A project report on training and development with special reference to sahara india

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A project report on training and development with special reference to sahara india

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A project report on training and development with special reference to sahara india

  1. 1. Projectsformba.blogspot.com INTRODUCTION OF TRAINING & DEVELOPMENTProject on Training and Development at Sahara India 1
  2. 2. Projectsformba.blogspot.comTRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures thatrandomness is reduced and learning or behavioral change takes place in structuredformat.TRAINING AND DEVELOPMENT DEFINEDIt is concerned with the structure and delivery of acquisition of knowledge to improve theefficiency and effectiveness of organization. It is concerned with improving the existingskills and exploring the potential skills of the individual i.e. upgrading the employees’skills and extending their knowledge. Therefore, training is a key to optimizing utilizationhuman intellectual technological and entrepreneurial skillsTraining and Development referred to as:• Acquisition and sharpening of employees capabilities that is required to perform variousobligations, tasks and functions. Developing the employee’s capabilities so that they may be able to discover theirpotential and exploit them to full their own and organizational development purpose.• Developing an organizational culture where superior-subordinate relationship, teamwork, and collaboration among different sub units are strong and contribute toorganizational wealth, dynamism and pride to the employees.Development definedProject on Training and Development at Sahara India 2
  3. 3. Projectsformba.blogspot.comIt helps the individual handle future responsibilities, with less emphasis on present jobduties.Introduction of trainingIt is a learning process that involves the acquisition of knowledge, sharpening of skills,concepts, rules, or changing of attitudes and behaviors to enhance the performance ofemployees.INPUTS IN TRAINING AND DEVELOPMENTAny training and development programme must contain inputs which enable theparticipants to gain skills, learn theoretical concepts and help acquire vision to look intothe distant future.Skills: Training is imparting skills to employees. A worker needs skills to operatemachines, and use other equipments with least damage and scrap. This is a basic skillwithout which the operator will not be able to function. Employees, particularlysupervisors and executives, need interpersonal skills.Education: The purpose of education is to teach theoretical concepts and develop asense of reasoning and judgment.Project on Training and Development at Sahara India 3
  4. 4. Projectsformba.blogspot.comDevelopment: It is less skill-oriented but stresses on knowledge. Knowledge aboutbusiness environment, management principles and techniques, human relations, specificindustry analysis is useful for better management of a company.Ethics: There is need for imparting greater ethical orientation to a training anddevelopment programme. Ethical attitude help managements make better decisions whichare in the interests of the public, the employees and in the long term-the company itself.Attitudinal Changes: Attitude represents feelings and beliefs of individuals towardsothers. Attitude affects motivation, satisfaction and job commitment. Negative attitudeneed to be converting into positive attitude. Attitude must be changed so that employeesfeel committed to the organization, are motivated for better performance, and derivesatisfaction from their jobs and the work environment.Decision making and problem solving skills: It focus on methods and techniquesfor making organization decision-making and solving work related problems.Project on Training and Development at Sahara India 4
  5. 5. Projectsformba.blogspot.comTRAINING AND DEVELOPMENT OBJECTIVESThe principal objective of training and development division is to make sure theavailability of a skilled and willing workforce to an organization. In addition to that, thereare four other objectives: Individual, Organizational, Functional, and Societal.Individual objectives – help employees in achieving their personal goals, which inturn, enhances the individual contribution to an organization.Organizational Objectives – assist the organization with its primary objective bybringing individual effectiveness.Functional Objectives – maintain the department’s contribution at a level suitable tothe organization’s needs.Societal Objectives – ensure that an organization is ethically and socially responsibleto the needs and challenges of the society.IMPORTANCE OF TRAINING AND DEVELOPMENTProject on Training and Development at Sahara India 5
  6. 6. Projectsformba.blogspot.comIt helps to develop human intellect and an overall personality of the employees.• Productivity – Training and Development helps in increasing the productivity of theemployees 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 withinthe employees.• Organization Culture – Training and Development helps to develop and improvethe organizational health culture and effectiveness. It helps in creating the learningculture within the organization.• Organization Climate – Training and Development helps building the positiveperception and feeling about the organization. The employees get these feelings fromleaders, subordinates, and peers.• Quality – Training and Development helps in improving upon the quality of work andwork-life.Project on Training and Development at Sahara India 6
  7. 7. Projectsformba.blogspot.com• Healthy work-environment – Training and Development helps in creating thehealthy working environment. It helps to build good employee, relationship so thatindividual goals aligns with organizational goal.• Health and Safety – Training and Development helps in improving the health andsafety of the organization thus preventing obsolescence.• Morale – Training and Development helps in improving the morale of the work force.• Image – Training and Development helps in creating a better corporate image.• Profitability – Training and Development leads to improved profitability and morepositive attitudes towards profit orientation.• Training and Development aids in organizational development i.e. Organization getsmore effective decision making and problem solving. It helps in understanding andcarrying out organizational policies• Training and Development helps in developing leadership skills, motivation, loyalty,better attitudes, and other aspects that successful workers and managers usually display.Project on Training and Development at Sahara India 7
