SUMMER INTERNSHIP PROJECT REPORT ONA study on training needs and methods to create brand connect.

PREPARED FOR

IN THE PARTIAL FULFILLMENT OF

MASTER OF BUSINESS ADMINISTRATION

AMITY BUSINESS SCHOOL,

NOIDA, SECTOR 125, 201301

UTTAR PRADESH – INDIA.

GUIDED BY:

MR. RAHUL TIWARI

MR.K.K DEY submitted by:

SARIKA (10C)

A0101915154

MBA GENERAL

2015-2017

ACKNOWLEDGEMENT

I would like to express my deepest gratitude towards all the people who has tremendously made me through this project.

My deepest appreciation here given would be my industry guide MR. Rahul Tiwari who actually possess the substance of a genius and convincingly helped in the project outline. He is the one who believed in me and did everything out of the way to make out the best.

In addition to it, also my faculty guide Mr. K.KDEY who gave me the entire pro and cons about the topic and helped me understand it better. Sir I would be heartily thankful to u for giving me this opportunity.

A special thankyou to all my friends and family members who gave their valuable support during my internship and also gave guidance and suggestions in completion of the project.

DECLARATION

I Sarika hereby declare that the project work on the title “Training Needs of Employees” submitted to AMITY UNIVERSITY, Noida is a record of an original work done by me under the guidance of Mr. Rahul Tiwari, sales specialist of Ford motors and MR K.K DEY who is my faculty guide. This project is done under the partial fulfillment for the degree of Master of Business Administration.

PLACE: GURGAON

DATE : 20/07/17

INDUSTRY CERTIFICATE

FACULTY GUIDE CERTIFICATE

This is to certify that SARIKA student of Masters Of Business Administration at Amity Business School, Amity University Uttar Pradesh has completed the Summer internship on “STUDY ON TRAINING NEEDS AND METHODS TO CREATE BRAND CONNECT”. In partial fulfilment of the requirements for the Degree of Master of Business Administration under my guidance.

The report is checked for the plagiarism and it is acceptable.

DR. K.K DEY

PROFESSOR

DEPARTMENT OF INTERNATIONAL BUSINESS

TABLE OF CONTENTS

CHAPTER1: INTRODUCTION 1

1.1 PURPOSE OF STUDY 1

1.2 CONTEXT OF THE STUDY 1

1.3 SIGNIFICANCE OF THE STUDY 2

1.4 OBJECTIVE OF THE STUDY 2

1.5 SUMMARY 3

CHAPTER2: LITERATURE REVIEW 4

2.1TRAINING AND DEVELOPMENT 4, 5, 6

2.2APPLICABILTY OF TRAINING 7, 8

2.3TRAINING NEED ASSESSMENT 8,9,10

2.4TYPES OF TRAINING 11, 12

2.5RETURN ON INVESTMENT 13, 14

2.6METHODS OF TRAINING 14

2.7 360 DEGREE FEEDBACK 15

CHAPTER3: RESEARCH METHODOLOGY 16

3.1RESEARCH OBJECTIVES 16

3.2RESEARCH DESIGN 17

3.3DATA SOURCES 17

3.4RESEARCH INSTRUMENT 17

3.5SAMPLING INSTRUMENT 17

3.6 SAMPLE SIZE 17

3.7 DATA TECHNIQUES USED 17

CHAPTER 4: DATA ANALYSIS 18-30

CHAPTER 5: MAJOR FINDINGS 31

CHAPTER6: CONCLUSION, REOMMENDATION 32

6.1 CONCLUSION 32-33

6.2 RECOMMENDATION 33

6.3 MOTIVATION FACTOR 34-35

REFERENCES 36

APPENDIX 37

ABSTRACT

The round of financial rivalry has new guidelines. Firms ought to be quick and responsive. This requires reacting to clients' requirements for quality, assortment, customization, comfort and opportunities. Meeting these new models requires a workforce that is actually prepared in all regards. It requires individuals who are fit for dissecting and taking care of employment related issues, working agreeably in groups and 'changing caps' and moving from occupation to work also. Preparing has expanded in significance in today's surroundings where employments are intricate and CHANGE QUICKLY. For, any organization that quits infusing with insight is going to pass on. The motivation behind this part is make the understudy comprehend the fundamental standards, territories, and techniques for preparing as of now being used in the corporate circles.

