A

PROJECT REPORT ON

"STUDY ON TRAINING AND DEVLOPEMENT"

AT
TAURUS BPO SERVICE PVT. LTD

SUBMITTED BY

UBHE HARSHADA DATTATARY

GUIDE
ASSITENT PROFESSOR. KOMAL MORE.
BBA (SEM VI)

THE UNIVERSITY OF PUNE IN PARTICIAL FULFILLMENT OF THE

BACHELOR OF BUSINESS ADMINISTRATION.
THROUGH
SARHAD COLLEGE OFARTS,SCIENCE & COMMERCE
KATRAJ,PUNE
2021-22
 DECLARATION

I am Ubhe Harshada declare that the project report entitled

"STUDY ON TRANING AND DEVELOPMENT in Taurus BPO Service Private

Limited written and submitted by me to the Savitribai Phule Pune University,

in partial fulfilment of the requirement for the award of degree of Bachelor of

Business Administration under the guidance of Prof Kajal More mam is my original

work and the conclusion drawn there in are based on the material collected by myself.

Place: Katraj, Pune

Date:

Harshada Ubhe

SARHAD COLLEGE OFARTS,SCIENCE & COMMERCE

KATRAJ
 ACKNOWlEDMENT

I deem it a great privilege to thank all those people who helped me to complete this project
work.I express my sincere thanks to the staff of Sarhad collage of arts commerce and science
and HR dept. of Taurus BPO and Mr. Shrikant Talekar for giving me this opportunity to
undertake the project work.I am deeply obliged to my project guide Prof. Komal More mam
without whose guidance and encouragement at all levels, the study wouldn't have been
completed. All those employees of Taurus BPO Service Private Limited deserve special thanks
for their cooperation and help in the collection of necessary and relevant material for this
work.

Also, I do thank and remember my friends and my brother for their effort and helping hand. I
express my profound thanks to Mr. Shrikant Talekar for giving me valuable advice and
guidance and sparing valuable time in clarifying various points raised by me. Every effort has
been made to enhance the quality of work. However, I own the sole responsibility of the
shortcoming, if any, in the study.

 
Signature Of The Student

Harshada Ubhe
    

SR. CONTENT
NO

1 Introduction

2 Scope and Objectives of Study

3 Company Profile

4 Conceptual Background

5 Research Methodology

6 Data Analysis &Interpretation

7 Findings & Suggestions

8 Conclusion

9 Annexure

10 Bibliography
 INTRODUCTION

Training and development is vital part of the human resource development. It is assuming
ever important role in wake of the advancement of technology which has resulted in ever
increasing competition, rise in customer's expectation of quality and service and a
subsequent need to lower costs.

It is also become more important globally in order to prepare workers for new jobs. In the
current write up, we will focus more on the emerging need of training and development, its
implications upon individuals and the employers.

Training:

Training is the act of increasing the knowledge of an employee for doing aparticular job. -
Training is a process of learning a sequence of programmed behaviour.

It is the application of knowledge. It gives people anawareness of the rules and procedures to
guide their behaviours. It attempts to improve their performance on the current job and
prepares them for an intended job.

Development:

Development is a related process. lt covers not only those activities which improve job
performance but also those which bring about growth of the personality.

Training person foe a bigger and higher job is development, this process includes not only
imparting skills but also certain mental and personality attributes.
Why Training is needed?

 To increase Productivity
 To improve Quality
 To help the company to fulfill its Goals & Future Needs
 Obsolescence Prevention
 Personal Growth
 Strategy For Training And Development

Employee Development" was seen as too evocative of the master- slave relationship between employer and
employee for those who refer to their employees as "partners" or "associates" to be comfortable with.

"Human Resource Development" was rejected by academics, who objected to the idea that people were
"resource" -an idea that they felt to be demeaning to the individual.

Training and development (T&D) encompasses three main activities: training, education, and development.
Garavan, Costine, and Heraty, of the Irish Institute of Training and Development, note that these ideas are
often considered to be synonymous. However, to practitioners, they encompass three separate, although
inter related, activities:

Training: This activity is both focused upon, and evaluated against, the job that an individual currently
holds.

Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and
evaluated against those jobs.

Development: This activity focuses upon the activities that the organization employing the individual, or
that the individual is part of, may partake in the future, and is almost impossible to evaluate.

Most training takes place in an organizational setting, typically in support of skill and
knowledge requirements originating in the workplace.

SCOPE OF STUDY

This research provides me with an opportunity to explore in the field of Human Resources.
In this project I have tried to present details about the training and development programs
being presently followed in Taurus BPO PVT. LTD and the feedback, I collected from different
employees during my interaction with them.
The scope of training and development can be explained with the help of following points:

 Exact position of performance of employees through their feedback.

 Development of the employees through various training and development programs.
 Developing altered of unbiased treatment to all employees.

LIMITATIONS OF STUDY:

1. In view of the limited time available for the study, only the Training and Development
process could be studied.

2. Time factor can be considered as a main limitations.

3. The findings of the study are solely based on the information provided by the respondents.

4. The accuracy of findings is limited by the accuracy of statistical tools used for analysis.

5. Findings of the research may change due to area, age, condition of economy etc.

6. The lack of availability of information.

 COMPANY PROFILE

TAURUS BPO PVT. LTD

Name : Taurus BPO Pvt. Ltd

Incorporation : 22 Nov 2010

Registered. : A/p Wing, Satara

Authorized capital : 10 lac

Paid –Up capital. : 10 lac

Factory. : A/P Wing, Satara

Director : Shrikant Kashinath Talekar

Joint Managing Director : 1) Aparna Laxman Bhargude

2) Umesh Vishwanath Talekar

Executive Director : Mahesh Vishwanath Talekar

Bankers : Bank of India, State Bank of India

 CONCEPTUAL BACKGROUND

Taurus BPO thrives on Technology based Automation, Process Innovation & Human Effort to
exceed the client’s requirements & have consistently succeeded in delivering high
productivity.

Mission: Generate economic value through superior growth and profitability. Create a
fulfilling workplace for our employees built on trust , mutual respect and appreciation of
their diversity. Value the role we play in our communities as a society & environmentally
committed organization

Vision: To provide innovative, delightful & consistently superior services to our clients
through value creation at each levels.
TAURUS BPO SERVICES INDIA LLP is an Indian company incorporated on 12/03/2015 and its registered office
address is G-1, PRESS COMPLEX, AB ROAD INDORE Indore MP 452001 IN,SWADESH BHAWAN.

The LLP Identification Number (LLPIN) of the company is AAD-5341 and its total obligation of contribution is
Rs. 0. Based on the official records, the current age of the company is 7 Years 2 Months 12 Days years.

TAURUS BPO SERVICES INDIA LLP is registered at Registrar of Companies, Gwalior (RoC-Gwalior) Its
authorized share capital is INR 0 and its paid up capital is INR 0

The current status of this company is Active. The directors of this company are ANIL KUMAR SHARMA and
ASHOK KUMAR JHALANI.

The contact details of the company are as per the official records. Please visit the contact section or the
contact form below for contacting this company. There are a client of organization:

RESEARCH METHODOLOGY:
Research Methodology is the systematic way to solve the research problem. It may be understood as a
science of studying How research is done scientifically. Thus, when we talk about how research
methodology, we talk of the research methods used in the research study. Under Research Methodology we
explain the research study being used.

It will give the desirable & expected result to the research student. The research thods or techniques being
used. It will give the to the research student. The methodology adopted for study is that of survey through
questionnaire.

The approach in research of the project is of-

 Primary data
 Secondary data
Primary data:

Primary data includes collection of data from the employees and management Staff through well designed
questionnaire, observation and interview.

Secondary data

Brief introduction and information has been provided by Officers is who reported for studying this topic.
Further information has been gathered from the reports, journals from the records maintaine by the
concerned departments, websites, internet etc.

