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MAJOR PROJECT REPORT

PRESENTATIONBY

PRATEEK JAIN

BBA 6TH SEMESTER

ROLL NO: 04611401710

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A PRESENTATIONON

TRAINING AND DEVELOPMENT

OF EMPLOYEES IN MAX(LANDMARKGROUP)

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INTRODUCTION Training is the organized procedure by which

people learn knowledge and skills for a

definite purpose.

Training seeks a relatively permanent

change in an individual that will improve

his/her ability to perform on the job. It

involves changing of : -

Skills Attitude Knowledge

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TRAINEES AND TRAINERS

Who are the trainees?

Should be selected on the basis of selfnomination

Recommendations of supervisors

Recommendation by HR department

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Who are the trainers?

Immediate supervisors

Co-workers

Members of the HR staff Specialists in other parts of the company

Outside consultants

Industry associations

Faculty members at universities

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COMPANY PROFILE May 2004 marked the beginning of an exciting journey for MAX. with the

launch of the first Max store in united Arab Emirates. It was Founded byMICKEY JAGTIANI. Max now has a total of 145 stores across 15countries in the middle east, Turkey, Egypt, Yemon, Lebanon and India,With a single aim of addressing the fashion and foot ware needs ofmiddle income customers offering them good quality products at

amazing value, Max has quickly filled the position of being the largestvalue fashion retailer in the middle East. Max retails its own label ofclothing for men, women and children as well as footwear and homeware.

By the end of 2011, max has aimed to have network of close to 200stores across Middle East and new markets, Max currently operates in

UAE, Saudi Arabia, Jordan, Kuwait, Bahrain, Qatar, Oman, Turkey,Egypt, Yemen and India.

An average Max stores ranges between 18000 to 30000 square feet.

A rewarding shopping experience coupled with great value- translatesinto

Making customers Look good. Feel good with Max

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OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

To develop the hidden talent of individualworkers which may be used for thedevelopment of the organization.

To develop employees capabilities according tothe needs of the organization and according tothe specialization of organization.

To increase co-operation and trust and motivateemployees to actively participate in theCompanys failure.

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OBJECTIVES OF RESEARCH

The core objectives of our researchinvestigation are:

To examine the impact of training on the

workers. To study the changes in behavioral pattern

due to training.

To recommend appropriate measures to

enhance the effectiveness of training anddevelopment.

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RESEARCH DESIGN TYPE OF RESEARCH

1. The research is qualitative in nature.2. The study is based on data collected through structured

questionnaire from the respondents.3. The data has been collected by contacting employees,through Internet, as well as through personal contact.

4. The data so generated has been tabulated using tables,charts, Graph, and inferences have been drawnaccordingly

RESEARCH METHOD

The method adopted in this research is surveyresearch method.

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The sample for the present study ofemployees in MAX was 50.

SAMPLE SIZE

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DATA COLLECTION SOURCES A) Primary Data:

1. Survey method with the help of questionnaire.

2. Survey done through :-1. Personal interview

2. Observation Method. B) Secondary Data:

1. Secondary data are mainly official record, information ofHRD and other departments.

2. Company Annual Report

3. Company Journal4. Newspaper articles

5. Magazines.

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VARIOUS TRAINING METHODS

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TRAINING METHODS

On the job training. Off the job training.

Assessing seniors in their meeting.

Attending seminars. Technology-Based Learning Basic PC-based programs Web-based training programs

Coaching/Mentoring

Coaching/mentoring gives employees a chance to receivetraining one-on-one from an experienced professional. Thisusually takes place after another more formal process has takenplace to expand on what trainees have already learned.

Films & Videos

Films and videos can be used on their own or in conjunction

with other training methods.

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ANNEXUREQ1. In your company, training is given more importance now than in the past.

Very True

Mostly true

Partly true

Not true

Q2. The training program is a well-planned exercise and is of sufficient duration. Very True

Mostly true

Partly true

Not true

Q3. Your company training and development programs are evaluated and improvedupon Every year.

