SUMMER TRAINING PROJECT REPORT

ON

TRAINING AND DEVELOPMENT IN

RSHR SERVICES

Submitted in partial fulfilment of the requirement of

Master of Business Administration,

Submitted By

Submitted To

B.N.COLLEGE OF ENGINEERING & TECHNOLOGY, LUCKNOW

DR. APJ ABDUL KALAM TECHNICAL UNIVERSITY, LUCKNOW

Acknowledgement
This project report has been an enriching; the experience & the learning of the
project will go a long way enabling me to future endeavors. No project sees the
light of the without the help of certain individuals. I would like to express my
sincere gratitude to people who were instrumental in making this project possible.
I am extremely thankful to my Project Guide, Mr. __________, (MBA Faculty) for
his precious guidance regarding the preparation of the Project Report. His guidance
has proved to be useful and without them, the preparation of this report might not
have been possible.
Last but not the least: I would also extend our sincere thanks to my friend
_____________ who helped me during the course of my project and for here
gracious attitude.

CONTENTS
1.

Objective

2.

Introduction

3.

Scope of the Study

4.

Definition of training

5.

Objectives of the Study

6.

Training, development and education

7.

Significance of training

8.

Benefits of training to employers

9.

Benefits of training to employees

10.

Changing facets of training

11.

Roles and responsibilities for the trainers

12.

Company profile

13.

Research methodology

14.

Data analysis

15.

Findings

16.

Limitation

17.

Conclusion

18.

recommendation

19.

Suggestion/

20.

Bibliography

21.

Appendix

OBJECTIVE OF STUDY

OBJECTIVE OF STUDY
To identify exits training and development in RSHR Services
To identify the various training and development activites undertaken by
RSHR Services.
To analyze the Training methodology adopted by RSHR Services
To evaluate the effectiveness of Training provided by RSHR Services.

INTRODUCTION

INTRODUCTION
TRAINING AND DEVELOPMENT

In the knowledge driven world of today, the pace of change is so fast

that it even defies Moors law. Even to stay at the same place, the
organizations have to run fast. Strategic advantage to the
organizations comes only from the core competences, which are
developed by the individuals working in it. Such levels of excellence
can be achieved only by investing in people. Investment must not
7

confine to compensation only, but must entail the inputs aimed at

updating the skills of the employees. Training is one such potion to
cure the organizations of the sluggishness, which may creep in
because of the organizational inertia.
Largely, personnel department has been associated with procuring and
hiring the human resources. But, after the newly appointed employees
join the organization, it is necessary to impart training to them in
order to make them competent for the jobs that they are supposed to
handle. In
modern industrial environment, the need for training of employees is
widely recognized to keep the employees in touch with the new
technological developments. Every company must have a systematic
training programme for the growth and development of its employees.
It may be noted
that term training is used in regard to teaching of specific
skills, whereas the term development denotes overall
development of personality of the employees. This chapter
studies the various methods of training and development,
8

which are used by various organizations, particularly those

engaged in the business and industrial activities.

SCOPE OF THE STUDY

Training is important, not only from the point of view of the
organization, but also for the employees. It gives them greater job
security and an opportunity for career advancement. A skill acquired
through training is an asset for the organization and the employee.
The benefits of training
stay for a very long time. Training can become obsolete only when
there is a complete elimination of the desired for that skill and
knowledge, which may happen because of the technological changes.
In general terms, the need for training can arise because of the
following reasons:
(i) Changing Technology.
Technology is changing at a fast pace. Be it any industry,
technological changes are changing the way in which operations were
done. Newer machines are being used for automation of the
processes. Computers have made the controls very easy. Advances in

10

information technology have enabled greater degree of coordination

between various business units, spread far across the globe.
In order to keep themselves abreast with the changes, the employees
must learn new techniques to make use of advances in the technology.
Training needs to be treated as a continuous process to update the
employees in new methods and procedures.

11

(ii) Demanding Customers.

