CONTENT Chapter No. 1 Topic Name.

Acknowledgement Introduction of the Training and Development Research Methodology Definition Objective of the Study Data collection Sampling Methodology Review of Literature Limitation of the Study Company Profile Data analysis & Interpretation Finding, Recommendation Conclusion Bibliography Annexure Page No. 3 5-23

24-34

3 4 5

35-49 50-73 74-78

79-80 81-86

Acknowledgement
I take this great opportunity to mention here my kind acknowledgement and heartily thanks to the personalities who have been instrumental in making this seminar project report of mine on the topic TRAINING AND DEVELOPMENT OF SAHARA INDIA PARIWAR possible & successful.

First of all I would like to thank God without whose blessings it would not have been possible to complete this project and accomplishing the task of making this report. I would also like to thank, whose infinite suggestions & knowledge were of great help to me. I would also like to specially thank to Prof. M.K Sharma Dean, Faculty of Commerce & Management, and Dr. Ankita Jain Head of Department of Commerce & Management who had helped me a lot in getting my Project Report.

Finally, I would like to express my sincere gratitude to My Supervisor Dr. SEEMA SINGH RATHORE of ICG who were my mentors at IIS and without her help, supports and guidance it would not have been possible for me to complete the project. They were the guiding light and driving force for moving forward in the right direction.

Executive Summary
This project has been a great learning experience for me; at the same time it gave me enough scope to implement my analytical ability. This project as a whole can be divided into two parts: The first part gives an insight about the Training and Development and its various aspects. It is purely based on whatever I learned at Sahara India Priwar One can have a brief knowledge about training and development and all its basics through the project. Other than that the real servings come when one moves ahead. Some of the most interesting questions regarding training and development have been covered. Most popular training aspects among corporate managers, most lucrative sectors for corporate managers, a special report on Systematic training and development plan does. All the topics have been covered in a very systematic way. The language has been kept simple so that even a layman could understand. All the datas have been well analyzed with the help of charts. The second part consists of datas and their analysis, collected through a survey done on 50 people. It covers the topic To Study, Analyze and Evaluate Training and Development PracticesThe data collected has been well organized and presented. Hope the research findings and conclusions will be of use. The advisors can take further steps to approach more and more people and indulge them for taking their advices.

Chapter 1 Introduction of Training and development

INTRODUCTION OF TRAINING & DEVELOPMENT Training & Development is a subsystem of an organization. It ensures that Randomness is reduced and learning or behavioral change takes place in structured format. TRAINING AND DEVELOPMENT DEFINED It is concerned with the structure and delivery of acquisition of knowledge to improve the efficiency and effectiveness of organization. It is concerned with improving the existing skills and exploring the potential skills of the individual i.e. upgrading the employees skills and extending their knowledge. Therefore, training is a key to optimizing utilization human intellectual technological and entrepreneurial skills Training and Development referred to as: Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions. Developing the employees capabilities so that they may be able to discover their Potential and exploit them to full their own and organizational development purpose. Developing an organizational culture where superior-subordinate relationship, team Work and collaboration among different sub units are strong and contribute to Organizational wealth, dynamism and pride to the employees.

Development defined It helps the individual handle future responsibilities, with less emphasis on present job duties.

Introduction of training It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

INPUTS IN TRAINING AND DEVELOPMENT Any training and development program must contain inputs which enable the Participants to gain skills learn theoretical concepts and help acquire vision to look into the distant future.

Skills: Training is imparting skills to employees. A worker needs skills to operate machines, and use other equipments with least damage and scrap. This is a basic skill without which the operator will not be able to function. Employees, particularly supervisors and executives, need interpersonal skills. Education: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. Development: It is less skill-oriented but stresses on knowledge. Knowledge about business environment, management principles and techniques, human relations, specific industry analysis is useful for better management of a company. Ethics: There is need for imparting greater ethical orientation to a training and Development program. Ethical attitude help managements make better Decisions which are in the interests of the public, the employees and in the long term-the company itself.

 Attitudinal Changes: Attitude represents feelings and beliefs of individuals towards others. Attitude affects motivation, satisfaction and job commitment. Negative attitude need to be converting into positive attitude. Attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive satisfaction from their jobs and the work environment. Decision making and problem solving skills: It focus on methods and techniques for making organization decision-making and solving work related problems. TRAINING AND DEVELOPMENT OBJECTIVES Training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness.

Functional Objectives maintain the departments contribution at a level suitable to the organizations needs.

Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

IMPORTANCE OF TRAINING AND DEVELOPMENT

It helps to develop human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning Culture within the organization. Organization Climate Training and Development helps building the positive Perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals align with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.
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 Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

MODELS OF TRAINING Training is a sub-system of the organization because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. Training is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills, and attitudes (KSAs). THE TRAINING SYSTEM The three model of training are: System Model Instructional System Development Model Transitional model SYSTEM MODEL TRAINING The system model consists of five phases and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: ANALYZE and identify the training needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc the next step is to develop a performance measure on the basis of which actual performance would be evaluated?
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 DESIGN and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

DEVELOP- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals & objectives. IMPLEMENTING is the hardest part of the system because one wrong step can lead to the failure of whole training program. EVALUATING each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments

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to any of the previous stage in order to remedy or improve failure practices TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which training model i.e. inner loop is executed.

