CAPSTONE

PROJECT REPORT ON

TRAINING & DEVELOPMENT

SUBMITTED BY
BHAVANA KALE
ROLL NO. : 14029

THE UNIVERSITY OF MUMBAI PARTIAL

FULFILLMENT OF
MASTERS IN MANAGEMENT STUDIES

UNDER THE GUIDENCE

OF
PROF. Prof. Seema Unnikrishnan

DR. G. D. POL FOUDATIONS

YMT COLLEGE OF MANAGEMENT
KHARGHAR, NAVI MUMBAI.
2014-2016

ACKNOWLEDGEMENT

Industrial training is the phase of the activity during my study in which I am expected to expand
my creative thinking ability and to get the training of how to work in the industry and how all
works are undertaken in the industry. It is a matter of great satisfaction and pleasure to present
this report on Training and Development . I take this opportunity to owe my thanks to all those
involved in myproject.
I am really thankful to for making all kinds of arrangements to carry the project successfully and
for guiding and helping me to solve all kinds of quarries regarding the project work. Their
systematic way of working and incomparable guidance has inspired the pace of the project to a
great extent.
I would also like to thank my mentor and project coordinator, Dr.Seema Unnikrishnan.
( Professor) for assigning me a project of such a great learning experience and acquainting me
with real life project.
Last but not least I would like to thank all the People who have directly or indirectly helped me
with their moral support for the completion of my project.

CERTIFICATE

This is to certify that the project entitled TRAINING & DEVELOPMENT submitted to
Prof. Dr.Seema Unnikrishnan. In partial fulfillment for the award of Master of Management
Studies, University of Mumbai is her original work and does not form any part of the projects
undertaken previously. Also it is certified that the project represents the original work on the part
of the candidate.

Place: Kharghar
Date:

Signature of Manager

Signature of Guide
Prof. Seema Unnikrishnan

(Internal Guide)

DECLARATION

I Miss.BHAVANA A. KALE student of YMT College of Management I have completed the

project report on entitled TRAINING & DEVELOPMENT, submitted by me, under
the guidance of Dr.Seema Unnikrishnan, Professor of YMT College of Management. is
my own and has not been submitted to any other University or Institute or published
earlier.

BHAVANA KALE

Roll. No. 14029

(MMS)

Dr.Seema Unnikrishnan.

(Internal Guide)

Place: Kharghar, Navi Mumbai.

Date:

PREFACE
Experience is the best teacher. This saying plays a guiding line in our lives and also in
project reports that are an integral part of the MMS programmed in University of
Mumbai.
Todays age is an age of management. Management is the backbone of any
organization or any activity done. The real success of management lies in applying the
professional management techniques an all managerial activities.

SR NO.
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PARTICULARS
EXECUTIVE SUMMARY

PAGE NO.
7

INTRODUCTION

SCOPE OF THE STUDY

PURPOSE OF STUDY

10

RESEARCH METHODOLOGY
LIMITATION OF STUDY

11
13

COMPANY PROFILE

14-20

THEORIES OF HR MANAGEMENT
DATA INTERPRETATION AND ITS ANALYSIS
FINDINGS

21-31
32-51
52

BIBLIOGRAPHY

53

ANNEXURE
12

56

Index

PART 1

INTRODUCTION TO HRM

Evolution of HRM
Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much
thought was given on this subject in particular and no written records or documents interesting
to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese.
This is not to suggest that industrial establishment and factories system, as it is known today,
existed in ancient Greece, India or china. The philosophy of managing human being, as a
concept was found developed in ancient literatures in general and in Indian philosophy in
particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of
management called Personnel management. In fact, this job was assigned as part of the
factory manager. Adam Smiths concept of factory was that it consists of three resources, land,
labour and capital. This factory manager is expected to procure,
Process and peddle labour as one of the resources. The first time when such a specialist
person was used; it was to maintain a buffer between employer and employee to meet the
legitimate need of employees. However, it is the employer who decided what is legitimate
need of employees. In fact, the specialist person was more needed to prevent unionization
of employees. This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took place, which
greatly contributed, to the evolution and growth of Human Resources Management (HRM).
These developments are given below:
Scientific Management
Labour Movements
Government Regulations.

