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SUMMER TRAINNING REPORT
OnTO CHECK THE EFFECTIVENESS OF TRAINING AND
DEVELOPMENT AT PETER ENGLAND
Submitted in Partial Fulfillment of the Requirements of
Post Graduate Diploma in Management (PGDM)
By
NEHA THAKUR
Class of 2014-16
113
BharatiyaVidyaBhavan’sUsha& Lakshmi Mittal Institute of Management,
Copernicus Lane, Kasturba Gandhi Marg.New Delhi
DECLARATION FORM
I hereby declare that the Project work titled
“TO CHECK THE EFFECTIVENESS OF TRAINING AND
DEVELOPMENT
AT PETER ENGLAND
” submitted by me for the Summer Internship during the Post
Graduate Diploma in Management to Bhartiya Vidya Bhavan’s
Usha & Lakshmi Mittal Institute of Management (BULMIM) is my
own original work and has not been submitted earlier to BULMIM or to
any other Institution for the fulfilment of the requirement for any course
of study. I also declare that no chapter of this manuscript in whole or in
part is lifted and incorporated in this report from any/earlier other work
done by me or others.
Signature of Student: ___________ Signaure of Industry
Mentor:______________
Name Of Student : _____________ Name Of Industry Mentor :
________________
Batch : ______________________ Designation :
__________________________
Date : Date :
DECLARATION
I hereby declare that project entitled “STUDY OF TRAINING AND
DEVELOPMENT OF EMPLOYEES IN PETER ENGLAND’’
is a bonafied and authentic record of work done by me under supervision of Mr.
Lagan Verma during academic session 2014-2016.
The work presented here is not duplicated from any other source & also not
submitted earlier for any other degree/diploma to any university.
I understand that any such duplication is liable to be punished in accordance with
the university rules.
Place: DELHI MS. NEHA THAKUR
Acknowledgement
I wish to put on record my sincere gratitude to the following person without whose support the completion of this project would not have been possible.With immense pleasure I am to present this project on“ EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN PETER ENGLAND”. At the very outset, I would like to express my profound sense of gratitude to the authorities of PETER ENGLAND for giving me an opportunity to work with ACC.I want to thank Mr. Lagan Verma For helping me and training me efficiently and for providing me opportunities to access the record on the basis of which this project report stands.I also want to thank Ms. Kanika Gandhi, Faculty Mentor, for guidance & encouragement in project maintenance.I express my special thanks to Prof. for helping me and solving my doubts related to finance.My heartiest thanks to my parents who have been always a source of unfailing support & encouragement in all the conditions of my life.
Student Name: Neha Thakur Date -------------------------------- Signature---------------------------
INDEX
Serial no. Chapters Page no.
01. Executive summary 7
02. Objectives of the project 8
03. Introduction 9 to 34
04. Literature review 35
05. Research Methodology 37 to 39
06. Data interpretation and Data analysis. 40 to 56
07. Learning during SIP 57
08. Conclusion. 58
09. Recommendation and suggestion. 50
10. Limitations 61
11. Bibliography. 62
12. Annexure. 63 to 69
LIST OF DIAGRAMS AND TABLES
S.NO HEADING PAGE
NO.
1 Table 1
2 Chart 1
3 Table 2
4 Chart 2
5 Table 3
6 Chart 3
7 Table 4
8 Chart 4
9 Table 5
10 Chart 5
11 Table 6
12 Chart 6
13 Table 7
14 Chart 7
15 Table 8
16 Chart 8
17 Table 9
18 Chart 9
19 Table 10
20 Chart 10
21 Table 11
22 Chart 11
Executive Summary
With the help of this project I came to know that Training and development play an important role in the effectiveness of organisations and to the experiences of people in work. Training has implications for productivity, health and safety at work and personal development. All organisations employing people need to train and develop their staff. With the training of the employees at PETER ENGLAND we could focus upon the communication skills, computer knowledge, customer service, human relations, and safety of the employees. In order to train and know the impact of that training I used the random sampling method and came to the conclusion that training is an essential part for the growth of the both employer and the employees but it could be a tiring and a fruitless job if not conducted properly.
OBJECTIVES OF THE PROJECT
The project is entitled as, “Study of Training and Development of employees in
PETER ENGLAND ”So, the basic objectives of the project is as follows:-
To study how Training and Development programmes are undertaken in the
organization.
To know process of Training and Development at PETER ENGLAND
To measure the satisfaction level of employees regarding training and
development.
To extract the factors causing effectiveness of training for employees.
STUDY TO CHECK EFFECTIVENESS OF TRAINING AND DEVELOPMENT OF EMPLOYEES AT PETER ENGLAND:
Management research hierarchy
Management Dilemma – Performance and motivation in employee is lacking.
Exploration - Employees are not able to communicate with their superiors,
Superiors are not able to acknowledge and appreciate employee Performance,
employee’s especially sales people are not aware about training and development
system of the company.
Management question – Management should focus on employee’s development by
providing them quality training.
Exploration – Training should be more effective, fair practice is required, every
employee need to be aware of the company’s Training policies, there should be proper
communication between immediate supervisor and employees, understanding key
responsibility area of employees and training should be in proper way.
Research question – Should the quality training be provided to the staff of Peter
England?
OBJECTIVE OF THE STUDY
To carry out the study at PETER ENGLAND, I framed the following objectives:
1. Identification of the technique of training at Peter England.
2. Employee attitude towards the training techniques.
3. To know the perception of the employees for the effectiveness of existing system of
Training at Peter England.
