DECLARATION

I, SIDDHARTH SEKHAR BHUINA, Student of MBA 3rd Semester (under the

BPUT University) hereby declare that the project report On “The Effectiveness
Of Employees Training & Development Study done at Pantaloons” is the
result of my own work.

I declare that the project is done solely by me to the best of my knowledge, no

such work has been submitted by any other person for the award of masters of
business administration.

Date:
Place: Signature

1
 ACKNOWLEDGEMENT

The successful completion of the project would not have been possible without
the guidance and support of faculty, colleagues and my institute NIIS GROUP OF
INSTITUTIONS. As internship is such a program which helps the student to
come out with a particular of the theory taught in the class room. I am lucky that I
got an opportunity to do my SIP at PANTALOONS fashion and retails store,
Bhubaneswar.

I take this opportunity to express my deep sense of gratitude and appreciation to

my company guide Mr. JAJATI MOHAN PRAHARAJ (HR,
PANTALOONS),BHUBANESWAR for providing me a chance to hae an
experience of actual procedure/methods of HR policy.

I am thankful to my director, who has given me a great chance to do my

internship at Pantaloons fashion and retail store and my faculty guide
for guiding me the suggestion and guide lines about my project.

I would extend my gratitude to all the staff from different department for finding
out time from their busy schedule to help me in my research study. I would thank
my parents for their constant support and motivation has busted me to work
relentlessly and be successful in my entire life and career.

2
 TABLE OF CONTENTS

CHAPTER TOPIC

*INTRODUCTION

*NEED & IMPORTANCE

CHAPTER -1 *LITERATURE REVIEW

CHAPTER -2 *INDUSTRY PROFILE

* COMPANY PROFILE

CHAPTER-3 *RESEARCH METHODOLOGY

*DATA ANALYSIS &

CHAPTER-4 INTERPRETATION

CHAPTER-5 *FINDINGS

CHAPTER-6 *CONCLUSION
*SUGGESTIONS
*BIBLIOGRAPHY
*QUESTIONNAIRE

3
INTRODUCTION

4
Introduction:
Training need identification is a tool utilized to identify what educational courses
or activities should
be provided to employees to improve their work productivity. Here the focus
should be placed on needs as opposed to desires of the employees for a
constructive outcome. In order to emphasize the importance of training need
identification we can focus on the following areas:
• To pinpoint if training will make a difference in productivity and the bottom
line.
• To decide what specific training each employee needs and what will improve his
or her job performance.
• To differentiate between the need for training and organizational issues and
bring about a match between individual aspirations and organizational goals.
Identification of training needs (ITN), if done properly, provides the basis on
which all other training activities can be considered. Also requiring careful
thought and analysis, it is a process that needs to be carried out with sensitivity as
people's learning is important to them, and the reputation of the organization is
also at stake.

Identification of training needs is important from both the organisational point of

view as well as from an individual's point of view. From an organisation's point of
view it is important because an organisation has objectives that it wants to achieve
for the benefit of all stakeholders or members, including owners, employees,
customers, suppliers, and neighbours. These objectives can be achieved only
through harnessing the abilities of its people, releasing potential and maximising
opportunities for development. Therefore people must know what they need to
learn in order to achieve organisational goals. Similarly if seen from an
individual's point of view, people have aspirations, they want to develop and in
order to learn and use new abilities, people need appropriate opportunities,
resources, and conditions. Therefore, to meet people's aspirations, the
organization must provide effective and attractive learning resources and
conditions. And it is also important to see that there is a suitable match between
achieving organizational goals and providing attractive learning opportunities.

5
TRAINING
Training is concerned with imparting developing specific skills for a particular
purpose. Training is the act of increasing the skills of an employees for doing a
particular job. Training is the process of
learning a sequence of programmed behaviour. In earlier practice, training
programme focused more on preparation for improved performance in particular
job. Most of the trainees used to be from operative levels like mechanics,
machines operators and other kinds of skilled workers. When the problems of
supervision increased, the step were taken to train supervisors for better
supervision.

