Training and Development of Oriental Engineering Works Pvt.

Ltd for their Employees and New Entrant

SUMMER TRAINING PROJECT

REPORT

SUBMITTED BY: ANURADHA

ENROLLMENT NO:-2206210700004

UNDER THE GUIDANCE OF

MRS. HIMANIKATHURIYA (H.O.D ) OF MANAGEMENT DEPARTMENT)

IN PARTIAL FULFILLMENT OF THE REQUIRMENTS

FOR THE AWARD OF THE DEGREE OF
“MASTER OF BUSINESS ADMINISTRATION”
OF

A .P . J . ABDUL KALAM TECHNOLOGY UNIVERSITY ,LUCKNOW

DEV BHOOMI GROUP OF INSTITUTION SAHARANPUR

BATCH 2022-24

1
 DECLARATION

I here-by declare that the project with title “Training and Development of
Oriental Engineering Works Pvt. Ltd for their Employees and New Entrant ”
has been completed by me in partial fulfillment of MASTER OF BUSINESS
ADMINISTRATION degree examination. As prescribed by Dev Bhoomi group of
institution, Saharanpur and this has not been submitted for any other examination
and does not form the part of any other course undertaken by me.

Anuradha

Place:

Date:

2
3
 ACKNOWLEDGEMENT

I am extremely thankful to my Project Guide MRS.HIMANI KATHURIYA MAM (H.O.D

OF MANAGEMENT DEPARTEMET ) for his/her guideline throughout the project. I tender
my sincere regards to DR. DEPAK RAJ THAKUR , Director, Dev Bhoomi Group of
Institution, Saharanpur for giving me guidance, suggestions and invaluable encouragement
which helped me in the completion of the project.

I will fail in my duty if I do not thank the Non-Teaching staff of the college for their Co-
operation.
I would like to thank all those who helped me in making this project complete and successful.

Anuradha

Place:

Date:

4
 Index
Sr.No Contents Page.No

1 Introduction 7-15

 Company Profile 17-24

 Need of the study 26

 Objective of the study 28

 Limitation 30

2 Literature Review 32-33

3 Research Methodology 35-36

 Hypothesis 38

 Research Design 40

 Source of Data 42-43

4 Data Collection 45

5 Analysis & Interpretation of Data 47-58

6 Suggestion 60

7 Conclusion 62

8 Findings 64

9 Bibliography And References 66

10 Annexure 70-71

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INTRODUCTION

6
 INTRODUCTION

Training and Development is one of the main functions of the human resource management

department. Training refers to a systematic setup where employees are instructed and taught

mattersoftechnicalknowledgerelatedtotheirjobs.Itfocusesonteachingemployeeshowtouse

particularmachinesorhowtodospecifictaskstoincreaseefficiency.

Whereas, Development refers to the overall holistic and educational growth and maturity of

peopleinmanagerialpositions.Theprocessofdevelopmentisinrelationtoinsights,attitudes,

adaptability, leadership andhumanrelations.

Training and development programmes are designed according to the requirements of the

organisation,thetypeandskillsofemployeesbeingtrained,theendgoalsofthetrainingandthe

jobprofileoftheemployees.Theseprogrammesaregenerallyclassifiedintotwotypes:(i)onthe

jobprogrammes, and (ii) off thejobprogrammes.

Differenttrainingisgiventoemployeesatdifferentlevels.Thefollowingtrainingmethodsare

usedForthetrainingofskilledworkersandoperatorsSpecificjobtrainingprogrammes,Technical

trainingatatrainingwithlivedemos,Internshiptraining,Trainingviatheprocessofrotationof job.

Traininggiventopeopleinasupervisoryormanagerialcapacityis–Lectures,GroupDiscussions,

Casestudies, Role-playing, Conferences etc.

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Peopleinmanagerialprogrammes aregiventhis typeoftraining-ManagementGames todevelop

decisionmaking,Programmestoidentifypotentialexecutives,Sensitivitytrainingtounderstand

andinfluenceemployeebehaviour,Simulationandrole-playing,Programmesfor

improvingcommunication,humanrelationsandmanagerialskills.

In a world where technology is constantly evolving and knowledge is growing, training has a

significantroletoplay inorganizationalsuccess.Successfulorganisations investinemployee

training anddevelopment toimproveproductivityandmorale,therebygeneratingapositively

impact on organisational bottom line.Today when skills are becoming obsolete quicker than

ever before, training and development of human capital is the tool for survival across the

business spectrum. From an employee’s perspective training and development is practically

mandatory to stay up to date and retain or increase one’s skills and employability.

A look at the mission and value statement of successful organisation further reinforces the

relevance of training human capital in business. The Vision and Mission clearly indicate that

successful organisations distinguish themselves from others as they are constantly improving

and placing training and development as an essential tool to drive organisational goals.

The current market trends have indicated cuts in training budgets so organisations need to

evolveefficientandeffectivetrainingmethodsto helpemployeesdevelop their skills tomake

newproducts,generateinnovativeideas,andprovidehighqualityofcustomersatisfaction.So,

increasinglyefficientmethodsoftrainingmustbeadopted,ashashappenedduringthecurrent

pandemic situation by placing more trust on online learning.

