SUMMER TRAINING REPORT

Undertaken at

PRS Construction, Gurugram

“HUMAN RESOURCE TRAINING AND DEVELOPMENT”

Submitted in Partial Fulfillment of the Requirement for the Award of

the Degree of

Bachelors of Business Administration

By

Prateek
Roll No. __________

Under The Supervision of

Ms. Sonam Yadav

DPG INSTITUTE OF TECHNOLOGY AND MANAGEMENT

Gurugram, Haryana-122001

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 DECLARATION

I, Prateek, a student of BBA (Full Time) Programmed at the Centre for DPG Institute of Technology And
Management, Gurugram, Haryana, hereby declare that I have undergone the Summer Training at PRS
Construction under the supervision of Ms. Sonam Yadav on and from 27th July to 28th August.

I also declare that the present project report is based on the above summer training and is my original
work. The content of this project report has not been submitted to any other university or institute either in
part or in full for the award of any degree, diploma or fellowship.

Further, I assign the right to the university, subject to the permission from the organization concerned, use
the information and contents of this project to develop cases, case leads,and papers for publication and/or for
use in teaching.

Place: Gurugram, Haryana Prateek

Date: 09/10/2023

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 ACKNOWLEDGEMENT

It is moral to offer my thanks to my teachers who have provided me with the required guidance to complete
the project. I am thankful to Ms. Sonam Yadav, who has been a constant source of guidance in the course
ofproject.

I have great pleasure in thanking PRS Construction for giving me the opportunity to be a part of the
company.
I would like to extend my sincere thanks to Mr Amarjeet (Manager-HRM) for their guidance and support
and for providing me with the necessary information, tips and resources.
I am very thankful to all the members and the other employees in the office for always lending a helping
hand and making valuable contribution towards the successful completion of this Summer Training Report.

Prateek

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 TABLE OF CONTENTS

S No. Particulars Page Number

1 Declaration 2
Acknowledgment 3
Internship Certificate 4
Executive Summary 6

2 Chapter I - Introduction 7-11

Introduction 8
Importance 8
Objective of Report 9
Data Sampling Plan 10
Limitations of Study 11

3 Chapter II - Company Profile 12-19

Overview of Company 13
Visions and values 14
Purpose and goals 14
Mission 15
Functional competence 16
Organizational structure 17
SWOT Analysis 18

4 Chapter III - Training and Development Practices 20-32

Human Resource Management 21
Training and Development 22
Role of Training 24
Inputs of Training and Development 26
Training and Development Process 27
Training Methods 28
Career Development 31
Performance Development 32

5 Chapter IV - Findings and Analysis 33-57

Training and Development Objectives 34
Training Methods Followed by PRS Construction 38
Management Development of PRS Construction 40
Questionnaire Survey Analysis 49
Major Findings 57

6 Chapter V - Recommendations and Conclusion 58-63

Recommendations 59
Conclusion 60
References 61
Appendix 62

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 EXECUTIVE SUMMARY

This study revolves around the employee’s training and development in the organisation. To utilise the
Human resource to the best possible way, proper training must be providedto the employees. The study
analyses the effectiveness of Training and Development on the employees of PRS Construction. Various
attributes like skills and knowledge, training environment, how they reacted to the training, efficiency,
satisfaction of the employees is also discussed in the study. Sample for the study was collected from 26
employees who underwent the training programme in PRS Construction in the Regional Headquarters,
Gurugram.

The findings throw light on the outcome of training on the employees at PRS Construction and reveal
various factors that influence the employees training and development and suggest various measures to
improve it. The data collectionwas done through an interactive approach through questionnaires and
interviewing the employees. Secondary data has been collected from various publications, and journals
articles related to the study.

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 CHAPTER I
INTRODUCTION

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Tittle of the Study:
The Training and Development Process of employees and workers in PRS Construction.

Introduction:
In Human Resource Management (HRM) cycle as well as in any organization, training and
development system plays an important and vital role in achieving organizational mission and
vision, goals and objectives. Organizations today consider the HR department as the critical
source of making development amongst the employees to lead the organization to the success.

Training is an art of upgrading information, aptitudes and abilities of a worker while

Development isa strategy and exercises intended to improve the abilities of the representatives. It
is one of the primary exercises and elements of Human Resource which manages the
advancement of the individual, the gathering and the association all in all and increment the
learning and aptitudes of the workers.

Background of the Study:

In today’s rapid changing business environment. Organizations have to respond quickly to

requirements for people. Hence, it is important to have a well-defined training and development
policy, which can be executed.

Effectively to get the best performance from the employees. This case lets discuss the
importance of having an effective training and development policy.

Importance of the Study:

Effective training and development system is very necessary to the organization. It enables the
company to have high-performing employees who are also satisfied with their jobs.
Development is the process of transition of an employee from a lower level of ability, skill and
knowledge to that of higher level. This transition is influenced by education, training, work
experience and environment. This will improve value of individual employees in terms of
his/her self-development, career growth and contribution to the organization. Effective training
and development system is not only the a step towards organizational excellence, but an
important cost control mechanism as well.

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Origin of the Report:

This report is an internship report prepared as a requirement for the conclusion of the BBA
program. As per requirement of BBA program of DPG Institute of Technology and management
Department of Business Administration. The Guideline and preparation of the report was
supervised and directed by Ms. Sonam Yadav and I am thankful to him for assigning this project.

Objective of the Report:

The main objective of this report is to find the training and development procedures of PRS
CONSTRUCTION. To find the main objective other supportive objectives are as follows:

• To identify the training and development practices in organization.

• To know the objective of the training and development of the organization.
• To identify the training method of the organization.
• To know the opinion of the employee regarding and development program of the
Organization.
• To identify the problems of training and development of the organization.
• To suggest some possible recommendations to overcome the problem relating to training
and development of the organization.
• To know the methods of identifying training needs.

Methodology of Report:

The study is performed based on the information extracted from different sources collected by
using a specific methodology. This report is analytical in nature. To prepare the report on
training and development policy and procedure of PRS Construction the information has been
collected from primary and secondary sources.

Primary source: Information has been collected

• Mainly through a survey on questionnaire.

• The company’s training Manager.

Secondary source: Information has been collected from-

• Various study reports.

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 • Relevant books, journal and printed materials.
• Websites.

Scope of the Study:

The report will mainly focus on the basis of the steps taken by “PRS CONSTRUCTION” for its
Human Resource Development. It will also focus on their employee perception of the
organization.

After studying that whole report anyone can learn and get understand about “PRS
CONSTRUCTION” HR development level and how they can help further their employee
development.

Questionnaire Design
Questionnaire was prepared with open and close-ended questions. The size of the questionnaire
is two A4 sizes pages and the average time of questioning is 20 minutes.

Sampling Plan:
Population

The target population was the Executives, Operatives and Fresher’s who are working in PRS
CONSTRUCTION.

Sample Unit

Any Employee who are working in PRS CONSTRUCTION.

Sample Size

Total sample size was 26.

Executives Operative Employees Fresher’s Total

6 18 2 26

Sampling Method

The non-probability convenience sampling method was used for collecting the information about
this report.

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Data Collection Procedure:
➢ Primary Data:
I have collected raw data through informal face to face conversation with the officers also
through questionnaire survey. I have also collected data from practical deskwork.

