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Visit for more project reports, notes etc. SYNOPSIS OF THE REPORT 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. It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneu rial skills. There are four phases of training in Sahara India-Training need analysis, Training design, Training implementation and Training evaluation. Training evaluation is the most important part of training process which refers to activities aimed at finding out the effectiveness of training programme after they are conducted, against the objective for which such programmes were organized. Training evaluation techniques give us solution to answer questions like where was the capability level of learners before the programme and where is it now, what was intended to be achieved by particular programme and where is really achieved now, and what is the monitory value of training outcome against the cost incurred for conducting the training programme. The key issues involve staffing policies selecting and retaining talented employee, training and development whilst encouraging employ ees to be innovativ e and creative, culture barriers, and legal frame work. Sahara India Pariwar provides soft skill development training to their employees. But still they need to work on providing product/process development training. To evaluate the training program, questionnaire is the most popular method in Sahara India. Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In today’s business climate  Page 1

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    Visit for more projectreports, notes etc.SYNOPSIS OF THE REPORTTRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures tha

    randomness is reduced and learning or behavioral change takes place in structuredformat. It is concerned with the structure and delivery of acquisition of knowledge toimprove the efficiency and effectiveness of organization. Therefore, training is a ketooptimizing utilization human intellectual technological and entrepreneurial skills.There are four phases of training in Sahara India-Training need analysis, Trainingdesign,Training implementation and Training evaluation. Training evaluation is the mostimportant part of training process which refers to activities aimed at finding out the

    effectiveness of training programme after they are conducted, against the objectiveforwhich such programmes were organized. Training evaluation techniques give ussolutionto answer questions like where was the capability level of learners before theprogrammeand where is it now, what was intended to be achieved by particular programme anwhere is really achieved now, and what is the monitory value of training outcomeagainst

    the cost incurred for conducting the training programme. The key issues involvestaffingpolicies selecting and retaining talented employee, training and development whencouraging employees to be innovative and creative, culture barriers, and legalframework. Sahara India Pariwar provides soft skill development training to theiremployees.But still they need to work on providing product/process development training. Toevaluate the training program, questionnaire is the most popular method in Sahara

    India.Training initiatives and programs have become a priority for Human Resources. Asbusiness markets change due to an increase in technology initiatives, companiesneed tospend more time and money on training employees. In todays business climatePage 1

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    employee development is critical to corporate success and organizations areinvestingmore in their employees training and development needs.OBJECTIVES OF STUDYThe main objective of the study is first to gain some practical knowledge regardingthefunctioning of MNCs and other organizations which is very necessary to fullyunderstand the primary functions & hence it fulfill the purpose of the SummerInternshipunder MBA course.The other objectives were:1. To study the Importance of Training and Development.2. To study the roles of Training and development Programme.3. To study the process and functions of training.4. To explore the methodology and types of training provided to the employees in aorganization.5. To study the purpose, process, principle, functions of the post training evaluation6. To study the different types of methods/techniques used to evaluate the training7. To study the level of evaluation.8. To study the relevance of the post training evaluation/feedback for the employee

    aswell as for an organization.9. To know the challenges in training and development faced by an organization.Page 2

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    TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures tharandomness is reduced and learning or behavioral change takes place in structuredformat.TRAINING AND DEVELOPMENT DEFINEDIt is concerned with the structure and delivery of acquisition of knowledge to improvtheefficiency and effectiveness of organization. It is concerned with improving theexistingskills and exploring the potential skills of the individual i.e. upgrading the employee

    skills and extending their knowledge. Therefore, training is a key to optimizingutilization human intellectual technological and entrepreneurial skillsTraining and Development referred to as: Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions. Developing the employees capabilities so that they may be able to discover theirpotential and exploit them to full their own and organizational development purpose Developing an organizational culture where superior-subordinate relationship, teawork, and collaboration among different sub units are strong and contribute to

    organizational wealth, dynamism and pride to the employees.Page 4

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    Development definedIt helps the individual handle future responsibilities, with less emphasis onpresent jobduties.