VISION focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role model, or bringing some internal transformation, or may be promising to meet some other deadlines.

MISSION explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders.

VALUES is the translation of vision and mission into communicable ideals. It Reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc

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The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. The types of training objectives to be achieved. The Instructional System Development model comprises of five stages: ANALYSIS This phase consist of training need assessment, job analysis, and target audience analysis. PLANNING This phase consist of setting goal of the learning outcome,

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instructional objectives that measures behaviour of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc

DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. EXECUTION This phase focuses on logistical arrangements, such as arranging Speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, And other training accessories.

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 EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase.

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TRAINING NEED ANALYSIS (TNA)/TRAINING NEED IDENTIFICATION (TNI) An analysis of training need is an essential requirement to the design of effective training. The purpose of training need analysis is to determine whether there is a gap between what is required for effective performance and present level of performance. Training Need arises at three levels: Organizational level Individual level Operational level

Corporate need and training need are interdependent because the organization performance ultimately depends on the performance of its individual employee and its subgroup.

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Organizational level Training need analysis at organizational level focuses on strategic planning, business need, and goals. It starts with the assessment of internal environment of the organization such as, procedures, structures, policies, strengths, and weaknesses and external environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be dealt with the training interventions, while strength scan further be strengthened with continued training

Individual level Training need analysis at individual level focuses on each and every individual in the organization. At this level, the organization checks whether an employee is performing at desired level or the performance is below expectation. If the difference between the expected performance and actual performance comes out to be positive, then certainly there is a need of training. However, individual competence can also be linked to individual need. The methods that are used to analyze the individual need are:
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 Appraisal and performance review Peer appraisal Competency assessments Subordinate appraisal Client feedback Customer feedback Self-assessment or self-appraisal

Operational level Training Need analysis at operational level focuses on the work that is being assigned to the employees. The job analyst gathers the information on whether the job is clearly understood by an employee or not. He gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc

TRAINING-DESIGN

The design of the training program can be undertaken only when a clear training objective has been produced. The training objective clears what goal has to be achieved by the end of training program i.e. what the trainees are expected to be able to do at the end of their training. Training objectives assist trainers to design the training program. The trainer Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers. The trainees A good training design requires close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of
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the trainees are some of the important factors that affect training design. Cost of training It is one of the most important considerations in designing a training programme. A training programme involves cost of different types. These may be in the form of direct expenses incurred in training, cost of training material to be provided, arrangement of physical facilities and refreshment, etc Training climate A good training climate comprises of ambience, tone, feelings, positive perception for training program, etc. Therefore, when the climate is nothing goes wrong but when the climate is unfavourable, almost everything goes wrong Trainees learning style the learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training strategies Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training topics After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules. These topics and modules are then classified into information, knowledge, skills, and attitudes. TRAINING IMPLEMENTATION To put training program into effect according to definite plan or procedure is called training implementation. Training implementation is the hardest part of the system

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because one wrong step can lead to the failure of whole training program. Even the best training program will fail due to one wrong action. Training implementation can be segregated into: Practical administrative arrangements Carrying out of the training Once the staff, course, content, equipments, topics are ready, the training is implemented. Completing training design does not mean that the work is done because implementation phase requires continual adjusting, redesigning, and refining. Preparation is the most important factor to taste the success. Therefore, following are the factors that are kept in mind while implementing training program: The trainer The trainer need to be prepared mentally before the delivery of content. Trainer prepares materials and activities well in advance. The trainer also set grounds before meeting with participants by making sure that he is comfortable with course content and is flexible in his approach. Physical set-up Good physical set up is pre-requisite for effective and successful training program because it makes the first impression on participants. Classrooms should not be very small or big but as nearly square as possible. This will bring people together both physically and psychologically. Also, right amount of space should be allocated to every participant. Establishing rapport with participants There are various ways by which a trainer can establish good rapport with trainees by: Greeting participants simple way to ease those initial tense moments Encouraging informal conversation Remembering their first name Pairing up the learners and have they familiarized with one another
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 Listening carefully to trainees comments and opinions Telling the learners by what name the trainer wants to be addressed Getting to class before the arrival of learners Starting the class promptly at the scheduled time Reviewing the agenda At the beginning of the training program it is very important to review the program objective. The trainer must tell the participants the goal of the program, what is expected out of trainers to do at the end of the program, and how the program will run. The following information needs to be included: Kinds of training activities Schedule

TRAINING EVALUATION The process of examining a training program is called training evaluation. Training Evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

Purposes of Training Evaluation The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives a linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

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 Control: It helps in controlling the training program because if the training is not effective, then it can be dealt with accordingly. Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

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Chapter 2 Research Methodology

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RESEARCH METHODOLOGY

Research Methodology is a systematic way of investigation directed to the discovery of some facts by careful study of a subject, a course of critical and scientific inquiry

Types of research Exploratory Research Designed to generate basic knowledge, clarify relevant issues uncover variables associated with a problem, uncover information needs, and/or define alternatives for addressing research objectives. A very flexible, open-ended process. Descriptive research Descriptive research does not fit neatly into the definition of either quantitative or qualitative research methodologies, but instead it can utilize elements of both, often within the same study. The term descriptive research refers to the type of research question, design, and data analysis that will be applied to a given topic. Descriptive statistics tell what is, while inferential statistics try to determine cause and effect.

