SUMMER TRAINING PROJECT REPORT

On
“TRAINING AND DEVELOPMENT PROCESS AT EDLERNITY”

Towards partial fulfillment of

Master of Business Administration (MBA)
(Affiliated to Dr. A.P.J Abdul Kalam Technical University, Lucknow)

Company Guide Faculty Guide

Tayyaba Anwar Khan Dr. Preeti Mishra
Founder and CEO Assistant Professor

Submitted By
Aditi Srivastava
Roll No. 2300540700007

Session 2024-2025
DEPARTMENT OF MANAGEMENT

Babu Banarasi Das

Institute of Technology & Management
Sector I, Dr. Akhilesh Das Nagar, Faizabad Road, Lucknow (U.P.) India
 DECLARATION

I hereby declare that the summer training project entitled of “Training and Development
Process at EdLernity” submitted to the BBDITM, Lucknow is a record of an original work
done by me under the guidance of Dr. Preeti Mishra, (Professor) and this project report is
submitted in the partial fulfilment of Master in Business Administration.

I express my sincere gratitude to Tayyaba Anwar Khan (Sales Channel Head), my guide at
RecoilLife Pvt. Ltd., for their invaluable guidance, mentorship, and support throughout the duration of
this project. Their insights and expertise have been instrumental in shaping the direction of this study.

Date:

Place: Lucknow

ADITI SRIVASTAVA

MBA IIIRD SEMESTER

ii
 ACKNOWLEDGEMENT
No project report ever reflects the efforts of a single individual. The report owes its existence
to the constant support and guidance of a number of people. I am thankful to all of them. I
would like to thank Professor Dr. Preeti Mishra who has guided me to the completion of
project report for giving their valuable time and providing useful insight into finer aspects of
operations management. I am also grateful to all those who have either directly or indirectly
contributed towards the completion of the project, for their support and encouragement.

ADITI SRIVASTAVA

MBA IIIRD SEMESTER

iii
 PREFACE

Training and development form the cornerstone of any organization‟s efforts to enhance
employee capabilities and overall performance. This study, conducted at EdlerNity, focuses
on understanding and evaluating the training and development processes employed within the
organization.

This report is a culmination of valuable insights gained through interactions with EdlerNity‟s
team members, analysis of organizational documents, and personal observations. It reflects
my dedication to exploring the key elements of human resource management, particularly in
the area of training and development.

I express my heartfelt gratitude to EdlerNity for providing me with the opportunity to

undertake this study and to my mentors and colleagues for their guidance throughout this
journey.

With a firm belief that this study will contribute to the understanding of training and
development as a pivotal HR functions, I present this work with great enthusiasm and hope
for its utility to EdlerNity and beyond.

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 EXECUTIVE SUMMARY

EdLernity Tech (OPC) Private Limited is proud to be ISO 9001:2015 certified. This

certification reaffirms our commitment to maintaining a high standard of quality in our

education services and certification programs related to skill and vocational development.

Accredited by the Standards Council of Canada, our certification underscores our

dedication to excellence and adherence to international quality standards.

Edlernity , where innovation converges with purpose to redefine the landscape of

technological solutions. Established with a vision to lead in the ever-evolving tech

industry, Edlernity Tech (OPC) Private Limited is committed to delivering cutting-edge

products and services that transcend conventional boundaries.The primary objective of this

study is to examine the methodologies, tools, and strategies utilized by EdlerNity to train

and upskill its workforce, ensuring alignment with organizational goals and employee

career growth. Special emphasis has been placed on identifying the effectiveness of these

programs, the challenges faced, and potential improvements.

Organization & individual for their survival & attainment of mutual goals should develop

& progress simultaneously; this can be done mainly through training technique because

training is the most important technique & it is a value addition to the organization

through Human Resource Development for the development of the employee. The

employee she/he been selected, placed & introduced in an organization should be provided

with training facilities in order to adjust & make them suitable for the Job as no

organization can get a candidate who exactly matches with the job & organizational

requirements.

Training is a process through which a person enhances and develops his efficiency,

capacity and effectiveness at work by improving and updating his knowledge and

understanding the skills relevant to perform his or her job.

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Training And Development is a subsystem of an organization. It ensures that randomness

is reduced and learning or behavioral change takes place in structured format.

The study of the training and development process at EdLernity reveals that while the

existing programs have a positive impact on employee skill enhancement and

performance, there are areas that require improvement. Employee feedback suggests a

desire for more targeted, role-specific training and the integration of interactive and

practical methods. Although the training aligns moderately with organizational goals, a

stronger connection between the training programs and the company‟s strategic objectives

could drive better results. Incorporating modern technologies, personalized training, and

robust evaluation methods can enhance the overall effectiveness of the training process.

By implementing these improvements, EdLernity can ensure that its training initiatives

contribute more significantly to both employee growth and organizational success.

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 TABLE OF CONTENTS

Sl. No. Contents Page No.

1. Introduction 1-22

2. Company Profile 23-32

3. SWOT/ETOP analysis 33-35

4. Aims and objectives of the study 36-37

5. Limitation Of The Study 38-39

6. Analysis and Interpretation 40-58

7. Suggestions/Recommendations 59-62

8. Conclusion 63-64

9. Annexure 65-69

10. Bibliography 70-71

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INTRODUCTION

1
 INTRODUCTION
Training is a process through which a person enhances and develops his efficiency,

capacity and effectiveness at work by improving and updating his knowledge and

understanding the skills relevant to perform his or her job.

Training also helps a person cultivate appropriate and desired behavior and attitude

towards the work and people. Unless training is provided, the jobs and lives of employees

in organizations are at stake.

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It gives people an awareness of the Rules & Procedures to guide their behavior. It is an

application of knowledge to improve the performance on the Current job or to prepare one

for an intended job.

Organization & individual for their survival & attainment of mutual goals should develop

& progress simultaneously; this can be done mainly through training technique because

training is the most important technique & it is a value addition to the organization

through Human Resource Development for the development of the employee. The

employee she/he been selected, placed & introduced in an organization should be provided

with training facilities in order to adjust & make them suitable for the Job as no

organization can get a candidate who exactly matches with the job & organizational

requirements.

