SUMMER TRAINING PROJECT REPORT

On

“A Study on Effectiveness of Training and

Development at SamInfratech Private
Limited, Lucknow”

Towards partial fulfillment of

Master of Business Administration (MBA)
(BBD University, Lucknow)

Guided by: Submitted by :

Mr. Shankar Singh Prashant Gaurav
(Asst. Professor) Roll No. 1170672090
SOM, BBDU Lucknow MBA 3rd Year

Session 2018-2019
School of Management

Babu Banarasi Das University

Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
Certificate from the Organization

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Bona-fide Certificate of Dean -School of Management

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 DECLARATION
I do hereby declare that all the work presented in the research report entitled

“A Study on Effectiveness of Training and Development at SamInfratech Private

Limited, Lucknow” is carried out and being submitted at the school of

management for the award of Master of Business Administration, is an authentic

record of Ankit Singh. The work is carried out under the guidance of Ms. Maya

Basant Lohani (faculty guide). It hasn’t been submitted at any other place for

any other academic purpose.

Ankit Singh

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 ACKNOWLEDGEMENT

I feel deeply indebted towards people who have guided me in this project. It would

have not have been possible to make such an extensive report without the help,

guidance and input from them. Most of my information source has been from

professional books of telecom sector.

I would firstly like to express my gratitude toward Dean/incharge Dr. Sushil

Pandey of school of management and faculty guide Ms. Maya Basant Lohani for

having shown much of flexibility and guiding in such a way that I really learning the

subject all the time . She helped me in deciding the project topic. She showed a lot of

openness in her approach and I would like to thank him for her support in a way that

has lead to proper & effective learning.

Last but not least I am great full to all my family members & my friends for being my

side always. Without their help and motivation it wouldn’t have been possible to

complete my project.

Ankit Singh

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 EXECUTIVE SUMMARY

Master of Business Administration (M.B.A.) programme is one of the most

reputed professional courses in the field of management. This course includes both

theory and its applications as per contents of its curriculum. Project report is an

integral part of Master of Business Administration programmed of BBDU,

Lucknow. It gives exposure to our practical knowledge and also to get interact with

the various aspects of present market conditions. Each student is required to undergo

practical training, before the completion of Last semester examination.

The project programmers are designed to give the managers the future of the

corporate happenings and work culture. The real life situation is really different

from the stimulated exercise enacted in an artificial environment inside. The

Research project programmers are designed, so that the managers or tomorrow do

not feel when the time comes to take responsibilities.

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 TABLE OF CONTENT

 Certificate from the Organization

 Bona-fide Certificate of Dean -School of Management
 Declaration
 Acknowledgement
 Executive Summary

Chapters Page Nos.

1. Introduction
2. Company profile
a. About organization
b. Organization chart
c. Aims and objectives
d. Any specific information of the organization
3. Objectives of the study
4. Research Methodology
a. Method of data collection
b. Data Source
c. Sample design
d. Universe
e. Sample type
f. Sample size
g. Sample Unit
h. Statistical tools to be used
5. Problems and Limitations

6. Data Analysis & Interpretations

7. Findings
8. Suggestions/Recommendations
9. Conclusion

Bibliography
Appendix

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INTRODUCTION

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 INTRODUCTION

Introduction to training and Development:

There are various concepts of HRM such as recruitment, selection etc., the

main focus of this project is “Training and Development”.

A brief description of training and development is as follows,

Every organization needs to have well-trained and experienced personnel

to perform the activities. If the current or potential job occupant can meet this

requirement, training and development is not important. But when this is not the case,

it is necessary to raise the skill levels and increase the versatility and adaptability of

employees. Inadequate job performance or technology break through requires some

type of training and development . The purpose of training and development is to give

the employees at all levels, sufficient instruction and guidance to enable them to

perform their jobs effectively and prepare themselves for promotion owing to outside

courses or visits or infrequent experience.

The true training and development situation exists where there is a gap

between the standards of performance demanded by a departmental

head and that actually being viewed by the individual sub ordinates. The main

purpose of the training and development is not only an activity that is described

but also an activity that development is not an activity that is desirable but also an

activity that an organization must commit resources to, if it is to maintain a viable and

knowledgeable work force .training and development is vital for any organization

because, it induces skills and knowledge to its employees to face and adjust

themselves to the present need of the organization. Today world has become very

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dynamic that is today’s world is not tomorrow’s world. It has been changing very

frequently because of frequent changes in customer’s needs and preferences.

