A PROJECT REPORT ON

A STUDY ON TRAINING AND DEVELOPMENT

LIST OF CONTENTS
Sr.no 1 1.1 1.2 CHAPTERS INTRODUCTION EXECUTIVE SUMMARY PROFILE OF ORGANIZATION About Organisation Other Businesses Vision and mission of Organisation Page no.

1.3 1.4 1.5

OBJECTIVES OF THE STUDY LIMITATIONS OF STUDY RESEARCH METHODOLOGY Research Design Descriptive Research design Sources of data Tools for data analysis

CONCEPTUAL BACKGROUND Review of literature

Concepts & Definitions

DATA PRESENTATION AND INTERPRETATION

FINDINGS & SUGGESTIONS Findings Suggestions and recommendation

ANNEXURE Questionnaire Bibliography

CHAPTER INTRODUCTION

EXECUTIVE SUMMARY
Training and development has become very important component of organization through the world, especially in the world of development and change in technologies taking very fast rate. For the efficient performance of work in the changing scenarios, an organization need to have willed trained and experience people.

Training is the process of learning a sequence of programmed behavior and application of knowledge. Training is provided to a person to employee or a worker, either to improve his performance on current job being performed by him or to upgrade his skill and prepare him for his performance of intend job, which will required possession of high degree of skills that currently possessed by him.

In short it can be said that training and development is a process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for the performance of specific job.

In today world of rapid changing scenario it is suggested that an organization must provide adequate resources for and effective training and development of its employees

1.2 Company Profile

Rubicon Formulations Pvt. Ltd. is promoted by a group of technocrats having a background of manufacturing and marketing of Pharmaceutical and Cosmetic formulations. The factory is located in Maharashtra Industrial Development Corporation at Waluj , about 20 kms from the historic city of Aurangabad (Maharashtra State, India). The company was incorporated in the year 1999. The company has a modern manufacturing facility to manufacture Aerosol formulations and solutions. Rubicon has introduced several formulations into the domestic market. Contract manufacturing is another area; the company has identified to engage itself to facilitate the growth of the company. At present, we are manufacturing branded products for internationally reputed companies.

Objective of Rubicon Formulations Pvt Ltd.

The core business idea conceived and implemented at Rubicon is to improve the welfare of human mankind.

Vision of Rubicon Formulations Pvt Ltd.

Rubicons vision is to emerge as global player in cosmetic and pharmaceutical aerosol manufacturing through technical perfection.

Mission
Our mission is to Serve Global Healthcare needs through Empathy, Innovation and Technology. We believe that to ensure sustained growth, we need to clearly understand our customers needs and use cutting edge technology to present innovative solutions.

PRODUCTS
HEALTH CARE PRODUTS :
Derub Dressfast Sutra

Personal care products:

Perfume deo spray wave Perfume deo spray sports Orbit shaving foam Orbit coloqne

Air Products

Sherie Air Freshner

Sherie Car Freshner

Cosmetics Products

Snow Flakes

Snow Spray

Industrial Care Products.

Rust Preventive

1.3 OBJECTIVES OF THE STUDY

Objectives:
To analyze the training programme in Rubicon formlationspvt ltd. To know either employees are satisfied with the existing training programme of the Company or not. To analyze the effectiveness of training programmes at Rubicon formulations pvt ltd.

1.4 LIMITATIONS OF THE STUDY

The research work is mainly based on secondary data that is, it is based on audited accounts and its audited accounts are ambiguous then the result will be misleading. Less importance has been given to primary data which is actually the original data and more reliable. The research work is completed in two months, which is not enough for any type of proper and reliable research work.

1.5 RESEARCH METHODOLOGY

The word research methodology comes from the word advance learners dictionary meaning of research as a careful investigation or inquiry specially through search for new facts in any branch of knowledge for example some authors have defined research methodology as systematized effort to gain new knowledge.

