Training and Development in Lumax

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SHRI RAMSWAROOP MEMORIAL GROUP

OF PROFESSIONAL COLLEGES

LUCKNOW

PROJECT REPORT

ON

TRAINING AND DEVELOPMENT

IN LUMAX

SUBMITED IN PARTIAL FULFILLMENT OF REQUIRMENT FOR THE AWARD

OF DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

TO

GAUTAM BUDDHA TECHNICAL UNIVERSITY, LUCKNOW

FOR THE SESSION

20!"#

U$%&' ()& G*+%$-& ./ SUBMITTED BY

M'1 AMIR AIJA AKANKSHA SHAHI

D&3'(4&$( ./ M$5&4&$( R.66 N.1 22270080

SRMGPC, LUCKNOW MBA III'% S&41


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CERTIFICATE


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ACKNOWLEDGEMENT

I hereby take the opportunity to epress my profound sense of reverence and gratitude

to all of them who helped me in successful completion of the project. I sincerely thank

MR1 AAMIR AIJA under whose guidance and support the project was successfully

completed.

!irst of all I would like to thank the Management at LUMAX for giving me the

opportunity to do my "# days project training in their esteemed organi$ation.

%aking reviews and valuable suggestions from faculty of &'M()* +ucknow the work

has come out in the given form.

(AKANKSHA SHAHI)


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PREFACE

It was a privilege for us to work in a reputed organi$ation LUMAX1%his has given us an

opportunity to work in a truly professional environment where team work score over

individual effort, where there is a helpful atmosphere. A well planned, properly eecuted and

evaluated training helps a lot in inoculating good work culture. %he project on TRAINING

AND DEVELOPMENT IN LUMAX has been made to facilitate effective understanding

about the marketing aspects.

%he project training has provided me an opportunity to gain practical eperience,

which has helped me to increase my sphere of knowledge to a greater etent. I have tried to

summari$e all our eperience and knowledge ac-uired up till now, in this report. %his project

is a keen effort to obtain the epected results and fulfill all the information re-uired.

At the end anneure and bibliography are given for effective understanding.

I am grateful toLUMAXfor providing re-uired support.

%hank you for your interest in my project report.


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TABLE OF CONTENT

. *ertificate ii

/. 0eclaration iii

3. Acknowledgement iv

". )reface v

#. Introduction

1. *ompany )rofile /1

2. 'esearch bjectives along with Methodology "1

4. 5se and Importance #"

6. 0ata Analysis 27

7. !indings 41

. 'ecommendations 46

/. *onclusion 6

3. +imitation 63

". Bibliography 6#

#. Anneure 62


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1

INTRODUCTION


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INTRODUCTION OF TRAINING 9 DEVELOPMENT

%'AI8I8( A80 09:9+)M98% is a subsystem of an organi$ation. It ensures that

randomness is reduced and learning or behavioral change takes place in structured format.

%'AI8I8( A80 09:9+)M98% 09!I890. It is concerned with the structure and

delivery of ac-uisition of knowledge to improve the efficiency and effectiveness of

organi$ation. It is concerned with improving the eisting skills and eploring the potential

skills of the individual i.e. upgrading the employees; skills and etending their knowledge.

%herefore, training is a key to optimi$ing utili$ation human intellectual technological and

entrepreneurial skills %raining and 0evelopment referred to as&-(+:& ./ ()& M.%*6&

%o understand the importance of Business *ommunication in order to enhance the capabilities

of understanding and implementing the correct communication channel to bring the

effectiveness of the organi$ation in order to succeed in business, and maintain good

relationships with clients, customers and employee.

C.:&'5& ./ ()& M.%*6&

Ehat is communicationG

8eed of communication

*ommunication flow

%ypes of *ommunication

Barriers of *ommunication

vercoming tips of barrier

9ssentials of effective communication

TEAM BUILDING 9 LEADERSHIP

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B-;5'.*$%

In the contet of globali$ation only high performing managers can survive, grow and ecel.

%his calls for continuous enhancement of the dynamics of leadership capabilities of managers.

%oday;s managers will have to demonstrate positive leadership capabilities by creating and

sustaining trust, shared vision as well as synergy to achieve organi$ational goals.

O=>&-(+:& ./ ()& M.%*6&

5nderstanding the role of leadership, teamwork and teambuilding.

