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PROJECT REPORT

TRAINING AND DEVELOPMENT

Submitted by: Under Guidance of:


Jyoti Kumari Tapas Ranjan Roy
Roll No.. - 161820 Professor, ISM Patna

JULY 15, 2017

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A
Project Report
on
A Study on Training &Development

A report submitted in pursuance to the Training and Development


for the award of the Post Graduate Diploma in Management.
from
INTERNATIONAL SCHOOL OF MANAGEMENT, PATNA

Submitted by:
Jyoti Kumari
Roll No.. - 161820

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Table of Content
1. Certificate by Company Guide ....................................................................... 02
2. Certificate by College Guide .......................................................................... 03
3. Preface ........................................................................................................... 04
4. Declaration ..................................................................................................... 05
5. Acknowledgement .......................................................................................... 06
6. Company Profile .............................................................................................07
7. Scope of the Study .......................................................................................... 24
8. Significance of the Problem ........................................................................... 26
9. Objectives ....................................................................................................... 27
10. Scope of the Study .......................................................................................... 28
11. Training & Development ............................................................................... 29
12. Goals and Objectives ...................................................................................... 32
13. Key Differences between Training and Development ................................... 35
14. Training & Development Methods................................................................. 36
15. Essentials of Good Training Programme ....................................................... 40
16. Importance of Training and Development ..................................................... 41
17. Research Methodology ................................................................................... 43
18. Survey on perception of Employees Training & development ...................... 44
19. Limitations of the Study ................................................................................. 45
20. Data Analysis.................................................................................................. 46
21. Selection of the Project ................................................................................... 59
22. Lessons learnt from SIP.................................................................................. 60
23. Suggestions from the Respondents ................................................................. 61
24. Finding of the Project ..................................................................................... 62
25. Conclusion ...................................................................................................... 63
26. Annexure ........................................................................................................ 64
27. Bibliography ................................................................................................... 66

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Certificate by Company Guide

This is to certify that the project entitled “Training & Development” at


InfoSystem& Solutions has been carried out by Jyoti Kumari from 15thMay 2017 to
15thJuly 2017, under my supervision in partial fulfillment of her course PGDM at
International School of Management, Patna.
I am satisfied with her sincere performance and the study conducted by her in
InfoSystem & Solutions. The project is hereby approved as a bonafied work carried
out and presented in a manner satisfactory to its acceptance area to the Post Graduate
Diploma in Management for which it has been submitted.
I recommend submitting the project report. I wish her all success in life.
This is also certified that the project work is original and has not been
submitted to any other place.

Ms. Nisha kumari


Project Guide
H.R. Manager – Infosystem& Solutions

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Certificate from the Guide

This is to certify that the project entitled summer Internship program at


InfoSystem& Solutions, Patnafor a period spanning over 60 days i.e. from 15 thMay
2017 to 15thof July 2017on the allotted subject. A study onTraining and development
has been prepared under my guidance and supervision.
The work reported upon here does not form of another project or dissertation
on the basis of which PGDM degree had been awarded or conferred upon any other
candidate earlier.

Asst. Prof. Mr. Tapas Ranjan Roy


Faculty – Human Resource
ISM, Patna

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Preface

The global economy of the day has endangered the survival of every
organization and in particular those who want to have competitive edge over the
others. The competitive edge may be a distant dream in the absences of superior
quality product which otherwise is the function of well -trained employees. Today
resources are scarce and have to be used carefully and trainers of all kinds are required
to justify their position and account for their activities, which are ill, directed and
inadequately focused, do not serve the purpose of the trainers .The trainees or the
organization hence identification of training needs becomes the top priority of every
progressive organization. Identification of training needs, if done properly , provides
the basis on which all other training activities can be considered and will lead to
multiskilling, fitting people to take on extra responsibility increasing all round
competences and preparing people to take on higher level of responsibilities.

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Declaration

I hereby declare that the project work entitled “A Study on Effectiveness of


Training & Development At ISSin Patna” Submitted to theInternational School of
Management, Patnais record of an original work done by me under the guidance
ofProf. Tapas Ranjan Roy, International School of Management, Patna and this
Project Work have not performed for the basis for the award of any degree/associate
ship/fellow ship& similar project if any.

Jyoti Kumari
Roll No.. - 161820

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Acknowledgement

Completion of project and writing of report is a satisfying event and the


pleasant part is the opportunity to thank those who inspired, contributed and
cooperated in it.

I would like to avail this opportunity to express my sincere thanks to all those
who have helped me in making this summer training project a success. Even a most
vivid collection of words admittedly to express my heartfelt thanks towards one and
all those who have selflessly assisted me in my expedition of carrying out this project.

I feel deeply bestowed in acknowledging Miss.NishaKumari, HR Manager.


Without her valuable guidance and help during this summer training project on the
topic “Training and Development (Service with Smile)” would not have been a
success.

I am also thankful to my college “International School of Management, Patna”


and all the respected members of the placement cell for recommending my name for
this project. Above all I wish to thank my Faculty guideProf. Tapas Ranjan Roy,who
has helped me immensely to make this project a success.