Objective of the Study To study the effectiveness of the training imparted by Sahara India pariwar and its resultant in the performance of the employees. To study the Importance of Training and Development. To study the roles of Training and development Programmers To study the process and functions of training.

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 T o ex pl o r e t h e me t ho do l o g y a n d ty p es o f tr a i ni ng p r o v i d e d t o th e e m pl o y e es i n a n organization. To study the purpose, process, principle, functions of the post training evaluation. To study the different types of methods/techniques used to evaluate the training. T o s t u d y t h e l e v e l o f ev a l ua ti o n. To know the challenges in training and development faced by an organization. Scope of the Study Enrichment of employees for developing new working atmosphere Development of talents and involvement of higher morale among the employees Raising of the market value of the organization ensures that whether candidates are able to implement their learning respective work places, or to the regular work routines

Data Collection Data collection is a term used to describe a process of preparing and Collecting business data - for example as part of a process improvement or similar project. Data collection usually takes place early on in an improvement project, and is often formalized through a data collection Plan which often contains the following activity. Pre collection activity Agree goals, target data, definitions, methods Collection data collection
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 Present Findings usually involves some form of sorting analysis and/or presentation.

There are two methods of data collection which are discussed below:

PRIMARY DATA In primary data collection, you collect the data yourself using methods such as interviews and questionnaires. The key point here is that the data you collect is unique to you and your research and, until you publish, no one else has access to it. I have tried to collect the data using methods such as interviews and questionnaires. The k ey po i n t h er e i s t h a t t h e da ta

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c o l l e c t e d i s u ni qu e a n d r es ea r c h a n d , no o n e el s e h a s access to it. It is done to get the real scenario and to get the original data of present

SECONDARY DATA: The secondary data consists of information that already existing somewhere having been collected for another purpose. Any researcher begins the research work by first going through secondary data. Secondary data includes the information available with company. It may be the findings of research previously done in the field. Secondary data can also be collected from the magazines, news papers, internet other service conducted by researchers.

Sampling Methodology Sampling technique: Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study was done in order to know the accuracy of the questionnaire. The final questionnaire was arrived only after certain important changes were done. Thus my sampling came out to be judgmental and continent.

Sampling Unit: The respondents who were asked to fill out questionnaires are the sampling units. These comprise of kartavyayogis of corporate HR, Sahara India Pariwar , who had attended the personality development workshop.

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 Sampling Size: 50 Target audience: company executive and employers.

Review of the literature:

Dr.T.K. Jain, Human Recourse Management, published by Garima Publication, Jaipur, 2011. Training often has been referred to as teaching specific skills and behavior. Examples of training are learning to fire a rifle, to shoot foul shots in basketball and to type. Development, in contract, is considered to be more general than training and more oriented to individual needs and it is most often aimed towards management peoples. There is more theory involved with such education and hence less concern with specific behavior than is the case with training. Usually, the intent of development is to provide knowledge and understanding more effectively, such as problem solving, decision making and relating. Thus training is meant for operative and development is meant for manager. Training tried to improve a specific skill relating to a job whereas development aims at improving the total personality of an individual

G.S sudha, Human Resource Management, published by Ramesh Book Depot, Jaipur in 2007. The term development is a broad one. Development includes both training to increase skill in performing a specific job and education to increase general knowledge and understanding of our total environment. The aim of
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development is to improve the overall personality of an individual. This term is mostly used in the context of executives only. Training is a short term process utilizing a systematic procedure by which workers learn technical skills for a definite purpose on the other hand, development is a long term educational process by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

C.B. Gupta, Human Resource Management, published by Sultan Chand & Sons, New Delhi in 1996. Employee training is distinct from management development. Training is a short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. It refers to instructions in technical and mechanical operations like operation of a machine. It is designed primarily for non managers. It is for a short duration and for a specific job related purpose. Training involves helping an individual learn how to perform his present job satisfactorily. Development involves preparing the individual for a future job and growth of the individual in all respects can exert their full potential only when the learning process goes far beyond simple routine

Dr.Chandra Prasad Sreedhar & Mr.Oommen Mathew Training Module on Personality Development The influence of human personality upon the functional efficiency of an organization and its personnel has been widely recognized. The personality can also be modified to a certain extent. Accordingly, recent years have seen a
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variety of efforts by professionals in various fields to design courses that will help develop certain positive trends in personality. The objective of such courses is to remove or screen out those barriers or obstructions that stand in the way of the expression of individual personality, through a process of training.

(Arum Nigavekar) Chairman New Delhi August, 2005 Training and Development of Academic Administrators in Higher Education The guidelines under the scheme lay down a broad framework for training and Development of academic administrators in the universities and colleges throughout the country in a structured manner. The activity shall not be confined to development of generic skills but also focus on development of specific skills required by different groups of academic administrators in the system. The academic administrators have been categorized in different groups and key training needs have been identified. These needs have been mapped on to the training modules. Training methodologies and duration of training for meeting different kind of training needs have been spelt out. The guidelines provide for a centrally coordinated system for providing training and development opportunities through empanelled training providers. Since, this is likely to take some time, beginning shall be made to support proposals received from different academic, management and training institutions in the system

Manjari Baranwal Training and Development of HAL Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to
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prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching or learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job. In todays scenario change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to success or failure of an organization they are the cornucopia of ideas. So it high time the organization realizes that train and retains is the mantra of new millennium.

