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

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INTRODUCTION OF TRAINING & DEVELOPMENT

Project on Training and Development at Sahara India 1


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.

TRAINING AND DEVELOPMENT DEFINED

It is concerned with the structure and delivery of acquisition of knowledge to improve the

efficiency and effectiveness of organization. It is concerned with improving the existing

skills and exploring the potential skills of the individual i.e. upgrading the employees’

skills and extending their knowledge. Therefore, training is a key to optimizing utilization

human intellectual technological and entrepreneurial skills

Training and Development referred to as:

• Acquisition and sharpening of employees capabilities that is required to perform various

obligations, tasks and functions.

Developing the employee’s capabilities so that they may be able to discover their

potential and exploit them to full their own and organizational development purpose.

• Developing an organizational culture where superior-subordinate relationship, team

work, and collaboration among different sub units are strong and contribute to

organizational wealth, dynamism and pride to the employees.

Development defined



It helps the individual handle future responsibilities, with less emphasis on present job

duties.

Introduction of training

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviors to enhance the performance of

employees.

INPUTS IN TRAINING AND DEVELOPMENT

Any training and development programme must contain inputs which enable the

participants to gain skills, learn theoretical concepts and help acquire vision to look into

the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to operate

machines, and use other equipments with least damage and scrap. This is a basic skill

without which the operator will not be able to function. Employees, particularly

supervisors and executives, need interpersonal skills.

Education: The purpose of education is to teach theoretical concepts and develop a

sense of reasoning and judgment.



Development: It is less skill-oriented but stresses on knowledge. Knowledge about

business environment, management principles and techniques, human relations, specific

industry analysis is useful for better management of a company.

Ethics: There is need for imparting greater ethical orientation to a training and

development programme. Ethical attitude help managements make better decisions which

are in the interests of the public, the employees and in the long term-the company itself.

Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards

others. Attitude affects motivation, satisfaction and job commitment. Negative attitude

need to be converting into positive attitude. Attitude must be changed so that employees

feel committed to the organization, are motivated for better performance, and derive

satisfaction from their jobs and the work environment.

Decision making and problem solving skills: It focus on methods and techniques

for making organization decision-making and solving work related problems.



TRAINING AND DEVELOPMENT OBJECTIVES

The principal objective of training and development division is to make sure the

availability of a skilled and willing workforce to an organization. In addition to that, there

are four other objectives: Individual, Organizational, Functional, and Societal.

Individual objectives – help employees in achieving their personal goals, which in

turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by

bringing individual effectiveness.

Functional Objectives – maintain the department’s contribution at a level suitable to

the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible

to the needs and challenges of the society.

IMPORTANCE OF TRAINING AND DEVELOPMENT



It helps to develop human intellect and an overall personality of the employees.

• Productivity – Training and Development helps in increasing the productivity of the

employees that helps the organization further to achieve its long-term goal.

• Team spirit – Training and Development helps in inculcating the sense of team work,

team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within

the employees.

• Organization Culture – Training and Development helps to develop and improve

the organizational health culture and effectiveness. It helps in creating the learning

culture within the organization.

• Organization Climate – Training and Development helps building the positive

perception and feeling about the organization. The employees get these feelings from

leaders, subordinates, and peers.

• Quality – Training and Development helps in improving upon the quality of work and

work-life.



• Healthy work-environment – Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship so that

individual goals aligns with organizational goal.

• Health and Safety – Training and Development helps in improving the health and

safety of the organization thus preventing obsolescence.

• Morale – Training and Development helps in improving the morale of the work force.

• Image – Training and Development helps in creating a better corporate image.

• Profitability – Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.

• Training and Development aids in organizational development i.e. Organization gets

more effective decision making and problem solving. It helps in understanding and

carrying out organizational policies

• Training and Development helps in developing leadership skills, motivation, loyalty,

better attitudes, and other aspects that successful workers and managers usually display.



• Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resource that further helps the employee to achieve

the organizational goals as well as their individual goals.

• Development of Human Resources – Training and Development helps to provide

an opportunity and broad structure for the development of human resources’ technical

and behavioral skills in an organization. It also helps the employees in attaining personal

growth.

• Development of skills of employees – Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to expand

the horizons of human intellect and an overall personality of the employee

MODELS OF TRAINING

Training is a sub-system of the organization because the departments such as, marketing

& sales, HR, production, finance, etc depends on training for its survival. Training is a

transforming process that requires some input and in turn it produces output in the form

of knowledge, skills, and attitudes (KSAs).

THE TRAINING SYSTEM

The three model of training are:


1. System Model

2. Instructional System Development Model

3. Transitional model

SYSTEM MODEL TRAINING

The system model consists of five phases and should be repeated on a regular basis to

make further improvements. The training should achieve the purpose of helping

employee to perform their work to required standards. The steps involved in System

Model of training are as follows:

1. ANALYZE and identify the training needs i.e. to analyze the department, job,

employees requirement, who needs training, what do they need to learn, estimating

training cost, etc The next step is to develop a performance measure on the basis of which

actual performance would be evaluated.

2. DESIGN and provide training to meet identified needs. This step requires developing

objectives of training, identifying the learning steps, sequencing and structuring the

contents



3. DEVELOP- This phase requires listing the activities in the training program that

will assist the participants to learn, selecting delivery method, examining the training

material, validating information to be imparted to make sure it accomplishes all the

goals & objectives.

