To Study the Training and Development Method Among Employee in

OrthoSquare Dental Clinic

A Project Submitted to
University of Mumbai for Partial completion of the degree of
Bachelor of Management Studies
Under the Faculty of Commerce
By
Ms. Aditi Rajay Mishra
Roll No: 247 Class: TYBMS (HR)

Under the Guidance of

Asst. Prof. Purva Gaikwad

VPM’s K.G. Joshi College of Arts & N.G. Bedekar College of Commerce
Autonomous Chendani Bunder Road, Thane-400601
Academic year 2023-2024

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 DECLARATION BY LEARNER

I the undersigned Ms. Aditi Rajay Mishra here by, declare that the work embodied in this project
work titled “To study the Training and Development Method Among Employees in OrthoSquare
Dental Clinic, forms my own contribution to the research work carried out under the guidance of Asst.
Prof. Purva Gaikwad is a result of my own research work and has not been previously submitted to
any other university for any other Degree/Diploma to this or any other University.
Wherever reference has been made to previous works of others, it has been clearly indicated as such
and included in the bibliography.
I, here by further declare that the information of this document has been obtained and presented in
accordance with academic rules and ethical conduct.

Ms. Aditi Rajay Mishra

Certified by:
Asst. Prof. Purva Gaikwad

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 ACKNOWLEDGMENT

To list who all have helped me is different because they are so numerous and the depth is so enormous.
I would like to acknowledge the following as being idealistic channels ad fresh dimension in the
completion of this project.
I take this opportunity to thank the University of Mumbai for giving me chance to do this project.
I would like to thank my Principal, (Mrs.) Dr. Suchitra. A. Naik for providing the necessary
facilities requires for the completion of this project.
I take this opportunity to thank our Co-ordinator Prof. Nitin Pagi Sir for his moral support and
guidance.
I would also like to express my sincere gratitude towards my project guide Asst. Prof. Purva
Gaikwad whose guidance and care made the project successful.
I would like to thank my College Library, for having provided various reference books and magazines
related to my project especially my parents and peers who supported me throughout my project.
Lastly, I would like to thank each and every person who directly or indirectly helped me in the
completion of the project especially my parents and peers who supported me throughout my project.

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Certificate

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INDEX:

CHAPTER TITLE PAGE NO.

NO.
1 TITLE PAGE
2 CERTIFICATE
3 DECLARATION BY LEARNER
4 ACKNOWLDGEMENT
5 EXECTIVE SUMMARY
6 INDEX
7 LIST OF FIGURES

1 INTRODUCTION 9-23
1.1 What are Training and Development 9
1.2 Definition of Training and Development 10
1.3 Training and Development Objectives 11
1.4 Advantages and Disadvantages of Employees Training and Development 12

1.5 Important of Training AND Development 13

1.6 Needs of Training and Development 14
1.7 Process of Training and Development 15
1.8 Types of Training and Development 16
1.9 Professional Training and Legal Training 17
1.10 Benefits of Training and Development 18
1.11 Company Profile 19
1.12 Introduction 19
1.13 History 19
1.14 Vision and Mission 20
1.15 Values and Behavaiour 21
1.16 Team 21
1.17 Board of Directors 22
1.18 Employees Benefits at Reliance 23

2 RESEARCH METHODOLOGY 25-28

2.1 Introduction 25
2.2 Types of Research 25
2.3 Research Methodology Meaning 25

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 2.4 Importance of Research Methodology 26
2.5 Objective of the Study 26
2.6 Limitation of the Study 26
2.8 Scope of the Study 27
2.9 Scope of the study for this Research Paper 27
2.10 Method of Sampling 27
2.11 Sample Size 27
2.12 Method of Data Collection 27
2.13 Questionnaire 27
2.14 Primary Data 28
2.15 Secondary Data 28
2.16 Method of Data Analysis 28

3 REVIEW OF LITERATURE 29-37

3.1 Introduction 30
3.2 Defination
 Review of research paper 31-33
 Reference 34-37

4 DATA ANALYSIS AND INTERPRETATION AND 38-52

PRESENTATION

5 FINDINGS AND CONCLUSION

5.1 Findings 53
5.2 Conclusion 54
5.3 Suggestions 55

6 BIBLIGRAPHY 56
7 WEBLIGRAPHY 59
8 ANNEXURE 60-61

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 List of Tables and Graph:

Tables and Graph PAGE. NO

Fig 1.1 9
Fig 1.2 10
Fig 1.3 15
Fig 1.4 16
Fig 1.5 17
Fig 1.6 18
Fig 1.7 19
Fig 1.8 19
Fig 1.9 21
Fig 1.10 22
Fig 4.1 39
Fig 4.2 40
Fig 4.3 41
Fig 4.4 42
Fig 4.5 43
Fig 4.6 44
Fig 4.7 45
Fig 4.8 46
Fig 4.9 47
Fig 4.10 48
Fig 4.11 49
Fig 4.12 50
Fig 4.13 51
Fig 4.14 52

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 Chapter 1
INTRODUCTION

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 1.1: WHAT ARE TRAINING AND DEVELOPMENT?

Training and development refer to the process of enhancing the knowledge, skills, and
abilities of an individual or a group of individuals. It is a crucial aspect of human resource
management, and it plays a vital role in the growth and success of organizations. Training and
development help employees to acquire new skills, knowledge, and abilities that are required
to perform their jobs efficiently and effectively.

Training and development are not the same things, although they are often used
interchangeably. Training refers to the process of teaching employees the skills, knowledge,
and abilities they need to perform their jobs. It can be conducted in various forms, including
on-the-job training, classroom training, e-learning, and coaching. The primary goal of training
is to provide employees with the necessary knowledge and skills to perform their current jobs
better. It may include training on job-specific skills, such as software or equipment use, as
well as more general skills, such as communication or problem-solving.

On the other hand, development is a broader term that refers to the process of improving an
employee’s knowledge, skills, and abilities beyond their current job requirements. It is
focused on the long-term growth and development of employees within the organization.
Development opportunities may include mentoring, coaching, job rotations, and leadership
development programs. The goal of development is to prepare employees for future roles and
responsibilities within the organization.
FIG 1.1

The importance of training and development cannot be overstated. Effective training and
development programs have several benefits for organizations, including increased
productivity, improved employee engagement, and reduced employee turnover. When
employees are well-trained and developed, they are more likely to feel confident in their
abilities and satisfied with their jobs. This can lead to improved performance, as well as
higher levels of customer satisfaction and loyalty.

There are several steps involved in designing and implementing effective training and
development programs. The first step is to identify the training and development needs of
employees. This can be done through performance evaluations, surveys, and interviews with
employees and managers. Once the training and development needs are identified, the next
step is to develop a training and development plan. The plan should outline the objectives,
content, and delivery methods of the program, as well as the timeline and budget.

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The delivery method of training and development programs can vary depending on the
content and goals of the program. Some programs may be delivered through e-learning, which
allows employees to complete the training at their own pace and convenience. Other programs
may be delivered through classroom training, which allows for more interaction and
collaboration among employees. On-the-job training can also be an effective way to teach
employees new skills, as it allows them to learn by doing.

Evaluation is a critical component of training and development programs. It helps to

determine the effectiveness of the program and identify areas for improvement. Evaluation
can be conducted through pre- and post-training assessments, as well as feedback from
employees and managers. The results of the evaluation can be used to make adjustments to the
training and development program to improve itself.

1.2: DEFINITON OF TRAINING AND DEVELOPMENT:

Fig 1.2

Training and development are two essential components of human resource management that
are designed to enhance employees’ skills, knowledge, and abilities. Training refers to the
process of acquiring new knowledge and skills, while development focuses on improving
existing abilities to prepare for future job responsibilities.

It is learning process that involves the acquisition of knowledge, sharping of skills, concepts,
rules or changing of attitudes and behaviors to enhance the performance of employees.

 Optimum Utilization of Human Resources – Training and Development helps in

optimizing the utilization of human resources that further helps the employee to achieve
the organizational roles as well as their individual goals.

 Development of Human Resources – Training and Development helps to provide an

opportunity and broad structure for the development of human resources’ technical and
behavioral skills in an organization. It also helps the employees in attaining personal
growth.

