A

PROJECT REPORT

ON

A STUDY ON TRAINING AND DEVELOPMENT

AT

NSPIRA MANAGEMENT SERVICES PRIVATE LIMITED

BY

MYLARAM ARUNA

H.T. NO: 1520-21-672-118

Under The Guidance Of

Mrs. T. SWETHA

(Assistant Professor)

Submitted in partial fulfillment of the requirement for the award of the

MASTER OF BUSINESS ADMINISTRATION
(2021-2023)

Department of Business Administration

KESHAV MEMORIAL INSTITUTE OF MANAGEMENT
(Affiliated to Osmania University)
NARAYANAGUDA, HYDERABAD
ii
iii
 DECLARATION

IherebydeclarethatthisProjectReporttitled“TRAINING AND
DEVELOPMENT”submittedbymetothe Department of Business Management, O.U,
Hyderabad, is a Bonafide work undertaken
bymeanditisnotsubmittedtoanyotherUniversityorInstitutionfortheawardofanydegreediploma/
certificateorpublishedanytimebefore.

Name and Address of the Student Signature of the Student

Name of the student : MYLARAM ARUNA

KESHAV MEMORIAL INSTITUE OF MANAGEMENT

NARAYANGUDA,HYDERABAD,

iv
 ACKNOWLEDGEMENT

I take this opportunity to extend my profound thanks and deep sense of gratitude to the authorities of
NSPIRA MANAGEMENT SERVICES PRIVATE LIMITED, for giving me the opportunity
to undertake this project work in their esteemed organization. I profusely thankto the organization. My
sincere thanks to, Dr. K. SOMESHWER RAO (Dire tor), and my project guide,
Mrs. T.SWETHA for their kind encouragement and constant support extended in completion of
this project work. From the bottom of my heart, I am also thankful to all those who have
incidentally helped me, through their valued guidance, co-operation and unstinted support
during the course of my project.

MYLARAM ARUNA

H.T. NO: 1520-21-672-118

v
 ABSTRACT

Training and development is a necessary factor in the attainment of organizational objectives of

any organization. In every organization exists some form training and development
programmers.

The manpower has to be trained and developed in terms of quality and quantity so that they
can effectively and efficiently control the commanding height of our profit. The business
organization has risen to this by providing the national Council for management education and
training and the Centre for management development schemes.

It is important because it directs training and development towards organization need and
aspiration. In Nispra groups there is already a formalized system of staff training and
development in the organization to help it attain it objectives. This project paper is set for
highlight the problems of staff training and development in the company and also to offer
solutions to this problem.

Training is the most important technique of human resource development.no organisation can
get a candidate who exactly matches with the job and the organizational
requirements.hence ,training is important to develop the employee and make him suitable to the
job.

A research has proved that most of the employees feel that they require training .85% of
employees feel that training program helps them to increase their performance .I have taken the
opinions of 100 employees who have recently completed training program .A questionnaire
was designed to take their opinions .And ,the interpreted result and suggestions were submitted
to the HR department.

vi
vii
 INDEX

S.NO PARTICULARS PAGE NO

1 CHAPTER-1 1-14

Introduction

2 CHAPTER -2 15-26

Review of Literature

3 Chapter-3 27-31

Company profile

4 CHAPTER-4 32-49

Data Analysis and interpretation

5 CHAPTER -5 50-54

Finding suggestions & conclusions

 Annexure 55-61
 Bibliography
 Questionnaire

viii
 CHAPTER-1

INTRODUCTION

1
INTRODUCTION

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,
developing,
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 set of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his
entry into an organization until he leaves, come under the horizon of HRM. The divisions
included in HRM are Recruitment, Payroll, Performance Management, Training and
Development, Retention, Industrial Relation, etc. Out of all these divisions, one such
important division is training and developmentTraining and Development is a subsystem of
an organization. It ensures that randomness is reduced and learning or behavioral change
takes place in structured format.

William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His study led him to believe that if these
same employees were properly motivated, they could work at 80-90 percent of their
capabilities. Behavioral science concepts like motivation and enhanced productivity could
well be used in such improvements in employee output. Training could be one of the means
used to achieve such improvements through the effective and efficient use of learning
resources.

Human resources, are the most valuable assets of any organization, with the
machines, materials and even the money, nothing gets done without man-power. The
effective functioning of any organization requires that employees learn to perform their jobs
at a satisfactory level of proficiency. Here is the role of training. Employee training tries to
improve skills or add to the existing level of the knowledge so that the employee is better
equipped to do his present job or to prepare him for higher position with increased
responsibilities. However individual growth is not an end itself.

Organization growth needs to be meshed with the individual’s growth. The concern is for
the organization viability, that it should adapt itself to a changing environment. Employee
growth and development has to be seen in the context of this change. So, training can be
defined as:
Training is a systematic development of the knowledge, skills and attitudes required by
employees to perform adequately on a given task or job.

The need for improved productivity in organization has become universally accepted and
that it depends on efficient and effective training. However, the need for organizations to
embark on staff development programmers for employees has become obvious. Absence of
these programmers often manifest tripartite problems of incompetence, inefficiency and
ineffectiveness. So, training and development aim at developing competences such as
technical, human, conceptual and managerial for the furtherance of individual and
organization growth which makes it a continuous process.
2
Training is the process of assisting a person for enchanting his efficiency and effectiveness
at work by improving and updating his professional knowledge by developing skills
relevant to his work and cultivating appropriate behavior and attitude towards work and
people.

Training could be designed either for improving present at work or for preparing a person
for assuming higher responsibilities in further which would call for additional knowledge
and superior skills. Training is different education particularly formaleducation.
Whileeducation is concerned mainly with enhancement of knowledge, training aims
essentially at increasing knowledge, stimulating attitude and imparting skills related to a
specific job.
It is a continuous and life long process. Training provides an atmosphere of sharing and
synthesizing, with the help of the trainers, the information already available on the subject.
Training is a time bound activity program. Thus, there is a separate specialized discipline of
trainers socializing in the field of human activity

3
 Meaning:
Abusiness'mostimportantassetisoftenitspeople.Traininganddevelopingthemcanbeone
of the most important investments a business can make. The right training can ensure thatyour
business has the right skills to tackle the future. It can also help attract and retain
goodqualitystaff,aswellasincreasingthejobsatisfactionofthosepresentlywithyou-
increasingthechancesthattheywillsatisfyyourcustomers.

ThusTrainingistheactofincreasingtheknowledgeandskillsofemployee.Itisauniversaltruth that
the human resources available in an organization have to be managed
moreefficientlythanthematerialresourcescomprisingofmachinesandmoney.
Eloquentlyputting“Trainingisasystematicdevelopmentoftheknowledge,skillsandattitude
srequiredbyemployeestoperformadequatelyonagiventaskorjob.