The research is basically based on the various training needs for the employees at Harpreet FORD in Motinagar .The idea of doing this project was to see that how employees contribute to a firm as when it comes to organizational objectives.

Employees are an asset for any organization and they play a vital role while handling various processes going on. The word RSR is really important for any firm usually is Recruitment, Selection and finally Retention.

Customer satisfaction is an ultimate goal for an organization to keep the customers retained as various brands are evolving and giving a tough competition. Employees are the helping hands from top to the lower management so they should be always content,

And also the factors that play an important role for them while working. It tries to understand that how well the organization has put their employees for training and also meeting their needs. The research conducted is quantitative in nature. Primary data is the major source used here with filling up of questionnaires and Personal interview. Some of the information is also collected from secondary sources like internet.

The research clearly defines that around more than half are satisfied (80%) with their work both at the showroom and the service Centre with all the necessary training requirements that they need. In some of the cases it was found out that there is biased behavior when the training is likely to start. The overall environment of ford is quite well managed and majority of the employees are satisfied with the training programs offered to them with allowances and other expenses as well. The employee feedback helped me to get the overall working at ford and also helped to inculcate the best out of my project. Accordingly, the supervisor solves the work related issues and also treats them well. Employee feels that more growth opportunities should be given to them in order to maintain work and life balance.

THUS FORD DEALERSHIP MUST FOCUS ON IMPROVING THE ORGANIZATIONAL ENVIRONMENT THAT INCLUDES THE EMPLOYEES AND THEIR NEED IDENTIFICATION SO THAT THEY COULD BE BETTER CONNECTED WITH THE ORGANIZATION. THE OVERALL OBSERVATION SAYS THAT THE EMPLOYEES ARE WELL TRAINED BUT OUT OF THE LOT SOME LACK EFFICIENCY AS THEY ARE NOT AWARE OF THE TRAINING PROGRAMMES CONDUCTED AND SO THEY SHOULD BE IDENTIFIED AND THEN PUT ON TO THE VARIOUS SLOTS FOR THEIR IMPROVEMENT WHICH WOULD BE BENEFICIAL FOR THE COMPANY.

CHAPTER 1: INTRODUCTION

1.1 Purpose of the Study:

The main purpose of the study conducted is to identify the training efficiency at work in Harpreet Ford Dealership and also to understand the improvement.

The study was basically carried out in three stages. In the first stage, the basic working and its procedures were understood to help and get it inculcate in my project.

The information was collected with browsing its website and through interaction with the existing employees at Sales and Service centre.

The second stage was further divided into making a questionnaire on training to get the wholly idea of the suggestions and feedback .The third stage was all based on collection of data and analysing the findings that were presented.

1.2 Context of the study:

Training employee is important as it ensures the overall development from of the employee as well as the organisation is benefited in terms of employee retention. It improves the performance of employees in achieving the organisational goals. The research aims to understand the training needs for employees at various levels from fresher to existing and thus implementing the knowledge accordingly.

Ford India was setup in 1995 as a wholly owned subsidiary of Ford Motor Company. The rising demand in auto market helped to deliver more strong products and innovations to survive in the market and boost

growth with upcoming opportunities. Ford India currently operates as a modern integrated manufacturing facility at Mrainalai Nagar , near Chennai. The wide range of products that it offers include the Ford Figo , Ford Fiesta , Ford Classic , Ford Endeavour and the Ford Eco sport . The manufacturing facility at Sanand plant in Gujarat would double the manufacturing capacity once it is operational.

1.3 SIGNIFICANCE OF THE STUDY

THE STUDY FOCUSES ON IDENTIFYING TRAINING NEED IDENTIFICATION FOR AN EFFECTIVE TRAINING OF NEW EMPLOYEES RESULTS IN FOLLOWING:

1. The employees are aware of what they are doing.2. Helps save time.3. Have a good feeling and a brand connect about the company.4. The employees are made mobile and versatile.5. Improve performance and career goals.6. Helps in making the employees more productive and efficient .7. Its fills the gap between what the employees has and what the job

seeks.8. Less errors and higher production.

1.4 Objectives of the Study

To measure the importance of training needs identification in the manufacturing as well as the information technology industries.

To understand that how the training is perceived by employees in industries.

To measure training in terms of welfare of employees in improving skills and competencies.

To also understand the various managerial roles carried out by a manager at various levels.

To review that how effective the training function is in improving the overall development of the organization as well as employee.

