PROJECT REPORT

ON
“STUDY OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN
FOSTRA TECHO SOLUTIONS PVT LTD

SUBMITTED BY

GUIDED BY
Mr.
Asst. Professor,

1
 CERTIFICATE

This is to certify that Mr./ Ms. Studying in MBA IInd sem of

has (college name)successfully completed this project entitled
“STUDY OF TRAINING AND DEVELOPMENT OF FOSTRA
TECHNO SOLUTIONS SOLUTIONS PVT LTD/
” from<DATE> to<DATE>”. He/She was very sincere & honest
in his work. We wish him all the best for his future endeavors.

Mr.
Project Guide Director,

2
 DECLARATION

I hereby declare that project entitled “STUDY OF TRAINING

AND DEVELOPMENT OF FOSTRA TECHNO SOLUTIONS PVT
LTD.
is a bonafied and authentic record of work done by me
under supervision of Ms.(Student Name) during academic
session <YEAR>.

The work presented here is not duplicated from any other

source & also not submitted earlier for any other degree/diploma
to any university.

Place:

3
 ACKNOWLEGEMENT

It is my profound privilege to acknowledge with deep sense of

gratitude and indebtness towards my project guide Mr.
(Professor Name) Asst. Professor at Institute of management &
research for her valuable guidance.
My sincere thanks to Mr.<STAFF NAM> (Asst.) for giving me
a chance to do project at Fostra and Mr. (Manager Human
Resource) for his extensive co-operation and support and Mrs.
(Sr. Officer Training and Development) for her extensive
support and co- operation.
My special thanks to staff members of Fostra Techno Solutions
who helped me during this project work. I am also thankful to
the management of Fostra who has given their full cooperation
in this study.

4
 CERTIFICATE

This is to certify that Mr.(name) Studying in MBA IInd sem of

(college name)has successfully completed this project entitled
“STUDY OF TRAINING AND DEVELOPMENT OF .
Fostra Techno Solutions” from<date> to <date>.
He/she was very sincere & honest in his work. We wish him/her
all the best for his future endeavors.

Mr.
Project Guide Director, DMIMS

5
 INDEX

Serial no. Chapters Page no.

01. Introduction 2

02. Training and Development 5

03. Company profile of Fostra Techno Solutions 19

04. Objective of the project. 27

Training and Development at FOSTRA

05. 29
TECHNO SOLUTIONS PVT LTD.

06. Research Methodology 39

07. Data interpretation and Data analysis. 43

08. Learning during SIP 56

09. Conclusion. 58

10. Recommendation and suggestion. 60

11. Bibliography. 62

12. Annexure.

6
 INTRODUCTION
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 task of management, managing the human component is 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 programmers
relating to human resources to optimize their contribution towards the realization 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.’’

7
 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.
An 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.

8
 TRAINING AND DEVELOPMENT

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT
1.Training means learning skills and 1.Development means growth of an
knowledge for doing a specific job. employees in all respects.
2.It is concerned with maintaining and 2.It seeks to develop competence and
improving current job performance. skills for future performance. Thus, it has
Thus, it has short-term perspective. a long-term perspective.
3.It is job-centered in nature. 3.It is career-centered in nature.
4.The executives has to be motivated
4.Role of trainer is very important.
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 a knowledge.”

The need of training and development is determined by employee’s performance

9
 Deficiency, compute as follows:-

Training and development need = Standard performance – Actual

Performance.

Training is an organized 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.

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.

PROCESS OF TRAINING AND DEVELOPMENT

Process of training and development is a well planned process. The following graph
represents this in a graphical manner:-

TRAINING AND DEVELOPMENT PROCESS

ORGANISATIONAL
OBJECTIVES AND
STRATEGIES

ASSESSMENT OF
TRAINING NEEDS

ESTABLISHMENT OF
TRAINING AND
DEVELOPMENT GOALS

10
DEVISING TRAINING
AND DEVELOPMENT
PROGRAMME
 IMPLEMENTATION OF
TRAINING AND
DEVELOPMENT
PROGRAMME

EVALUATION OF
RESULTS

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 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.