4. IMPLEMENTING is the hardest part of the system because one wrong step can

lead to the failure of whole training program.

5. EVALUATING each phase so as to make sure it has achieved its aim in terms of

subsequent work performance. Making necessary amendments to any of the previous

stage in order to remedy or improve failure practices



TRANSITIONAL MODEL

Transitional model focuses on the organization as a whole. The outer loop describes

the vision, mission and values of the organization on the basis of which training

model i.e. inner loop is execute VISION – focuses on the milestones that the

organization would like to achieve after the defined point of time. A vision statement

tells that where the organization sees itself few years down the line. A vision may

include setting a role mode, or bringing some internal transformation, or may be

promising to meet some other deadlines.

MISSION – explain the reason of organizational existence. It identifies the position

in the community. The reason of developing a mission statement is to motivate,

inspire, and inform the employees regarding the organization.The mission statement

tells about the identity that how the organization would like to be viewed by the

customers, employees, and all other stakeholders.

VALUES – is the translation of vision and mission into communicable ideals. It

reflects the deeply held values of the organization and is independent of current

industry environment. For example, values may include social responsibility,

excellent customer service, etc



The mission, vision, and values precede the objective in the inner loop. This model

considers the organization as a whole. The objective is formulated keeping these three

things in mind and then the training model is further implemented

INSTRUCTIONAL SYSTEM DEVELOPMENT (ISD) MODEL

Instructional System Development model was made to answer the training problems.

This model is widely used now-a-days in the organization because it is concerned

with the training need on the job performance.



Training objectives are defined on the basis of job responsibilities and job

description and on the basis of the defined objectives individual progress is measured.

This model also helps in determining and developing the favorable strategies,

sequencing the content, and delivering media for the types of training objectives to be

achieved. The Instructional System Development model comprises of five stages:

1. ANALYSIS – This phase consist of training need assessment, job analysis, and

target audience analysis.

2. PLANNING – This phase consist of setting goal of the learning outcome,

instructional objectives that measures behavior of a participant after the training,

types of training material, media selection, methods of evaluating the trainee, trainer

and the training program, strategies to impart knowledge i.e. selection of content,

sequencing of content, etc



3. DEVELOPMENT – This phase translates design decisions into training material.

It consists of developing course material for the trainer including handouts,

workbooks, visual aids, demonstration props, etc, course material for the trainee

including handouts of summary.

4. EXECUTION – This phase focuses on logistical arrangements, such as arranging

speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and

other training accessories.

5. EVALUATION – The purpose of this phase is to make sure that the training

program has achieved its aim in terms of subsequent work performance.



This phase consists of identifying strengths and weaknesses and making necessary

amendments to any of the previous stage in order to remedy or improve failure

practices.

The ISD model is a continuous process that lasts throughout the training program. It

also highlights that feedback is an important phase throughout the entire training

program. In this model, the output of one phase is an input to the next phase.

PROCESS OF TRAINING

TRAINING NEED TRAINING
ANALYSIS
DESIGN

TRAINING
PROCESS

TRAINING TRAINING
EVALUATION IMPLEMENTATI
ON



TRAINING NEED ANALYSIS (TNA)/TRAINING NEED
IDENTIFICATION (TNI)

An analysis of training need is an essential requirement to the design of effective training.

The purpose of training need analysis is to determine whether there is a gap between

what is required for effective performance and present level of performance.

Training Need arises at three levels:

• Organizational level

• Individual level

• Operational level

Corporate need and training need are interdependent because the organization

performance ultimately depends on the performance of its individual employee and its

subgroup.



Organizational level – Training need analysis at organizational level focuses on

strategic planning, business need, and goals. It starts with the assessment of internal

environment of the organization such as, procedures, structures, policies, strengths, and

weaknesses and external environment such as opportunities and threats. After doing the

SWOT analysis, weaknesses can be dealt with the training interventions, while strengths

can further be strengthened with continued training. Threats can be reduced by

identifying the areas where training is required. And, opportunities can be exploited by

balancing it against costs. For this approach to be successful, the HR department of the

company requires to be involved in strategic planning. In this planning, HR develops

strategies to be sure that the employees in the organization have the required Knowledge,

Skills, and Attributes (KSAs) based on the future KSAs requirements at each level.



Individual level – Training need analysis at individual level focuses on each and every

individual in the organization. At this level, the organization checks whether an employee

is performing at desired level or the performance is below expectation. If the difference

between the expected performance and actual performance comes out to be positive, then

certainly there is a need of training. However, individual competence can also be linked

to individual need. The methods that are used to analyze the individual need are:

• Appraisal and performance review

• Peer appraisal

• Competency assessments

• Subordinate appraisal

• Client feedback

• Customer feedback

• Self-assessment or self-appraisal

Operational level – Training Need analysis at operational level focuses on the work

that is being assigned to the employees. The job analyst gathers the information on

whether the job is clearly understood by an employee or not.



He gathers this information through technical interview, observation, psychological test;

questionnaires asking the closed ended as well as open ended questions, etc.

