ON METHODS ADOPTED IN TRAINING AND DEVELOPMENT AT Submitted in partial fulfillment of the requirement for the award of degree MASTER IN BUSINESS ADMINISTRATION (Session 2011-2013) Under Guidance of: Submitted By: Mr. NAVEET ARORA REENA DHAWAN HR MANAGER Roll No.-11252 MAHAJAN OVERSEAS PVT LTD MBA 3rd Sem. 1 | Page
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ON
METHODS ADOPTED IN TRAINING AND
DEVELOPMENT AT
Submitted in partial fulfillment of the requirement for the award of degree
MASTER IN BUSINESS ADMINISTRATION
(Session 2011-2013)
Under Guidance of: Submitted By:
Mr. NAVEET ARORA REENA DHAWAN
HR MANAGER Roll No.-11252
MAHAJAN OVERSEAS PVT LTD MBA 3rd Sem.
PANIPAT INSTITUTE ENGINEERING & TECHNOLOGY
KURUKSHETRA UNIVERSITY, KURUKSHETRA
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CERTIFICATE FROM THE COMPANY
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DECLARATION
I, hereby declare that the Summer Training project entitled “A Study on Methods adopted in
Training and development in Mahajan Overseas Private Limited, Panipat” is an original
work and the same has not been submitted to any other institute for the award of any other
degree & the information provided in the study is authentic to the best of my knowledge.
(Reena Dhawan)
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ACKNOWLEDGEMENT
It gives me a great pleasure to present this summer training report. It indeed goes without saying
that the success of my summer training programme at Mahajan Overseas Private Ltd. Panipat
(Haryana) was because of direct or indirect guidance of everybody at the company and institute.
I take this opportunity to acknowledge their help and valuable assistance in providing technical
input or reviewing the report.
I hereby express my sincere thanks and gratitude towards the management of Mahajan Overseas
Pvt Ltd. HRD Department for giving me an opportunity for training in their organization.
My respectful thank to all management and employees of Mahajan Overseas for their valuable
assistance, suggestions and their timely guidance in completing my project report.
I am delirious about the tremendous support and guidance provided to me by Dr. Puja Walia
Mann (H.O.D., MBA) & Mrs. Mani Mala (Faculty, MBA). Their expert opinion and effort to
direct my views in the right direction helped in the successful completion of this project.
Reena Dhawan
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INDEX OF CONTENTS
Chapters PARTICULARS PAGE NO.
1 INTRODUCTION 9
1.1 Industry profile 10-14
1.2 Company profile 15-20
1.3 Introduction to topic 21-29
2 LITERATURE REVIEW 30-36
3 RESEARCH METHODOLOGY 37-45
4 DATA ANALYSIS AND INTERPRETATION 46
4.1 Graphical Analysis 47-58
4.2 Statistical analysis
5 FINDINGS, SUGGESTIONS AND CONCLUSION 59-65
BIBLIOGRAPHY 66-70
ANNEXURES 71-77
INDEX OF FIGURES
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Fig no. PARTICULARS PAGE NO.
1.1 TEXTILE INDUSTRY 10
2.1 MAHAJAN OVERSEAS (P) LTD 16
2.2 PRODUCTS OF MAHAJAN OVERSEAS(P) LTD 17
2.3 INFRASTRUCTURE OF MAHAJAN OVERSEAS(P)LTD 18
2.4 QUALITY OF MAHAJAN OVERSEAS(P) LTD 19
2.5 HUMAN RESOURCE AT MAHAJAN OVERSEAS(P)LTD 20
3.1 TRAINING 21
3.2 DEVELOPMENT 23
4.1 GRIEVANCE HANDLING 47
4.2 EMPLOYEE PERFORMANCE MANAGEMENT 48
4.3 WORKPLACE ETHICS 49
4.4 CONFLICT MANAGEMENT 50
4.5 STRATEGIC PLANNING/ORGANISATIONAL SKILLS 51
4.6 PRESENTATION SKILLS 52
4.7 STRESS MANAGEMENT 53
4.8 RETENTION 54
4.9 SUPERVISORY SKILLS 55
4.10 AREAS OF INTEREST 56
4.11 DIFFERENT METHODS OF TRAINING 57
INDEX OF TABLES
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TABLE NO PARTICULARS PAGE NO.
