Big Bazaar Project and some of the important topics on the Project which helps to others, Study notes of Marketing

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SUMMER TRAINING PROJECT REPORT

ON

“A Study on Effectiveness of Training and Development at Big Bazaar, Lucknow”

Towards partial fulfillment of

Master of Business Administration (MBA)

(Affiliated to Dr. APJ Abdul Kalam Technical University, Lucknow)

Company Guide: Submitted to:

Ms. Ruby Jaiswal Mr. Nikhil Srivastava

(HR Manager) (HOD)

Big Bazaar, Lucknow CCMT, Lucknow

Submitted by: JYOTIMA VERMA Roll no: 1668070048 M.B.A. 3 rd^ Semester SESSION 2016- 2018 DEPARTMENT OF MANAGEMENT

City College of Management & Technology

Opp. BBD College, Tiwariganj, Chinhat, Lucknow, Uttar Pradesh 226028

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Certificate from the Organization

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ACKNOWLEDGEMENT

I feel deeply indebted towards people who have guided me in this project. It would have not have been possible to make such an extensive report without the help, guidance and input from them. Most of my information source has been from professional books of telecom sector. I would firstly like to express my gratitude toward Ms. Anshika Verma faculty guide and faculty members for having shown much of flexibility and guiding in such a way that I really learning the subject all the time. She helped me in deciding the project topic. She showed a lot of openness in her approach and I would like to thank him for her support in a way that has lead to proper & effective learning. Last but not least I am great full to all my family members & my friends for being my side always. Without their help and motivation it wouldn‘t have been possible to complete my project_._

JYOTIMA VERMA

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EXECUTIVE SUMMARY Master of Business Administration (M.B.A.) programme is one of the most reputed professional courses in the field of management. This course includes both theory and its applications as per contents of its curriculum. Project report is an integral part of Master of Business Administration programmed. It gives exposure to our practical knowledge and also to get interact with the various aspects of present market conditions. Each student is required to undergo practical training, before the completion of Last semester examination. The summer training project programmers are designed to give the managers the future of the corporate happenings and work culture. The real life situation is really different from the stimulated exercise enacted in an artificial environment inside. The Summer Training project programmers are designed, so that the managers or tomorrow do not feel when the time comes to take responsibilities.

INTRODUCTION

INTRODUCTION

TRAINING AND DEVELOPMENT

Training and Development nowadays constitute an ongoing process in any organization. Training is a tool for increasing individual performance and overall organizational growth. The objective of the training is to enable the employees to grow acquire knowledge of thought and action. What is “Training”? Training refers to importing of specific skills, abilities and knowledge to an employee or it is any attempt to improve present or future, employee performance by increasing an employee ability to perform, through learning, usually by changing the attitude or increasing his/her skills and knowledge. Training is needed not only for technicians who work in the shop floor but also for supervisors, managers and executives. After training, candidates will be placed on the jobs to perform the tasks given to them effectively. Development refers to those learning opportunities designed to help employees grow. Development is, less skill oriented and stresses on knowledge. Knowledge about business environment, management, principles and techniques, human relations, specific industry analysis and like. Any training & development programme must contain inputs, which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look in to the distant future. Training is an investment in HR with a promise of better returns in future.

complement the qualities of employees with the needs of the organization. Such concepts require not only careful planning but also a greater emphasis on employee development.

OBJECTIVES OF TRAINING AND DEVELOPMENT

1. To impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite tasks.
2. To ensure that each employee is equipped with capabilities to perform various tasks associated with his role.
3. To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields.
4. To help the employee develop as an individual so that the organization can recognize and use the maximum possible potential of its employees.
5. To help employees work as team members since no individual can accomplish the goals of the organization single handedly.

SUBJECT BACKGROUND OF THE REASERCH TOPIC

EDUCATION:

―EDUCATION IS THE UNDERSTANDING and interpretation of knowledge‖- ―Education is concerned with increasing the general knowledge and understanding of the employees‖. TRAINING: ―Training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skill‖. ―Training refers only to instruction in technical and mechanical operations. Training courses are typically designed for a short term, stated set of purposes‖.

DEVELOPMENT:

―Development is an inclusive process with which both managers and individual employees involved. It offers opportunity to learn skills, but also provide an environment designed to discovering and cultivating basic attitudes and capabilities and facilitating continuing personal growth‖.

NEED FOR TRAINING

1. Training program helps in increasing the quality and quantity of output.
2. It helps each individual employee to utilize or develop his/her full potential.
3. Employees feel that they are being taken care of by the management and these results in increasing their morale.

5. Growth is a challenge, which involves stress and strains. Training helps an individual to cope up with these and helps in concentrated effort.
6. Active participation of the learner, the feedback of the learner‘s performance accelerates growth and improves the effectiveness of Training and Development.
7. Training should be conducted in the actual job environment to the maximum possible extent

NEED FOR EVALUATION OF TRAINING

1. To check the effectiveness of Training and Development in improving performance of the employee.
2. To assess how far training is useful for improving career prospects of every individuals.
3. To identify he deficiencies of Training and Development for incorporating additions to the programme.
4. To improve the cost effectiveness of Training and Development programme.