Traininganddevelopmentisthefieldconcernedwithorganizationalactivityaimedatbettering the

performance of individuals and groups in organizational settings. It has been known by

severalnames,includingemployeedevelopment,humanresourcedevelopment,learningand

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development.Anorganizationwhichaspirestogrowmustbeintunewiththechangingneedsof

thesociety.Trainingbecomerelevantinthecontextsinceitisonlythroughtrainingthatthegap

betweenperformanceoftheorganizationandthefeltofachangingsocietycanbeneutralized.

Training reduces the gap by increasing employee’s knowledge, skill, ability and attitude.

Training anddevelopmentaretermswhich aresometimesused interchangeably.

Development was seen as an activity associated with managers. In contrast training has

immediate concern and has been associated with improving the knowledge and skill of non-

managerial employees in the present job. Training which is a vehicle for human resource

development is concerned with improving the skills of the employees and enhancing their

capacitytocopeupwitheverchangingdemandsoftheworksituation.Italsomakesapositive

contribution to the empowerment of the employees.

Every organization needs the services of trained persons for performing the activities in a

systematic way. The fast changing technological development makes the knowledge of

employeesobsolete.Theyrequireconstanttrainingtocopewiththeneedsofjobs.Afterselecting the

employees, the next taskof managementistogivethemproper training.

Training and development initiatives areeducational activities within an organization thatare

designed to improve the job performance of an individual or group. These programs typically

involve advancing a worker’s knowledge and skill sets and instilling greater motivation to

enhance job performance.

Trainingprogramscanbecreatedindependentlyorwithalearningadministrationsystem,with

thegoalofemployeelong-termdevelopment.Commontrainingpracticesincludeorientations,

classroom lectures, case studies, role playing, simulations and computer-based training,

including e-learning.

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Sometimesreferred toasHumanResourceDevelopment(HRD),mostemployeetrainingand

developmentefforts aredriven by an organization’s HRD function. Theseefforts areroughly

divided into two types of programs:

EmployeeTrainingandDevelopment

Astrategictoolforimprovingbusinessoutcomesbyimplementinginternaleducational programs

that advance employee growth and retention.

ManagementTrainingand Development

Thepracticeofgrowingemployeesinto managersandmanagersintoeffective leadersbythe

ongoing enhancement of certain knowledge, skills and abilities.

The corporate marketplace is quickly changing, and businesses must be flexible and easily

adapt to change. Technology is one of the key drivers in this rapid change, with automation

and artificial intelligence (AI) in the forefront.

Recentarticlesand industrysurveyssuggestthatalotofcorporatetrainingmaybe

ineffective. Mosttraining won’tbefully retained by learners. Businesses mustbuild aculture

ofongoingself-directed,self-motivatedlearningwithfocuseddistancelearningprogramsand

mobile "just-in-time" training.

Organizations also have to rethink the larger framework of what skills will be needed in the

near future. A recent meta-level IBM study (PDF, 916 KB) predicts that more than 120

millionworkersintheworld’stwelvelargesteconomiesmayneedtoberetrainedin thenext three

years because of AI-enabled automation.

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Severalinsightsfromthestudyinclude:

 Skilledhumansfueltheglobaleconomy:Digitalskillsremainvital,butsoftskills have

become more important.

 Skillsavailabilityandqualityare injeopardy:Thehalf-lifeofskillscontinuesto

shrink, while the time it takes to close a skills gap has ballooned, forcing

organizations to find ways to stay ahead of skills relevancy.

 Intelligent automation is an economic game changer: Millions of workers will

likelyrequireretrainingandlearningnewskills,andmostcompaniesandcountries are

ill-prepared for the task.

 Organizational culturesareshifting:Thedigitalerahasintroducedtheneedfora new

business model, new ways of working and a flexible culture that fosters the

development of critical new skills.

Training and Developmentis the continuous process of improving skills, gaining

knowledge, clarifying concepts and changing attitude through structured and planned

education by which the productivity and performance of the employees can be

enhanced. Training and Development emphasize on the improvement of the

performance of individuals as well as groups through a proper system within the

organizationwhichfocusesontheskills,methodologyandcontentrequiredtoachieve

theobjective. Good&efficienttrainingofemployeeshelpsintheirskills&knowledge

development, which eventually helps a company improve its productivity leading to

overall growth.

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 Trainingisaboutknowingwhereyouareinthepresentandaftersometimewherewill you

reach with your abilities. By training, people can learn new information, new

methodologyandrefreshtheirexistingknowledgeandskills.Duetothisthereismuch

improvement and adds up the effectiveness at work. The motive behind giving the

training is to create an impact that lasts beyond the end time of the training itself and

employee gets updated with the new phenomenon. Training can be offered as skill

development for individuals and groups.

TrainingandDevelopment Process

Traininganddevelopmentisacontinuousprocessastheskills,knowledgeandqualityofwork needs

constant improvement. Since businesses are changing rapidly, it is critical that companies

focus on training their employees after constantly monitoring them & developing their overall

personality.