➢ Secondary Data:
In order to collect the secondary data different related printed materials like PRS
CONSTRUCTION annual report; its website etc. has been used. Moreover Library sources also
have been used as secondary source of collecting early mentioned data and information .

➢ Data Analysis and Reporting:

Different types of computer software are used for analyzing the gathered information such as
Microsoft word and Microsoft power point. Different tables and graphs were used to make the
data meaningful and comparable

Limitations of the Study:

The study has suffered from a number of barriers:

• Time was major limitation or factor while preparing the report.

• Most of the employees are not very willing to give the answers of the questionnaire. They
take it as threat for their job.
• The employees were afraid of providing the correct answer due to lack of confidentiality.
• Some of the respondents copied the answers from the other respondents.
• Given time was not enough to complete the report.
• Most of the time the officials were busy and were not able to give much time

Lack of Sufficient Well Informed Officials:

• Many officials of the branch are not well informed about different systems of PRS
CONSTRUCTION They know but less. I had to face much difficulty to collect this
information.

Insufficient Data:

• Some desired information could not be collected due to confidentiality of business.

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 CHAPTER II
COMPANY PROFILE

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Overview of PRS Construction
PRS Construction is a Firm started in 2009, Rapidly emerging Civil and Interior Designing
Company for Commercial Complex, Industrial Plants, Government & PWD Infrastructure
Projects, Residential Project Villas, Multiplexes etc. in India. Experienced and self-motivated
entrepreneur Saroj Chaurasia is Founder of this Firm. This Firm is the brain child of our
Founder who has more than 18 years of vast Experience in Civil Construction, which is the
main service this Firm deals with. Further due to vast Experience and Business Expertise of
Our Founder, This has survived in intense competition in industry. PRS Construction
believes that construction is an ART and each of our projects is a masterpiece by itself. The
mission is to deliver the BEST to the masses by creating residences that cater to those who
believe in fine living. Firm believe that an extravagant budget is not essential to create grand
homes. The main goal is to surpass our clients' expectations and welfare of the Worker too.
This Firm was established not only to earn profit but with a noble motive to assist the public
to get quality Civil and Interior designing Services in reasonable price.

Company has constructed a wide variety of projects, some small, some large, each meeting
the specific challenges that were presented. And provides pre-construction, construction
management, design-build, and general contracting services to meet the diverse needs of our
clients. At PRS Construction there is no compromise on quality and no vacation for
excellence.

They Have their own testing team and all are highly experienced people and they test each
and every Service Project during the Services, as a result, the customer satisfaction ratio is
very high. "Customers and Employee satisfaction" is the main concern, they are working
hard every day to assert themselves and preserve the trust of customers. The experience is an
asset which allow them to provide to the clients with best quality of Scoring to their needs
and requirements.

Management Set-Up
The team is managed and guided by proprietor Saroj Chaurasia and by expert mentor
Amarjeet Chaurasia, who has achieved excellent exposure of 18 years in business services by
providing complete client satisfaction.
With the quality conscious approach it has consolidated themselves as a reliable name to do
business with. Our efforts have made us a proud recipient of the very prestigious Clients, for
our best quality services. The unique and sophisticated structural design imparts quality and
elegance to the services. Company resolutely conducts market research to keep themselves
abreast with the advanced technology and to know the market preferences in the consumer

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expected services. The team of experts and adept personnel endeavor to adopt these
techniques in our unit to develop best quality services.

Number of Management Personnel and Workers:

• General Managers : 2 persons

• Supervisors & Foreman : 10 persons

• Workers & Technicians : 40 Persons

Vision and Values

VISION
To bring together a perfect combination of skilled workforce, updated technologies and
streamlined processes to ensure quality, reliability and reality in working on every single site
to achieve the objectives within time limit and change the way of living.

VALUES
➢ To enhance the quality of service.
➢ To serve with an environment of professionalism, team work and excellence.
➢ To respect all environmental rules, regulations and legal requirements.
➢ To enhance customer value by our Interior Designing Expertise.

Profile of PRS Construction

PRS Construction at a Glance

Name of the Organization : PRS Construction

Location of Company : Hno. 15, Hari enclave, Sneh Vihar, Bhondsi,
Gurgaon, Haryana, 122102
Communication Media : Phone: 09871089337
Email: [email protected]

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Type of the Company : Sole Proprietorship Company
Category of the Company : MSME
GSTIN : 06AKTPC0406B1ZT
Date of Incorporation : 9/11/2017
Total Employees : 53
Tax exemption period : Not availed
Proprietor of the Company : Mrs. Saroj Chaurasia
Head Office : 1000 Sft

Purpose and Goals:

The purpose of the training and development function is to:

a. Organize and facilitate the learning process.

b. Expedite acquisition of the knowledge, skills, and abilities required for effective job
performance.
c. Provide employees with career growth opportunities consistent with corporate goals,
objectives, and strategies.

Training and employee development programs are designed to be effective, efficient, and timely,
using sources, methods, and strategies consistent with the following goals:

a. Ensure the availability of human resources to meet present and future organizational
needs.
b. Ensure linkage with corporate goals and business strategies.
c. Provide learning experiences that are responsive to the training and development needs of
Postal Service employees.
d. Make instruction timely, using the most cost-effective methods.
e. Reduce organizational training costs while increasing learner retention and proficiency .

Social Welfare:

PRS believes that contributing to society is the company's most important role, not only through
its businesses but also by engaging with and contributing to local communities as a part of the
community. Through its employees, while it pass on technologies and knowhow to local
communities. PRS also work with local authorities to nurture the next generation and to resolve
local issues.

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Policies and Procedures:
• Maintain cordial relations with all stakeholders, namely- customers or buyers,
suppliers and employees
• Fight against dishonesty, fraud and corruption as and when it occurs.
• Recognize the contribution of each individual and assist others to make meaningful
contribution.
• Equal rights for all and no discrimination in any field,
• Always ensure maximum utilization of resources,
• Ensure health and safety of workers and encourage an environment conducive for
work.

Mission of PRS Construction:

• To continue to provide the very best of consumer wants.

• To explore new segments of markets and to carter to it.
• To identify what the consumer needs and providing it to them.
• To continue to assure intrinsic quality of civil and interior work.
• To enhance consumer’s standard of living
• To expand distribution network to make the services available at client’s doorsteps.
• To enhance the strength and skill of the organization that will contribute to company’s
increasing growth both in domestic and global markets.

Company Competitive Situation:

➢ Qualified & Experienced Manpower: The employees are highly educated and
experienced.
➢ Quality of service(s): There is no hesitation about the quality of the services of this
company.
➢ Demand & Supply: Besides the quality of the services, marketing circumstances is
also in the preeminent situation.

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 ➢ Sophisticated Technologies: System of Technology is extremely upgraded than the
others company.
➢ Dealing with IT: Company complete their activities by using software and hardware.
Also used internet for exchanging their information from one business office to
another.
➢ Employee benefits: Employee benefits are more than the others company.
➢ Others allowances: Employee get other allowances like as-big festival bonuses,
medical allowances, increment etc.

ORGANISATION STRUCTURE
As observed PRS Construction follows a mix of functional and divisional organizational
structure.

