INTRODUCTION OF HUMAN RESOURCE

Human resources is a term used to describe the individuals who make up the workforce of an
organization, although it is also applied in labour economics to, for example, business sectors
or even whole nation. Human resources is also the name of the function within an
organization charged with the overall responsibility for implementing strategies and policies
relating to the management of individuals (i.e. the human resources). This function title is
often abbreviated to the initials "HR".

Human Resource deals with implementation of policies such as Recruitment, selection,

training & development, Organizational design,Business transformation and change
management, Performance, conduct and behavior management, Industrial and employee
relations,workforce analysis, workforce personnel data management, Compensation and
employee benefit management. Human resource management is an organization handles all
aspects of employees and has various functions like human resource planning,conducting job
analysis, recruitment and conducting job interviews, selection of human
resources,orienting,training,compensating,roviding benefits and incentives,career
planning,quality of work life,employee discipline,black out sexual harassments,human
resource auditing. Behind production of every product or service there is a human mind,effort

And man hours.No product or service can be produced without help of human being.

Human resource management is meant for proper utilization of available skilled workforce
and also to make efficient use of existing human resource in the organization.

TRAINING

Training is concerned with imparing developing specific skills for a particular purpose.
Training is the act of increasing the skills of an employee for doing a particular job.
Trainingis the process of learning a sequence of programmed behavior. in earlier practice,
training programmes focused more on preparations for improving performance in particular
jobs. Most of the trainees used to be from operative levels like mechanices, machines
operators and other kinds of skilled workers. When the problems of supervision increased,
the step was taken to train supervisors for better supervision.

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DEVELOPMENT

Management development is all those activities and programme when recognized and
controlled have substantial influence in changing the capacity of the individual to perform his
assignment better and in going so all likely to increase his potential for future assignments.
Thus, Management development is a combination of various training programme, though
some kinds of training is necessary, it is the overall development of the competency of
managerial personal in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing manager and to
provide for a planned growth of managers to meet future organizational requirements is
management development.

2
TRAINING AND DEVELOPMENT

In a business,Human Resource is one of the disciplines which drives business for

competitiveness. To achieve this training is very important. Competent employees will not
remain competent forever. Their skills can deteriorate; technology may make their skills
obsolete; the organization may move into new areas, changing the type of jobs that exist and
the skills necessary to do them. This reality has not been overlooked by management.
Training can be introduced simply as a process of assisting a person for enhancing his
efficiency and effectiveness to a particular work area by getting more knowledge and
practices. Also training is important to establish specific skills, abilities and knowledge to an
employee. For an organization, training and development are important as well as
organizational growth, because the organizational growth and profit are also dependent on the
training. But the trainingis not a core of organizational development. It is a function of the
organizational development.
If the field of Human Resources Management, training and development is the field concern
with organizational activities which are aimed to bettering individual and group performances
in organizational settings. It has been known by many names in the field HRM, such as
employee development, human resources development, learning and development etc.
training is really developing employee’s capacities through learning and practicing.
Training and development is the framework for helping employees to develop their personal
and organizational skills, knowledge, and abilities. The focus of all aspects of HRD is on
developing the most superior workforce so that the organization and individual employees
can accomplish their work goals in service to customers.

All employees want to be valuable and remain competitive in the labor market at all times,
because they make some demand for employees in the labor market. This can only be
achieved through employee training and development. Hence employees have a chance to
negotiate as well as employer has a good opportunity to select most suitable person for his
vacancy. Employees will always want to develop career-enhancing skills, which will always
lead to employee motivation. There is no doubt that a well trained and developed staff will be
a valuable asset to the company and thereby increasing the chances of his efficiency in
discharging his or her duties. Trainings in an organization can be mainly of two types:
Internal and External training sessions.

Internal training involves when training is organized in-house by the human resources

3
department or training using either a senior staff or any talented staff in the particular
department as a resource person.