JyotiKumari

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Company Profile

An Introduction
InfoSystem& Solutions is a leading provider of Information Technology Services
and Software products in Bihar. Our mission is to enable superior returns on clients'
technology investments through best-in-class industry solutions, domain expertise and
global scale. Over the past 10 years, our organization, InfoSystem& Solutions has
grown its offerings in software products and IT services by maintaining an expert
employee base of over 50 IT professionals in Bihar. Headquartered at Patna, there are
over 1100 Personals deployed at various locations in Bihar in different projects.
InfoSystem& Solutions is an Information Technology TSP (Total Solutions
Provider). The company has built its IT services offerings around a proven set of
software products and solutions. As a TSP we can provide clients with both custom
application solutions or integrate existing 3rd party software solution stacks.
Centered on its mantra of “Innovation, Connectivity, Content and Commerce”,
InfoSystem& Solutions provides access, content creation, direct e-commerce support
and quality solutions for its clients from government and Public Sector.

Knowledge Imparting& Training


Training, Computerization, IT Planning, Website Development and Web Application
Development have been our major thrust areas where we have excelled as a Centre
and have braced a name for itself. The Centre imparts training on DOEACC O/A/B
Level courses. In addition, it also offers various short and long terms computer
courses for all categories of students and professionals.
The Centre is fully geared to meet the new challenges in IT and to become a front-
runner in new technologies. We ensure cost-effective, time-to-market solutions
through a highly motivated skilled workforce driven by strong design principles,
highest levels of quality and ethical business practices. We constantly endeavor to
delight our customers through excellence in service delivery. The Centre also

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conducts Customized Programs for industry clients based on specific requests. These
may be part-time or full-time and can be conducted at the customer’s site also.
Our intensive one-to-one skill-building courses take a well-rounded approach to
growth and development, offering tailored support to each student and a personal
mentor. Our advanced training and guidance has consistently improved organizational
performance, enabling people to develop their business skills, management decision-
making and commercial acumen. Our pragmatic approach creates immediate and
sustainable benefits for organizations in both the public and private sectors.

Services Offered
 IT Training
 Computer Courses & Knowledge sharing
 Software Development
 Web and Portal Designing and Development
 Web Based Real-time Solutions.
 Data Centre Establishment, Management and Maintenance
 Corporate Technology Solutions
 Networking Solutions
 Annual Maintenance Contracts
 Computer and server sales, service and installation
 Computer Rental Services
 Out sourcing of qualified and trained Manpower
 Survey and Detailed Project Report compilation

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A concise list of some of our Main clients
1. Government of Bihar
 Registration, Excise & Prohibition Department
 State Health Society
 Bihar State Beverages Corporation Limited
 Rural Development Department
 Health & Family Welfare Department
 Bihar State Financial Corporations Ltd
 Bihar State Aids Control Society
 IGIMS
 Water Resource Department
 Bihar State food and Civil Supplies Corp Ltd
2. Central Government, India
 Ministry of Railways East central Railways
 Customs & Central Excise Department
 National Highways Authorities of India
 State Bank of India, Bihar
 IB Departments Bihar, Jharkhand , UP
 Pay & Accounts Departments
 KendriyaVidyalaya
3. Private Sector
 DanikJagran News Paper
 PrabhatKhabar news Paper
 Channel 7
 Exide Industries Ltd.
4. International Sector
 World Bank Group (Bill & Melinda Gates Foundation)

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Certifications/Affiliations
 Certificate of Importer-Exporter Code by Ministry of Commerce and Industry
 ISO/IEC 27001:2013 Certified
 Registered Unit of Software Technology Parks of India (STPI)
 Authorized Centre of NIELIT
 Sales & Service Tax Registered
 ESI Registered
 Registered with EPF

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Introduction

Human Resource Management traditionally deals with


recruitment,selection,training, and employee development. The achievementof
organizational goals is dependent on the skill of the workforce; organizations devote a
considerable amount of time and money on effective training. From the organization’s
perspective, training involves imparting of skills, knowledge and abilities to enable
the worker to work effectively and make contribution to the organization. For
employees/workers, training implies not only acquiring knowledge, but also adding to
one’s already existing skills. An organization either Business or Industrial Enterprises
needs many factors for its growth, further development and form its very survival. The
most important factors are Capital, Materials, Machineries and Human Resources as
the success or failure of any organization depends on the effective combination of
these factors. Managing all other factors is comparatively easier than managing
Human Resources. The Human Resources are most important and need to be handled
carefully. Since Training programs in every organization are systematically designed
and planned.

Training needs assessment involves an analysis of organization, person and


task in order to identify where the Training is defined as learning that is provided
in order to improve performance gap lies. To conduct the analysis various methods
are available such as questionnaires, interviews, observation, etc.

Oliver Sheldon says ‘No industry can rendered efficient so long as the
fact remains unrecognized that the in principally human– not a mass of machines
and technical process but a body of men.’ If manpower is properly utilized it causes
the industry to run at its maximum optimization getting results and also work for
as an climax for industrial and group satisfaction in the relation to the work formed.
Competitive advantage is therefore depending on the knowledge and skill possessed
by employee more than the finance or market structure by organization.

