1

SUMMER PROJECT ON
TRAINING & DEVELOPMENT

Submitted by

SUBRATA DAS

PGDM (H.R.) 2011-2013

Roll no-1101028

111
 A

Project report study

On

TRAINING AND DEVELOPMENT

At

PANTALOON INDIA LTD.

Submitted by

Subrata Das

In partial fulfillment of

The requirement for the award of POST GRADUATE DIPLOMA IN

MANAGEMENT

Affiliated to AICTE

DEWAN V.S.Institute of Management

DELHI, MEERUT (U.P)

Roll no. -1101028

Under The Guidance Of:

Prof. Mr.Kartikeya singh -Internal guide

Mrs.Susmita Dutta(H.R) – External guide

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 ACKNOWLEDGMENT

I express my heartfelt gratitude & regards to Mr. Vikram Sheth(S.M) who has given us the
opportunity to do the project in the Pantaloons Durgapur.

I specially thank to Mrs.Sushmita Dutta (H.R) who assisted me to shape the project in the final
form.

I also like to thank Prof. Kartikeya Singh our faculty members for their support & guidance
during the project work.

I am indebted to my friends & fellow mates for their encouragement & co-operation.

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 PREFACE

This project work entitled “THE TRAINING & DEVELOPMENT AT PANTALOONS

DURGAPUR. Tries to focus on initial as well as very crucial areas of Training & Development
as a part of H.R. i.e., identification of training needs, training need analysis, etc. This Endeavour
is in the search of establishing a link between what is practiced in Retail set up.

Training is a process to meet the gap between the status of skill knowledge, capability processed
by the selected person and what level of knowledge, skill, and capacity required to be present in
that person. This process is not as simple as it appears. One of the several steps in the large
process of training is identification of training need.

This work first deals with a brief outline of what is training and then it gives a picture of the
company as a whole. The analysis has been done on the basis questionnaire.

The findings have been juxtaposed suitably to give the view a clear understanding of the
findings. The investigator would worth if this work proves to be helpful to any of the reader.

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 CONTENT

Executive summary ……………………………………..

Student Declaration ……………………………….
Introduction ……………………………………..
Company profile ……………………………………..
Overview of Pantaloons Durgapur……………………….
Store directory …….....………………………………
Objective of the study…………………………………………
Introduction on Training & Devolvement ………….
Major objectives of training ……………………………..
Concept ………………………………………………
Objective of training ………………………………………….
Need for training ……………………………………………
Rationality of conducting ……………………….
Limitation of the study ……………………………
Literature study …………………………..
Research methodology …………………………..
Skill of an employee at various levels………………..
Analysis ………………..
Questionnaire analysis ……………………
Finding ……………………………………………….
Suggestion …………………………………………..
Conclusion ………………………………………………………..
Bibliography ……………………………..

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 EXECUTIVE SUMMARY

The topic of research is Human Resource survey analysis on Training & Development. The
objective of study is to analyze the details of Training & Development in Durgapur pantaloon
Limited as to which methods of training being followed and imparted or conducted by the
management at the store level.

The survey was conducted in Durgapur and the sample size of the survey was 50 which include
Managers, Floor staffs and Management Trainees.

The data was collected from two sources. These are

1. Primary sources-The data was collected by questionnaire method.

2. Secondary sources-These include books, internet, company brochures, and the product
brochures, the company website, newspaper articles etc.

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 DECLARATION

I hereby declare that the project entitled TRAINING & DEVELOPMENT OF RETAIL
PANTALOON

DURGAPUR under the guidance of Prof. Mr. Kartikeya Singh Faculty of DVSIM, Meerut U.P.

I also declare that this project which has been summer Training conducted in partial fulfillment

of the requirement for the degree of PGDM of the result of my own efforts.

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 INTRODUCTION
Training is a systematic and planned activity to improve the current job performance. It may be
defined as a planned program designed to improve performance and to bring about measurable
changes in knowledge, skills, attitude and social behavior of employees for doing a particular
job.

