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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
59
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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.
21 T'+$+$5 +< 4*
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INTERPRETATION %he above result shows that mostly all the employees of corporate @'
are well aware of the role and importance of the training. It means somewhere their
productivity and performance has been improved after the training program attended by them
and it helped them to achieve their goal.
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!1 +1 H:& .* ((&$%&% $ ('+$+$5 3'.5'4 +$ ()& 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.
69
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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$ation. &till 7L are unsure about it. &o there is a need to create awareness among them
that how much the feedback eercise is important to identify the effectiveness and valuation of
the training program, to identify the 'I, need of retraining and the points to improve the
training
21 T)& 3.
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". %o provide the points to improve the training 7
#. All of above #
INTERPRETATION 2#L respondents feels that post training feedback can be used to
identify the effectiveness and valuation of training program, to identify the 'I, to identify
the need of retraining and to provide the points to improve the training. And others are also
aware of the importance of post tr
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FINDINGS
Mostly all the employees of corporate @' are well aware of the role and importance of the
training %hey are self motivated to attend such training program as it will result in their
skill enhancement ? improving their interpersonal skill.
80
F+$%+$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 $e given so that an emplo#ee0s
ego is also satisfied.
82
RECOMMENDATIONS
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RECOMMENDATIONS
%he management must commit itself to allocate major resources and ade-uate time to training.
9nsure that training contribute to competitive strategies of the firm. 0ifferent strategies need
different @' skill for implementation. +et training help employees at all levels ac-uire the
needed skill. 9nsure that a comprehensive and systematic approach to training eists, and
training and retraining are done at all levels on a continuous and ongoing basis.
9nsure that there is proper linkage among organi$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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84
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$ations are investing more in their employees training
and development needs. %raining evaluation is the important part of training process. It
provides a feedback and helps the sponsors and the resource persons for improvement at the
level of individual performance and in the strategy formulation for training and development.
)ost training evaluation can be used to identify the effectiveness and valuation of training
programme, to identify the 'I return on investment, to identify the need of retraining and
to provide the points to improve the training.
85
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86
L+4+((+.$
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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. &ling 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