SHRI VAISHNAV INSTITUTE OF MANAGEMENT

Submitted to Devi Ahilya Vishwavidyalaya, Indore for partial

Fulfillment for the degree of Master of Business Administration
(2019-2021)

Major Project Report On

Training and Development for Employees in IT Companies.

Guided by Submitted By
Mrs. Khushboo Jain Prachi Panchal
Associate Professor, SVIM MBA (FT) 3 rdsem
 ACKNOWLEDGEMENT

Presentation inspiration and motivation have always played a key role in the
success of any venture.

I express my sincere thanks to Mrs. Khushboo Jain Mem, Associate Professor

of SVIM College. I pay my deep sense of gratitude to encourage me to the highest
peak and to provide me the opportunity to prepare the project.

I am immensely obliged to my friends for their elevating inspiration, encouraging

guidance and kind supervision in the completion of my project.

I feel to acknowledge my indebtedness and deep sense of gratitude to my CIS HR

team whose valuable guidance and kind supervision given to me throughout the
course which shaped the present work as its show.

Last, but not the least, my parents are also an important inspiration for me. So with
due regards, I express my gratitude to them
 Content

1. Introduction

2. What is training?

3. What is development
3.1 Importance of Training and Development
3.2 Main Objectives of Training and Development

4. Methods of training
5. Literature review

6. Research Methodology

6.1 What is Research

6.2 Methodology
6.3 Type of Research
6.4 Why This Research
6.5 Research design
6.6 Research instrument

7. Sample characteristic

8. Data collection

8.1 Sources of Data

9. Data Interpretation
 10.Conclusion
1.INTRODUCTION

Employee efficiency, productivity and development to a great extent depend

on training. Organization objectives like viability, stability, and growth can
also be achieved through training. It is important, as it constitutes a
significant part of management control. Hence, the study has been
undertaken to evaluate training programs in an IT firm. Training is the most
important job and organizational requirements 100%. Hence training is
important to develop the employee and make them suitable to the job.

In order to initiate more effective training organizations, we need to look at

how the training and development system is aligned with the strategy of the
organization and at what is being done to make sure that all training and
development activities are effective.

Increasingly, workers will be required to acquire new skills to remain

competitive in the workplace. New technologies & employers searching for
increasing productivity demand new skills. For all workers, the acquisition
of new skills requires an investment in time & often money, but workers in
rural areas face additional obstacles in terms of availability of useful training
sites.

The organization invested a huge amount in training & development

programs to increase efficiency of organization & employee to great a sound
capital.
Industry and government in the United States spend approximately $90
billion each year on employee training and education.
Average Japanese companies spend about 6% of their budget on training.
“Indian organizations on average spent US $331 per employee on training
and development in 2011, according to a study on learning and development
trends in India,
2.WHAT IS TRAINING?
Training is the process of increasing the knowledge and skills of an
employee for doing a particular job. It involves the development of skills
that are usually necessary to perform a specific job. Mathis and Jackson:
Training is a learning process whereby people learn skills, concept, attitudes
and knowledge to aid in the achievement of goals.

