EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to

perform the activities that have to be done. If current or potential job occupants
can meet these requirements, training’s not important. When this not the case, it
is necessary to raise the skills levels and increase the versatility and adaptability
of employees.
It is being increasing common for individual to change careers several times
during their working lives. The probability of any young person learning a job
today and having those skills go basically unchanged during the forty or so
years if his career is extremely unlikely, may be even impossible. In a rapid
changing society employees training is not only an activity that an organisation
must commit resources to if it is to maintain a viable and knowledgeable work
force.
The entire project of talks about the training and development in theoretical as
well as new concepts, which are in trend now. Here we have discussed what
would be the input of training if we ever go for and how can it be good to any
organisation in reaping the benefits from the money invested in terms like return
on investment. What are the ways we can identify the training need of any
employees and how to know what kind of training he can go for?
Training being in different aspect likes integrating it with organisational culture.
The best and latest available trends in training method, the benefits which we
can derive out of it. How the evaluation should be done and how effective is the
training all together. Some of the companies practicing training in unique
manner a lesson for other to follow as how to train and retain the best resource
in the world to reap the best out of it. Development is integral part of training if
somebody is trained and efficiently the developments of that individual and the
company for whom he is working.
 INTRODUCTION

As part of my MBA curriculum, I had a summer training at Bajaj Sugar Ltd.

This six-week training of his at an industry association seems necessary to fully
understand the phenomena associated with training and
development. The study prescribes that researchers add circumstances to
get perfection. This research record gives confidence to the mind and
spirit of the researcher. We provide ample opportunity to understand
phenomena and propose optimal solutions.
Awarded the title "Educational Training". My topic is about employee training
and development at Bajaj Sugar Ltd.
Employee training aims to improve skills or extend existing knowledge so that
employees are better suited for their current job or prepared for higher
responsibilities. But personal growth is not an end in itself. Organizational
growth should be measured along with personal growth.
Training refers to teaching or learning activities conducted with the primary
purpose of helping members of an organization to master and
apply them. Broadly speaking, training is the extension of an
employee's knowledge and skills to perform a particular job.
In today's scenario, change is the norm and the only way to deal with it is to
learn and grow. Employees are central to the success or failure of
an organization and are the source of ideas. So it's time for organizations to
realize that "train and hold is the new millennium mantra."
 IMPORTANCE OF STUDY

Training is most directly related to employee and its ultimate effect goes to
organization because faster learning of new skills, increased productivity,
standardization of procedures, and lesser need for supervision. This study gives
some information about the training and development practice in bajaj sugar.

OVERVIEW OF THE COMPANY

Bajaj Hindusthan Sugar Limited is a holding integrated sugar company. The
Company is engaged in the manufacture of sugar, alcohol and generation of
power. The Company's segments include Sugar, Distillery, Power and Others.
The Company’s byproduct-making process includes molasses, bagasse, fly ash
and press mud. The Company aggregated a sugarcane crushing capacity of
approximately 136,000 tons crushed per day (TCD), and an alcohol distillation
capacity of approximately 800 kiloliters per day across 14 locations in the north
Indian State of Uttar Pradesh (UP). The Company offers Bajaj Bhu Mahashakti
Bio-manure/Bio-compost, which is manufactured by composting press mud
received from cane juice filtration and spent wash received from distilleries. Its
sugar mills are located at Golagokarannath, Palia Kalan, Kinauni,
Thanabhawan, Budhana, Bilai, Barkhera, Khambarkhera, Gangnauli,
Maqsoodapur, Pratappur, Rudauli, Utraula and Kundarkhi.

The site selected for the first plant was at Gola Gokarannath in
district Lakhimpur Kheri in the Terai region of Uttar Pradesh (UP), an area rich
in sugar cane. Another sugar plant with a cane crushing capacity of 1400 TCD
was set up in 1972 at Palia Kalan, a large cane supplying centre about 70
kilometres from Gola Gokarannath.

Kushagra Bajaj is the Chairman of Bajaj Hindusthan Sugar Ltd.

Board of Directors
Chairman
Mr. Kushagra Bajaj
Managing Director
Mr. Ajay Kumar Sharma
Independent Director
Mr. D.K. Shukla
Mr. Atul Hasmukhrai Mehta
Ms. Shalu Bhandari 
Mr. Vinod C. Sampat 
Nominee Director
Mr. Ashok Mukand
Mr. Ramani Ranjan Mishra

Key Managerial Personnel

Company Secretary
Mr. Kausik Adhikari
Chief Financial Officer 
Mr. Sunil Kumar Ojha
Corporate Human Resources
Mr. Prabhakar Chandra
Sr. Vice President- S&M
Mr. Syed Masood Raza
 HISTORY
Bajaj Hindusthan Sugar Limited (BHSL) was incorporated on November 23,
1931 as ‘Hindusthan Sugar Mills Limited’. Set up by late Shri Jamnalal Bajaj,
venerated businessman, freedom fighter, and close confidante of Mahatma
Gandhi, the Company’s founding was in response to fulfilling an urgent
national mission, that of giving impetus to industry – there were less than 30
sugar mills in the country at the time – and furthering the cause of inclusive
growth.

The site selected for the first plant was at Gola Gokaran Nath, in Lakhimpur
Kheri district in the Terai region of present day Uttar Pradesh (UP). Located in
an area rich in sugarcane, the original capacity of the plant was 400 tons of cane
crushed per day (TCD). Over time this was increased to its present 13,000 TCD.

The Distillery Unit of the plant commenced production in 1944. With World
War II still raging, the distillery’s major output initially was in the form of
power alcohol, which was in short supply at the time. The unit was the first in
the country to supply alcohol-mixed petrol to the army.

In 1967, a new company - Sharda Sugar & Industries Limited - was established
as a subsidiary of Hindusthan Sugar Mills Limited. Under this new subsidiary, a
sugar plant with a cane crushing capacity of 1400 TCD was set up in 1972 at
Palia Kalan, a large cane supplying centre 70 kilometres to the north of Gola
Gokaran Nath unit. The new unit was intended to help the cane farmers in area
supply their produce to a facility closer to their fields thereby lowering
transportation costs. The capacity of the Palia Kalan unit was increased over
time to its present 11,000 TCD.
In 1988, Hindusthan Sugar Mills Limited was renamed as Bajaj Hindusthan
Sugar Limited (BHSL) and two years later Sharda Sugar & Industries Limited
was amalgamated with the Company.

The aughts saw BHSL embark on an aggressive Greenfield expansion drive

wherein during a four-year period from 2003-2007 it set up a remarkable eight
plants across the state. This drive beginning with a plant at Kinauni near Meerut
- was completed in a record time of just seven months as against the typical
industry time of 18-24 months – saw the total cane crushing capacity of the
Company shoot up to 96,000 TCD.

Along the way, in 2005 the Company acquired Pratappur Sugar and Industries
Limited (PSIL) in UP’s Deoria district. The plant, Asia’s oldest, had been in
operation since 1903 with a crushing capacity of 3,200 TCD. Post-acquisition
its capacity was doubled to 6,000 TCD within a year.

PSIL was subsequently renamed Bajaj Hindusthan Sugar and Industries Limited
(BHSIL) and made a subsidiary of BHSL. This acquisition provided BHSL a
strategic foothold in the sugar-deficient region of Eastern UP and reaffirmed the
consolidation that took place in the sugar industry.

Besides boosting BHSL’s overall cane crushing capacity, by the end of 2007 the
expansion drive had also turned the Company into India’s largest ethanol
producer with an output of 480 Kilolitres Per Day (KLD).

Even as the Company continued to work on boosting the capacity of its existing
sugar plant at Pratappur, it set up three more sugar units in parallel in virgin,
cane-rich areas of East UP at Rudauli (district Basti), Kundarkhi (district
Gonda) and in Utraula (district Balrampur). This took BHSIL’s total crushing
capacity to 40,000 TCD.

With the commissioning of three Bagasse-based power co-generation plants at

Kundarkhi, Rudauli and Utraula, BHSIL had an aggregate power generation
capacity of 95.8 MW. Combined with the power generation capacity of 325
MW from BHSL, the Company’s total generation capacity stands at 420.8 MW
which is more than enough for meeting its own energy needs. In fact, the
Company supplies the surplus 90 MW of energy to the UP state grid.

In December 2010, BHSIL was amalgamated with BHSL.

BHSL’s growth initiative was guided by a strategic focus of attaining global

scale of manufacturing and cost competitiveness. On the other hand, it also led
to tremendous developmental opportunities in UP, a state yearning for
infrastructural growth, employment for the youth and overall socioeconomic
development of the rural communities.

Today, BHSL stands in a unique position. Taller than any of its local peers and
among the best in the world in terms of planning and processes. With the
Company touching more than 5 lakh farmers in UP today, it is directly
contributing to the rural economy and bringing positive change to countless
lives in UP and elsewhere across India.