  8. 8. Projectsformba.blogspot.com• Optimum Utilization of Human Resources – Training and Development helps inoptimizing the utilization of human resource that further helps the employee to achievethe organizational goals as well as their individual goals.• Development of Human Resources – Training and Development helps to providean opportunity and broad structure for the development of human resources’ technicaland behavioral skills in an organization. It also helps the employees in attaining personalgrowth.• Development of skills of employees – Training and Development 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 employeeMODELS OF TRAININGTraining is a sub-system of the organization because the departments such as, marketing& sales, HR, production, finance, etc depends on training for its survival. Training is atransforming process that requires some input and in turn it produces output in the formof knowledge, skills, and attitudes (KSAs).THE TRAINING SYSTEMThe three model of training are:Project on Training and Development at Sahara India 8
  9. 9. Projectsformba.blogspot.com1. System Model2. Instructional System Development Model3. Transitional modelSYSTEM MODEL TRAININGThe system model consists of five phases and should be repeated on a regular basis tomake further improvements. The training should achieve the purpose of helpingemployee to perform their work to required standards. The steps involved in SystemModel of training are as follows:1. ANALYZE and identify the training needs i.e. to analyze the department, job,employees requirement, who needs training, what do they need to learn, estimatingtraining cost, etc The next step is to develop a performance measure on the basis of whichactual performance would be evaluated.2. DESIGN and provide training to meet identified needs. This step requires developingobjectives of training, identifying the learning steps, sequencing and structuring thecontentsProject on Training and Development at Sahara India 9
  10. 10. Projectsformba.blogspot.com 3. DEVELOP- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives. 4. IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practicesProject on Training and Development at Sahara India 10
  11. 11. Projectsformba.blogspot.com TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is execute VISION – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. MISSION – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization.The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. VALUES – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etcProject on Training and Development at Sahara India 11
  12. 12. Projectsformba.blogspot.com The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance.Project on Training and Development at Sahara India 12
  13. 13. Projectsformba.blogspot.com Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etcProject on Training and Development at Sahara India 13
  14. 14. Projectsformba.blogspot.com 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance.Project on Training and Development at Sahara India 14
  15. 15. Projectsformba.blogspot.com This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. PROCESS OF TRAINING TRAINING NEED TRAINING ANALYSIS DESIGN TRAINING PROCESS TRAINING TRAINING EVALUATION IMPLEMENTATI ONProject on Training and Development at Sahara India 15
  16. 16. Projectsformba.blogspot.comTRAINING NEED ANALYSIS (TNA)/TRAINING NEEDIDENTIFICATION (TNI)An analysis of training need is an essential requirement to the design of effective training.The purpose of training need analysis is to determine whether there is a gap betweenwhat is required for effective performance and present level of performance.Training Need arises at three levels: • Organizational level • Individual level • Operational levelCorporate need and training need are interdependent because the organizationperformance ultimately depends on the performance of its individual employee and itssubgroup.Project on Training and Development at Sahara India 16
  17. 17. Projectsformba.blogspot.comOrganizational level – Training need analysis at organizational level focuses onstrategic planning, business need, and goals. It starts with the assessment of internalenvironment of the organization such as, procedures, structures, policies, strengths, andweaknesses and external environment such as opportunities and threats. After doing theSWOT analysis, weaknesses can be dealt with the training interventions, while strengthscan further be strengthened with continued training. Threats can be reduced byidentifying the areas where training is required. And, opportunities can be exploited bybalancing it against costs. For this approach to be successful, the HR department of thecompany requires to be involved in strategic planning. In this planning, HR developsstrategies to be sure that the employees in the organization have the required Knowledge,Skills, and Attributes (KSAs) based on the future KSAs requirements at each level.Project on Training and Development at Sahara India 17
  18. 18. Projectsformba.blogspot.comIndividual level – Training need analysis at individual level focuses on each and everyindividual in the organization. At this level, the organization checks whether an employeeis performing at desired level or the performance is below expectation. If the differencebetween the expected performance and actual performance comes out to be positive, thencertainly there is a need of training. However, individual competence can also be linkedto individual need. The methods that are used to analyze the individual need are:• Appraisal and performance review• Peer appraisal• Competency assessments• Subordinate appraisal• Client feedback• Customer feedback• Self-assessment or self-appraisalOperational level – Training Need analysis at operational level focuses on the workthat is being assigned to the employees. The job analyst gathers the information onwhether the job is clearly understood by an employee or not.Project on Training and Development at Sahara India 18
  19. 19. Projectsformba.blogspot.comHe gathers this information through technical interview, observation, psychological test;questionnaires asking the closed ended as well as open ended questions, etc.Today, jobs are dynamic and keep changing over the time. Employees need to prepare forthese changes. The job analyst also gathers information on the tasks needs to be done plusthe tasks that will be required in the future. Based on the information collected, trainingNeed analysis (TNA) is done.Benefits of need assessmentTraining programs are designed to achieve specific goals that meet felt needs. There aremany benefits of need assessment:1. Trainers may be informed about the broader need of the trainees.2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees.3. Assessment makes training department more accountable and more clearly linked to other human resource activities, which make the training programs easier to sell to line managers.Project on Training and Development at Sahara India 19