DEVELOPMENT

Management development is all those activities and programme when recognized

and controlled have substantial influence in changing the capacity of the
individual to perform his assignment better and in going so all likely to increase
his potential for future assignments. Thus, management development is a
combination of various training programme, though some kind of training is
necessary, it is the overall development of the competency of managerial personal
in the light of the present requirement as well as the future requirement.
Development an activity designed to improve the performance of existing
managers and to provide for a planned growth of managers to meet future
organizational requirements is management development.

Need and Importance of Training:

The need for training of employees arises due to the following factors:
(i) Higher Productivity:
It is essential to increase productivity and reduce cost of production for meeting
competition in the market. Effective training can help increase productivity of
workers by imparting the required skills.

6
(ii) Quality Improvement:
The customers have become quality conscious and their requirement keep on
changing. To satisfy the customers, quality of products must be continuously
improved through training of workers.

(iii) Reduction of Learning Time:

Systematic training through trained instructors is essential to reduce the training
period. If the workers learn through trial and error, they will take a longer time
and even may not be able to learn right methods of doing work.

(iv) Industrial Safety:

Trained workers can handle the machines safely. They also know the use of
various safety devices in the factory. Thus, they are less prone to industrial
accidents.

(iv) Reduction of Turnover and Absenteeism:

Training creates a feeling of confidence in the minds of the workers. It gives them
a security at the workplace. As a result, labour turnover and absenteeism rates are
reduced.

(vi) Technology Update:

Technology is changing at a fast pace. The workers must learn new techniques to
make use of advance technology. Thus, training should be treated as a continuous
process to update the employees in the new methods and procedures.

(vii) Effective Management:

Training can be used as an effective tool of planning and control. It develops
skills among workers and prepares them for handling present and future jobs. It
helps in reducing the costs of supervision, wastages and industrial accidents. It
also helps increase productivity and quality which are the cherished goals of any
modern organization.

7
CHAPTER-1
LITERATURE
REVIEW

8
INTRODUCTION:
In the changing phase of the market, all organizations have a number of
opportunities to grab and number of challenges to meet. Due to such
environment, the dynamic organizations are smoothly surviving in the
present competition. While facing these challenges, there is a great pressure
of work on the shoulders of management. It is a responsibility of the
management to make necessary changes at the workplace as per the
requirement of the job. To survive in the competition and to meet the
requirements, the management needs to change their policies, rules and
regulations. The organizations face a lot of pressure in the competence for a
talented work force, for constantly improving the production methods,
entrants of advanced technology and for the employees who are inclined to
achieve work life balance. The success of any organization depends upon
the quality of the work force, but in order to maintain the quality of the
work force, many organizations come across a number of obstacles. These
obstacles include attraction of the qualitative workforce towards the
organization, recruitment of intelligent, dynamic as well as enthusiastic
people in the organization, motivation of current employees with different
techniques and retention of the current workforce for maintaining the
organizational status in the competitive market. For surviving the business
and becoming a successful pillar in the market; training is a tool that can
help in gaining competitive advantages. Training proves to be a parameter
for enhancing the ability of the workforce for achieving the organizational
objectives. Good training programs thus result in conquering of the
essential goals for the business. Hence, training is significant for giving a
dynamic approach to the organization. This dynamic approach is necessary
because every organization that adopts a controlled way of functioning may
not be able deliver consistent results but a dynamic and flexible
organization may do so. This is possible only because of improved quality
of work life through implementation of training programs.

A high degree of quality of work life in the organization results in increased

profits, higher employments and accentuating demands in the market.
Improving the quality of work life is a continuous and progressive process of
the organization. Quality of work life concerns with the requirements, needs,
working environment and job design of the employees at workplace.
According to Guna Seelan Rethinam Maimunah and European foundation for
9
the improvement of Living Conditions (2000), Quality of work life is a
multi-dimensional construct, made up of interrelated factors. Quality of work
life is associated with job satisfaction, job involvement, job security,
productivity, health, safety, competence development, professional skills,
balance between work and non work life of the employee.

