“A STUDY ON TRAINING AND DEVELOPMENT PRACTICES FOR

EMPLOYEES AT SWIFLEARN EDUCATION PVT.LTD”

HRM
INDEX

Sr.no Chapters Pg.no

1. Chapter 01- Introduction 01-13

2. Chapter 02- Company Profile 14-19

3. Chapter 03- Aims & Objectives 20-21

4. Chapter 04- Research Methodology 22-33

5. Chapter 05- Data Analysis & Interpretation 34-45

6. Chapter 06- Conclusion 46-47

7. Chapter 07- Suggestion & Limitation 48-50

8. Chapter 08- Bibliography 51-52

9. Chapter 09- Annexure 53-57

 CHAPTER 01
INTRODUCTION

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 INTRODUCTION

Human Resource management (HR or HRM) is the management of human

resources.HR department are responsible for overseeing employee benefits
design, employee recruitment, training and development, performance
appraisal, and rewarding. Human resources focuses on maximizing employee
productivity.

According to Dcenzo and Robbin , “HRM is concerned with the people

dimension ”in management. In simple sense, human resources management
means employing people, developing their resources, utilizing, maintaining and
compensating their services in tune with the job and organizational
requirements with a view to contribute to the goals of the organization ,
individual and the society.“HRM is the provision of leadership and direction of
people in their working or employment relationship”- Dale Yodler.

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 CONCEPT OF HUMAN RESOURCE MANAGEMENT IN
ORGANISATION

Human Resources Management (HRM) may be defined as a set of policies,

practices and programmes design to maximize both personal and organizational
goals. It is the process of binding people and organization together so that
objectives of each are achieved. According to Flippo, human resource
management is “the planning, organizing, directing and controlling of the
procurement , development compensation, integration, maintenance and
reproduction of human resources to the end that individual, organizational and
societal objectives are accomplished.”
I. Increase in the size and complexity of organization, e.g., a million
multinational corporation employing millions of persons, globalization
of business.
II. Rapid technological developments like automation, computerization, etc.
III. Rise of professional knowledgeable workers.
IV. Increasing proportion of women in the workforce.
V. Growth of powerful nationwide trade unions.
VI. Rapidly changing jobs and skills requiring long –term manpower
planning.
VII. Growing expectations of society from employers
VIII. Rising costs and shortage of highly trained labour.
IX. Revolution in IT that might affect the workforce.
X. Widening scope of legislation designed to protect the interest of
working class.

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Human Resource Management (HRM) or simply HR is the management of
human resources in an organization. It is designed to maximize the
employee’s performance in service of an employee’s strategic objectives.
HR is primarily concerned with the management of people within the
organization, focusing on policies and on systems. HR department are
responsible for overseeing employee benefits design, employee recruitment,
training and development, performance appraisal, and rewarding (e.g,
managing pay and benefit systems). HR also concern itself with
organizational change and industrial relations, that is, bargaining and form
governmental laws.
HR is a product of the human relation movement of the early 20th century,
when researchers began documenting ways of creating business values
through the strategic management of the workforce. It was initially
dominated by transactional work, such as payroll and benefits
administration, but due to globalization, company consolidation,
technological advances, and further research, HR as of 2015 focuses on
strategic initiatives like mergers and acquisitions, talent management,
planning, industrial and labor relations, and diversity and inclusion.
Human Resources is a business field focused on maximizing employee
productivity. Human Resource professionals manage the human capital of an
organization and focus on implementing policies and processes. They can be
specialists focusing on recruiting, training, employee relations or benefits.
Recruiting specialists are in charge of finding and hiring top talent. Training
and development professionals ensure that employees are trained and have
continuous development. This is done through training programs,
performance evaluations and reward programs. Employee relations deals
with concern of employee when policies are broken, such as harassment or
discriminations. Someone in benefits develops compensation structures,
family leave programs, discounts and other benefits that employee can get.
On the other side of field are Human Resource Generalists or Business
Partners. These human resource professionals could work in all areas or be
labor relations representatives working with unionized employees.
In startup companies, trained professionals may perform HR duties. In large
companies, an entire functional group is typically dedicated to the discipline,
with staff specializing in various HR tasks & functional leadership.

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FUNCTIONS OF HRM:

The managerial functions of HRM are as follows-

1. Human Resource Planning – In this function of HRM, the number and type
of employee needed to accomplish organizational goals is determined.
Research is an important part of this function, information is collected and
analyzed to identify current and future human resource needs and to forecast
changing values, attitudes and behavior of employees and impact on
organization.

2. Organising – In an organization tasks are allocated among its members,

relationships are identified, and activities are integrated towards a common
objective. Relationships are established among the employees so that they
can collectively contribute to the attainment of organizational goal.

3. Directing – Activating employee at different level and making them

contribute maximum to the organization is possible through proper direction
and motivation. Taping the maximum potentialities of the employee is
possible through motivation and command.