Research Methodology can consider research as movement, a movement from the known to the unknown. The term Research methodology is an academic activity and as such the term should be used in technical sense. According to Clifford Woody research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deduction and reaching conclusions and then testing of the conclusion to determine whether they fit the in the formulating hypothesis.

Research is thus an original contribution to the existing stock of knowledge Making for its advancement it is the pursuit of the truth with the help of the study, observations, comparison and experiment.

RESEARCH DESIGN
A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

In fact the research design is a conceptual structure within which the research is conducted It constitute the blue print for the collection, measurement and analysis of data. Decisions regarding what, when, where, how much, by what means concerning an inquiry or research study constitute a research design.

Research design is needed because it facilitates the smooth sailing of the various research operations thereby making research as efficient as possible yielding maximal information with minimal expenditure of effort, time and money.

Research design stands for advance planning of the methods to be adopted for collecting the relevant data and the techniques to be used in their analysis keeping in view the objective of the research and the availability of staff, time and money. The design helps the researcher to organize his ideas in a form where by it will be possible for the researcher to look for flaws and inadequacies. Preparation of the research design should be done with great care as any error in it may upset the entire project. Research design in fact has a great bearing on the reliability of the results.

TYPES OF RESEARCH

The various types of research are : Descriptive :Descriptive Research includes survey and fact finding enquiries of different kinds. The major purpose of descriptive research is description of the state of affairs as it exists at present. In social science and business research we quite often use the term ExPost Factor research for descriptive research studies. Analytical Research :According to analytical research the researcher has to use facts or information already available and analyze these to make a critical evaluation of the material. Applied Research :Aims at findings a solution for an immediate problem facing a society or an industrial/business organization. Fundamental Research :Aims at mainly concerned with generalization and with the formulation of a theory. Quantitative Research :Quantitative Research is based on the measurement of quality or amount. It is applicable to Phenomena that can be expressed in terms of quality. Qualitative Research :Qualitative Research is concerned on the measurement qualitative phenomenon i.e. relating to or involving quality or kind. For instant when we are interested in investigating the reasons for human behaviour.

The study conducted is a conclusive descriptive statistical study. Conclusive because after conducting the study the researcher comes to a decision which is precise and rational.

DATA COLLECTION

PRIMARY DATA SOURCES Through interaction with employees

SECONDARY DATA SOURCES: Through internet, various official sites of the companies. Through pamphlets and brochures of the companies. Journals & Magazine

Source of Data for this project are primary & secondary. In reference to the theoretical concept as well as for information are collected through secondary sources from paper published material i.e. newspaper, journal and magazine & from printed electronic media i.e. internet websites. The primary data was collected through questionnaire filled from the respondents.

CHAPTER 2 CONCEPTUAL BACKGROUND

TRAINING
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. 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. The task of the training director is to determine training needs. It is the starting points of all the training. There is more critical task in the training process.

(A)- The Trainees- Is the training relevant to their job?

(B)- The quality of the training programme-Can we measure the effectiveness of the training course.

(C)- The effectiveness of the training function-Does makes a difference? Has any impact on organization. ?

To determining needs is not just a training process issue .it is also a training management issue, reflecting the mission, philosophy and strategy of the training function.

ROLE OF TRAINING

METHODS OF TRAINING
There are various methods of training, which can be divided into cognitive and behavioral methods. Trainers need to understand the pros and cons of each method, also its impact on trainees keeping their background and skills in mind before giving training. Cognitive methods are more of giving theoretical training to the trainees. The various methods under Cognitive approach provide the rules for how to do something, written or verbal information, demonstrate relationships among concepts, etc. These methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are:

Lectures Demonstrations Discussions Computer Based Ttraining (CBT)

Intellegent Tutorial System (ITS) Programmed Instruction (PI) Virtual Reality

Behavioral methods are more of giving practical training to the trainees. The various methods under Behavioral approach allow the trainee to behavior in a real fashion. These methods are best used for skill development.