    Introduction of trainingIt is a learning process that involves the acquisition of knowledge, sharpeningskills,concepts, rules, or changing of attitudes and behaviors to enhance theperformance ofemployees.INPUTS IN TRAINING AND DEVELOPMENTAny training and development programme must contain inputs which enable t

    participants to gain skills, learn theoretical concepts and help acquire vision tolook intothe distant future.Skills: Training is imparting skills to employees. A worker needs skills tooperatemachines, and use other equipments with least damage and scrap. This is abasic skillwithout which the operator will not be able to function. Employees, particularlysupervisors and executives, need interpersonal skills.Education: The purpose of education is to teach theoretical concepts anddevelop asense of reasoning and judgment.Page 5

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    Development: It is less skill-oriented but stresses on knowledge. Knowledgeaboutbusiness environment, management principles and techniques, humanrelations, specific

    industry analysis is useful for better management of a company.Ethics: There is need for imparting greater ethical orientation to a training anddevelopment programme. Ethical attitude help managements make betterdecisionswhich are in the interests of the public, the employees and in the long term-thecompanyitself.Attitudinal Changes: Attitude represents feelings and beliefs of individuals

    towardsothers. Attitude affects motivation, satisfaction and job commitment. Negativeattitudeneed to be converting into positive attitude. Attitude must be changed so thatemployeesfeel committed to the organization, are motivated for better performance, andderivesatisfaction from their jobs and the work environment.Decision making and problem solving skills: It focus on methods andtechniquesfor making organization decision-making and solving work related problems.TRAINING AND DEVELOPMENT OBJECTIVESThe principal objective of training and development division is to make sure thavailability of a skilled and willing workforce to an organization. In addition tothat,there are four other objectives: Individual, Organizational, Functional, andSocietal.

    Individual objectiveshelp employees in achieving their personal goals,which inturn, enhances the individual contribution to an organization.Page 6

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    Organizational Objectivesassist the organization with its primary objectivebybringing individual effectiveness.Functional Objectivesmaintain the departments contribution at a level

    suitable tothe organizations needs.Societal Objectivesensure that an organization is ethically and sociallyresponsibleto the needs and challenges of the society.IMPORTANCE OF TRAINING AND DEVELOPMENTIt helps to develop human intellect and an overall personality of the employee Productivity Training and Development helps in increasing the productivit

    of theemployees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense ofteam work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to leawithinthe employees. Organization Culture Training and Development helps to develop andimprovethe organizational health culture and effectiveness. It helps in creating thelearningculture within the organization. Organization Climate Training and Development helps building the positiperception and feeling about the organization. The employees get thesefeelings fromleaders, subordinates, and peers.Page 7

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    Quality Training and Development helps in improving upon the quality ofwork andwork-life. Healthy work-environmentTraining and Development helps in creating t

    healthy working environment. It helps to build good employee, relationship sothatindividual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the healtandsafety of the organization thus preventing obsolescence. MoraleTraining and Development helps in improving the morale of the woforce.

    Image Training and Development helps in creating a better corporate imag Profitability Training and Development leads to improved profitability andmorepositive attitudes towards profit orientation. Training and Development aids in organizational development i.e.Organization getsmore effective decision making and problem solving. It helps in understandingandcarrying out organizational policies Training and Development helps in developing leadership skills, motivation,loyalty,better attitudes, and other aspects that successful workers and managersusually display. Optimum Utilization of Human ResourcesTraining and Developmenthelps inoptimizing the utilization of human resource that further helps the employee toachieve

    the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps toprovidean opportunity and broad structure for the development of human resourcestechnicalPage 8

