Nikita Final Project

CITY PREMIER COLLEGE
INTRODUCTION OF THE TOPIC
The core of management functions lies in guiding, directing and controlling the efforts of
employees in an organization. Without the effort of human being, Resources like material,
machine and money would remain meaningless. To achieve the basic objective of an
organization, effective and efficient use of human resource is essential. Otherwise raw material
will remain unused, machine will stand idle and money will not serve any purpose. Human
resource management is a function of management with the primary objective of ensuring that
every employee makes his fullest contribution to the achievement of the objectives of business.
It is that part of general management which is especially concerned with the people employed in
an organization.
Personal management or human resource management can be defined as obtaining, using and
maintaining a satisfied work force .It is a significant part of management concerned with
employees at work and with their relationship within the organization. It seeks to bring together
men and women who make up the enterprise, enabling each other to make his own best
contribution to its success both as an individual and as a member of a working group.
Human resource management is concerned not only with managing people, but also with solving
the human problems of an organization intelligently and equitably and in a manner which
ensures that an employee’s potential is properly developed that maximum satisfaction is derived
by them from their work, that the objective of the organization are achieved and that good human
relations are maintained within the organization.
The human resources management or personal management as it traditionally known is the
planning, organizing, directing, and controlling of the procurement, Development compensation,
integration, maintenance and separation of human resources to the end that individual,
Organizational and societal objectives are accomplished.
Human resources are the wealth of an organization which can help in achieving its goals. The
values, ethics, beliefs of the individuals working in an organization also form a part of human
resources .All the activities of an organization are executed and completed in a team spirit by the
persons who make up an organization. Thus, it is the people or the human beings in the
organization who form a significant resource of organization.
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The project will throw light on the concern areas for different people involved in the Training
and Development and attempts to find out ways to overcome those problems and on various
parts.
Development of Human Resources - Training and Development helps to provide an
opportunity and broad structure for the development of human resources' technical and
behavioural skills in an organization. It also helps the employees in attaining personal growth.
Productivity - Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
Team spirit - Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the
employees
Healthy work-environment - Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual goals
aligns with organizational goal.
Training and Development demonstrates a commitment to keeping employees on the
cutting edge of knowledge and practice.
The project report would be significant to the management. To understand the effectiveness of
the policies or procedures. And if there are any benefits and drawbacks they would try to
overcome the necessary changes. Training and development is very important for an
organization. It helps to develop skills and knowledge of an individual and make them capable
for future competition.
In the field of human resources management, Training and Development is the main concern
with organizational activities which are aimed to bettering individual and group performances in
organizational settings. 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 practical’s. Also training is important to establish specific skills, abilities and knowledge to
employees. For an organization, Training and Development are important as well as
organizational growth, and profit is also dependent on the training. .
Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, development.
And compensating the employees in organization. It is also applicable to non-business
organizations, such as education, healthcare etc. Human Resource Management is defined as the
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set of activities, programs, and functions that are designed to maximize both organizational as
well as employee. All the activities of employee, from the time of his entry into an organization
until he leaves, come under the horizon of HRM.
“ANALAYICAL STUDIES OF TRAINING AND DEVELOPMENT PROCESS
ADOPTED BY TAJSHREE COLLEGE, NAGPUR FOR THE PERIOD 2013-2014 WILL
FOCUS ON THE MAIN CONCEPT OF HUMAN RESOURCE MANAGEMENT
Training and Development is the framework for helping to develop their personal and
organizational skills, knowledge and abilities. The focus of all aspects of human resources
development is on developing the most superior workforces so that the organization and
individual employees can accomplish their work goal.
In simple terms, Training and development refers to imparting specific skills, abilities and
knowledge to an employee. A formal definition of training and 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 knowledge.” The need for training and development is determined by the employees’
performance deficiency, computed as follow
Training and Development need= standard performance-actual performance
Training is an organized activity for increasing the knowledge and skills of people for a definite
purpose. It involves systematic procedures for transferring technical knowhow to the employees
so as to increase their knowledge and skill for doing specific jobs with proficiency.Training
contributes towards the development of employee. After the selection of the employee, providing
proper placement and induction to the new employee is not enough, he must be provided with
the training facilities in order to adjust in the new job situations. It enhances the employee
knowledge, skills, talents, aptitudes etc. The employee for effective performance of job. Training
helps to fill the gap between the job requirement and employees present specification.
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Definition
“Training is the act of increasing the knowledge and skills of an employee for doing a particular
job.”
Training is the process of assisting a person for enhancing his efficient and effectiveness at work
by improving and updating his professional knowledge, by developing skills relevant to his
work, and cultivating appropriate behavior attitude towards work and people. Training could be
design either for improving present capabilities at work or for preparing a person for assuming
higher, responsibilities in future which would call for additional knowledge and superior skills.
Development is a related process. It covers not only those activities which improves the
performance but also those which bring about growth of personality, helps individuals in the
process towards maturity and actualization of their potential capacities so that they not only
become good employees but better persons. Training a person for a higher and bigger job is
development and this may well include certain personality and mental aptitude
Definition
“Development is any learning activity, which is directly towards future, needs rather than present
needs, and which is concerned more with career growth than immediate performance.”
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COMPANY PROFILE
Honda two wheelers came to the Indian shores in 2004 with the launch of the sleek Honda
Unicorn. The Honda Unicorn introduced the first puncture resistant tubes to the Indian two-
wheeler market. Honda followed up its success with motorbikes by groundbreaking scooters like
the Honda Activa, which has owners all over the country beaming with pride and pleasure. After
a period of successful marketing of its products it never looked down, It geared up with great
bikes like Honda Shine, which really shined in the 125cc bike market, Honda Stunner, which
robed the hearts of young stars and with twisted the minds of people with its Honda Twister and
trying to get the glory of unicorn with its Honda Dazzler It has good amount of market share
among scooter segment with high demanded Honda Active and followed by Aviator and Dio.
Honda Motor India Pvt Ltd. (HMI)
Honda Motor India the wholly owned subsidiary of Honda Motor Co., Ltd Commences
Operations, Beginning with HSCI Parts Operations (HMI) formally began its operations from its
corporate office in Greater Noida, Uttar Pradesh, India from December 1, 2006. The plan to set
up HMI was first announced by Mr. Takeo Fukui, President and CEO, Honda Motor Co., Ltd,
during his visit to New Delhi. Formation of HMI is part of the overall strategy to strengthen and
integrate operations of Honda companies in India with respect to service parts. Honda is the
