Summer Training Report

SUBMITTED IN PARTIAL FULLFILMENT OF THE REQUIREMENT OF

THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION

(SESSION - 2015-17)

SUBMITTED BY:

Sakshi Padiyar
MBA 3rd Sem.

DEPARTMENT OF MANAGEMENT STUDIES

BHIMTAL (NAINITAL)

SUBMITTED BY
SAKSHI PADIYAR

MBA II YEAR
 DECLARATION

I ,Sakshi Padiyar Student of MBA of Department Of Management Studies, Bhimtal

,hereby declare that the summer training project report titled “Training and Development” of

E-net Systems India Pvt. Ltd.” is my original work and the same has not been submitted for

the award of any other diploma or degree.

Sakshi Padiyar
ACKNOWLEDGEMENT
 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 this requirement,
training is not important. When this not the case, it is necessary to raise the skill 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 to day 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 employee training is not only an activity that is
desirable but also an activity that on organization must commit resource to if it is maintain a viable
and knowledgeable work force.

The entire project talks about the training and development in theoretical as well 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 organization in reaping the benefits from the money invested in terms like
(ROI) i.e return on investment. What are the ways we can identify the training need of any employee
and how to know what kind of training he can go for? Training being covered in different aspect
likes integrating it with organization 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.
 INDEX

Chapter 1
1.1. Executive Summary

1.2 .Company profile

1.3 .Introduction to topic

Chapter 2
2.1.Objective of the study

2.2.Research methodology

2.3.Significance of the study

2.4.Limitation of the study

Chapter 3
3.1.Data analysis and interpretation

Chapter 4
4.1.Recommendation

4.2.Conclusion

4.3.Key finding

4.4.Annexure

4.5.Bibliography
Objective of the study
Primary Objective

 To study the effectiveness of training and development programs inE-net Systems India Pvt.
Ltd

Secondary Objective

 To study the methods used in training the employees

 To analyze whether the quality of training and satisfaction of respondents related.

 To analyze whether the employees are satisfied with their current training methods.

 To collect and analyze the views of the participants and superior on the training.

 To study the training program on the basis of relevance, implementation and outcomes.
 INTRODUCTION OF THE TOPIC

Introduction

William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His study led him to believe that if these
same employees were properly motivated, they could work at 80-90 percent of their
capabilities. Behavioral science concepts like motivation and enhanced productivity could well
be used in such improvements in employee output. Training could be one of the means used to
achieve such improvements through the effective and efficient use of learning resources.

Training and Development

Human resources, are the most valuable assets of any organization, with the machines,
materials and even the money, nothing gets done without man-power. The effective functioning
of any organization requires that employees learn to perform their jobs at a satisfactory level of
proficiency. Here is the role of training. Employee training tries to improve skills or add to the
existing level of the knowledge so that the employee is better equipped to do his present job or
to prepare him for higher position with increased responsibilities. However individual growth is
not an end itself. Organization growth needs to be meshed with the individual’s growth. The
concern is for the organization viability, that it should adapt itself to a changing environment.
Employee growth and development has to be seen in the context of this change. So training can
be defined as:

Training is a systematic development of the knowledge, skills and attitudes required by

employees to perform adequately on a given task or job

The need for improved productivity in organization has become universally accepted
and that it depends on efficient and effective training. However, the need for organizations to
embark on staff development program for employees has become obvious. Absence of these
program often manifest tripartite problems of incompetence, inefficiency and ineffectiveness.
So training and development aim at developing competences such as technical, human
conceptual and managerial for the furtherance of individual and organization growth which
makes it a continuous process

Statement of Research Problem

Training and development play vital role in any given organizations in the modern day. It is
aimed at preparing employees for future or current jobs. The efficiency and productivity of the
firm can be increased considerably with right training methods. This is the reason why HR
department gives Training such a huge importance. So it is essential that we conduct studies and
experiment s to improvise our training methods.

The motive behind this study is to understand the effectiveness of training and development
programs on the employees of E-Net System India Pvt. Ltd. Noida

The training cannot be measured directly but the change in attitude and behavior that
occurs as a result of training. By studying and analyzing the response of employees regarding
training, we can make scientific conclusions, which is the core idea of this study.

“The intention of this research is to analyze and evaluate the effectiveness of training and
development in E-Net System India Pvt. Ltd.”

Need for the study

Training is the act of increasing the knowledge and skills of an employee for doing a particular
job. It utilizes a systematic and organized procedure by which employee learns technical
knowledge and skills. Training refers to the teaching and learning activities carried on for the
primary purpose of helping members of an organization.

Training is closely related with education and development but needs to be differentiated
from these terms. It is aimed at improving the behavior and performance of a person.

Training is a continuous and life long process. Training provides an atmosphere of sharing
synthesizing with the help of the trainers, the information already available on the subject.
Significance of the study

The development of any organization depends on its employees. For organizational productivity
training and development assumes great significance. Training aims at increasing the
knowledge and skills of the employee whereas organizational development on the other hand
refers to overall improvement of the organization such as its structure, objectives, policies and
procedures including managers and employees. Organizational development can be achieved by
hiring the services of the professional’s consultants. Training and development programs are
often viewed as part of organizational development.