 Development of skills of employees – Training and Development helps in increasing the

job knowledge and skills of employees at each level. It helps to expand the horizons of
human intellect and an overall personality of the employees Productivity – Training and
Development helps in increasing the productivity of the employees that helps the
organization further to achieve its long-term goal.

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  Team spirit – Training and Development helps in inculcating the sense of team work,
team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within
the employees.
.

1.3: TRAINING AND DEVELOPMENT OBJECTIVES:

The principal objective of training and development division is to make sure the availability
of a skilled and willing workforce to an organization. In addition to that, there Are four other
objectives: Individual, Organizational, Functional, and Societal.

 Individual Objectives – help employees in achieving their personal goals, which in turn,
Enhances the individual contribution to an organization.

 Organizational Objectives – assist the organization with its primary objective by

bringing Individual effectiveness.

 Functional Objectives – maintain the department’s contribution at a level suitable to the

Organization’s needs.

 Societal Objectives – ensure that an organization is ethically and socially responsible to

the needs and challenges of the society.

The primary objectives of training and development are to improve the knowledge, skills, and
abilities of employees to enhance their job performance and productivity. Below are some
specific objectives of training and development:

Enhance job performance: Training and development programs help employees to

acquire new skills and knowledge that can improve their job performance. When employees
have better skills and knowledge, they can perform their job duties more effectively and
efficiently.

Improve productivity: Effective training and development programs can help to increase
productivity by improving the quality and quantity of work output. This can result in higher
profits and better customer satisfaction.

Increase employee satisfaction and retention: When employees receive training and
development opportunities, they feel valued and supported by their employer. This can lead
to increased job satisfaction, motivation, and loyalty, which can help to reduce turnover
rates.

Address skills gaps: Training and development programs can help to address skills gaps
within an organization. By identifying the areas where employees need additional training,
employers can create targeted programs to improve those skills.

Foster innovation and creativity: Training and development can also foster innovation
and creativity by encouraging employees to think outside the box and develop new
solutions to problems.

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 Ensure compliance: Many organizations have legal and regulatory requirements that
employees must adhere to. Training and development programs can help to ensure that
employees are aware of these requirements and understand how to comply with them.

1.4:ADVANTAGES AND DISADVANTAGES OF EMPLOYEE

TRAINING AND DEVELOPMENT:

ADVANTAGES:

1. Decrease the employee turnover rates:

Employees that are properly trained are workers that will feel more confident about Their job.
This confidence can translate into a lower employee turnover rate, especially If competitive
pay and benefits are involved. At the very least, there is less overall Frustration with the
expectations placed upon workers when there are clearly Communicated expectations and
skill development opportunities provided.

2. Better training can reduce long-term staffing costs:

If you’re constantly training new employees, then you’re paying for more initial Training
costs. These costs are higher than long-term, ongoing training needs. By Offering workers
better training, you can improve their productivity and satisfaction. This allows you to then
lower your long-term staffing costs because satisfied Employees are less likely to seek out
different employment.

3. It gets everyone onto the same page:

There will always be employees who “go rogue” on a company’s policies and Procedures
because they think their way is better. With adequate training that clearly communicates your
expectations, you are more likely to get your workers onto the same page. You won’t be able
to completely stop all of the rogue moments that happen, but you will be able to reduce them
quickly and effectively.

4. There are opportunities to build a team:

People who go through a training together share a common bond. This bond then creates the
relationships that are necessary for a team to co-exist in a meaningful way. A good training
session does more than train someone to properly do their job. It also builds the foundation
necessary for a team to be able to form the relationships necessary to maintain itself.

5. It’s an easy way to set clear expectations:

How many times have you heard, “But no one told me what I was supposed to do?” A good
training session will outline all expectations for an employee and require them to sign off on
the fact that they understood what was conveyed to them in some way – Through testing,
attendance records, or similar documentation.

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 DISADVANTAGES

1.Employees can take their skills to a competitor:

If you’ve just spent thousands of dollars to train a new employee and they quit to go work
for a competitor, then you’ve just financed the enemy. In an “At Will” Environment, an
employee can quit at any time for any reason and take their new skills everywhere.

2. The costs of training never go away:

A general rule of thumb when it comes to training costs is that it will be 50% of that
employee’s salary for the first year to get a new worker up to speed. Then there will be
ongoing training costs, based on the worker’s position, that must also be paid. Training
costs never go away, but they aren’t always properly budgeted.

3.Improper training creates improper results:

If an employee is not properly trained the first time around, then you’ve got to spend the
money to properly train that worker a second time. There must be a high level of quality
assurance and review placed on the initial training process to make sure productivity levels
from new workers can be maximized.

4.Different people learn best in different ways:

Some people need to fiddle with things in order to learn new skills. Others may prefer a
small group discussion. You might have a new employee who learns best with supervised
practice of the new skills that are expected of them. Not every trainer is able to meet or
even recognize the different needs that new workers may have.

5.It can create resentment:

If one worker feels like they received an inferior level of training compared to
Someone else on their team, then they can take that experience personally. Their negative
energy can then create resentment amongst others who feel the same way.

1.5 IMPORTANCE OF TRAINING AND DEVELOPMENT:

Training and development are crucial for the growth and success of individuals, organizations,
and even the economy as a whole. Here are some reasons why:

1. Improved performance: Training and development programs can help individuals acquire
new skills, knowledge, and behaviors that enable them to perform better in their roles. This
translates into improved productivity, quality of work, and customer satisfaction.

2. Employee retention: Employees who receive adequate training and development opportunities
are more likely to feel valued and satisfied in their roles, leading to increased loyalty and
retention rates. This saves organizations the cost and effort of recruiting and training new staff.

3. Adaptability: As industries and technologies evolve, employees need to adapt to new systems
and practices to stay relevant. Regular training and development programs help individuals stay
up-to-date and competitive in their fields.

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4. Innovation: Training and development can foster creativity and innovation by exposing
employees to new ideas and perspectives. This can lead to new products, services, and
processes that drive growth and competitive advantage.

5. Reduced risk: Proper training and development can help organizations comply with regulatory
requirements and safety standards, reducing the risk of accidents and legal liability.

6. Improves job performance: Training helps employees to acquire new skills and knowledge,
which can help them perform their jobs more effectively. This can lead to increased
productivity, higher quality work, and better customer satisfaction.

7. Enhances employee morale and engagement: When employees receive training and
development opportunities, they feel valued and appreciated by their organization. This can
boost employee morale and engagement, which can lead to higher levels of job satisfaction and
retention.

8. Increases organizational competitiveness: Organizations that invest in training and

development have a competitive advantage in the market. They are better equipped to adapt to
changes, innovate, and respond to customer needs.

9. Fosters a learning culture: When an organization emphasizes training and development, it

creates a culture of continuous learning. This can lead to increased creativity, improved
problem-solving skills, and a more motivated workforce.

10. Addresses skill gaps and succession planning: Training and development can help
organizations identify skill gaps and develop a plan for addressing them. It can also help
organizations prepare employees for leadership positions, which can ensure a smooth
succession planning process.

1.6: NEEDS OF TRAINING AND DEVELOPMENT:

Training and development are critical aspects of organizational success. Here are some of the
needs of training and development:

1. Improved Job Performance: Training and development can help employees learn new skills
and techniques that improve their job performance. For example, employees can be trained on
new software programs or machinery that will help them work more efficiently.

2. Increased Employee Motivation: When employees feel that their employer is investing in
their development, they are more likely to be motivated and engaged at work. Training and
development opportunities can provide a sense of personal growth and career advancement,
which can lead to increased job satisfaction.

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 3. Increased Employee Retention: Offering training and development opportunities can also
help organizations retain their top talent. When employees feel that they are being invested in,
they are more likely to stay with the organization long-term.

4. Reduced Turnover: Organizations that invest in

training and development can reduce turnover by
improving employee satisfaction and engagement.

This can result in cost savings associated with recruitment

and training new employees.

5. Improved Organizational Performance: Well-

trained employees are more likely to be productive and
efficient, which can improve overall organizational
performance. By investing in employee development,
organizations can improve their bottom line.
Fig 1.3
6. Adaptability to Change: Training and
development can help employees adapt to changes within the organization, such as new
technologies or organizational structures. This can help the organization remain competitive
and responsive to changing market conditions.