As the free markets become stronger, customers are becoming more
and more demanding. They are much more informed about the
products. They have many sources of information. Intensified
competition forces the organizations to provide better and better
products and services to them. Added to the customer conscious, their
requirements keep on
changing. In order to satisfy the customers and to provide
best of the quality of products and services, the skills of
those producing them need to be continuously improved through
training.
(iii) Thrust on Productivity.
In

the

competitive

times,

organizations

cannot

afford

the

extravaganza of lethargy. They have to be productive in order to

survive and grow. Continuous improvement of the employees skills
is an essential requirement for maintaining high standards of
productivity. Productivity in the present times stems from knowledge,
which has to be relearned
12

continuously.
(iv) Improved motivation.
Training is a source of motivation for the employees as well.
They find themselves more updated while facing the challenging
situations at job. Such skill development contributes to their career
development as well. Motivated employees have lesser turnover,
providing an organization with a stable work force, which ahs several
advantages in the long run.
(v) Accuracy of output
Trained workers handle their job better. They run their machines
safely. They achieve greater accuracy is whatever job they do. This
reduces accidents in the organizations. Adherence to accuracy infuses
high standards of quality in the products and services, thus giving
them a competitive edge in the difficult times. Quality reduces
wastages and
ensures better customer satisfaction.
(vi) Better Management.

13

Training can be used as an effective tool of planning and control. It

develops skills of the workers for future and also prepares them for
promotion. It helps them in reducing the costs of supervision,
wastages and industrial accidents. It also helps increase productivity
and quality.

14

Definition of Training
Training is often looked upon as an organized activity for increasing
the knowledge and skills of people for a definite purpose. It involves
systematic procedures for transferring technical know-how to the
employees so as to increase their knowledge and skills for doing
specific jobs with proficiency. In other words, the trainees acquire
technical knowledge, skills and problem solving ability by
undergoing the training
programme.
There are several textbook definitions of training, but the one by
Edwin B Flippo is generally well accepted. According to Flippo,
Training is the act of increasing the knowledge and skills of an
employee for doing a particular job. Training involves the
development of skills that are usually necessary to perform a specific
job. Its purpose is to achieve
a change in the behaviour of those trained and to enable them to do
their jobs better. Training makes newly appointed employees fully
productive in lesser time. Training is equally necessary for the old
15

employees whenever new machines and equipment are introduced

and/or there is a change in the techniques of doing the things.
Training is a continuous process and does not stop anywhere. The top
management should ensure that any training programme should
attempt to bring about positive changes in the knowledge, skills, and
attitudes of the employees.

What Does Training Include?

Udai Pareek has observed that there are three elements of training
purpose, place and time. Training without a purpose is useless
because nothing would be achieved out of it. The purpose must be
identified carefully and now there are a large number of techniques,
to be discussed in subsequent lessons, available for establishing
training needs. After having identified the purpose of a training
programme, its
place must be decided i.e. whether it has to be on the job or off the
job. If off the job, where a training programme should be. Place

16

would decide the choice of training method and also influence its
effectiveness. The next element is the time.
Training must be provided at the right time. A late training would
provide outdated knowledge, which would be useless for the
employees. The timing has also to be specified in physical terms, i.e.
which month/week of the year and at what time of the day. This can
have a lot of ramifications in terms of the cost of training and its
ultimate efficacy in achieving the desired results.
The purpose of training is to bring about improvement in the
performance of the human resources. It includes the learning of such
techniques as are required for the intelligence performance of definite
tasks. It also comprehends the ability to think clearly about problems
arising out of the job and its responsibilities and to exercise sound
judgement in making decisions affecting the work. Lastly, it includes
those mental attitudes and habits, which are covered under the general
term morale.

17

OBJECTIVES OF STUDY
The objectives of training can vary, depending upon a large
number of factors. The objectives depend on the nature of the
organization where training has to be provided, the skills
desired and the current skill levels. It is difficult to draw
generalizations of the objectives of training; still they can be
stated as under:
1. To increase the knowledge of workers in doing specific
jobs.
2. To systematically impart new skills to the human resources
so that they learn quickly.
3. To bring about change in the attitudes of the workers
towards fellow workers, supervisor and the organization.
4. To improve the overall performance of the organization.