world’s largest manufacturer of 2-wheelers. Honda Motorcycle & Scooter IndiaPvt. Ltd.
(HMSI), is a 100% owned subsidiary of Honda Motor Company Ltd., Japan. Current HMSI
products include Active, Dior & Aviator in Scooters and CB Unicorn, CB Shine, CBF Stunner,
CB Twister & CB Unicorn Dazzler in Motorcycles. All products have been well received in the
market and have created new benchmarks in their respective categories. HMSI has also entered
the Fun-Bike market last year with the launch of CBR1000RR Fire blade and CB1000R bikes in
the Indian market.
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Corporate Philosophy
HMSI operates on a principle, which is followed worldwide by all Honda companies.
Maintaining a global viewpoint, we are dedicated to supplying products of the highest quality,
yet at a reasonable price for worldwide customer satisfaction. Honda's philosophy is based on
the company's guiding principle and advocates 2 fundamental beliefs:
Respect for the Individual
Honda recognizes and respects individual differences. The respect for individual stems from the
following three points:
» Initiative
» Equality
» Trust
It is the contribution from each individual in the company that has made our company what it is
today and that, which will take us into the future.
The Three Joys
In line with Honda's Philosophy, HMSI conducts all its daily activities in pursuit of the
following joys:
» The joy of manufacturing high quality products.
» The joy of selling high quality products.
» The joy of buying high quality products.
Hondaproducts
 VT1300CX
 VFR 1200F
 CBR 1000RR
 CB 1000R
 CBF STUNNER PGM-FI
 CB UNICORN DAZZLER
 CB UNICORN
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 CBF STUNNER
 CB SHINE
 CB TWISTER
 DREAM YUGA
 DREAM NEO
 AVIATOR
 ACTIVA
 DIO
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Press Release
Honda inaugurates its 9th Zonal Office in India
Nagpur, Wednesday, September 18, 2013:
• New Zonal office at Nagpur - key step towards Honda`s expansion in India
• Aims to Connect closer with customer for faster market response
• Zonal office equipped with State of the art service training center
Nagpur, 18th Sept, 2013: In line with its commitment to realize `The Power of Dreams` for a
Billion plus Indians, Honda Motorcycle & Scooter India Pvt. Ltd. (HMSI), the only two-wheeler
company of Honda in India, today inaugurated its ninth Zonal office in India at Nagpur in
Maharashtra state.
Since inception in 1999, Honda has expanded its presence in a phased manner. Currently, Honda
is operational with a Regional Headquarter for each of its 5 Regions in India. Now, re-aligning
with Honda`s vision to expand its reach in India by being closer to the market (Customer and
Network), new zonal offices are planned in a phased manner across regions with the
inauguration of ninth zonal office.
What sets Honda apart is that each zonal office comes equipped with advanced State-of-the-art
Honda Service Training Center through which Honda will be able to continually train and
upgrade skills of service personnel at their network (Dealer, Sub-Dealer and Authorized Service
Centers) resulting in efficient Field operations and faster market response.
As a major contributor to West Region, HMSI chose Maharashtra as the logical step in its
regional expansion. HMSI presence and future expansion in Maharashtra is poised to play a key
role in strategizing and planning regional Sales & Customer Service approach.
"Maharashtra is a vital market for Honda and we look forward to reaching closer and serving our
Customers with new speed. With Nagpur, Honda will continue to expand zonal offices to reach
closer to customers and also to connect, communicate and create faster for Indian market in a
planned manner", said Mr.Keita Muramatsu - President and CEO, Honda Motorcycle and
Scooter India.
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PROBLEM DEFINITION
Human Resource is one of the important resources in any organization. Recruitment is the
main process through which we obtain this resource, but after recruiting employees, the
main work is to, impart training to employees so that, they are specific about the work they
need to perform.
Thus, training helps employees to understand their work and perform them effectively.
Training leads to development of employees. This development in terms of personality,
development, promotion and increase in their confidence level.
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OBJECTIVES
• To understand the concepts of training and development
• To study the Training and Development process followed by the company.
• To study Training methods adopted by the company.
• To understand the benefits and the weakness of the employees.
• To provide suggestions for improvement for better enhancement.
• To empower them to make the best use of their natural abilities.
• To develop the competencies of employees and improve their caliber.
• Help people to grow within the organization in order that, as far as possible, its future
needs for human resource can be met from within.
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HYPOTHESIS
The training & development program provided to the employees in TAJSHREE
HONDA is beneficial and brings the desired result.
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SCOPE OF THE STUDY:
The scope of the study is:
1) Limitation of time period – the research study is limited for the period of 2013-2014.
2) Limitation of area/region – this study is limited only for Nagpur region.
3) Limitation of topic – this research study limited for training and development process
of Tajshree Honda, not learning any other aspect of HRM.
4) Limitation of organization – There are some limitation on the part of the company
each and every policy of the company cannot be studied in depth as the size of the
organization is big, hence it gets bit difficult to study many policies at a time.
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THEORETICAL PROSPECTICS
MEANING OF TRAINING AND DEVELOPMENT
In simple terms, Training and Development refers to imparting specific skills, abilities and
knowledge to an employee. A formal definition of training and 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 knowledge.” The need for training and development is
determined by the employee’s performance deficiency, computed as follow:
Training and Development Need= Standard Performance- Actual Performance
TRAINING
DEFINITION
“Training is the act of increasing the knowledge and skills of an employee for doing a
particular job.”
Training is a process that tries to improve skills, or add to the existing level of knowledge
so that the employee is better equipped to do his present job, or to mould him to be fit for a
higher job involving higher responsibilities. In other word, Training is a learning
experience that seeks a relatively permanent change in an individual that will improve
his/her ability to perform his job. According to Michael.j.jucious, “training is any process
by which the attitudes, skills and abilities of employees to perform specific jobs are
improved.”
DEVELOPMENT
Development refers to those learning opportunities designed to help employees grow.
Development is not primly skills – 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 development programmers are generally voluntary.
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NEED AND IMPORTANCE OF TRAINING:
 TO INCREASE PRODUCTIVITY:
Instruction can help employees increase their level of performance on their present
assignment. Increased human performance often directly leads to increased optional
productivity and company profit.
 TO IMPROVE QUALITY:
Better- informed workers are less likely to make operational mistakes. Quality
increase may be in relation to a company product or service, or in reference to the
intangible organizational employment atmosphere.
 TO HELP A COMPANY FULFILL ITS FUTURE PERSONNEL NEEDS:
It helps a company to fulfill its future personnel needs. An organization can fulfill
the vacancies through internal source of recruitment, if it provides proper training
to its employees.
 TO IMPROVE ORGANZATIONAL CLIMATE:
An endless chain of positive reactions results from a well-planned training
program. Production and Product quality may improve; financial incentives may
then be increased, internal promotions become regular and less supervisory
pressures are there. Increased morale may be due to many factors, but one of the
most important of these is the current state of an organization’s educational
endeavor.
 TO IMPROVE HEALTH AND SAFETY:
Proper training can help prevent industrial accidents. A safer work environment
leads to more stable mental attitudes on the part of employees leading to higher
morale.
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 PREVENTION OF OBSOLESCENCE:
Training and Development programs foster the initiatives and creativity of
employees and help to prevent manpower obsolescence, which may be due to
temperament or motivation or the inability of a person to adapt him to technological
changes.
 PERSONAL GROWTH:
Employees on a personal basis gain individually from their exposure to educational
experiences.Again.these training programs give participants a wider awareness, and
enlarged skill, and make personal growth possible.
 REDUCED TURNOVER AND ABSENTEEISM:
Labor turnover and absenteeism are mainly due to job dissatisfaction. When a
worker is properly trained he will take keen interest in his job and can derive
satisfaction from it thus reducing turnover and absenteeism.
 LESS LEARNING PERIOD:
A well planned and systematically organized training programmed reduces the time
and cost involved in learning. Training enables to avoid waste of time and efforts in
learning through trial and error methods.
 BETTER PERFORMANCE:
Training improves employee’s ability and skills and in turn, improves employee’s
performance both in quality and quantity. Better or increased employs performance
directly leads to increased productivity and increased organizational profits
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.
BENEFITS OF TRAINING
Benefits to the Organizations
 It leads to improved profitability and/or more positive attitudes towards profit orientation.
Improves the job knowledge and skills at all levels of the organization.
 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.
 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.
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 Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects
that successful workers and managers usually display.
 Aids in increasing productivity and/or quality of work.
Benefits to the Individual
 Helps the individual in making better decisions and effective problem solving.
 Through training and development, motivational variables of recognition, achievement,
growth, responsibility and advancement are internalized and personalised.
 Aids in encouraging and achieving self-development and self-confidence.
 Helps a person handle stress, tension, frustration and conflict.
 Provides information for improving leadership, knowledge, communication skills and
attitudes.
 Increases job satisfaction and recognition.
 Moves a person towards personal goals while improving interactive skills.
 Satisfies personal needs of the trainer (and trainee).
 Provides the trainee an avenue for growth and a say in his/her own future.
 Develops a sense of growth in learning.
 Helps a person develop speaking and listening skills; also writing skills when exercises are
required. Helps eliminate fear in attempting new tasks.
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Benefits in Personnel and Human Relations, Intra-group & Inter-group Relations and
Policy Implementation
 Improves communication between groups and individuals.
 Aids in orientation for new employee and those taking new jobs through transfer
or promotion.
 Provides information on equal opportunity and affirmative action.
 Provides information on other government laws and administrative policies.
 Improves interpersonal skills.
 Makes organizational policies, rules and regulations viable.
 Improves morale.
 Builds cohesiveness in groups.
 Provides a good climate for learning, growth, and co-ordination.
 Makes the organization a better place to work and live.
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TYPES OF TRAINING
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1 .On the job
On the job training- on the job training as the name of suggest is imported on the job and at
the work place where the employees is expected to perform his duties. It enables to get
training under the some working conditions and environment and with the same materials,
and equipment that will be using ultimately after completing the training. This is the most
effective method of training. The operative personal and generally used in most of the
industrial undertakings. Under this method, the responsibility of impart training to workers
is given to the immediately supervisor who knows exactly what is to be taught to the
trainee for the better performance or some outside in structure who is specialist in the field.
Under this method following system may be included.
Training by supervisors –
Supervisor in charge is responsible for training to the operative staff under this system,
the supervisor supervise and instructs the employees while on work sometimes he
demonstrates the system of working to the employees. It enables the supervisor and the
employees to understand each other better.
1. Under-Study system –
Under this system senior and experienced workman is assigned the job of teaching the new
employees as his under study. The trainee under this system loses his motivation and
morale because the person under when he is working does not take interest in him. A
common vision of such training is three vision plans. Under it a man learn from a man
above him and teacher the much below him, this system is more suitable is circumstance
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where the trainer requires an assistant.
I. Position Rotation-
Under this system the employees is periodically rotated from one job to another instead of
sticking to one job just to acquire the general background and knowledge of the
functioning of the job.
2. Induction
This type of training is given to a new employee to enable him to adjust in new
environment. The employee is given a description about the work he is expected to do, he
is also informed about organizational policies, procedure and rules. The new comer is
informed about the location of factory and various departments.
The employee is also told about his superiors and subordinates and he is also given an
organizational chart so that he knows his position in the enterprise.
3. Vestibule Training
The term Vestibule Training is used to designate training in class room for semi-skilled
jobs. It is more suitable where a larger number of employees must be trained at the same
time and for the same kind of work. Where is method is used, there would be well qualified
instructors in charge of training program. Here the emphasis tends to be on learning rather
than production.
In vestibule training, an attempt is made to duplicate, as nearly as possible, the materials,
equipment’s and conditions found in real work place. The HRD makes arrangement for
vestibule training when the training work is in excess capacity of the line superiors. An
attempt is made to create working conditions that are similar to the actual work conditions.
The learning takes place under the guidance of expert trainees.
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4. Apprenticeship training
Apprenticeship training tends towards education than merely on the vocational training.
Under this both knowledge and skills in doing a job a series of related jobs are involved.
The usual apprenticeship programs combine the job training and experience with class runs
instructions with particular subjects.
The trainees receive wages while learning and they acquire valuable skills which command
a high wages in the labor market. Apprenticeship training is advantageous to both trainer
and trainee.
5. Internship Training
Under this method, the educational or vocational institute enters into arrangement with an
industrial enterprise for providing practical knowledge to its students. Internship training is
usually meant for such vacations where advanced theoretical knowledge is to be beaked up
by practical experience on the job. For example, engineering students are sent to big
industrial enterprise for gaining practical work experience. The period of training varies
from six months to two years.
6. Refresher training or retraining
The name implies, this training is meant for old employees of the enterprise. The basic
purpose of refresher training is to acquaint the existing workforce with the latest methods
of performing their jobs and improve their efficiency further. The skills with the existing
employees become obsolete because of technological changes and because of the tendency
of human being to forget.
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7. Training for Promotion
The talented employees may be given adequate training to make them eligible for
promotion to higher jobs in the organization. Promotion of an employee means a
significant change in his duties and responsibilities. Therefore, it is essential that he is
provided sufficient training to learn new skills in order to perform his new duties
efficiently. The purpose of training for promotion is to develop the existing employee to
make them fit or undertaking higher job responsibilities. This serves as motivating factor
for the employees.
8. Off-the-Job training
It requires the worker to undergo training for a specific period away from the work place.
Off-the-job methods are concerned with both knowledge and skills required in doing
certain jobs. This type of training is learning process in which employee are tension free.
The different off-the-job training methods are:-
I. Special lecture cum Discussion: -
Training through special lectures is also known as class room training. It is more
associated with imparting knowledge than skills. This special lecture can be given by