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PRS CONSTRUCTION’S FUNCTONAL COMPETENCIES:

➢ Civil Engineering ➢ Quality Assurance

➢ Construction ➢ System Engineering and
Feasibility
➢ Contracts and Procurement
➢ Architect
➢ Corporate Planning
➢ Construction work
➢ Cost Engineering
➢ Project planner
➢ Operation & Maintenance
➢ Interior design
➢ Operation services
➢ Personal & Administration

SWOT ANALYSIS ON PRS Construction:

SWOT analysis means analysis of Strengths, Weaknesses, Opportunities and Threats of a particular
company. Strengths are the advantages coming from the internal business environment SWOT (strengths,
weaknesses, opportunities, and threats) analysis is a framework used to evaluate a company's competitive
position and to develop strategic planning. SWOT analysis assesses internal and external factors, as well
as current and future potential. Weaknesses are the internal bottlenecks. Opportunities indicate privileges
that come from the external business environment where threats mark the external environmental
disadvantages.

Strengths:
➢ Capable management.
➢ Qualified and experienced manpower.
➢ Extremely rapid growth, high quality services and production level also high.
➢ Adequate capitalization.
➢ Good profitability.
➢ Powerful marketing plan.
➢ It provides quick and prompt services to its customers.
➢ It is well-furnished and fully Air-conditioned.
➢ Satisfactory report on compliance issues by the buyers.
➢ Quality and Timely production.

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Weakness:
➢ Not sufficient transportation facilities both the employees and workers.
➢ Ensure more logistics supports.
➢ Location of Corporate office is not situated in a renowned area.
➢ Shortage of working space.
➢ No long term Human Resource Plan.
➢ A weak brand presence
➢ Problems related to capturing customers' attention.
➢ New business models and changing market trends.
➢ Markets crowded with advertising messaging.
➢ Lack of capital.

Opportunities:
➢ PRS Construction provides contributory Provident Fund (PF) for the employees.
➢ Excellent increment facilities.
➢ Attractive remuneration with handsome Festival bonuses.
➢ Good reputation of the company among the others company.
➢ Gathering and developing career by working with qualified & experienced management
employees
➢ A growing demand for the service the company is offering.
➢ New market segments and Clients or niche.
➢ A new technology that automates routine tasks.
➢ A new partnership or collaboration.

Threats:
➢ There are many competitors in the market.
➢ Government imposes tax and vat on profit highly.
➢ Pace of the working activities of govt. is not at satisfactory level than private company.
➢ Govt. imposes new conditions for services which makes complex situation.
➢ The introduction of new laws and regulations can compel organizations to alter the way
they operate, which in turn affects their profit margins.
➢ Increased regulatory compliance
➢ Increased Cost raw materials.

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 CHAPTER III
TRAINING AND DEVELOPMENT
PRACTICES

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Human Resource Management

Human Resource Management (HRM) is the function within an organization that focuses on
recruitment of, management of, and providing direction for the people who work in the
organization. It is the process of procuring, developing, maintaining and compensating a given
workforce.

HRM is the set of organizational activities directed at attracting, developing, maintaining an

effective workforce to achieve the organizational objective effectively and efficiently. HRM
careers may specialize in compensation, training, or managing employees. Most HRM
professionals hold a bachelor’s degree and some go on to pursue a master's degree. HRM
professionals at all levels can also earn professional certifications to help build knowledge and
increase earning potential. HRM’s goal is to build a company culture and carry out its mission
and overall goals through the management of employees.

Human Resource Planning

Human resource planning has traditionally been used by organizations to ensure that the right
person is in the right job at the right time. Under past conditions of relative environmental
certainty and stability, human resource planning focused on the short term and was dictated
largely by line management concerns. As human resource planners involve themselves in more
programs to serve the needs of the business, and even influence the direction of the business,
they face new and increased responsibilities and challenges.

Human Resource Function

The role of human resource management is to plan, develop, and administer policies and
programs designed to make expeditious use of an organization’s human resources. It is that part
of management which is concerned with the people at work and with their relationship within an
enterprise. Its objectives are:

➢ The effective utilization of human resources;

➢ desirable working relationships among all members of the organization; and
➢ Maximum individual development.

The major functional areas in human resource management are:

➢ Planning,
➢ Staffing,
➢ employee development, and

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 ➢ Employee maintenance.

Staffing
➢ Manpower Plan and
forecasting.
➢ Job Analysis.
Maintenance ➢ Demand and supply of
Human Resource.
➢ Safety and ➢ Recruitment.
health. ➢ Selection.
➢ Communication. ➢ Placement. Training and Development
➢ Grievance
➢ Orientation.
Handling.
➢ Socialization.
➢ Labor-
➢ Training and
Management
Relation. HRM ➢
➢
Development.
Performance
➢ Counseling.
appraisal.
➢ Discipline.
➢ Career
development.
➢ Organizational
Retaining development.
➢ Compensation.
➢ Benefits, service
and wellness
program.
➢ Motivation, job
Separation satisfaction and
morale.
➢ Turnover. ➢ Employee
➢ Retirement. commitment.
➢ Empowerment
and participation.

Functions of HRM

Training and Development:

Training

It is the learning process that involves the acquisition of knowledge, sharpening of skill, concept rules or
changing of attitudes and behaviors to enhance to performance of employees Training is activity
leading to skilled behavior.

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 • It’s not what you want in life, but it knows how to reach it.

• It’s not where you want to go, but it knows how to gate there.

• It’s not how high you want to rise, but it knows how to take off.

• It may not be quite the outcome you were aiming for, but it will be an outcome.

• It’s not what you dream of doing bat it’s having the knowledge to do it.

• It’s not a set of goals, but it’s more like a vision.

Training is about knowing where you send (no matter how good or bad the current situation
looks) at present and where you will be after some point of time, training is about acquisition of
knowledge, skill and abilities (KSA) through professional development.

Learning:

Learning has been described as a relatively permanent change in behavior that occurs as a result
of practice or experience. It may be simply a sustain (unlearning a bad habit) or it may be a
modification (adjusting new knowledge to old). What is learning is gradually change. The
learning behavior differs from one another that is selective. There are some principles of learning
can be found which are:

➢ Learning is individual
➢ Motivation is the key
➢ Relevance of learning experience should be clear to the learner
➢ “Feedback” to learner is important.

Employee Orientation:

New employee orientation is the process that is used for welcoming a new employee into an
organization. New employee orientation, often spearheaded by a meeting with the Human
Resources department, generally contains information about safety, the work environment, the
new job description, benefits and eligibility, company culture, company history, the organization
chart and anything else relevant to working in the new company.

Employee Socialization:

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Organizational socialization is the process through which organizational culture is perpetuated;
by which newcomers learn the appropriate roles and behaviors to become effective and
participating members. Socialization is a process through which new employees learn the
attitudes, skills and behaviors required to function effectively in their new work environment.

Traditional and Modern Approaches of Training and Development:

➢ Traditional Approach – In the past, most of the organizations never used to believe in
training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly program and it doesn’t bring
any benefit which is worthless. Organizations used to believe more in executives
pinching. But now the scenario seems to be changing.