A better knowledge about these things can facilitate the trainer as well as the trainee in
conducting and benefiting from the training. But training being a very complex process makes it
a bit difficult. So the best way to achieve it is by studying and analyzing the feedback of
employees as well as managers. The project includes collecting information from staffs of E-net
Systems and services, analyzing it, interpreting it, and concluding useful suggestions from it.

Some of the benefits of project are listed below

 Our project is conducted to know the level of knowledge and skills imparted into employees.
This will help the management to know the efficiency of their training programs as well as the
satisfaction level of employees and thus take necessary managerial decisions.

 The inferences made out of the project can help the employer and employee to contribute for the
better training facilities.

 Any training and development program should meet both primary and secondary objectives of
the organization. The study will give light in the designing of better training programs aiming
solely at the desired results.
DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT

 Training is a short term process whereas, development is a long term educational process.

 Training is done for specific job-related purpose whereas, development in general knowledge
purpose.

 Training refers to instruction in technical and mechanical problems whereas, development refers
to philosophical and theoretical educational concepts.

 Training targeted in most cases for non- managerial personnel whereas, development target for
managerial personnel.
BENEFITS/ADVANTAGES OF TRAINING AND DEVELOPMENT

 Boost morale of employees.

 Greater productivity.
 Develop leadership qualities.
 Employees get motivated.
 Development of skills of employees.
 Optimum utilization of resources.
 Profitability.
 Team spirit.
IMPORTANCE OF TRAINING AND DEVELOPMENT

 Organization culture- Helps in creating the learning culture within the

organizations.

 Image- Training and Development helps in creating a better corporate

image.

 Development of Human Resources- Apart from providing an opportunity for

the development of human resource behavioral and technical skills in an
organization. It also helps the employees in attaining personal growth.

 Organizational Climate- It helps in building the positive perception and

feelings about the organization. The employees get these feelings from
leaders, subordinates and peers.

 Health and Safety- Training and development by preventing obsolescence

helps in improving the health and safety of the organization.

 Thus it helps to develop human intellect and an overall.

OBJECTIVE OF TRAINING AND DEVELOPMENT

 The major objective of training and development is managerial effectiveness

through a planned and a deliberate process of learning.

 The principal objective of training and development is to make sure the

availability of a skilled and willing workforce to an organization.
Methodology

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them.

Training is the process of assisting a person for enchanting his efficiency and
effectiveness at work by improving and updating his professional knowledge by developing
skills relevant to his work and cultivating appropriate behavior and attitude towards work and
people.

Training could be designed either for improving present at work or for preparing a
person for assuming higher responsibilities in further which would call for additional
knowledge and superior skills.

Training is different education particularly formal education. While education is

concerned mainly with enhancement of knowledge, training aims

Essentially at increasing knowledge, stimulating attitude and imparting skills related to a

specific job.

It is a continuous and life long process. Training provides an atmosphere of sharing and
synthesizing, with the help of the trainers, the information already available on the subject.
Training is a time bound activity program. Thus there is a separate specialized discipline of
trainers socializing in the field of human activity.
Meaning

A business' most important asset is often its people. Training and developing them can
be one of the most important investments a business can make. The right training can ensure
that your business has the right skills to tackle the future. It can also help attract and retain good
quality staff, as well as increasing the job satisfaction of those presently with you - increasing
the chances that they will satisfy your customers.

Thus Training is the act of increasing the knowledge and skills of employee. It is a
universal truth that the human resources available in an organization have to be managed more
efficiently than the material resources comprising of machines and money.

Eloquently putting “Training is a systematic development of the knowledge, skills and

attitudes required by employees to perform adequately on a given task or job”.
Definitions

“Training is the continuous, systematic development among all levels of employees of

that knowledge and those skills and attitudes which contribute to their welfare and that of the
company”.

- M.C Lord and Efferson

“Training may be defined as a process of developing an understanding of some organized

body of facts, rules and methods. This information concerns largely the operative phases of an
applied knowledge”.

- R.C Davis

Theories of training and development

1. Kirkpatrick evaluation model

The Kirkpatrick evaluation model or theory was developed in 1959 by University of

Wisconsin professor emeritus Donald Kirkpatrick. It consists of four levels of evaluation:
reaction of participants; learning, or the knowledge and skills gained; behavior, or the ability to
apply the new skills; and results, or the organizational impact. Each level of evaluation builds
upon and adds precision to the previous level.

 The reaction

The reaction level measures how training participants react, including their level of
participation; ease and comfort of experience; and the level of effort required to make the most
of the learning. A reaction evaluation is inexpensive and simple to administer using interaction
with the participants, post-training surveys and online questionnaires. The evaluation can be
done immediately after the training ends. It is important that participants have a positive reaction
to the training sessions because a negative reaction leads to poor learning.
 The learning

Learning evaluations are usually conducted before and after a training program to
assess impact the program has had on the learning process. Evaluations assess whether
participants have advanced in knowledge, skills and intellectual capacity as a result of the
training. Learning evaluation tools include self-assessment using online questionnaires and
tests, and formal assessment through interviews and observations. Learning evaluation is
especially relevant for technical training because technical skill level changes are usually
more quantifiable.

