CONTENTS

Student declaration
Acknowledgement
Preface
Introduction
Scope of the study
Company profile
H.R. in Unicon investment solution
Training and development process
Objective of the study
Research methodology
Findings and analysis
Conclusions
Limitations
Suggestions
Recommendations
Questionnaire
Bibliography

STUDENT DECLARATION
I QUDESHIA KHATOON student of MBA III from Dewan Vs institute of
Engineering and Technology, Meerut Here by declares that the project report
titled

TRAINING AND

DEVELOPMENT

PROCESS

IN

UNICON

INVESTMENT SOLUTION is completed and submitted under the valuable

guidance of Mr. Tajender Singh Branch Manager, it is my original work.

The imperial finding in this report is based on the data collected by me. This
project has not been submitted to U.P. Technical University, Lucknow or any
other university for the purpose of compliance of any requirement of any
examination or degree.

Date.

QUDESHIA KHATOON
M.B.A. (III Sem)
Roll No. - 0831170031

ACKNOWLEDGEMENT
It is my pleasant duty to offer my service acknowledgement to those honorable
personalities of the department who have been a constant source of help and
encouragement in carrying out this project.
First of all I wish to express my indebtness to Mr. TAJENDER SINGH (Branch
Manager, Unicon investment solution) for his valuable suggestions and guidance
throughout the project.
First of all I wish to express my indebtness to Mr. Gaurav Kaushik (H.O.D.,
Management) for her valuable suggestions and guidance throughout the project.
This research would not have been completed without friendly efforts of the all the
concerned authorities. Also this project enables me to have the know-how of the
effectiveness & working of the team spirit. Its web like structure helps me to have
added potential in myself to adjust easily to the tense & result oriented
environment of the organization.

PREFACE
The project report on Training & Development programme in UNICON
INVESTMENT SOLUTION, Meerut has been successfully done in UNICON
INVESTMENT SOLUTION, Meerut. It helped me to gain lots of experience to
motivate, to bring out the maximum efficiency of the various Department of
Human Resources.
This report enlightens the management skills used for the advancement of the
employees. It brings out the lowest input and maximum output to give maximum
efficiency.
Further motivations and ideas come from the various reference books. Specially, I
would be thankful to the books, Evaluation of Control of training, Mc Grawhill,
Training Methodology and Development. I would also like to remember the
names of the persons who efficiently affected me in my training period to gain new
experiences.
My efforts in presenting this project report will by ably rewarded if the invigilator
and my senior members satisfy with my project report. I would gratefully
acknowledge the contribution of the faculty members by way of bringing to my

attention the errors and printing mistakes that might have inadvertently crept into
the report.

INTRODUCTION
Human resource development has in recent years become the focus of attention of
planners policy makers and administrators: Human resource development is the
process of increasing the knowledge, skills and capacities of people. It is important
riot only tar an enterprise but for a nation to develop its human resources.
Human resource development encompasses two main components, which are
significant in every organisation.
(1)

TRAINING AND EDUCATION:

The training in any organisation is a process employees are increased to perform

specific, jobs. On the other hand education has wider scope and it is the process of
increasing the basic knowledge and under training of employees.
(2)

TRAINING AND DEVELOPMENT:

Training and development of the employees go hand in hand. The development of

any organisation depends on better training of the employees. Development is a
long term educational process utilizes a systematic and organized procedure by
which the managerial personnel learn conceptual and theoretical knowledge for
general purpose. Training is present for non-manager whereas development is
provided to the managerial professionals.
6

In every organisation appropriate training programme is very necessary to achieve

the training objective training policy represents the commitment of top
management to employee training. It consists to rules and procedure concerning
training.
The efficiency of, any programme depends on best training policy in the company.
Hence we can say that an ideal training programme Indicate the intention of ., the
Company to develop its employee; provide appropriate opportunities to
employees for their own betterment, and identify critical areas where training is to
be given on a priority basis.
A good training policy therefore should he conducted to accelerate the growth of
employees in the organization.

SCOPE OF THE STUDY

UNICON INVESTMENT SOLUTION, as a massive organisation is a public
company with a huge manpower strength. This organisation deems to have the
aggregate of about 48000 employees in which UNICON INVESTMENT
SOLUTION Meerut handles the overall manpower capacity of about 9360
approximately. In the total, schedule caste and schedule tribe constitute to 18.05%
and 3.66% respectively of the total strength. This it self proves the significance of
training and development and its necessity in the organisation.
The training, and development programme at UNICON INVESTMENT
SOLUTION, is conducted mainly by HRDC and HRDI. Both these agencies
nominate the employees of UNICON INVESTMENT SOLUTION for the training
programmes conducted for the development of the skills of the employees. Besides
this, more than 4000 trade apprentices are provided Ill trade facilities and l the
Apprentices Act.

IMPORTANCE OF THE STUDY

The project encompasses the entire training and development of the UNICON
INVESTMENT

SOLUTION

employees

and

acknowledges

with

proper

information pertaining to the socio-economic development that the employees

avail by obtaining suitable training assistance from the organization.

COMPANY PROFILE
UNICON INVESTMENT SOLUTIONS
UNICON is a financial services company which has emerged as a one-stop
investment solutions provider. It was founded in 2004 by two visionary and
flamboyant entrepreneurs, Mr. Gajendra Nagpal and Mr. Ram M. Gupta, who
possess expertise in the field of Finance. The company is headquartered in Meerut,
and has its Corporate office in Mumbai with regional offices in Kolkata, Chennai,
Hyderabad and Noida
UNICON is a professionally managed company, lead by a team with outstanding
managerial acumen and cumulative experience of more than 200 years in the
financial markets. The company is supported by more than 3500 Uniconians and
has an extensive network of over 100 branches, 600 plus business partner locations
& 2500 remisers providing it with a national footprint.
With a customer base of over 200,000, the UNICON Group has an eye for the
intricate financial needs of its clients and caters to both their short term and long
term financial needs through a comprehensive bouquet of investment services.
These services range from offline & online trading in equity, commodities and

10

currency derivatives to debt markets to corporate finance and portfolio

management services. The company has a sizable presence in the distribution of
3rd party financial products like mutual funds, insurance products and property
broking. It also provides expert Advisory on Life Insurance, General Insurance,
Mutual Funds and IPOs. The distribution network is backed by in-house back
office support to provide prompt and efficient customer service
The Equity broking arm UNICON Securities Pvt. Ltd offers personalized
premium services on the NSE, BSE & Derivatives market. The Commodity
broking arm Unicon Commodities Pvt. Ltd offers services in Commodity trading
on NCDEX and MCX. The UNICON group also has a PCG division providing
investments solutions for High Net Worth Individuals. The Corporate Advisory
Services arm Unicon Capital Services (P) Ltd offers entire gamut of Investment
Banking services to corporates.
UNICON can boast of some of the most respected names in the Private Equity
space like Sequoia Capital and Nexus India Capital as its share holders.