1.5 Summary:

The research focuses on the gaps that need to be filled with the help of various methods implemented while training the employees so that there is large scope for business expansion and also growth. The various factors that influence the employees whether internal or external should be controlled and the roles of the various representatives are well checked. The employees should always feel as a part of the organization and put their best while working. Various rewards and incentives would help them in connecting them with the brand in order to excel in both the aspect. The employees concern and organizational concern both should be balanced together.

Overall it is the output that matters and also the teamwork. Incentives, rewards, bonus and other methods of appraisal can motivate the employees and bring in them a feeling of recognition. Getting an idealistic person for the job position and getting a good job for an employee both go hand in hand with worker and organization both perspectives.

Companies now days are very much determined for its achievement of goal and strategies are made to encounter future needs. Challenges force them to change in order to survive in the environment and marketplace.

CHAPTER 2: LITERATURE REVIEW

The main purpose of this research is to present an overview based on conceptual and found on the employee training and development programs and receive an advantage. The high demand for employee development program is growing for organization for those trying to compete in the market.Some claim that training program is an instrument which is helpful for employee retention. Training comprises of learning as well as development which further extends to the efficiency of individual and for the organization.Training helps the employee in learning the sot and technical skills as required by the work assigned. It clearly reflects the output on the behavior of employee performance. A combo of technical and professional is very much needed to perform a work in an effective manner.The training programs attempts to get out positive changes in the knowledge, skills, and attitude of the workers. The exercises carried out during training brings out the sound judgement while decision making.

It is a reactive process as to an employee has to perform satisfactory and also fulfill the needs. There is always a cause and effect relationship. For instance if skill and knowledge is required an organization can give better training so that the worker gets motivated and performs well. Also at times when the employees are not motivated rewards and appraisals could be done to make them feel better. So in both the cases ultimately employees are taken as a major concern.

So in the same manner if feedback is lacking proper feedback and standards should be set so that a better environment is created and great potential is put into.

2.1 Training and Development:

Employee benefits:

Training helps the employees to become more and more efficient and also useful to the firm. It is also for their better skill enhancement and finds good opportunities.

Training can help to reduce more errors and make production better.

The career goals of the employees can be easily attained through training and also promotion and other career related perks could be given.

Training can thus help in overall development of the organization by reducing the mistakes and also higher production. Overall the training is also related with the employee’s betterment so that they can easily bang on various opportunities given to them in future. Making them versatile and mobile would help the organization. .

Great job satisfaction of the employees would lead to higher job satisfaction level and also less absenteeism and lower labour turnover.

Effective training is a precious investment for an organization to build up human capital.

A better management system would be there to help the manager manage in a better way. The employees can assist in better planning, organizing, directing and controlling. A better standard of quality, organization culture and structure, delegation of authority and simulation provided to the employees can be all assisted by effective training.

A high morale would be the USP for the employees to work in the organization..

To the organization:

If proper training on using and handling machine sis given to the workers less amount of wastage would be there to a great extent.

There is less need of supervision to the workers who are trained and thus all the errors and accidents or any happening would occur. Also the knowledge of handling and using the equipment is more.

A good quality and standardized product is delivered . The gap between the superior and better performance is also filled.

Training helps in motivating and retaining the employees and makes them loyal towards the organization. Also the

inclination towards higher growth opportunities in other organization gets low.

2.2 Applicability of training:

The training could be only called successful if the gap of the present knowledge and future requirements are fulfilled. The training should be simulated in such a manner that the employees know about what all they can come across in future with the job they are doing and can act in a brilliant manner. The visualization and identification of such situations should be known to them.

Environment - For a professional development the employees need to face a lot of changes that may or may not affect the organization working conditions and environment. To be adaptable in the working situations, one needs to be aware of the happenings and then act upon. The external and internal both factors play a major role in the organization. So in order to see the training results, the employees who are put up in comfortable environment with adequate and well rest periods perform well and learn a lot rather than keeping them ideal.

Knowledge – The areas of training may vary in different sectors according to the requirement of the job profile. So in order to cope up, the new employees are communicated general rules and regulations and also the introduction of the company is given to them starting from the staffs to the products and services that are offered. The trainees should be aware of what goes inside and outside the company.

Technical skills – Technical skills are the most important thing needed for a job. From operating to handling computer. It helps in contributing the acquired knowledge and skill to contribute while working.