 Behavior

Behavior evaluation assesses the extent to which training participants apply the learning
in their jobs. The evaluation is usually done over a period of time to determine if the
participants use the new skills and knowledge on the job, improve their performance and
transfer the knowledge to their peers. Tools include observations, questionnaires, tests and
interviews. Behavior evaluations take more time and effort than reaction and learning
evaluations. It is important to involve the line managers and immediate supervisors in the
process because they are in the best position to observe and assess participant behavior changes.

 Results

Results evaluation determines the success of a training program in operational and

strategic terms, such as increased sales, reduced expenses, improved quality and reduced cases
of workplace injuries. However, it may not always be possible to correlate improved operational
performance with training. For example, improvements in product quality may be due to better
design tools and more qualified staff, not just a new quality training program. External factors,
such as changes in the economy and the competitive environment, may also influence
operational results.
 Needs of Training

 To enable the new recruits to understand work:

A person who is taking up his job for the first time must become familiar with it. For
example, if a fresh graduate is appointed as a clerk in a bank, he must first of all gain
knowledge of work assigned to him.

 To enable existing employees to update skill and knowledge.

Training is not something needed for the newly recruited staff alone. Even the existing
employees of a concern may require training. Such training enables them to update their
skill and knowledge.

 To enable an employee who has been promoted to understand his responsibilities.

Training is essential for an employee who has just been promoted to a higher level job.
With an evaluation in his position in the organization, his responsibilities are also going
to multiply.

 To enable an employee to become versatile.

Sometimes an employee may have to gain knowledge of several related jobs. It will not
be enough if he is only good in the work he does presently.

 Purpose of training

 One of the main purpose of training is to prevent industrial accidents. This is done by
creating safety consciousness among workers.

 When the employees are trained it enables them to achieve the required level of
performance which in turns increases the productivity.

 Training helps in increasing the knowledge and skills of employee.

  When the employees are trained it becomes easy for them to adapt themselves according
to the changes made in business.

 Training reduces the cost of supervision. Trained employees needs less guidance which
in turns reduces the needs for supervision.

 Importance of Training

 Improvement in skill and knowledge: Such training helps the employees to perform his
job much better. This benefits the enterprise as well.

 Higher production and productivity:

 If an enterprise has a team of well-trained employees there will be rise in production as

well as increase in productivity. Productivity is the input- output ratio

 Job satisfaction:

 Trained employees will be able to make better use of the making of their skill. This
increases their level of self-confidence and commitment to work. Such employees are
bound to have higher job satisfaction.

 Better use of resources:

 Trained employees will be able to make better use of materials and machines. This
reduces the rate of wastage and spoilage of materials and also breakage of tools and
machines

 Reduction in accidents:

 Trained employees are aware of safety precautions and so they are alert and cautious.
This is bound to bring down the number of accident in the works place.

 Reduced supervision:
  Well trained employees do not need much supervision. They can do their work without
having to approach their superior often for guidance.

 Reduction in complaints:

 ‘Only bad workers blame their tools’. An employee who has acquired the necessary skill
and job knowledge would certainly love his job.

 Adaptability:

 Trained workers have the capacity to adapt themselves to any kind of situation. They are
odd in crisis management too. This indeed is beneficial for the organization.

 Scope for management by exception:

 With trained workers working under them, it becomes easy for the managers to get
things done by delegating authority. This enables the managers to concentrate more on
important issues confronting the organization.

 Stability:

 “The employees of today are going to be the managers of tomorrow”. The retirement of
key managers may not affect the stability of an organization if it has a team of trained,
efficient and committed employees who are ever ready to take over management.

 Features of training

 The features of good training programs are as follows:-

 Clear purpose:

 The objective of the program should be clearly specified. The training should be result
oriented.

 Training needs:
  The training needs of employees should be clearly defined. The methods selected for
imparting training should be appropriate and effective.

 Relevance:

 The training program and its contents must be relevant to the requirements of the job for
which it is intended.

 Balance between theory and practice:

 A good training program should provide a balanced mix of theory and practice the
theoretical framework should be backed by practical application to provide all round
training

 Management support:

 Top management must actively support the training program so that the training
program may help the employees to yield better results. Once the employees get the
support form management support perform their job more effectively.

 Steps involved in training

 Step1: Define the chart part of the organization in which the work has to be done. It is to
have a focused approach of the study. It could either be a particular department, a
section, a unit, a specific group or a staff category.

 Step2: Use various data collection measures to collect both qualitative as well as
quantitative data.

 Step3: Analyze the entire data collected in order to find out causes of problem areas and
priorities areas, which need immediate attention.

 Step4: Priorities the different training programs according to the responses collected.

 Step5: Record and file the entire data so that it can be used for future reference while
designing training programs/ training calendar.
 Methods and Types of Training and their Advantages and Disadvantages.

