INTRODUCTION

JALAN'S GROUP :

Jalan group is a Varanasi based business house engaged in textile trading through
its whole sale and retail enterprises.
It was set up with pioneering effort of Sri Deen Dayal Jalan in 1974.
This organization is an embodiment of Indian culture and intelligence with a desire
to stand as a shining model for generations.
Privately owned and professionally managed jalans group is having a firm foot
hold in eastern UP and focusing on growth and expansion as per requirement with an
excellent track record.
This organization is working and serving to the fullest effort and dedication for
customer satisfaction with more than 800 employees and offices across the country ,the
annual turnover has crossed the milestone of Rs. 225 hundred million.
A traditional business group with modern technology uses, this company operates
with value system and ethics and help its employees realize their potential through
innovative HR practices

the company goal is to empower and provide employee in

dynamic path and congruence with corporate objective.

All round potential development and performance improvement is ensured by
regular in house and external training.
Along with head office 2 retail outlet 1 whole setup this group is situated in
northeast of river Ganges in one of the ancient and holy city of India- VARANASI, the city
which is famous for salvation and its spiritual culture.
GYANWAPI :
The first retail store of the group is situated at the gyanwapi, varanasi very near to
lord vishwanath temple.

It started in 1999,and it offers a full range of textile prouducts like sarees suiting
,shirting,dressmaterial ,furnishing cloth,towel handloom etc. along with readymade for
women and childrens.
DURGAKUND:
It is a largest enterprise of its kind and an established and well known name of
eastern UP.
Started on 08 Sept. 2005 at Durgakund, with the name Kabira Complex.
Initially it was having fabrics only but later on this retail shop (Kabira Complex)
caters to different age group by wide collection of Fabric and Garments displayed on its all
five Floors.
Total 326 employees (of which 301 are General employees and 25 are officers) are
working in Kabira so as to provide better and fast service to customers.
DEPARTMENTWISE VIEW OF KABIRA COMPLEX
Kabira Complex

Administration

Sales

EDP

HR

Various sub-departments like tagging, billing, delivery, maintenance and security

comes under Administration Department.
Sales Covers Fabric, Garments, Customer Care, visual merchandise etc.
Sales

Fabric

Garment

JCC

Sales Deptt. Covers 3 different sections of Kabira complex Viz. Fabric, Garment
and JCC (Jalan's cut piece centre). Fabrics are displayed on two Floors and Garments on 3
floors and there is separate corner for J.C.C.

Floor wise view of Kabira complex

No. of Floors 5
Floor incharge Two on each Floor (one from sales and one from administration)

BASEMENT:
This Floor is dedicated to women's inaugurated by actress Poonam Dhillon, This
Floor was named as "Sakhi".
This floor is a true representative of Indian women, their beauty culture and values
and so. Shares strong bond with women's by a display of more then 30,000 sarees of
different variety and range.
It contains items like Benarsee Sarees, Fancy Sarees, Matching, Lehenga,
Bangalore Saree, Pochampalli Saree etc.

GROUND FLOORS:"Sab kuch................................... Sabke liye

This Floor also comes under Fabric Section.
It

this

floor

is

having

items

like

shirting,

Suitings,

Lady

Suits,

Synthetic and Fancy Sarees.

Main attraction of this Floor is............ Choot Ki Loot" Counter

FIRST FLOOR :
Sabki Chahat................Sabki Pasand............."
This Floor contains items both from Fabric and Garments Sections and is divided
mainly into segments.
Boys wear, Kitz wear (Garment) and Handloom (Fabric)

SECOND FLOOR :
It is and overall garment segment this Floor contains items both for Men and
Women.
Women's Segment is full of Varieties like Jeans, Lancha, Top, Frocks, and Lingerie
etc.
"Utsav" This name has been given to Men's corner and is consists of party wear
and Groom's Dresses.

THIRD FLOOR :
Sasta bhi.............. Achha bhi"................
"Mens only" Floor of Kabira Complex and is having a wide Range of men's wear,
of different Brands and Rates at Suitable price.

FOURTH FLOOR :
Annapurna Bhojnalaya
DATE OF OPENING :
25. 07. 2007 This food court is managed by "Annapurna Seva Samiti" and is based
on Indian cuisine.
It offers finger licking dishes at an economical rate
JALANS SYNTHETICS :
As eastern UP's largest textile wholesale player, jalans synthetic accounts for a big share of
the market in this area with a sales and marketing network covering more than 10000 retail
outlets in 187 towns and cities.

Jalans synthetics mainly deals in all kinds of fabric wholesale covering sarees,
suiting shirting dhoti, bedsheets bkankets sofa cover,curtains and other cloth materials for
different purposes and uses
It includes all major leading brand of the country like siyaram, mistair, mayur true
value, laxmipati, suchitra, karishma, hitesh ,jubilee etc.