For any organization customer is the king, to meet the customer expectation the

company has to adopt itself or change itself. For this the company has to adopt new

technology and new resources, which requires equally talented employees. To

upgrade the employee’s skills knowledge to the present needs company has to provide

training and development to its employees.

Every organization needs to have well-trained and experienced people to perform

the activities that have to be done. Training, a key practice is critical to the

implementation of several competitive strategies. The important lesson is that human

resources represent a competitive advantage that can increase profits when managed

wisely. To meet these requirements the current and potential job occupation are given

training.

One of the most important activities of HRM department is training. The

technique of training has been a key factor and a major to achieve the objectives of

human resources management. Management is a effective and efficient utilization of

man, money, machine etc., to accomplish the organization objectives and goals

through people. The purpose of training is to develop the abilities and goals through

people. The purpose of training is not only to develop the abilities of an satisfy current

and future needs, it supplement education and to train them for highest

responsibilities.

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Training is identified to fulfill the following purpose.

Technical updating

Individual expectancy

Occupational efficiency

Behavioral competency

Organizational efficiency

Therefore competence of people is the key to success in any undertaking. In this

rapidly changing and fast moving economy there is a need for training and retraining.

Training should be given to train the minds of the employees to attack the problems in

the right perspective and to achieve ultimate solution. So training is provided to

human resources in order to enable them to adapt to new changes in scenario and

acquaint them with the work methods.

Training and development in a rapidly changing society , is not only an

activity that is desirable but also an activity that an organization must commit

resources to, if it is to maintain a viable and knowledge work force.

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Importance of Training:-

The first essential point of any business is survival. To stay in Business in a

competitive world requires increase in productivity. To increase productivity, workers

have to be trained in the use of the system. Increased productivity and quality can be

achieved by making the workers themselves more skillful.

Training and development is one of the things, which ensure the

survival. Training helps in change. The change can be Business change, Customers

change, Need change and circumstances change.

It helps to increase the market value and security and moulds the employee’s

attitude to help them to co-operate with the company and to create greater loyalty

towards it through training. Hence training is essential for healthy administration of

the industry.

Training and Development key points:-

 “What” is learned?

 “Who” is learning?

 “Why” such learning takes place.

 “When” such learning occurs.

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Why are Training Programs given?

 To change the mission of the organization.

 To increase the productivity.

 To reduce the production cost.

 To eliminate the errors and defects.

 Optimal usage of material and time.

 To boost the employees morale.

 To improve supervision.

 To develop human Relations.

 To reduce employee turnover rate.

 To improve managerial skills.

 To meet quality standards.

 To compete with changing scenario of technology.

 To improve organizational climate.

 To improve health and safety.

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Aim of Training & Development:-

 The aim of training is to define the output variables more specifically.

 Measure of the capabilities of the employees in the context of the current and

the future job, which increase the possibility of their employability in the

context of their business.

 Full utilization of the talents of the manpower and the development of these

 Resources.

 Prevent obsolescence.

 Extent to which employees are trained to manage well the system of the

company.

 The adaptability to the changing requirements of the company.

 Bring in continuous improvements in the organization.

Need for Training:-

Every organization big or small, productive or non-productive, economic or

social, old or newly established should provide training to all employees irrespective

of their qualification, skill, suitability for the job etc. Thus, no organization can

choose whether or not to train employees.

Training is not something that is done once to new employees; it is used

continuously in every well run establishment. Further, technological changes,

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automation, require up-dating the skills and knowledge. As such an organization has

to retrain the old employees.

Specifically, the need for training arises due to the following reasons:

 To match the employee specification with the Job requirement and

organizational Needs.

 Organizational Viability and the Transformation Process.

 Technological Advances.

 Organizational Complexity.

 Human Relations.

 Change in the job assignment.

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 Training Methods

On-the-job method Off-the-job Method

1. Job rotation. 1. Vestibule training

2. Coaching 2. Role playing
3. Job instruction or 3. Lecture Methods
4. Training through 4. Conference or
Step-by-step Discussion
5. Committee Assignments 5. Programmed Instruction

On-the-job Training Methods

This type of training, also known as job instruction training, is the most

commonly used method. Under this method, the individual is placed on a regular job

and taught the skills necessary to perform that job. The trainee learns under the

supervision and guidance of a qualified worker or instructor. On-the-job training has

the advantage of giving firsthand knowledge and experience under the actual working

conditions. While trainee learns how to perform a job, he is also a regular worker

rendering the services for which he is paid. The problem of transfer of trainee is also

minimized as the person learns on-the-job. The emphasis is placed on rendering

services in the most effective manner rather than learning how to perform the job. On-

the-job training methods include job rotation, coaching, job instruction or training

through step-by-step and committee assignments.