18

5. To make the employees handle materials, machines and

equipment efficiently and thus to check wastage of time and
resources.
6. To reduce the number of accidents by providing safety
training to employees.
7. To prepare employees for higher jobs by developing
advanced skills in them.

19

TRAINING AND DEVELOPMENT

No longer do the organizations talk of training in isolation. It is
usually addressed along with development. While referring to the
conjugation of the two processes, Dale Yoder has observed The use
of the terms training and development in todays employment setting
is far more appropriate than training alone since human resources
can exert their full potential only when the learning process goes far
beyond simple routine.
Although the terms training and development are used together, they
are often confused. Training means learning the basic skills and
knowledge necessary for a particular job or a group of jobs. In other
words, training is the act of increasing the knowledge for doing a
particular job. But development refers to the growth of an individual
in all
respects. An organization works for the development of its executives
or potential executives in order to enable them to be more effective in
performing the various functions of management. An executive

20

development programme aims at increasing the capacities of the

individuals to achieve the desired objectives. Executive capacities
imply his personal abilities and potentials. Desired objectives imply
consideration for tile goals of the organization and individuals.
Increasing the capacities implies that change must, occur in the
executive and through him in his subordinates. The distinction
between training and development is shown in Table 1.1.

21

Training is also different from education in the following respects:

Training it is concerned with increasing knowledge and skills in
doing a particular job. The major burden of training falls upon the
employer. But education is broader in scope. Its purpose is not
22

confined to developing the individuals, but it is concerned with

increasing

general

knowledge

and

understanding

of

total

environment.
Education generally refers to the formal learning in a school or a
college, whereas training is vocation oriented and is generally
imparted at the work place.
Training usually has mere immediate utilitarian purpose than
education.
At times, both training and education occur at the same time.
Some schools run formal vocational courses, which can be joboriented whereas some employee development programmes in
industry have quite a wide scope and may be viewed education.

23

SIGNIFICANCE OF TRAINING
Fostered by technological advances, training is essential for

any human resource development exercise in organizations in

the rapidly changing times of today. It is an essential, useful
and productive activity for all human resources working in an
organization, irrespective of the job positions that they hold. It
benefits both employers and the employees,
as will be discussed later.
The basic purpose of training is to develop skills and
efficiency. Every organization has to introduce systematic
training programmes for its employees. This is because
trained personnel are like valuable assets of an organization,
who are responsible for its progress and stability. Training is
important as it constitutes a vital part of managerial control.
Most progressive organizations view expenditure on training

24

as a profitable investment. Large organizations hire a large

number of persons every year, who might not know how to
perform their jobs. There are also certain types of jobs where
no one can afford an untrained person. For instance, nobody
would dream of allowing an untrained individual to work as a
pilot or operate a lathe. Such raw hand persons must be
trained properly so that they may contribute to the growth and
well being of the organization.
The responsibility for imparting training to the employees
rests with the employer. If there is no formal training
programme in an organization, the workers will try to train
themselves by trial and error or by observing others. But this
process will take a lot of time, lead to many losses by way of
errors and will ultimately result in higher costs of training.

25

The workers may not be able to learn the best operative

methods on their own. The following discussion highlights
some of the potential
benefits of training to the employees and the employers.

26

27

BENEFITS OF TRAINING TO EMPLOYERS

The employers invest in training because they reap several benefits
out of the exercise, which can be summed up as under:
(i) Faster learning of new skills
Training helps the employers to reduce the learning time of their
employees and achieve higher standards of performance. The
employees need not waste time in learning by observing others. If a
formal training programme exists in the organization, the qualified
instructors will help the new employees to acquire the skills and
knowledge to do particular jobs quickly.
(ii) Increased productivity
Training increases the skill of the new employee in while performing
a particular job. An increased skill level usually helps in increasing
both quantity and quality of output. Training can be of great help even
to the existing employees. It helps them to increase their level of
performance on their present job assignments and prepares them for
future