The function of training is to close the gap between the desired performance and the actual job
performance. The need for quality training program increase due to the fact that the highly
competitive business environment is throwing up new and complex challenges literally every
day. The sophistication in jobs demands high skill and ingenuity on the part of the trainer.
Training need analysis is an important component in gamut of training.

New complex jobs coming into existence, there by pushing up the need for high quality training
programmed. Due to the slowdown of economy, many jobs cuts are taking place leading to
situation where workers must retain themselves to stay employed in the same organization or to
compete in market place.

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 COMPANY PROFILE

Pantaloon Retail India Limited (PRIL), a retailer was incorporated in 12th October of the year
1987, headquartered in Mumbai, the company operates through primarily the Lifestyle' and
Value' formats through multiple delivery mechanisms and lines of business, some of them being,
fashion, food, general merchandise, home, leisure and entertainment, financial services,
communications and wellness. The Company has stores in 51 cities across the country,
constituting over 6 million square feet of retail space. It caters to the Lifestyle' segment through
its 35 Pantaloons Stores and 5 Central Malls, as well as its other concepts. In Value' retailing it is
present through 78 Big Bazaar hypermarkets, 113 Food Bazaars and other delivery formats. In
the year 1991, the company had launched BARE, the Indian jeans brand. Initial public offer
(IPO) was made in May of the year 1992. During the year 1994, the Pantaloon Shoppe, an
exclusive menswear store in franchisee format launched across the nation and also the company
starts the distribution of branded garments through multi-brand retail outlets across the nation. In
the year 1995, the John Miller, formal shirt brand of the company was launched in market.
India's family store Pantaloons was launched in Kolkata during the year 1997. In the year 2001,
Big Bazaar, Is se sasta aur accha kahi nahin' India's first hypermarket chain was launched, after
this, a supermarket chain also launched in the period of 2002 under the name and style of Food
Bazaar. The Company had initiated India's first seamless mall in Bangalore in the name of
'Central' in the year 2004. During the year 2005, Fashion Station of the company was launched, it
was the popular fashion chain and also in the same year, a little larger' (aLL), an exclusive store
for plus-size individuals was launched. In 2006, Future Capital Holdings, the company's
financial arm launched its real estate funds Kshitij and Horizon and private equity fund
Indivision. Multiple retail formats including Collection i, Furniture Bazaar, Shoe Factory, E-
Zone, Depot and futurebazaar.com are launched across the nation in the year 2006. The
Company had signed a Memorandum of Understanding (MOU) with Blue Foods Private Limited
to form a 50-50 Joint Venture Company in July 31st of the year 2006 for setting up food courts
and specialty restaurants across the country. In January of the year 2008, the company had
entered into joint venture with US based Staples Indian office products business unit, Future
Office. As at February 2008, Pantaloon awarded a comprehensive USD 50 million 5-year IT
outsourcing contract to Wipro InfoTech. The Company initiated its flagship hypermarket retail
store 'Big Bazaar' in Bardhaman city during January of the year 2008. Pantaloons launched an
exclusive line of film merchandise 'TASHAN Collection' across all its 40 stores in April of the
year 2008.And 2010 pantaloons launched in Durgapur.

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 Group Vision
Future Group shall deliver Everything, Everywhere, Every time for Every Indian Consumer in
the most profitable manner.

Group Mission
We share the vision and belief that our customers and stakeholders shall be served only by
creating and executing future scenarios in the consumption space leading to economic
development.

We will be the trendsetters in evolving delivery formats, creating retail realty, making
consumption affordable for all customer segments – for classes and for masses.

We shall infuse Indian brands with confidence and renewed ambition.

We shall be efficient, cost- conscious and committed to quality in whatever we do.

We shall ensure that our positive attitude, sincerity, humility and united determination shall be
the driving force to make us successful.

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 KISHORE BIYANI

MANAGING DIRECTOR

Kishore Biyani is the Managing Director of Pantaloon Retail (India) Ltd and the Group Chief
Executive Officer of Future Group. Considered a pioneer of modern retail in India, Kishore’s
leadership has led Pantaloon Retail’s emergence as India’s leading retailer operating multiple
retail formats that cater to the entire basket of Indian consumers.