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 Job Rotation: This type of training involves the movement of the

trainee from one job to another. The trainee receives job knowledge and

gains experiences from his supervisor or trainee in each of the different

job assignment. Though this method of training is common in training

managers for general management positions, trainees can also be rotated

from job to job in workshop jobs. This methods given an opportunity to

the trainee to understand the problems of employees on other job and

respect them.

 Coaching: The trainee is placed under a particular supervisor functions

as a coach in training the individual. The supervisor provides who

feedback to the trainee on his performance and offers him some

suggestions for improvement. Often the trainee shares some of the duties

and responsibilities of the coach and relieves him of his burden. A

limitation of this method of this method of training is that the trainee may

not have the freedom or opportunity to express his own ideas.

 Job Instruction: This method is also known as training through step

by step. Under this method, trainer explains the trainee the way of jobs,

job knowledge and skills and allows him to do the job. The trainer

appraises the performance of the trainee, provides feedback and corrects

the trainee.

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  Committee Assignments: Under the committee assignment,

group of trainees are given and asked to solve an actual organization

problem. The trainees solve the problem jointly. It develops team work.

Off-the-Job training Methods

Under this method of training, trainee is separated from the situation and his

attention is focused upon learning the material related to his future job performance.

Since the trainee is not distracted by job requirements, he can place his entire

concentration for freedom of expression for the trainees. Off-the-Job training methods

are as follows:

 Vestibule training: In this method, actual work conditions are

simulated in a class room. Material, files and equipment those are used

in job performance are also used in training. This type of training is

commonly used for training personnel for clerical and semi-skilled jobs.

The duration of this training ranges from days to a few weeks. Theory

can be related to practice in this method.

 Role Playing: It is defined as a method of human interaction that

involves realistic behavior in imaginary situations. This method of

training involves action, doing and practice. The participants plays the

role of certain characters, such as the production manager, mechanical

engineer, superintendents, maintenance engineers, quality control

inspectors, foreman, workers and the like. This method is mostly used for

developing interpersonal interactions and relations.

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 Lecture Method: The lecture is a traditional and direct method of

instruction. The instructor organizes the material and gives it to a group

of trainees in the from of a talk. To be effective, the lecture must

motivate and create interest among the trainees. An advantage of lecture

method is that direct and can be used for a large group of trainees. Thus

costs and time involved are reduced. The major limitations of the lecture

method are that it does not provide for transfer effectively.

 Conference or discussion: It is a method in training the clerical,

professional and supervisory personnel. This method involves a group of

people who pose ideas, examine and share facts, ideas and data , test

assumptions, and draw conclusions, all of which contribute to the

improvement of job performance. Discussion has the distinct advantage

over the lecture method in that the discussion involves two-way

communication and hence feedback is provided.

 Programmed Instruction: In recent years this method -has become

popular. The subject-matter to de learned is presented in a series of

carefully planned sequential units. These units are arranged from simple

to more complex levels of instruction. The trainee goes through these

units by answering questions or filling the blanks. This method is

expensive and time consuming.

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The Training procedure:

One of the better personnel programme to come out World War II was the

Training within the Industry (TWI) programme of the War Manpower Commission.

This was basically a supervisory training programme to make up for the shortage of

civilian supervisory skills during the war. One of the parts of this programme was the

job instruction training course, which was concerned with how to teach? The training

procedure discussed below is essentially an adoption of the job instruction training

course, which has been proved to have a great value.

The important steps in training procedure are:

 Preparing the Instructor: The instructor must know both the job to be taught

and how to teach it. The job must be divided into logical parts so that each can be

taught at a proper time without the trainee losing plan. For each part one should

have in mind the desired technique of instruction, that is, whether a particular

point is best taught by illustration, demonstration or explanation.

 Preparing the Trainee: As in interviewing, the first step in training is to

attempt to place the trainee at ease. Most people are somewhat nervous when

approaching an unfamiliar task. Though the instructor may have executed this

training procedure, many times he or she never forgets its newness to the trainee.

The quality of empathy is a mark of the good instructor.

Getting Ready to Teach: This stage of the programme is class hour teaching

involving the following activities:

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  Planning the programme.

 Preparing the instructor’s outline.

 Do not try to cover too much material.

 Keep the session moving along logically.

 Discuss each item in depth.

 Repeat, but in different words.

 Take the material from standardized texts when it is available.

 Presenting the Operation: There are various alternative ways of presenting

the operation, explanation, demonstration etc. An instructor mostly uses these

methods of explanation. In addition one may illustrate various points through the

use of pictures, charts, diagrams and other training aids. Demonstration is an

excellent device when the job is essentially physical in nature.

