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Raj Group-Introduction
The raj group has achieved phenomenal growth in a short span of time. From humble beginning it has grown to more than Rs. 600 core group by the dint of determination of its visionary chairman Shri Arun Sahlot coupled with exceptional and unqualified dedication of its workforce. Raj Group, founded in 1992 in bhopal, pioneered the construction of high quality apartment and independent row housing project in bhopal which met with an overwhelming response. The group since has never looked back and with the growing support of the people , it has steadily marched on the path of progress. Raj Group now comprises Raj Homes, Raj Industries, Raj Express, a newspaper which has set the standards of growth by becoming the leading daily in a period of just under a year and a publication , Raj TV, a venture which has 80% of the total market share of the cable TV business in Bhopal. Minal Builders, formed in 1995 are engaged in colonizing and construction of well laid-out and post colonies at prime locations in Bhopal. Raj Express is the emerging leader of Hindi dailies in Madhya Pradesh. In just 3 years since its launch on March I, 2005, Raj Express has become the leading newspaper of Bhopal and is on its way to displace the current leader. The story of Indore is not different either. Launched in Indore on May 28, 2006, Raj Express has already started chipping the base of other Hindi dailies there. Raj Express has filled the void that existed for long in the state for a quality family newspaper. And Raj Express has achieved this on the strength of Strong editorial structure Reader friendly layouts and designs Presenting the facts undistorted Top quality paper and printing Creative and innovative supplement Local news relevance worthiness according to readers' preferences Reflecting the voice of the masses In Bhopal. Vision Raj Group is committed to the service of the people through delivery of products that play a vital role in their lives. Raj Group, is in some way touching your life, making it better and beautiful with each passing day. Raj Express aims to deliver still better returns in times to come. Mission
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MISSION RAJ - To carry a mission through, a missionary zeal is needed. This zeal is intrinsic to the success that one achieves in fulfilling of the objective. To achieve international standards of excellence in all aspects of energy and

diversified business with focus on customer delight through value of products and services, and cost reduction.

To maximize creation of wealth, value and satisfaction for the stakeholders. To attain leadership in developing, adopting and assimilating state-of-the-art To provide technology and services through sustained Research and Development. To foster a culture of participation and innovation for employee growth and To cultivate high standards of business ethics and Total Quality Management for a To help enrich the quality of life of the community and preserve ecological

technology for competitive advantage.

contribution. strong corporate identity and brand equity. balance and heritage through a strong environment conscience.

Values

Care Concern Empathy Understanding Cooperation Empowerment

Innovation Creativity Ability to learn Change Flexibility

Passion Commitment Dedication Pride Inspiration Ownership Zeal & Zest

Trust Delivered Promises Reliability Dependability Integrity Truthfulness Transparency

Human Resource Department

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Objectives and Targets of HR

Induct and provide quality personnel to various departments/ function as per Continually promote and maintain conducive work environment. Render ongoing support services to the satisfaction of customers in the time bound Ensure fulfillment of relevant statutory obligation. Carry out development works in the neighboring community spending 25% of the

optimum requirement within 6 months of receipt of requisition.


manner.

total funds allocated for purpose for backward class and tribal. Various sections of HR Department 1) Personal overview a. b. c. 2) Recruitment Establishment Separation (Pre & Post) & Promotion

Administration & Welfare a. b. c. d. House e. f. g. h. i. Ticketing Travel Arrangement PC/ Uniform Quarter Allotment/ Shopping
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Canteen Loan Lease & HRA Guest &

Advances

Furniture

Maintenance

Complex
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j. k. l. m. n. o. p. Army 3) Industrial relations
a.

Printing & Stationary Land Matters Community DAK System LPG Hindi Matters Territorial

Development

Connection

Contract Labor VIP References Statutory Obligations RTI IR & Legal matters

b. c. d. e.

Training Training is the process which is used for increasing the knowledge and skills of a person. It is a milestone in overall development of a person. Raj Group provides training because of the following reasons:
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As per job requirements Due to technological reasons To increase productivity To increase quality of work To reduce accident rate To increase morale
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For personal growth of employees

Raj Group provides following type of training Orientation training Job training Safety training Remedial training Personality development training

Human Resource Department of Raj Group Human Resource development in the organization is a process by which the employees of an organization are helped, in a continuous and planned why, to: Acquire of sharpen capabilities required to perform various function associated with their present or expected future. Develop their general capabilities as individuals and discover and exploit their own inner potentials for their own and/or organizational purposes. Develop their organizational culture in which supervisor subordinate among sub-units are strong and contribute to the professional well being, motivation and pride of employees.

HUMAN RESOURCE DEPARTMENT: OBJECTIVE Human Resource Department in Raj Group works with the following objectives: Induct quality personnel and provide the same to various departments. Promote and maintain conductive work environment including high degree of participative culture in the organization. Render support services and welfare services to the satisfaction of customers.
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Help develop attractive personnel policies for employees continuity with and contribution to the organization including sharpening their skills by various training inputs. Ensure fulfillment of relevant statutory obligations and carry out socio-economic developmental works in the neighboring community for healthy image of the company.