11

Mission & Vision

Mission :
To create long term value by empowering individual investors through superior
financial services supported by culture based on highest level of teamwork,
efficiency and integrity.

Vision :
To provide the most useful and ethical Investment Solutions - guided by values
driven approach to growth, client service and employee development.

12

MANAGEMENT TEAM
Mr. Gajendra Nagpal
Founder & CEO
Mr. Ram M Gupta
Co-Founder & President
Mr. Y.P. Narang
Head - Fixed Income Group
Mr. Sandeep Arora
Chief Operating Officer
Mr. Vikas Mallan
Chief Financial Officer,
Head Distribution
Mr. Trinadh Kiran
National Head(E-Broking)
Mr. Subhash Nagpal
Director - Strategic
Planning & Distribution
Ms. Anjali Mukhija
Chief Compliance Officer

13

Mr. Vijay Chopra

National Head (Business Alliances)
Mr. Anurag Nayar
Chief Technology Officer
Mr. Ashish Kukreja
Head HNI Client Relations
Ms. Deepa Mohamed
Head -HR & Training
Mr. Sandeep Mahajan
Head (Equity Broking-Offline

14

Unicon Tie up with various insurance companies:

1. Tata AIG life insurance
2. SBI life insurance
3. Max new York life insurance
4. Unicon
5. Birla sun life
6. Life insurance corporation of india
7. Kotak Mahindra
8. Met life
9. ICICI prudential

15

PRODUCT
EQUITY
UniconPlus

Browser based trading terminal that can be accessed by a unique ID and password.
This facility is available to all our online customers the moment they get registered
with us.

Features:

Trading at NSE,BSE and Derivatives on single screen.

Add multiple scrips on the market watch.
Greater exposure for trading on the available margin.
Common window for display of market watch and order execution.
Real time updating of exposure and portfolio while trading.
Offline order placement facility.
Stop-loss feature.
Competitive Brokerages.
Banking integration with ICICI Bank, HDFC Bank & Axis Bank.
Proxy link to enable trading behind firewalls.
16

UniconSwift
Application based terminal for active traders. It provides better speed, greater
analytical features & priority access to Relationship Managers.
Features:

Trading at NSE,BSE and Derivatives on single screen.

Add any number of scrips in the Market Watch.
Tick by tick live updation of Intraday chart.
Greater exposure for trading on the margin available
Common window for market watch and order execution.
Key board driven short cuts for punching orders quickly.
Real time updation of exposure and portfolio.
Facility to customize any number of portfolios & watch lists.
Market depth, i.e. Best 5 bids and offers, updated live for all scripts.
Facility to cancel all pending orders with a single click.
Instant trade confirmations.
Banking integration with ICICI Bank, HDFC Bank & Axis Bank,& Bank of
India,& Corporation Bank, & Karnataka Bank, & Oriental bank of Commerce, &
South Indian Bank, & Vijay Bank and Yes Bank.
Stop-loss feature.
17

18

Commodity
Unicon offers a unique feature of a single screen trading platform in MCX and
NCDEX.Unicon offers both Offline & Online trading platforms. You can Walk in
or place your orders through telephone at any of our branch locations
Online Commodity Internet trading Platform through UniFlex.
Live Market Watch for commodity market (NCDEX, MCX) in one screen.
Add any number of scrips in the Market Watch.
Tick by tick live updation of Intraday chart.
Greater exposure for trading on the margin available
Common window for market watch and order execution.
Key board driven short cuts for punching orders quickly.
Real time updation of exposure and portfolio.
Facility to customize any number of portfolios & watchlists.
Market depth, i.e. Best 5 bids and offers, updated live for all scripts.
Facility to cancel all pending orders with a single click.
Instant trade confirmations.
Stop-loss feature.

19

Depository
Unicon Depository Services offers dematerialization services as a participant in
Central Depository Services Limited (CDSL), through its Depository operations.
The company believes in efficient and cost-effective and integrated service support
to its brokerage business. Unicon Securities Private Limited, as a depository
participant, will offer depository accounts for individual investors as well as
corporates which will enable them to transact in the dematerialized segment,
without any hassles.

Depository offer a safe, convenient way to hold securities as compared to holding

securities in paper form. Our service provides an integrated single platform for all
our clients ensuring a risk free, efficient and prompt depository process.

Facilities Offered by Unicon

* De-materialization:
You can submit your physical shares at the Unicon branch for
dematerialization into electronic form.
* Re-materialization:

20

You can also request for Re-materialization which enables you to convert the
dematerialized shares into physical form.
* Transfer:
Inter and intra depository services are available through which you can
transfer shares.
* IPO:
You can apply for IPO using your demat account details and on allotment
the securities are transferred directly to your demat account.
* Corporate Actions:
While holding your insurance in demat account, in case you are eligible for
any bonus and rights issues the allotment would be transferred to your demat
account.
* Easi:
You can view your demat account over the Internet and avail a host of services.
This facility empowers our clients to view, download, print updated holdings with
respective valuations.

21

IPO
At Unicon you can invest in the Primary markets (Initial Public Offerings) online
without going through the hassles of filling up any IPO application
forms or any other paperwork.
We shall make sure that you do not miss the opportunity to
subscribe/invest in a good IPO issue by providing you an online IPO
application form, transfer of funds online through secured payment
Gateways of leading banks like ICICI, HDFC, AXIS bank.
In addition to the above we shall provide you with the In-Depth
analysis of the IPO issues which shall be hitting the Indian Markets
in near future, IPO Calendar, analysis on the recent IPO listings,
prospectus, offer documents and other IPO research reports so as to
help you take an informed decision to invest in the IPO issues.
Online IPO facility is open to all our registered clients at no cost
whatsoever. All you need is the following to subscribe online to the
IPO issues:

22

Mutual Fund
Unicon Provides expert advice to its clients for their investments in equity & debt
markets through Mutual Funds.

Their experts advice you the best investment solutions that suit you and help you to
reach your financial goals.
They help you ascertain your risk profile & guide you with the right product mix
which reduce your tax liability, increase your savings & enhance your wealth.
Whether you have a conservative, medium or aggressive investment risk appetite,
their experts would guide you to build a portfolio to optimize the return of interest.
Classification of mutual fund:
1.

By structure
Open-ended scheme
Closed-ended scheme
Interval schemes

2.

By investment objective
Growth schemes
Income schemes
Balanced schemes
Money market schemes
23

3.