The focus of Human Resource Development is on developing the most

superior workforce which helps the organization for successive growth. All
employees are needed to be valued and they should apply collective efforts
in the labour market every time. This can only be achieved through proper
and systematic implementation of employee training and development
programs. Employees are always regarded with development in career-
enhancing skills which leads to employee motivation and retention. There is
no doubt that a well trained and developed staff will be a valuable asset to
the company and thereby will increase the chances of their efficiency and
effectiveness in discharging their duties. Training is a learning experience
which has a capacity to make positive changes and reach up to the desired
objectives of the organization. It improves the ability of the employee to
perform the job efficiently and with excellence. Training and development
programs are the basic structural and functional foundations for the
development of the employees. These foundations are important for guiding
the employees through different situations. Training and Development
programs are the framework for helping employees to develop their personal
and professional skills, knowledge, and abilities. Training imparts
knowledge to the employees regarding different issues in the organization
and the proper execution of these programs result in number of benefits such
as development of profitable, adaptable as well as efficient organization and
productive & contented employees.
It is useful in the following manner:
 Employees are able to balance their work life and personal life in a better
manner which leads to reduction of stress.
 Such programs help in improving physical and psychological health of the
employees, thereby bringing down the absenteeism rate.
 These programs develop the employee morale, increase the productivity,
job satisfaction and commitment of the employees towards the
organizational goals.
10
 These programs also aim at the progress of the individuals in their personal
and professional lives.
 They improve the communication between all levels of management
which helps in minimizing conflicts between different levels of
employees.
 Such types of programs lead to effective negotiation and enable the
designing of the contracts which satisfy all sorts of employees.
 These programs enhance efficiency of management and strengthen
employee organization.

 These programs improve the leadership, problem solving, interpersonal

and conflict resolution skills of the employees.
 They are important for sharpening and utilization of the employees’ creative
and innovative skills.

LITERATURE REVIEW:
Training & Development:

According to the Michel Armstrong, “Training is systematic development of

the knowledge, skills and attitudes required by an individual to perform
adequately a given task or job”. (Source: A Handbook of Human Resource
Management Practice, Kogan Page, 8th Ed.,2001)
According to the Edwin B Flippo, “Training is the act of increasing
knowledge and skills of an employee for doing a particular job.”
(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)
The term ‘training’ indicates the process involved in improving the
aptitudes, skills and abilities of the employees to perform specific jobs.
Training helps in updating old talents and developing new ones. ‘Successful
candidates placed on the jobs need training to perform their duties
effectively’.

11
(Source: Aswathappa, K. Human resource and Personnel Management, New
Delhi: Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189)

 Individual Objectives – These objectives are helpful to employees in

achieving their personal goals, which in turn, enhances the individual
contribution to the organization.

 Organizational Objectives – Organizational objectives assists the

organization with its primary objective by bringing individual
effectiveness.

 Functional Objectives – Functional objectives are maintaining the

department’s contribution at a level suitable to the organization’s needs.

 Social Objectives – Social objectives ensures that the organization is

ethically and socially responsible to the needs and challenges of the
society.

Further, the additional objectives are as follows:

 To prepare the employees both new and old to meet the present as well as

the changing requirements of the job and the organization.

 To prevent obsolescence.
 To impart the basic knowledge and skill in the new entrants that they need
for an intelligent performance of a definite job.
 To prepare the employees for higher level tasks.
 To assist the employees to function more effectively in their present
positions by exposing them to the latest concepts, information and
techniques and developing the skills they will need in their particular
fields.
 To build up a second line of competent officers and prepare them to occupy
more responsible positions.
 To ensure smooth and efficient working of the departments.
 To ensure economical output of required quality.