Mission

To transform Bajaj Hindusthan Sugar Ltd. into a dynamic and vibrant business
for which growth is part of the ethos and long-term value creation for
stakeholders the paramount objective.

Vision

To be the leader in our chosen business area and make all our constituents proud
by building an organisation that sets global benchmarks, conducts business
ethically and creates value for all our stakeholders
Milestones
1981 - 1990
 Company applies for a license to increase capacity from 4,800 TCD to
10,000 TCD
 Complete decontrol of cement effective March 1, 1989
 Sharda Sugar & Ind. Ltd. receives LOI to expand its capacity from 1,400
TCD to 5,000 TCD
 Company changes its name to Bajaj Hindusthan Sugar Ltd.
 Capacity of cement plant increased from 4 to 6 million tons per annum
 Bonus shares issued of Rs. 1.12 million in the ratio of 4:1
 Expansion of Gola plant from 3,600 to 4,800 tons completed
 Company celebrates its Golden Jubilee year in 1981
 Sharda Sugar & Ind. Ltd. amalgamated with Bajaj Hindusthan Sugar Ltd.

1991 - 2000
 LOI received to increase cane capacity to 10,000 MT per day for Gola unit
 Construction Board Ltd. amalgamated with Bajaj Hindusthan Sugar Ltd.
 Palia Unit capacity increased to 5,000 TCD
 The Cement Plant is sold to JK Udaipur Udyog Ltd. for Rs. 1475 million
 Board of Directors decide to dispose of the Cement unit

2001 Onwards
 New 7,000 TCD plant near Meerut commenced operations in November
2004
 First unit to crush 20 million quintals of cane during the drought year 2002-
03
 Achieved record profit of Rs. 283.51 million in FY 2003
 Turnover up by 25% (on annualised basis)
 Production up by 25%
 Crushing of sugarcane up by 26%
 GOI changes the free to levy sugar sale ratio from 70:30 to 85:15 and now to
90:10

DIFFERENT PRODUCTS & SERVICES

Sugar:
The main product of the company is sugar crystals. It has a capacity of 13600
tonnes of
crushing canes per day across 14 locationsin UP.

Ethanol:
Ethanol is one of the major by-product in sugar processing units. Ethanol is
used in
production of alcohol and BHSL is one of the largest producers of ethanol.

Molasses:
When sugarcanes are processed under repeated crystallization the only by-
product which is
obtained is molasses.

Bagasse:
Bagasse is a sinewy build-up of Sugarcanestalk that is acquired subsequent to
pounding and
extraction of juice. It comprises of water, fiber and generally little amounts of
dissolvable
solids.
Fly ash:
Fly Ash is the remaining yield from the evaporator heater after bagasse has
totally worn out.
This fly ash can also be used as an alternative for firewood.

Press Mud:
Press mud, otherwise called oliver cake or press cake, is the remaining yield
after the filtration of the juice.
 ORGANIZATION CHART

Chairperson

Board of Directors

Managing Directors

General Manager

Engineering Dept. Production Dept. Account Dept. Power Plant Dept.

Chief Engineer Chief Chemist Dy. Mgr. (Finance) Duty Engineer

Sr. Engineer Sr. Mfg. Chemist Sr. Account Officer Asst. Engineer

Asst. Engineer Mfg. Chemist Accountant Turbine Operators

Fitters Juice Supervisor Cashiers Boiler Operators

Helpers Sugar House Fitters

Helpers
HR Department

HR Head

Add. HR Mgr. Dy. HR Mgr. Staff

 Sales Dept. Distillery Dept. Cane Dept. Store Section

Sales I/C Dist. Manager Cane Manager HeadStoreKeeper

Sales Officer Chemist Dy. Cane Mgr. Computer Optrs.

Assistants Plant Operators Asst. Cane Mgr. Clerks

Dist. Operators Cane Proc.Officer Store Boys

Fitter Cane Supervisor

Helpers Field Supervisor

Workshop Sec. Foreman Turners Welder

Mechanists Helpers
 INTRODUCTION TO PROJECT
As part of my MBA curriculum, I had a summer training at Bajaj Hindusthan
Sugar Ltd. This six-week training of his at an industry
association seems necessary to fully understand the phenomena associated with
training and development. The study prescribes that
researchers add circumstances to get perfection. My topic is about
employee training and development at Bajaj Sugar Ltd.
Employee training aims to improve skills or extend existing knowledge so that
employees are better suited for their current job or prepared for higher
responsibilities. But personal growth is not an end in itself. Organizational
growth should be measured along with personal growth.
Training refers to teaching or learning activities conducted with the primary
purpose of helping members of an organization to master and
apply them. Broadly speaking, training is the extension of an
employee's knowledge and skills to perform a particular job.
In today's scenario, change is the norm and the only way to deal with it is to
learn and grow. Employees are central to the success or failure of
an organization and are the source of ideas. So it's time for organizations to
realize that "train and hold is the new millennium mantra."
TRAINING AND DEVELOPMENT

Training and development is one of the most important human

resources functions in any organization. The purpose of this training is
to improve employee skills, behavior and expertise by enabling them to
acquire new work techniques.

Employee training and development in HRM is defined as the system an

organization uses to improve the skills and performance of its employees. It is
an educational tool consisting of information and instructions
to improve existing skills and introduce new concepts and knowledge to
improve employee
performance. Effective training and development initiatives based on a training
needs analysis can help an organization improve the skills of its
employees and increase their productivity.

Employee training and development helps employees update their skills and

knowledge to perform tasks, which ultimately leads to increased work
efficiency and organizational productivity. This reduces the quirkiness and
eccentricity of employees and ensures that learning and behavioral change take
place in a very structured fashion. Training Development or Learning and
Development is a formal continuing education activity designed to achieve
goals and improve employee performance.
Activities related to employee training and development are created to instill
employees to perform better in their assigned jobs. This certifies that
the employee is eligible for a promotion at the time
of the performance evaluation and pay raise. It refers to increasing
skills and knowledge, sources of additional information, and instructions
needed to improve the quality of performance. Talent and development are two
different activities that go hand in hand to improve the
overall workforce. The short-term, reactive process is training used for
operational purposes, and the long-term development process is used
for management purposes. The goal of HRM training is
to improve the employee's necessary skills, and the goal of development is to
improve the employee's overall personality. Management leads training to
fill skill gaps within the organization. Development initiatives are typically
for future succession planning purposes.
TYPES OF TRAINING

Orientation Training

Firstly, orientation training mainly consists of welcoming and introducing your

new employees to the company. You can guide them through the basics to
prepare them for their first day at work.

This one-day training covers the following topics:

 Vision and core values of the company

 Culture and company policies
 Organizational structure
 Introductions and office tour
 Mandatory new hire paperwork
 Administrative procedures such as creating login credentials and setting
up their workspace 

Onboarding Training

You can assign a new hire onboarding program to get your new hires on the job
quickly. Also, familiarize yourself with all the software and hardware you use.
The program can last as long as it takes to introduce relevant job skills and
address the issues employees need to do their jobs well. Learn more about
onboarding training here.

Technical Skill Training

Perhaps your employees already have experience in proposal

preparation, accounting, content creation, or programming. But there is always
room for improvement, especially when their jobs require specific technical
skills. Therefore, many organizations have budgets to maintain and improve the
technical skills of their employees.
As an organization, you may outsource your training to an external company or
organize it in-house. Senior employees can then take over the training of junior
staff. You can also use your LMS as a tool for managing your in-
house technical skills training.

Soft Skill Training

It's not all about technical skills. Soft skills are also essential for job
growth. Soft skills are broadly classified as a combination of personality traits,
behaviors, and social attitudes. These skills enable people to communicate
effectively, collaborate, and manage conflict.
Soft skills training helps organizations build the ideal company culture and
improve workplace relationships. Soft skill training can cover topics such as:

 Listening
 Communication
 Teamwork
 Adaptability
 Public speaking

Product and Service Training

Product training can be part of an onboarding training program or ongoing skills

training. You can use it to educate your employees about the
products and services they represent and to help them make a good impression.
We also provide current employees with information about new products,
services, or features. You can train your employees regularly with classroom
courses, or you can use an LMS to accomplish this much easier.
Compliance Training

In some industries, employees must meet certain legal obligations in order to

perform their duties. For example, authorities require mortgage advisers to
renew their licenses regularly and construction workers to obtain
certain safety certifications.
Governments often provide compliance training. This can be done in traditional
face-to-face training or online. Learn more about how an LMS can help
with your compliance training.