Recruitment Recruitment is define as, a process to discover the source of manpower to meet the requirement of the staffing schedule and to employ effective measure for attractive selection of an effective workforce. Recruitment in Raj Group In Raj Group recruitment will be initiated by Human Resource Department after obtaining proper sanction of the competent authority. Recruitment is done on the basis of competitive test against all-India open advertisement and all post in the staff category done through employment exchange. The requirement of officers in Grade A is met by recruitment from campus recruitment/open market and by promotion/selection from non-officer category. Post-Recruitment Action and Records Joining Reports: Every new appointee is required to submit a joining report accompanied by a medical certificate of fitness, duly competed attestation forms and other documents/testimonials as per the terms and conditions of appointment in the prescribed formats to Personnel Department at the time of joining will be notified to the appointee. Finance department and the department to which he is to be posted. Promotion Promotion is an upward movement of an employee in an organization to another job, which commands letter, pays higher opportunities, responsibility and authority.

Criteria of Promotion:
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1) Promotion involves a movement from a post in the lower grade to a post in the higher grade. Employees are eligible for consideration for promotion within the same cadre/discipline on completion of the prescribed period and attainment of satisfactory standards in conduct and performance. 2) Promotions are done based on the following criteria: a) Performance as reflected in performance appraisal/confidential reports. b) Qualification. c) Seniority. d) Discipline. Human Resource Management The Evolution The early part of the century saw a concern for improved efficiency through careful design of work. During the middle part of the century emphasis shifted to the employees productivity. Recent decades have focused on increased concern for the quality of working life, total quality management and workers participation in management. These three phases may be termed as welfare, development and empowerment. Its features include: Organizational management Personnel administration Manpower management Industrial management But these traditional expressions are becoming less common for the theoretical discipline. Sometimes even employee and industrial relations are confusingly listed as synonyms, although these normally refer to the relationship between management and workers and the behavior of workers in companies The theoretical discipline is based primarily on the assumption that employees are individuals with varying goals and needs, and as such should not be thought of as basic business resources, such as trucks and filing cabinets. The field takes a positive view of workers assuming
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that virtually all wish to contribute to the enterprise productively, and that the main obstacles to their endeavors are lack of knowledge, insufficient training, and failure of process. Human Resource Management (HRM) is seen by practitioners in the field as a more innovative view of workplace management than the traditional approach. Its technique forces the managers of an enterprise to express their goal. Human Resource Management: Defined Human Resource Management has come to be recognized as an inherent part of management, which is concerned with the human resources of an organization. Its objective is the maintenance of better human relations in the organization by the development, application and evaluation of policies, procedures and programs relating human resources to optimize their contribution towards the realization of organizational objective. In other words, HRM is considered with getting better results with the collaboration of people. It is an integral part but distinctive part of management, concerned with people at work and their relationship within the enterprise. HRM helps in attaining maximum individual development, desirable working relationship between employees and employers, employees and employees, and effective modeling of human resource as contrasted with physical resources. It is the recruitment, selection, development, utilization, compensation and motivation of resources by the organization. Purpose And Role In simple terms, an organization's human resource management strategy should maximize return on investment in the organization's human capital and minimize financial risk. Human resource managers seek to achieve this by aligning the supply of skilled and qualified individuals and the capabilities of the current workforce, with the organization's ongoing and future business plans and requirements to maximize return on investment and secure future survival and success. In ensuring such objectives are achieved, the human resource function is to implement an organization's human resource requirements effectively, taking into account federal, state and local labor laws and regulations; ethical business practices; and net cost, in a manner that maximizes, as far as possible, employee motivation, commitment and productivity.

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Human Resource Management Scope 1. Personnel aspect-This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc. 2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc. 3. Industrial relations aspect-This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc. Key Functions

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations: Maintaining awareness of and compliance with local, state and federal labor laws Recruitment, selection, and on boarding (resourcing)
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Employee record-keeping and confidentiality Organizational design and development Business transformation and change management Performance, conduct and behavior management Industrial and employee relations Human resources (workforce) analysis and workforce personnel data management Compensation and employee benefit management Training and development (learning management) Employee motivation and morale-building (employee retention and loyalty) Implementation of such policies, processes or standards may be directly managed by the HR function itself, or the function may indirectly supervise the implementation of such activities by managers, other business functions or via third-party external partner organizations. Applicable legal issues, such as the potential for disparate treatment and disparate impact, are also extremely important to HR managers. Human Resource Management Objectives To help the organization reach its goals. To ensure effective utilization and maximum development of human resources. To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the organization. To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated employees.
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To increase to the fullest the employee's job satisfaction and self- actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee in its multidimensional aspect. To enhance employee's capabilities to perform the present job. To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration.