4. Controlling – After planning, organizing and directing, the actual

performance of employees is checked, verified, and compared with the plans.
If the actual performance is found deviated from the plan, control measures are
required to be taken.

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The Operative functions of HRM are a follows-

1. Recruitment and selection- Recruitment of candidates is the function

preceding the employee selection, which brings the pool of prospective
candidate for the organization so that the management can select the right
candidate from this pool.

2.Job analysis and Design- Job analysis is the process of describing the
nature of a job specifying the human requirements like qualification, skills and
work experience to perform the job. Jon design aims at outlining and
organising the tasks, duties and responsibilities into a single unit of work for
the achievement of certain objectives.

3. Performance appraisal – Human resource professionals are required to

perform this function to ensure the performance of employee is at acceptable
level.

4. Training and development - This function of human resource management

helps the employee to acquire the skills and knowledge to perform the job
effectively. Training and development programs are organized for both new
and existing employees.

5. Wages and Salary Administration - Human resource management

determine what is to be paid for different type of jobs. Human resource
management decides employee compensation which includes- wage
administration, salary administration, incentives, bonuses, fringe benefits, etc.

6. Employee welfare – This function refers to various services, benefits and

facilities that are provided to the employees for their well-being.

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7. Maintenance – Human resource is considered as assets for an organization.
Employee turnover is not considered good for the organization. Human
resource management always tries to keep their best performing employees with
the organization.

8. Labor Relations – This function refers to the interaction of human resource

management with the employees who are represented by a trade union.
Employees come together and form union to obtain more voice in decision
affecting wages, benefits, working conditions, etc.

9. Personnel Research – Personnel researchers are done by human resource

management to gather employee’s opinions on wages and salaries,
promotions, working conditions, welfare activities, leadership, etc.

10. Personnel Records – This function involves recording, maintaining, and

retrieving employee related information like- application forms, employment
history, working hours, earnings, employee’s absents and presents,
employee turnover and other related data to employees.

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INTRODUCTION TO THE TOPIC

Training and development refers to educational activities within a company

created to enhance the knowledge and skills of employees while providing
information and instruction on how to better perform specific tasks.
Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executives. In
training employees' aim is to develop additional skills and in development, it is
to develop a total personality.

In training, the initiative is taken by the management with the objective of

meeting the present need to fan employee. In development, initiative is taken by
the individual with the objective to meet the future need to fan employee.

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What does training and development mean to
the organization?
Training presents a prime opportunity to expand the knowledge base of all
employees, but many employers in the current climate find development
opportunities expensive. Employees attending training sessions also miss out on
work time which may delay the completion of projects. However despite these
potential drawbacks, training and development provides both the individual and
organisations as a whole with benefits that make the cost and time a worthwhile
investment. The return on investment from training and development of
employees is really a no brainer.

So what are the benefits?

Improved employee performance – the employee who receives the necessary
training is more able to perform in their job. The training will give the
employee a greater understanding of their responsibilities within their role, and
in turn build their confidence. This confidence will enhance their overall
performance and this can only benefit the company. Employees who are
competent and on top of changing industry standards help your company hold a
position as a leader and strong competitor within the industry.

Improved employee satisfaction and morale – the investment in training that

a company makes shows employees that they are valued. The training creates a
supportive workplace. Employees may gain access to training they wouldn’t
have otherwise known about or sought out themselves. Employees who feel
appreciated and challenged through training opportunities may feel more
satisfaction toward their jobs.

Increased innovation in new strategies and products – Ongoing training and

upskilling of the workforce can encourage creativity. New ideas can be formed
as a direct result of training and development.

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Addressing weaknesses – Most employees will have some weaknesses in their
workplace skills. A training program allows you to strengthen those skills that
each employee needs to improve. A development program brings all
employees to a higher level so they all have similar skills and knowledge. This
helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Providing the necessary training creates an overall
knowledgeable staff with employees who can take over for one another as
needed, work on teams or work independently without constant help and
supervision from others.

Consistency – A robust training and development program ensures that

employees have a consistent experience and background knowledge. The
consistency is particularly relevant for the company’s basic policies and
procedures. All employees need to be aware of the expectations and procedures
within the company. Increased efficiencies in processes results in financial
gain for the company.

Increased productivity and adherence to quality standards – Productivity

usually increases when a company implements training courses. Increased
efficiency in processes will ensure project success which in turn will improve
the company turnover and potential market share.

Reduced employee turnover – staff are more likely to feel valued if they are
invested in and therefore, less likely to change employers. Training and
development is seen as an additional company benefit. Recruitment costs
therefore go down due to staff retention.

