training needs and methods

SUMMER INTERNSHIP PROJECT REPORT ON
A study on training needs and methods to create brand connect.
PREPARED FOR
IN THE PARTIAL FULFILLMENT OF
MASTER OF BUSINESS ADMINISTRATION
AMITY BUSINESS SCHOOL,
NOIDA, SECTOR 125, 201301
UTTAR PRADESH – INDIA.
GUIDED BY:
MR. RAHUL TIWARI
MR.K.K DEY submitted by:
SARIKA (10C)
A0101915154
MBA GENERAL
2015-2017

ACKNOWLEDGEMENT
I would like to express my deepest gratitude towards all the people
who has tremendously made me through this project.
My deepest appreciation here given would be my industry guide MR.
Rahul Tiwari who actually possess the substance of a genius and
convincingly helped in the project outline. He is the one who believed
in me and did everything out of the way to make out the best.
In addition to it, also my faculty guide Mr. K.KDEY who gave me the
entire pro and cons about the topic and helped me understand it better.
Sir I would be heartily thankful to u for giving me this opportunity.
A special thankyou to all my friends and family members who gave their
valuable support during my internship and also gave guidance and
suggestions in completion of the project.

DECLARATION
I Sarika hereby declare that the project work on the title “Training
Needs of Employees” submitted to AMITY UNIVERSITY, Noida is a
record of an original work done by me under the guidance of Mr. Rahul
Tiwari, sales specialist of Ford motors and MR K.K DEY who is my faculty
guide. This project is done under the partial fulfillment for the degree
of Master of Business Administration.
PLACE: GURGAON
DATE : 20/07/17

FACULTY GUIDE CERTIFICATE
This is to certify that SARIKA student of Masters Of Business
Administration at Amity Business School, Amity University Uttar
Pradesh has completed the Summer internship on “STUDY ON
TRAINING NEEDS AND METHODS TO CREATE BRAND
CONNECT”. In partial fulfilment of the requirements for the Degree
of Master of Business Administration under my guidance.
The report is checked for the plagiarism and it is acceptable.
DR. K.K DEY
PROFESSOR
DEPARTMENT OF INTERNATIONAL BUSINESS

TABLE OF CONTENTS
CHAPTER1: INTRODUCTION 1
1.1 PURPOSE OF STUDY 1
1.2 CONTEXT OF THE STUDY 1
1.3 SIGNIFICANCEOF THESTUDY 2
1.4 OBJECTIVE OF THE STUDY 2
1.5 SUMMARY 3
CHAPTER2: LITERATUREREVIEW 4
2.1TRAINING AND DEVELOPMENT 4, 5, 6
2.2APPLICABILTY OF TRAINING 7, 8
2.3TRAINING NEED ASSESSMENT 8,9,10
2.4TYPES OF TRAINING 11, 12
2.5RETURN ON INVESTMENT 13, 14
2.6METHODS OF TRAINING 14
2.7 360 DEGREEFEEDBACK 15
CHAPTER3:RESEARCH METHODOLOGY 16
3.1RESEARCH OBJECTIVES 16
3.2RESEARCH DESIGN 17
3.3DATA SOURCES 17
3.4RESEARCH INSTRUMENT 17
3.5SAMPLING INSTRUMENT 17

3.6 SAMPLESIZE 17
3.7 DATA TECHNIQUES USED 17
CHAPTER 4: DATA ANALYSIS 18-30
CHAPTER 5: MAJOR FINDINGS 31
CHAPTER6:CONCLUSION, REOMMENDATION 32
6.1 CONCLUSION 32-33
6.2 RECOMMENDATION 33
6.3 MOTIVATION FACTOR 34-35
REFERENCES 36
APPENDIX 37