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The employee training not only serves the purpose to develop their
employers but also safeguard organizational objectives of survival and success
through competitive advantages.The training function now popularly called as Human
Resource Development, coordinates the provision of training and development
experiences in organization.
Training is different form education, particularly formal education. The
education is concerned mainly with enhancement of knowledge, but the aims of
training are increasing knowledge while changing attitudes and competence in good
manner. Basically the education is formulated within the framework and to syllabus,
but the training is not formed in to the frame and as well as syllabus. It may differ
from one employee to another, one group to another, even the group in the same class.
The reason for that can be mentioned as difference of attitudes and skills from one
person to another.Even the situation is that, after good training program,all different
type skilled one group of employee can get in to similar capacity, similar skilled
group.

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Significance of the Problem

An organization either Business or Industrial Enterprises needs many factors


for its growth, further development and form its very survival. For an organization,
employees play a very important role as they are the key stake holders in the success
of that organization. No industry can rendered efficient so long as the fact remains
unrecognized that is principally human-not a mass of machines and technical process
but a body of men. if manpower is properly utilized it causes the industry to run at its
maximum optimization getting results and also work for as an climax for industrial
and group satisfaction in the relation to the work formed. Competitive advantage is
therefore depending on the knowledge and skill possessed by employee more than the
finance or market structure by organization.
For the organization to prolife and became a big success, Knowledge
management plays an important role. To enhance knowledge continuous training and
development programs are essential for all employees. The employee training not only
serves the purpose to develop their employers but also safeguard organizational
objectives of survival and success, therefore, competitive advantages. The training
function now popularly called as Human Resource Development, coordinates the
provision of training and development experiences in an organization.

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Objectives

Training and Development can help an organization in a number of ways


ultimately it is employee knowledge and skill that produce the organization product or
service.
Training facilitates the implementation of strategy by providing employees
with the capability to perform their jobs in the manner dictated by the strategy.

 The objective of the program is to know the importance of training and


development for organization such as InfoSystem& Solutions.
 To have the knowledge regarding its benefits for and organization, benefits for
Individuals and benefits for personal and human relation and internal group
relation and policy implementation.
 The project will be applicable in the training and development for the
employees of the organization using the new techniques and methods as
suggested by the survey methodology of my project.
 The project will help the organization to understand the views of the employees
and the progress in their development skills.
 To improve quality of work and product and to enhance and update knowledge
and skill level of employee in the organization.
 To promote better opportunity for the growth and promotion chances of
employees and thereby the employability and to secure better health and safety
standard.
 My Endeavour would be how to design programs for officer and well as
workers which could keep the organization in the contemporary knowledge
management marathon simultaneously increasing the productivity skills and
other management skills.
 The best methods should be employed in the organization that occurs a needs
to identify the most effective method of Training and development. The study
then goes on to evaluate and analyze the findings so as to present a clear
picture of trends in the training and development

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Scope of the Study

Training and Development is a continuous process within the organization. An


organization constantly spends a large amount of its capital resources on the
development of its Human Resources. A well trained and developed Human Resource
of Organization is the measure of its potential to carry out the work most effectively
and efficiently.
Therefore, the best methods should be employed in the organization hence
there occurs a need to identify the most effective method of Training and
Development. The study then goes on to evaluate and analyze the findings so as to
present a clear picture of trends in the training and development.
Training enables employees to develop and train within the organization and
increase the market value, earning powers and job security. If mold’s the employee’s
attitude and also helps them to achieve better co-operation with the company and
greater loyalty to it. The management is benefited in the sense that higher standard of
quality are achieved, a satisfactory organization structure is built up authority can be
delegated and stimulus for progress applied to employees.

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Training & Development

TRAINING
Training is, essentially, a value –additions activity undertaken by an
organization to enrich the value of its core assets, namely, its people. It plays a vital
role in enhancing the efficiency productivity and performance of the employees. It is
learning process that helps employees acquire new knowledge and skills required to
perform their present jobs efficiently. Rapid technological developments and the
resultant changes in the production process have compelled the management of
various companies to treat trainingcontinuous process of the organization In fact the
,the strategic goals of an organization usually from basis for its training program me.
Training typically comprises predetermined programs to achieve the desired
performance efficiency at various levels-individuals, group and organizational. In
simple terms it is all about making a difference between where the worker stands at
present and where he will be after some point of time.
Training is usually a short-term skill development exercise meant for non -managerial
employees either to learn a job or to overcome their deficiency in the performances of
the present job .The success of any training program me lies in recognizing the
training needs within the organization and then designing and Implementing training
program me based on those needs to order to carry out a continuous up gradation of
knowledge, skills and employee attitudes. In fact, sustained training efforts by an
organization usually lead to creation of a performance and productivity. Undeniably,
organization can think of achieving success in the globalization market only when
then can ensure that their employee performs to their fullest potential.