VISION:
We wish to be a premier organization in textile trading business houses not only in
north-eastern UP but also in India.
The image of faith and loyalty we have created In the market by providing Quality
product at reasonable price.
We wish to convert this image into a brand ever shining and ever growing as our
goodwill, without compromising on our values (social, cultural and professional).
We aim to provide total textile business solution.
An innovative national leader of the Indian textile industry and the significant
trading organization, providing customer delight with value based services.

MISSION

1.

We shall be continuously striving for excellence in customer care

and business activity.

2.

We shall be continuously contributing our part for value addition in

our business and society through timely programmes and ayogans.

3.

We firmly believe all our activities are inspired motivated and

directed, by grace of almighty, which has always furnished us success and growth
7

in our endeavours. We shall continue to be grateful to god for setting in inspiration

in our plan and leading us to destination.
4.

We consider our employee a partner in our growth.

5.

Our motto is sell cheap, sell more.

6.

We shall continue to increase our share and sphere of our activity through
innovation and creation based on our R&D.

To ensure the right intakes and vigorous marketing for targeted growth with
the help of qualitative system and core values to accomplish the vision.

GOAL

1.

We have targeted to be leader and top most organization in northern UP in 10

years time. Continuously targeting our growth at a rate of 20% per annum.

2.

We wish to march ahead without compromising on quality and peace of traders

(who trade with us) customer and our organization.

3.

We shall continue to create a situation of advantage and satisfaction for us and

to those who deal with us with top class application of modern techniques.

4.

We are targeting to convert our good will and business quality into successful
brand.

5.

We aim to provide complete range variety at fair price.

6.

We shall continue to introduce new creation to customers.

VALUES

J=

Joyous team working.

A=

Abiding on vocational and social commitments.

L=

Learning to lead and serve.

A= Absolute recognition of individuals.

N=

Nurturing excellence.

TEAM / MANPOWER

BOARD OF DIRECTORS

Group Chairman

Sri Deendayal Jalan

Managing Director

Sri Keshav Jalan

Jt. Managing Director

Sri Suryakant Jalan

President & C.E.O.

Sri Krishna Kumar Jalan

Directors

Sri Jai Krishna Burman & Sri Bhagirath Jalan

RESEARCH OBJECTIVES

10

OBJECTIVES OF THE STUDY

Primary Objectives
The primary objective is to measure the effectiveness of the training program
followed in Jalans Group

Secondary Objectives

To understand and evaluate the present training program

To examine the impact of training on employees.
To know the response of employees towards the training program in Jalans
group.

RESEARCH METHODOLOGY

11

12

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem.

Research methods may be understood as all those methods or techniques that are used for
conducting research. Research process includes formulating the research problem,
Extensive literature survey, preparing the research design, determining the sample design,
collecting the data, Execution of data, Generalization &Interpretation and Preparation of
the project on that basis.

Research Approach
The study adopts Descriptive Research design. Descriptive design is one which gives a
snapshot of the prevailing environment. It is used to provide a summary of some aspects of
the environment when certain aspects of the problem where speculative in nature.
Data Sources
Primary Data
Primary

data

is

used

for

analysis,

which

is

gathered

using

questionnaire and interview with employees.

Secondary Data
Secondary data is also used for the study, which is gathered from internet, already
done project reports, and journals
Research Instruments Used (for Data Collection)
The primary data for the study will be collected through a structured questionnaire
and interview with employees and officers.

13

Secondary sources of data required for the study can be collected from secondary
sources, this include library references, technical and subject related magazines, journals,
newspapers and other previous studies, website of organization etc.
1 Sampling Plan
Convenience sampling is used while selecting samples for data collection.
1.1 Sampling Unit
1.2 Sample Size
A sample size of 100 was taken out from the population of the company.
1.2.1.1
Sampling Procedure
1.2.1.2
Contact Method
1.2.2 Tools Used for Analysis
1.2.3 Project Period
Time taken to conduct the study is 45 days and it is from 2 nd July 2013 to 18th
August 2013.
1.2.4

Limitations of The Study

As many sections in the corporate office were busy with their works,lengthy

interactions were restricted.

Sometimes the employees do not express their original opinion due to their fear

towards their management.

Respondents might have given biased answer to the questionnaire in order to

please the organization.

The study is limited only to Jalans Group, Calicut branch. So the result cannot be
generalized.