Very True

Mostly true

Partly true

Not true

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Q4. Employees are helped to upgrade their technical knowledge and skills through training.

Very True Mostly true

Partly true

Not true

Q5. Workers are encouraged and rewarded for training to acquire higher qualifications Very True

Mostly true

Partly true

Not true

Q6. There is also an emphasis on developing leadership skills through training and Development.

Very True

Mostly true

Partly true

Not true

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Q7. Human relation competencies are developed through training in human skills.

Very True Mostly true

Partly true

Not true

Q8. Employees are sponsored for training programs on the basis of carefully identified

Needs. Very True

Mostly true

Partly true

Not true

Q9. Internal training programs are handled by the best possible faculty your company canAccess.

Very True

Mostly true

Partly true

Not true

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Q10. Experimental action-oriented techniques, including games, are used in trainingprograms.

Very True

Mostly true

Partly true

Not true

Q11. The company encourages and supports self-learning and education by its managers. Very True

Mostly true

Partly true

Not true

Q12. Managers are provided with opportunities to perform different tasks and acquirecompetencies.

Very True

Mostly true

Partly true

Not true

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1. IN YOUR COMPANY, TRAINING IS GIVEN MORE

IMPORTANCE NOW THAN IN THE PAST

0%

10%

20%

30%

40%

50%

60%

70%

satisfaction level

70%

20%

9%

1%

very true

mostely truepartly true

not true

Interpretation:-

From the above graph it can be inferred that majority of the respondents that is

70% have felt that more importance is given to induction training at present when

compared to the past

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2. SENIOR MANAGERS SPEND TIME WITH THENEW RECRUITS DURING INDUCTION TRAINING

0%

10%

20%

30%40%

50%

60%

satisfaction level

55%

38%

7%

0%

very true

mostely truepartly true

not true

Interpretation-

Majority of the respondents that is nearly 60% of the employees Strongly stand by the

option that senior managers spend majority of the time with new recruits during

induction training.

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3. YOUR COMPANY TRAINING AND DEVELOPMENT PROGRAMSARE EVALUATED AND IMPROVED UPON EVERY YEAR

0%

10%

20%

30%

40%

50%

60%

satisfaction level

54%

32%

10%

2%

very true

mostly true

partly true

not true

Interpretation-

Accordingly to 54% of the evaluation and up gradation of the training program is

done year on year, followed by 32% of the people who partly agree upon this.

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4. EMPLOYEES ARE HELPED TO UPGRADE THEIR TECHNICALKNOWLEDGE AND SKILLS THROUGH TRAINING

0%

10%

20%

30%

40%

50%

60%

satisfaction level

53%

32%

13%

2%

very true

mostly true

partly true

not true

Interpretation-

From the above graph it may be concluded that 53% of the respondents have

replied that it is very true that they are helped to upgrade their skills.

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5. WORKERS ARE ENCOURAGED AND REWARDED FORTRAINING TO ACQUIRE HIGHER QUALIFICATIONS

0%

10%

20%

30%

40%

50%

satisfaction level

34%

41%

23%

2%

very true

mostly true

partly true

not true

Interpretation-From the above graph we may come to conclusion that majority of the respondents that

is 41% of the respondents partly feel that they are encouraged and rewarded for training

to acquire higher qualification followed by 34% of the respondents say it is very true that

they are encouraged and rewarded.

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6. THERE IS ALSO AN EMPHASIS ON DEVELOPINGLEADERSHIP THROUGH TRAINING AND DEVELOPMENT

0%

10%

20%

30%

40%

50%

satisfaction level

34%

41%

23%

2%

very true

mostely true

partly true

not true

Interpretation-

41%of the respondents replied its mostly true that the importance given in

Developing Leadership skills followed by 34% of the people who expressed it is

very true on significance training towards Developing skills.