Social skills- The right attitude towards work is very much needed to balance professional as well as personal life. The employee should learn about himself and others in the company. Working in teams and cooperating is the major factor to build strong relationships.

2.3 Training needs and Assessment Analysis:

This is a way of gathering data from various sources to see the training needs in an individual and help the organization attain its goals and objectives.

This also helps in analyzing the gaps or any area of need related with the employee working and the organization wants.

The process is to identify the gaps between current performance and organizational objectives.

2.4 Factors that lead to training needs:

Change in the rules or laws. Introduction of new technology or equipment Transfers or hires Process improvements Re locations Staffing or any promotions

2.5 Determination of training need Re- designing of job New Procedures implementation Customer feedback Performance appraisal evaluation Termination and Promotions Observations

Conducting employee skill test Making of focus groups Interview of employee Need assessment questionnaire Accidents or wastage Complains

2.6 Process of Training Need Assessment:

The objective of the organization is identified so that the ultimate goal and outcome is known.

Appointing a trainer or a coordinator for it. Collecting data about the skill sets and the abilities of the

respective individuals. Analyzing the data and the information gathered from it. Pinpoint the gaps and then drawing a training program for

them.

For a brand to get its reputation and craft a brand image, it takes a lot of time and effort to build it .

So it is very necessary to trust the employees and give them opportunities as they are an important asset to the company.

2.7 - David Pollitt in the year (2008) has done his research in the topic ‘Training Restores Pride among customers”. Various methods were used by the organization to boost the customer service and improve customer relations. Using methods like assessment, coaching,Discussion, questioning during group sessions and feedback.

To reduce the conflict in an organization both training and education is important. So to avoid any turmoil and dissatisfaction a push called training helps the employees to know themselves better with personal motivation and increasing their efficiency would result a great growth for them.

The development of human capital is necessary nowadays to perform well in a top management and enhance job performance.

All that is learnt during training and that is the skills and behavior should be transferred to the workplace and maintained overtime for a smooth working.

From the top level to the low level if the synchronization between the beliefs and system is not there a disturbance can be caused easily that could destroy the others even. The discontent among all the workers is very affective for the working majority and providing desired outcome just for their self-development and enhancing their knowledge to develop. A motivation and satisfaction both can play a vital role in the organization.

You never know how employees behave outside the organization, so to abide them by the culture they must be observed and given training so that the gaps and inner development is there.

The gap of communication that still exists today and if maintained properly can be very effective. Training thus helps the workers when they have to face different procedures and method. Through actual job experience the development of managers takes place.

The concept of self –development gives birth to the whole programs of management development. So the development of the executives is complex &important.

There are various strategies that could be implemented I an organization when it is seen from the dimensions of a task environment.

The variables in the environment leave an impact on the decisions that are made. So more the homogeneous variables are less the decisions are affected. The competency for an HR in an organization would be as follows for the value proposition:

HR begins with business and what the business is upto. Scanning the customer and market place. Competitive advantage(core competence) Alignment of internal and external stakeholders. Add value to the existing process within the organization. Analytics(measure related to the output)

2.8 Types of training:

On the basis of various purposes; different training programs are offered to the employees. The important types of programs are:

1. Induction or orientation training – When a new employee joins an organization, the whole environment and the set of rules and regulations should be known to him. This is a gesture to welcome new employees and prepare them according to their job. The TPI theory is applicable with this that includes training on development of theoretical and practical skills. And further more

interaction needs that exists in the new joining employees. It is not a one day event to carry upon.

2. Job training- Job training is a process in which it relates to the specific job which the worker has to do. All the information related to the machine, process of production, instructions, and methods to be adopted and used and further on. It helps the workers gain confidence and work efficiently .It is commonly seen in plant training programs. It creates interest among employees for their job that they would do and get acquainted with it.

3. Apprenticeship Training- In this kind of training the focus is on the education more and the trainee receives wages while learning and get valuable skills which is high in the labor market. It is provided on the job, and also explore and experience class room instructions in particular subjects. It is like earn while you learn concept both in private as well as public sectors. Employers go for these programs in as a source of cheap labor. Mechanics, electricians, welders etc. are into it.