11
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

12
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 the
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 programmers 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.
13
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 programmers 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 has passed laws which make it obligatory on certain classes of
employers to provide apprenticeship training to young people. The usual
apprenticeship programmers combine on the job training and experience with class
room instructions in particular subjects. This training is desirable in industries which
require 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.

14
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

15
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 programmes.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
16
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 trainee is 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.

17
 COMPANY
PROFILE
18
 About Fostra Techno Solutions

Software Development Services:

We are implementing your business idea as a software solution and you can reply on
us to give your company a cutting edge, as we use the most efficient, flexible and
cost-effective approach to software. You'll experience requirements that are met
ontime, within budget, with high quality, and greater efficiency. Our single-minded
passion is to dedicate our complete resources, technical expertise and industry
intelligence to make the business of our clients flourish..

Project Development Services:

Based upon the client requirements our experts follow the software development life
cycle (SDLC) to deliver the project on time. The client requirement and the project
which is developed will be monitor and controlled by the project managers frequently.
Based upon the approval from the client we will proceed further. Our process of
development is Solution
 Planning
 Implementation
 Testing and documenting
 Deployment and maintenance.

Product Development Services

 Hospital Management System

 Handloom Management System
19
  Inventory Management System
 Mini ERP Software
 College/School Management System

Website Development Services:

Solutions Website design services at Fostra are viewed as a creative process that
involves designing a website from scratch while keeping in mind customer
requirements, visual appeal using tools such as Flash designs, compatibility with most
popular browsers, content placement, search engine disposition, aesthetics and
affordability. Repetition of designs or use of templates is discouraged unless
requested by the customer. Emphasis is laid on visuals, graphics, banners and logos.
We advise our clients to keep the web pages light, without compromising on need or
quality, so that they open quickly even with a mediocre Internet connection.

Institutional Training Services:

We do have ties up with many engineering colleges in Tamilnadu, Andra and

Karnataka for institutional in-campus training in various technologies and arrange
them placement support also. Based upon the students/institutions the training
programme will be customized and delivered. We believe that the training in the
campus by the corporate people will fill the gap between the Academy and Industry.
The quality of the training will be benchmarked by our technical experts.

Corporate Training Services:

We believe that knowledge is the greatest asset for success of any organization. It is
for this reason we focus on finding the best talent for your corporate needs. We have
professionals with in-depth experience in handling staff augmentation for a wide
range of technologies.

Retail Training Services:

20
Retail Training Be a key human resource center to help Indian retailers overcome the
hurdles faced with growth & expansion related to capable manpower requirements,
there-by allowing them to serve their customers to the best of their abilities and
competencies. Collaborate with a leading global retail institute to bring the best retail
knowledge to students. Impart knowledge & skills to students, in a nurturing
environment, that are relevant to Indian retail.

Form alliances with Indian retailers to ensure that the curriculum is relevant to the
Indian retail industry and anticipate the changing retail environment. Expand in India
to ensure that IIRT provides greater access to retail education. Expand by providing
more campuses; distance learning and franchising without sacrificing core values and
beliefs.

Business Process Outsourcing Services:

Business Process Outsourcing (BPO) is the delegation of one or more IT-intensive

business processes to an external supplier that in turn owns, administers and manages
the selected process based on defined and measurable performance criteria. We
believe that BPO is not just about “outsourcing”. Rather, it is an ongoing process that
has covered miles today, including everything that may mean good for your business
from sustaining existing business, diving in new business and eventually maintaining
the overall growth as well. Business Process Outsourcing (BPO) is one of the fastest
growing segments of the Information Technology Enabled Services (ITES) industry.
We strive to be a true business process outsourcing partner for our clients. Companies
those have been working with us all through, leverage on our all round call center
services while we ensure to offer them a competitive advantage. Our call center
system features Technical Support, Virtual Assistance, Database Management,
Customer Support and Remote Infrastructure Support.
We offer customized business data processing services that match international
standards in terms of precision and timely execution. The organization has experience
in processing large volumes of data required by major corporate and government

21
organizations.