7. Compliance with Regulations: Training and development can also ensure that employees are
aware of and compliant with regulations and industry standards. This can help organizations
avoid legal issues and financial penalties.

1.7: PROCESS OF TRAINING AND DEVELOPMENT:

Training and development is the process of improving an individual’s knowledge, skills, and abilities
to enhance their job performance and career growth. This process involves various steps that include:

1. Assessment of Training Needs: The first step in the training and development process is to
identify the training needs of the individuals or the organization. This can be done through
performance evaluations, surveys, feedback, and other methods.

2. Setting Objectives: Once the training needs are identified, the objectives of the training
program are set. These objectives should be specific, measurable, achievable, relevant, and time-bound
(SMART).

3. Designing Training Programs: After setting the objectives, the training programs are
designed based on the identified needs and objectives. This includes selecting the appropriate training
methods, materials, and trainers.

4. Evaluation of Training: Once the training is delivered, it is important to evaluate its

effectiveness. This can be done through feedback, performance evaluations, tests, and surveys.

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5. Delivering the Training: The next step is to deliver the training program to the individuals or
groups. This can be done through various methods such as classroom training, online training,
workshops, and on-the-job training.

6. Follow-up and Feedback: After the training program is completed, followup and feedback are
important to reinforce the learning and ensure its application in the workplace. This can be done
through coaching, mentoring, and performance evaluations.

7. Career Development: Training and development are also important for career growth and
development. It helps individuals acquire new skills, knowledge, and experiences that can enhance
their job performance and open up new career opportunities.

8. Implementation: After the training program has been designed, it is time to implement it.
This involved scheduling the training sessions, conducting the training and monitoring the progress of
the trainees.

1.8: TYPES OF TRAINING AND DEVELOPMENT:

There are several types of training and development programs that can be used to improve the
knowledge, skills, and abilities of employees. Some of the most common types of training and
development include:

Fig 1.4

1. On-the-job training: This type of training is conducted while employees are performing their
regular duties. It may involve shadowing a more experienced employee, coaching, mentoring,
or job rotation.

2. Classroom training: Classroom training is a formal type of training that involves an instructor
teaching employee in a classroom setting. This can be done in-person or online.

3. E-learning: E-learning involves using electronic devices and digital media to deliver training
content. This can include online courses, webinars, and interactive training modules.

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 4. Simulations: Simulations involve using software or other tools to replicate realworld scenarios
and allow employees to practice their skills in a safe environment.

5. Coaching and mentoring: Coaching and mentoring involve pairing employees with
experienced mentors who can provide guidance and support to help them develop their skills
and advance in their careers.
Fig 1.5

6. Conferences and workshops: Attending

conferences and workshops can provide
employees with an opportunity to learn
about new industry trends, best practices,
and networking opportunities.

7. Job shadowing: Job shadowing involves

following an experienced employee as
they go about their daily duties to gain
firsthand knowledge of the job and its
requirements.

8. Cross-training: Cross-training involves teaching employees how to perform different job roles
within an organization. This can help to improve employee flexibility and organizational
resilience.

9. Leadership development: Leadership development programs are designed to help employees

develop the skills and abilities necessary to become effective leaders within an organization.

10. Diversity and inclusion training: Diversity and inclusion training is designed to help
employees develop the knowledge and skills necessary to work effectively with people from
different backgrounds and cultures

1.4:PROFESSIONAL TRAINING AND LEGAL TRAINING:

Professional Training and legal training:

Professional training and legal training are both types of specialized education that aim to equip
individuals with the skills and knowledge needed to excel in their chosen career paths.
Professional training refers to any type of training or education that is designed to prepare individuals
for a specific profession or career path. This can include training in a wide variety of fields, such as
healthcare, education, engineering, business, and more. Professional training programs can range in
length and intensity, and may include a combination of classroom instruction, hands-on experience,
and practical training.
Legal training, on the other hand, refers specifically to the education and training required to become a
lawyer or legal professional. This typically involves obtaining a law degree from an accredited law
school, as well as passing a state bar exam. Legal training can also include internships, clerkships, and
other practical experiences that help individuals gain a deeper understanding of the legal profession
and the legal system.
Both professional training and legal training are important for individuals who want to succeed in their
chosen career paths. By providing individuals with the knowledge and skills needed to excel in their
professions, these types of training can help ensure that individuals are prepared to meet the challenges
of their jobs and make valuable contributions to their fields.
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 1.10: BENEFITS OF TRAINING:

Employees and the organization need to realize the importance of contribution and learning for mutual
growth and development. Training is the answer to deal with stagnation stage by constantly updating it
in every field. Other benefits of training include:

 Hiring appeal: companies that provide training attract a better-quality Workforce.

 Assessing and addressing any performance deficiency.
 Enhancing workforce flexibility. Cross-cultural training is essential for them for better
adjustment in the new environment.
 Increasing commitment: Training acts as a loyalty booster. Employee motivation is also
enhanced when the employee knows that the organization would provide them opportunities to
increase their skills and knowledge. It gives the organization a competitive edge by keeping
abreast of the latest changes; it acts as a catalyst for
change.
 Higher customer satisfaction and lower support cost results
through improved service, increased productivity and
greater sufficiency.
 Training acts as benchmark for hiring promoting and career
planning.
 It acts act as a retention tool by motivating employee to the
vast opportunities for growth available in an organization.

Fig 1.6 Practical Guidance

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1.11: COMPANY PROFILE

Fig 1.7
1.12: ABOUT ORTHOSQUARE :
Our goal is to deliver quality of care in a courteous, respectful, and compassionate manner. We hope
you will allow us to care for you and strive to be the first and best choice for your family healthcare.

1.13: HISTORY:
Fig 1.8

Dr. Kunal Shet

BDS, MDS, Orthodontics & Dentofacial Orthopedics,
Implantologist (Masters in Cortical Implantology)
Dr. Kunal Shet is a distinguished practitioner who has attained
exceptional heights in his dental career. His academic journey
culminated with successful completion of a postgraduate program
in Orthodontics and Dentofacial Orthopedics in the year 2012 and
BDS in 2008 . nationally and Internationally recognized as an
Implantologist of unparalleled repute, he stands as the visionary
Founder and Director of Orthosquare Multispeciality Dental
Clinic, a prestigious, award-winning dental chain with a notable
presence in key metropolitan areas PAN India.
In addition to his esteemed role as a dental luminary, Dr. Shet
holds the prestigious position of Head of the Department at
Nanavati Multispeciality Hospital, an institution of medical
distinction. Alongside his accomplished spouse, Dr. Riddhi Rathi
Shet, he orchestrates a harmonious symphony of dental expertise.
Boasting a decade-long tenure in the field, Dr. Shet has, to date,
successfully placed an impressive tally of more than 75,000 dental implants. His specialization extends to
encompass both single-visit immediate loading implants and two-visit delayed loading implants, a testament
to his commitment to offering tailored solutions to his patients.
Dr. Shet’s wealth of experience equips him with the unique ability to address complex cases that may have
been previously deemed unsuitable for implant procedures, including those with systemic health challenges
and cases that have encountered prior global rejections.
Dr. Shet’s influence extends far and wide, as he has lent his expertise to approximately 130 dental clinics,
hospitals, and trusts across the expansive landscape of Mumbai and the Raigad District. His ethos revolves
around the art of transforming smiles and elevating the overall self-assurance of his patients.
Notably, Orthosquare has earned accolades as one of the nation's premier dental chains, a testament to Dr.
Shet's unwavering commitment to excellence. Additionally, Nobel Biocare has bestowed upon Orthosquare
the prestigious title of an "All on Four Centre of Excellence," further solidifying their standing in the dental
industry. Some common challenges or pain points that my target audience faces in dental industry and how
to effectively address their problems and provide solutions

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1.14 VISION AND MISSION:

VISION:

To Enhance Your Smiles!