  20. 20. Projectsformba.blogspot.comTRAINING-DESIGNThe design of the training program can be undertaken only when a clear trainingobjective has been produced. The training objective clears what goal has to be achievedby the end of training program i.e. what the trainees are expected to be able to do at theend of their training. Training objectives assist trainers to design the training program.The trainer – Before starting a training program, a trainer analyzes his technical,interpersonal, judgmental skills in order to deliver quality content to trainers.The trainees – A good training design requires close scrutiny of the trainees and theirprofiles. Age, experience, needs and expectations of the trainees are some of theimportant factors that affect training design.Cost of training – It is one of the most important considerations in designing a trainingprogramme. A training programme involves cost of different types. These may be in theform of direct expenses incurred in training, cost of training material to be provided,arrangement of physical facilities and refreshment, etc. Besides these expenses theorganization has to bear indirect cost in the form of loss of production during trainingperiod. Ideally, a training programme must be able to generate more revenues than thecost involved.Project on Training and Development at Sahara India 20
  21. 21. Projectsformba.blogspot.comTraining climate – A good training climate comprises of ambience, tone, feelings,positive perception for training program, etc. Therefore, when the climate is favorablenothing goes wrong but when the climate is unfavorable, almost everything goes wrong.Project on Training and Development at Sahara India 21
  22. 22. Projectsformba.blogspot.com TRAINING-DESIGNTrainees’ learning style – the learning style, age, experience, educational backgroundof trainees must be kept in mind in order to get the right pitch to the design of theprogram.Training strategies – Once the training objective has been identified, the trainertranslates it into specific training areas and modules. The trainer prepares the priority listof about what must be included, what could be included.Training topics – After formulating a strategy, trainer decides upon the content to bedelivered. Trainers break the content into headings, topics, ad modules. These topics andmodules are then classified into information, knowledge, skills, and attitudes.Sequence the contents – Contents are then sequenced in a following manner:• From simple to complex• Topics are arranged in terms of their relative importance• From known to unknown• From specific to general• Dependent relationshipProject on Training and Development at Sahara India 22
  23. 23. Projectsformba.blogspot.comTraining tactics – Once the objectives and the strategy of the training programbecomes clear, trainer comes in the position to select most appropriate tactics or methodsor techniques. The method selection depends on the following factors:• Trainees’ background• Time allocated• Style preference of trainer• Level of competence of trainer• Availability of facilities and resources, etcSupport facilities – IT can be segregated into printed and audio visual. The variousrequirements in a training program are white boards, flip charts, markers, etc.Constraints – The various constraints that lay in the trainers mind are:• Time• Accommodation, facilities and their availability• Furnishings and equipments• Budget• Design of the training, etcProject on Training and Development at Sahara India 23
  24. 24. Projectsformba.blogspot.comTRAINING IMPLEMENTATIONTo put training program into effect according to definite plan or procedure is calledtraining implementation. Training implementation is the hardest part of the systembecause one wrong step can lead to the failure of whole training program. Even the besttraining program will fail due to one wrong action. Training implementation can besegregated into:• Practical administrative arrangements• Carrying out of the trainingOnce the staff, course, content, equipments, topics are ready, the training is implemented.Completing training design does not mean that the work is done because implementationphase requires continual adjusting, redesigning, and refining. Preparation is the mostimportant factor to taste the success. Therefore, following are the factors that are kept inmind while implementing training program:The trainer – The trainer need to be prepared mentally before the delivery of content.Trainer prepares materials and activities well in advance. The trainer also set groundsbefore meeting with participants by making sure that he is comfortable with coursecontent and is flexible in his approach.Physical set-up – Good physical set up is pre-requisite for effective and successfultraining program because it makes the first impression on participants.Project on Training and Development at Sahara India 24
  25. 25. Projectsformba.blogspot.comClassrooms should not be very small or big but as nearly square as possible. This willbring people together both physically and psychologically. Also, right amount of spaceshould be allocated to every participant.Establishing rapport with participants – There are various ways by which a trainercan establish good rapport with trainees by:• Greeting participants – simple way to ease those initial tense moments• Encouraging informal conversation• Remembering their first name• Pairing up the learners and have them familiarized with one another• Listening carefully to trainees’ comments and opinions• Telling the learners by what name the trainer wants to be addressed• Getting to class before the arrival of learners• Starting the class promptly at the scheduled time• Using familiar examples• Varying his instructional techniques• Using the alternate approach if one seems to bog downProject on Training and Development at Sahara India 25
  26. 26. Projectsformba.blogspot.comReviewing the agenda – At the beginning of the training program it is very importantto review the program objective. The trainer must tell the participants the goal of theprogram, what is expected out of trainers to do at the end of the program, and how theprogram will run. The following information needs to be included:• Kinds of training activities• Schedule• Setting group norms• Housekeeping arrangements• Flow of the program• Handling problematic situationsIn general programme implementation involves action on the following lines:• Deciding the location and organizing training and other facilities.• Scheduling the training programme.• Conducting the programme.• Monitoring the progress of the trainees.Project on Training and Development at Sahara India 26
  27. 27. Projectsformba.blogspot.comTRAINING EVALUATIONThe process of examining a training program is called training evaluation. Trainingevaluation checks whether training has had the desired effect. Training evaluation ensuresthat whether candidates are able to implement their learning in their respectiveworkplaces, or to the regular work routines.Purposes of Training EvaluationThe five main purposes of training evaluation are:Feedback: It helps in giving feedback to the candidates by defining the objectives andlinking it to learning outcomes.Research: It helps in ascertaining the relationship between acquired knowledge, transferof knowledge at the work place, and training.Project on Training and Development at Sahara India 27