Electronic Publishing Services:

We can perform simultaneous conversion to multiple XML targets and various eBook
devices, with quick turnaround times, typically in less than a day. With capacities to
handle both legacy, front list conversions and high volume bulk conversions. For
years we have handled eBook projects for numerous publishers and got extensive
experience with complex materials, including equations and tables, photo images, and
highly-formatted layouts.

Consulting Services:

Unlike some feedback services whose interest in you ends when your script report has
been sent out, fostra wants to develop long-term relationships with writers. By helping
you develop your career and creative skills, not just in one-off courses and reports but
over a sustained period, we want you to feel you're part of a fostra community which
offers mutual support.
Our friendly and experienced team is here to guide you through each stage of your
development. We offer a range of script reports and one-to-one meetings to help you
improve your work, and a development programmed which can nurse your project
from idea to final draft over an extended period of time.
In meetings, via telephone or Skype conversations, e-mail correspondence and formal
reports, our aim is to get your script into a polished.

Out Sourcing Services:

Outsourcing has been around as long as work specialization has existed, in recent
history companies began employing the outsourcing model to carry out narrow
functions, such as payroll, billing and data entry. Those processes could be done more

22
efficiently and therefore more cost-effectively, by other companies with specialized
tools and facilities and specially trained personnel.
Currently, Outsourcing takes many forms. Organizations still hire service providers to
handle distinct business processes, such as benefits management. But some
organizations outsource whole operations. The most common forms are information
technology outsourcing (ITO) and business process outsourcing (BPO).
Business process outsourcing encompasses call center outsourcing, human resources
outsourcing (HRO), finance and accounting outsourcing, and claims processing
outsourcing. These outsourcing deals involve multi-year contracts that can run into
hundreds of millions of dollars. Frequently, the people performing the work internally
for the client firm are transferred and become employees for the service provider

AIM VISION MISSION:

Our Mission:

To deliver the best quality, pioneering, trustworthy solution and provide prompt
support to our Clients,Quality and Trust.

Our Mission:

To provide the best solution for the customer’s requirements and make their business
grows by our services. To be a globally recognized organization that would provide a
variety of IT solutions like Software development, Training, Consulting, E-Publishing
and Outsourcing services to our clients.

23
 ORGANISATION STRUCTURE

TOP MANAGEMENT LEVEL AT IRSL

CHAIRMAN (FOSTRA GROUP)

MANAGING DIRECTOR (IRSL)

PRESIDENT (IRSL)

VP VP Sr. VP VP VP Asst. VP
(POLY) (ENGI) (MKTG.) (MATERIAL) (FIN. & ACC.) (PER&ADMIN)

MANAGEMENT HIERARCHY

MANAGING DIRECTOR

24
 PRESIDENT

Sr. VICE PRESIDENT

GENERAL MANAGER

Dy. GENERAL MANAGER

Sr. MANAGER

MANAGER

Dy. MANAGER

Asst. MANAGER

SHIFT In- CHARGE

SUPERVISOR

WORKMEN

HIERARCHY OF PERSONAL DEPARTMENT

HR (VP)

25
 D.G.M.

PERSONAL
ADMINISTRATION IR SECURITY

Manager Manager
Manager

Officer Officer
Asst. Manager Asst. Manager Asst.
Contract Attendance Manager
mgt... mgt. Salary
mgt.

Officer Officer Officer

Manager

Asst.Manager Asst.Manager Asst.Manager Asst. Manager

T&D Recurt/sel/app Tick/Hosp Gover/liesce
r

Officer Officer Officer

26
 OBJECTIVES
OBJECTIVES OF THE PROJECT

The project is entitled as, “Study of Training and Development of employees in

Fostra Techno Solutions Pvt Ltd.”So, the basic objectives of the project are as
follows:-

 To acquire a thorough knowledge base on subject of Training and Development.