TRAINING - INTRODUCTION It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. Training is activity leading to skilled behavior.


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Its not what you want in life, but its knowing how to reach it Its not where you want to go, but its knowing how to get there
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Its not how high you want to rise, but its knowing how to take of

Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. Organization gets more It helps in understanding and carrying out Training and Development aids in organizational development i.e. effective decision making and problem solving. organizational policies. Role of Training

THE TRAINING PROCESS: ASSESSMENT PHASE Assess training need of different group of employee Define objectives

PLANING TRAINING Design training programme Define Methods, content of programme


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About trainer Place and time of training programme

CONDUCT OF TRAINING

EVALUATION Evaluation of training programme Check- objective are achieved ? Needs Assessment: Needs assessment diagnoses present and future challenges to be met through training and development Needs assessment occurs at two levels- Group and individual. An Individual obviously needs training when her or his performance falls short of standars i.e. when there is performance deficiency Assessment of training needs occurs at the group level too.Any change in the organizations strategy necessitates training of group of employees.

Importance of Training

Optimum Utilization of Human Resources Training and Development

helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide

an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

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Development of skills of employees Training and Development helps in

increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of

the employees that helps the organization further to achieve its long-term goal.

Team spirit Training and Development helps in inculcating the sense of team

work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve

the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the

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

Quality Training and Development helps in improving upon the quality o f work

and work-life.

Healthy work environment Training and Development helps in creating the

healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and

safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work

force.

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DEVELOPMENT Management development is all those activities and programme when recognized and controlled have substantial influence in changing the capacity of the individual to perform his assignment better and in going so all likely to increase his potential for future assignments. Thus, management development is a combination of various training programme, though some kind of training is necessary, it is the overall development of the competency of managerial personal in the light of the present requirement as well as the future requirement. Development an activity designed to improved the performance of existing managers and to provide for a planned growth of managers to meet future organizational requirements is management development. Management development is based on following on assumptions.

Management development is a continuous process. It is not one shot programme but continues though out the career of a manager. Management development is any kind of learning, is based on the assumption that there, always existing a gap between an individuals performance and his potential for the performance.

Management development seldom takes place in completely peaceful and relaxed atmosphere. Management development requires clear setting of goals. Management development required conducive environment.

Typical Reasons for Employee Training and Development

Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.: When a performance appraisal indicates performance improvement is needed To "benchmark" the status of improvement so far in a performance improvement effort As part of an overall professional development program As part of succession planning to help an employee be eligible for a planned change in role in the organization
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To "pilot", or test, the operation of a new performance management system To train about a specific topic.

Typical Topics of Employee Training Communications: The increasing diversity of today's workforce brings a wide variety of languages and customs. Computer skills: Computer skills are becoming a necessity for conducting administrative and office tasks. Customer service: Increased competition in today's global marketplace makes it critical that employees understand and meet the needs of customers. Diversity: Diversity training usually includes explanation about how people have different perspectives and views, and includes techniques to value diversity Ethics: Today's society has increasing expectations about corporate social responsibility. Also, today's diverse workforce brings a wide variety of values and morals to the workplace. Human relations: The increased stresses of today's workplace can include misunderstandings and conflict. Training can people to get along in the workplace. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles, benchmarking, etc., require basic training about quality concepts, guidelines and standards for quality, etc. Safety: Safety training is critical where working with heavy equipment, hazardous chemicals, repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc. Sexual harassment: Sexual harassment training usually includes careful description of the organization's policies about sexual harassment, especially about what are inappropriate behaviors. General Benefits from Employee Training and Development

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There are numerous sources of online information about training and development. Several of these sites (they're listed later on in this library) suggest reasons for supervisors to conduct training among employees. These reasons include:

Increased job satisfaction and morale among employees Increased employee motivation Increased efficiencies in processes, resulting in financial gain Increased capacity to adopt new technologies and methods Increased innovation in strategies and products Reduced employee turnover Enhanced company image, e.g., conducting ethics training (not a good reason for ethics training!) Risk management, e.g., training about sexual harassment, diversity training

Who is responsible for employee training and development? Employee training is the responsibility of the organization. Employee development is a shared responsibility of management and the individual employee. The responsibility of management is to provide the right resources and an environment that supports the growth and development needs of the individual employee. For employee training and development to be successful, management should:

Provide a well-crafted job description - it is the foundation upon which employee training and development activities are built Provide training required by employees to meet the basic competencies for the job. This is usually the supervisor's responsibility Develop a good understanding of the knowledge, skills, and abilities that the organization will need in the future. What are the long-term goals of the organization and what are the implications of these goals for employee development ? Share this knowledge with staff

Look for learning opportunities in every-day activity. Was there an incident with a client that everyone could learn from? Is there a new government report with implications for the organization?