Stepsfortraining anddevelopmentprocessesare:

1. Determinetheneedoftraininganddevelopmentforindividuals orteams

First of all the need has to be seen for training and development. it has to align with the

company'sgoalsandobjectives.Ifacompanyistryingtostartanewdepartmentorstrengthen existing

sales team in new products, then an appropriate training is needed.

2. Establishspecificobjectives&goalswhichneedtobeachieved

Thegoals and objectives of thetraining and developmenthaveto beestablished. Whether the

goal is awareness about new products or even installation is required to be learnt.

3. Selectthemethodsoftraining

Next,methods haveto bedefined.Thetrainingcanbedoneas a:

a. ClassroomTraining

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b. OnlineSelfpaced courses

c. Coursewithcertification

d. Instructorledonline training

4. Conductandimplementtheprogramsforemployees

After the plan and methods are finalized, the training and development programs have to be

executed where courses, instructions are taught to the employees, partners or vendors.

5. Evaluatetheoutputandperformancepostthetrainingand development sessions

Training and Development is incomplete without proper monitoring. Monitoring can be done

through evaluation of the instructor as well as attendees. Instructor evaluation can be done

through feedback or ratings but attendees can be evaluated through internal or external

certifications or scores.

6. Keep monitoring and evaluating the performances and again see if more training is

required

Basedontheevaluation results inthepreviousstep, managementneedsto ascertain thatifthe

training and development program was sufficient for now or more training and enablement

would be required. Also, if future trainings are to be planned.

Whyistraininganddevelopmentimportant?

Successful businesses understand that it’s more beneficial and cost-effective to develop their

existing employees instead of seeking out new talent.

Thetoptenbenefits ofemployeetraininganddevelopmentprograms include:

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1. Increasedproductivity:Whenemployeesstaycurrentwithnewproceduresand

technologies, they can increase their overall output.

2. Reducedmicromanagement:Ifworkersfeelempoweredtoperformatask,they

typically require less oversight and work more independently.

3. Trainfutureleaders:Organizationsmusthaveasolidpipelineofwell-trainedand

innovative potential leaders to grow and adapt over time.

4. Increasedjobsatisfactionandretention:Well-trainedemployeesgainconfidence in

their abilities, leading to greater job satisfaction, a reduction in absenteeism and

overall employee retention.

5. Attracthighlyskilledemployees:Toprecruitsareattractedtofirmswithan

identifiable career path based on consistent training and development.

6. Increasedconsistency:Well-organizedtrainingensurestasksareperformed

uniformly, resulting in tight quality control that end users can trust.

7. Increasedcamaraderie:Traininganddevelopmenthelpscreateasenseof team

work and collaboration.

8. Bolsteredsafety:Continuoustraininganddevelopmenthelpsensureemployees

have the knowledge and skills to perform a task safely.

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9. Abilitytocross-train:Providingconsistenttrainingcreatesaknowledgeableteam

overall where employees can help train or assist each other as needed.

10. Addedinnovation:Consistentlytrainedemployeescanhelpdevelopnewstrategies and

products, contributing to the company’s bottom line and continued success.

ROLEOFTRAINING

15
Company Profile

16
 CompanyProfile

Oriental Engineering Works Private Limited is a Private incorporated on 17 December 1938. It is

classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its authorized share
capital is Rs. 40,000,000 and its paid up capital is Rs. 40,000,000. It is inolved in MANUFACTURE OF
FURNITURE; MANUFACTURING N.E.C.

Oriental Engineering Works Private Limited's Annual General Meeting (AGM) was last held on N/A and
as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on 31 March
2022.

Directors of Oriental Engineering Works Private Limited are Raman Saluja, Satish Chander Saluja,
Gayatri Saluja, Divya Khanna and Samira Saluja.

Oriental Engineering Works Private Limited's Corporate Identification Number is (CIN)

U36492HR1938PTC001923 and its registration number is 1923.Its Email address
is [email protected] and its registered address is INDUSTRIAL AREAORIENTAL CROSSING
YAMUNA NAGAR HARYANA HR 135001 IN.

Current status of Oriental Engineering Works Private Limited is – Active

Oriental Engineering Work Pvt. Ltd. is one of the leading manufacturers, exporters and global
suppliers of products, services and customized solutions in the field of hydraulic equipment,
hydraulic tools and spares. The company's services also include technical support, condition
monitoring, maintenance services and installation training for its clients. More over, Oriental
happens to be the first Indian Company to have received CE marking for its products. This is
besides the ISO 9001: 2008 certification.

Oriental Engineering Works has a rich History of more than seven decades. The company made a
humble beginning in 1933 as a small manufacturing unit was set up at Lahore (Presently in
Pakistan), to produce cold-start-horizontal-diesel-engines. Subsequently, with the partition of
India, the entire operations shifted to India, with a state of the art manufacturing unit at the fully
developed industrial estate of Yamuna Nagar, a few hours drive from New Delhi. Besides, the
company also has an ultra modern R&D lab in which research is a continuous ongoing process.
Leveraging on the strength of R&D, Oriental has been able to achieve product innovations that
has set benchmark standards in hydraulic equipment industry.