4. Review of the current training system in order to
i) Enhance productivity
ii) Attain global standards
5. To know supervisors motivational level towards their employees performance.
6. To identify the factors that motivates the employees.
7. To determine how the Training Techniques impact employee’s performance.
HYPOTHESES OF THE STUDY
1. Quality training may not create any difference in effectiveness level.
(Ho)
2. Quality training may create any difference in effectiveness level.
(Ha)
INTRODUCTION
Peter England
Peter England is one of the largest menswear brand in India. It is part of Madura Fashion & Lifestyle, a division of Aditya Birla Nuvo Ltd. Madura Fashion & Lifestyle, a division of Aditya Birla Nuvo Ltd, is one of India’s fastest growing branded apparel companies and a premium lifestyle player in the retail sector. After consolidating its market leadership with its own brands, it introduced premier international labels, enabling Indian consumers to buy the most prestigious global fashionwear and accessories within the country. The company’s brand portfolio includes product lines that range from affordable and mass-market to luxurious, high-end style and cater to every age group, from children and youth to men and women. Madura Fashion & Lifestyle is defined by its brands — Louis Philippe, Van Heusen, Allen Solly, Peter England and People — that personify style, attitude, luxury and comfort. Madura Fashion & Lifestyle reaches its discerning customers through an exclusive network comprising more than 1,300 stores, covering 1.9 million sq ft of retail space, and is present in more than 1,300 premium multi-brand stores and 300+ departmental stores. Peter England established first factory in 1889 at Londonderry, Ireland. Upon the special request by the British Military, Peter England outfit the troops fighting the English front lines with battle ready apparel. Madura Fashion & Lifestyle the world rights for the brand in 2000.
Peter England is the largest menswear brand in India with over 5 million garments sold every year. First launched by Madura Fashion & Lifestyle (then known as Madura Garments) in the mid-price shirt segment in 1997, the company acquired the world rights for the brand in the year 2000. Today, Peter England has a strong national presence with 643 exclusive stores and over 1600 multi-brand outlets in more than 300 towns.
Peter England is universally accepted amongst its millions of consumers for its standardised fits, superior quality, wide range and 'fashion-right' styles in its segment, making it the most trusted brand amongst consumers in the readymade apparel category, as per a recent study conducted by Brand Equity, Economic Times.
With offerings in the mid-priced value for money range, Peter England brings formal wear for young men in the early years of their career. The product assortment includes shirts, trousers, suits, blazers and accessories for everyday and special occasions.
It also offers relaxed office wear and weekend casual wear through its Peter England Elements line. This is an eclectic and stylish casual wardrobe including washed cotton shirts, denims, cargoes, jackets, sweaters and accessories.
Peter England Elite Peter England also offers a complete range of sub-premium formals through its sub-brand Peter England Elite, meant for the young manager. The wardrobe includes a complete array of fine-crafted formal shirts and trousers, sharp suits and blazers, and accessories. The look is progressive, international, and one of understated elegance.
Peter England partners with the IPL team, Chennai Super Kings, as the official off-the-field apparel sponsor. Building on that relationship, the brand has launched an exclusive product line called PE-CSK, which reflects the sporty-casual attitude of the team.
A recent foray for Peter England has been in the world of clubwear, called Peter England Party. This line offers affordable club wear with mainstream sensibilities.
Madura Fashion & Lifestyle, a division of Aditya Birla Nuvo Ltd, is one of India’s fastest growing branded apparel companies and a premium lifestyle player in the retail sector. After consolidating its market leadership with its own brands, it introduced premier international labels, enabling Indian consumers to buy the most prestigious global fashionwear and accessories within the country. The company’s brand portfolio includes product lines that range from affordable and mass-market to luxurious, high-end style and cater to every age group, from children and youth to men and women. Madura Fashion & Lifestyle is defined by its brands — Louis Philippe, Van Heusen, Allen Solly, Peter England and People — that personify style, attitude, luxury and comfort. Madura Fashion & Lifestyle reaches its discerning customers through an exclusive network comprising more than 1,300 stores, covering 1.9 million sq ft of retail space, and is present in more than 1,300 premium multi-brand stores and 300+ departmental stores. For more information, please visitwww.madurafnl.com
Vision and values
The company’s vision is to passionately satisfy the Indian consumer’s needs in fashion, style and value, across wearing occasions, in apparels and accessories, by anticipating trends and creating markets with the ultimate purpose of delivering superior value to all stakeholders.
The company aims to be the undisputed leader in the lifestyle industry, delivering continued value growth for all stakeholders by honouring:
Transparency and trustHuman touchEmpowered teamsPromises always honouredResponsive to customer needsOwnership for partner successMerchandise and design leadershipIT leadership in service
Simple and speedy processes that enable quick decisions
Effective communication
Our valuesIntegrityCommitmentPassionSeamlessnessSpeed
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT
Human Resource Management is concerned with human beings, who are energetic
elements of management. The success of an enterprise will depend upon the ability,
strength and motivation of persons working in it. Human Resource Management
refers to systematic approach to problems in any organization. Human Resource
Management is concerned with all aspects of managing the human resources of an
organization.
According to Likert,’’Every aspect of firm’s activities is determined by
the competence, motivation and general effectiveness of its human organization. Of
all the tasks of management, managing the human component are the central and most
important task because all depends upon how well it is done.’ This quotation sums up
the importance of human component in an organization and need for managing it
effectively.
Human Resources are the most important assets of an organization. Its
objective is the maintenance of better human relations in the Organization by the
development, application and evaluation of policies, procedures and programmes
relating to human resources to optimize their contribution towards the realisation of
organizational objectives. It is concerned with getting better results with the
collaboration of people.
Human Resource Management has been defined by various eminent
authors. Some of them are mentioned below:-
‘’The policies and practices needed to carry out the people or human
resources aspects of a management position including recruiting, screening, training,
rewarding and appraising.’’
Dictionary of Human Resource Management and Personnel Management.
‘’Human Resource Management is that part of the management’s process which is
primarily concerned with the human constituents of an organization.’’
-E.F.L.Breach.
INTRODUCTION OF THE TOPIC
One of the most talked subjects in corporate circles, in recent times is how
to optimize the contributions of human resources in achieving organizational goals.
Asn efficient and satisfied workforce is the most significant factor in organizational
effectiveness and marginal excellence. But experiences in business and service
organizations however indicate that management, comparatively speaking, bestow
more time and attention to policies and systems relating to production, technology,
investment, inventory, marketing, etc than to human resources.
Compulsion of modern business environment is however promoting
corporate managements to systematically review their current attitudes, beliefs and
policies towards human resources for they contribute most significantly to the
survival and growth of organization. Enlightened and progressive managements have
therefore come to believe that people are not problems but opportunities. Training and
Development activities are important part of exploring these opportunities.