Franchise Training

If you operate a franchise, you must maintain consistency of processes and

products across all franchise units. Maintaining consistency is very
difficult, especially when processes and products change frequently. To
keep your employees up-to-date, our dedicated training team at headquarters
can train them on-site.
Alternatively, headquarters can provide all information and documents and
leave it to the branch manager. Managers can then decide whether to train
their employees offline or online. Headquarters can also organize online
training. See how an LMS can help your franchise training.
If you operate a franchise, you must maintain consistency of processes and
products across all franchise units. Maintaining consistency is very
difficult, especially when processes and products change frequently. To
keep your employees up-to-date, our dedicated training team at headquarters
can train them on-site.
Alternatively, headquarters can provide all information and documents and
leave it to the branch manager. Managers can then decide whether to train
their employees offline or online. Headquarters can also organize online
training.
Managerial and Leadership Training

Employees can grow to new and higher positions. Leadership training can be

provided to prepare for leadership roles. How can you be a true leader, not just a
"boss"? How do you get your team on board, even if your decisions and
intended plans are initially met with opposition? First, the company needs to
identify which employees have strong leadership potential. Companies can
achieve this by valuing their employees' contribution to the company and their
tenure. Companies may hire external trainers for individual or group sessions
with trainees. Employees can grow to new and higher positions. Leadership
training can be provided to prepare for leadership roles. How can you be a
true leader, not just a "boss"? How do you get your team on board, even if your
decisions and intended plans are initially met with opposition? First, the
company needs to identify which employees have strong leadership
potential. Companies can achieve this by valuing their employees'
contribution to the company and their tenure. Companies may hire
external trainers for individual or group sessions with trainees.
DIFFRENCE BETWEEN TRAINING AND DEVELOPMENT

Development refers to the

Training refers to the overall growth of the
process of increasing the employees. These are
knowledge, skills and learning opportunities which
abilities of employees for are designed for employees
Meaning doing a work. to grow. 

Its main aim is to help the

employee to do the job Its main aim is overall
Aim better. growth of employees.

Orientation It is job oriented.  It is career oriented.

Scope of It has a narrow scope as it It has a broader scope as it

learning is a part of development. includes training.

It is more suitable for It is more suitable for

Suitability technical staff. managerial staff.

It involves teaching
It involves teaching technical, human and
Skills technical skills. conceptual skills.

It is a long-term process as it
Duration It is a short-term process. is career oriented.

Level of
trainees Trainees are non-
involved managerial here. Trainees are managerial here.

Depth of Knowledge is imparted Knowledge is imparted for

knowledge for doing a specific kind the growth of an employee in
imparted of job. all respects.
ADVANTAGES OF TRAINING AND DEVELOPMENT

1. Higher Capacity for the Adoption of New Methods and Technologies

The benefits of employee training and development to an organization are

immense, especially when it comes to adopting new technologies, processes and
models. But in today's fast-paced business environment, one-time employee
training is not enough. To maximize the benefits of employee training and
development, companies must constantly improve their workforce's
skills. This allows employees to quickly learn the latest technological
developments, which can be used to accelerate process and product innovation.

2. Employee Training and Development Helps Companies Keep Pace With

Changes in the Industry

A modern enterprise must develop continuously. Further training of

employees is therefore essential. The importance of employee training is
paramount, especially when it comes to keeping up with industry
changes, rules and regulations. Stay ahead of the competition with the latest
industry knowledge. A modern enterprise must develop continuously. Further
training of employees is therefore essential. The importance of employee
training is paramount, especially when it comes to keeping up with industry
changes, rules and regulations. Stay ahead of the competition with the latest
industry knowledge.

3. Employee Training and Development Increase Job Satisfaction and

Morale
While there are many benefits of training and development for companies, the
benefits of employee training and development also affect employee
career growth. Employees feel motivated, job satisfaction and morale when they
feel that their employer is helping them improve their skills and knowledge.

4. Lower Employee Turnover Is One of the Main Benefits of Training to

Employers

The opportunity to learn new skills and gain knowledge is why employee

training is so important. Still, the company's investment in employee training is
worth it as it reduces employee turnover. Experts agree that ongoing employee
training and development is key to retaining qualified employees and saving
thousands of dollars. The opportunity to learn new skills and gain knowledge is
why employee training is so important. Still, the company's investment in
employee training is worth it as it reduces employee turnover. Experts agree
that ongoing employee training and development is key to retaining qualified
employees and saving thousands of dollars.

5. The Ability to Attract High-Calibre Talent Is One of the Prime

Advantages of Training and Development for an Organization

Organizations that prioritize employee training and development set the

benchmark for attracting top talent. According to various surveys, job
seekers see employee education and training as a major advantage. From an
organizational perspective, retaining a skilled workforce and
attracting skilled talent are her two key benefits of employee training and
development.
6. Employee Training and Development Helps Maintain Skill and
Knowledge

Any skill requires regular practice. Otherwise you lose control over it. A

regular employee training program serves as a refresher course for your
employees, not only refining the skills they have already acquired, but
also helping your organization maintain a high level of skills and knowledge.

7. Employee Training Gives Your Company the Much-needed Competitive

Edge

In today's business environment, innovations, industry trends, and technologies

are constantly changing. To stay ahead of the competition in this
scenario, you need to recognize the importance of employee training. With a
solid employee training and development program in place, your
employees can better adapt to change and give your organization that much-
needed competitive edge.

8. Employee Training and Development Create Scope for Internal

Promotions

The benefits of education and training to an organization are manifold. One of

the main benefits of training for employers is that employee training helps
fill promotional positions within the company. This is a cost-
effective solution as hiring new staff is expensive. Plus, existing employees
are familiar with the company's processes and work culture, so they can get to
work right away.
DISADVANTAGES OF TRAINING AND DEVELOPMENT

1. Cost can be Prohibitive

One of the biggest potential disadvantages of training employees is the cost of
the process. If you handle the training internally, it costs money because you
have to pay one of your employees for training instead of doing productive
work. If you use an outside trainer, you have to pay him for his time. You could
send your employees to a seminar or training conference in another location,
which also can represent a substantial cost for the company.

2. Quality depend on the Trainer’s Qualifications

If an employee is very talented at her job, you might think that she would make
a good trainer for new employees. Unfortunately, this is not always the case.
Being able to train employees is a special skill and not everyone has this ability.
When it comes to using an employee to train other employees, you might move
someone out of her comfort zone and she may be unable to train the new
employees as you need them to be trained. On the other hand, if she's not just a
talented worker, but also enthusiastic about the company and a great
communicator, she may pass the interview stage. For high-level positions,
you're better off hiring a corporate trainer with a bachelor or graduate degree.

3. Takes time from daily operations

Another potential problem with training employees is that you may not have
enough time to do so adequately. Many companies only devote a small amount
of time to training new employees, and it could result in the employees not
knowing everything they need to know to be successful. The trainer may have
to rush through the important parts of the job and skip over some of the other
tasks that also need to be understood by the employee.
4. Helping your Competition
You have to train completely inexperienced employees in order for them to do
their jobs effectively, but there can be too much of a good thing if you're in a
competitive field. By giving an employee intensive training, you may be doing a
lot of work that will benefit one of your competitors. It's important to judge the
loyalty of your staff before deciding to invest in advanced training programs.
Otherwise, they may decide to look for a better offer elsewhere once they've got
more valuable skills on their resume.

5. Control of the Training

When you delegate the training of new employees to a particular employee or
trainer, you have to be very careful with regard to what the new employees are
learning. If the trainer does not do the job as you want it to be done, your new
employees might end up picking up some bad habits along the way. This could
make your entire business perform at a level that is less than acceptable from
your point of view, but the employees would not know it. Using traditional
training methods, such as manuals or videos may not be effective if they're
dated, uninteresting or not engaging. Consider blending updated, online
interactive training models with in-person training to achieve better results, save
time and cut costs.
PROCESS OF TRAINING AND DEVELOPMENT

Need Assessment
The first step in the training process is to identify your
employee's training needs. Analyze your organization's long-term requirements
and what it expects from its employees.
A mismatch in required skills and knowledge means there is a learning gap. To
assess this learning gap, we examine three of her factors:
1. Organization analysis: Organizational goals are considered. The end result a
company wants to achieve is considered in the context of how its
resources are used to achieve the same thing. The internals and
environment of the organization are also considered.

2. Operation Analysis: Successful completion of a job requires a combination

of various activities. Operational analysis focuses on the needs, skills,
knowledge, and attitudes required to effectively complete a job.

3.Personanalysis: Personal analysis focuses on employees who have to complete
tasks. It analyzes whether the employee's performance is satisfactory
and whether the organization's goals can be achieved.

Defining Training Objectives

After deriving the learning gaps, the organization should define

learning objectives. Training goals and objectives form the foundation of any
training initiative.
Thus, the determination of training objectives provides direction for the
entire study program.
Designing Training Program
Once training program goals have been established, analyze factors to consider
when designing a training program.

1. Who will be the trainer: Depending on the skills and knowledge required for

effective training; a decision must be made as to who will conduct the
training programme. This can be supervisors, university faculty, business
people, human resource managers, consultants, and more.

2. Who Needs Training: Determine who needs training to fill learning gaps.

This can be done based on self-motivation or on
the recommendation of the HR manager himself.