Today, jobs are dynamic and keep changing over the time. Employees need to prepare for

these changes. The job analyst also gathers information on the tasks needs to be done plus

the tasks that will be required in the future. Based on the information collected, training

Need analysis (TNA) is done.

Benefits of need assessment

Training programs are designed to achieve specific goals that meet felt needs. There are

many benefits of need assessment:

1. Trainers may be informed about the broader need of the trainees.

2. Trainers are able to pitch their course inputs closer to the specific needs of the

trainees.

3. Assessment makes training department more accountable and more clearly linked to

other human resource activities, which make the training programs easier to sell to

line managers.



TRAINING-DESIGN

The design of the training program can be undertaken only when a clear training

objective has been produced. The training objective clears what goal has to be achieved

by the end of training program i.e. what the trainees are expected to be able to do at the

end of their training. Training objectives assist trainers to design the training program.

The trainer – Before starting a training program, a trainer analyzes his technical,

interpersonal, judgmental skills in order to deliver quality content to trainers.

The trainees – A good training design requires close scrutiny of the trainees and their

profiles. Age, experience, needs and expectations of the trainees are some of the

important factors that affect training design.

Cost of training – It is one of the most important considerations in designing a training

programme. A training programme involves cost of different types. These may be in the

form of direct expenses incurred in training, cost of training material to be provided,

arrangement of physical facilities and refreshment, etc. Besides these expenses the

organization has to bear indirect cost in the form of loss of production during training

period. Ideally, a training programme must be able to generate more revenues than the

cost involved.



Training climate – A good training climate comprises of ambience, tone, feelings,

positive perception for training program, etc. Therefore, when the climate is favorable

nothing goes wrong but when the climate is unfavorable, almost everything goes wrong.



TRAINING-DESIGN

Trainees’ learning style – the learning style, age, experience, educational background

of trainees must be kept in mind in order to get the right pitch to the design of the

program.

Training strategies – Once the training objective has been identified, the trainer

translates it into specific training areas and modules. The trainer prepares the priority list

of about what must be included, what could be included.

Training topics – After formulating a strategy, trainer decides upon the content to be

delivered. Trainers break the content into headings, topics, ad modules. These topics and

modules are then classified into information, knowledge, skills, and attitudes.

Sequence the contents – Contents are then sequenced in a following manner:

• From simple to complex

• Topics are arranged in terms of their relative importance

• From known to unknown

• From specific to general

• Dependent relationship



Training tactics – Once the objectives and the strategy of the training program

becomes clear, trainer comes in the position to select most appropriate tactics or methods

or techniques. The method selection depends on the following factors:

• Trainees’ background

• Time allocated

• Style preference of trainer

• Level of competence of trainer

• Availability of facilities and resources, etc

Support facilities – IT can be segregated into printed and audio visual. The various

requirements in a training program are white boards, flip charts, markers, etc.

Constraints – The various constraints that lay in the trainers mind are:

• Time

• Accommodation, facilities and their availability

• Furnishings and equipments

• Budget

• Design of the training, etc



TRAINING IMPLEMENTATION

To put training program into effect according to definite plan or procedure is called

training implementation. Training implementation is the hardest part of the system

because one wrong step can lead to the failure of whole training program. Even the best

training program will fail due to one wrong action. Training implementation can be

segregated into:

• Practical administrative arrangements

• Carrying out of the training

Once the staff, course, content, equipments, topics are ready, the training is implemented.

Completing training design does not mean that the work is done because implementation

phase requires continual adjusting, redesigning, and refining. Preparation is the most

important factor to taste the success. Therefore, following are the factors that are kept in

mind while implementing training program:

The trainer – The trainer need to be prepared mentally before the delivery of content.

Trainer prepares materials and activities well in advance. The trainer also set grounds

before meeting with participants by making sure that he is comfortable with course

content and is flexible in his approach.

Physical set-up – Good physical set up is pre-requisite for effective and successful

training program because it makes the first impression on participants.



Classrooms should not be very small or big but as nearly square as possible. This will

bring people together both physically and psychologically. Also, right amount of space

should be allocated to every participant.

Establishing rapport with participants – There are various ways by which a trainer

can establish good rapport with trainees by:

• Greeting participants – simple way to ease those initial tense moments

• Encouraging informal conversation

• Remembering their first name

• Pairing up the learners and have them familiarized with one another

• Listening carefully to trainees’ comments and opinions

• Telling the learners by what name the trainer wants to be addressed

• Getting to class before the arrival of learners

• Starting the class promptly at the scheduled time

• Using familiar examples

• Varying his instructional techniques

• Using the alternate approach if one seems to bog down



Reviewing the agenda – At the beginning of the training program it is very important

to review the program objective. The trainer must tell the participants the goal of the

program, what is expected out of trainers to do at the end of the program, and how the

program will run. The following information needs to be included:

• Kinds of training activities

• Schedule

• Setting group norms

• Housekeeping arrangements

• Flow of the program

• Handling problematic situations

In general programme implementation involves action on the following lines:

• Deciding the location and organizing training and other facilities.

• Scheduling the training programme.

• Conducting the programme.

• Monitoring the progress of the trainees.



TRAINING EVALUATION
The process of examining a training program is called training evaluation. Training

evaluation checks whether training has had the desired effect. Training evaluation ensures

that whether candidates are able to implement their learning in their respective

workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback: It helps in giving feedback to the candidates by defining the objectives and

linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge, transfer

of knowledge at the work place, and training.