The trained employees are the valuable assets to any organization. Training at BSNL is

given when there is a difference between the job requirements & employees present

specifications. Thus employee training is the most important sub-system, specialized &

one of the fundamental operative functions of Human Resource Development.

Organizational efficiency, productivity, progress & development, also organization

viability, stability & growth to greater extent depend on training. If the required training is

not provided it leads to the performance failure of the employees. Training enhances the

Competence, Commitment, and Creativity & Contribution to the organization.

The first step in my study is to find out the effectiveness of training and development in

achieving the goals of the company, to study the different methods of training followed at

BSNL, The basis on which training programmers are planned and scheduled and how the

performance appraisal helps in identifying training needs.

The second step was data collection through various sources I used both primary and

secondary data for the study as both are quiet essential in any type of survey. Primary data

was collected through survey and personal interview, whereas secondary data made use of

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certain reports from the HRD department provided the information as to the total no of

employees, schedule of training programs, number of persons attending it and other such

things. The secondary data also included textbooks, company data, and internet.

The analysis of the questionnaire was carried out through which the purpose of the study

was served. The analysis was done by using statistical tool in which the study made use of

two test that is : frequency test and correlation.

These tests gave the clear idea about the most significant factors which are positively

correlated and those factors which are not so significant and are not positively correlated.

Hence it helped the study to identify the important factors which are quiet essential for

effective training and development in the organization.

This study gives a detailed idea about the employee‟s attitude towards the training

program and how the employees apply the knowledge, skills and attitude in job

performance. Therefore through the analysis the study could be interpreted that the

training and development programs are quiet effective but still needs to be improved on

some of the aspects mentioned above.

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 development.

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Training 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 programme for employees has become obvious. Absence of

these programme often manifest tripartite problems of incompetence, inefficiency and

ineffectiveness. So training and development aim at developing competences such as

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technical, human, conceptual and managerial for the furtherance of individual and

organization growth which makes it a continuous process

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 formal education. While

education 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.

MEANING:

A business' most important asset is often its people. Training and developing them can be

one of the most important investments a business can make. The right training can ensure

that your business has the right skills to tackle the future. It can also help attract and retain

good quality staff, as well as increasing the job satisfaction of those presently with you -

increasing the chances that they will satisfy your customers.

Thus Training is the act of increasing the knowledge and skills of employee. It is a

universal truth that the human resources available in an organization have to be managed

more efficiently than the material resources comprising of machines and money.

Eloquently putting “Training is a systematic development of the knowledge, skills and

attitudes required by employees to perform adequately on a given task or job”.

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DEFINITION:

“Training is the act of increasing the knowledge & skills of an employee for doing a

particular job” ▪ Flippo

It is a short term educational process & utilising a systematic & organised procedure by

which employees learn technical knowledge & skills for a definite purpose

Training improves knowledge skill, behaviour & attitude towards the requirements of the job

& organisation.

FEATURES OF TRAINING:

The features of good training programs are as follows:-

a. Clear Purpose:

The objective of the programme should be clearly specified. The training should be result

oriented.

b. TRAINING NEEDS:

The training needs of employees should be clearly defined. The methods selected for

imparting training should be appropriate and effective.

c. RELEVANCE:

The training programme and its contents must be relevant to the requirements of the job for

which it is intended.

d. BALANCE BETWEEN THEORY AND PRACTICE:

A good training programme should provide a balanced mix of theory and practice the

theoretical framework should be backed by practical application to provide all round training.

e. MANAGEMENT SUPPORT:

Top management must actively support the training programme so that the training

programme may help the employees to yield better results. Once the employees get the

support form management support the perform there job more effectively.

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TRAINING OBJECTIVES:

1. To prepare the employee both new & old to meet the present as well as the

changing requirements of the job & the organisation.

2. To prevent obsolescence

3. To help the new entrants the basic knowledge & skills they need for an intelligent

performance of a definite job.

4. To prepare employees for higher level jobs.

5. To develop the potentialities of people for the next level job.

6. To ensure economical output of required quality.

7. To ensure smooth & efficient working of a department.

8. To assists employees to function more effectively in their present positions by

exposing them to the latest concepts, information & techniques & developing the

skills they will need in their particular fields.

9. To promote individual & collective morale, a sense of responsibility, co operative

attitudes & good relationships.

PURPOSE OF TRAINING:

One of the main purposes of training is to prevent industrial accidents. This is done by

creating safety consciousness among workers.

a. When the employees are trained it enables them to achieve the required level of

performance which in turns increases the productivity.

b. Training helps in increasing the knowledge and skills of employee

c. When the employees are trained it becomes easy for them to adapt themselves according

to the changes made in business.

d. Training reduces the cost of supervision. Trained employees needs less guidance which in

turns reduces the needs for supervision.

NEEDS OF TRAINING:

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1. To enable the new recruits to understand work:

A person who is taking up his job for the first time must become familiar with it. For

example, if a fresh graduate is appointed as a clerk in a bank, he must first of all gain

knowledge of work assigned to him.

2. To enable existing employees to update skill and knowledge:

Training is not something needed for the newly recruited staff alone. Even the existing

employees of a concern may require training. Such training enables them to update their

skill and knowledge.

3. To enable an employee who has been promoted to understand his responsibilities:

Training is essential for an employee who has just been promoted to a higher level job.

With an evaluation in his position in the organization, his responsibilities are also going

to multiply.

4. TO ENABLE AN EMPLOYEE TO BECOME VERSATILE:

Sometimes an employee may have to gain knowledge of several related jobs. It will not

be enough if he is only good in the work he does presently.

IMPORTANCE OF TRAINING:

1. Improvement in Skill and Knowledge:

Such training helps the employees to perform his job much better. This benefits the

enterprise as well.

2. Higher Production and Productivity:

If an enterprise has a team of well trained employees there will be rise in production as

well as increase in productivity. Productivity is the input- output ratio

3. Job Satisfaction:

Trained employees will be able to make better use of the making of their skill. This

increases their level of self-confidence and commitment to work. Such employees are

bound to have higher job satisfaction.