Our vision is to provide the patients with an excellent dental experience that will promote a
lasting alliance built on trust, confidence, quality of work, and exceptional patient care. We
will steadily update ourselves regarding the best and most contemporary technology available
in dentistry and infection control. We are always pleased and dedicated too

MISSION:

To Provide Exceptional Dental CareOur mission is to be committed to perfection when it

comes to dental services so that we help our patients to achieve the top-notch level of dental
health which is appropriate for their needs in an atmosphere of trust and compassion. We are
enthusiastic about what we do, and we ensure that our patients will receive the dental care

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1.15: VALUES AND BEHAVIOURS:

Our Ethics Fig 1.9

Our bond with the patients is based on the

significant principles of integrity, respect & trust.
We maintain a high standard of patient service and
it makes orthosquare dental clinic a leading
company in the dental industry in india.
Orthosquare dental clinic takes great pride in
gaining the most prestigious awards within the
dental industry over the years. We provide
excellently modernized dental solutions to meet
our patient’s expectations.

100% Professional Treatment

Orthosquare dental clinic prioritizes the patient
above all else, ensuring their best interests are
always at the forefront of treatment plans and
actions.

100% Transparency
Treatment options are offered to patients so they can actively participate in their dental care.

100% Ethical Business Practices

Orthosquare follows stringent principles when it comes to professional/ business practices.

1.16: TEAM

FOUNDERS DR. KUNAL SHET

&
DR RIDDHI RATHI SHET
DIRECTORS & CLUSTER HEADS DR SAYALI JADHAV

DR ISHA JAIN
DR APURVA VAIDYA

DR AKHIL NAIR
DR AKASH BALJI IYERl
DR RUCHI BHANSAL
DR NILAY VAKHARIA

DR NEHAL GANDHI
DR DIVYA

DR DHWANI DOSHI
DR SHAIL KOTHARI

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1.17 Orthosqaure Dentist Clinics

1.18 EMPLOYEE BENEFIT

Fig 1.10

1.Work timings
Employees have their fixed timings which they
can plan their days and schedule.
Morning from 10am to 9pm clinic runs and after
that no stress or no work load is carried after that
and after thing is properly scheduled.

2.Learn different techniques

Right from assistant to expert doctors everyone
is open to learn and teach as well, Assistants are
taught different equipments and also guided to
handle different situations, and familiar with new
technology.
A growth and positive environment is created
among employees.

3.Skill development
Employees are tranined for difficult situations, Patient handling, surgery procedures and customer service.
Skills are enhance over time period, under the guidance of expert doctors, fellow doctors are molded for
future goals.

4. Interdisciplinary dentistry
Interdisciplinary dentistry is more than just simply referring you to different specialists to correct your dental
issues. Instead, all of the specialists work together. We stay in communication with other specialists on
interdisciplinary team.

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5. Gain experience
Another key benefits of work experience is gaining new skills. Employees gets used to/ expert in various
situations while their work experience, they build their own personal network, employees identify their
strengths and can share their experience too.

6. Office cabin
OrthoSquare creates a space for their employees to have their Cabin, a space they can guide their patients
and makes a sence of belonging in the minds of employees.

7. Health insurance
Orthosqauare ensures that employees are healthy for which they are provided various health insurance, free
dental check up to their family too,

8. Financial benefits
Employees are benefited with other financial benefits, bonus, Incentives, Salary raise, etc .

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 CHAPTER 2
RESEARCH METHODOLOGY

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2.1: INTRODUCTION:

Research methodology is the systematic and structured approach to investigating and

discovering new knowledge. It involves the collection, analysis, interpretation, and
presentation of data in order to answer research questions and achieve research objectives.

The main aim of research methodology is to provide a framework for conducting research that
is reliable, valid, and ethical. It involves selecting appropriate research designs, developing
research instruments and techniques, collecting and analyzing data, and interpreting findings.
Research methodology helps researchers to minimize errors and bias in their research, to
ensure that their findings are accurate and trustworthy, and to contribute to the advancement of
knowledge in their field.

There are different research methodologies that can be used depending on the research
questions being asked and the nature of the data being collected. Some common research
methodologies include qualitative research, quantitative research, mixed methods research,
action research, and case study research.

Overall, research methodology is a crucial aspect of any research project, and it plays a key
role in ensuring that research findings are valid, reliable, and contribute to the advancement of
knowledge in a particular field.

2.2: TYPES OF RESEARCH:

It can be broadly classified into two categories-

Pure or Fundamental Research is carried out as more to satisfy intellectual curiosity, than with
the intention of using the research findings for any immediate practical application.
Action or Applied Research is carried out to find answers to practical problems to be solved
and as an aid in decision making in different areas including product design, process design
and policy making.

 The time span of the survey was short, and hence only major aspects was not revealed.
 Availability of the respondents amidst their busy schedule did not permit detailed study.

2.3: RESEARCH METHODOLOGY MEANING:

Research methodology is a systematically way to answer the research problem. It is a science

of studying how research is done scientifically. Essentially it is the procedure by which the
researchers go about their work of describing, evaluating and predicting phenomenon. It
targets to give the work plan of research. It gives training in choosing methods materials,
scientific tools and techniques related to solution of the problem.

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2.4: IMPORTANCE OF RESEARCH METHODOLOGY:

• Research inculcates scientific and inductive and promotes development of logical

habits of thinking and organization
• Research plays dynamic role in several fields and it has increased significantly in
recent times.
• Most of the Government Regulation and Policies are based on and are a result of
intensive Research.
• Its significance lies in solving various planning and operational problems. It helps in
decision making.

• This chapter deals with the major findings and discussions based on the objectives
which were taken for the analysis of the study. This chap also talks about the limitation of the
study and scope for further study.

2.5: OBJECTIVES:

• To study about the Training and Development of OrthoSquare dental clinic .

• To measures the impact of training and development programs on the enhancement of
employee’s skills and knowledge.
• To study the impact if training and development on Performance Appraisal and the
Rating.

2.6: LIMITATION OF STUDY:

• This study required great amount of time and resources to collect the information.
• Some of the information was confidential so much information was not received.

2.7: RESEARCH METHODOLOGY:

Research is an art of scientific investigation. In other word research is a scientific was systematic
search for pertinent information on a specific topic. The logic behind taking research methodology into
consideration is that one can have knowledge about the method and procedure adopted for achievement of
objectives of the project. With the adoption of this others can evaluate the results also. Its main aim is to
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keep the researchers on the right track. The methodology adopted for studying the objectives was surveying
the Consumers Perception towards OrthoSquare dental clinic . Questionnaire method was adopted for the
collected of primary data. Secondary data has been collected through the various newspaper, books and
surfing on internet.

2.8: Scope of the Study:

The scope of a study explains the extent to which the research area will be explored in the study and
specifies the parameters within which the study will be operating. Thus, the scope of a study will define the
purpose of the study, the population size and characteristics, geographical location, the time period within
which the study will be conducted, the theories that the study will focus on, etc. A scope of study is usually
set out first to avoid reader confusion and to establish reporting parameters quickly. It can also be referenced
or replaced with an executive summary in some report structures.

2.9: Scope of study for this Research paper:

The geographical scope of the present study covers the entire India region. The topical scope is confined to
study Training and Development of OrthoSquare dental clinic . The analytical scope covers the fulfilment of
the objectives set out for the study.

2.10: Method of Sampling:

Simple random sampling is a sampling technique where every item in the population has an even
change and likelihood of being selected in the sample. Here the selection of items completely depends
on chance or by probability and therefore this sampling technique is also sometimes knowing as a
method of chances.

2.11: Sample Size:

The interview survey schedule has been designed after identifying the variable to be studied. For the
purpose of getting information about Training and Development conducted in the company. I have
received 40 respondents from OrthoSquare dental clinic .

The variable identified by the researcher has been converted into some appropriate questions. The
survey schedule was administrated by the researchers. The researcher has conducted the survey among
forty plus employees giving questionnaire.

Responses to the questions mentioned in the questionnaire. The survey has been conducted in] the
group of employees of the company.

2.12: QUESTIONNAIRE:

In the research the data was collected through the survey method. It was conducted using well
formulated Questionnaire. The question was formed considering the different aspects of the topic
selected. In order to form questionnaire various possible questions were formed from the objectives
selected to do research on.

Then the questions were filtered according to the need of the situation and specific questions were
selected from the whole set. This was done to make the project more specific and be on point.

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The questionnaire made for employer consists of questions like to study and analyze the process,
procedure, methods, sources, policy qualities required, understanding, culture, etc.

The questionnaire formed for employees was formed with the intention to know their views. This
questionnaire includes the information of employees such as age, years of work, salary. Various
questions related to the research study has been asked to the employees and they filled the details
according to their personal opinion about the Training and development process of the organization.