Control: It helps in controlling the training program because if the training is not

effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the

evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with

the expected outcomes.

Functions of evaluation:

There are basically two functions of evaluation:

1. Qualitative evaluations is an assessment process how well did we do?

2. Quantitative evaluation is an assessment process that answers the question How much

did we do?

Principles of Training Evaluation:

Training need should be identified and reviewed concurrently with the business and

personal development plan process.

a) Evaluation must be continuous.

b) Evaluation must be specific.

c) Evaluation must be based on objective methods and standards.

d) There should be correlation to the needs of the business and the individual.



e) Organizational, group and individual level training need should be identified and

evaluated.

f) Techniques of evaluation should be appropriate.

g) The evaluation function should be in place before the training takes place.

h) The outcome of evaluation should be used to inform the business and training

process.

Need of evaluation of Training:

Training cost can be significant in any business. Most organizations are prepared to incur

these cost because they expect that their business to benefit from employees development

and progress. Whether business has benefited can be assessed by evaluation training.

There are basically four parties involved in evaluating the result of any training. Trainer,

Trainee, Training and Development department and Line Manager.

• The Trainee wants to confirm that the course has met personal expectations and satisfied

any learning objectives set by the T & D department at the beginning of the programme.

• The Trainer concern is to ensure that the training that has been provided is effective or not.

• Training and Development want to know whether the course has made the best use of the

resources available.

• The Line manager will be seeking reassurance that the time hat trainee has spent in

attending training results in to value and how deficiency in knowledge and skill redressed.



The problem for many organizations is not so much why training should be evaluated but

how. Most of the organizations overlook evaluation because financial benefits are

difficult to describe in concrete terms.

The process of evaluation is central to its effectiveness and helps to ensure that:

• Whether training budget is well spent

• To judge the performance of employee as individual and team.

• To establish culture of continuous learning and improvement.

PROCESS OF TRAINING EVALUATION

Before Training: The learner’s skills and knowledge are assessed before the training

program. During the start of training, candidates generally perceive it as a waste of

resources because at most of the times candidates are unaware of the objectives and

learning outcomes of the program. Once aware, they are asked to give their opinions on

the methods used and whether those methods confirm to the candidates preferences and

learning style

During Training: It is the phase at which instruction is started. This phase usually

consist of short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are assessed again

to measure the effectiveness of the training. This phase is designed to determine whether



training has had the desired effect at individual department and organizational levels.

There are various evaluation techniques for this phase.

Techniques of evaluation

The various methods of training evaluation are:

• Observation

• Questionnaire

• Interview

• Self diaries

• Self recording of specific incidents

WHAT TO EVALUATE/LEVEL OF EVALUATION



Donald Kirkpatrick developed four level models to assess training effectiveness.

According to him evaluation always begins with level first and should move through

other levels in sequence.

ss

• Reaction Level: The purpose is to measure the individual reaction to the training

activity. The benefit of Reaction level evaluation is to improve Training and

Development activity efficiency and effectiveness.

• Learning Level: The basic purpose is to measure the learning transfer achieved by

the training and development activity. Another purpose is to determine to what extent

the individual increased their knowledge, skills and changed their attitudes by

applying quantitative or qualitative assessment methods



• Behavior Level: The basic purpose is to measure changes in behavior of the

individual as a result of the training and development activity and how well the

enhancement of knowledge, skill, attitudes has prepared than for their role.

• Result Level: The purpose is to measure the contribution of training and

development to the achievement of the business/operational goals.



OBJECTIVES OF STUDY

The main objective of the study is first to gain some practical knowledge regarding the

functioning of MNC’s and other organizations which is very necessary to fully

understand the primary functions & hence it fulfill the purpose of the Summer Internship

under MBA course.

The other objectives were:

1. To study the Importance of Training and Development.

2. To study the roles of Training and development Programme.

3. To study the process and functions of training.

4. To explore the methodology and types of training provided to the employees in an

organization.

5. To study the purpose, process, principle, functions of the post training evaluation.

6. To study the different types of methods/techniques used to evaluate the training.

7. To study the level of evaluation.

8. To study the relevance of the post training evaluation/feedback for the employee as

well as for an organization.



COMPANY‘S PROFILE

Sahara India- a corporate, which believe that quality, is never an accident it is a result of

planning, team work and a commitment of excellence. Sahara India Pariwar is a multi-

business conglomerate with diversified business interest that includes finance, real estate,

media & entertainment, tourism & hospitality, and service & trading.

Sahara India Pariwar

Year 1978 in Gorakhpur, 2005, headquarter in
India Lucknow India
Workers 3 9.10 lack
Dependents 15 45.50 lack
Asset 2000 Over 50,000 crore
Establishments 1 1707
No Trade union
No owner

Important points

• The employees at Sahara India Pariwar greet each other by saying “Sahara Pranam”



• Every year, republic day and independence day is celebrated as Bharat Parv ( national

festival) and Sahara India Pariwar celebrates it as the biggest event of the

pariwar( family).

• Sahara India Pariwar has been the official sponsors of the Indian cricket team and

Indian hockey team.