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4. Better use of Resources:

Trained employees will be able to make better use of materials and machines. This

reduces the rate of wastage and spoilage of materials and also breakage of tools and

machines

5. Reduction in Accidents:

Trained employees are aware of safety precautions and so they are alert and cautious.

This is bound to bring down the number of accident in the works place.

6. Reduced Supervision:

Well trained employees do not need much supervision. They can do their work without

having to approach their superior often for guidance.

7. Reduction in Complaints:

„Only bad workers blame their tools‟. An employee who has acquired the necessary skill

and job knowledge would certainly love his job.

8. Adaptability:

Trained workers have the capacity to adapt themselves to any kind of situation. They are

odd in crisis management too. This indeed is beneficial for the organization.

9. Scope for Management by Exception:

With trained workers working under them, it becomes easy for the managers to get things

done by delegating authority. This enables the managers to concentrate more on

important issues confronting the organization.

10. Stability:

“The employees of today are going to be the managers of tomorrow”. The retirement of

key managers may not affect the stability of an organization if it has a team of trained,

efficient and committed employees who are ever ready to take over management.

ADVANTAGES OF TRAINING:

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1. Quick Learning: Training helps to reduce the learning time to reach the

acceptable level of performance. The employees need not learn by observing

others & waste a long time, if the formal training program exists in the

organisation. The qualified trainers will help the new employees to acquire the

skills & knowledge to do particular jobs within a short span of time.

2. Higher Productivity: Training raises the skill of the employees in the

performance of a particular job. It helps to the existing employees to raise their

level of performance on their present job assignment.

3. Less Supervision: If the employees are given adequate training, the need of

supervision is lessened. Training does not eliminate the need of supervision but it

reduces the need of detailed & regular supervision.

4. Economical Operation: It helps to make a better & economical use of materials

&equipment‟s wastage will be low. In addition the rate of accidents & damages to

the machinery & equipment will be kept to the minimum by the well trained

employees.

5. Higher Morale: The objective of training program will mould employee‟s attitude

to achieve support for organisational activities & obtain better cooperation&

greater loyalty with the help of training dissatisfaction complaints absenteeism &

turnover can also be reduced among the employees.

6. Better Management: Manager can make use of training to manage in a better

way. To him training the employees can assists in improving his planning,

organising, directing & controlling.

7. Confidence: Training crates a feeling of confidence in the minds of workers. It

gives safety & security to them at a work place.

8. New Skills: Training develops skills which serve as a valuable personal asset of

the workers.

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9. Promotion: Training helps for the promotion of the employees in the

organisation.

10. High Earnings: By improving skills training provides a chance of increasing job

knowledge & in turn earn more.

BENEFITS OF TRAINING:

HOW TRAINING BENEFITS THE ORGANISATION:

1. Leads to improve profitability and more positive attitudes towards profits

orientation.

2. Improves the job knowledge and skills at all levels of the organisation.

3. Improve the morale of the workplace.

4. Helps people identify with organisational goals.

5. Helps create a better corporate image.

6. Improve the relationship between boss and subordinates.

7. Learn from the trainee.

8. Helps prepare guidelines for work.

9. Provide information for future needs in all areas of the organisation.

10. Organisation gets more effective in decision making and problem solving.

BENEFITS TO THE INDIVIDUAL WHICH1 IN TURN ULTIMATELY SHOULD

BENEFITS

THE ORGANISATION:

1. Helps the individual in making better decisions and effective problem solving.

2. Helps a person handle stress, tension, frustration and conflict.

3. Provides information for improving leadership knowledge, communication skills

and attitudes.

4. Increase job satisfaction and recognition.

5. Moves a person‟s towards personal goals while improving interactive skills.

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6. Satisfies personals needs of the trainer.

7. Develops a sense of growth in learning.

8. Helps a person develop speaking and listening skills, also writing skills when

exercise is required.

PURPOSE OF TRAINING:

a. Training is necessary when a person moves from one job to another (transfer)

b. Training is necessary to make employees mobile & versatile. They can be placed

in various jobs depending on organizational needs.

c. Training is needed to bridge the gap between what the employee wants and what

the job demands.

INTRODUCTION:

Development refers to those learning opportunities designed to help employees

grow. Development is not primarily skill oriented. Instead; it provides general

knowledge and attitudes which will helpful to employees in higher positions.

Efforts towards development often depend on personal drive and ambition.

Development activities, such as those supplied by management development

programmes, are generally voluntary.

Development is a related process. it covers not only those activities which improve

job performance but also those which bring about growth of the

personality;whichhelps individuals in the progress towards maturity and

actualization of their potential capacities so they become not only good employees

but better men and women. Training a person for bigger and higher job is

development. And this may not only imparting specific skills and knowledge but

also inculcating certain personality and mental attitudes.

HOW TO MAKE TRAINING EFFECTIVE:

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a. Determine the training needs through job description, performance appraisal,

potential appraisal and discussion with employees.

b. Prepare a training calendar in discussion with the managers concerned.

c. Define the training objectives specifically.

d. Select the efficient faculty.

TRAINING DESIGN:

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 METHODS OF TRAINING:

1.On the Job Methods:

• It is also known as job instruction training

• It is most commonly used method

• Under this method, the individual is placed on a regular job & taught the skills

necessary to perform that job.

• This method is also called “learning by doing”

• In this method trainee learns under the guidance or supervision of the supervisor or

instructor.

a. JOB ROTATION:Job rotation involves the transfer of trainees from one job

to another and sometimes from one branch to another. The trainee receives job

knowledge & gains experience from his supervisor. The trainee receives full duties

and responsibilities of the rotated position. It is more suitable for lower level

executives.

b. COACHING: In coaching, the superior plays an active role in training the

subordinate. The superior may assign challenging task to the subordinate for the

purpose of training.

The superior may assist and advice the subordinate to complete the assigned task.

In this case, the superior acts as a coach in training the subordinate.