First part of questionnaire included personal information about the employee, second part is related to
the recruitment and selection process conducted in the organization and third part consider the
opinions and perceptions of employees about the training programs conducted in the workplace.

2.13: Method of Data Collection:

Data was collected by using two main methods i.e. primary data and secondary data.

2.14: Primary Data:

There are number of sources of primary data from which the information can be collected. I choose the
following resources for my research.
Questionnaire: I researched using a set of some simple questions and requested the doctors and
assistants to answer these Questions with correct information. The questionnaire was uploaded on
Google docs. This questionnaire was sent to the respondents through various social networking apps
i.e., WhatsApp, mail, messaging app, etc.

2.15: Secondary Data

The secondary data was collected by referring various research papers, books, journals, newspaper
articles and surfing on internet. The secondary data collected is aimed just for reference purpose.

2.16: Method of Data Analysis:

The data analyzing techniques used were bar graphs, pie charts, percentage method and column
method. The data collected from primary source is represented by using bar, diagrams, graphs, pie,
charts, etc.

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 CHAPTER 3 :
REVIEW OF LITERATURE

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3.1: INTRODUCTION:
Review of literature is an overview of various research resources relevant to the field of study. It
surveys the entire source of knowledge with in-depth evaluation of previous research. It is a critical
analysis of the selected study that help researcher to identify the limitation in the previous research area
and formulates scope for further diagnosis. It helps in identifying the research gaps. It is a
systematic review, focusing on rational issues further placing own research in
the umbrella of existing literature.The proposed study titled, “Study of training and development
methods among employees in orthosqauare dental clinic” it’s an understanding about training and
development methods used among orthosquare dental clinic.
The purpose of Literature Review is contextualizing the study and demonstrate
the author’s understanding of the current state of knowledge in the field of
training and development. It should also emphasis the important of the study
and the potential impact of the findings on the organizational performance,
employee productivity, and job satisfaction.

3.2: DEFINITION:

A literature review is a critical analysis and evaluation of existing literature or research on a particular
topic or research question. It involves an extensive search and review of scholarly articles, books, and
other relevant sources of information that are related to the research question or topic. The purpose of a
literature review is to provide a comprehensive overview of the existing knowledge on a particular topic,
identify gaps in the literature, and suggest directions for future research. A well-written literature review
should be systematic, comprehensive, and provide a synthesis of the existing knowledge on the topic,
highlighting both consensus and controversy in the field.

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Literature Review

1. Kirkpatrick's (1959), Evaluation of Training: Evaluation is a critical aspect of

training and development as it helps organizations determine the effectiveness of
their programs. Four-level model of training evaluation, which includes reaction,
learning, behavior, and results, remains a widely used approach.

2. Yoder (1970), Training and development in today’s employment setting is far

more appropriate than training alone since human resources can exert their full
potentials only when the learning process goes for beyond the simple routine.

3. Senge (1990), Learning Organizations: A learning organization is one that values

continuous learning and encourages employees to acquire new knowledge and
skills. Introduced the concept of the learning organization and outlined the
characteristics of such organizations.

4. According to Cox and Blake (1991), The importance of training and development
for diverse populations: Training and development programs must be inclusive of
diverse populations. Diversity training programs have been found to reduce
prejudice and enhance employees' ability to work effectively with people from
different backgrounds.

5. Tannenbaum and Yukl (1992), Employee Development: Employee development

involves a range of activities that aim to enhance employees' knowledge, skills, and
abilities over the long-term. Proposed a comprehensive model of employee
development that incorporates both formal training programs and informal learning
opportunities.

6. Berly Badger (1997), Presented a study on perception of the value and

effectiveness of outdoor Training programs. It pointed out that the companies
believed in this form of training and their own perception but there was no clearly
defined answer to its effectiveness.

7. Mayer and Salovey (1997), The importance of feedback in training and development:
Feedback is a critical component of any training and development program. Feedback
helps employees to understand their strengths and weaknesses and identify areas that
need improvement. Feedback is a critical factor in emotional intelligence, which is
essential for success in the workplace.

8. Bhawuk and Brislin (2000), Cross-Cultural Training: In today's globalized world,

cross-cultural training has become increasingly important. Proposed a framework
for cross-cultural training that includes cultural awareness, cultural knowledge, and
cultural skills.

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9. Salas & Cannon-Bowers (2001), The Importance of Transfer of Training: Transfer of training refers
to the extent to which employees apply the knowledge and skills learned during T&D programs to their
job tasks. Studies suggest that transfer of training is critical to the success of T&D programs.
Organizations can increase the likelihood of transfer of training by providing opportunities for practice
and feedback, creating a supportive work environment, and aligning the training content with job
requirements.

10. Arthur, Bennett, Edens, & Bell (2003), The Importance of Needs Assessment: Before implementing
a T&D program, it is essential to conduct a needs assessment to identify the specific skills and
knowledge gaps that employees need to fill. A thorough needs assessment ensures that the T&D program
is designed to address the specific needs of the organization and its employees. Studies suggest that
organizations that conduct thorough needs assessments are more likely to see positive outcomes from
their T&D programs.

11. Arthur et al. (2003), Training and Development Process: The training and development process
involves several steps, including needs assessment, design, implementation, and evaluation. Proposed a
framework for effective training and development that focuses on aligning training programs with
organizational goals and employee needs.

12. Winfred Arthur (2003), Recognized many design and evaluation techniques linked to the
effectiveness of training based on pertinent literature. In this review, they found on evaluation methods,
execution of training program based on needs assessment and similarity between task and training
delivery method.

13. Casse and Banahan (2007), the different approaches to training and development need to be
explored. It has come to their attention by their own preferred model and through experience with large
Organisations. The current traditional training continuously facing the challenges in the selection of the
employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the
environment of work and by recognizing this, they advising on all the problems, which reiterates the
requirement for flexible approach.

14. Miller and Desmarais (2007), According to Davenport (2006), mentioned in his recent studies that
it’s easy to implement strategy with the internet supported software. Some of the Training theories can be
effective immediately on the future of the skill and developments. The “content” and the “access” are the
actual factors for the process. It is a representation itself by the Access on main aspect what is effective
to the adopted practice in training development. As per the recent theories to access the knowledge is
changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new
meaning of information with electronic learning use.

15. wang & Noe (2010), The Impact of Training on Employee Retention: Research suggests that T&D
programs can significantly impact employee retention rates. When organizations invest in their
employees' development, employees feel valued and are more likely to remain with the organization .

16. El-Gayar et al (2011), The role of technology in training and development: Technology has
revolutionized training and development programs. Blended learning, which combines online learning
with traditional classroom instruction, has been found to be an effective method of training. Technology-
based training programs have a positive impact on job performance and satisfaction.

17. Huang and Wang (2011), Different types of training programs yield different outcomes: Different
types of training programs yield different outcomes. Found that technical training programs improved
job performance, while soft skills training programs improved job satisfaction.

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 18. Lee & Choi (2011), The Role of Technology in T&D: E-learning has emerged as a popular method
of delivering T&D programs, allowing employees to access training materials at any time and from
anywhere. Research suggests that elearning can be just as effective as traditional classroom training
(Makvana, 2016). However, the effectiveness of e-learning depends on the quality of the training content
and the level of interaction between the learner and the content.

19. Goh (2013), The Relationship Between T&D and Organizational Culture: T&D programs can also
impact organizational culture. When organizations prioritize employee development, it sends a message
that the organization values learning and growth. This can foster a culture of continuous learning and
improvement, which can benefit the organization in the long run.

20. Noe (2013), The impact of training and development on organizational performance: There is a
positive correlation between training and development and organizational performance. Companies that
invest in training and development programs have higher productivity, higher job satisfaction, and lower
turnover rates.

21. Eunice Jane Amadi (2014), The author has started training and development programs are helpful to
improve the efficiency and productivity of employees and helpful to improve the efficiency and
productivity of employees and also helpful for the organization’s overall growth. Author has suggested
that it is very important for the organization to conduct such training programs according to the current
training needs of employees also which helps them to remain competitive in global company. Such
training programs should be continuously in the organization.