12
TYPES OF TRAINING AND DEVELOPMENT PROGRAMS
WHICH ARE PROVIDED TO THE EMPLOYEE:

Different practices are followed in different industries and in different

organizations too. So, the need of training and development programs is
depending up on the requirements of the job profile. Therefore there are
various types of programs shared by different authors.

The types of training and development programs are as follows:

Types of Training

On- the -Job Training Off –the- Job Training

Job Instructions Programmed

Instructions Apprenticeship & Coaching Class Room
Lectures
Job Rotation Simulation Exercises
Committee Assignment - Business Games
Internship Training - Case Study Method
Training through step by step - Audio- visual Method
- Experiential Exercises
- Vestibule training
- Computer Modelling
- Behavioural Modelling
- Role Playing
- Conference/ Discussion Method
- Workshop / Seminars

STAGES OF TRAINING AND DEVELOPMENT

PROGRAMS:
Training should be conducted in a systematic order so as to derive expected
benefits from it. The training system involves four stages, namely:
a. Assessment of training and development programs needs.
b. Designing the training and development programs.
c. Implementation of the training program
d. Evaluation of the training program

13
 Stages in Training and
Development programs

Stage – 1 Stage – 2 Stage – 3 Stage – 4

Assessment of Training Designing of Training Evaluations of Training
Needs
Organizational Analysis Programs Implementation of Programs
Departmental Analysis Job Instructional Training Programs Reaction
Analysis objectives s
Employee Analysis Learning Principles On-the-Job Learning
Teaching Principles Methods Off-the-
Training Principles Job Methods Job Behaviour
Content design Organization
Characteristics of the Ultimate Value
Instructor Conducting the
Program

DEVELOPMENT:
Employee Development Programs are designed to meet specific objectives,
which contribute to both employee and organizational effectiveness. There
are several steps in the process of management development. These
includes reviewing organizational objectives, evaluating the organization’s
current management resources, determining individual needs, designing and
implementing development programs and evaluating the effectiveness of
these programs and measuring the impact of training on participants quality
of work life. In simple way, it can be denoted as per the following formula.
Employee Development = Employee Education + Employee Skills +

Training Effectiveness + Employee Quality of work life

14
 CHAPTER-2
INDUSTRY PROFILE

15
16
ADITYA BIRLA GROUP:
A US $40 billion corporation, the Aditya Birla Group is the league of Fortune
500.It is anchored by extraordinary force of over 120000 employees belonging to
42 different nationalities. The group has been ranked number 4 in the global “Top
companies for Leaders ‘survey and ranked number 1 in Asia pacific for 2011”.
Top companies for Leader” is the most comprehensive study of organization
leadership in the word conducted by Aon Hewitt, Fortune Magazine and RBL (a
strategic HR and Leadership advisory firm). The Group has topped the nelson’s
corporate image monitor 2012-2013 and emerged as the number 1 corporate, ‘The
Best in class 50 present of the Aditya Birla Group’s revenues flow from its
overseas operations. The Group operate in 36 countries –Australia, Austria,
Brazil, Canada, China, Egypt, France, Germany, Hungary, India, Indonesia,
Italy, Lvory, Japan, Korea, Laos, Myanmar, Poland, Philippines.

In India here’s what we have accomplished:

• The largest fashion premium brand apparel and lifestyle player.

• The second largest manufacture and largest exporter of viscose

filament yarn.

• The largest producer in the colour –alkali sector.

• A leading player in life insurance and asset management.

• Among the top two supermarket chain in the retail business.