28

assignments.
(iii) Standardization of procedures
Training can help the standardization of operating procedures, which
can be learnt by the employees. Standardization of work procedures
makes high levels of performance rule rather than exception.
Employees work intelligently and make fewer mistakes when they
possess the required know-how and skills.
(iv) Lesser need for supervision.
As a generalization, it can be stated safely that trained employees
need lesser supervision. Training does not eliminate the need for
supervision, but it reduces the need for detailed and constant
supervision. A well-trained employee can be self-reliant in his/her
work because s/he knows what to do and how to do. Under such
situations, close supervision might not be required.
(v) Economy of operations.
Trained personnel will be able to make better and economical use of
the materials and the equipment and reduce wastage. Also, the trained
employees reduce the rate of accidents and damage to machinery and
29

equipment. Such reductions can contribute to increased cost savings

and overall economy of operations.
(vi) Higher morale.
The morale of employees is increased if they are given proper
training. A good training programme moulds employees attitudes
towards organizational activities and generates better cooperation and
greater loyalty. With the
help of training, dissatisfactions, complaints, absenteeism
and turnover can also be reduced among the employees. Thus,
training helps in building an efficient and co-operative work force.
(vii) Managerial Development
The top management can identify the talent, who can be groomed for
handling positions of responsibility in the organizations. Newer talent
increases the productivity of the organizations. By providing
opportunity for self-development, employees put in their best effort to
contribute to the growth of the organization.

30

BENEFITS OF TRAINING TO EMPLOYEES

The employees are the ultimate link in an any organization, who carry
out the operations. Training can help them in several ways, as
mentioned below:
(i) Increasing Confidence.
Training creates a feeling of confidence in the minds of employees,
who feel comfortable while handling newer challenges. It gives a
feeling of safety and security to them at the work place.
(ii) New Skills.
Training develops skills, which serves as a valuable personal asset of
a worker. It remains permanently with the worker himself.
(iii) Career advancement.
The managers can develop their skills to take up higher challenges
and work in newer job dimensions. Such an exercise leads to the
career development of the employees, who can move up the corporate
hierarchy faster.
(iv) Higher Earnings.

31

Higher earnings are a consequence of career development. A highly

trained employee can command high salary in the job market and feel
more contended.
(v) Resilience to change
In the fast changing times of today, training develops adaptability
among workers. The employees feel motivated to work under newer
circumstances and they do not feel threatened or resist any change.
Such adaptability is essential for survival and growth of an
organization in the present times.
(vi) Increased Safety.
Trained workers handle the machines safely. They also know the use
of various safely devices in the factory, thus, they are less prone to
accidents. It can be concluded that in light of several benefits, training
is an important activity, which should be taken very seriously by the
employees as well as the employers.

32

CHANGING FACETS OF TRAINING

The present time of rapid change has its influence on training also.
Lynton and Pareek have identified the following salient changes, that
have occurred in training in last thirty years:
1. Training has changed from training individuals to training teams of
people, comprising of members across the hierarchies.
2. Training has acquired an inter-group learning character.
3. Training is finding itself linked with the organizational
development process. It is a part of a higher-end corporate relearning
exercise.
4. Socio-technical systems are influencing the training processes in
organizations.
5. Target audience of audience is also undergoing a compositional
change. There are more number of females and people from diverse
ethnic groups and castes working in the organizations. This creates
diversity in the training activity as well.

33

6. Technologies, government and markets are undergoing a rapid

change. (This issue is not being addressed to in detail here as it
requires a detailed discussion, which is usually included in the paper
on business environment).
7. Training extends beyond employees and includes clients, suppliers,
publics as well, making a learning organization into a learning
system.
The changes have to be learnt by the organizations to ensure
effectiveness of training exercise. The roles, responsibilities of the
trainers are undergoing changes, and are discussed hereunder.