PRINCIPLES OF EVALUATION

1. Evaluation must be continuous.
2. Evaluation must be specific.
3. Evaluation must be based on objective methods and standards.
4. Evaluation must provide means for trainees to self appraise.
5. The goals & purpose of evaluation must be clear.
6. It is essential to lay down the criteria of evaluation & it must be realistic.

THE DIFFERENCE BETWEEN EVALUATION AND

EFFECTIVENESS

TRAINING EVALUATION

Training Evaluation refers to the process of collecting and measuring the outcomes or criteria to determine whether training was effective. Training outcomes or criteria refers to measures that the trainer and the company use to evaluate Training programs. TRAINING EFFECTIVENESS Training Effectiveness refers to the benefits that the company and the trainees receive from training. Benefits for trainees may include learning new skills or behavior. Benefits for the company may include increased sales and more satisfied customers.

PERFORMANCE MANAGEMENT SYSTEM

The Performance Management System enables the Organization to enhance & sustain its performance by aligning employees' goals & contribution to the Organization‘s Vision and Objectives. It also serves as a platform to provide employees the opportunity to structure and channelize their growth in terms of learning & development and / recognition. What is Performance? Performance is about behaviors or what employees do, not about what employees produce or the outcomes of their work. What is performance Management? Performance Management is a continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization.

Assessment Criteria

An employee‘s Performance Assessment as captured in the formats (i.e. Appraisal forms), is based on two key aspects:

1. Key Responsibilities (the ―What‖) requisite to be performed in the job
2. Key Competencies (the ―How‖) that are relevant to different job categories

The overall Performance Assessment, is a balanced evaluation of both ―Key Responsibilities‖ & ―Competencies‖ on a four point rating scale The Final Assessment is to result in one of the four ratings enlisted below which are to conform to a normal distribution for respective departments, units & hence the entire Organization:  Outstanding  Exceeds Expectations  Meets Expectations  Needs Improvement

The above ratings have descriptors to enable the assessment on each of the Key

Responsibilities & Competencies

 Outstanding : Constantly exceeds expectations in all objectives; Is a role model for the rest of the team  Exceeds Expectations: Is an excellent performer and meets both quality & timeline specifications for most responsibilities  Meets Expectations: Meets job expectations as pre decided & is a steady performer

 Needs Improvement: Needs to improve performance in several objectives; development areas can be worked upon

Key Process Stakeholders

Appraisee: Every employee/ individual who is assessed is termed the ‗Appraisee‘. Thereby all employees are appraisee‘s as their individual and thereby collective performance contributes towards the Organization‘s performance, growth and success. Appraiser: The supervisor or individual who assesses the appraisee‘s performance is termed the ‗Appraiser‘. Reviewer: The appraiser‘s manager is termed the ‗Reviewer‘. H.O.Ds: All performance assessments for a particular department are reviewed overall by the H.O.D before it is sent to the Unit/ Function Head. Senior Leadership Team (SLT): The CEO and his immediate reportees play a key role in ratifying the entire Organization‘s Performance Distribution, once all the performance assessments from various Units are received & collated. HR department: The HR team plays the role of a Co – Planner wherein it facilitates the assessment process, in terms of communication of the assessment process flow & guidelines to concerned stakeholders, providing advice to appraisers, H.O.Ds & Unit/ Function Heads on appropriate assessment & translating the assessment to rewards/ recognition and career development proposal to the SLT.

LITERATURE REVIEW

An organization survives if it is performing well in the environment by being profitable but if it fails to do so the organization may not survive. And worse is the decay of both human and physical structures (Manguennandongo, 2002). The rationale of training is not only on the ordinary employees but as well as to their executives to develop skills required in the diversification and competitiveness by making the organization successful. The benefits fall entirely for the employees and for the private companies. The target of the program being implemented in the companies, increases the competency in the market, and improves the living condition of the employees (ADBG, 2008). Under the participation of the stakeholders, the guidelines and implementation of training in the employees can achieve positive results. The workforce development is focused on attracting, developing, and retaining the best of the people from the broadest business practices to meet the objectives or goals of the companies. Intentionally, training and development are provided for the employees with best of the career opportunities in different industry and encourages their individual growth and achievement (Kruger, 2008). According to 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 Organizations. 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. Usually the managers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they

must follow the five points highlighted by 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.

Technical training is the process of teaching employees how to more accurately and thoroughly perform the technical components of their jobs. Training can include technology applications, products, sales and service tactics, and more. Technical skills are job-specific as opposed to soft skills, which are transferable.

On-the-job training Methods

Under these methods new or inexperienced employees learn through observing peers or managers performing the job and trying to imitate their behavior. These methods do not cost much and are less disruptive as employees are always on the job, training is given on the same machines and experience would be on already approved standards, and above all the trainee is learning while earning. Some of the commonly used methods are: Coaching, Mentoring, Job Rotation, Job Instruction, Technology, Apprenticeship, Understudy.

Off-the-job Training Methods

Off-the-job training methods are conducted in separate from the job environment, study material is supplied, there is full concentration on learning rather than performing, and there is freedom of expression. Important methods include: Lectures and Conferences, Vestibule Training, Simulation Exercises, Sensitivity Training, Transactional Training.

Technical or Technology Training