• The largest manufacture of linen fabric

17
COMPANY PROFILE

18
19
 PROFILE OF THE ORGANIZATION

Pantaloons Retail (India) Limited

Type- Public company

Industry- Retailing

Founded- 1997

Headquarters- Mumbai, Maharashtra, India

Area served- India

Products- Department store

Parent- Aditya Birla Group

Website- Pantaloons.com

Key people- Sangeeta pendurkar (CEO)

20
PANTALOONS FASHION & RETAIL LIMITED:

Pantaloons Retail (India) Limited, is a large Indian retailer, which is part of

Aditya Birla Group, Whose MD is Mr. Subal C.H. kundu and Mr. Santanu Kundu
and Group CEO is Mr. Sangeeta pendurkar and operates multiple retail formats in
both the value and lifestyle segment of the Indian consumer market. India’s
largest and fastest growing big box fashion retailer, pantaloons is one of the
fastest growing lifestyle apparel retail destinations in India .Constantly innovating
designs ,concepts and product by infusing the latest trends in fashion and clothing
style, pantaloons has a repertoire of lifestyle brands to cater to every consumers
need acres multiple occasions.

Pantaloons has always been successful in enjoying loyal customer building brands
image because company know how to serve to its customer. Any company should
know its strength and weakness so to prosper in long run and to be in competitive
market. Performance of each every brand is one of the very important aspects of
any organization. It helps in occupying better position among the prospective
client.

Pantaloons Fashion & Retail limited is an Indian premium clothing retail chain.
The first pantaloons store was launched in Gariahat, Kolkata in 1997 .As of
November 2013, there are 76 pantaloons store in 44 cities. Pantaloons was
previously controlled by the future group, but now has been taken by Aditya Birla
Nauvo Limited (ABNL). According to the brand trust report 2014, a study
conducted by the Trust Research Advisory, pantaloons features among 100 most
trusted brands in India. With a chain of 130 fashion stores across 40 cities and
towns, pantaloons are constantly extending its footprint into the rest of modern

21
India. It spans a retail space of 1.7 million square feet which is amongst the
largest in India.

Pantaloons payback Green card which is unique loyalty programme has been
designed exclusively for pantaloons customers to enhance customer experience.
The programme entitles members to discount in terms of point and special
privileges and discount in form of points. The benefits covered under Green card
include discounts, payback points, relaxed exchange policy, exclusive billing
counters and assisted shopping among others.

Voted as India’s Most Trusted Apparel Retail brand’, (Brand Equity Survey
2015/2016), pantaloons, a division of Aditya Birla Fashion and Retail Limited
been one of the most loved large format fashion retailers in India. Post-
acquisition by Aditya Birla Nauvo Limited in 2013, pantaloons is today the fastest
growing large format retailer in the country. The rate of opening new store has
been increased from one every two months to one every two weeks. The brand is
now present in 50 India cities. Pantaloons apparels spell comfort and elegance,
combined with a ‘freshness’ that is unparalleled. With a strong national presence
in 82 exclusive stores, pantaloons houses over 100 prestigious brands that have
something fresh for everyone.

A typical pantaloons is spread across a sprawling retail space of about 28000 sq.ft.
, comprising a 200 licensed and international brands that runs across a wide gamut
of styles that spell class.

The In-house brands in women’s section- Bare Denim, Izabel, Honey, Ajile,
Annanelle, Rig from western section. Ethnic wear includes Rang Manch, Trishaa
and Akkriti. W, Fusion beat, Global desi, pepe jeans, vane huasen, Jealous 21 etc.
are the partner brand in pantaloons.

22
The private labels for men in western wear include Rig, Bare denim, JM sport,
Bare Leisure, it also embracing Levi’s, pepe jeans, vane huasen, Louis Philip etc.

Kid’s section private labels are- chalk, charpi pie, poppers, bare denim, and also
holds exclusive brands like Barbie, Gini & Jony, Mini club, Doodle.

Pantaloons comprises of varied products not focuses only on apparels but it left no
stone unturned to make you beautiful from head to toe and for that it brings for
you chic and classy watches from renowned international brands,Like Tommy
Hilfiger, esprit, fastback, Titan, and Ladies Hand bags from Lavie, Baggit,
FastTrack, and Honey etc.