Training and Development is one of the main functions of the human resource management
department. Training refers to a systematic setup where employees are instructed and taught
matters of technical knowledge related to their jobs. It focuses on teaching employees how to
use particular machines or how to do specific tasks to increase efficiency.

Whereas, Development refers to the overall holistic and educational growth and maturity of
people in managerial positions. The process of development is in relation to insights, attitudes,
adaptability, leadership and human relations.

Training and development programmers are designed according to the requirements of the
organisation, the type and skills of employees being trained, the end goals of the training and
the job profile of the employees. These programmes are generally classified into two types: (i)
on the job programmers, and (ii) off the job programmes.

Different training is given to employees at different levels. The following training methods are
used For the training of skilled workers and operators Specific job training programmes,
Technical training at a training with live demos, Internship training, Training via the process of
rotation of job.

4
 Definition:

“Trainingistheactofincreasingtheknowledge&skillsofanemployeefordoingaparticularjob
”Itisashort-
termeducationalprocess&utilisingasystematic&organizedprocedurebywhichemployeesl
earntechnicalknowledge&skillsforadefinitepurposeTrainingimprovesknowledgeskill,be
haviour&attitudetowardstherequirementsofthejob&organization.

TRAINING AND DEVELOPMENT

Employee training is distinct from management development or executive
development. While the training refers to upgrading the skills of an employee in the areas of
operations, technical and allied areas, the development refers to developing an employee in the
areas of principles and techniques of management, administration, organization and allied
areas.

And the brief discussion about the differences is in the below table

Training Development
Is a short-term process utilizing a Is a long-term education process utilizing a
systematic and organized procedure by systematic and organized procedure by
which non-managerial personnel learn which managerial personnel learn
technical knowledge and skills for a conceptual and theoretical general purpose
definite purpose
Refer only to instruction in technical and Refer to philosophical and theoretical
mechanical operation educational concepts
For non-managers Involves managerial personnel

Importance of Training
The importance of human resource management to a large extent depends on human
resource development. Training is the most important technique of human resource
development. No organization can get a candidate who exactly matches with the job and the
organizational requirements. Hence, training is important to develop the employee and make
him suitable to the job.

5
 Job and organizational requirements are not static, they are changed from time to time in
view of technological advancement and change in the awareness of the Total quality and
productivity management (TQPM). The objectives of the TQPM can be achieved only through
training as training develops human skills and efficiency. Trained employees would be a
valuable asset to an organization. Organizational objectives like validity, stability and growth
can also be achieved through training. Training is important as it constitutes a significant part of
management control.

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

● To match the employee specifications with the job requirements and organizational

needs.

● Organizational viability and the transformation process.

● Technological advances.

● Organizational complexity.

● Human relations.

● To increase productivity.

● To improve quality.

● To improve organizational climate

NEED OF THE TRAINING

1. Toenablethenewrecruitstounderstandwork:

A person who is taking up his job for the first time must become familiar with it.
Forexample,ifafreshgraduateisappointedasaclerkinabank,hemustfirstofallgainkno
wledgeofworkassignedtohim.
6
2. Toenableexistingemployeestoupdateskillandknowledge:

Training is not something needed for the newly recruited staff alone. Even the
existingemployeesofaconcernmayrequiretraining.Suchtrainingenablesthemtoupdateth
eirskillandknowledge.

3. Toenableanemployeewhohasbeenpromotedtounderstandhisresponsibilities:

Trainingisessentialforanemployeewhohasjustbeenpromotedtoahigherleveljob.Wi
th an evaluation in his position in the organization, his responsibilities are also
goingtomultiply.

4. Toenableanemployeetobecomeversatile:

Sometimesanemployeemayhavetogainknowledgeofseveralrelatedjobs.Itwillnotbe
enoughifheisonlygoodintheworkhedoespresently.
ImportanceofTraining:

5. ImprovementinSkillandKnowledge:

Suchtraininghelpstheemployeestoperformhisjobmuchbetter.Thisbenefitstheenter
prise
aswell.

6. HigherProductionandProductivity:

Ifanenterprisehasateamofwell-
trainedemployeestherewillberiseinproductionaswellasincreaseinproductivity.Productiv
ityistheinput-outputratio

7. JobSatisfaction:

Trainedemployeeswillbeabletomakebetteruseofthemakingoftheirskill.Thisincreasesthei
rlevelofself-confidenceandcommitmenttowork.Suchemployeesareboundtohave
8. BetteruseofResources:

Trainedemployeeswillbeabletomakebetteruseofmaterialsandmachines.Thisreducesther
ateofwastageandspoilageofmaterialsandalsobreakageoftoolsandmachines

9. ReductioninAccidents:
7
 Trainedemployeesareawareofsafetyprecautionsandsotheyarealertandcautious.Thisis
boundtobringdownthenumberofaccidentintheworksplace.

10. ReducedSupervision:
Welltrainedemployeesdonotneedmuchsupervision.Theycandotheirworkwithouth
avingtoapproachtheirsuperioroftenforguidance.

11. ReductioninComplaints:

‘Onlybadworkersblametheirtools’.Anemployeewhohasacquiredthenecessaryskillandjob
knowledgewouldcertainlylovehisjob.

12. Adaptability:

Trainedworkershavethecapacitytoadaptthemselvestoanykindofsituation.Theyareoddin
crisismanagementtoo.Thisindeedisbeneficialfortheorganization.

13. ScopeforManagementbyException:

With trained workers working under them, it becomes easy for the managers to get
thingsdonebydelegatingauthority.Thisenablesthemanagerstoconcentratemoreonimportan
tissuesconfrontingtheorganization.

14. Stability:

“Theemployeesoftodayaregoingtobethemanagersoftomorrow”.Theretirementofkeyma
nagers may not affect the stability of an organization if it has a team of trained,
efficientandcommittedemployeeswhoareeverreadytotakeovermanagement.

NEED OF THE DEVELOPMENT

Extreme poverty is poverty that leads to hopelessness. It is caused by a lack of resources

insixcriticalneedsofhumandevelopment:food,water,education,medicalcare,infrastructure,ande
8
conomicopportunity.