A limitation of this method is that the trainee may not have the freedom or

opportunity to express his own ideas.

c. JOB INSTRUCTION: This method is also known as training through step by

step. Under this method, the trainer explains to the trainee the way of doing the

jobs, job knowledge & skills & allows him to do the job. The trainer appraises the

performance of the trainee, provides feedback, information & corrects the trainer.

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 D. Committee Assignment: Under this method, a group of trainees are given &

asked to solve an actual organizational problem. The trainees solve the problem

jointly. It develops the team work.

2. OFF THE JOB METHOD:

• Under this method the trainee learns outside the job and involves himself in full

time learning.

• In this method of training, the trainees is separated from the job situation & his

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

performance.

• There is an opportunity for freedom of expression for the trainees.

a. VESTIBULE TRAINING: In this method, actual work conditions are simulated

in a class room. Material, files, & equipment which are used in actual job

performance are also used in training. This type of training is commonly used for

training personnel for clerical &semi-skilled jobs. The duration of this training

ranges from days to few weeks. Theory can be related to practice in this method.

b. ROLE PLAYING: It is defined as a method of human interaction that involves

realistic behavior imaginary situation. This method of training involves action

doing & practice, the participants play the role of certain characters such as the

production manager, mechanical engineer, workers etc. this method is mostly used

for developing inter personal interaction & relations.

c. Lecture Method: This is also called class room training. The special lectures can

be given by the top executive of the organization or by the specialist in a particular

field. The person is generally expert in the particular field. The trainees generally

had the note books to note down the important points said by the expert.

This method can also be used for the new entrant in the organization or to deliver

the message to large group in that case the cost per trainee is less.

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d. CONFERENCE OR DISCUSSION: It is a method in training the clerical,

professional & supervisory personnel. This method involves a group of people

who pose ideas, share facts, ideas, data & draw conclusions all of which contribute

to the improvement of job performance.

In this method it involves two way communications& hence feedback is provided

the participants feel free to speak in small groups.

e. SEMINAR AND WORKSHOPS: Management employees can be trained with

the help of seminars and workshops. In seminars, trainees present their papers on

work related developments. The paper presentations are reviewed by experts. The

experts may give their insights on the topic presented by the trainee.

In workshops there is a good interaction between the trainer and the trainees. The

trainer may present his views on certain developments and then initiate interactive

discussion.

The trainees can get insights due to the views expressed by the trainer and other

trainees.

STEPS INVOLVED IN TRAINING:

STEP 1:

Define the chart part of the organization in which the work has to be done. It is to

have a focused approach of the study. It could either be a particular department, a

section, a unit, a specific group or a staff category.

STEP 2:

Use various data collection measures to collect both qualitative as well as

quantitative data.

STEP 3:

Analyze the entire data collected in order to find out causes of problem areas and

priorities areas, which need immediate attention.

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 STEP 4:

Priorities the different training programmers according to the responses collected.

STEP 5:

Record and file the entire data so that it can be used for future reference while

designing training programmers/ training calendar.

AREAS OF TRAINING:

1. KNOWLEDGE: Employee gets knowledge on rules and regulations related to

job, staff & the products or services offered by the company. The aim is to make

the employee fully aware of the business environment.

2. TECHNICAL SKILLS: The employee is trained on specific skill (operating a

machine, handling computers etc).

3. SOCIAL SKILLS:The employee is made to develop a right mental attitude

towards the job, colleagues and the company. He/she is taught to be a team

worker/member.

4. TECHNIQUES: It involves application of knowledge and skill to various on-the-

job situations.

SYSTEMATIC APPROACH TO TRAINING:

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 •Determine
Training needs
Assessment •Identify training
objectives

•Select training
Implementation methods
•Conduct training

• Compare
training
Evaluation outcomes
against criteria

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 TRAINING NEEDS ASSESSMENT:

1. DETERMINE: THE TRAINING NEEDS: This involves finding answers to

questions such as , whether training is needed? Where it is needed, which training,

what is the duration a.Organizational analysis

b. Task or role analysis

c. Person analysis

2. ORGANIZATIONAL ANALYSIS: Study of the entire organization in terms of its

objectives, resources, utilization of these resources.

a. ANALYSIS OF OBJECTIVES – study of short term and long term objectives

and the strategies to fulfill the objectives.

b. RESOURCE UTILIZATION ANALYSIS: contribution of various departments

towards resources utilization.

c. ENVIRONMENTAL SCANNING – the economic, political, socio-cultural and

technological environment is examined.

d. ORGANIZATION CLIMATE ANALYSIS – the climate of an organization

speaks about the attitudes of members towards work, company policies,

supervisors, co-workers, etc.

3. TASK OR ROLE ANALYSIS:

a. Detailed examination of a job, its components, its various operations and

conditions under which job is performed.

b. The exercise is meant to find out how the various tasks have to performed, what

kind of skills, knowledge, attitudes are needed to meet the job needs.

c. After collecting the information, appropriate training programmes are designed.

4. PERSON ANALYSIS:

a. Focus is on the individual in a given job.

b. Find out if performance is satisfactory and if training is required

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c. Find if employee is capable of being trained and the specific areas in which he has

to be trained.

d. Analysis is done by personal observation, performance reviews, supervisory

reports, etc.

IDENTIFY TRAINING OBJECTIVES:

Basically there are three types of objectives:

1. Regular

2. Problem Solving

3. Innovative

1. REGULAR :

a. Orientation: Basic training, introduction about the job, how it has to be performed,

time needed to perform.

b. Refresher courses on safety procedures

2. PROBLEM SOLVING:

a. To reduce complaints, mistakes, errors, accidents.

b. Training in communication to reduce and handle employee grievances

3. INNOVATIVE:

a. Anticipating problems before they occur

b. Team building session with the departments.

EVALUATION OF A TRAINING PROGRAMME:

Evaluation helps in controlling & correcting the training programme. It can be

done in 5levels:

1. REACTIONS: Trainees reactions to the overall training – coverage of topics,

method of presentation, techniques used, doubts were clarified etc.

2. LEARNING: The trainer‟s ability and the trainees abilities can be judged by the

content that is being learnt and how he applies it to the job.

