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SUMMER TRAINING PROJECT
ON
"TRAINING AND DEVELOPMENT"
With special reference to
IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF
MBA PROGRAM
UNDERTHE SUPERVISIONOF: SUBMITTEDBY:Mr. Abhishek Srivastava Rashmi SinghFaculty of MBA Enrl. No. 0813970423
KALI CHARAN NIGAM INSTITUTE OF TECHNOLOGYNaraini Road, Banda, Uttar Pradesh
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DECLARATION
I, Rashmi Singh, Student of MBA 3rdsemester ofKali Charan Nigam Institute
of Technology, Lucknow (affiliated to Uttar Pradesh Technical University,
Lucknow), hereby declare that the research project entitled Training &
Development with a special study on Reliance communication has been
completed by me.
The information, facts & findings in this report are based on my indigenous
work and are original in nature.
Date: (Rashmi Singh)
Place:
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Serial no. Chapters Page No.
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
Preface of the study(a) Purpose of the study.(b) Methodology of the study.(c) Limitation of the study.
Training and development-Anintroduction.
Company Profile
Training and development atRELIANCE COMMUNICATION
Research methodology
Analysis and Interpretation of thestudy
Findings of the study
Suggestions & Conclusion
Bibliography
Annexure
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PREFACE OF THE STUDY
Research report is the inseparable aspect of the professional course today. This is the basic
criteria which makes it mandatory for the participants in any curriculum that he/she carries
out in his/her own thought and blends it with the officials data on the basis of which a
complete report is formulated.
With the philosophy in mind my research report is based on the training and development
programmes carried at Sales department of RELIANCE COMMUNICATON lucknow.
(A) PURPOSE OF THE STUDY
The entire study has been based on the accomplishment of the following objectives.
To know the benefits of training and development.
To measure the effectiveness of the training programme.
To know the budget level allocated for the training programme .
To know the most effective method of the training programme.
(B) METHODOLOGY OF THE STUDY
Specific and proper methodology was needed to make the project report successful.in this
research report the methodology adopted has been concerned with techniques for
collecting primary and secondary data. This project report work of mine was centered in
and around sales department where we gathered responses from around 50
employee.primary data have been gathered on the basis of the structural questionnaire
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which are designed under the guidance of the company concerned people. The secondary
information have been gathered from the companys internal files and records.
( C ) LIMITATIONS OF THE STUDY
There are certain limitations, which cannot be ruled out after taking all possible
precaution regarding the basic rules of personnel departments.
First of all, the scope of study is limited as it come only important provisions laid down
by govt. for the welfare of the workers.
The sample size was small here, the conclusion might not be right for the remaining
workers.
I do not spent very much time with every workers.
No consolidate date available; means students depend upon the secondary data.
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TRAINING AND DEVELOPMENT
AN INTRODUCTION
In this changing and globalization environment organization have to
upgrade their work methods, works norms, technical and managerial skills, and employees
motivation to face the challenges due to which an employee training is most important in the
changing environment because a need for highly specialized workmen is felt in the global
way. Organisation and individual should develop and progress simultaneously for their
survival and attainment of mutual goals. So every modern management has to develop the
organisation through human resource development. Employee training is the important sub-
system of human resource development.
Training is an important activity in many organizations. we generally see that a
new machines is installed in a factory, it is operated on the trial basis before going into actual
production. After an employee is selected, placed and introduced he or she must be provided
with training facilities. Training is the act of increasing the knowledge and skill of an
employee for doing a particular job. Training is a short-term educational process and utilizing
a systematic and organised procedure by which employees learn technical knowledge and
skills for a definite purpose.
Training improves, changes, moulds the employees knowledge, skill, behaviour,
aptitude, and attitude towards the requirements of the job and organisation. Training refers to
the teaching and learning activities carried on for the primary purpose of helping members of
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The primary goal or most of the organisations is their viability is continuously
influenced by environmental pressure. If the organisation desires to adapt these changes, first
it has to train the employees to impart specific skills and knowledge in order to enable them to
contribute to the organisational efficiency and to cope with the changing environment.
Every organization in order to survive and to be effective should adopt the latest
technology, i.e. mechanization, computerization and automation. Adoption of latest
technological means and methods will not be complete until they are manned by employees
possessing skill to operate them. So, organisation should train the employees to enrich them
in the areas of changing technical skills and knowledge from time to time.
This creates the complex problems of co-ordination and integration and integration
of activities adaptable for and adaptable to the expanding and diversifying situations. This
situation calls for training in the skills of co-ordination, integration and adaptability to the
requirements of growth, diversification and expansion. Companies constantly search for
opportunities to improve organisational effectiveness.
Trends in approach towards personnel management has changed from the
commodity approach to partnership approach, crossing the human relations approach. So
training in human relations is necessary to deal with human problems and to maintain human
relations.
Training is also necessary when the existing employee is promoted to the higher
level in the organisation and when there is some new job or occupation due to transfer,
techniques or technology.
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The need for training also arises to:
o Increase productivity.
o Improve quality of the product/service.
o Help a company to fulfils it future personnel needs.
o Improve organisational climate.
o Improve health and safety.
o Prevent obsolescence.
o Effect the personal growth.
o Minimize the resistance to change.
The factors discussed above are mostly external factors and they are beyond the personnel
managers control. These factors often determine the success of training objectives as shown.
Factors Purposes
Technological Advance Improved Productivity
Organisational Complexity Prevention of Obsolescence
Job Requirements Preparation for Higher Level Jobs
Human Relations Top Management Support
Learning Principles Improved Morale
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Personnel Functions
TRAINING OBJECTIVES:
Generally line managers ask the personnel manager to formulate the training
policies. The Personnel Manager formulates the following training objectives in seeping with
the Companys goals and objectives:
To prepare the employee both new and old to meet the present as well as the
changing requirements of the job and the organisation.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of definite job.
To prepare employees for higher level tasks.
To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques and
developing the skills they will need in their particular fields.
To build up