ABSTRACT
The round of financial rivalry has new guidelines. Firms ought to
be quick and responsive. This requires reacting to clients'
requirements for quality, assortment, customization, comfort and
opportunities. Meeting these new models requires a workforce that
is actually prepared in all regards. It requires individuals who are fit
for dissecting and taking care of employment related issues,
working agreeably in groups and 'changing caps' and moving from
occupation to work also. Preparing has expanded in significance in
today's surroundings where employments are intricate and
CHANGE QUICKLY. For, any organization that quits infusing
with insight is going to pass on. The motivation behind this part is
make the understudy comprehend the fundamental standards,
territories, and techniques for preparing as of now being used in the
corporate circles.
The research is basically based on the various training needs for the
employees at Harpreet FORD in Motinagar .The idea of doing this
project was to see that how employees contribute to a firm as when
it comes to organizational objectives.
Employees are an asset for any organization and they play a vital
role while handling various processes going on. The word RSR is
really important for any firm usually is Recruitment, Selection and
finally Retention.
Customer satisfaction is an ultimate goal for an organization to keep
the customers retained as various brands are evolving and giving a
tough competition. Employees are the helping hands from top to the
lower management so they should be always content,

And also the factors that play an important role for them while
working. It tries to understand that how well the organization has put
their employees for training and also meeting their needs. The
research conducted is quantitative in nature. Primary data is the major
source used here with filling up of questionnaires and Personal
interview. Some of the information is also collected from secondary
sources like internet.
The research clearly defines that around more than half are satisfied
(80%) with their work both at the showroom and the service Centre
with all the necessary training requirements that they need. In some of
the cases it was found out that there is biased behavior when the
training is likely to start. The overall environment of ford is quite well
managed and majority of the employees are satisfied with the training
programs offered to them with allowances and other expenses as well.
The employee feedback helped me to get the overall working at ford
and also helped to inculcate the best out of my project. Accordingly,
the supervisor solves the work related issues and also treats them well.
Employee feels that more growth opportunities should be given to
them in order to maintain work and life balance.
THUS FORD DEALERSHIP MUST FOCUS ON IMPROVING THE
ORGANIZATIONAL ENVIRONMENT THAT INCLUDES THE
EMPLOYEES AND THEIR NEED IDENTIFICATION SO THAT
THEY COULD BE BETTER CONNECTED WITH THE
ORGANIZATION. THE OVERALL OBSERVATION SAYS THAT THE
EMPLOYEES ARE WELL TRAINED BUT OUT OF THE LOT SOME
LACK EFFICIENCY AS THEY ARE NOT AWARE OF THE
TRAINING PROGRAMMES CONDUCTED AND SO THEY
SHOULD BE IDENTIFIED AND THEN PUT ON TO THE VARIOUS
SLOTS FOR THEIR IMPROVEMENT WHICH WOULD BE
BENEFICIAL FOR THE COMPANY.

CHAPTER 1: INTRODUCTION
1.1 Purpose of the Study:
The main purpose of the study conducted is to identify the training
efficiency at work in Harpreet Ford Dealership and also to understand
the improvement.
The study was basically carried out in three stages. In the first stage,
the basic working and its procedures were understood to help and get
it inculcate in my project.
The information was collected with browsing its website and through
interaction with the existing employees at Sales and Service centre.
The second stage was further divided into making a questionnaire on
training to get the wholly idea of the suggestions and feedback .The
third stage was all based on collection of data and analysing the
findings that were presented.
1.2 Context of the study:
Training employee is important as it ensures the overall development
from of the employee as well as the organisation is benefited in terms
of employee retention. It improves the performance of employees in
achieving the organisational goals. The research aims to understand
the training needs for employees at various levels from fresher to
existing and thus implementing the knowledge accordingly.
Ford India was setup in 1995 as a wholly owned subsidiary of Ford
Motor Company. The rising demand in auto market helped to deliver
more strong products and innovations to survive in the market and
boost growth with upcoming opportunities. Ford India currently
operates as a modern integrated manufacturing facility at Mrainalai