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 Today, we offer cutting edge hydraulic equipment and is all set to foray into the
production of vacuum piston dewatering reciprocating pumps with sound proof canopies
under the guidance of "Mr. Rajinder Goyal". Due to our quality products, we have our
huge clientele from all across the globe.

Company Details

CIN U36492HR1938PTC001923

Company Name ORIENTAL ENGINEERING WORKS

PRIVATE LIMITED

Company Status Active

RoC RoC-Delhi

Registration 1923
Number

Company Company limited by Shares

Category

Company Sub Non-govt company

Category

Class of Company Private

Date of 17 December 1938

Incorporation

Age of Company 85 years, 1 month, 7 days

Activity MANUFACTURE OF FURNITURE;

MANUFACTURING N.E.C.
Click here to see other companies involved in
same activity.

Number of 28
Members

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Basic Information
Nature of Business Exporter and Manufacturer

 Exporter
Additional Business  Trader

Company CEO Satish

Registered Address E-4A, Industrial Area, Yamunanagar - 135 001, Haryana, India

Industry Manufacturing AND Trading of Hydraulic Equipment AND Tools.

Total Number of Employees 101 to 500 People

Year of Establishment 1933

Legal Status of Firm Limited Company (Ltd./Pvt.Ltd.)

Promoter Mr. Raman Saluja

Infrastructure
Location Type URBAN

Building Infrastructure Permanent

Size of Premises 1480 square yards

Space Around Front porch

Statutory Profile
Import Export Code (IEC) *****

Tan No. PTLO1*****

GST No. 06AAACO8737D1ZI

CIN No. U36492HR1938PTC001923

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 Product Range
We are counted amongst renowned & trusted names in offering wide range of Hydraulic Tools &
Equipment. Some of our product range includes :

 Hollow RAM Hydraulic Cylinders

 Hydraulic Power Packs
 Hydraulic Cylinders
 Hydraulic Pumps
 Hydraulic Wrenches
 Hydraulic oil Injector
 Single Acting Cylinder
 Double Acting Cylinders
 Hydraulic Tyre Remover
 Hydraulic Nut Splitter

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DIN EN ISO

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 Our Association
Oriental Engineering Works is representing following companies in India:

 M/s Roemheld GmbH, Germany for hydraulic work holding/elements for jigs and fixtures for CNC machining
centers
 M/s Hilma-Roemheld GmbH, Germany for quick die clamping/changing elements, hydro-mechanical,
mechanical and hydraulic vices
 M/s Plarad GmbH, Germany for hydraulic/ electric/ pneumatic torque wrenches, manual torque multipliers etc.

Export Market
Oriental Engineering Work has been awarded with Star Export House status. The company exports its products
to European Countries, USA, Canada, Australia, UK, Russia, Middle East, Africa and New Zealand.

ISO Certification
ISO 14001:2004 (Valid till :March 28th, 2016)
Why Us?
The distinguishing business attributes that make us apart from our industry counterparts are:

 Tailor made solutions to meet clients' needs

 Hydraulic equipment with CE certification
 ISO 9001:2008 and IS0 14001:2004 certification
 Global distribution network spanning all continents
 Products comply to ASME B30.1-1998 and ISO 10100-2001
 Accessories like hydraulic hoses and pressure gauges conform to SAE J 517 & EN 837-1 respectively

22
Oriental Engineering Works Pvt. Ltd. also represents: M/s Roemheld Gruppe GmbH, Germany.
Halder, Germany. Secalt S.A., Luxemburg, part of Tractel International S.A. Kreitzler
Industriebühnen GmbH, Germany. Easy Lift s.r.l., Italy. Oriental Engineering has followed a
systematic policy of up gradation in design and manufacturing . It now offers a complete range of
700 Bar(10,000psi) product range for hydraulic jacks, cylinders, pumps, power packs, systems,
valves & tools, hydraulic, systems including cylinder & power packs for construction, mining,
hydro-electric projects, tunnelling, underground metros etc. It is engaged in a big way in offering
CUSTOM DESIGN EQUIPMENT. We also manufacture dewatering/fluid-transfer pumps
(reciprocating & centrifugal) with soundproof canopies for Impulse Pumps BV, the
Netherlands.The pumps are available with various options of encasing and capacity. Impulse
pumps are specially designed to control groundwater levels. The construction of these pumps
have quite a few advantages in the dewatering/fluid-transfer process. (low running cost, great
reliability, highest efficiency in its category, spares and service friendly). The reciprocating type
can run dry. GPS, PLC etc. are also available as options.

Website
http://www.oewin.com
Industry
Industrial Machinery Manufacturing

Company size
201-500 employees
Headquarters
Yamuna Nagar, Haryana
Type
Privately Held
Founded
1933

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 Welcome to OEW: Precision Manufacturing Excellence

At OEW, we redefine industry standards as an established engineering and manufacturing

company. We have a rich legacy of crafting top-tier solutions in precision manufacturing,
installation, and distribution services. Our customers include international OEMs, construction,
power, and steel companies.

Mission
To provide technical assistance in the form of engineering, manufacturing, installation,
maintenance, pre-sales, and after-sales services.

Vision
To create a seamless flow between concept and product/service realization.