 Follow-up: The final step in most training procedure is that of following-up.

When people are involved in any problem or procedure, it is unwise to assume

that things are always constant. Follow-up can be adapted to a variable

reinforcement schedule as suggested in the discussion of learning principles. The

follow-up system should provide feed-back on training effectiveness and on total

value of training

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 Model for Feedback on Training

Employee’s Employee Training

performance identified for programme
present job training

Measurement of
actual job
performance

Employee Employee
for new after training
assignment

Suitability
for new
assignment Measurement of
training
performance

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Advantages of Training

The contributions of imparting training to a company should be readily apparent.

The major values are:

Increased Productivity

 Heightened Morale

 Reduced Supervision

 Reduced Accidents

 Increased Organizational stability

Evaluation of Training Programme

The specification of values forms a basis for evaluation. The basis of evaluation

and the mode of collection of information necessary for evaluation should be

determined at the planning stage. The process of training has been defined as “any

attempt to obtain information on the effects of training performance, and to assess the

value of training in the light of that information.” Evaluation leads to controlling and

correcting the training programme. Hamblin suggested five levels at which evaluation

of training can take place.

 Reaction: Training programme is evaluated on the basis of trainee’s reaction

to the usefulness of coverage of the matter, depth of the course content,

method of presentation, teaching methods etc.

 Learning: Training programme, trainer’s ability trainee ability are evaluated

on the basis of quantity of content learned and time in which it is learned and

learner’s ability to use or apply, the content he learned.

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  Job Behavior: This evaluation includes the manner and extent to which the

trainee has applied his learning to his job.

 Organization: This evaluation measures the of training, learning and change

in the job Behaviour of the department/organization in the form of increased

productivity, quality, morale , sales turnover and the like.

 Ultimate value: It is the measurement of ultimate result of the contributions

of the training programme to the company gaols like survival, growth,

probability etc.,

Feedback

Training evaluation information should be provided to the trainer and/or

instructors, trainees and all other parties concerned for control, correction and

improvement of trainees activities. Further the training evaluator should follow it up

to ensure implementation of the evaluation report at every stage. Feedback

information can be collected on the basis of questionnaire or through interview.

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CHAPTER-2
COMPANY
PROFILE

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 COMPANY PROFILE

About Organization

Established in 2007, we are a company having full-time working partners in

Lucknow, Kanpur & Meerut. In addition to this, we have our associate offices at

Lucknow, Bhopal, and Chandigarh etc.

SamInfratech Private Limited was established as a Telecom Implementation and

Software Development Company, leading its way towards progress. Now it is a one

of the India's leading IT & Telecom Companies and among the top Telecom /

Software Development & training companies. We provide complete end-to-end

outsourcing solutions for various industries. It has a comprehensive set of solutions in

Telecom & IT Companies.

SamInfratech (P) Ltd. has worked with over 550 + Clients worldwide, Including –

Northern Railway , Rural Postal Life Insurance (RPLI,PLI), Reliance

Communication, Radical Security,Aircel, Airtel, Vodafone, BSNL, ESSAR Telecom,

GTL, WTTIL (TATA, Quippo Telecom, Webtech, Mach Well Tools, S.D

Engineers,Etc. and Many More....

 Dedicated team of more than 250 technically qualified engineers and

technicians who handles technical support services for entire range of IT &

other Industries.

 Leading Telecom Implementation & Software Development Company

working with leading telecom Original Equipment Manufacturers &

Development

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  Started its own Premier Education & Training Division SIPL.

 Associated with Reliance Communication, Aircel, Airtel, Vodafone, BSNL

and Tata Tele Services across 25 states in 28 Telecom circles.

Working on Tower Infrastructure, Network Implementation. BTS installation and

Commissioning. Site Acceptance and Ready for RFI. Installation of Wi-Fi

equipments. Operation & Maintenance Business and Training Business.

The Group operates in Eight Segments:

1. IT Enabled Services

2. Infra & Maintenance

3. Software Development

4. Business Process Management

5. Telecom Enabled Services

6. Outsourcing

7. Event Management

8. Education and Training

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Basic Information

Nature of Business Service Provider

 Manufacturer

 Retailer

 Buyer-Company

 Buyer-Individual
Additional Business  Association

 Supplier

 Distributor

Company CEO Pushpendra Gaharwar

Total Number of Employees51 to 100 People

Year of Establishment 2007

Legal Status of Firm Private Limited Company

Annual Turnover Rs. 50 Lakh - 1 Crore

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Vision

Our Vision is to segregate all consumer centric services under one roof. In coming

years SIPL would like to be the leading market player in B2C domain.