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3. JOB BEHAVIOR: Includes manner and extent to which the trainee has applied

his learning to the job.

4. ORGANIZATION: This evaluation measures the use of training, learning and

change in job behavior in the form of increased productivity, quality, morale, sales

turnover and the like.

5. ULTIMATE VALUE: Measures the ultimate results of training, its contributions

towards achievements of organization goals like growth, profitability etc.

METHODS OF EVALUATION:

1. QUESTIONNAIRE: A detailed questionnaire can be used to obtain opinions,

reactions, and views of trainees.

2. TESTS: Standard tests can be conducted to check how much the trainees have

learnt.

3. INTERVIEWS: One to one interview with trainees to know their reactions

regarding training.

4. HUMAN RESOURCE FACTORS: Evaluation can be done based on employee

satisfaction, which can be determined by decrease in absenteeism, accidents,

grievances, dismissals etc.

5. STUDIES: Comprehensive studies can be carried out eliciting the opinions and

judgments of trainers, superiors, colleagues etc.

6. COST BENEFIT ANALYSIS: The cost of training (cost of hiring, tools to learn,

training centers, production stoppage etc) could be compared with its value (in

terms of improved learning, superior performance etc.)

7. FEEDBACK: Identify gaps in the training programmer, correction measures

needs to be taken for improvement.

22
COMPANY PROFILE

23
 COMPANY PROFILE
OVERVIEW

EdLernity Tech (OPC) Private Limited is proud to be ISO 9001:2015 certified. This

certification reaffirms our commitment to maintaining a high standard of quality in our

education services and certification programs related to skill and vocational development.

Accredited by the Standards Council of Canada, our certification underscores our dedication

to excellence and adherence to international quality standards.

Edlernity , where innovation converges with purpose to redefine the landscape of

technological solutions. Established with a vision to lead in the ever-evolving tech industry,

Edlernity Tech (OPC) Private Limited is committed to delivering cutting-edge products and

services that transcend conventional boundaries.

Website

www.edlernity.com

Phone

8073306479Phone number is 8073306479

24
Industry

E-Learning Providers

Company size

51-200 employees

207 associated members LinkedIn members who‟ve listed EdLernity as their current

workplace on their profile.

Founded

2023

Invest where innovation converges with purpose to redefine the landscape of technological

solutions. Established with a vision to lead in the ever-evolving tech industry, EdLernity

Tech (OPC) Private Limited is committed to delivering cutting-edge products and services

that transcend conventional boundaries.

Special Offering

Experience the future of education at EdLernity. Beyond traditional courses, we offer

immersive Tech internships, bridging theory with real-world application. Work alongside

industry experts, gaining invaluable insights and hands-on experience. Whether aspiring to be

a Web Developer or UI/UX Designer, unlock your potential with EdLernity today. Better

skills develop nations. Join us and discover yours.

About Us tailwind page

We are ISO Certified

EdLernity Tech (OPC) Private Limited is proud to be ISO 9001:2015 certified. This

certification reaffirms our commitment to maintaining a high standard of quality in our

25
education services and certification programs related to skill and vocational development.

Accredited by the Standards Council of Canada, our certification underscores our dedication

to excellence and adherence to international quality standards.

TRAINING PROCESS AT EDLERNITY OF INTERNSHIP BENEFITS

Internships are a critical component of the training process at Edlernity, providing students

with valuable hands-on experience that enhances their academic learning and prepares them

for future careers. The benefits of internships can be categorized into several key areas:

1. Practical Experience

Internships offer students the opportunity to apply theoretical knowledge gained in the

classroom to real-world situations. This practical experience is invaluable as it allows

students to understand how their academic skills translate into workplace competencies. At

Edlernity, interns engage in projects that require them to utilize tools and techniques relevant

to their field, thereby reinforcing their learning through application.

2. Skill Development

Through internships, students develop a range of professional skills that are essential for

career success. These include technical skills specific to their industry, as well as soft skills

such as communication, teamwork, and problem-solving. Edlernity emphasizes skill

development by providing structured training sessions and mentorship from experienced

professionals who guide interns in honing these abilities.

3. Networking Opportunities

Internships at Edlernity facilitate networking with industry professionals, which is crucial for

career advancement. Interns have the chance to build relationships with colleagues,

supervisors, and other professionals within the organization. This networking can lead to

future job opportunities and collaborations, making it an essential aspect of the internship

experience.

4. Enhanced Employability

26
Completing an internship significantly boosts a student‟s employability upon graduation.

Employers often look for candidates with practical experience, and internships provide a

competitive edge in the job market. Edlernity‟s internship program is designed to enhance

students‟ resumes by showcasing their hands-on experience and the skills they have acquired

during their time with the company.

5. Understanding Workplace Culture

Internships help students acclimate to professional environments by exposing them to

workplace culture and dynamics. At Edlernity, interns learn about organizational values,

mission statements, and team collaboration practices. This understanding is crucial for

successful integration into any work environment after graduation.

6. Feedback and Evaluation

One of the significant benefits of internships at Edlernity is the continuous feedback provided

by mentors and supervisors. Interns receive constructive criticism on their performance,

which helps them identify areas for improvement and develop professionally throughout their

internship period.

27
EDLERNITY INTERNSHIP PROGRAM 2024

The EdLernity Internship Program for 2024 is designed to provide students and recent

graduates with hands-on experience in various fields, particularly in technology and digital

marketing. Here‟s a detailed breakdown of the program:

Program Overview

The EdLernity Internship Program offers opportunities across different roles, including

positions focused on the MERN stack for technology enthusiasts and UI/UX design for those

interested in user interface development. The program aims to enhance skills, provide

mentorship, and facilitate networking among participants.

Duration

MERN Stack Internships: 1 Month

Digital Marketing and HR Internships: 2 Months (Remote)

Eligibility Criteria

Candidates must be enrolled in an educational institution or be recent graduates.

Open to undergraduates, graduates, and freshers.

Relevant skills and interests are required for specific roles.

