A

Project

Report On

“Study of Training and Development”

At

“Roots Innovations Labs Private Limited”

By

Nilesh Shesherao Waghmare

Under the guidance

Prof.SupriyaThorat

Submitted to

Savitribai Phule Pune University

In partial fulfillment of the requirement for the award of the degree of

M.B.A

Batch – 2017 - 2019

Through

Rajgad Institute of Management Research and Development, Pune -

411043

1
 Annexure B

Institute’s Certificate will be issued by you guide, after completion of SIP.

2
ANNEXURE C

3
 ANNEXURE D

DECLARATION OF STUDENT

(CERTIFICATE OF ORIGINALITY/DECLARATION)

This is to declare that I have carried out this project work myself in partial fulfillment of the
MBA Program of Savitribai Phule Pune University.

The work is original, has not been copied from anywhere else and not been submitted to any
other University/Institute for an award of any degree/diploma.

Date Signature

Place Name:

4
 ANNEXURE E

DECLARATION OF GUIDE

This is to certify that the work incorporated in this Project Report (Study of Training and

Development) submitted by Waghmare Nilesh Shesherao is his original work and

completed under my guidance. Material obtained from other sources has been duly

acknowledged in the Project Report.

DATE SIGNATURE OF GUIDE

PLACE

5
 ANNEXURE F

ACKNOWLEDGEMENT

I have taken efforts in this project however; it would not have been possible without the kind
support and help of many individual and organizations. I would like to extend my sincere
thanks all of them. I am highly indebted Ms .Supriya Thorat for their guidance and constant
supervision as well as for providing necessary information regarding the project & also for
their support the project .

I would like to express my gratitude towards my parents, my mentor Ms Snehal Gaikwad&

member of Rajgad institute of research and management for their kind cooperation and
encouragement which help me in completion of this project.

I would like to express my gratitude and thanks to in dustry person for giving me such
attention and time .

6
 Table of Content

Chapter Chapter Name Pages

Number

Executive Summary 8-14

1. Outline of the study

1 2. Objectives of the Study

3. Scope of Study or Need of the Study

4. Limitations of the Study

Company Profile / Organizational Profile 15-17

2

Research Methodology 18-22

3

Theoretical Concepts 23-35

4

Data Analysis & Interpretation 36-50

5

Learning of Students (Findings) 51-52

6

Contribution to Host Organization 53-54

7
(Suggestion / Recommendations)

Conclusion 55-56
8

References 57-58
9

Appendix (Questioner) 59-62

10

7
 CHAPTER 1

EXECUTIVE SUMMARY

8
 ABSTRACT

This project report provide me opportunity to learn different Training Programme organized by
Company & Also this project report help me to understand various training program strategies in
Detail With the help of this project report I analyze various methodologies procedure adopted by
The company for training Program.
As we know every organization need trained persons for doing a particular task in this way this
Project Report will help in this way that organization can understand need of training This project
report will help Organization in such way that organization can analyze, understand training need
of its employees & Organization will able to arrange training as per employees requirement like
this organization can easily find out those who are in need of training & organization can arrange
training for this needy Employees.

This project report will help organization in such way that organization can analyze,
understand training need of its employees & organization will able to arrange training as per
employees requirement like this organization can easily find out, those who are in need of
training & organization can arrange training for this needy employees.

9
 OUTLINE OF THE STUDY

Training program is become crucial thing in today’s corporate world as each & every
organization is trying to be skilled organization to strive in today’s competitive world.

The study also includes hoe, when, & by which methods organization will make their
workforce trained so & this study focused on majorly on training practice followed by
organization.

The study will help to decide future planning for training program & human resource
development.

10
 OBJECTIVES OF THE STUDY

 To understand the concept of Training

 To learn the training process of the organization.

 To find out the training needs.

 To learn how to make the training more effective.

 To give Suggestion Regarding Training.

11
 SCOPE OF THE STUDY

1. Efficiency & effectiveness of every organization is very much depending on

human resource of that organization. To enrich human resource training is
important.

2. The research study is proved to be beneficial to company as well as employees of

the company.