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7. HUMAN RELATION COMPETENCIES ARE DEVELOPEDTHROUGH TRAINING IN HUMAN SKILLS

0%

5%

10%

15%

20%25%

30%

35%

40%

45%

satisfaction leve

45%

33%

14%

3%

very true

mostly true

partly true

not true

Interpretation-

45% of the respondents fell it is very true that they are given training regarding

competency in human skills followed by 33% who replied mostly true 17% are least

satisfied.

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8. EMPLOYEES ARE SPONSORED FOR TRAINING PROGRAMS ONTHE BASIS OF CAREFULLY IDENTIFIED NEEDS

0%

10%

20%

30%

40%

50%

satisfaction level

41% 42%

12%

5%

very true

mostly true

partly truenot true

Interpretation-

Employees are selected on the basis of the skills they are

lacking in and 42% of the employees agree with it while 5%

of them disagree.

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9. INTERNAL TRAINING PROGRAMS ARE HANDLED BY THE BESTPOSSIBLE FACULTY YOUR COMPANY CAN ACCESS.

0%

10%

20%

30%

40%

50%

satisfaction level

48%43%

7%2%

very true

mostly true

partly truenot true

Interpretation-

Majority of the people that is 91% of the respondents feel that its true that they are

exposed to internal training programme which are handled by best faculty which the

company can axis.

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10. VARIOUS METHODS ARE USED TO HELPEMPLOYEES LEARN AND IMPLEMENT CREATIVE IDEAS

0%

10%

20%

30%40%

50%

60%

70%

satisfaction level

65%

31%

4%0%

very true

mostly true

partly true

not true

INTERPRETATION- From the above graph it can be inferred that 65% of the

respondents say it is very true that their creative ideas are given a kind of

importance.

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FINDINGS

1. The deficiency is caused by a lack of ability rather than a

lack of motivation to perform,

2. The employee should have that attitude and motivation

need to learn to do the job better, and

3. Supervisors and peers are supportive of the desired

behaviors.

4. Various techniques are used to train employees like audio-

visual technique, on-the-job training, etc.

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SUGGESTIONS

Avoid politics, bureaucracy, favouritism that

could de-motivate employees.

Ensure transparency in all processes. Create a dynamic organization open to

changes.

Provide updated technology and softwarepackages.

Customized rewards and incentives.

Provide better training facilities for employees.

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CONCLUSIONS Now-days, training programs are gaining importance

because they help to solve various problems, like newlines of production, severe competition, changes in designand technique of production, change in the volume ofbusiness, etc.

Training programs enhance overall organizationalefficiency and effectiveness.

Training has become a very significant management toolfor bringing about desired changes in order to solveorganizational problems and also to achieve

organizational goals. Therefore to be very effective, the training function is

required to be organized properly and systematically.

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BIBILOGRAPHY

BOOKS: P.SUBBA RAO; personnel management & human resource; Himalayan publication, 2005

first edition

N.K. SAHINI & YOGESH KUMAR; personnel management; kalyani publishing house, 2002

first edition.

ASHWATHAPPA; human resource management; Tata MC Grawhill publishing company.ltd,

1999 second edition. C.B. MEMORIA; personnel management; Himalaya publication house, 2002 third edition.

TRAINING AND DEVELOPMENT by Dr. B Janakiram, 2008 edition.

Websites: www.google.com

www.maxfashionretail.com

www.landmarkgroup.com

www.hr-guide.com

http://research.unsw.edu.au/training-development-research-academics

http://www.trainingreality.co.uk/training-blog.shtml

http://www.google.com/http://www.maxfashionretail.com/http://www.landmarkgroup.com/http://www.hr-guide.com/http://research.unsw.edu.au/training-development-research-academicshttp://www.trainingreality.co.uk/training-blog.shtmlhttp://www.trainingreality.co.uk/training-blog.shtmlhttp://www.trainingreality.co.uk/training-blog.shtmlhttp://www.trainingreality.co.uk/training-blog.shtmlhttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://research.unsw.edu.au/training-development-research-academicshttp://www.hr-guide.com/http://www.hr-guide.com/http://www.hr-guide.com/http://www.landmarkgroup.com/http://www.maxfashionretail.com/http://www.google.com/

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