Training and Development activities are designed to impart specific skills,
abilities and knowledge to employees. Training is a planned effort by an organization
to facilitate employee’s learning of job related knowledge and skills for the purpose of
improving performance. Development refers to learning opportunities designed to
help employees grow and evolve a vision for future.
DISTINCTION BETWEEN TRAINING AND DEVELOPMENT
TRAINING DEVELOPMENT
1. Training means learning skills and
knowledge for doing a specific job.
1.Development means growth of an
employees in all respects.
2 .It is concerned with maintaining and
improving current job performance.
Thus, it has short-term perspective.
2.It seeks to develop competence and
skills for future performance. Thus, it has
a long-term perspective.
3 . It is job-centered in nature. 3.It is career-centered in nature.
4.Role of trainer is very important.4.The executives has to be motivated
internally for self development.
TRAINING AND DEVELOPMENT
MEANING OF TRAINING AND DEVELOPMENT:-
In simple terms, training and development refer to imparting specific skills, abilities
and knowledge to an employee.
A formal definition of training and development is:-
“It is any attempt to improve current or future employee performance
by increasing an employee’s ability to perform through learning, usually
by changing the employee’s attitude or increasing his skills and
knowledge.”
The need of training and development is determined by employee’s performance
deficiency, compute as follows:-
Training is an organised activity for increasing the knowledge and skills of people for
a definite purpose. It involves systematic procedure for transferring technical know-
how to employees so as to increase their knowledge and skills for doing specific jobs
with proficiency.
According to Edwin B. Flippo, “Training is the act of increasing the knowledge And
skills of an employee for doing a particular job.”
Training involves the development of skills that are usually necessary to perform a
specific job. Its purpose is to achieve a change in the behavior of those trained and to
enable them to do their jobs better. It makes newly appointed workers fully productive
in the minimum of time. It is equally important for the old employees due to frequent
changes in technology
NEED OF TRAINING AND DEVELOPMENT
Training is important not only from the point of view of organization ; but also for
the employees. Training is valuable to the employees because it will give them greater
job security and opportunity for advancement.
The need of training arises in an enterprise due to following reasons:-
CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The workers
must learn new techniques to make use of advanced technology. Thus, training
Training and development need = Standard performance – Actual performance.
should be treated as a continuous process to update the employees in new methods
and procedures.
QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality conscious
and their requirements keep on changing. To satisfy the customers, quality of
products must be continuously improved through training of workers.
GREATER PRODUCTIVITY:-It is essential to increase productivity and Reduce cost
of production for meeting competition in the market. Effective training can help
increase productivity of workers.
STABLE WORKPLACE :- Training creates a feeling of confidence in the minds of the
workers. It gives them a security at the work-place. As a result, labor turnover and
absenteeism rates are reduced.
TRAINING AND DEVELOPMENT OBJECTIVES
Training objectives are formed keeping in view company’s goals and
objectives.
To prepare the employee [both new and old] to meet the present as well as
changing requirements of job and organization.
To impart to the new entrants the basic knowledge and skill needed for the
performance of a definite job.
To assist employees to function more effectively in their present positions by
exposing them to latest concepts, information and techniques and developing
the skill sets that may need further.
To develop the potentialities of people for the next level of job.
To ensure smooth and efficient working of department.
To bridge the gap between “existing performance ability” and “desired
performance”.
To improve organizational climate since an endless chain of positive reactions
can result from a well planned training programme.
IMPORTANCE OF TRAINING AND DEVELOPMENT
Training plays an important role in human resource department. It is necessary,
useful and productive for all categories of workers and supervisory staff.
The importance of training and development in an enterprise are:-
OPTIMUM UTILIZATION OF RESOURCES :-Training and development
helps in optimizing the utilization of human resources that further helps
employees to achieve the organizational as well as their individual goals.
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 employees.
PRODUCTIVITY :-Training and development helps in increasing productivity of
the employees that helps organization to achieve its long-term goals.
TEAM SPIRIT :-Training and development helps in inculcating the sense of
team-work, team spirit, and inter-team collaborations.
QUALITY : -Training and development helps in improving upon quality of work
and work-life.
TYPES OF TRAINING
On the basis of purpose, several types of training programmes are offered to
employees. The important types of training programmes are as follows:
INDUCTION TRAINING:-Induction is concerned with introducing a new employee to
the organization and its procedures, rules and regulations. When a new employee
reports for work, he must be helped to get acquainted with the work environment and
fellow employees. It is better to give him a friendly welcome when he joins the
organization, get him introduced to the organization and help him to get a general idea
about rules and regulations, working conditions, etc of the organization.
JOB TRAINING:-Job training relates to specific job which workers has to handle. It
gives information about machines, process of production, instructions to be followed,
methods to be used and so on. It develops skills and confidence among the workers
and enables them to perform the job efficiently. It is the most common of formal in-
plant training programmes.It helps in creating interest of the employees in their jobs.
APPRENTICESHIP TRAINING:-Apprenticeship training programmes tend more
towards education than merely on vocational training. Under this, both skills and
knowledge in doing a job or a series of related jobs are involved. The government of
various countries have passed laws which make it obligatory on certain classes of
employers to provide apprenticeship training to young people. The usual
apprenticeship programmes combine on the job training and experience with class
room instructions in particular subjects. This training is desirable in industries which
requires a constant flow of new employees expected to become all round craftsmen. It
is very much prevalent in printing trades, building and construction and crafts like
mechanics, electricians, welders, etc.
INTERNSHIP TRAINING:-Under this method, the educational and vocational institute
enters into arrangement with an industrial enterprise for providing practical
knowledge to its students. This training is usually meant for such vocations where
advanced theoretical knowledge is to be backed up by practical experience on the
job. For instance, engineering students are sent to big industrial enterprises for
gaining practical work experience and medical students are sent to hospitals to get
practical knowledge. The period of such training varies from six months to two years.
REFRESHER TRAINING:-As the name implies, the refresher training is meant for the
old employees of the enterprise. The basic purpose of this training is to acquaint the
existing work-force with the latest methods of performing their jobs and improve
their efficiency further. In the words of Dale Yoder, “Retraining programmes are
designed to avoid personnel obsolescence.” The skills with the existing employees
become obsolete because of technological changes and of the human tendency to
forget.