3.WHAT IS DEVELOPMENT?
Development refers to development of an employee in the areas of principle
& techniques of management, administration, organization and allied areas.
It is long term planning based on conceptual & general knowledge. It is a
continuous process in all organization
3.1 Importance of Training and Development
Optimum Utilization of Human Resource
Human resources need to be polished and trained to enhance the potential.
Training and development of employees helps to make the best use of the
employee’s overall worth to the organization.
Creating a Highly Skilled, Motivated and Enthusiastic Workforce
The existing workforce is trained to increase their productivity, and
motivated to contribute their best towards the organization. The employees
will be more confident about themselves and enthusiastic about their job.
They will adapt to technological changes and innovations more readily.
Increase Productivity
Knowledge about usage of sophisticated machinery and new technology is
imparted to employees which will enable them to use the equipment more
efficiently and thereby increase productivity.
Build Team Spirit
Training often takes place in groups where the trainees are encouraged to
interact with each other and discuss organizational issues. This helps to
create team spirit among the employees.
Healthy Work Environment
Training and development programs help to modify the thought and
behavior process of the employees in such a way that is conducive to
building a healthy work environment
Personal Growth of Employees
Development programs provide opportunities to the employees to enhance
their skills and knowledge and help them to achieve better career growth.
Promote Learning Culture
The employees are encouraged to continuously learn new concepts and
update their talents. This helps to promote a learning culture within the
organization which would greatly help in its future sustenance and growth.
Improve Employee Morale
When employees are trained to become better performers, they feel a sense
of accomplishment. They realize that they are effectively contributing
towards organizational goals and thus get a morale boost.
Better Managerial Skills
Training and development programs inspire the employees to think, plan,
solve problems and take important decisions. This hones up their
managerial skills.

Reduce Employee Turnover

A well-trained employee will take more interest in his job and will be a
more efficient worker. He will get more job satisfaction. People who love
their jobs are more loyal towards the organization.

3.2 Main Objectives of Training and Development

Below are the 7 main objectives of training and development that must be in
your mind as business, especially HR students.

1. Increased Productivity
2. Quality Improvement
3. Learning time Reduction
4. Safety First
5. Labor Turnover Reduction
6. Keeping yourself Updated with Technology
7. Effective Management
Importance of Training Objectives

Training objectives are one of the most important parts of training programs.
The counter argument here is the resources are always limited and the
training objective actually leads to the design of training. It provides clear
guidelines and develops the training program in less time because objective
focus specifically on needs. It helps in adhering to plan.

Training objectives tell the trainee what is expected out of him at the end of
the training program. Training objectives are of great significance from a
number of stakeholder perspectives.

Training
Trainee
Designer
Evaluator

Trainer - Corporate Trainers create, design, organize, and manage training

programs that help develop desired skills in a corporate setting. Sometimes
these trainers have permanent positions, especially with larger companies,
while other times Corporate Trainers are hired for temporary periods. It is
common for trainers to focus on teamwork or cooperation, but programs can
also deal with meeting goals, improving performance or customer service,
work ethics, internal communication, or any number of topics. Corporate
Trainers can also be required to analyze training needs before designing a
program.
Trainee – The training objective is beneficial to the trainee because it helps
in reducing the anxiety of the trainee up to some extent. Therefore, it is
important to keep the participants aware of the happening, rather than
keeping it surprising. Secondly, it helps in increase in concentration, which
is the goal is set to be challenging and motivating. Then the likelihood of
achieving those goals is much higher than the situation in which no goal is
set. Therefore, training objectives help in increasing the probability that the
participants will be successful in training.
Designer – The training objective is beneficial to the training designer
because if the designer is aware what is to be achieved in the end then he’ll
buy the training package according to that only. The training designer would
then look for the training method training equipment, and training content
accordingly to achieve those objectives. Furthermore, planning always helps
in dealing effectively in an unexpected situation.
Evaluator - It becomes easy for the training evaluator to measure the
progress of the training because the objective defines the expected
performance of trainees. Training objectives are an important tool to judge
the performance of participants.
4.Methods of Training
There are various methods of training, which can be divided into cognitive
and behavioral methods. Trainers need to understand the pros and cons of
each method, also its impact on trainees keeping their background and skills
in mind before giving training.
Cognitive methods are more of giving theoretical training to the trainees.
The various methods under Cognitive approach provide the rules for how to
do something, written or verbal information, demonstrate relationships
among concepts, etc. These methods are associated with changes in
knowledge and attitude by stimulating learning.
The various methods that come under Cognitive approach are:
Training by Lectures
Training by Demonstrations
Training by Discussions
Computer Based Training (CBT)
Training by Intelligent Tutorial System (ITS)
Training by Programmed Instruction (PI)
Training by Virtual Reality

VIRTUAL REALITY
Behavioral methods are more of giving practical training to the trainees.
The various methods under Behavioral approach allow the trainee to behave
in a real fashion. These methods are best used for skill development.
The various methods that come under Behavioral approach are:
Games and simulations
Behavior-modeling
Business Games
Case Studies
Equipment Stimulators
In-Basket Technique
Role Plays
Both the methods can be used effectively to change attitudes, but through
different means.