4. Internship training: Under this, educational or vocational institute enters into with an industry for giving its students practical knowledge. Advanced theoretical knowledge is to be given up by practical knowledge on the job. For e.g. Medical students are sent to big hospitals for gaining knowledge and have a look with what goes around getting a glimpse of it. The trainees actually are not working or belong to that business but they are just to gain knowledge on how things go on. However many times it is so that the enterprises that let them work during internship hire them by offering suitable jobs with good packages. The training period varies from six months to two years.

5. Refresher training or restraining- This type of training is given to the existing workforce to enhance their efficiency. The skills that employees have start perishing with time due to technological change or any other factors so, for this they are prepared to face and work without any trouble.

6. Training for promotion- This type of training is given to the existing employees to make them eligible for promotion to higher level jobs in the organization. The promotion means change in the duties and responsibilities that an employee works on. New duties need efficient effort and for that skills are required to cope up with the change. Employees are made fit for taking up higher job opportunities and challenges during their work. This is like a motivation for them. A higher status and salary is attained with an upward movement leading to greater job responsibilities. This may be permanent or temporary depending upon the performance. This is a force for employees to move forward in the hierarchy with added duties and higher respect and honor with greater pay allowances and employee development overall.

Under remuneration act, 1976 section 5 employers should not be discriminated on gender basis.

It helps in getting recognition and commitment. Helps in fighting competitors. Reduce dissatisfaction. Better utilization of knowledge and skills. Filling up of vacant positions and promoting to departments. Many of the employees expressed that for promotion competency

should play te major role.

e.g. Morning star that is a tomato processing company with headquarters in California has a remarkable story to tell and that is it has no bosses ,titles or any kind of promotions. The firm operations are very complex.

On the other way, domino’s pizza store manager tried reducing its worker turnover from 158 to 107 by applying new strategy of hiring selective managers and coaching them on how to better workplace and motivate them with stock options and promotions.

Training acts as a morale booster by gaining knowledge for the employees. In other way we can say that the word HRD is very much important in today scenario as human resource development needs the much awaited attention to get the best and help the economy grow. Right people if not placed properly can create a chaos in an organization leading to disruption in the value chain process. So in other words it can be concluded that training is a part of HRD with training, development and education.Right kind of managerial manpower can essentially cope up with the rapidly changing business environment. Training is also said to be learning as it is considered as a huge importance and growing knowledge and skills for performing a particular job.

Job performance is made up of the following things:

Training benefits Development On time training Organizational policies On the job and off the job training

2.9 ROTI ANALYSIS

The return on investment on training and development is the fifth level added by Philips after Kirkpatrick’s Four Levels of Evaluation.Starting from the manufacturing sector and then to banking sector it is now a part of every business area.it is also considered a tool for personal investment.

Why to calculate ROI:

The first and the foremost is to measure or to evaluate the training budget. If an organization does this technique the investment and profit out of it can be easily done.

To get an accurate idea of training and its effectiveness.

To generate credibility with the working executives.

To identify the need and area of improvement.

Helps in the information flow.

To know the training methods, and time used for trainer and employee.

To help in calculating the per program cost and its benefit.

It can be used as a method to compare investment, costs and return on two or more programs. Also stakeholders and their investment all can be recorded. Stakeholders merely include-

stockholders,presidents,board of directors ,cusomers,managers and subordinates.

2.10 METHODS IN TRAINING

Training is divided into two parts:

On the job Off the job

On the job training methods could be:

1. Mentoring2. Job rotation3. Understudy4. Coaching

Off the job training:

I. LecturesII. Conferences

III. Vestibule trainingIV. Sensitivity trainingV. Simulation

Casestudy Roleplaying In basket Management games

2.11 360 degree feedback

This concept of of multi rating feedback or you can say a multi-source feedback is a way of assessing an employees to justify his performance and behavior from collecting information through various sources.it includes his subordinates, peers and supervisors as well as well as self-evaluation by the employee itself.External feedback from customers, suppliers and stakeholders is also included who interact with the employee.it helps in employment decisions and performance evaluation. Also known as 360 degree review. It often creates conflicts opinions and it is hard to judge the accurate one.

Benefits:

Leadership development is there. Training needs assessment is easily identified. Helps in evaluating teams. Employee development and enhancement. Tool for self-assessment. Performance appraisal could be a way. Performance management could be done by looking at the

data.

CHAPTER -3

RESEARCH METHODOLOGY

3.1 RESEARCH OBJECTIVES: The research is focuses and is overall aims to understand the various employee needs at Ford motinagar. The crux of this research is that it has taken every single point from the view point of employees and their development. This would further help the firm to understand and accordingly cater training programs to the workers.