Enhances company reputation and profile – Having a strong and successful

training strategy helps to develop your employer brand and make your company
a prime consideration for graduates and mid-career changes. Training also
makes a company more attractive to potential new recruits who seek to improve
their skills and the opportunities associated with those new skills.
Training can be of any kind relevant to the work or responsibilities of the
individual, and can be delivered by any appropriate method.

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METHODS OF TRAINING AND DEVELOPMENT:

Research on training methods is essential to avoid the unnecessary costs that

come with training. According to, Forbes the training market is worth
approximately $109 billion in the United States. Therefore, the tasks of
researchers are to search and define the best methods to present the information
to the targeted trainees, as well as to find the right approach to investing in
project management training.

 The Most Effective Training Methods:

1. Case Study
The case study is a proven method for training and is known to effectively boost
learner motivation. However, when learners lack access to the resources
necessary to completing a case study or if the project become a challenge, their
motivation and learning will be hindered. This method comes with lower costs,
it’s also one of the more popular methods in different disciplines like law,
counselling, and medicine.

2. Games-Based Training
Games have been used for many educational purposes, including training. Using
games for education is affordable, competitive, and motivational, especially in
the digital era, in which many applicants and employees are highly involved
with technology. Game-based training teaches students to compete in
environments like business, sports, or law.

3. Internship
Internships are great for both sides. Employers can benefit from the help of
employees, while employees can benefit from the guidance of and training by
employers. Still, in some cases, this can be high-pressured or inconsistent.
However, in situations and environments where the learners have some base
knowledge and the employers are supportive and understanding, this is an
excellent training method.

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4. Job Rotation
Job rotation can do a lot in terms of employee motivation and commitment. This
method gives people chances to further develop and work toward a promotion
and engenders satisfaction and cooperation. Still, for introverts, this is often a
big challenge because of the fear that they might fail in front of others. Also, it’s
a method that requires a lot of time and room for error.

5. Job Shadowing
Job shadowing serves to generate employees’ engagement and interest. Trainees
get a chance to see their work from another perspective, which is perfect for
those who are being considered for a promotion or a role change.

6. Lecture
Lectures are often dreaded and ridiculed, but they are the most commonly used
training techniques. Yes, there is often a lack of interaction, but with the right
speaker and simple lectures, this can lead to optimal learning.

7. Mentoring and Apprenticeship

When companies plan to groom people for promotion and growth, this is the
best training method to use. Trainees can truly benefit from such a personalized
learning structure, boost the mentor-trainee relationship, and facilitate their
future career.

8. Programmed Instruction
Programmed instruction doesn’t work without self-discipline, so it is most
effective in cases when some straying from the program isn’t detrimental to the
company’s success. Even so, this is an effective and flexible practice.

9. Role-Modeling
This is the counterpart of the lecture training method—one that promotes
practice on lifelike models. It’s often used in cases when employees need some
practice after they see a lecture or a demonstration.

10. Role-Play
With role-playing, trainees can practice what they’ve learned in a personalized
and simulated situation. They can still fail, but with good content and safe role-
playing, there won’t be any serious consequences.

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11. Simulation
Simulation becomes more affordable every day. As such, it’s commonly used
for training that is considered costly or dangerous if performed in a real
environment. This is a safe way to practice what would otherwise be risky.

12. Stimulus-Based Training

Stimulus-based training is a bit unconventional, but it’s becoming more popular
as time passes. It’s a widely applied method that might make trainees a bit
uncomfortable but can also enable them to acquire thorough knowledge faster
than the other methods of training described here.

13. Team Training

Team training has a big and important goal: to connect a team. As such, it
doesn’t focus on trainees as individuals like the previously discussed methods;
rather, this method is used to connect team members and make them more
engaged in their training and work.

EMPLOYEE DEVELOPMENT STAGES:

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 CHAPTER 02
COMPANY PROFILE

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SWIFLEARN EDUCATION

Swiflearn is Founded by two IIT Bombay graduates named Abhinav Agarwal

and Anand Bakode, Swiflearn aims to become a respected learning platform
for K-10 students looking for personalised learning for their school studies and
competitive exams. The platform also supports teachers by leveraging
technology. The classes are a two-way interactive format and teachers use in-
house developed content, pedagogy, testing tools, and learning tracking
mechanisms. Parents receive timely updates about their child's class
participation, homework completion and learning progress. They also get to
work on designed practice tests. In May 2020, the start-up raised a large
undisclosed amount in seed round from Stellaris Venture Partners and Venture
Highway, with participation from Utsav Somani, Founder of Angel List India.

Legal Name: Incassable Technologies Pvt. Ltd

Headquarters: Gurugram, Haryana, India

Founding Date: 2019

No. of Employees: 300-400 (as of May 2021)

Core Team: Abhinav Agrawal (Founder & CEO)

Anand Bakode (Co- Founder)

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AREA OF BUSINESS:

The Company operates in the area of ONLINE EDUCATION, basically

Swiflearn is an Ed-tech platform which provides online live tuition classes to
the students.