Usha Sharma Study on Training and Development Program Every organization needs to have well trained and experienced people to perform the activities that have to be done. If current or potential job occupants can meet this requirement, training is not important. When this not the case, it is necessary to raise the skill levels and increase the versatility and adaptability of employees. It is being increasing common for individual to change careers several times during their working lives. The probability of any young person learning job today and having those skills go basically unchanged during the forty or so years if his career is extremely unlikely, may be even impossible. In a rapid changing society employee training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force.
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The entire project talks about the training and development. Here we have discussed what would be the input of training if we ever go for and how can it be good to any organization in reaping the benefits from the money invested in terms like (ROI) i.e. return on investment. What are the ways we can identify the training need of any employee and how to know what kind of training he can go for? Training being covered in different aspect likes integrating it with organizational culture.

Rahul Jain April 2009 Training and Development Organization to have a planned strategic approach to support equitable training of cardiac physiologists at both pre and post registered level. Each trust to support a minimum increase of one supernumerary trainee cardiac physiologist post per year until the BCS workforce requirements have been met. A survey of the current commissioning arrangements for training cardiac physiologists to show whether this leads to an increase in the cardiac physiologist workforce numbers. Development of a robust training infrastructure within departments through support of qualified locality trainers. This would enable work based assessment and the coordination of CPD. A recognized support structure for cardiac physiologists including a Cardiac Physiologist Mangers Forum and funded CPD co-coordinator. Development of standardized training programmers for all areas of cardiac physiology at both pre-and post-registration levels. The establishment of shared training and development resources, including better signposting to available training.
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Limitation of the study: The study is limited to the Corporate HR, SAHARA INDIA PARIWAR. .So the study is subject to the limitation of area. Sampling size was of only 50, because only these people had attended soft skill development training. Corporate HR, Sahara India Pariwar only provides soft skill development training, not skill based (product/process) training. So how can one evaluate the skill based training is still unresolved. The study is based only on secondary & primary data so lack of keen observations and interactions were also the limiting factors in the proper conclusion of the study.

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Chapter 3 Company Profile

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COMPANYS PROFILE Sahara India- a corporate, which believe that quality, is never an accident it is a result of planning, team work and a commitment of excellence. Sahara India Pariwar is a multibusiness conglomerate with diversified business interest that includes finance, real estate, media & entertainment, tourism & hospitality, and service & trading.

Important points The employees at Sahara India Pariwar greet each other by saying Sahara Pranam Every year, republic day and independence day is celebrated as Bharat Parv national
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 (Festival) and Sahara India Pariwar celebrates it as the biggest event of the pariwar (family). Sahara India Pariwar has been the official sponsors of the Indian cricket team and Indian hockey team. Sahara India Pariwar in often referred as the worlds largest family 910,000 workers/ employees and no trade union Its five star hostel Sahara Star near Mumbai airport has the worlds largest pillar less clear-to-sky dome of its kind Holds the Guinness world record for planting 125,256 trees by 1400 volunteers in 6 hours and 35 minutes 0n 5th June 1988 at amby vally city Hold the record in India for 25%-50% hike in the gross salary of all of its employees at one go. Conducts mass marriage ceremony of 101 underprivileged girls every year Subrato Roy Sahara is also referred as Saharasri

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Profit Sharing

Sahara India was founded in 1978 and now has book value of gross assets of more than USD 13 billion. Today, the Sahara Group is a major business conglomerate in India with diversified business interest including financial services, housing finance, mutual funds, life insurance, City development, real estate activities, print and television media, film production, power, information technology, health care, tourism, hospitality, Sports and consumer products. Which are?

OVERVIEW: Sahara India Pariwar is a major entity on the corporate scene having diversified business interests that include Finance, Infrastructure & Housing, Media & Entertainment, Consumer Products, Manufacturing, and Services & Trading.
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Quality is our essence and we, at Sahara India Pariwar, have always stressed on the Qualitative aspect. Consequently in this run for quality, quantity has always pursued us. We look forward to reaching the zenith and reaffirm our commitment to the process of sound nation-building.