Improving business results by managing team dynamicsD fleibility and

resilience, self management and emotional maturity*overage of the Module %eam :s. (roupF %eam ? %eam Eork

%he essentials of winning %eam

A good team player

&tages of %eam Building

+eadership, teamwork ? teambuilding

+eader :s. Manager

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STRESS MANAGEMENT 9 WORK LIFE BALANCE

B-;5'.*$%

0uring the last /7 years, the nature of jobs across globe has changed substantially

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

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

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

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

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

environment that is healthy, stressfree and fit.

O=>&-(+:& ./ ()& M.%*6&

%o understand the stress level, its symptoms and various impacts and to developa

better work life balance strategies for leading a better life.

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C.:&'5& ./ ()& M.%*6&

Ehat is stressG

'easons of stress

&ymptoms? Impact of stress Managing &tress

AB* &trategy

%ips of destressing

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BUSINESS ETIQUETTE 9 CORPORATE GROOMING

B-;5'.*$%

&elf >improvement and self >development has become imperative for survival in the changing

and competitive environment. Business 9ti-uette is a very important factor in determining the

success or failure of a business or a person. %his module will guide to enhance the focus for

Business 9ti-uette ? *orporate (rooming.

O=>&-(+:& ./ ()& M.%*6&

%o understand the importance of *orporate grooming, )ower 0ressing and how to make our

body language effective in order to enhance personal effectiveness with good manners and

eti-uettes in order to succeed in your business, be liked by people and maintain good

relationships with clients, customers and employees.

C.:&'5& ./ ()& M.%*6&

Business eti-uette

*orporate grooming

*orporate ground rules

&ocial niceties

Meeting protocol

0ining eti-uette

EVALUATION OF TRAINING PROGRAM

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O Eritten:erbal feedback is obtained from the trainees participating in program of eight

hours or more duration.

O !or all the training need where methodology is given coaching and on the job training, a

formal are sent to respective @0 and details shall be months. received. %he progress of all

such training need is received every si

O !or all eternal programs of more than eight hour duration, a development evaluation form

is filled in by the person, attending the program and ratified by the superior. %his form is

submitted to @0 )?A. %he implementation of learning are taken up for the review and

sent to @0 )?A by end of each -uarter.

TRAINING RECORD

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After the training program the details are recorded in the employee training record file in )*.

9mployees wise training record is updated and cumulative copy of previous month is to be

filled. %he record of successful completion of training with methodology of coaching and on

job training is maintained in the format. 8ow a day s all training record kept through %M&

%raining Management &ystem. It is software specially designed for training

PROJECT TRAINING

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)roject trainings are the totime held training sessions held by the organi$ation and with the

help of eperienced and learned employees to train students outside the organi$ations, in

various practical fields, for the accomplishments of their compulsory projects

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DATA ANALYSIS 9 INTERPRETATION

1 W)( %. .* *$%&'


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+earning

9nhancement of knowledge, &kill, Attitude

&haring of Information

All of the above

INTERPRETATION %he above result shows that most of the employees of corporate @'

are well aware of the definition, inputs and purpose of the training program. %hey are self

motivated to attend such training program as it will result in their skill enhancement ?

improving their interpersonal skill.

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INTERPRETATION %he above result shows that mostly all the employees of corporate @'

are well aware of the role and importance of the training. It means somewhere their

productivity and performance has been improved after the training program attended by them

and it helped them to achieve their goal.

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!1 +1 H:& .* ((&$%&% $ ('+$+$5 3'.5'4 +$ ()& 6


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++1 I/ &


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#1 +1 A/(&' ()& ('+$+$5, ):& .* 5+:&$ /&&%=-; ./ +(

Ces /7

8o 7

INTERPRETATION< 77L respondent had given feedback after attending the training. It

means each and every respondent are well aware of the importance of giving feedback. %hey

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

training program.

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++1 I/ &


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81 W)+-) 4&().% ./ 3.


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INTERPRETATION 77L respondents think that the feedback can evaluate the training

effectiveness. It means that employees in the *orporate @', +5MAK I805&%'I9& . are

well aware of the importance of taking feedback after the training.

++1I/ &


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:. 8one 7

INTERPRETATION27L respondent feel that the post training feedback can help the

participants to improve their job performance, is an aid to future planning and can motivate to

do better. It means that they are benefited by giving feedback of the training, attended by

them.

71 P.


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1 W)(


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1 W)(


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Ces 1

8o /

*an;t say /

INTERPRETATION 47L respondents feel that the post training evaluation procedure

should be reviewed and revised periodically. It means that it has to be a continuous process

and be taken regularly by the line manager'eporting manager of the participants. It could

also be taken by peer group. &till 7L feel that the post training evaluation procedure should

not be reviewed and revised periodically. It means they are satisfied with the post training

evaluation procedure, followed by *orporate @', +5MAK I805&%'I9& .