Swiflearn's founders and core team members are graduates from IIT Bombay
and IIM Ahmedabad having secured top ranks in IIT-JEE, scholars of NTSE
and national Olympiads. They believe that personal attention from teachers
and academic mentors is very essential for maximum learning of each student
and hence they focus all their efforts to ensure every student receives the best
possible personalised learning experience from India's best teachers.
Their team has worked in top tier consulting, education and technology firms in
the past and are equipped with best in industry experiences to provide a sincere
effort for each student's learning using cutting edge technology. They try
harder than anyone else to deliver the best quality learning at least possible
costs.

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PRODUCTS AND SERVICES:

The Company offers following courses:

 Core English
 Spoken English
 Maths
 Maths Olympiad
 Vedic Maths
 Fundamental Maths
 EVS
 Science
 Abacus
 Core Foundational Skills
 Ace Readers

Classes:

The Company provides online live tuition classes to students from class 1st to
class 10th.

Boards of Education:

The Company deals with CBSE (Central Board of Secondary Education)

ICSE (The Indian Certificate of Secondary Education) and some of the State
Boards which includes Maharashtra, West Bengal, Karnataka, etc.

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TOPIC IN THE COMPANY:

The topic which I chose to study in Swiflearn was Training & Development of
the employees at the organization.

TRAINING

Training is concerned with imparting developing specific skills for a particular

purpose. Training is the act of increasing the skills of an employees for doing a
particular job. Training is the process of learning a sequence of programmed
behavior. In earlier practice, training programme focused more on preparation
for improved performance in particular job. Most of the trainees used to be from
operative levels like mechanics, machines operators and other kinds of skilled
workers. When the problems of supervision increased, the step were taken to
train supervisors for better supervision.

DEVELOPMENT
Management development is all those activities and programme when
recognized and controlled have substantial influence in changing the capacity of
the individual to perform his assignment better and in going so all likely to
increase his potential for future assignments.
Thus, management development is a combination of various training
programme, though some kind of training is necessary, it is the overall
development of the competency of managerial personal in the light of the
present requirement as well as the future requirement. Development an activity
designed to improve the performance of existing managers and to provide for a
planned growth of managers to meet future organizational requirements is
management development.

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TRAINING AND DEVELOPMENT STRATEGIES AT SWIFLEARN:

1. Analyzing skills of the Employees-

The Company focuses on every individual employee as it feels that every
employee is an important asset for the company, by analyzing the skills
which every individual employee have, the company can improve the
productivity of the employee which will help them for the personal and
professional development.

2. Increased Workplace Engagement-

The Company believes in team work therefore they focuses on keeping
the engagement of every employee in the company. Every employee
participates in the activities and events which the company organizes so
as to maintain a healthy work environment and a friendly bond between
senior and junior staff members.

3. Positive Employee Retention-

The Company follows the phenomenon of employee retention, they keep
on training their employees so that they can develop professionally and
the company will retain them for the longer period of time because the
company believe in “OLD IS GOLD” they think that when they need to
promote someone the employee who has been with the organization for
longer period of time will be the best suited for higher authority in the
company.

4. Employee Empowerment-
Employee Empowerment is one of the key factor in employee
development process. At Swiflearn they keep empowering their
employees by giving them timely promotions, appraisals, decision
making power, etc. Through all these the employee gets trained and they
develop professionally.

5. Help Improve Weak Links-

The Company don’t let go their employees just like that, if their any
employee is weak in his/her work or having any difficulty, they will train
them properly and help them out in every possible way.

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 CHAPTER 03
AIMS AND OBJECTIVES

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 OBJECTIVES OF THE STUDY

PRIMARY OBJECTIVE

The primary objective of my study at SWIFLEARN is to lay down the

foundation of training and development.

SECONDARY OBJECTIVE

The objective of my study about employees training and development to

improve the current process of employees training and development at
SWIFLEARN.

• My another objective is to apply my learning in the area of Human

Resources so that I gain significant practical and Understand the nature
and importance of training and development and identify the various
inputs that should go into any programme.
• Delineate the different stages in a training and development programme
and describe each step.
• Understand the need for and the ways of training for international
assignments.

SCOPE OF THE STUDY:

This research provides me with an opportunity to explore in the field of Human

Resources. This research also provides the feedback of people involved in the
Training and development process Apart from that it would provide me a great
deal of exposure to interact with the high profile managers of the company.