CORE COMMITMENTS - STRENGTH of SAHARA INDIA

Emotion Emotion is in Performance of genuine duties towards the loved ones primarily in their benefit, from their point of view. EMOTION is THE KEY that generates the required energy and enthusiasm for desired quality performance. Discipline The enthusiastic obedience of laws and orders, which are given by the rightful authority. No Discrimination Never should we discriminate in any of our actions, reactions, attitudes, decisions, conclusions, in any of our expressions while caring for the six healths of other human beings, namely physical, material, mental, emotional, social and professional healths. Quality Results from honoring Rules, Regulations, Commitments, Values, Fairness, Performance of Duties by honestly balancing one's own and others' reasonable point of view in the matters of Material & Emotional aspects. Give Respect to definitely make others feel important and respected by giving sincere regard to others' feelings, reasonable wishes & thoughts with an open and receptive mind and warmth.
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Self-Respect To develop a sense of respect for oneself in others' mind, i.e. to generate genuine & warm feelings for oneself among others on a continuous basis. Truth Means total transparency in action, reaction, attitude and all other expressions and the conviction to follow the right course. Collective Materialism Means to progress and prosper together for collective sharing and caring and not individually or for a select group. Religion There is a religion higher than religion itself - it is NATIONALITY. We may practice our religion in the confines of our homes, but outside, we should be Indians and only Indians. Nationality is thus above religion but HUMANKIND is above Nationality. Absolute Honesty People generally manipulate and deceive for achieving their unreasonable desires and greed if others do not or cannot see, hear or understand. But we firmly believe that our mind inside knows the truth and we should be absolutely honest to our mind inside and accordingly our actions, reactions, directions, decisions and all our expressions should be present in all human dealings.

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What A commitment of Sahara India Pariwar to the genuine needs and rights of anybody & everybody - Be it to a depositor, newspaper reader, consumer.... all business associates and Sahara India Family Members. Need India needs effective consumer protection and protection of workers' genuine rights. There are various agencies, promising protection & action. But no external body can provide justice unless the company becomes 'QUALITY CONSCIOUS' WITH STRICTLY NO DISCRIMINATION POLICY AND JUSTICE CONSCIOUSNESS as its very dominating nature. Motto We not only believe but practice NO DISCRIMINATION, JUSTICE & HIGH QUALITY - means enthusiastic, productive performance of duty "KARTAVYA' towards the consumer', workers' genuine satisfaction. Aim To provide justice - be it a matter of the tiniest imperfection or injustice in our COMMITMENT - products or services. direct or indirect, short term or long term. Where

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Kindly rush your grievances/suggestions or any queries related to Sahara India Pariwar to the nearest Sahara establishment and/or to:

Response Will Never Be Delayed and Justice Will Never Be Denied

BUSINESS ENTITIES

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The major activities performed by the Training and Developing function in Sahara India Pariwar are as follows: Training needs identification/ assessment From employees through interviews questionnaires etc and secondly through HOD recommendation Training (Internal/External): Training depends upon its scope, whether needs of the training can be met within the organization or whether has to be taken to an environment outside the organization Certified corporate trainer Certified corporate trainers are the employees of the company itself. It is their voluntary involvement. If they feel like in their service tenure that they can, for some time, train the employees of the company on the base of their experience, then send in their CVs and on approval by the respective authority, become certified corporate trainers.

Types of training given in Sahara India Pariwar: Induction/Orientation training Soft skill development training Project training

Induction/Orientation Training These terms are interchangeably used to give a friendly welcome to the new employees as members of the organization so also to introduce the new
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employee with the available installations (plant and machineries, systems), work norms, organizational objectives and the job position of the employee. Content: The company size, structure of the organization, history, market share Achievements, objective and mission. Product training Shop floor-rules and regulations Personnel policies Union contract Company services Service department

Modules of soft skill development training in Sahara India Pariwar: Personality & positive attitude Business communication Team building and leadership Stress management and work life balance Business Etiquette and Corporate Grooming

Personality & positive attitude About the Module Personality as a whole cannot be defined without the positive attitude. It is the positive attitude of a person that plays an important role in various decision making process and r ea c ti o n to r es po ns i bi l i ti e s a nd c h a l l e ng es i n w o r k a n d l i f e. T he m o du l e ha s b ee n d ev el o p ed to h e l p t he i n di v i dua l to de v el o p t he u n d er s ta n di ng th a t h a w

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i n di v i d u a l per s o n a l i t i es ca n i nf l ue n c e t h e o r g a n i za ti o na l d e v el o p me n t & th e o r g a ni za ti o na l s u c ces s . Objective of the Module To understand the concept of Personality & positive attitude in relation to organizational success Coverage of the Module What is personality? Attributes of personality Three levels of Personality Personality is uniqueness What are the determinants of personality? What is a Organizational Personality Linking personality and organizations effectiveness How Positive Attitude can influenced Personality

Business Communication Background Effective communication is very crucial in the business success. It is the lifeblood of a business organization. It includes conveying messages to other people cleary and unambiguously. It's also about receiving information that others are sending to you, with as little distortion as possible. Doing this involves effort from both the sender of the message and the receiver. And it's a pr o c es s t h a t ca n b e f r a u g ht w i th er r o r , w i t h m es s a g es m u d dl e d b y t h e s e n d er , o r mi s i n te r p r e ted b y t h e r e ci pi e nt . W he n t hi s i s n' t d et e ct e d, i t c a n ca us e tr em en d o u s confusion, wasted effort and missed opportunity Objective of the Module
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T o u n der s t a n d the i m po r ta n c e o f B us i n es s Co m m un i ca ti o n i n o r d er t o en h a n c e t h e capabilities of understanding and implementing the correct communication channel to bring the effectiveness of the organization in order to succeed in business, and maintain good relationships with clients, customers and employees Coverage of the Module What is communication? Need of communication Communication flow Types of Communication Barriers of Communication Overcoming tips of barrier Essentials of effective communication