Values

SamInfratech – The Meaning of Time and Quality! Organizational values are the

foundation stones on which the organization image is built. These values are intended

to infuse an infectious energy, professionalism and a sense of true empowerment to

the workplace.

Our values drive us towards our goals of expansion, diversification and excellence.

These values define our philosophy of operations, guide our important decisions and

determine our commitment and achievement.

The values personified by SamInfratech:

Courage

To encourage the ability that meets opposition with skill, competence and fortitude.

Responsibility

Be accountable for results in line with the company’s objectives, strategies and

values.

Empowerment

Support our people and give them the freedom to perform and to provide our readers

with information to influence their environment.

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Continuous Self Renewal

Determination to constantly re-examine and re-invent ourselves for further innovation

and creativity.

People Centric

People are our greatest asset. We invest in them expect a lot and know that the rest

will follow.

Mission

Our mission is to accomplish loyalty and appreciation of Channel Partners/Business

Partners. We further intend to develop a business friendly environment with our

clients which will help them to increase their earning potential.

Terms

By accessing this web site, you are agreeing to be bound by these web site Terms and

Conditions of Use, all applicable laws and regulations, and agree that you are

responsible for compliance with any applicable local laws. If you do not agree with

any of these terms, you are prohibited from using or accessing this site. The materials

contained in this web site are protected by applicable copyright and trade mark law.

Governing Law

Any claim relating to SamInfratech Private Limited's web site shall be governed by

the laws of the State of Uttar Pradesh without regard to its conflict of law provisions.

General Terms and Conditions applicable to Use of a Web Site.

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Privacy Policy

Your privacy is very important to us. Accordingly, we have developed this Policy in

order for you to understand how we collect, use, communicate and disclose and make

use of personal information. The following outlines our privacy policy.

 Before or at the time of collecting personal information, we will identify the

purposes for which information is being collected.

 We will collect and use of personal information solely with the objective of

fulfilling those purposes specified by us and for other compatible purposes,

unless we obtain the consent of the individual concerned or as required by law.

 We will only retain personal information as long as necessary for the

fulfillment of those purposes.

 We will collect personal information by lawful and fair means and, where

appropriate, with the knowledge or consent of the individual concerned.

 Personal data should be relevant to the purposes for which it is to be used, and,

to the extent necessary for those purposes, should be accurate, complete, and

up-to-date.

 We will protect personal information by reasonable security safeguards

against loss or theft, as well as unauthorized access, disclosure, copying, use

or modification.

 We will make readily available to customers information about our policies

and practices relating to the management of personal information.

We are committed to conducting our business in accordance with these principles in

order to ensure that the confidentiality of personal information is protected and

maintained.

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What do we use your information for?

Any of the information we collect from you may be used in one of the following

ways:

To improve customer service

(your information helps us to more effectively respond to your customer service

requests and support needs)

How do we protect your information?

We implement a variety of security measures to maintain the safety of your personal

information when you enter, submit, or access your personal information.

We offer the use of a secure server. All supplied sensitive/credit information is

transmitted via Secure Socket Layer (SSL) technology and then encrypted into our

Payment gateway providers database only to be accessible by those authorized with

special access rights to such systems, and are required to?keep the information

confidential.

After a transaction, your private information (credit cards, social security numbers,

financials, etc.) will not be kept on file for more than 60 days.

Do we use cookies?

Yes (Cookies are small files that a site or its service provider transfers to your

computer’s hard drive through your Web browser (if you allow) that enables the sites

31 | P a g e
or service providers systems to recognize your browser and capture and remember

certain information

We use cookies to keep track of advertisements.

Do we disclose any information to outside parties?

We do not sell, trade, or otherwise transfer to outside parties your personally

identifiable information. This does not include trusted third parties who assist us in

operating our website, conducting our business, or servicing you, so long as those

parties agree to keep this information confidential. We may also release your

information when we believe release is appropriate to comply with the law, enforce

our site policies, or protect ours or others rights, property, or safety. However, non-

personally identifiable visitor information may be provided to other parties for

marketing, advertising, or other uses.

Third party links

Occasionally, at our discretion, we may include or offer third party products or

services on our website. These third party sites have separate and independent privacy

policies. We therefore have no responsibility or liability for the content and activities

of these linked sites. Nonetheless, we seek to protect the integrity of our site and

welcome any feedback about these sites.