• Sahara India Pariwar in often referred as the world’s largest family

• 910,000 workers/ employees and no trade union

• Its five star hostel ‘Sahara Star’ near Mumbai airport has the world’s largest pillar

less clear-to-sky dome of its kind

• Holds the Guinness world record for planning 125,256 trees by 1400 volunteers in 6

hours and 35 minutes 0n 5th June 1988 at amby vally city

• Hold the record in India for 25%-50% hike in the gross salary of all of its employees

at one go.

• Conducts mass marriage ceremony of 101 underprivileged girls every year

• Subrato Roy Sahara is also referred as “Saharasri”

SAHARA INDIA PARIWAR

OVERVIEW



Sahara India Pariwar is a major entity on the corporate scene having diversified

business interests that include Finance, Infrastructure & Housing, Media &

Entertainment, Consumer Products, Manufacturing, and Services & Trading.

Quality is our essence and we, at Sahara India Pariwar , have always stressed on the

Qualitative aspect. Consequently in this run for quality, quantity has always pursued us.

We look forward to reaching the zenith and reaffirm our commitment to the process of

sound nation-building.

PROFIT SHARING

CORE COMMITMENTS - OUR STRENGTH



• Emotion

• Discipline

• Duty

• No discrimination

• Quality

• Give respect

• Self-respect

• Truth

• Collective Materialism

• Religion

• Absolute Honesty

What

A commitment of Sahara India Pariwar to the genuine needs and rights of anybody &



everybody - Be it to a depositor, newspaper reader, consumer.... all business associates

and Sahara India Family Members.

Need

India needs effective consumer protection and protection of workers' genuine rights.

There are various agencies, promising protection & action. But no external body can

provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH

STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as

its very dominating nature.

Motto

We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH

QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards

the consumer', workers' genuine satisfaction.

Aim

To provide justice - be it a matter of the tiniest imperfection or injustice in our

COMMITMENT - products or services. direct or indirect, short term or long term.

Where

Kindly rush your grievances/suggestions or any queries related to Sahara India Pariwar to



the nearest Sahara establishment and/or to: Response Will Never Be Delayed And

Justice Will Never Be Denied



DATA COLLECTION

Data collection is a term used to describe a process of preparing and

collecting business data - for example as part of a process improvement or similar

project.



Data collection usually takes place early on in an improvement project, and is often

formalized through a data collection Plan which often contains the following activity.

1. Pre collection activity – Agree goals, target data, definitions, methods

2. Collection – data collection

3. Present Findings – usually involves some form of sorting analysis and/or

presentation.

There are two methods of data collection which are discussed below:

DATA COLLECTION



PRIMARY DATA SECONDARY DATA

(Data collection techniques)

QUESTIONNAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

Unstructure

PRIMARY DATA

In primary data collection, you collect the data yourself using methods such as interviews

and questionnaires. The key point here is that the data you collect is unique to you and

your research and, until you publish, no one else has access to it.



I have tried to collect the data using methods such as interviews and questionnaires. The

key point here is that the data collected is unique and research and, no one else has

access to it. It is done to get the real scenario and to get the original data of present.

DATA COLLECTION TECHNIQUE

Questionnaire:

Questionnaire are a popular means of collecting data, but are difficult to design and often

require many rewrites before an acceptable questionnaire is produced. The features

included in questionnaire are:

• Theme and covering letter

• Instruction for completion

• Types of questions

• Length

Interview:

This technique is primarily used to gain an understanding of the underlying reasons and

motivations for people’s attitudes, preferences or behavior. The interview was done by

asking a general question. I encourage the respondent to talk freely. I have used an



unstructured format, the subsequent direction of the interview being determined by the

respondent’s initial reply, and come to know what is its initial problem is.

SAMPLING METHODOLOGY

Sampling technique:

Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot

study was done in order to know the accuracy of the questionnaire. The final

questionnaire was arrived only after certain important changes were done. Thus my

sampling came out to be judgmental and continent.

Sampling Unit:

The respondents who were asked to fill out questionnaires are the sampling units. These

comprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended the

personality development workshop.

Sampling Size: 20

SECONDARY DATA

All methods of data collection can supply quantitative data (numbers, statistics or

financial) or qualitative data (usually words or text). Quantitative data may often be



presented in tabular or graphical form. Secondary data is data that has already been

collected by someone else for a different purpose to yours.

Need of using secondary data

1. Data is of use in the collection of primary data.

2. They are one of the cheapest and easiest means of access to information.

3. Secondary data may actually provided enough information to resolve the problem

being investigated.

4. Secondary data can be a valuable source of new ideas that can be explored later

through primary research.

Limitation of secondary data

1. May be outdated.

2. May not be reported in the required form.

3. May not be very accurate.

4. Collection for some other purpose.



ANALYSIS OF SECONDARY DATA

T& D FUNCTIONS IN SAHARA INDIA PARIWAR

TEAM-HEAD

TNI
Training calander
Training budget
Training feedback
Training manuals
Approvals/concept paper
PDW
CCT-2009
CCT Networking


TEAM
TEAM TEAM MEMBER3
MEMBER 1 MEMBER 2 TEAM
Training MEMBER4
IT support Module design initiative
Project/Summer Module Internal Library mgmt
training development External Books
Induction Internal TNI Concept Journal
manual/ppt External TNI Development Newspaper
PD e-manual Product/Process Write-ups& Dak(In/out)
CCT-2009 Training Briefing database
Training feedback Oorja Training Record
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Management

The major activities performed by the Training and Developing function in Sahara India

Pariwar are as follows:



(1) Training needs identification/ assessment: From employees through interviews,

questionnaires, etc. and secondly through HOD recommendation.