On the other hand external training is normally arranged outside the firm and is mostly
organized by training institutes. Whichever training, it is very important for all staff and helps
in building career positioning and preparing staff for greater challenges in developing world.
However the training is costly. Because of that, people who work at firms do not receive
external trainings most of times. The cost is a major issue of lack of training programmes in
sri lanka. But nowadays, a new concept has come with these trainings which is “trainers
through trainees”. While training their employees in large qualities, many countries use that
method in present day to reduce their training costs. The theory of this is, sending a little
group or an individual for a training programme under a bonding agreement or without a
bond.

Employers of labor should enable employees to pursue training and development in a

direction that they choose and are interested in, not just in company-assigned directions.
Companies should support learning, in general, and not just in support of knowledge needed
for the employee’s current or next anticipated job. It should be noted that the key factor is
keeping the employee interested, attending, engaged, motivated and retained.

This is currently a wide range of training and development initiatives:

 Induction training
 On the job training
 One to one meeting
 Departmental meetings
 Monthly briefing meetings
 Formal training courses (internal and external)
 Guided reading

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 Importance of Training and Development:

 Team spirit
 Optimum utilization of human resources
 Development of HR
 Quality
 Development of skills of employees
 Organizational culture
 Organizational climate.

OBJECTIVIES OF TRAINING AND DEVELOPMENT

1. The primary objective of the project is to lay down the foundation of training and
development.
2. This project helps to satisfaction level of employees.
3. To understand the current process & system of employees training & development at a
wood castle.
4. To help employees work as team members since no individual can accomplish the goals of
the organization single handedly.
5. To gain knowledge on new method.
6. It facilitates changing of attitude so, that an employee can give their best to organization.
7. Aim of training and development is to make an employee loyal to his organization.

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6
The Benefits of Employee training:

 Improves the morale of the workforce.

 Helps people identify with organizational goals.
 Helps create a better corporate image.
 Fosters authenticity, openness and trust.
 Improves relationship between boss and subordinate.
 Aids in organizational development.
 Learns from the trainee.
 Helps prepare guidelines for work.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective decision making and problem solving skills.
 Aids in development for promotion from within.
 Aids in increasing productivity and quality of work.
 Helps keep costs down in many areas, e.g. production, personnal, administration, etc.
 Develops a sense of responsibility to the organization for being competent.
 Improves labor management relations.
 Creates an appropriate climate for growth, communication.

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Consequences of Absence of training:

 Loss of business.
 Constraints on business development.
 Poorer-quality applicants.
 Increased overtime working.
 Higher recruitment costs, including advertising, time and incentives.
 Higher rates of pay, overtime premiums and supplements.
 Higher training cost.
 Greater pressure and stress on management and staff to provide cover.
 Pressure on job evaluation schemes, grading structures, payment system and career
structure.
 Additional retention costs in the form of flexible working time, job sharing, part time
working, shift working etc.
 Need for job redesign and revision of job specifications.
 Undermining career paths and structures.

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Training Programmes

Technical Training – Technical training is that type of training that is aimed at teaching
employees how a particular technology or a machine.

Quality Training – Quality training is usually performed in companies who physically produce
a product. Quality training teaches employees to identify faulty products and only allow perfect
products to go out to the markets.

Skills Training – Skills training refers to training given to employees so as to perform their
particular jobs. For e.g. A receptionist would be specifically taught to answer calls and handle
the answering machine.

Soft Skills – Soft skills training includes personality development, being welcoming and
friendly to clients, building rapport, training on sexual harassment etc.

Professional Training – Professional Training is done for jobs that have constantly changing
and evolving work like the field of medicine and research. People working in these sectors have
to be regularly updated on matters of the industry.

Team Training – Team training establishes a level of trust and synchronicity between team
members for increased efficiency.

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Principles of development of a training programme
The following principles are important for the development of a training programme.
 The person to be trained must have motivation to learn
 The training material must be meaningful and should relate to the purpose of the training
programme.
 Training should provide variety to prevent boredom and fatigue.
 Since human beings tend to forget what they learn within the first 48 hours, it is necessary
that the employees should start practicing the new things which they learn in a training
programme.
 Training material is to be well organized and should not only be properly presented but
should also be made available to the trainees.
 For a trainee to absorb the new learnings effectively, it is advisable that training
programme is divided into short sessions spread over long time instead long sessions held
in short time.
 Getting a feedback on training from the trainees helps in improvement in the training
programme.

