PROJECT REPORT*

A
Project Report
On
STUDY OF TRAINING & DEVELOPMENT IN
TATA CONSULTANCY SERVICES.
HINJEWADI, PUNE 411 057.
Submitted
To

DR. BABASAHEB AMBEDKAR MARATHWADA UNIVERSITY

AURANGABAD

By
UMESH S. GAWALI
M. COM IV SEMESTER
(2015-16)
Under the Guidance of

PROF. MR. NITIN KHARAT

M.S.P
MANDAL'S
DEOGIRI COLLEGE, AURANGABAD
(2015-2016)

STUDENT DECLARATION
I hereby declare that the project report or the Dissertation entitled

STUDY OF TRAINING & DEVELOPMENT IN

TATA CONSULTANCY SERVICES
HINJEWADI, PUNE 411 057.
Undertaken at

TCS, PUNE
Under the guidance of

MRS. TANYA IYER

PROF. MR. NITIN KHARAT
HR MANAGER
Coordinator
TATA CONSULTANCY SERVICES.
M.S.P. MANDAL'S
HINJEWADI, PUNE.
DEOGIRI COLLEGE, AURANGABAD
411057.
431001.

Submitted in partial fulfillment of the requirement for the award of the Degree of
Master of Commerce (M.com), to Dr. BABASAHEB AMBEDKAR
MARATHWADA UNIVERSITY. Is the result of my own effort and has not been
submitted to any other institution of award of any degree.

UMESH S. GAWALI
3

PLACE: AURANGABAD

Acknowledgement
I express my profound sense of gratitude and sincere thanks to the
management and Mrs. Tanya Iyer for having offered me Summer Internship
project in their company. I would like to sincerely thank, Prof Mr. M.L
JADHAV (Principal) Deogiri College, Aurangabad for his constant support
and valuable guidance. I thank my project guide Prof. Mr. Nitin Kharat for
his appropriate guidance and encouragement.
I also extend my gratitude towards the staff members of Deogiri College for
providing the required facilities and support to carry out the project
successfully.

Umesh Gawali

INDEX
Content

Chapter
No.
1

Introduction

Theoretical Background

Company Profile

Organizational Hierarchy

6
7

Research Methodology:
Objectives and Scope
Limitations of Study
Data Presentation and Analysis
Findings and Observation

Suggestions and Recommendations

Bibliography

Page
No.

TRAINING AND
DEVLEOPMENT
CHAPTER 1.
INTRODUTION

CHAPTER 1.
INTRODUCTION
The project is undertaken to study initiatives taken by the company in
training the stability, flexibility and capacity of the growth of the
organization. Companies looking to operate and compete globally have to
constantly skill and reskill the employees. Training has therefore, become an
ongoing process across geographies and time restrictions. Considering the
scale of frequency of training programs technology is playing a crucial role
in imparting training, online employees and effectiveness of the training
imparted. The aim of any company is to progress.
And improve its profitability, companys profits are directly related to
the performance of the employees. The duties carried out by the employees
should be in favors to the company in terms of saving the cost and time, but
at the same time the duties should be carried out efficiently. Well trained
employees and to the capacity for the growth of the company. Training
provides greater tutorials self-learning modules, web based courses,
designed learning programs and such other programs have gained a lot of
importance. A trainee is just connect to the internet study the syllabus and
options available and enroll for the course electronically. Traditionally
training was provided only in behavioral and technical areas. But with
advancement in technology the modern training programs stated including
cultural and value training also. Understanding ones as well as clients
organization and moreover the industry in which one is working is also quite
crucial.

Training and development is one of the key HR functions. Most

organization look at training and development as an integral part of the
human resource development activity. The turn of the century has seen
increased focus on the same in organization globally. Many organization
have mandated training hours per employees keeping in consideration the
fact that technology is deskilling the employees at a very fast rate. However
training and development are two different aspects. Basically training refers
to the process of imparting specific skills and development is less skill
oriented, it is the learning opportunities designed to help employees grow.
8

TRAINING
Training may be described as endeavor aimed to increase or develop
additional competency or skills in an employees on the job currently holds in
order to increase the performance or productivity.

Training is concerned with imparting development specific skills for a

particular job purpose. Training is the act increasing the skills of an
employees for doing a particular job.

Training is the process of learning a sequence of programmed behavior in

earlier practice, training program focused more on preparation for improved
performance in particular job.