Another Method is Management Development Method –

Management Development –
The more future oriented method and more concerned with education of the
employees. To become a better performer by education implies that
management development activities attempt to instill sound reasoning
processes.
Management development method is further divided into two parts:

On the Job Training–

The development of a manager’s abilities can take place on the job. The four
techniques for on-the-job development are:
Coaching
Mentoring
Job Rotation
Job Instruction Technique (Jit)
OFF THE JOB TRAINING
There are many management development techniques that an employee can
take in off the job. The few popular methods are:
Sensitivity Training
Transactional Analysis
Straight Lectures/ Lectures
Simulation Exercises

Training Design- Training design can be easy to get wrong. Designing and
producing an effective training session can be a really difficult task. Not
only do you have to make sure the knowledge/skill/attitude you are training
is factually correct but you also have to present it in a form which is easily
digested by you.
Training Implementation- To put a training program into effect according
to a definite plan or procedure is called training implementation. Training
implementation is the hardest part of the system because one wrong step can
lead to the failure of the whole training program. Even the best training
program will fail due to one wrong action.

Training Evaluation-The process of examining a training program is called

training evaluation. Training evaluation checks whether training has the
desired effect. Training evaluation ensures that candidates are able to
implement their respective workplace, or to regular work routines.

5. LITERATURE REVIEW

Assessment of Engineering Students Perception after Industrial

Training Placement from faculty of Engineering Built Environment,
Universiti Kebangsaan Malaysia, 2009 by Mohd Nizam Ab Rahman

Industrial training is an important strategy to expose students to real work

life situations and to equip them with necessary skills so that they would be
job ready when they graduate. Industrial training related programs can be
continuous.
Improved through formal review and assess its result. This study reviews
the perception of engineering students from the Mechanical and Materials
Engineering Department, Faculty of Engineering and Built Environment,
Universiti Kebangsaan Malaysia or UKM.

Industrial Training program. A total of 97 (100%) students participated in

the exercise. Among the questions asked in the survey include those related
to their ‘personal attitude’, ‘communication’ and ‘work attitude’ before and
after undergoing industrial training. They also were asked about the benefits
of industrial training programs in improving their job prospects,
qualification and career guidance, and also the method of students’ industrial
training placement. In general, the students believed that they have benefited
significantly from the training. Their satisfactory level before and after
training for ‘attitude’, ‘communication’ and ‘work attitude’ had increased
from 72% to 96%, 55% to 87% and 66% to 93% respectively. It is hoped
that these results will provide a basis for enhancing and developing effective
industrial training practices as well as serve as indicators for evaluating
existing industrial training practices in the UK.

Employees perception towards training in IT sector, form “Asia pacific

Business review”, (Mr. Agrawal, Gupta in 2008)

The Indian IT industry has a prominent global presence today largely due to
the software sector. Promotion of the software industry and protection of the
hardware industry from external competition has resulted in this skewed
growth. More recently however, policy changes have led to a tremendous
influx of leading multinational companies into India to set up manufacturing
facilities, R&D Centers and offshore software development facilities. The
domestic market for both software and hardware is getting revitalized. All
these developments have had a significant impact not only on the economy
but also the environmental and social milieu.