TNI
IN
SAHARA
INDIA
PARIWA
R

HOD TNI
RECMMEND EXERCISE/SU
ATION RVEY

(2) Training (Internal/External): Training depends upon its scope, whether needs of

the training can be met within the organization or whether has to be taken to an

environment outside the organization.

(3) Certified corporate trainer: Certified corporate trainers are the employees of the

company itself. It is their voluntary involvement. If they feel like in their service tenure

that they can, for some time, train the employees of the company on the base of their



experience, then send in their CVs and on approval by the respective authority, become

certified corporate trainers.

(4) Types of training given in Sahara India Pariwar:

• Induction/Orientation training

• Soft skill development training

• Project training

INDUCTION/ORIENTATION TRAINING

These terms are interchangeably used to give a friendly welcome to the new employees

as members of the organization so also to introduce the new employee with the available

installations (plant and machineries, systems), work norms, organizational objectives and

the job position of the employee.

Content:

• The company size, structure of the organization, history, market share

• Achievements, objective and mission.

• Product training

• Shop floor-rules and regulations

• Personnel policies

• Union contract



• Company services

• Service department

SOFT SKILL DEVELOPMENT TRAINING

Modules of soft skill development training in Sahara India Pariwar:

 Personality and positive attitude

 Business communication

 Team building and leadership

 Stress management and work-life balance

 Business etiquettes and corporate grooming

PERSONALITY & POSITIVE ATTITUDE

About the Module

Personality as a whole cannot be defined without the positive attitude. It is the positive

attitude of a person that plays an important role in various decision making process and

reaction to responsibilities and challenges in work and life. The module has been

developed to help the individual to develop the understanding that how individual

personalities can influence the organizational development & the organizational success.

Objective of the Module

To understand the concept of Personality & positive attitude in relation to organizational

success.



Coverage of the Module

• What is personality

• Attributes of personality

• Three levels of Personality

• Personality is uniqueness

• Internal & External Qualities

• What are the determinants of personality

• What is a Organizational Personality

• Linking personality and organizations effectiveness

• How Positive Attitude can influenced Personality

BUSINESS COMMUNICATION

Background

Effective communication is very crucial in the business success. It is the lifeblood of an

business organization. It includes conveying messages to other people clearly and

unambiguously. It's also about receiving information that others are sending to you, with

as little distortion as possible.

Doing this involves effort from both the sender of the message and the receiver. And it's a

process that can be fraught with error, with messages muddled by the sender, or

misinterpreted by the recipient. When this isn't detected, it can cause tremendous

confusion, wasted effort and missed opportunity




To understand the importance of Business Communication in order to enhance the

capabilities of understanding and implementing the correct communication channel to

bring the effectiveness of the organization in order to succeed in business, and maintain

good relationships with clients, customers and employee.


• What is communication?

• Need of communication

• Communication flow

• Types of Communication

• Barriers of Communication

• Overcoming tips of barrier

• Essentials of effective communication

TEAM BUILDING & LEADERSHIP

Background
In the context of globalization only high performing managers can survive, grow and

excel. This calls for continuous enhancement of the dynamics of leadership capabilities


of managers. Today’s managers will have to demonstrate positive leadership capabilities

by creating and sustaining trust, shared vision as well as synergy to achieve

organizational goals.


• Understanding the role of leadership, teamwork and team-building.

• Improving business results by managing team dynamics; flexibility and resilience,

self management and emotional maturity


• Team Vs. Group

• Team & Team Work

• The essentials of winning Team

• A good team player

• Stages of Team Building

• Leadership, teamwork & team-building

• Leader Vs. Manager

STRESS MANAGEMENT & WORK LIFE BALANCE

Background
During the last 20 years, the nature of jobs across globe has changed substantially

resulting in jobs becoming less and less physically demanding. Coupled with this, the



change in life style, has led to stress level increasing day by day, both at work place and

at home. It is therefore of utmost importance to understand the various transients

affecting health and fitness levels of individuals. In view of this, the module will help to

take a proactive approach to stress management in order to establish a work environment

that is healthy, stress-free and fit.


To understand the stress level, its symptoms and various impacts and to develop

a better work life balance strategies for leading a better life.


• What is stress?

• Reasons of stress

• Symptoms& Impact of stress

• Managing Stress

• ABC Strategy

• Tips of de-stressing

BUSINESS ETIQUETTE & CORPORATE GROOMING

Background



Self –improvement and self –development has become imperative for survival in the

changing and competitive environment. Business Etiquette is a very important factor in

determining the success or failure of a business or a person. This module will guide to

enhance the focus for Business Etiquette & Corporate Grooming.


To understand the importance of Corporate grooming, Power Dressing and how to make

our body language effective in order to enhance personal effectiveness with good

manners and etiquettes in order to succeed in your business, be liked by people and

maintain good relationships with clients, customers and employees.