TRAINING FOR PROMOTION:-The talented employees may be given adequate
training to make them eligible for promotion to higher jobs in the organization.
Promotion means a significant change in the Responsibilities and duties. Therefore, it
is essential that employees are provided sufficient training to learn new skills to
perform their jobs more efficiently. The purpose of training for promotion is to
develop the existing employees to make them fit for undertaking higher job
responsibilities. This serves as a motivating force to the employees
METHODS OF TRAINING
The various methods of training may be classified into the following categories:
On-the-job training
Vestibule training
Off-the-job training
ON-THE-JOB TRAINING:-On-the-job training is considered to be the most effective
method of training the operative personnel. Under this method, the worker is given
training at the work place by his immediate supervisor. In other words, the worker
learns in the actual work environment. It is based on the principle of “ learning by
doing”.
There are four methods of on-the-job training described below:-
COACHING:-Under this method, the supervisor imparts job knowledge and skills to
his subordinate. The emphasis in coaching the subordinate is on learning by doing.
This method is very effective if the superior has sufficient time to provide coaching
to his subordinates.
UNDERSTUDY:-The superior gives training to a subordinate as his assistant. The
subordinate learns through experience and observation. It prepares the subordinate to
assume the responsibilities of the superior’s job in case the superior leaves the
organization. The purpose of understudy is to prepare someone to fill the vacancy
caused by death, retirement, transfer, or promotion of the superior.
POSITION ROTATION: The purpose of position rotation is to broaden the
background of the trainee in various positions. The trainee is periodically rotated from
job to job instead of sticking to one job so that he acquires a general background of
different jobs. However, rotation of an employee from one job to another should not
be done frequently. He should be allowed to stay on a job for sufficient period so that
he may acquire the full knowledge of the job.
JOB ROTATION:-Job rotation is used by many firms to develop all-round workers.
The employees learn new skills and gain experience in handling different kinds of
jobs. They also come to know interrelationship between different jobs. It is also used
to place workers on the right jobs and prepare them to handle other jobs in case of
need.
VESTIBULE TRAINING
The term ‘vestibule training’ is used to designate training in a class-room for semi-
skilled workers. It is more suitable where a large number of employees must be
trained at the same time for the same kind of work. Where this method is used, there
should be well qualified instructors in charge of training programs. Here the emphasis
tends to be on learning rather than production. It is frequently used to train clerks,
machine operators, typists, etc.
Vestibule training is adapted to the general type of training problem that is faced
by on-the-job training. An attempt is made to duplicate, as nearly as possible, the
materials, equipments and conditions found in real work place. The human resources
department makes arrangements for vestibule training when the training work exceeds
the capacity of the line supervisors. Thus, in vestibule training, the workers are trained
on specific jobs as they would be expected to perform at their work place.
Vestibule training has certain demerits also. The artificial training atmosphere may
create adjustment problem for the trainees when they are sent to their actual work
place. It is relatively expensive as there is duplication of materials, equipments and
conditions found in the real work place.
OFF-THE-JOB TRAINING:-It requires the workers to undergo training for a specific
period away from the work place. Off-the-job methods are concerned with both
knowledge and skills in doing certain jobs. The workers are free of tension of work
when they are learning.
There are several off-the-job methods of training as described below:-
SPECIAL LECTURE CUM DISCUSSION:-Training through special lectures is also
known as “class-room training”. It is more associated with imparting knowledge than
skills. The special lectures may be delivered by some executives of the organization
or specialists from vocational and professional institutes. Many firms also follow the
practice of inviting experts for special lectures for the staff on matters like health,
safety, productivity, quality, etc.
CONFERENCE TRAINING:-A conference is a group meeting conducted According
to an organized plan in which the members seek to develop Knowledge and
understanding by oral participation. It is an effective training device for persons in the
positions of both conference member and conference leader. As a member, a person
can learn from others by comparing his opinions with those of others. He learns to
respect the viewpoints of others and also realizes that there is more than one
workable approach to any problem.
CASE STUDY:-The case method is a means of stimulating experience in the
classroom. Under this method, the trainees are given a problem or case which is more
or less related to the concepts and principles already taught. They analyze the problem
and suggest solutions which are discussed in the class. The instructor helps them
reach a common solution to the problem. This method gives the trainee an opportunity
to apply his knowledge to the solution of realistic problems.
TRAINING AND DEVELOPMENT PETER ENGLAND
The tagline of the company , “THE HONEST SHIRT”
Training is the process of increasing the knowledge and skills for doing a particular
job. It is organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of training is basically to bridge the gap between jobs basically
to bridge the gap between job requirement and present competence of an employee.
Training is closely related with the education and development.
Employee Training is distinct from management development. Training is
the short term process utilizing a systematic & organized procedure by which non –
managerial personnel learn technical and mechanical operations of machines. It for
short duration and for specific job related purpose.
Development is the long term process utilizing a systematic and organized
procedure by which managerial personnel learn conceptual and theoretical knowledge
for general purpose. It involves philosophical and theoretical educational concept and
it is designed for manager.
The PE BRAND provides the training session to the every level of employee in the
organization. It begins from manager level to the worker level.
Even the new fresher including Management trainee (MT’s) and General engineering
trainee (GET’s) gets the training.
TRAINING PROGRAME
The training program is given at PE BRANDS at every month according to the
training calendar is being schedule. The induction program at PE BRANDS is
normally of 6 month. It is designed as per the departmental requirements.
In the beginning of this program, the employee is required to fill a particular form.
This form contains his basic information. The induction program for the employee is
designed after studying this form, taking into consideration his background, areas of
interests, weaknesses, strengths etc.
Normally, the training PE BRANDS. Employees from different place are trained. To
begin with the induction the very first thing is to develop amongst these employees, a
feeling of togetherness. For this, these employees are given classroom training for
about a month. Various departments come to the class room to deliver lecture. During
these classrooms training the employees get familiar & friendly with each other. To
strengthen the feeling of togetherness &develop a sense of belonging groups are
formed in the classroom. These groups are given various tasks and intergroup
competitions are conducted. Thus they are kept busy all the time.
In the evening these employees are taken for plant visits. Outing is also planned to
frame people in the area. During this one month training examinations business
games, presentations are taken after this 1 month.