Following chart illustrates advantages and disadvantages for the different training methods.

Training Method Type of Training Advantages Disadvantages

Instructor-Led Classroom Revised easily Scheduling is difficult
Training
Developed quickly Travel costs
Face-to-face contact Differences from class
to class
On-line Group No travel costs Requires computer
Training equipment
Developed quickly No face-to-face contact
Videoconferencing Supports large High equipment costs
and Video/On-line groups and multiple
sites
No travel costs Logistically
challenging
On-the Job Coaching Effective knowledge Differences from
transfer instructor to instructor,
session to session.
Related to trainee's Costly in terms of
job instructor-to-trainee
ratio
Face-to-face contact
On-line Self-Directed All On-line Training Consistent training High development
Training content costs
Convenient access to Lengthy development
training time
Trainee sets own Requires computer
 pace equipment
Reuse does not
require trainer
participation
Web-Based Training Easy to modify Limited bandwidth
causes slow download
times.
CD-ROM/DVD Supports complex Difficult to modify
multimedia
Off-line Self-Directed Printed Material Portable Less Interesting
Training
Trainee sets own Difficult to modify
pace
Developed quickly
Video DVD or Consistent training Requires playback
Audio CD content equipment
Can share copies Can be costly to
develop
Trainee sets own Difficult to modify
pace
Just-In-Time Training Electronic Available when Costly to develop
Performance Support needed at trainee's
System (EPSS) convenience
Related to trainee's Requires computer
job equipment
Continuous Promotes employee Requires training
Improvement involvement resources that are
readily available on a
continuous basis
Promotes creative Differences from
solutions instructor to instructor
Computer-Mediated Accessible at the Requires computer
Asynchronous trainee's convenience equipment
Collaboration
Promotes creative Can require computer
solutions software
Promotes employee
involvement
 COMPANY PROFILE

Incorporated in 2011, E Net Systems India is an end-to-end ecommerce options &

solutions service provider organization situated in Noida, India. Whether you are a Fortune 500
company with operations & services across time-zones, a mid-sized organization looking to
scale up to the next echelon, or a small business keen to make a mark in a competitive &
dynamic market, you can count on E Net Systems India to be your growth partner. We assist
hundreds of online shops to make sure they are profitable on internet by taking advantage of our
in-depth information of the market .We as E Net Systems India are a professional back office,
BPO and IT enabled service providing & support mechanism.

E-Net Systems India is the prime supplier of back office administrative services,
including online and offline data entry services, Data processing, web and data research, Web
designing, SEO services, SMS and Email Campaign for some of our clients and scanning
services, Bookkeeping, Accounting data entry, Banking Application Services and comprehensive
accounting services. The team has more than 7 years of experience that has supported and
satisfied clients around the world since its inception.

Our strength is to enhance the team size with quality resources instantly as per client
instruction. We can address your immediate project needs & provide ongoing back office
support services for your team at your location if desired. We are focused to commitment to
create innovative, high quality services that are relied on and required every day by many
businesses in India. Leveraging on our vast industry experience, we have been able to establish
ourselves as a renowned firm that provides assurance in Business Process Outsourcing Services.
Our core strength is Vendor / Merchant Acquisition & End to End solutions for Shopping Portals
and E-commerce websites.

We are dedicated towards delivering quality and to providing affordable, flexible, and
dependable services to meet every back office and administrative requirement. Our clie nts enjoy
a rich array of services and customer focused attention. We understand the importance of
turnaround time & are well known for meeting stringent deadlines and providing a professional
managed & quality assured service. We firmly believe that our commitment to quality, speed,
confidentiality and excellent work ethos are the key reasons for our steady growth. These factors
are combined with our project approach, Quality initiatives, team training and offshore
advantages, set us apart from the competition. We encourage you to explore our full array of
services and the competitive and business advantages these services provide.

We are specialized to Design, Format and Present all un-structured data into
structured data format or as desired by our clients. We offer a wide range of back office activity,
which matches the highest global standards in terms of efficiency and accuracy. Leveraging on
this advantage, we have evolved as a unique service delivery model that seamlessly combines
the cross-functional expertise across pan India to focus on providing optimal and holistic
business services & solutions. By deliver higher quality, increased productivity, and lower costs.
Our services are divided into various wings Documents, Papers scanning, Book, Data Pro cesses
like OCR Conversion, OCR Data Entry. Manual Data Entry, Manual Form Entry, Form
Processing, Data Coding, Data Keying, Data Mining, Data Validation.

Our employees have the appropriate skill-set for their jobs. As our strongest asset, we
continually invest in their development & progress. In keeping with client requirements, project-
specific training is imparted at the commencement of every new project and also when new
agents are aligned to an existing one. Up-gradation of capabilities is done through specific
training programs & refresher on a regular basis or as desired by the client. We are also an
equal-opportunity employer and recruitment is based on the potential of the candidates, and not
just their qualifications on paper. Moreover we adopt the latest technologies, with regard to
maintaining a streamlined, uninterrupted flow of project-related data between your office
location and our delivery centers.
MISSION
Our mission is to remain a world-class entrepreneurial, diversified, and socially responsible growth
company that provides high-quality value-added products and services for our clients. To help our
clients maximize their customer lifetime value and increase their competitive advantage by helping
drive productivity and efficiency while delivering measurable results.