executive of organization of specialist from vocational or professional institute.
II. Conference training:-
A Conference is a group of meeting conducted according to an organized plan which
the members seek to develop knowledge and understanding by oral participation. It is
an effective training device for a member as well as leader.
III. Case study –
The case study method is a means of stimulating experience in the classroom.
IV. Special projects:-
Special projects are given to the trainee for some specific important topics and the
trainee is expected to prepare these projects which enhance his knowledge. The trainee
is requires to submit a project report or present it to all the other members of the
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training program for evaluation.
TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT
Traditional Approach – Most of the organizations before never used to believe in training. They were
holding the traditional view that managers are born and not made. There were also some views that
training is a very costly affair and not worth. Organizations used to believe more in executive pinching.
But now the scenario seems to be changing.
The modern approach of training and development is that Indian Organizations have realized the
importance of corporate training. Training is now considered as more of retention tool than a cost. The
training system in Indian Industry has been changed to create a smarter workforce and yield the best
results
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TRAINING PROCESS
Training is one of the most profitable investments an organization can make. No matter what
business or industry you are in the steps for an effective training process are the same and may
be adapted anywhere.
If you have ever thought about developing a training program within your organization consider
the following four basic training steps. You will find that all four of these steps are mutually
necessary for any training program to be effective and efficient.
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
This step identifies activities to justify an investment for training. The techniques necessary for
the data collection are surveys, observations, interviews, and customer comment cards. Several
examples of an analysis outlining specific training needs are customer dissatisfaction, low
morale, low productivity, and high turnover.
The objective in establishing a needs analysis is to find out the answers to the following
questions:
- “Why” is training needed?
- “What” type of training is needed?
- “When” is the training needed?
- “Where” is the training needed?
- “Who” needs the training? And "Who" will conduct the training?
- “How” will the training be performed?
By determining training needs, an organization can decide what specific knowledge, skills, and
attitudes are needed to improve the employee’s performance in accordance with the company’s
standards.
The needs analysis is the starting point for all training. The primary objective of all training is to
improve individual and organizational performance. Establishing a needs analysis is, and should
always be the first step of the training process.
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and standards and procedures.
Job descriptions should be clear and concise and may serve as a major training tool for the
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identification of guidelines. Once the job description is completed, a complete list of standards
and procedures should be established from each responsibility outlined in the job description.
This will standardize the necessary guidelines for any future training.
STEP 3: DELIVER THE TRAINING PROGRAM.
This step is responsible for the instruction and delivery of the training program. Once you have
designated your trainers, the training technique must be decided. One-on-one training, on-the-job
training, group training, seminars, and workshops are the most popular methods.
Before presenting a training session, make sure you have a thorough understanding of the
following characteristics of an effective trainer. The trainer should have:
- A desire to teach the subject being taught.
- A working knowledge of the subject being taught.
- An ability to motivate participants to “want” to learn.
- A good sense of humor.
- A dynamic appearance and good posture.
- A strong passion for their topic.
- A strong compassion towards their participants.
- Appropriate audio/visual equipment to enhance the training session.
For a training program to be successful, the trainer should be conscious of several essential
elements, including a controlled environment, good planning, the use of various training
methods, good communication skills, and trainee participation.
STEP 4: EVALUATE THE TRAINING PROGRAM.
This step will determine how effective and profitable your training program has been. Methods
for evaluation are pre-and post- surveys of customer comments cards, the establishment of a
cost/benefit analysis outlining your expenses and returns, and an increase in customer
satisfaction and profits.
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The reason for an evaluation system is simple. The evaluation of training programs is without a
doubt the most important step in the training process. It is this step that will indicate the
effectiveness of both the training as well as the trainer.
There are several obvious benefits for evaluating a training program. First, evaluations will
provide feedback on the trainer’s performance, allowing them to improve themselves for future
programs. Second, evaluations will indicate its cost-effectiveness. Third, evaluations are an
efficient way to determine the overall effectiveness of the training program for the employees as
well as the organization.
The importance of the evaluation process after the training is critical. Without it, the trainer does
not have a true indication of the effectiveness of the training. Consider this information the next
time you need to evaluate your training program. You will be amazed with the results.
The need for training your employees has never been greater. As business and industry continues
to grow, more jobs will become created and available. Customer demands, employee morale,
employee productivity, and employee turnover as well as the current economic realities of a
highly competitive workforce are just some of the reasons for establishing and implementing
training in an organization. To be successful, all training must receive support from the top
management as well as from the middle and supervisory levels of management. It is a team effort
and must be implemented by all members of the organization to be fully successful.
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TRAINING OBJECTIVES
Training objective tell the trainee that what is expected out of him at the end of the training
program. Training objectives are of great significance from a number of stakeholder
perspectives,
1. Trainer
2.Trainee
3.Designer
4. Evaluator
Trainer – The training objective is also beneficial to trainer because it helps the trainer to
measure the progress of trainees and make the required adjustments. Also, trainer comes in
a position to establish a relationship between objectives and particular segments of
training.
Trainee – The training objective is beneficial to the trainee because it helps in reducing the
anxiety of the trainee up to some extent. Not knowing anything or going to a place which is
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unknown creates anxiety that can negatively affect learning. Therefore, it is important to
keep the participants aware of the happenings, rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to make the
training successful.
Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those
goals is much higher than the situation in which no goal is set. Therefore, training objectives
helps in increasing the probability that the participants will be successful in training.
Designer – The training objective is beneficial to the training designer because if the designer is
aware what is to be achieved in the end then he’ll buy the training package according to that
only. The training designer would then look for the training methods, training equipments, and
training content accordingly to achieve those objectives. Furthermore, planning always helps in
dealing effectively in an unexpected situation. Consider an example; the objective of one training
program is to deal effectively with customers to increase the sales. Since the objective is known,
the designer will design a training program that will include ways to improve the interpersonal
skills, such as verbal and nonverbal language, dealing in unexpected situation i.e. when there is a
defect in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.
Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees
because the objectives define the expected performance of trainees. Training objective is an
important to tool to judge the performance of participants
29