Trendy sunglasses from FastTrack, Tommy Hilfiger and wide collection of exotic
perfume from the house of pantaloons speaks true fresh fashion sense and
customer delight.

Beauty segments display an attractive collection of cosmetics brands such as

Chambor, Lakme, Revlon, Colorbar, Maybelline, Lotus, and L’Oreal.

A pantaloons is focused to create more and more loyal and new customer holding
them by creating unforgettable spell bounded lifestyle. Under one roof you can
find everything which will complete your look.

VISION, MISSION AND VALUES OF THE ORGANISATION

Vision- Pantaloons shall deliver everything, everywhere, every time for every
Indian consumer in the most profitable manner.

To be the fore most retail brand which makes India healthy and happy.

Passion able deliver convenient, competitive and meaningful solutions to the

evolving regular needs of Indian consumer in a sustainable manner.

Mission- To deliver superior values to our customers, shareholders, employees

and society at large.

We shall infuse Indian brands with confidence and reward ambition.

23
Values-

 Integrity
 Commitment
 Passion
 Seamlessness
 Speed

24
 CHAPTER-3

RESEARCH
METHODOLOGY

25
MEANING OF REASERCH:

Research can be defined as “the manipulation of things, concepts of symbols

for the purpose of generating to extend, correct or verify knowledge, whether
that knowledge aids in construction of theory or in the practice of an art.”

RESEARCH DESIGN:

The research design indicates the types of research methodology undertaken to

collect the information for the study.

In this research study both descriptive and analytical type of research design is
used. The main objective of using descriptive research is to describe the state
of affairs it exits at present. It mainly involves surveys and fact finding
enquiries of different kinds. Here, the descriptive research is used to discover
the characteristics of employees. It includes demographic characteristics of
employees of the organization. Analytical research is also used to analyze the
existing facts from the data collected from the employees.

AREA OF STUDY:

This research is confined to the employees of PANTALOONS, Saheed Nagar,

Bhubaneswar.

RESEARCH INSTRUMENT:

The structure questionnaire is used to the research instrument for the study.

METHODS OF DATA COLLECTION:

To determine the appropriate data for research mainly two kinds of data was
collected: Primary data and Secondary data.

26
 Primary Data-

Primary data are those which were collected fresh and for the first time and
this happen to be original in character. However, there are many methods of
collecting the primary data.

The ones that have been used in this project are:

 Questionnaire
 Informal Interviews
 Observation

Secondary Data-

Secondary data is collected from previous researches and literatures to fill in the
respective projects. The secondary data was collected through:

 Text books
 Articles
 Journals
 Websites

Statistical Tools Used-

The main statistical tools used for the collection & analysis of data in this project
are

 Pie chart
 Tables
 Bar diagram
SAMPLING DESIGN:

A sample design is a definite plan for obtaining a sample from agiven

27
 population. It is the procedure used by the researcher in selecting for the
sample.

Sample Size:
Sample Size = 50
Sampling Technique:
The technique of random sampling has been used in the analysis of data
sampling from a finite population. In this method, sampling unit randomly from
the total employee at the level in the organization.

28
 CHAPTER-4
DATA ANALYSIS &
INTREPRETATION

29
 1- How long have you been working in Pantaloons Bhubaneswar?

a) 0-6 Months
b) 6-12 Months
c) 1-2 Years
d) Above 2 Years

Working Period

0-6 Months
6-12 Months
1-2 Years
Above 2 Years

Interpretation: Majority of the employees had their opinion that most of

them are working here for less than 6 months.

30
 2- How many training programs do you attend in a year? (Approx.)

a) Less than 10

b) 10-20

c) 20-30
d) More than 30

Training Program

Less than 10
10 -20
20-30
More than 30

Interpretation: Majority of employee have attended lees than training program

in a year.