34

ROLES AND RESPONSIBILITIES FOR THE

TRAINERS
A trainer has many roles to play in order to make any training
effective. Unlike in education, where the guru acted as a friend,
philosopher and a guide, the relationship between a trainee and a
trainer is more professional. Still, a trainer has to wear many hats.
There are many classifications of a trainers role, which can be stated
as follows (Exhibit 1. The trainer
2. The provider
3. The consultant
4. The innovator
5. The manager

35

1. The trainer
A trainers role is primarily concerned with actual direct training. It is
a role that involves the trainer in helping people to learn, providing
feedback about their learning and adopting course designs to meet
trainees needs. The trainers role may involve classroom teaching
and instruction, laboratory work, small group work, supervision of

36

individual project work and all those activities that directly influence
immediate learning experiences. In effect, the trainer is a learning
specialist.
2. The provider
This training role relates to the design, maintenance and delivery of
training programmes. It involves training-needs analysis; setting
objectives; designing courses; choosing appropriate methods; testing
out and evaluating courses or training activities; and helping trainers
to deliver the training.
3. The consultant
As a consultant, a trainer is primarily concerned with analyzing
business problems and assessing/recommending solutions, some of
which may require training. It may involve some elements of the
provider role but specifically concentrates on liaising with line
managers; identifying their
performance problems; advising on possible training solutions (where
appropriate); working with providers and/or trainers to establish
training programmes; advising training managers (where the roles are
37

separated) on training goals: and policies; and ensuring evaluation

takes place and the results are used.
4. The innovator
As an innovator, a trainer is concerned with helping the organizations
to manage the change effectively and to solve performance problems.
It involves:
Working with managers at senior/middle levels.
Providing support and help to managers in coping with change.
Identifying where seminars and workshops can be a useful means of
educating managers for change.
Facilitating change; identifying the real sources of power in the
organization and linking with these to help bring about change.
Advising the training function on how it can best help in the change
process.
In Organization Development terms, such a role might be called
change agent, catalyst, or interventionist. The role frequently
overlaps with that of the consultant.
. The manager
38

A managers role in training is primarily concerned with planning,

organizing, controlling and developing the training and development
activity or function. It involves the following functions:
Setting training goals, policies and plans.
Liaising with other departments and with senior managers about the
contribution training can and should make to improving performance.
Ensuring that appropriate training activities are designed, developed,
delivered and evaluated.
Acquiring and developing training staff; establishing effective lines
of authority and communication within the training function.
Acquiring and effectively using non-staff resources.
Monitoring quality standards and controlling activities against a
total training plan.
Some provider roles may contain elements of the manager role in
small organizations or in situations where providers have several
training programmes to deliver.

39

METHODS OF TRAINING
Broadly speaking, there are two methods of training i.e., on-the-job
training and off the job training.

A. ON THE- JOB TRAINING IN THIS METHOD, the

employee learns by doing. He is exposed to the real work situation.
An experienced employee will act as a friend, philosopher and guide.
The new employee follows the orders, carries out instructions and
adopts the right technique while doing the job. In this way he is able
40

to learn the work practically. While doing so, he can ask questions,
seek clarifications on various job related matters and obtain guidance
from his senior employee. Some of the widely used on the job
training methods are discussed below:
Job instruction training (JIT):
The JIT method is a four step instructional process involving
preparation, presentation, performance try out and follow up. It is
used primarily to teach workers how to do their current jobs. A
trainer, supervisor or commitment worker act as the coach. The four
step followed in JIT methods are:
The trainee receives an overview of the job, its purpose and its
desired outcomes with a clear focus on the relevance of training.
The trainer demonstrates the job to give the employee a model
to follow. The trainer shows a right way to handle the job.
Next, the employee is permitted to copy the trainers way
Finally, the employee does the job independently without
supervision.

41

2. Coaching and mentoring: Coaching is one-on-one relationship

below trainees and supervisors which offers workers continued guidance
and feedback on how well they are handling their tasks. Mentoring is a
particular form of coaching used by experienced executives to groom
their junior employees. Normally, mentoring involve one coaching for a
period of several years until the individual is eventually capable of
replacing the mentor.
1. Merits of coaching and mentoring
2. Demerits of coaching and mentoring
3. APPRENTICESHIP TRAINING: apprenticeship training dates
back to biblical times and is frequently to train personnel in some skilled
trades such as electricians, mechanics, tailors, bricklayers and
carpenters. The period of training ranges from two to five years
depending on the occupation in which the trainee is engaged.
Apprenticeship refers to a combined on the job as well as off the job
training approach, in the sense that the trainee agrees to work for a
salary below that a fully qualified employee gets, in exchange for a
specified number of formal training hours in the organization. One
42