Team Building &leadership Background In the context of globalization only high performing managers can survive, grow and excel. This calls for continuous enhancement of the dynamics of leadership capabilities of managers. Todays managers will have to demonstrate positive leadership capabilities Objective of the Module Understanding the role of leadership, teamwork and team-building. Improving business results by managing team dynam i c s ; f l e x i b i l i t y a n d resilience, self management and emotional maturity

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Coverage of the Module Team Vs. Group Team & Team Work The essentials of winning Team A good team player Stages of Team Building Leadership, teamwork & team-building Leader Vs. Manager Improving performance

Stress Management &work life Balance Background D ur i n g t h e l a s t 20 y e a r s , t h e n a t ur e o f j o bs a cr o s s g l o be ha s c h a ng e d s u bs ta nt i a l l y resulting in jobs becoming less and less physically demanding. Coupled with this, the change in life style, has led to stress level increasing day by day, both at work place and a t ho m e. It i s t he r ef o r e o f ut mo s t i m po r ta n c e t o u n d er s ta n d t h e v a r i o us tr a ns i e n ts affecting health and fitness levels of individuals. In view of this, the module will help to take a proactive approach to stress management in order to establish a work environment that is healthy, stressfree and fit. Objective of the Module To understand the stress level, its symptoms and various impacts and to develop better work life balance strategies for leading a better life. Coverage of the Module What is stress? Reasons of stress
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Symptoms of stress Impact of stress Managing Stress ABC Strategy Tips of de-stressing

Business Etiquette & Corporate Grooming Background Self improvement and self development has become imperative for survival in the changing and competitive environment. Business Etiquette is a very important factor in determining, the success or failure of a business or a person. This module will guide t o enhance the focus for Business Etiquette & Corporate Grooming. Objective of the Module To understand the importance of Corporate grooming, Power Dressing and how Tomake o ur bo dy l a n g u a g e e f f e c ti v e i n o r d e r t o e n ha n c e pe r s o na l ef f ec t i v en es s w i t h g o o d ma n ner s a n d et i qu e tt es i n o r der to s u c c ee d i n y o ur b us i n es s , b e l i k e d b y p eo pl e a n d maintain good relationships with clients, customers and employee

Coverage of the Module Business etiquette Corporate grooming Social niceties Work norm Meeting protocol Dining etiquette
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Project Training Project trainings are the time-to-time held training sessions held by the organization andw i t h th e hel p o f ex p er i e n ce d a n d l e a r ne d e m pl o y ee s t o tr a i n s t u d en ts o uts i d e t he organizations, in various practical fields, for the accomplishments of their compulsory projects

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Chapter - 4 Data Analysis and Interpretation

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ANALYSIS OF PRIMARY DATA

1. What do you understand by training?

Learning Enhancement of knowledge, skill &attitude Sharing information All of the above

0 8 0 42

Interpretation The above result shows that most of the kartavyayogis of corporate HR are well aware of the definition, inputs and purpose of the training program. They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill.

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2. Training is must for enhancing productivity and performance?

Completely agree Partially agree Disagree Unsure

44 6 0 0

Interpretation: The above result shows that mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training. It means somewhere their productivity and performance has been improved after the training program attended by them and it helped them to achieve their goal.
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3. Have you attended any training program in the last 01 year?

Yes No

50 0

Interpretation: 100% respondents had attended training program in the last 01 year. It means in corporate HR, Sahara India Pariwar, time to time training is provided to all the kartavyayogis and it is continuous process.

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4. If yes, which module of soft skill development training?

Personality & positive attitude Business communication Team building and leadership Stress management & work-life balance Business etiquettes & corporate grooming All of above If any other please specify

6 4 0 4 0 36 0

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Interpretation:

65% respondents had attended all the five modules of soft skill development training. But besides soft skill development training, Corporate HR Sahara India Pariwar should also provide product/process or skill based training to enhance the employability.

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5. After the training, have you given feedback of it?

Yes No

50 0

Interpretation: 100% respondent had given feedback after attending the training. It means each and every respondent are well aware of the importance of giving feedback. They know that their feedback is very important to identify the effectiveness and valuation of training program.

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6. If yes, through which method?

Questionnaire Interview Supplement test Any other

42 4 4 0

Interpretation: The above result shows that the questionnaire is the most popular method of evaluating the training program and other methods are not very much in practice in corporate HR, Sahara India Pariwar But since there are various other methods of evaluation of training program like interviews, supplement test, self diaries& observation so it should also implement the other methods
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also to identify the ROI (return on investment) & effectiveness and valuation of the training program.

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7. Which method of post training feedback according to you is more Appropriate?

Observation Questionnaire Interviews Self diaries Supplement test

10 12 20 6 2

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Interpretation: Corporate HR, Sahara India Pariwar, mostly use the questionnaire to get the feedback of trainees but only 15% respondents are in favor of questionnaire because in it there is a possibility of getting inaccurate data and in this responding conditions are also not controlled.

On the other side 40% respondents feel that interview is the most appropriate method of evaluating the training program because it is more flexible method, and in this they can get the opportunity for clarification and the most important thing is that in the interview, personal interaction is also possible.

25% are in favor of observation because this is non-threatening and is excellent way to measure the behavioral changes.