The objectives of the study are:

To identify various factors that affect training and training needs. Also the methods that could be implemented for the improvement of the employees.

To understand how effective training is for the employees.

To find out the satisfaction amongst employees for training programs.

To compare the outcome of before and after training sessions.

To evaluate the performance of the employees and their skill development.

3.2 RESEARCH DESIGN:

The research carried out in this report is qualitative as well as quantitative.

3.3 DATA SOURCES:

Both primary and secondary data have been used for carrying out this research. The source for collection of primary data is from the questionnaires that were filled by the employees of Harpreet Ford dealership and the secondary data was collected through internet and various references from books and journals.

3.4 RESEARCH INSTRUMENT:

A questionnaire has been formed consisting of in total 11 questions and all are multiple choice

3.5 SAMPLING INSTRUMENT: The respondents in this research have been chosen as per the need and requirement of the researcher.

3.6 SAMPLE SIZE:

The sample size taken for the study is 30. And were taken from Harpreet ford service station. Target audiences here were the employees already

working and their experience.

3.7 DATA TECHNIQUES USED: The analysis for this has been used with the help of using Microsoft word.

Chapter -4 DATA ANALYSIS AND INTERPRETATION

QUESTIONNAIRE

1. What do you understand by training ?a. Learningb. Enhancementc. Sharing Information

2. Do you feel training is compulsory for employees?a. Yes b. No

3. Does training helps you to increase the motivational level of employees?

a.Yesb.No

4. Does training helps to improve employee –employer relationship?8a.Yes b.No

5. How often the training program are conducted in your organization?a.Every monthb.Every quarterc.Half yearlyd.Once in a year

6. Training is must for enhancing productivity and performance?

a. Completely agreeb. Partially agreec. Disagree

7. Did you attend the training program before induction in the organization?

a. Yes b. No

8. In regards to leadership competencies, what areas listed below would you like to see additional training programs ?

a. Problem solvingb. Building effective teamsc. Delegationd. Conflict managemente. Dealing with ambiguityf. Goal settingg.Innovation management

9. Time duration given for the training period is :a.SufficientB.To be extendedC.To be shortenedd. Manageable

10. Is the whole feedback after training worth the time, money, effort?

a.Yes

b.No

11. Do you have any suggestion for Improvement?

Name:

Department:

No. of years worked :

Designation:

Email

1.}

what do you underdstand by learning?

learningenhancementsharing information

ANALYSIS:

In this the sample size was 30 15% of the employees said learning 10% of the employees said enhancement 5% of the employees said sharing information

2.}

Does training helps you to increase the mo-tivational level of employees

yes no

ANALYSIS:

In this questionnaire the answers that were got according to the analysis area are follows:

25% of the employees said that training is needed by them .

5% of them said training is not needed.

3.}

Does training helps you to increase the mo-tivational level of employees?

yesno

ANALYSIS:

In the above chart the motivational level of employees and their perception about it are:

20% said yes, training helps in increasing the motivational level of employees.

10% said no, training doesn’t help them in increasing the motivational level

4}

.

Does training helps to improve employee-employer relationship?

YesNo

ANALYSIS:

In the above scenario the result was as follows:

22% of the employee said that yes, training helps in improving employee-employer relationship.

8 % of the employee said that it does not bring any change in the behavior of the employer while working.

5}

How often the training program are conducted in your organisation?

Every monthEvery quarterHalf yearlyOnce in a year

ANALYSIS:In the above data the following observations were made:

2% said that training programs are conducted every month.

3% said that training programs are conducted every quarterly basis.

15% said that programs are conducted every half –yearly.

10% said that programs are conducted every once in a year.

6}

Training is must for enhancing productivity and performance?

agreepartial agreedisagree

ANALYSIS:

In the above results are as follows

20% of the employees agreed that training is helpful in enhancing productivity and performance.

10% of the employees partially agreed that it is helpful in enhancing productivity and performance.

0% of the employees disagreed that it is helpful in enhancing productivity and performance.

7}

Did you attend the training program before induction in the organization?

YESNO

ANALYSIS:

In the following results are as follows:

20% of the employees said yes, that they have attended the training program before induction in the organization.

10% of the employees said no, that they have not attended the training program before induction in the organization.