COLLECTION OF DATA
The task of data collection begins after a research problem has been defined and research design/ plan
chalked out. The collection of data is done to support tour findings and interest the result whether the result
you have found in according to your hypothesis or not. The data can be collected by various methods. These
are broadly classified into two ways, as follows:

 PRIMARY DATA
 SECONDARY DATA

PRIMARY DATA

The primary data are those which are collected a fresh and for first time and thus happen to be original in
character. We collect primary data during the course of doing experiments in an experimental research. It is
the first hand data and nobody else has collected this before. There are various ways of collecting primary
data, these are as follows:

 Observation Method

Observation method is used when the study relates to behavioural science. This method is planned
systematically. It is subject to many controls and checks. The different types of observations are:

 Structured and unstructured observation

 Controlled and uncontrolled observation
 Participant, non-participant and disguised observation

 Interview Method
The method of collecting data in terms of verbal responses. It is achieved in two ways, such as

Personal Interview – In this method, a person known as an interviewer is required to ask questions face
to face to the other person. The personal interview can be structured or unstructured, direct investigation,
focused conversation, etc.

Telephonic Interview – In this method, an interviewer obtains information by contacting people on the
telephone to ask the questions or views, verbally.

 Questionnaire Method
In this method, the set of questions are mailed to the respondent. They should read, reply and subsequently
return the questionnaire. The questions are printed in the definite order on the form. A good survey should
have the following features:

 Short and simple

 Should follow a logical sequence
 Provide adequate space for answers
 Avoid technical terms
 Should have good physical appearance such as colour, quality of the paper to attract the attention of
the respondent

 Schedules

This method is similar to the questionnaire method with a slight difference. The enumerations are specially
appointed for the purpose of filling the schedules. It explains the aims and objects of the investigation and
may remove misunderstandings, if any have come up. Enumerators should be trained to perform their job
with hard work and patience.

SECONDARY DATA

Secondary data is data collected by someone other than the actual user. It means that the information is
already available, and someone analyses it. The secondary data includes magazines, newspapers, books,
journals, etc. It may be either published data or unpublished data.

Published data are available in various resources including

 Government publications
 Public records
 Historical and statistical documents
 Business documents
 Technical and trade journals

DATA ANALYSIS AND INTERPRETATION

Data analytics in learning and development can be defined as the process of gathering and analyzing data on
a variety of different learner metrics. These metrics include but are not limited to employee performance,
application of skills, process recall, and more.

Learning analytics helps educators to understand diverse learning styles and preferences. Trainers can use
the data to design more efficient training courses based on specific learning needs. With the evolution of
modern technology, digital learning is being distributed via desktops and personalized mobile devices.

How To Successfully Implement Learning Analytics In Company

 Clearly Define Policy Objectives. ...

 Map The Context. ...
 Identify The Key Stakeholders. ...
 Identify Learning Analytics Purposes. ...
  Develop A Strategy. ...
 Analyze Your Resource Capacity. ...
 Develop A Monitoring And Learning System

Data Analysis & Interpretation

1-Your organization considers training as a part of organizational strategy. Do you agree

with this statement?

RESPONSE No of Percentage
STRONGLY Response 52
AGREE 13

AGREE SOME 1 4
WHAT

AGREE 4 16

DISAGREE 7 28

Total 25 100

Interpretation

The above graph indicates that organization considers training as a part of organizational strategy.

QUES 2): How many training programs will you attend in a year?

10-20 2 8

20-40 6 24

More 3 12
than 40

Total 25 100
INTERPRETATION
The above chart indicates that less training programs are held in the organization .

QUES 3): To whom the training is given more in your organization?

No of Percentage
Response
Senior Staff 12
3

Junior Staff 5 20

New Staff 6 24

Based-on 13 52
Requirement

Total 25 100
 FINDINGS

 I was Observed that the employees are aware about the training given in the
organization.

 Training sessions are conducted on quarterly basis in the organization

 It was originated that the training imparted to the employees should increase their
skills in the job.

 It was found that employees required behavioural up gradation techniques

 It was found that the employees were satisfied with the trainings & found the training
beneficial for them.