  28. 28. Projectsformba.blogspot.comControl: It helps in controlling the training program because if the training is noteffective, then it can be dealt with accordingly.Power games: At times, the top management (higher authoritative employee) uses theevaluative data to manipulate it for their own benefits.Intervention: It helps in determining that whether the actual outcomes are aligned withthe expected outcomes.Functions of evaluation:There are basically two functions of evaluation:1. Qualitative evaluations is an assessment process how well did we do?2. Quantitative evaluation is an assessment process that answers the question How much did we do?Principles of Training Evaluation:Training need should be identified and reviewed concurrently with the business andpersonal development plan process.a) Evaluation must be continuous.b) Evaluation must be specific.c) Evaluation must be based on objective methods and standards.d) There should be correlation to the needs of the business and the individual.Project on Training and Development at Sahara India 28
  29. 29. Projectsformba.blogspot.com e) Organizational, group and individual level training need should be identified and evaluated. f) Techniques of evaluation should be appropriate. g) The evaluation function should be in place before the training takes place. h) The outcome of evaluation should be used to inform the business and training process. Need of evaluation of Training: Training cost can be significant in any business. Most organizations are prepared to incur these cost because they expect that their business to benefit from employees development and progress. Whether business has benefited can be assessed by evaluation training. There are basically four parties involved in evaluating the result of any training. Trainer, Trainee, Training and Development department and Line Manager.• The Trainee wants to confirm that the course has met personal expectations and satisfied any learning objectives set by the T & D department at the beginning of the programme.• The Trainer concern is to ensure that the training that has been provided is effective or not.• Training and Development want to know whether the course has made the best use of the resources available.• The Line manager will be seeking reassurance that the time hat trainee has spent in attending training results in to value and how deficiency in knowledge and skill redressed. Project on Training and Development at Sahara India 29
  30. 30. Projectsformba.blogspot.com The problem for many organizations is not so much why training should be evaluated but how. Most of the organizations overlook evaluation because financial benefits are difficult to describe in concrete terms. The process of evaluation is central to its effectiveness and helps to ensure that:• Whether training budget is well spent• To judge the performance of employee as individual and team.• To establish culture of continuous learning and improvement. PROCESS OF TRAINING EVALUATION Before Training: The learner’s skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training: It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether Project on Training and Development at Sahara India 30
  31. 31. Projectsformba.blogspot.comtraining has had the desired effect at individual department and organizational levels.There are various evaluation techniques for this phase.Techniques of evaluationThe various methods of training evaluation are:• Observation• Questionnaire• Interview• Self diaries• Self recording of specific incidentsWHAT TO EVALUATE/LEVEL OF EVALUATIONProject on Training and Development at Sahara India 31
  32. 32. Projectsformba.blogspot.comDonald Kirkpatrick developed four level models to assess training effectiveness.According to him evaluation always begins with level first and should move throughother levels in sequence. ss• Reaction Level: The purpose is to measure the individual reaction to the training activity. The benefit of Reaction level evaluation is to improve Training and Development activity efficiency and effectiveness.• Learning Level: The basic purpose is to measure the learning transfer achieved by the training and development activity. Another purpose is to determine to what extent the individual increased their knowledge, skills and changed their attitudes by applying quantitative or qualitative assessment methodsProject on Training and Development at Sahara India 32
  33. 33. Projectsformba.blogspot.com• Behavior Level: The basic purpose is to measure changes in behavior of the individual as a result of the training and development activity and how well the enhancement of knowledge, skill, attitudes has prepared than for their role.• Result Level: The purpose is to measure the contribution of training and development to the achievement of the business/operational goals.Project on Training and Development at Sahara India 33
  34. 34. Projectsformba.blogspot.comProject on Training and Development at Sahara India 34
  35. 35. Projectsformba.blogspot.com OBJECTIVES OF STUDYThe main objective of the study is first to gain some practical knowledge regarding thefunctioning of MNC’s and other organizations which is very necessary to fullyunderstand the primary functions & hence it fulfill the purpose of the Summer Internshipunder MBA course.The other objectives were:1. To study the Importance of Training and Development.2. To study the roles of Training and development Programme.3. To study the process and functions of training.4. To explore the methodology and types of training provided to the employees in an organization.5. To study the purpose, process, principle, functions of the post training evaluation.6. To study the different types of methods/techniques used to evaluate the training.7. To study the level of evaluation.8. To study the relevance of the post training evaluation/feedback for the employee as well as for an organization.Project on Training and Development at Sahara India 35
  36. 36. Projectsformba.blogspot.comProject on Training and Development at Sahara India 36
  37. 37. Projectsformba.blogspot.comCOMPANY‘S PROFILESahara India- a corporate, which believe that quality, is never an accident it is a result ofplanning, team work and a commitment of excellence. Sahara India Pariwar is a multi-business conglomerate with diversified business interest that includes finance, real estate,media & entertainment, tourism & hospitality, and service & trading. Sahara India PariwarYear 1978 in Gorakhpur, 2005, headquarter in India Lucknow IndiaWorkers 3 9.10 lackDependents 15 45.50 lackAsset 2000 Over 50,000 croreEstablishments 1 1707 No Trade union No ownerImportant points• The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam”Project on Training and Development at Sahara India 37
  38. 38. Projectsformba.blogspot.com• Every year, republic day and independence day is celebrated as Bharat Parv ( national festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar( family).• Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team.• Sahara India Pariwar in often referred as the world’s largest family• 910,000 workers/ employees and no trade union• Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar less clear-to-sky dome of its kind• Holds the Guinness world record for planning 125,256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city• Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go.• Conducts mass marriage ceremony of 101 underprivileged girls every year• Subrato Roy Sahara is also referred as “Saharasri” SAHARA INDIA PARIWAROVERVIEWProject on Training and Development at Sahara India 38