3. The study will help to decide future planning for training program & human
resource development.

4. The research will help to company to know where they lacking.

5. This study helps to organization for problem solving & decision-making.

6. Training helps to organization keep cost down in many areas, (production,

administration, personnel etc.)

12
 NEED OF THE STUDY

There are lots of reasons to do employee training - to improve communication, boost skills,
stay compliant - and holistically a training program has a strong impact on your organization.
Here are just a few of the top motivators.

 Improved employee performance

 Faster on boarding

 Improved retention

 Increased return on investment

 Formalizing your organization’s training

 Strengthening your company’s culture

13
 LIMITATIONS OF THE STUDY

1. The following are the limitations which I faced while doing my project Roots
Innovation Labs Private Limited.
2. Due to the busy schedule of the employees it was a difficult to collect the information
from them.
3. Duration of study i.e. 60 days is not sufficient.
4. The views are expressed by 25 employees can’t be applied for all employees.

14
 CHAPTER 2
ORGANIZATIONL HISTORY

15
 Organization History

“Roots Innovation Labs Private Limited are fully aware of its competition hence we believe in
"Total Customer Satisfaction" and commits to fulfill customer requirements. Roots Innovation

Labs Private Limited core competencies lie in understanding the customer's requirements, and
providing optimal solutions to those requirements. Whale Soft Technologies has positioned to
deliver a one-stop development shop for its customers thereby adding to the customer's
convenience”
Roots Innovation Labs Private Limited established in 2015, from 2015 company is working on
regions project in software. Since 2015company fully concentrate on making software for
students which is useful for the various domain. Whom which are interested in taking admission
for engineering & medical till the date company has may customers over the country. There are
different from team for company cell across India. Founder of company Anil Nair educated
prompt also completed his MBA. Our vision & mission is to encourage our employees to have
one mind & one purpose to trust one another creating a healthy working environment & making
it’s a joyful place to work.

We introduce our self as a team of highly motivated and dedicated fertile minds, which provides
e-Business solutions for its customers. Roots Innovation Labs Private Limited look towards
carving a niche for itself in the educational software development area. Each member.

16
 Company profile:-

Name: - Roots Innovation Labs Private Limited

Postal Address: - F.P. No. 587, C.T.S. No. 1211/A,

Next to Ramee Grand Hotel, Shivajinagar,
Pune,Maharashtra, 411 004

Website: https://www.gibots.com/contact.html
Board of Director: -
1. Mr. Anil Nair

2. Mr. Ajinkya Mulay

Management People:-

1. Mr.Abhijeet Parab

Establishment of company: - 2015

Employee: - There are 100 employees working in

Organization, Including 25 administration Staff.

Total Sales of the Company: -6 Corer.

17
 CHAPTER 3

RESEARCH METHODOLOGY

18
RESEARCH DESIGN

Research design is actually the blue print of the research project & when implemented must
bring about the information for solving the identified problems. It indicates the methods of
research (i.e. the method of information gathering) the instrument of research, the method
of sampling etc.

Research Methodology Meaning

It is the process in which the data is collected classified analyzed to fine the solution or
conclusion of the research forms.

Definition of research methodology

“The process used to collect information and data for the purpose of making business decisions.
The methodology may include publication research, interviews, surveys and
other research techniques, and could include both present and historical
information”.

19
 SAMPLING:

It is an integral part of data collection process. The objective of sampling is to get maximum
information about population with minimum efforts. Sampling produces representative data
on the entire population.

Sampling methods

A process used in statistical analysis in which a predetermined number of observations will

be taken from a larger population. The methodology used to sample from a larger population
will depend on the type of analysis being performed

20
 Sample size: - In this project the primary data is Collected from 25 respondents.

Because apart them are non technical staff is available that’s why we are not

providing training to them.

Sampling Method:-

For the selection of sample researcher used Systematic sampling method.

Sources of Data:-

The task of data collection begins after a research problem has been defined and research
design chalked out. While deciding about method of data collection to be used for the study
researcher should keep in mind two types of data.

A] Primary data:-

Primary data is first hand collected either through survey to solve specific problem according
to the seeds of the researcher and focuses exclusively in the current research problem.