3. Training Methods: Trainers must have complete information about

participants and their profiles in order to select the learning method that best
suits their needs. Training content is created based on specific areas that need
development.
Implementation of Training Program
Refers to putting the training plan into action. There should be a proper
environment created which is conducive to learning. It should be preferably a
participative approach and trainer should promote role-playing and interactive
games to keep the trainees involved.
Evaluation and Follow up
Training evaluation is done to check whether the goals and objectives of the
training have been achieved or not. Feedback needs to be taken from the
participants on the training results.

A follow up can be done by asking the supervisors whether the participants are
applying the skills learned in the learning program on their day to day job.
IMPORTANCE OF TRAINING AND DEVELOPMENT

Learning Opportunities

One of the benefits of training is providing learning opportunities for people in

your organization. It doesn't matter if the employee has previous experience or
not. At some point they need to upskill to keep up with the latest technology and
developments. Training gives employees the opportunity to do just that
and develop their skills.

Developing Strengths

Weak teams only hinder organizational growth. Especially as the

market becomes more competitive every day, it is very
important for companies to invest in their teams and play to their strengths. In-
house training programs are designed to help employees focus on their strengths
and develop them further.

Address Your Weaknesses

Addressing your strengths is important, but so is addressing your weaknesses.

In a work environment, weaknesses can mean skill gaps. There are training
methods best suited to close these skill gaps and empower employees to
perform at their best.

Improving Employee Performance and Productivity

Training programs are designed to help organizations improve employee

performance. Expanding their knowledge and skills can have a positive impact
on their performance. Training implicitly motivates employees to perform more
efficiently, and increased
engagement increases productivity. Therefore, training effectively
helps companies bring out the best in their employees.

Compliance with Quality Standards

Each organization has its own requirements. In other words, an

employee's skills may or may not be sufficient for a particular role.
Training is essential to ensure that employees are adhering to organizational
standards. This is especially true for new hires who usually don't
know how an organization works. Therefore, this is a good way to introduce
them to their work and what is expected of them as employees
of this organization. One of the benefits is developing
good work ethics and improving communication in the workplace. Of
course, it leads to work consistency, which in turn increases
the productivity of the organization. This is due to the
positive effect training has on employees. They can project the same energy
into work.

Improved Morale and Job Satisfaction

Maintaining motivation every day is hard and organizations need to

understand this. Several training activities focus on making learning fun,
interesting and engaging. Training courses create a positive
learning environment and enhance employee skills. Good
performance boosts their morale, which in turn leads to job satisfaction.
Lower Turnover
Better job satisfaction means lower turnover, so don't worry. One of
the main benefits of training for employers is that it improves employee
retention, thereby helping organizations build
a talented workforce. Employees who love to hone their skills are motivated by
the training process to learn more and never leave an organization that provides
all these opportunities to improve their skills.

Innovation and Risk Acceptance

One of the main reasons the market is becoming more competitive is all
technological advancements and innovations that force people to step out of
their comfort zones and embrace advancements.
This is only possible if all associated risks are accepted. However, without
expertise, people are the least likely to take risks. This is where corporate
training can fill gaps, drive innovation, and embrace
positive change that might otherwise seem dangerous. , you can
have a tremendous impact on your employer's brand and bring more skills to
your organization. New graduates and new hires see the company as a reputable
company and their first consideration.
A good training strategy is choosing the right path for the right
purpose. Below are different types of training methods used by organizations to
train their employees. Discussions and Activities
• Employee Simulation Training
• Management Specific Activities
• Case Studies or Material Readings
Transfers to New Jobs
Are willing to move to another organization that
offers salaries and salaries. Workers can move on to better jobs with
greater knowledge and experience. Whether employees remain after training is
one of the most concerning downsides in training and development in an
organization.
OBJECTIVE OF TRAINING AND DEVELOPMENT

Increased Productivity
Keeping your productivity at peak is just as important as attracting new business
customers. Even a small disruption can cost a company huge losses. In addition,
it is important to increase employee productivity while reducing product
production costs in order to face the increasing competition in the target market.
So here's training to help you become the savior of your company, jump into the
scenario and come out of danger boldly.
training acquires and refines the current skills of brand
employees and drives them to learn and develop new and effective ways to
do the same thing over and over again. In other words, training, done right, can
give an organization a whole new look, with a much stronger foundation at
its core than an experienced employee. Focusing on competence and providing
the help you need can bring great benefits to long hours of
work. This ability of theirs determines how quickly employees can grasp newly
discovered facts and shape future products based on those findings. The weaker
the ability, the more difficult it is to master. However, this scenario can also be
supported by the use of appropriate learning materials and
experienced teachers who prefer hands-on experience to learning.
Therefore, reducing learning time is also one of the
main goals of education and training.

Safety First
No one's safety should be taken lightly, not even your employees, officers or
customers. Therefore, imparting the knowledge to use the device correctly and
create products for life is one of the main goals of training and further
education. The better the employees use the equipment, the better it is for the
company and the employees.
Improving Quality
Improving product quality is clearly one of the
main goals of education and training.
Today's customers know what is good for them and what is not. Simply put,
these old idioms and trades won't last long, because once they see the behind-
the-scenes realities through the quality of their service and products, they leave
without a second thought.
Imagine that you and your competitors are competing for the same service at the
same price with a little difference in quality. I'll come to you.

Decrease in turnover
It is clear that new employees will take longer to understand the nature of the
job, its principles and safety precautions, and that productivity will decline, so
regular employee If you change the , you're out of business. Also, workers'
confidence is declining and that's really not good.
On the contrary, training ensures that companies do not have to keep changing
their employees, as it prepares them for any situation that has been proven to
help bring about employee emotions. Workers therefore feel safe and secure in
their particular workplace.
Keeping Up With Technology
Computers and mobile phones were wonders of the past, but today's world is
much more advanced. We live in an era of cutting-edge technology that
connects the world in the blink of an eye. Earthlings are now trying to
reach distant planets to get information about the life force that
exists there. New technologies are being introduced and I could keep listing
them, but I don't have time for that. It also opens new gateways for finding
ways to be more productive and efficient while significantly reducing the
need for manual work.
METHOD OF TRAINING AND DEVELOPMENT

There is two types of training and development methods:-

1. On the Job Training Method:

This is the most common training method where trainees are assigned to a
specific job and given the skills and knowledge necessary to perform that job.
Job Rotation
In this training method, trainees rotate from one job to another in order to
acquire knowledge and experience from different job assignments. This method
helps trainees understand other employees' problems.
Coaching
A method of placing trainees under a specific supervisor who acts as a
coach during training and provides feedback to trainees. Trainees may not
get the opportunity to express their thoughts.
Work Instructions
Also known as step-by-step training, trainers guide learners on
how to work and correct them if errors occur.
Committee Tasks
A group of trainees are asked to solve a specific organizational problem by
discussing the problem. This helps improve teamwork.
Internship Training
In this method trainees are instructed from both theoretical and
practical aspects. Engineering and commercial
college students typically receive such training on modest scholarships.
2. Off-the-job methods

On-the-job training methods have their own limitations, and off-the-job training

can also be offered to ensure the overall development of the workforce.
Training methods used to develop employees outside the workplace are known
as off-the-job methods.

Case Study Methodology
Case studies typically address problems faced by companies that
employees can solve. Trainees are given the opportunity to analyze
cases and present all possible solutions.
This method can improve the analytical and critical thinking of employees.

Incident Method
Incidents are based on real-life situations that occurred in various
organizations, and each employee in a training group is asked to make decisions
as if they were in real-life situations. The entire group then discusses the
incident and makes incident-related decisions based on individual and group
decisions.
Roleplay
Again, a problem situation is simulated where an employee is asked to assume
the role of a particular person in a situation. Participants interact with other
participants in various roles. The entire piece is recorded and trainees are given
the opportunity to review their performance.
Incoming Mail Method
Employees receive information about a fictitious company, its activities and
products, employees and all data related to the company. Trainees (trainees) are
required to take notes, delegate tasks, and create schedules within a given time.
This allows employees to develop situational awareness and quick decision-
making skills.

Business Game
In this method, trainees are divided into groups and each group must discuss
various activities and functions of a fictional organization. They discuss and
decide on various issues such as production, promotions and pricing. This leads
to a joint decision-making process.
Grid Training
A continuous, step-by-step program lasting six
years. This includes planning, development, implementation and evaluation
phases. The grid takes into account parameters such as interest in people
and interest in people
Lecture
This method is suitable for large numbers of students. Lectures are very helpful
in explaining concepts and principles very clearly and face-to-face exchanges
are very possible.
Simulation
In this method, a fictitious situation is created and the trainee is asked to react
to it. For example, taking on the role of Marketing Her Manager to
solve marketing problems and develop new strategies. Each participant
contributes by analyzing and discussing various issues related to the topic.
Everyone can express their point of view.
MODELS OF TRAINING
The three models of training are:
1. System Model

2. Transitional Model

3. Instructional System Development Model

1. System Model Training

The system model consists of five phases. It should be repeated regularly
for further improvement. Training should serve the purpose
of enabling employees to perform their jobs in accordance with the required
standards.