Training and Development activities are important part of exploring these

opportunities. Training and Development activities are designed to impart
specific skills, abilities and knowledge to employees. Training is a planned
effort by an organization to facilitate employees learning of job related
knowledge and skills for the purpose of improving performance.
Development refers to learning opportunities designed to help employees
grow and evolve a vision for future.
Training involves the development of skills that are usually necessary to
perform a specific job. Its purpose is to achieve a change in the behavior of
those trained and to enable them to do their jobs better. It makes newly
appointed workers fully productive in the minimum of time. It is equally
important for the old employees due to frequent changes in technology.
Training and development need = Standard performance Actual
performance.

DISTINCTION BETWEEN TRAINING AND DEVELOPMENT

TRAINING

DEVELOPMENT

1. Training means learning skills and

knowledge for doing a specific job.

1. Development means growth of an

employees in all respects.

2. It is concerned with maintaining and

improving current job performance. Thus, it
has short-term perspective

2. It seeks to develop competence and skills

for future performance. Thus, it has a longterm perspective.

3. It is job-centered in nature.

3. It is career-centered in nature

4. Role of trainer is very important.

4. The executives has to be motivated

internally for self-development.

TRAINING AND DEVELOPMENT

MEANING OF TRAINING AND DEVELOPMENT:-

In simple terms, training and development refer to imparting specific skills,

abilities and knowledge to an employee.
A formal definition of training and development is:It is any attempt to improve current or future employee performance by
increasing an employees ability to perform through learning, usually by changing
the employees attitude or increasing his skills and knowledge.
Training is an organised activity for increasing the knowledge and skills of
people for a definite purpose. It involves systematic procedure for transferring
technical know- how to employees so as to increase their knowledge and skills for
doing specific jobs with proficiency.
According to Edwin B. Flippo, Training is the act of increasing the
knowledge And skills of an employee for doing a particular job.

Training and development need = Standard performance Actual performance.

10

PROCESS OF TRAINING AND DEVELOPMENT

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

TRAINING AND DEVELOPMENT PROCESS

OAED SER TSVG A E I A S B S NI LS N II SSG AH T M E

EII OM V NPA LA L E L M E N T A T I
MNTO R TNE A N O OI TN F F I N G
UO AB T J E I O C T I V E
TNAT RRNF O AA D F II NN II NN GG A N D
STAD RNE A A VD N I E N D L I ON P M E
N T
R E S U L
SGDN T TE R V A E T L E O G P I M E E N
TSP SR O G R A M M E
NTP R E G OE O DG A SR L A S M M
E
11

NEED OF TRAINING AND DEVELOPMENT

Training is important not only from the point of view of organization ; but
also for the employees. Training is valuable to the employees because it will
give them greater job security and opportunity for advancement.
The need of training arises in an enterprise due to following reasons:CHANGING TECHNOLOGY:-Technology is changing at a fast pace. The
workers must learn new techniques to make use of advanced technology.
Thus, training should be treated as a continuous process to update the
employees in new methods and procedures.
QUALITY CONSCIOUS CUSTOMERS:-Customers have become quality
conscious and their requirements keep on changing. To satisfy the
customers, quality of products must be continuously improved through
training of workers.
GREATER PRODUCTIVITY:-It is essential to increase productivity and
Reduce cost of production for meeting competition in the market. Effective
training can help increase productivity of workers.
STABLE WORKPLACE:-Training creates a feeling of confidence in the
minds of the workers. It gives them a security at the work-place. As a result,
labor turnover and absenteeism rates are reduced.

12

OBJECTIVES AND
SIGNIFICANCE

13

OBJECTIVES
The primary objectives of the act is as a facilitator in identifying the
organizational and individual training needs (sample size of 70) and to
analyze the same to give feedback and suggestions to the organization for
improving the training and development process of the organizations.
The objectives of the project are as follows:
To examine the effectiveness of training in overall development of
skills of workforce.
To examine the impact of training on workers.
To study the changes in behavioral pattern due to training.
To find out new methods of training and development in Kam Avida
To study the training and development process carried on in the
company.
To identify the knowledge and skills required to perform the job
effectively.
Significance of the study
Training and Development is very important and essential in every
organization due to the following:
Training is required to cover essential work-related skills, techniques
and knowledge. It is the process used to reduce the gap between the
desired performance and the actual performance which eventually
results in increased productivity, quality and healthy work environment.
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.
14

 Training helps to eliminate obsolesce in work, it gives the employees a

clear view of what is needed and also helps in upgrading their skills and
knowledge to keep in pace with the ever changing technology which is
very essential in todays competitive market.