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    5. EVALUATING each phase so as to make sure it has achieved its aim interms ofsubsequent work performance. Making necessary amendments to any of theprevious

    stage in order to remedy or improve failure practicesTRANSITIONAL MODELTransitional model focuses on the organization as a whole. The outer loopdescribesthe vision, mission and values of the organization on the basis of which traininmodel i.e. inner loop is executed.VISIONfocuses on the milestones that the organization would like to achievafter

    the defined point of time. A vision statement tells that where the organizationseesitself few years down the line. A vision may include setting a role mode, orbringingsome internal transformation, or may be promising to meet some otherdeadlines.MISSIONexplain the reason of organizational existence. It identifies thepositionin the community. The reason of developing a mission statement is to motivatinspire, and inform the employees regarding the organization.The missionstatementtells about the identity that how the organization would like to be viewed by thcustomers, employees, and all other stakeholders.VALUESis the translation of vision and mission into communicable ideals. reflects the deeply held values of the organization and is independent of curreindustry environment. For example, values may include social responsibility,excellent customer service, etc

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    workbooks, visual aids, demonstration props, etc, course material for the traineeincluding handouts of summary.4. EXECUTIONThis phase focuses on logistical arrangements, such as arrangingspeakers, equipments, benches, podium, food facilities, cooling, lighting, parking,and other training accessories.

    5. EVALUATIONThe purpose of this phase is to make sure that the trainingprogram has achieved its aim in terms of subsequent work performance. This phaseconsists of identifying strengths and weaknesses and making necessary amendmentsto any of the previous stage in order to remedy or improve failure practices.The ISD model is a continuous process that lasts throughout the training program. Italso highlights that feedback is an important phase throughout the entire trainingprogram. In this model, the output of one phase is an input to the next phase.Page 14

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    can further be strengthened with continued training. Threats can be reduced byidentifying the areas where training is required. And, opportunities can be exploited bybalancing it against costs. For this approach to be successful, the HR department of thecompany 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 levelTraining need analysis at individual level focuses on each and everyindividual in the organization. At this level, the organization checks whether anemployee is performing at desired level or the performance is below expectation. If thedifference between the expected performance and actual performance comes out to bepositive, then certainly there is a need of training. However, individual competence canalso be linked to individual need. The methods that are used to analyze the individualneed are: Appraisal and performance review Peer appraisal

    Competency assessments Subordinate appraisal Client feedback Customer feedback Self-assessment or self-appraisalOperational levelTraining Need analysis at operational level focuses on the workthat is being assigned to the employees. The job analyst gathers the information onwhether the job is clearly understood by an employee or not. He gathers this informationPage 17

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    through technical interview, observation, psychological test; questionnaires asking theclosed ended as well as open ended questions, etc. Today, jobs are dynamic and keepchanging over the time. Employees need to prepare for these changes. The job analystalso gathers information on the tasks needs to be done plus the tasks that will be requiredin the future. Based on the information collected, training Need analysis (TNA) is done.

    Benefits of need assessmentTraining programs are designed to achieve specific goals that meet felt needs. There aremany benefits of need assessment:1. Trainers may be informed about the broader need of the trainees.2. Trainers are able to pitch their course inputs closer to the specific needs of thetrainees.3. Assessment makes training department more accountable and more clearly linked toother human resource activities, which make the training programs easier to sell toline managers.

    TRAINING-DESIGNThe design of the training program can be undertaken only when a clear training

    objective has been produced. The training objective clears what goal has to be achievedby the end of training program i.e. what the trainees are expected to be able to do at theend of their training. Training objectives assist trainers to design the training program.

    The trainerBefore starting a training program, a trainer analyzes his technical,interpersonal, judgmental skills in order to deliver quality content to trainers.Page 18

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    Training topicsAfter formulating a strategy, trainer decides upon the content to bedelivered. Trainers break the content into headings, topics, ad modules. These topics andmodules are then classified into information, knowledge, skills, and attitudes.

    Sequence the contentsContents are then sequenced in a following manner: From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationshipTraining tacticsOnce the objectives and the strategy of the training programbecomes clear, trainer comes in the position to select most appropriate tactics or methodsor techniques. The method selection depends on the following factors: Trainees background Time allocated

    Style preference of trainer Level of competence of trainer Availability of facilities and resources, etcPage 21

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    Support facilitiesIT can be segregated into printed and audio visual. The variousrequirements in a training program are white boards, flip charts, markers, etc.