➢ The Modern Approach- The modern approach of training and development is that
Bangladeshi Organizations have realized the importance of corporate training. Training is
now considered as more of retention tool than a cost. The training system has been
changed to create a smarter workforce and yield the best results

Role of Training:

Business
Environment

Changes and
Challenges

Learning and
Implementation

Business
Excellence

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 Role of Training

➢ Development of Skills of Employees – Training and Development helps in increasing

the job knowledge and skills of employees at each level. It helps to expand the horizons
of human intellect and an overall personality of the employees.
➢ Optimum Utilization of Human Resources – Training and Development helps in
optimizing the utilization of human resource that further helps the employee to achieve
the organizational goals as well as their individual goals.
➢ Development of Human Resources – Training and Development helps to provide an
opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.
➢ Productivity – Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
➢ Team Spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees
➢ Organization Culture – Training and Development helps to develop and improve the
organizational health culture and effectiveness. It helps in creating the learning culture
within the organization.
➢ Organization Climate – Training and Development helps building the positive perception
and feeling about the organization. The employees get these feelings from leaders,
subordinates, and peers.
➢ Obsolescence Prevention- “Training and development programmers foster the initiative
and creativity of employees and help to prevent manpower obsolescence, which may be
due to age, temperament or motivation, or the inability of a person to adapt him to
technological changes
➢ Quality – Training and Development helps in improving upon the quality of work and
work-life.
➢ Healthy Work-Environment – Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual
goals aligns with organizational goal.

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Other Roles:

➢ For an employers' organization to raise awareness among employers of the need for
increased investment in the development of human capital as an essential condition for
achieving competiveness.
➢ In the training of personnel or human resource managers, given the fact that their role still
tends to be downgraded relative to other management functions such as finance,
marketing and production. This role could also be undertaken through training support
given to professional bodies like an institute of personnel management.
➢ An employers' organization should be able to influence the provision of training
incentives to be offered to employers, through the tax system or training levies.
Numerous examples in countries abound which can provide useful ideas to employers'
organizations.
➢ An employers' organization could develop training material to be used by enterprises for
in-house training

Inputs of Training and Development:

Any training and development program must contain inputs, which enable the participants to
gain skills, learn theoretical concepts and help acquire vision to look into distant future. In
addition to these there is a need to impart ethical orientation, emphasis on attitudinal changes and
stress upon decision making and problem solving capabilities.

➢ Skills-
Training is imparting skills to employees. A worker needs skills to use machine and
other equipment with least damage or scrap; this is basic without which a worker is not able to
work on machines. Same way employees like supervisors, executives needs interpersonal
skills, popularly known as people skills. Interpersonal skills are necessary to understand
oneself and others too and act accordingly.

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 ➢ Education-
The purpose of education is to teach theoretical concept and to develop a sense of reasoning and
judgment. HR specialists understand the importance of education in any training and
development program. Many times organizations encourage employees to do course on a part
time basis.

➢ Development-
Another component of a training and development, which is less skill oriented but stressed on
knowledge. Knowledge about business environment, management principles and techniques,
human relations, specific industry analysis and the like is useful for better management of the
company.

➢ Ethics-
There is a need for imparting ethical orientation to a training and development program. There is
on denial of the fact that ethics are largely ignored in business. Unethical practices abound in
marketing, finance and production function in an organization. This Does not mean that the HR
manager is absolved of the responsibility. If the production, finance or marketing personnel
indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all
the employees in the organization about the need for the ethical behavior

The Five steps of Training and Development Process:

The training programs consist of five steps

Need Instructional Validation Implement Evaluation

analysis design the program

Steps of Training and Development

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 ➢ Needs Analysis-
Needs analysis is the first step of the training process. It identifies the specific job performance
skills needed, assesses the prospective trainee’s skills and develops specific measurable
knowledge and performance objectives based on any deficiencies.

➢ Instructional Design—
In the second step instruction design individuals decide on compile and produce the training
program content including work books exercises. Though, this field goes beyond simply creating
teaching materials, it carefully considers how individual learn and what materials and methods
will most effectively help individuals achieve their academic goals.

➢ Validation—
Validation is the third step in which the bugs are socked out of the training program by
presentation it to a small representative audience.

➢ Implement the Program—

The Fourth step’s to implement the program by actually training the targeted employee group.
Program implementation is important because it establishes the validity of outcome evaluations.
It is also fundamental to establishing the internal, external, construct, and statistical conclusion
validity of outcome evaluations.

➢ Evaluation—
Fifth is an evaluation step in which management assesses the programs successes or failures.
Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts
of proposals or results. It looks at original objectives, and at what is either predicted or what was
accomplished and how it was accomplished.

Training Methods:

Various methods of training which are given below:

Lectures, Demonstrations, Discussions, Computer based Training (CBT). Intelligent tutorial

system (ITS).Program Instruction (PI) virtual Reality. Behavioral approach is: Games and

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simulations, behavior modeling, business games, case studies, equipment stimulators, in basket
technique, role play.

On-the-job Training:
On-the- job training is the heart and soul of all training in individual or management
development. OJT sometime called ‘’soap training on- the- job training procedure given below in
table:

Step Suggestion

Instructor preparation • Divide take into logical part to create lesson plan.
• Select training techniques, e.g. Demonstration.
Trainee preparation • Place trainee at ease.
• Relate training to trainee needs, e.g., promotion.
Present the task • Present overview of task.
• Precede form known to unknown, easy to difficult.
• Adjust pace to individual difference.
• Go through task explain each step.
• Have trainee tell instructor what to do.
Tryout performance • Have trainee explain each step prior to execution.
• Be aware of learning plateaus to sustain motivation.
• Provide feedback on progress.
Follow-up • Positively reinforce continuously at start.
• Move to variable positive reinforcement schedule as trainee
matures.

Off the job Training:

Off the job training covers a number of techniques classroom lectures, videos and films, Case
studies and others.

1. Classroom Lecture—

Lectures designed to communicate specific interpersonal technical or problem solving skills. A

classroom lecture is a formal oral presentation given by a teacher or instructor to a group of
students in a classroom setting. Lectures are a traditional method of teaching that have been used
for centuries

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 2. Simulation Exercise—

Training that occurs by actually performing the work. This may include case analysis, role
playing and group decision making. The purpose of a simulation exercise is to validate and
enhance preparedness and response plans, procedures and systems for all hazards and
capabilities.

3. Computer Based Training—

Simulating the work environment by programming a computer to imitate some of the realities off
the job. Computer-based training (CBT) is a type of eLearning that uses computers to deliver
instructional content. It can be used to train employees on new software programs, company
policies, or safety procedures. It is also an effective way to retain knowledge and provide
refresher training.

4. Vestibule Training—

Training on actual equipment used on the job but conducted away from the actual work setting a
simulated workstation. Vestibule training is beneficial for providing instruction to a large number
of people who do the same task. It is generally planned in locations other than the primary
manufacturing plant.

5. Programmed Instruction—

Condensing training material into highly organized logical sequences. May include computer
tutorials interactive video disk. Programmed instruction is based on the principle of
reinforcement. It is a method of giving individualized instruction in written form through small
steps.

6. Case Study Method—

The case study method presents a trainee with a written description of an organizational problem.
The person then analyzes the case diagnoses the problem and presents his findings and solutions
in a discussion with other trainees.