A SYSTEMATIC APPROACH TO TRAINING
30
ORGANIZATIONAL ANALYSIS
• Identification of organizational objectives/needs/growth
potential and resources.
ORGANIZATIONAL ANALYSIS
• Identification of organizational objectives/needs/growth
potential and resources.
TASK/ROLE ANALYSIS
• Identification of knowledge, skills and attitude required
MAN POWER ANALYSIS
• Identification of target population and performance
analysis
STATEMENT OF TRAINING NEED
• Identification of gap between existing and requires level of
knowledge, skills and attitudes.
• Isolate problem areas amenable to resolution through training.
SETTING TRAINING OBJECTIVES
• In terms of behavioural changes.
• In terms of output/results.
DEVELOP MEASURE OF JOB PROFICIENCY
DEVELOP TRAINING POLICY PLAN, PROCEDURES, RECORDS PLANS AND
DESIGN TRAINING PROGRAMMES
• Course construction
• Arrange resources

31
CONDUCT TRAINING PROGRAMMES
• Individual
• Group
• On –the-job
FOLLOW UP AND EVALUATION
• Carry out evaluation at various phases against the
training objectives set.
• Develop follow- up measures for monitoring
VALIDATE
• Against measures of job proficiency
ENSURE FEEDBACK OF RESULTS
REVISE, IF NECESSARY

RESEARCH METHODOLOGY
Research in common parlance refers to a search for knowledge. Once can also define research as
a scientific and systematic search for pertinent information on a specific topic. In fact, research is
an art of scientific investigation. It is a way of solving problems systematically. It may be
understood as a science of studying how research is done scientifically. It studies the various
methods that are generally adopted by a researcher in studying the research problems along with
logic behind them.
Data can be collected from the following sources:
Methods of Data Collection
PRIMARY DATA
Primary data is data that has not been previously published, i.e. the data is derived from a new or
original research study and collected at the source, and e.g., in human resource management it
is information that is obtained directly from first-hand sources by means of surveys, observation
or experimentation. It is collected through
● Personal interviews
● Questionnaire
● Sampling
● Surveys
● Observation
An survey that is field work shall be conducted in which a small sample size will be taken.
Total sample no. will be 30 in which people were randomly selected.
32

SECONDARY DATA
Secondary data is the data that have been already collected by and readily available from other
sources. Such data are cheaper and more quickly obtainable than the primary data and also may
be available when primary data cannot be obtained at all. It can be collected through
● Magazines
● Books
● Newspapers
● Internet
The study of the topic, “ANALAYICAL STUDIES OF TRAINING AND DEVELOPMENT
PROCESS ADOPTED BY TAJSHREE HONDA, NAGPUR FOR THE PERIOD 2013-2014
WILL FOCUS ON THE MAIN CONCEPT OF HUMAN RESOUCE MANAGEMENT” will be
done through various sources.
The data which is collected through primary sources will be:
● Interview of HR manager
● Sampling size is 30 employees of middle level of the organisation
● Observation of the performance of the middle level employees
Secondary data which will be brought together with the help of:
● Books and magazines related to the human resource and coal mines
● Internet sites
33

DATA COLLECTION
Data collection refers to a purpose gathering of information relevant to the subject matter
under study and methods depend mainly on nature, purpose and scope of the enquiry to be
undertaken on the available resource and time.
Data collection is one of the methods of research. There are mainly two methods of the
data collection.
● PRIMARY DATA COLLECTION
● SECONDARY DATA COLLECTION
Methods of Data Collection
PRIMARY DATA
Primary data is data that has not been previously published, i.e. the data is derived from a new or
original research study and collected at the source, and e.g., in human resource management it
is information that is obtained directly from first-hand sources by means of surveys, observation
or experimentation. It is collected through
● Personal interviews
● Questionnaire
● Sampling
● Surveys
● Observation
A survey that is field work shall be conducted in which a small sample size will be taken.
Total sample no. will be 30 in which people were randomly selected.
34

SECONDARY DATA
Secondary data is the data that have been already collected by and readily available from other
sources. Such data are cheaper and more quickly obtainable than the primary data and also may
be available when primary data cannot be obtained at all. It can be collected through
● Magazines
● Books
● Newspapers
● Internet
The study of the topic, “ANALAYICAL STUDIES OF TRAINING AND DEVELOPMENT
PROCESS ADOPTED BY TAJSHREE HONDA, NAGPUR FOR THE PERIOD 2013-2014
WILL FOCUS ON THE MAIN CONCEPT OF HUMAN RESOUCE MANAGEMENT” will be
done through various sources.
The data which is collected through primary sources will be:
● Interview of HR manager
● Sampling size is 30 employees of middle level of the organisation
● Observation of the performance of the middle level employees
Secondary data which will be brought together with the help of:
● Books and magazines related to the human resource and coal mines
● Internet sites
35