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DEVELOPMENT
Employee development is defined as a process where the employee with
the support of his/her employer undergoes various training programs to enhance
his/her skills and acquire new knowledge and skills.
Encouraging employees to acquire new or advanced skills, knowledge,
and viewpoints, by providing learning and training facilities, and avenues where such
new ideas can be applied.
Employee development is a joint initiative of the employee as well as the
employer to upgrade the existing skills and knowledge of an individual. It is of utmost
importance for employees to keep themselves abreast with the latest developments in
the industry to survive the fierce competition. Believe me, if you are not aware of
what is happening around you, even before you realize you would be out of the game.
As they say there is really no age limit for education. Upgrading knowledge is
essential to live with the changes of time. Employee development goes a long way in
training, sharpening the skills of an employee and upgrading his/her existing
knowledge and abilities. In a layman’s language, employee development helps in
developing and nurturing employees for them to become reliable resources and
eventually benefit the organization. Employees also develop a sense of attachment
towards the organization as a result of employee development activities.
Organizations must encourage their employees to participate in employee
development activities. Employees also must take skill enhancement or employee
development activities seriously. Do not attend trainings or other employee
development activities just because your Boss has asked you to do so. Don’t just
attend trainings to mark your attendance. You just cannot use same ideas or concepts
everywhere.
It is excellent if you know Microsoft Excel or for that matter Microsoft Word.
Remember simply knowing few basic functions of MS excel would not help you in
the long run. It might help you in the short run. Excel is not just to store your required
data. There are many other formula and advanced applications which one should be
aware of.

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Enhance your skills with time. Employee development can also be defined as a
process where the employee with the support of his/her employer undergoes various
training programs to enhance his/her skills and acquire new knowledge and learning.
Every organization follows certain processes which not only help in the professional
but also personal growth of an employee. Employee development activities help an
employee to work hard and produce quality work.

Development Activities

 Professional Growth
Employee development activities must be defined keeping in mind an
employee’s current stage and desired stage. Knowing an employee’s current
and desired stage helps you find the gaps and in which all genres he/she needs
to be trained on. Human resource professionals must encourage employees to
participate in internal or external trainings, get enrolled in online courses to
increase their professional knowledge and contribute effectively.

 Personal Growth
Employees start taking their work as a burden only when an organization does
not provide any added benefits or advantages which would help in their
personal growth.
Soft skills classes, fitness sessions, loans with lower interest rates are certain
initiatives which not only motivate an employee to do quality work but also
help in employee development.
Employee development not only helps in enhancing knowledge of employees
but also increases the productivity of organizations. Employees, as a result of
employee development activities are better trained and equipped and work
harder to yield higher profits.

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Goals & Objectives

The training and development department has a simple target. It has to ensure that all
employees know the basics required to conduct the job efficiently and smoothly. Most
training and development departments do not focus on the leadership development
programs or talent development because the specialized small unit takes care of them.
The T&D department is focused on the mass population in the organization. The
training unit is responsible for the basic know-how of the business that makes the
business agile and profitable. The goals for the training and development department
follow changes in the business and HR Strategy, usually.
The business strategy defines the requirement of the organization to be
successful in the future. It does not define just products and services; it describes sales
channels and the way how the company communicates with clients and customers. It
does determine how the employee should behave and what skills and competencies
are essential.
The clear link between the business strategy and training needs and
requirements makes planning of T&D goals and objectives easier. All employees can
see an explicit link, and they can identify the role of individual courses in the general
vision of the company. The department usually runs three kinds of training courses,
and the goals and objectives should follow the structure:
 Hard Skills;
 Sales Skills;
 Soft Skills.

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The successful and modern organization always has a clear focus on hard skills
of employees. It takes care of the knowledge of basic product and process
management skills. Each employee has to be able to draw a process and measure key
KPIs. Everyone has to understand to basic performance reports, and each employee
has to find potential gaps. The Training and Development department has to take over
the clear ownership of all hard skills courses in the organization. It has to design a
clear methodology and certificate all internal trainers. This is a clear objective for the
unit.
The organization without sales volumes is dead. The success of the company is
always built on the success of the sales team. It is the only way how to bring healthy
cash into the business. Each successful organization invests in the development of the
unique sales skills training. It does not buy the generic content from the market. It
designs the program that turns each employee into a real sales person and advocate of
the company. It is a goal for the training department to develop such an extremely
competitive course.
Last driver of targets and objectives for the training department are the competitive
and entertaining soft skills courses. The organization needs employees who
communicate, share ideas and build the diverse team. Most people have skills to
become friends, and they are indeed social animals. However, the soft skills training
can improve their skills and competencies. Most organizations offer an essential set of

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Systematic Approach to
Training
training, but they do not refresh it often. The regular update of the training menu is
always a good target for the department.

mprove quality-
Trained worker are less likely to make operational mistakes therefore they are able to
maintain the quality of the product.

 Increase productivity-
Training can help employee to increase level of performance on their assignment. Increased
human performance directly leads to increased company profit.

 Improve health and safety-


Proper training can help to prevent industrial Accidents. Safer environment can lead to
more stable mental attitudes on part of the employees.

 Improve organizational climate-


Chain of positive reaction can result from a well-planned training programmed.

 To help company fulfill its personnel needs-


when the need arise organizational vacancies can more easily be staffed from internal
sources if a company initiates mountain an adequate training programmed for both its
non supervisory level and managerial level

 For personal growth-


Training programmed seems to give participants a wider awareness and an enlarged
skill.

 Develop competencies of employees and improve their performance.


Reduce learning time for an employee starting in new jobs an appointment, transfer
and promotion. Better performance and increased innovation in strategies and product.
It helps the employees to increase their performance level.