Here the GET’s and MT’s are taken to different units. In this training they learn the
setup of the company. Until this rotational training the placements of the candidates
are not disclosed. Placements are decided on completion of the rotational training. At
placement branch again the candidate is sent to different department. This may take 2-
4 months. Then they are back to their respective departments. No leaves are allowed
during the 6 months of induction period. After the completion of induction period a
week’s leave is permitted before joining.
At the end of the induction a report and feedback s has to be submitted by the
employee.
Induction of the GM and above level includes only the visit to different department
people. Induction program for workers is restricted to his department & place at work.
THE INTENSIVE TRAINING OR IN STORE TRAINING
A business’ most important asset is its people. Training and developing them can be
one of the most important investments. The right training can ensure that your
business has the right skills to tackle the future. It can also help attract and retain good
quality staff , as well as increasing the job satisfaction of those presently with you-
increasing the chances they will satisfy your customers.
After the employees are recruited, selected and hired accordingly they are placed in
their respective areas of work where they execute their duties with the help of the
training received and they are further guided by their supervisors if there are any areas
that need guidance and improvement. What needed was to understand employees
training needs and then create training programs accordingly.
Thus with great eagerness and enthusiasm, I decided to do a random survey of
employees at PETER ENGLAND to understand what was lacking and study their
training needs.
TRAINING IS GIVEN ON FOUR BASIC GROUNDS
1. New candidates who join an organization are given training. The training
familiarizes them with the organizational mission, vision, rules and regulations and
the working conditions.
2. The existing employees are trained to refresh and enhance their knowledge.
3. If any updating and amendments take place in the technology, training is given to
cope with those changes.
4. When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.
TRAINING AND DEVELOPMENT AT PETER ENGLAND STORE.
There are several HR processes that are carried out at the PETER ENGLAND outlet,
the store HR has to take care of the several tasks and activities performed on an
everyday basis. When a new PETER ENGLAND store opens, a lot of processes are
tried to put in place for the smooth functioning of the store like:
1) The attendance machine
2) Their bank account details
3) Their uniforms
4) The employee engagement initiative which is called Fun Zone {the place in
zone where employees take lunch and relax}
5) The SOP training
All these processes are succeeded by the induction process of the new employees which is taken care by Learning and Development department.
To run an efficient, productive and successful store it is most important that every person in the store is trained to perform his/her job well. To do their jobs well store teams need to be trained to follow processes and also service our customers well.
RESPONSIBILITY
To ensure effective training in the store-
STORE MANAGER is responsible to ensure periodic training programs for various roles at the store.
Some of the tasks of the employees require an intensive training program to make them fit and perfect for all the tasks at hand in the retail stores and according to these the training requirements are identified :
planning product ranges and preparing sales and stock plans in conjunction with buyers;
liaising with buyers, analysts, stores, suppliers and distributors; maintaining a comprehensive library of appropriate data; working closely with visual display staff and department heads to decide how
goods should be displayed to maximize customer interest and sales; producing layout plans for stores, sometimes called 'statements'; forecasting profits and sales, and optimizing the sales volume and profitability
of designated product areas; planning budgets and presenting sales forecasts and figures for new ranges; controlling stock levels based on forecasts for the season; using specialist computer software, for example to handle sales statistics,
produce sales projections and present spreadsheets and graphs; analyzing every aspect of bestsellers (for example, the bestselling price points,
colors or styles) and ensuring that bestsellers reach their full potential; maintaining awareness of competitors' performance; monitoring slow sellers and taking action to reduce prices or set promotions as
necessary; gathering information on customers' reactions to products; analyzing previous season's sales and reporting on the current season's lines; making financial presentations to senior managers; accompanying buyers on visits to manufacturers to appreciate production
processes; meeting with suppliers and managing the distribution of stock, by negotiating
cost prices, ordering stock, agreeing timescales and delivery dates, and completing the necessary paperwork;
identifying production and supply difficulties and dealing with any problems or delays as they arise;
Managing, training and supervising junior staff.
BEHAVIOURAL TRAINING IN PE BRANDS
The procedure for imparting training based on organizational needs to employees in
PE BRANDS are as follows:-
Organisational training needs:- Training needs based on organizational needs will be
identified by the manager using training needs identification form. The base for such
training is organizational requirements, change in system, procedure.
Planning and Organising Training programmes :- The HRD will make plan for
training programme based on needs of the firm. This may include training related to
product image, process change, fire and safety, environmental change, etc.
Specific Training Needs Through Respective Departmental Heads:- Based on
Training plan, training programmes will be organised in-house or outside Faculty.
Participant may also be sent for outside training programmes for Specific training
needs through respective departmental head. For the Purpose of organizing in-house
training programme, the department can Maintain a list of faculties available in the
company. This list will serve as a Guideline documents. Records of training
programmes conducted will be Maintained.
Evaluation of Training programmes:- The HRD will monitor progress on training
needs collected with respect to plan. The evaluation will be done and record will be
maintained for each employee to whom training has been imparted.
Measure of Effectiveness:- The measure of effectiveness of training programmes is
done in following ways: Overall improvement of individual. Fulfillment of firm’s
goals. Knowledge Enrichment. Enhancement in Employee Satisfaction Index.
Feedback obtained from the employees.
INTRODUCTION TO RESEARCH METHODOLGY
Research may be very broadly defined as systematic gathering of data and information and its analysis for advancement of knowledge in any subject. Research attempts to find answer intellectual and practical questions through application of systematic methods.
Types of research can be classified in many different ways. some major ways of classifying research include the following.
Descriptive versus Analytical Research Applied versus Fundamental Research Qualitative versus Quantitative Research Conceptual versus Empirical Research
Descriptive research concentrates on finding facts to ascertain the nature of something as it exists. In contrast analytical research is concerned with determining validity of hypothesis based on analysis of facts collected.
Applied research is carried out to find answers to practical problems to be solved and as an aid in decision making in different areas including product design, process design and policy making. Fundamental research is carried out as more to satisfy intellectual curiosity, than with the intention of using the research findings for any immediate practical application.
Quantitative research studies such aspects of the research subject which are not quantifiable, and hence not subject to measurement and quantitative analysis. In contrast quantitative research make substantial use of measurements and quantitative analysis techniques.