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 7. Outside Seminars—

Many companies and universities offer web based and traditional management development
seminars and conferences. For example FBCCI arranges some short terms training on different
business related areas. A seminar is an event where individuals gather to discuss a specified
topic. Generally, these meetings are interactive experiences led by one or two presenters whose
role focuses on guiding the conversation along a delineated path.

Development:

Development is the process of increasing efficiency and changing behavioral pattern or mentality
toward particular issues for the achievement of organizational objectives. That is, any attempt to
improve current or future management performance by imparting knowledge, changing attitude
or increasing skills is called development. Development involves in attaining the long-term
efficiency in the workplace that is getting the benefit in future rather than the present
improvement in certain skill. Development involves:

• Training
• Aligning personal development goals with the broader goals of the organization
• Increasing productivity

• Improving self-awareness
• Building interpersonal skills
• Finding strengths
• Identifying weaknesses

Difference between Training and Development:

Training is concerned with the immediate improvement of specific skill of the employee that is
the ways to make the employee more effective in his current role whereas development is a
process to make the employee efficient enough to handle critical situations in the future that is
how well he can equip himself for the future demands. The basic difference is, training focuses
on the current job skill (Short term process) whereby the development focuses on the future job
skill and efficiency (Long term process).

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Career Development:

Career development involves managing career either within or between organizations. It also
includes learning new skills, and making improvements to help in career. Career development is
an ongoing, lifelong process to learn and achieve more in career. Whether anyone looking at
making a career change, or moving up within a company, planning his/her career development
will succeed. By creating a personal career development plan; one can set goals and objectives
for personal career growth.

Performance Evaluation:

A performance evaluation is a formal process used to measure an employee's work based on their
job responsibilities. The goal is to calculate the total value that an employee adds to the
company's business revenue.

The method of evaluating an employee's performance which involves tracking, evaluating and
giving feedback on actual performance based on key behaviors/competencies established in the
goals that support the achievement of the overall organizational mission.

The process is used to:

• Evaluate team members based on their past work

• Give feedback for future success

• Formally document performance
• Calculate the total value that an employee adds to the company's business revenue

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 CHAPTER IV
FINDINGS AND ANALYSIS

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Training and Development:

The training and development of all employees is critical to the Company’s success. It improves
the performance of the company, teams and individuals and makes an important contribution to
the retention of staff and the development of future talent.

PRS Construction is committed to providing an environment which enables continuous learning,

growth and personal achievement of all employees. The achievement of this commitment by the
Company is also reliant on employee commitment and their willingness to learn, develop, take
on new roles and responsibilities and seek opportunities for self-development.

Training and development plans are based on the future business strategy and through the output
of regular individual appraisals. These plans identify where individual performance may be
enhanced through development initiatives including training courses, coaching, job experience,
formal studies, etc.

The Company is committed to the effective induction of all employees and in supporting all
employees to realize their full potential. Training and development opportunities are offered on a
fair basis to all employees. The Company ensures that no employee receives less favorable
treatment or consideration.

Training and Development Objective:

• To help the employees perform more effectively in their jobs.

• To prepare the employees for future growth and advancement by providing
supervisory and other management programs.
• To building effective work teams through developing staff communications and
interpersonal skills.
• To inculcate a sense of dedication to highest quality.
• To keep an employee up-to-date with changes those affect the business environment.
• It empowers the different units inside the association to keep up the office's
commitment at a level reasonable to the association's needs.
• It guarantees the association and its workers are morally and socially capable to the
necessities and difficulties of society

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Training Needs Assessment:

Need assessment is the first step in the training and development process and it focuses of
detecting and solving performance problem. The purpose is to identify if there is a need for
training and the nature of the content of the training program. This phase determines the
relevance of particular trainings to employee’s jobs and how it will improve the performance. It
also addresses the organizational problems and then distinguishes the training needs with an
objective to identify an appropriate training need which will link to improved job performance
with PRS Construction goals and bottom line.

Training Administration:

Objectives of a training program cannot be met unless there is a role-playing of the Human
Resource Department. This Department carries out all the administration tasks of the training in
co-ordination with the departmental supervisors, employees and at the same time with the trainer
who will be or is in charge of providing the training program. As such, the HR department works
as an intermediary between the employees, their supervisors and the training program. This is
done to prevent any form of miscommunication and to ensure that the employees are receiving
the right training pertaining to their needs, which will lead to improved performance of the
company

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Training Evaluation:

Each and every training program is carried out with a view to achieving some pre-determined
objectives and to analyze whether those objectives are fulfilled, training evaluation is a must.
PRS Construction believes in continuous development. Therefore, performances of the trainees
are important to evaluate to know the effectiveness of the currently practiced programs. This will
also help to rectify any loopholes in the process, which can be addressed during the evaluation
process. The overall phase of Training Evaluation will focus on:

❖ Employees’ reaction towards the training program

❖ Analysis of the knowledge and skills that the employees have learned from the
training programs
❖ Application of the knowledge and skills that were taught in the training
❖ Results of the new inputs made by the trainees.

Steps in Training and Development Process:

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Training Needs Assessment:

In this step of Training Needs Assessment, individual employees and line supervisors have
essential and inexcusable role playing. PRS Construction recognizes that employees are an
integral part of organization and that they themselves have the potential to judge what kind of
training will improve their performance at work. Therefore, they have the privilege to analyze
their own abilities in line with their job responsibilities and can discuss these with their line
supervisors.

On the contrary, it is one of the key responsibilities of the supervisors to keep their subordinates
performance on constant check. They have to support their employees’ learning and
development by scrutinizing and finding out the training needs. This is done in discussion with
the employees. The supervisors have to gives priorities according to importance and availability
of resources and then in prepare Annual Training Plan and External Training Recommendation
which are forwarded to the Human Resource Department, upon completion.

Training Administration:

Administration of Training and Development is mainly done by the Human Resources

Department. After receiving Annual Training Plan and External Training Recommendation from
the line supervisors, it the responsibility of the HR Department to assess whether there is an
actual necessity of the training which will be viable for the improved performance of the
employees to achieve organizational objectives. Once this is done, HR searches through a
number of resources and channels to find out about the related training availability and the
associated costs with it. An approval from the Managing Director is then required prior to
registering an employee with a training program. Employees and supervisors are also informed
about the training details before registration. Hereafter, registration of the training program is
done with proper documentation and the employees are able to attend the training. Finally, a
record of training programs attended by each employee is maintained.

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Training Evaluation:

Employees and line supervisors again have a major role playing in this segment of Training and
Development of PRS Construction It is believed that active co-operation of all the parties will
generate an accurate final output. Training Evaluation consists of four segments including
Reaction, Learning, Transfer of learning and improvement in organizational work, and finally a
cost-benefit analysis of the training program.

Employees who attend the training programs are expected to apply the newly learnt skills and
knowledge at work and evaluate how it has helped to perform a task compared to the ability the
incumbent possessed preceding training. They have to identify the differences and report their
findings along with other views and suggestions to their line supervisors. This information flow
can also include important notes on the first three segments of Training Evaluation, i.e. Reaction,
Learning and Transfer of learning and improvement in organizational work.