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 CHAPTER 04
RESEARCH METHODLOGY

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RESEARCH METHODOLGY:

Generally research is considered as an endeavor to arrive at an answer to

intellectual and practical problem through the application of scientific methods
to the knowledge universe. It is movement from known to unknown. Research
is essentially a logical and an organized enquiry seeking facts through objective
verifiable methods in order to discover the relation among them and refer from
the board principles or laws. It is really a method of critical thinking.
Research is a systematic, formal rigorous and precise process employed to gain
solutions to problems and/or discover and interpret facts and relationships. It is
the process of looking for a specific answer to a specific question in an
organized objective reliable way.
Furthermore, research is systematic, controlled, empirical and critical
investigation of hypothetical propositions about the presumed relations among
natural phenomenon and the purpose of this research is to gain a deep
knowledge about the motivation methods and approaches, the effects of
motivated and satisfied employees on their performance and business
productivity.
Research may be defined as a systematic and objective analysis and recording
of controlled observations that may lead to the development of generalization
of principles or theories resulting in predicting and possibly ultimate control of
events
Methodology is often used in a narrow sense to refer to methods, technology or
tools employed for the collection of data as well as its processing. This is also
used sometimes to designate data collection to arrive at the conclusion

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THE PROCEDURES INVOLVED IN THE CONCEPT OF RESEARCH
METHODOLOGY ARE:
 Selection of subject.
 Selection of project title.
 Selection of time period.
 Collection of data.
 Reliability of data.
 Analysis of data.
 Reporting.

4.3. RESEARCH APPROACH:

There are two types of methodological research approaches which are

qualitative and quantitative.
The research is a qualitative approach which aims to determine the factors
influencing the management to choose the motivation theory in TCS, Nagpur
and to find its effects on employee satisfaction and business productivity. As
the research is not focused on one division it is also focused on remote sites, the
qualitative research considered the best approach to be used. “Qualitative work
generally tries to look a broad range of interconnected processes or causes” and
it tends to engage in a much more conflict process between the questions asked
and data observed. Furthermore, in place of reproducible results, qualitative
researches generally aim at accuracy, getting at the everyday realities of some
social occurrence and study important questions as they are really practiced.
Where interview allow collecting a data in a relatively short period of time, I
found it the most appropriate way to my research.
Qualitative research is an interdisciplinary, and sometimes counter disciplinary
field. It crosses the humanities and the social and physical sciences. Qualitative
research is many things at the same time. It is multi paradigmatic in focus. The
purpose of qualitative research is to produce findings. The data collection
process is not an end in itself. The culminating activities of qualitative inquiry
are analysis, interpretation and presentation of findings.

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RESEARCH INSTRUMENT:

1. Questionnaire-
Questionnaire refers to a device of securing answer to a finally arranged list of
operations.
Questionnaire design-
 Open-ended
 Close-ended
 Dichotomous questions
 Multiple questions
(1) Open-ended questions:
In these questions, the respondent answer in his own words. This type of
question is used rarely because it is difficult to measure the result.
(2) Close-ended questions:
This question is the one in which the respondent is given a limited number of
alternatives from which he has to select the one that most closely matches
his opinion and attitude.
(3) Dichotomous question:
A dichotomous question refers to the one in which the respondent is offered
with a choice between only two alternatives and reduces the issue to its simplest
form.
(4) Multiple questions:
A multiple choice question refers to one which provides several alternative for
its answer. These types of question are asked on demographic section by the
researcher.
The data collected through questionnaire response method analyzed in the
following manner:
 Raw data was coded and tabulated.
 The tabulated data was covered into percentage to show the percentage
of opinion among respondents.

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RESEARCH DESIGN:

A research design is a logical and systematic plan prepared for directing a

research study. Research design is the framework of research methods and
techniques chosen by a researcher. The design allows researchers to hone in on
research methods that are suitable for the subject matter and set up their studies
up for success.

The design of a research topic explains the type of research

(experimental, survey, correlational, semi-experimental, review) and also its
sub-type (experimental design, research problem, and descriptive case-study).

There are three main types of research design: Data collection, measurement,
and analysis.

The type of research problem an organization is facing will determine the

research design and not vice-versa. The design phase of a study determines
which tools to use and how they are used.

An impactful research design usually creates a minimum bias in data and

increases trust in the accuracy of collected data. A design that produces the least
margin of error in experimental research is generally considered the desired
outcome.

CHARATERISTICS OF RESEARCH DESIGN:

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TYPES OF RESEARCH DESIGN:

1. Descriptive research design- In a descriptive design, a researcher is

solely interested in describing the situation or case under their research study.
It is a theory-based design method which is created by gathering, analyzing,
and presenting collected data. This allows a researcher to provide insights into
the why and how of research. Descriptive design helps others better understand
the need for the research. If the problem statement is not clear, you can conduct
exploratory research.

2. Experimental research design- Experimental research design

establishes a relationship between the cause and effect of a situation. It is a
causal design where one observes the impact caused by the independent
variable on the dependent variable. For example, one monitors the influence of
an independent variable such as a price on a dependent variable such as
customer satisfaction or brand loyalty. It is a highly practical research design
method as it contributes to solving a problem at hand. The independent
variables are manipulated to monitor the change it has on the dependent
variable. It is often used in social sciences to observe human behavior by
analyzing two groups. Researchers can have participants change their actions
and study how the people around them react to gain a better understanding of
social psychology.