Nagar , near Chennai. The wide range of products that it offers
include the Ford Figo , Ford Fiesta , Ford Classic , Ford Endeavour
and the Ford Eco sport . The manufacturing facility at Sanand plant in
Gujarat would double the manufacturing capacity once it is
operational.
1.3 SIGNIFICANCEOFTHESTUDY
THE STUDY FOCUSES ON IDENTIFYING TRAINING NEED
IDENTIFICATION FOR AN EFFECTIVE TRAINING OF NEW
EMPLOYEES RESULTS IN FOLLOWING:
1. The employees are aware of what they are doing.
2. Helps save time.
3. Have a good feeling and a brand connect about the company.
4. The employees are made mobile and versatile.
5. Improve performance and career goals.
6. Helps in making the employees more productive and efficient .
7. Its fills the gap between what the employees has and what the job
seeks.
8. Less errors and higher production.
1.4 Objectives of the Study
 To measure the importance of training needs identification in
the manufacturing as well as the information technology
industries.
 To understand that how the training is perceived by employees
in industries.
 To measure training in terms of welfare of employees in
improving skills and competencies.

 To also understand the various managerial roles carried out by a
manager at various levels.
 To review that how effective the training function is in
improving the overall development of the organization as well
as employee.
1.5 Summary:
The research focuses on the gaps that need to be filled with the help
of various methods implemented while training the employees so that
there is large scope for business expansion and also growth. The
various factors that influence the employees whether internal or
external should be controlled and the roles of the various
representatives are well checked. The employees should always feel
as a part of the organization and put their best while working. Various
rewards and incentives would help them in connecting them with the
brand in order to excel in both the aspect. The employees concern and
organizational concern both should be balanced together.
Overall it is the output that matters and also the teamwork. Incentives,
rewards, bonus and other methods of appraisal can motivate the
employees and bring in them a feeling of recognition. Getting an
idealistic person for the job position and getting a good job for an
employee both go hand in hand with worker and organization both
perspectives.
Companies now days are very much determined for its achievement
of goal and strategies are made to encounter future needs. Challenges
force them to change in order to survive in the environment and
marketplace.

CHAPTER 2: LITERATURE REVIEW
The main purpose of this research is to present an overview
based on conceptual and found on the employee training and
development programs and receive an advantage. The high
demand for employee development program is growing for
organization for those trying to compete in the market.
Some claim that training program is an instrument which is
helpful for employee retention.
Training comprises of learning as well as development which
further extends to the efficiency of individual and for the
organization.
Training helps the employee in learning the sot and technical
skills as required by the work assigned. It clearly reflects the
output on the behavior of employee performance. A combo of
technical and professional is very much needed to perform a
work in an effective manner.
The training programs attempts to get out positive changes in
the knowledge, skills, and attitude of the workers. The exercises
carried out during training brings out the sound judgement while
decision making.
It is a reactive process as to an employee has to perform
satisfactory and also fulfill the needs. There is always a cause
and effect relationship. For instance if skill and knowledge is
required an organization can give better training so that the
worker gets motivated and performs well. Also at times when
the employees are not motivated rewards and appraisals could
be done to make them feel better. So in both the cases ultimately
employees are taken as a major concern.
So in the same manner if feedback is lacking proper feedback
and standards should be set so that a better environment is
created and great potential is put into.

2.1 Training and Development:
 Employee benefits:
 Training helps the employees to become more and more
efficient and also useful to the firm. It is also for their better
skill enhancement and finds good opportunities.
 Training can help to reduce more errors and make production
better.
 The career goals of the employees can be easily attained
through training and also promotion and other career related
perks could be given.
 Training can thus help in overall development of the
organization by reducing the mistakes and also higher
production. Overall the training is also related with the
employee’s betterment so that they can easily bang on various
opportunities given to them in future. Making them versatile
and mobile would help the organization. .
 Great job satisfaction of the employees would lead to higher
job satisfaction level and also less absenteeism and lower
labour turnover.
 Effective training is a precious investment for an organization
to build up human capital.
 A better management system would be there to help the
manager manage in a better way. The employees can assist in
better planning, organizing, directing and controlling. A better

standard of quality, organization culture and structure,
delegation of authority and simulation provided to the
employees can be all assisted by effective training.
 A high morale would be the USP for the employees to work in
the organization..
 To the organization:
 If proper training on using and handling machine sis
given to the workers less amount of wastage would be
there to a great extent.
 There is less need of supervision to the workers who are
trained and thus all the errors and accidents or any
happening would occur. Also the knowledge of handling
and using the equipment is more.
 A good quality and standardized product is delivered . The
gap between the superior and better performance is also
filled.
 Training helps in motivating and retaining the employees
and makes them loyal towards the organization. Also the
inclination towards higher growth opportunities in other
organization gets low.