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Key Differences between Training and Development

The major differences between training and development are as under:

1) Training is a learning process for new employees in which they get to know about
the key skills required for the job. Development is the training process for the
existing employees for their all-round development.
2) Training is a short-term process i.e. 3 to 6 months, but development is a
continuous process, and so it is for the long term.
3) Training focuses on developing skill and knowledge for the current job. Unlike,
the development which focuses on the building knowledge, understanding and
competencies for overcoming with future challenges.
4) Training has a limited scope; it is specific job oriented. On the other hand,
development is career oriented and hence its scope is comparatively wider than
training.
5) In training, the trainees get a trainer who instructs them at the time of training. In
contrast to development, in which the manager self-directs himself for the future
assignments.
6) Many individuals collectively attend the training program. Development is a self-
assessment procedure, and hence, one person himself is responsible for one’s
development.

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Training & Development Methods

There are several T&D methods available.


The use of a particular method depends which method accomplishes the training
needs and objectives. Training methods can be classified into two categories:
1) On-the-Job Methods
This refers to the methods of training in which a person learns a job by actually
doing/performing it. A person works on a job and learns and develops expertise at
the same time.
a) Understudy
In this the employee is trained by his or her supervisor. The trainee is
attached with his or her senior and called understudy or assistant. For
example, a future manager might spend few months as assistant to the
present manager.
b) Job rotation
This refers to shifting/movement of an employee from one job to another on
regular intervals.
c) Special projects
The trainees' may ask to work on special projects related with departmental
objectives. By this, the trainees will acquire the knowledge of the assigned
work and also learn how to work with others.
d) Experience
It refers to learning by doing. This is one of the oldest methods of on-the-job
training. Although this is very effective method but it also very time-
consuming and wasteful. Thus it should be followed by other training methods.
e) Committee assignment
In this, the trainees become members of a committee. The committee is
assigned a problem to discuss and make recommendations.

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f) Coaching
In this, the supervisor or the superior acts as a guide and instructor
of the trainee. This involves extensive demonstration and continuous
critical evaluation and correction.
II)Off-the-Job Methods
These methods require trainees to leave their workplace and concentrate their entire
time towards the training objectives. These days’ off-the-job training methods have
become popular due to limitations of the on-the-job training methods such as facilities
and environment, lack of group discussion and full participation among the trainees
from different disciplines, etc. In the off-the job methods, the development of trainees
is the primary task rest everything is secondary. Following are the main off-the-job
training methods:
a) Special courses and lectures
These are the most traditional and even famous today, method of developing
personnel. Special courses and lectures are either designed by the company
itself or by the management/professional schools. Companies then sponsor
their trainees to attend these courses or lectures. These are the quick and most
simple ways to provide knowledge to a large group of trainees.
b) Conferences and seminars
In this, the participants are required to pool their thoughts, ideas, viewpoints,
suggestions and recommendations. By attending conferences and seminars,
trainees try to look at a problem from different angles as the participants are
normally from different fields and sectors.
c) Selected reading
This is the self-improvement training technique. The persons acquire
knowledge and awareness by reading various trade journals and magazines.
Most of the companies have their own libraries. The employees become the
members of the professional associations to keep abreast of latest developments
in their respective fields.

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d) Case study method
This technique was developed by Harvard Business School, U.S.A. It is used as
a supplement to lecture method. A case is a written record of a real business
situation/problem faced by a company. The case is provided to the trainees for
discussion and analysis. Identification and diagnose of the problem is the aim
in case study method. Alternate courses of action are suggested from
participants.
e) Programmed instruction/learning
This is step-by-step self-learning method where the medium may be a textbook,
computer or the internet. This is a systematic method for teaching job skills
involving presenting questions or facts, allowing the person to respond and
giving the learner immediate feedback on the accuracy of his or her answers."
f) Brainstorming
This is creativity-training technique, it helps people to solve problems in a new
and different way. In this technique, the trainees are given the opportunity to
generate ideas openly and without any fear of judgment. Criticism of any idea
is not allowed so as to reduce inhibiting forces. Once a lot of ideas are
generated then they are evaluated for their cost and feasibility.
g) Role-playing
In this method, the trainees are assigned a role, which they have to play in an
artificially created situation. For example, a trainee is asked to play the role of a
trade union leader and another trainee is required to perform the role of a HR
manager. This technique results in better understanding of each other's situation
by putting foot in other's shoes.
h) Apprenticeship training
This training approach began in the Middle Ages when those who wanted to
learn trade skill bound themselves to a master craftsman and worked under his
guidance. Apprenticeship training is a structured process by which people
become skilled workers through a combination of classroom instruction and
on-the-job training.

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i) In-basket exercise
In this technique, the trainees are provided background information on a
simulated firm and its products, and key personnel. After this, the trainees are
provided with in-basket of memos, letters, reports, requests and other
documents related with the firm. The trainee must make sense out of this mass
of paperwork and prepare memos, make notes and delegate tasks within a
limited time period."
j) Behavior modeling
This is structured approach to teach specific supervisory skill. This is based on
the social learning theory in which the trainee is provided with a specific model
of behavior and is informed in advance of the consequences of engaging in that
type of behavior.
k) Sensitivity (T-group) training
In this type of training, a small group of trainees consisting of 10 to 12 persons
is formed which meets in an unstructured situation. There is no set agenda or
schedule or plan. The main objectives are more openness with each other,
increased listening skills, trust, support, tolerance and concern for others. The
trainers serve a catalytic role. The group meets in isolation without any formal
agenda. There is great focus on inter-personal behavior. And, the trainer
provides honest but supportive feedback to members on how they interacted
with one another.
l) Multiple management
This technique of training was first introduced by McCormick, President of
McCormick & co. of Baltimore in 1932. He gave the idea of establishing a
junior board of directors. Authority is given to the junior board members to
discuss any problem that could be discuss in senior board and give
recommendations to the senior board. Innovative and productive ideas became
available for senior board.