3. Correlational research design- Correlational research is a non-

experimental research design technique that helps researchers establish a
relationship between two closely connected variables. This type of research
requires two different groups. There is no assumption while evaluating a
relationship between two different variables, and statistical analysis
techniques calculate the relationship between them.

A correlation coefficient determines the correlation between two variables,

whose value ranges between -1 and +1. If the correlation coefficient is towards
+1, it indicates a positive relationship between the variables and -1 means a
negative relationship between the two variables.

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4. Diagnostic research design- In diagnostic design, the researcher is
looking to evaluate the underlying cause of a specific topic or
phenomenon. This method helps one learn more about the factors that
create troublesome situations.

This design has three parts of the research:

· Inception of the issue

· Diagnosis of the issue

· Solution for the issue

5. Explanatory research design- Explanatory design uses a researcher’s

ideas and thoughts on a subject to further explore their theories. The research
explains unexplored aspects of a subject and details about what, how, and
why of research questions.

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METHODOLOGY OF THE STUDY:

Stage - I
Exploratory Study: Since we always lack a clear idea of the problems one will
meet during the study, carrying out an exploratory study is particularly useful.
It helped develop my concepts more clearly, establish priorities and in
improve the final research design. Exploratory study will be carried out by
conducting: Secondary data analysis which included studying the website
(www.swiflearn.com) of the company and also going through the various
articles published in different sources (magazines, books, internet,
newspapers) on Small and Medium Scale Enterprises and Training and
development process. Experience surveys also conduct with Assistant-
Manager Human Resources and the General Manager and Personnel Officer of
Swiflearn to gain knowledge about the nature of Training and development
process followed in the organization.

Stage – II
Descriptive Study: After carrying out initial Exploratory studies to bring
clarity on the subject under study, Descriptive study will be carried out to
know the actual Training and Development method being followed. The
knowledge of actual training and development process is needed to document
the process and suggest improvements in the current system to make it more
effective. The tools used to carry out Descriptive study included both
monitoring and Interrogation.

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THE LITRETURE RELATED TO RESEARCH TOPIC INCLUDES:

 Books related to Human Resource Management (HRM),

Personnel management and industrial relations
 Journals and periodicals for the comprehensive opinion of eminent and
intelligent writer/author
 Magazines and other relevant papers.

RESEARCH UNITS:

 Sample unit- Swiflearn

 Sample size- 50 employees
 Instruments used- Questionnaire, survey
 Sampling technique- Random sampling
 Duration- April 2021 to May 202

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DATA COLLECTION:

Collection of data refers to purposive gathering of information relevant to the

subject matter under study and the methods used depends mainly on the nature,
purpose, scope of the enquiry to be undertaken, as well as on the availability of
resources and time.

The data collection can be grouped under two types-

 Primary data
 Secondary data

 PRIMARY DATA:
Primary data are those which are collected for the first time. They
are original in character. They are collected by the researcher for
the first time for his/her own use.

The sources of primary data-

1. Direct personal investigation
2. Interview

1. Direct Personal Investigation- This implies the situation where the

researcher goes into the field of study in person for the collection of required
data. Also, the investigation of this nature is normally confined to a single
locality and the information gathered is capital in nature.

2. Interview Method- Every interview has got its own balance of revaluation
and has withheld information, an interview can be effective informal verbal
and non-verbal conversation initiated for the specific purpose focus on a certain
planned contained areas.

3
  SECONDARY DATA:
Secondary data are those which have already been collected by
others. When it is not possible to collect the primary data, the
researcher may take help from the secondary data. They are thus
which have already been collected for serving the objectives other
then what the researcher might have in his/her mind.

The source of secondary data-

1. Books
2. Website
3. Journals

1. Books- A book is a collection of paper or other material with text, pictures, or

both written on them, bound together along one edge, usually with covers. In
library of information science a book is called a monograph to distinguish it
from serial periodicals such as magazines, journals or newspapers.

2. Website- A website may be the work of an individual, a business or other

organization and is typically dedicated to some particular topic or purpose.
Any website can contain s hyperlink to any other website, so the distinction
between individual sites as perceived by the user, may sometimes to blur.

3. Journals- A journal may publication issued at stated intervals, such as

magazines, or the record of the transactions of a society, are often called
journals. In academic use, a journal refers to a serious, scholarly
publication, most often peer-received.

3
SAMPLING:

Sampling is a process used in statistical analysis in which a predetermined

number of observations are taken from a larger population. The methodology
used to sample from a larger population depends on the type of analysis being
performed but may include simple random sampling or systematic sampling.