2.2 Applicability of training:
The training could be only called successful if the gap of
the present knowledge and future requirements are
fulfilled. The training should be simulated in such a
manner that the employees know about what all they can
come across in future with the job they are doing and can
act in a brilliant manner. The visualization and
identification of such situations should be known to them.
Environment - For a professional development the
employees need to face a lot of changes that may or may not
affect the organization working conditions and environment. To
be adaptable in the working situations, one needs to be aware of
the happenings and then act upon. The external and internal both
factors play a major role in the organization. So in order to see
the training results, the employees who are put up in
comfortable environment with adequate and well rest periods
perform well and learn a lot rather than keeping them ideal.
Knowledge – The areas of training may vary in different
sectors according to the requirement of the job profile. So in
order to cope up, the new employees are communicated general
rules and regulations and also the introduction of the company is
given to them starting from the staffs to the products and
services that are offered. The trainees should be aware of what
goes inside and outside the company.

Technical skills – Technical skills are the most important
thing needed for a job. From operating to handling computer. It
helps in contributing the acquired knowledge and skill to
contribute while working.
Social skills- The right attitude towards work is very much
needed to balance professional as well as personal life. The
employee should learn about himself and others in the company.
Working in teams and cooperating is the major factor to build
strong relationships.
2.3 Training needs and Assessment Analysis:
This is a way of gathering data from various sources to see the
training needs in an individual and help the organization attain its
goals and objectives.
 This also helps in analyzing the gaps or any area of need
related with the employee working and the organization
wants.
 The process is to identify the gaps between current
performance and organizational objectives.

 2.4 Factors that lead to training needs:
 Change in the rules or laws.
 Introduction of new technology or equipment
 Transfers or hires
 Process improvements
 Re locations
 Staffing or any promotions
 2.5 Determination of training
need
 Re- designing of job
 New Procedures implementation
 Customer feedback
 Performance appraisal evaluation
 Termination and Promotions
 Observations
 Conducting employee skill test
 Making of focus groups
 Interview of employee
 Need assessment questionnaire
 Accidents or wastage
 Complains
2.6 Process of Training Need Assessment:
 The objective of the organization is identified so that the
ultimate goal and outcome is known.
 Appointing a trainer or a coordinator for it.
 Collecting data about the skill sets and the abilities of the
respective individuals.
 Analyzing the data and the information gathered from it.

 Pinpoint the gaps and then drawing a training program for
them.
For a brand to get its reputation and craft a brand image, it takes a lot
of time and effort to build it .
So it is very necessary to trust the employees and give them
opportunities as they are an important asset to the company.
2.7 - David Pollitt in the year (2008) has done his research in the
topic ‘Training Restores Pride among customers”. Various methods
were used by the organization to boost the customer service and
improve customer relations. Using methods like assessment, coaching,
Discussion
, questioning during group sessions and feedback.
To reduce the conflict in an organization both training and education
is important. So to avoid any turmoil and dissatisfaction a push called
training helps the employees to know themselves better with personal
motivation and increasing their efficiency would result a great growth
for them.
The development of human capital is necessary nowadays to perform
well in a top management and enhance job performance.
All that is learnt during training and that is the skills and behavior
should be transferred to the workplace and maintained overtime for a
smooth working.
From the top level to the low level if the synchronization between the
beliefs and system is not there a disturbance can be caused easily that
could destroy the others even.
The discontent among all the workers is very affective for the
working majority and providing desired outcome just for their self-