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Employee development

Employee development occur when organization of any size train their employee for the
betterment of the company. That training can be conducted inside the business or externally
and can be presented in a variety of formats.

 Seminar workshops and conference.

 Adult learning / continuing education classes.
 Professional association membership and meeting.
 On-site guest speakers or trainers.
 Internet workshops seminars courses.

Benefits of employee development

Although a company may engage in employee development tactics solely out of self interest
the potential gain of leadership development go far beyond the corporate bottom line.

 Orientation training helps new staff gets settled in faster.

 Skills upgrading helps existing employee perform their job better and advance within
the company.
 As staff retire or leave trained people are poised to step in same less handover.
Personal development increases loyalty and retention.

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Training methods:
Most training takes place on the job. This can be attributed to the simplicity of such methods
and their usually lower cost. However, on-the-job training can disrupt the workplace and
result in an increase in errors as learning proceeds. Also, some skill training is too complex to
learn on the job. In such cases, it should take place outside the work setting.

On-the-Job Training:
Popular on-the-job training methods include job rotation and understudy assignments. Job
rotation involves lateral transfers that enable employees to work at different jobs. Both job
rotation and understudy assignments apply to the learning of technical skills. Interpersonal
and problem-solving skills are acquired more effectively by training that takes place off the
job.

Off-the-Job Training:
There are a number of off-the-Job training methods that managers may want to make
available to employees. The more popular are classroom lectures, films, and simulation
exercises. Classroom lectures are well suited for conveying specific information. They can be
used effectively for developing technical and problem-solving skills. Films can also be used
to explicitly demonstrate technical skills.
Interpersonal and problem-solving skills may be best learned through simulation
exercises. However, complex computer models, such as those used by airlines in the training
of pilots, are another kind of simulation exercise.
Training and development can sustain or increase its employees’ current productivity, while,
at the same time, prepare employees for a changing world.

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13
COMPANY’S PROFILE

A hotel is an establishment that provides lodging paid on a short-term basis. Facilities

provided may range from a basic bed and storage for clothing, to luxury features like en-suite
bathrooms. Larger hotels may provide additional guest facilities such as a swimming pool,
business centre, childcare, conference facilities and social function services.

Hotel rooms are usually numbered to allow guests to identify their room. Some hotels offer
meals as part of a room and board arrangement.

Boutique hotels are smaller independent non-branded hotels that often contain upscale
facilities. Small to medium-sized hotel establishments offer a limited amount of on-
site amenities.

Economy hotels are small to medium-sized hotel establishments that offer basic
accommodations with little to no services.

Extended stay hotels are small to medium-sized hotels that offer longer term full service
accommodation compared to a traditional hotel.

Most hotel establishments consist of a General Manager who serves as the head executive
(often referred to as the “Hotel Manager”), department heads who oversee various
departments within a hotel, middle managers, administrative staff, and line-level supervisors.

The organizational chart and volume of job positions and hierarchy varies by hotel size,
function, and is often determined by hotel ownership and managing companies.

Located near Magneto Mall, Wood Castle is not only comfortable but beautifully designed to
make your stay pleasant. The rooms are charming and tastefully designed with framed
pictures hung on the walls, ceiling designs, and beautiful upholstery on the headboards of the
beds. wooden decor and warm lights give the final touch to the rooms that make it worth
every penny.This is one of the few service hotels in the city. From an in-house restaurant,
conference room and banquet hall to a dining area, free Wi-Fi connectivity, and parking
facility, the hotel have everything to not allow you any inconvenience at all. Guests can also
avail laundry services and make payments via cards. The hotel is surrounded by popular
eateries, like Subway and KFC which guests can explore.