 TYPES OF SAMPLING:
The type of sampling used in the survey were simple random sampling.
In this method, the sampling units have chosen randomly from the total
*/-employees at all the levels in the organization.

 SAMPLE SIZE DETERMINATION:

Sample size restricted as the sample is one organization this sample

size was determined as 50 as it is selected randomly from the
SWIFLEARN EDUCATION PVT.LTD.

SAMPLE SELECTION:

To know the Training and development process of the employees at

Swiflearn & for identifying it through Exploratory and Observational
studies that the Assistant Manager Human Resources, the General
Manager at Head office and The Esteemed Managing Director of the
company are the right persons who provides training to the employees

Sampling is important to understand the characteristics of the entire

pollution. For this particular research study simple random sampling was
done. After that a phone call and email has been sent to the interviewee
asking for her interest and time for the interview. After getting the
confirmation and approval to conduct the interview with her a request
was made to her to help for the interview with other employees as well.

3
 CHAPTER 05

DATA ANALYSIS AND INTERPRETATION

3
1. Your organization has created a professional, attractive
work environment that is functional and promotes
productivity.

Sr.no Particulars No of Percentage

respondents
1 Strongly agree 4 8
2 Agree 36 72
3 Neutral 10 20
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100

Training & development

0% 8%
20%

72%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

3
 2. Performance is regularly tracked and measured at the

organization.

Sr.no Particulars No of Percentage

respondents
1 Strongly agree 2 4
2 Agree 34 68
3 Neutral 10 20
4 Strongly 4 8
disagree
5 Disagree 0 0
Total 50 100

Training & development

8%4%
20%

68%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

3
 3. Performance measures are mutually agreed on & discussed by
both the employee & supervisor.

Sr.no Particulars No. of Percentage

respondents
1 Strongly agree 4 8
2 Agree 34 68
3 Undecided 12 24
4 Strongly 0 0
disagree
5 Disagree 0 0
Total 50 100

Training & develpoment

0% 8%
24%

68%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

3
 4. A variety of training & development programs are offered
to improve skills.

Sr.no Particulars No. of Percentage

respondents
1 Strongly agree 4 8
2 Agree 36 72
3 Neutral 8 16
4 Strongly 0 0
disagree
5 Disagree 2 4
Total 50 100

Training & develpoment

0%4%8%
16%

72%

1st Qtr2nd Qtr3rd Qtr4th Qtr

3
 5. You have the opportunity to grow and prosper with
the organization.

Sr.no Particulars No. of Percentage

respondents
1 Strongly agree 6 12
2 Agree 30 60
3 Undecided 10 20
4 Strongly disagree 1 2
5 Disagree 3 6
Total 50 100

Training & development

2% 6% 12%
20%

60%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

3
 6. The training provided at your organization helps you
develop professionally.

Sr.no Particulars No. of Percentage

respondents
1 Strongly agree 6 12
2 Agree 38 76
3 Undecided 6 12
4 Strongly disagree 0 0
5 Disagree 0 0
Total 50 100

Training & development

12% 0% 12%

76%

1st Qtr2nd Qtr3rd Qtr4th Qtr

4
 7. Your organization identifies the training needs for the
employees.

Sr.no Particulars No. of Percentage

Respondents
1. Strongly agree 8 16
2. Agree 30 60
3. N 12 24
4. Disagree 0 0
5. Strongly disagree 0 0
Total 50 100

Training & development

24% 0% 16%

60%

1st Qtr2nd Qtr3rd Qtr4th Qtr

4
 8. Performance is appropriately rewarded
with raises, incentives, rewards and
recognition.

Sr.no Particulars No. of Percentage

respondents
1. Strongly agree 0 0
2. Agree 44 88
3. Neutral 6 12
4. Strongly disagree 0 0
5. Disagree 0 0
Total 50 100

Training & development

12% 0%

88%

1st Qtr2nd Qtr3rd Qtr4th Qtr

4
 9. You are provided with the materials and equipment that
you need to do your everyday work.

Sr.no Particulars No. of Percentage

respondents
1. Strongly agree 6 12
2. Agree 30 60
3. Undecided 12 24
4. Strongly disagree 2 4
5. Disagree 0 0
Total 50 100

Training & development

4%0% 12%
24%

60%

1st Qtr2nd Qtr3rd Qtr4th Qtr

4
 10. The training & development practice have a
consistent, timely and fair method for evaluating
individual performance.