Roles Available

MERN Stack Developer

Candidates should have a deep knowledge of the MERN stack (MongoDB, Express.js,

React.js, Node.js).

UI/UX Designer

Collaborate with product managers and developers to understand project requirements.

Design and prototype intuitive user-centric interfaces for web and mobile applications.

Digital Marketing Intern

Involves working on various digital marketing strategies and campaigns.

HR Intern

28
Focuses on human resources tasks within the organization.

Collaborations Team Member

Opportunity to work with the team responsible for partnerships and collaborations.

Benefits of the Internship

Participants can expect several perks from the internship program:

� Certificate of Internship upon completion.

� Letter of Recommendation based on performance.

� Pre-placement opportunity (PPO) for exceptional performers.

Performance-based stipend (up to ₹10,000) for longer internships.

Application Process

To apply for the EdLernity Internship Program:

Prepare your resume highlighting relevant skills and interests.

Submit your application through their official links provided:

For MERN Stack: Apply Here

For Digital Marketing & HR: Apply Here

This program is an excellent opportunity for individuals looking to gain practical experience

while enhancing their resumes with valuable certifications and recommendations.

MISSION OF EDLERNITY INTERNSHIP

The mission of the EdLernity internship program is to provide transformative educational

experiences that foster personal and professional growth among interns. This involves

equipping them with practical skills in various domains, particularly in human resources,

29
while also encouraging a culture of collaboration, innovation, and continuous learning. The

program aims to create an environment where interns can contribute meaningfully to the

organization‟s goals while developing their competencies for future career opportunities.

VISION OF EDLERNITY INTERNSHIP

The vision of the EdLernity internship program is to be recognized as a leading platform for

nurturing talent in the education sector. It aspires to cultivate a generation of skilled

professionals who are not only adept in their respective fields but also committed to making

impactful contributions to society through education. By aligning its internship initiatives

with broader educational objectives, EdLernity seeks to inspire interns to become change-

makers who advocate for transformative learning practices.

30
SWOT ANALYSIS

31
 SWOT ANALYSIS

STRENGTHS

EdLernity has several strengths that position it favorably in the eLearning market. These

include a strong brand reputation for quality educational content, a diverse range of courses

catering to various learning needs, and an experienced team of educators and technologists.

The platform‟s user-friendly interface enhances learner engagement and accessibility, making

it easier for users to navigate through courses. Additionally, EdLernity may have established

partnerships with educational institutions or organizations that lend credibility and expand its

reach.

WEAKNESSES

Despite its strengths, EdLernity faces certain weaknesses that could hinder its growth. One

potential weakness is the reliance on technology; if the platform experiences technical issues

or downtime, it could negatively impact user experience and satisfaction. Furthermore, there

may be gaps in course offerings compared to competitors, particularly in emerging fields or

specialized subjects. Another weakness could be related to learner retention; if users do not

find ongoing value in the courses offered, they may disengage or seek alternatives.

OPPORTUNITIES

There are numerous opportunities available for EdLernity to enhance its market position. The

growing trend of mobile learning (mLearning) presents a chance to develop mobile-friendly

courses that cater to learners who prefer accessing content via smartphones and tablets.

Additionally, leveraging social learning techniques can foster community engagement among

learners, encouraging collaboration and peer support. Expanding into international markets

where demand for online education is rising can also provide significant growth

32
opportunities. Finally, incorporating advanced technologies such as artificial intelligence (AI)

for personalized learning experiences can further differentiate EdLernity from competitors.

THREATS

EdLernity must navigate several threats that could impact its success in the eLearning

landscape. Increased competition from other eLearning platforms poses a significant

challenge; many companies are continuously innovating and improving their offerings.

Economic downturns can also affect budgets allocated for training and education within

organizations, leading to reduced enrollment numbers. Additionally, changes in regulations

regarding online education could create compliance challenges that require swift adaptation

by EdLernity.

33
AIMS AND OBJECTIVES
OF THE STUDY

34
 AIMS AND OBJECTIVES OF THE STUDY

AIMS

 To identify the skill gaps among employees: Assess areas where employees require

further training to align with organizational goals.

 To evaluate the impact of training on employee performance: Measure the

effectiveness of training programs in improving employee productivity and

satisfaction.

 To provide recommendations for improvement: Suggest enhancements to the training

and development process to maximize its value to both employees and the

organization.

OBJECTIVES

 To study training and development process interning in EdLernity.

 To study the training needs requirements process at agile...

 To study the satisfaction agile capitals.

 To study the satisfaction of employees interning in EdLernity..

35
LIMITATIONS OF STUDY

36
 LIMITATIONS OF STUDY

 To Access to internal HR data and employee surveys may be restricted due to

confidentiality or proprietary concerns.

 Limited coverage of diverse employee categories (e.g., frontline workers, managers)

might skew findings.

 Biases in employee responses during surveys or interviews could affect the reliability of

results.

 Employee satisfaction and engagement are dynamic and influenced by seasonal and

market factors. A short-term study might miss long-term trends.

 Job satisfaction is subjective and varies significantly among individuals, making

generalization challenging.

 Factors like market conditions, economic trends, or competitive pressures could

overshadow the impact of internal engagement activities.

 Difficulty in obtaining standardized data for benchmarking against other organizations.

 Limited budget, time, or access to advanced analytics tools could constrain the depth of

the study.

The study's scope offers valuable insights into the nexus of employee satisfaction,

engagement, and organizational success at EdLernity.. However, its limitations call for

careful planning, robust data collection methods, and acknowledgment of potential biases

in interpretation. Balancing these elements ensures that the study provides actionable

recommendations for EdLernity. and contributes to broader discussions on HR

effectiveness in retail organizations.

37
 ANALYSIS &

INTERPRETATION

38
 DATA ANALYSIS & INTERPRETATION

1. Do you have the opportunities to do the work best?

Options Respondents
Yes 65
No 15
Sometimes 20
Total 100

Interpretation:
The above chart explains that 65% respondents said that they have oppurtunities to do
work best.

39
 2. I am continuously updated on the developments taking place in
the organization?