Conceptual research is involves investigation of thoughts and ideas and developing new ideas or interpreting the old ones based on logical reasoning. In contrast empirical research is based on firm verifiable data collected by either observation of facts under natural condition or obtained through experimentation.
SAMPLING
Sampling refers to the statistical process of selecting and studying the characteristics
of a relatively small number of items from a relatively large population of such items
to draw statistically valid inferences about the characteristics about the entire
population.
Random sampling
The term random has a very precise meaning. Each individual in the population of interest has an equal likelihood of selection. This is a very strict meaning -- you can't just collect responses on the street and have a random sample.
Simple Random Sampling
Simple random sampling ensures that each possible sample has an equal probability of being selected, and each item in the entire population has an equal chance of being included in the sample.
Systematic Sampling
In systematic sampling the items are selected from the population at a uniform interval defined in terms of time, order or space. For example an observation may be made every half an hour, or from a long queue of people every fourth person may be selected, or in a bunch of documents every tenth document may be selected.atter of chance.
Stratified sampling
A stratified sample is a mini-reproduction of the population. Before sampling, the population is divided into characteristics of importance for the research. For example, by gender, social class, education level, religion, etc. Then the population is randomly sampled within each category or stratum. If 38% of the population is college-educated, then 38% of the sample is randomly selected from the college-educated population.
Cluster SamplingIn cluster sampling the population is divided into groups or clusters, a sample of these clusters may be drawn. For example, a city may be divided in a cluster of small localities, and a sample of these localities may be drawn using random sampling methods. The all the households within each of the locality may be studied for the research. A research based on a well designed cluster sampling can often give better result than a research based on simple random sample with same time and cost of research.
RESEARCH DESIGN
Research design can be thought of as the structure of research. It is the glue that holds
all the elements in a research project together. Research design is a vital part of the
research study. It is the logical and systematic planning and directing of piece of
research. It is the master plan and blue print of the entire study.
SOURCES OF DATA
The sources of the data are as follows:-
PRIMARY DATA:-
Internal data about working of HR department gathered from organization.
Interview.
Observation.
Sufficient data collected through feedback forms by the employees.
[ Questionnaires ].
SECONDRAY DATA:-
Magazines, journals, brochures, etc.
Website of the company. [www.peterengland.com ].
Books.
Earlier researches on similar topic.
SAMPLES
We always have to work with a sample of subjects rather than the full population. But
people are interested in the population, not the sample. To generalize from the sample
to the population, the sample has to be representative of the population. The safest
way to ensure that it is the representative is to use a Random selection procedure.
Literature review Oatey (1970) Training improves a person’s skill at a task. Training helps in socially, intellectually and mentally developing an employee, which is very essential in facilitating not only the level of productivity but also the development of personnel in any organization.Yoder (1970) Training and development in today’s employment setting is far more appropriate than training alone since human resources can exert their full potentials only when the learning process goes for beyond the simple routine. Hesseling (1971) Training is a sequence of experiences or opportunities designed to modify behavior in order to attain a stated objective. Kane (1986) If the training and development function is to be effective in the future, it will need to move beyond its concern with techniques and traditional roles. He describes the strategic approaches that the organization can take to training and development, and suggests that the choice of approach should be based on an analysis of the organization’s needs, management and staff attitudes and beliefs, and the level of resources that can be committed. This more strategic view-point should be of use in assessing current efforts as well as when planning for the future. Raymond (1986) The influences of trainees’ characteristics on training effectiveness have focused on the level of ability necessary to learn program content. Motivational and environmental influences of training effectiveness have received little attention. This analysis integrates important motivational and situational factors from organizational behavior theory and research into a model which describes how trainees' attributes and attitudes may influence the effectiveness of training. Adeniyi (1995) Staff training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization. Chris (1996) Training and development aim at developing competences such as technical, human, conceptual and managerial for the furtherance of individual and organization growth. Seyler, Holton III, Bates, Burnett and Carvalho (1998) The continuous changing scenario of business world, training is an effective measure used by employers to supplement employees’ knowledge, skills and behaviour. Akinpeju (1999) The process of training and development is a continuous one. The need to perform one’s job efficiently and the need to know how to lead others are sufficient reasons for training and development and the desire to meet organizations objectives of higher productivity, makes it absolutely compulsory. Oribabor (2000) Training and development aim at developing competencies such as technical, human, conceptual and managerial for the furtherance of individual and organization growth. Isyaku (2000) The process of training and development is a continuous one.
Tan, Hall and Boyce (2003) Companies are making huge investment on training programmes to prepare them for future needs. The researchers and practitioners have constantly emphasised on the importance of training due to its role and investment. Stavrou et al., (2004) The main goal of training is to provide, obtain and improve the necessary skills in order to help organizations achieve their goals and create competitive advantage by adding value to their key resources – i.e. managers. Chih , Li and Lee (2008) Training programme is dependent on the following parameters for its success (i) perceived value of leaning programme (ii) attitude to teacher (iii) response to learning conditions (iv) desire to learn: the degree to which trainees really want to learn and do well.Giangreco, Sebastiano, and Peccei (2009), The key determinants of overall satisfaction with training (OST) are perceived training efficiency (PTE) and Perceived usefulness of training (PUT). Bates and Davis (2010) Usefulness of training programme is possible only when the trainee is able to practise the theoretical aspects learned in training programme in actual work environment. They highlighted the use of role playing, cases, simulation, mediated exercises, and computer based learning to provide exposure to a current and relevant body of knowledge and real world situations. Kalaiselvan and Naachimuthu (2011) Training cost and business benefits are drawn on X and Y axis respectively. Four quadrants were identified to highlight (i) strategic (Lower training cost and higher business benefits), (ii) Payback (Higher training cost and higher business benefits) (iii) Think (Lower training cost and lower business benefits) (iv)Drop (Higher training cost and higher business benefits). Karthik R (2012) Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives; Trainer, trainee, designer, evaluator.
RESEARCH METHODOLOGY:
METHODOLOGY ADOPTED FOR THE STUDY
Observing the day to day working of the employees.
Discussion with the company executives, managers and employees.
Visiting and surfing websites of the company.