  39. 39. Projectsformba.blogspot.comSahara India Pariwar is a major entity on the corporate scene having diversifiedbusiness interests that include Finance, Infrastructure & Housing, Media &Entertainment, Consumer Products, Manufacturing, and Services & Trading.Quality is our essence and we, at Sahara India Pariwar , have always stressed on theQualitative aspect. Consequently in this run for quality, quantity has always pursued us.We look forward to reaching the zenith and reaffirm our commitment to the process ofsound nation-building. PROFIT SHARINGCORE COMMITMENTS - OUR STRENGTHProject on Training and Development at Sahara India 39
  40. 40. Projectsformba.blogspot.com• Emotion• Discipline• Duty• No discrimination• Quality• Give respect• Self-respect• Truth• Collective Materialism• Religion• Absolute HonestyWhatA commitment of Sahara India Pariwar to the genuine needs and rights of anybody &Project on Training and Development at Sahara India 40
  41. 41. Projectsformba.blogspot.comeverybody - Be it to a depositor, newspaper reader, consumer.... all business associatesand Sahara India Family Members.NeedIndia needs effective consumer protection and protection of workers genuine rights.There are various agencies, promising protection & action. But no external body canprovide justice unless the company becomes QUALITY CONSCIOUS WITHSTRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS asits very dominating nature.MottoWe not only believe but practice NO DISCRIMINATION, JUSTICE & HIGHQUALITY - means enthusiastic, productive performance of duty "KARTAVYA towardsthe consumer, workers genuine satisfaction.AimTo provide justice - be it a matter of the tiniest imperfection or injustice in ourCOMMITMENT - products or services. direct or indirect, short term or long term.WhereKindly rush your grievances/suggestions or any queries related to Sahara India Pariwar toProject on Training and Development at Sahara India 41
  42. 42. Projectsformba.blogspot.comthe nearest Sahara establishment and/or to: Response Will Never Be Delayed AndJustice Will Never Be DeniedProject on Training and Development at Sahara India 42
  43. 43. Projectsformba.blogspot.com DATA COLLECTIONData collection is a term used to describe a process of preparing andcollecting business data - for example as part of a process improvement or similarproject.Project on Training and Development at Sahara India 43
  44. 44. Projectsformba.blogspot.comData collection usually takes place early on in an improvement project, and is oftenformalized through a data collection Plan which often contains the following activity. 1. Pre collection activity – Agree goals, target data, definitions, methods 2. Collection – data collection 3. Present Findings – usually involves some form of sorting analysis and/or presentation.There are two methods of data collection which are discussed below: DATA COLLECTIONProject on Training and Development at Sahara India 44
  45. 45. Projectsformba.blogspot.com PRIMARY DATA SECONDARY DATA (Data collection techniques)QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL SOURCE SOURCE Unstructure PRIMARY DATAIn primary data collection, you collect the data yourself using methods such as interviewsand questionnaires. The key point here is that the data you collect is unique to you andyour research and, until you publish, no one else has access to it.Project on Training and Development at Sahara India 45
  46. 46. Projectsformba.blogspot.comI have tried to collect the data using methods such as interviews and questionnaires. Thekey point here is that the data collected is unique and research and, no one else hasaccess to it. It is done to get the real scenario and to get the original data of present.DATA COLLECTION TECHNIQUEQuestionnaire:Questionnaire are a popular means of collecting data, but are difficult to design and oftenrequire many rewrites before an acceptable questionnaire is produced. The featuresincluded in questionnaire are:• Theme and covering letter• Instruction for completion• Types of questions• LengthInterview:This technique is primarily used to gain an understanding of the underlying reasons andmotivations for people’s attitudes, preferences or behavior. The interview was done byasking a general question. I encourage the respondent to talk freely. I have used anProject on Training and Development at Sahara India 46
  47. 47. Projectsformba.blogspot.comunstructured format, the subsequent direction of the interview being determined by therespondent’s initial reply, and come to know what is its initial problem is.SAMPLING METHODOLOGYSampling technique:Initially, a rough draft was prepared keeping in mind the objective of the research. A pilotstudy was done in order to know the accuracy of the questionnaire. The finalquestionnaire was arrived only after certain important changes were done. Thus mysampling came out to be judgmental and continent.Sampling Unit:The respondents who were asked to fill out questionnaires are the sampling units. Thesecomprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended thepersonality development workshop.Sampling Size: 20 SECONDARY DATAAll methods of data collection can supply quantitative data (numbers, statistics orfinancial) or qualitative data (usually words or text). Quantitative data may often beProject on Training and Development at Sahara India 47
  48. 48. Projectsformba.blogspot.compresented in tabular or graphical form. Secondary data is data that has already beencollected by someone else for a different purpose to yours.Need of using secondary data1. Data is of use in the collection of primary data.2. They are one of the cheapest and easiest means of access to information.3. Secondary data may actually provided enough information to resolve the problem being investigated.4. Secondary data can be a valuable source of new ideas that can be explored later through primary research.Limitation of secondary data1. May be outdated.2. May not be reported in the required form.3. May not be very accurate.4. Collection for some other purpose.Project on Training and Development at Sahara India 48
  49. 49. Projectsformba.blogspot.com ANALYSIS OF SECONDARY DATA T& D FUNCTIONS IN SAHARA INDIA PARIWAR TEAM-HEAD TNI Training calander Training budget Training feedback Training manuals Approvals/concept paperProject on Training and Development at Sahara India 49 PDW CCT-2009 CCT Networking
  50. 50. Projectsformba.blogspot.com TEAM TEAM TEAM MEMBER3 MEMBER 1 MEMBER 2 TEAM Training MEMBER4IT support Module design initiativeProject/Summer Module Internal Library mgmttraining development External BooksInduction Internal TNI Concept Journalmanual/ppt External TNI Development NewspaperPD e-manual Product/Process Write-ups& Dak(In/out)CCT-2009 Training Briefing databaseTraining feedback Oorja Training Recordor Project/Summer Evaluation Maintenance evaluation training PD e-manual Admin followAdmin task HRIS support Oorja UpDatabase Best HR Project/summe Bulletin/Boardmanagement practices r training managementMIS-T&D Bulletin/Board Management The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: Project on Training and Development at Sahara India 50