Line supervisors, on the other hand, have to carry out multiple tasks. First and foremost, they
have to prepare questionnaires and conduct survey of the trainees about their reaction towards
the training program. This will then be followed by an interview of the trainees regarding what
they have learned from the program. Information are all accumulated and kept for future
references and comparison with previous performances of the employees. Problems identified in
the training programs are recorded in order to be addressed to in future. In the meantime,
supervisors have to perform activities for the third segment of Training Evaluation. They have to
create work samples or allow and observe employees transfer their knowledge at work and at the
same time evaluate how it improves the jobs. Occasional discussions are carried out to identify
problems.

Finally, supervisors prepare a report consisting of records of all the evaluation of trainees and
send it to the HR Department.

HR Department, after receiving the reports from the line supervisors, makes a thorough analysis
and determines whether the training programs are actually effective. This is then finally followed
by the fourth segment of Training Evaluation, i.e. Cost-Benefit Analysis. These are done by
determining the Return on Investment of the Training Program and compare it with the cost of
training.

Training Methods Followed by PRS Construction:

Several methods can be used to satisfy on organization training needs and accomplish its
objectives. The PRS Construction classified their training by two categories:

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Non-Supervisory Training: Non-Supervisory Training is the training for worker and
operators of the company. Permanent and casual workers are included for these. This includes
working supervisors and group leaders who may be in charge of a group of employees, but
whose supervisory functions are only incidental to their regular work.

Supervisory Training: The training for the managerial employees is called supervisory
Training. Different department’s officers and management trainee are included to thin

TRAINING METHOD OF PRS CONSTRUCTION

On the job training

Off the job training

1.Vestibule training

2.Apprenticeship training

3.Demonstration and Simulation

On the Job Training:

PRS generally use On-the-job training (OJT) method which is an approach to employee
development involving hands-on experience within the typical working environment rather than
in a classroom or online. With OJT, employees learn by observing, often working under a mentor
or manager, and then putting what they've learned into practice.

Vestibule Training:

In vestibule training, procedure and equipment similar to those used for the actual job are set in a
special working area (called vestibule).The main advantage of this method is that the trainer or
worker can emphasize theory and use the proper techniques rather than output.

Apprenticeship Training:

Apprenticeship training is frequently used to train personnel in skilled trades such as electricians,
mechanics. This type of training period generally lasts from 6-4 years. During the training the

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trainee or worker under the guidance of a skilled licensed worker, but receives lower wages than
the licensed worker.

Classroom Training:

Classroom training is conducted off the job and is probably the most familiar training method.
This training is an effective means of imparting information quickly or large groups with limited,
or no knowledge of the subject being presented. This training is more frequently used for
technical, professional and managerial employee.

Demonstrations and Simulation:

Demonstration and simulation are the important training methods of PRS Construction
Demonstration may be carried out on the job or in a classroom. A demonstration in which the
instructor actually shows the trainees how to do something has wide application.

A simulator is any kind of equipment of technique that duplicates as nearly as possible the actual
condition encountered on the job. On the job training, Vestibule training and Apprenticeship
training are usually for the non-supervisory training. Class room training and Demonstrations &
Simulation are for the supervisory training.

Management Development of PRS Construction:

On the Job Development:

➢ Coaching.

➢ Under Study.

➢ Committee Assignment.

➢ Job Rotation.

Off the Job Development:

➢ Sensitivity Training.

➢ Transactional Analysis.

➢ Training within the company.

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 ➢ Training outside the company.

➢ Simulation Exercise.

Workers Development:

➢ Coaching.

➢ Under Study.

➢ Committee Assignment.

➢ Group Assignment

Rationale behind the Focuses on Training and Development in PRS

PRS CONSTRUCTION always tries to focus on training and Development in order to-

➢ Creating a pool of readily available and adequate replacements for personnel who may
leave or move up in the organization.
➢ Enhancing the company's ability to adopt and use advance technology
➢ Building a more efficient, effective and highly motivated team, which enhances the
company's competitive position and improves employee morale.
➢ Ensuring adequate human resources for expansion into new programs.

A well-conceived training program can help a firm to succeed. PRS CONSTRUCTION tries to
make a program, which is structured with the company's strategy and objectives and has a high
probability of improving productivity and other goals that are set in the training mission.
Formulating a training strategy requires addressing a series of questions which is identified by
them

➢ Who are the customers?

➢ Who are the competitors? How do they serve the market? What competitive advantages
does PRS Construction enjoy? What parts of the market have PRS Construction ignored?
➢ What strengths does the company have? What weaknesses exist?
➢ What social changes are emerging that will affect the firm?

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 ➢ How to face the threats?

By identifying the answers of this questions PRS Construction develop a training program for
their employees (Executives, Operatives and Fresher) in order to get the desired output that make
them more adroit in the banking sector at the same time help to reach their desired goal.

4.5 Techniques of Evaluation:

For evaluating the effectiveness of training program the performance based evaluation measure
are used by PRS Construction like:

➢ Pre-post Training Performance Method: Here the main concern is how an employee
performs his/her duties before and after the training. That is, before joining the training
program the performances of the employees are measured and after getting the training
the performance are also measured and compare it with the previous one. This method is
the most used method for evaluating the effectiveness of the training method.

But the PRS Construction does not always follow this method. This method mostly used in PRS
Construction. For the executives but not for the operatives and fresher. This method is very much
useful for both the executives and operatives/fresher.

➢ Post Training Performance Method: In this method the performances of the trainee are
identified by PRS CONSTRUCTION after conducting the training program. The main
concerning areas are- how the employees perform their duties, does the training enhance
their efficiencies in their respective work field and their behavior, way of conducting the
task. This method is not always used by PRS CONSTRUCTION because of the
reluctance in measuring the performance

The methods of training evaluation of PRS Construction are:

➢ Observation: After completing the training program the evaluator of PRS

Construction make the evaluation by observing the trainee’s activities in the
workplace. Here the direct observation is conducted. Most of the time this
observation is done for the Executives trainees.

➢ Test: In PRS CONSTRUCTION mostly used technique of evaluation is taking

the test. Here a paper is given to the trainee whereby the question is affixed with

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 the paper. The trainee is asked to answer the question within the same paper,
which is taught in the training program.
➢ Reaction: This technique is used for identifying the effectiveness of the training
program after conducting the training program. Here a question paper is given to
the trainee and asked to give their comment regarding the overall training
program.
➢ Costs and Result Analysis: Here the costs of the training program and the results
are identified. The results are compared with the cost because training is one types
of investment and if this investment doesn’t able to bring the desired result then it
will be considered as loss.

Four Parties of Training and Development:

Designer

Beneficiaries of Trainee
Trainer
training objectives

Evaluator

The Four Parties of Training and Development in EXIM Bank.

Main Factors Affecting the Choice of Training Method:

➢ Human Factors

- Teacher (trainer)
- Participants

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 ➢ Subject Area

- Specific Subject
- Inter-disciplinary problems

➢ Objectives

- Knowledge - Skills
- Attitudes

➢ Time and Material Factors

- Time - Finance
- Teaching Facilities

➢ Principles of Learning

- Motivation - Active Involvement

- Individual Approach - Sequencing and Structuring
- Feedback – Transfer

Difference between Academic Learning and in Practice of Training and

Development:

There is a gap between the academic learning and the practice of training and development in
PRS Construction. The theoretical knowledge when applied in the practical field, the
dissimilarities found between the two different aspects. These dissimilarities are identified here

Identification and Analysis of Training Needs:

➢ In the academic learning, there are certain rules and regulation, method or analysis exists;
those are needed to identify the employees, who need to be trained.
➢ But in PRS Construction, most of the time they select the employees without making the
assessment. That often creates some problems by avoiding the employees who need to be
trained.