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Explain the employee development process and encourage staff to develop individual development plans Support staff when they identify learning activities that make them an asset to your organization both now and in the future

SELECTION OF TRAINEES Trainees should be selected on the basis of self-nomination, recommendations of supervisors or by the HR department itself. SELECTION OF TRAINERS Training and development programs may be conducted by several people, including following 1. Immediate supervisors, 2. Co-worker, 3. Members of the personnel staff, 4. Socialists in other parts of the company, 5. Outside consultants, 6. Industry associations, 7. Faculty members at universities.

Large organizations generally maintain their own training departments whose staff conducts the programs.

Methods of Training On the Job


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On the Job Off the Job

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The development of a manager's abilities can take place on the job. The four techniques for on the job development are: Coaching Mentoring Job rotation Job Instruction Technique

Coaching - Coaching is one of the training methods, which is considered as a corrective method for inadequate performance. According to a survey conducted by International Coach Federation (ICF), more than 4,000 companies are using coach for their executives. These coaches are experts most of the time outside consultants. A coach is the best training plan for the CEOs because: It is one to one interaction It can be done at the convenience of CEO It can be done on phone, meetings, through e-mails, chat It provides an opportunity to receive feedback from an expert It helps in identifying weaknesses and focus on the area that needs improvement

Mentoring - Mentoring is an ongoing relationship that is developed between a senior and junior employee. Mentoring provides guidance and clear understanding of how the organization goes to achieve its vision and mission to the junior employee. Some key points on Mentoring Mentoring focus on attitude development Conducted for management-level employees Mentoring is done by someone inside the company It is one-to-one interaction It helps in identifying weaknesses and focus on the area that needs improvement

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Job Rotation - For the executive, job rotation takes on different perspectives. The executive is usually not simply going to another department. In some vertically integrated organizations, for example, where the supplier is actually part of same organization or subsidiary, job rotation might be to the supplier to see how the business operates from the supplier point of view. Learning how the organization is perceived from the outside broadens the executives outlook on the process of the organization. Or the rotation might be to a foreign office to provide a global perspective. This approach allows the manger to operate in diverse roles and understand the different issues that crop up. If someone is to be a corporate leader, they must have this type of training. A recent study indicated that the single most significant factor that leads to leaders achievement was the variety of experiences in different departments, business units, cities, and countries. An organized and helpful way to develop talent for the management or executive level of the organization is job rotation. It is the process of preparing employees at a lower level to replace someone at the next higher level. It is generally done for the designations that are crucial for the effective and efficient functioning of the organization. Job Instruction Technique - Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and procedural), skills and attitudes development.

Off the Job There are many management development techniques that an employee can take in off the job. The few popular methods are: Sensitivity training Transactional analysis Straight lectures/ lectures Simulation exercises

Sensitivity Training - Sensitivity training is about making people understand about themselves and others reasonably, which is done by developing in them social sensitivity and behavioral flexibility.

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Transactional Analysis - Transactional Analysis provides trainees with a realistic and useful method for analyzing and understanding the behavior of others. In every social interaction, there is a motivation provided by one person and a reaction to that motivation given by another person. This motivation reaction relationship between two persons is a transaction. Straight Lectures/ Lectures - Straight lecture method consists of presenting information, which the trainee attempts to absorb. In this method, the trainer speaks to a group about a topic. However, it does not involve any kind of interaction between the trainer and the trainees. A lecture may also take the form of printed text, such as books, notes, etc. The difference between the straight lecture and the printed material is the trainers intonation, control of speed, body language, and visual image of the trainer. The trainer in case of straight lecture can decide to vary from the training script, based on the signals from the trainees, whereas same material in print is restricted to what is printed. A good lecture consists of introduction of the topic, purpose of the lecture, and priorities and preferences of the order in which the topic will be covered. Simulation Exercises - Games and Simulations are structured and sometimes unstructured, that are usually played for enjoyment sometimes are used for training purposes as an educational tool. Training games and simulations are different from work as they are designed to reproduce or simulate events, circumstances, processes that take place in trainees job. Benefits of Employee Training Leads to improved and/or more positive attitude towards profit orientation, Improves the job knowledge and skills at all level of the organization. Improves the morale of the workforce Helps people identify with organization goals Helps create a better corporate image Fosters authenticity, openness and trust Improves relationship between boss and subordinate Aids in organization development
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Learn from the trainee Helps prepare guidelines for work Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization Organization gets more effective decision-making and problem-solving skills Aids in development for promotion from within Aids in developing leadership skills. Motivation, loyalty, better attitudes, and other aspects that successful workers and manager usually display Aids in increasing productivity of promotion from within Helps keep costs down in many areas, e.g. production, personnel, administration, etc Develops a sense of responsibility to the organization for being competent and knowledgeable Improves labor-management relations Reduces outside consulting costs by utilizing competent internal consultation Stimulates preventive management ad opposed to putting out fires Creates an appropriate climate for growth, communication Helps employees adjust to change Aids in handling conflict, thereby helping to prevent stress and tension.