31
3. Do you feel training program should be compulsory for the employees?

a) Disagree
b) Somehow agree
c) Strongly agree

Training Program

Disagree
Somehow agree
Strongly Agree

Interpretation: Majority of the employees strongly agreed that training

program should be compulsory for them and no one is disagree.

32
4. What kind of training method you prefer?

a) On the job
b) Off the job
c) In the house
d) External

Training Method

On the job
Off the job
In the house
External

Interpretation: Majority of employee prefer on-the-job training program ,

some prefer off-the-job & no one prefer in the house and external training
program.

33
5. How often the employees attend the training program?

a) 30 days
b) 45 days
c) 90 days
d) 180 days

Training Program

30 days
45 days
90 days
180 days

Interpretation: According to the data, majority of employees attend training

program in 30 days .

34
6. Are you satisfied with the time interval between various training programs?

a) Disagree
b) Somehow agree
c) Strongly agree

Time Interval

Disagree
Somehow agree
Strongly agree

Interpretation: Majority of employees are strongly agree with the time interval
between various training programs.

35
7. What training you have attended?

a) SOP b) KPI

c) GC d) Customer Interaction
e) SDM f) ABG Values
g) GUEST Module h) Fire & Safety

Training

SOP
KPI
GC
Customer Interaction
SDM
ABG Values
GUEST Module
Fire & Safety

Interpretation: Every employees have attended all most all the training of
Pantaloons. Regular training increases the motivation and productivity of
employees.

36
8. How well the workplace of the training is physically organized?

a) Bad b) Average

c) Good d) Excellent

Work Place

Bad
Average
Good
Excellent

Interpretation: According to the above collected data the workplace for

training of Pantaloons are good but it can be improves.

37
9. The time duration given for the training period is :

a) Sufficient b) To be extended

c) To be shorted d) Manageable

Time Duration

Sufficient
To be extended
To be shorted
Manageable

Interpretation: Majority of employees have given the statement that the time
duration given for the training program is sufficient.

38
10. Do you feel comfortable with the training environment?

a) Strongly agree b) Agree

b) Neutral d) Disagree

Training Environment

Strongly agree
Agree
Neutral
Disagree

Interpretation: Training environment of Pantaloons are comfortable according

to the above collected data.

39
11. Whether training program are effectively conducted?

a) Disagree
b) Strongly agree
c) Somehow agree

Training Program

Disagree
Strongly agree
Somehow agree

Interpretation: Training programs are effectively conducted according to the

employee.

40
12. Does training enable employees more productive?

a) Yes
b) No

Training

Yes
No

Interpretation: Majority of employees agreed with the statement that training

enables employees more productive.

41
13. Does training method focuses on developing team work & leadership skill?

a) Yes
b) No

Training

Yes
No

Interpretation: According to the employees of Pantaloons training method

focuses on developing team work & leadership.

42
14. Does the training program enable the employee to be accountable &
authoritative in making decision?

a) Yes
b) No

Sales

Yes
No

Interpretation: According to the above collected data training program

enable the employee to be accountable & authoritative in decision
making.

43
15. Does training help to improve employer – employee relationship?

a) Yes
b) No

Training

Yes
No

Interpretation: According to the above collected data training helps to

improve employer-employee relationship.

44
CHAPTER-5

FINDINGS

45
The most preferred method of training- On the job training

 A training program is successful when it meets all the stated objectives

with competent faculties & useful resources that make the learning easy.
 The training program helps in faster growth rate of employees in the
organization by improving the productivity level and strengthening areas
where an employees lags.

The motivation obtained from the training program impacts the productivity and
thus the success of a training program.

 Job commitments and pressure from superiors are a major factor in

attending a training and development program.

46
CHAPTER-6

CONCLUSION
&
SUGGESTION

47
CONCLUSION:
The study conclude that the training program procedure in PANTALOONS is
found effective but not highly effective. The study on training program
highlighted so many factor which will help to develop employee performance.
The study was conducted among 30 employees and collected information
through structured questionnaire. The study helped in findings which are
provided in the organization.

