SHIKHA

Summer Training Report
On
TRAINING & ITS EFFECTIVENESS

(A Case Study of Red fox Hotel, Jaipur)
SUBMITTED IN PARTIAL FULFILLMENT TO

THE IIS UNIVERSITY
For the Degree of

MBA-Human Resource Management
(Department HRM & IB)
SUPERVISED BY: - SUBMITTED BY:-

Dr. Seema Singh Rathore
Add. Head, Department of HRM & IB Ms Shikha Kherada
The IIS University MHRM (Semester III)
Enroll No.11/12565
2012-13
PREFACE
Human resource is life line of any industry. The human resources of an
organization consist of all people who perform its activities. HRM is the legal
liaison between the organization and the employees, they are to uphold the
employment and safety laws as well as follow the practices, which may differ
within federal guidelines that the employer authorizes. In broader terms, all
decisions that affect the workforce of the organization concern the HRM
function.
The summer training program is designed to give the future managers the feel
of the corporate happenings and work culture. These real life situation are
entirely different from the stimulated exercise enacted in an artificial
environment inside the classroom and it is precisely because of this reason that
this summer training has been designed, so that managers of tomorrow does not
fill ill in the case when the times comes to shoulder responsibilities. The
summer training is a bridge between the institution and organization to make us
understand how theoretical knowledge will be applied in the practical field.
It was exactly in this context that I was privileged to join REDFOX HOTEL,
JAIPUR as a summer trainee. The experience that I have gathered over the
past 45 days has certainly provided me with an orientation, which WE believe,
will help me shoulder any assignment successfully in future.
ACKNOWLEDGEMENT
It is with a deep sense of gratitude that I acknowledge the cooperation and

support of Red Fox Hotel , Jaipur which gave me the unique privilege of
completing my project by visiting it and provided me with an opportunity to
interact with the various personnel.
I am particularly grateful to Mr. Jitendra khatri, (Manager HR). It was indeed

very gracious of him to spare his valuable time and to give an elaborate insight
into the functioning of the company as also to answer all my queries patiently. I
sincerely express my gratitude to him.
I am deeply gratified to the members of HR department , for their time and
constant support they gave from their busy schedule which helped me to
complete my project.
I would also like to specially thank to Prof. M.K Sharma (Dean, Faculty of
Commerce & Management), and Dr. Ankita Gangwal (Head of Department of
Commerce & Management) who had helped me a lot in getting my Project
Report.
Finally, I would like to express my sincere gratitude to My Supervisor

Dr. SEEMA SINGH RATHORE (Add. Head, Department of HRM & IB)
without her help, supports and guidance it would not have been possible for me
to complete the project. They were the guiding light and driving force for
moving forward in the right direction.
Thank you
Shikha Kherada
TABLE OF CONTENTS
S.No. Topic Page

No.
Certificate
Preface
Acknowledgement
Chapter 1 Introduction 1-23
Chapter 2 Research Methodology 24-30
Chapter 3 Introduction of Red Fox Hotel 31-47
Chapter 4 Data Analysis & Interpretation 48-62
Chapter 5 Findings and Suggestions 63-64
Chapter 6 Conclusion 65
Bibliography
Annexure
CHAPTER -1
INTRODUCTION
TRAINING
TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured format.
Training is a process of learning a sequence of programmed behavior. It improves the

employee's performance on the current job and prepares them for an intended job.
Development not only improves job performance but also brings about the growth of the
personality. Individuals not only mature regarding their potential capacities but also become
better individuals.
TRAINING AND DEVELOPMENT OBJECTIVES
The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, Organizational, Functional, and Societal.
Individual Objectives help employees in achieving their personal goals, which in turn,
enhances the individual contribution to an organization.
Organizational Objectives assist the organization with its primary objective by bringing
individual effectiveness.
Functional Objectives maintain the departments contribution at a level suitable to the
organizations needs.
Societal Objectives ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.
IMPORTANCE OF TRAINING AND DEVELOPMENT
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.
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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.
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.
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.
Quality Training and Development helps in improving upon the quality of 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.
Morale Training and Development helps in improving the morale of the work force.
Image Training and Development helps in creating a better corporate image.
Profitability Training and Development leads to improved profitability and more

positive attitudes towards profit orientation.
Training and Development aids in organizational development i.e. Organization

gets more effective decision making and problem solving. It helps in understanding
and carrying out organizational policies
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Training and Development helps in developing leadership skills, motivation,
loyalty, better attitudes, and other aspects that successful workers and managers
usually display.
What is Training in terms of organization?
Transferring information and knowledge to employers and equipping employers to

translate that information and knowledge into practice with a view to enhancing
organization effectiveness and productivity, and the quality of the management of people.
It also means that in organizational development, the related field of training and
development (T & D) deals with the design and delivery of workplace learning to improve
performance.
TRADITIONAL AND MODERN APPROACH OF TRAINING
Traditional Approach Most of the organizations before never used to believe in training.
They were holding the traditional view that managers are born and not made. There were also
some views that training is a very costly affair and not worth. Organizations used to believe
more in executive pinching. But now the scenario seems to be changing.
Modern approach is that Indian Organizations have realized the importance of corporate
training. Training is now considered as more of retention tool than a cost. The training system
in Indian Industry has been changed to create a smarter workforce and yield the best results.
TRAINING
Training is the act of increasing the knowledge and skill of an employee for doing a
particular job.
Training is a process of learning a sequence of programmed behavior. It is the application of

knowledge & gives people an awareness of rules & procedures to guide their behavior. It
helps in bringing about positiv0e change in the knowledge, skills & attitudes of employees.
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Thus, training is a process that tries to improve skills or add to the existing level of
knowledge so that the employee is better equipped to do his present job or to mould him to be
fit for a higher job involving higher responsibilities. It bridges the gap between what the
employee has & what the job demands.
Training is about the acquisition of knowledge, skills, and abilities (KSA) through
professional development.
Training is activity leading to skilled behavior.
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
Its not how high you want to rise, but its knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an outcome
Its not what you dream of doing, but its having the knowledge to do it
It's not a set of goals, but its more like a vision
Its not the goal you set, but its what you need to achieve it
ROLE OF TRAINING
OBJECTIVES OF TRAINING
To establish a sound relationship between the worker and his job- the optimum man-
task relationship.
To prepare employees to meet the present as well as the changing requirements of the
job & the organization.
To impart to the new entrants the basic knowledge & skills.
To prepare employees for more responsible positions.
To assist employees to perform more effectively in their present positions.
To ensure smooth & efficient working of a department.
To train employee to increase his quantity & quality of output.
To bring about labour turnover.
To train employees in the company culture pattern.
To bring about change in attitudes of employees in all directions.
To reduce supervision time, reduce wastage & produce quality products.
To reduce defects & minimize accident rate.
To absorb new skills & technology.
Helpful for the growth & improvement of employee's skills & knowledge.
PURPOSE OF TRAINING:
To improve Productivity: Training leads to increased operational productivity and

increased company profit.
To improve Quality: Better trained workers are less likely to make operational
mistakes.
To improve Organizational Climate: Training leads to improved production and
product quality which enhances financial incentives. This in turn increases the overall
morale of the organization.
To increase Health and Safety: Proper training prevents industrial accidents.
Personal Growth: Training gives employees a wider awareness, an enlarged skill
base and that leads to enhanced personal growth.
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IMPORTANCE / VALUE OF TRAINING
Often supervisors ask, "Why should I provide training to my staff?" There are many reasons
agencies provide training to their employees:
To foster growth and development

To provide opportunities for employees to accept greater challenges
To aid employees in contributing to the achievement of department goals and the
agencys mission and vision
To build employee self-confidence and commitment
To produce a measurable change in performance
To bring about the desired changes that can solve a variety of problems
ADVANTAGES / BENEFITS OF TRAINING
Providing training to an employee benefits both the employer and employee by:
Improving an employees performance