SOURCES OF DATA
Primary Data
Secondary Data
PRIMARY DATA
The data collected for the first time through observation and interview method .The
data is collected by observing the working of various employees and by interviewing
the employees of all the departments.
SECONDARY DATA
The data is collected by secondary sources also.
SCOPE OF THE STUDY.
1. This study may help us to know Satisfaction level of an employee. It
comprises of extrinsic and intrinsic factors and helps Maintain an able and
willing work forces.
2. It is an interesting and significant area for conducting research.
3. The study made on the topic of impact of training will reveal the factor of
Feelings of employees and how well they are satisfied.
4. This report is useful to the management of the company to know the
satisfaction levels of employees and how their PA System effecting their
employees, so that they can take measures to increase productivity.
NEED OF THE STUDY
A company is only as strong and successful as its members, its employees. By
analyzing the company’s training methodology we may able to know how much
employees are satisfied with companies PA System and how well it affects their
productivity.
Surveying on a regular basis will helps to find out the impact of company’s
performance appraisal.
Motivation is an important factor which will lead to employees productivity.
LIMITATIONS OF THE STUDY:
The study is conducted only in three stores of PETER ENGLAND in Kamla
Nagar.
Due to the limitation of the time the research could not be made more detailed.
Due to confidentiality of some information accurate response was not revealed by
some of the respondents.
Some of the replies from respondents may be biased because they don’t feel free
to give replies.
Respondents had marked the answers in questionnaires which may be socially
incorrect irrespective of their actual feelings.
Sample size was limited.
RESEARCH METHODOLOGY
Research methodology is the systematic way to solve the research problem .It gives
an idea about various steps adopted by the researcher in a systematic manner with an
objective to determine various manners Exploratory and descriptive research method
used.
EXPLORATORY RESEARCH
DESRIPTIVE RESEARCH
RESEARCH DESIGN
The research design is purely and simply the framework of plan for a study that
guides the collection and analysis of data. Descriptive research design was used for
this research.
RESEARCH INSTRUMENT
The method used for data collection was questionnaire method. The questionnaire is
structured one. It was a mixture of close ended as well as open ended.
SAMPLE SIZE
The size of the sample is 50
SAMPLING TECHNIQUE
The technique adopted here simple random convenience sampling was adopted.
The statistical tools applied:
Factor Analysis
SCALING TECHNIQUE
Likert type scaling is adopted for this study. Likert type scale consists of a number of
statements which express either a favorable or unfavorable attitude towards the given
object to which the respondents is asked to react.
DIAGRAMMATIC REPRESENTATION
Bar Diagram
A bar diagram can be drawn either on a horizontal or vertical base. Bars on horizontal
base are more common. A bar diagram is simple to draw and are common to
understand.
Pie diagram
Pie diagram is an important and a popular means of representation. Pie diagram
should be used on a percentage basis and not on an absolute basis, Pie diagram
showing absolute figures would require the larger totals represented by larger
circle.When pie diagrams are constructed on a percentage basis, percentage can be
presented by circles equal in size.
ANALYSIS AND INTERPRETATION
4.1) PIE CHARTS AND INTERPRETATION:
1.) Your organisation considers training as a part of your organisational strategy? Do you agree?
INTERPRETATION:
Most employee are agree that they consider training as a part of organizational stratergy.
2.) Relevant training is given to the new recruits of your organisation?
INTERPRETATION: Mostly employees are agree and strongly agre with that relevant training is given to the new recruits.
3.) The mode of training used is acceptable?
INTERPRETATION:
Mostly employees agrees with that mode of training used in peter England is acceptable.
4.) Do you feel you have adequate knowledge of your work after training?
INTERPRETATION:
Mostly employees agrees that they gain more knowledge after training process.
5.) The work place of training is organised and effective?
INTERPRETATION:
Mostly employees agrees with that work place they was provided for training is better.
6.) I feel encouraged to do my job with full confidence after the training?
INTERPRETATION:
Mostly employees gave neutral response about encouraged by the job and less confident.
7.) My training gives me feeling of personal accomplishment?
INTERPRETATION:
Mostly employees agreed with that they feel personal accomplishment by their training.
8.) Trainer was able to impart good and systematic training?
INTERPRETATION:
Mostly employee’s ageed with that teir trainer was able to impart good and systematic training.
9.) Is your manager briefing you about your performance?
INTERPRETATION:
Mostly employees agreed that their manager briefed their performance.
9.) Do you think cost is a barrier to qualitative training?
INTERPRETATION:
Mostly employees thought that cost is a barrier to qualitative training.
10.)What are the barriers to training and development in your firm ?
INTERPRETATION:
Mostly employees thought that money and non-availability of skilled labor effects training and development.
11.)What mode of training is used in your firm?
INTERPRETATION:
Mostly employees give equal weightage to every mode of training in the organization.
13.) What are the conditions that have to be improved during training sessions?
INTERPREATION:
Mostly employees thought that redesign the organisation helps them to Improve their training
session.
14.) What are the general complaints about training sessions?
INTERPRETATION:
Mostly employees wants gap between the sessions and they thought it is time wastage.
QuestionnaireQuestionnaire
1.)Your organisation considers training as a part of your organisational strategy? Do you agree?
a) Highly dissatisfied
b )Dissatisfied
c) Neutral
d )Satisfied
e) Highly satisfied
2 .) Relevant training is given to the new recruits of your organisation?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
3.) The mode of training used is acceptable?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
4.) Do you feel you have adequate knowledge of your work after training?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
5.) The work place of training is organised and effective?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
6.) I feel encouraged to do my job with full confidence after the training?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
7.) My training gives me feeling of personal accomplishment?
a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
8.) Trainer was able to impart good and systematic training?
a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
9.) Is your manager briefing you about your performance?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
10.) Do you think cost is a barrier to qualitative training?a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Satisfied
e) Highly satisfied
11.) What are the barriers to training and development in your firm ?1. Time2. Lack of Interest3. Money4. Non availability of skilled labour
12.) What mode of training is used in your firm?1. Job relation2. Conference3. External training4. Programmed instruction
13.) What are the conditions that have to be improved during training sessions?1. Redesign the workplace2. Remove interference3. Re-organise the work place4. Upgrade the information
14.) What are the general complaints about training sessions?