1 I< ()& ).6& /&&%=-; &&'-+


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3. *an;t say 7

INTERPRETATION67L respondents feel that the whole feedback eercise worth the time,

money and effort and 7L respondent are not agree with this. It means that feedback eercise

is valuable and worth ful for the participant to achieve their personal goal as well as for the

organi$ation. &till 7L are unsure about it. &o there is a need to create awareness among them

that how much the feedback eercise is important to identify the effectiveness and valuation of

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

training

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". %o provide the points to improve the training 7

#. All of above #

INTERPRETATION 2#L respondents feels that post training feedback can be used to

identify the effectiveness and valuation of training program, to identify the 'I, to identify

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

aware of the importance of post tr

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FINDINGS

Mostly all the employees of corporate @' are well aware of the role and importance of the

training %hey are self motivated to attend such training program as it will result in their

skill enhancement ? improving their interpersonal skill.

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F+$%+$5


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*orporate @', +5MAK I805&%'I9& . , time to time training is provided to all the

employees and it is continuous process.

%wo types of training is provided to the employees by *orporate @' +5MAK

I805&%'I9& induction training and soft skill development training.

Huestionnaire is the most popular mean of evaluating the training program in +5MAK

I805&%'I9& ..

)ost training evaluation focus on result rather than on the effort epended in

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

Most of the participants are benefitted by giving feedback after attended the training. It

motivated them to do better, helped them to increase their job performance and is an

aid to future planning.

These should $e an increase in num$er of training program me for workers and

emplo#ees of different departments so that apart from improving their output the# start

$elieving the organiation is making an effort to improve their condition on the whole.

egular pre-emplo#ment training has to $e a part of comprehensive program me of

emplo#ees education

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/ore interaction $etween the managerial staff and emplo#ees to $e encouraged and

each supervisor has to give a report on the emplo#ees under his supervision to the top

management

.

The personnel department should give more consideration on the lowest emplo#ee cadre

for their social and economical development.

The essentiall# like certificates for the training done to $e given so that an emplo#ee0s

ego is also satisfied.

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RECOMMENDATIONS


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RECOMMENDATIONS

%he management must commit itself to allocate major resources and ade-uate time to training.

9nsure that training contribute to competitive strategies of the firm. 0ifferent strategies need

different @' skill for implementation. +et training help employees at all levels ac-uire the

needed skill. 9nsure that a comprehensive and systematic approach to training eists, and

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

9nsure that there is proper linkage among organi$ational, operational and individual training

needs. &kill based training productprocess training should also be provided. Besides

-uestionnaire other methods of post training evaluation should also be used like interviews,

self diaries, observation and supplement test. %he evaluation procedure must be implemented

concerning trainer, trainee and subject. )ost training feedback has to be continuous and

should also be taken from line managersuperior ? from peers to find out the effectiveness

and valuation of training

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CONCLUSION


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CONCLUSION

)rofessional competence describes the stateoftheart, Area knowledge, epertise ands kill

relevant for performing ecellently within a specific functional department. %his competence

insures that technical knowledge is both present and used within a firm for the welfare of its

stakeholders. %o develop this competence regular %raining and 0evelopment is re-uired

%herefore, %raining initiatives and programs have become a priority for @uman 'esources. As

business markets change due to an increase in technology initiatives, companies need to spend

more time and money on training employees. Business climate employee development is

critical to corporate success and organi$ations are investing more in their employees training

and development needs. %raining evaluation is the important part of training process. It

provides a feedback and helps the sponsors and the resource persons for improvement at the

level of individual performance and in the strategy formulation for training and development.

)ost training evaluation can be used to identify the effectiveness and valuation of training

programme, to identify the 'I return on investment, to identify the need of retraining and

to provide the points to improve the training.

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LIMITATION OF THE STUDY

. %he study is limited to the *orporate @' +5MAK I805&%'I9& . &o the study is subject

to the limitation of area.

/. %he time period of the study was only to si weeks which may provide a deceptive picture

in comparison of the study based on long run.

3. &ampling si$e was of only /7, because only these people had attended soft skill

development training.

#. %he study is based only on secondary ? primary data so lack of keen observations and

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

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BIBLIOGRAPHY


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ANNEXURE


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QUESTIONNAIRE

NAME

DEGINATION

GENDER

AGE

Training and Development in Lumax

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