    ConstraintsThe various constraints that lay in the trainers mind are: Time Accommodation, facilities and their availability

    Furnishings and equipments Budget Design of the training, etcTRAINING IMPLEMENTATIONTo put training program into effect according to definite plan or procedure is calledtraining implementation. Training implementation is the hardest part of the systembecause one wrong step can lead to the failure of whole training program. Even the besttraining program will fail due to one wrong action. Training implementation can besegregated into: Practical administrative arrangements Carrying out of the training

    Once the staff, course, content, equipments, topics are ready, the training is implemented.Completing training design does not mean that the work is done because implementationPage 22

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    phase requires continual adjusting, redesigning, and refining. Preparation is the mostimportant factor to taste the success. Therefore, following are the factors that are kept inmind while implementing training program:

    The trainerThe trainer need to be prepared mentally before the delivery of content.Trainer prepares materials and activities well in advance. The trainer also set grounds

    before meeting with participants by making sure that he is comfortable with coursecontent and is flexible in his approach.

    Physical set-upGood physical set up is pre-requisite for effective and successfultraining program because it makes the first impression on participants. Classroomsshould not be very small or big but as nearly square as possible. This will bring peopletogether both physically and psychologically. Also, right amount of space should beallocated to every participant.

    Establishing rapport with participantsThere are various ways by which a trainercan establish good rapport with trainees by: Greeting participants simple way to ease those initial tense moments Encouraging informal conversation

    Remembering their first name Pairing up the learners and have them familiarized with one another Listening carefully to trainees comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled timePage 23

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    Using familiarexamples Varying his instructional techniques Using the alternate approach if one seems to bog down Reviewing the agendaAt the beginning of the training program it is very importantto review the program objective. The trainer must tell the participants the goal of the

    program, what is expected out of trainers to do at the end of the program, and how theprogram will run. The following information needs to be included: Kinds of training activities Schedule Setting group norms Housekeeping arrangements Flow of the program Handling problematic situationsIn general programme implementation involves action on the following lines:Deciding the location and organizing training and other facilities.

    Scheduling the training programme.

    Conducting the programme.Monitoring the progress of the trainees.Page 24

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    TRAINING EVALUATIONThe process of examining a training program is called training evaluation. Trainingevaluation checks whether training has had the desired effect. Training evaluationensures that whether candidates are able to implement their learning in their respectiveworkplaces, or to the regular work routines.

    Purposes of Training EvaluationThe five main purposes of training evaluation are:Feedback: It helps in giving feedback to the candidates by defining the objectives andlinking it to learning outcomes.Research: It helps in ascertaining the relationship between acquired knowledge, transferof knowledge at the work place, and trainingPage 25

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    2. Quantitative evaluation is an assessment process that answers the question How muchdid we do?

    Principles of Training Evaluation:

    Training need should be identified and reviewed concurrently with the business andpersonal development plan process.a) Evaluation must be continuous.b) Evaluation must be specific.c) Evaluation must be based on objective methods and standards.d) There should be correlation to the needs of the business and the individual.e) Organizational, group and individual level training need should be identified andevaluated.f) Techniques of evaluation should be appropriate.g) The evaluation function should be in place before the training takes place.h) The outcome of evaluation should be used to inform the business and training

    process.Need of evaluation of Training:Training cost can be significant in any business. Most organizations are prepared to incurthese cost because they expect that their business to benefit from employees developmentand progress. Whether business has benefited can be assessed by evaluation training.There are basically four parties involved in evaluating the result of any training. Trainer,Trainee, Training and Development department and Line Manager.Page 27

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    The Trainee wants to confirm that the course has met personal expectations and satisfiedany learning objectives set by the T & D department at the beginning of the programme.

    The Trainer concern is to ensure that the training that has been provided is effective ornot.