Training Method:

➢ For the implementation of the training program there are varieties of traditional method
and also technical techniques are available in the theoretical or academic. Learning.

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 Where by the technical techniques are most appreciable for making the training more
effective.
➢ PRS Construction often follows the traditional method rather than the technical one. But
if they use the interactive media, simulators, Web-based instruction, intelligent tutorial
system, Virtual reality training then they will be more self-sufficient with their skill
workforce. Though these techniques are costly to develop but provide cost savings in
terms of time to complete the course.

Training Program:

➢ In academic learning there are certain obligatory training program suggested to use
specially for the operative and fresher.
➢ But in PRS Construction, the obligatory training programs are not used for the trainee.
Which may create the employees less effective in certain work field.

Principles of Training Program:

➢ In academic learning certain principles of training are found. These principles are
identified through the researches that are needed to enhance the skill and to change the
attitude of the employees.
➢ But in the practice, these principles are not broadly practiced in developing or
implementing the training plan in PRS Construction.

Evaluating the Effectiveness of Training Program:

➢ For evaluating the effectiveness of training program, Duecento and Robbins suggested to
use performance based evaluation measure, which consists of Post-training performance
method, Pre-post-training performance method, and Post-training performance with
control group method.
➢ In PRS Construction, Post-training performance method and Pre-post-training
performance method are used, but do not use on a regular basis. This method is very
much helpful for measuring the effectiveness of the training program.

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Management Development Program (MDP) of PRS Construction:

In most of the company’s 37% of the training budgets go to Management Development and
learning program. But in PRS Construction the budget is not sufficient compared to other
company. Though the existing development programs are satisfactory but if they invest more in
this regard, they will be more financially solvent to make effective executives. Because the MDP
often need to:

➢ To develop efficiency
➢ Remove managerial obsolescence
➢ Overcome technological obsolescence
➢ Conservation of resources
➢ Gain competitive advantage
➢ Make effective decision making
➢ Reserve Human Resource
The MDP is any attempt to improve current or future management performance by imparting
knowledge, changing attitude or increasing skill. So, to keep pace with the changing environment
there is no option for PRS Construction other than MDP. So, they need to make proper
concentration on it.

Questionnaire Survey Analysis:

A questionnaire survey is a research method that uses a structured set of questions to gather
statistical information about a population's attributes, attitudes, or actions. Questionnaires are a
research tool used to conduct surveys. They typically have closed-ended, open-ended, short-
form, and long-form questions. The questions should always stay as unbiased as possible.

Questionnaire is important for any types of research. Questions are designed and asked to
respondents to extract specific information. It serves two basic purposes: to (1) collect the
appropriate data (2) make data comparable and amenable to analysis.

For preparing this report a questionnaire was prepared and interviewed 20 employees and 6
Executives of PRS Construction, Corporate Branch. The questionnaires are analyzed below:

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Operative and Fresher:

1. Do You Have Clear Idea about the Different Methods of Training and Development of Your
Organization?

Particular Respondent Percentage

Yes 6 30%

No 14 70%

Graphical Presentation:

Interpretation:
From the graph, it is identified the 30% employees have clear idea about different training and
development program, but the other 70% employees do not have sufficient knowledge about this. Because
PRS CONSTRUCTION Ltd seems to be reluctant to make the operative and fresher knowledgeble in the
field of training methods. It can create a hindrance in achieving PRS Construction training goal because
of lack of knowledge in the field of training and development.

2. Training and Development Program Should be based on the Routine Activity of An

Organization.

Particular Respondent Percentage

Strongly Agree 9 45%

Agree 6 30%

Undecided 2 10%

Disagree 3 15%

Strongly Disagree 0 0%

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Graphical Presentation:

Interpretation:
From the graph, it is seen that most of the operatives and fresher agree with the statement that the training
and development program has to be a routine activity. That is 45% of the employees strongly agree and
30 % of them agree with it, but 15% of them disagree with this view. So, based on the maximum
respondent consent the authority of PRS Construction makes the decision about making the training and
development as a routine activity because it often makes them more efficient in the workplace by
reveiwing the training as a routine based work.

3. Are You Satisfied With the Existing Method, Aspect of Training of Your Organization?

Particular Participant Percentage

Yes 16 80%

No 4 20%

Graphical Presentation:

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Interpretation:
In this graph, it is seen that 80% employees are satisfied with the existing training program and 20% of
them are not satisfied. So, the HRD of PRS Construction should take steps to cover the 20% employee’s
satisfaction by considering their preferences through enriching the existing training program.

4. The Evaluation Process of Training and Development Program of Your Organization Much
Satisfactory.

Particular Respondent Percentage

Strongly Agree 4 20%

Agree 12 60%

Undecided 2 10%

Disagree 2 10%

Strongly Disagree 0 0%

Graphical Presentation:

Interpretation:
In this graph, it is found that 60% employee moderately agree with the statement regarding their
satisfaction over the evalution process of training and development. Only 20% of them strongly agree
with the statement, but 10% employees seem to be opposit about it. Because, after completion of the

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training program, evaluation are not conducted to measure the actual performance. So, the pitfall of the
evalution process has to be identified and take necessary steps to omit it and to get the 100% satisfaction
of the operatives and freshers regarding this subject.

5. PRS Construction does conduct before and after Training Assessment.

Particular Participant Percentage

Yes 8 40%

No 12 60%

Graphical Presentation:

Interpretation:

In this graph, it is found that 40% operatives and fresher’s said that PRS Construction provides proper
concentration on before and after training assessment. But 60% of the employees seemed to be opposite.
Because PRS Construction does not follow the pre-post training method in a regular basis for evaluating
the effectiveness of the training program. For this, the existing assessment doesn’t fully supported by the
operatives and fresher’s.

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6. The Existing Training Budget of PRS Construction is Adequate to meet up the Training Need.

Graphical Presentation:

Interpretation:

Here 70% of the operatives and fresher’s strongly said that the training budget of, PRS Construction is
adequate to meet up the demand and 30% of them moderately agree with it. So, here it can be said that,
PRS Construction much conscious about allocating the budget in employees training and development.

Executives:

7. PRS Construction Determines the Deficiencies in Performance Level and Skill.

Particular Participant Percentage

Yes 1 16.67%

No 5 83.33%

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Graphical Presentation:

Interpretation:

In this graph, it is seen that 83% executives said that no process is followed to identify the deficiencies of
skill and performance level before providing the training and development program, only 17% of them
said it is done. So, PRS Construction can give an extra concentration over this. Because it is very much
crucial for identifying the executives, who needs to be trained in order to make the training program more
effective.