9
Identifyingdevelopmentneeds

a. Understandyourdepartment'splansandpriorities.

b. Understandhowthedifferentrolesinyourteamsupportthedepartmentalplanandh
owthesetranslateintoindividualobjectives.

c. Understandtheknowledge,experience,skills,behaviorsandattitudesneedediny
ourteam.

d. helpsprepareemployeesforfutureposts.

e. Pay,performancemanagement,traininganddevelopment,recruitmentand
onboardingandreinforcingthevaluesofthebusiness.

f. Anyorganisationthatintendstobedynamic,growth-
oriented,orsuccessfulinarapidlychangingenvironmentneedsHRD.

g. Physical-Bodyandmovement—physicalgrowth,healthychoicesandfitness.

h. Itiscausedbyalackofresourcesinsixcriticalneedsofhumandevelopment:food,wate
r,education,medicalcare,infrastructure,andeconomicopportunity

i. HumanResourceDevelopment(HRD)istheprocessofhelpingpeopletoacquireu
p competenciesandskillssoastoensuretheirusefulnesstotheorganisation.
j. HRDisneededbyanyorganisationthatwantstobedynamicandgrowth-
orientedortosucceedinafast-changingenvironment

10
NEED FOR THE STUDY

 For every employee to perform well, especially Supervisors and Managers, there
is a need for constant training and development.

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

social, old or newly established should provide training to all employees
irrespective of their qualifications, skills, suitability for the job etc.

Training is not something that is done only to new employees; it is used
continuously in every well run establishment. Further, technological changes,
automation, require up-dating the skills and knowledge. As such an organization
has to retrain the old employees.

SCOPE OF THE STUDY

● The research study is highly useful to the organization to know the exactly training

needs. The study deals with various aspects of the program. It helps the organization to
know its development program level. It also helps to include new techniques for further
improvements

● Training in an organization can be mainly of two types; Internal and External training

sessions. Internal training involves when training is organized in-house by the human
resources department or training department using either a senior staff or any talented
staff in the particular department as a resource person.

● Training evaluation has been introduced phase wise and currently level-2 evaluation of

the Kirkpatrick model was carried out.

11
ObjectivesoftheStudy:

1. Toknowhowthetraininganddevelopmentprogrameffectsontheemployeeproduc
tivity.

2. Tostudytheemployee’sperceptiontowardsorganizationaltraininganddev
elopment.

3. Tostudythemethodsusedintrainingtheemployees.

4. Todeterminewhichkindoftraininganddevelopmentprogramsareeffectiveinmotiv
ation.

5. Tostudytheeffectivenessoftraininganddevelopmentprogramsin Nispra .

6. Togivethesuggestionforthegrowthandperspectiveofthecompany.

12
LIMITATIONS OF THE STUDY

1. DuetorestrictiontoenterintosomeofthedepartmentsatNspiramanagementservicesPvtLtd.Ic
ouldnotcoversomeoftheaspectsrequiredformystudy.

2. Interactionwiththecompanyexecutiveand employees waslimitedduetotheirbusyschedule.

3. Theinformationcollectedismainlyprimarydataandtheaccuracyissubjecttotherespons
esreceived.

4. Theemployeesoftheservicesfounditdifficulttoanswerquestionsprope
rlyduetotheirbusyandheavyworkload.

5. Somewerereluctanttoanswersomequestionthinkingthatmightaffecttheirjobnegativ
ely.

6. Beingaverylengthyandcomplexprocess,itisdifficulttoanalyzethedetailsoftrainingandproc
ess.

13
RESEARCH METHODOLOGY

Research is an organized, systematic, data-based investigation into a specific critical,

objectives, scientific inquiry or problem undertaken with the purpose of finding answers of
solution of it Research design is the blue print for the collection measurement and analysis of
data.
RESEARCH DESIGN.
A research design is the measurement, collection and analysis of data. The research comes
under descriptive research. Research purpose may be grouped into four categories:
1) Exploratory
2) Descriptive
3) Diagnostic
4) Experimentation
DATA COLLECTION

Data collection method is the integral part of research design. There are several data collection
methods, each with its own advantages and disadvantages. Data can be collected in a variety of
ways in different settings from different sources. The data are classified into two categories,
primary and secondary data.

PRIMARY DATA
Primary data refer to information obtained first hand by the researcher. In this study the
researcher used interview method by using structured questionnaires, telephone interviews for
collecting the primary data. Here Primary data was collected through questionnaires.

SECONDARY DATA
Secondary data can be obtained from the publications, industry analysis offered by the
websites, internet and so on. In this survey the secondary data collected from the journals,
books & from Nispra ltd.Hyderabad

PERIOD OF STUDY
 45 DAYS

14
SAMPLE SIZE

The sample size taken was 100 employees Nispra ltd. Hyderabad

SAMPLING TECHNIQUE
In this study the researcher adopted convenience sampling technique. Convenience
sampling refers to the collection of information from members of the population who are
conveniently available to provide. In this the researcher selected 100 as sample size from
the population.

QUESTIONNAIRE DESIGN AND TESTING

The questionnaire used was mainly quantitative with few qualitative questions. The
questionnaire before being used in survey was tested with a pilot study and corrections were
made with the help of guide from the organization and from the faculty of Department of
Business Management Studies that made it more effective.

Tools for analysis

 Pie charts
 Bar Graphs

15
 CHAPTER-2

REVIEW OF LITERATURE

16
REVIEW OF LITERATURE :

1.TITLE: Impact of Training Effectiveness

AUTHOR: Dr. Vimala Sanjeev Kumar,2011

“A Study on Training Factors and Its Impact on Training Effectiveness in Kedah State
Development Corporation, Kedah, Malaysia” - Dr. Vimala Sanjeev Kumar (2011) implies that
types of training do not influence the training effectiveness. This study, combining theoretical
and empirical research, trying to find factors that affect employee training and its impact in
acting human resource practices thereby laying the theoretical foundation for the future
research about survey on the employee training, also provides a good reference. Therefore, the
problem addressed in this study is to examine the factors affecting the training (types of
training, training environment, work environment and employees’ personal characteristics) and
training effectiveness on human resource practices in Kedah State Development Corporation
(KSDC) which is the parent company under BDB Company. This research also determines the
main factors which influence employee training on human resource practices. Management is
committed to human resource development as well as its social responsibilities through various
programs. Training and development programs are offered by the KSDC Company and such
training program also adapted to the latest technological advances.

2.TITLE: Evaluation of trainees

AUTHOR: Chimote, Niraj Kishore, 2012

“Training programme: evaluation of trainees’ expectations and experience” by Chimote, Niraj

Kishore (2012), the main purpose of this study is to find out how a training programme can be
evaluated from the perspective of trainee employees to test its effectiveness. The literature
review highlighted that the effectiveness of a training programme can be fairly measured by
comparing the pre - training expectations and knowledge of trainees with their post-training
experience. This study examines the effectiveness of a training programme offered to 108
trainees of a leading private sector bank. The study intended to test whether the efficacy gap is
influenced by the age, gender and education of the trainees. The chi-squared test revealed that
the demographic 57 variables are independent of the efficacy gap. A paired sample t-test was
conducted and it has been concluded that the trainees did not find the programme effective. The
17
factor analysis indicates that the grouping of the variables into factors fairly matches with the
four levels of Kirkpatrick’s model of training evaluation with certain exceptions. Finally, a
multiple regression analysis was conducted which revealed that the factors extracted in factor
analysis are significant in explaining training effectiveness

3. Hari bhatt, Neeraj Dhingra, 2006

In this paper the author is trying to show how Reliance Industries Limited Wins Team
Excellence Award Competition. Reliance Industries Limited (RIL) was set up by the farsighted
businessman Dhirubhai Ambani (1932-2002) more than three decades ago. The leadership
system defined by Ambani is based on value creation, particularly for the customers and
shareholders. A group of stakeholders including site management, internal customers, support
functions and suppliers assisted the team with developing the improvement actions, ensuring
stakeholders’ needs would be met. At Reliance, the word “TEAMWORK” stands for “Together
Everyone Accomplishes More with Organizational Responsibility and Knowledge.”