The vision of Information Technology (IT) policy is to use IT as a tool for

raising the living standards of the common man and enriching their lives.
Though urban India has a high internet density, the government also wants
PC and Internet penetration in rural India. In Information technology (IT),
India has built up valuable brand equity in the global markets. In IT-enabled
services (ITES), India has emerged as the most preferred destination for
business process outsourcing (BPO), a key driver of growth for the software
industry and the services sector. India's most prized resource in today's
knowledge economy is its readily available technical workforce. India has
the second largest English-speaking scientific professionals in the world,
second only to the U.S.

The share of hardware and non-software services in the IT sector has

declined consistently every year in the recent past. The share of software
services in the electronics and IT sector has gone up from 38.7 percent in
1998-99 to 69.2 percent in 2006-07. However, Electronic hardware exports
have logged a growth rate of 38.8% at $2.1 billion during April-December
FY07, compared to $1.5 billion grossed in the corresponding period of the
previous year. IT software and IT-enabled services exports, which enjoy a
lion's share of the high-tech export booty, registered $21.5 billion during the
period, a growth of 28.2% over the year-ago period. In rupee terms, the
growth in software and BPO exports was an estimated 30.3% during the
period in reference. Meanwhile, the growth in hardware exports was an
estimated 41.1%, according to export statistics by the Electronics and
Computer Software Export Promotion Council.

The Impact of Training and Development on Employee Performance:

(ByYounas, Farooq, 2018)

Human resources have played a significant role in the economic

development in most developed countries such as United States of America,
Britain and Japan. it can, therefore be concluded that a developing country
like Pakistan, with its rich natural resources and the necessary financial
support can also experience such economic success if the appropriate
attention is given to the development and training of his human resource.
It is thus seen that in Pakistan the organizations are taking adequate steps to
ensure that people acquire the necessary knowledge and skills.
Organizations make necessary to provide long term and systematic training
and development programs for their employees. This is because every aspect
and activity of an organization involves people. For instance, a manager in
an organization will not be successful until he has subordinates beneath him
who are well equipped with skills, talent and knowledge because the
increasing diversity of today’s workforce brings a wide variety of languages
and environments.
When the employee of the company lacks training, he or she loses skills that
are necessary to communicate and enhance their performance. Trained
employees are well equipped with the knowledge and tools to perform the
job. Untrained employees are not able to adopt the changes that take place
inside or outside the organization. Training and development are the
processes of investing in people so that they are equipped to perform. These
processes are part of an overall human resource management approach that
hopefully will result in people being motivated to perform. It goes without
saying therefore that the training and development of employees is an issue
that has to be faced by every organization. However, the amount, quality and
quantity of training carried out vary enormously from organization to
organization. Organizations have to train their employees very well.

Employee attitude towards training & development from India journal

of training & development (2007, by S. Sundararajan)

In the current competitive business environment, the demand of

organizations compels Indian Industries to rethink their vision and mission
about human resource development (HRD) practices through training and
development. Changes are inevitable anywhere i.e., in our personal life,
social life, work life, in nature, in society, in the universe etc. We cannot
avoid changes, but we can adjust and adapt to such changes for betterment
through training and development. Today's industries are moving towards
globalization, and this process is characterized by intense competition,
technological innovations, consumer satisfaction, competitive advantages
etc. Here, the human resource provides impetus training and development to
deal with such competitive and complex situations in the business world.

 In this day and age, organizations are forced to thrive on the cutting-edge
competition using the most appropriate technology. For this, managing HR
is more effective through appropriate training to the organizational
workforce. Training might thus mean showing a machinist how to operate
his new machine; a new salesperson, how to sell his firm's product; or a new
supervisor how to interview and appraise employees.
 For analyzing the existing training and development program of private
sector organization and employees' attitude, we have conducted an empirical
study on 'employees' attitude towards training and development' in private
sector manufacturing and business organizations. Based on this research, we
have come to certain conclusions about employees' mindset towards training
and development in private sector organizations.
 6. Research Methodology

6.1 What is Research?

Research is a systematic inquiry to describe, explain, predict and control the

observed phenomenon. Research involves inductive and deductive methods
(Babbie, 1998). Inductive methods analyze the observed phenomenon and
identify the general principles, structures, or processes underlying the
phenomenon observed; deductive methods verify the hypothesized
principles through observations. The purposes are different: one is to
develop explanations, and the other is to test the validity of the explanations.
One thing that we have to pay attention to research is that the heart of the
research is not on statistics, but the thinking behind the research. How we
really want to find out, how we build arguments about ideas and concepts,
and what evidence that we can support to persuade people to accept our
arguments.