1.1 MAJOR PLAYERS OF TEXTILE INDUSTRY 12
3.1 TECHNIQUES OF TRAINING AND
DEVELOPMENT
25
4.1 GRIEVANCE HANDLING 47
4.2 EMPLOYEE PERFORMANCE MANAGEMENT 48
4.3 WORKPLACE ETHICS 49
4.4 CONFLICT MANAGEMENT 50
4.5 STRATEGIC PLANNING/ORGANISATIONAL
SKILLS
51
4.6 PRESENTATION SKILLS 52
4.7 STRESS MANAGEMENT 53
4.8 RETENTION 54
4.9 SUPERVISORY SKILLS 55
4.10 AREAS OF INTEREST 56
4.11 DIFFERENT METHODS OF TRAINING 57
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Executive Summary
In this project the main objective is to gain more & more knowledge in the field of Human
Resource Development which will help in increasing my skill & my organizational work
experience.
This project is also very helpful & beneficial for all those people who keen to know about this
growing sector of the business as our country is developing at a good velocity.
Here velocity is stated because velocity is speed with direction & the direction in which our
economy is growing is positive.
In this data is collected from a textile industry of the project topic “Method Adopted in Training
& Development” in HR Department of MAHAJAN OVERSEAS. As the procedure of Training
& Development are same for all goods except for one or two additional things. So for basic
knowledge it is the best suited industry.
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1. INDUSTRY PROFILE
2. COMPANY PROFILE
3. INTRODUCTION TO TOPIC
1. INDUSTRY PROFILE
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Fig 1.1- Textile Industry
1.1 BACKGROUND:
Indian Textile industry is one of the leading textiles industries in the world. Though was
predominantly unorganized industry even a few years back, but the scenario started changing
after the economic liberalization of Indian economy in 1991. The opening up of economy gave
the much-needed thrust to the Indian textile industry, which has now successfully become one of
the largest in the world. Indian textile industry largely depends upon the textile manufacturing
and exports. It also plays a major role in the economy of the country. India earns about 27% of
its total foreign exchange through textile exports. Further, the textile industry of India also
contributes nearly 14% of the industrial production of the country. It also contributes around 3%
to the GDP of the country. India textile industry is also the largest in the country in terms of
employment generation. It not only generates job in its own industry, but also opens up the
scopes for the ancillary sectors. India textile industry currently generates employment to more
than 35 million people.
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Indian textile industry can be divided into various segments, some of which can be listed as
below:
Cotton Textiles
Silk Textiles
Woolen Textiles
Readymade Garments
Hand-crafted Textiles
Jute and coir
1.2 CURRENT SCENERIO:
The Indian textile industry contributes about 14% to the industrial production, 4% to the
country’s gross domestic product (GDP) and 17% to the country’s export earnings.
The industry provides direct employment to over 35 million people and is the second largest
provider of employment after agriculture .Fabric production rose to 60,996 million sq meters in
FY 2011 from 52,665 million square meters in FY 2007.
Production of raw cotton grew to 32.5 million bales in FY 2011 from 28 million bales in FY
2007 while Production of man-made fibre rose to 1,281 million kgs in FY 2011 from 1,139
million kgs in FY 2007. Production of yarn grew to 6,233 million kgs in FY 2011from 5,183
million kgs in FY 2007.India has the potential to increase its textile and apparel share in the
world trade from the current level of 4.5 per cent to 8 per cent and reach US $ 80billion by 2020.
Exports of textile grew to USD 26.8 billion in FY 2010 from USD 17.6 billion in FY 2006.