    Training and Development want to know whether the course has made the best use of

    the resources available.The Line manager will be seeking reassurance that the time hat trainee has spent inattending training results in to value and how deficiency in knowledge and skillredressed.The problem for many organizations is not so much why training should be evaluated buthow. Most of the organizations overlook evaluation because financial benefits aredifficult to describe in concrete terms.The process of evaluation is central to its effectiveness and helps to ensure that:

    Whether training budget is well spent

    To judge the performance of employee as individual and team.

    To establish culture of continuous learning and improvement.

    PROCESS OF TRAINING EVALUATIONBefore Training: The learners skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste ofresources because at most of the times candidates are unaware of the objectives andlearning outcomes of the program. Once aware, they are asked to give their opinions onthe methods used and whether those methods confirm to the candidates preferences andlearning stylePage 28

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    During Training: It is the phase at which instruction is started. This phase usuallyconsist of short tests at regular intervals.

    After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whethertraining has had the desired effect at individual department and organizational levels.

    There are various evaluation techniques for this phase.Techniques of evaluationThe various methods of training evaluation are: Observation Questionnaire Interview Self diaries Self recording of specific incidentsWHAT TO EVALUATE/LEVEL OF EVALUATIONDonald Kirkpatrick developed four level models to assess training effectiveness.According to him evaluation always begins with level first and should move through

    other levels in sequence.Page 29

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    Sahara India Pariwar is a major entity on the corporate scene having diversified

    business interests that include Finance, Infrastructure & Housing, Media &Entertainment, Consumer Products, Manufacturing, and Services & Trading.Quality is our essence and we, at Sahara India Pariwar , have always stressed on theQualitative aspect. Consequently in this run for quality, quantity has always pursued us.We look forward to reaching the zenith and reaffirm our commitment to the process ofsound nation-building.




    No discrimination

    QualityGive respect



    Collective Materialism


    Absolute HonestyPage 34

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    SAHARAINDIAPARIWARFinance Infrastructureand housingMedia andentertainmentConsumer

    products Manufacturing Services andTrading


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    PRIMARY DATAIn primary data collection, you collect the data yourself using methods such as interviewsand questionnaires. The key point here is that the data you collect is unique to you andyour research and, until you publish, no one else has access to it.I have tried to collect the data using methods such as interviews and questionnaires. Thekey point here is that the data collected is unique and research and, no one else hasaccess to it. It is done to get the real scenario and to get the original data of present.

    DATA COLLECTION TECHNIQUEQuestionnaire:Questionnaire are a popular means of collecting data, but are difficult to design and oftenrequire many rewrites before an acceptable questionnaire is produced. The features

    included in questionnaire are:Theme and covering letter

    Instruction for completion

    Types of questions


    Interview:This technique is primarily used to gain an understanding of the underlying reasons andmotivations for peoples attitudes, preferences or behavior. The interview was done byasking a general question. I encourage the respondent to talk freely. I have used anPage 39

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    unstructured format, the subsequent direction of the interview being determined by therespondents initial reply, and come to know what is its initial problem is.SAMPLING METHODOLOGYSampling technique:

    Initially, a rough draft was prepared keeping in mind the objective of the research. Apilot study was done in order to know the accuracy of the questionnaire. The finalquestionnaire was arrived only after certain important changes were done. Thus mysampling came out to be judgmental and continent.

    Sampling Unit:The respondents who were asked to fill out questionnaires are the sampling units. Thesecomprise of kartavyayogis of corporate HR,S ahara India Pariwar , who had attended thepersonality development workshop.

    Sampling Size: 20SECONDARY DATAAll methods of data collection can supply quantitative data (numbers, statistics or

    financial) or qualitative data (usually words or text). Quantitative data may often bepresented in tabular or graphical form. Secondary data is data that has already beencollected by someone else for a different purpose to yours.Page 40

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    Need of using secondary data1. Data is of use in the collection of primary data.2. They are one of the cheapest and easiest means of access to information.3. Secondary data may actually provided enough information to resolve the problembeing investigated.