HOTEL WOOD CASTLE

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Hotel Wood Castle is in Telibandha, Raipur (Chhattisgarh)

Celebrated as one of the city's best is, Hotel Wood Castle in Raipur-chhattisgarh. The hotel is
strategically located in Telibandha. Having been established in the year 2013, this hospitality
destination has grown to become the ideal place for travelers and those on business to feel at
home when in the city. Many have also reviewed the hotel to be among the sought after
Hotels in Raipur-chhattisgarh. The hotel functions from 00:00- - 23:59- all through the week.
Catering to the convenience of its guests, the hotel makes available various payment methods
to ease out the payment process like, Cash, Master Card, Visa Card, Debit Cards, American
Express Card, Credit Card, .

With the aim of pampering its guests to a thrilling experience, the hotel features a plethora of
services which include Number Of Rooms 17, Doctor On Call , Tea/coffee Maker , Internet
Access , Air Conditioned Rooms , In room Safe(locker) , Banquet Facilities , Wired Internet
Facility , Conference Room(s) , Check Out Time 12:00, Valet Parking , Railway Station
Transfer , Restaurants multicuisine, Airport Transfer . The hotel is also classified as a
destination to resort to when in need of Hotels, Hotels (Rs 2001 To Rs 3000), Hotels (Rs
3001 To Rs 4000). When looking to satiate one's cravings, the in-house restaurant is where
one can choose to either dine-in or order food online at the single click of a button. Over the
years patrons have been constantly rating the hotel based on their experiences which now
brings the property to a 3.6 rating value. It has a total of 20+ ratings. When in the city, be sure
to enjoy a stay here as it is known to be one of the leading Hotels In Telibandha.

One can follow the address which is - Near Magneto Mall,G E Road,Telibandha-492001 to
visit the hotel. An easier way to get in touch with them is through their official telephonic
contact - +(91)-771-6544000.

HOTEL WOOD CASTLE in Raipur is one of the most reputed accommodations in Raipur.
The hotel is well likes by the business and leisure travelers alike, since it has on offer each
and every facility and amenity necessary to make the stay of the guest pleasurable.

The hotel has the most scrupulous staff that is ready to serve its guests on each and every
minute requirement. The hotel is one of the most preferred ones amongst the five star Hotels
in Raipur.

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HOTEL WOOD Castles the gateway to the lush green & the dense forest state of
Chhattisgarh - opening a vista of Nature’s paradise with its flora & fauna and wildlife
adventures.

Location a few miles from the airport and within the heart of Raipur new capital district,
Hotel WOOD CASTLE offers a luxurious oasis of exclusive and elegant accommodations
within the bustling &growing city.

A warm welcome from our friendly and caring staff waits as you are swiftly transported to
the sumptuous surroundings of your pristine rooms & suits – your home away from home
for the duration of your stay. 89 elegantly appointed suites & rooms , coupled with the latest
in high – tech entertainment and business facilities , makes the HOTEL WOOD Castle
perfect choice for discerning visitors, wishing to enjoy high standards of excellence and the
finest in Indian hospitality . Indulge yourself at our choice of lavish buffets, Restaurants &
Bar, which offers you a feel of utopia.

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There are 4 Department in this hotel.

1. Services
2. Housekeeping.
3. Kitchen.
4. Maintenance.

DEPARTMENT NUMBER OF EMPLOYEES

Services 25
Housekeeping. 15
Kitchen. 20
Maintenance. 10

Training & development at wood castle :-

In simple terms, it refers to the imparting of specific skills, abilities & knowledge to an
employee. A formal definition of training & development is.. it is any attempt to improve
current or future employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or increasing his or her skills
and the need of training & development is determine by the employee’s performance
deficiency, computed as follows:

Training & Development need = Standard performance – Actual performance.

We can make a distinction among training, education & development. Such distinction
enables us to acquire a better perspective about the meaning of the terms. Training, as was
started earlier, refers to the process of imparting specific skills. Education, on the other
hand, id confined to theoretical learning in classrooms.