Beside this, 15% are in favor of self diaries and 5% are in the favor of supplement test. It means that Corporate HR, Sahara India Pariwar should also try to use other method of evaluation of training program.

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8. Do you think that the feedback can evaluate the training? Effectiveness?

Yes No

50 0

Interpretation: 100% respondents think that the feedback can evaluate the training effectiveness. It means that kartavyayogis in the Corporate HR, Sahara India Pariwar are well aware of the importance of taking feedback after the training.

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9. If yes, how can the post training feedbacks can help the participants?

Improve job performance An aid to future planning Motivate to do better All of the above None

2 6 5 37 0

Interpretation: 70% respondent feel that the post training feedback can help the participants to improve their job performance, is an aid to future planning and can motivate to do better. It means that they are benefited by giving feedback of the training, attended by them.
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10. Post training evaluation focus on result rather than on the effort expended in conducting training. Completely agree Partially agree Disagree Unsure 38 12 0 0

Interpretation: 70% respondents are completely agree and 30% respondents are partially agree with the statement that post training evaluation focus on result rather than on the effort expended in conducting training program. It means that all the respondent are well aware of the purpose and objective of the post training evaluation.
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11. What should be the approach of post training evaluation?

Trainer centered Trainee centered Subject centered All the above

5 5 20 20

Interpretation: I. 40% respondents feel that the approach of post training evaluation should be subject centered and 40% respondent also feel that it should be trainer, trainee and subject centered.

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II. 10% respondents are in favor of trainee centered approach and 10% respondents are in favor of trainer centered approach. It means that the evaluation procedure should be implemented concerning trainer, trainee and subject.

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12. What should be the ideal time to evaluate the training?

Immediate after training After 15 days After 1 month Cant say

16 8 20 6

Interpretation: 35% respondent feel that training should be evaluate after 15 days.30% feel that it should be immediate after training. 20% feel that ideal time to evaluate the training is after 1 month and 15% are unsure. Since each respondent had attended different training program. So the ideal time of evaluation of training depends on types of training. It could be vary for different training.
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13. Should the post training evaluation procedure reviewed and revised periodically? Yes No cant say 42 4 4

Interpretation: 80% respondents feel that the post training evaluation procedure should be reviewed and revised periodically. It means that it has to be a continuous process and be taken regularly by the line manager/Reporting manager of the participants. It could also be taken by peer group. Still 10% feel that the post training evaluation procedure should not be reviewed and revised periodically. It means they are satisfied with the post training evaluation procedure, followed by Corporate HR, Sahara India Pariwar.
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14. Is the whole feedback exercise after the training worth the time, Money and effort? Yes No cant say 46 4 0

Interpretation: 90% respondents feel that the whole feedback exercise worth the time, money and effort and 10% respondent are not agree with this. It means that feedback exercise is valuable and wrathful for the participant to achieve their personal goal as well as for the organization. Still 10% are unsure about it. So there is a need to create awareness among them that how much the feedback exercise is important to identify the effectiveness and valuation of the training program,

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to identify the ROI(return on investment),to identify the need of retraining and identify the points to improve the training.

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15. The post training feedback can be used:

To identify the effectiveness and valuation of the training program To identify the need of retraining To provide the points to improve the training All of above

8 6 0 36

Chart Title

To identify the effectiveness and valuation of the training programme 15% To identify the need of retraining 10%

All of above 75%

To provide the points to improve the training 0%

Interpretation: 75% respondents feels that post training feedback can be used to identify the effectiveness and valuation of training program, to identify the need of retraining and to provide the points to improve the training. And others are also aware of the importance of post training feedback.

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16. Which of the following training opportunities you were offered? (Please select ALL that apply)

Leadership training Technical training Executive training Computer training Literacy / Numeracy training

13 7 6 20 4

Literacy / Numeracy training 8%

Chart Title

Leadership training 26% Computer training 40% Technical training 14% Executive training 12%

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Interpretation: Training opportunities were offered by as leadership training is a 26% then technical training is a 14% then executive training is a 12% then computer training is a 40% then literacy training is a 8%.

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17. Is in-house training provided for employees?

No Yes, with Training Director Yes, conducted by Supervisors and Human resources department Yes, conducted by outside professionals

0 5 35 10

Yes, conducted by outside professionals 25%

No 0%

Yes, with Training Director 12%

Yes, conducted by Supervisors and Human resources department 63%

Interpretation: In-house training provided for employees by a analysis is an 0% is n o then 12% is yes with training director then 63% is conduct by supervisor then 25% is conduct by outside.

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Chapter 5 Finding, Recommendation , Conclusion

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FINDINGS
Mostly all the kartavyayogis of corporate HR are well aware of the role and importance of the training They are self motivated to attend such training program as it will result in their skill enhancement & improving their interpersonal skill.

Corporate HR, Sahara India Pariwar, time to time training is provided to all the kartavyayogis and it is continuous process.

Two types of training is provided to the kartavyayogis by Corporate HR Sahara India Pariwar -induction training and soft skill development training.

Questionnaire is the most popular mean of evaluating the training program in Sahara India Pariwar.

Most of the kartavyayogis feel that interview is the most appropriate method of evaluating the training program.