Kishore Biyani led the company’s foray into organized retail with the opening of the Pantaloons
family store in 1997. This was followed in 2001 with the launch of Big Bazaar, a uniquely Indian
hypermarket format that democratized shopping in India. It blends the look and feel of the Indian
bazaar with aspects of modern retail like choice, convenience and quality. This was followed by
a number of other formats including Food Bazaar, Central and Home Town..2006 marked the
evolution of Future Group that brought together the multiple initiatives taken by group
companies in the areas of Retail, Brands, Space, Capital, Logistics and Media Kishore Biyani
advocates ‘Indianness’ as the core value driving the group and the corporate credo ‘Rewrite
Rules, Retain Values.’

Regularly ranked among India’s most admired CEOs, he is the author of the book It Happened in
India. He has won numerous awards from government bodies and the private sector in India and
abroad and is on the board of a number of bodies, including the National Innovation Foundation
in India and the New York Fashion Board.

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OVER VIEW OF PANTALOON DURGAPUR

Location:-
It is in the heart of the Durgapur City, First ever in Durgapur city center JUNCTION MALL.
One km. from Bus stand, opened June 2010.

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 STORE DIRECTORY

Ground Floor
CSD(customer services desk)
Cash counter
T-24
Ladies Ethnic
Ladies All
Non Apparels includes exclusive Diamond section, Watches & Sunglasses, Fashion
Jewelers, Ladies Accessories, Cosmetics & Perfume section.
Kids
1st Floor
Men’s Denim & Knits
Ladies Western
Cash counter
2nd Floor
Men’s Causal, Formal & Party Wear
Indus League
Back Office
Cash counter
Security
3rd Floor

Warehouse
Fun Zone

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Organization structure of Durgapur pantaloon

S.M

D.M CSD Cash H.R V.M Security

&

T.L (FA) Safety

T.M

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Definition & Basics about Sales Training

Sales training is a very important component of hiring a new employee. It can take up to 90
days for a new employee to become acclimated to selling the product or service; therefore,
having effective training implemented early on will help both the new employee and the
organization. Sales training is a method of teaching employees how to accurately and
effectively offer a product or service to a customer, follow through and close the deal.

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 TYPES OF TRAINING MODULES FOLLOWED IN PANTALOONS

At store level Pantaloons follows differential training modules, viz

FOR MANAGERS & STAFFS

 SOP Training – Standard Operating Procedures is governing principles controls,

measure, & regulates the various back end & front end operation across pantaloon
limited. There are specifically 41 modules, namely 25 & 16 respectively these modules
are focused on squiring assets & finding out ways to minimizing the cost factor.
 Product Training:-pantaloon basically follow two seasons viz. Spring Summer &
autumn winter collection .just prior the onset of respective collection a DVD on the same
in terms of type of product ,USP(unique selling price),etc. being shared by the HO. the
same being shared by the respective department manager with the floor staffs. The
objective is to make them fully equipped in terms of product knowledge before the
product hit the floor for better improve customer satisfaction.
 Customer Interaction:-Pantaloons believes & treats customers as GOD. Thus every
customer is being greeted with “Namaste”. It needs immense understanding & skills from
the staffs end to make the customer satisfied in terms of product & service thus
converting him/her in a “loyal Customer’.
 Visual Merchandising Training: - To display merchandise in a way to attract an
onlooker or by passer to invite to the merchandise and finally to convert him/her as
customer.
There are few important measure are taken care.
1. Facade display.
2. Docate implementation.
3. In store visual display.
4 In store merchandise display.
5.In store communication.
 Warehouse related Training: - Warehouse being the crucial place for stock inflow &
outflow in the store. The staffs are being trained in terms of quality stock management.