2.1 Theoretical Review

Training
After selecting the employee the next task before the management is to give them
proper training. Training means to give information or skill through or particles. It is the
method for increasing the knowledge and skill of the people for specific job. Training
14

involves the development of skill that is usually necessary to perform a specific job. If
refers to the process of passing along know how through carefully selected methods, by
competent people. Training is telling plus showing, supervising until the desired change is
achieved in the skill and attitude.
Definition
Training is the act of increasing the knowledge and skill of an employee for doing
a particular job-Edwin.Flippo
The purpose of training is to bring about improvement in the performance of
work. It include the learning of such technique that are required for the better performance
of definite task-T.N Chandra

Importance Of Training:
The reason why training is important are:
1.
2.
3.
4.
5.
6.

Training enables the management to face the pressure of changing environment.

Training usually results in an increase of quantity and quality of output.
Training leads to job satisfaction and higher morale of the employees.
Trained workers need lesser supervision.
Trained workers enable the enterprise to face competition from rival organizations.
Training enables employees to develop and rise within the organization and

increase their earning capacity.

7. It moulds the employees attitude and helps them to achieve better co-operation
within the organization.
8. Training instructs the workers towards the better job adjustment and reduces the
rate of labor turnover and absenteeism.
9. Trained employees make better economic use of materials and equipment resulting
in reduction of wastage and spoilage.

Benefits to Organization:
A programme of training becomes essential for the purpose of meeting the specific
problems of a particular organization arising out of the introduction of new lines of
15

production, changes in design, the demands of competition etc. The major benefits of the
training to an organization are:
1. Higher productivity: Training can help employees to increase their level of performance
on their present assignment. Training increases the skill of an employee in the performance
of a particular job .An increase in skill usually helps to increase both quantity and quality
of output .A trained worker will handle the machines and materials in the most economical
manner.
2 .Better organizational climate: An endless chain of positive reactions result from a wellplanned training programme. Increased morale, less supervisory pressures, improved
product quality, increased financial incentives, internal promotions etc., result in better
organizational climate.
3. Less supervision: Training does not eliminate the need for supervision, but it reduces the
need for constant supervision.
4. Prevents Manpower Obsolescence: Manpower obsolescence is prevented by training as
it fosters the initiative and creativity of employees. An employee is able to adapt himself to
technical changes.
5. Economical Operations: Trained personnel will make economical use of materials and
equipment. This will reduce wastage in materials and damage to machinery and
equipments.
6. Prevent Industrial Accidents: proper training can help to prevent industrial accidents.
7. Improve Quality: Trained employees are less likely to make operational mistakes there
by increasing the quality of companys products.
8. Grater Loyalty: A common objective of training programme will mould employees
attitudes to achieve support for organizational activities and to obtain better cooperation
and greater loyalty. Thus, training helps in building an efficient and loyal workforce

16

9. To fulfill Organizations future Personnel needs: When the need arises ,organizational
vacancies can be staffed from internal sources, if an organization initiates and maintains an
adequate training programme.
10. Standardization of procedures: Trained employees will work intelligently and make
fewer mistakes when they possess the required know-how and have an understanding of
their jobs.

Benefits to Employees:
1. Personal Growth: Employees on a personal basis gain individually from training. They
secure wider awareness, improved skill and enhanced personal growth.
2. Development of new skills: Training improves the performance of the employees and
makes them more useful and productive. The skill developed through training serves as a
valuable personal asset to the employee. It remains permanently with the employees.
3. Higher Earning Capacity: By Imparting skills, training facilitates higher remuneration
and other monetary benefits to the employee. Thus, training helps each employee to utilise
and develop his full potential.
4. Helps Adjust with Changing Technology: Old employees need refresher training to
enable them to keep abreast of the changing methods, techniques and use of sophisticated
tools and equipment.
5. Increased Safety: Proper training can help prevent industrial accidents. Trained workers
handle the machines safely. Thus they are less prone to industrial accidents. A safe work
environment also leads to a more stable mental attitude on the part of employees.
6. Confidence; Training creates a feeling of confidence in the minds of employees. It gives
safety and security to them in the organization.

Methods of Training

17

There are various methods of training, which can be divided in to cognitive and
behavioralmethods. They are:I.