Developing the group and team skills needed to achieve organizational goals
Giving employees the needed skills and knowledge to complete assigned jobs, duties
and tasks
Motivating employees to achieve higher standards
Increasing overall efficiency
Improving customer service, which leads to customer satisfaction
Preparing employees for promotional opportunities
Decreasing employee turnover, which reduces down time
Enhancing employee morale, motivation, and creativity
Enabling managers to reach unit goals and objectives
RESULTS OR OUTCOMES
Increased quality and quantity of work performance
Decrease accidents
Increase knowledge, skills attitudes
Decrease costs of management
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Decrease absenteeism and turnover rates
Increase job satisfaction production
TYPES OR APPROACHES OF TRAINING
1. Orientation Training
2. Job training
3. Safety training
4. Promotional training
5. Refresher training
6. Remedial training
7. Craft training
8. Apprentice training
9. Internship training
1. ORIENTATION TRAINING
Induction or orientation training seeks to adjust newly appointed employees to the work
environment. Every new employee needs to be made fully familiar with the job, his superiors
and subordinates and with the rules and regulations of the organization. Induction training
creates self-confidence in the employees. It is also known as pre-job training. It is brief and
informative.
2. JOB TRAINING
It refers to the training provided with a view to increase the knowledge and skills of an
employee for improving performance on-the-job. Employees may be taught the correct
methods of handling equipment and machines used in a job. Such training helps to reduce
accidents, waste and inefficiency in the performance of the job.
3. SAFETY TRAINING
Traning provided to minimize accidents and damage to machinery is known as safety
training. It involves instruction in the use of safety devices and in safety consciousness.
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4. PROMOMTIONAL TRAINING
It involves training of existing employees to enable them to perform higher level jobs.
Employees with potential are selected and they are given training before their promotion, so
that they do not find it difficult to shoulder the higher responsibilities of the new positions to
which they are promoted.
5. REFRESHER TRAINING
When existing techniques become obsolete due to the development of better techniques,
employees have to be trained in the use of new methods. With the passage of time, employees
may forget some of the methods of doing work. Refresher training is designed to revive and
refresh the knowledge and to update the skills of existing employees.
6. REMEDIAL TRAINING
Such training is arranged to overcome the shortcomings in the behavior and performance of
old employees. Such employees are identified and correct work methods and procedures are
taught to them. It is conducted by psychological experts.
7. CRAFT TRAINING
This is a training given to workers in the different crafts. It is conducted by an experienced
craftsmen. The learning period is somewhat longer and the method followed for such training
is apprenticeship training.
8. APPRENTICE TRAINING
It is used to prepare employees for a variety of skilled occupations and crafts. It offers a
combination of on the job & off the job learning. It is a long & requires continual
supervision, hence it is expensive. After the apprenticeship is completed, there is no
assurance that the man will remain with the firm that trained him.
9. INTERNSHIP TRAINING
It refers to a joint programme of training in which educational institutions and businesses
cooperate. Selected students carry on regular and then work In some office for a designated
period of time. This provides a practical background against classroom principles. Students
are better motivated because they can see the practical side of their knowledge.
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ROLE OF ORGANIZATION IN TRAINING AND DEVELOPMENT
An organization has a very close relationship with the trainee and the trainer because it is the
first contact for both.
The demand for the training in the organization increases when the organization wants:
To hire new people training as a means of training new recruits
To Expand When the company wants to increase its headcount

To increase certain number of staff (in position) by a certain date
To enhance the performance of employees
Organization's name to be a part of training unit
Demand for Training also increases when there is change in the nature of job, change in taste
of consumer, change in methods of product development, etc. The organization goes
through the following steps for the transfer of training to the field.
STEPS IN TRAINING PROCESS:-
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1. Discovering or Identifying Training needs: A training program is designed to assist in
providing solutions for specific operational problems or to improve performance of a trainee.
Organizational determination and Analysis: Allocation of resources that relate to
organizational goal.
Operational Analysis: Determination of a specific employee behaviour required for a
particular task.
Man Analysis: Knowledge, attitude and skill one must possess for attainment of
organizational objectives
2. Getting ready for the job: The trainer has to be prepared for the job. And also who needs to
be trained - the newcomer or the existing employee or the supervisory staff.
3. Preparation of the learner:

Putting the learner at ease
Stating the importance and ingredients of the job
Creating interest
Placing the learner as close to his normal working position
Familiarizing him with the equipment, materials and trade terms
4. Presentation of Operation and Knowledge: The trainer should clearly tell, show, illustrate
and question in order to convey the new knowledge and operations. The trainee should be
encouraged to ask questions in order to indicate that he really knows and understands the job.
5. Performance Try out: The trainee is asked to go through the job several times. This
gradually builds up his skill, speed and confidence.
6. Follow-up & Evaluation: This evaluates the effectiveness of the entire training effort.
An effective training fulfills the following criteria:
1. Adaptation of the technique/method to the learner and the job
2. Provides motivation to the trainee to improve job performance
3. Creates trainee's active participation in the learning process
4. Provide knowledge of results about attempts to improve
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Training and development encompasses three main activities: training, education, and
development.

Training: This activity is both focused upon, and evaluated against, the job
that an individual currently holds.

Education: This activity focuses upon the jobs that an individual may
potentially hold in the future, and is evaluated against those jobs.[3]

Development: This activity focuses upon the activities that the organization
employing the individual, or that the individual is part of, may partake in the
future, and is almost impossible to evaluate.

TRAINING NEED ANALYSIS (TNA)

An analysis of training need is an essential requirement to the design of effective training.
The purpose of training need analysis is to determine whether there is a gap between what is
required for effective performance and present level of performance.
Why training need analysis?
Training need analysis is conducted to determine whether resources required are available or
not. It helps to plan the budget of the company, areas where training is required, and also
highlights the occasions where training might not be appropriate but requires alternate action.
Training Need arises at three levels:
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Corporate need and training need are interdependent because the organization performance
ultimately depends on the performance of its individual employee and its sub group.
Organizational Level Training need analysis at organizational level focuses on strategic

planning, business need, and goals. It starts with the assessment of internal environment of
the organization such as, procedures, structures, policies, strengths, and weaknesses and
external environment such as opportunities and threats.
After doing the SWOT analysis, weaknesses can be dealt with the training interventions,
while strengths can further be strengthened with continued training. Threats can be reduced
by identifying the areas where training is required. And, opportunities can be exploited by
balancing it against costs.
For this approach to be successful, the HR department of the company requires to be
involved in strategic planning. In this planning, HR develops strategies to be sure that the
employees in the organization have the required Knowledge, Skills, and Attributes (KSAs)
based on the future KSAs requirements at each level.
Individual Level Training need analysis at individual level focuses on each and every
individual in the organization. At this level, the organization checks whether an employee is
performing at desired level or the performance is below expectation. If the difference
between the expected performance and actual performance comes out to be positive, then
certainly there is a need of training.
However, individual competence can also be linked to individual need. The methods that are
used to analyze the individual need are:
Appraisal and performance review
Peer appraisal
Competency assessments
Subordinate appraisal
Client feedback
Customer feedback
Self-assessment or self-appraisal
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Operational Level Training Need analysis at operational level focuses on the work that is
being assigned to the employees. The job analyst gathers the information on whether the job
is clearly understood by an employee or not. He gathers this information through technical
interview, observation, psychological test; questionnaires asking the closed ended as well as
open ended questions, etc. Today, jobs are dynamic and keep changing over the time.
Employees need to prepare for these changes. The job analyst also gathers information on
the tasks needs to be done plus the tasks that will be required in the future.
Based on the information collected, training Need analysis (TNA) is done.
EMPLOYEE TRAINING NEED ANALYSIS
A "training needs assessment", or "training needs analysis", is the systematic method of

determining if a training need exists and if it does, what training is required to fill the gap
between the standard and the actual performance of the employee. Therefore, training needs
analysis is
Systematic method of determining performance discrepancies

Causes of performance discrepancies
Reasons to conduct training needs analysis
Identify the deficiencies

