INTRODUCTION

The MBD Group is India’s largest Publishing House with more than 4 decades of
experience.

The MBD Group under futuristic vision of Mr. A.K. Malhotra, Chairman and
Managing Director, has diversified into various industries including Paper
Manufacturing, Hospitality, Real Estate, Mall Development and management and e
learning.

MBD Group has nearly 3000 employees, a network of around 1,000 distributors
and 10,000 book sellers .It is the only group which publishes books for all classes,
all subjects, in all languages, all educational boards in India and in most of the
major languages spoken worldwide.rs, across the country MBD also prints
technical books and children’s books under various imprints popular in India as
well as abroad. There are more than 8,000 titles currently under The MBD brand
and are increasing everyday.
 MBD Group was also awarded second prize in the state for maximum
hours of work with 100 % safety of the workers by the Industry department
and Punjab safety council.

 MBD also publishes and exports books to Europe and South Asian
countries. Some of its major clients are in USA, UK, Canada Mexico,
Spain, Russia, South Africa, Sri Lanka, Gulf countries, Nepal and
Bangladesh amongst others. Recently MBD has opened its first
international branch in UK by the name of Oxbridge Pvt Ltd.

 The group has also set up a huge paper mill in Gagret,

Himachal Pradesh to produce recycled paper .The mill has a
capacity to produce 120 tones of paper, and every day .
 The Group has also successfully established itself in the Hospitality
industry through its maiden venture, The Radisson MBD Hotel, Noida
(Delhi NCR). The Radisson MBD Hotel Noida is fully owned and
managed by the MBD Group and is the first five star hotel in Noida
 Vision

We aim to become a global benchmark for high quality products and services
through ethical business practices , dedicated team and sincere customer
relations.
Branches of MBD in different ciies

 MBD Group is based in New Delhi, India. It has locations in Jalandhar

city, Mumbai, Pune, Kolkata, Chennai, Hyderabad, Ernakulam, Patna,
Bhopal, Jabalpur, Jaipur, Nagpur, Sahibabad, Cuttack, Goa, Guwahati,
Ahmedabad, Lucknow, and Bangalore.
MAJOR OBJECTIVE

 To analyze the existing training practices, its effectiveness and

recommend measures to improve the training practices in MBD.
 
MINOR OBJECTIVES

 To study the frequency of training, training methods and their effects on

the trainees and recommend certain measures for improvement.
 
 To understand the present practices enforced in respect of training at the
personnel department and recommend any changes if necessary.
 
 To take feedback and analyze the level of satisfaction amongst the
employees in respect of training activities and suggest alternatives.
 The methodology used in the project

 Defining the objectives of the study

 Framing of questionnaire keeping objectives in mind (considering the

objectives)

 Feedback from the employees

 Analysis of feedback

 Conclusion, findings and suggestions

 Selection of a sample size

 In order to take a reasonable sample size and not to disturb the functioning
of organisation a sample size of a reasonable strength of the company has
been taken in order to arrive at the present practices of training in the
company.

 Acc,20 officers and 40 workers have been selected at random from all the
departments of the organisation and feedback forms have been obtained
the data has been analysed.
 TRAINING PROGRAMMES IN MBD

 MBD follows the philosophy to establish and build a strong performance

driven culture with greater accountability and responsibility at all levels. To
that extent the Company views capability as a combination of the right
people in the right jobs, supported by the right processes, systems, structure
and metrics.
 
 The Company organizes various training and development programmes,
both in-house and at other places in order to enhance the skills and
efficiency of its employees. These training and development programmes
are conducted at various levels i.e. for workers and for officers etc
 CONCLUSIONS & IMPLICATIONS
 
 Training is considered as a positive step towards augmentation of the
knowledge base by the respondents.
 
 The objectives of the training programmes were broadly known to the
respondents prior to attending them.
 
 
 Some of the respondents suggested that the time period of the training
programmes were less and thus need to be increased.
 
 The training aids used were helpful in improving the overall
effectiveness of the training programmes.
 
 The training programmes were able to improve on-the-job efficiency.
 
 Some respondents also recommended that the number of training