The system model steps for training are:

Analysis and Identification

Analysis and Identification of Training Needs. H. Analyze the
department, workplace, employee needs, who needs training, what they need to
learn, and estimate training costs. The next step is to develop
performance measures to assess actual performance.

Design
Design and deliver training to meet identified needs. This
step involves developing training goals, identifying learning steps, and
ordering and structuring content.

Development This phase includes training
program activities that help participants learn, select delivery methods, examine
training materials, and validate information provided to ensure all objectives are
met. should be listed.
Enforcement
Enforcement is the most difficult part of the system. One wrong step can lead to
failure of the entire training program.

Evaluation
Each stage of evaluation confirms that objectives have been achieved in terms
of subsequent job performance. Make any necessary changes to any of the
previous stages to fix or improve your error practices.

2. The Transition Model 
The Transition Model focuses on the entire organization. The outer
loop represents the vision, mission, and values of the organization to which the
training model is applied. H. The inner loop is executed.

Vision
Focuses on the milestones that the organization seeks to achieve after a defined
point in time. A mission statement describes what an organization might look
like in a few years. A vision can include being a role model,
bringing about internal change, or meeting other deadlines.

Mission
Explain why the organization exists. Shows your position in the community.
The reason for creating a mission statement is to motivate, inspire, and
inform your employees about your organization. A mission
statement describes how the organization wants to be seen by customers,
employees, and all other interest groups.
Value
It is the transformation of vision and mission into communicable ideals. It
reflects the organization's deep-rooted values and is independent of the current
industry environment. For example, values include social
responsibility, good customer service, etc.
Mission, Vision and Values precede Goals in the inner loop. This model looks
at the organization as a whole. With these three things in mind, formulate your
goals and further implement your training model.

3. Educational Systems Development Model 

The Educational Systems Development Model is designed to solve training
problems. This model is widely used in organizations today to address
their training needs for job performance. Training goals are defined based on
responsibilities and job descriptions, and individual progress is measured
against defined goals.
The model also helps identify and develop preferred strategies, content
sequencing, and media delivery according to the type of training goals to be
achieved. His model for developing the
education system consists of the following five phases.

Analysis
This phase consists of training needs assessment, job analysis and
target group analysis.
Planning
This phase includes setting goals for learning outcomes, instructional
objectives to measure participant behavior after training, types of
training materials, selection of media, methodologies for evaluating trainees,
trainers and training programs, and knowledge sharing. Consists of strategies
to communicate.
Development
In this phase, design decisions are translated into training materials.
This consists of developing course materials for trainers, including handouts,
workbooks, visual aids, demonstration props, and more. Course
materials for trainees, including handouts with summaries.
Evaluation
This phase is intended to ensure that the training program has achieved
its objectives with respect to subsequent job performance. This phase consists of
identifying strengths and weaknesses and making necessary changes to any of
the previous phases to fix or improve the failing practices. The ISD model is an
ongoing process throughout the training program. It also emphasizes that
feedback is an important stage throughout the training program. In this model,
the output of one phase becomes the input of the next phase.
TREND IN TRAINING AND DEVELOPMENT

Here are some of the top trends in Corporate training and development that
enterprises can implement to upskill their workforce:

1. Artificial Intelligence (AI)

As the market for artificial intelligence solutions continues to grow, every
industry is becoming increasingly AI and data driven. Incorporating AI into
learning, training and development means more automation and personalization.
Have you ever seen a chatbot on a website? The way it answers your questions
and makes suggestions is similar to the human presence on the other side.
In a way, AI mirrors human intelligence and behavior to
create personalized experiences for users. AI-based learning platforms can use
algorithms to perform data analysis, measure ROI, and share recommendations
based on the user's previous interactions with the tool.
AI-based learning tools can also share customized training plans and
resources with individual employees. So investing in an AI-powered learning
platform will improve the learning experience for your employees.
2. Personalized Training
Creating a personalized employee training program tailored to
each employee's learning needs is an approach that yields better productivity
outcomes.
It has already been established that a one-size-fits-all approach does not work.
Therefore, the L&D team designs training modules with specific goals and
milestones for employees to achieve. At the same time, it gives
employees the opportunity to set specific goals and outline
strategies for achieving these goals.
This approach is time consuming, but gives good results. By creating
personalized training programs, you can provide your employees with relevant
resources to improve their skills and increase their efficiency.
A personalized training program is based on the employee's current
skills, knowledge and learning needs and aims to focus on each
employee's strengths and weaknesses and to improve and overcome them.
3. On-Demand Training
Self-paced courses are on the rise, and employees are choosing to study them on
online learning platforms. At
, instead of looking for sources to train yourself, why not give your
employees the training they need? L&D teams can conduct surveys of the skills
employees want to learn or improve .
We can then arrange a workshop or create an online training module for it. By
providing 1:1 continuous learning opportunities, employees can learn new skills
and apply them in the workplace.
4. Gamification
Simply put, gamification is the application of certain gaming
techniques to employee training. It is well known that recognition
and reward motivate employees to perform better in the workplace.
Games typically involve competitive action in which players try to reach the
highest score. Therefore, companies want to create a
competitive work environment in order to increase the productivity of their
employees staff his training program can be gamified by introducing leader
boards, offering badges/certificates as tokens of recognition, reward points for
completing levels of courses his modules, etc. increase.
companies are using this trend to increase participation and motivation,
ultimately increasing engagement and productivity. Our employees believe that
working in an engaging work environment will make them do more.
5. Augmented Reality
A little pricey, but definitely worth the investment for the immersive learning
experience it offers. Integrating Augmented Reality into your training program
can get you far more engaged than a regular training session.
AR displays a computer-generated 3D image of her overlaid on a regular image
or object on the learner's mobile screen. Augmented reality is being used to
provide intensive employee training in many industries such as
healthcare, automotive, construction, and retail.
This technology gives employees a deeper understanding of the product.
For example, a sales representative can view a magnified version
of a product that can be rotated and zoomed for better viewing. You can use this
feature when presenting your products to potential customers.
6. Experiential Education
Experiential education is learning by doing. Employees are presented with real-
world situations that actually apply to their jobs.
Simulation training and role-playing are great examples of
experiential learning where employees are forced to work through virtual
but real-world scenarios and find logical solutions to mitigate problems.
This type of training enables critical analysis and quick thinking. Learning not
only from successful attempts but also from failures helps learners improve
their skills and abilities.
Experiential learning is therefore a trend many companies use to bridge the gap
between theory and practice.

7. Microlearning
As businesses become more mobile, the need for
microlearning increases. Microlearning will undoubtedly go up in the next few
years. Creating short nuggets of knowledge tailored to employees' immediate
learning needs and delivering them exactly when they need them makes this
form of learning even more important.
Brief information can be in the form of text, video, animation or even audio.
The idea behind microlearning is to provide employees with
learning materials that they can access anytime. Learn how to introduce
microlearning into corporate training.
8. Mobile Learning Apps
Creating a mobile app specifically for employee training can greatly
improve employee engagement. As mobile users grow, so does the amount of
time they spend on apps.
So creating a mobile app makes your workout program more engaging and
interactive. Vendors that specialize in mobile application development can
help you design apps that fit your business type and employee needs. Here
are seven reasons businesses should
invest in employee training apps. And because BYOD is one of
the newer approaches to employee training, employees can bring their
own device to access training apps.
10. HTML5 Replacing Flash
Flash's demise was announced long ago, so this shouldn't come as a surprise.
Since Adobe decided to put an end to Flash, HTML5 has replaced it.
HTML5 is more advanced and has more features to support various multimedia
elements. Flash could not meet the mobile needs of modern business,
but HTML5 was able to deliver the same interactive experience to both mobile
and desktop users.
In 2020, HTML5 will be in high demand for creating interactive training
modules after Flash has already been superseded.
TRAINING METHODS USED IN BAJAJ SUGAR

Mostly Coaching and Apprenticeship training methods is used in bajaj sugar for
training of employees.

Under coaching method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee. Sometimes
the trainee may not get an opportunity to express his ideas. Coaches have
expressed analytical and interpersonal skills. There are two types of coaching:

- Internal coaching is done within the organization, where a manager acts as

coach for the team he/she already knows.

- External coaching is done where the coach is not a part of the organization or
the line management structure, but he/she is an expert in the field in which
coaching is being given.