Determine whether employees lack KSAs
Benchmark for evaluation of training
Makes sure training is provided to the right people
Increases the motivation of training.
METHODS OF TRAINING
The development of a manager's abilities can take place on the job. On-the-job training is
provided when the workers are taught relevant knowledge, skills and abilities at the actual
workplace; off-the-job training, on the other hand, requires that trainee learn at a location
other than the real work spot.
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ON THE JOB TRAINING
A good OJT programme can cut time and cost. The learn while you earn approach is
especially effective for small to medium size HR departments where budgets cannot
accommodate formal training programmes. To make OJT really effective, one must have a
carefully structured plan that guides the trainer in his task and takes into account how adults
learn that task.
The 5 techniques for on the job development are:
1. APPRENTICESHIP TRAINING
In this method, trainees are asked to solve an actual organizational problem. The trainees
have to work together and offer solution to the problem. This method of training helps
them develop team spirit and work unitedly towards common goals. Many craft workers
like Carpenters; Plumbers etc. may be trained through formal apprenticeship programme.
Apprentices are trainees who work for stipulated duration under the guidance of an
experienced guide.
2. COACHING
Coaching is learning by doing. Coaching is a one-to-one relationship between trainee and

managers / supervisors, under which the superior i.e. more experienced manager guides the
workers on how to handle their job more effectively. The superior guides his sub-ordinates &
gives him/her job instructions. The superior points out the mistakes & gives suggestions for
improvement.For the people at middle level management, coaching is more likely done by
the supervisor; however experts from outside the organization are at times used for up and
coming managers.
3. MENTORING
Mentoring is an ongoing relationship that is developed between a senior and junior

employee.
15
Mentoring provides guidance and clear understanding of how the organization goes to
achieve its vision and mission to the junior employee. Mentoring is a particular form of
coaching used by experienced executives to groom junior employees. Normally, mentoring
involves one-to-one coaching for a period of several years until the individual is eventually
capable of replacing the mentor.
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
4.COMMITTEE ASSIGNMENT
In this method trainees work together in team solving an actual organizational problem.
Workers actually produce while they learn. Since immediate feedback is available, they
motivate trainees to observe and learn the right way of doing things. Very few problems arise
in the case of transfer of training because the employees learn in the actual work environment
where the skills that are learnt are actually used. On the job methods may cause disruptions in
production schedules. Experienced workers cannot use the facilities that are used in training.
Poor learns may damage machinery and equipment. Finally, if the trainer does not possess
teaching skills, there is a very benefit to the trainee.
5.JOB ROTATION
In job rotation, the trainees move from one job to another, so that he/she should be able to
perform all types of jobs. E.g. In banking industry, employees are trained for both back-end
& front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be
able to perform any type of job.It is the process of preparing employees at a lower level to
replace someone at the next higher level. Benefit of Job Rotation is that it provides
employees with opportunities to broaden the horizon of knowledge, skills, and abilities
(KSAs) by working in different departments, business units, functions, and countries.
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6.JOB INSTRUCTION TECHNIQUE (JIT)
Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and
procedural), skills and attitudes development.
The JIT method is five-step instructional process involving preparation, presentation,

performance try out and follow-up. It is used primarily to teach workers how to do their
current jobs. A trainer, supervisor or co-worker acts as a coach. The five steps followed in the
JIT methods are:-
a. In the first step, the trainees receive an overview of the job, its purpose and its desired
outcomes, with a clear focus on the relevance of training, its input. Its process, the
expected / desired outputs / outcomes and the need / relevance of training to be
imparted.
b. The second step comprises of the trainer demonstrating the steps, methods & manner
in which job should be handled.
c. In the third step, the trainee tries out the job by copying the way trainer demonstrated.
The trainee repeats the process number of times with intervention and guidance of
trainer whenever required till the trainee masters the right way to handle the job.
d. The trainee carries out the job under close supervision of the trainer.
e. Finally the trainee / employee handles the job independently without any supervision.
OFF THE JOB TAINING
It is one of the oldest methods of training. This method is used to create understanding of
a topic or to influence behavior, attitudes through lecture. A lecture can be in printed or
oral form. The instructor organizes the material and gives it to a group of trainee in the
form of a talk. To be effective, the lecture must motivate and create interest among the
trainees. Lecture is telling someone about something. Lecture is given to enhance the
knowledge of listener or to give him the theoretical aspect of a topic. Training is basically
incomplete without lecture.
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Advantages of Lecture Method
Inability to identify and correct misunderstandings
Less expensive
Can be reached large number of people at once
Knowledge building exercise
Less effective because lectures require long periods of trainee inactivity
The major limitation of the lecture method are that is does not provide for transfer of training
effectively.
1. CONFERENCES
It is a method in training the clerical, professional and supervisory personnel. This method
involves a group of people who pose ideas, examine and share facts, ideas and data, test
assumptions, and draw conclusions, all of which contribute to the improvement of job
performance. Discussion has the distinct advantage over the lecture method in that the
discussion involves two-way communication and hence feedback is provided. The
participants feel free to speak in small groups. The success of this method depends on the
leadership of the person who leads the group.
2.DISCUSSIONS:-
This method uses a lecturer to provide the learners with context that is supported, elaborated,
explains, or expanded on through interactions both among the trainees and between
the trainer and the trainees. The interaction and the communication between these two make
it much more effective and powerful than the lecture method. If the Discussion method is
used with proper sequence i.e. lectures, followed by discussion and questioning, can achieve
higher level knowledge objectives, such as problem solving and principle learning.
2. DEMONSTRATION:-
This method is a visual display of how something works or how to do something. As an

example, trainer shows the trainees how to perform or how to do the tasks of the job. In order
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to be more effective, demonstration method should be should be accompanied by the
discussion or lecture method.
To carry out an effective demonstration, a trainer:
Demonstrates the task by describing how to do, while doing

Helps the focusing their attention on critical aspects of the task
Tells the trainees what you will be doing so they understand what you will be showing
them
3. FILMS: -
Can provide information & explicitly demonstrate skills that are not easily presented by other
techniques. Motion pictures are often used in conjunction with Conference, discussions to
clarify & amplify those points that the film emphasized.
4. ACTION MAZE: -
An action maze is just a case study, which has been programmed. Participants receive a short
description of the case with enough details to them to the first decision point. The description
gives them options from which to select. After the group discusses and decides on
alternatives, they request the leader to supply them with the next frame. That frame explains
the consequences of their decision; not by a theoretical background, but in terms of the case
itself. The maze comprises of good and bad choices. When participants make wise choices,
they should face a new set of increasingly desirable options and vice versa. When they
choose badly they may be allowed another chance at a previously rejected option, giving
them a chance to retrace their action and work their way out of the maze.
5. VESTIBULE TRAINING
In this method, actual work conditions are simulated in a classroom. Material, files and
equipment those are used in actual job performance are also used in training. This type of
training is commonly used for training personnel for clerical and semi-skilled jobs. The
duration of this training ranges from a few days to a few weeks. Theory can be related to
practice in this method.
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6. EXPERIMENTAL EXERISES
Are usually short, structured learning experiences where individuals learn by doing. For
instance, rather than talking about inter-personal conflicts & how to deal with them, an
experiential exercise could be used to create a conflict situation where employees have to
experience a conflict personally & work out its solutions.
7. ROLE PLAY
Role play is a simulation in which each participant is given a role to play. It is defined as a
method of human interaction that involves realistic behavior in imaginary situations. This
method of training action, doing and practice. The Participants play the role of certain
characters, such as the production managers, mechanical engineer, foreman, workers and the
like.Role plays helps in
8. COMPUTER BASED TRAINING
With worldwide expansion of companies and changing technologies, the demands for
knowledge and skilled employees have increased more than ever, which in turn, is putting
pressure on HR department to provide training at lower costs. Many organizations are now
implementing CBT as an alternative to classroom based training to accomplish those
goals. Benefits of Computer Based Training are:
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10-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. A Training Game is defined as spirited activity or
exercise in which trainees compete with each other according to the defined set of rules. Any
training activity that explicitly places the trainee in an artificial environment that closely
mirrors actual working conditions can be considered a Simulation. Simulation activities
include case experiences, experiential exercises, vestibule training, management games &
role-play.
11. CASE STUDY
Present an in depth description of a particular problem an employee might encounter on the

job. The employee attempts to find and analyze the problem, evaluate alternative courses of
action & decide what course of action would be most satisfactory. Case Studies try to
simulate decision making situation that trainees may find at their work place. It reflects the
situations and complex problems faced by managers, staff, HR, CEO, etc. The objective of
the case study method is to get trainees to apply known concepts and ideologies and
ascertain new ones.
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12. MANAGEMENT GAMES
The game is devised on a model of a business situation. The trainees are divided into groups
who represent the management of competing companies. They make decisions just like these
are made in real-life situations. Decisions made by the groups are evaluated & the likely
implications of the decisions are fed back to the groups. The game goes on in several rounds
to take the time dimension into account.
13.IN- BASKET TECHNIQUE
The trainee is presented with a pack of papers & files in a tray containing administrative
problems such as memos, messages, and reports, which would be handled by manger,
engineer, reporting officer, or administrator & is asked to take decisions on these problems &
are asked to take decisions on these within a stipulated time. The decisions taken by the
trainees are compared with one another. The trainees are provided feedback on their
performance.
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CHAPTER -2
RESEARCH METHODOLOGY
DEFINITION
The way in which the data are collected for the research project.
All of the techniques, methods and procedures adopted in terminology work to carry
out terminology research.
Research can be defined as the search for knowledge or any systematic investigation to
establish facts. The primary purpose for applied research (as opposed to basic research) is
discovering, interpreting, and the development of methods and systems for the advancement
of human knowledge on a wide variety of scientific matters of our world and the universe.
Research can use the scientific method, but need not do so.
Research is the systematic process of collecting and analyzing information (data) in
order to increase our understanding of the phenomenon about which we are concerned
or interested
Research Methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically.
PURPOSE OF RESEARCH
The purpose of research is to discover answers through the application of scientific

procedures.
AIM OF RESEARCH
To identify, describe and produce an analysis of the interacting factors which influence the
learning choices of adult returners, and to develop associated theory.
OBJECTIVES OF RESEARCH
The objectives are:
To gain familiarity with a phenomenon or to achieve new insights into it