• Business etiquette

• Corporate grooming

• Corporate ground rules

• Social niceties

• Meeting protocol

• Dining etiquette

PROJECT TRAINING

Project trainings are the time-to-time held training sessions held by the organization and

with the help of experienced and learned employees to train students outside the



organizations, in various practical fields, for the accomplishments of their compulsory

projects

Training evaluation Process:

1. What do you understand by training?

Learning 0
Enhancement of knowledge, skill &attitude 4



Sharing information 0
All of the above 16

ANALYSIS

The above result shows that most of the kartavyayogis of corporate HR are well aware of

the definition, inputs and purpose of the training program. They are self motivated to

attend such training program as it will result in their skill enhancement & improving their

interpersonal skill.

2. Training is must for enhancing productivity and performance.

Completely agree 17
Partially agree 3
Disagree 0
Unsure 0



ANALYSIS:

The above result shows that

mostly all the

kartavyayogis of corporate HR are well aware of the role and importance of the training. It

means somewhere their productivity and performance has been improved after the training

program attended by them and it helped them to achieve their goal.

3. (i). Have you attended any training program in the last 01 year?

Yes 20
No 0



ANALYSIS:

100% respondents had attended training program in the last 01 year. It means in

corporate HR, Sahara India Pariwar, time to time training is provided to all the

kartavyayogis and it is continuous process.

(ii). If yes, which module of soft skill development training?

Personality and positive attitude 3
Business communication 2
Team building and leadership 0
Stress management and work-life balance 2
Business etiquettes and corporate grooming 0
All of above 13
If any other ,please specify 0



ANALYSIS:

65% respondents had attended all the five modules of soft skill development training. But

besides soft skill development training, Corporate HR Sahara India Pariwar should also

provide product/process or skill based training to enhance the employability.

4.(i). After the training, have you given feedback of it?

Yes 20
No 0



ANALYSIS:

100% respondent had given feedback after attending the training. It means each and

every respondent are well aware of the importance of giving feedback. They know that

their feedback is very important to identify the effectiveness and valuation of training

program.

(ii). If yes, through which method?

Questionnaire 16
Interview 1
Supplement test 1
Any other 0



ANALYSIS:

The above result shows that the questionnaire is the most popular method of evaluating the

training program and other methods are not very much in practice in corporate HR, Sahara

India Pariwar But since there are various other methods of evaluation of training program

like interviews, supplement test, self diaries& observation so it should also implement

the other methods also to identify the ROI (return on investment) & effectiveness and

valuation of the training program.

5. Which method of post training feedback according to you is more
appropriate?

Observation 5
Questionnaire 3
Interviews 8
Self diaries 3
Supplement test 1



ANALYSIS:

I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback

of trainees but only 15% respondents are in favor of questionnaire because in it there is

a possibility of getting inaccurate data and in this responding conditions are also not

controlled.

II. On the other side 40% respondents feel that interview is the most appropriate method

of evaluating the training program because it is more flexible method, and in this they

can get the opportunity for clarification and the most important thing is that in the

interview, personal interaction is also possible.

III. 25% are in favor of observation because this is non-threatening and is excellent way

to measure the behavioral changes.

IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement

test. It means that Corporate HR, Sahara India Pariwar should also try to use other

method of evaluation of training program.



6.(i). Do you think that the feedback can evaluate the training
effectiveness?

Yes 20
No 0



ANALYSIS:

100% respondents think that the feedback can evaluate the training effectiveness. It

means that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware of

the importance of taking feedback after the training.

(ii).If yes, how can the post training feedbacks can help the
participants?

Improve job performance 1
An aid to future planning 3
Motivate to do better 2
All of the above 14
None 0



ANALYSIS:

70% respondent feel that the post training feedback can help the participants to improve

their job performance, is an aid to future planning and can motivate to do better. It means

that they are benefited by giving feedback of the training, attended by them.

6. Post training evaluation focus on result rather than on the effort
expended in conducting training.

Completely agree 14
Partially agree 6
Disagree 0
Unsure 0



ANALYSIS:

70% respondents are completely agree and 30% respondents are partially agree with the

statement that post training evaluation focus on result rather than on the effort expended in

conducting training program. It means that all the respondent are well aware of the purpose

and objective of the post training evaluation.

7. What should be the approach of post training evaluation?

Trainer centered 2
Trainee centered 2
Subject centered 8
All of the above 8



ANALYSIS:

I. 40% respondents feel that the approach of post training evaluation should be subject

centered and 40% respondent also feel that it should be trainer, trainee and subject

centered.

II. 10% respondents are in favor of trainee centered approach and 10% respondents are

in favor of trainer centered approach.

It means that the evaluation procedure should be implemented concerning trainer, trainee

and subject.

8. What should be the ideal time to evaluate the training?

Immediate after training 6
After 15 days 7
After 1 month 4
Can’t say 3



ANALYSIS:

35% respondent feel that training should be evaluate after 15 days.30% feel that it should

be immediate after training. 20% feel that ideal time to evaluate the training is after 1

month and 15% are unsure.

Since each respondent had attended different training program. So the ideal time of

evaluation of training depends on types of training. It could be vary for different training.