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Essentials of Good Training Programme

Training helps the organization to achieve the goal of the organization. Training
improves the performance of the employees by filling the gap what is expected from
them and what they achieved. A good training programme must possess following
characteristics:

 An effective training programme should be flexible.


 It should be able to prepare the trainees’ mentally before they impart any
knowledge.
 It should emphasize on both theory and practical training.
 It should be given by qualified and trained trainer.
 An effective training program me should be supported by top management.
 The content of the training program me should be prepared before
identifying the training needs as they should be according to the job
requirement.

40
Importance of Training & Development

1) Helps remove performances deficiencies in employee.


2) Greater stability,flexibility and capacity for growth in an organization.
3) Accidents, scarps and damages to machinery can be avoided.
4) Serves as effective source of recruitment.
5) It is investment in HR with a promise of better returns in future.
6) Reduces dissatisfaction, absenteeism, complaints and turnover of employees.

Design to the study Commented [I1]:


Commented [I2]:
An organization study at Info system and Solution (ISS) Patna. It is a study of
organizational activities in all functional areas in anorganization which is relate
the theoretical knowledge acquired. Further the study could include study of a
specific management problem of any specific issue.

Objectives of study
An objective is specific statement of the outcome we aim for in learning
activity. We want to state your objective in measurable way, so that we can
evaluate whether it has been met. When we talkabout an objectives or goals we
would like achieve the future.
 To have knowledge of the formal functional activities of the organization
.
 To know about the work culture followed by the company.
 To know the organization structure.
 To know the manufacturing process.
 To gain firsthand experiences.
 To relate the theoretical studies with the potential style of management
followed in organization of the theory to practical work situations.
 To study on strengths, weaknesses, opportunities and threats
analysis (SWOT).

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Scope
The scope of the organization study wide. The study helps to know about the work
culture of the organization .it also helps enable to about the duties, responsibilities and
functions of each departments in achieving the organizational goal of the company.
Moreover it helps to ascertain the interrelationship among different departments in the
organization. It also help to know about the organization hierarchy, structure and its
police.

42
Research Methodology

SAMPLING METHODOLOGY

Sampling Technique
Primary Data: It is prepared keeping in mind the objective of the research. A pilot
study was done in order to know the accuracy of the Questionnaire. Information
collected through questionnaire from employees and through observation of training
program. Thus my sampling came out to be judgmental and convenient.

Secondary Data: The secondary data was collected mainly from the officer journals,
books, web search and personal interaction with experts of the plant.

Sampling Unit: The respondents who were asked to fill out questionnaires are the
sampling units. The comprised of employees of InfoSystem& Solutions

Sampling Size: 100 employees have been taken for sampling size.

Sampling Area: HRD, Personnel, Finance, Purchase, ISS


 Survey Method: At the time of making project and training I visited
different department of ISS and survey about their perception regarding
T&D.
 Questionnaire Methodology: The Questionnaire is attached as Annexure-I,
in this project report. Questionnaire has been asked to the employee and
requested to give the answer genuinely and correctly.
 All comprehensive study using all the tools of the analysis could not be
made due to limitation of time.

43
Survey on perception of Employees on Training & Development

The objectives of survey are:-


 To know the perception of employees regarding T&D being conducted for
them.
 To rate the competency level of trainers who visit the organization for
imparting the training.
 To know the satisfaction level of the employees regarding the training facilities
being provided to them.
 To know the employees views about changes required in a particular job,
 To know the needs of the employees regarding the training in their fields which
they think should be imparted.

44
Limitations of the Study

These are some limitations to the study done, they are as follows’
 The study was restricted for 45 days, due to time constraint and in depth study
of all the departments was not possible,
 All the inherent limitations of the secondary data are applicable to this study
and are static for the given frame of time.

45
Data Analysis

Training Methodology:-
Lecture, Role Playing, Case Study, Plant Visit.

Evaluation:-
Feedback from the participants through Questionnaire.
1. Have you ever undergone any training and development program, organized by
your organization?
(a) YES (b) NO

100
90
80
70
60
50
no. of respondent
40
30
20
10
0
YES NO

Analysis
From the above diagram 96.83% of the respondents have undergone the training and
development programme in the organization whereas 3.17% have not.

Interpretation of Data:
From the above analysis it is found that the majority of the respondents saying that
they have underwent the training and development programme.

46
2. Training and developing programs are important for individual performance
enhancement.
(a) Strongly agree (b) Agree
(c) Disagree (d) strongly disagree

80

70

60

50

40

30 no. of
respondent
20

10

0
strongly agree disagree strongly
agree disagree

Analysis
From the above diagram 73.01% of the respondents strongly agreed that T&D
program helped in the performance enhancement, 25.40% agreed that T&D helped in
the performance enhancement while 1.59% disagreed

Interpretation of Data:
It is found that T&D is needed in the performance enhancement of the employee’s
skills.