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Need of the Study

25
 Need of the Study

1) To increase efficiency: Training and development increases skills for doing a job in

better way.

2) To Increases Morale: Training and development increases morale of employees. High

morale is evidenced by employee enthusiasm.

3) Better Human Relations: Training increases the quality of human relations in an

organization.

4) Reduced Supervision: Trained employees require less supervision. Autonomy and

freedom can be given if the employees are trained properly to handle their jobs without

the help of supervision.

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Objectives of Study

27
 ObjectivesofStudy

1. Tounderstandthevarioustraininganddevelopmentpracticesimplemented at

Britannia Industry.

2. AdetailstudyoftraininganddevelopmentpracticesinBritanniaIndustry.

3. To relate and assess employee output level for the company after the

implementation of this practices.

4. Oneoftheprimaryobjectivesoftraininganddevelopmentprocessistogive rise

to a new and improved management which is capable of handling the

planning and control without any serious problem.

5. Induce employees are the main aim of training and this is the most

essential for a company.

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Limitation

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 Limitation

Thefollowingarethelimitationsofthestudy:

 Thesamplesizewas smallandhencetheresults canhaveadegreeof variation.

 Theresponseofthe employeesingivinginformationwaslukewarm.

 Organization’sresistanceofsharethe internalinformation.

 Questionnaireissubjectedtoerrors.

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LiteratureReview

31
 LiteratureReview

Training And Development: According to the Michel Armstrong, “Training is s36ystematic

development of the knowledge, skills and attitudes required by an individual to perform

adequately a given task or job”. (Source: A Handbook of Human Resource Management

Practice, Kogan Page, 8th Ed.,2001) According to theEdwin B Flippo, “Training is theactof

increasingknowledgeandskillsofanemployeefordoingaparticularjob.”(Source:Personnel

Management, McGraw Hill; 6th Edition, 1984) The term 'training' indicates the process

involved in improving the aptitudes, skills and abilities of the employees to perform specific

jobs. Training helps in updating old talents and developing new ones. 'Successful candidates

placed onthe jobsneedtraining toperformtheirdutieseffectively'. Theprincipalobjectiveof

training is to makesuretheavailability of askilled and willing workforceto theorganization. In

addition to that, therearefour other objectives:Individual, Organizational, Functional, and

Social.

Training and developmentis a subsystem of an organization that emanate from two

independentyetinterdependentwords training and development. Training is often interpreted

as the activity when an expert and learner work together to effectively transfer information

from the expert to the learner (to enhance a learner’s knowledge, attitudes or skills) so the

learner can better perform a current task or job. Training activity is both focused upon, and

evaluated against, the job that an individual currently holds (Learner R., 1986). On the other

hand development is often viewed as a broad, ongoing multi-faceted set of activities (training

activities among them) to bring someone or an organization up to another threshold of

performance.Thisdevelopmentoftenincludesawidevarietyofmethods,e.g.,orientingabout

arole,traininginawidevarietyofareas,ongoingtrainingonthejob,coaching,mentoringand

32
forms of self-development. Some view development as a life-long goal and experience.

Developmentfocusesupontheactivitiesthattheorganizationemployingtheindividual,orthat

theindividualispartof,maypartakeinthefuture,andisalmostimpossibletoevaluate(Nadler

Leonard, 1984).

Source

PersonnelManagement,McGrawHill;6thEdition,1984

Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata Mcgraw-Hill

Publishing CompanyLimited,2000, p.189

Gomez-Mejia,LuisR.,DavidB.BalkinandRobertL.Cardy, (2008)

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ResearchMethodology

34
 ResearchMethodology

Research is one of its kinds and is a process to acquire knowledge about a certain topic.

Researchisdonesothatsystematicanalysiscanbedoneandproblemcanbeeffectivelysolved.

The procedures by which researchers go about their work of describing, explaining and

predicting phenomena are called methodology. Methods comprise the procedures used for

generating, collecting and evaluating data. Methods are ways of obtaining information useful

for assessing explanations.

RESEARCH DEFINITION:

The definition of research given by Creswell is Research is a process of steps used to collect

andanalyseinformationtoincreaseourunderstandingofatopicorissueanditconsistsofthree steps:

Pose a question, collect data to answer the question, and present an answer to the question.

DataSources:

Thedatacollectedforthestudy ismainlythroughthedistributionofquestionnaire;tobe precise

the data collected for study is both primary and secondary sources.

PrimaryData:

Primarydataisthe informationcollectedforthefirst time;thereareseveralmethodsin which the

data is complied. In this project it is obtained by mean of questionnaires.

Questionnaire ispreparedanddistributedtotheemployees

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SecondaryData:

Secondarydataneededfor conductingresearchworkiscollectedfromcompanywebsites, library

and search engines.

ResearchInstrument:

In this study the primary data is collected by survey technique. In this we distributed the

questionnairestotherespondents.Theresearcherstructuredthequestionnairein theform of:

1. CloseEnded Questions

2. MultipleChoiceQuestions

Questionnaire:

Aquestionnaireisasheetofpapercontainingquestionsrelating tocontainspecificaspect

regarding which the researcher collects the data. Because of their flexibility

thequestionnairemethodisbyfarthemostcommoninstrumenttocollectprimarydata.The questionnaire is

given to the respondent to be filled up.