By Other Schemes
Tax saving schemes
Special schemes
Index Schemes
Sector specific schemes

24

Insurance
Unicon offers all products of General Insurance under one umbrella. Unicon
comprises of a team of distinguished professionals from insurance, finance and
other management disciplines who have vast business & managerial experience.

Unicon team evaluates the client's business environment and studies the risk
profile. based on the results of these evaluations, Unicon team then suggests the
most cost effective , integrated insurance package that is perfectly suited to the
client's risk profile.

Unicon has a nationwide network of branches all over India, equipped with top
quality infrastructure facilities, to provide you prompt & efficient service.

Life Insurance

Unicon offers you a Peace of Mind by offering various life insurance plans for
your unique & specific needs. Our philosophy is that for every financial problem,
there is a solution also. And we are here to give you complete financial solutions.
At the same time we offer you very Prompt & Reliable Policy related service for
enduring relationship.
25

They offer a very wide range of products to fulfill your particular requirements.
You can always have an access to our 83 Branch Offices situated at prime locations
of the city, or you can call our Relationship Manager to guide on your Investments.

Following is the glimpse of Life Insurance Plans:

Protection Plans
Investment Plans
Child Plans
Retirement/Pension Plans
Saving Plans
NRI Plans
Health Plans

Investment Banking
Overview
The Investment Banking arm of Unicon Capital Services (P) Ltd. caters to the
funding requirements of corporates. Our wide experience and market knowledge as
26

a leading securities firm ensures that clients requirements are met at optimum cost.
By constantly improving our knowledge capital and remaining focused on client
needs, we aim to create significant value for our clients by helping them execute
the right capitalization strategy. We also intend to initiate merchant banking
services (Capital Markets Fundraising) in the short term (Merchant Banking
License pending)
Offerings
Private Equity (PE) Syndication
They specialize in the syndication of the private equity for the Indian companies in
high-growth markets on their capitalization/re-capitalization strategies, which
helps them to achieve their growth targets. Our team of professionals ensures
complete confidentiality, strong focus on implementation and quick turnaround
time. Access to key decision makers at PE funds gives us an edge in optimal
structuring and efficient closure of transactions. They service their clients through
various stages of the PE deal namely collateral preparation, investor short listing,
commercial term sheet, due diligence and final closure.
Mergers & Acquisitions (M&A) Advisory
They provide both buy-side and sell-side advisory services as part of their M&A
advisory offering. They advise clients during the entire transaction process right
from target identification to deal closure. They have an experienced and highly
27

qualified team with more than 40+ man-years of experience which specializes in
identification and short listing of potential targets, strategic planning of an
acquisition and arranging capital for the transaction, if needed.
Debt Syndication
Our offerings include:

Project Finance / Term Loans for Expansion - Arranging Long-term loans

for setting up new projects from Financial Institutions and Banks

External Commercial Borrowings (ECBs) - Arranging LIBOR-linked loans

Foreign Currency Convertible Bonds (FCCB)-Arranging FCCB Loans

Working Capital Facilities - Arranging fund-based and non-fund based limits

for clients from Banks at competitive rates

Trade Finance - Arrangement of trade finance (Buyer's / Suppliers Credit)

Inter-Corporate Deposits Borrowing and Placement

28

29

HUMAN RESOURCE -MANAGEMENT IN

UNICON INVESTMENT SOLUTION
1.

INDUSTRIAL RELATION DURING 2002-2003

The Industrial Relations at various manufacturing units and service division of the
company were harmonious and cordial throughout the year. The thrust on
participative culture continued during the year. A unique meeting of the apex level
bipartite forum (Joint Committee) was held in a Workshop format for two days in
August 2002. The leaders of the Central Trade Unions and the Union
representatives from various plants of UNICON INVESTMENT SOLUTION
participated very enthusiastically in this Workshop. Various issues of concern to
the Company were discussed and fruitful suggestions / presentations were made.
Similar Workshop for the representative of Supervisors and Executives was also
held for two days in October 2002. The theme of the Workshop was Enhancing
organizational effectiveness.
There were two meetings of the Joint Committee during the year. Similarly 65
meeting of the Plant Councils and 308 meetings of the Shop Councils were held
during the year in various Units of the Company.

30

2. VOLUNTARY RETIREMENT SCHEME

Focused Voluntary Retirement Scheme was in operation in the Company during
the year. In all 3340 employees (483 Executives 680 Supervisors and 2249
Workmen) opted for retirement order this scheme.

3. HUMAN RESOURCE DEVELOPMENT

The overall manpower strength at the end of the year was 47516 showing a
decrease of 8 28% over the previous year. This decline in manpower is mainly due
to introduction of Voluntary Retirement Scheme for the third consecutive year and
also restricting fresh induction to only critical areas.
UNICON INVESTMENT SOLUTION nominates the employee for training
programmes conducted in-house by HRDI & HRDCs and by other external
agencies. During the year 2001-2002, a total of 40172 participants nominated by
UNICON INVESTMENT SOLUTION attended various training programmes.
Besides 3333 Trade Apprentices were provided training facilities under the
Apprentices Act.

31

DESIGN AND IMPLEMENTATION OF DESIGN AND

IMPLEMENTATION OF TRAINING AND
DEVELOPMEN PROGRAMMES
Most organizations undergo five different phases in their struggle for existence and
growth. These five phases form the organizational cycle.
Each phase of an organization exhibits special characteristics, which differ from
the characteristics of other phases of the organizational cycle. What makes an
organization Successful or uII1SuICcessful depends upon the efforts put in to
mobiles human resources most appropriately to meet its dire need. In this context,
training functions as one of the integrating forces for building up an organization
and guiding its activities for its continuous growth. When an organization is in its
first phase, that of concept and development of business, greater emphasis is given
to manpower planning and role clarity. Training plays a vital role at this stage.
During the next phase, one of rapid growth and expansion of the organization,
training explores more avenues for its growth and takes care of human resources
development. When it reaches the third phase, of it and stability there is a tendency
to reach a state of plateau. This stage is a very critical stage for the organization. If
the plateauing continues for a longer time, it may lead the organization to its fourth
phase one of decline. Efforts are needed to turn the organization around either
32

through diversification or by enlarging expanding the product range. Training is the

highest resource builder at the time of crisis of this nature.