Cognitive Methods
Cognitive methods are more of giving theoretical training to the trainees. The various

methods under Cognitive approach provide the rules for how to do something, written or
verbal information, demonstrate relationships among concepts, etc. These methods are
associated with changes in knowledge and attitude by stimulating learning. The various
methods that come under Cognitive approach are:
1) Lectures
2) Demonstrations
3) Discussions
4) Computer based training
1. Demonstration Training Method: This method is a visual display of how something
works or how to do something. As an example, trainer shows the trainees how to perform
or how to do the tasks of the job. In order to be more effective, demonstration method
should be should be accompanied by the discussion or lecture method.
2. Discussion Training Method: This method uses a lecturer to provide the learners with
context that is supported, elaborated, explains, or expanded on through interactions both
among the trainees and between the trainer and the trainees. The interaction and the
communication between these two make it much more effective and powerful than the
lecture method.
1. Lecture A Method of Training: It is one of the oldest methods of training. This
method is used to create understanding of a topic or to influence behavior, attitudes
through lecture. A lecture can be in printed or oral form. Lecture is telling someone

18

about something. Lecture is given to enhance the knowledge of listener or to give

him the theoretical aspect of a topic.
3.Computer Based Training (CBT): With the worldwide expansion of companies and
changing technologies, the demands for knowledge and skilled employees have increased
more than ever, which in turn, is putting pressure on HR department to provide training at
lower costs. Many organizations are now implementing CBT as an alternative to classroom
based training to accomplish those goals.
II.

BEHAVIOURAL METHOD
Behavioral methods are more of giving practical training to the trainees. The various

methods under Behavioral approach allow the trainee to behavior in a real fashion. These
methods are best used for skill development
The various methods that come under Behavioral approach are:
1) GAMES AND SIMULATIONS
a) BEHAVIOR-MODELING
b) BUSINESS GAMES
c) CASE STUDIES
d) EQUIPMENT STIMULATORS
e) IN-BASKET TECHNIQUE
f) ROLE PLAYS
1. Behavior Modeling: In this method, some kind of process or behavior is videotaped and
then is watched by the trainees. Games and simulation section is also included because
once the trainees see the videotape, they practice the behavior through role plays or other
kind of simulation techniques.
19

2. Business Games Training: In the business games, trainees are given some information
that describes a particular situation and are then asked to make decisions that will best suit
in the favor of the company. And then the system provides the feedback about the impact
of their decisions.
3. Case Studies: Case Studies try to simulate decision making situation that trainees may
find at their work place. It reflects the situations and complex problems faced by managers,
staff, HR, CEO, etc. The objective of the case study method is to get trainees to apply
known concepts and ideologies and ascertain new ones. The case study method emphasize
on approach to see a particular problem rather than a solution.
4.Equipment Simulators: Equipment simulators are the mechanical devices that
necessitate trainees to use some actions, plans, measures, trials, movements, or decision
processes they would use with equipment back on the their respective work place.
5. In-Basket Technique:

It provides trainees with a log of written text or

information and requests, such as memos, messages, and reports, which would be
handled by manger, engineer, reporting officer,

or administrator.

6. Role play Training Method: Role play is a simulation in which each participant
is given a role to play. Trainees are given with some information related to
description of the role, concerns, objectives, responsibilities, emotions, etc. Then, a
general description of the situation, and the problem that each one of them faces, is
given. For instance, situation could be strike in factory, managing conflict, two
parties in conflict, scheduling vacation days, etc. Once the participants read their
role descriptions, they act out their roles by interacting with one another.
Both the methods can be used effectively to change attitudes, but through different
means.
Another Method is MANAGEMENT DEVELOPMENT METHOD.
III.

MANAGEMENT DEVELOPMENT METHOD

Management development method is further divided into two parts:

20

1. ON-THE-JOB TRAINING
The most common method used by industry to train individuals is on-the-job
training. Virtually every employee, from clerk to general manager, gets some on-the-job
training. Under this method, the employee is given training at his work place by his
immediate superior who knows exactly what the trainee should learn to do. The
management should also keep a close watch and check up on the training from time to
time. On-the-job training may take any one of the following forms:
a. Coaching: Under coaching or understudy method, the employee is trained on the job by
his immediate superior to improve the skill and knowledge.
b. Job- rotation: The trainee is periodically rotated from job to job so that he acquires a
general background of different jobs.
c. Special Projects: Under this method, a trainee is assigned to a project that is closely
related to the objectives of his department. The trainee will study the problem and make
recommendation upon it.
d. Committee Assignments: Under this method, an adhoc committee is constituted and is
assigned a subject to discuss and make recommendations. The committee will make a
study of the problem and present its suggestions to the departmental head.
2. VESTIBULE TRAINIG: This method attempts to duplicate on-the-job situations in a
company classroom. The trainees are taken through a short course under working
conditions , sales or office conditions.
3. OFF-THE-JOB TRAINING
Off-the- job training simply means that training is not a part of everyday job activities.
Classroom or off-the-job instructions are useful when concepts ,attitudes, theories and
problem solving abilities are to be taught .It is associated more with knowledge than skill.
Off the job consist of:

21

a. Role Playing: Role Playing techniques are used for human relations and leadership
training. Under this method, a conflict situation is artificially constructed and two or more
trainees are assigned different parts to play.
b. Case Study: Under this method, the trainees may be given a problem to discuss which is
more or less related to the principles already taught. This method gives the trainee an
opportunity to apply his knowledge to the solution of realistic problems.
c. Conference Training: The trainee as a member can learn from others. The conference is
ideally suited to learning about problems and issues and examining them from different
angles.
d. Management Games: A management game is a classroom exercise in which teams of
students compete against each other to achieve common objectives.
e. Sensitivity Training: It is an experience in interpersonal relationships which results in
change in feeling and attitudes towards oneself and others.
f. Seminar or Team Discussion: Seminar is based on a presetation prepared by one or more
trainees on a subject selected in consultation with person in charge of the seminar.
g. Lecture method: This is most commonly used to address large groups above general
topics.

TYPES OF TRAINING:1. Induction or Orientation training: As the name suggests, it is the method of introducing a
new employees into the organization with a view to gaining his confidence and developing
in him a sense of co-operation.
2. Job training: The object of job training is to increase the knowledge of workers about the
job with which they are concerned, so that their efficiency and skills of performance are
improved.

22

3. Promotional Training: Many concerns follow a policy of filling some of the vacancies at
higher levels by promoting existing employees.
4. Refresher Training: With the passage of time, employees may forget some of the
methods, which were taught to them, or they may have become outdated because of
technological development and improved techniques of management and production.
Hence, refresher training is arranged for existing employees in order to provide them with
an opportunity to revive and also improve their knowledge.
5. Apprenticeship Training: It is a good source of providing, the required personnel for the
industry. Under this method, both knowledge and skills in doing a job or a series of related
jobs are involved.
6. Internship Training: Internship training is usually meant for such vocations where
advance theoretical knowledge is to be backed up by practical experience on the job.
The Kirkpatrick Model of Training Evaluation
Donald Kirkpatrick is Professor Emeritus of the University of Wisconsin in the
United States and a past president of the American Society for Training and Development
(ASTD). He is best known for creating a highly influential 'four level' model for
training course evaluation. Kirkpatrick's ideas were first published in 1959 in a series of
articles in the US Training and Development Journal but are better known from a book he
published in 1994 entitled "Evaluating Training Programs."
The Four Levels
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past
president of the American Society for Training and Development (ASTD), first published
his Four-Level Training Evaluation Model in 1959, in the US Training and Development
Journal.
The model was then updated in 1975, and again in 1994, when he published his bestknown work, "Evaluating Training Programs."
The four levels are:
23

Reaction.
Learning.
Behavior.
Results.

Let's look at each level in greater detail.

Level 1: Reaction
This level measures how your trainees (the people being trained), reacted to the
training. Obviously, you want them to feel that the training was a valuable experience, and
you want them to feel good about the instructor, the topic, the material, its presentation,
and the venue.
It's important to measure reaction, because it helps you understand how well the
training was received by your audience. It also helps you improve the training for future
trainees, including identifying important areas or topics that are missing from the training.
Level 2: Learning
At level 2, you measure what your trainees have learned. How much has their
knowledge increased as a result of the training?
When you planned the training session, you hopefully started with a list of specific
learning objectives: these should be the starting point for your measurement. Keep in mind
that you can measure learning in different ways depending on these objectives, and
depending on whether you're interested in changes to knowledge, skills, or attitude.
It's important to measure this, because knowing what your trainees are learning and
what they aren't will help you improve future training.
Level 3: Behavior
At this level, you evaluate how far your trainees have changed their behavior, based
on the training they received. Specifically, this looks at how trainees apply the information.

24

It's important to realize that behavior can only change if conditions are favorable.
For instance, imagine you've skipped measurement at the first two Kirkpatrick levels and,
when looking at your group's behavior, you determine that no behavior change has taken
place. Therefore, you assume that your trainees haven't learned anything and that the
training was ineffective.
However, just because behavior hasn't changed, it doesn't mean that trainees haven't
learned anything. Perhaps their boss won't let them apply new knowledge. Or, maybe
they've learned everything you taught, but they have no desire to apply the knowledge
themselves.
Level 4: Results
At this level, you analyze the final results of your training. This includes outcomes
that you or your organization have determined to be good for business, good for the
employees, or good for the bottom line

DATA ANALYSIS &

INTERPRETATION

25

26

Work Experience of the Employees

more than 1
Year

Frequency

Percent

30

100.0

Interpretation
From the above analysis it is found that a 100% employee has 1 year experience with the
organization.