The collection of primary data is costly and time consuming it calls for greater planning and
coordination primary data can be classified

21
3 Questionnaire method:-
The respondent are questioned is directly about aspects of interest to the researcher.
Questionnaires is generally use in social research. for securing answer to questions by using a
from which the respondent fill by himself.

I had conducted one to one meeting with the employee’s, and accordingly my project study, I
had asked questions to each employee’s and collected the feedback from them.

Out of 100 Employee’s I chose 25(Software Developer) to do the project because apart them
were from non technical background and them were not providing any training.

22
 CHAPTER 4

THEROTICAL CONCEPTS

23
 THEROTICAL CONCEPTS

Definition of Training:-

According to Edwin .B. Flippo:-

 “Training is the act of increasing the knowledge & skill of an employee for doing a
Specified job.”

 “Training involves improving the skills, knowledge and attitudes of employees so as to

Become more efficient and productive.”

Meaning of training

 Training of employees takes place after orientation takes place.

 Training is the process of enhancing the skills, capabilities & knowledge of

employees for doing a particular job.

 It is continuous & never ending in nature.

 Training is the acquisition of knowledge, skills, & competencies as a result of the

teaching of vocational or practical skills & knowledge that relate to specific useful
competencies.

 Training has specific goals of improving one’s capability, capacity, productivity &
performance.

24
Importance of training

 Training is the most important technique of human resource development.

 As started earlier no organization can get a candidate who exactly matches with the
job & organizational equipment.

 Hence, training is important to develop the employee & make him suitable to the job.

 They are changed from time to time in view of technological advancement & change
in the awareness of the total quality & productivity management.

 Trained employee would be a valuable asset to an organization.

25
Objectives of Training

 Improve the efficiency of workforce

 Make workers multi-skilled and flexible

 Introducing a new process or new technology

 Reduce wastage of time

 Adapt to change

1) To increase productivity:-

An instructor helps employees increase their level of performance on their

assignment. Increase in human performance leads to increase in the operational
productivity & also the increase in the profit of the company.

2) To improve quality:-

Better-trained workers are less likely to make operational mistakes. It can be in

relationship to the company or in reference to the intangible organizational
employment atmosphere.

3) To help a company fulfill its future personal needs:-

The organizations having good internal training & development programs will have to
make less changes & adjustments. When the need arises, vacancies can be easily
staffed.
26
4) To improve organizational climate:-

An endless chain of positive reactions result from a well-planned training program.

5) To improve health &safety:-

Proper training can prevent industrial accidents. A safer atmosphere leads to more
stable attitudes on part of the employees.

6) Personal growth:-

Employees on a personal basis gain individually from their exposure to education

expressions. Training programs give them wider awareness & skills.

27
Training Methods:

Training Methods

On the job Methods Off the job Methods

Job Rotation Vestibule Training

Coaching Role Playing

Committee Assignments Lecture Methods

Conference or discussion
Training

Programmed Instructions
The training programs are classified into on-the-job & off-the-job.

1) On the Job training:-

A worker gets training by watching a more experienced worker doing the job. It is
common for unskilled and semi-skilled jobs. Thus the worker gets trained while he is
performing his regular duties.

i) Job rotation

ii) Coaching

iii) Job instruction

iv) Committee assignments.

i) Job rotation:-

It involves the movement of the trainee from one job to another. In this
training the trainee gets the knowledge & experience of various types of jobs.
This method gives an opportunity to the trainee to understand the problems of
each job & so respect each person in organization.

ii) Coaching:-

The trainee is placed under a particular supervisor who functions as a coach in

training the individual. The supervisor provides feedback to the trainee on his
performance & offers him some suggestion for improvement.

iii) Job Instruction:-

This method is also known as training through step-by-step the trainer
explains to the trainee the way of doing the job, job knowledge, & skill.
28
iv) Committee Assignment:-

A group of trainee are given & asked to solve an actual organizational problem.
The trainees solve the problem jointly. It develops team work.

2) Off the job training:-

This is when a worker goes away from the place of work to attend a special course.
The training can be in the form of a seminar, workshop or a college course. Off the
job training is usually conducted for managerial level employees.

i) Vestibule training

ii) Role playing

iii) Lecture methods

iv) Conference or discussion

v) Programmed instructions

29
i) Vestibule training:-

In this method actual work conditions are simulated in a class room.