VISION
To constantly strive towards excellence in providing one-to-one tailor made solutions for
organizations, communities or clients by bridging the gap between clients' expectations and our
services. Also to be the premier leader and provider of Technology Enabled and Business Process
Outsourcing services in our chosen markets and harness the enthusiasm and teamwork of our skilled
workforce for optimal customer satisfaction
 Our Services
 Inbound & Outbound Calling with predictive dialer with all required dispositions

 Web Designing

 SEO Services

 Data Entry

 Data Processing

 OCR scanning

 Scanning & Indexing

 Provide outsource staffs in corporate houses

 CAF Processing

 Field Activity (For Collection, Distribution of Product, Verification & Promotion)

 Credit Card Form Processing & Customer Verification

 Lead generation for Telecom and Real Estate Projects

 Customer Retention

 Medical Insurance Processing

 Acquiring Merchant / Vendor for Online Shopping Portals.

 OUR CLIENTS

We consider quality as an integral part of all our business activities. We are committed
to satisfy our clients

Some of our valuable clients list.

Customers Speak
Our clients have been treated as our customers and they have been offered nothing but
the best and hence although the contract for some got over but the relationship that
they shared with the company has been instrumental in the sustenance of the spirits of
all that are a part of the organization.

E-commerce Client
Our clients have been a pioneer in their domains and they trusted us with an opportunity
to assist them to propel them into the new markets and to outperform their comp etitors.
So much so that they firmly believe in what we do and have committed them for a longer
period of time by raising their count of seats from 50 to 200.

Sales & Customer Acquisition

Another of our client ventured into this unknown domain with a small batch of 15 agents
and within a span of 8 months the strength has grown manifold and the current strength
stands at over 200+ agents.

Catalog & SKU updating

This was the first time that we were foraying into this line of business, but the cohesive
efforts of the team aligned slingshot us into the competition where we were rubbing
shoulders with the big guns. Seeing this, the clients have raised the count of agents
from 15 to 50 in less than 2 months’ time.

Back Office & Data Entry

This line of work has been the forte of the company since its inception and hence this is
where the company has delivered every time and thus the clients have sustained their
operations with us due to our deliverance.
 RESEARCH METHODOLOGY

Introduction

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them.

Research methodology has many dimensions and research methods do constitute a part of the
research methodology. The scope of research methodology is wider than that of research methods.
Thus, when we talk of research methodology we not only talk of the research methods but also
consider the logic behind the methods we use in the context of our research study and explain why
we are using a particular method or technique and why we are not using others so that research
results are capable of being evaluated either by the researcher himself or by others. Why a research
study has been undertaken, how the research problem has been defined, in what way and why the
hypothesis has been formulated, what data have been collected and what particular method has been
adopted, why particular technique of analyzing data has been used and a host of similar other
questions are usually answered when we talk of research methodology concerning a research
problem or study.

Topic of Study

This study focuses on the effectiveness of training and development processes in E-net Systems
India Pvt. Ltd. Training is the process of increasing the knowledge and skills of the employee. A
better knowledge about these things can facilitate the trainer as well as the trainee in conducting and
benefiting from the training. But training being a very complex process makes it a bit difficult. So
the best way to achieve it is by studying and analyzing the feedback of employees as well as
managers. The project includes collecting information from staffs of E-net Systems India Pvt. Ltd.
analyzing it, interpreting it, and making observation and providing useful suggestions from it.

This study helps to know the impact of training process on employees in the organization. And
also it enables to know the attitude of employees towards training, satisfaction of employees,
efficiency of training programs and trainers, and impact of training on the productivity of the
organization.

This study provides the management with information regarding the effectiveness of their
training process and the satisfaction level of their employees with which they can understand the
areas of strengths and weaknesses of their training program and take necessary managerial
decisions.

The study mainly deals with the efficiency of training processes which has to be increased. The
objective, relevancy of training, methods, materials, environment and time duration of training,
personal satisfaction of employees all affect the effectiveness of training. The study tries to cover as
many areas as possible in order to come with the best and accurate conclusions. The feedbacks of
the participants and trainers of training process have contributed a lot to achieve this.

Sources of Data

Data refers to information or facts however it also includes descriptive facts, non-numerical
information, qualitative and quantitative information

Data could be broadly classified as

 Primary data

Primary data

Primary data is the data collected for the first time through field survey. It is collected with a set
of objectives to assess the current status of any variable studied. Primary data reveals the cross-
section picture of the object under scrutiny. Therefore primary data are those collected by the
investigator (or researcher) himself for the first time and thus they are original in character.
Advantages of primary data

 They are the first hand information.

 The data collected are reliable as they are collected by te researcher for himself.

 The primary data are useful for knowing opinion, qualities and attitudes of respondents.

Sampling Technique

The sample size was selected, so that it could be used to explain the training and development
system used in E-Net System and the perception of employee about the system.