Steps of the coaching process:

1. identifying a topic or issue

2. exploring ideas

3. removing barriers

4. taking action

5. refining and reflecting

Apprenticeship training is training in an industry or company. Apprenticeship
training consists of basic training (theoretical instruction) and practical training.
Anyone who reaches the age of 14, is physically fit and has received
the minimum training required for the
profession can complete the apprenticeship. 4,444 trainees have completed on-
the-job training and are exposed to real working conditions. You'll have the
opportunity to work with advanced machinery and equipment, learn industry-
specific best practices, and learn more about your area of expertise. Apprentices
become skilled workers when they acquire knowledge and skills in a craft
or trade that allows them to be employed or self-employed. In addition, trainees
receive remuneration at a predetermined rate for the duration of
their training. Apprenticeships can be pursued in any industry/institution in
the central/government public or private sector where apprenticeships are
available.

There are four categories of apprentices namely

 Trade apprentice- A person who completes an apprenticeship in a
particular profession. Designated industries refer to industries, fields of
specialization, and fields of specialization for engineering, non-
engineering, technology, and specialized courses announced by
the government.
8th, 10th, 12th Standard and ITI Pass-Outs are eligible for training in
certain apprenticeships. A B.Sc. pass out is also a mandatory qualification
for certain occupations.

 Graduate apprentice - A person who holds a degree in engineering /non

- engineering and undergoing apprenticeship training in designated trade.
  Technician apprentice - A person who holds a diploma in engineering /
non - engineering and undergoing apprenticeship training in designated
trade.

 Technician (vocational) apprentice - A person who holds certificate in

vocational course after the completion of the secondary stage of school
education recognised by the All - India Council.

PURPOSE
1. To examine the impact of training on workers.
2. To study the effectiveness of training and development in the
organisations.
3. To measure the satisfaction level of employees regarding training and
development.

OBJECTIVES
The objectives of the project is as follows:-
1. To study the effectiveness of training on the workers.
2. To measure the satisfaction level of employees regarding training sessions.
3. To examine the impact of training on workers.
4. To know which methods of training mostly used in Bajaj Hindusthan Sugar

ltd.

SCOPE
The scope of the study covers in depth, the various training practices followed
in Bajaj Sugar. The different training programmes incorporated in Bajaj Sugar
through its outside agencies or professional groups. It also judges the
enhancement of the knowledge and skills of employees and feedback on its
effectiveness.

LITERATURE REVIEW
The Effect of Training and Development on Employee Attitude as it Relates
to Training and Work Proficiency
Author- Debra L. Truitt
It is incumbent on training and development professionals to design, implement,
and evaluate the effectiveness of their programs in reducing disputes in
workplace performance. This study explores the relationships between training
experiences and attitudes and attitudes about perceived job proficiency. In a
sample of 237 full-time salaried/exempt and hourly/non exempt employees
from one academic institution and three businesses in the states of Maryland,
Delaware, and Arizona, the author finds a direct relationship between one’s
positive training experiences and attitudes and one’s proficiency. In this study,
86.8% of those who had updated training had the most positive attitudes toward
training. Furthermore, 80% of those who had negative training attitudes also
had negative views on their proficiency.

The influence of training and development to employee performance

Authors- Pebrida Saputri, Devia Lorensa, Asriani, Salda Zainurossalamia
ZA
Training and development have an important role to improve employee
performance to improve higher quality human resources . The purpose of this
study is to find out the role of training and development on the performance of
analysis consultant employees on environmental impacts (AMDAL) .
Hypothesis training and pegembangan are significantly affecting AMDAL
consultant employee performance. The population in the study this is all the
employees who have followed the training and development ka ryawan as many
as 35 people. Mechanical taking samples in research this is purposive sampling
The method that is used in research this is the collection of data through
questionnaires, the study literature, and observation. The technique used to
analyze simple linear regression data and examine hypotheses simultaneously
and partially. The result is that training and development significantly influence
employee performance simultaneously.

Impact of Training and Development on Employee Performance: A study

of Libyan Bank
Authors- Alsharif S. Abogsesa and Geetanjali Kaushik

The purpose of this article is to examine the impact of training and development

on employee performance and productivity at Jumhuria Bank. An
employee was interviewed. The lack of a comprehensive system for assessing
training needs, participant selection, and effective procedures for
their evaluation was noted. In addition, the training was rated poorly and
only homonyms. Additionally, roller training was more reactive in nature than
very aggressive roller training. We have also found that training and
development is highly relevant and effective in
improving employee knowledge, skills, behaviors and attitudes. Continuing
education had no effect on innovation, absenteeism, turnover, or job
satisfaction. Nevertheless, the training has improved the employees' job
performance and productivity. It was observed that the education and
training process involved various problems.

A Study on Training and Development Practices and Organisational

Effectiveness in LIC with Special Reference to Bihar, Patna
Author- Dr. Kumud
This study was conducted to analyze the effectiveness of training and
development practices to improve the knowledge and skills of LIC employees at
various Patna offices. Data were collected from 80 of his randomly
selected employees working in various departments of
LIC. Most employees feel that they can improve their knowledge
and skills by participating in training and development programs. Employees
felt that professional training would definitely strengthen their
expertise and skills, making them more efficient at their jobs. Therefore,
the effectiveness of training and development practices
is the primary goal of this study. An attempt has been made to provide
comprehensive training and development knowledge useful to
researchers working in the field of training.

Employee training and development for improved performance

Authors- Haifa Aldhukair and Malak Abunar

This study was conducted to analyze the impact of training and development

on the performance of private sector employees in Saudi Arabia. This study
was conducted based on a quantitative research approach. The sample
population for this work included her 50 respondents who were
company employees in
the Saudi private sector. Data were collected by questionnaire. The
questionnaire consisted of 10 questions related to training and development.
The survey was conducted online. The results showed that 62%
of respondents agreed that training and development is
a means to improve skills and maintain
high job performance. Furthermore, the results indicated that training should be
comprehensive and focused on all job categories in order to improve the overall
performance of the organization. Furthermore, the results showed that
employees rated training in both soft-her skills and technical skills as equally
important to job performance. This suggests that training can positively impact
employee performance and develop skills.

PROJECT/INTERNSHIP PLANNING
Now that you have considered some of the benefits of a successful project
planning, consider the steps to follow for implementation. These are your
"how‐to's" in designing your project planning and getting it off the ground.
Planning ahead is critical to successful implementation. The first steps include:

 Assessment of internal needs

 Allocation of resources

 Identification of a mentor

 Identification of a project team for each intern

Once you have defined these aspects of your project, you can develop and post
a description and recruit your interns. Finally, ongoing evaluation of your
project planning should offer opportunities for continuous improvement.
Identify Internship/project Coordinator ‐ The first step is to identify the person
within your company or organization who will coordinate your
internship/project program.

Access Internal Needs ‐ The next step in designing your internship/project

program is an assessment of internal projects or staff needs. The
internship/project coordinator should work with staff to assess current projects
and workload to determine appropriate situations where an intern might
contribute.

Each should consider:

• What ongoing tasks take place in my department or organization?

• What is the workload of our department or organization?

• What projects are currently on the "back burner?"

One great use of an intern is to devote time to projects that might currently be
on the "back burner" due to insufficient time or talents among existing full‐time
staff. For example, do you have new materials you would like to develop, or
existing brochures you would like to have updated? Would you like to redesign
your organization's website, but just don't have the time? Interns can be a great
source of assistance, given proper supervision, within these labor intensive
tasks. Similarly, an intern might conduct research for a report that another
staffmember will write.

Allocate Resources ‐ Long before your intern's first day with your organization,
you should consider the allocation of resources.  You may need to allocate
financial resources, as well as resources of time and materials, in order to create
an environment where your intern can succeed.  

One critical element in developing a successful internship program is

planning.  These planning elements include identifying project work, lining up a
mentor, and evaluating opportunities for experiential learning.  Ongoing
evaluation of your internship program will allow you to improve it.   Project
Work   An intern wants to make a contribution to your organization.  Interns
want to apply the concepts they are learning through their coursework to the
"real world" of your organization.   For example, a marketing intern may be
charged with researching market trends for your product, and analyzing this
data for use in your marketing materials and on your organization's website.  
Experiential Learning   Consider how you can contribute to the student's
experiential learning goals‐how your internship can help the student to "learn by
doing".  

• The student hopes to see how his/her coursework relates to your profession.  
• The student may want to "test drive" a potential future career field to find out
whether or not it is a good "fit" for him/her.  

• The student hopes to build upon his/her skills through practice, and also seeks
to learn from more experienced individuals in the field.   The Mentor Each
intern should be assigned to a mentor within your organization.  The mentor
may be a department head, project leader, or long‐ time employee who is
knowledgeable on the project where the intern will work.  The mentor's role
should include some initial orientation for the intern, as well as developing an
ongoing relationship.  

During your intern's first day, his/her mentor might fulfill some of the
orientation roles.  Ideas include:  

• Give the intern a tour of your facility.

• Show the intern the location and use of office equipment (photocopier, fax
machine).  

• Introduce the intern to others in the department and organization with whom
he/she will interact.