Options Respondents
Strongly Agree 40
Agree 25
Disagree 15
Neither agree nor disagree 20
Total 100

Interpretation:
The 40% employees strongly agreed that they are continuously updated
on the developments taking place in the organization and 25% agrees, 15%
disagrees and 20% were neither agree nor disagree.

40
 3. Do you get proper platform to execute your ideas?

Options Respondents
Yes 63
No 5
Sometimes 32
Total 100

Interpretation:
63% respondents said that they get proper platform to execute ideas,
5% respondents said no and 32% respondents said sometimes.

41
 4. Do you have the materials and equipment to do your work efficiently?

Options Respondents
Strongly Agree 20
Agree 45
Disagree 15
Neither agree nor disagree 20
Total 100

Interpretation:
The 45% employees were only agreed for that they have the materials
and equipments to do work efficiently, 25% employees strongly agree, 15%
disagree and 20% neither agree nor disagree.

42
 5. Do you satisfied with the level of trust on your team?

Options Respondents
Yes 40
No 5
Sometimes 55
Total 100

Interpretation:
The above chart represents that 55% employees were sometimes
only satisfy with level of trust on team, 40% employees said yes & 5% were said
no.

43
 6. Do you have the opportunities at work to learn and grow?

Options Respondents
Strongly Agree 45
Agree 37
Disagree 10
Neither agree nor disagree 8
Total 100

Interpretation:
The 45% respondents were strongly agree that they have opportunities
at work to learn & grow,37% were agree,10% disagree, 8% neither agree nor
agree.

44
 7. Do I get Feedback regularly from my supervisor for improving
my performance?

Options Respondents
Strongly Agree 52
Agree 28
Disagree 7
Neither agree nor disagree 13
Total 100

Interpretation:
The above chart explains that 52% employees get regular feedback
from superiors for improving performance, 28% employees agree, 7% disagree,
13% neither agree nor disagree.

45
 8. Do I get sufficient opportunities to improve my skills?

Options Respondents
Strongly Agree 40
Agree 30
Disagree 3
Neither agree nor disagree 27
Total 100

Interpretation:
The 40% employees strongly agree that they get sufficient opportunities
to improve skills were 30% agree, 3% disagree and 27% neither agree nor agree.

46
 9. The people here are pleasant and co-operative to work with?

Options Respondents
Strongly Agree 55
Agree 28
Disagree 10
Neither agree nor disagree 7
Total 100

Interpretation:
55% respondents said that the people here are pleasant and co-operative
to work with them, 28% agreed, 10% disagree and 7% neither agree nor disagree.

47
 10. I regularly receive recognition/praise for doing good work?

Options Respondents
Strongly Agree 42
Agree 37
Disagree 18
Neither agree nor disagree 3
Total 100

Interpretation:
The above chart explains that 42% respondents strongly agree that
they will regularly receive recognition/praise for doing good work, 37% agreed,
18% disagreed and 3% neither agree nor disagree.

48
 11. Whether your suggestion will be considered during your job?

Options Respondents
Frequently 23
Rarely 36
Occasionally 41
Total 100

Interpretation:
The 41% respondents were said that occasionally the suggestions
are considered during the job, 23% said that frequently and 36% said that rarely.

49
 12. Do you agree that frequent chance has been given to improving your skill
and job knowledge?

Options Respondents
Strongly Agree 30
Agree 49
Disagree 13
Neither agree nor disagree 8
Total 100

Interpretation:
The above chart explains that 49% employees were agreed for that
they have given frequent chance given to improving skill and job, where 30%
strongly agree, 13% disagree and 8% neither agree nor disagree.

50
13. Do you agree with the company functions conducted in your organization?

Options Respondents
Strongly Agree 34
Agree 36
Disagree 10
Neither agree nor disagree 20
Total 100

Interpretation:
The 36% respondents were agree that with company functions
conducted in organization, 34% strongly agree, 10% disagree and 20%
neither agree nor disagree.

51
 14. Are you satisfied with the stress relief programs conducted in
your organization?

Options Respondents
Strongly Agree 39
Agree 41
Disagree 9
Neither agree nor disagree 21
Total 100

Interpretation:
The 41% employees were satisfied with the stress relief programs
conducted in organization where 39% strongly agree and only 9% disagree and
21% neither agree nor disagree.

52
 15. Do you agree that you are utilizing yourself and your potential as a
whole to this organization?

Options Respondents
Yes 69
No 2
Sometimes 29
Total 100

Interpretation:
The 69% respondents were agreeing that utilizing them self and
their potential as a whole to this organization.

53
 16. The other departments in organization co-operate with each other?

Options Respondents
Strongly Agree 60
Agree 20
Disagree 5
Neither agree nor disagree 15
Total 100

Interpretation:
The 60% respondents were strongly agree that other departments
in organization were cooperate with each other, 20% were agree, 5% were
disagree and 15% were neither agree nor disagree.

54
17. My company takes care of my safety and welfare?

Options Respondents
Strongly Agree 30
Agree 50
Disagree 15
Neither agree nor disagree 5
Total 100

Interpretation:
The 50% respondents were agreed that company takes care of
employee safety and welfare, 30% strongly agree, 15% were disagree and
5% were neither agree nor disagree.

55
 18. Our salary is competitive when compared to other companies in Market?

Options Respondents
Strongly Agree 20
Agree 42
Disagree 23
Neither agree nor disagree 15
Total 100

Interpretation:
42% respondents said that they agreed their salary is competitive
when compared to other companies in market and 20% said that they strongly
agree and 23% disagreed, 15% neither agreed nor disagree.

56
 19. Our Mission / purpose of our company make me feel that my
job is important?

Options Respondents
Yes 45
No 15
Sometimes 40
Total 100

Interpretation:
The above chart explains that 45% respondents said yes that
their mission/purpose of their company make them feel that their job is important
and 40% said sometimes and 5% said no.

57
20. Overall, I am extremely satisfied with my job?

Options Respondents
Strongly Agree 40
Agree 25
Disagree 15
Neither agree nor disagree 20
Total 100

Interpretation:
The 40% respondents strongly agree that they are
extremely satisfied with their job and 25% agreed, 15% disagreed, 20%
neither agree nor disagree.