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Objectives:
1. To assist the usefulness of implementing training program at different level in the

organization Raj group. 2. To asses various ways of presenting training and development program in the organization 3. To impart the new entrants the basic knowledge and skill. 4. To ensure smooth and efficient working of a department.

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Research Methodology
It is a way to systemically solve the research problem or it is the systemic method of discovering new facts or verifying old facts, their sequence, inter-relationship, casual explanation and the natural laws that govern them. The primary object of research methodology is to get true and intimate knowledge of human society, organization and its functioning to and understand the laws that are operating behind various social activities of man. Statement of the problem: With the passage of time, organization have realized the importance of human factor and engaged in increasing its efficiency and productivity. Now a days, all the companies would spend a lot of time and money to keep their employees satisfied with the job conditions and working environment. Companies may provide training amenities which either required by law or not so as to give their employees security and higher standard of living and in turn increase motivation or lower rate of employee turnover. I conduct this research to test the effectiveness of training at Raj group, Bhopal. This study tries to find out the awareness of the facilities and the satisfaction level while having these facilities. Research Design Types of Research Exploratory Research: This type of research is carried out at the very beginning when the problem is not clear or vague (not clear)In this all possible reasons which are very obvious are eliminated, there by directing the research to proceed further with limited options.

Descriptive Research: The main purpose of descriptive research is to describe the state of view or state of affairs as it exists at present. Simply it is fact finding investigation. This type of research tries to describe the characteristics of the respondent in relation to a particular product. Descriptive research answers the questions who, what, where, when and how. It deals with the demographic characteristics of the consumer.

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Quantitative Research: Descriptive in nature. Enables marketers to predict market/consumer behavior (positivism).Research methods include experiments, survey techniques, and observation. Findings are descriptive, empirical, and can be generalized to larger populations. My research study is based on the primary data gained through literature and internet. Thus the type on my research is Description and experimental. Source of information The task of collecting information or data would get achieved by two main sources i.e. Primary data and secondary data. The primary data are those, which are time and thus happen to be original in character. While secondary data are those which have already being collected by someone else and which have already passed through the statistical process. Thus, primary are the data is survive more importance and thats why I have made my reports has to them to be given more importance and thats why I have made my report on tyke basis of primary data as much as possible but secondary data was also used for accuracy and theoretical aspects of the study.

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Data Collection
Tools for data collection: We have used two important methods for collection of data:

By observation: Some of the information is collected by the way of observation, without Through questionnaire: The method of collecting data by mailing the questionnaire to

intervening the employees and workers of the organization.

respondents is most extensively employed in various economic and business surveys. Questionnaires are prepared and distributed to all the selected employees with a request to return after completing the same. Employees consisting executives, supervisors and worker were contacted. Dichotomous (yes or no answer), multiple choice (alternative answer listed) and open question have been used in the questionnaire. Tabulation When the data has been classified it is arranged in the form of table. The tabulation is dependent is dependent upon classification. The purpose is to simplify the presentation and facilitate comparison. The data, which are collected, are arranged in columns and rows for summarizing and meaningful form. Table involves orderly and systematic presentation of numerical data to make it easy to analyze. For presenting the data we used simple table. This simple table enables full information to be incorporated and facilitates a proper consideration of all related facts.

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DATA ANALYSIS & DATA INTERPRETATION A. Gender Distribution of the respondents Particulars Male Female Total Frequency 17 13 30 Percentage (%) 56.67 43.33 100

From the above table it can be revealed that, out of 30 respondents 17 respondents (56.67%) are male and 13 respondents (43.33%) are female.

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B. Age wise distribution of the respondents

Particulars 20-30 31-40 41-50 51-60 Total

Frequency 5 4 7 14 30

Percentage (%) 16.67 13.33 23.33 46.67 100

From the above table it can be revealed that, out of 30 respondents, 14 respondents (46.67%) are of the age group of 51 60, 7 respondents (23.33%) are of the age group of 41 50, 5 respondents (16.67%) are of the age group of 20 30 and 4 respondents (13.33%) are of the age group of 31 40.

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C. Experience wise distribution of the respondents Particulars 0-10 11-20 21-30 31-40 Total Frequency 7 10 7 6 30 Percentage (%) 23.33 33.33 23.33 20 100

From the above table it can be revealed that, out of 30 respondents 10 respondents (33.33%) have an experience of 11 20 years, 7 respondents equally have an experience of 0 10 & 21 30 years and 6 respondents (20%) have an experience of 31 40 years.

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1. Training is an instrument to bring about desired change

Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total

Frequency 6 22 2 0 0 30

Percentage (%) 20 73 7 0 0 100

From the above table it can be revealed that, out of 30 respondents, 22 respondents (73%) Agree that training is an effective instrument to bring about desired change, 6 respondents (20%) Strongly Agree that training is an effective instrument to bring about desired change, 2 respondents (7%) Strongly Disagree that training is an effective instrument to bring about desired change and none of them disagree or dont know about the same.