Through training & education differ in nature & orientation, they are complementary. An
employee, for example, who undergoes training, is presumed to have had some formal
education. Furthermore, no training programme is complete without an element of
education. In fact, the distinction between training & education is getting increasingly

17
blurred nowadays. As more and more employees are called upon to exercise judgments &to
choose alternative solutions to the job problems, training programees seek to broaden and
develop the individual through education. For instance, employees in well-paid jobs and/or
employees in the service industry may be required to make independent decision regarding
their work & their relationship with clients. Hence, organization must consider elements of
both education & training while planning their training programmes.

Development refers to those leaning opportunities designed to help employees grow.

Development is not primarily skill- oriented. Instead, it provides general knowledge and
attitudes which will be helpful to employees in higher positions. Efforts towards
development often depend on personal drive and ambition. Development activities, such as
those supplied by management Developmental programmes, are generally voluntary. To
bring the distinction among training, education & development into sharp focus, it may be
started that “ Training is offered to operatives”, whereas “Developmental programmes are
meant for employees in higher positions”. Education however is common to all the
employees, there grades not with standing.

Training & Development encompasses three main activities: Training, education &
Development. However, to practitioners, they encompass three separate, although
interrelated, activities:

Training: This activity is both focused upon, & evaluated against, the job that an individual
currently holds.

Education: This activity focuses upon the jobs that an individual may potentially hold in the
future, & is evaluated against those jobs.

Development: This activity focuses upon activities that the organization employing the
individual, or that the individual is part of, may partake in the future, & is almost impossible
to evaluate.

Employee Training & Development is a key ingredient in performance improvement.

However, the 1st step in designing an employee Training & Development program is to
identify the training needs. The training needs are based on what is needed to achieve the
organization’s strategic objectives.

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Training & Development As Source Of Competitive Advantage:

Companies derive competitive advantage from training and development. Training and
development programmes, as was pointed out earlier, help remove performance deficiencies
in employee. This is particularly true when- (1) the deficiency is caused by a lack of ability
rather than lack of motivation to perform, (2) the individual involved have the aptitude &
motivation need to learn to do the job better, & (3) supervisors & peers are supportive of the
desired behaviors.

Training and development offers competitive advantage to a firm by removing performance

deficiencies; making employees stay long; minimized accidents, scraps & damage; &
meeting future employee needs. There is greater stability, flexibility, & capacity for growth in
an organization. Training contributes to employee stability in at least two ways. Employees
become efficient after undergoing training. Efficient employees contribute to the growth of
the organization. Growth renders stability to the workforce. Further, trained employees tend
to stay with the organization. They seldom leave the company. Training makes the employees
versatile in operations. All rounder’s can be transferred to any job. Flexibility is therefore
ensured. Growth indicates prosperity, which is reflected in increased profits from year to
year. Who else but well- trained employees can contribute to the prosperity of an enterprise?

Accidents, scrap & damage to machinery and equipment can be avoided or minimized
through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced
if employees are trained well. Future needs of employees will be met through training and
development programmes. Organizations take fresh diploma holders or graduates as
apprentices or management trainees. They are absorbed after course completion. Training
serves as an effective source of recruitment. Training is an investment in HR with a promise
of better returns in future. A company’s training and development pays dividends to the
employee and the organization. Though no single training programme yields all the benefits,
the organization which devotes itself to training and development enhances its HR
capabilities and strengthens its competitive edge. At the same time, the employee’s personal
and career goals are furthered, generally to his or her abilities and value to the employer.
Ultimately, the objectives of the HR department are also furthered.

19
Management development is based on following on assumptions:

1. Management development is a continuous process. It is not one shot programme but

continues through out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that,

always existing a gap between an individual’ performance & his potential for the
performance.

3. Management development seldom takes place in completely peaceful and relaxed

atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.

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SOME TOPICS TREATED IN EMPLOYEE TRAININGS:

Communications:

This increasing diversity of today’s workforce brings a wide variety of languages & customs,
thus staff should be able to be very good in both written and verbal communication.