DEFINITION
Training is defined as the process of enhancing efficiency and effectiveness- of
persons at work by improving and developing sills relevant to work. It is clone by
cultivating appropriate attitude and behavior towards work and people. It helps
people to improve their present capabilities at work and prepares them to assume
greater responsibilities in future training aims essentially at increasing knowledge,
stimulating aptitude and imparting skills related to a specific, job or people. In this
endeavor, training is a continuous and life long process. As an organized effort, it is
designed with certain objectives to help participants be informed of the subject
mater which they have to apply in their day-to-day work situations. Apart from
change of attitudes, their skills have to be improved and knowledge or information
has to be imparted through effective methods. In other words, training provides an
atmosphere of sharing and synthesizing with the help or trainers.
Employees who take training learn faster than those who take not training. Average
participants reach the Experienced Worker Standard (EWS) in less time as
compared to others who learn through trial and error.
33

According to learning theory people who attain the plateau state continue to dwell
there, without which improvement in their performance. Training helps them to
reach a higher plateau through acquisition of new skills, knowledge and attitude.

APPROACHES TO TRAINING
Very often, training faces a great dilemma between theory and practice. Some
trainers insist on theory, giving very little importance to practice and some avoid
theory clue to their strop. Faith only in practice theory and practice has to be
balanced. For the accomplishment of training, theory contributes more towards
total perspective and practice towards acquisition of task-oriented sills. Use of both
have to be encouraged for effective training and transfer of learning.

Another difficult option with training is whether to focus on the trainee himself or
the task lie has to perform in the field. Here again, a balance has to be struck
between the task and the trainee. Tasks have to be focused so that trainees can
comprehend the actual situation and develop themselves to perform a task
successfully.

34

BASIC CONSIDERATIONS
In order to be effective, the following basic consideration has to be taken care of,
while conducting training programmes.
Training has to be viewed as all organic process Of growth, corresponding to
dynamics of the held and the body of experiences constantly being
generated.
Training programme has to be flexible multidimensional in its formal as well
as substantive aspects in order to fully utilize the feedback from the
resource.
Training is no longer considered HIS an auxiliary or subsidiary component
of development as the role 01 human factor in development has been well
recognized.

TRAINING CYCLE
Training is the most important component of Human Resources Development
(HRD) philosophy of modern organizations, which rely oil training. It helps them
to find solutions to their day-to-day problems by identifying their problems and
guiding them in the right direction. It functions as a cycle from identification of the
needs to evaluation and feedback. Training as a constructive cycle mobilizes all
35

available resources in organizations and moves them towards attainment of human

goals.
The training cycle has seven steps, which, in a sequence, form a constructive cycle.
The seven steps are:
1. Identification of training needs and analysis.
2. Setting up of terminal objectives
3. Selection and designing of programmes.
4. Selection and developing of audio-visual aids
5. Organizing training programmes
6. Evaluation of training
7. Feedback leading to further identification of training needs. These steps
provide a holistic approach to training. They are interlinked with on another,
providing a wider scope for the improvement of the training process. Each
step is analyzed to evaluate how it can be improved for the total
effectiveness of the programme.

36

STEP 1: IDENTIFICATION OF TRAINING NEEDS AND

ANALYSIS
Training needs are classified under two major heads. They are individual needs and
group needs. The following process identifies individual needs:
Dialogue With the Individual
Dialogue With the superior
Dialogue with peers
Dialogue with subordinates

THE FOLLOWING PROCESSES IDENTIFY GROUP

NEEDS:
Buzzing session
Structured survey
Unstructured survey
Identification of training needs of individuals and groups is the first and most
Important Step In the training process for achieving the goals of individuals,
groups and organizations. It helps to bring to the surface the prevalent attitude of
individuals and the climate of organizations.

37

Group needs emerge from the way the group is formed and functioning. In the
process of identifying their needs, the expectations of individuals and the group
will be brought into limelight.

Training need analysis depends upon the phase and context of -n organization. In
the wake of modern technological inventions and innovations, individual training
needs are very many. It impels an organization to be-dynamic. Training need
analysis is not a one-tulle Activity but it has to be periodically sensed. It is like the
changing needs of a mountaineering team. When the team members reach greater
heights their needs arc different and cater effort has to be made to cater to them.
Group needs. It not e summation of Individual needs. It prepares the group for
ascertaining the training objectives.

STEP2: SETTING UP OF TERMINAL OBJECTIVES

A training, programme must clearly lay down its objectives. Training normally
intends to fulfill the following objectives:
Helps trainees in acquiring knowledge of the subject matter.
Helps to bring about a change III the attitude and behavior of trainees.
Helps in developing knowledge about sell to an extent that enables trainees to
develop their potentials.
38

Helps in interaction among trainees themselves, who learn from each others
experience.
Aims at enhancing the capacity of trainees so as the enable them to increase
their problem-solving capability.
Aims at helping the process of learning and developing.
Aims at bridging the gap between expected level of performance and the actual
level of performance.
Aims at providing a scientific base for acquisition of knowledge and skills.

Objectives spell out the real mission of an organization. These also help
individuals to be aware of their own objectives in relation to the organizational
objectives. A sense off direction is achieved by setting up terminal objectives.

Objectives have to be expressed in behavioral terms. They have to be expressed In

terms of measurable quantity and quality, which can be seen in action. A behavioral
objective defines the standards of acceptable performance.

Trainers have to give specific objectives, stated in terms of what employees will be
able to do when they leave the training programme and return to their jobs.
39

Behavioral objective, when they are properly written, are powerful tool for the
trainer to use in bringing about managements commitment to training
programmes. Properly designed and accepted objectives form a road map for
designing training programmes.
It is relatively easy to write a good training objective if the trainer follows a few
simple steps. The trainer keeps in mind that descriptions relate to what participants
will be able to do at end of a training programme, conditions under which they will
have to perform and criteria for success.
Following are the steps a trainer should use in writing behavioral objectives.

40

Description

Example

1. Write out the task or job

Conduct a disciplinary hearing

that is to be clone using a

verb and a noun
2. Add the quantity standards

Conduct one disciplinary hearing

or criteria that will be

applied to the behavioral
objective
3. Add the quality criteria

Conduct one disciplinary hearing

that will be included in the

without violating any clauses of

behavioral objective

the labour agreement.

4. Add the circumstances i.e.,

Give a case study involving an

the tools and equipment

employee who has been absent

with which trainees will be

on the job repeatedly, conduct a

performing the objective.
disciplinary hearing without
Violating any of the labour
agreement rules

41

Behavioral objective provide the necessary input for evaluation training

programmes

STEP3: SELECTION AND DESIGNING OF A TRAINING

AND
Development programme
Preparative efforts for analyzing the needs and deriving objectives from the
need analysis have to be integrated with the resources and rich experiences
available in an organization while designing a programme. Research on a
experience with training of adults have also demonstrated the validity of the
following relevant guidelines
Adults learn when they feel a need to learn
Adults learn best by doing
Adults learn best through problem solving
Adults want o know how they are doing
Adults prefer and informal learning environment
Training will be more effective and successful if the above characteristics are
considered while designing the programme.