  51. 51. Projectsformba.blogspot.com(1) Training needs identification/ assessment: From employees through interviews,questionnaires, etc. and secondly through HOD recommendation. TNI IN SAHARA INDIA PARIWA R HOD TNI RECMMEND EXERCISE/SU ATION RVEY(2) Training (Internal/External): Training depends upon its scope, whether needs ofthe training can be met within the organization or whether has to be taken to anenvironment outside the organization.(3) Certified corporate trainer: Certified corporate trainers are the employees of thecompany itself. It is their voluntary involvement. If they feel like in their service tenurethat they can, for some time, train the employees of the company on the base of theirProject on Training and Development at Sahara India 51
  52. 52. Projectsformba.blogspot.comexperience, then send in their CVs and on approval by the respective authority, becomecertified corporate trainers.(4) Types of training given in Sahara India Pariwar: • Induction/Orientation training • Soft skill development training • Project trainingINDUCTION/ORIENTATION TRAININGThese terms are interchangeably used to give a friendly welcome to the new employeesas members of the organization so also to introduce the new employee with the availableinstallations (plant and machineries, systems), work norms, organizational objectives andthe job position of the employee.Content:• The company size, structure of the organization, history, market share• Achievements, objective and mission.• Product training• Shop floor-rules and regulations• Personnel policies• Union contractProject on Training and Development at Sahara India 52
  53. 53. Projectsformba.blogspot.com• Company services• Service departmentSOFT SKILL DEVELOPMENT TRAININGModules of soft skill development training in Sahara India Pariwar:  Personality and positive attitude  Business communication  Team building and leadership  Stress management and work-life balance  Business etiquettes and corporate groomingPERSONALITY & POSITIVE ATTITUDEAbout the ModulePersonality as a whole cannot be defined without the positive attitude. It is the positiveattitude of a person that plays an important role in various decision making process andreaction to responsibilities and challenges in work and life. The module has beendeveloped to help the individual to develop the understanding that how individualpersonalities can influence the organizational development & the organizational success.Objective of the ModuleTo understand the concept of Personality & positive attitude in relation to organizationalsuccess.Project on Training and Development at Sahara India 53
  54. 54. Projectsformba.blogspot.comCoverage of the Module• What is personality• Attributes of personality• Three levels of Personality• Personality is uniqueness• Internal & External Qualities• What are the determinants of personality• What is a Organizational Personality• Linking personality and organizations effectiveness• How Positive Attitude can influenced PersonalityBUSINESS COMMUNICATIONBackgroundEffective communication is very crucial in the business success. It is the lifeblood of anbusiness organization. It includes conveying messages to other people clearly andunambiguously. Its also about receiving information that others are sending to you, withas little distortion as possible.Doing this involves effort from both the sender of the message and the receiver. And its aprocess that can be fraught with error, with messages muddled by the sender, ormisinterpreted by the recipient. When this isnt detected, it can cause tremendousconfusion, wasted effort and missed opportunityProject on Training and Development at Sahara India 54
  55. 55. Projectsformba.blogspot.comObjective of the ModuleTo understand the importance of Business Communication in order to enhance thecapabilities of understanding and implementing the correct communication channel tobring the effectiveness of the organization in order to succeed in business, and maintaingood relationships with clients, customers and employee.Coverage of the Module• What is communication?• Need of communication• Communication flow• Types of Communication• Barriers of Communication• Overcoming tips of barrier• Essentials of effective communicationTEAM BUILDING & LEADERSHIPBackgroundIn the context of globalization only high performing managers can survive, grow andexcel. This calls for continuous enhancement of the dynamics of leadership capabilitiesProject on Training and Development at Sahara India 55
  56. 56. Projectsformba.blogspot.comof managers. Today’s managers will have to demonstrate positive leadership capabilitiesby creating and sustaining trust, shared vision as well as synergy to achieveorganizational goals.Objective of the Module• Understanding the role of leadership, teamwork and team-building.• Improving business results by managing team dynamics; flexibility and resilience, self management and emotional maturityCoverage of the Module• Team Vs. Group• Team & Team Work• The essentials of winning Team• A good team player• Stages of Team Building• Leadership, teamwork & team-building• Leader Vs. ManagerSTRESS MANAGEMENT & WORK LIFE BALANCEBackgroundDuring the last 20 years, the nature of jobs across globe has changed substantiallyresulting in jobs becoming less and less physically demanding. Coupled with this, theProject on Training and Development at Sahara India 56
  57. 57. Projectsformba.blogspot.comchange in life style, has led to stress level increasing day by day, both at work place andat home. It is therefore of utmost importance to understand the various transientsaffecting health and fitness levels of individuals. In view of this, the module will help totake a proactive approach to stress management in order to establish a work environmentthat is healthy, stress-free and fit.Objective of the ModuleTo understand the stress level, its symptoms and various impacts and to developa better work life balance strategies for leading a better life.Coverage of the Module• What is stress?• Reasons of stress• Symptoms& Impact of stress• Managing Stress• ABC Strategy• Tips of de-stressingBUSINESS ETIQUETTE & CORPORATE GROOMINGBackgroundProject on Training and Development at Sahara India 57
  58. 58. Projectsformba.blogspot.comSelf –improvement and self –development has become imperative for survival in thechanging and competitive environment. Business Etiquette is a very important factor indetermining the success or failure of a business or a person. This module will guide toenhance the focus for Business Etiquette & Corporate Grooming.Objective of the ModuleTo understand the importance of Corporate grooming, Power Dressing and how to makeour body language effective in order to enhance personal effectiveness with goodmanners and etiquettes in order to succeed in your business, be liked by people andmaintain good relationships with clients, customers and employees.Coverage of the Module• Business etiquette• Corporate grooming• Corporate ground rules• Social niceties• Meeting protocol• Dining etiquettePROJECT TRAININGProject trainings are the time-to-time held training sessions held by the organization andwith the help of experienced and learned employees to train students outside theProject on Training and Development at Sahara India 58