Computer skills:

Computer skills are becoming a necessity for conducting administrative & office tasks. In this
era of technological advancement, computer skills are very necessary for almost of
departments in an organization.

Customer service:

Increased competition in today’s global marketplace makes it critical that employees

understand and meet the needs of customers. The firm that stands out from the crowd is that
firm that puts its customers 1st before every other goal. Then the need to always train staff on
customer service.

Diversity:

This is includes explanation about people & their different perspectives & views, & how this
can be handled.

Ethics:

There are divergent ethics in different firms. Some firms attach more importance to certain
issues like moral, work period, lateness etc than other issues. Today’s society has increasing
expectations about corporate social responsibility. Also, today’s diverse workforce brings a
wide variety of values and morals to the workforce. This calls for the need for staff to be
reminded of these always through training & development.

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Human relations:

The increased stresses of today’s workplace can include misunderstandings & conflict.
Training can help people to get along in the workplace with good understanding of each other
& the office inter personal relationship to reduce official conflict.

Quality management:

Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require
basic training about quality concepts, guidelines & standards for quality, etc.

Safety:

Safety training is critical where working with heavy equipment, hazardous chemicals,
repetitive activities etc. staff should be made to understand that despite the fact that they have
a safety department; the safety of each staff is in his/her own hands.

22
Research Methodology

Meaning of Research:-

Research in simple terms refers to a search of knowledge. It is also known as systematic and
scientific search for information on particular topic or issue. It is also known as the art of
scientific investigation.

Research methodology is the way of systematically solving the research problem. It is a

science of studying how research is conducted scientifically. It is not only important for the
researcher to know the research techniques/methods, but also the scientific approach called
methodology. Continuous or interval data are data that have an intrinsic numeric value, e.g.:
performance rating, person’s salary. Categorical or nominal data come from measures that
have no inherent numeric value that are simply categories such as gender, department,
method used etc

Definition:-

According to Clifford Woddy

Research comprises defining and redefining problems, formulating hypothesis or suggested

solutions; collecting, organizing and evaluating data; making deductions and reaching
conclusions; and at last carefully testing the conclusions to determine whether they fit the
formulating hypothesis.

Objectives of research:-

The objective of research is to discover answers to questions by applying scientific

Procedures. In the other words, the main aim of research is to find out truth which is hidden
and has not yet been discovered. Although every research study has its own specific
objectives, research objectives may be broadly grouped as follows:-

 Provide first class facility to our customers.

 Maintain the highest standards of security.
 Knowledge of customers Perception.
 Best quality and services in dealing the solution.
 To increase the sales in market.

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Research Design:-

Research design is nothing but it is the blue print of what actual research has to be made so
that different kinds of project or different kinds work can be properly taken place. Research
design has greater impact in collection and evaluation of data as it tells us whether the
information collected is as per requirement or not.

Types of research design:-

 Exploratory research formulate is the other term used for exploratory research the
important objective of such studies is for problem formulation with more precision for
research and developing research hypothesis to get the result for operation.

 Descriptive and diagnostic study studies describing the individuality of particular

individual or group are called descriptive research whereas the research studies
defining the occurrence of any happening with others are called diagnostic research.

 Hypothesis testing and research design: hypothesis testing research studies are the
studies where hypothesis is tested to define the causal relationship between variables
in operation.

24
Sources of data collection:-

Primary data refers to the data that the investigator collects for the very first time. This type
of data has not been collected either by this or any other investigator before. A primary data
will provide the investigator with the most reliable first-hand information about the
respondents. The investigator would have a clear idea about the terminologies uses, the
statistical units employed, the research methodology and the size of the sample. Primary data
may either be internal or external to the organization.

Secondary Data – refers to the data that the investigator collects from another source. Past
investigators or agents collect data required for their study. The investigator is the first
researcher or statistician to collect this data. Moreover, the investigator does not have a clear
idea about the intricacies of the data. There may be ambiguity in terms of the sample size and
sample technique. There may also be unreliability with respect to the accuracy of the data.