42

BASIC

FACTORS

IN

DESIGNING

TRAINING

PROGRAMME
Each programme has its own special demands or needs to be fulfilled. Often we
become the victims of generalization and retard the effective process of learning.
The feasibility of transforming objectives into outcomes depends mainly on the
following factors:
1. Level of participants
2. Content of the programme
3. Effective training methodology
4. Faculty resources
5. Evaluation System
6. Budget provisions

The trainer is the designer of a training programme. He takes great care of all
factors that would increase and improve the effectiveness of a programme.
The level of participants is assessed through some pretest. It helps the trainer to
frame a syllabus most suitable for the group.

43

The appropriate training methodology is decided on various factors like the nature
of the topic, time, receptivity level of participants and availability a faculty
resources. We are all living in the days of specialization. An integrated programme
has to be prepared with the cooperation of all the specialists.
Designing an evaluation system well in advance perhaps helps trainers to
consolidate their efforts in the right direction for its effectiveness.
Budget provisions play a very important role in designing training programmes.
The programmes, faculty resources, methodology etc. are all decided according to
funds available in the budget.

44

STEP 4: SELECTION AND DEVELOPING OF TRAINING

METHODS AND AIDS
Training aids are supportive to learning and should he carefully selected and sued
in appropriate context so that they are helpful in the learning process. It is a
trainers job to make all possible efforts to make learning more effective and
interesting. It is necessary to use training aids and equipments to enhance the
intensity and pace of learning:
According to recent research, retention of learning takes place with 81% stemming
from sight, 11% from hearing and 8% from other senses.
Audio-Visual aids, when properly used in teaching situation, can accomplish the
following:
Prepare a concrete basis of conceptual thinking
Create a high degree of interest for trainees
Make learning more permanent
Offer real experience which stimulates sell-activity on the part of trainees
Develop a continuity of thought
Provide rich experiences not easily obtained through other materials
Contribute to the efficiency, depth and variety of learning.

45

The following guidelines will be helpful while preparing and using AV aids for
training programmes.
Prepared AV aids should be woven into lessons and teaching modules. They
should become integral parts of the learning situation.
AV aids are not allowed to become a kind of entertainment.
Selecting the appropriate type of AV aids with reference to group, subject, times
etc.
Great care is taken to preview all AV aids prepared.
Updating of AV aids keeping in view the time and treatment of topics.

STEP 5: ORGANIZING TRAINING PROGRAMMES

Training is done according to the programme designed within a stipulated period.
In the process of training, participants have to be motivated to develop a keen
interest for learning. The trainers responsibility lies in leading participants towards
a goal designed at different stages with the full cooperation of the participants. In
the process of skill and knowledge training, participants are facilitated to test their
skill and knowledge through questions and some practical exercises. Attitudinal
changes are attempted mostly through experiential leaning.
Training has to be oriented to the level of participants age, qualification,
knowledge and experience. Training provides full scope for learning and the
46

effectiveness of training would depend upon the learning that has taken place.
Charles E. Watson suggests four levels of learning to cause a voluntary and rational
behavioral change. They are:
Reaching the knowing -about level
Reaching the understanding level
Reaching the acceptance level
Reaching the ability -to-apply level
These four levels of learning should not necessarily be construed as four
successive levels. As a practical matter, however, learning typically does proceed
in successive stages, beginning with knowing -about and ending with ability-toapply. In general, people usually need to know about something before they can
begin to accept it, and to accept something before they are willing to apply it.

47

REACHING THE KNOWING-ABOUT LEVEL

In a training situation, awareness creates a thirst for knowing certain concepts and
prompts the learner to acquire as much knowledge that is needed for performing a
task. Effective training brings people to the knowing-about level with an attitude of
knowing more about the concept so that they can apply it successfully and achieve
the results they desire.
Inclination to know more will not take place with those who feel they have attained
the know-all level.
Training methods such as case studies, role-playing, management games, in-basket
exercises and simulations can cause the knowing-about level to occur. These
methods can both introduce trainees to new concepts sand demonstrate their
usefulness to new concepts and the degree to which trainees understand, accept and
possess the ability to apply them.

48

REACHING THE UNDERSTANDING LEVEL

The understanding level is reached when the following two conditions exist.
Firstly, trainees know why there is a cause-effect relationship between correct or
appropriate application of a concept or principle given in a situation and the
probable outcome, and they also know how this cause and effect relationship
operates.
Secondly, trainees know the theory underlying a concept or principle sufficiently
will to be able to modify or adapt it, thus malting it appropriate for most given
situations.
Creation of a situation that permits trainees to discover truths and make
generalization for themselves becomes a successful strategy for a number of
reasons;
People understand new ideas only from their own frame of reference.
People understand things more fully and deeply when they discover them for
themselves than when they just hear about them.
People remember things they discover for themselves for a longer period,
compared to those things, which they have merely been told about.

49

To reach a level of deep understanding, learning should be trainee centered, not

instructor-centered. The instructor establishes learning conditions and trainees are
responsible for teaching themselves through a process of self-discovery.
Knowing about and understanding a concept does not guarantee that it will be
accepted. Acceptance is reached when peoples values, attitudes and beliefs are not
so strongly contrary to a concept or principle.

REACHING THE ABILITY-TO-APPLY LEVEL

Ability-to-apply level requires that trainees have knowledge, self-confidence and
willingness to try. Participants returning to jobs from training programmes face
several formidable challenges. They need encouragement from their superiors and
subordinates to try out the new concepts and principles they learnt in the training
programme.

STEP 6: EVALUATION OF TRAINING

Evaluation of training and development programmes should be a continuous
process for improving what we teach and how we teach. Evaluation helps to design

50

and organize successful training programmes, based on the feedback received front
participants.
Gail Trapnell has suggested live dimensions to the evaluation of training. They are:
Context evaluation
Input evaluation
Process evaluation
Product evaluation
Impact evaluation

CONTEXT EVALUATION
Context evaluation attempts to assess the environment prevalent among Manager,
supervisors and workers. It aims to know their attitudes towards training
programmes, which have been organized. It also focuses on the appropriateness of
training objectives when new programmes are organized and when new group of
participants are expose to training.

INPUT EVALUATION
Input evaluation assesses the appropriateness and adequacy of all resources that go
into a training programme. It focuses on the elements of design, performance,
objective, instructional method and other physical resources. The physical and
51

human resources identified must be capable of reaching the standard already

visualized and set.

PROCESS EVALUATION
Process evaluation deals with implementation of a programme design. It calls for
how trainers utilize the physical and human resources for realizing behavioral
objectives. It indicates the level at which the programme is being conducted during
normal and existing situations. The success and failure of a programme is decided
by the efforts taken during process evaluation.