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 Miscellaneous Training: - Once the operation employees are trained in specific sales
methods and products, the organization then stresses on miscellaneous items such as
return per sq. ft, sales vs. target achv, conversion %age, Ticket Size, tc. Thus leading to
enhanced learning.
 PBGC Training – Pay back green card is loyalty program launched by future group.
Before pantaloon had green card program for their customer. As a training detail is to be
providing to the staff. Thereafter make them learned that how to do migrated the card or
to fill up form & take details of the customer.

Management Trainees- are being provided

 Over view of the store.

 Store Hierarchy.
 Snapshot of the products available.
 Overview of the SOP that has to be maintained during the tenure.
 Overview on PBGC.

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 TRAINING METHOD FOLLOW BY PANTALOON

LECTURE METHOD

 Lectures usually take place in a classroom-format.

 It seems the only advantage to a lecture is the ability to get a huge amount of information
to a lot of people in a short amount of time. It has been said to be the least effective of all
training methods. In many cases, lectures contain no form of interaction from the trainer
to the trainee and can be quite boring. Studies show that people only retain 20 percent of
what they are taught in a lecture.

 Role Playing

Role playing allows employees to act out issues that could occur in the workplace. Key
skills often touched upon are negotiating and teamwork.A role play could take place
between two people simulating an issue that could arise in the workplace. This could
occur with a group of people split into pairs, or whereby two people role play in front of
the classroom.

Classroom Training — Traditional public classroom training that includes

comprehensive learning design, expert instructors who also have experience in the field.

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 OBJECTIVE OF TRAINING
The objective of training is to nourish the skills, knowledge & behavior of the employees to
achieve desired results in the store thus leading to…….

Increase productivity.

Improve morale.

Lower turnover.

Improve customer relation.

Improve selling skill.

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 TRAINING VS DVELOPMENT

Training often has referred to as teaching specific skills and behavior. Examples of training are
learning to fire a rifle, to shots in basketball and to type. It is usually reserved for people who
have to be brought up to performing level in some specific skills. The skills are almost always
behavioral as distinct from conceptual or intellectual.
Development, in contrast, is considered to be more general than training and more oriented to
individual needs in addition to organizational needs and it is most often aimed toward
management people. 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 that will enable people to carry out non-technical
organizational functions more effectively. Training is meant for operatives and development is
meant for managers.

Training tries to improve a specific skill relating to a job whereas development aims at
improving the total personality an individual. Training is a one-shot deal; whereas development
is an ongoing continuous process. The scope of training is on individual employee, whereas the
scope of development is on the entire work group or the organization. Training is mostly the
result of initiatives taken by management. It is the result of some outside motivation.
Development is individual; whereas development aims at meeting the future needs of the job and
the individual. In other words, training is a reactive process whereas development is a proactive
process. Development is future oriented training, focusing on the personal growth of the
employee.

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 TRAINING VS EDUCATION

The term ‘education’ is wider in scope and more general in purpose when compared to training.
Training is the act of increasing the knowledge and of an employee while learning]. Education,
on the other hand, is the process of increasing the general knowledge and understanding of
employees. It is a person-oriented, theory-based knowledge whose main purpose is to improve
the understanding of a particular subject or them [conceptual learning]. Its primary focus is not
the job of an operative. Education is imparted through schools or colleges and the contents of
such a programmed generally aim at improving the talents of a person. Training is practice –
based and company-specific. However, both have to be viewed as programmed that are
complementary and mutually supportive. Both aim at harnessing the true potential of a
person/employee.

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 NEED FOR TRAINING

1) TO INCREASE PRODUCTIVITY: Instructions can help employees increase their level of

performance often directly leading increased operational productivity and company profit.
2) TO IMPROVE QUALITY:  Helps in improving upon the quality of work and work-life.

3) TO IMPROVE ORGANIZATIONAL CLIMATE: Sales and quality of Customer Service

may improve, financial incentives increased, less supervisory pressure and increased morale. So
an endless chain of positive reactions results from a well planned training programmed.

4) REDUCE EMPLOYEE DISSATISFACTION: Proper training & Development can reduce

employee dissatisfaction.