India’s textile trade is dominated by exports with a CAGR of 6.3 per cent during the same
From the above table it is evident that the Strategic Planning/Organizational Skills method of
training is considered to be Very important for the employee which is about 30% whereas 34%
employees are in the opinion that Strategic Planning/Organizational Skills is somewhat
important area in the training and development.
4.6 IS PRESENTATION SKILLS IMPORTANT DURING TRAINING PROGRAMME?
RESPONSES PERCENTAGEVery Important 32%Somewhat Important 34%Not Now 28%Not Sure 6%Not Important 0%Table 4.6 Presentation Skills
Fig 4.6 Presentation Skills
INFERENCE:
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From the above table it is evident that the Presentation Skills method of training is considered to
be Very important for the employee which is about 32% whereas 34% employees are in the
opinion that Presentation Skills is somewhat important area in the training and development.
4.7 DOES STRESS MANAGEMENT IS AN IMPORTANT AREA IN TRAINING PROGRAMME?
RESPONSES PERCENTAGEVery Important 26%Somewhat Important 42%Not Now 22%Not Sure 8%Not Important 2%Table 4.7 Stress Management
Fig 4.7 Stress Management
INFERENCE:
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From the above table it is evident that the Stress management method of training is considered to
be Very important for the employee which is about 26% whereas 42% employees are in the
opinion that Stress management is somewhat important area in the training and development.
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4.8 HOW IMPORTANT IS RETENTION OF EMPLOYEES?
RESPONSES PERCENTAGEVery Important 30%Somewhat Important 32%Not Now 24%Not Sure 8%Not Important 6%Table 4.8 Retention
Fig 4.8 Retention
INFERENCE:
From the above table it is evident that the Retention method of training is considered to be Very
important for the employee which is about 30% whereas 32% employees are in the opinion that
retention is somewhat important area in the training and development.
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4.9 DOES SUPERVISORY SKILLS IMPORTANT FOR EMPLOYEES?
RESPONSES PERCENTAGEVery Important 28%Somewhat Important 36%Not Now 22%Not Sure 4%Not Important 8%Table 4.9 Supervisory Skills
Fig 4.9 Supervisory Skills
INFERENCE:
From the above table it is evident that the Supervisory skills method of training is considered to
be Very important for the employee which is about 28% whereas 36% employees are in the
opinion that supervisory skills is somewhat important area in the training and development.
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4.10 WHAT ARE THE DIFFERENT AREAS OF INTEREST IN PC SOFTWARE?
OPTIONS PERCENTAGE
Excel 23%
Access 11%
Internet 23%
Data File Management 11%
Word Processing 10%
Operating Win XP 7%
Others 15%
Table 4.10 Areas of Interest
Fig 4.10 Areas of Interest
INFERENCE:
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From the above table it can be inferred that, 23% of the Respondent’s area of interest lies on
Excel and Internet respectively. 11% on Spreadsheet and Data File Management whereas 10%
employees area of interest lies in word processing.
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4.11 WHAT IS THE DIFFERENT METHOD OF TRAINING ADOPTED IN THE
ORGANISATION?
OPTIONS PERCENTAGE
Classroom 36%
Online 24%
Audio Visual Media 7%
Role Play 8%
Job Rotation 12%
Lectures 8%
Others 5%
Table 4.11 Different Methods of Training
Fig 4.11 Different Methods of Training
INFERENCE:
From the above table it is evident that the classroom training method adopted in the organization is 34% whereas online training method is 24%. Job rotation method of training adopted in the organization is only about 12%.
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CHI- SQUARE METHOD:
Ho= There is no significant difference between level of employees and satisfaction of training
programmes.
H1= There is significant difference between level of employees and satisfaction of training
programmes.
CRITICAL VALUE: The table value of Ψ² = at α = 0.05 for degree of freedom (3-1) (2-1) = 2
is 5.991
DECISION:
The calculated value of Ψ² = 0.7897 < for 2 degree of freedom = 5.991. Therefore the null
hypothesis that is there is no significant difference between levels of employees and satisfaction
of training programme is accepted.