PRODUCT EVALUATION
Product evaluation assesses the competence of participants. It also evaluates how
they are performing in their on-the-lob Situation. Results Of pre-tests and posttests can be compared to determine trainees gain in knowledge, skills and attitudes
in their job situation. Superiors are also involved to assess participants.

IMPACT EVALUATION
It assesses the cumulative diffidence that training efforts have made in an
organizations productivity, efficiency and profitability. It can be measured from
the resulting changes brought about in downtime, accidents, absenteeism, customer

52

complaints etc- positive improvements made in these factors enhance the role of
training and development.

IMPLICATION OF EVALUATION
If a satisfactory method of evaluating training performance can be found, the
benefits can be reaped by everyone.
Firstly, the organization is better equipped to meet its obligations and the
managements decision to invest money in this activity is vindicated,
encouraging it to continue to provide resources.
Second, the employee is more fulfilled and is stimulated to put more effort into
work. Third, the boss of the employee has everything to gain from having an
effective work unit and is likely to release employees for training in future.
Finally, the training staff enjoys job satisfaction of a high order when they see
that their efforts are producing the desired results. They can row from
strength to strength in applying the experience and knowledge they have
obtained front successful activities. There is no doubt the evaluation of
training is a profitable investment from everyones point of view.

53

STEP7:

FEEDBACK

LEADING

TO

FURTHER

IDENTIFICATION OF TRAINING NEEDS

From the evaluation of training programmes a feedback report is prepared and
cor11n1unicated to participants, faculty member, trainer/coordinators and sponsors,
so that they may benefit from the results of the evaluation.
Each one is looking for different kind of information and interpretation form the
evaluation. While some will be looking for the content, some others for process
analysis.
With the help of feedback participants come to know, their level of achievements
through the training programme. Immediate feedback given to participants based
on the evaluation of training programmes will help them to know the performance
they will be able to achieve and the kinds of efforts needed to improve their
effectiveness. Trainers are very anxious to know whether their efforts have yielded
the desired results. A detailed analysis of the feedback would help them to modify
their approaches. It would enable them to design future training programmes
taking into consideration all the successes and failures of the programmes taking
into consideration all the success and failures of the programme. Sponsors or
managers who have nominated the participants, are very curious to know how
well they have performed during the training programme. The feedback report
54

received from trainers will help them to look for specific changes in the behaviour
of the participants. To be precise, it helps them to sharpen their point of view of
took for anticipated changes in their day-to-day situation.

CONCLUSION
Training plays a very vital role in human Resources Development (HRD), based on
the feedback, training system are revitalized and HRD efforts are improved. It is
very clear that training, in the process of developing people, improves related subsystems for overall effectiveness of an organisation. Training helps to improve
performance appraisal system, potential appraisal system, career planning system
etc.
It is a challenge to modern managers to be conversant with the training cycle and
process of operating them for getting better results. Training can create high
credibility in an organisation v its continued commitment and devotion to the
Organisation.

55

IMPACT OF TRAINING PROGRAMMES ON

EMPLOYEES IN UNICON INVESTMENT SOLUTION,
MEERUT
The beginning of training could be traced out to the stone, age when people started
transferring knowledge through signs & deeds to others. Training & Development
is increasingly recognized now, as a most important organizational activity. Rapid
technological changes require newer skills & efficiency to perform the job in many
areas. Training has to be continuously offered to keep employees updated &
effective.

56

OBJECTIVES OF TRAINING
The objectives of training differ according to the employees belonging to different
level of organizations. The basic objective of training is to establish a match
between individual & his job.
This training is designed to improve knowledge skills & attitude and thus equip the
individual to be more effective in his present job or prepare hint for future
assignment.
The main objective of training can be summarized as follows

57

1. INDUCTION
Training constitutes a significant step in the induction of the individual into the
companys way of life. What IS the Companys culture? How does structure
function? What are the policies and rules or organizations? These have to be
inculcated in a new employee so as to help him to adjust to the organisation. Thus
induction training helps the Individual to blend his personality with the
organisation.

2. UPDATING
A significant objective of training is to prevent the obsolesce of the employees by
updating their skills & knowledge. Training becomes necessary to update
employees, so that their efficiency does not suffer because of lack of understanding
of new technology.

58

3. PREPARING FOR FUTURE ASSIGNMENT

People are not satisfied, if they continue to work in the same position for long. One
of the objects of training is to provide the employee an opportunity to climb up the
promotional ladder.
Thus the training has become quite important for any organisation, to keep in peace
with the external changing environment and with increasing competition.

59

IDENTIFYING TRAINING NEEDS

It is the process that involves establishing areas where individual lack Skill,
knowledge, and ability in effectively performing the jobs and also identifying
organizational constraints that are creating road hicks in the performance.

TRAINING METHODS
A variety of training methods are available and used by training agencies and
organization. Some of the most prevalent methods of training are follows

LECTURE
As the name indicates, it refers to a presentation by the trainer or ideas, concepts,
theories & issues. The method focuses on transmission of knowledge. It entails the
maximum active role by trainer & little overt activity by the participants. It is
economical, as a large number of people can be trained at one time saving cost in
terms of man, hours & money.

ON-THE-JOB TRAINING METHOD

The training that takes place is centered around the job. The trainee used machines
and tools that he will use once the training is completed. The training takes place in
surroundings were lie will, in future be working at this regular tasks.
60

SIMULATION METHOD
In this method, real work instances are takes for training to take place. In this
method the total duplication of the work environments done in order to train the
employees.

EXPERIENTIAL METHOD
The experiential methods of training are designed to provide an atmosphere of self
learning through group interaction and dynamics. The purpose is to increase the
sensitivity of the participants to their own Functions as well as the functions if
other in the group. The prime objective of this method is to integrated knowledge
and theory with experience and practice.

CASE STUDY METHOD

This is the common methodology used for training. In this method certain situation
is specified in front of the workers and they are asked to comment or react on that
particular situation. Discussion is made among the different employees on the
specified situation. This method helps to improve the analytical and judgment
capability of the employees.

61

INCIDENT METHOD
This method is also generally used by the organisation in order to provide training
to their employees. According to this method a question regarding a particular
incident, which has taken place in the organisation itself, is asked to the different
employees. Personal who was mainly responsible for the incident is also inquired
along with others and the conclusion is drawn on the basis of the discussion made
on that incident. Summer job and project report is also incident.
These are some of the methods generally used by different organisation to provide
training to their employees.