CHAPTER 3.
THEORITICAL
BACKGROUND

15

CHAPTER 2.
THEORETICAL BACKGROUND
The theoretical background as well as the history of the term
knowledge organization has two disciplinary roots.
a) Learning and cognitive psychology and
b) Information and computer sciences.
The preferred perspective depends on the underlying
conception of knowledge.
Therefore, the term knowledge organization only can be
applied when considering the concept of knowledge. There are
many understanding of knowledge which differentiate its special
characteristics and forms. Among others, Jean Piaget (1897
1980) has had great influence on the conception of knowledge
Function
The theoretical framework is a foundation for the parameters,
or boundaries, of a study. Once these themes are established
researchers can seek answers to the topical questions they have
development on board subjects. With a framework, they can resist
getting off rack by digging into information that has nothing to do
with their topic. Often researchers are curious about abroad
subjects, but with a theoretical framework they can stay within the
theme or topic.
Purpose
Studies are solutions structured by time and money, and often
very little of each. Therefore, to get good results from research or
data a researcher needs to stay on point. A theoretical framework is
mostly made up of general ideas of what the researcher think she
16

will need to cover. Sometimes a framework will show that, within

the topic an area of interest may not be useful enough to pursue
and can be eliminated saving the researcher or writer time.

CHAPTER 3.
COMPANY PROFILE

17

CHAPTER -3

COMPANY PROFILE
TATA CONSULTANCY SERVICES
TYPE

PUBLIC

TRADED AS

BSE 533540
NSE TCS

INDUSTRY

IT SERVICES IT CONSULTING

FOUNDED

1968

FOUNDER

J.R.D TATA, F.C. KOHLI

HEADQUARTER

MUMBAI MAHARASHTRA

AREA SERVED

WORLDWIDE

KEY PEOPLE

N CHANDRASEKARAN (CEO & MD)

F.C. KOHLI (EX-CEO)

SERVICES

IT, BUSINESS CONSULTING AND

OUTSOURCING SERVICES

NUMBER OF EMPLOYEES 3,44,691(DECEMBER 2015)

PARENT

TATA GROUP

SLOGAN

EXPERIENCE CERTAINTY

WEB SITE

www.tcs.com

18

CHAPTER 2
OBJECTIVES OF THE
PROJECT
19

CHAPTER 4 .
RESEARCH METHODOLOGY

20

CHAPTER 4.
RESEARCH METHODOLOGY
In modern times, there has been a considerable increase in research activity
throughout the world. Research Methodology in its modern forms is enjoying a
great vogue in all the developing countries and no doubt with modernization has
trapped all the areas of Arts, Commerce & Science.
Research methodology is a systematic method of discovering new facts
while verified old facts, their sequences, interrelationships, casual explanations and
natural laws which govern them.

P.V. Young
Research Methodology, means a careful critical inquiry or examination in
seeking facts for principles, diligent investigation in order to ascertain
something.
Webster International

Dictionary Meaning:
Research Methodology is a method of studying problems whose solutions
are to be desired partly or wholly from the facts. These facts may be statements of
opinions, historical facts, those contained in records and reports, the results of
tests, answers to questionnaires experimental data of any sort and so forth.

RESEARCH DESIGN METHODOLOGY

The project design is prepared to achive define objective for all research and study is
importants to have a proper research method. It is basic framework which provides the
guideline for the rest of research process. It mainly specifies the objectives for the project
method of collecting data, research approach sampling plan, time period , and limitations of
project etc.
21

 Collection of Data
Basically there are two major sources of gathering information about a
situation, phenomenon or a problem.
a. Primary data collection.
b. Secondary data collection.
a. Primary Data Collection:
Primary data is the first hand data being collected by self through personal
visit & consultation. The data was collected with the help of interview and
questionnaire.
Methods of primary data collection
Observations
Interview
Questionnaire

b. Secondary Data collection:

Secondary data means the data which has already been collected and
analyzed by someone else, For this project the secondary data was collected from:Methods of Secondary data collection

Books
Magazine
New Paper
Television
Websites

SAMPLING PLAN
An internal component of research design is sampling plan, specifically it address
three basic questions
1) Whom to survey (sampling unite)
2) How many to survey (sample size)
3) How to select them(sampling procedure)
22