The various methods that come under Behavioral approach are:

Games and Simulations Behavior-modeling Business games Case Studies Equipment Stimulators

In-basket technique Role plays

Both the methods can be used effectively to change attitudes, but through different means.

Another Method is MANAGEMENT DEVELOPMENT METHOD

MANAGEMENT DEVELOPMENT The more future oriented method and more concerned with education of the employees. To become a better performer by education implies that management development activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts:

ON THE JOB TRAINING The development of a managers abilities can take place on the job. The four techniques for on the job development are:

Coaching Mentoring Job Rotation Job Instruction Training (JIT)

OFF THE JOB TRAINING 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

TRAINING EVALUATION

The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation

The five main purposes of training evaluation are:

Feedback:

It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes.

Research: It helps in ascertaining the relationship between acquired knowledge,

transfer of knowledge at the work place, and training.

Control: It helps in controlling the training program because if the training is not effective, then it

can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

TRAINING OPTIONS

There 4 training options that an organization can consider before providing training to their employees:

Outsourcing: Outsourcing exempts the organizations to concentrate on its core business. Also, with the availability of sufficient amount of know-how, proficiency in the market it does not make business sense for organizations to have a separate training division. One approach is to tie up with some reputed training or educational institutes and send employees for training. This way, company gets to avail the required expertise and high-quality training programs and saves money on content development, recruiting, and maintaining training team. The only issue in outsourcing training is that the quality of training has to be frequently tracked so as to ensure the trainers performance and training effectiveness.

Internal Training: A lot of questions has been raised whether to go in for training outsourcing or setting up an internal division for training. Some companies recruit external trainers and call them to the company site make them use their tools to train employees. This alternative is generally for the new joinees who are given the fundamental or job-related training in-house and then send outside for higher training.

Product-related Training: The dealer who delivers the apparatus or installs the system offers the initial training. The user may negotiate with the dealer for a regular upgradation of product-related know-how or expertise in place of a one-time training. The apparatus dealer may choose to send their trainers or recruit outside trainers.

Independent Professionals: Considering the emerging threats and opportunities, the professionals need to keep themselves updated of the developments. In this option, the responsibility of training is entirely on the individual and a better-trained professional will always have better market worth than others.

CHAPTER 3

DATA PRESENTATION AND INTERPRETATION

DATA ANALYSIS & INTERPRETATION

Q1.

Which kind of Training are providing for improving your knowledge, skill, ability?

Options On job Off the Job

Percentage 20% 80%

80% 70% 60% 50% 40% 30% 20% 10% 0% On job Off the Job

Fig;1 Interpretation : 80% of the respondents says off job training is provided and rest 20% says the training provided is on job.

Q2.

Training is Given By -

Options Internal Agent External Agent

Percentage 70% 30%

80% 70% 60% 50% 40% 30% 20% 10% 0% Internal Agent External Agent

Fig:2 Interpretation : 70% of the respondents says training is provided by Internal Agent and rest 30% says the training provided is by External Agent.

Q3.) Which type of training program you are provided?

OPTIONS Response Percentage

a) Only practical 0 0

b) Only theoretical 10 20

c) Both 40 80

Response
0% B 20%

C 80%

Fig:3 Interpretation:80% of employees response at c) , they attended theory and practical training both.

Q4.) Training provided is beneficial and relevant to your job?

a) Strongly Options Response Percentage agree 15 30

b) Agree

c) Disagree

d) strongly Disagree

e) No opinion

35 70

0 0

0 0

0 0

80 70 60 50 40 30 20 10 0 Responces A B

Fig:4

Interpretation:-

About 70% of employees are agreeing with this statement, and 30% employees strongly agree.

Q5.) Training program is well planned?