Material, files & equipment which are also used in actual job performance
are also used in training.

ii) Role playing:-

It is the method of human interaction that involves realistic behaviour in

imaginary situation. Here the participants play the role of various people in
the organization. It involves action, doing & practice.

iii) Lecture method:-

It one of the oldest or t r a d i t i o n a l method of training. Here the instructor
Provides training the Trainee in the form of a lecture. By this method
Training can be given to large group of trainee. Thus the cost & time can
be reduced.

iv) Conference and discussion:-

In this method of training the trainer & the trainee interacts with each other
& do the discussion on various topics of job. It is better method than lecture
method because the trainer can share their ideas, opinions to the trainer on
various points. There is two communications in this method.

v) Programmed instruction:-

In this method the subject matter is presented in a series of sequential units.

They are arranged from simple to complex ones. Every trainee goes to each
step of the process & learns new things.

30
 Training process: 1. Preparing the
instructor

2. Preparing the trainee

3. Getting ready to teach

Steps of training

Process

4. Presenting the operation

5. Try out the trainee’s

programme

6. Follow up

31
1. Preparing the instructor:-

The instructor must know both the job to be taught & how to teach it. The job must be
divided into parts so that it can be taught at a proper time without wasting time.
Proper demonstration & explanation should be given to the trainee.

2. Preparing the trainee:-

First important thing is to make the trainee comfortable. Many times the trainees

are nervous while learning a new task. The trainee must be familiar with all

the aspects of training.

3. Getting ready to teach:-

Following activities should be used in the teaching:-

 Planning the programme

 Preparing the instructors outline

 Do not include more contents in teaching

 Teach in depth

 Teach in a standardized format

 Teach about quality, quantity, safety rules, procedures, human relation to the
trainee.

32
4. Presenting the operation:-

Various ways can be used to present the operations to the trainee such as the pictures,
charts, diagrams, demonstration & explanation.

5. Try out the trainee’s performance:-

After the operations are explained to the trainee than it is necessary to see their performance
Before the go for actual work. Every trainee must be asked to tell each step before performing
the operations. Doing this helps the instructor understand whether the trainee have learnt
everything or not.

6. Follow up:-

Every training program must have a follow up otherwise one cannot improve the
training program in future. With the help of follow up one can get to know the good
& the bad points of training programe.

33
 Need for training

1) Job requirement:-

In order to perform job in a better way an employee needs certain skill set, therefore
in order to impart such skill set to an employee training is needed. Training can be
given in order to bridge the following gaps.

a. Lack of qualifications: -Employees selected for a particular job might lack the
qualifications needed in order to perform the job effectively.

b. Inexperienced employees: -New and inexperienced employees need detailed

instructions for successful job performance

c. Remedial training:- Remedial training are given to such experienced employees

in case there past experience, attitudes and behavior patterns might be inappropriate to
new organization.

d. Orientation training for new employees:- In order to get acquainted with job and
organization.

2) Technological changes:-

a. Automation and Mechanization in offices and service sector.

b. Fast changing technology requires new technology training.

E.g. computerization in public sector.

c. To reap benefits of latest technology.

34
3) Organizational viability:-

a. Globalization and liberalization : Training enables an employee to adapt with

continually changing environment, it also helps business firms in expansion, their
growth and cope with diversification.

b. Training enhances capabilities of employees to face international competition.

c. Refresher training: Refresher training is given to existing employees to keep them

abreast of knowledge.

d. Prevent obsolescence of skills.

e. Second line of command to meet future needs.

1) Internal mobility:-

Training is also needed in case of internal movement of employees from one unit to other or
from one department to other. When the employees are promoted or transferred from one
placeto other or one job to other then training is given to them.
There for training is a continuous process which helps in taking advantage from new and
advanced techniques.
With the help of training improvement in old methods can be implemented successfully.

35
 CHAPTER 5

DATA ANALYSIS AND INTERPRETATION

36
Table 1:- Training provided in organization:-

Sr. No Training provided No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

Data Analysis of employee’s

30

25

20

Training provided
15
No. of employee
Percentage
10

0
1 2

Figure 1

Interpretation:- The table 1- shows that 100% employees are satisfied with their
Training programmed.