SCOPE OF HUMAN RESOURCE MANAGEMENT

The Scope of HRM is in deed fast. All major activities in the working life of worker from time of
his entry in an organization until he/she leaves, come under the preview of HRM. Specifically,
the activities included are Human Resource planning, Job analysis and design, Recruitment,
Selection, Orientation and placement, Training and development, Performance appraisal and
Job evaluation, employee and executive remuneration and communication, employee welfare,
safety and health, industrial relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like,
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations

Nature of Human Resource Management

Prospects of HRM

Employee hiring

Employee and executive Remuneration

Industrial Relations

Human Resource
Management

Employee Maintenance

Employee Motivation

NEED FOR THE STUDY

o Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they are too costly
to hire from outside. The best alternative is to improve skill and knowledge of existing
employees.
o Technological Obsolescence.
o Growth of technology takes places very fast. This will render current technology
obsolete in the future. There is a great need to upgrade technology.
o Personal Obsolescence.
At the time of training employees possess a certain of knowledge and skill. As time
passes knowledge becomes obsolete.This happens because of changes taking place in
product technology, production methods, procurement of better machines, setting up of
modern production lines, introduction of modern method of supervision and information
processing through MIS and EDO..
o Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of
management like planning, organizing, controlling, coordinating and directing.
Organization which is impervious to such changes is bound to fail and become obsolete.
o Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like
handicapped, minorities and dependents of deceased workers etc. All these are
threshold workers having less than minimum prescribed level of knowledge and skill.
They require extensive training to bring them up to the minimum level of performance
standard.
Coercive training by government.
In order to provide better employability chances of unemployed youth, certain
governments taken initiative to mobilize resources available at pubic/government and
private sectors to outside candidates. One such example is the Apprentice Training
conducted by govt. of India. A part of expenditure incurred for this by private sectors are
reimbursed by government.
o Human capital
The latest thinking is to treat employees as human capital. The expenditure involved is
training and developments are now being considered as an investment.

OBJECTIVES OF THE STUDY

To study effective utilization and maximum development of human

resources.
To ensure respect for human beings. To study identification and
satisfaction of the needs of individuals.
To ensure reconciliation of individual goals with those of the organization.
To study of achievement and maintained high morale among employees.
To provide the organization with well-trained and well-motivated
employees.
To study the fullest the employees job satisfaction and self-actualization.
To study a quality of work life.
To be ethically and socially responsive to the needs of society.
To study development overall personality of each employee in its
multidimensional aspect.
.

RESEARCH AND METHODOLOGY

Statement of Problem:
Human resource has gained a wide acceptance in the industry. The objective of the
study was to access employee satisfaction. This has led to the need for more experienced and
skillful employee where to be trained to meet the organization requirement.
People in an organization are the most productive resource and also the most expensive
organization spends on this resource in order to extract the best contribution out of them. A
small judgment error in rectifying a non retainable employee could lead to decal losses in terms
of time and money spend on his training and job socialization as also initial losses in terms of
job held up due to vacancy in position and other related job being postponed in todays fast
pace corporate world, time management being important, such errors are not called for
therefore more stress is laid on efficient, effective and potential worker for the organization
corporate world today recruits people directly and prudently rather simply hire and fire people.
The mobilization of money, the construction of factory building, the purchase and
installation of machines and procurement of materials are the initial measures taken by a
management in the establishment of a company. The recruitment and selection of people to
man and machines and auxiliary services form a part of these initial measures.
Without people to man and plant, the collection of physical resources by itself will not
serve only purpose. The hiring of men and women required is more important than the
marshalling of physical resources in the establishment of the company and the attainment of its
objectives. Note that the hiring of people is confirmed to the initial stages in the formation of an
enterprise. The employment is continuous one and it ends only when the enterprise eases to
exist.
More important, an enterprise grows and diversifies, and so there is great need for men
and women. Recruitment and selection, therefore becomes a specialized function and is
disclosed by the personnel department. In act, employments are one of the foremost functions
of the human resource development.

Therefore, it is necessary to know about the employment function i.e., recruitment,

selection, interviews, placing and orientation of personnels. HR is the major inputs for any
organization to achieve its objectives. Therefore its important for any organization to spend time
and money till the right personnel are found.

Field of study:
This project work was carried out at corporate cheese consultancy services
Research samples:
IT industry plays a very important role in the economy. The sample was therefore chosen
as it portrays the needs of the researchers.
Research provides an insight into any study top basically evaluate and judge the data or
to find the solution to any given problem a simple is representative of a group or population that
identifies itself as part of it. The sample chosen for this report is corporate cheese consultancy
services
Objectives of the study:
Recruitment and Selection are one of major HRM function that helps manager to keep
the skilled members in the organization.

Data Collection:
The data collected contains primary data and secondary data. The primary data has
been collected mainly by interviewing and also observation. Secondary data has been obtained
from published journals, company broachers, books, internet, etc.

LIMITATIONS OF THE STUDY

1

As the project is prepared for academic purpose only, it suffers from the limitations of
time and money, due to which analytical study into all the strategies adopted by the
organization was not possible.

The study was completed within short span of time that was available.

The report also suffers from the limitations of exhaustiveness as far as the information is
concerned.