Gall, Borg and Gall (1996) proposed four types of knowledge that research
contributed to education as follows:

Description: Results of research can describe natural or social phenomenon,

such as its form, structure, activity, change over time, relationship to other
phenomena. The descriptive function of research relies on instrumentation
for measurement and observations. The descriptive research results in our
understanding of what happened. It sometimes produces statistical
information about aspects of education.

Prediction: Prediction research is intended to predict a phenomenon that will

occur at time Y from information at an earlier time X. In educational
research, researchers have been engaged in:

Acquiring knowledge about factors that predict students' success in

school and in the world of work

Identifying students who are likely to be unsuccessful so that

prevention programs can be instituted.

Improvement: This type of research is mainly concerned with the

effectiveness of intervention. The research approach includes experimental
design and evaluation research.
Explanation: This type research subsumes the other three: if the researchers
are able to explain an educational phenomenon, it means that they can
describe, can predict its consequences, and know how to intervene to change
those consequences.

6.2 Methodology

An analysis applied to the methods to the field of any application or research

is called methodology. It is a systematic and theoretic process so that all the
methods and principles associated with the field of knowledge is explored
well. This process collects information and data about the particular subject
and ponders it well, analysis is made and methods to find the solution are
found out. It explains the definition of the process and the way the process is
carried out and hence the user knows about the process well. It explains the
way to reach the result is as important as the result.

Objectives of the study

To know about the satisfaction level of employees towards training and

development in the It companies.

To know the “what kind of problem faced by the employee while

participating in training and development.

To know the benefits that employees get by the training and development.

The deep study about employees training and developing IT firms.

6.3 Type of Research?

This research is conducted largely for the enhancement of knowledge and is

research which does not have immediate commercial potential. The research
is done for human welfare, animal welfare, and plant kingdom welfare. It is
called basic, pure, fundamental research. The main motivation here is to
expand man's knowledge, not to create or invent something. According to
Travers, “Basic Research is designed to add to an organized body of
scientific knowledge and does not necessarily produce results of immediate
practical value.” Such research is time and cost intensive (Example: An
experimental research that may not be or will be helpful in human progress).
It is used to solve a problem by adding to the field of application of
discipline.
6.4 Why This Research?
Research allows you to pursue your interests, to learn something new, to
hone your problem-solving skills and to challenge yourself in new ways.
Working on a faculty-initiated research project gives you the opportunity to
work closely with a mentor–a faculty member or another experienced
researcher. With a self-initiated research project, you leave the University of
Montana with a product that represents the distillation of your interests and
studies, and possibly, a real contribution to knowledge.

6.5 RESEARCH DESIGN

A research design is a step-by-step approach used by a researcher to conduct

a scientific study. It includes various methods and techniques to conduct
research so that a research problem can be handled efficiently.

A researcher has a series of questions that he needs to find answers by

conducting research. Research method provides a logical sequence to
conduct experiments so that all questions can be assessed in proper order.
An impactful research design makes sure the least bias in the data collected
and increases trust in analyzed research information. A research design
which leaves the least margin of errors can be considered the best research
design.

6.6 RESEARCH INSTRUMENT

The instrument used for gathering data was questionnaire.

7. SAMPLE CHARACTERISTICS

SAMPLE SIZE – It indicates the numbers of people to be surveyed. Though

large samples give more reliable results than small samples but due to
constraint of time and money, the sample size was restricted to 50
respondents. The respondents belong to different age groups.