DATA ANALYSIS AND INTERPRETATION
Q1. For how long have you been working in this organization?
Parameter NO. OF RESPONSE Response in %
3-6 Months 12 40
1-2 Years 03 10
3-4 Years 08 27
More than 5
years 07 23
TOTAL 30 100
INTERPRETATION:
From the above graph it is observed that
1) 40% of the employees are working for 3-6 months.
2) Only 10 % employees are working for 1-2 years.
3) While 27% employees are working for 3-4 years.
36

4) And remaining 23% employees are working for more than 5 years.
Q.2 Is training provided to you on regular basis?
Parameter No. Of Response Response in %
YES 30 100
NO 00 00
TOTAL 30 100
INTERPRETATION:
1) 100% of the employees feel that the training is provided to them on regular
basis.
2) None of them says that training is not provided to them.
37

Q.3 How much training do you get in a year?
PARAMETER
NO. OF
RESPONSE RESPONSE IN %
Less than 10 hrs 14 47
10 to 20 hrs 15 50
20 to 40 hrs 01 01
More than 40 hrs 0 0
Total 30 100
INTERPRETATION:
1) 47% of the employees get the training less than 10hrs.
2) 50% of the employees get training for more than 10 to 20 hrs.
3) Only 3% of the employees get 20 to 40 hrs training.
4) And there are no employees who get the training more than 40 hrs.
38

Q4. Whether you are able to implement the training concepts in your routine
work life?
PARAMETER
NO. OF
YES 29 97
NO 01 03
TOTAL 30 100
INTERPRETATION:
1.97% of the employees were able to implement training concepts in their routine life.
2. Only 3% of the employees said that they were not able to implement training concepts in
their routine life.
39

Q5. According to you, what are important barrier to training and development?
INTERPRETATION:
From the above graph it is observed that:
1) 37% of the employees feel that time is the barrier.
2) 33% of the employees feel that the money is the barrier.
3) 17% of the employees think that the non availability of skilled trainer is an obstacle
4) And remaining 13% of the employees feel that the lack of interest from senior
management and staff is the barrier.
40
PARAMETER
NO. OF
Time 11 24
Money 10 20
Non availability of skilled trainer 05 20
lack of interest by staff 04 36
Total 30 100

Q6. Do you feel that your manager is well aware of your strength and
weakness?
INTERPRETATION:
1. 93% of the employees feel that their manager is well aware of their strength and
weakness.
2. 07% of the employees feel that their manager is not aware of their strength and
weakness.
41
PARAMETER
NO. OF
YES 28 93
NO 02 07
TOTAL 30 100

Q.7 Do you agree that the method of organization for training and development
helps you to do your job in an effective manner?
PARAMETER
NO. OF
AGREE 30 100
DISAGREE 00 00
TOTAL 30 100
INTERPRETATION:
1) 100% of employees agree that the method of organization for training and development
helps them to do their job in an effective manner.
2) None of them disagrees.
42

Q8. Do you think that you have given adequate training to do your job
efficiently?
INTERPRETATION:
1) 100% of the employees think that they have been given adequate training to do their job
efficiently.
43
PARAMETER
NO. OF
YES 30 100
NO 00 00
TOTAL 30 100

2) None of them says no.
Q.9 What sort of training you get normally?
PARAMETER
NO. OF
Technical Skills 14 47
Personality development 12 40
Managing People and
Communication Skills 04 13
Total 30 100
INTERPRETATION:
1) 47% of the employees get the training for technical skills.
44

2) 40% of the employees get training for personality development.
3) Only 13% of the employees get training for managing people and
communication skills.
Q.10 According to you which method of training and development are more
effective?
INTERPRETATION:
45
PARAMETER
NO. OF
Refresher training 09 30
Internship 08 27
class room training or vestibule 06 20
online training 02 06
Job rotation 05 17
Total 30 100

1) 30% of the employee’s feels that refresher training or retraining is more effective.
2) 27% of the employee’s feels that internship training is more effective.
3) 20% of the employee’s feels that class room training and online training is more
effective.
4) 6% of the employee’s feel that online training is effective.
5) 17% of the employee’s feels that job rotation training is more effective.
CONCLUSION
Training is a method where by people hold of abilities to aid in the accomplishment of
organisational abilities. It consists of planned learning activities permitted to develop an
employee’s performance at his/her vacant job. Training improves performance of employees
behavioural and technical skills, it builds team spirit among employees, also training improves
the moral of the employee as it is mentioned in theoretical prospective. There are various types
of training method viz. Refresher training, job rotation , etc. among all, the company prefers or
adopted on the job method.
The projectiee had done study of training and development strategies used by Tajshree Honda,
some objectives were decided for this project. They were fulfilled as below:
1. The Effectiveness of training and development was understood through the interview of
HR manager that is enclosed in Annexure.
2. The concept of Training and Development was studied and the findings are mentioned in
Theoretical prospective.
3. The process of training and development of the company were also studied and
mentioned in Theoretical prospective.
4. Problem associated with training and development was studied and recomdation are
enclosed in the page.
The study of training and development modules adopted by Tajshree Honda is effective. During
the interview of HR manager, He confirms that training and development modules definitely
improved the workers efficiency and quality of service provided by the employees. The Improve
quality of employees work in ultimately contributes to the quality of service offered by the
organization, Tajshree Honda as whole.
The improvement in employees and working efficiency were discussed with HR manager as
well as employees, 80% of employees mentioned that training has benefited them and there
46

was a significant improvement in working efficiency, offer training and development same
was confirm from HR manager also.
Thus, the statement of hypothesis that The training & development program provided to the
employees in TAJSHREE HONDA is beneficial and brings the desired result is proved to
them to be true and can be accepted.
RECOMMENDATION AND SUGGETION
TAJSHREE HONDA Company deals with manufacturing and selling of two-wheelers. It is
basically a manufacturing firm. Projectee has made research and studied various methods of
training and development used by the company and suggested the following:
1) Training with latest technology equipments may help the employees to update themselves.
Managing people and communication skills training can also be provided.
2) Some of the various on the job training methods can also be adopted by company. Methods
like Coaching, Job Rotation etc. can also adopted by company.
3) Training programs are conducted by some External faculty for studying some new techniques.
4) Company may increase the duration of the Training and Development process as well as the
training process can be programmed more frequently.
47