5) REDUCED SUPERVISION: Both supervisions and employee prefer independence in job.

6) HEIGHTEN MORALE: Possession of needed skills helps to meet such basic needs as
security and satisfaction.

7) INCREASED ORGANIZATIONAL STABILITY AND FLEXIBILITY STABLITY: The

ability of an organization to sustain its effectiveness despite of the loss of the key personnel can
be developed only through creation of a reservoir of trained replacements. Flexibility, the ability
to adjust to short run variations in the volume of work, requires personal with multiple skills to
permit their transfer of jobs.

Image – Training and Development helps in creating a better corporate image.

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 RATIONALITY OF CONDUCTING THE STUDY
As per course curriculum the student of PGDM (HR) of the session 2011-2013 of Dewan vs.
instituted of Management are to submit their project work. A project is a scientific and
systematic study of real issue or problem intended to resolve the problem with application of
concept and skills. The problem can be from any discipline. The essential requirement of a
project is that it should entail scientific collection analysis and interpretation of the data leading
to valid conclusion. Before going in to details of my project, I want to highlight as to why elected
the topic.

‘’TRAINING & DEVELOPMENT”

1. To find out how identification of training need takes place in the organization and it has to
achieve the objectives of training in organization.
2. This project was selected to obtain the responses of the concerned employees to the existing
training development at Durgapur PANTALOON.

3. Finding out how exactly they feel about existing system.

4. What are the difficulties they encounter while participating in the training.

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 LIMITATIONS OF THE STUDY

During the study several problems have faced and those limitations of the study can be
summarized below.

1. Among 55 employees only a sample of 50(Manager & staff) were taken for the study in the
Durgapur Pantaloon ltd.
2. Most executives were too busy, thus to obtain desired document and data there was need to
take prior approximant from them.
3. The employees often give their response in consultation with each other. Hence, a big question
mark can be put on the reliability of the responses.
4. Very short space.

5. Very short span of time.

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 LITERATURE STUDY

While doing the project in DURGAPUR PANTALOON LIMITED, I had studied the official
records, manual as well as company journal booklets etc. I also consulted “the news” the
magazine of the company.
I also studied the books on training and development

1. The book written by Ajit Kumar Ghosh-Human Resource management.

2. The book written by K. Aswathappa Human resource and management.
3. I also collected information from website.

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 RESERCH METHOLOGY

TITLE: TRANING & DEVELOPMENT ON DURGAPUR PANTALOON LIMITED.

Research methodology is a method through which the project has been done. This includes
various source of collecting data.

TARGET GROUP: The target group was employees & trainee.

SAMPLE SIZE: Out of 55 employees only 50 taken as sample for survey.

PRIMARY SOURCES: -
Formal interview has been taken or discussion.

Questionnaire- Some specific questions have been prepared relating to the topic and have
analyzed in such a way that it can fulfill the objective of the project.

SECONDARY SOURCES: - The secondary sources cover official records, manual as well as
company journal, booklets, etc. I also consulted the books on training & development.

DATA PROCESSING & ANALYSIS: - While studying the training the results achieved was
classified on a 5 point rating scale where responses and feedback given by employees on some
open questions were taken into construction.

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Q1. This training program level was useful for you?

87
90
80
70
60
50
40
30
20
6 7
10
0
Agree Indifferent Disagree

ANALYSIS

This analysis shows that 87% people agree 6% indifferent 7% disagree on the view that the
training program level was useful for them.

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Q2. Do you agree that it was easy to follow the training instructions?

67
70

60

50

40

30
20
20
6
10

0
Yes No Could have
been batter

ANALYSIS
It shows that 67% people strongly agree 20% people somewhat agree 6% people neutral & 7%
people disagree that it was easy to follow the training instruction.

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Q3. Was the content & language in which the instructors communicated to
you, understandable?

Yes No

13%

87%

ANALYSIS
It shows that 87% says yes & 13% says no on the content & language in which the instructors
communicated to them was understandable.