    4. Secondary data can be a valuable source of new ideas that can be explored laterthrough primary research.

    Limitation of secondary data1. May be outdated.2. No control over data collection.3. May not be reported in the required form.4. May not be reported in the required form.5. May not be very accurate.6. Collection for some other purpose.Page 41

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    experience, then send in their CVs and on approval by the respective authority, become

    certified corporate trainers.(4) Types of training given in Sahara India Pariwar:Induction/Orientation training

    Soft skill development training

    Project training

    INDUCTION/ORIENTATION TRAININGThese terms are interchangeably used to give a friendly welcome to the new employeesas members of the organization so also to introduce the new employee with the availableinstallations (plant and machineries, systems), work norms, organizational objectives andthe job position of the employee.

    Content:The company size, structure of the organization, history, market shareAchievements, objective and mission.

    Product training

    Shop floor-rules and regulations

    Personnel policiesUnion contract

    Company services

    Service departmentPage 45

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    SOFT SKILL DEVELOPMENT TRAININGModules of soft skill development training in Sahara India Pariwar: Personality and positive attitude Business communication Team building and leadership

    Stress management and work-life balance Business etiquettes and corporate groomingPERSONALITY & POSITIVE ATTITUDEAbout the ModulePersonality as a whole cannot be defined without the positive attitude. It is the positiveattitude of a person that plays an important role in various decision making process andreaction to responsibilities and challenges in work and life. The module has beendeveloped to help the individual to develop the understanding that how individualpersonalities can influence the organizational development & the organizational success.

    Objective of the ModuleTo understand the concept of Personality & positive attitude in relation to organizational

    success.Page 46

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    Coverage of the ModuleWhat is personality

    Attributes of personality

    Three levels of Personality

    Personality is uniqueness

    Internal & External QualitiesWhat are the determinants of personality

    What is a Organizational Personality

    Linking personality and organizations effectiveness

    How Positive Attitude can influenced Personality

    BUSINESS COMMUNICATIONBackgroundEffective communication is very crucial in the business success. It is the lifeblood of anbusiness organization. It includes conveying messages to other people clearly andunambiguously. It's also about receiving information that others are sending to you, withas little distortion as possible.Doing this involves effort from both the sender of the message and the receiver. And it'sa process that can be fraught with error, with messages muddled by the sender, ormisinterpreted by the recipient. When this isn't detected, it can cause tremendousconfusion, wasted effort and missed opportunityPage 47

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    Objective of the ModuleTo understand the importance of Business Communication in order to enhance thecapabilities of understanding and implementing the correct communication channel tobring the effectiveness of the organization in order to succeed in business, and maintain

    good relationships with clients, customers and employeesCoverage of the ModuleWhat is communication?

    Need of communication

    Communication flow

    Types of Communication

    Barriers of Communication

    Overcoming tips of barrier

    Essentials of effective communication


    BackgroundPage 48

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    In the context of globalization only high performing managers can survive, grow andexcel. This calls for continuous enhancement of the dynamics of leadership capabilitiesof managers. Todays managers will have to demonstrate positive leadership capabilitiesby creating and sustaining trust, shared vision as well as synergy to achieveorganizational goals.

    Objective of the ModuleUnderstanding the role of leadership, teamwork and team-building.

    Improving business results by managing team dynamics; flexibility andresilience, self management and emotional maturity

    Coverage of the ModuleTeam Vs. Group

    Team & Team Work

    The essentials of winning Team

    A good team player

    Stages of Team Building

    Leadership, teamwork & team-building

    Leader Vs. ManagerImproving performance


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    BackgroundDuring the last 20 years, the nature of jobs across globe has changed substantiallyresulting in jobs becoming less and less physically demanding. Coupled with this, the

    change in life style, has led to stress level increasing day by day, both at work place andat home. It is therefore of utmost importance to understand the various transientsaffecting health and fitness levels of individuals. In view of this, the module will help totake a proactive approach to stress management in order to establish a work environmentthat is healthy, stress-free and fit.

    Objective of the ModuleTo understand the stress level, its symptoms and various impacts and to developa better work life balance strategies for leading a better life.