BIBLIOGRAPHY
REFERENCE BOOK:
 Dr. S. S. Khanka, Human Resource Management, S. Chand and Co. Ltd., 2003.
 Dr. P. K. S. Menon, Human Resource Management and Organizational Behaviour, Himalaya
Publishing House, 2005.
 BISWAJEET PATTANAYK, Human Resource Management, third edition 2009
WEBSITES:
 http://www.honda2wheelersindia.com/
 http://www.google.com
 http://www.wikipedia.com
 http://www.scribd.com/
48

SYNOPSIS
On
“ANALYTICAL STUDY OF TRAINING AND DEVELOPMENT ADOPTED
BY TAJSHREE HONDA FOR THE PERIOD OF 2012-2013’’
Submitted to the Department of Business Management
CPC, Nagpur
For
BBA – III
(2013-14)
Submitted by
49

—Ms.NIKITA KARAMCHANDANI—-
Under the Guidance of
—Ms.KOMAL NAGRANI—-
Hindustan Colony, Wardha Road, Nagpur.
INTRODUCTION OF THE TOPIC
The core of management functions lies in guiding, directing and controlling the efforts of
employees in an organization. Without the effort of human being, Resources like material,
machine and money would remain meaningless. To achieve the basic objective of an
organization, effective and efficient use of human resource is essential. Otherwise raw material
will remain unused, machine will stand idle and money will not serve any purpose. Human
resource management is a function of management with the primary objective of ensuring that
every employee makes his fullest contribution to the achievement of the objectives of business.
It is that part of general management which is especially concerned with the people employed in
an organization.
Personal management or human resource management can be defined as obtaining, using and
maintaining a satisfied work force .It is a significant part of management concerned with
employees at work and with their relationship within the organization. It seeks to bring together
men and women who make up the enterprise, enabling each other to make his own best
contribution to its success both as an individual and as a member of a working group.
Human resource management is concerned not only with managing people, but also with solving
the human problems of an organization intelligently and equitably and in a manner which
ensures that an employee’s potential is properly developed that maximum satisfaction is derived
by them from their work, that the objective of the organization are achieved and that good human
relations are maintained within the organization.
The human resources management or personal management as it traditionally known is the
50

planning, organizing, directing, and controlling of the procurement, Development compensation,
integration, maintenance and separation of human resources to the end that individual,
Organizational and societal objectives are accomplished.
Human resources are the wealth of an organization which can help in achieving its goals. The
values, ethics, beliefs of the individuals working in an organization also form a part of human
resources .All the activities of an organization are executed and completed in a team spirit by the
persons who make up an organization. Thus, it is the people or the human beings in the
organization who form a significant resource of organization.
In the field of human resources management, Training and Development is the main concern
with organizational activities which are aimed to bettering individual and group performances in
organizational settings. 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 practical’s. Also training is important to establish specific skills, abilities and knowledge to
employees. For an organization, Training and Development are important as well as
organizational growth, and profit is also dependent on the training. .
“ANALAYICAL STUDIES OF TRAINING AND DEVELOPMENT PROCESS
ADOPTED BY TAJSHREE COLLEGE, NAGPUR FOR THE PERIOD 2013-2014 WILL
FOCUS ON THE MAIN CONCEPT OF HUMAN RESOUCE MANAGEMENT
Training and Development is the framework for helping to develop their personal and
organizational skills, knowledge and abilities. The focus of all aspects of human resources
development is on developing the most superior workforces so that the organization and
individual employees can accomplish their work goal.
In simple terms, Training and development refers to imparting specific skills, abilities and
knowledge to an employee. A formal definition of training and 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 knowledge.” The need for training and development is determined by the employees’
performance deficiency, computed as follow
Training and Development need= standard performance-actual performance
Training is an organized activity for increasing the knowledge and skills of people for a definite
purpose. It involves systematic procedures for transferring technical knowhow to the employees
so as to increase their knowledge and skill for doing specific jobs with proficiency.
Definition
“Training is the act of increasing the knowledge and skills of an employee for doing a particular
51

job.”
Training is the process of assisting a person for enhancing his efficient and effectiveness at work
by improving and updating his professional knowledge, by developing skills relevant to his
work, and cultivating appropriate behavior attitude towards work and people. Training could be
design either for improving present capabilities at work or for preparing a person for assuming
higher, responsibilities in future which would call for additional knowledge and superior skills.
Development is a related process. It covers not only those activities which improves the
performance but also those which bring about growth of personality, helps individuals in the
process towards maturity and actualization of their potential capacities so that they not only
become good employees but better persons. Training a person for a higher and bigger job is
development and this may well include certain personality and mental aptitude
Definition
“Development is any learning activity, which is directly towards future, needs rather than present
needs, and which is concerned more with career growth than immediate performance.”
52

IMPORTANCE AND SIGNIFICANCE OF THE STUDY
Human resources management is an integral part of all functions of management. Without the
efforts of human being, resources like materials, machines, and money would remain
meaningless. It is more concerned with the development of employee rather than the direction of
things. Human resource management is primarily concerned with the management of human
relationships within a modern organization.
In this study two main concepts of Human Resource Management namely Training and
Development will be discussed and it is the method by which strength and weakness of the
employee are evaluated .Training and Development Bridge the gap between existing
performance ability and desired performance. Training and development is a part of career
development. Training and Development is vital part of the human resource development. It is
assuming ever important role in wake of the advancement of technology which has resulted in
ever increasing competition etc. It is also become more important globally in order to prepare
workers for new jobs.
Training and Development helps in optimizing the utilization of human resource that further
helps the employee to achieve the organizational goals as well as their individual goals. It also
helps in increasing the job knowledge and skills of employees at each level. It helps to expand
the horizons of human intellect and an overall personality of the employees.
The project will throw light on the concern areas for different people involved in the Training
and Development and attempts to find out ways to overcome those problems and on various
parts.
Development of Human Resources - Training and Development helps to provide an
53

opportunity and broad structure for the development of human resources' technical and
behavioral skills in an organization. It also helps the employees in attaining personal growth.
Productivity - Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
Team spirit - Training and Development helps in inculcating the sense of team work, team
spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees
Healthy work-environment - Training and Development helps in creating the healthy
working environment. It helps to build good employee, relationship so that individual goals
aligns with organizational goal.
Training and Development demonstrates a commitment to keeping employees on the
cutting edge of knowledge and practice.
The project report would be significant to the management. To understand the effectiveness of
the policies or procedures. And if there are any benefits and drawbacks they would try to
overcome the necessary changes. Training and development is very important for an
organization. It helps to develop skills and knowledge of an individual and make them capable
for future competition.
54