8. Training and Development Program Should Meet the Current and Future Job Requirement
Respectively.

Particular Participants Percentage

Strongly Agree 5 84%

Agree 1 16%

Undecided 0 0

Disagree 0 0

Strongly Disagree 0 0

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Graphical Presentation:

Interpretation:

In this graph it is seen that 84% executives strongly think that training and development should be based
on meeting up the current and future job requirement respectively and 16% moderately agree with it. So,
here a conclusion can be drawn that for meeting up the current and future job requirement training and
development is one of the inevitable factors which have to be emphasized more broadly.

9. View about- both the Training and Development Program is the Attempts to improve the
Performance and Skills, Changing Attitude and Behavior and Imparting Knowledge.

Particular Participants Percentage

Strongly Agree 6 100%

Agree 0 0%

Undecided 0 0%

Disagree 0 0%

Strongly Disagree 0 0%

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Graphical Presentation:

Interpretation:

From this graph, it is identified that all the executives of PRS Construction strongly agree with the
improvement of performance and skills, changing attitude and behavior and imparting knowledge through
the training and development program.

10. PRS Construction Arranges the Training Program Systematically.

Particular Participant Percentage

Yes 2 33%

No 4 67%

Graphical Presentation:

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Interpretation:

In this graph it is seen that, only 33% of the executives said PRS Construction arranges the
training program systematically. But 67% executives said PRS Construction doesn’t. Because
many times the training programs are set without making the training plan or after the stipulated
time period. So, PRS Construction has to be more rigid for making the training program
systematically.

11. You are Satisfied with the Trainers of PRS Construction.

Particular Participant Percentage

Yes 6 100%

No 0 0%

Graphical Presentation:

Interpretation:

From this graph, it is identified that all the executives are satisfied with the trainer of PRS
Construction. That means, the PRS CONSTRUCTION Ltd selects the trainer very prudently for
making the training program more effective. For this, they get the 100% satisfaction of the
executives regarding the selection of trainer. So, they need to hold their present position by
considering the choice of the employees and executives.

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12. View about the Training Environment is Much Satisfactory.

Particular Participants Percentage

Strongly Agree 4 66.67%

Agree 2 33.33%

Undecided 0 0%

Disagree 0 0%

Strongly Disagree 0 0%

Graphical Presentation:

Interpretation:

In this graph it is seen that, 67% executives strongly agree with the statement that the training
environment of PRS Construction is very much satisfactory and 33% of the executives
moderately agree with it. That is, the present training environments of PRS Construction can able
to meet up the demand of the trainee. And the PRS CONSTRUCTION Ltd has to take more
initiative to make the training environment more satisfactory in order to get 100% satisfaction of
the employees and executives.

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Major Findings:
➢ PRS Construction is now using training and development as an incentive to retain and motivate

their employees and executives. PRS Construction arranges the necessary training for enhancing

the skills and knowledge to keep pace with the technological change and customer service.

➢ The approaches of training need assessment are not scientific.

➢ There is no particular process routinely followed by PRS Construction for identifying the

deficiencies in performance level and skill before providing the training program.

➢ In PRS Construction the budget of Management Development Program (MDP) is not adequate.

➢ Training method are not enough clarified and structured.

➢ In PRS Construction, the Notification of training is not given to the nominated employees by the

HR manager. For this the trainee does not able to get proper idea about the training.

➢ PRS Construction doesn’t provide proper concentration on before and after training assessment.

➢ In PRS Construction, the employees and executives are very much satisfied with the trainers of

different training program.

➢ The training environment of PRS Construction is quite satisfactory that most of the executives

satisfied with their existing environment.

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CHAPTER V
CONCLUSION

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Recommendations:
➢ The Human Resource Division of PRS Construction needs to be more rigid in conducting the

need assessment and has to make it obligatory.

➢ Training method should be more clarified and structured. Different types of training method may

be introduced. Such as- vestibule school, special courses.

➢ PRS Construction has to provide proper concentration on before and after training assessment by

an effective use of pre-post training performance method.

➢ For developing executive different types of development program may be introduces.

➢ The evaluation of training program should also be scientific.

➢ The trainer may be qualified with various types of training method and techniques.

➢ The trainers of PRS Construction must provide expert advice to HRD, usually about the

importance of the training program and how to make the training program more effective.

➢ Time schedule of the training and development program may be arranged properly.

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Conclusion:
Lots of new Organizations have been established in last few years and these Organizations have
made this sector very competitive. PRS Construction setting new standards in the Industrial
sector in the time of turbulent economic conditions. From the very inception it plays a vital role
in the national economy. To keep pace with the motto, they provide proper attention on every
department including the Human Resources Department and an important function of this HR
Department is Training and Development. An industrial sector no more depends on a traditional
method of business. In this competitive world, this sector has trenched its wings wide enough to
cover any kind of product and service anywhere in this world.

This report has tried to present the HR practices in PRS Construction in comparison to its
closest competitor in the same industry. From the analysis I found the Training and Development
system is a very satisfactory one. In the time of my internship, I got the support as per my
demand for attaining this knowledge and to get proper information about my topic that is
Training and Development Process of PRS Construction.

From the phase of need assessment to evaluation of training, PRS Construction tries to provide
proper attention to enrich their employee’s skill for reaching in their desired goal. With the help
of training and development programs, organization can improve its productivity and efficiency
level to an utmost position.

Despite few of problems in training and development section in PRS Construction it improving
its employee and executive skill to reach the summit.

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References:

Text Book

• A text book on Human Resource Management, Author: Gary Dessler (13th Edition).
• Personal Management and Industrial Relations by N.G. Nair and Latha Nair.
• Class Notes and Documents from DPGITM Library.

Prospectors and Published Documents:

• Training Manual.
• Service Manual.
• PRS Profile

Bibliography

• https://www.google.com
• www.wikepedia.com
• https://venngage.com/blog/employee-training-and-development/
• https://www.slideteam.net/strategic-process-of-training-and-development.html
• https://www.indeed.com/career-advice/starting-new-job/off-the-job-training

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Appendix:
Survey Questionnaires
Part-A
Name-

Sex-

Designation-

PART-A: Training and Development (For the Operatives and Fresher):

1. Do you have clear idea about the different methods of Training and Development of

Your organization?

a. Yes b. No.

2. Training and Development program should be based on the routine activity of an organization.

a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree

4. Are you satisfied with the existing method, aspect of training of your organization?

a. Yes b. No.

5. The existing training budget of PRS Construction is adequate to meet up the training need.

a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree.

6. The evaluation process of training and development program of your organization much
satisfactory.

a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree.

7. Do your organizations provide proper concentration on before and after training

assessment a. Yes b. No

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 Survey Questionnaires

Part-B
Name-

Sex-

Designation-

PART-B: Training and Development (For the Executives):

1. Is there any assessment to determine the deficiencies in performance level and skills before
providing the training and development facilities?
a. Yes b. No.

2. Training and Development program should meet the current and future job requirement
respectively.
a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree.

3. Both the training and development program are the attempts to improve the performance
and skills, changing attitudes and behavior and imparting knowledge.
a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree.

4. Your organization arranges the training program systematically?

a. Yes b. No.

5. Are you satisfied with the trainer of PRS Construction?

a. Yes b. No.

6. The training environment of PRS Construction is very much satisfactory.

a. Strongly Agree
b. Agree
c. Undecided
d. Disagree
e. Strongly Disagree

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