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2. Training helps in increasing job performance

Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total

Frequency 6 22 0 2 0 30

Percentage (%)

20 73 0 7 0 100

From the above table it can be revealed that, out of 30 respondents, 22 respondents (73%) agree that training helps in increasing job performance, 6 respondents (20%) Strongly Agree that training helps in increasing in job performance, 2 respondents (7%) disagree to the statement and none of the respondents Strongly Disagree or Dont Know about the same.

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3. Training helps in increasing organizational technical skills Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Percentage (%) 37 60 3 0 0 100

Frequency y 11 18 1 0 0 30

From the above table it can be revealed that, out of 30 respondents, 18 respondents (60%) agree that training helps in increasing organizational technical skills, 11 respondents (37%) Strongly Agree that training helps in increasing organizational technical skills, 1 respondent Strongly Disagree about the same and none of the respondents Disagree or Dont Know about the same.

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4. Training can be helpful in creating self awareness

Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total

Frequency 7 21 0 0 2 30

Percentage (%) 23 70 0 0 7 100

From the above table it can be revealed that, out of 30 respondents, 21 respondents (70%) agree that training can be helpful in creating self awareness, 7 respondents (23%) Strongly Agree that it can be helpful in creating self awareness, 2 respondents (7%) Dont Know about the same and none of the respondents Strongly Disagree or Disagree about the same.

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5. Training can be helpful in building creativity & productivity Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 10 20 0 0 0 30 Percentage (%) 33 67 0 0 0 100

From the above table it can be revealed that, out of 30 respondents, 20 respondents (67%) agree that training can be helpful in building in creativity & productivity, 10 respondents (33%) Strongly Agree that training can be helpful in building in creativity & productivity and none of them equally Strongly Disagree, Disagree and Dont know about the same.

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6. Training helps in leadership & team building Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 7 17 1 4 1 30 Percentage (%) 23 57 3 14 3 100

From the above table it can be revealed that, out of 30 respondents, 17 respondents (57%) Agree that training helps in leadership & team building, 7 respondents (23%) Strongly Agree that training helps in leadership & team building, 4 respondents (14%) Agree that training helps in leadership & team building, 4 respondents (14%) Agree that training helps in leadership & team building and only 1 respondent (3%) dont know about the same.

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7. Training helps in problem solving Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 10 16 1 2 1 30 Percentage (%) 33 53 3 8 3 100

From the above table it can be revealed that, out of 30 respondents, 16 respondents (53%) Agree that training helps in problem solving, 10 respondents (33%) Strongly Agree that training helps in problem solving, 2 respondents Disagree that training helps in problem solving and 1 respondent (3%) equally Disagree and Dont know about the same. 8. Training helps in cost reduction
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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 6 14 5 2 3 30 Percentage (%) 20 46 17 7 10 100

From the above table it can be revealed that, out of 30 respondents, 14 respondents (46%) Agree that training helps in cost reduction, 6 respondents (20%) Strongly Agree that training helps in cost reduction, 5 respondents (17%) (7%) Disagree on the same. 9. Training helps in effective utilization of time and resources. Strongly Disagree that training helps in cost reduction, 3 respondents (10%) Dont Know whether training helps in cost reduction, and only 2 respondents

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 10 15 0 3 2 30 Percentage (%) 33 50 0 10 7 100

From the above table it can be revealed that, out of 30 respondents, 14 respondents (46%) Agree that training helps in effective utilization of time and resources, 10 respondents (33%) Strongly agree that training helps in effective utilization of time and resources, 3 respondents (10%) Disagree that training helps in effective utilization of time and resources, 2 respondents (7%) Dont Know that training helps in effective utilization of time and resources and none of them Strongly Disagree on the same.

10. Training has a direct relevance with your job understanding

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 7 17 1 3 2 30 Percentage (%) 23 57 3 10 7 100

From the above table it can be revealed that, out of 30 respondents, 17 respondents (57%) Agree that training has a direct relevance with their job understanding, 7 respondents (23%) Strongly Agree that training has a direct relevance with their job understanding, 3 respondents (10%) Disagree that training has a direct relevance with their job understanding, 2 respondents (7%) Dont Know about the same and only 1 respondent (3%) Strongly Disagree about the same.

