education. Training is now the important tool of HRM to
control the attrition rate because it helps in motivating employees, achieving their
professional and personal goals.

Role of HRD professionals in training

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

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 36
Training and development

Active involvement in employee education.

1. The rewards for improvement in performance.
2. Rewards to be associated with self esteem and self worth.
3. Providing pre- employment market oriented skill development education and post
employment support for advanced education and training

MODELS OF TRAINING
Training is a sub-system of the organizational because the departments such as,
marketing& sales, HR, production, finance, etc depends on training for its survival.
Training is a transforming process that requires some input and in turn it produces output
in the form of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

A system is combination of things or part that must work together to perform a particular
function. An organization is a system and is a sub -system of the organization. The
system approach views training as a sub- system of an organizational.

System approach can be used to examine board issues like objectives, functions and aim.
It establishes a logical relationship between the sequential stages in the process of
training need analysis (TNA), formulating, delivering, and evaluating. There are 4
necessary inputs i.e. technology, man material, time required in every system to produce
product and services. And every system must have some output from these inputs in
order to survive.

The output can be tangible or intangible depending upon the organization’s requirement.
A system approach to training is planned creation of training program. This approach
uses step-by-step procedure to solve the problem. Under systematic approach, training is
undertaken on planned basis. Out of his planned effort, one such basic model of five steps
is system model that is explained below.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 37
Training and development

Organization are working in open environment i.e. there are some internal and external
forces, that poses threat and opportunity, therefore, trainers need to be aware of these
forces which may impact on the content, form and conduct of the training efforts .

The internal forces are the various demand of the organization for a better learning
environment; need to be up to date with the latest technologies..

The three model of training are:

1. System model

2. Instructional system Development model

Objectives of the study

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 38
Training and development

The broad objective of the study of training policies in cooperative bank is to study
the impact of training on the overall skill development of workers. The specific
objectives of the study are:

1. To examine the training and development programs of Cooperative Bank.

2. To study the perception of employees regarding training and development.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 39
Training and development

Review of literature

Training is an important component of most capacity development in initiatives targeting

the public sector as well as the community level. However not all training interventions
lead to the desired changes. This review of literature explores the different stages of the
training process and synthesis research findings in order to broaden understanding of
what constitutes good training practices.

For Horton Alexakietal. (2003:158) organizational capacities refer to an organization’s

potential to perform; to its ability to define and realize goals effectively, efficiently, and
in a relevant and sustainable manner’. Thus, organizational capacity development is the
process by which an organization increases its ability to formulate and achieve relevant
objectives. They identify to types of capacities which deserve to be strengthened:
operational (needed to carry out day-to-day activities) and adaptive (learn and change in
response to changing circumstances).

Capacity development must be purpose-fit to the needs and circumstances of the specific
organization. It cannot be down according to blueprints imported from elsewhere because
capacity development involves much more than awareness of technical subjects and
general organizational principles, it needs to be imbedded in the context where it takes
place(UNDP,2006).Development organizations generally recognize that ‘capacity’
involves three levels: individual, organizational and the enabling environment (Missika,
2006, UNDP, 2006b, DFID,2002). These levels are interdependent. Therefore, training
aimed at developing organizational capacity must also take into consideration the
characteristics of the individuals targeted by training activities as well as the enabling
environment in which they function.

For Phillips (1983), it is essential to consider the sheer volume and complexity of the
learning task when deciding the type of training (on-site, classroom or distance) that well
be provided.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 40
Training and development

Research Methodology

Research in common parlance refers to a search for knowledge. One can also define
research as a scientific and systematic search for pertinent information on a specific
topic. The word research has been derived French word Researcher means to search.

FRENCIES RUMMER defined “Research: It is a careful inquiry or examination to

discover new information or relationship and to expand or verify existing knowledge.

Research is the solution of the problem, whether created or already generated. When
research is done, some new out come, so that the problem (created or generated) to
be solved.

RESEARCH DESIGN:

Research design is the conceptual structure within which research is conducted. It

constitutes the blueprint for collection, measurement and analysis of data. The design
will be used for carrying out this research is EXPLORATORY, DESCRIPTIVE AND
DIAGNOSTIC.