58
RECCOMMENDATIONS

59
 RECOMMENDATIONS
1. Foster a Positive Work Environment

Encourage Open Communication: Implement regular town halls, feedback sessions, and

suggestion forums to ensure employees feel heard and valued.

Promote Inclusivity: Establish diversity and inclusion initiatives to foster a sense of

belonging across various employee demographics.

2. Strengthen Leadership Practices

Leadership Training: Train managers and team leads on emotional intelligence, conflict

resolution, and motivational strategies to build a supportive work culture.

Role Modeling: Encourage leaders to actively participate in engagement activities, setting a

positive example for their teams.

3. Enhance Rewards and Recognition

Personalized Recognition: Recognize achievements through customized rewards that

resonate with employee preferences, such as vouchers, additional leave days, or skill-

building opportunities.

Incentive Programs: Offer performance-linked incentives that align individual goals with

organizational objectives.

4. Develop Career Growth Pathways

Skill Development: Invest in employee training programs, such as retail-specific

certifications and leadership development tracks.

Clear Career Progression: Design transparent growth frameworks and internal job postings

to provide employees with clarity on advancement opportunities.

5. Innovate Employee Engagement Activities

Wellness Initiatives: Launch programs focusing on physical and mental well-being, such as

yoga sessions, counseling services, or wellness challenges.

60
Team-Building Activities: Organize off-site retreats, hackathons, or cross-functional projects

to strengthen team dynamics and collaboration.

Gamification: Introduce gamified approaches to learning, performance tracking, and

engagement, making tasks more enjoyable and motivating.

6. Integrate Technology for Employee Support

e-HRM Systems: Deploy human resource management tools to streamline processes like

onboarding, leave applications, and performance reviews.

Employee Apps: Provide mobile applications that offer instant access to company updates,

policies, training modules, and recognition platforms.

7. Conduct Regular Surveys and Assessments

Pulse Surveys: Use frequent, short surveys to track employee sentiment and address

emerging concerns promptly.

Exit Interviews: Analyze feedback from exiting employees to identify persistent issues and

areas for improvement.

8. Strengthen Work-Life Balance

Flexible Scheduling: Offer options like staggered shifts or remote working arrangements

where possible.

Leave Policies: Enhance leave policies with provisions for parental leave, sabbaticals, or

extended medical leaves.

9. Focus on Customer-Employee Alignment

Customer-Centric Training: Ensure employees understand how their roles directly impact

customer experiences.

Recognition of Frontline Staff: Acknowledge and reward employees who consistently

deliver excellent customer service.

10. Build a Culture of Continuous Improvement

61
Feedback Loops: Regularly review engagement initiatives and adapt them based on

employee responses and organizational needs.

Internal Communities: Create platforms for employees to share best practices, celebrate

successes, and learn from peers.

Conclusion

By implementing these recommendations, EdLernity. can strengthen its reputation as an

employer of choice, improve employee satisfaction, and achieve higher engagement levels.

These initiatives will not only benefit individual employees but also contribute to the overall

organizational performance and customer satisfaction.

62
CONCLUSION

63
 CONCLUSION
The study of the training and development process at EdLernity reveals that while the

existing programs have a positive impact on employee skill enhancement and

performance, there are areas that require improvement. Employee feedback suggests a

desire for more targeted, role-specific training and the integration of interactive and

practical methods. Although the training aligns moderately with organizational goals, a

stronger connection between the training programs and the company‟s strategic objectives

could drive better results. Incorporating modern technologies, personalized training, and

robust evaluation methods can enhance the overall effectiveness of the training process.

By implementing these improvements, EdLernity can ensure that its training initiatives

contribute more significantly to both employee growth and organizational success.

64
ANNEXURE

65
 QUESTIONNAIRE
Questionnaires of Employee Engagement Survey:

Employee name:
Position:
Department:
Start working from:

1. Do you have the opportunities to do the work best?

Yes ( ) No ( ) Sometimes ( )

2. I am continuously updated on the developments taking place in the

organization?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

3. Do you get proper platform to execute your ideas?

Yes ( ) No ( ) Sometimes ( )

4. Do you have the materials and equipment to do your work efficiently?

a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

5. Do you satisfied with the level of trust on your team?

Yes ( ) No ( ) Sometimes ( )
6. Do you have the opportunities at work to learn and grow?
a. Strongly Agree ( )
b. Agree ( )

66
 c. Disagree ( )
d. Neither Agree nor Disagree ( )

7. Do I get Feedback regularly from my supervisor for improving my

performance?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )
8. Do I get sufficient opportunities to improve my skills?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

9. The people here are pleasant and co-operative to work with?

a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )
10. I regularly receive recognition/praise for doing good work?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

11. Whether your suggestion will be considered during your job?

Frequently ( ) Rarely ( ) Occasionally ( )

12. Do you agree that frequent chance has been given to improving your skill and job
knowledge?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

67
13. Do you agree with the company functions conducted in your organization?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

14. Are you satisfied with the stress relief programs conducted in your
organization?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

15. Do you agree that you are utilizing your self and your potential as a whole to
this organization?
Yes ( ) No ( ) Sometimes ( )
16. The other departments in organization co-operate with each other?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

17. My company takes care of my safety and welfare?

a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

18. Our salary is competitive when compared to other companies in Market?

a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

68
Our Mission / purpose of our company make me feel that my job is important?
Yes ( ) No ( ) Sometimes ( )
19. Overall, I am extremely satisfied with my job?
a. Strongly Agree ( )
b. Agree ( )
c. Disagree ( )
d. Neither Agree nor Disagree ( )

69
BIBLIOGRAPHY

70
 BIBLIOGRAPHY

Books referred:
Human Resource Management ......................................................... Shashi K.Gupta,
Rosy Joshi
Human Resource Management ........................................................V.S.P.Rao
Human Resource Management ........................................................Fisher Shaw
Human Resource Management ........................................................Subba Rao
.
Websites:
www.humanresources.about.com
www.hr-guide.com
www.books.google.com

71