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Q4. Was the training programmed organized an effective manner?

Yes No Could have been batter

20%

7%

73%

ANALYSIS

This pie chart shows that 73% are saying yes, 7% are saying no & 20% are says could have been
better.

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Q5. Would you like to attend another program from our organization in
future?

No
13%

May be
27%
Yes
60%

ANALYSIS

It shows that 60% says yes, 27% says may be & 13% says no.

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Q6. Was the trainer knowledgeable?

14
14

12

10

4
1
2 0
0
Yes May be No

ANALYSIS
It shows that 93% says yes & 7% says may be the trainer is knowledgeable.

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Q7. How was the training in compare to previous one?

54
60
50
40
33
30
20 13
10
0
Good
Average
Better

ANALYSIS
It shows that 54% says good 13% average & 33% better than the previous training.

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Q8. In the training which motivate you?

Trainer Lecture/Program Enviroment/class Other

19%

19% 56%

6%

ANALYSIS
It shows that 56% are motivated by Trainer, 19% through environment & 6% by the
Lecture/program & 19% by other.

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Q9. Is on the job training helpful?

86
90
80
70
60
50
40
30
20
14
10
0
Yes
No

ANALYSIS
This graph shows that 86% says Yes on the job training helpful & 14% no .

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Q10.Did you find any change in terms of knowledge & skill after the training?

73
80
70
60
50
40
30
20 20
10
0
7
Lots of
Quite
Nathing

ANALYSIS
It shows that 73% are saying they have found lots changes after training 20%says quite, 7% says
nothing.

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QUESTIONNAIRE 2 ON THE BASIC OF TRAINER FEEDBACK

Q1. The training met my expectation?

43
45
40
35
28 29
30
25
20
15
10
5 0 0
0
Strongly Agree Neutral Disagree Strongly
agree disagree

ANALYSIS
It is shows that 43% strongly agree, 28% agree,29% are neturaly says that training met there
expectations.

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Q2. I will be able to apply the knowledge learned?

8
8

5 4
4

3 2
2 1
1 0
0
Storngly Agree Neutral Disagree Storngly
agree disagree

ANALYSIS
It shows that 64% are storngly ageree,29% agree & 7% neutraly said that they will be able to
apply the knowledge learned.

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Q3. The training objectives for each topic were identified & followed?

8
8

5 4
4

3 2
2 1
1 0 ANALYSIS
0
Storngly Agree Neutral Disagree Storngly It shows that 38%
agree disagree
strongly agree, 36%
agree & 26% neutral
on saying that training objectives for each topic were identified & followed

Q4. The content was organized & easy to follow?

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 8
8
7
6
5 4
4
3 2
2 1
1 0
0
Storngly agree Agree Neutral Disagree Storngly disagree

ANALYSIS
It shows that 31% strongly agree & 44% agree on saying that content was organized & easy,
19% neutral & 6% disagree.

Q5. The trainer was knowledgeable .

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 8
8

5 4
4

3 2
2 1
1 0
0
Storngly Agree Neutral Disagree Storngly
agree disagree

ANALYSIS
It is shows that 44% strongly agree, 50% agree & 6% are neutral on saying that trainer was
knowledgable.

Q6. The quality of instruction was good?

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 8
8

5 4
4

3 2
2 1
1 0
0
Storngly agree Agree Neutral Disagree Storngly disagree

ANALYSIS
It shows that 36% strongly agree, 50% agree & 14 % neutral on saying that the quality of
instruction was good.

Q7.The trainer met the training objectives.

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 8
7
6
5
8
4
3
4
2
2
1 1 0

0
Storngly Agree Neutral Disagree Storngly
agree disagree

ANALYSIS
It is says that 60% strongly agree, 27% agree & 13% neutral on saying that training met the
training objective.

Q8. Class participation & interaction were encouraged.

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 Storngly agree Agree Neutral
Disagree Storngly disagree
13% 7% 27%

53%

ANALYSIS
It shows that 27% strongly agree, 53% agree 13% neutral 7% disagree on saying that class
participation & interaction were encouraged.