development and enhancing their knowledge to develop. A motivation
and satisfaction both can play a vital role in the organization.
You never know how employees behave outside the organization, so
to abide them by the culture they must be observed and given training
so that the gaps and inner development is there.
The gap of communication that still exists today and if maintained
properly can be very effective. Training thus helps the workers when
they have to face different procedures and method. Through actual job
experience the development of managers takes place.
The concept of self –development gives birth to the whole programs
of management development. So the development of the executives is
complex &important.
There are various strategies that could be implemented I an
organization when it is seen from the dimensions of a task
environment.
The variables in the environment leave an impact on the decisions that
are made. So more the homogeneous variables are less the decisions
are affected.
The competency for an HR in an organization would be as follows for
the value proposition:
 HR begins with business and what the business is upto.
 Scanning the customer and market place.
 Competitive advantage(core competence)
 Alignment of internal and external stakeholders.
 Add value to the existing process within the organization.
 Analytics(measure related to the output)

2.8 Types of training:
On the basis of various purposes; different training programs are
offered to the employees. The important types of programs are:
1. Induction or orientation training – When a new employee
joins an organization, the whole environment and the set of rules
and regulations should be known to him. This is a gesture to
welcome new employees and prepare them according to their
job. The TPI theory is applicable with this that includes training
on development of theoretical and practical skills. And further
more interaction needs that exists in the new joining employees.
It is not a one day event to carry upon.
2. Job training- Job training is a process in which it relates to
the specific job which the worker has to do. All the information
related to the machine, process of production, instructions, and
methods to be adopted and used and further on. It helps the
workers gain confidence and work efficiently .It is commonly
seen in plant training programs. It creates interest among
employees for their job that they would do and get acquainted
with it.
3. Apprenticeship Training- In this kind of training the focus
is on the education more and the trainee receives wages while
learning and get valuable skills which is high in the labor market.
It is provided on the job, and also explore and experience class
room instructions in particular subjects. It is like earn while you
learn concept both in private as well as public sectors.
Employers go for these programs in as a source of cheap labor.
Mechanics, electricians, welders etc. are into it.
4. Internship training: Under this, educational or vocational
institute enters into with an industry for giving its students
practical knowledge. Advanced theoretical knowledge is to be

given up by practical knowledge on the job. For e.g. Medical
students are sent to big hospitals for gaining knowledge and
have a look with what goes around getting a glimpse of it. The
trainees actually are not working or belong to that business but
they are just to gain knowledge on how things go on. However
many times it is so that the enterprises that let them work during
internship hire them by offering suitable jobs with good
packages. The training period varies from six months to two
years.
5. Refresher training or restraining- This type of training is
given to the existing workforce to enhance their efficiency. The
skills that employees have start perishing with time due to
technological change or any other factors so, for this they are
prepared to face and work without any trouble.
6. Training for promotion- This type of training is given to
the existing employees to make them eligible for promotion to
higher level jobs in the organization. The promotion means
change in the duties and responsibilities that an employee works
on. New duties need efficient effort and for that skills are
required to cope up with the change. Employees are made fit for
taking up higher job opportunities and challenges during their
work. This is like a motivation for them. A higher status and
salary is attained with an upward movement leading to greater
job responsibilities. This may be permanent or temporary
depending upon the performance. This is a force for employees
to move forward in the hierarchy with added duties and higher
respect and honor with greater pay allowances and employee
development overall.
 Under remuneration act, 1976 section 5 employers should not be
discriminated on gender basis.
 It helps in getting recognition and commitment.

 Helps in fighting competitors.
 Reduce dissatisfaction.
 Better utilization of knowledge and skills.
 Filling up of vacant positions and promoting to departments.
 Many of the employees expressed that for promotion
competency should play te major role.
e.g. Morning star that is a tomato processing company with
headquarters in California has a remarkable story to tell and that is it
has no bosses ,titles or any kind of promotions. The firm operations
are very complex.
On the other way, domino’s pizza store manager tried reducing its
worker turnover from 158 to 107 by applying new strategy of hiring
selective managers and coaching them on how to better workplace
and motivate them with stock options and promotions.
Training acts as a morale booster by gaining knowledge for the
employees. In other way we can say that the word HRD is very much
important in today scenario as human resource development needs the
much awaited attention to get the best and help the economy grow.
Right people if not placed properly can create a chaos in an
organization leading to disruption in the value chain process. So in
other words it can be concluded that training is a part of HRD with
training, development and education.
Right kind of managerial manpower can essentially cope up with the
rapidly changing business environment.
Training is also said to be learning as it is considered as a huge
importance and growing knowledge and skills for performing a
particular job.
Job performance is made up of the following things:
 Training benefits
 Development
 On time training