Throughout the internship/project, the intern will look to his/her mentor first
with questions.  The mentor should be prepared to offer guidance on project
tasks and responsibilities, including instructions on how tasks should be carried
out.  The mentor should also be available for general questions pertaining to the
company or the industry, where the intern can learn from the mentor's
experience.    The role of the mentor should involve a commitment of time to
the intern's experience.   Suggestions might include scheduling a lunch together
on the intern's first day, so that the intern and mentor can begin to get to know
each other.  Some mentors may choose to offer an "open‐door" to the intern,
and encourage him/her to stop by anytime with questions.  Other mentors might
prefer the structure of a regularly‐scheduled weekly meeting, where the intern is
encouraged to bring a list of any questions he/she might have from the past
week.  Either way, it is important that every intern knows that someone is
available to answer his/her questions.   A mentor can be a valuable resource for
the intern in many ways.  During the internship/project, the mentor might
provide input and evaluation of the intern's work products.  Additionally, the
intern is beginning to build his/her professional network, so a mentor might
look for opportunities to include the intern in meetings or to introduce the intern
to other company and industry contacts.  Finally, after the internship has been
completed, a mentor might offer to be listed as a reference on the intern's
resume.  The mentor should also be in a position to advise management of the
suitability of a later employment offer to the intern following graduation.  

The Project

The primary goal of each student in seeking an internship is to gain "real world"
experience in his/her future profession.  It is beneficial for each intern to be
integrated into a department or project team, where he/she will not only learn
from completion of his/her own assigned tasks, but will also develop a sense of
the "big picture".   Part of the learning experience should be an opportunity for
the student to see how his/her own tasks fit into the timeline and outcome of the
project as a whole. In addition to integration into a department or project team,
attention should be paid to the assignment of meaningful project work.  Your
intern is not looking to spend the summer making photocopies or getting
coffee.  Rather, your intern wants a chance to build upon what he/she has
learned through coursework.  Your intern wants to learn to apply what he/she
has learned to a "real world" project.  Certainly, this does not mean that interns
should be exempt from occasionally stuffing envelopes with the rest of the
team, but the focus of the internship experience should be devoted to
meaningful project work.       Integration into a department or project team can
also provide the intern with an opportunity to refine teamwork and
communication skills.  Others in the team can provide guidance to the intern,
both on specific project tasks and on aspects of professional work ethic and
culture, such as time management and meeting deadlines or managing
interactions with a difficult customer.  Team members can guide the intern in
learning to overcome challenges and in learning from his/her mistakes.  An
intern can benefit greatly from the experience of others on the team.  

Flexible Program Design

Project/Internship programs offer great flexibility in design and

implementation.  Consider the following options for your internship program:  
•   Will our workload support one intern, or several?   •   Can we utilize an
intern full‐time or part‐time?   •   Can we utilize an intern for the summer only,
or also during the fall and spring semesters?       No two internship programs are
exactly alike, so the challenge may be to consider how to design a program
around the needs of your organization.  For example, if your organization hosts
a large fundraising event annually, and you offer an internship for the planning
of this event, that internship might take place during the fall semester only, but
be available every year.  Or if your organization is a CPA firm, it may be typical
for your internship to be offered during the spring semester only, as assistance is
primarily needed during income tax season.    Evaluation   Your new internship
program may be viewed as a "work in progress," at least initially.  You may try
out different strategies to determine how an internship program can best suit the
needs of your company or organization.  By experimenting and learning from
your own experiences, you can evaluate your internship program and improve
upon it with each successive semester or year.   
The Supervisor

Interns should be assigned to a supervisor, like any other employee.  The

supervisor may or may not be the same person as the intern's mentor‐that will
depend on your organization's size and work structure.  The role of the
supervisor is to assign day‐to‐day tasks, monitor progress, and to evaluate the
intern's work products or outcome.   Set goals for your intern's progress.  You
can help your intern set goals for completion of various tasks, including daily
goals, weekly goals, and monthly goals.  If the intern is working on a project
with deadlines, setting goals can help ensure that these deadlines will be
met.  Guide your intern in breaking down larger tasks into action steps and
setting goals for completion.  Set milestones so that the intern knows he/she is
working toward something, and has a sense of accomplishment when each
milestone has been achieved.  

Time frame  

Your intern will likely be part of your team for the length of one semester‐
approximately four months.  Keep this timeframe in mind as you outline tasks
and goals for the internship.  It might be helpful to assign the intern to a project
that will go from start to finish within the time of the internship.   Alternatively,
consider whether there are particular tasks an intern could finish within a project
with a much longer timeframe.  You can help to provide your intern with a
sense of accomplishment, if he/she is assigned tasks that will be completed by
the end of the internship.   Furthermore, your intern might hope to have a
"finished product" for his/her portfolio. 

Description  
After you have assessed internal needs and identified where an intern will be
assigned, the next step is to develop an internship description.  You will find
some Internship Description examples in the Appendix.   Like any job
description, the more detailed information you can provide potential candidates
in the internship description, the easier you will make your task of selecting the
right candidate.  Elements of an internship description can include:  

• Information about your organization and/or the project  

• Description of intern's tasks and responsibilities  

• Preferred majors/minors or coursework the intern should have completed  

• Listing of skills required  

• Start/End dates for the internship and typical daily working hours  

• Compensation, if any  

• Academic credit, usually certified by the college/university  

Role and Responsibilities

Support team in all training activities, such as trainee registration and feedback

Support team to maintain trainees’ learning progress history

Help prepare word & Excel documents

PROBLEMS AND CHALLENGES

1. No Feedback- There is no feedback that I am performing well? Is this right
way to work? Have I done the project? What more I need work on? These
questions are necessary to be answered especially in case of interns and
students.
2. A new Lifestyle- There is no burden, no responsibilities, and no work
pressure in college days. Students enjoy this life style. After college days
are over, students join offices, organisations, and companies as an intern to
get job. It’s their very first introduction to the real world where they have to
perform. For this, they have to get up early in the morning, join office at
scheduled time, and make preparations for the project they are assigned to.
Going by all these, they have to struggle a lot to live up with this new life
style.
3. Sometimes supervisor is not available on-site.

INTERPRETATION AND ANALYSIS OF PROJECT

ANNEXURE OF QUESTIONNAIRE
Q1. To whom training is given more in your company?

a) New Staff
b) Junior Staff
c) Senior Staff
d) Based on Requirements

Q2. What are the barriers to training in your company?

a) Time
b) Lack of Interest
c) Money
d) Non-Availability of skilled trainers

Q3. What mode of training method used in your firm?

a) Apprenticeship Training
b) Coaching
c) External Training
d) Programmed Instruction

Q4. What are the general complaints about training sessions?

a) Time Wastages
b) Gaps between the sessions
c) Training Sessions are Unplanned
d) Sessions are boring

Q5. How many training programme do you attend in a year?

a) Up to 2
b) 3-5
c) 6-8
d) More than 8

Q6. “Training Sessions conducted in your firm are useful”. Do you agree with
statements?
 a) Strongly Agree
b) Agree
c) Disagree
d) Somewhat Agree

Q7. Will the training session involve only theory concepts or even practical?
a) Only Theory
b) Only Practical
c) Both Theory and Practical

Q8. How well the work place of training is organised?

a) Excellent
b) Good
c) Average
d) Bad

Q9. What kind of training methods do you prefer?

a) On the Job Training
b) Off the Job Training
c) Both

Q10. Does training help to improve employee and employer relationship?

a) Yes
b) No

SOURCES OF DATA
The sources of data are as follows:-

PRIMARY DATA

 Internal data about working of HR department gathered from

organization

 Interview

 Feedback by the Employees

SECONDARY DATA

 Websites of the Company

 Books

 Earlier researches on similar topic

SAMPLES

A sample is defined as a small data set that a researcher selects or selects from a

larger population using a predefined selection method.
These items are called sample points, sample units, or observations. Creating a
sample is an efficient research method. In most cases, surveying the entire
population is either impossible or expensive and time consuming. Examining
a sample therefore yields insights that researchers can apply to the entire
population.

SAMPLE SIZE
The sample size taken is 50 employees of Bajaj Hindushan Sugar Limited,
Palia Kalan Unit.
DATA ANALYSIS AND DATA INTERPRETATION

Q1. To whom training is given more in your company?

Number of New Staff Junior Staff Senior Staff Based on

Employees Requirement
50 25 11 5 9

18%

New Staff
10%
Junior Staff
50%
Senior Staff
Based on Requirements

22%

DATA INTREPRETATION

In the above pie chart shows that 50% of employees says that company give
training to new staff, 22% of employees says that company give training to
junior staff, 10% of employees says that company give training to senior staff,
18% of employees says that training is given as per requirements.
Q2. What are the barriers to training in your company?