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IT Enabled Services

SamInfraTech offers an ample range of IT and Telecom services and solutions for

clients in India and abroad.

In the IT services SamInfraTech provides end-to-end Web Solutions, Quality Web

Hosting, Web Designing & Development, Graphic Designing, Search Engine

Optimization (SEO) and Software Development services at reasonable cost across the

Globe.

We believe in producing effective and dynamic websites that comprises superior

design, appropriate edifice progression and strong search engine rankings. We

construct a competitive analytical research.

Our Telecom solutions domain expertise's in Project Management in Telecom

Infrastructure. We help our clients in Site Survey, Site Acquisition, Civil Work,

Tower Supply, RF Survey & Telecom Implementation.

Seeing the current huge demand of skilled manpower we provide Training to

candidates and groom them for IT and Telecom sector. At SIPL, it means achieving

real business results that allow you to transform, and not just maintain, your

operations.

We deal in Non Voice BPO, working for MNCs, Educational and media sectors.

Our IT and telecom services and solutions bring you a level of certainty that no other

competitor can match. You'll experience requirements that are met on-time, within

budget, and with high quality, greater efficiency and responsiveness to your business

and the ability to shift investment to strategic initiatives rather than tactical functions.

33 | P a g e
IT Enabled Services

SamInfraTech offers an ample range of IT and Telecom services and solutions for

clients in India and abroad.

In the IT services SamInfraTech provides end-to-end Web Solutions, Quality Web

Hosting, Web Designing & Development, Graphic Designing, Search Engine

Optimization (SEO) and Software Development services at reasonable cost across the

Globe.

We believe in producing effective and dynamic websites that comprises superior

design, appropriate edifice progression and strong search engine rankings. We

construct a competitive analytical research.

Our Telecom solutions domain expertise's in Project Management in Telecom

Infrastructure. We help our clients in Site Survey, Site Acquisition, Civil Work,

Tower Supply, RF Survey & Telecom Implementation.

Seeing the current huge demand of skilled manpower we provide Training to

candidates and groom them for IT and Telecom sector. At SIPL, it means achieving

real business results that allow you to transform, and not just maintain, your

operations.

We deal in Non Voice BPO, working for MNCs, Educational and media sectors.

Our IT and telecom services and solutions bring you a level of certainty that no other

competitor can match. You'll experience requirements that are met on-time, within

budget, and with high quality, greater efficiency and responsiveness to your business

and the ability to shift investment to strategic initiatives rather than tactical functions.

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Culture

We’re a local business everywhere and we operate in the country’s geography or

across borders. We are committed to demonstrating the highest standards of our work

respect and passion as we cultivate genuine, trusting relationships and turn them into

partnerships.

Some great practices that make us proud are:-

A Strong Performance Culture

Each employee is responsible for setting SMART objectives and working with his/her

leader for his/her own achievements & development. Mid-year and year-end

assessments ensure continuous focus on performance and improvement.

Capability Building

Our vision is to create a world class learning organization, focused on building people

and careers, through unmatched opportunities for continuous personal and

professional development for employees.

We Celebrate

Success and challenges all are reasons to come together. From employee days to

festivals to anniversary parties to launches and promos to break out groups and more

informal get together you find it all. You could find people on a treadmill discussing

circulation numbers and in one of the informal cafeterias or coffee lounges the next

BIG idea for a client could be taking birth.

All of these make us Unique.

Growth

Empower people to people leaders. Performance facilitating development and growth

are reflected in lateral and upward movements. A dedicated Capability Building Team

ensures that these objectives are met by focusing on Induction.

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Telecommunication Training Programs,

Software Development Training Programs,

GATE / PSUs Preparation Program. The company also runs cadre building programs

like the Management Trainee Program, Engineer Trainee Program, and Marketing

Trainee Programs. All key processes are supported by Employee and Manager

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 CHAPTER-3
OBJECTIVES
OF THE STUDY

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 OBJECTIVE OF THE STUDY

 To study the impact of training and development on employees productivity in the

SamInfratech Private Limited.

 To study the satisfaction level of employee towards training program.

 To analysis the training and development programme undertaken by SamInfratech

Private Limited.

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 CHAPTER-4
RESEARCH
METHODOLOGY

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 RESEARCH METHODOLOGY
Research is a common parlance which refers to search for knowledge. It is a

procedure of logical and systematic application of the fundamentals of science to the

general and overall questions of a study and scientific technique, which provide

precise tools, specific procedures, and technical rather philosophical means for getting

and ordering the data prior to their logical analysis and manipulating different type of

research designs is available depending upon the nature of research project,

availability of manpower and circumstances.

RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data

in a manner that aims to combine relevance to the research purpose with economy in

procedure. In fact, the research design is the conceptual structure within which

research is conducted. This research was descriptive in nature

DESCRIPTIVE RESEARCH:

The research undertaken was a descriptive research as it was concerned with specific

predictions, with narration of facts and characteristics concerning a study on Job

satisfaction of employees working in SamInfratech Private Limited.

 Research design - Descriptive research

 Sampling Unit - Employees of SamInfratech Private Limited

 Sampling Method - Convenient sampling

 Sources of data - Primary data and secondary data

 Research instrument - Structured questionnaire

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Universe- SamInfratech Private Limited

Sample Area–Lucknow City

Sample Size- 100

Data source- Primary data & Secondary Data

The two main sources of data for the present study have been primary data and

secondary data.

1. Primary Data:

Primary data consists of original information collected for specific purpose.

The primary data for this research study was collected through a direct survey with

the viewers guided by a structured questionnaire. The questions were structured and

direct as to make viewers understand easily.

2. Secondary Data:

Secondary data consists of information that already exists somewhere,

having been collected for specific purpose in the study. The secondary data for this

study collected from various books, company websites, and from company

brochures.

Data Collection Tools: Questionnaire

A questionnaire is a research instrument consisting of a series of questions and other

prompts for the purpose of gathering information from respondents. Although they are

often designed for statistical analysis of the responses, this is not always the case.

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 CHAPTER-5
LIMITATIONS

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 LIMITATIONS OF THE STUDY

 Time is the important limitation. Due to time constraints only limited

population is taken for the study.

 Findings based on this study cannot be used in other organizations.

 There are chances of misrepresentation responses.

 The biased view of the respondent is another cause of the limitation

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 CHAPTER-6
DATA ANALYSIS
&

INTERPRETATION

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 DATA ANALYSIS & INTERPRETATION
1. Do you get the training in the organization?

Particulars % OF RESPONDENTS

YES 70%

NO 30%

TOTAL 100%

Interpretation:-70% respondents say yes they get the training and 30% said no.

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2) Is the prior performance on employees considered for identifying training need?

Particulars % of respondents

YES 85%

NO 15%

TOTAL 100%

Interpretation:-85% said yes and 15% said no.

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3) Are employees comfortable in discussing training needs with supervisors?

Particulars % of respondents

YES 60%

NO 40%

TOTAL 100%

Interpretation:- 60% of respondents said yes and 40% said no.

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4) After training programme does the rate of error come down?

Particulars %. of respondents
YES 75%
NEUTRAL 10%
NO 15%
TOTAL 100%

Interpretation:- 75% 0f respondents said yes 10% neutral and 15% said no.

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5) Is it necessary to train each employee?

Particulars % of respondents

YES 50%

NEUTRAL 0%

NO 50%

TOTAL 100%

Interpretation:- 50% of respondents said yes and 50% said no.

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 6) Does the organization select all the new recruits for training program?

Particulars % of respondents
YES 70%
NEUTRAL 20%
NO 10%
TOTAL 100%

Interpretation:- 70% of respondents said yes, 20% neutral and 10% said no.

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 7) Are you satisfied with the duration of training period?

Particulars %of respondents

YES 65%

NEUTRAL 0%

NO 25%

TOTAL 100%

Interpretation:-65% of respondents said yes and 25% said no.

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 8) After training are you able to deal with more customers?

Particulars % of respondents

YES 80%

NEUTRAL 5%

NO 15%

TOTAL 100%

Interpretation: - 80% of respondents said yes, 5% neutral and 15% said no.

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 9) Are you able to do more work in less time?

Particulars % of respondents
YES 40%
NEUTRAL 10%
NO 50%
TOTAL 100%

Interpretation:-40% of respondents said yes, 10% neutral and 50% said no.

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 10) Does the training programme help in fulfilling the objectives of the
organistation?

Particulars % of respondents

YES 60%

NEUTRAL 0%

NO 40%

TOTAL 100%

Interpretation:-60% of respondents said yes and 40% said no.

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 11) After completion of training were you asked to fill a feedback from?

Particulars % of respondents

YES 55%

NEUTRAL 0%

NO 45%

TOTAL 100%

Interpretation:-55% of respondents said yes and 45% said no.

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 12) Is questionnaire a suitable method for evaluating the training programme?

Particulars %of respondents

YES 90%

NEUTRAL 0%

NO 10%

TOTAL 100%

Interpretation:-90% yes and 10% of respondents said no.