Post training evaluation focus on result rather than on the effort expended in conducting the training and it worth the time, money and effort.

Most of the participants are benefitted by giving feedback after attended the training. It motivated them to do better, helped them to increase their job performance and is an aid to future planning.
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 In Sahara India Pariwar, post training evaluation is used to identify the effectiveness and valuation of training program, to identify the ROI(return on investment), to identify the need of retraining and to provide the points to improve the training.

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RECOMMENDATION

The management must commit itself to allocate major resources and adequate time to training.

Ensure that training contribute to competitive strategies of the firm. Different strategies need different HR skill for implementation. Let training help employees at all levels acquire the needed skill.

Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all levels on a continuous and ongoing basis.

Ensure that there is proper linkage among organizational, operational and individual training needs.

Skill based training (product/process training) should also be provided.

Besides questionnaire other methods of post training evaluation should also be used like interviews, self diaries, observation and supplement test.

Post training feedback has to be continuous and should also be taken from line manager/superior & from peers to find out the effectiveness and valuation of training.

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CONCLUSION
Professional competence describes the state-of-the-art, Area- knowledge, expertise and skill relevant for performing excellently within a specific functional department. This competence insures that technical knowledge is both present and used within a firm for the welfare of its stake-holders. To develop this competence regular Training and Development is required. Therefore, Training initiatives and programs have become a priority for Human Resources. As business markets change due to an increase in technology initiatives, companies need to spend more time and money on training employees. In todays business climate employee development is critical to corporate success and organizations are investing more in their employees training and development needs. Training evaluation is the important part of training process. It provides a feedback and helps the sponsors and the resource persons for improvement at the level of individual performance and in the strategy formulation for training and development. Post training evaluation can be used to identify the effectiveness and valuation of training program.

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Bibliography

Books: Dr. Gupta C.B, Human Resource Management, Published by Sultan Chand & Sons, New Delhi in 1996. Sudha G.S, Human Resource Management, Published by Ramesh Book Depot, Jaipur in 2007. Dr. T.K. Jain Dr. Preeti Chugh, Human Resource Management, Published by Garima Publication Jaipur in 2011. Venkatesh D.N, Human Resource Management, published by Oxford university press, New Delhi in 2006. Bedi S.P.S, Human Resource Management, Published by Shree Kirshna Offset Press, Delhi in 2007. Balkin. David, Human Resource Management, Published by pearson Education (Singapore) Limited, Delhi in 2003. Ivancevich John. M, Human Resource management, Published by The Tata Magraw Hill, Delhi in 2008. Dhar Rajib Lochan, Human Resource Management, Published by Anurag Jain for Excel Books, New Delhi in 2008.

Website: www.wikipedia.com www.sahara.co.in www.sahara.org

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 http://humanresources.about.com/od/trainingtrends/Future_Education _and_Training_Trends.htm http://humanresources.about.com/od/training/Training_Development_ and_Education_for_Employees.html

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Annexure

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{Questionnaire}

Name: ________________________ Age: ________ Email Address: ___________________

1) What do you understand by training? a) Learning b) Enhancement of knowledge, skill and aptitude c) Sharing information d) All of above

2) Training is must for enhancing productivity and performance. a) Completely agree b) Partially agree c) Disagree d) Unsure

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3. Do you have a formal succession-planning program? a) Yes b) No

4. Have you attended any training programme in the last 01 year? a) Yes b) No

5. If yes, which module of soft skill development training? a) Personality and positive attitude b) Business communication c) Team building and leadership d) Stress management and work-life balance e) Business etiquettes and corporate grooming f) All of above g) If any other please specify ________________________

6. After the training, have you given feedback of it? a) Yes b) No

7. If yes, through which method? (Can select more than one) a) Questionnaire b) Interview c) Supplement test d) If any other please specify _______________

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8. Which method of post training feedback according to you is more appropriate? a) Observation b) Questionnaire c) Interviews d) Self diaries e) Supplement test

9. Do you think that the feedback can evaluate the training effectiveness? a) Yes b) No

10. If yes, how can the post training feedbacks can help the participants? (Can select more than one) a) Improve job performance b) An aid to future planning c) Motivate to do better d) All of the above e) None

11. Post training evaluation focus on result rather than on the effort expended conducting training. a) Completely agree b) Partially agree c) Disagree d) Unsure

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12. What should be the approach of the post training evaluation? (can select more than one) a) Trainer centered b) Trainee centered c) Subject Centered d) All of the above

13. What should be the ideal time to evaluate the training? a) Immediate after training b) After 15 days c) After 1 month d) Cant say

14. Should the post training evaluation procedure reviewed and revised periodically? a) Yes b) No c) Cant say 15. Is the whole feedback exercise after the training worth the time, money and effort? a) Yes b) No c) Cant say

16. The post training feedbacks can be used: a) To identify the effectiveness and valuation of the training programme b) To identify the need of retraining
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c) To provide the points to improve the training e) All of above

17. Which of the following training opportunities you were offered? (Please select ALL that apply) a) Leadership training b) Technical training c) Executive training d) Computer training e) Literacy / Numeracy training

18. Is in-house training provided for employees? a) No a) Yes, with Training Director b) Yes, conducted by Supervisors and Human resources department c) Yes, conducted by outside professionals

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