Sampling Design:

Samplingdesign istoclearlydefinesetofobjective, technicallycalledtheuniversetobe studied.

Sampling technique used is simple random sampling method.

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 Hypothesis

37
 Hypothesis

AHypothesisisatentativestatementabouttherelationshipbetweentwoormorevariables.It is

specific, testable prediction about what we expect to happen in a study.

Hypothesiscanalsobedividedasbelow:

 NullHypothesis

 AlternativeHypothesis

H1: Employees are satisfied with training and development.

H0:Employeesarenotsatisfiedwithtraininganddevelopment.

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ResearchDesign

39
 ResearchDesign

Thetypeofresearchdesign usedin thisstudy is“DescriptiveResearch”. Descriptiveresearch

designinvolvessummarizingandorganizingofthedatasothat theycanbeeasily understood.

The main purpose of this descriptive statistics is to provide a brief summary of the samples.

Thisgenerallymeansthatthedescriptivestatisticsisnotdevelopedonthebasisofprobability theory.

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Sourcesof Data

41
 Sourcesof Data
Research as a scientific and systematic search for pertinent information on a specific topic. In

fact,researchisanartofscientificinvestigation.Itisanacademicactivityandassuchtheterm should

be used in a technical sense. Research is, thus an original contribution to the existing

stockofknowledgemakingforitsadvancement.Itisaspersuitoftruthwiththehelpofstudy,

observation,comparisonandexperiment.Inshort,thesearchforknowledgethroughobjective

& systematic method of finding solution to a problem is “research”.

COLLECTIONOFDATA

PrimaryData

SecondaryData

Primary Data

1. Primarydatawouldbecollectedduringthecourseofaskingquestionsbyperforming surveys.

2. Primary data would be either through respondent either through questionnaire or through

personal interview.

3. Iwillcollectthedatathroughbothofthem.

SecondaryData

1. Thedatawillbealreadyavailableintheformofprintmaterial,website,journalsetc.

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2. DatawillbecollectedfromsomeMagazines,Newspapers,Websitesandcoursematerialfor that

purpose.

3. Datawillbecollectedfromthewebsite–https://www.britannica.com

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DataCollection

44
 DataCollection
A systematic method was adopted for the collection of data. Both primary

andsecondarydatawerecollectedforthesmooth&successfulcompletionof thestudy.

1. PRIMARYDATA

Primarydataistheinformationthathasbeencollectedspecificallyforthepurposeofresearch project.

An advantage of primary data is that it is specifically tailored to particular research needs. It

includes data collected from

Questionnaire

Focus Group

2. SECONDARY DATA

Secondary data refers to the information that has been collected by someone other than a

researcher for purposes other than those involved in the research project at hand. Books,

journals, manuscripts, diaries, letters etc. all become secondary sources of data as they are

written or compiled for a separate purpose.

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DataAnalysisAndInterpretation

46
 DataAnalysis AndInterpretation

1. Howmanytrainingprogramshaveyouattendedinlast5years?

No. ofPrograms No. ofRespondents % OfResponses

0-5 8 40%

6-10 5 25%

10-15 4 20%

Morethan15 3 15%

Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0

0to5 6to10 10to15 More than15 Total

No.ofPrograms No.ofRespondents % OfResponses

Interpretation

47
45% of the officers have attended 6-15 training programs in the last 5 years, which is an

indication of an effective training policy of the organization. However, 40% of the officers

have attended only 0-5 training programs, which needs to be evenly Monitored by the

organization.

2. Theprogramobjectiveswereknowntoyoubeforeattendingit.

Options No. ofRespondents % OfResponses

StronglyAgree 5 25%

ModeratelyAgree 7 35%

Can’tSay 3 15%

ModeratelyDisagree 1 5%

StronglyDisagree 4 20%

Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0

StronglyModeratelyCan’t SayModerately Strongly Total

AgreeAgreeDisagree Disagree

No.ofRespondents% OfResponsesColumn1

48
Interpretation

35% of the respondents moderately agree to the fact of knowing the training objectives

beforehand, in addition to 25% who strongly agree. But a small population disagrees as 20%

strongly disagree to this notion. Training objectives should therefore be made known

compulsorily before imparting training in the organization.

3. Thetrainingprogramwas relevanttoyourdevelopmentneeds.

Options No. ofRespondents % OfResponses

StronglyAgree 6 30%

ModeratelyAgree 8 40%

Can’tSay 3 15%

ModeratelyDisagree 2 10%

StronglyDisagree 1 5%

Total 20 100%

49
 ChartTitle

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’tSay Moderately Strongly Total

Agree Disagree Disagree

No.ofRespondents% OfResponsesColumn1

Interpretation

70% of the respondents feel that the training programs were in accordance to their

developmentalneeds.15%respondentscouldnotcommentonthequestionand15%thinkthat the

programs are irrelevant to their developmental needs and the organization must ensure

programs that satisfy the developmental needs of the officers.