22. Dr. David Ackah and Makafui R. Agboyi (2014) In this study authors had identified the effects of
training and development on employee’s performance in the public sector of Ghana. Training and
development programs are effective for both personal and organizational growth. It is found that
employees of Ghana Ports and Habours Authority are not well informed about such training programs

23. Vinesh (2014), The author is this study has found that strategies positioning of training and
development will leads to achievement of organization’s goals and objectives. Organization should focus
on continuous learning and job training of employees. Training must provide opportunities to grow, Line
manager should be also involved in training related decision. There should not be a gap between require
and attained skills. Organizations should meet employee’s demands with references to training and
development programs.

24. Noe et al. (2017), Types of Training: There are various types of training, including on-the-job
training, classroom training, e-learning, and coaching. Provide an overview of the different types of
training and their effectiveness.

25. Mitiku Emiru Kassie (2017), The author has focused on the effect of training and development on
employees at Ministry of public Service and HRD. He states that training is essential for employee’s
competency, skills and knowledge. In today’s rapid growth of technology, Human capital plays a major
role in order for the organization to survive. Organization should regularly conduct training and
assessment and according to that they should frame training program. Otherwise, there will be no use of
such training programs and they may loss the money invested in such programs

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REFERENCE:

Kirkpatric ,D.L.(1959):
Techniques for evaluating training programs. Journal of the American Society of Training Directors,
13(11),3-9.

YODER, D. E. (1970):
When you don’t know what to do. A guide for developing a successful martial relationship. Revell.

Senge, P, M. (1990): The fifth Discipline: The Art and Practices of the learning Organization. New York:
Doubleday /Currency.

Cox and Blake (1991): ‘

A note on pseudo-likehood constructed from marginal densities”. Journal of the Royal Statistical Society:
Series B (Methodological),53(1),355-357

Tannenbaum and Yukl (1992):

Training and development in work organizations. Annual Review of Psychology,43(1), 399-441

Salovey, P., & Mayer. J.D. (1997).

Author P. Salovey & D. Sluyter (Eds.), Emotional development and emotional intelligence: educational
implications Vol .3,1997.

Bhawuk, D.P.S., & Brislin (1997)

Article Title ‘’The Effectiveness of cross- cultural training programs and offer recommendations for future
resesearch in this field.’’ An international review,41(4).1997.

Sales & Cannon-Bowers (2001)

Articles Title ‘’ The Limitation of exisiting research and suggest directions for future research in this area.
International journal of Aviation Psychology, 7(3)2001.

Arthur, Bennett (2003)

Bell & Edens 2001, Article Title compare the effectiveness of instrumental and expressive interventions in
reducing inmate recidivism rates. Criminal Justice and Behaviour, 28(5).
‘
Winfred Arthur (2003)
Arthur Jr, W., Day, E.A.,McNelly 2003,Articles Titles “ Training and development has made significant
contribution to the field of personnel selection and assessment.

Arthur et al. (2003) Villado, Bennett (2003) Article Title” Training and Development situational judgement
tests personal selection. Present candidates with the hypothesis work situation and ask them to select the best
source of action from a list od potion.

Wang & Noe (2010) Article Title Training and Development provides valuable insights into the factors that
influence knowledge sharing in the organization, creating a supportive culture and providing incentives for
sharing knowledge. A review and direction for future research. Vol no.20

Lee & Choi (2011) Lee, R.T., & Choi, Y.Y. (2017) Article Title Training and Development the impact of job
stress on employee job satisfaction, job performance and turnover intention. Journal of Business and
Management, Vol. 5.

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A study by Hung and Wang (2011) Hung, M, L., & Wang, H.Y. Article Title Training and Development
implementation of e- learning in the higher education, and it highlights the potential benefits and challenges
associated with this approach to teaching and learning. Vol. 48(2).
El- Gayar et al (2011) O., Timsina, P., & Nawas, T. Article Title Training and Development the use of social
media in healthcare. International Journal of Medical Information, Vol, (7).

Eunice Jane Amadi 2014 M.Com disscertation titled “The Effect of Training and Development on
Employee’s Performance; at Satisfaction Limited Call Centre” in the University of Nairobai, in the year
2014.

Vinesh 2014 Article titled ‘’Role of Training and Development in an Organizational Development’’
published in the International Journal of Management and International Business Studies Vol.4 No.2, 2014.

Dr. David Ackah and Makafui R. Agboyi (2014) Ph.D. thesis titled “The Effect of Training and
Development on Employees Performance in the public Sector of Ghana” in Atlantic International University
(School of Business and Economics) in the year 2014.

Noe et al. (2017) Noe. G., Huepe, C., & Sibona, J. Article title “Training and Development on the impact of
communication channels on Virtual Collboration. Published in the International Journal of Business
Management and Business Psychology Vol.5

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 1. Employee training and development

KOVAL, Svitlana. Employee training and development. [Bachelor dissertation] Institute of Hospitality
Management in Prague. Prague: 2015. 48 pages. The study was intended to determine whether Marriott
Hotel Prague provides training and development programs (TDP) to their employees and analyze how the
TDP contributes to their personal development. After the research author will provide suggestion for the
improvement of TDP at the Marriott Hotel Prague. Several objectives have been created in order to answer
the research question and fulfill the aim of the study. This study applied the “case study research method”
with Marriott Hotel Prague as the object of the research. In this thesis, author has used questionnaires
techniques and structured interview as a part of the research method to obtain enough empirical evidence for
analyzing Marriott Hotel Prague Training and Development programs. Analysis has revealed that Marriott
Hotel has an elaborate TDP, which is mostly internal and tailored on their specific needs. These programs,
some of which are mandatory, are designed for both Managers and Non Managers. Overall, the TDP was
found to meet employee’s needs from a job performance and career development perspective. Main area for
improvement is to provide most of the training in Czech language, as currently the majority of the training is
conducted in English.

2. The Relationship between Training and Development and Employee Performance of

Executive Level Employees

Even though, organizations are promoting different training programmes for executive level employees, there is no
mechanism to ensure how it impacts to employees’ performance. Hence, this study attempts to identify the relationship
between training and development and employee performance of executive level employees of Apparel organizations
in Si Lanka. The study was quantitative and a cross-sectional survey where data was collected through a structured
questionnaire. Simple random sampling technique was applied to select the sample and the sample consisted of 150
executive level employees. The data was analyzed using correlation and regression analytical tools. Findings revealed
that training and development is positively related to employee performance of executive level employees. Based on
the findings, the researchers were recommended that the organization should build a correct and logically substantial
mechanism to select the employees who definitely participating to the training program and the organization
management should establish a widely spread postevaluation scheme to evaluate performance of employees

3. Impact of training and development on employee performance, Raza, Imran (2015)

The purpose of this study was to determine the impact of training and development programs on employee
performance. The research work of this study has been divided into three parts. The first part gives a
literature review of the work done by researchers in the past to elaborate the importance of training and
development programs. Besides this, the scope of this study, methodology used in research and core research
objectives have been stated under this section.
The second part emphasises on different training models and structures designed and used around the world
during training and development programs. Research questions have been discussed in more detail to
develop an understanding of a general training process, from the requirements of training to its execution
and results.
The last part is the empirical case study of the subject organisation to collect the data and analyse it. The
Correlation analysis and Percentage Distribution analysis has been employed in the statistical analysis of
data obtained through a survey done in Salt’n Pepper Pvt. Ltd. Lahore.
The research reveals that training and development is unquestionably necessary especially for the unskilled
and less experienced employees. Training methods and tools utilised by the company were very effective as
these tools have a positive impact on the employee’s job performance and also helped them to enhance and
improve their skills and job efficiency. The company is also making further improvements in the training
programs to increase the effectiveness of the training.

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 4. The relationship between perceived training and development and employee retention:
the mediating role of work attitudes

Luke Fletcher, Kerstin Alfes & Dilys Robinson

This paper considers how utilizing a model of job-related affect can be used to explain the processes through
which perceived training and development influence employee retention. We applied Russell’s model of
core affect to categorize four different forms of work attitude, and positioned these as mediators of the
relationship between perceived training and development and intention to stay. Using data from 1191
employees across seven organizations, multilevel analyses found that job satisfaction, employee engagement
and change-related anxiety were significantly associated with intention to stay, and fully mediated the
relationship between perceived training and development and intention to stay. Contrary to our hypotheses,
emotional exhaustion was not significantly associated with intention to stay nor acted as a mediator when the
other attitudes were included. These findings show the usefulness of Russell’s model of core affect in
explaining the link between training and development and employee retention. Moreover, the findings
collectively suggest that studies examining employee retention should include a wider range of work
attitudes that highlight pleasant forms of affect.