The survey of respondent has been conducted personally the chalked sampling plan.
SAMPLE UNIT
Simple random sample method was selected for collected primary data this
sampling technique gives each element an equal chance means equal probality of
selection.
SAMPLINGMETHOD :-Simple random method:
A Subset of a statistical population in which each member of the subset has an
equal probability of being chosen. A simple random sample is meant to be an unbiased
representation of a group.
SAMPLE POPULATION - 80
SAMPLE SIZE 40
RESEARCH INSTRUMENT
This is the instrument or technique selected by the researcher to collect the data
from the respondents and questionnaire. for the study scheduled was selected as the
instrument for the research work .researcher herself
Interviewed all the samples, personally to collect the primary data for the research
work.

MARKET RESEARCH
The purpose of market research is to provide information, which will aid
management decision making marketing managers are commissioned to undertake
marketing research and formal studies on specific problem and opportunities. They
may request a marketing survey, a product preference test, a sales forecast for a region
or a research advertising effectiveness. It was felt that to obtain more information
intense study with practices was required for understanding the subject. The basic aim
of the study is to analyse the market share of frooti in product market with its
competitor.

23

RESEARCH PROCESS
Define research problem

Review concepts and Theories

Formulate hypotheses
Design research
Collect data
Analysis data
Interpretation and report

CHAPTER 7.
DATA PRESENTATION AND
ANALYSIS
24

CHAPTER 6

DATA PRESENTATION AND ANALYSIS

TABLE 1
SHOWING THE RESPONSE OF RESPONDENTS ABOUT THE
TRAINING PROGRAM CONDUCTED LAST YEAR.
SR. NO.
1.
2.

Response
YES
NO
Total

Respondent Percentage
26
87 %
4
23 %
30
100 %

30
25
20
15
10
5
0

YES

NO

ANALYSIS:
From the above table it is found that 87% of the respondents says
YES that they had undergone training last year, whereas 23% says NO.

INTERPRETATION:

25

From the above analysis they can conculde that majority of the
respondents had undergone training program in the last year.

TABLE 2
SHOWING TYPE
EMPLOYEES

OF

TRAINING

Type of training
On-Job training
Off-Job training
Both

UNDERGONE

Respondent
20
6
4
TOTAL

BY

Percentage
67 %
20 %
13 %
100 %

13%
20%
67%

On-Job training

Off-Job training

Both

CONCEPT
Satisfaction is the most important part of Training Program. It plays
a major role in employees growth personal development and interest or
commitment towards work.
ANALYSIS:
From the above chart, it is understood that 67% of the employees
are taken on the job-training, 20% off-job training and 13% both.

INTERPRETATION:
26

From the above, on the job training is given greater importance in Kam
Avida Enviro Engineers Pvt. Ltd.

TABLE 3
SHOWING THE RESPONSE TOWARDS
LEVEL FOR DURATION OF TRAINING:
Response
Satisfactory
Not Satisfied
Moderately satisfied
Cant Say
TOTAL

No of Respondents
22
0
5
3
30

SATISFACTION
Percentage
66 %
0%
15%
9%
100 %

17%
10%
73%

Satisfactory

Not Satisfied

Moderately satisfied

Cant Say

CONCEPT
Satisfaction of the learner is the most important factor in Training
programme. It plays a major role in employees growth and development,
commitment towards the job.
ANALYSIS
The above chart shows that 66% of employees are satisfied with the
duration of Training whereas 15% are moderately satisfied and 9% indicates as
they could not conclude.

INTERPRETATION:
27

Thus employees are satisfied with the Training duration extended

by the Kam Avida Enviro Pvt. Ltd. since training is given as and when required
which calls for predation of technical, new skills and knowledge being Research
based industry.

TABLE 4
SHOWING THE EMPLOYEES SELECTION CRITERIA FOR
TRAINING
Response
Department
Company
Random
Not known
Total

No of Respondents
9
6
14
1
30

Percentage
27%
18 %
42 %
3%
100 %

3%
30%
47%
20%

Department

Company

Random

Not known

CONCEPT
For training a company has to follow some criteria for Selection
depending on the need and to get each employees trained to achieve the desired
results.

ANALYSIS
From the above diagram, 42% of the employees are selected
randomly, 18% by company, 27% by the department, while 3% says as not known
the criteria for selection for training.