Exploratory or Formulative Research.
24
To portray accurately the characteristics of a particular individual, situation or a group

Descriptive Research.
To determine the frequency with which something occurs or with which it is
associated with something else Diagnostic Research.
To test a hypothesis of a causal relationship between variables Hypothesis-Testing
Research.
Give credibility to a claim or belief
Give the readers an idea on what devises are good for a particular data.
OBJECTIVE OF THE STUDY
To study the importance of training.

To study the roles of training Programme.
To study the process and functions of training.
To explore the methodology and types of training provided to the employees.
To study the relevance of post training evaluation/ feedback for the employees as well
as for an organization.
I adopt descriptive research design for my study as the research design must make enough
provision for protection against bias and must maximize reliability must focus attention on
the following
HYPOTHESIS:
It assumes that there is no significant difference between the sample and population
in a specific matter of consideration.
In general, hypothesis is a statement of assumption which needs to be approved or
disapproved.
A statistical test hypothesis is the method of making statistical decisions using
experimental data. In statistics a result is a called a statistically significant if it is
unlikely to have occurred by chance. Critical tests may be called test of significance,
and when such tests are available we may discover whether a second sample is or not
significantly different from the first sample.
24
The critical region of a hypothesis test is the set of all outcomes which, if they occur
will lead us to decide that there is a difference. That is, cause that null hypothesis to be
rejected in favor of an alternative hypothesis. The critical region is denoted by c.
SAMPLING TECHNIQUE
Sampling
The method of stratified random sampling are used.
Sample Size -A sample size of 50 employees has been taken for the survey to get the overall
information and all category are covered. As a size of sample increases accuracy and
reliability of the research result also increase.
Sample Design:
A Sample Design is a definite plan for obtaining a sample from a given population. It refers
to the technique or the procedure the researcher would adopt in selecting items for the
sample. Sample Design is determined before data are collected.
The sample is a subset of a unit of a population, collected as a representation of it.
Sampling units are the portion of the population that researchers need to target and that
represents the whole or entire population.
Sampling Procedure sampling procedure is the way in which we select a sample. In which
includes
Probability sampling.
Non probability sampling.
In this project Questionnaire, Observational Techniques are used as the research
instrument. These questionnaires include Close Ended as well as Open Ended
questions. The questionnaire is attached at the end of Annexure.
DATA COLLECTION
Data collection is a term used to describe a process of preparing and collecting data - for
example as part of a process improvement or similar project. The purpose of data collection is
to obtain information to keep on record, to make decisions about important issues, to pass
information on to others. Primarily, data is collected to provide information regarding a
specific topic.
26
Data collection usually takes place early on in an improvement project, and is often
formalised through a data collection plan which often contains the following activity.
1. Pre collection activity Agree goals, target data, definitions, methods

2. Collection data collection
3. Present Findings usually involves some form of sorting [3] analysis and/or
presentation.
A formal data collection process is necessary as it ensures that data gathered is both defined
and accurate and that subsequent decisions based on arguments embodied in the findings are
valid.
Types of data collection
1. PRIMARY DATA: Are those, which are collected for the first time, and thus happen
to be original in character. It can be collected by various methods i.e. by observation,
telephone interview, through scheduled or self administered questionnaire. Keeping in
mind the objective research methods are used. Observation and questioning was made
to collect primary data from both employees as well as management of the company.
It was to elicit the information regarding existing HR.
1. Observational design
Regular working of staff
Management process
2. Questionnaire
SECONDARY DATA: Secondary data are those data which have already been collected by
someone else like journals and publication of the company. It is collected through self
administrative. Documents related to manpower recruitment, training and Performance
Management System were studied.
1. Newspapers and journals

2. Published data and articles
3. Internet .
27
I used both kind of source of information. In primary source I asked the question to the
employee and in secondary source I search the data on net, in books and in journals.
REVIEW OF THE LITERATURE
Dr.T.K. Jain, Human Recourse Management, published by Garima Publication, Jaipur,

2011.
Training often has been referred to as teaching specific skills and behavior. Examples of
training are learning to fire a rifle, to shoot foul shots in basketball and to type.
Development, in contract, is considered to be more general than training and more oriented to
individual needs and it is most often aimed towards management peoples. There is more
theory involved with such education and hence less concern with specific behavior than is the
case with training. Usually, the intent of development is to provide knowledge and
understanding more effectively, such as problem solving, decision making and relating. Thus
training is meant for operative and development is meant for manager. Training tried to
improve a specific skill relating to a job whereas development aims at improving the total
personality of an individual .
Vocational education and training an engine for economic growth and a vehicle for
social inclusion ( International Journal of Training and Development December 2010)
Vocational education and training (VET) has in recent years enjoyed a revival for two major
reasons. Firstly, it is regarded as a suitable means of promoting economic growth. Secondly,
it is seen as a potentially powerful tool for fostering social inclusion. In this review, these
assumed effects are critically examined on the basis of the vastly expanding literature in the
field. Evidence of the productivity-enhancing effects of VET at company level is quite solid,
but evidence of the effect on overall economic growth is far from conclusive. The effects on
social inclusion are uncertain because reform of VET systems has not been sufficient and
because it has proved difficult to bring about the necessary institutional change. The review
identifies policy implications and makes some suggestions for future research.
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Skills and Training for the Hospitality Sector: a review of issues (Journal of Vocational
Education & Training Dec 2006)
The role of skills and skills development through training in the contemporary economy is a
matter of considerable academic and political debate. Public policy in many countries focuses
on the development, through training, of what are seen as a high skills employment and
business environment (Brown et al, 2001). At the same time, most developed or high
skills economies also depend to a significant extent on an alternative economy based on what
are loosely and pejoratively described as low skills jobs. Little critical analysis has been
undertaken with respect to what such descriptors actually mean. This article addresses one
sector of the low skills economy, hospitality. This article considers skills issues in
relation to the hospitality sector. It draws upon the work of Noon & Blyton (1995) in
applying their approach to the classification and analysis of skills within hospitality. The
article also draws on Ashton & Greens (1996) critique of vocational education as a basis for
understanding some of the problems inherent in skills development in hospitality. The article
addresses the skills debate in hospitality in four key theme areas: the nature of work and skills
in hospitality; de-skilling within the hospitality workplace; the technical/generic skills debate
within hospitality; skills and the education/training process in hospitality.
Dr.Chandra Prasad Sreedhar & Mr.Oommen Mathew