For that purpose employee were randomly selected for different department of organization.

Sampling allows us to concentrate our attention upon a relatively smaller number of people, items
and hence to denote more energy to ensure that the information collected from them is accurate.

Defining population

The group of individuals or their attributes, which can be directly specified numerically is known as
population.

It covers element, units, extent and time.

For given project these are as follows:

Element: Employee

Units: Various departments

Extent: E-Net System

Time: June to July 2016

Research Design

A research design is purely and simply the framework or plan for the study guides the collection
and analysis of data.

Research design is some statement is specification of procedures for collecting and analyzing the
information required for the solution of some specified problem. It provides a scientific framework
for conducting some research investigation

Decision regarding what where and much by what means concerning an enquiry as a research study
constitutes in research design.

For defining the problem conclusive research design was used. The first reason for selecting such
design is that we seek to satisfaction level of E-Net System. Concerning with the existing training
and development system.

The research design must be able to explain the modification intended by the employees of the
organization in the training system.

It can be explained by showing or finding the cause and effect relationship among various factors.

Research design: Primary data

Data source: Survey method

Research approach: Questionnaire technique

Sample area: Different department of E-Net System

Contact method: Personal interview done through Questionnaires

DATA ANALYSIS

AND

INTERPRETATION
 ANALYSIS

 25% are in favor of observation because this is non-threatening and is excellent way to
measure the behavioral changes.

 40% respondents feel that interview is the most appropriate method of evaluating the
training program because it is more flexible method, and in this they can get the
opportunity for clarification and the most important thing is that in the interview, personal
interaction is also possible.

 Corporate HR E-net Systems India Pvt. Ltd. Mostly use the questionnaire to get the
feedback of trainees but only 15% respondents are in favor of questionnaire because in it
there is a possibility of getting inaccurate data and in this responding conditions are also
not controlled.

 15% are the favor of self-dairies and 5% are the favor of supplement test. It means that E-
net Systems India Pvt. Ltd. Should also try to use other method of evaluation of training
program.
DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting business
data – for example as part of process improvement of similar project.

Data collection usually takes place early on is an improvement project, and is often
formalized through a data collection plan which often contains the following activity.

1. Pre collection activity-Agree goals, target data, definitions, methods

2. Collection-data collection
3. Present Findings-usually involves some form of sorting analysis and/or
presentation.

There are two methods of data collection which are discussed below.

DATA COLLECTION

PRIMARY DATA SECONDARY DATA

(Data collection techniques)

QUESTIONAIRE INTERVIEW EXTERNAL INTERNET INTERNAL

SOURCE SOURCE

Unstructured
 ANALYSIS OF PRIMARY DATA

1. What do you understand by training?

Learning 0
Enhancement of knowledge, skill and attitude 4
Sharing Information 0
All of the above 16

0%
20% Learning

0% Enhancement of knowledge, skill

and attitude
Sharing Information

All of the above

80%

ANALYSIS

The above result shows that most of the kartavyayogis of corporate HR are well aware
of the definition, inputs and purpose of the training program. They are self-motivated to
attend such training program as it will result in their skill enhancement & improving
their interpersonal skills.

2. Training is must of the enhancing productivity and performance.

Completely agree 17
Partially agree 3
Disagree 0
Unsure 0

0%
15%

Completely agree
Partially agree
Disagree
Unsure

85%

ANALYSIS

The above result shows that mostly all the Kartavyayogis of corporate HR are well
aware of the role and importance of the training. It means somewhere their productivity
and performance has been improved after the training program attended by them and it
helped them to achieve their goals.
 3. (i). Have you attended any training program in the last 01 year?

Yes 20
NO 0

0%

Yes
NO

100%

ANALYSIS

100% Respondent had attended training program in the last one year it means in E-Net
system India Pvt. ltd. Time to time training is provided to all the employees and it is
continuous process.
 3. (ii). If yes which module of soft skill development training?

Personality and positive attitude 3

Business communication 2
Team building and leadership 0
Stress management and work life balance 2
Business etiquettes and corporate grooming 0
All of the above 13
If any other please specify 0

Personality and positive attitude

Business communication
0%
15%
Team building and leadership
10%
Stress management and work life
0% balance
10% Business etiquettes and corporate
65%
0% grooming
All of the above

If any other please specify

ANALYSIS
65% respondent had attended all the five modules of soft skill development training. But
besides soft skill development training E-net system should also provide process or skill
base training to enhance the employability.

4.(i). After the training have you given feedback of it?

Yes 20
NO 0

0%

Yes
NO

100%

ANALYSIS

100% respondent had given feedback after attending the training. It means each and
every respondent are well aware of the importance of the giving feedback.

They know that their feedback is very important to identify the effectiveness and
valuation of training program.
 4. (ii). If yes, through which method?

Questionnaire 16
Interview 1
Supplement test 1
Any other 0

6%0%
5%

Questionnaire
Interview
Supplement test
Any other

89%

ANALYSIS

The above result shows that the questionnaire is the most popular method of evaluating
the training program and other method are not very much in practice in E-Net system
but since there are various other method of evaluation of training program like
interviews supplement test self-diaries and observation So it should also implement the
other method also to identify ROI of the training program.

