A

PROJECT REPORT ON
A STUDY OF
TRAINING EFFECTIVENESS, GREIVANCE REDRESSAL & WELFARE
FACILITIES
AT
CE-N ENGINEERING, PUNE
SUBMITTED TO

SAVITRIBAI PHULE PUNE UNIVERSITY IN PARTIAL FULFILMENT

OF DEGREE
OF MASTERS OF BUSINESS ADMINISTRATION
UNDER GUIDENCE OF
PROF. SARITA KUMARI
SUBMITTED BY
MISS. PRACHI VIJAY PATIL
MBA-II (HR)
BATCH (2015-2017)

SIDDHANT INSTITUTE OF BUSINESS MANAGEMENT

PUNE-412109

Acknowledgement
It gives me great pleasure to owe our sincere thanks to the esteemed management and staff
members of the Ce-N Engineering, pune without whom my stay in Ce-N, Pune would not have
been abounding.
Its my gifted time to express the heartfelt gratitude that I owe to all the good minds that
bestowed the best of their support for the successful accomplishment of working out in Ce-N
Engineering , Pune.
I would like to assert my heartfelt appreciation to Mr. Swapnil Bhor (Project manager,
Pune), Mr. (HR Manager), for allowing me to work in such a reputed organization.
I am also thankful to our Director Dr. Omkar Kemkar. I would like to say sincere
thanks to my ever helpful project guide Prof. Sarita Kumari without whose motivation and
guidance hardly could have I attained a successful completion of this assigned task.

Date:
Place: Pune
Signature of the Candidate

PRACHI VIJAY PATIL

Declaration
I hereby declare that the project report titled A STUDY ON TRAINING
EFFECTIVENESS , GRIEVANCE REDRESSAL AND WELFARE FACILITIES, Ce-N
Engineering India Pvt. Ltd., Pune is submitted to University of Pune, towards partial fulfilment
for the award of Masters in Business Administration in the year 2015-2017.
It is hereby declared that all the facts and figures included in the Project is a result of my own
research and investigations including formal analysis of the entire project work and the same has
not been previously submitted to any examination of this University or any other University.
This declaration will hold good and in my wise belief with full Consciousness.

Date:
Place: Pune

Signature of the Student

PRACHI VIJAY PATIL

INDEX
CHAPTER NO

CONTENTS

PAGES

EXECUTIVE SUMMARY
1

INTRODUCTION

1.1

Objective of the study and Methodology

Organisational Profile

Training Procedure, Grievance Redressal, Welfare

Facilities
Training Procedure

3.1

Grievance Redressal

3.2

Welfare Facilities

3.3

RESEARCH METHODOLOGY

RESEARCH DESIGN

SAMPLE DESIGN

DATA ANALYSIS AND INTERPRETATION

FINDINGS

SUGGESTIONS

CONCLUSION

BIBILOGRAPHY

ANNEXURE

INTRODUCTION
Different terms are used to denote the human resource management. They are labour
management relations, employee administration, industrial relations, personnel administration
and human management.

An organisation is made up of four resources namely material, men, money and machinery of
these one is living i.e. human and rest are non living or non human factors. It is these human
factors that make us of non human factors hence people are most significant resource of an
organisation. It is the man that makes all the difference in an organisation. L. F Urwick had
remarked that business houses are made or broken in long- run not by capital, markets
patents or equipment but by man1
While other resources depreciate human resources appreciate with passage of time.
Better educated more skilled better aware of their interest and their rights are some distinguished
features of human resource.
Given highly competitive and complex business environment attracting and retaining qualified
and component employees have become need of the day for managers. The need of new
perspective is to have right people for right job.
This mantra offers organisation an edge, which management experts claim as competitive
advantage or core competency to survive and business environment. The same gives genesis to
HRM concept in business organisation.
Hence its important to concentrate on the factors which would enrich the skill set of the
employee along with himself which would include training along with proper orientation and
welfare of the employees and their grievance redressed, which forms a part of Human Resource
Development.
HRD is mainly concerned with developing the skill knowledge and competencies of people and
its people oriented concept. When we call it as people oriented concept of people be developed in
national context or in the smaller organisational context? HRD can be applied both for national
and organisational level.
The concept of HRD was formally introduced by Leonard Nadler in 1969 in a conference
organised by American society of training and development.