DATA TYPE: In this research the type of data collection will be

 Primary data

 Secondary data

DATA SOURCE: The sources of collection of secondary data will be:

 Questionnaire

 Books

 Websites

 Magazine

 Brochure

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 41
Training and development

 SAMPLING PLAN:

It is difficult to collect information from every member of a population. As time and

costs are the major limitation that the researcher faces. A sample of was taken, the
sample size of 35 employees will be selected on the basis of convenient sampling
technique. The individual will be selected in the random manner to form sample and
data will be collected from them for the research study.

SAMPLE UNIT: 35 Employees

SAMPLE SIZE:

ThinkNEXT , MOHALI

ANALYSIS AND INTERPRETATION:

Data collection through questionnaire and personal interview will be resulted in

availability of the desired information but these were useless until there were
analyzed. Various steps required for this purpose will be editing, coding, tabulating.
Tabulating refers to bringing together similar data and compiling them in an accurate
and meaningful manner. The data will be collected by questionnaire was analyzed,
interpreted with the help of table, pie chart.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 42
Training and development

DATA INTERPRETATION AND ANALYSIS

1. Your organization considers training as a part of organizational strategy . Do you

agree with this statement?

Table no:-1

Options No of respondent Percentage

Strongly agree 15 42.85%

Agree 9 25.8%

Somewhat agree 7 20%

Disagree 4 11.4%

Total 35 100

GRAPH No :-1

no of respondent
Strongly agree
Agree
Somewhat
agree
Disagree

INTERPREATION: According to 35 mark fed employees 42.8% of them strongly

agree that their organization considers training as a part of organizational strategy,
25.8%of them agree that their organization considers training as a part of organizational
strategy, 20% of them somewhat agree that their organization considers training as a part
of organizational strategy, 11.4% of them disagree that their organization considers
training as a part of organizational strategy.

2 )To whom the training is given more in your organization?

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 43
Training and development

TABLE NO.2

Options No of respondent Percentage

Senior staff 10 28.57%

Junior staff 10 28.57%

New staff 5 14.29%

Based on requirement 10 28.57%

Total 35 100

GRAPH NO.2

Senior staff
Junior staff

New staff
Based on
requirement

INTERPRETATION: According to 35 mark fed employees 28.57% of them say

training has been given to senior staff 28.57% of them say training has been given to
junior staff, 14.29% of them say training has been given to new staff,28.57% of
them say training has been given to based on requirements.

3) What type of training is being imported for new recruitments in your

organization?

TABLE NO: 3
BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA
 Thinknext 44
Training and development

Options No of respondent Percentage

Technical training 10 28.57%

Management training 20 57.14%

Presentation skill 5 14.29%

Total 35 100

Group 3

Technical training
Management
training
Presentation skill

INTERPRETATION: According to 35 mark fed employees 28.57% of them say

technical training is being imparted for new recruitments,57.14% of them say
management training is being imparted for new recruitments,14.29% of them say
presentation skill is being imparted for new recruitments.

4) How well the workplace of the training is physically organized?

TABLE NO .4

Options No of respondent Percentage

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 45
Training and development

Excellent 11 31.43%

Good 14 40%

Average 8 22.85%

Bad 2 5.72%

Total 35 100

GRAPH NO: 4

Excellent
Good
Average
Bad

INTERPRETATION: According to 35 mark fed employees 31.43% of them say

excellent workplace of the training is physically organized, 40% of them good workplace
of the training is physically organized, 22.85% of them say average workplace of the
training is physically organized, 5.72% of them say bad workplace of the training is
physically organized.

5) The training session conducted in your organization is useful. Do you agree with
this statement?