5. Employee Perception on Training and Development

G. S. David Sam Jayakumar and A. Sulthan

The purpose of this study is to bring out the employee perception on the training and development program
that is given in the industry. Workers in an organisation are always in need of training and development
programs that help to develop their skills that are necessary at work. Every organisation spends money and
time for these programs. In industry these programs are given at regular intervals and the management wants
to know the perception of employees towards the provided training and development program. The study
employs competing model selection by proposing three structural equation model to bring out the employee
perception. Among these three proposed models, model no-2 and model no-3 is best according to Akaike
information criterion and Schwartz Bayesian information criterion. So, any of these models can be used to
measure Employee perception of training and development of a manufacturing industry.

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 CHAPTER NO.4: DATA ANALYSIS,
INTERPRETATIONS AND PRESENTATION

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1.Gender Wise Analysis

Table: 4.1 Gender of the respondents

RESPONSE FREQUENCY PERCENTAGE

MALE 22 57.1%
FEMALE 18 42.9%
PREFER NOT SAY 0 0

Sources: By Primary Data

Chart 4.1 Gender of the respondents

Interpretation: Table represent total female respondents are 42.9% out of the 100 respondents. While
total male respondents are 57.1% out of 100 respondents. From the above pie chart, it can be summarized
that Male employees are more employed in OrthoSquare dental clinic.

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2.Age wise Analysis

Tables: 4.2 Age group of the respondents

Age group of respondents Respondents Percentage %

20-30 27 66.7%
30-40 8 19%
40-50 5 14.3%
50 above 0 0

Sources: By Primary Data

Chart 4.2 Age group of respondents

Interpretation: The above table represents age 66.7% of the respondents are between age group of 20-
30, followed by 19% of the respondents are between 30-40 age group, 14.3% of the respondents are between
40-50 age group, Zero of the respondents are between 50 above.

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 3. Experience

Table 4.3 Experience of the respondents

Years of service Respondents Percentage %

1-3 years 27 66.74%
3-6 years 10 28.6%
7-11 years 3 5.5%

Source : By Primary Data

Interpretation:
The above table represents experience of respondents where 66.7% of 1-3 years of service, 28.6% of
respondent are between 3-6 years of service, 5.5% of respondent are between 7-11 years of service.
Therefore, majority Young employees are present in Orthosquare dental clinic.

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 4. Training method used in Organisation

Table 4.4 Training method in orgainsation.

Training Methods Responses Percentage %

On the job 30 81%
Off the job 4 5%
Both 6 14.3%

Source: By Primary Data

Interpretation:

The Table shows different methods of Training in the orthosquare dental clinic where 81% of
respondent prefers or got training “by on the job” method, 5% of respondent are “off the job”
Method and 14.3% of respondent opt for both the methods. Therefore, Employees got Training by “on
the job” method in Orthosquare dental clinic.

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 5. How often the training programs are conducted

Table 4.5 Training period

Training Period Responses Percentage %

Every Month 15 38.1%
Every Quarter 12 33.3%
Half Yearly 4 6%
Once a Year 9 23.8%

Source: By Primary Data

Interpretation:

The Table shows the distribution of Training Period of Employees, Every month 38.1% of respondent
got training, Every Quater 33.3% of respondent got Training, Half Yearly 6% of respondent got
Training, Once in a Year 23.8% respondent got Training.

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6. Training program helps to increase the productivity of the Both quality and
quantity.
Table 4.6

Response Frequency Percentage %

Strongly Disagree 9 23.8%
Disagree 9 23.8%
Neutral 4 9.5%
Agree 14 33.3%
Strongly 4 9.5%

Sources: By Primary Data

Interpretation:

The next question which was asked to the applicants of Orthosqaure was about how helpful if the training
program and does it helps in increasing the productivity of both quality and quantity of the employees.
33.3% of the employees say that they agree to the opinion that training program helped to increase their
productivity of both quality and quantity. 9.5% of them strongly agree to the opinion that training brings
them productivity.

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7. Which Learning Methods do you find most effective ?
Table 4.7

Methods Responses Percentage %

Online Guidance 10 28.6%
Practical Guidance 25 57.1%
Workshop/ Camp 5 14.3%
Mentor Guidance 0 0

Sources : By Primary Data

Interpretation:

The next question Which was asked to applicants was about learning methods which they find most
effective was 57.1% of Practical guidance, 28.6% of online Guidance and 14.3% of workshop/camp.

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8. Do you feel Comfortable asking Questions and raising Concerns during training
sessions ?
Table 4.8

Responses Frequency Percentage %

Yes 31 85.7%
No 2 5%
Maybe 7 9.5

Sources: By Primary Data

Interpretation :

The Applicants where asked that they feel comfortable while Raising concerns and asking questions and the
respondent 85.7% said Yes, 5% feel uncomfortable, 9.5% was not sure about it.
This shows that employees of Orthosqaure feel easy and comfortable to ask questions and feel safe in the
Training sessions.

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 9. Are You Satisfied with the effectiveness of Training Program ?
Table 4.9

Responses Frequency Percentage%

Strongly Agree 12 23.8%
Agree 12 23.8%
Neutral 16 33.3%
Disagree 0 0
Strongly Disagree 0 0

Sources: By Primary Data

Interpretatioin :

The Table shows the empolyees found Traning program effective or not in which 33.3% feels netural, 23.8%
Agrees that Orthosquare dental clinic Training Programs are Effective.

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10.What Challenges you faced during your training program ?
Table 4.10

Challenges Responses Percentage %

Lack of Guidance 2 9.5
New teachnology 6 28.6%
Lack of communication 5 23.8%
Slow to adapt New Things 4 19%
Poor Management 2 9.5%
Unavailablity of resources 5 23.8%
None 2 8.16%

Sources: By Primary Data

Interpretation:
The Bar Distribution shows the challenages employees faced during your traning programs, Most of them
find it difficult to learn or adapt new technology 28.6%, 23.8% lack of communication and 23.8% Poor
management.

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11.Do You feel your contribution are valued by the organaisation ?
Table 4.11
Responses Frequency Percentage %
Yes 22 52.4%
No 12 33.3%
Maybe 6 14.3%

Sources: By Primary Data

Interpretation:
Employees where asked that they feel thaeir contribution are valued by Orthosquare dental clinic,
52.4% felt valued by the organaisation, 33.3% felt not unvalued, 14.3% responded Maybe their
contribution are valued by organaisation. Being valued and Appreciated by organaisation, productivity
and performance is improved of employees.

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12.If you were offered a similar position at another dental clinic with a 10% higher
salary. Would you be likely to leave ?
Table 4.12

Responses Frequency Percentage %

Yes 10 28.6%
No 25 61.9%
Maybe 5 9.5%

Sources: By Primary Data

Interpretation:

The Above question makes it clear that Orthosqaure dental clinic employees are loyal because 61.9% of
employees responded No about leaving the job/ organaisation for 10% higher salary in another dental clinic.
28.6 % responded Yes and 9.5% of employees maybe leave the job.

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13. Are there any specific areas to focus for your training programs
Table 4.13

Areas Frequency Percentage %

New Technology 7 33.3%
Patient Handling 10 47.6%
Hygiene 8 38.1%
Emergency situation 2 9.5%

Sources: By Primary Data

Interpretation :

The above Bar chat shows areas to be focused for Training Program of Orthosqaure dental clinic where as
47.6% Patient handling is important area to focus in OrthoSqaure dental Clinic, 33.3% of New
Teachnology, 38.3% of Hygiene, 9.5% of Emergency Situation are the areas where employees wants to be
focused in Orthosquare dental clinic.

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14. What’s the one thing OrthoSquare could do to make you feel more valued as an
employee ?
Table 4.14

Reasons Frequency Percentage %

Appreciation 9 42.9%
Gifts/Bonus 6 28.6%
Salary Raise 12 57.1%
Respect 9 28.6%

Sources : By Primary Data

Interpretation :

The Empoyees where Asked About the one thing that Orthosqaure can do to make them feel Valued and the
results are 57.1% emplyoees wants Salary Raised, 42.9% wants Appreciation from the organaisation. 28.6%
wants Gifts/Bonus and 28.6% wants Equal Respect in the organaisation .