5. Which method of post training feedback according to you is more

appropriate?

Observation 5
Questionnaire 3
Interviews 8
Self-diaries 3
Supplement test 1

5%
15% 25%
Observation
Questionnaire
Interviews
Self-diaries
15%
Supplement test
40%
 6. (i) Do you think that the feedback can evaluate the training effectiveness?

Yes 20
NO 0

0%

Yes
NO

100%

ANALYSIS

100% respondent think that feedback can evaluate the training effectiveness it means
that Kartavyayogis in E-Net system are aware of the importance of taking feedback after
the training.
 6. (ii). If yes, how can the post training feedbacks can help the participant?

Improve the job performance 1

An aid to future planning 3
Motivate to do better 2
All of the above 14
None 0

0%5%
15%
Improve the job performance
An aid to future planning
10% Motivate to do better
All of the above
70% None

ANALYSIS
70% respondent feel that the post training feedback can have the participant to improve
job performance is an aid to future planning and can motivate to do better. It means that
they are benefited by given of the trading attended by them.

7. Post training evaluation focus on result rather than on the effort expanded in
conducting training.

Completely agree 14
Partially agree 6
Disagree 0
Unsure 0

0%

30%
Completely agree
Partially agree
Disagree
Unsure
70%

ANALYSIS
70% respondent are completely agree and 30% respondent are partially agree with the
statement that post training evaluation focus on result rather than on the efforts
expanded in conducting trading program. It means that all the responded are well aware
of the purpose and objective of the post training evaluation.

8. What should be approach of Post training evaluation?

Trainer centered 2
Trainee centered 2
Subject centered 8
All of the above 8

10%

10%
Trainer centered
40%
Trainee centered
Subject centered
All of the above

40%

ANALYSIS
  40% respondent feel that the approach of post training evaluation should be
subject centered and 40% respondent also feel that it should be trainer, trainee
and subjects centered.
 10% respondent are in favor of trainee centered approach and 10% respondent
are in favors of trainer centered approach.

9. What should be the ideal time to evaluate the training?

Immediate after training 6

After 15 days 7
After 1 month 4
Can’t say 3

15%
30%
Immediate after training
After 15 days
20%
After 1 month
Can’t say

35%

ANALYSIS
35% respondent feel that training should be evaluate after 15 days 30% feel that it
should be immediate after training. 20% feel that ideal time to evaluate the training is
after one month and 15% are unsure.

Since each respondent had attended different training program. So the ideal time of
evaluation of training depends on types of training. It could be vary for different
training.

10. Should the post training evaluation procedure reviewed and revised
periodically?

Yes 16
No 2
Can’t say 2

10%

10%
Yes
No
Can’t say

80%

ANALYSIS
80% respondent feel that post training evaluation procedure should be reviewed and
revised periodically. It means that it has to be a continuous process and be taken
regularly by the line manager/reporting of the participant. It could also be taken by peer
group.

Still 10% feel that the post training evaluation procedure should not be reviewed and
revised periodically. It means they are satisfied with the post training evaluation
procedure followed at E-Net system.
11. Is the whole feedback exercise after the training worth the time, money and
efforts?

Yes 18
No 2
Can’t say 0

10%

10%
Yes
No
Can’t say

80%

ANALYSIS

80% respondent feel that the whole feedback exercise worth the time, money and effort
and 10% respondent do not agree with this. It means that feedback exercise is valuable
and wrathful for the participant to achieve their personal goal as well as for the
organization.

Still 10% are unsure about it. So there is a need to create awareness among then that
how much the feedback exercise is important to identify the effectiveness and valuation
of the training program, to identify the ROI,(Return on investment) to identify the need
of retraining and identify the points to improve the training.
 12. The post training feedback can be used.

To identify the effectiveness and valuation of training program. 3

To identify the ROI 2
To identify the need of retraining. 0
To provide the point to improve the training. 0
All of above 15

To identify the effectiveness and

15% valuation of training program.
To identify the ROI
10%
To identify the need of retraining.
0%

To provide the point to improve

the training.
75%
All of above

ANALYSIS

75% respondent feel that post training feedback can be used to identify the effectiveness
and evaluation of training program, to identify the ROI, to identify the need of retraining
and to provide the points to improve the training. Also other are aware of the importance
of post training feedback.
 MAIN OBJECTIVE OF THE STUDY

 To study the awareness of employees in training and development.

 To know about the existing system of training and development in E-Net System India
Pvt. Ltd.

 To evaluate the effectiveness of employees by practicing training is an organization.

 To know the satisfaction of employees with the procedure of training and development
followed in E-net Company.
 LIMITATIONS OF THE STUDY

 Time limitation was the bigger constraint.

 The sources of data collection were limited.

 Sampling size may not hold good for large mass because size was of only 20, because
only these people had attended soft skill development training.

 The study is based only on secondary and primary data so lack of keep observations and
interactions were also the limiting factors in the proper conclusion of the study.