TABLE NO: 5

Options No of respondent Percentage

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 46
Training and development

Strongly agree 15 42.85%

Agree 10 28.57%

Somewhat agree 6 17.15%

Disagree 4 11.43%

Toal 35 100

GRAPH NO: 5

Strongly agree
Agree
Somewhat agree
Disagree

INTERPRETATION: According to 35 mark fed employees 42.85% of them strongly

agree that the training sessions conducted in your organization is useful, 28.57% of them
agree that the training sessions conducted in your organization is useful, 17.15% of them
somewhat agree that the training sessions conducted in your organization is useful ,
11.43% of them disagree that the training sessions conducted in your organization is
useful.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 47
Training and development

6) Enough practice is given for us during training session? Do you agree with this
statement?

TABLE NO.6

Options No of respondent Percentage

Strongly agree 12 34.28%

Agree 10 28.57%

Somewhat agree 10 28.57%

Disagree 3 8.58%

Total 35 100

GRAPH NO.6

Strongly
agree
Agree
Somewhat agree
Disagree

INTERPRETATION: According to 35 mark fed employees 34.28% of them

strongly agree that they had given enough practice during training session, 28.57% of
them agree that they had given enough practice during training session,28.57% of
them somewhat agree that they had given enough practice during training
session,8.58% of them disagree that they had given enough practice during training
session.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 48
Training and development

7) What are all the important barriers to training and development in your
organization?

TABLE NO: 7

Options No of respondent Percentage

Time 20 57.15%

Money 8 22.85%

Lack of interest by staff 4 11.42%

Non availability of skilled 3 8.58%

trainer

Total 35 100

Group 7

Time
Money
Lack of
interest by staff
Non availability
of skilled trainer

INTERPRETATION: According to 35 mark fed employees 57.15% of them Say time is

important barriers to training and development, 22.85% of them say money
Say time is important barriers to training and development, 11.42% of them say lack of
interest by the staff is important barriers to training and development,8.58% of them say
non availability of skilled trainer.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 49
Training and development

8)Employees are given appraisal in order to motivate them to attend the training.
Do you agree with this statement?

TABLE NO: 8

Options No of respondent Percentage

Strongly agree 16 45.71%

Agree 8 22.85%

Somewhat agree 6 17.15%

Disagree 5 14.29%

Total 35 100

Group no:8

Strongly
agree
Agree

Somewhat
agree
Disagree

INTERPRETATION: According to 35 mark fed employees 45.71% of them strongly

agree that employees are given appraisal in order to motivate them to attend the training,
22.85% of them agree that employees are given appraisal in order to motivate them to
attend the training, 17.15% of them somewhat agree that employees are given appraisal
in order to motivate them to attend the training, 14.29% of them disagree that employees
are given appraisal in order to motivate them to attend the training.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 50
Training and development

9) What training and development do you need to make your career aspiration to
come true?

TABLE NO: 9

Options No of respondent Percentage

Leadership training 22 62.85%

External degree study 6 17.15%

Formal meeting procedures 6 17.14%

Other 1 2.85%

Total 35 100

GRAPH NO: 9

Leadership
training
External
degree study
Formal meeting
procedures
Other

INTERPRETATION: According to 35 mark fed employees 62.85% of them say

leadership training,17.15% of them say external degree study, 17.15% of them say
formal meeting procedures, and 2.85% of them others are the various career aspiration to
come true.

10) How many training programmer will you attend in a year?

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 51
Training and development

TABLE NO: 10

Options No of respondent Percentage

Less than 10 25 71.44%

10-20 8 22.85%

20-40 2 5.71%

More than 40 0 0

Total 35 100

GRAPH: 10

Less than 10
10-20
20-40
More than 40

INTERPRETATION: According to 35 mark fed employees of them71.44% say

they have attended less than 10 training programs in a year, 22.85% of them say they
have 10-20 training program and 5.71% of them say they have attended 20-40
training program me.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 52
Training and development

11) What are the skills that the trainer should process to make the training
effective?

TABLE NO: 11

Options No of respondent Percentage

Should process only technical skills 8 22.86%

People skills or soft skills are more important 16 45.72%

than technical skills

Generalist makes better personnel manager that 5 14.28%

specialist

Fond of talking to people 6 17.14%

Total 35 100

GRAPH NO: 11

Should process only

technical skills
People skills or soft skills
are more important than
technical skills
Generalist makes better
personnel manager that
specialist
Fond of talking to people

Interpretation : According to 35 mark fed employees 22.86% of them say that trainers
should process only technical skills,45.72% of them say that trainers look people skills
and soft skills are more important than technical skills, 14.28% of them say that trainers
look generalist makes better personal managers that specialist and 17.14% of them say
that trainers fond of talking to people.