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5.1 Findings

 The analysis of the data collected from the respondents revels the following summary of facts and
findings.
 The analysis revels that the majority of the respondents are female (45.5%), the reason for the low
proportion of male (54.4%).
 It is found that the majority of the respondents (68.2%), are belongs to Age group of 20-30 years.
 40% employees think that their knowledge enhancing by the training.
 81% employees are used on the training method in the organization.
 57% employees are Agrees that Practical Guidance is most effective method of the training
program.
 66% employees are suggested that Training program should be taken in Every month/ Every
Quarter
 66% employees are saying that they are work with the organization in 1-3 years.
 33% employee said that training program helped to increase the productivity of both quality and the
quantity.
 85.7% employee Agrees that they feel comfortable in asking questions and raising concerns.
 The analysis revels that the majority of the respondents (69.8) are satisfied with the effectiveness of
training program.
 It is found that the majority of the respondents, (28.6%) faced difficulties in understanding/learn new
technology and (23.8%) of respondents find it difficult to communicate during Training program.
 52.4% respondents feels that their contribution are valued by the Orthosquare dental clinic.
 61.9% Employees said no for leaving the job for 10% higher salary in different clinic at same
position.
 70% respondents are thinking the Training and development program are enhancing the employee’s
knowledge and job skills.
 81% respondents are preferring to receive the training in on-the-job method.
 47.6% employees wants that Patient handling area should be focused by the company for
proper training and development.
 57.1% employees will make them more valued by Raising salary in the company.

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5.2 Conclusion

Training and development is very important for any organization and its employees because if employees
are not trend properly they won’t be able to achieve the organizational goals and always be confused about
their assigned work and positions.
This study was a learning experience for me and I came to know that training and development programs in
OrthoSquare dental clinic , was positive in response but still more training and development is needed in
OrthoSquare dental clinic . So that the employees are motivated time by time and they should know their
strength and weakness so that they can work on it and improve their knowledge and skills for the betterment
of their organization.
In the last not the least I conclude that all the training and development programs of company are highly
effective and beneficial to the employees in giving their best contribution to their personal growth and
development as well to meet the organizational objective.
OrthoSquare dental clinic is offering various training and development programs to its employees, including
technical, Personality, Communication, Dentistry training programs. OrthoSquare dental clinic has a strong
focus in nurturing and developing its Team of Doctors and Assistants for creating bright and healthy smile.
The company has established Highly expert Doctors in the dental world to create and to provide millions of
people a confidence to smile wide.
.

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 5.3 Suggestion

On the basis of survey through questionnaire, I hereby propose my suggestion to OrthoSquare Dental Clinic
carry out further changes in the training and development met employees need and Requirement so the
employees would be more efficient in performing their job.
Managers play a vital role in the success of an organization. Offer managerial training programs to help
managers learn how to motivate, inspire, and lead their teams effectively. Soft skills are equally important as
technical skills like Pateint handling, communication skill, etc. OrthoSquare dental clinic should prioritize
ongoing training and development have the skills and knowledge needed to stay competitive and contribute
to the company’s success.
Mentoring programs can be established to provide employees with the guidance and support from senior’s
leaders in the organization. This can help in developing future Doctors and in conducting successful
surgeries.
The company should maintain good Relationship with the Patients.
The company should provide proper incentive and should increase salary based on their performance
ensuring Job satisfaction and Employee retension.
The company should provide job security and statutory benefits to them to the employees.
The company should provide safety measures to employees.
The company should maintain a good relationship with employee – employer
The company should try to overcome to solve the problem of training and development department.

The company should also develop their facilities in their organization.

Current training methods are correct but the organization should also look after training programs for the
employees when they are given new job responsibilities.
The company should motivate their employees to perform best while Training and development take place.

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 BIBLIOGRAPHY

Book name: Learning and Development Book

Author: Tricia Emerson and Mray Stewart,2011

Book name: Adult Learning Basic Training Basics Series

Author: Wiliam J. Rothwell, 2008

Book name: Learning in Adulthood

Author: A Comprehensive Guide, by Sharan B. Merriam, Rosemary S. Caffarella and Lisa M.
Baumgatner,2006

Book name: Employees Training and Development

Author: Raymond Noe,2006

Book name: Stratrgic Organizational Learning

Author: Micheal Beitler, 2005

Book name: Training Design Basics

Author: Saul Carliner,2003

Book name: Employee Development on a Shoestring

Author: Halelly Azulay,2011

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‘A note on pseudo-likehood constructed from marginal densities”. Journal of the Royal Statistical
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Salovey, P., & Mayer. J.D. (1997).

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Bhawuk, D.P.S., & Brislin (1997)

Article Title ‘’The Effectiveness of cross- cultural training programs and offer recommendations for
future resesearch in this field.’’ An international review,41(4).1997.

Sales & Cannon-Bowers (2001)

Articles Title ‘’ The Limitation of exisiting research and suggest directions for future research in this
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significant contribution to the field of personnel selection and assessment.

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Article Title Training and Development provides valuable insights into the factors that influence
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sharing knowledge. A review and direction for future research. Vol no.20

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Lee & Choi (2011)
Lee, R.T., & Choi, Y.Y.(2017) Article Title Training and Development the impact of job stress on
employee job satisfaction, job performance and turnover intention. Journal of Business and
Management, Vol. 5.

A study by Hung and Wang (2011)

Hung, M, L., & Wang, H.Y. Article Title Training and Development implementation of e- learning in
the higher education, and it highlights the potential benefits and challenges associated with this
approach to teaching and learning. Vol. 48(2).

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O., Timsina, P., & Nawas, T. Article Title Training and Development the use of social media in
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M.Com disscertation titled “The Effect of Training and Development on
Employee’s Performance; at Satisfaction Limited Call Centre” in the University of Nairobai, in the
year 2014.

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Article titled ‘’Role of Training and Development in an Organizational Development’’ published in the
International Journal of Management and International Business Studies Vol.4 No.2, 2014.

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Ph.D. thesis titled “The Effect of Training and Development on Employees Performance in the public
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Noe. G., Huepe, C., & Sibona, J. Article title “Training and Development on the impact of
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WEBLIOGRAPHY

Webliography is an online bibliography that lists and hyperlinks websites and digital information
around a single topic. A list of electronic documents or websites that relate to a particular subject,
especially one used in a scholarly work.

Following is the list of websites which have used for the study:

 https://www.orthosquare.com/why-orthosquare
 https://www.orthosquare.com/orthosquare-clinics

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ANNEXURE

1. Gender
- Male
- Female
- Other

2. Age
- 20-30
- 30-40
- 40-50
- 50 above

3. Experience
- 1-3 years
- 3-6 years
- 7-11 years

4. Training method used in organisation

- on the job
- off the job
- both

5. How often the training programs are conducted

- every month
- every quarter
- half yearly
- once a year

6. Training program helped to increase the productivity of the both quality and quantity
- strongly agree
- agress
- neutral
- disagree
- strongly disagree

7. Which learning methods do you find most effective ?

- online guidance
- practical guidance
- workshop/ camp
- mentor guidance

8. Do you feel comfortable asking questions and raising concerns during training sessions?
- Yes I'm comfortable.
- No i hesitate to ask
- Maybe depends on the situation.
- I figure it out on my own.

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9. Are you satisfied with the effectiveness of training program
- strongly agree
- agree
- neutral
- disagree
- strongly disagree

10. What challenges you faced during training programs ?

- lack of guidance
- new technology
- lack of communication
- slow to adapt new things
- poor management
- unavailability of resources
- other

11. Do you feel your contribution adds value to the organisation?

- yes
- no
- maybe

12. Are there any specific areas to focus for your training programs
- new technology
- Patient handling
- hygiene
- emergency situation
- other

13. What's the one thing Orthosquare could do to make you feel more valued as an employee ?
- public Appreciation.
- gifts/bonus
- salary raise
- Equal respect, irrespective of position.

14. If you were offered a similar position at another dental clinic with a 10% higher salary, would you
be likely to leave?
- yes
- No
- maybe

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