 Organizational policies
 On the job and off the job training
2.9 ROTI ANALYSIS
The return on investment on training and development is the
fifth level added by Philips after Kirkpatrick’s Four Levels of
Evaluation.
Starting from the manufacturing sector and then to banking
sector it is now a part of every business area.it is also considered
a tool for personal investment.
Why to calculateROI:
 The first and the foremost is to measure or to evaluate the
training budget. If an organization does this technique the
investment and profit out of it can be easily done.
 To get an accurate idea of training and its effectiveness.
 To generate credibility with the working executives.
 To identify the need and area of improvement.
 Helps in the information flow.
 To know the training methods, and time used for trainer
and employee.
 To help in calculating the per program cost and its benefit.

It can be used as a method to compare investment, costs and
return on two or more programs. Also stakeholders and their
investment all can be recorded. Stakeholders merely include-
stockholders,presidents,board of directors ,cusomers,managers
and subordinates.
2.10 METHODS IN TRAINING
Training is divided into two parts:
 On the job
 Off the job
On the job training methods could be:
1. Mentoring
2. Job rotation
3. Understudy
4. Coaching
Off the job training:
I. Lectures
II. Conferences
III. Vestibule training
IV. Sensitivity training
V. Simulation
 Casestudy
 Roleplaying
 In basket
 Management games

2.11 360 degree feedback
This concept of of multi rating feedback or you can say a multi-
source feedback is a way of assessing an employees to justify
his performance and behavior from collecting information
through various sources.it includes his subordinates, peers and
supervisors as well as well as self-evaluation by the employee
itself.
External feedback from customers, suppliers and stakeholders is
also included who interact with the employee.it helps in
employment decisions and performance evaluation. Also known
as 360 degree review. It often creates conflicts opinions and it is
hard to judge the accurate one.
Benefits:
 Leadership development is there.
 Training needs assessment is easily identified.
 Helps in evaluating teams.
 Employee development and enhancement.
 Tool for self-assessment.
 Performance appraisal could be a way.
 Performance management could be done by looking at the
data.

CHAPTER -3
RESEARCH METHODOLOGY
3.1 RESEARCH OBJECTIVES:
The research is focuses and is overall aims to understand the
various employee needs at Ford motinagar. The crux of this
research is that it has taken every single point from the view
point of employees and their development. This would further
help the firm to understand and accordingly cater training
programs to the workers.
The objectives of the study are:
 To identify various factors that affect training and
training needs. Also the methods that could be
implemented for the improvement of the employees.
 To understand how effective training is for the
employees.
 To find out the satisfaction amongst employees for
training programs.
 To compare the outcome of before and after training
sessions.
 To evaluate the performance of the employees and
their skill development.

3.2 RESEARCH DESIGN:
The research carried out in this report is qualitative as well
as quantitative.
3.3 DATA SOURCES:
Both primary and secondary data have been used for carrying out this
research. The source for collection of primary data is from the
questionnaires that were filled by the employees of Harpreet Ford
dealership and the secondary data was collected through internet and
various references from books and journals.
3.4 RESEARCH INSTRUMENT:
A questionnaire has been formed consisting of in total 11 questions
and all are multiple choice
3.5 SAMPLING INSTRUMENT: The respondents in this research
have been chosen as per the need and requirement of the researcher.
3.6 SAMPLE SIZE:
The sample size taken for the study is 30. And were taken from
Harpreet ford service station. Target audiences here were the
employees already working and their experience.
3.7 DATA TECHNIQUES USED:
The analysis for this has been used with the help of using Microsoft
word.