4. Abdullah, Haslinda, 2009

This research paper investigates the MAJOR CHALLENGES TO THE EFFECTIVE
MANAGEMENT OF HUMAN RESOURCE TRAINING AND DEVELOPMENT
ACTIVITIES. A range of challenges are faced by organizations and HRD professionals in
managing and implementing effective T&D. The challenges faced by employers and
organizations in the effective management of HR T&D different from concerns about the lack
of intellectual HR professionals to coping with the demand for knowledge-workers and
fostering learning and development in the workplace. This implication could lead to the
ineffective implementation of R&D activities and increase in not understanding and failure in
effectively managing T&D as a whole. The literature has identified many challenges to the
effective management of T&D in the global context.

18
5. Ms. Pooja Jaiswal, Dr.Archna Chandra, 2014
In this paper the author is trying to show the Impact on TRAINING AND DEVELOPMENT
AND EMPLOYEE SATISFACTION IN RELIANCE INDUSTRIES LIMITED NAINI
ALLAHABAD. Changing business world and competition has created huge challenges for the
organization. The research shows that employees are satisfied with training and development
practices in the organization but the association of the variables of training and development
with employee satisfaction can be increased and need more efforts from the organization.
Satisfaction level of employees in Reliance industries Ltd is not same with all the
factors .Whereas both supervisors and non-supervisors are equally satisfied with Training
programs satisfaction level with training and development curriculum is not same in both the
groups.

6 .K.Bhuvaneshwari, 2015
The following research paper was released in the year 2015 by K. BHUVANESHWARI. This
research paper tries to investigate the Effectiveness of Training and Development in Reliance
Communication Limited, Chennai. Training is a collection of actions, which enables the
organization to achieve its goals. Effective training is an investment in the human resource of
an organization, with both immediate and long-range returns the study emphasizes the
importance of training. Training should always be utilized for knowledge dissemination and
development.Maheshwari, 2017 the paper study on Training and Development on Reliance Jio.
The study suggests that organizations should pay much attention to the training of Employees
based on specific departments to enrich their skills and to achieve organizational goals.
Companies should give appraisals and motivate employees for achieving individual targets. The
organization must follow an effective training process.

19
Training objectives
Generally, line managers ask the personal managers to formulate the training policies. Manager
formats the following training objectives in keeping with the company’s goal and objectives:
To prepare the employee both new and old to meet the present as well as the changing
requirements of the job and the organization.
a. To prevent obsolescence.
b. To impart the new entrants the basic knowledge and skills they need for
intelligent performance of definite job
c. To prepare employees for higher level tasks.
d. To assist employees to function more effectively in their present positions by exposing
them to the latest concepts, information and techniques and developing the skill they
will need in their particular field.
e. To build up a line of competent officers and prepare them to occupy more responsible
positions.
f. To broaden the minds of senior managers by providing them with opportunities for an
interchange of experiences within and outside with a view to correcting the narrowness
of outlook that may arise from over-specialization.
g. To develop the potential of people for the next level job.
h. To ensure smooth and efficient working of deportment.
i. To ensure economic output of required quality.
j. To promote individual and collective morale, a sense of responsibility, cooperative
attitudes and good relationships.

Responsibility of training:
Training is the responsibility of 4 main groups:

● The top management, which frames the training policy.

● The personnel department, which plans, establishes and evaluates instruction programs.

● Supervisor, who implements and applies developmental procedures.

● Employees who provide feedback, revision and suggestions for corporate educational

endeavors.

20
Topics of Employee Training
Communication
The increasing diversity of today’s workforce bring wide variety languages and costumes
Customer service
Increased competition in today’s global marketplace makes it critical that employees
understand and meet the needs of customers.
Diversity
Diversity training usually includes explanations about how people have different perspectives
and views and includes techniques to value diversity.
Ethics
Today’s society has increasing expectations about corporate social responsibility. Also, today’s
diverse workforce brings a wide variety of values and morals to the workplace.
Human relations
The increasing stress of today’s workplace can include misunderstandings and
conflicts .Training can bring people together to get along in the workplace.
Training Methods
As a result in the field of training, a number of programs are available. Some of these are new
methods. While others are the improvement methods over the traditional methods. The training
programs commonly used to train operative and supervisor personnel are given below.
Training methods are grouped in to:

● On-the-job training

● Off-the-job training

1. On-the-job-training

Advantages Disadvantages

Require no space and attention Expensive equipment and work

space is tied up
It is very practical & most common
that employees receive instruction in High wastage

21
 Allow to practice what he is Trainee will be under pressure
expected to do after training

Types of on-the job training:

1. Induction/orientation training:

● For new employees or transferred or promoted

● Introduce to specific job environment

● Introduce to company policies and objectives

● Supervise during early introduction period

● Introduce to the people with whom he worker

2. Job instruction training:

● For white and blue colored employees

● Specialized training

● Supervised practiced

● Step by step demonstration of job operation

● Training until satisfactory level

3. Internship or assistantship:

● Training is assigned a temporary job

● Supervises reviews his shortcomings

● Supervises in improving the performance

● Training is evaluate

4. Job rotation:

22
 ● Successive change of job for advanced learning

● Immediate supervisor supervises the employees

● Valuable knowledge of interrelationship

● No socio-emotional relationship with any employees

5. Coaching:

● A coach is assigned to every trainee

● Coach takes the risk of training the employee

23
2. Off-the-job-training:

Advantages Disadvantages
Organized learning Fail to incorporate material that transfer
training
Executive get away from pressure of the Organization climate is lost
job
Motivates to develop himself Trainees may experience frustration

Types of the off-job training

1. Vestibule training:

● Artificial work environment is created.

● Equipment and material similar in production are used.