4. Theperiodoftrainingsessionwassufficientforthelearning.

Options No. ofRespondents % OfResponses

StronglyAgree 6 31%

ModeratelyAgree 4 21%

Can’tSay 4 21%

ModeratelyDisagree 3 16%

StronglyDisagree 2 11%

50
 Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0
Strongly Agree Moderately Can’t Say Moderately Strongly
TotalAgree Disagree
Disagree

No.ofRespondents % OfResponses Column1

Interpretation

52% of the respondents feel that the time limit of the training program was adequate but 25%

feelthatitwasinsufficient.Also,21%couldnotcommentonthequestion.Alltherespondents

feltthatincreaseintimelimitoftheprogramcertainlybebeneficialandtheorganizationshould plan

for this to be implemented in the near future.

5. Doestraininghelptoboosteveryemployeeintheorganization.

Options No. ofRespondents % OfResponses

StronglyAgree 4 20%

ModeratelyAgree 8 40%

Can’tSay 3 15%

ModeratelyDisagree 3 15%

StronglyDisagree 2 10%

51
 Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’tSay Moderately Strongly Total

Agree Disagree Disagree

No.ofRespondents% OfResponses

Interpretation

From the above chart it is seen that 20% of employees strongly agree that training help them

toboosteveryemployeeintheorganization.40%ofemployeesmoderatelyagreethattraining help

them to boost every employee in the organization. 15% of employees can’t say that training

help them to boost every employee in the organization. 10% of employees strongly disagree

that training help them to boost every employee in the organization.

6. Thetrainingsessions wereexcitingandagoodlearningexperience.

Options No. ofRespondents % OfResponses

StronglyAgree 5 25%

ModeratelyAgree 8 40%

52
 Can’tSay 2 10%

ModeratelyDisagree 3 15%

StronglyDisagree 2 10%

Total 20 100%

Interpretation

From the above chart it is seen that 25% of employees strongly agree that training help them

toboosteveryemployeeintheorganization.40%ofemployeesmoderatelyagreethattraining help

them to boost every employee in the organization. 10% of employees can’t say that

traininghelpthemtoboosteveryemployeeintheorganization.15%ofemployeesmoderately

disagreethattraininghelpthemtoboosteveryemployeeintheorganization.10%ofemployees

strongly disagree that training help them to boost every employee in the organization.

7. Thetrainingaidsusedwerehelpfulinimprovingtheoveralleffectivenessoftheprogram.

Options No. ofRespondents % OfResponses

StronglyAgree 4 20%

ModeratelyAgree 5 25%

Can’tSay 7 35%

ModeratelyDisagree 3 15%

StronglyDisagree 1 5%

Total 20 100%

53
 ChartTitle

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’tSay Moderately

Agree Disagree

No.ofRespondents% OfResponsesColumn1

Interpretation

From the above chart it is seen that 20% of employees strongly agree that training helpful in

improving the overall effectiveness of the program of the employee in the organization. 25%

of employees moderately agree that training helpful in improving the overall effectiveness of

theprogramoftheemployeeintheorganization.35%ofemployeescan’tsaythattraininghelp

themtoboosteveryemployeeintheorganization.15%ofemployeesmoderatelydisagreethat

training help them to boost every employee in the organization. 5% of employees strongly

disagree that training help them to boost every employee in the organization.

8. Thetrainingwas effectiveinimprovingon-the-jobefficiency.

Option No. ofRespondents % OfResponses

StronglyAgree 3 15%

ModeratelyAgree 6 30%

54
 Can’tSay 4 20%

ModeratelyDisagree 4 20%

StronglyDisagree 3 15%

Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0

Strongly AgreeModerately Strongly Total

Agree Disagree

No.ofRespondents% OfResponses

Interpretation

From the above chart it is seen that 15% of employees strongly agree that training was
effective in improving on-the-job efficiency for employee in the organization. 30% of
employees moderately agree that training was effective in improving on-the-job efficiency
for employee in the organization. 20% of employees can’t say that training was effective in
improving on-the-job efficiency for employee in the organization. 20% of employees
moderately disagree that training was effective in improving on-the-job efficiency for
employeeintheorganization.15%ofemployeesstronglydisagreethattraining waseffective in
improving on-the-job efficiency for employee in the organization.

9. Doyouexperiencefaithfulchangeinyourselfaftertraining.

55
 Option No. ofRespondents % OfResponses
StronglyAgree 2 10%
ModeratelyAgree 3 15%
Can’tSay 5 25%
ModeratelyDisagree 2 10%
StronglyDisagree 8 40%
Total 20 100%

ChartTitle

20
18
16
14
12
10
8
6
4
2
0

Strongly Agree Moderately Can’tSay Moderately Strongly Total

Agree Disagree Disagree

No.ofRespondents% OfResponses

Interpretation

Fromtheabove chart itis seen that10%faithful changes aftertraining.15%ofemployees

moderately agree faithful changes after training. 25% of employees can’t say that they

experience faithful changes after training. 10% of employees moderately disagree faithful

changesaftertraining.40%ofemployeesstronglydisagreefaithfulchangesaftertraining.

10. Do you think that the number of training sessions in your organization should

beincreased.