12)To perform other jobs in your organization, what training or experience would
you required?

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 53
Training and development

TABLE NO: 12

Options No of respondent Percentage

Safety awareness 13 37.15%

Negotiation skills 12 34.29%

Machine operations 5 14.28%

Occupational health 5 14.28%

Total 35 100

GRAPH NO: 12

Safety awareness
Negotiation skills
Machine operations
Occupational health

INTERPRETATION: According to35 mark fed employees 37.15% of them say safety
awareness should be given, 34.29% of them say negotiation skills should be given,
14.28% of them say machine operations should be given, 14.28% of them say
occupational health should be given.

13) The time duration given for the training period is?

TABLE NO.13

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 54
Training and development

Options No of respondent Percentage

Sufficient 12 34.29%

To be extended 6 17.15%

To be shortened 5 14.28%

Manageable 12 34.28%

Total 35 100

GRAPH NO:

Sufficient
To be extended
To be shortened
Manageable

Interpretation: According to 35 mark fed employees 34.29% of them say that the time
duration given for the training period is sufficient, 17.15%of them say that the time
duration given for the training period is to be extended, 14.28% of them say that the time
duration given for the training period is to be shortened, 34.28%of them say that the time
duration given for the training period is manageable.

14) Have you ever come across any problem during the training session conducted
in your organization?

TABLE NO: 14

Options No of respondent Percentage

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 55
Training and development

Yes 17 48.57%

NO 18 51.43%

Total 35 100

GRAPH NO: 14

1
2
3

INTERPRETATION: According to 35 mark fed employees 48.57% of them say yes

they have come across any problem during the training session conducted in the
organization, 51.43% of them say no they have not come across any problem during the
training session conducted in the organization.

15) Are you satisfied with the classroom method adopted by your organization to train
the employees?
Table no:- 15
Options No of respondents Percentage
Strongly agree 10 42.86%
Agree 15 28.58%

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 56
Training and development

Somewhat agree 10 17.14%

Disagree 10 11.42%
Total 35 100
Group no :-15

Strongly
agree
Agree

Somewhat
agree
Disagree

INTERPRETATION: According to 35 mark fed employees 42.86% of them strongly

agree that the , satisfied with the classroom method adopted by your organization to train
the employees28.58% of them agree , 17.14% of them somewhat agree, and 11.42
employees is disagree.

Findings

1. ThinkNEXT Technologies pvt. Ltd has a well defined organization structure.

2. There is a harmonious relationship is exist in the organization between

employees and management.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 57
Training and development

3. The employees are really motivated by the management. The employees are satisfied
with the present incentive plan of the company.

4. Most of the workers agreed that the company is eager in recognizing and
acknowledging their work.

5. The study reveals that there is a good relationship exists among employees.

6. Majority of the employees agreed that there job security to their present job.

7. The company is providing good safety measures for ensuring the employees safety.

8. The incentives and other benefits will influence the performance of the employees.

9. Training programmers helps the employees to improve their skills and knowledge

Conclusion

The study concludes that, the training and development procedure in ThinkNEXT
TECHNOLOGIES PVT. LTD is highly effective. The study on training and development
highlighted so many factors which will help to motivate the employees to take part in the
training and development programmes. The study was conducted among 35 employees

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 58
Training and development

and collected information through structured questionnaire. The study helped to findings
which were related to training and development programs which are provided in the
organization.

The performance appraisal activities really play a major role in motivating the employees
of the organization. It is a major factor that makes an employee feels good in his work
and results in his satisfaction too. The organization can still concentrate on specific areas
which are evolved from this study in order to make the training and developments
programs more effective. Only if the employees are properly trained - they work well and
only if they work well the organization is going to benefit out it. Steps should be taken to
improve the training and development programs procedure in the future. The suggestions
of this report may help in this direction.