62

TRAINING PROCESS
The training. Programme is a step by step method. I f involves
following steps
Organizational objectives

Assessment of

Training

goals
Establishment of

training needs

& Strategies

Evaluation of

Implementation.

Training Programme

of your

training

Programme

programme

63

Revising

STEPS INVOLVED IN TRAINING PROGRAMME

Hence training is given to improve the skills and ability of lower level employees
in order to update them with adequate information about the changes taking place
in the external world.
After the training sessions are over, the feed back of training is observed whether
the objective of training is fulfilled or not.

64

65

OBJECTIVES OF STUDY
To understand & observe the practical work in UNICON INVESTMENT
SOLUTION.
To gain more practical knowledge about the Training and development
programmers to workers in UNICON INVESTMENT SOLUTION
To seeks out the difference between the theoretical & practical work.
To observe the functions of various departments of UNICON INVESTMENT
SOLUTION, Meerut.
To have a direct contact with the employees of UNICON INVESTMENT
SOLUTION, Meerut & to know about their working condition and attitude
towards UNICON INVESTMENT SOLUTION.
To know the policies of Bi-IEL, in respect of Training & Development.

66

67

RESEARCH METHODOLOGY ADOPTED FOR THE

STUDY
The findings, conclusion, suggestion, analysis of the report is based on the primary
data collected through survey method and the secondary data collected by me.
For the survey of Training and development programmes to employees in
UNICON INVESTMENT SOLUTION, Meerut, the methodology adopted is of
Personal Interview & Scheduling.
For the purpose of survey, interviews were taken personally of the employees both
on the basis of structures & unstructured from. Then further analysis &
interpretation of collected data were made & finally report is being prepared.
The secondary data is collected through various magazines, books, companys
personnel manual, annual reports and the calendar of event published by the
various training agencies

68

CHAPTERIZATION
The project work has been categorized into six chapters.
First chapter delineates Introduction to human resource management and the
importance and objectives of the study, scope, importance, methodology,
limitations and chapterization.
Second chapter discuss an overview of UNICON INVESTMENT SOLUTION
Human resource management in UNICON INVESTMENT SOLUTION,
Functioning of various cells in UNICON INVESTMENT SOLUTION.
Third chapter discuss information regarding design and Implementation of training
and development programmes.
Fourth chapter contains about impact of training programmes on employees in
UNICON INVESTMENT SOLUTION Meerut and suggestion for their
improvement.
Fifth chapter contains suggestion for the improvement of training and development
programmes for employees and conclusion.

69

ANALYSIS AND GRAPHICAL REPRESENTATION

OF THE COLLECTED DATA
The total strength of this organisation is 7200 approx. including all rides.
Samples of 50 respondents were asked written questions. It contains 12 questions .
50 persons were selected on random sampling method out of the total strength of
7200 employees of UNICON INVESTMENT SOLUTION, Meerut consisting of
workers and administrative staff.
Here I have adopted the methodology of personal interview, and on the basis of
some questions analysis is being made & is graphically represented further.

70

71

FINDINGS AND ANALYSIS

Q-1 Are there any trouble markers in your training?
No. of respondent - 50

Yes

35

No

15

Influences:
In the survey I find more 70% trainers says Yes. And second more 30% employee
says No.

72

Q-2 Does the promotion policy is fair in your company?

No. of respondent - 50

Yes

20

No

30

Influences:
In the survey I find more 70% employee says Yes. And second more 30%
employee says No.

73

Q-3 Is there any attendance reward?

No. of respondent - 50

Yes

50

No

Influences:
In the survey I find more 100% employee says Yes. And second more 0%
employee says No.

74

Q-4 Does the tools and equipments provided to you are of better quality?
No. of respondent - 50

Yes

15

No

35

Influences:
In the survey I find more 70% employee says Yes. And second more 30%
employee says No.

75

Q-5 Does your supervisor encourage you to give new ideas and suggestions?
No. of respondent - 50

Yes

40

No

10

Influences:
In the survey I find more 70% trainers says Yes. And second more 30% trainers
says No.

76

77

CONCLUSION
INTRODUCTION
Every organization needs to have well trained and experienced people to
perform the activities that have to be done. If the current or potential job
occupant can meet this requirement, training is not important. But when this is
not the case, it is necessary to raise the skill levels and increase the versatility
and adaptability of employees. Inadequate job performance or a decline in
productivity or changes resulting out of job redesingning or a technological
break-through require some type of training and development efforts. As the
jobs become more complex, the importance of employee development also
increases. In a rapidly changing society, employee training and development is
not only an activiy that is desirable but also an activity that and organization
must commit resources to if it is to maintain a viable and knowledgeable work
force.
The purpose of the training and development is to help meet company
objectives by providing opportunities for employees at all organizational levels
to acquire the requisite knowledge, skills and attitudes:
(i)

The first step in training is to determine needs and objectives.

78

(ii)

The techniques and processes of training programme should be related

directly to the needs and objectives of and organization.

(iii)

Training is properly the responsibility of any one in the management

who wants to attain a particular objective.

(iv)

The purpose behind the training of personnel is to assist line

management in the determination of training needs and in the
development, administration, conduct and follow-up of trainig plans.

(v)

To be effective, training must use the tested principles of leaning.

(vi)

Training should be conducted in the actual job environment to the

maximum possible extent.

It is easy to analyse the short-comings of and organization and an

accordance to that training and development programmes can be designed.
Moreover these programmes must be designed as per the requirement of the
company. A review of training and development programmes timely surveys
checks and records must be maintained learning environment provided to the
workers and managers must be appropriate and adequately supplied with the
necessicities of the programmes for eg. Chart, classrooms and study
materials.

79

The trainee should be interview an their response and suggestion should be

noted. Feedback is an effective method by which efficiencies and
deficiencies of the training and development programmes can be viewed.
Personnel Department must implement the good suggestions.
Appropriate works standard can be achieved through proper training and
development programmes either they are on the hob or off the job. As
training & Development programmes are expensive so the organization must
reframe them in accordance to the policies and procedures.
Therefore, training and deelopment are effective part and parcel of any
organization.

80

81

LIMITATIONS
While making this project following limitation, \were encountered:
A period one of one semester is a very short period to know completely about
training and development programmes of a big organization like UNICON
INVESTMENT SOLUTION.
Data is collected from the secondary sources.
While some data is collected through interviews, it may be possible that the
employees may have reacted over enthusiasistically.
The project work contains details only of UNICON INVESTMENT
SOLUTION,

Meerut

while

what

other

UNICON

INVESTMENT

SOLUTION in the country are conducting for training and development is

not known.

82

83

SUGGESTIONS FOR EFFECTIVE TRAINING AND

DEVELOPMENT
To have effective training and development programmed must accomplish the
goals of modifying skills attitudes and behaviour so I suggest the following
activities and policies.
1.