  59. 59. Projectsformba.blogspot.comorganizations, in various practical fields, for the accomplishments of their compulsoryprojectsTraining evaluation Process:1. What do you understand by training?Learning 0Enhancement of knowledge, skill &attitude 4Project on Training and Development at Sahara India 59
  60. 60. Projectsformba.blogspot.comSharing information 0All of the above 16ANALYSISThe above result shows that most of the kartavyayogis of corporate HR are well aware ofthe definition, inputs and purpose of the training program. They are self motivated toattend such training program as it will result in their skill enhancement & improving theirinterpersonal skill.2. Training is must for enhancing productivity and performance.Completely agree 17Partially agree 3Disagree 0Unsure 0Project on Training and Development at Sahara India 60
  61. 61. Projectsformba.blogspot.com ANALYSIS: The above result shows that mostly all thekartavyayogis of corporate HR are well aware of the role and importance of the training. Itmeans somewhere their productivity and performance has been improved after the trainingprogram attended by them and it helped them to achieve their goal. 3. (i). Have you attended any training program in the last 01 year? Yes 20 No 0 Project on Training and Development at Sahara India 61
  62. 62. Projectsformba.blogspot.comANALYSIS:100% respondents had attended training program in the last 01 year. It means incorporate HR, Sahara India Pariwar, time to time training is provided to all thekartavyayogis and it is continuous process.(ii). If yes, which module of soft skill development training?Personality and positive attitude 3Business communication 2Team building and leadership 0Stress management and work-life balance 2Business etiquettes and corporate grooming 0All of above 13If any other ,please specify 0Project on Training and Development at Sahara India 62
  63. 63. Projectsformba.blogspot.comANALYSIS:65% respondents had attended all the five modules of soft skill development training. Butbesides soft skill development training, Corporate HR Sahara India Pariwar should alsoprovide product/process or skill based training to enhance the employability.4.(i). After the training, have you given feedback of it? Yes 20 No 0Project on Training and Development at Sahara India 63
  64. 64. Projectsformba.blogspot.comANALYSIS:100% respondent had given feedback after attending the training. It means each andevery respondent are well aware of the importance of giving feedback. They know thattheir feedback is very important to identify the effectiveness and valuation of trainingprogram.(ii). If yes, through which method?Questionnaire 16Interview 1Supplement test 1Any other 0Project on Training and Development at Sahara India 64
  65. 65. Projectsformba.blogspot.comANALYSIS:The above result shows that the questionnaire is the most popular method of evaluating thetraining program and other methods are not very much in practice in corporate HR, SaharaIndia Pariwar But since there are various other methods of evaluation of training programlike interviews, supplement test, self diaries& observation so it should also implementthe other methods also to identify the ROI (return on investment) & effectiveness andvaluation of the training program. 5. Which method of post training feedback according to you is more appropriate? Observation 5 Questionnaire 3 Interviews 8 Self diaries 3 Supplement test 1 Project on Training and Development at Sahara India 65
  66. 66. Projectsformba.blogspot.comANALYSIS: I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback of trainees but only 15% respondents are in favor of questionnaire because in it there is a possibility of getting inaccurate data and in this responding conditions are also not controlled. II. On the other side 40% respondents feel that interview is the most appropriate method of evaluating the training program because it is more flexible method, and in this they can get the opportunity for clarification and the most important thing is that in the interview, personal interaction is also possible. III. 25% are in favor of observation because this is non-threatening and is excellent way to measure the behavioral changes. IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement test. It means that Corporate HR, Sahara India Pariwar should also try to use other method of evaluation of training program. Project on Training and Development at Sahara India 66
  67. 67. Projectsformba.blogspot.com6.(i). Do you think that the feedback can evaluate the trainingeffectiveness? Yes 20 No 0Project on Training and Development at Sahara India 67
  68. 68. Projectsformba.blogspot.comANALYSIS:100% respondents think that the feedback can evaluate the training effectiveness. Itmeans that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware ofthe importance of taking feedback after the training.(ii).If yes, how can the post training feedbacks can help theparticipants?Improve job performance 1An aid to future planning 3Motivate to do better 2All of the above 14None 0Project on Training and Development at Sahara India 68
  69. 69. Projectsformba.blogspot.comANALYSIS:70% respondent feel that the post training feedback can help the participants to improvetheir job performance, is an aid to future planning and can motivate to do better. It meansthat they are benefited by giving feedback of the training, attended by them. 6. Post training evaluation focus on result rather than on the effort expended in conducting training. Completely agree 14 Partially agree 6 Disagree 0 Unsure 0 Project on Training and Development at Sahara India 69
  70. 70. Projectsformba.blogspot.comANALYSIS:70% respondents are completely agree and 30% respondents are partially agree with thestatement that post training evaluation focus on result rather than on the effort expended inconducting training program. It means that all the respondent are well aware of the purposeand objective of the post training evaluation. 7. What should be the approach of post training evaluation? Trainer centered 2 Trainee centered 2 Subject centered 8 All of the above 8 Project on Training and Development at Sahara India 70
  71. 71. Projectsformba.blogspot.com ANALYSIS: I. 40% respondents feel that the approach of post training evaluation should be subject centered and 40% respondent also feel that it should be trainer, trainee and subject centered. II. 10% respondents are in favor of trainee centered approach and 10% respondents are in favor of trainer centered approach. It means that the evaluation procedure should be implemented concerning trainer, trainee and subject.8. What should be the ideal time to evaluate the training? Immediate after training 6 After 15 days 7 After 1 month 4 Can’t say 3 Project on Training and Development at Sahara India 71
  72. 72. Projectsformba.blogspot.com ANALYSIS:35% respondent feel that training should be evaluate after 15 days.30% feel that it shouldbe immediate after training. 20% feel that ideal time to evaluate the training is after 1month and 15% are unsure.Since each respondent had attended different training program. So the ideal time ofevaluation of training depends on types of training. It could be vary for different training. 9. Should the post training evaluation procedure reviewed and revised periodically? Yes 16 No 2 Can’t say 2 Project on Training and Development at Sahara India 72