Training Module on Personality Development
The influence of human personality upon the functional efficiency of an organization and its
personnel has been widely recognized. The personality can also be modified to a certain
extent. Accordingly, recent years have seen a variety of efforts by professionals in various
fields to design courses that will help develop certain positive trends in personality. The
objective of such courses is to remove or screen out those barriers or obstructions that stand
in the way of the expression of individual personality, through a process of training.
LIMITATIONS OF STUDY
During the working of the project, I faced some problems, which have led to the limitation of
the work. These limitations could not be controlled even after taking enough preventing
measures. I hope the following limitations would not affect the project and its analysis: -
The main problem faced at the time of study was the shortage of time.
29
Some of the employees were hesitating to give information due to fear of the
management.
A small sample size greater probability that the observation just happened to be
particularly good or bad. It is harder to find significant relationships from the data
Some of the employees were not able to provide their views because of their busy
schedule.
Each organization has different values, work culture and the policies, so in general the
result may not apply to each situation
30
CHAPTER-3
INTRODUCTION TO
RED FOX HOTEL
INTRODUCTION TO HOSPITALITY SECTOR
Hospitality sector is growing at a very fast rate in India. The sector is growing at a rate of
approximately 8%. This sector can be classified into hotel industry, travel and tourism,
restaurants, pubs, clubs and bars, contract catering, and aviation.
With the increase in competition due to the coming up of major players like Four Seasons,
Shangri-La, Amman Resorts, etc the need to train employees has increased more than ever
before. The major players are now strategizing to increase the turnover of the customers by
training their employees on Communication, Dining and Business etiquettes, etc. Some of the
essentials required by this sector are:
Good Infrastructure
Trained Trainer
Quality Of Conduct
Certification of training course
Effective Training Evaluation
HOTEL INDUSTRY
One of the fastest growing sectors of the economy of our time is the hotel industry. The hotel
industry alone is a multi-billion dollar and growing enterprise. It is exciting, never boring and
offer unlimited opportunities. The hotel industry is diverse enough for people to work in
different areas of interest and still be employed within the hotel industry. This trend is not just
in India, but also globally. The concept of total quality management is found getting an
important place in the marketing management of hotels. The emerging positive trend in the
tourism industry indicates that hotel industry is like a reservoir from where the foreign
exchange flows. This naturally draws the attention on HOTEL MANAGEMENT. Like other
industries, the hotel industry also needs to explore avenues for innovation, so that a fair
blending of core and peripheral services is made possible.
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GENERAL CLASSIFICATION OF HOTELS:-
1. On the basis of standards:
Like most of the countries in world, India also has hotels divided indifferent categories
depending on their location, facilities, infrastructure and amenities provided. All the star
hotels in India are government approved with continuous control on the quality of services
offered.
Five Star Hotels: - The most luxurious and conveniently located hotels in India are
grouped under Five Star Deluxe Hotel categories. Five Star Deluxe in India are
globally competitive in the quality of service provided, facilities offered and
accommodation option. These are top of the line hotels located mostly in big cities.
These hotels provide all the modern facilities for accommodation and recreation
matching international standards in hospitality. In such type of hotel HR department
are established separately and to execute and to follow the concept of HR strictly, HR
professional are hired.
Four Star Hotels: - A rung below five star hotels are Four Star Hotels, these hotels
provide all the modern amenities to the travelers with a limited budget. Quality of
services is almost as high as the five stars and above categories. These kinds of hotels
are there for the travelers with limited budget or for the places which might not get the
tourist traffic associated with larger cities. In such type of hotel concept of HR is more
or less followed.
Three Star Hotels: - These are mainly economy class hotels located in the bigger and
smaller cities and catering to the needs of budget travelers. Lesser in amenities and
facilities, these hotels are value for money and gives good accommodation and related
services on the reduced price. Services would be stripped down version of higher
categories of hotels but sufficient to fulfill customer basic needs. In such type of hotel
concept of HR may or may not be present. If present all functions of HRD is curtailed.
Two Star Hotels: - These hotels are most available in the small cities and in particular
areas of larger cities. Catering to the back packer tourist traffic, these hotels provide
all the basic facilities needed for general accommodation and offers lowest prices. In
this type of hotel concept of HR is absent.
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One Star Hotels: - The hotels with most basic facilities, small number of rooms
locations in the far-flung areas are grouped under One Star Hotel category. These
hotels are best when customer is looking for cheapest available accommodation
option. In this type of hotel concept of HR is alien words.
2. On the basis of Nature:
Heritage Hotels: - Heritage hotels in India are best if one is looking for sheer
elegance, luxury and loyal treatment. They are not just another accommodation
options but tourist attractions in themselves. Exquisitely designed and decorated,
meticulously preserved, high standards of service and ethnic cultural motifs helps the
tourists get the complete experience of an India.
Beach Resorts Hotels:- Peninsular India bounded by Arabian Sea, Bay of Bengal,
Indian Ocean and the two emerald archipelagos of Lakshwadeep and Andaman and
Nicobar have a long coast line of around 7500 km, offering an amazing array of
beaches, some popular, some not so well known. Thus location of resort is the basic
point of attraction for tourists.
Wild Resorts Hotels: - A wildlife tour is incomplete if one does not actually live in a
forest for a few days. It means living in a rest house or a tent the midst of the dense
wilderness and waking up to the twittering of birds.
Government Approved Hotels: - These are the hotels, which might not have applied
for star categorization or small enough to find them in the list. Many of the wildlife
resorts, lodges and hostels are government approved providing a minimum level of
accommodation facilities at far off places.
Residential Hotels: - The residential hotels work as apartment house. Often we call
them apartment hotels. The hotels charge rent on monthly, half yearly, or yearly
basis. They are generally located in big cities and towns where no meals are served to
the customers. Initially, the residential hotels were developed in the USA. The
services offered here are comparable to an average well managed home.
33
Commercial Hotels: - The commercial hotels are meant for the people who visit a
place of trade and commerce or business purposes and therefore these hotels are
found located at the commercial or industrial centers. They focus their attention on
individual travelers and are generally run by owners.
Floating Hotels: - The floating hotels are located on the water surface. The places are
sea, river, and lake. These hotels provide with all the facilities and services made
available in a good hotel. In the leading tourist generating countries of the world we
find the practice of using old luxury ships as floating hotels.
DIFFERENT DEPARTMENTS IN HOTELS

The departments are classified on accounts of it function. They are as follows:-
1) Core Functioning Department
Food and Beverage (F&D) Department: - F & B deals mainly with food and
beverage service allied activities. Different divisions are there in F & B like
Restaurants, Specialty Restaurants, Coffee Shop (24 hrs.), Bar, Banquets, Room
service etc. Apart from that they have Utility services (Cleaning).
Front Office Department: - The front office is the command post for processing
reservations, registering guests, settling guest accounts (cashiering), and checking out
guests. Front desk agents also handle the distribution of guestroom keys and mail,
messages or other information for guests.
Housekeeping: - The housekeeping department is another important department in

hospitality world. Housekeeping is responsible for cleaning the hotels guestrooms
and public areas. This department has the largest staff, consisting of an assistant
housekeeper, room inspectors, room attendants, a house person crew, linen room
attendants and personnel in charge of employee uniforms.
Food Production Department:- Food production deals with the preparations of food
items. It basically engaged in preparing those dish, which are ordered by the guest and
afterwards is catered by the F&B department. Cuisine like Indian, Continental, Thai,
Italian, Konkani (Coastal Sea Food), South Indian, Chinese, Mexican, etc. Different
Chefs are appointed for the specialty cuisine.
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2) Support Department (Cost Centers)
Marketing & Selling Department: - Sales and marketing has become one of the most
vital functions of the hotel business and an integral part of modern hotel management.
It includes packaging for selling, sales promotion, advertising and public relations.
The marketing division is charged with the responsibility of keeping the rooms in the
hotel occupied at the right price and with the right mix of guests.
Engineering and Maintenance Department:- The energy crisis throughout the world
has given a great importance to the engineering department of a hotel. This
department provides on the day-to-day basis the utility services, electricity, hot water,
steams, air-conditioning and other services and is responsible for repair and
maintenance of the equipment, furniture and fixtures in the hotel.
Finance, Accounting Department: - A hotels accounting department is responsible

for keeping track of the many business transactions that occur in the hotel. The
accounting department does more than simply keep the books-financial management
is perhaps a more appropriate description of what the accounting department does.
3) Administration Department:- Top organizational members usually supervise the
Administration Department in a hotel. This department is responsible for all the work
connected with administration, personnel, manpower, employees welfare, medical,
health and security.
Human Resource Development: - This department has newly taken step in hotel
industry and within a short span of time it has become a very important part of the
organization. It plays the role of facilitator between the bargain able cadre and non-
bargain able cadre.
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INTRODUCTION TO HUMAN RESOURCE WITH HOTEL INDUSTRY:-