Limitations of the study

The data was collected through questionnaire. The responds from the respondents may
not be accurate.

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 59
Training and development

 The sample taken for the study was only 50 and the results drawn may not be
accurate.
 Since the organization has strict control, it acts as another barrier for getting data.
 Another difficulty was very limited time-span of the project.
 Lack of experience of Researcher.

Recommendation

Training policy enumerated above has been formulated keeping in perspective the goal of
establishing the training organizational of mark fed as a system driven organization rather
people driven organization. While it is important to have such a structure and practices

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 60
Training and development

that enables mark fed to become learning organizational but at the same time it is equally
important that such structure must be in place for the entire organization of mark fed.

Suggestions

 Training should be provided to the employees on regular basis.

 There should be more training and development activities for the employees.
BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA
 Thinknext 61
Training and development

 Skills of the employees should be appreciated and provide further

opportunities to improve their skills.
 Better career opportunities should be provided to employees.
 Provide some bonus and incentives to those employees who attend the
training and development activities.
 Motivate the employees to take more participation in these kind of activities.
 Improve the communication with the employees.

BIBLIOGRAPHY

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 62
Training and development

BOOKS

Human resource management-Aswathappa

Human resource management-V.S.Rao

Human resource management-Garydessler

Personnel management-C.B.mamoria

Evaluating management training and development-B.R.virmanipremilaSeth

Strategic human resource management-Srinivas.R.Kandula

INTERNET

WEBSITES:

www.google.co
m

www.citehr.com

www.slideshare.
com

ANNEXURE

Q.1) Your organization considers training as a part of organizational strategy. Do you

agree with this statement?

a) Strongly agree

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 63
Training and development

b) Agree
c) Somewhat agree
d) Disagree
Q.2) To whom the training is given more in your organization?

a) Senior staff
b) Junior staff
c) New staff

d) Based on recruitment

Q.3) What type of training is being imported for new recruitments in your organization?

a) Technical training

b) Management training

c) Presentation skill

Q.4) How well the workplace of the training is physically organized?

a) Excellent

b) Good

c) Average

d) Bad

Q.5 ) The training session conducted in your organization is useful. Do you agree with
this statement?

a) Strongly agree

b) Agree

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 64
Training and development

c) Somewhat agree

d) Disagree

Q.6 ) Enough practice is given for us during training session? Do you agree with this
statement?

a) Strongly agree

b) Agree

c) Somewhat agree

d) Disagree

Q.7) What are all the important barriers to training and development in your
organization?

a) Time

b) Money

c) Lack of interest by staff

d) Non availability of skilled trainer

Q.8) Employees are given appraisal in order to motivate them to attend the training. Do
you agree with this statement?

a) Strongly agree

b) Agree

c) Somewhat agree

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 65
Training and development

d) Disagree

Q.9 ) What training and development do you need to make your career aspiration to come
true?

a) Leadership training

b) External degree study

c) Formal meeting procedures

d) Other

Q.10) How many training programmer will you attend in a year?

a) Less than 10

b) 10-20

c) 20-40

d) More than 40

Q.11) What are the skills that the trainer should process to make the training effective?

a) Should process only technical skills

b) People skills or soft skills are more important than technical skills

c) Generalist makes better personnel managers that specialist

d) Found of taking to people

Q.12 ) To perform other jobs in your organization, what training or experience would you
required?

a) Safety awareness

b) Negotiation skills

c) Machine operations

d) Occupational health

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 66
Training and development

Q.13) The time duration given for the training period is?

a) Sufficient

b) To be extended

c) To be shorted

d) Manageable

Q.14) Have you ever come across any problem during the training session conducted in
your organization?

a) Yes

b) No

Q.15) Are you satisfied with the classroom method adopted by your organization to train
the employees?

a) Strongly agree

b) Agree

c) Somewhat agree

d) disagree

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA

 Thinknext 67
Training and development

BABA FARID COLLEGE OF MANAGEMENT AND TECHNOLOGY, BATHINDA