● Increase learner active participation

● Ideal learning condition

2. Lectures:

● Economic means of training

One way communication

● Listener are passive

● Attitude and interest among the trainees varies skillful lecture is needed

3. Conference/discussion:

● A carefully planned meeting

● Suitable for acquiring conceptual data

● Help in clarification

24
 ● Increase trainees’ motivation

● Increases learning of new behavior

4. Case study:

● Base on belief that managerial understanding can be attained through study

● Trainee is present with a care with concentrate problem

● Designed to discover trainees underlying principles

● No exact solution

● Trainee is encouraged to develop flexibility in approach

5. Role plays:

● Effective participant involvement

● Acting out significant events

● Provides practical interpersonal skills

● Rooms for testing ideal

● Help in execution of action or solution

● Promotes real attitude change

6. Computer based training:

● Appropriate for selecting developing or revising training

● Training can be either off the job/on the job

● Cost effective

● Management has a control over training activity

25
 ● Immediate feedback about the effectiveness

● Reduces the required resources

The Training Procedure

The training procedure discussed below is essentially an adoption of the job instruction training
course, which has been proved to a great value.
The important steps in training program are
(A) Preparing the instructor: The instructor must know both the jobs to be taught and how to
teach. The job must be divided into logical parts so that each can be taught and be taught at a
proper time without the trainee losing plan. For each part one should have in mind the desires
technique of instruction, demonstration or explanation.
A serious and committed instructor must:

▪ Know the job or subject he is attempting to teach

▪ Have the aptitude and abilities to teach,

▪ Have willingness towards the profession,

▪ Have a pleasing personality and capacity for leadership,

▪ Have the knowledge of teaching principles and methods,

▪ Be a permanent student, in the sense that he should equip himself with the latest

concepts and knowledge.

26
(B) Preparing the trainee: As interviewing, the first step in training is to attempt to place the
trainee at ease. Most people are somewhat nervous when approaching an unfamiliar task.
Though the instructor may have executed this training procedure, many times he or she never
forgets its newness to the trainee. The quality of empathy is a mark of the good instructor.
(C) Getting ready to teach: This stage of the program is the class hour teaching which
involves the following activities:

▪ Planning the program

▪ Preparing the instructors outline

▪ Do not try to cover too much material

▪ Keep the session moving along logically

▪ Discuss each item in depth

▪ Repeat, but in different words

▪ Take the material from standardized texts when it is available

▪ When the standardized text is not available, develop the program and course

content based on group approach

▪ Group consists of employers, skilled employees and others familiar with job

requirements.

▪ Group prepares teaching profile

▪ Teach about the standard for the trainee like quality, quantity, waste or scrap,

ability to work without supervision, human relations etc.

▪ Remember your standard, before you teach.

Planning training sessions:

1. Every lesson should be planned
2. Know how many and what kind of students you are teaching?

27
3. Lay out the subject matter
4. Select the best method of instruction.
5. Decide what the students need in the way of preparation
6. Make plans to capture and maintain student interest
7. Plan summary of points to be emphasized
8. Plan for using of training aids, if any
9. Have a rehearsal of the lesson?
10. Plan for examination questions

28
(D) Presenting the operation: There are various ways of presenting the operations. An
instructor mostly uses these methods of explanation. In addition, one may illustrate various
points through the use of picture, charts, diagrams and other training aids. Demonstration is an
excellent device when the job is essentially physically in nature.
The following sequence is a favorite with job instructor:
1. Explain the sequence of the entire job
2. Do the job step by step according to the procedure
3. Explain the step that he is performing
4. Have the trainee explain the entire job
(E) Try out the trainee’s performance: As a continuation of the presentation sequence given
above, the trainee should be asked to start the job or operative procedure. Some instructors
prefer that the trainee explains each step before doing it. The trainee, through repetitive
practice, will acquire more skill.
Training aids
1. Films, slides, projectors, movies, stills.
2. Charts, graphs, flash cards, flannel boards, pictograms.
3. Pamphlets, brochures, hand books, manuals.
4. Libraries and reading rooms.
5. Teaching machines, closed circuit TV.
6. Exhibits, posters and displays.
7. Notice boards, bulletin boards, enlarged drawing.

(F) Follow-up: The final step in most training procedures is that of follow-up. When people are
involved in any problem or procedure, it is unwise to assume that things are always constant.
Follow-up can be adapted to a variable reinforcement schedule as suggested in the discussion of
learning principles.

Evaluation of Training Program

The specification of values forms a basis for evaluation. The basis of evaluation and the mode
of collection of information necessary for evaluation should be determined at the planning
stage. The process of training evaluation has been defined as “any attempt to obtain information
on the effects of training performance, and to assess the value of training in the light of that
information. Evaluation leads to controlling and correcting the training program. Hamblin
29
suggested five levels at which evaluation of training can take place, reactions, learning, job
behavior, organization and ultimate value.

i. Reactions: Training program is evaluated on the basis of trainee’s reactions to the usefulness
of coverage of the matter, depth of the course content, method of presentation, teaching
methods etc.

ii. Learning: Training program, trainer’s ability and trainee ability are evaluated on the basis
of quantity of content learned and time in which it is learned and learner’s ability to use or
apply, the content he learned.

iii. Job behavior: This evaluation includes the manner and extent to which the trainee has
applied his learning to his job.

iv. Organization: This evaluation measures the use of training, learning and change in the job
behavior of the department in the form of increased productivity, quality, morale, turnover and
the like.

v. Ultimate value: it is the measurement of the ultimate result of the contribution of the
training program to the company goals like survival, growth, profitability etc.., and to the
individual goals like development of personality and social goals like maximizing social
benefit.

30
 CHAPTER -3

COMPANY PROFILE

31
COMPANY PROFILE :
About

Nspira Management Services Private Limited operates as a human resource company. The
Company provides staffing, organizational development interventions, IT infrastructure, sales
and marketing, facilities management, and administrative functions. Nspira Management
Services serves customers in India.

Puneet Kothapa is Member of the Board of Directors & CEO at NSPIRA Management
Services.

Nspira Management Services Private Limited is a Private incorporated on 26 June 2013.

It is classified as Non-govt Company and is registered at Registrar of Companies, Hyderabad.

Its authorized share capital is Rs. 6,499,999,700 and its paid-up capital is Rs. 3,501,200,130. It
is involved in Business activities n.e.c.

Nspira Management Services Private Limited's Annual General Meeting (AGM) was last held
on 30 September 2022 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2022.

Directors of Nspira Management Services Private Limited are Sambashiva Sastry Kabamba,
Puneet Kothapa, Sindhura Ponguru, .

Nspira Management Services Private Limited's Corporate Identification Number is (CIN)

U74900TG2013PTC088609 and its registration number is 88609.Its Email address is
[email protected] and its registered address is 1-98/9/6 , 10 TH FLOOR ,
MELANGE TOWER, MCH 23/37 SURVEY NO 80 TO 84 ,PATHRIKANAGAR ,
MADHAPUR HYDERABAD Hyderabad TG 500081 IN .