In hotel industry the job of HR manager can be compare with the job of conductor, whose job
is to instruct and direct all of the various musicians so that they can perform well together.
But before a conductor can direct a beautiful performance, all of the individual musicians
must be able to play their instruments well. What kind of performance could one can expect if
the violinists did not know how to play their instruments or the flutists could not read music?
So it is in the hospitality industry, before a manager can direct and shape employees
individual contributions into an efficient whole, he or she must first turn employees into
competent workers who know how to do their jobs. Employees are the musicians of the
orchestra that the members of the audience-the-guests-have come to watch performance. If
employees are not skilled at their jobs, then the performance they give will get bad reviews.
Just as an orchestra an have a fine musical score from a great composer and still perform
poorly because of incompetent musicians, so a hotel can have a finest standard recipes,
service procedures and quality standards and still have dissatisfied guests because of poor
employee performance.
Personnel Policies or Functions of HR
Consideration of leadership style
Relationship
Responsibilities
Social orientation
Organizational structure
36
RED FOX HOTELS Is A Brand Of LEMON TREE HOTELS
Fox Hotels is Indias finest chain of select service, economy hotels and has been created by
the promoter of Lemon Tree Hotels. These hotels deliver unbeatable value for-money. All
Red Fox Hotels are contemporary, spotlessly clean, safe and efficient.
They have been designed for the very price conscious business and leisure traveler who is
more discerning today and not willing to compromise on basic standards of hygiene, quality
of accommodation and safety.
Red Fox Hotels are the only economy hotels that are always sharp, zippy and playful. The
young and bold dcor combined with the uniquely alert service comes wrapped in the
mischievous personality of a playful fox. And all this at highly economical prices.
ABOUT LEMON TREE

Lemon Tree chains of hotels are the promoters of Red Fox Hotels. LTH is the parent
company of Red Fox Hotels. Lemon Tree after its huge success launched a chain of economy
hotels with its brand RED FOX HOTELS.
Lemon Tree Hotels are full-service moderately priced hotels that welcome business and
leisure travelers with contemporary accommodation and refreshing service in a multitude of
cities like Goa, Gurgaon, East Delhi, Pune, Ahmedabad, Aurangabad, Indore, Chennai,
Muhamma - West of Kumarakom, Bengaluru and Hyderabad.
Typically, each Lemon Tree Hotel has about 125 smartly furnished rooms with facilities
designed for safety, security, hygiene and comfort. Each hotel also has rooms carefully
designed for physically challenged guests, ensuring greater safety and comfort.
37
CHAIN OF RED FOX HOTELS
RED FOX HOTEL, DELHI (MAYUR VIHAR)
A contemporary, select service economy hotel that offers visitors an impressive option in the
nations capital. Smart accommodation, uncompromising cleanliness, zippy service and a
bold, playful atmosphere at an incredibly economical price with 94 guest rooms feature an
array of modern conveniences including an LCD TV with multi-channel cable, tea and coffee
maker, high-speed WiFi net access and well-appointed bathrooms.
RED FOX HOTEL, HYDERABAD (MADHAPUR)
Welcome to Red Fox Hotel, Hyderabad (Madhapur). A contemporary, select service economy
hotel that offers visitors an impressive option in the heart of Hyderabads IT hub - HITEC
City. Smart accommodation, uncompromising cleanliness, zippy service and a bold, playful
atmosphere at an incredibly economical price with 121 guest rooms feature an array of
modern conveniences including an LCD TV with multi-channel cable, tea and coffee maker,
high-speed WiFi net access and well-appointed bathrooms
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RED FOX HOTEL, JAIPUR
Red Fox Hotel is a contemporary, select service economy hotel that offers visitors a royal
treat in the land of the Maharajas: Smart accommodation, uncompromising cleanliness, zippy
service and a bold, playful atmosphere at an incredibly economical price. A unique hotel
guaranteed to bring color into the lives of both business and leisure travelers.
RED FOX HOTEL, JAIPUR

Red Fox Hotel is a contemporary, select service economy hotel that offers visitors a royal
treat in the land of the Maharajas: Smart accommodation, uncompromising cleanliness, zippy
service and a bold, playful atmosphere at an incredibly economical price. A unique hotel
guaranteed to bring color into the lives of both business and leisure travelers.
39
THE RED FOX VISION
The Red Fox Hotel Company will be Indias best-in-class, select service, and hotel chain
offering unbeatable value-for-money.
THE RED FOX MISSION
The Red Fox Hotel Company will offer the highly price conscious traveler a contemporary,
spotlessly clean & comfortable hotel room at extremely economical prices.
CORE VALUES
The Red Fox Hotel Company will be admired by employees, guests, partners, investors and
society for always being:
Transparent and fair
Innovative and efficient
Sharp, zippy, responsive and playful
MANAGEMENT
Patu Keswani
Chairman & Managing Director
Patu Keswani is a B.Tech (Electrical) from IIT Delhi and an MBA from IIM Kolkata. He has
15 years of experience with The Taj Group of Hotels - including - as Chief Operating Officer
of Taj Business Hotels and as Sr. Vice President- Special Projects. Patu has also worked with
A.T. Kearney Inc., as Director in their India Office.
Since 2002, Patu has been the founder Chairman of Lemon Tree Hotels. Just some of the
things that made him promote Red Fox Hotels.
40
Cyrus Madan
Vice President-Operations
Cyrus Madan is a graduate from Welcom group Graduate School of Hotel Administration,
Manipal. He worked with GE Capital as a Behavioral Training Manager and prior to that, he
worked with The Taj Group of Hotels. Cyrus has been a part of the leadership team at Lemon
Tree Hotels and played a key role in the launch of its first 10 hotels.
TEAM
Mr. Ajay Kanojia
Hotel Manager
Ajay Kanojia is a graduate from the Institute of Hotel Management, Catering Technology and
Applied Nutrition, Gurdaspur. He has worked at the Jaypee Residency Manor, Mussourie and
prior to that he worked with the Park Plaza Group of Hotels. He was last a Deputy Hotel
Manager at the Lemon Tree Hotel, Udyog Vihar, Gurgaon
ACCOMODATION
183 fully air-conditioned sharp and bold rooms.
Wi-Fi net access
Working desk and chair
Complimentary daily mineral water
Tea/coffee maker
Telephone with global direct dialing and voice mail
LCD television (26 inches) with cable service
Mini fridge
High quality mattress
One specially designed room for the physically challenged.
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GUEST ROOMS
27 Standard Rooms with twin beds
39 Standard Rooms with a king bed
48 Superior Rooms with twin beds
66 Superior Rooms with a king bed
2 Executive Suites with a king bed
1 Room for the physically challenged
GUEST ROOM FEATURES

Air conditioning
High-speed Wi-Fi internet access
A working desk and executive chair
Telephone with global direct dial and voice mail
Power outlets at desk level
LCD TV with multi-channel cable
Tea and coffee maker
Mini fridge
Complimentary bottle of packaged drinking water (provided daily)
High quality mattress
Full-length mirror (only in rooms with twin beds)
Automatic telephone wake-up call service
Automatic telephone privacy service
Opaque blinds to provide total blackout
A modern bathroom with high pressure hot and cold water and essential toiletries
Vacuum-sealed, double-paned windows for noise reduction
Environmental seals - prevents entry of noise and smoke (in case of fire) into the
room
42
LOCATION
Located in the heart of the commercial area of Jawahar Lal Nehru Marg in Jaipur, the
Red Fox Hotel is just a short walk from corporate offices like GENPACT, Infosys,
Fortis Hospital and the World Trade Park.
The hotel offers 183 air-conditioned rooms, business, meeting and fitness facilities as well
as Clever Fox Caf: a casual-dining restaurant.
Clever Fox Caf: Casual dining at easy-to-afford prices
Airport and Railway Station
Distance from international airport 3.5 kms (approximately 10 minutes)
Distance from domestic airport 5.5 kms (approximately 15 minutes)
Distance from railway station 8 kms (approximately 20 minutes)
FOOD AND BEVERAGES
Clever Fox Caf: serves a varied selection of Indian and Continental cuisine. It is a casual
restaurant where the service is friendly, and guests can relax and enjoy a complete meal,
nibble on a snack, or just unwind with a magazine over a cup of freshly brewed coffee, in the
lounge section.
Clever Fox Caf is a self-service restaurant and is open from 6:30 am to 11:00 pm.
Buffet breakfast is complimentary for all resident guests from 7:00 am to 10:30 am.
CONFERENCE ROOM
Seats: 65 theatre style 28 classroom style 32 U-shape
Wi-Fi net access
Surround sound system
Large screen LCD television
White board
Other Services
24x7 reception and self help facilities including dispensing machine for snacks and
daily need items
43
Utility Kiosks for ironing