 To study how Training and Development programmes are undertaken in the

organization.

 To know process of Training and Development Fostra Techno Solutions Pvt Ltd

 To study the induction programme at IRSL.

 To study the effectiveness of Training and development in the organization.

 To measure the satisfaction level of employees regarding training and

development.

27
 TRAINING AND DEVELOPMENT
AT FOSTRA TECHNO
SOLUTIONS PVT LTD.

TRAINING AND DEVELOPMENT FOSTRA TECHNO SOLUTIONS

PVT LTD

The vision is to, “THINK GLOBAL GROW GLOBAL”

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.

28
The FOSTRA 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 Fostra at every month according to the training
calendar is being schedule. The induction program at IRSL 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, Fostra is the only centre for induction at IRSL. Employees from different
place are trained plant. 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

29
during the 6 months of induction period. After the completion of induction period a
week’s leave is permitted before joining.

The difference between the induction of GET’s and MT’s is that the MT’s have to go
deeper into the management part than the technical part.

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.

30
FLOWCHART OF TRAINING PROCEDURE

Identify training needs

Training needs assessment forms

Employ-ee Identify employees for training File

tanning Program
record

Design training program

Program schedule

Prepare training calendar

Training calendar

31
 A

Send nomination

Nomination letter

Organize training program File

s
Collect feedback assess competency

Prog. Feedback
from Mgt. and
above

File File

Prog. Feedback Prog. Feedback

from below from worker
training Mgt.

File

32
 Follow up action on feedback

Follow up action

Update employee training record

File

Employee training record

File

33
 BEHAVIOURAL TRAINING IN FOSTRA TECHNO SOLUTIONS PVT LTD

The procedure for imparting training based on organizational needs to employees in

Indorama 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 organized 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
programmers 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.

34
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.

RESEARCH METHODOLOGY
RESEARCH METHODOLOGY

Research in common parlance refers to the search for knowledge. It can be also
defined as a scientific and systematic search for pertinent information on specific
topic. Infact, search is an art of scientific investigation. In simple terms, research
means, ‘ a careful investigation or enquiry especially through search for new facts in
any branch of knowledge.’

LOGICAL FLOW OF RESEARCH IS AS FOLLOWS

Identification of problem

Research objective

Sources of data

Data collection

Sample

Sample Size

Data interpretation

Data analysis

Finding and observation

Conclusion

Recommendation
35
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.irsl.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

36
safest way to ensure that it is the representative is to use a Random selection
procedure.

METHOD OF SAMPLING USED: “ RANDOM SAMPLING METHOD”

In the random sampling method, all items have some chance of selection that can be
calculated. Random sampling technique ensures that bias is not introduced regarding
who is included in the survey.

SAMPLE SIZE

The sample size taken is 20 employees from the Human Resource Department of
GRACESOFT SOLUTIONS PVT LTD Butibori, Nagpur.

DATA COLLECTION

Survey-questionnaire:- Behaviors, beliefs and observations of specific groups are

identified, reported and interpreted.

37
 DATA ANALYSIS /
INTERPRETATION

DATA ANALYSIS AND DATA

INTERPRETATION

Q 1. Your organization considers training as a part of organizational strategy. Do

you agree with this statement?

No of Somewhat
Strongly agree Agree Disagree
employees agree
20 08 10 01 01

38
According to the above data, it is clear that out of 100% employees of Fostra :

50% of employees consider training as a part of firm’s strategy.

40% of employees strongly agree with the statement.

5% of employees disagree with the statement.

Q.2 To whom training is given more in your organization?

No.of New staff Junior staff Senior staff Based on

employees requirement
20 8 2 8 2

39
According to the above data, out of 100% employees in Fostra:

40% of new staff are given training.

10% of junior staff are given training.

40% of senior staff are given training.

10% of employees are given training based on requirements.

Q.3 What are the barriers to training and development in your firm?

No of Time Lack of Money Non availability

employees interest of skilled
trainer
20 07 08 03 02

40
According to above data, out of 100% employees fo Fostra:

35% of employees consider time as a barrier in their training.