INTERPRETATION:
28

The above vivdly depicts the 42% of employees are

selected randomly for the training program and no other proper method
is followed.
TABLE 5
SHOWING THE OPINION OF RESPONDENTS
RECEIVING TRAINING REGULARLY:
SR. NO.
1
2

Response
Yes
No
Total

No of Respondents
28
2
30

ABOUT

Percentage
92%
8%
100 %

8%

92%

Yes

No

CONCEPT
Training should be a regular activity; it has to be given regularly to
the employees to enable them to carry out their job in the required manner any
deviation.

ANALYSIS
From the above table it is clear that the 92% of respondents
says that they undergo training regularly and only 8% say that they dont
receive training.
INTERPRETATION
29

Thus, it is found that training is a regular and continuous

process based on the training guideline structure.
TABLE 6
SHOWING THE OPINIONS OF RESPONDENTS ABOUT THE TRAINEES
FEED BACK
SR. NO.
1
2
3
4

Response
Yes
Not at all
To some extent
Not known
Total

Respondent Percentage
24
80%
0
0%
3
10%
3
10%
30
100 %

10%
10%

80%

Yes

Not at all

To some extent

Not known

Concept:
Trainees feedback is most important tool which helps the
organization to evaluate the training standards, needs. If the trainees
feedback is considered with necessary action plan, they will be
motivated and do the best job.
Analysis:
From the above chart it clearly shows that 80% of the
respondents says YES, their feedback is considered to some extent and
balance 10% says that they do not know.
30

INTERPRETATION:
From the above analysis, it is found that trainees feedback is
given importance in Kam Avida enviro Pvt. Ltd
Table 7
SHOWING THE OPINION OF RESPONDENTS ABOUT SKILLS
AND TACTICS FOR EFFICIENT JOB EXECUTION
Sr. No.
1
2
3
4

Response
To some extent
To a great
extent
Yes
Not at all
Total

12

No of
Respondent
s
Percentage
6
20%
10
11
0
27

33%
37%
0%
100 %

11
10

10
8
6
6
4
2
0
0
To some extent

To a great extent

Yes

Not at all

CONCEPT:
Skills and efficiency learned in the training need to be applied in the relevant
job execution
ANALYSIS:
From the above it is found that 6% of the respondents says that it is
applicable only to some extent, while 10% says to great extent and 11% says just
yes.
31

INTERPRETATION:
From the above analysis it can be concluded that the
majority of respondents accepts that the training helps in improving their
skills and execute their job efficiently.
TABEL 8
SHOWING THE OPINION OF THE RESPONDENTS TOWARDS THE
FACILITIES PROVIDED DURING TRAINING
Sr. No.
Facilities
LCD
OHP
BOOKS
AUDIO
Total

1
2
3
4

No of
Respondent
s
Percentage
25
83%
5
17%
0
0%
0
0%
30
100 %

90%
80%
70%
60%
50%
40%
30%
20%
10%
0%

LCD

OHP

BOOKS

AUDIO

ANALYSIS:
From the above data the picture indicates that 83% and 17% are of
the opinion that they are provided with LCD and OHP facility respectively.

INTERPRETATION:

32

From the above analysis it is clear that the majority of respondents

says LCD facilities are being provided during training program.

TABEL 9
SHOWING THE SATISFACTION LEVEL OF RESPONDENTS ABOUT
THE TRAINING FACILITY PROVIDED
Sr. No.
Response
Yes
No
Total

1
2

No of
Respondent
s
Percentage
27
90%
3
10%
30
100 %

90%
90%
80%
70%
60%
50%
40%
30%
20%
10%

10%
0%
Yes

No

CONCEPT:
The facilities provided during the training have major impact. It should have
professional environment and support to the trainees.

ANALAYSIS:
33

From the above chart showing that 90% of the respondents are of the opinion that
the existing facility is good.

INTERPRETATION:
From the above chart, it is clear that majority of the respondents say that they are
satisfied with the existing facilities provided during the training.

TABLE 10
SHOWING THE OPINION OF RESPONDENTS ABOUT THE
TRAINERS THEORITICAL KNOWLEDGE
Sr. No.