Chapter -4
DATA ANALYSIS AND INTERPRETATION
QUESTIONNAIRE
1. What do you understand by training ?
a. Learning
b. Enhancement
c. Sharing Information
2. Do you feel training is compulsory for employees?
a. Yes
b. No
3. Does training helps you to increase the motivational level of
employees?
a.Yes
b.No
4. Does training helps to improve employee –employer relationship?
8
a.Yes
b.No
5. How often the training program are conducted in your
organization?

a.Every month
b.Every quarter
c.Half yearly
d.Once in a year
6. Training is must for enhancing productivity and performance?
a. Completely agree
b. Partially agree
c. Disagree
7. Did you attend the training program before induction in the
organization?
a. Yes
b. No
8. In regards to leadership competencies, what areas listed below
would you like to see additional training programs ?
a. Problem solving
b. Building effective teams
c. Delegation
d. Conflict management
e. Dealing with ambiguity
f. Goal setting
g.Innovation management
9. Time duration given for the training period is :
a.Sufficient
B.To be extended
C.To be shortened
d. Manageable
10. Is the whole feedback after training worth the time, money,
effort?
a.Yes

b.No
11. Do you have any suggestion for Improvement?
Name:
Department:
No. of years worked :
Designation:
Email

1.}
ANALYSIS:
 In this the sample size was 30
 15% of the employees said learning
 10% of the employees said enhancement
 5% of the employees said sharing information
what do you underdstandby learning?
learning
enhancement
sharing information

2.}
ANALYSIS:
In this questionnaire the answers that were got according to the
analysis area are follows:
 25% of the employees said that training is needed by them .
 5% of them said training is not needed.
Does training helps you to increase the
motivational level of employees
yes
no

3.}
ANALYSIS:
In the above chart the motivational level of employees and their
perception about it are:
20% said yes, training helps in increasing the motivational level of
employees.
10% said no, training doesn’t help them in increasing the motivational
level
Does training helps you to increase the
motivational level of employees?
yes
no

4}
.
ANALYSIS:
In the above scenario the result was as follows:
 22% of the employee said that yes, training helps in improving
employee-employer relationship.
 8 % of the employee said that it does not bring any change in the
behavior of the employer while working.
Does training helps to improve employee-
employer relationship?
Yes
No

5}
ANALYSIS:
In the above data the following observations were made:
 2% said that training programs are conducted every month.
 3% said that training programs are conducted every quarterly
basis.
 15% said that programs are conducted every half –yearly.
 10% said that programs are conducted every once in a year.
How often the training program are
conducted in your organisation?
Every month
Every quarter
Half yearly
Once in a year

6}
ANALYSIS:
In the above results are as follows
 20% of the employees agreed that training is helpful in
enhancing productivity and performance.
 10% of the employees partially agreed that it is helpful in
enhancing productivity and performance.
 0% of the employees disagreed that it is helpful in enhancing
productivity and performance.
Training is must for enhancing productivity
and performance?
agree
partial agree
disagree

7}
ANALYSIS:
In the following results are as follows:
 20% of the employees said yes, that they have attended the
training program before induction in the organization.
 10% of the employees said no, that they have not attended the
training program before induction in the organization.
Did you attend the training program before
induction in the organization?
YES
NO

8}
ANALYSIS:
In the above question the following answers were given:
 10% of the employees said that delegation is needed for
leadership competencies in the training program.
 10% of the employees said that goal setting is needed for
 5% of the employees said that innovation is needed for
 5% of the employees said that ambiguity is needed for
In regardsto leadership competencies what
areas are listed below would you like to see
additional training program?
ambiguity
delegation
goal setting
innovation

9}
ANALYSIS:
In the above context , the training period has been focused and that
gave the following conclusions for the report interpretation:
 According to the sources, 10% of the employees out of 30
quoted that training was sufficient for them.
 In the next 5% of the employees feel that training should be
extended.
 15% of the majority says that training should be shortened.
 Rest of the 5% of the employees believes that training is
manageable.
Time duration given for the training period is
sufficient
extended
shortened
manageable