40% of employees consider lack of interest as a barrier.

15% of employees consider money as a barrier.

10% of employees consider non availability of skilled trainer as a barrier.

Q.4 What mode of training method is used in your firm?

No of Job relation Conference/Discussion External Programmed

employees training instruction
20 06 08 03 03

41
According to the above data, out of 100% employees in Fostra:

30% of employees said job relation is used as a mode of training.

40% of employees said conference/discussion is used as mode of training.

15% of employees said external training is done.

15% of employees said programmed instruction is used as a mode of training.

Q.5 “Training and development sessions conducted in your firm are useful.”

Do you agree with this statement?

No of Strongly agree Agree Disagree Somewhat

employees agree

42
20 05 13 01 01

According to above data, out of 100% employees in Fostra:

25% of employees strongly agree with the statement.

65% of employees agree with the statement.

5% of employees disagree with the statement.

5% of employees somewhat agree with the statement.

Q.6 How long does it take to implement the trained process?

No of Less than one 1-2 months 2-4 months More than 4

employees month months.
20 05 12 03 00

43
According to above data, out of 100% employees in Fostra:

25% of employees said it took less than one month.

60% of employees said it took 1-2 months.

15% of employees said it took 2-4 months.

Q.7 How well the workplace of the training is physically organised?

No of Excellent Good Bad Average

employees
20 13 O5 01 01

44
According to the above data, out of 100% employees in Fostra:

65% employees said that workplace of training is organised excellently.

25% employees said workplace is good organised.

5% employees said workplace is badly organised.

Q.8 What are the conditions that have to be improved during training sessions?

No of Re-design the Remove Re organise Up grade the

emlpoyees workplace interference the work place information
20 11 03 02 04

45
According to the above data, out of 100% employees in Fostra:

55% employees needs re-design of job.

15% of employees needs removal of interferences during training.

10% of employees needs re-organisation of the work place.

20% of employees needs up graded information during training sessions

Q.9 What are the general complaints about training sessions?

No of Time Wastage Gaps between Training Sessions are

employees the sessions sessions are boring.
unplanned
20 14 04 01 01

46
According to the above data, out of 100% employees in Fostra:

70% of employees have a complaint of time wastage during training.

20% of employees have a complaint of too many gaps between the sessions.

5% of employees said training sessions are unplanned and are boring.

LEARNINGS DURING SIP

Selection of the Project

I am a student of MBA 1st year and have taken Human Resource Management as my
specialization subject.

47
While doing Summer Internship in Fostra I studied the HR activities and functions
carried out in Fostra Techno Solutions 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

48
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

49
 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.

BIBLIOGRAPHY
BIBLIOGRAPHY

50
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.

ANNEXURE
51
 ANNEXURE

QUESTIONNAIRE

PERSONAL DETAILS:

NAME:

AGE:

GENDER: MALE FEMALE

Q.1 Your organisation considers training as a part of organisational strategy.Do

You agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.2 To whom is training given more in your organisation?

New staff

Junior staff

Senior staff

Based on requirement

Q.3 What are the barriers to training and development in your organisation?

Time
52
 Lack of interest

Money

Non availability of skilled trainer

Q.4 What mode of training is normally used in ypur organisation?

Job relation

Conference/Discussion

External training

Programmed instruction

Q.5 “ Training and Development sessions conducted in your firm are Useful.”Do
you agree with this statement?

Strongly agree

Agree

Disagree

Somewhat agree

Q.6 How long does it take to implement the trained process?

Less than one month

1-2 months

2-4 months

More than 4 months

Q.7 How well the work place of training is organised?

Excellent

53
 Good

Bad

Average

Q.8 . What are the conditions that have to be improved during training

sessions?

Re organise the job

Remove interference

Re organise the work- place

Up grade the information of material

given during training.

Q.9 . What are the general complaints about training sessions?

Take away precious time of workers

Too many gaps between the sessions.

Training sessions are unplanned.

Boring and not useful.

54
55