47
3. In your opinion, how frequently training programs should be organized in
your organization?
(a) Once-a month (b) 2-3 times
(c) Once in year (d) As per the need

35
30
25
20
15
no. of
10 respondents

5
0
once a 2-3 once a as per
month times year the
need

ANALYSIS
From the above diagram 33.33% of respondents agreed that training programs should
be organized in the organization once a month, 34.92% were in favor that training
programs should be organized 2-3 times, 28.57% were in favor that program should
be conducted once a year while 3.18% of respondents said that it should be as per the
need.

INTERPRETATION OF DATA:
Majority of the employees were in the favor that training programs should be
conducted 2-3 times or once in a month.

48
4. Training is more required in the case of only:
(a) New appointment (b) Promotion
(c) During job rotation (d) in all cases

90
80
70
60
50
40 No.of respondents
30
20
10
0
new promotion during job in all cases
appointment rotation

Analysis
From the above diagram 1.59% agreed that training is more required in case (a),
1.59% in case (b), 12.70% in case (c) while 84.12% said that training is required in all
the cases mentioned above.

Interpretation of Data:
Training is required in new appointment, promotion as well as during job rotation as
training enhances efficiency of employees in all the cases.

49
DATA ANALYSIS AND DATA INTERPRETATION

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


agree with this statement?

No of employees Strongly agree Agree Disagree Somewhat agree


20 08 10 01 01

Series1, Disagree, 1, 5% Series1, Somewhat agree, 1, 5%

Series1,
Strongly
agree, 8, 40%

Series1,
Agree, 10,
50%

According to the above data, it is clear that out of 100% employees of ISS :
50% of employees consider training as a part of firm’s strategy.
40% of employees strongly agree with the statement.
5% of employees disagree with the statement.

50
Q.2 To whom training is given more in your organization?
No.of employees New staff Junior staff Senior staff Based on requirement
20 8 2 8 2

Series1, Based on requirement, 2, 10%

Series1, New staff, 8, 40%

Series1, Senior staff, 8, 40%

Series1, Junior staff, 2, 10%

New staff Junior staff Senior staff Based on requirement

According to the above data, out of 100% employees in ISS:


40% of new staff are given training.
10% of junior staff are given training.
40% of senior staff are given training.
10% of employees are given training based on requirements.

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Q.3 What are the barriers to training and development in your firm?
No of employees Time Lack of Money Non availability of
interest skilled trainer
20 07 08 03 02

Series1, Non availability of skilled trainer, 2,…

Time
Series1, Time, 7,
Series1, Money, 3, 15%
35%
Lack of interest

Money

Non availability of skilled


trainer
Series1, Lack of interest, 8, 40%

According to above data, out of 100% employees fo ISS:


35% of employees consider time as a barrier in their training.
40% of employees consider lack of interest as a barrier.
15% of employees consider money as a barrier.
10% of employees consider non availability of skilled trainer as a barrier.

52
Q.4 What mode of training method is used in your firm?
No of Job relation Conference/Discussion External Programmed
employees training instruction
20 06 08 03 03

Series1, Programmed instruction, 3, 15%

Series1, Job relation, 6, 30%

Series1, External training, 3, 15%

Series1, Conference/Discussion, 8, 40%

Job relation Conference/Discussion External training Programmed instruction

According to the above data, out of 100% employees in ISS:


30% of employees said job relation is used as a mode of training.
40% of employees said conference/discussion is used as mode of training.
15% of employees said external training is done.
15% of employees said programmed instruction is used as a mode of training.

Q.5 Training and development sessions conducted in your firm are useful.”

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Do you agree with this statement?
No of employees Strongly agree Agree Disagree Somewhat agree
20 05 13 01 01

Series1, Somewhat agree, 1, 5%

Series1, Disagree, 1, 5%

Series1, Strongly agree, 5, 25%

Series1, Agree,
13, 65%

Strongly agree Agree Disagree Somewhat agree

According to above data, out of 100% employees in ISS:


25% of employees strongly agree with the statement.
65% of employees agree with the statement.
5% of employees disagree with the statement.
5% of employees somewhat agree with the statement.

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Q.6 How long does it take to implement the trained process?
No of employees Less than one month 1-2 months 2-4 months More than 4
months.
20 05 12 03 00

Series1, 2-4 Series1, More than 4


months, 3, 15% months., 0, 0%
Series1, Less than
one month, 5, 25%

Series1, 1-2
months, 12,
60%

According to above data, out of 100% employees in ISS:


25% of employees said it took less than one month.
60% of employees said it took 1-2 months.
15% of employees said it took 2-4 months.

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Q.7 How well the workplace of the training is physically organised?
No of employees Excellent Good Bad Average
20 13 05 01 01

Series1, Average, 1, 5%
Series1, Bad, 1, 5%

Series1, Good, 5, 25%

Series1, Excellent, 13, 65%

Excellent Good Bad Average

According to the above data, out of 100% employees in ISS:


65% employees said that workplace of training is organised excellently.
25% employees said workplace is good organised.
5% employees said workplace is badly organised.