9. Should the post training evaluation procedure reviewed and revised
periodically?

Yes 16
No 2
Can’t say 2



ANALYSIS:

80% respondents feel that the post training evaluation procedure should be reviewed and

revised periodically. It means that it has to be a continuous process and be taken regularly

by the line manager/Reporting manager of the participants. It could also be taken by peer

group.

Still 10% feel that the post training evaluation procedure should not be reviewed and

revised periodically. It means they are satisfied with the post training evaluation procedure,

followed by Corporate HR, Sahara India Pariwar.

10. Is the whole feedback exercise after the training worth the time,
money and effort?

Yes 18
No 2
Can’t say 0



ANALYSIS:

90% respondents feel that the whole feedback exercise worth the time, money and effort

and 10% respondent are not agree with this. It means that feedback exercise is valuable

and worthful for the participant to achieve their personal goal as well as for the

organization.

Still 10% are unsure about it. So there is a need to create awareness among them that how

much the feedback exercise is important to identify the effectiveness and valuation of the

training program, to identify the ROI, need of retraining and the points to improve the

training

11.The post training feedback can be used:

To identify the effectiveness and valuation of training program 3
To identify the ROI(return on investment) 2
To identify the need of retraining 0
To provide the points to improve the training 0
All of above 15



ANALYSIS:

75% respondents feels that post training feedback can be used to identify the

effectiveness and valuation of training program, to identify the ROI, to identify the need

of retraining and to provide the points to improve the training. And others are also aware

of the importance of post training feedback.



KEY FINDINGS

• Mostly all the kartavyayogis of corporate HR are well aware of the role and

importance of the training They are self motivated to attend such training program

as it will result in their skill enhancement & improving their interpersonal skill.

• Corporate HR, Sahara India Pariwar , time to time training is provided to all the

kartavyayogis and it is continuous process.

• Two types of training is provided to the kartavyayogis by Corporate HR Sahara

India Pariwar -induction training and soft skill development training.



• Questionnaire is the most popular mean of evaluating the training program in

Sahara India Pariwar.

• Most of the kartavyayogis feel that interview is the most appropriate method of

evaluating the training program.

• Post training evaluation focus on result rather than on the effort expended in

conducting the training and it worth the time, money and effort.

• Most of the participants are benefitted by giving feedback after attended the

training. It motivated them to do better, helped them to increase their job

performance and is an aid to future planning.

• In Sahara India Pariwar, post training evaluation is used to identify the

effectiveness and valuation of training program, to identify the ROI(return on

investment), to identify the need of retraining and to provide the points to improve

the training.



CONCLUSION

Professional competence describes the state-of-the-art, Area- knowledge, expertise and

skill relevant for performing excellently within a specific functional department. This

competence insures that technical knowledge is both present and used within a firm for

the welfare of its stake-holders. To develop this competence regular Training and

Development is required

Therefore, Training initiatives and programs have become a priority for Human

Resources. As business markets change due to an increase in technology initiatives,

companies need to spend more time and money on training employees. In today’s



business climate employee development is critical to corporate success and organizations

are investing more in their employees training and development needs.

Training evaluation is the important part of training process. It provides a feedback and

help the sponsors and the resource persons for improvement at the level of individual

performance and in the strategy formulation for training and development. Post training

evaluation can be used to identify the effectiveness and valuation of training programme,

to identify the ROI (return on investment), to identify the need of retraining and to

provide the points to improve the training.



LIMITATION OF THE STUDY

1. The study is limited to the Corporate HR, SAHARA INDIA PARIWAR

LUCKNOW. So the study is subject to the limitation of area.

2. The time period of the study was only two six weeks which may provide a deceptive

picture in comparison of the study based on long run.

3. Sampling size was of only 20, because only these people had attended soft skill

development training.



4. Corporate HR, Sahara India Pariwar only provides soft skill development training,

not skill based (product/process) training. So how can one evaluate the skill based

training is still unresolved.

5. The study is based only on secondary & primary data so lack of keen observations

and interactions were also the limiting factors in the proper conclusion of the study.



SUGGESTIONS

 The management must commit itself to allocate major resources and adequate

time to training.

 Ensure that training contribute to competitive strategies of the firm. Different

strategies need different HR skill for implementation. Let training help employees

at all levels acquire the needed skill.

 Ensure that a comprehensive and systematic approach to training exists, and

training and retraining are done at all levels on a continuous and ongoing basis.



 Ensure that there is proper linkage among organizational, operational and

individual training needs.

 Skill based training (product/process training) should also be provided.

 Besides questionnaire other methods of post training evaluation should also be

used like interviews, self diaries, observation and supplement test.

 The evaluation procedure must be implemented concerning trainer, trainee and

subject.

 Post training feedback has to be continuous and should also be taken from line

manager/superior & from peers to find out the effectiveness and valuation of

training.



BIBLIOGRAPHY

BOOKS REFERRED:

Make Training Evaluation Work – Jack.J.Phillips, ASTD Publishers

Everything You Ever Needed To Know About Training – Kaye Thome & David Mackey,

AMACOM-2007

Grooming Personality & Development – Elizibith Hurlok, Tata McGrawHill



WEBSITE REFERRED:

www.google.com

www.saharaindia.com

www.scribd.com

www.wikepedia.com

www.hrguide.com


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

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