8}

In regards to leadership competencies what areas are listed below would you like to see

additional training program?

ambiguity

delegation

goal setting

innovation

ANALYSIS:

In the above question the following answers were given:

10% of the employees said that delegation is needed for leadership competencies in the training program.

10% of the employees said that goal setting is needed for leadership competencies in the training program.

5% of the employees said that innovation is needed for leadership competencies in the training program.

5% of the employees said that ambiguity is needed for leadership competencies in the training program.

9}

Time duration given for the training period is

sufficientextendedshortenedmanageable

ANALYSIS:

In the above context , the training period has been focused and that gave the following conclusions for the report interpretation:

According to the sources, 10% of the employees out of 30 quoted that training was sufficient for them.

In the next 5% of the employees feel that training should be extended.

15% of the majority says that training should be shortened. Rest of the 5% of the employees believes that training is

manageable.

10}

Is the whole feedback after training worth the time,money,effort?

YESNO

ANALYSIS:

In the above the questions were targeted with a focus on the training programs that run under organization

25% of the employees feel that training that they go under helps them a lot in their development.

5% of the employees feel that training doesn’t help them.

. Samples were from the employees working under Ford motinagar.

Managers, existing employees and new joining all were covered under this research.

Chapter-5

MAJOR FINDINGS

Some of the employees feel that training at dealership is somehow gender biased. Equal opportunities are not given to each.

Some of the employees especially the lower level is not well aware of the training programs conducted in the organization.

There is also a need of eradicating conflicts especially with the senior coordinates.

Some of the employees did not attend the training programs when they came as a fresher.

Training is focused more on theory not on practical and simulation.

New product launches information is not communicated and known to all.

Unprofessionalism seen during the visit.

Lack of feedback and information sharing.

CHAPTER6:

CONCLUSIONS AND RECOMMENDATIONS

6.1 Conclusion: From the study following can be concluded,

Around 25% or say 25 people out of 30 are happy and motivated with the training as it helps in their development and helps to maintain work life balance.

Training helps them to learn and implement in their work.

Employees feel that growth and new opportunities should be there.

Employees are more satisfied and feel a part of the organization .it also helps them to know the work culture better.

Women as compared to men are more satisfied with their work.

Through personal rounds it was noticed that the supervisors treat the employees well and also resolve the work related issues.

There is a change in the attitude and behavior of the employees after training.

The workers are able to work easily and understand their work as soon as they are back from training.

It helps in their self-development.

New locations should be given to the employees to give them a different environment for learning and motivated.

6.2 Recommendation

Grooming of the staff is needed.

As a lot of staff for sales is new the whole procedure has to be told and is time taking.

Renovation of the department and proximity should be changed.

Humble and polite attitude should be there in all as some were not helping at all.

Customer handling needs improvement with experienced consultants.

Cleaning should be done on a regular basis.

Competitors mainly here were Toyota,Hyundai,Mahindra and Skoda.

6.3 Motivation factor:

Overall the performance of the worker and brand both should go hand in hand and bring more customers and make profits.

Workers should be provided with incentives.

Also empowerment is needed so that decisions are taken overall not just one.

Opportunities for advancement would help the employees grow and make them realize that organization care for them.

A feeling to work harder should be generated.

Trust factor should be there and they should know that they are a part of the firm and the firm needs them.

Setting up smaller weekly goals can keep them free and stress free.

A feel of positivity such as changing environment eg. Cracking jokes and playing games and team hangouts.

One to one coaching is also effective in knowing them personally.

Transparency should be there so that each and every thing is known to them.

Team building and individual both should be important not just one should be focused as an individual builds a team.

Professionalism should be inculcated with an “open door policy “with no thankyou and please. Suggestions and feedback both should be welcomed.

Creating a recognition ritual would make the employees feel motivated when each time they come to know the one who has achieved better and travelled above and beyond for the company.

In the end all the benefits from training leads to a better individual, team, society and an organization. They all help in the prosperity of the nation.A positive reaction linking a training program and performance exists. Training should not be seen as a single process but also interpersonal relationship and other human resource management should be taken care of.

REFERENCES

Human resource management (concepts and issues) by T.N Chhabra, Dhanpat rai and publications.

K.aswathapa ed. Organizational behavior, Himalaya publication.

Organization theory and Behavior (B.P Singh and TN Chhabra) Dhanpat rai and co.

Sources from internet with the help of research papers and some reports.

APPENDIX