    Coverage of the ModuleWhat is stress?

    Reasons of stress

    Symptoms of stressImpact of stress

    Managing Stress

    ABC Strategy

    Tips of de-stressingPage 50

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    BUSINESS ETIQUETTE & CORPORATE GROOMINGBackgroundSelfimprovement and selfdevelopment has become imperative for survival in thechanging and competitive environment. Business Etiquette is a very important factor indetermining the success or failure of a business or a person. This module will guide toenhance the focus for Business Etiquette & Corporate Grooming.

    Objective of the ModuleTo understand the importance of Corporate grooming, Power Dressing and how to makeour body language effective in order to enhance personal effectiveness with good

    manners and etiquettes in order to succeed in your business, be liked by people andmaintain good relationships with clients, customers and employees.

    Coverage of the ModuleBusiness etiquette

    Corporate groomingPage 51

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    ANALYSIS:I. Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedbackof trainees but only 15% respondents are in favor of questionnaire because in it there isa possibility of getting inaccurate data and in this responding conditions are also notcontrolled.

    II. On the other side 40% respondents feel that interview is the most appropriate methodof evaluating the training program because it is more flexible method, and in this theycan get the opportunity for clarification and the most important thing is that in theinterview, personal interaction is also possible.III. 25% are in favor of observation because this is non-threatening and is excellent way tomeasure the behavioral changes.IV. Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement test.It means that Corporate HR, Sahara India Pariwar should also try to use other methodof evaluation of training program.Page 60

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    ANALYSIS:75% respondents feels that post training feedback can be used to identify theeffectiveness and valuation of training program, to identify the ROI, to identify the needof retraining and to provide the points to improve the training. And others are also awareof the importance of post training feedback.


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    KEY FINDINGSMostly all the kartavyayogis of corporate HR are well aware of the role andimportance of the training They are self motivated to attend such trainingprogram as it will result in their skill enhancement & improving theirinterpersonal skill.

    Corporate HR, Sahara India Pariwar , time to time training is provided to all thekartavyayogis and it is continuous process.

    Two types of training is provided to the kartavyayogis by Corporate HR SaharaIndia Pariwar -induction training and soft skill development training.

    Questionnaire is the most popular mean of evaluating the training program inSahara India Pariwar.

    Most of the kartavyayogis feel that interview is the most appropriate method of

    evaluating the training program.Post training evaluation focus on result rather than on the effort expended inconducting the training and it worth the time, money and effort.Page 70

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    Most of the participants are benefitted by giving feedback after attended thetraining. It motivated them to do better, helped them to increase their jobperformance and is an aid to future planning.

    In Sahara India Pariwar, post training evaluation is used to identify theeffectiveness and valuation of training program, to identify the ROI(return oninvestment), to identify the need of retraining and to provide the points toimprove the training.

    SUGGESTIONS AND RECOMMENDATIONSThe management must commit itself to allocate major resources and adequate time totraining. Ensure that training contribute to competitive strategies of the firm. Differentstrategies need different HR skill for implementation. Let training help employeesat all levels acquire the needed skill. Ensure that a comprehensive and systematic approach to training exists, andtraining and retraining are done at all levels on a continuous and ongoing basis. Ensure that there is proper linkage among organizational, operational andindividual training needs. Skill based training (product/process training) should also be provided. Besides questionnaire other methods of post training evaluation should also beused like interviews, self diaries, observation and supplement test.Page 71

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    The evaluation procedure must be implemented concerning trainer, trainee and

    subject. Post training feedback has to be continuous and should also be taken from linemanager/superior & from peers to find out the effectiveness and valuation oftraining.