Current status of Nspira Management Services Private Limited is - Active.

Industry classification is derived from National Industrial Classification.

If the company has changed line of business without intimating the Registrar or is a diversified
business, classification may be different. We make no warranties about accuracy of industrial
classification.

Update Information

We are adding and updating information about hundreds of thousands of companies every day,
and periodically add companies to the queue for being updated. You can ask for a company to
be added to the front of the queue for updating, especially useful if the address, directors, or
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Just click on the 'Update Information' button below to start the process. NSPIRA Management
Services Pvt Ltd offers customized services to organizations that aim for professional
excellence.
32
NSPIRA is equipped with the wherewithal to assist businesses in various domains, including
IT, Education, retail and the manufacturing sector.

We provide end-to-end solutions for all your requirements, including Staffing, Organizational
Development interventions, IT infrastructure, Sales & Marketing, Facilities Management, as
well as the entire administrative function Nspira Management Services Private Limited is a
Private incorporated on 26 June 2013.

It is classified as Non-govt Company and is registered at Registrar of Companies, Hyderabad.

Its authorized share capital is Rs. 6,499,999,700 and its paid-up capital is Rs. 3,501,200,130. It
is involved in Business activities n.e.c. Nspira Management Services Private Limited's Annual
General Meeting (AGM) was last held on 30 September 2022 and as per records from Ministry
of Corporate Affairs (MCA), its balance sheet was last filed on 31 March 2022.

Directors of Nspira Management Services Private Limited are Samba ShivaSatyr

Kambhampati, Puneet Kothapa, Sindhura Ponguru,Nspira Management Services Private
Limited's Corporate Identification Number is (CIN) U74900TG2013PTC088609 and its
registration number is 88609.

Its Email address is [email protected] and its registered address is 1-98/9/6 , 10 TH

FLOOR , MELANGE TOWER, MCH 23/37 SURVEY NO 80 TO 84 ,PATHRIKANAGAR ,
MADHAPUR HYDERABAD Hyderabad TG 500081 IN .

Current status of Nspira Management Services Private Limited is - Active. Disclaimer The
Company Check is a registered information and data resource technology platform developed,
owned and maintained solely by TCC Information Private Limited.

The data we provide on The Company Check is sourced from reliable portals and we have
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We, The Company Check, do not take any responsibility, express or implied, with regards to
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33
The Indian Corporate Intelligence Platform(CIP) and Early Warning System(EWS) developed
by InstaFinancials offers financial and business insights of over 20+ Lakh companies
incorporated in India.

InstaDetailed is our core offering and the most comprehensive report we make as on date for
any Private or Public Limited company.

InstaDetailed report comprises of company incorporation details, ownership and shareholders

information, financial statements that includes latest 3-year profit and loss statement, balance
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and CARO report, Company Charges Information, credit rating, employment trend, and much
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Many Banks, Financial Institutions, Corporate, companies, professionals, Consultants, use our
reports for the credit decisions, customer analysis, vendor analysis and competitor analysis.

We provide end-to-end solutions for all your requirements, including Staffing, Organizational
Development interventions, IT infrastructure, Sales & Marketing, Facilities Management, as
well as the entire administrative function.

Our products and services provide the right steroids for your organization to ensure that
accelerated business growth happens with optimized costs and effective utilization of
infrastructure.

While you focus on your core strengths, we complement your existing processes with
streamlined approaches based on innovation, dynamism and result-orientation.

Latest News the Competition Commission of India (CCI) approves acquisition of the share
capital of NSPIRA Management Services Private Limited by Mr. Puneet Kothapa, Ms. Ponguru
Sindhura and Ms. Ponguru Sharani under Section 31(1) of the Competition Act, 2002.

The proposed combination pertains to acquisition by Mr. Puneet Kothapa, Ms. Ponguru
Sindhura and Ms. Ponguru Sharani (collectively referred to as the Acquirers), for the
acquisition of, inter alia, (i) 18.23% of the total issued and paid up share capital (fully diluted
basis) of NSPIRA Management Services Private Limited (NSPIRA/Target) from NHPEA
Minerva Holding BV; and (ii) 2.24% of the total issued and paid-up share capital (fully diluted
basis) of the Target from Banyan tree Growth Capital II, LLC (Proposed Combination).

34
Acquirers The Acquirers presently collectively hold 79.48% of the shareholding in the Target.

Mr. Puneet Kothapa is the Managing Director; and Ms. P. Sindhura is a Director of the Target.

They are also the Promoters of the Target. Ms. P. Sharani holds 25.83% of the shareholding
(on a fully diluted basis) in the Target.

NSPIRA NSPIRA is a management service provider, established in the year 2013 with the
objective of providing management services to educational institutions, majorly run by
Narayana Group (viz. the Narayana Educational Society (NES), the Narayana Education Trust,
the Narayana Educational Trust).

The said management services include, inter alia, administrative support, content development,
exam and admission, infrastructure management, IT solutions, and housekeeping and security,
renting and leasing of assets. Detailed order of the CCI will follow

35
 CHAPTER-4
DATA ANALYSIS
AND
INTERPRETATION

36
 CHAPTER -4

Data Analysis and Interpretation

1.Do you agree that organization considers training as apart of organizational strategy?
DATA :
Respons
Opinion Poll es
Agree 54
Strongly agree 32
Neutral 5
Disagree 11
Strongly disagree 5
60

50

40

30
54

20
32
10
11
5 5
0
Agree Strongly agree Neutral Disagree Strongly
disagree

Interpretation :

In,54% of the respondents agree,32% of the respondents strongly agree that training is a
part of organizational strategy, 5% of the respondents neutral in their opinion and 11% of
the respondents disagree,5% of the respondents strongly disagree with this statement.

37
2.Do you feel training program is essential for both new employees and existing employees?
DATA :
Response
Opinion Poll s
Yes 86
No 21

20%

80%

Yes No

Interpretation :

In, 86%of the respondents agree that training program is essential for

both new employees and existing employee, 21% of the respondents does not agree with the
statement

38
 3.Do you think that the feedback can evaluate the effectiveness of training program?
DATA :
Response
Opinion Poll s
yes 77
No 30

28%

72%

yes No

Interpretation :

In, 72% of the respondents agree that feedback can evaluate the
effectiveness of training program and 28% of the respondents are not agree with this.

39
4.Are you satisfied with the effectiveness of training program?
DATA :
Response
Opinion Poll s
Excellent 41
Very good 38
Average 23
Poor 5
45

40

35

30

25

20 41
38
15
23
10

5
5
0
Excellent Verygood Average Poor

Interpretation :

In, 41% of the respondents agree that effectiveness of training program is excellent, 38% of
the respondents agree that effectiveness of training program is very good, 23% of the
respondents agree that it is average and 5 % of the respondents agree that it is poor.