COMPANY PROFILE
Honda two wheelers came to the Indian shores in 2004 with the launch of the sleek Honda
Unicorn. The Honda Unicorn introduced the first puncture resistant tubes to the Indian two-
wheeler market. Honda followed up its success with motorbikes by groundbreaking scooters like
the Honda Activa, which has owners all over the country beaming with pride and pleasure. After
a period of successful marketing of its products it never looked down, It geared up with great
bikes like Honda Shine, which really shined in the 125cc bike market, Honda Stunner ,which
robed the hearts of young stars and with twisted the minds of people with its Honda Twister and
trying to get the glory of unicorn with its Honda Dazzler It has good amount of market share
among scooter segment with high demanded Honda Active and followed by Aviator and Dio.
Honda Motor India Pvt Ltd. (HMI)
Honda Motor India the wholly owned subsidiary of Honda Motor Co., Ltd Commences
Operations, Beginning with HSCI Parts Operations (HMI) formally began its operations from its
55

corporate office in Greater Noida, Uttar Pradesh, India from December 1, 2006. The plan to set
up HMI was first announced by Mr Takeo Fukui, President and CEO, HondaMotor Co., Ltd,
during his visit to New Delhi. Formation of HMI is part of the overall strategy to strengthen and
integrate operations of Honda companies in India with respect to service parts. Honda is the
world''s largest manufacturer of 2-wheelers. Honda Motorcycle & Scooter IndiaPvt. Ltd.
(HMSI), is a 100% owned subsidiary of Honda Motor Company Ltd., Japan. Current HMSI
products include Activa, Dio & Aviator in Scooters and CB Unicorn, CB Shine, CBF Stunner,
CB Twister & CB Unicorn Dazzler in Motorcycles. All products have been well received in the
market and have created new benchmarks in their respective categories. HMSI has also entered
the Fun-Bike market last year with the launch of CBR1000RR Fireblade and CB1000R bikes in
the Indian market.
Hondaproducts
 VFR 1200F
 CBR 1000RR
 CB 1000R
 CBF STUNNER PGM-FI
 CB UNICORN DAZZLER
 CB UNICORN
 CBF STUNNER
 CB SHINE
 CB TWISTER
 AVIATOR
 ACTIVA
 DIO
56

OBJECTIVES
• To understand the concepts of training and development
• To study the Training and Development process followed by the company.
• To study Training methods adopted by the company.
• To understand the benefits and the weakness of the employees.
• To provide suggestions for improvement.
• To enable them to perform better.
• To empower them to make the best use of their natural abilities.
• Develop the competences of employees and improve their performance.
• Help people to grow within the organization in order that, as far as possible, its future
needs for human resource can be met from within.
57

HYPOTHESIS
The training & development program provided to the employees in TAJSHREE
HONDA is beneficial and brings the desired result.
58

RESEARCH METHODOLOGY
Research is the process of systematic & in depth study or search of any particular topic, subject
by the collection, presentation & interpretation of relevant details or data. It is a careful search or
injury into any subject or subject matter, which is an endeavour to discover or to find out
valuable facts which would be useful for further application or utilisation. The method adopted
for the study is “Survey Method”.
PRIMARY DATA COLLECTION METHOD
The primary data are the data which are to be collected by the researcher for the specific purpose
of answering the problem in hand. The PRIMARY DATA is collected by
• Questionnaire
• Personal interview
• Survey
• Observation
• Sampling
59

A Survey was conducted keeping in View the Objectives of the Study.
SECONDARY DATA COLLECTION METHOD
Secondary data is the data that have been already collected by and readily available
From other sources. Such are cheaper and most quickly obtainable than the primary data.
• Information gathered through surfing the internet;
• Information available on intranet site on Knowledge Management;
• Different study material.
• Books.
• Magazines,
• Newspapers.
Pvt.Ltd. Nagpur for the Period 2013 – 2014” will be done through both the sources the study
of the topic “Analytical studies of training and development Adopted by TAJSHREE
HONDA data.”
60

EXPECTED CONTRIBUTION
This study would elaborate on training and development program conducted by
TAJSHREE HONDA company Nagpur and The purpose of this project is to put
Down a framework that will enable the vision express in finding various flaws in training
And development process if any. Quality intake of employees will improve. The project
Will help the manager to improve the training and development process. The project will
Also help the employee to make them capable for facing future difficulties and
competition.
61

CHAPTERIZATION
1. Introduction
2. Company Profile
3. Research study
a. Problem Definition
b. Theoretical prospective
c. Objectives of the study
d. Limitations of the study (Research boundaries)
4. Research Methodology
5. Data collection
6. Data analysis and Interpretation
7. Conclusion
62

8. Recommendations and Suggestions
9. Limitations of the study
10. References
11. Bibliography
12. Annexure
Name - ________________________________
Designation - ___________________________
QUESTIONAIRE FOR EMPLOYEES
1. For how long have you been working in this organization ?
3-6 months
1-2 year
3-4 year
More then 5 years
2. Is training provided to you on regular basis?
Yes
No
3. How much training do you get in a year?
Less than 10 hours.
63

10 to 20 hours.
20 to 40 hours.
More than 40 hours.
4. Whether you are able to implement the training concepts in your routine work life?
Yes
No
5. According to you, what are important barrier to training and development?
Time
Money
Non availability of skilled trainer.
Lack of interest by staff.
6. Do you feel that your manager is well aware of your strength and weakness?
Yes
No
7. Do you agree that the method of organization for training and development helps you
to do your job in an effective manner?
Agree
Disagree
8. Do you think that you have given adequate training to do your job efficiently?
Yes
No
9. What sort of training you get normally?
Technical skills.
Personality development.
Managing people and communication skills.
10. According to you which method of training and development are more effective?
64

Refresher training or retraining.
Internship
Class room training or vestibule.
Online training
Job rotation.
65

Nikita Final Project

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