QUESTIONNAIRE -1
Name -

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Employee no. - Age-

Designation-

Department-

Qualification-

Q1. This training program level was useful for you?

 Agree
 Indifferent
 Disagree

Q2. Do you agree that it was easy to follow the training instructions?

 Strongly agree
 Somewhat agree
 Neutral agree
 Disagree

Q3. Was the content and language in which the instructors communicated to you,
understandable?

 Yes
 No

Q4. Was the training programmed organized in an effective manner?

 Yes, it was.
 No
 Could have been better

Q5. Would you like to attend another program from our organization in future?

 Yes
 May be
 No

Q6. Was the trainer knowledgeable?

 Yes

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  May be
 No

Q7. How was the training in compare to the previous one?

 Good
 Average
 Better

Q8. In the training which things motivate you?

 Trainer
 Lecture/program
 Environment/class
 Other

Q9. Is on the job training help helpful?

 Yes
 No

Q10. Did you find any change in term of knowledge & skill after the training?

 Lots of
 Quite
 Nothing

If you have any suggestions regarding this training program, please feel free to educate
us……..........................................

QUESTIONNAIRE-2 (Feedback on Trainer)

Dear Sir/Madam,

I am doing a project work on Employees Training & Development. I would request you to
Kindly spare some time to fill up this questionnaire.

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 Thank you very much for your cooperation.

Name -------------------------------------------------Designation------------------------------------------
Department-------------------------------------------

Q1. Please mention your age

 18-25  25-30  Above 30
Q2. Sex:
 Male  Female

Q3. Marital Status:

 Single  Married

Q4. No. of years of experience:

 Less than 3 year’s  3 to 5 year  More than 5 years

Q5. Is this your first organization you are doing job?

 Yes  No

Please indicate your impressions of the items listed below

Strongly Strongly
Agree Neutral Disagree
Agree Disagree

1. The training met my

expectations.     

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2. I will be able to apply the
knowledge learned.     

3. The training objectives for each

topic were identified and     
followed.

4. The content was organized and

easy to follow.     

5. The materials distributed were

pertinent and useful.     

6. The trainer was knowledgeable.

    

7. The quality of instruction was

good.     

8. The trainer met the training

objectives.     

9. Class participation and

interaction were encouraged.     

10. Adequate time was provided

for questions and discussion.     

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 WHAT I HAVE DONE

I used to give training to the BBA management trainee.

Check grooming of employee.

HR document file update.

Goal book check up(sales target, achievement details)

Leave management.

Decorating Fun Zone (Employee rest room).

Recording data.

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 FINDINGS

After being a part of entire survey, I was able to identify the benefits from the survey conducted
and also recognized some of the areas where Employees showed dissatisfaction & satisfaction,
which are as follows…

1. Employees are very much happy with their respective team leads.
2. Employees think that they have good opportunity for their development.
3. Some of them dissatisfied about training, they want again more training on the
same topic.
4. Some of are not aware about the advantage of training.

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 SUGGESTION

 There should be more training programs as per employee’s requirement.

 Maximum employees want product knowledge training.

 There should be some stipend provide to the management trainee.

 There should be more motivational programs for employee.

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 CONCLUSION

Efficient and effective training and development of employees is an essential element for
pantaloons continuing growth in an increasingly commercial world. Pantaloon requires
employees who are committed and flexible in order to aid its expansion of the business.
The expansion of Pantaloon relies on retaining existing customers and acquiring new ones. All
customers need to be confident and happy in Pantaloon. This relies on committed and flexible
employees delivering the highest standards of service to meet Pantaloons objectives.
Pantaloon structured approach to training and developing its existing and new employees
provides a strong foundation for its continuing growth.

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 BIBLIOGRAPHY

1. The book written by Ajit Kumar Ghosh-Human Resource management.

2. The book written by K. Aswathappa Human resource and management.
I also collected information from website.

 Wikipedia
 www.google.com
 www.Ask.com

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