40
 5.Employees who use their training are given preference for new assignments?
DATA :
Response
Opinion Poll s
Agree 40
Neutral 23
Disagree 14
Strongly Agree 27
Strongly Disagree 3

45

40

35

30

25

20 40

15
27
23
10
14
5
3
0
Agree Neutral Disagree StronglyAgree StronglyDisagree

Interpretation :

In, 40% of the respondents agree that employees after training are given preference for
new assignments. 23% of the respondents are neutral in their opinion ,14% of the
respondents are disagree,27% of the respondents are strongly agreeand 3 % of the
respondents are strongly disagree with the statement.

41
6.Do you agree that instructor responses to trainees doubts?
DATA : Response
Opinion Poll s
Agree 48
Strongly Agree 17
Neutral 28
Disagree 10
Strongly Disagree 4

60

50

40

30

48
20

28
10
17
10
4
0
Agree StronglyAgree Neutral Disagree StronglyDisagree

Interpretation :

In, 48% of the respondents agree that instructor responses to trainees doubts. 28% of the
respondents are neutral in their opinion ,10% of the respondents are disagree,17% of the
respondents are strongly agree and 4% of the respondents are strongly disagree with the
statement.

42
7.How often the training programs are conducted in your organization?
DATA :
Respons
Opinion Poll es

Every month 43

Half-yearly 21

Quarterly 30

Onceinayear 13

50

45

40

35

30

25
43
20

15 30

10 21
13
5

0
Everymonth Halfyearly Quarterly Onceinayear

Interpretation :

In, 43% of the respondents agree that every month training programs are conducted in their
organization, 30% of the respondents agree that quarterly required training programs in their
organization. 21% of the respondents agreed that training is required half yearly, and 13 %
of the respondents agreed that once in a year they conduct training programs to their
employees.

43
44
8.Whether training is relevant to the needs of the organization?
DATA : Response
Opinion Poll s
Yes 92
No 15

14%

86%

Yes No

Interpretation :

In,92% majority of the respondents agree and 14% of respondents are not agree that
training is relevant to needs of the organization.

45
9.Does training help to improve employee and employer relationship?
DATA :
Response
Opinion Poll s
Agree 42
Strongly agree 16
Neutral 4
Strongly disagree 41
Disagree 4
45

40

35

30

25

20 42 41

15

10
16
5
4 4
0
Agree Strongly agree Neutral Strongly Disagree
disagree

Interpretation :

In, 42% of the respondents agreetraining helps to improve employee and employer
relationship. 4% of the respondents are neutral in their opinion ,4% of the respondents
are disagree,16% of the respondents are strongly agree and 41% of the respondents are
strongly disagree with the statement.

46
10.What do you understand by training?
DATA : Response
Opinion Poll s
Learning 41
Sharing information 36
Knowledge and skills 10
Enhancement 20
45

40

35

30

25

20 41
36
15

10 20

5 10

0
Learning Sharing information Knowledge and skills Enhancement

Interpretation :

In, 10% of the respondents agree that training means it is knowledge and skills, 41% of
the respondents agree that training means learning, 36% of the respondents agree that
training for them is sharing information and 20 % of the respondents agree that training
is enhancement of their knowledge and skills necessary for their performance.

47
11.Do you liketo attend the training program?
DATA :
Respons
Opinion Poll es
Yes 86
No 21

20%

80%

Yes No

Interpretation :

In, 80%of the respondents agree that they like to attend training program and 20% of the
respondents does not like to attend training program for their necessary performance.

48
12.Do you agree that training is well planned in your organisation?
DATA :
Respons
Opinion Poll es
Yes 83
No 24

22%

78%

Yes No

Interpretation :

In, 78%of the respondents agree that training is well planned in their organization and 22%
of the respondents does not agree that it is well planned.

49
13.Do you feel training program is compulsory for the employees to work better?
DATA :
Opinion Poll Responses
Yes 93
No 14

Chart Title

13%

87%

Yes No

Interpretation :
In, 87% of the employees are satisfied and 13% of the employees are not satisfied. Majority of
the respondents agree that training program is compulsory for the employees to work better.

50
14.Do you agree that training is helpful in enhancing productivity and performance of an
employee?
DATA :
Respons
Opinion Poll es
Agree 49
Strongly disagree 19
Neutral 12
Disagree 12
Strongly agree 15

60

50

40

30
49
20

10 19
12 12 15

0
Agree Strongly Neutral Disagree Strongly agree
disagree

Interpretation :

In, 49% of the respondents agreeagree that training is helpful in enhancing productivity
and performance of an employee. 17% of the respondents are neutral in their
opinion ,12% of the respondents are disagree,15% of the respondents are strongly agree
and 19% of the respondents are strongly disagree with the statement.

51
15.What method of trainingis used in your organization?

DATA : Opinion Poll Responses

Coaching 42

Job rotation 37
Conference 7
Role playing 21

45

40

35

30

25

20 42
37
15

10 21

5
7
0
Coaching Job rotation Conference Role playing

Interpretation :

In, 42% of the respondents agree that coaching is the method to use training in the
organization. 7% of the respondent’s agree that they consider conference as their training,
21% of the respondents agree that role playing is the method which they used for training
and rest 37% agree that job rotation is the method which they use to their employees in the
organization.

52
16. What are the barriers to training and development in your organization?
DATA :
Respons
Opinion Poll es

Lack of interest 38

Finance problem 22
Non availability of skilled trainer 14

Others 6
Lack of time 27

40

35

30

25

20
38

15
27
22
10
14
5
6
0
Lack of interest Finance problem Non availability Others Lack of time
of skilled trainer

Interpretation :

In, 38% of the respondents agree that lack of interest is the barrier for training and
development in their organization. 14% of the respondents agree that barrier may be non-
availability of skilled labors. 22% of the respondents may agree that finance is the barrier
for training and development for their organization and 27% of the respondents may agree
lack of time and 6%of the respondents may agree others factor.

53
17. How long does it take to implement the trained process ?
DATA :
Opinion Poll Responses

Less than 1 month 50

2-3months 30

4-5 months 20

6months 7
60

50

40

30
50
20
30
10 20

7
0
Less than 1 month 2-3months 4-5 months 6months

Interpretation :

In, 30% of the respondents agree that within 2-3 months they need to implement training
process, 50% of the respondents agree that they need minimum of less than one month for
implementing training. 20% of the respondents agree that they need 4 to 5 months to
implement training process,7% of the respondents agree that within 6 months they need to
implement training process in their organization.