 During the training, it should be also effect that the who has been conduct the training
programme.

 After training half on the employees have developed in the loyees have developed in
the area of skills and knowledge. And limited members have developed in the area of
social behavior.

SUGGESTIONS

 I would suggest the organisation that Suggestions need to be taken from from the
workmen/officers to arrange need based training programs.

 Equal importance should be given to both the training of executive class as well as the
training of workmen.

 To conduct a refreshing batch at an advance level. So that the Employees can give,a
productive outcome.
  There should be a suggestions box or suggestion handling Department wherein, all
kinds of problems gets solutions.
 Training Evaluation has to be conducted.

 Employees have to expose to the new environment then they will enhance the
knowledge.

CONCLUSION

A development is a necessity for both the trainer and trainee. The trainer (the company)
would want to make its staff have effecient in this highly competitive world. It would want its
employees to know the latest trends and technologies and use them According to the
companys principles and objectives. The trainees staff the other hand, View training and
development as a stepping stone for enriching their career

and fulfilling their personal needs.

Thus, training can contribute to higher production, fewer mistakes. Effective training is an
invaluable investment in the greater job satisfaction and lower labour turnover. Also, it
enables employees to cope with organizational, social and technological change.

Benefit to organisation are:

 Employees are more directed towards the company's goals.

 Their styles of approaching the customers have changed.

 They have started doing their role in an effective way & are being much accountable in
playing their roles.

On this we conclude our report with the following words

"Education ends with school but learning ends with life."

 EXECUTIVE SUMMARY

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 these
requirements, training is not important. When this not the case, it is necessary to raise the
skills 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 a 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 employees training is not only an activity that an
organization must commit resources to if it is to maintain a viable and knowledgeable work
force.

The entire project talks about the training and development in theoretical as well as new
concepts, which are in trend now. 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 employees and how to know what kind of training he
can go for?

Training being in different aspect likes integrating it with organizational culture. The best and
latest available trends in training method, the benefits which we can derive out of it. How
the evaluation should be done and how effective is the training all together. Some of the
companies practicing training in unique manner a lesson for other to follow as to how train
and retain the best resource in the world to reap the best out of it.

Development is integral part of training if somebody is trained properly and efficiently the
developments of that individual and the company whom he is working. Here we discussed
about development of employees, how much to identify the needs, and after developing
how to develop executive skill to sharpen their knowledge.

Learning should be continues process and one should not hesitate to learn any stage. Leaning
and developing is fast and easy at Taurus Pvt. Ltd.
 ANNEXURE

 Are you aware of training given in your organization?

o Yes
o No

 How frequently is the training sessions being conducted in your Organization?

o Monthly
o Quarterly
o Yearly

 Does training imparted to employees really increase their Skills/knowledge in their

jobs?
o Agree Strongly
o Agree Partially
o Agree Disagree
o Strongly Disagree

 Are you actually able to provide timely solutions after training?

o Yes
o No

 Is equal importance given to both the training of executive class as well as the
training of workmen?
o Yes
o No

 Are suggestions taken from workmen/officers to arrange need based training

programs?
o Always
o Sometimes
o Never
 What type of training would you like to undergol have undergone?
o Skill up gradation
o Behavioural up gradation
o Both

 Do you wish to attend a refreshina batch in the future

o Yes
o NO

 Did the training benefit you?

o Yes
o No

 Suggestions if any)
 BIBLIOGRAPHY

BOOKS:

 S Ashshwathapa in his book "Human Resource Management", Sixth edition published

by Tata Mcgraw-hill publishing company.

 C.R. Kothari in his book "Research Methodology", Second edition published by Age
International Publications.

 Effective Human Resource Training and Development Strategy- Dr. B. RATHAN REDDY

Websites:

www.Taurus.Bpo.ltd.com

http://www.traininganddevelopment.naukrihub.com/

http://www.hrpayrollsystems.net/hris/

http://www.businessperform.com/

http://youremployment.biz/competency/behavioral-Competency