Options

a) Strongly agree

b) Agree

c) Disagree

d) Strongly Disagree

e) No opinion 10 20

Response Percentage

10 20

30 60

0 0

0 0

70 60 50 40 30 20 10 0 Response A B d

Fig:5 Interpretation:-

Majority of employees are agree about that training program is well planned.

Q6.) Training provided is of sufficient duration.

a) Strongly Options Response percentage agree 0 0

b) Agree

c) Disagree

d) Strongly Disagree

e) No opinion 0 0

43 86

7 14

0 0

100 80 60 40 20 0 Response b c

Fig:6

Interpretation:-

86% are agree with their duration of training & 16 % are not satisfied with duration of training

Q 7.) Training provided is beneficial and relevant to your job?

Options

a) Strongly agree

b) Agree

c) Disagree

d) Strongly Disagree

e) No opinion 0 0

Response Percentage

22 44

28 56

0 0

0 0

60 50 40 30 20 10 0 response A B

Fig:7

Interpretation:-

56% employees are agree with statement and 46 are strongly agree.

Q8.) Trainer skills and knowledge are enough to provide training?

Options

a) Strongly agree

b) Agree

c) Disagree

d) strongly Disagree

e) No opinion

Response Percentage

08 16

38 76

04 8

0 0

0 0

80 70 60 50 A 40 30 20 10 0 Response B C

Fig:8

Interpretation:-

76% are agree that trainer skill and knowledge are enough to provide training.

Q9.) Are you able to establish better understanding with your colleagues, superior & Subordinate after training?

Options

a) Strongly agree

b) Agree

c) Disagree

d) Strongly Disagree

e) No opinion

Response Percentage

10 20

35 70

0 0

0 0

5 10

Response
E 10% A 20%

B 70%

Fig:9 Interpretation:-

70% employees are agree with this statement, 20% employees strongly agree and 10% employees have not given any opinion.

Q10.) How is the training programme beneficial for you ?

Options To Increase productivity Reduction in Cost Develop Sense of Responsibility Improve Employee Employer Relationship Percentage of Respondents 32 6 42 20

45

40

35

30

25

20

15

10

0 To Increase productivity Reduction in Cost Develop Sense of Responsibility Improve Employee Employer Relationship

Interpretation: 42% of the respondents say that training programmes develop Sense of Responsibility

Q11.) Was training content able to answer all your queries?

Options

a) Strongly agree

b) Agree

c) Disagree

d) strongly Disagree

e) No opinion

Response percentage

6 12

41 82

3 6 0 0

100 80 60 40 20 0 response a b c

Fig:10 Interpretation:-

82% are agree with content of training.

Q12.) Have you got enough chance to express your views during training session?

Options

a) Strongly agree

b) Agree

c) Disagree

d) Strongly Disagree

e) No opinion

Response Percentage

10 20

37 74

3 6

0 0

0 0

Response
C 6% A 20%

B 74%

Fig:11

Interpretation:-

74 % of employees said they get enough chance to express them self at training session

CHAPTER 4

FINDINGS AND OBSERVATIONS

FINDINGS

Different types of training is being given to employees of different department, as it was a pharmaceutical company it had different departments such as accounts, production, purchase, storage.

The training for accounts department is being given by ., on softwares such as tally 9, e-form, income tax exercise. software knowledge are provide by seniors officer and experts

Training for production department is given by., and the training is basically on the job training. On the job training involve ,how machine work ,how we operate productions machine, provide knowledge about production process like at what quantity raw material should we use.

Training for purchase department is given by.., and training basically consists of software which they use to keep track of material, of what type it is, e.g-what kind of alcohol is being is used by production department,and how to use purchase it. Purchase department also involve that how much quantity of raw material is required for achieve target production.

Training for storage department is given by,and training is mainly of what is the incoming material, how to issue the material, how to reject the material, what is there with us is storage and what and when is required by the company. also provide knowledge at what temperature and at what condition raw material and final products should be stored.

Training provided by marketing department to sales executive .training is given by senior sales manager, they provide knowledge how deal with customers ,and provide some ideas which are helpful in increase sales of products.