 Theworking personals are not proffered to give complete information.

CONCLUSION

Analysis of all the facts & figures, the observations and the experience during
the training period gives a very positive conclusion/ impression regarding the training
imparted by the E-Net Systems and Services trainers. The E-Net Systems and Services is
performing its role up to the mark and the trainees enjoy the training imparted especially
the practical sessions and simulations.

Professional competence describe the state of the state of the art, Area knowledge,
expertise and skill relevant for performing excellently within a specific functional
department.

Technical knowledge is present and used within a firm for the welfare of its
stakeholders. To develop this competence regular training and development is required.

The company is very well managed.

 Effectiveness of the training and its resultant in the performance of the

employees.

 Assists the employees to acquire skills, knowledge and attitude and also enhance
the same.

 Helps to motivate employees and helps in avoiding mistakes.

 Training initiatives and programs have become a priority for Human resources.

 Its management is highly devoted towards the quality of their product, well-
being of their staff and workers. And work efficiently to achieve the company’s
goals and the individual goals.

It becomes quite clear that there is no other alternative or short cut to the development of
Human resources. Training when used in a planned and purposeful manner can be an
extremely effective management tool as they increase the knowledge and skills of
workers and thereby increasing the productivity and wealth of the organization.
 KEY FINDINGS

 At E-net system India Pvt.Ltd.time to time training is provided to all the members and
it is continuous process.

 Questionnaire is the most popular mean of evaluating the training program in E-net
system Pvt.Ltd.

 Most of the members feel that interview is the most appropriate method of evaluating
the training program.

 Post training evaluation focus on result rather than on the effort expanded in conduction
the training and it worth the time, money and effort.

 The management of the company is very hard working it also takes care about the
well-being of their staff.

 The training method of an employee was totally based on the performance.

 Team work is clearly visible in the organizations.

 SUGGESTIONS AND RECOMMENDATIONS

 Besides questionnaire other methods of post training evaluation should also be used like
interviews, self-diaries, observation and supplement test.

 The training needs should be assessed regularly by observing the performance of

employees and also from feedback.

 The training records must be maintained, preserved properly and updated timely.

 Proper care should be taken while selecting the trainers.

 Trainers must be given continuous feedback and the training should be performed as a
continuous planned activity.

 New and different trainers should be invited so that the maximum impact can be got
from the training programs.

 The feedback must be positive, corrective on observed behavior rather on assumptions.

 There should be no negative ratings because it affects interpersonal relations.

 Ensure that a comprehensive and systematic approach to training exists, and training and
retraining are done at all level on a continuous and ongoing basis.
BIBIOGRAPHLY

1. BOOKS
 Human Resource Management by L.M.Prasad
 Human Resource Management by Dipak. k.Bhattacharya
 Human Resource Management by K.Ashwathapa
 Marketing Research & Research Methodology:-C.R.Kothari

2. WEBSITES
 www.radiate.co.in
 www.radiate.com
 www.e-netindia.com
Annexure
QUESTIONNAIRE

I am a management student in conducting analysis study on Training and Development

programs in this organization.

Kindly co-operate in filling the following questionnaire:

Thanking you.

1. What do you understand by training?

a) Learning
b) Enhancement of knowledge, skill and aptitude
c) Sharing information
d) All of above

2. Training is must for enhancing productivity and performance?

a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

3. (i) Have you attended any training programme is the last 1 year?

a) Yes
b) No

(ii) If yes, which module of soft skill development training?

a) Personality and positive attitude

b) Business communication
c) Team building and leadership
d) Stress management and work-life balance
e) Business etiquettes and corporate grooming
f) All the above
g) If any other please specify

4. (i) After the training, have you given feedback of it?

a) Yes
b) No

(ii) If yes, through which method?

a) Questionnaire
b) Interview
c) Supplement test
d) If any other please specify

5. Which method of post training feedback according to you is more

appropriate?

a) Observation
b) Questionnaire
c) Interview
d) Self-diaries
e) Supplement test

6. (i) Do you think that the feedback can evaluate the training effectiveness?

a) Yes
b) No

(ii) If yes, how can the post training feedback can help the participants?

a) Improve job performance

b) An aid to future planning
c) Motivate to do better
d) All of the above
e) None

7. Post training evaluation focus on result rather than on the effort expended in
conducting training.
a) Completely agree
b) Partially agree
c) Disagree
d) Unsure

8. What should be the approach of the post training evaluation?

a) Trainer Centered
b) Trainee Centered
c) Subject Centered
d) All of the above

9. What should be the ideal time to evaluate the training?

a) Immediate after
b) After 15 days
c) After 1 month
d) Can’t say

10. Should the post training evaluation procedure reviewed and revised
periodically?

a) Yes
b) No
c) Can’t say

11. Is the whole feedback exercise after the training worth the time, money and
effort?

a) Yes
b) No
c) Can’t say
12. The post training feedbacks can be used:

a) To identify the effectiveness and valuation of the training programme

b) To identify the ROI (return on investment)
c) To identify the need of retraining
d) To provide the points to improve the training
e) All of above