A proper training system is not only help the organization to make in a right
path but also prepare the organization to face the future changes. So to adopt
the process of change the proper training and development is very much
needed.

Therefore, here we conclude that training is an important weapons to modify the

work culture and has great impact to develop the society. So, a proper and
valuable planning is essential for its success and development.

48
SUGGESTIONS:

 Proper scheduling of the job & targets ; such that employees can find time
to attend the training programs without constraints.
 Innovation, technologies and creativity in the training program can be made
for better results and employee satisfaction.
 Training program evaluation methods can be made more efficient with
improved methodologies- threats to validity, appropriate pre test and post
test evaluation, time series etc..

Threats to validity: the factors that leas an evaluator to question the following-
(1) believability of the study results; or (2) the extent to which the evaluation
results are generalizable to other trainee groups and situations.

Time Series: An evaluation design wherein training outcomes are collected at

periodic intervals ( before & after training)

Formative Evaluation: Evaluation of training that takes place during program

design & development.

Summative Evaluation: Evaluation conducted to determine the extent to which

trainees have changed as a result of participant in the training program.

Pilot Testing: Refers to the process of previewing the training program with
potential trainees and managers or with other customers.

49
ANNEXURE

50
1. QUESTIONNAIRE:
( The Questionnaire is confidential and is purely for study purpose)

Personal Data:
Name:
Educational Qualification:
Department:
Experience:
Designation:
Gender:
Age: 20-25yrs 25-30yrs 30-35yrs 35-40yrs
40yrs & Above

No.1 How long have you been working in Pantaloons Bhubaneswar?

a) 0-6 Months b) 6-12 Months

c) 1-2 Years d) Above 2 Years

No.2 How many training programs do you attend in a year? (Approx.)
a) Less than 10 b) 10-20

c) 20-30 d) More than 30

No.3 Do you feel training programme should be compulsory for the employees?
a) Disagree
b) Somehow agree
c) Strongly agree
51
No.4 What kind of training method you prefer?

a) On the job
b) Off the job
c) In the house
d) External

No.5 How often the employees attend the training program?

a) 30 days
b) 45 days
c) 90 days
d) 180 days

No.6 Are you satisfied with the time interval between various training
programmes?

a) Disagree
b) Somehow agree
c) Strongly agree

No.7 What training you have attended?

a) SOP b) KPI

c) GC d) Customer Interaction

e) SDM f) ABG Values

g) GUEST Module h) Fire & Safety

No.8 How well the workplace of the training is physically organised?

a) Bad b) Average

c) Good d) Excellent

No.9 The time duration given for the training period is :

52
 a) Sufficient b) To be extended

c) To be shorted d) Manageable

No.10 Do you feel comfortable with the training environment?

a) Strongly agree b) Agree

b) Neutral d) Disagree

No.11 Whether training programme are effectively conducted?

a) Disagree
b) Strongly agree
c) Somehow agree

No.12 Does training enables employees more productive?

a) Yes
b) No

No.13 Does training method focuses on developing team work & leadership
skill?

a) Yes
b) No

No.14 Does the training program enable the employee to be accountable &
authoritative in making decision?

a) Yes
b) No

No.15 Does training helps to improve employer – employee relationship?

a) Yes
53
b) No

BIBILIOGRAPHY

 Human Resource Management by L.M Prasad

 Human Resource Management by K. Ashwathappa
 http://www.yourarticlelibrary.com/huamn-resource-
development/training-meaning-definition-and -types-of-
training/32374
 https://retail.economictimes.indiatimes.com/news/industr
y/role-of-corporate-training-in-the-retail-
sector/66331889
 https://www.bookmytrainings.com/hr-training/posh-
training
 http://www.naukrihub.com/trainings/importance-of-
train

54
THANK YOU

55