54
 CHAPTER-5
FINDING ,SUGGESTION
&
CONCLUSION

55
Findings:

1. Most of the respondents agree that they like to attend training program.

2. All most all employees of the respondents agree that training means it is knowledge and
skills.

3. Majority of the respondents agree that training program is essential for both new
employees and existing employee.

4. Most of the respondents strongly agree that training is a part of organizational strategy.

5. Majority of the respondents agree that training is well planned in their organization.

6. Most of the respondents agree that every month training programs are conducted in their
organization.

7. Majority of the respondents agree that training program is compulsory for the employees
to work better.

8. All most all the respondents agree that training is helpful in enhancing productivity and
performance of an employee.

9. Majority of the respondents agree that coaching is the method to use training in the
organization.

10. All most all the respondents agree that lack of interest is the barrier for training and
development in their organization.

11. Majority of the respondents agree that within 2-3 months they need to implement
training process in their organization.

12. Majority of the respondents agree that training is relevant to needs of the organization.
13. All most all the respondents agree that training helps to improve employee and
employer relationship

16. Majority of the respondents agree that training method focus on developing team work
and leadership skills.

17. Majority of the respondents agree that instructor response to trainees doubts.

18. All most all the respondents agree that employees after training are given preference for
new assignments.

56
Suggestions:

1. Employees should decide and determine the training programs that they need so that they
can work more effectively and efficiently, employees should decide some of the training
they would like to undergo.

2. Training program should evaluate the abilities, competencies and potentials of the
trainees for a particular job or work skills.

3. It should aim to narrow down the gap between expected level of performance and the
actual level of performance.

4. It should provide new recruits or trainees a scientific pace for imbibing the knowledge
and skills required to discharge their duties and responsibilities meaningfully and
purposefully.

5. The company should conduct training programs at regular intervals, which helps the
employees to enhance their knowledge for their current jobs.

57
Conclusion:

HRM is nothing but managing the human resource, from the date of recruitment till the
retirement and each employee needs some training program to develop their skills and
ability. Today we are living in a competitive world in order to survive among other factors,
it is the employees who make the organization reach their desired goal. Identification the
training and development needs in the employees which is very important in the
organization .it will help to achieve individual goals has well has organization goals it also
help in productivity of the present employees and also the standard of living of the
employees and their family When proper training and development is provided from the
organisation to the employees, it helps increase the employee’s interest towards the work
and also the organisation, when training and development is done by the organisation, it
helps to recognize the present level of the employees and what changes are needed to
improve their skills, attitude knowledge, experience and also it is able to recognize the
negativity of the present problems in the programs which are improving the profits,
goodwill.

There are lot of problems which are faced by the organisation because of the lack of
training they can be like accidents, injuries fights, work environment, alcohol and
harassment, machineries can also be a major part of failure so training on all this teams is to
be given properly and the organisation should understand the problems of the employees.
Training must be given in factors which are mostly affected on the employees such has on-
the-job programs. According to the study conducted we can conclude that the overall
satisfaction level of employees in relation to the training programs is moderate. The
employees agree that the training programs help to increase productivity and achieve the
organizational goal. The employees said that the training programs in the organization are
well planned but they are not satisfied with the duration of the training program and they
are also not satisfied with the evaluation process of training program, they are not evaluated
periodically. The training programs in the organization strongly focus on the technical and
managerial capabilities but these programs are not given adequate importance sometimes
because of the work pressure.

The employees do not take the training programs seriously, as there are no strict rules and
regulations to attend the training programs.

58
The employees are not involved in determining the training need analysis programs are
fixed by the top management. IsThe training The quality of the training programs is
excellent but the employees are not making the best use of it. Therefore, we can conclude
that the training programs in the organization are excellent but they have been not utilized
properly by the employees as the training programs are not mad compulsory to all the
departments. There is a broader scope to develop and improve its training programs in
future in order to meet the requirements of the global market

59
Annexure

60
 BIBILOGRAPHY
References Books:

Gary Dessler , Human Resource Management

P. Subba Rao, Human resource management edition 2010, personnel and

K. Aswathappa, Human resource and personnel management,1998

Websites:

a. http://www.mckinseyquarterly.com

b. http://www.google.com

c. www.studymode.com

d. www.wikipedia.com

e. https://www.nspira.in

f. https://www.google.coin

g. https://www.ibm.com/topics/training-development

61
 Questionnaire

Questionnaire on Training and Development

MYLARAM ARUNA pursuing my bachelor of business management (H.R) has undertaken
a project study on training and development in your esteemed organisation. I would be great
full if you would kindly make it convenient to spare your valuable time for filling up
questionnaire enclosed.

I do undertake that the information collected through this questionnaire shall be kept
confidential and will be used for academic purpose only.

NAME:
AGE:
DESIGNATION:
DEPARTMENT:
MONTHLY INCOME:

EXPERIENCE:

1.Do you agree that organization considers training as apart of organizational strategy?

a) Agree

b) Strongly agree

c) Neutral

d) Disagree

e) Strongly agree

2.Do you feel training program is essential for both new employees and existing employees?

a) Yes

b) No

3.Do you think that the feedback can evaluate the effectiveness of training program?

a) yes

b) No

62
4.Are you satisfied with the effectiveness of training program ?

a) Excellent

b) Verygood

c) Average

d) Poor

5.Employees who use their training are given preference for new assignments?

a) Agree

b) StronglyAgree

c) Neutral Disagree

d) StronglyDisagree

6.Do you agree that instructor responses to trainees doubts ?

a) Agree

b) StronglyAgree

c) Neutral Disagree

d) StronglyDisagree

7.How often the training programs are conducted in your organization ?

a) Everymonth

b) Quarterly

c) Halfyearly

d) Onceinayear

8.Whether training is relevant to the needs of the organization ?

a) Yes

b) No

63
9.Does training help to improve employee and employer relationship ?

a) Agree

b) Strongly agree

c) Strongly disagree

d) Disagree

e) Neutral

10.What do you understand by training. ?

a) Learning

b) Enhancement

c) Sharing information

Knowledge and skills

11.Do you liketo attend the training program

a) Yes

b) No

12.Do you agree that training is well planned in your organization ?

a) Yes

b) No

13.Do you feel training program is compulsory for the employees to work better?

a) Yes

b) No

14.Do you agree that training is helpful in enhancing productivity and performance of an
employee?

a. Agree

b. Disagree

c. Strongly disagree

d. Strongly agree

e. Neutral

64
15.What method of trainingis used in your organization ?

a) Coaching

b) Job rotation

c) Role playing

d) Conference

16.What are the barriers to training and development in your organization ?

a) Lack of interest

b) Finance problem

c) Lack of time

d) Non availability of skilled trainer

17.How long does it take to implement the trained process ?

a) Less than 1 month

b) 2-3months

c) 4-5 months

d) 6months

18. Suggestions to improve training and development program in the organizations ?

65
THANK YOU

66