37
Table 2:-Types of training which given to employee:-

Sr. no Type of Training No of employee Percentage

1. On the job 5 20%
2. Off the job 5 20%
Total 10 100%

Type of training

16
14
Axis Title

12
10
8
6
0 4
on the off the bot
2 job job h
Series 5 5 15
1

Figure 2.

Interpretation: - The above table indicates that in the organization On the job training given
to 20% employees, Off the job training to 20% & both to 60% within the organization.

38
Table 3:- Duration of the training:-

Sr. No Training Duration No. of employee Percentage

1. Short Duration 4 16%
2. Long Duration 5 20%
Total 25 100%

18

16

14

12

10 Column4
Column3
8
Column2
6

0
Sr. No 1 2 3

Fig 3

Interpretation:-The above table indicates that in the organization short duration

Training gives to 16% employees, long duration training 20% & both to 64% employee
Within the organization.

39
Table 4:- Frequency of training programme:-

Sr.no Frequency No. of employee Percentage

1. Weekly 3 12%
2. Quarterly 7 28%
3. Monthly 5 20%
4. Yearly 10 40%
Total 25 100%

5
Column2
4
Column3

3 Column4

0
Sr.no 1 2 3

Fig.4

Interpretation:- From above table we can analyze that 12% employee want weekly training,
28% employee wants training after Quarterly, 20% wants monthly, & 40% employees wants
yearly tr

40
Table 5:- Study material provide before the training program:-

Sr.no Study material No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

41
30

25

20

Column2
15
Column3
Column4
10

0
Sr.no 1 2

Fig.5

Interpretation:- The table 5- shows that 100% employees are satisfied with organization
provided study material before the training program.

39
 Table 6:-Opinion about the present training programme:-

Sr.no Study material No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

16

14

12

10
Column2
8
Column3

6 Column4

0
Sr.no 1 2 3

Fig.6

Interpretation:-The above table shows the employees opinion about the present training programme.
For this process 16% employees says that is excellent, 20% says that is good, 15% says
that is average & 1% says it’s poor

40
 Table 7:-Satisfied with the trainer:-

Sr.no Satisfied No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

30

25

20

Column2
15
Column3
Column4
10

0
Sr.no 1 2

Fig.7

Interpretation:-The table 7- shows that 100% employees are satisfied with the trainer.

41
Table 8:- Do you get innovative ideas during training:-

Sr. no Innovative Ideas No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

30

25

20

Column2
15
Column3
Column4
10

0
Sr. no 1 2

Fig.8

Interpretation:- The table 8- shows that 100% employees are satisfied with the get
innovative ideas during training programme.

42
Table 9:-Training program is helpful for employees

personal Growth:-

Sr. no Helpful No. of employee Percentage

1. Yes 24 96%
2. No 1 4%
Total 25 100%

30

25

20

Column2
15
Column3
Column4
10

0
Sr. no 1 2

Fig.9

Interpretation:-The above table shows the training program is helpful for employees
personal growth. For this process 96% employees say yes & 4% employees says no.

43
Table 10:-You find any difference in your job performance:-

18

16

14

12
Column4
10
Column3
8 Column2
6

0
Sr. no 1 2

Fig.10

Interpretation:- The above table shows that the 64% employees are find difference in our job
performance or 36% employees are not find difference in our job performance.

44
Table 11:- Do you get promotion after completion of

training Programme:-

Sr. no Promotion No. of employee Percentage

1. Yes 15 60%
2. No 10 40%
Total 25% 100%

Do you get promotion or not

16
14
12
10
8
6
4
2
0
yes no
Series1 15 10

Fig.11

Interpretation:-The table 11- shows that 60% employees are get promotion after completion
of training programme or 40% employees are not satisfied.

45
 Table 12:- Method of training:-

Sr. no Method of training No. of employee Percentage

1. Step by step instruction 4 16%
2. Coaching / lecture 4 16%
3. Conference / Discussion 15 60%
4. Programmed instructions 2 8%
Total 25% 100%

46
 6

Series 1
3
Series 2
Series 3
2

0
Category 1 Category 2 Category 3 Category 4

Fig 12.