1. Time wastage
2. Gaps between the sessions
3. Training session are unplanned
4. Sessions are boring
DATA ANALYSIS / INTERPRETATION
FACTOR ANALYSIS
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .499
Bartlett's Test of Sphericity
Approx. Chi-Square 43.186
df 6
Sig. .000
Total Variance Explained
Component Initial Eigenvalues Extraction Sums of Squared Loadings
Total % of Variance Cumulative % Total % of Variance Cumulative %
1 1.710 42.738 42.738 1.710 42.738 42.738
2 1.252 31.289 74.027 1.252 31.289 74.027
3 .746 18.646 92.672
4 .293 7.328 100.000
Extraction Method: Principal Component Analysis.
Communalities
Initial Extraction
WHAT are the barriers to
training and development in
ur firm
1.000 .852
what mode of training is
used in your firm1.000 .854
What are the general
complaints about training
sessions?
1.000 .631
What are the conditions that
have to be improved during
training sessions
1.000 .625
Extraction Method: Principal Component Analysis.
Rotated Component Matrixa
Component
1 2
WHAT are the barriers to
training and development in
ur firm
.922 -.040
what mode of training is
used in your firm.924 .019
What are the general
complaints about training
sessions?
.033 .794
What are the conditions that
have to be improved during
training sessions
-.051 .789
Extraction Method: Principal Component Analysis.
Rotation Method: Varimax with Kaiser Normalization.
a. Rotation converged in 3 iterations.
Component Transformation Matrix
Component 1 2
1 .997 -.071
2 .071 .997
Extraction Method: Principal
Component Analysis.
Rotation Method: Varimax with Kaiser
Normalization.
LEARNINGS DURING THE SIP
Selection of the Project
I am a student of MBA 1st year and have taken Human Resource Management as my
Specialization subject.
While doing Summer Internship in PETER ENGLAND I studied the HR activities
and functions carried out in PETER ENGLAND during my SIP training &
development came up as a topic of interest while it is not easy to understand all the
parameters it is still required by all the Organizations.
Training is a learning process that involves the acquisition of knowledge, sharpening
of skills, concepts, rules, or changing of attitudes and behaviours to enhance the
performance of employees.
The Project Focus On:
How training & development is an antecedent of job involvement and what should
company do to make the company to improve employees performance.
LESSONS LEARN DURING SIP:
1. Selection of the Company for Sip Should Be Done Carefully.
2. Team work is very important for HR manager.
3. Networking and Communication skills need to be very good.
4. Need to know Excel Sheet for office work.
5. How the training and development of employees done in Industries.
6. Safety measure should be taken into consideration during training.
7. Time motion study plays a key role in the process of training.
CONCLUSIONS
On the basis of the analysis made, the following conclusions are drawn:
Maximum number of the employees finds healthy environment at the
work place.
Lack of interest in employees act as a barrier in training programmes.
Maximum employees said that they get help whenever they require.
Employees are satisfied with the training and development programmes given
to them.
The training programmes has helped in developing skills of the employees.
After attending the training programme most of the workers find their attitude
better towards the job.
Most of the employees wants to the workplace to be redesigned where the
training sessions are been conducted.
Employees felt the time wastage during training session. But trainees were satisfied with activities conducted during training program because it was related to their job.
RECOMMENDATION
RECOMMENDATIONS AND SUGGESTIONS
Some advanced training is required in technology department.
The company should adopt some other ways for nominating the trainees like
training need identification survey, self nomination, personal analysis,
organisational analysis, etc.
Training should be a continuous process i.e., it should be imparted at regular
intervals.
The duration of training program should be less and details should be precise
and accurate.
HR department should conduct seminars on some vital topics so that
employees are always motivated and encouraged to work.
Limitations
1. Training requires time and resources it could be a time consuming and costly affair in some situations if not executed properly.
2. Sometimes, it is difficult to obtain good trainers and instructors.3. Self-reliance and capacity for new ideas might is stiffed.4. Scheduling issues can make it difficult to arrange for training.5. Sufficient time is not allowed for covering all the training material, and there
is not enough time for questions and answers.6. Different learning levels of those being trained can cause some to be bored
because it’s too elementary or it may cause others to be frustrated because it’s too complicated and the purpose of the employee training may be lost from the start.
BIBLIOGRAPHY
BOOKS REFERRED:
Personnel and Human Resource Management by P. Subba Rao.
Personnel Management by C. B. Mamoria.
Human Resource and Personnel Management by K. Aswathappa.
Human Resource Management by Anjali Ghanekar.
Human Resource Management by T. N. Chhabra.
WEBSITES:
www.google.com
www.wikipedia.org
www.peterengland.com
www.madurafnl.com
ANNEXURE
PETER ENGLAND
QUESTIONNAIRE
Questionnaire12.)Your organisation considers training as a part of your organisational strategy? Do
you agree?
13.) Highly dissatisfied
14.) Dissatisfied
15.) Neutral
16.) Satisfied
17.) Highly satisfied
2 .) Relevant training is given to the new recruits of your organisation?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
3.) The mode of training used is acceptable?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
4.) Do you feel you have adequate knowledge of your work after training?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
5.) The work place of training is organised and effective?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
6.) I feel encouraged to do my job with full confidence after the training?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
18.)My training gives me feeling of personal accomplishment?
9) Highly dissatisfied
10) Dissatisfied
11) Neutral
12) Satisfied
13) Highly satisfied
19.)Trainer was able to impart good and systematic training?
f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
9.) Is your manager briefing you about your performance?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
10.) Do you think cost is a barrier to qualitative training?f) Highly dissatisfied
g) Dissatisfied
h) Neutral
i) Satisfied
j) Highly satisfied
11.) What are the barriers to training and development in your firm ?5. Time6. Lack of Interest7. Money8. Non availability of skilled labour
12.) What mode of training is used in your firm?5. Job relation6. Conference7. External training8. Programmed instruction
13.) What are the conditions that have to be improved during training sessions?5. Redesign the workplace6. Remove interference7. Re-organise the work place8. Upgrade the information
14.) What are the general complaints about training sessions?
5. Time wastage
6. Gaps between the sessions
7. Training session are unplanned
8. Sessions are boring