11. The training you were given is helpful to you in personal life.

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency
7 14 0 5 4 30

Percentage (%)
23 47 0 17 13 100

From the above table it can be revealed that, out of 30 respondents, 14 respondents (47%) Agree that the training they are given is useful in their personal life also, 7 respondents (23%) Strongly Agree that the training they are given is useful in their personal life also, 5 respondents (17%) Disagree that the training they are given is useful in their personal life also, 4 respondents (13%) Dont Know whether the training they are given is useful in their personal life also and none of the respondents Strongly Disagree on the same. 12. Training of more number of days is enough for grooming technically and behaviorally both

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 6 10 2 7 5 30 Percentage (%) 20 33 7 23 17 100

From the above table it can be revealed that, out of 30 respondents, 10 respondents (33%) Agree that training of more number of days is enough for grooming technically and behaviorally both, 7 respondents (23%) Disagree that training of more number of days is enough for grooming technically and behaviorally both, 6 respondents (20%) Strongly Agree that training of more number of days is enough for grooming technically and behaviorally both, 5 respondents (17%) Dont Know whether training of more number of days is enough for grooming technically and behaviorally both, and only 2 respondents (7%) Strongly Disagree on the same. 13. More no. of training is more effective

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 5 12 3 7 3 30
Percentage (%)

17 40 10 23 10 100

From the above table it can be revealed that, out of 30 respondents, 12 respondents (40%) Agree that more no of training is more effective, 7 respondents (23%) Disagree that more no of training is more effective, 5 respondents (17%) Strongly Agree that more no of training is more effective, and 3 respondents (10%) equally Strongly Disagree and Dont Know about the same.

14.

Training need identification at Raj group is effective

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 5 20 1 2 2 30 Percentage (%) 12 69 5 7 7 100

From the above table it can be revealed that, out of 30 respondents, 20 respondents (69%) Agree that training need identification at Raj Group is effective, 5 respondents Strongly Agree that the training needs identification at Raj Group is effective, 2 respondents equally Disagree and Dont Know about the same and only 1 respondent Strongly Disagree that the training need identification at Raj Group is effective. 15. Training helps in giving you an opportunity to practice your learning

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 4 18 1 4 3 30 Percentage (%) 13 61 3 13 10 100

From the above table it can be revealed that, out of 30 respondents, 18 respondents (61%) Agree that training helps in giving an opportunity to practice their learning, 4 respondents (13%) equally Strongly Agree and Disagree about the same, 3 respondents (10%) Dont Know whether training helps in giving them an opportunity to practice their learnings and only 1 respondent Strongly Disagree on the same.

16. Your superior supports you in implementing your learnings

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 6 17 1 6 0 30 Percentage (%) 20 57 3 20 0 100

From the above table it can be revealed that, out of 30 respondents, 17 respondents (57%) Agree that their superior supports those in implementing their learnings, 6 respondents (20%) equally Strongly Agree and Disagree that their superior supports them in implementing their learnings, 1 respondent (3%) Strongly Disagree that their superior supports them in implementing their learnings and none of the respondents Doest Know about the same. 17. You are given feedback by your immediate superior after practicing your learning

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Particulars Strongly Agree Agree Strongly Disagree 1 Disagree Dont Know Total 8 1 30 3 27 3 100 Frequency 3 17 Percentage (%) 10 57

From the above table it can be revealed that, out of 30 respondents, 17 respondents (57%) Agree that they are given feedback of their immediate superior(s) after practicing their learnings, 8 respondents (27%) Disagree that they are given feedback of their immediate superior(s) after practicing their learnings, 3 respondents (10%) of them Strongly Agree that they are given feedback of their immediate superior(s) after practicing their learnings and only 1 respondents (3%) equally Strongly Disagree & Doest Know about the same.

18.

Your superior appreciates you for practicing the learnings you derive from

training

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 7 8 3 11 1 30 Percentage (%) 23 27 10 37 3 100

From the above table it can be revealed that, out of 30 respondents, 11 respondents (37%) Disagree that their superior appreciates them for practicing the learnings they derive from training, 8 respondents (27%) Agree that their superior appreciates them for practicing the learnings they derive from training, 7 respondents (23%) Strongly Agree that their superior appreciates them for practicing the learnings they derive from training, 3 respondents (10%) of them Strongly Disagree that their superior appreciates them for practicing the learnings they derive from training and only one respondent Doesnt Know about the same. 19. The basis of selection for your training is compulsion

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 1 10 5 8 6 30 Percentage (%) 3 33 17 27 20 100

From the above table it can be revealed that, out of 30 respondents, 10 respondents (33%) Agree that the basis of selection for their training is a compulsion, 8 respondents (27%) Disagree that the basis of selection for their training is a compulsion, 6 respondents (20%) Dont Know whether the basis of selection for their training is a compulsion, 5 respondents (17%) Strongly Disagree that the basis of selection for their training is a compulsion and only 1 respondent (3%) Strongly Agree on the same.

20. Training helps in overall development

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Particulars Strongly Agree Agree Strongly Disagree Disagree Dont Know Total Frequency 12 18 0 0 0 30 Percentage (%) 40 60 0 0 0 100

From the above table it can be revealed that, out of 30 respondents, 18 respondents (60%) agree that training helps in overall development, 12 respondents (40%) Strongly Agree that training helps in overall development and none of them either Strongly Disagree, Disagree and Dont Know about the same.