Sampling Unit – It define the target employees that will be sample i.e. It
answers who is to be surveyed. In this study, the sampling unit is the
employees of IT companies.
8. DATA COLLECTION

Keeping in view the environment of requirements of the study to collect all

the relevant information regarding the training and development of the IT
companies serve their employees. Through the structured questionnaire
which was adopted for the collection of primary data. Secondary data has
been collected through the various internet sites by surfing on the internet
and from the records available with companies.

8.1 Sources of Data

Secondary Data

Articles on IT companies taken from the companies’ sites, and magazine,

Through internet

Primary Data
Questionnaire was used to collect primary data from respondents. The
questionnaire was structured type and contained questions relating to
different dimensions of IT companies’ preference among service classes
such as level of usage, factors influencing the usage of employees.

Tools and Techniques of Analysis:

There are five dimensions by though we analysis the responses:

Strongly Disagree
Disagree
Agree
Strongly Agree
Neutral

The data so collected will analyzed through the application of statistical

techniques, such as bar graphs and pie chart
 9. Data Interpretation

a. How long have you been employed in this company?

S.no Particular Number of

respondents

Less than 10yrs 8

10-15yrs 1

more than 20yrs 0

Concl
usion: From this we conclude that there are some employees who are experience,
and some are fresher. So we better understand what they learn from the company
training.
 b. Do you agree that training is well planned?

S.no Particular Number of responses

1 Strongly Agree 12

2 Agree 11

3 Neutral 5

4 Disagree 1

5 Strongly disagree 1

Conclusion: From this survey we concluded that most of the people strongly
agree that this training is well planned.
3. Do you agree that training is of sufficient duration?
S.no Particular Number of responses

1 Strongly Agree 13

2 Agree 11

3 Neutral 4

4 Disagree 1

5 Strongly disagree 1

Conclusion : We concluded that most of the people strongly agree that this
training is of sufficient duration.
 4. Are training programs helpful in the long run?
S.no Particular Number of responses

1 Strongly Agree 10

2 Agree 9

3 Neutral 6

4 Disagree 3

5 Strongly disagree 2

Conclusion: From this survey we concluded that most of the people strongly agree
that the training programs are helpful for the long run.

5.  Was the training program helpful in personal growth?

S.no Particular Number of
 responses
1 Strongly Agree 13

2 Agree 8

3 Neutral 6

4 Disagree 3

Conclusion: From this survey we concluded that 43% of the people strongly agree
that the training programs are helpful in personal growth.

6. What is your opinion about the present training system?

S.no Particular Number of
responses
1 Strongly Agree 15

2 Agree 8

3 Neutral 6

4 Disagree 1

5 Strongly disagree 0

Conclusion: From this survey we concluded that 50% of the people are strongly
agree about the present training system.
 7.  Do you agree that instructors respond to trainees' doubts?
 
S.no Particular Number of
responses
1 Strongly Agree 16

2 Agree 7

3 Neutral 4

Conclusion : From this survey we concluded that 59% of the people strongly agree
that instructors respond to training doubts.

8 . Do you agree those training programs are handled by a component

faculty?
S.no Particular Number of
responses
1 Strongly Agree 11

2 Agree 7

3 Neutral 4

4 Disagree 7

5 Strongly disagree 1

Conclusion : From this survey we concluded that 36% people strongly agree that
those training are handled by a component faculty.

9 . Do you agree that training helps in performing a job more enthusiastically?

S.no Particular Number of
responses
1 Strongly Agree 9

2 Agree 8

3 Neutral 4

4 Disagree 9

Conclusion : From this survey we concluded that 30% people strongly agreed
and 30% people disagreed that training helps in performing a job more
enthusiastically.