  73. 73. Projectsformba.blogspot.comANALYSIS:80% respondents feel that the post training evaluation procedure should be reviewed andrevised periodically. It means that it has to be a continuous process and be taken regularlyby the line manager/Reporting manager of the participants. It could also be taken by peergroup.Still 10% feel that the post training evaluation procedure should not be reviewed andrevised periodically. It means they are satisfied with the post training evaluation procedure,followed by Corporate HR, Sahara India Pariwar. 10. Is the whole feedback exercise after the training worth the time, money and effort? Yes 18 No 2 Can’t say 0 Project on Training and Development at Sahara India 73
  74. 74. Projectsformba.blogspot.comANALYSIS:90% respondents feel that the whole feedback exercise worth the time, money and effortand 10% respondent are not agree with this. It means that feedback exercise is valuableand worthful for the participant to achieve their personal goal as well as for theorganization.Still 10% are unsure about it. So there is a need to create awareness among them that howmuch the feedback exercise is important to identify the effectiveness and valuation of thetraining program, to identify the ROI, need of retraining and the points to improve thetraining11.The post training feedback can be used:To identify the effectiveness and valuation of training program 3To identify the ROI(return on investment) 2To identify the need of retraining 0To provide the points to improve the training 0All of above 15Project on Training and Development at Sahara India 74
  75. 75. Projectsformba.blogspot.comANALYSIS:75% respondents feels that post training feedback can be used to identify theeffectiveness and valuation of training program, to identify the ROI, to identify the needof retraining and to provide the points to improve the training. And others are also awareof the importance of post training feedback.Project on Training and Development at Sahara India 75
  76. 76. Projectsformba.blogspot.com KEY FINDINGS • Mostly all the kartavyayogis 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, Sahara India Pariwar , time to time training is provided to all the kartavyayogis and it is continuous process. • Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training.Project on Training and Development at Sahara India 76
  77. 77. Projectsformba.blogspot.com • Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar. • Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program. • 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. • In Sahara India Pariwar, post training evaluation is 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.Project on Training and Development at Sahara India 77
  78. 78. Projectsformba.blogspot.comProject on Training and Development at Sahara India 78
  79. 79. Projectsformba.blogspot.com CONCLUSIONProfessional competence describes the state-of-the-art, Area- knowledge, expertise andskill relevant for performing excellently within a specific functional department. Thiscompetence insures that technical knowledge is both present and used within a firm forthe welfare of its stake-holders. To develop this competence regular Training andDevelopment is requiredTherefore, Training initiatives and programs have become a priority for HumanResources. As business markets change due to an increase in technology initiatives,companies need to spend more time and money on training employees. In today’sProject on Training and Development at Sahara India 79
  80. 80. Projectsformba.blogspot.combusiness climate employee development is critical to corporate success and organizationsare investing more in their employees training and development needs.Training evaluation is the important part of training process. It provides a feedback andhelp the sponsors and the resource persons for improvement at the level of individualperformance and in the strategy formulation for training and development. Post trainingevaluation can be used to identify the effectiveness and valuation of training programme,to identify the ROI (return on investment), to identify the need of retraining and toprovide the points to improve the training.Project on Training and Development at Sahara India 80
  81. 81. Projectsformba.blogspot.com LIMITATION OF THE STUDY1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR LUCKNOW. So the study is subject to the limitation of area.2. The time period of the study was only two six weeks which may provide a deceptive picture in comparison of the study based on long run.3. Sampling size was of only 20, because only these people had attended soft skill development training.Project on Training and Development at Sahara India 81
  82. 82. Projectsformba.blogspot.com4. Corporate HR, Sahara India Pariwar only provides soft skill development training, not skill based (product/process) training. So how can one evaluate the skill based training is still unresolved.5. The study is based only on secondary & primary data so lack of keen observations and interactions were also the limiting factors in the proper conclusion of the study.Project on Training and Development at Sahara India 82
  83. 83. Projectsformba.blogspot.com SUGGESTIONS  The management must commit itself to allocate major resources and adequate time to training.  Ensure that training contribute to competitive strategies of the firm. Different strategies need different HR skill for implementation. Let training help employees at all levels acquire the needed skill.  Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all levels on a continuous and ongoing basis.Project on Training and Development at Sahara India 83
  84. 84. Projectsformba.blogspot.com  Ensure that there is proper linkage among organizational, operational and individual training needs.  Skill based training (product/process training) should also be provided.  Besides questionnaire other methods of post training evaluation should also be used like interviews, self diaries, observation and supplement test.  The evaluation procedure must be implemented concerning trainer, trainee and subject.  Post training feedback has to be continuous and should also be taken from line manager/superior & from peers to find out the effectiveness and valuation of training.Project on Training and Development at Sahara India 84
  85. 85. Projectsformba.blogspot.comProject on Training and Development at Sahara India 85
  86. 86. Projectsformba.blogspot.com BIBLIOGRAPHYBOOKS REFERRED:Make Training Evaluation Work – Jack.J.Phillips, ASTD PublishersEverything You Ever Needed To Know About Training – Kaye Thome & David Mackey,AMACOM-2007Grooming Personality & Development – Elizibith Hurlok, Tata McGrawHillProject on Training and Development at Sahara India 86
  87. 87. Projectsformba.blogspot.comWEBSITE REFERRED:www.google.comwww.saharaindia.comwww.scribd.comwww.wikepedia.comwww.hrguide.comProject on Training and Development at Sahara India 87

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