25
Sample Size:-

Sample size of 60 people is taken & interview for the studies done. And from these they
are randomly selected.

Sampling:-

Sampling technique: No probability sampling

Sample unit: Employees, Managers.

Sample size: 60 respondents (age between 18-50 yrs)

Method: Direct survey through questionnaire

Data analysis: Pie chart

Area of survey: Raipur [C.G.]

26
DATA ANALYSIS AND INTERPRETATION
Q1Are your organization training programmes frequently?

a. Yes
b. No

S.no Particular No. of responded Percentage

A Yes 60 100%
B No 0 0
Total 60 100%

Analysis- According to the research done 100% of the respondents had training
programmes

YES
NO

INTERPRETATION- From the above chart it can be interpreted that all the respondents
says that organization conduct training programmes frequently

27
Q2. What do you understand by training?

a. Learning
b. Enhancement
c. Sharing information
d. All the above

S . NO Particular No of responded Percentage

A Learning 25 42%

B Enhancement 9 15%

C Sharing information 0 0%

D All the above 26 43%

Total 60 100

A
B
C
D

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Q3) Training is must for enhancing productivity and performance?

a) Comletely agree
b) Partially agree
c) Disagree
d) Unsure

S . NO Particular No of respondents Percentage

A Completely agree 48 80%

B Partially agree 12 20%

C Disagree 0 0%

D Unsure 0 0%

Total 60 100

A
B
C
D

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Q4)Do you feel training program is compulsory for the employees?

a. Yes
b. No
c. Can’t say

S.no Particular No of respondent Percentage

A Yes 60 100%

B No 0 0%

C Can’t say 0 0%

Total 60 100%

yes
no
cant say

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Q5) From the following training without under which training method you have trained?

a. on the Job
b. off the job
c. Audio Visuals
d. Lectures
S . NO Particular No of respondents Percentage
A on the Job 43 72%

B off the job 0 0%

C Audio Visuals 17 28%

D Lectures 0 0%

TOTAL 60 100

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 A
B
C
D

Q6) Are you satisfied with the information provided by the trainer during the training
session?

a. Extremely satisfied
b. Satisfied
c. Average
d. Dissatisfied

S . NO Particular No of respondents Percentage

A Extremely satisfied 32 53%

B Satisfied 28 47%

C Average 0 0%

32
 D Dissatisfied 0 0%

TOTAL 60 100

A
B
C
D

Q7) Will the training session involve any theory concepts or even practical?

a. only theory
b. only practical
c. Both theory and practical

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S . NO Particular No of respondents Percentage
A only theory 1 2%

B only practical 1 2%

C Both theory and 58 96%

practical

TOTAL 60 100

A
B
C

34
Q8) What are the general complaints about the training session?

a. Takes too much time of employees.

b. Training sessions are unplanned.
c. Boring and not useful.
d. None of the above.

S . NO Particular No of respondents Percentage

A Takes too much 14 23%
time of employees.

B Training sessions 5 8%
are unplanned.

C Boring and not 1 2%

useful.

D None of the above. 40 67%

TOTAL 60 100

A
B
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C
D
Q9) How long will it take to implement the trained process?

a. less than 1 month.

b. 2-4 months.
c. 1-2 months.
d. More than 4 months.

S . NO Particular No of respondents Percentage

A less than 1 month. 5 8%

B 2-4 months. 22 37%

C 1-2 months. 25 42%

D More than 4 months 8 13%

TOTAL 60 100

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 A
B
C
D

10. Does the training method focus on developing team work and
leadership skill?
a. Yes
b. No

Particular No. of responded Percentage

Yes 60 100%
No 0 0

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 Total 60 100%

YES
NO

11. Your work experience

a. 0-5 years
b. 5-10 years

38
 c. 10-15 years
d. above 15 years

S . NO Particular No of responded Percentage

A 0-5 years 21 35%

B 5-10 years 31 52%

C 10-15 years 8 13%

D above 15 years 0 0%

TOTAL 60 100

A
B
C
D

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12. How often the training program are conducted in your organization?
a. Every month
b. Every quarter
c. Half yearly
d. Once in a year