No of
Respondents Percentage
9
30%
17
57%
4
13%
0
0^
30
100%

Response
Excellent
Good
Average
Poor
Total

1
2
3
4

0%
Poor

13%

Average

57%

Good

30%

Excellent
0%

10%

20%

30%

CONCEPT:
34

40%

50%

60%

A trainer should have thorough knowledge about the training

so that he can clear the doubts of the trainee theoritically.

ANALYSIS:
From the above table it is found that 30% of the respondents
says that trainers knowledge is excellent, when 50% quotes as
good and 13% are of the opinion that it is average.

Interpretations:
From the above analysis they can conclude that majority of the respondents
are showing positive opinion about the trainers theoretical knowledge is good.

TABLE 11
SHOWING THE
CONTENT
Sr. No.
1
2
3

OPINION ABOUT TRAINING

Response
Good
Properly chosen
Bad
Total

No of Respondents
25
5
0
30

COURSE

Percentage
83%
17%
0%
100%

83%

17%

Good

Properly chosen

Bad

CONCEPT
Even though the company choose the training contents relevant to the job
the trainees opinion is also very important from their angle. Training contents
should cover all necessary information regarding the training subject, so that an
employee can easily understand the matter in clear manner.
35

ANALYSIS:
From the above table it is clear that 83% of the respondents says properly
chosen while remaining 17% saying as good.

INTERPRETATION:
From the above analysis it is found that majority of the respondents opinion
says that it is properly chosen.

36

CHAPTER 8.
FINDINGS &
OBSERVATIONS

37

CHAPTER 7.

FINDINGS
Training and development programs at Kam Avida Enviro Engineers
Pvt. Ltd. is aimed at systematic development of knowledge, skills, attitude
and team work.

The majority of employees fall under age group 35 years and above who
enjoy more experience with regard to their responsibility.

Maximum respondents have undergone training program in the last year, but
it is only showing 70% of the respondent are satisfied with the training
duration.

The employees are not aware about the criteria of selection of training. 42%
of the employees are selected randomly for the training program and no
other proper method is followed.

The trainee has to know the objectives of training before selection. Only
87% of the employees are aware about the objective of training when being
selected.

Knowledge is the important factor for any kind of learning. It gives an idea
to employee about the subject matter. 40% said that the training imparted is
only helping to some extent in gaining the knowledge, not to the full extent.

Training is given to employees by recognizing their area of deficiency. No

training is imparted to the knowledge not to the full extent.

The return of investment made on the training and activity are not measured
properly employees are feeling that the return on investment made for
training is more than the expected gain.

38

OBSERVATIONS

Freshers were offered attractive salary as compare to other

manufacturing unites in region.
Freshers has no experience as well as they are not trained, so the
company provides the best training program to them.
The person concerned can only enter by prior appointed in the
organization.
The company is very good in following TPM methodology. Observed
TPM is very important part for organization.
Less than 50% employees are selected randomly for the training
program and no other proper method is followed.

39

CHAPETER 9.
SUGGESTIONS AND
RECOMMENDATIONS

40

CHAPTER 8.
SUGGESTIONS AND RECOMMENDATIONS
All the managers, line managers, supervisors, HR and Administration
need to get the training and development knowledge and practices.
The HR department and the line managers may initiate to the senior
executive to provide proper and time based training to the employee,
which helps them to create something new to their customs and adopt
new technology easily.
The HR manager and line manager should smoothly evaluate the
every employees task to get the level of employee, it helps to provide
them the required level of training and development.
The management should provide awareness program about the
objective of training to the employee before providing them the
training.
The management should provide an experienced trainer.
Visit to related companies will help to know about their method of
work, which will enable to better production.
The training circular form can also include brief introduction about
the subject for which the training program has been organized so that
the participants are able to understand the topics being covered in the
training program in advance.
The trainer most provide satisfaction to the employee during the
training program.

41

LIMITATION OF STUDY

42

LIMITATIONS OF STUDY
1. Time was the basic limiting factor.
2. Personal interview of all concerned was not possible.
3. Management did not disclose the data, documents of the organization.
4. The study is restricted to HR policies and employee satisfaction only.
5. The study is limited to single organization.
6. Employees fail to given detail information during interview.

43

CHAPETER 9.
BIBLIOGRAPHY

44

CHAPTER 9.
BIBLIOGRAPHY

www.slideshare.com
www.tcs.com
www.Google.com
Human Resource Management V.S. Rao
Human Resource Management Gary Dessler
Strategic Human Resource Management Srinivas R kandula

45