    CONCLUSIONProfessional competence describes the state-of-the-art, Area- knowledge, expertise andskill relevant for performing excellently within a specific functional department. Thiscompetence insures that technical knowledge is both present and used within a firm forthe welfare of its stake-holders. To develop this competence regular Training andDevelopment is requiredTherefore, Training initiatives and programs have become a priority for Human

    Resources. As business markets change due to an increase in technology initiatives,companies need to spend more time and money on training employees. In todays business climate employee development is critical to corporate success and organizationsare investing more in their employees training and development needs.Training evaluation is the important part of training process. It provides a feedback andhelp the sponsors and the resource persons for improvement at the level of individualperformance and in the strategy formulation for training and development. Post trainingevaluation can be used to identify the effectiveness and valuation of training programme,to identify the ROI (return on investment), to identify the need of retraining and toprovide the points to improve the training.Page 72

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    LIMITATION OF THE STUDY1. The study is limited to the Corporate HR, SAHARA INDIA PARIWARLUCKNOW. So the study is subject to the limitation of area.2. The time period of the study was only two six weeks which may provide a deceptivepicture in comparison of the study based on long run.

    3. Sampling size was of only 20, because only these people had attended soft skilldevelopment training.4. Corporate HR, Sahara India Pariwar only provides soft skill development training,not skill based (product/process) training. So how can one evaluate the skill basedtraining is still unresolved.5. The study is based only on secondary & primary data so lack of keen observationsand interactions were also the limiting factors in the proper conclusion of the study.Page 73

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    ANNEXUREPage 74

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    Visit for more projectreports, notes etc.

    QUESTIONNAIREDear Madam/Sir,I, , an MBA student pursuing my course from As a part of my curriculum I amundergoing summer training at Corporate Please give your views/opinions in thespace given below about the post training feedback in SAHARA INDIA PARIWAR.The information provided by you will be kept highly confidential& will be used byme strictly for an analysis only.1) What do you understand by training?a) Learningb) Enhancement of knowledge, skill and aptitudec) Sharing information

    d) All of abovePage 75

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    2) Training is must for enhancing productivity and performance.a) Completely agreeb) Partially agreec) Disagree

    d) Unsure3) (i) Have you attended any training programme in the last 01 year?a) Yesb) No(ii) If yes ,which module of soft skill development training?a) Personality and positive attitudeb) Business communicationc) Team building and leadershipd) Stress management and work-life balancee) Business etiquettes and corporate groomingf) All of above

    g) If any other please specify___________________________4) (i) After the training ,have you given feedback of it?a) Yesb) No(ii) If yes, through which method?(can select more than one)a) Questionnaireb) Interviewc) Supplement testd) If any other please specify _______________5) Which method of post training feedback according to you is more appropriate?a) Observationb) Questionnairec) Interviewsd) Self diariese) Supplement test6) (i) Do you think that the feedback can evaluate the training effectiveness?a) Yesb) NoPage 76

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    (ii) If yes, how can the post training feedbacks can help the participants?(canselect more than one)a) Improve job performance

    b) An aid to future planningc) Motivate to do betterd) All of the abovee) None7) Post training evaluation focus on result rather than on the effort expended inconducting training.a) Completely agreeb) Partially agreec) Disagreed) Unsure8) What should be the approach of the post training evaluation?(can select more

    than one)a) Trainer centeredb) Trainee centeredc) Subject Centeredd) All of the above9) What should be the ideal time to evaluate the training?a) Immediate after trainingb) After 15 daysc) After 1 monthd) Cant say10) Should the post training evaluation procedure reviewed and revisedperiodically?a) Yesb) Noc) Cant say11) Is the whole feedback exercise after the training worth the time, money andeffort?Page 77

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    Any other area where you would like to recommend this kartavyayogi to Undergo training?Whether this training is relevant to the present requirement of your Department ?

    Yes NoWould you recommend this training to other kartavyayogis in your Department?

    Yes NoAny suggestions for improving the effectiveness of the training.SIGNATURE

    Visit for more projectreports, notes etc.BIBLIOGRAPHY1. BOOKS/MAGAZINES:Human Resource Management by L. M. Prasad

    Human Resource Management by Dipak. k. Bhattacharya

    Human Resource Management by K. Ashwathapa

    2. WEBSITES:

    http://www.sahara.orgPage 80

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    Visit for more projectreports, notes etc.Page 81