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CHAPTER-7
FINDINGS

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 FINDINGS

 Mostly all the employees of corporate HR are well aware of the role and

importance of the training They are self motivated to attend such training

program as it will result in their skill enhancement & improving their

interpersonal skill.

 Corporate HR, of SamInfratech Private Limited, time to time training is

provided to all the employees and it is continuous process.

 Two types of training is provided to the employees by Corporate HR of both

Bank -induction training and soft skill development training.

 Questionnaire is the most popular mean of evaluating the training program in

SamInfratech Private Limited

 Post training evaluation focus on result rather than on the effort expended in

conducting the training and it worth the time, money and effort.

 Most of the participants are benefitted by giving feedback after attended the

training. It motivated them to do better, helped them to increase their job

performance and is an aid to future planning.

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 These should be an increase in number of training program me for workers

and employees of different departments so that apart from improving their

output they start believing the organization is making an effort to improve

their condition on the whole.

 Regular pre–employment training has to be a part of comprehensive program

me of employee's education

 More interaction between the managerial staff and employees to be

encouraged and each supervisor has to give a report on the employees under

his supervision to the top management

 The personnel department should give more consideration on the lowest

employee cadre for their social and economical development.

 The essentially like certificates for the training done to be given so that an

employee’s ego is also satisfied.

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RECOMMENDATION

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 RECOMMENDATION

 Each employee should attend a minimum of three of maximum or five months of

training program conducted by the organization per year.

 The Management must ensure that the training outputs should be implemented.

 It may be suggested that the training program be conducted away from their area

of work.

 The training program should be more be more practical rather than giving

lectures.

 The training program must have problem solving techniques as part of their of

program.

 The company must help the employees to overcome their weakness at the time of

training program.

 The organization should provide recreation program to the employee in order to

increase their morale.

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CONCLUSION

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 CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge, expertise

and kill relevant for performing excellently within a specific functional department.

This competence insures that technical knowledge is both present and used within a

firm for the welfare of its stake-holders. To develop this competence regular Training

and Development is required Therefore, Training initiatives and programs have

become a priority for Human Resources. As business markets change due to an

increase in technology initiatives, companies need to spend more time and money on

training employees. Business climate employee development is critical to corporate

success and organizations are investing more in their employees training and

development needs. Training evaluation is the important part of training process. It

provides a feedback and helps the sponsors and the resource persons for improvement

at the level of individual performance and in the strategy formulation for training and

development. Post training evaluation can be used to identify the effectiveness and

valuation of training program, to identify the ROI (return on investment), to identify

the need of retraining and to provide the points to improve the training.

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BIBLIOGRAPHY

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 BIBLIOGRAPHY
Book

 Baldwin, T. and J. Ford. (1988). “Transfer of Training: A Review and

Directions for Future Research.” Personnel Psychology, 41, 63-105.

 Bandura, A. (1997). (1997). Self-efficacy: The Exercise of Control. New

York: W.H. Freeman

 Bhatti, M. and Kaur, S. (2009). “The Role of Individual and Training Design

Factors on Training Transfer.” Journal of European Industrial Training. 34

(7), 656-672.

 Birren, F. (1961). Color Psychology and Color Therapy: A Factual Study On

The Influence Of Color On Human Life. New Hyde Park: New York:

University Books.

 Blume, B., Ford, J., Baldwin, and T., Huang, J. (2010). “Transfer of Training:

A Meta-Analytic Review.” Journal of Management. 36, (4), 1065-1105.

Websites

 https://en.wikipedia.org/wiki/Training_and_development

 http://www.hrwale.com/training-development/

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ANNEXURE

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 QUESTIONNAIRE

i) Name ____________________________
ii) Designation_________________________
iii) Age ________________________________
iv) Contact No. ________________________________

(1) Do you get the training in the organization?

Yes
No
1) Is the prior performance on employees considered for identifying training
needs?
Yes

NO

2) Are employees comfortable in discussing training needs with superiors?

Yes

NO

4) After training programme does the rate of errors come down?

Yes

No

5).Is it necessary to train each employee?

Yes
Neutral
No

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6).Do you happily deal with the customers?
Yes

Neutral

No

7) Are you satisfied with the duration of training period?

Yes
Neutral
No
8)After training are you able to deal with more customers?
Yes
Neutral
No
9) Is on the job training better than off the job training?
Yes
Neutral
No
10) Does the training programme help in fulfilling the objectives of the
organization?
Yes

Neutral

No

11).After completion of training were you asked to fill a feedback from?

Yes
Neutral
No
12) Is questionnaire a suitable method for evaluating the training programme?

Yes

Neutral

No

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