Ice cubes & dispensed drinking water
In-room Dining (available from 7:00 am to 11:00 pm)
Fitness Center
Cyber Kiosk
Travel assistance, tour guides, currency exchange and safe deposit lockers
Outsourced laundry service
Safe Deposit Box
Vending Machine- stocked with high quality, daily use items including toiletries,
packaged snacks, beverages at MRP.
ECO-FRIENDLY PRACTICES
From design to equipment, all Red Fox Hotels attempt to maximize use of environmentally
friendly principles and practices. These include:
Power & Fuel
Natural Lighting
Reduces power consumption dramatically
CFL Lighting
Provides as much light as a conventional bulb yet consumes far less energy
Key Tag Energy Saver System
Conserves energy in unoccupied rooms
Double Glazed Vacuum Sealed Windows
Conserves energy and reduces noise
Auto Time Management for Lighting, Air-conditioning and Ventilation Fans
Conserves energy
LT Voltage Stabilizer for Energy Saving
Prevents damage to equipment due to sudden power fluctuations
Thermal Insulation
Increases room comfort and conserves energy
44
Water Conservation
Aerators/Flow Restrictors
Maintains water force and yet reduces outflow, hence saving water
Rain Water Harvesting
Protects and replenishes water table
Auto Flush For Public Urinals
Minimizes water wastage
Waste Management
Sewage Treatment
Prevents pollution
Noise Pollution Management
Double Glazed Vacuum Sealed Windows

Reduces external noise level below 50 decibels
Environmental Seals
Prevents entry of noise and smoke (in case of fire) into the room
Noiseless Generators
Acoustically insulated, the sound level is dampened to a minimal level
Interiors
Rubber Wood and Particle Board

Helps save trees
Operational Practices
Laundry
Cloth bags instead of plastic
Recycled Garbage Bags
Bio-degradable
Pencils
Not plastic pens
45
SPECIAL OFFERS
IPL Special Red Fox Package

Special Rate- Superior Room - Rs.2,399/- per room per night
The offer includes:
Accommodation for two persons
Buffet breakfast for two persons

2 way transfer from Rajiv Sawai Mansingh Stadium, Jaipur
2 bottles of mineral water replenished daily
All government taxes as currently applicable
Summer Special Package

Valid from: 1st March 2011 to 30th September 2011
Special Rate: Standard Room Rs.6, 999 for 2 nights/3 days (validity: till Sep11)
Accommodation on single or double occupancy for 2 nights/3 days
Air conditioned transfers to & from Sanganer Airport
Non-alcoholic Welcome drink on arrival
Two Indian Beer Pints &Two Real Juices of 200 ml in the room
Half day Sightseeing for two people once during the stay
Free usage of utility kiosk and fitness center
Buffet breakfast, lunch or dinner for two persons at Clever Fox Cafe
All government taxes as applicable
Special Rate: Standard Room Rs.5, 999 for 2 nights/3 days (validity: till Sep11)
Accommodation on single or double occupancy for 2 nights/3 days
Non-alcoholic Welcome drink on arrival
Buffet breakfast, lunch or dinner for two persons at Clever Fox Caf
46
Free usage of utility kiosk and fitness center
All government taxes as applicable
Terms & Conditions:

Extra bed
Kids between 05 to 12 years @ 499/- AI in sharing parents room only
Extra adult @ 750/- AI in the same room and extra mattress will be provided
Buffet breakfast for children (5-10 years): Rs.175 including tax per child per day
Buffet breakfast is complimentary for children below the age of 5 years
Extension of stay on pro-rata basis
These special rates are valid for the above mentioned period only
These rates are subject to change without prior notice
Confirmation is subject to receipt of full advance payment at the time of making the
booking
Cancellation/amendment policy:
Less than 72 hrs prior to check-in: retention charge of 1 nights applicable room
rate
No Show/Early Departure: full retention charg
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CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
1. Are you regularly attending the training programmes in your organization.
Number of respondents Percentage (%)
Yes 30 60%
No 20 40%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that 60% employees are regularly attending the training
program compared to those who are not attending. As the respondents of RED FOX HOTEL
have positive response in this regard.
48
2. If yes, name the type of training you have undergone.

Lecture Method 30 60%
Job Rotation 10 20%
Case study Method 5 10%
Group Discussion 5 10%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that 60% employees have undergone in Lecture Method, &
remaining 20% employees in job rotation, 10% in Case study, 10% Thorough Group
Discussion.
49
3. The subject matter of your training was

MANAGERIAL 5 10%
EFFECTIVENESS
INDUCTION TRAINING 4 8%
COMMUNICATION SKILL 18 36%
PERSONAL EFFECTIVENESS 5 10%
CUSTOMER SATISFACTION 18 36%
TOTAL 50 100%
INTERPRETATION:-
From the above graph, it seems that 36% employees had Communication Skills & Customer
Satisfaction as their training topic & Remaining 10% have Managerial Effectiveness &
personal effectiveness, 10% as Induction Training.
50
4. Trainees are free to ask questions during the training programme.
Always 32 64%
Sometimes 14 28%
Never 4 8%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. those who are sponsored for training programme take
the training seriously, 52% says that it is true to greater extent, 0% not all true, 6% a little
true, 18% somewhat true, 24% very true
51
5. The training which is given to employees is well planned and given adequate
importance in RED FOX hotel.

Always 34 68%
Sometimes 15 30%
Never 1 2%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that 68% of the employees says that always the training
program is well planned & given adequate importance in RED FOX as compared to
sometimes (30%) & never (2%)
52
6. Human relations competencies are adequately developed in RED FOX hotel through
training.
Yes 44 88%
No 6 12%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 88% of employees says that Yes Human relations
competencies are adequately developed in RED FOX hotel through training as compared to
12% No.
53
7.The Training Inputs helped the employee in solving day to day problems.
Significantly improved 11 22%
Improved 30 60%
Satisfactory 9 18%
No improvement 0
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 60% of employees says that there is improvement in
daily training Inputs helped the employee in solving day to day problems as compared to
those who say significantly improved & improved, no improvement.
54
8. The Training Inputs helps in acquiring theoretical knowledge.
Improved 32 64%
Satisfactory 6 12%
No improvement 3 6%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 64% employees says that there is improvement in
acquiring theoretical knowledge as compared to significantly improved, satisfactory & no
improvement.
55
9. The Training Inputs helpes in implementing their knowledge to the job.
Number of respondents %
Improved 37 74%
Satisfactory 4 8%
No improvement 0
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 74% of employees says that there is a improvement in
implementing their knowledge to the job.
56
10. The Training Inputs helped him in innovation.
Improved 22 44%
Satisfactory 23 46%
No improvement 0
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 90% employees says that there is improvement &
satisfaction from the training Inputs which helpes him in innovation. Only 10% says that it is
significantly improved.
57
11.The Training Inputs helped in improving his efficiency.
Number of respondents Percentage(%)
Significantly improved 6
Improved 26
Satisfactory 17
No improvement 1
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that. 52% employees says that there is improvement & 34%
employees are satisfied by the Training Inputs which helps in improving his efficiency in
comparison to those who are significantly improved & those who say no improvement.
58
12. The Training Inputs helps in building better public relations with his
subordinates/colleagues.
Improved 26 52%
Satisfactory 15 30%
No improvement 2 4%
Total 50 100%
INTERPRETATION:
From the above graph, it seems that. 26 employees says that there is improvement by the
training Inputs which helps in building better public relations with his
59
13. The Training Inputs helps in improving quality of work.
Improved 31 62%
Satisfactory 9 18%
No improvement 1 2%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that, says that 62% employees says that there is improvement
in improving quality of work.
60
14. The Training Inputs helps in team building and improving the work culture.

