Diksha Verma Synopsis
Diksha Verma Synopsis
Diksha Verma Synopsis
Project Synopsis
Submitted in partial fulfillment of the requirements for the award of the degree
of
BATCH 2020 – 22
Enrollment No-
CONTENT
PAGE
S. NO. TOPIC NO.
CHAPTER-I INTRODUCTION
1.1 INTRODUCTION 1
1.3 OBJECTIVES 3
CHAPTER- V BIBLIOGRAPHY 11
CHAPTER- I: INTRODUCTION
1.1 Introduction
Training and development plays a vital role in the effectiveness of organizations and
employee experiences at work. Training has various implications for productivity,
health and safety at work, personal development and much more. Most organizations
are aware of this need and invest effort and various other resources in training and
development. Such investment may take the form of hiring various specialist training
and development staff and paying reward and salary to employees undergoing
training and development. Training and development is also one of the important
strategic tools of the organization to enhance the performance of employees and
organizations keep on increasing the training budget on an annual basis with the belief
that it will earn them a competitive edge and advantage.
The rapid changes in the environment have not only complicated the task but
also increased the pressure on organizations to re-adopt the various products and
services offered to compete in this rapidly changing world. Training and development
provide training to employees as well as to employers.
1
of this requirement and invest effort and other resources in training and development.
Such investment can take the form of employing expert training and development
staff and paying salaries to staff undergoing training and development. Investment in
training and development entails obtaining and maintaining space and equipment. It
also means that operational personnel, employed in the organisation’s main business
functions, such as production, maintenance, sales, marketing and management
support, must also direct their attention and effort from time to time towards
supporting training development and delivery. This means they are required to give
less attention to activities that are obviously more productive in terms of the
organisation’s main business. However, investment in training and development is
generally regarded as good management practice to maintain appropriate expertise
now and in the future.
Maruti Suzuki India ltd (formerly maruti udyog ltd) is India’s largest passenger car
company accounting for over 50% of the domestic car market. The company offers
full range of cars from entry level maruti Alto to stylish hatchback Ritz-A-Star swift
wagon R, Estillo and sedans Dzire and sports utility vehicle grand Vitara. The
company is a subsidiary of Suzuki Motor Corporation of Japan. The Japanese car
major held 56.21% stake in Maruti Suzuki as on 31 december2017. The company is
busy in the business of manufacturing purchase and sale of motor vehicles and spare
parts. The other activities of the company include facilitation of foreowned car sales
fleet management and car financing.
2
product range has not comparable ownership has changed hands and the customer has
evolved. In October 2 1983 the company signed the license and joint venture
agreement with Suzuki motor corporation Japan. In the year 1983 the company started
their production and launched Maruti 800.
Maruti Suzuki also found one new business segment Maruti true value for
sales purchase and trade of pre-owned cars in India. In the year2005 the company
launched the first world strategic model from Suzuki Motor Corporations ‘The
SWIFT’ in India.
3
1.4 Scope of the Study
4
CHAPTER- II: REVIEW OF LITERATURE
This search resulted in over 500 hits, which were then screened for relevance. Next,
we reviewed and categorized the articles with regard to key issues, such as what
theoretical drivers guided the studies, “who” was being trained, “how” training was
conducted (i.e., what methods and strategies were used), and “what” factors
influenced training effectiveness (i.e., motivation to learn). We also relied on other
published literature to provide a more rounded perspective of the state of the science
in training. Effective training takes place when trainees are intentionally provided
with pedagogically sound opportunities to learn targeted knowledge, skills, and
attitudes (KSAs) through instruction, demonstration, practice, and timely diagnostic
feedback about their performance.
Kirkpattrick, 2018
5
There will be a difference of opinion on some subjects. For example, in a
manufacturing organization, the subject of housekeeping might be rated low by
supervisors and high by their bosses. Other topics, such as motivation, will probably
be given a high rating by both groups. In order to make the final decision on the
priority of the subjects to be offered, it is wise to use an advisory committee of
managers representing different departments and levels within the organization. The
training professional can show the committee members the results of the survey and
ask for their input. There comments and suggestions should be considered to be
advisory, and the training professional should make the final decision.
Shephered, 2019
He explained criteria for measuring the plenty of training which encompasses direct
cost, indirect cost, efficiency, performance, to schedule, reactions, learning, behavior
change, and performance change. On the other hand Zaciewski (2019) undersee that
employee individual characteristics such as motivation, attitude, and basic ability,
which affect a training programme and its potential success in hospital industry.
Zaciewski, 2019
Effective training is beneficial for the firm in variety of ways, such as, it plays a
important role in building and maintaining capacities, both on individual and
organizational level, and thus participants in the process of organizational change.
Moreover it enhances the memory absorb of talented workshop, hence decreasing the
intended job rotation of the workers (jones and wright and saw el 2014).
6
work life, in nature, in society, in universe etc. We cannot avoid changes, but we can
adjust and adapt to such changes for betterment through training and development.
7
CHAPTER-III: RESEARCH METHODOLOGY
There are two methods commonly used by the research agents to gather knowledge-
Primary and secondary techniques. Primary technique includes observation technique,
interview / questionnaire technology, and case study technique. Secondary technique
is the technology in which knowledge is already gathered. The present study to be
based on a combination of qualitative and quantitative knowledge. Specific
knowledge to be collected through sampling from the employees. The random client
to be selected for the purpose of sampling.
Research Design
Sources of data
Sample size
Here we are going to collect data from primary sources as well as secondary sources.
The total sample size of data analysis to be taken will be 105 employees of Maruti
Suzuki India Limited.
8
Primary data
The primary data to be collected from the trainers working in Maruti Suzuki ltd. It is
the pure source of information. It includes direct flow of information and data.
Primary data to be collected from cross sections, questionnaire, containing etc.
Secondary data
It will be compiled from different books, articles, magazines and newspapers, journals
and periodical, seminar proceedings and websites to formulate the conceptual
framework.
Structured questionnaire will be used to collect the data. Direct questions to be asked
from selected people.
9
CHAPTER- IV: EXPECTED OUTCOMES
Employees interest to adopt the workshops in the training methods apart the
on-the-job training.
Healthy relationship between the peers, subordinates, superiors.
Satisfaction of employees with the training and development programmes that
helpful in fulfilling short as well as long term goal of organization.
Happiness of employees with regard to the management considering their
ideas and suggestions.
Trainer/instructor support in clarifying doubts/queries of employees after
attending the each training session of training and development programmes.
Employees satisfaction with their work.
Training programmes help boost up the self-morale and discipline at Work
Place.
10
CHAPTER-V: BIBLIOGRAPHY
11