Number of Time Lack of Money Non-

Employees Interest Availability of
Skilled Trainers
50 15 13 4 18

30%
36%
Time
Lack of Interest
Money
Non-Availability of Skilled
Trainers

8%
26%

DATA INTREPRETATION

In the above pie chart shows that 30% of employees says that time is the
barriers to training, 26% of employees says that lack of interest is the barriers to
training, 8% of employees says that money is the barriers to training, 36% of
employees says that non-availability of skilled trainers is the barriers to training.
Q3. What mode of training method used in your firm?
Number of Apprenticeship Coaching External Programmed
Employees Training Training Instruction
50 24 17 6 3

6%

12%

Apprenticeship Training
48% Coaching
External Training
Programmed Instruction

34%

DATA INTREPRETATION

In the above pie chart shows that 48% of employees says that methods of
training is apprenticeship training, 34% of employees says that methods of
training is coaching, 12% of employees says that methods of training is External
Training and 6% of employees says that methods of training is programmed
instruction.

Q4. What are the general complaints about training sessions?

Number of Times Gaps between Training Sessions are

Employees Wastage the Sessions Sessions are Boring
Unplanned
50 8 10 17 25

10%

16%
Times Wastage
44%
Gaps between the sessions
Training Sessions are
Unplanned
Sessions are Boring

30%

DATA INTREPRETATION

In the above pie chart shows that 44% of employees complain that training
sessions are boring, 30% of employees complain that training sessions are
unplanned, 16% of employees complain that there is a gaps between the
sessions, 10% of employees complain about time wastage during training
sessions.

Q5. How many training programme do you attend in a year?

Number of Up to 2 3-5 6-8 More than 8

Employees
50 39 11 0 0

22%

Up to 2
3 to 5
6 to 8
More than 8

78%

DATA INTREPRETATION

In the above pie chart shows that 78% of employees says that they attend up to
2 training in a year, 22% of employees says that they attend 3 to 5 training in a
year.

Q6. “Training Sessions conducted in your firm are useful”. Do you agree with
statements?

Number of Strongly Agree Disagree Somewhat

Employees Agree Agree
50 9 23 5 13

18%
26%

Strongly Agree
Agree
Disagree
Somewhat Agree

10%

46%

DATA INTREPRETATION

In the above pie chart shows that 46% of employees says that they are agree
with training sessions, 18% of employees says that they are strongly agree with
training sessions, 10% of employees says that they are disagree with training
sessions, 26% of employees says that they are somewhat agree with training
sessions.

Q7. Will the training session involve only theory concepts or even practical?

Number of Only Theory Only Practical Both theory and

Employees practical
50 4 20 26

8%

Only Theory
Only Practical
52%
Both Theory and Practical
40%

DATA INTREPRETATION
In the above pie charts show that 52% of employees says that training sessions
involve both theory and practical concepts, 40% of employees says that training
sessions involve only practical concepts, 8% of employees says that training
sessions involve only theory concepts.
Q8. How well the work place of training is organised?

Number of Excellent Good Average Bad

Employees
50 6 20 15 9

12%
18%

Excellent
Good
Average
Bad

40%
30%

DATA INTREPRETATION

In the above pie chart shows that 40% of employees says that the work place of
training is good, 30% of employees says that the work place of training is
average, 18% of employees says that the work place of training is bad, 12% of
employees says that the work place of training is excellent.

Q9. What kind of training methods do you prefer?

Number of Employees On the Job Off the Job Both

Methods Methods
50 37 0 13

21%

On the Job Methods

Off the Job Methods
Both

C
h
a
r
79% t
T
i
t
l
e

DATA INTREPRETATION

In the above pie chart shows that 79% of employees prefer on the job methods
of training, 0% of employees prefer off the job methods of training,21% of
employees prefer both methods of training.
Q10. Does training help to improve employee and employer relationship?

Number of Employees Yes No

50 35 15

30%

Yes
No

70%

DATA INTREPRETATION
In the above pie charts shows that 70% of employees says that training help in
improving the relationship between employee and employer, 30% of employees
says that training not help in improving the relationship between employee and
employer.

FINDINGS
1. Most of the employees says that company give more training to
new staff in comparison to old staff.
2. Training Sessions are boring is the general complaints by new
staff.
3. Non availability of skilled trainers are the barriers to training.
4. Most of the employees prefer on the job training methods.
5. Apprenticeship training is mostly used training methods in Bajaj
Sugar.
6. After attending the training programme most of the workers find
their attitude better towards the job.

CONCLUSIONS AND DISCUSSIONS

On the basis of the analysis made, the following conclusions are drawn:
1. Maximum number of employees find healthy environment at the work
place.
2. Lack of interest in employees act as a barrier in training programme.
3. Maximum employees said that they get help whenever they require.
4. Employees are satisfied with the training and development programme
given to them.
5. Training programme has helped in developing skills of employees.
 6. After attending the training programme most of the workers find their
attitude better towards the job.
7. Most of the employees want to the workplace to be redesigned where
the training sessions are been conducted.
8. 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.

LIMITATIONS & FUTURE ENHANCEMENTS

During my training, management and factory staff were

very cooperative and provided me with all-round support, but there
were some limitations related to my study: Due to the busy schedule of an
organisation i was unable to grasp the precious words of HR manager.

LEARNING DURING SUMMER TRAINING

1. Selection of company for summer training should be done carefully.
2. Teamwork is very important.
3. Networking and Communication skills need to be very good.
4. Need to know MS-Office for office work specially Excel, Word and
Powerpoint.
5. How the training and development of employees done in company.
6. Safety measure should be taken into consideration during training.
Difference between practical exposure and theoretical work
Theoretical knowledge and practical knowledge are like two sides of the coin,
both are equally important. It is necessary to understand both the ends of the
spectrum. It takes hours to acquire the art of practical techniques putting in the
time to understand how these techniques fit into a larger context and how they
work. 

Theoretical knowledge means learning anything without adopting practical

approach. It helps you understand why one technique is successful while the
other fails. Theory teaches you the experience of others. Theoretical knowledge
can give you a deeper understanding of a concept through seeing it in the
context of understanding the why behind it. 

Practical education is better because it makes you capable enough to know how
things happen in the real world. The best part of practical application is
whatever we learn through the practical way that knowledge will remain with us
for a longer period. In practical application, we learn the facts in an interesting
manner which are the best part of learning. If you enjoy your study then you
will never get bored or feel nervous of it. Today our education system needs a
practical approach therefore, they put prominence on the experience of ‘hands
on learning’. Practical knowledge can give the best exposure of learning. The
scope 

of practical knowledge is very wide, there are some things you can only learn
through doing and experiencing. (For e.g.: An “on the job” experience which is
also called Internship.) Practical knowledge can often lead to a deeper
understanding of a concept through the act of personal experience. 

Theoretical learning is what the knowledge is about and the practical

application is how the knowledge learnt needs to be implemented in certain real
life situations. The mode of practical application along with theory gives
everyone a clear explanation about the facts. Theory teaches about the
experiences of others while by practically experiencing the particular task you
can build your own experiences. Philosophically, knowledge is intangible but
the practical application made it tangible by applying those skills in practice. 

Having learnt the difference between theoretical knowledge and practical

application. Let’s take an example of VESIM and the exposure it provided not
only theoretical knowledge but also practical application. Right from Sell-On
activity we were spurred to take on a practical approach and it seemed to
continue as and when our MBA journey was progressing then be it the Swachh
Bharat Abhiyan, Tree Plantation drive, Literati Fest, Basic 18, Yuva for Seva
and the summer internship to the annual function, the Navratri function by
CGPT there were ample opportunities created for us to successfully learn the art
of management through practical approach of knowledge. 

Usefulness of Training
Summer Training has been around for a long while now. Summer Training is
probably one of the most ideal approaches to add depth to your CV in a short
period of time. It’s a period when Schools or Colleges are closed after a
Student’s exams. Delhi has a lot of reputed Summer Training Institutes, which
provide courses related to in-demand Technological Skills.

For many of us, Summer Vacation equals trips with our friends and family.
Similarly, it also entails spending an extended amount of time snared to our
Electronic Devices whether they be our Smartphones, Gaming Consoles, TV,
etc. But for some of us, it’s an opportunity to make some genuine choices that
will have an enduring effect on our life.
This is where Summer Training comes in. Summer Training are a mandatory
part of an Engineering Student’s curriculum. Competition in the job market is
getting difficult day by day. Today all organizations are searching for those
individuals who are in fact sound, can think out of the box, and have good
analytical skills.

Below are some of the advantages of summer training:

 Learn job-relevant skills

 Utilize spare time
 Practical Training
 Real-time work/projects to learn more scientifically
 Certificate from a reputed Organization helps add to your CV

RECOMMENDATIONS AND SUGGESTIONS

1. Some advanced training is required in technology department.
2. Training should be a continuous process i.e., it should be imparted at
regular intervals.
3. The duration of training program should be less and details should be
precise and accurate
4. HR department should conduct seminars on some vital topics so that
employees are always motivated and encouraged to work.
 BIBLIOGRAPHY
Websites
 www.google.com
 www.bajajhindusthan.com
 www.wikipedia.org
 www.bajajgroup.org