27

Methods Used To Identify Training Needs Methods

performance interview
performance appraisal
Total

Frequency
15
15
30

Percent
50.0
50.0
100.0

Interpretation
From the above chart the analysis yielded that 50 % of respondents are supporting to
identify Training Needs by Performance In interview and rest 50% are by performance
appraisal, so it clearly show that training needs can be identified that both the methods
have significant value in the training program

Satisfied With Additional Allowance Provided During The Training Program

28

Yes
no
Total

Frequency
28
2
30

Percent
93.3
6.7
100.0

Interpretation
From the above analysis it is found out that 93% are satisfied with their additional
allowance provided during the training program and 7% are not satisfied with it.

29

Training Program is Conducted Based on Performance Appraisal

yes
no
Total

Frequency
26
4
30

Percent
86.7
13.3
100.0

Interpretation
From the above table it can be interpreted that 86.7% of respondents are agree that training
is conducted based on performance appraisal. so the analysis yielded that training program
conducted in Jalans Group is only after examine the performance appraisal.

Venue Provided for The Training Program is Appropriated

30

Yes
No
Total

Frequency
29
1
30

Percent
96.7
3.3
100.0

Interpretation
The analysis yielded that 96.7 % of employees are satisfied with their venue provided for
the training program, so it clearly shows that Jalans Group is providing comfortable venue
for training program.

31

Training module should be designed after employees suggestion

yes
no
Total

Frequency
27
3
30

Percent
90.0
10.0
100.0

Interpretation
From the above table and chart, 90% of the respondents states that training module should
be designed after employees suggestions, so it can interpreted that employees would like
to give suggestion before conducting training program.

32

Best Feature of Training Program

Frequency
5
14
2
9
30

content of the program

Facilities
study material apply
Trainer
Total

Percent
16.7
46.7
6.7
30.0
100.0

Interpretation
From the above table and chart 46.7 respondents agree that the best feature of training
program is facilities of the program, 30% of employees are highlighting trainer,16.7 are
supporting with the content of the program and rest is with study material of training
program, so the analysis yielded that facilities being provided in the training program is
the best feature of training program.
Type of Training Method is More Suitable

Frequency
33

Percent

on the job
off the job
depends on the needs
Total

9
6
15
30

30.0
20.0
50.0
100.0

Interpretation
From the above chart and table it can be inferred that, 50% of respondents are of the
opinion that training depends on the needs and 30% of them are of opinion that on the job
training is better, and rest of them are with off the job training method. So the analysis
yielded that most of them think that training depends on need.
Biggest Drawback Faced During the Training Program

Frequency
21
5
4
30

Time
inefficient trainer
other engagements
Total

34

Percent
70.0
16.7
13.3
100.0

Interpretation
From the above, 70% of the employees are on the opinion that biggest drawback of
training program is time,13.3 are the opinion on the other engagement and rest is with
inefficient trainer so the analysis yielded that time is the biggest drawback of the training
program.
Get New Ideas for Job Performance from the Training Program

Yes
No
Total

Frequency
23
7
30

35

Percent
76.7
23.3
100.0

Interpretation
From the above shows that ideas getting for job performance from the training
program,76% of respondents agree that new ideas are getting for job performance from
the training program so it clearly show that the training program of the Jalans Group is
giving new ideas for job performance.

Opinion About Present Training System

Frequency
12
13
5
30

Excellent
Good
average
Total

36

Percent
40.0
43.3
16.7
100.0

Interpretation
From the above table and chart states that among 30 respondents 43 % of them states that
the present training program is good,40% of them states that training program is
excellent ,so it clearly show that present training program of Jalans Group is good.

significance
product knowledge
personality

wa rank 1
7.5

wa rank2
5

wa rank3
2.5

development
customer management

1.666666667
3.333333333

3.333333333
0.833333333

5
0.833333333

37

8
7
6
5

product knowledge

personality
development
customer
management

3
2
1
0
wa rank 1

wa rank2

wa rank3

Interpretation
The above chart and table the analysis yielded that most of the employees have an opinion
that product knowledge is important in training program.

Descriptive Statistics
N
Training Program is
well planned
Valid N (list wise)
Interpretation

Minimu
m
30

3.00

30

38

Maximu
m
5.00

Mean
4.4667

Std.
Deviation
.62881

The analysis yielded that opinion on the training program is well planned. A mean
4.4667,it can be inferred that training program in Jalans Group is well planned.

Descriptive Statistics

duration allotted for

training program is
sufficient
Valid N (list wise)

Minimu
m

Maximu
m

Mean

Std.
Deviation

30

3.00

5.00

4.3000

.74971

30

Interpretation
The analysis yielded that as the mean is 4.3 the duration allotted for training program is
sufficient for employees in the organization.