10}
ANALYSIS:
In the above the questions were targeted with a focus on the
training programs that run under organization
 25% of the employees feel that training that they go under helps
them a lot in their development.
 5% of the employees feel that training doesn’t help them.
.
 Samples were from the employees working under Ford
motinagar. Managers, existing employees and new joining all
were covered under this research.
Is the whole feedback after training worth
the time,money,effort?
YES
NO

Chapter-5
MAJOR FINDINGS
 Some of the employees feel that training at dealership is
somehow gender biased. Equal opportunities are not given
to each.
 Some of the employees especially the lower level is not
well aware of the training programs conducted in the
organization.
 There is also a need of eradicating conflicts especially with
the senior coordinates.
 Some of the employees did not attend the training
programs when they came as a fresher.
 Training is focused more on theory not on practical and
simulation.
 New product launches information is not communicated
and known to all.
 Unprofessionalism seen during the visit.
 Lack of feedback and information sharing.

CHAPTER6:
CONCLUSIONSAND RECOMMENDATIONS
6.1 Conclusion: From the study following can be concluded,
 Around 25% or say 25 people out of 30 are happy and
motivated with the training as it helps in their development
and helps to maintain work life balance.
 Training helps them to learn and implement in their work.
 Employees feel that growth and new opportunities should
be there.
 Employees are more satisfied and feel a part of the
organization .it also helps them to know the work culture
better.
 Women as compared to men are more satisfied with their
work.
 Through personal rounds it was noticed that the
supervisors treat the employees well and also resolve the
work related issues.
 There is a change in the attitude and behavior of the
employees after training.
 The workers are able to work easily and understand their
work as soon as they are back from training.
 It helps in their self-development.

 New locations should be given to the employees to give
them a different environment for learning and motivated.
6.2 Recommendation
 Grooming of the staff is needed.
 As a lot of staff for sales is new the whole procedure has to
be told and is time taking.
 Renovation of the department and proximity should be
changed.
 Humble and polite attitude should be there in all as some
were not helping at all.
 Customer handling needs improvement with experienced
consultants.
 Cleaning should be done on a regular basis.
 Competitors mainly here were Toyota,Hyundai,Mahindra
and Skoda.
6.3 Motivation factor:

Overall the performance of the worker and brand both
should go hand in hand and bring more customers and
make profits.
 Workers should be provided with incentives.
 Also empowerment is needed so that decisions are taken overall
not just one.
 Opportunities for advancement would help the employees grow
and make them realize that organization care for them.
 A feeling to work harder should be generated.
 Trust factor should be there and they should know that they are
a part of the firm and the firm needs them.
 Setting up smaller weekly goals can keep them free and stress
free.
 A feel of positivity such as changing environment eg. Cracking
jokes and playing games and team hangouts.
 One to one coaching is also effective in knowing them
personally.
 Transparency should be there so that each and every thing is
known to them.
 Team building and individual both should be important not just
one should be focused as an individual builds a team.

 Professionalism should be inculcated with an “open door policy
“with no thankyou and please. Suggestions and feedback both
should be welcomed.
 Creating a recognition ritual would make the employees feel
motivated when each time they come to know the one who has
achieved better and travelled above and beyond for the company.
In the end all the benefits from training leads to a better
individual, team, society and an organization. They all help in
the prosperity of the nation.
A positive reaction linking a training program and performance
exists. Training should not be seen as a single process but also
interpersonal relationship and other human resource
management should be taken care of.

REFERENCES
 Human resource management (concepts and issues) by
T.N Chhabra, Dhanpat rai and publications.
 K.aswathapa ed. Organizational behavior, Himalaya
publication.
 Organization theory and Behavior (B.P Singh and TN
Chhabra) Dhanpat rai and co.
 Sources from internet with the help of research papers and
some reports.

training needs and methods

More Related Content

What's hot (20)

Similar to training needs and methods (20)

Recently uploaded (18)

training needs and methods