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Q.8 What are the conditions that have to be improved during training sessions?
No of Re-design the Remove Re organise Up grade the
emlpoyees workplace interference the work place information
20 11 03 02 04

Series1, Up grade the information, 4, 20%

Series1, Re-design the workplace, 11, 55%


Series1, Re organise the work place, 2, 10%

Series1, Remove interference, 3, 15%

Re-design the workplace Remove interference


Re organise the work place Up grade the information

According to the above data, out of 100% employees in ISS:


55% employees needs re-design of job.
15% of employees needs removal of interferences during training.
10% of employees needs re-organisation of the work place.
20% of employees needs up graded information during training sessions

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Q.9 What are the general complaints about training sessions?
No of Time Wastage Gaps between Training Sessions are
employees the sessions sessions are boring.
unplanned
20 14 04 01 01

Series1,
Series1,
Training
Sessions are
sessions are
boring., 1, 5%
unplanned, 1,
Series1, Gaps 5%
between the
sessions, 4,
20%

Series1, Time
Wastage, 14,
70%

According to the above data, out of 100% employees in ISS:


70% of employees have a complaint of time wastage during training.
20% of employees have a complaint of too many gaps between the sessions.
5% of employees said training sessions are unplanned and are boring.

58
Selection of the Project

I am a student of PGDM 1st year and have taken Human Resource Management as
my specialization subject.
While doing Summer Internship in INFOSYSTEM&SOLUTION I studied the HR
activities and functions carried out in ISS during my SIP training & development
came up as a topic of interest while it is not easy to understand all the parameters it is
still required by all the Organizations.
Training is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviours to enhance the
performance of employees.

The Project Focuseson:


How training & development is an antecedent of job involvement and what should
company do to make the company to improve employees performance.

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Lessons learn during SIP

1. Selection of the Company for SIP Should Be Done Carefully.


2. Team work is very important for HR manager.
3. Networking and Communication skills need to be very good.
4. Need to know Excel Sheet for office work.
5. How the training and development of employees done in Industries.
6. Safety measure should be taken into consideration during training.
7. Time motion study plays a key role in the process of training.

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Suggestions from Respondents

 Should continue this program


 Program duration should be increased.
 For the effective implementation of training program management should
remove the main causes of dissatisfaction i.e. shortage of manpower so that
employee will be more benefited by this programme.
 Management should provide training based on team work for all employees.

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Findings of the Project

 Training and development of INFOSYSTEM & SOLUTIONSis aimed at


systematic development of knowledge, skills, attitude, team work and make
aware to the employees of non-works areas with hazardous of plant.
 The majority of employees executive and as well non-executive showed their
positive attitude.
 The training programs developed their knowledge on present business scenario
and the team spirit among the employees has increased.
 During the programs employees got chance to discuss their problems that helped
the management to plan for the action to eradicate it.
 Majority of respondents showed their satisfaction about programs but some of
them express their inability to follow the tips given in this programs.

62
Conclusions

On the basis of the analysis made, the following conclusions are drawn:
 The Length of Training and Development programs should depend upon the
requirement of Job.
 Management should remove the other factors of dissatisfaction of employees
like increase the manpower to reduce the job stress of employee.
 The duration of training programs should be enough so that employees can visit
ISS properly.
 Some more programmes should organize for non-works as well as executives
so that everyone should keep their knowledge upgraded.
 Maximum number of the employees finds healthy environment at thework
place.
 Lack of interest in employees act as a barrier in training programmes.
 Maximum employees said that they get help whenever they require.
 Employees are satisfied with the training and development programmes given
to them.
 The training programmes has helped in developing skills of the employees.
 After attending the training programme most of the workers find their attitude
better towards the job.
 Most of the employees wants to the workplace to be redesigned where the
training sessions are been conducted.
 Employees felt the time wastage during training session. But trainees were
satisfied with activities conducted during training program because it was
related to their job.

63
Annexure

INFOSYSTEM&SOLUTIONS QUESTIONNAIRE

PERSONAL DETAILS:
NAME:
AGE:
GENDER: MALE FEMALE

Q.1 Your organisation considers training as a part of organisational strategy.Do


You agree with this statement?
Strongly agree
Agree
Disagree
Somewhat agree

Q.2 To whom is training given more in your organisation?


New staff
Junior staff
Senior staff
Based on requirement

Q.3 What are the barriers to training and development in your organisation?
Time
Lack of interest
Money
Non availability of skilled trainer

Q.4 What mode of training is normally used in ypur organisation?


Job relation
Conference/Discussion
External training
Programmed instruction
Q.5 “ Training and Development sessions conducted in your firm are Useful.”Do you
agree with this statement?

64
Strongly agree
Agree
Disagree
Somewhat agree

Q.6 How long does it take to implement the trained process?


Less than one month
1-2 months
2-4 months
More than 4 months

Q.7 How well the work place of training is organised?


Excellent
Good
Bad
Average

Q.8 . What are the conditions that have to be improved during training
sessions?
Re organise the job
Remove interference
Re organise the work- place
Up grade the information of material
given during training.

Q.9 . What are the general complaints about training sessions?


Take away precious time of workers
Too many gaps between the sessions.
Training sessions are unplanned.
Boring and not useful.

65
Bibliography

Books
 Human Resource Management – V.S.RAO
 Human Resource Management - GARY DESSLER
 Manual of InfoSystem & Solution

Online Reference
 Wikipedia
 www.google.com
 www.HR.com

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