Interpretation:-The above table shows that in the company 16% employee like step by step
instruction, 16% employees like training through lectures, 60% likes conference & 8% likes
Programmed
instructions.

47
Table 13: Satisfaction of employee about Training &

development Programent:-

Sr. no Satisfied No. of employee Percentage

1. Yes 25 100%
2. No 0 0%
Total 25 100%

30

25

20

Column2
15
Column3
Column4
10

0
Sr. no 1 2

Fig .13

Interpretation:-The table 13- shows that 100% employees are satisfied with their training &
development programme.

48
Table 14:-Satisfaction of organization changes:-

Sr. no Satisfaction No. of employee Percentage

1. Satisfied 20 95%
2. Dissatisfied 5 5%
Total 25 100%

30

25

20

Column2
15
Column3
Column4
10

0
Sr. no 1 2

Fig .14

Interpretation: -The above table 14 shows that 95% employees are satisfied with their
organizational changes & 5% employees are dissatisfied with their organization changes.

49
 Table 15:-Training is useful for career development:-

Sr. no Useful No. of employee Percentage

1. Yes 19 76%
2. No 6 24%
Total 25 100%

Training is useful for your career

development or not
20

15

10

0
yes no
Series1 19 6

Fig.15
Interpretation:-The above table shows that the training is useful for employees career development.
For this process 76% employees say yes & 24% employees say .

50
CHAPTER 6

FINDINGS

51
 Findings

 Most number of employees is satisfied with the training.

 All employees are attends the monthly training program.

 All employees are aware about training program.

 Roots Innovation Labs private Limited is providing better training to their employees.

 Training is most important part of Career growth.

 Training is good to create independency.

 According to Project Requirement training is required.

52
CHAPTER 7

SUGGESTIONS

53
 Suggestions

 Need to Arrange the training program in such a way that it is not only beneficial for
company but also for the self-development employee.

 The frequency of training programs needs to be increased.

 Training programs should be conducted on self-development communication,

personality development, motivation as well as job related training.

 After every training programs take feedback of each employee about the training programs.

54
 CHAPTER 8
CONCULSION

55
Conclusion

• The conclusion of on the job training is the ability to work alone.

Once you have been completely trained, you can do the job
without assistance.

• On the job training reduce the extra expenditure.

• It creates confidence of employee’s

• It increases productivity.

• Enthusiastic towards work will be positive.

56
 CHAPTER 9

REFRENCES

57
References

 Personnel and Human Resource Management-( P. SUBBA RAO)

 Training for Development-( S.N MURTHY)

 HR Analytics-(JEM KRISTI)

 Business research methods-( U. BHOJANNA)

Website:-

 www.rnsinfo.com
 www.Shrm.com
 www.hrindia.com
 www.hrinsight.com

58
 CHAPTER 10

APPENDIX (QUESTIONER)

59
 Questionnaire

A study on “Training and Development at Roots Innovation Labs Private Limited , Pune.

A) Personal information:-

1. Name :-
2. Employee Id :-
3. Age :-
4. Contact no :-

1. Is training provided in your organization?

a) Yes b) No

2. Which type of training method does organization adopted?

a) On the job b) Off the job c) Both

3. For what duration the training is provided?

a) Short duration b) Long duration

c) Both

4. What is the frequency of training programme?

a) Weekly b) Quarterly c) Monthly

d) Yearly

5. Do company provide study material before the training Program?

a) Yes b) No

6. Are you satisfied with the trainer?

a) Yes b) No

7. Do you get innovative ideas during training?

a) Yes b) No
60
 8. Is the training program helpful in personal growth?

a) Yes b) No

9. Whether you find any difference in your job

performance After completion of training programme?

a) Yes b) No

10. Do you get promotion after completion of

training Programme?

a) Yes b) No

11. Which method is most suitable for training ?

a) Step by step instruction b) Coaching/ lecture

c) Conference/Discussions

d) Programmed Instructions

12. Are you satisfied with company policies of

training & Development programme?

a) Yes b) No

13. Are you satisfied with organization changes such as

new Technology in training programme?

a) Satisfied b) Dissatisfied

61
14. Is this program of training useful for your

career Development?

a) Yes b) No

15. Any suggestion for improve training programme?

62