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FINDINGS, SUGGESTIONS
AND
CONCLUSION
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5.1 FINDINGS OF THE STUDY
1) 38% employees feel that grievance handling is very important area covered in training and
development programme while 32% employees feel that grievance handling is somewhat
important whereas 20% employees believe grievance handling is not now an important area of
training programme. 4% employees are not sure and 6% employees believe grievance handling is
not an important area of training.
2) 56% employees believe that employee performance management is a very important for
managing the employee performance whereas 22% employees believe that employee
performance management is somewhat important area. 12% employee considers employee
performance management is not now an important area. Rest 8% and 2% employees are in
opinion that employee performance management is not sure and not an important area of
training.
3) 40% employees believe that workplace ethics is very important area of training whereas 50%
employees believe that work place ethics is somewhat important to be maintained during the
working place. 2% employees are in opinion that workplace ethics is not now an important area.
Rest 6% and 2% employees are not sure and believe that work place ethics is not an important
area of training programme.
4) 38% employees believed that conflict management is a very important area to be covered in
training and development programme.30% employees believed that conflict management is
somewhat important area in training. 16% employees are in the opinion of not now whereas 8%
employees are in the favor of not sure and rest 8% believed that conflict management is not an
important area in training programme.
5) 30% employees is in favor of strategic planning and organizational skills a very important area.
34% employees believed that strategic planning and organizational skills is somewhat important
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whereas 22% employees are in the opinion of not now an important area. Rest 12% employees
are in the favor of not sure and 2% not an important area.
6) 32% employees is in the opinion that presentation skills in very important area of training
session.34% employees believe that presentation skills are somewhat important for employees
during training programme. 28% employees are in the opinion of not now whereas 6%
employees are not sure.
7) 26% employees is in favor of stress management a very important area. 42% employees believed
that stress management is somewhat important whereas 22% employees are in the opinion of not
now an important area. Rest 8% employees are in the favor of not sure and 2% not an important
area.
8) 30% employees is in favor of retention a very important area. 32% employees believed that
retention is somewhat important whereas 24% employees are in the opinion of not now an
important area. Rest 8% employees are in the favor of not sure and 6% not an important area.
9) 28% employees is in favor of supervisory skills a very important area. 36% employees believed
that supervisory skills are somewhat important whereas 22% employees are in the opinion of not
now an important area. Rest 4% employees are in the favor of not sure and 8% not an important
area.
10) 23% employees do have area of interest in Excel. 11% employees are in favor of working in
Access whereas 23% employees’ area of interest is in Internet. 11% employee’s area of interest
is in data file management. 10% employees are in word processing. Whereas 7% area of interest
is in Operating Win XP and 15% are others.
11) 36% employees prefer classroom training method to be adopted in the organization. 24%
employees are in the favor of online training whereas 7% prefer audio visual method. 12%
employees are in the opinion of Job rotation training method. Rest 8% prefers lectures method
and 5% prefer others.
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12) Training at Mahajan Overseas (P) Ltd helps the employee in increasing their knowledge, skills
and abilities (KSA). From chi-square method there is no significant difference between levels of
employees and satisfaction of training programmes. All training methods adopted are not equally
effective. Company is in a favor to appoint highly qualified and experienced trainers to provide
training to its employees.
13) From chi-square test, it was found that there is no significant difference between levels of
employees and satisfaction of training programme is accepted.
14) The analysis of demographic Profile shows that the qualification of employee’s is, 15%
employees are high school passed, 22% employees are secondary school passed, 35% employees
are graduates and 28% employees are post graduates.
15) Position of the employees shows that 25% employees works as a clerk,33% employees are
supervisors,17% are quality incharge,10% are executives and 15% employees holds the position
of managers.
16) Age of the employees concludes that 9%employees are under the age of 20years, 40% of the
employees are of the age 20years to 40 years,25% are of the age 30 years to 40 years,15% of the
employees lies in the group of 40 years to 50 years and 11% employees belongs to the group of
more than 50 years.
17) 68% employees are male and 32% employees are female in the organization.