Training is provide by senior supervisor and line officer to newly joined workers, training Is given at regular intervals.

Almost all people are satisfied with the training given by the management of company.

OBSERVATIONS

From finding it is founds that most of the Employees have interest in Technical Side. From data interpretations it is found that 80% of the respondents says off job training is provided and rest 20% says the training provided is on job. Training programme at Rubicon Formulations Pvt Ltd. is of Short Term, 32% of the respondents say that the duration of Long Term. 36% of the respondents say that training needs are assessed in the organization. Training provided by organization should meet objective of training is to meet the changing requirements 38% of respondent says that.

From data interpretation and finding it is found that 78% of the respondents say that they evaluate training through organizational Results.

Training programme provided by company70% of the respondents says training being conducted by the Company upto some extent and 30% are fully satisfied with the training being conducted by the Company.

This research identified that majority, i.e. around 60% people stated that training will not help them identify their strengths and weaknesses while 28% opined that it was necessary. Also 12% people felt that it was needed to some extent.

42% of the respondents say that training programmes develop Sense of Responsibility.

CONCLUSION

This project has helped me tremendously in knowing how management activities are carried out in a real situation.

Rubicon Formulationgenerally Provide on the Job Training. In Rubicon Formulationmost of the training is provided by the Internal manager. All the training program is conducted during working hours. Generally training programs are not provided for promotion. Rubicon Formulations Pvt Ltd. does not provide any induction or training Rubicon formulation evaluate training program on the basis of job performance. In Rubicon formulation performance is evaluated by immediate supervisor. Rubicon formulation has assessment centre. 70% employees are fully satisfied with existing training program while remaining are up to some extent.

SUGGESTIONS
1. There should be more emphasis be given on practical training program.

2. Company should arrange the regular training program locally or at regional level. Most of the training are imparted out of state, which is expensive as well as lead to loss of working hour in transition.

3. Stress management training should be imparted to every employee so that they remain cool and calm despite of excess work load, it will help employees to interact with customer in more friendly way.

4. There should be system of taking feedback from the employees after the completion of training program.

5. Outside expert should be invited for delivering lecture to executives for enhancing their knowledge.

ANNEXURE

QUESTIONNAIRE

Q1.
a. b.

Which kind of Training are providing for improving your knowledge, skill, ability ? On job Off the Job

Q2. a. b.

Training is Given By Internal Agent External Agent

Q3. a. b.

What is the duration of training programme? Long Term Short Term

Q4. a. b. c. d.

How training needs are assessed in the organization? Diagnose Present Problem Future Challenges Performance Effectiveness Others

Q5. a. b. c. d.

What is the objective of training ? To meet the changing Requirement To prepare for Higher Level Task For Smooth and Efficient Working Any Other

Q6. a. b. c. d.

Which Technique is used to evaluate the training programme ? Variation Behaviour Organizational Results Others

Q7. a. b. c.

Does the top management support the training programme? Fully Hardly Rarely

Q8. a. b. c.

Are you satisfied with the training being conducted by the organisation ? Up to Some extent Fully Very Little

Q9. a. b. c.

Will training help you to identify your strengths and weakness. To a great Extent To some extent Not at altogether

Q10. a. b. c. d.

How is the training programme beneficial for you ? To Increase productivity Reduction in Cost Develop Sense of Responsibility Improve Employee Employer Relationship

BIBLIOGRAPHY
Books: Memoria, C.B.(1999): Personal Management Himalaya Publication, New Delhi. Diwedi, R.S. (1997): Managing Human Resource Galgotia Publishing Ltd, New Delhi. Kothari, C.R. (2000): Research Methodology VishwaPrakashan, New Delhi. Aswathapa K. (1997) Human Resource and Personnel Management, Tata Mcgraw Hill, New Delhi.

Websites: www.rubiconindia.com