39

Descriptive Statistics
N
Program are handled by
efficient trainers
Valid N (list wise)

Minimu
m
30

Maximu
m

3.00

5.00

Mean
4.3667

Std.
Deviation
.61495

30

Interpretation
This analysis yielded that as the mean is 4.3,the employees are happy with their trainers
and they are efficient.

Descriptive Statistics

training program is
helpful to improve job
performance
Valid N (list wise)

Minimu
m

Maximu
m

Mean

Std.
Deviation

30

1.00

5.00

3.9667

.88992

30

Interpretation
From the above table the analysis yielded that training program is helpful for improve job
performance which has a mean 3.9667

40

Descriptive Statistics

training is a strong
motivation factor
Valid N (list wise)

Minimu
m

Maximu
m

Mean

Std. Deviation

30

3.00

5.00

4.1333

.77608

30

Interpretation
The above analysis yielded as the mean is 4 that training is the motivation factor for
employees in an organization.

Descriptive Statistics
N
training helps to cope
with dynamic
environment
Valid N (listwise)

Minimu
m
30

3.00

Maximu
m
5.00

Mean

4.3667

Std.
Deviation
.66868

30

Interpretation
The analysis yielded that as mean is 4.3 it can be interpreted that training helps to cope with
dynamic environment.

41

Descriptive Statistics

N
During training
program adequate
infrastructure was
provided
Valid N (listwise)

Minimu
m
30

Maximu
m

3.00

5.00

Mean

4.4333

Std.
Deviation
.67891

30

Interpretation
This analysis yielded as the mean is 4.4 it is interpreted that there is adequate infrastructure
provided during the training program in the organization.

42

Statistics
Trainin
g
Progra
m is
Well
planne
d

Valid

Duratio Training
n
Program is
Allotted Helpful to
for
Improve
Training
Job
Program Performan
is
ce
Sufficie
nt

Progra Training Training

During
m are
is a
Helps to
Training
Handle Strong Cope With
Program
d by Motivatio Dynamic
Adequate
Efficie n Factor Environme Infrastructu
nt
nt
re was
Trainer
Provided
s

30

30

30

30

30

30

30

4.4667

4.3000

3.9667 4.3667

4.1333

4.3667

4.4333

.62881

.74971

.88992 .61495

.77608

.66868

.67891

-.758

-.568

-1.190

-.404

-.242

-.586

-.805

.427

.427

.427

.427

.427

.427

.427

3.00

3.00

1.00

3.00

3.00

3.00

3.00

5.00

5.00

5.00

5.00

5.00

5.00

5.00

Missin
g
Mean
Std.
Deviation
Skewness
Std. Error
of
Skewness
Minimum
Maximu
m

Interpretation
The above chart shows the effectiveness of training program of Jalans Group. From this it
can be interpreted that the training has been effective, all the objective of training have
been met positively.

43

Testing the statically significance simple mean.

In order to check the satisfaction of employees on training the researcher has given 7 set of
questions based on present training system, based on 7 questions theoretically total
satisfaction score has been develop has follows.
Maximum=7*5=35
Minimum=7*1=7, mean of the maximum & minimum s score (35+7) /2=21
One-Sample Statistics
N
TRAININGEFFECTIV
ENESS

Mean

Std.
Deviation

30 30.0333

Std. Error
Mean

2.97673

.54347

One-Sample Test
Test Value = 21
t

Df

Sig. (2tailed)

Mean
Difference

95% Confidence Interval o

the Difference
Lower

TRAININGEFFECTIV
ENESS

16.621

29

.000

9.03333

7.9218

Interpretation
It is interpreted that there is statistically significant relationship between the sample mean
and population mean .it may also be concluded that sample mean is greater than the score,
and employees satisfied within present training system in the organization.
The test yielded the result of P=.000(t)=16.621,df=29

44

Upper

10.14

FINDINGS

45

Findings

All the employees feel that the Training program provided by Jalans Group is well

planned. The study show that duration of training program is sufficient

It is to be found that the existing training program is helpful to improve job

performance
Majority of the people are on the opinion that their present training system is good
It was found that training programs are handled by efficient trainers
The organization provided various motivational trainings to improve the status of

the employees
There is an equal opinion among the employees, they gave 2 opinion one being the
performance appraisal and performance in interview as methods to be used as

identifying the training needs.