18) 29% employees are earning income below Rs. 20000, 42% employees are earn between Rs
20000 to Rs. 40000,15% employees are earning income in the range of Rs 40000 to Rs 60000
and 14% employees are earning income more than Rs 60000.
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5.2 SUGGESTIONS
Training should be conducted according to employees needs.
Trainer, training place, training method, trainee are the major things that should be
considered while conducting the training program.
More improvement in latest knowledge should be added in the training programme.
The in-house training programme can be improved by inviting faculties from various
business schools and mostly from various private agencies for conducting training
programmes for the employees.
According to employees perception training programme was well designed and functioned in
systematic way, was somewhat extent, it should be changed to great extent.
According to employees perception the faculty performance, was somewhat good, it should
be changed to great extent.
The employee’s feedback must be getting in a proper way.
Necessary knowledge and skills about new learning strategies should be provided at all levels
of employees.
Accreditation of current teacher training and staff development programs offered by various
providers.
More external sources should be used. Company should take help of outside agencies if
internal trainers alone cannot fulfill training requirement.
Organization should organize certain programmes for employees so that they should be able
to know their satisfaction level regarding their job in the organization.
Making training and development process and entirely in house activity to reduce cost.
It is found that the average age groups of trainees are in their early thirties which signify that
the organization need more of young blood as enthusiasm is an integral part of the Industry.
The maximum emphasis is need to be given to job instruction methods where the trainees are
made to understand their job thoroughly and the role they are going to play in performing
their job.
Lecture as well as the presentation is the major part of imparting the education and training
them.
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The training objectives are in keeping with needs and abilities of trainees and it is this that
proves to be the major reason for success of the training as whole.
The trainee fill the feedback form and from time to time test are should be conducted to
know the gauge the effectiveness of training to employee to check their memory if they
retain anything or not.
Team management is one of the things on which Mahajan Overseas (P) Ltd team must
emphasis so that their employees can be more productive as it was found during the visit of
corporate office people they lack in managing themselves results the conflicts in
relationships.
Stress management training is more important for employee as it was observed that people
are all the time in stress due to over burden of work which hampers the personal life of
individual results frustration and aggression.
5.3 FUTURE DIRECTIONS.
This study has covered different aspects of Training and Development of the organization.
It has been studied from both prospective – on-the job and off-the job training methods.
The study has been done on employee satisfaction in aspects of feedback given at the end of
training session but still there are many related areas which could be taken as future direction of
the study & that would be follow up till employee overall skills development..
This study is based out on coverage of basic idea about all the HR issues related to training and
development like training through coaching classes, workshops, reduction in cost of training but
further more studies can be done in context with focusing on any one particular area like
undertaking employee satisfaction with Effective feedback or Quality of work life & other such
issues.
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5.4 CONCLUSION
The study conducted at MAHAJAN OVERSEAS PRIVATE LIMITED, PANIPAT deals
with analyzing the training needs of employees of the organization. The present study conclude
that majority of the employees are interested in attending the training programme and most of
them agree that they could transfer the learning by implementing new knowledge, skill, ability
and technology that they got from the training program. In general the company provides a very
well designed and widely shared training policy to its employees. However there could be
improvement in the case of conducting feedback reviews so as to analyze the status of the
employees after training. Thus it is concluded from this study that the human element of
organization is the most crucial asset of an organization. Taking a closer perspective -it is the
very quality of this asset that sets an organization apart from the others, the very element that
brings the organization’s vision into fruition. Training leads to important benefits for individuals
and teams, organization and society. The present reviews states that these benefits range from
individual and team performance. To understand these benefits of training, multilevel,
multidisciplinary and global perspective had been adopted. In this study measures are taken how
to maximize the benefits of training. These factors include paying attention to needs assessment
and pretraining states of trainees (e.g. trainee motivation,) training design and delivery (e.g.
advantages of using error training), training evaluation (e.g. documenting training success
differently depending on the stakeholder in question), and transfer of training (i.e. the importance
of interpersonal factors).
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