S . NO Particular No of responded Percentage

A Every month 47 78%

B Every quarter 12 20%

C Half yearly 0 0%

D Once in a year 1 2%

TOTAL 60 100

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

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13. Does training helps to encourage the motivation level of employees?
a. Yes
b. No

Particular No. of responded Percentage

Yes 60 100%
No 0 0
Total 60 100%

41
 YES
NO

FINDING’S:-

According to my survey the noteworthy points are:

1. The employees are totally in favor that training is needed in the company.

2. Most of the employees are not aware that they can improve their work by training.

42
3. Most of the employees are satisfied with the training provided in the company and current
job and position.

LIMITATIONS:-

Some of the problems faced while conducting the survey are as follows:-

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CONCLUSION :-

It is essential for an organization to develop a dynamic training and development policy to

achieve higher productivity leading to customer satisfaction.

In conclusion, if employees are to remain productive, career development and training.

Programs need to be available that can support an employee’s task and emotional needs at
each stage.

Every organization depending on the nature, size, resource availability and objectives adopts
a specific; need based training & development program to be imparted depending on the
level, content and the expected outcome from it. Such as

1) Generating interaction and developing inter personal behaviour.

2) Better decision making and leadership skills.

3) Better work performance and support building.

4) Better understanding of organization and value inculcation.

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SUGGESTIONS :-

1. It is suggested to have separate training and development department for conducting round
the year training of the employees.

2. Training must be goal oriented.

3. It should be based on overall development of employees.

4. Training should be based on organisation.

5. There should be a healthy relationship between the employees.

6. There should be co-ordination between employees and organization.

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BIBLIOGRAPHY :-

Although it is said that only theoretical knowledge is not enough for studying any topic,
practical knowledge is must, hereby in this practical study undergone without the theoretical
knowledge the understanding in incomplete. Hence to make this report easily understandable
and easy I have taken reference of certain books regarding marketing, research methodology,
mall management which is mentioned below.

1. Kotler Philip - “Principles of Marketing”, edition 13th, year 2010.

2. Kothari C.R. - “Research Methodology”, edition 2nd, year 2004.

3. Prasad L.M. – S. Chand

4. Dessler Gary – “Prentic hall”, edition 9th

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WEBLIOGRAPHY:-

 www.google.com

 www.scribd.com

 www.wikipededia.com

 www.HR.com

 www.allprojectsreport.com

QUESTIONNAIRE

Name- Basic qualification-

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Age- Marital status-

Gender-

Contact no-

Q1 Is your organization training programmes frequently?

a) Yes
b) No

Q2) What do you understand by training?

a) Learning
b) Enhancement
c) Sharing information
d) All the above

Q3)Training is must for enhancing productivity and performance?

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

Q4) Do you feel training program is compulsory for the employees?

a) Yes
b) No
c) Can’t say

Q5) From the following training without under which training method you have trained?

a) On the job
b) Off the job
c) Audio visuals
d) Lectures

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Q6) Are you satisfied with the information provided by the trainer during the training
session?

a) Extremely satisfied
b) Satisfied
c) Average
d) Dissatisfied

Q7)Will the training session involve any theory concepts or even practical?

a) Only theory
b) Only practical
c) Both theory and practical

Q8) What are the general complaints about the training session?

a) Takes too much time of employees

b) Training sessions are unplanned
c) Boring and not useful
d) None of the above

Q9) How long will it take to implement the trained process?

a) Less than 1 month

b) 2-4 months
c) 1-2 months
d) More than 4 months

Q10) Does the training method focus on developing team work and leadership skills?

a) Yes
b) No

Q11) Your experience

a) 0-5 years

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 b) 5-10 years
c) 10-15 years
d) Above 15 years

Q12) How often the training program are conducted in your organization?

a) Every month
b) Every quarter
c) Half yearly
d) Once in a year

Q13) Does training helps to encourage the motivation level of employees?

a) Yes
b) No

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