It was found that majority of employees would like give suggestion before

designing training module

The study revealed that the employees feels the training helps to cope with dynamic

work environment
The researcher has found that Jalans Group is providing adequate infrastructure

during the training program

The study shows that employees are satisfied with the allowance provided
Majority of the respondents are satisfied with refreshment providing during the

training program.
The study revealed that product knowledge is the most important aspect of

training program
It was found that facilities of the program is the best feature of training program
From the analysis it clearly shows that employees are satisfied with the venue

provide for training program

The study show that employee would like get training depends on their need
The researcher found that training is conducted based on performance appraisal.
The study reveal that time is the biggest drawback faced during the training

program
From the analysis it clearly shows that employees are getting new ideas for job
performance from the training program

46

47

48

Conclusion
The main objective of a training program is to improve the productivity of the
companys employees which in turn improves the companys profitability and upgrade
employees skill levels which make them more productive.
The project entitled A study on the effectiveness of training program conducted at
Jalans Group of Companies was undertaken by the researcher with a view that it enables
the organization to know how effective have been the training program they have
developed towards configuring their employees so as to suit their organizational culture
and towards achieving the organizational goals. The project simultaneously has helped the
researcher to enhance the knowledge regarding various facts about the training program
and methods.
From the study it is clear that most of the employees are satisfied and happy with
the current training program. However some particular areas need attention such as
employees feedback is essential to understand better the kind of training program that
would help them and therefore their opinions will be more valuable in preparing further
training program by the organization. The study also helped the researcher to fulfill the
objectives for which it has been undertaken.

49

RECOMMENDATIONS AND
SUGGESTIONS

50

Suggestions

The management should ensure that the employees get the training facilities.
The training should be given to the employees according to their needs.
The management should improve the training method so that the employees can do

their job better.

The management should ensure the availability of modern and technical training

aid is used for training.

The management should provide the expert and specialist as trainers.
Ensure the presence of all trainers in the training center.
From the trainers, collect the feedback about the training for further improvements.

51

BIBLIOGRAPHY

52

BIBILIOGRAPHY
Research methodology by CR Kothari
HRM by TN Chhabra

53

QUESTIONNAIRE

54

APPENDICES

A STUDY ON THE EFFECTIVENESS OF TRAINING AND PROGRAMME WITH

RESPECT TO JALANS GROUP VARANASI.

QUESTIONNAIRE
Respected Sir/Madam
Im Pooja Yadav pursuing MBA from ------------------ institute of management studies,
University of Lucknow. As part of my course curriculum I have taken up a study on
training at Jalans group. I would be grateful if you would kindly co-operate and fill up the
questionnaire. The information will be used purely for academic purpose and will be kept
confidential.

1.How long you have been employed in Jalans Group?

6 Month

1 Year

More than 1 Year

Other

2. Training program is providing Jalans Group is well planned

(a) Strongly Agree
(b) Neutral

(c) Agree
(d) Disagree

(e) Strongly Disagree

3. Duration allotted for training program is sufficient...
(a) Strongly Agree

(c) Agree

(b) Neutral

(d) Disagree

(e) Strongly Disagree

4. The existing training program is helpful to improve job performance...
(a) Strongly Agree

(c) Agree
55

(b) Neutral

(d) Disagree

(e) Strongly Disagree

5. What is your opinion about present training system?
(a) Excellent

(c) Average

(b) Good

(d) Below Average

6. Training programs are handled by efficient trainers...

(a) Strongly Agree

(c) Agree

(b) Neutral

(d) Disagree

(e) Strongly Disagree

7. Training is a strong motivation factor...
(a) Strongly Agree

(c) Agree

(b) Neutral

(d) Disagree

(e) Strongly Disagree

8 What method according to you must be used to identify training needs?
Performance Interview
Performance appraisal
..

other

9. Do you think that training module should be designed after considering employees
suggestion?
(a)Yes

(b) No

10. Training helps to cope with dynamic work environment...

(a) Strongly Agree

(c) Agree

(b) Neutral

(d) Disagree

(e) Strongly Disagree

11. During training program adequate infrastructure was provided
(a) Strongly Agree

(c) Agree
56

(b) Neutral

(d) Disagree

(e) Strongly Disagree

12. Im satisfied with the additional allowance provided during the training program
a)Yes

(b) No

If yes specify.
13. Im satisfied with refreshment providing during the training program
a)Yes

(b) No

14. What is the best feature of training program?

(a)Content of the program

(b) Facilities

(c) Study Material application

(d) Trainer

15. Do you think that the venue provided for the training is appropriate?
(a)Yes

(b) No

16. On a scale of 1-3 rank the significance of following aspect in the training program
(a)Product knowledge

(b) Personality development

(c) Customer management

17.From the following which type of training method is more suitable?

(a)On the job

(b) off the job

(c) depends on needs

18. Do you think that training is conducted based on performance appraisal

(a)Yes

(b) No

19. from the following which among the following is the biggest drawback faced during
training program?
(a) Time

(b) money

(c) lack of interest by staff

(d) Non availability skilled trainer

20. Do you get new ideas for job performance from the training program?

57

(a)Yes

(b) No

58