10.  Do you agree that training has helped reduce absenteeism?
S.No Particular NO. of reponses
1. Strongly agree 5

2. Agree 5

3. Neutral 5

4. Disagree 9

5. Strongly disagree 6

Conclusion : From this survey we had concluded that most of the people
disagrees that training has helped reduce absenteeism.Some of them strongly
agree,agree and neutral about this.
11.Do you agree training has helped in changing the attitude of the employees?
S.no Particular Number of
responses
1 Strongly Agree 15

2 Agree 8

3 Neutral 3

4 Disagree 4

Conclusion : From this survey we conclude that 50% of people strongly agree
that training has helped in changing the attitude of the employees.

12.  Do you agree that training has helped in motivating employees and giving
them job security?
S.no Particular Number of
 responses
1 Strongly Agree 20

2 Agree 5

3 Neutral 3

4 Disagree 2

5 Strongly disagree 0

Conclusion : From this survey we had concluded that 66% people are strongly
agree that training has helped in motivating employees and giving the job
opportunities

13 . What method according to you must be used to identify training needs?

S.no Particular Number of
responses
1 Interview 20

2 GD 5

3 Other 5

4 Disagree 0

Conclusion : From this survey we concluded that over 66% of the population
choses interviews that must be used to identify training needs.

14. Training reduces constant supervision do you agree with this statement?
S.no Particular Number of responses
 1 Strongly Agree 10

2 Agree 6

3 Neutral 3

4 Disagree 7

5 Strongly disagree 4

Conclusion : From this survey we had concluded that 33% people strongly agress
that “Training reduces constant supervision”.

15. Do you agree that training helps to do the job with more commitment?
S.no Particular Number of responses
 1 Strongly Agree 23

2 Agree 4

3 Neutral 3

4 Disagree 0

5 Strongly disagree 0

Conclusion : From this survey we conclude that 765 people strongly agree that
training helps to do the job with more commitments.

16.  Do you agree that training helps to understand the job clearly?
S.no Particular Number of responses
 1 Strongly Agree 19

2 Agree 5

3 Neutral 3

4 Disagree 3

5 Strongly disagree 0

Conclusion : From this survey we had concluded that 57% of the population
strongly agree that training helps to understand jobs clearly.

17. Do you agree that training is on the basis of development needs?

S.no Particular Number of
responses
1 Strongly Agree 24

2 Agree 5

3 Neutral 2

4 Disagree 0

5 Strongly disagree 0

Conclusion : From this we conclude that 77% people strongly agree that the
training is on the basis of development needs.

18. Training giving to you helps you to cope up with the constantly changing
technology for performing the job?
S.no Particular Number of
responses
1 Strongly Agree 18

2 Agree 10

3 Neutral 2

4 Disagree 0

5 Strongly disagree 0

Concl
usion : From this survey we conclude that 60% of people strongly agree that it
helps us to cope with the constantly changing technology for performing the jobs.
19.  Is there a well-designed incentive training policy in the company?
S.No Particular Number of responses

1. Strongly agree 10
2. Agree 7

3. Neutral 6

4. Disagree 4

5. Strongly disagree 3

Conclusion : From this survey we had concluded that 33% of the population
strongly agree that there is a well- designed incentive training policy in the
company.
10. Conclusion

Training and development is considered as a strategy for growth in every

organization. It is adopted by the organization to fill the gap between
skills and future opportunities. These training programs definitely
enhance skills; improve efficiency, and productivity and growth
opportunities for employees. Skills, knowledge and attitudes are the
basics for efficient running of a business through the human resources of
an organization. But, the impact of these basics is often reduced by lack
of effective training program. Investment in employees’ development
means increasing the value of the organization human resources. By
improving the capabilities of employees, organizational capabilities can
also be improved. In result, the structure of organization become flatter,
in which there will be fewer levels between the top and the bottom
employees. Many organizations provide coaching to their high-potential
employees to develop their skills in creativity, thinking, innovation,
vision, motivating others and brainstorming.