Findings: 1. Training helps in increasing the job performance.


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This is evident as 73% of the


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respondents agree to the same. 2. 73% of the respondents agree training to be an instrument that brings desired change. 3. Training is a means of increasing organizational technical skills. This is evident as 60% of the respondents agree and 37% of them strongly agree to the same. 4. Training helps in creating self awareness. This is evident as 70% of the responde nts agree to the same. 5. 67% of the respondents agree that training helps in building creativity and productivity. 6. Training helps in problem solving. This is evident as 53% of the respondents agree to the same. 7. Training also helps in cost reduction. This is evident as 46% of the respondents agree to the same. But simultaneously 17% of the respondents strongly disagree to the same. 8. 50% of the respondents agree that training helps in effective utilization of time and resources. 9. Training has a direct relevance with the job performance. This is evident as 57% of the respondents agree and 23% of the strongly agree to the same. 10. 47% of the respondents agree that training given to them helps them in personal life too. 11. Only 33% of the respondents agree that training of more number of days is enough for grooming technically and behaviorally both whereas 17% of them dont know about the same. 12. 40% of the respondents agree that more no. of training is more effective whereas 23% of the respondents disagree on the same. 13. Training helps in giving you an opportunity to practice their learnings. This is evident as 61% of them agree on the same. 14. 57% of the respondents agree that their superior(s) supports them in implementing their learnings simultaneously 20% of the respondents disagree on the same.
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15.

And, 60% of the respondents agree & 40% of them strongly agree that training

helps in overall development.

Conclusions: 1. Training helps in increasing the job performance. 2. Training has a direct relevance with the job performance.
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4. Training helps in problem solving. 5. Training given to the employees helps them in their personal life too. 6. Training helps in creating self awareness.
7. Training helps in giving an opportunity to practice learnings. 8. The superior(s) does not appreciate for practicing the learnings they derive from training.

9. Training helps in cost reduction and effective utilization of time and resources. 10. Training is an instrument that brings desired change. 11. Training is a means of increasing organizational technical skills. 12. Training helps in the overall development and improvement of the employees.

Thus in nut shell it can be concluded that Raj Group has a well defined training programs which is very effective and helps in the development and growth of the employees in the organization, also it helps in regular up gradation of their skills and knowledge.

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Bibliography Books 1. Memoria, C. B., PERSONNEL MANAGEMENT, New Delhi. Himalaya publishing house, 2003. 2. Ghosh, Human Resource Management, sunrise Publication, New Dellhi. 3. Flippo, EMPLOYEE SATISFACTION, fourth edition, TATA MACGRAW HILLS, publishing company ltd., New Delhi. 4. Kothari, C.R., RESEARCH METHODOLOGY, New Delhi, Vikas Publishing House Pvt. Ltd. 2001. Magazine 1. Money outlook 2. Business World Website
1. 2.

http://www.rajexpress.in/ http://www.google.in

3.

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I, am a Student of Millennium, Bhopal doing M.B.A. I am

doing my project on MEASURING TRAINING EFFECTIVNESS IN RAJ GROUP. I solicit your kind co-operation to fill up the questionnaire.

Questionnaire Kindly provide following Information: NAME:.


.

AGE:. EXPERIENCE (IN YEARS):.


.

SEX:

M/F

DESIGNATION:. Questionnaire
5. Training is an instrument to bring about desired change

a. Strongly agree
c.

[ ]

b. Agree d. Disagree

[ ] [ ]

Strongly disagree [ ] [ ]

e. Dont Know

6. Training helps in increasing job performance

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

7. Training helps in increasing organizational technical skills


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a. Strongly agree e. Dont Know [ ] [ ] b. Agree d. Disagree [ ] [ ]

c. Strongly disagree [ ]

8. Training can be helpful in creating self awareness

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

9. Training can be helpful in building creativity & productivity

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

10. Training helps in leadership & team building

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

11. Training helps in problem solving

a. Strongly agree e. Dont Know


[Type text]

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

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12. Training helps in cost reduction

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

13. Training helps in effective utilization of time and resources.

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

14. Training has a direct relevance with your job understanding

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

15. The training you were given is helpful to you in personal life.

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

16. Training of more number of days is enough for grooming technically and behaviorally both

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a. Strongly agree e. Dont Know [ ] [ ] b. Agree d. Disagree [ ] [ ] c. Strongly disagree [ ]

17. More no. of training is more effective

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

18. Training need identification at Raj group is effective

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

19. Training helps in giving you an opportunity to practice your learning

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

20. Your superior supports you in implementing your learnings

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

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21. You are given feedback by your immediate superior after practicing your learning

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

22. Your superior appreciates you for practicing the learnings you derive from training

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

23. The basis of selection for your training is compulsion

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

24. Training helps in overall development

a. Strongly agree e. Dont Know

[ ] [ ]

b. Agree d. Disagree

[ ] [ ]

c. Strongly disagree [ ]

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