To trainee director must be asked to evaluate training and

development techniques and particular performa for the
feedback from the workers and managers must be provided so
that the difficulties in T&D programme can be soughtout.

2.

Objective of T&D is to determine ability of participants and

perform jobs for which they are well trained. The specific nature
of training deficiencies whether the trainess require any
additional on the job training and the extent of training is not
require for the participants to meet job requirement.

3.

The personnel Manager should accurately assess trainees jobs

performance within two to four months after the completion of
training.

84

4.

Some writers have suggested that four basic categories of

outcomes can be measured.

a. Reaction Evaluate the trainees reaction to the programme.

Did the like the programme? Did he think it worthwhile?
a. Learning did the trainee learn the principles, skills and fact that
the supervisor or the trainer wanted them to learn?
b. Behaviour Whether the trainees behaviour on the job changed
because of the training programme.
c. Results what final results have been achieved? Did he learn how to
work on machine? Did scrap page costs decrease? Was turnover
reduced? Are production quotas now being met? Etc.
5.

Questionnaires or structured interviews with the

trainees

are acceptable methods for obtaining feedback on training. The

supervisor is asked to rate the former trainee on job proficiency
directly related to the training objectives.
6.

Another approach is to involve the use of experimental and

control groups. Each group is randomlu selected, one of
receive training (experimental) and the other not to receive
training (control).
85

7.

Another method involves longitudinal or time series analysis.

A series of measurements are taken before the programme
begins and continues during and after the programme is
completed.

8.

Besides, pre-and-post tests be administered to the training and

development groups Prior to the training, a test related to the
training material is applied, and the results of this pre-test are
compared with training material is applied, and the results of
this pre-test are compared with results on the same or similar
test administered after the programme has been completed.

9.

The management development programme must be launched by

the chief executive officer of an organization or by a committee
consisting of the chief executive because this progrmme
involves fundamental policy issues, decision of far-reaching
importance, and an expenditure of considerable sum of money.

10.

Incentive must be there. A powerful motivator is the realization

that the top management is interested in the courses, considers
them valuable and follows their progress closely. To indicate the
bosss interest, a memorandum from him may be circulated in

86

advance of a courses inauguration, the top management may

have a preview of the course.
11.

Further, matters such as temperature, ventilation, backboards,

seating arrangements (square, V or U for conferences),
provision of lavatories, name plates (where the members do not
know each other or the leader ) and freedom from noise and
interruptions need to be given a careful consideration.

87

88

RECOMMENDATIONS
IMPROVING EFFECTIVENESS OF TRAINING & DEVELOPMENT
The training and development programmes can be made effective if the
following hints are considered:
1.

Specific training objectives should be outlined on the bases of the

type of performance required to achieve organizational goals and
objectives. And audit of personal needs compared with operational
requirements will help to determine the specific training needs of
individual employees. This evaluation should form a well- defined
set of performance standards towards which each trainee should be
directed.

2.

Attempt should be made to determine if the trainee has the

intelligence, maturity, and motivation to successfully complete the
training may be postponed or cancelled till improvements are
visible.

3.

The trainee should be helped to see the need for training by making
him aware of the personal benefits he can achieve through better
performance. He should be helped to discover the rewards and

89

satisfactions that might be available to him through changes in

behaviour.
4.

The training & Development programme should be planned so that

it is related to the trainees previous experiences and background.
This background should be used as a foundation for new
development and new behaviour.

5.

Attempts should be made to create organizational conditions that

are conducive to a good learning environment. It should be made
clearly why changes are needed. Any distractions, in the way of
rraining environment, should be removed.
The support of the upper levels of management should be obtained
before applying training at lower levels.

6.

If necessary, a combination of training methods should be selected so

that variety is permitted and as many of the senses as possible are
utilized.

7.

It should be recognition that all the trainess do not progress at the

same rate. Therefore, flexibility should be allowed in judging the
rates of progress in the training programme.

90

8.

If possible, the personal involvement or active participation of the

trainee should be got in the training programme. He should be
provided with opportunity to practice the newly needed behaviour
norms/

9.

As the trainee acquires new knowledge, skills or attitudes and

applies them in job situations, he should be significantly rewarded
for his efforts.

10.

The trainee should be provided with regular, constructive feedback

concerning his progress in training and implementation of the
newly acquired abilities.

11.

The trainee should be provided with personal assistance when he

encounters obstacles.

91

92

QUESTIONNAIRE
1.

2.

3.

4.

Are you satisfied that HR Dept. plays an excellent role, treat people fairly?
(a) Strongly satisfied

(b) Satisfied

(c) Dissatisfied

(d) Strongly dissatisfied

Are you satisfied with the relations with co-workers?

(a) Strongly satisfied

(b) Satisfied

(C) Dissatisfied

(d) Strongly dissatisfied

Does Top-level management have sincere interest in the training concern?

(a) Always

(b) Most of time

(C) Rarely

(d) Never

Does communication process between high level & lower level

management?
(a) Very Easy

(b) Easy

(C) Complicated

(d) Very Complicated

93

5.

6.

7.

8.

9.

10.

Are you satisfied with your training conditions?

(a) Strongly satisfied

(b) Satisfied

(C) Dissatisfied

(d) Strongly dissatisfied

Does you boss give your reward for your good performance?
(a) Always

(b) Most of time

(C) Rarely

(d) Never

Does your supervisor lay down instructions to you very clearly?

(a) Always

(b) Most of time

(C) Rarely

(d) Never

Does your supervisor interfere in your work unnecessarily?

(a) Always

(b) Most of time

(C) Rarely

(d) Never

Does your complaints concerned by the training supervisor?

(a) Always

(b) Most of time

(C) Rarely

(d) Never

Does the company is having a strong Wages & commission?

94

11.

(a) Always

(b) Most of time

(C) Rarely

(d) Never

Are there any trouble makers in your group?

(a)

12.

No

Yes

(b)

No

Yes

(b)

No

Does the tools & equipments provided to you are better quality?
(a)

15.

(b)

Is there any attendance reward?

(a)

14.

Does the appointment is fair in your company?

(a)

13.

Yes

Yes

(b)

No

Does your supervisor encourage you to give new ideas & suggestions?
(a)

Yes

(b)

95

No

96

BIBLIOGRAPHY
C. R. Kothari Research Methodology Second Edition, Wishwa
Prakashan.
Donald S. Tull , Dell I. Hawkins Marketing Research Sixth Edition,
Published by Ashok k. Ghosh , Prentice-Hall Of India Pvt. Ltd.
www.UNICON INVESTMENT SOLUTIONindia.com
www.google.com

97