Significantly 8 16%
Improved
Improved 30 60%
Satisfactory 11 22%
No improvement 1 2%
Total 50 100%
INTERPRETATION:-
From the above graph, it seems that, 60% employees says that there is improvement in team
building and improving the work culture. As compared to those who say that there is
satisfaction, no improvement & significantly improved.
61
SWOT ANALYSIS
STRENGTHS WEAKNESSES
1. Promoted by well established chain of hotels 1. Since it is a new entrant it is facing

i.e. Lemon tree group which is known for very high competition from other 3 star, 5
economic and quality services. star hotels.
2. It is well equipped with various facilities like 2. It is not popular among high which
coffee caf, wifi, fitness era etc. These facilities highly affects the services.
are provided at very economic prices.
3. It doesnt have a complex hierarchy which

makes decision making process simpler.
OPPORTUNITIES THREATS
1. The masses have a weak promotion strategy. Hotel industrys business environment is
very competitive.
2. Employee turnover is very
3. Hotel industry is growing with the fastest

speed so can explore the new market.
62
CHAPTER -5
FINDINGS AND SUGGESTIONS

FINDINGS
.The employees have very well understood that training is for the benefit of both
Company as well as the candidates.
Almost all the employees have stated that training leads to increase in productivity.
Training Inputs helps in implementing their knowledge to the job.
Training Inputs helps in team building and improving the work culture and quality of
work life.
SUGGESTION
No doubt Training is a very powerful tool for the smooth functioning of the organization, but
it needs to be used with care in order to derive all the benefits. Here are seven
recommendations for getting the best out of this tool: -
1. Learn about the needs and proficiency of each and every employee before an organization
invests its effort, time & money on training. Its better to identify the needs & shortcomings in
an employee before actually imparting training to him/her.
2. Experienced & skilled trainer, who possesses good amount of knowledge & understanding
about the organization's objectives, individual abilities & the present environment, should
give training.
3. Active participation from the trainees should be encouraged. There should be a two-way
communication between the trainer & trainee.
4. Feedback should be taken from the trainees after the training is over, so that the
organization comes to know about the deficiencies in the training program & also suggestions
to improve upon the same.
5. Focus of training should be on priority development needs and to produce strong

motivation to bring change in employees.
63
6. The cost incurred on the training program should not exceed its benefits.
7. The method or type of training should be very cautiously selected by the organization
depending upon the organizations' resources & an employee's individual need for training.
Thus, training is a vital tool to cope up with the changing needs & technologies, & ever-
changing environment. It benefits both the organization as well as the employees.
64
CHAPTER -6
CONCLUSION
TRAINING is necessary part of organizing activity.
It is essential to the functioning of organization.
On the basis of the study in RED FOX HOTEL by observations, personal interactions
through it was concluded that TRAINING Is necessary part of organizing activity.
The research was conducted by taking sample size of 50.

The research tool was questionnaire and survey method respectively.Advanced statistical
tools were used to analyse the data and the analysed data helped in interpretation of the
information relating to the objective. Suggestions and conclusions are based on the analysis.
The study reveals that the training programmes are really effective and direct towards the
objectives.
Employees in RED FOX HOTEL are in favor that TRAINING is essential part of an
organization.
Most of the superiors have opinion that a proper TRAINING creates formal organization
structure because organization is structure when work done by the path not by the person.
On the basis of study that employees of RED FOX HOTEL are fully agree with fact that
TRAINING gives rise to boss-subordinate relationship, improvement, positivity, knowledge.
There is positive work culture.
TRAINING brings responsibility among employees.

The study also reveals that the training programmes are evaluated and the employees
participate in programmes with high enthusiasm and readiness to implement it in their
work.
Giving work TRAINING to subordinate will make him feel esteem.
65
BIBLIOGRAPHY
BOOKS:-
Gupta C.B,Business Studies, Tata McGraW-Hill Publishing Company

limited, New Delhi, 1998, Third Edition.
Rao Subba, Essentials of HR Management and Industrial Relations, Vikas
Publishing House , New Delhi ,1998, Fourth Edition.
Kothari C.R ,Research Methodology Method & Technology, New Age
International Publishers , New Delhi, Second Edition.
Gupta C.B ,Human Resource Management ,Sultan Chand & Sons ,2009 ,
Tenth Edition.
Sudha G.S ,Human Resource of Management , Ramesh Book Depot, 2011-
12
Prasad L.M , Human Resource of Management , Sultan Chand & Sons ,
2010 ,Third Edition.
Pattanayak Biswajeet ,Human Resource of Management, August 2010 ,
Third Edition.
Ivancevich M John, Human Resource of Management , 2008, Tenth
Edition.
Armstrong M.,A Handbook of Human Resource of Management
Practice ,Kogan Page , Fourth Edition ,2001.
Aswthappa, K. Human Resource and Personnel Management ,Tata McGraw
Hill Publishing Company ,Fourth Edition ,2008.
WEBSITES:-
1. www.redfoxhotels.com
2. www.marketresearch.com
3. www.hotel.com
4. www.triaining and development.com
5. www. Research methodology.com
6. www.datacollection.com
JOURNALS
International Journal of Training and Development December 2010
Journal of Vocational Education & Training Dec 2006)
66
ANNEXURE
Name (Optional): Age:
Gender:
1. Are you regularly attending the training programmers in your organization?
Yes No
2. If yes, what type of training you have undergone?

Lecture Method Job rotation Case study method
Group discussion
3. What was the subject matter of your training?
Managerial effectiveness Induction training
Communication skill personal effectiveness
Customer satisfaction
4.Trainees are free to ask questions during the training programme?
Always sometimes never
5.The training which is given to employees is well planned and given adequate
importance in RED FOX hotel?
Always Sometimes Never
6.Human relations competencies are adequately developed in RED FOX hotel through
training?
Yes no
67
7.The Training Inputs helped the employee in solving day to day problems.
Significantly improved Improved

Satisfactory No improvement
8.The Training Inputs helps in acquiring theoretical knowledge?

9. The Training Inputs helpes in implementing their knowledge to the job?

10.The Training Inputs helped him in innovation.

11.The Training Inputs helped in improving his efficiency.

12. The Training Inputs helps in building better public relations with his
13.The Training Inputs helps in improving quality of work.

68
14. The Training Inputs helps in team building and improving the work culture.

15.Suggestion if any
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________
signatur
e
69

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Summer Training Report

TRAINING & ITS EFFECTIVENESS

SUBMITTED IN PARTIAL FULFILLMENT TO

For the Degree of

SUPERVISED BY: - SUBMITTED BY:-

It is with a deep sense of gratitude that I acknowledge the cooperation and

I am particularly grateful to Mr. Jitendra khatri, (Manager HR). It was indeed

Finally, I would like to express my sincere gratitude to My Supervisor

S.No. Topic Page

Chapter 1 Introduction 1-23

Chapter 2 Research Methodology 24-30

Chapter 3 Introduction of Red Fox Hotel 31-47

Chapter 4 Data Analysis & Interpretation 48-62

Chapter 5 Findings and Suggestions 63-64

Training is a process of learning a sequence of programmed behavior. It improves the

TRAINING AND DEVELOPMENT OBJECTIVES

IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources Training and Development helps in

Development of skills of employees Training and Development helps in increasing

Healthy work environment Training and Development helps in creating the

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more

Training and Development aids in organizational development i.e. Organization

What is Training in terms of organization?

Transferring information and knowledge to employers and equipping employers to

TRADITIONAL AND MODERN APPROACH OF TRAINING

Training is a process of learning a sequence of programmed behavior. It is the application of

Training is activity leading to skilled behavior.

To improve Productivity: Training leads to increased operational productivity and

To foster growth and development

ADVANTAGES / BENEFITS OF TRAINING

Improving an employees performance

TYPES OR APPROACHES OF TRAINING

To hire new people training as a means of training new recruits

To Expand When the company wants to increase its headcount

STEPS IN TRAINING PROCESS:-

3. Preparation of the learner:

TRAINING NEED ANALYSIS (TNA)

Organizational Level Training need analysis at organizational level focuses on strategic

A "training needs assessment", or "training needs analysis", is the systematic method of

Systematic method of determining performance discrepancies

Reasons to conduct training needs analysis

Identify the deficiencies

The 5 techniques for on the job development are:

Coaching is learning by doing. Coaching is a one-to-one relationship between trainee and

Mentoring is an ongoing relationship that is developed between a senior and junior

Some key points on Mentoring

Mentoring focus on attitude development

The JIT method is five-step instructional process involving preparation, presentation,

OFF THE JOB TAINING

This method is a visual display of how something works or how to do something. As an

To carry out an effective demonstration, a trainer:

Demonstrates the task by describing how to do, while doing

8. COMPUTER BASED TRAINING

11. CASE STUDY

Present an in depth description of a particular problem an employee might encounter on the

13.IN- BASKET TECHNIQUE

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

The purpose of research is to discover answers through the application of scientific

The objectives are:

To gain familiarity with a phenomenon or to achieve new insights into it

To portray accurately the characteristics of a particular individual, situation or a group

OBJECTIVE OF THE STUDY