56
 Option No. ofRespondents % OfResponses

StronglyAgree 7 18%

ModeratelyAgree 6 15%

Can’tSay 4 10%

ModeratelyDisagree 15 37%

StronglyDisagree 8 20%

Total 40 100%

ChartTitle

40
35
30
25
20
15
10
5
0

Strongly Agree Moderately Can’tSay Moderately Strongly Total

Agree Disagree Disagree

No.ofRespondents % OfResponses

Interpretation

From theabovechart it isseenthat18%of employeesstrongly thinkthatthenumberof

training sessions in organization should be increased. 15% of employees moderately

agree that the number of training sessions in organization should be increased. 10% of

employeescan’t saythat the number of training sessions in organization should be

increased.37%ofemployeesmoderatelydisagreethinkthatthenumberoftraining

57
sessionsinorganizationshouldbeincreased.20%ofemployeesstronglydisagreethink that the

number of training sessions in organization should be increased.

58
Findings

59
 Findings
Themajorfindingsoftheprojectareenumeratedasfollows:

 Training is considered as apositivestep towards augmentation of theknowledgebase

by the respondents.

 Theobjectivesofthetrainingprogrammeswerebroadlyknowntotherespondentsprior to

attending them.

 Thetrainingprogrammeswereadequatelydesignedtocatertothedevelopmentalneeds of

the respondents.

 Some of the respondents suggested that the time period of the training

programmeswere less and thus need to be increased.

 Someofrespondentsalsosuggestedthatuseoflatesttrainingmethodswillenhancethe

effectiveness of the training programmes.

60
Suggestion

61
 Suggestion
Suggestionisdrawnfromthe analysisandobservation.Fewsuggestionsaregivenasunder:

Recognizing the need of an organized approach to worker training and development of an

equitablebasisfor allworkersin thecompanyregardlessoftheunit/department, the company is

committed to the support and production of activities and finding to achieve this goal.

 As there is an active participation of employees in decision making but rarely the

suggestiongivenbythemaredrawninaction.Hencetheconfidenceofemployeesgets

demotivated.

 So, to motivate the employee’s management can into consideration some proper

suggestion given by the employees.

 Different type of behavioural training programmed should be organized in a effective

on their work.

 Provide appropriate training to enhance the potential effectiveness of the employee at

work place.

62
Conclusion

63
 Conclusion
 Top management feels that training is the essential part of the organization, since it is

thekeyfortheattitudinalchangeandthebehaviouralandtheirworkintheemployees. It

should be imparted at least one to every employee.

 Both managers and workers feel that the training should be imparted by both external

and internal faculty. Technical and behavioural training, both are important for the

developmentoftheorganization.Traininganddevelopmentprogramsareincreasingthe

output of organization.

 Finally, to make any training program successful the cooperation of the management

and the employees are essential.

64
Recommendations

65
 Recommendations

Basedonthedatacollectedthroughthequestionnairethefollowingrecommendationsaremade for

consideration:

 The organization may utilize both subjective and objective approach for training

programmes.

 The organization may consider deputing each employee to attend at least one training

programmes each year.

 The in-house training programmes will be beneficial to the organization as well as

employees since it will help employees to attend their official work while undergoing

the training.

 Theorganizationcan arrangethetrainingprogrammedepartmentwiseinordertogive

focused attention towards the departmental requirements.

66
References

67
 References

Books

P.SubbaRao,edition2010, personnelandhumanresource management

K.Aswathappa,1998,humanresourceandpersonnel management

Journal

Humanresourcemanagementjournal(Johnwilley&sonsltd)

https://onlinelibrary.willey.com/jounal

E-Journal

Websites

https://www.google.coin

https://www.britannica.com

https://www.ibm.com/topics/training-development

68
Annexure

69
 Annexure

Name:

YourOccupation:

Age:

E-mail:

Ques.1.Does thetrainingimproveskillofhuman force?

a) Yes:

b) No:

Ques.2.Does thetraining help toboosteveryemployeein the organization.

a) Yes:

b) No:

Ques.3.Doyouexperiencefaithfulchangesinyourselfaftertraining?

a) Yes

b) No

Ques.4.WhichplacethemosteffectiveroleinboostingEmployee’s performance?

a) Training

b) Development

c) TrainingandDevelopment

70
Ques.5.Theprogrammesobjectiveswereknowntoyoubeforeattendingit.

a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.StronglyDisagree

c. Can’tSay

Ques.6.Thetrainingprogrammewasrelevanttoyourdevelopmentneeds

a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.StronglyDisagree

c. Can’tSay

Ques.7.Theperiodoftrainingsessionwassufficientfor learning.

a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.StronglyDisagree

c. Can’tSay

Ques.8.Thetrainingmethodsusedduringthetrainingwereeffectivefor understanding

the subject.

a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.StronglyDisagree

c. Can’tSay

Ques.9.Thetrainingsessions wereexcitingandagoodlearningexperience

a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.StronglyDisagree

c. Can’tSay

Ques.10.Thetrainingaidsusedwerehelpfulinimprovinginimprovingthe overall

effectiveness of the programme.

71
a. StronglyAgree d.ModeratelyDisagree

b. ModeratelyAgree e.Strongly Disagree

c. Can’tSay

72