Sr.no Particulars No. of Percentage

respondents
1. Strongly agree 4 8
2. Agree 36 72
3. Undecided 6 12
4. Strongly disagree 4 8
5. Disagree 0 0
Total 50 100

Sales

8% 0% 8%
12%

72%

1st Qtr2nd Qtr3rd Qtr4th Qtr5th Qtr

4
FINDINGS:

 It was found that 72% of the employee agreed that training &
development practice have a consistent, timely and fair method
for evaluating individual performance.
 16% of the employees strongly agreed that the organization feels
the need of employee training and looks after it.
 72% of the employees agreed that timely training programmes are
organized at the company for their development whereas 4%
employees disagreed it.
 88% of the employees agreed that the performance of the employees
is appropriately rewarded while 12% of the employees were not in the
complete favor and chose to be neutral about it.
 It was seen that 12% employees strongly agreed with the opinion
that the training provided at the organization helps them to develop
professionally & 76% of the employees only agreed to it.
 Some employees i.e 06% of them disagreed that they have growth
opportunity at the organization while 60% of the employees agreed
with the same.
 The basis on which the performance of employee is measured is
mutually agreed & discussed by employee & the supervisor 68%
employees agreed to this fact.
 8% employees disagreed to the fact that their performance is
being regularly monitored while 68% employees agreed to it.
 72% employees agreed that their workplace have professional,
attractive & healthy work environment and 20% of them were neutral
about this thought.

4
CHAPTER 06
CONCLUSION

4
CONCLUSION:

Through the research conducted at Swiflearn on the topic of ‘Training

and Development of employees “ at the organization it was found out
that the company prioritize the training of their employess and also it
focuses on the professional development of the employees.
Some of the employees at the organization are of the thought that their
performance is not being monitored while majority of them believe that
it is being monitored.
Majority of the employees feels at there are constant and effective
training sessions happening in the organization which are also helping
the employees to develop professionally.
Some employees do feel that there is need of proper recognition of work
so as to be motivated all the time.

4
 CHAPTER 07

SUGESSTION & LIMITATION

4
SUGGESTIONS:

Employee- Employer engagement: According to the research done at

Swiflearn the suggestion could be made for having more activities at the
organization which ill promote the employee- employer engagement so that
both can get more comfortable in working with each other and the employee
to generate a positive approach towards the working environment of the
organization.

As per the research it is also observed that some of the employees are not
satisfied with the performance monitoring strategies of the company, which
can be revised by the organization by having a discussion with the employees.

Training programs at the organization should keep going as the way they are
so that employees can develop professionally which in turn will also increase
the productivity of the employees and the company as well.

4
LIMITATIONS:

 In view of the limited time available for the study, only the Training and

Development process could be studied.

 The sample size is too small to reflect the opinion of the whole
organization.
 The answers given by the respondents have to be believed and have to be

taken for granted as truly reflecting their perception.

 Due to the pandemic situation it was not possible to meet the employees

in person to know their actual point of view.

5
 CHAPTER 08

BIBLIOGRAPHY

5
BOOKS:

1. Making performance work effectively: - Philip Tom: McGraw Hill

Book Company: England:
1983.

2. Principles and procedures in evaluating performance: John C.

Flanagan: volume 28.

3. Public Personal Administration: S L Goel: Sterling Publishers Pvt.

Ltd.: New Delhi.

4. Training & Development : A Better way: Robert Hayden: Volume 52.

5. Research Methodology Methods and Techniques: Kothari C. R.:

Willey Easter: New Delhi.

6. P. Jyothi, P., Venkatesh, D.N., Human Resource Management

7. Kothari, C. R., Methods and Techniques, New Delhi, New Age

International Publications

8. Aswathappa, K., Human Resource Personal Management.

9.

WEBSITES:

www.wiki.com
www.google.com
www.msn.com
www.swiflearn.com

5
CHAPTER 09

ANNEXURE

5
APPENDIX 1:

1. Your Organization has created professional & attractive

work environment that is functional and promotes
productivity.
Strongly Agree Neutral Strongly Disagree
agree disagree

2. Performance is regularly tracked & measured at the

organization.

Strongly Agree Neutral Strongly Disagree

agree disagree

3. Performance measures are mutually agreed on & discussed

by both the employee & supervisor.

Strongly Agree Neutral Strongly Disagree

agree disagree

5
4. A variety of training & development programs are offered
to improve skills.

Strongly Agree Neutral Strongly Disagree

agree disagree

5. You have the opportunity to grow & prosper with

the organization.

Strongly Agree Neutral Strongly Disagree

agree disagree

6. The training provided at your organization helps you

develop professionally.
Strongly Agree Neutral Strongly Disagree
agree disagree

5
7. Your organization identifies the training need for the
employees.

Strongly Agree Neutral Strongly Disagree

agree disagree

8. Performance is appropriately rewarded with raise,

incentives, rewards & recognition.

Strongly Agree Neutral Strongly Disagree

agree disagree

9. You are provide with the material and equipment that you
need to do your everyday work.

Strongly Agree Neutral Strongly Disagree

agree disagree

5
 10. The training & development practice have a
consistent , timely and fair method for evaluating
individual performance

Strongly Agree Neutral Strongly Disagree

agree disagree