advantage

of

apprenticeship

training

is

its

success;

because

apprenticeship employs many of the principles of learning such as

modeling, feedback, classroom training etc., and is often quite effective.
The principal drawbacks of apprenticeship training include the period of
training at which the employees are underpaid may be quite long. Also,
the uniform period of training is not suitable to all. People have different
abilities and, learn at varied rates. Those who learn fast may quit the
program in frustration. Slow learners may require additional training
time. It is also likely that in these days of rapid changes in technology,
old skills may get outdated quickly. Trainees who spend years learning
specific skills may find, upon completion of programmes, that the job
skills they acquired are no longer required in the market place.

43

JOB ROTATION
Job rotation is also known as cross training. Job rotation is the process of
training employees by rotating them through series of related tasks. In
job rotation, an individual learns several different jobs within a work
unit or department. He performs each for a specified time period. The
trainees, therefore, are exposed to various coaches, point of views, and
task operations. Job rotation has one main advantage; it makes flexibility
possible in the department. Job rotation, however, is common for
training managers. Job rotation rather is very necessary for middle
managers because through rotation managers are exposed to different
operations, departments and acquire general knowledge of the
companys procedures and policies. The principal weakness of job
rotation includes:
1. It is very difficult to coordinate various assignments such as
production, finance and marketing etc.
2. Some of the coaches may not be motivated to concentrate on
trainees assigned only for short period.

44

3. Different coaches may espouse conflicting viewpoint of

compnays policies and procedures.

45

B. OFF THE JOB TRAINING

Under this method, trainee is separated from the job situation and his
attention is focused upon learning the material related to his future
job performance. Since the trainee is not distracted by job
requirements, he can place his entire concentration on learning the job
rather than spending his time in performing it. There is an opportunity
for freedom of the trainees. Off the job training methods are as
follows
1. Vestibule training: in this method, actual work conditions are
simulated in a class room. Materials, files and equipment that are
used in actual job performance are also used in training. This type
of training is commonly used for training personnel for electrical
and semi skilled jobs. The duration of this training ranges from a
few days to a few weeks. Theory can be related to practice in this
method.
2. Role playing: it is defined as a method of human interaction that
involves realistic behaviour in imaginary situations. This method
of training involves action, doing and practice. The participants
46

play the role of certain characters, such as the production manger,

mechanical engineer, superintendents, maintenance engineers,
quality control inspectors, foreman. Workers and the like. This
method is mostly used for developing interpersonal interactions
and relations.
3. Lecture method: the lecture is a traditional and direct method of
instruction. The instructor organizes the material and gives it to a
group of trainees in the form of a talk. To be effective, the lecturer
must motivate and create interest among the trainees.
4. Conference/ discussion approach: in this method, the trainer
delivers a lecture and involves the trainee in a discussion so that
his doubts about the job get clarified. When big organization use
this method, the trainer uses audio visual aids such as blackboards,
mockups and slides; in some cases, the lectures are video taped or
audio taped. Even the trainees presentation can be taped for self
confrontation and self assessment. The conference is, thus, a group
centered approach where there is a clarification of ideas,
communication of procedures and standards to the trainee.
47

5. Programmed instruction: in recent years, this method has

become popular. The subject matter to be learned is presented in a
series of carefully planned sequential units. The trainee goes
through these units by answering questions or filling the blanks.
This method is thus, expensive and time consuming.
6. Behaviourally experienced training: some training programmes
focus on emotional and behavioural learning. Here employees can
be learn about behaviour by role playing in which the role
players attempt to act their part in respect of a case, as they would
have in real life situation. Business games, cases, incidents, group
discussions and short assignments are also used in behaviorally
experienced learning methods. Sensitivity training or laboratory
training is an example of a method. Sensitivity training or
laboratory training is an example of a method used for emotional
learning. The focus of experiential methods is on achieving,
through group processes, a better understanding of oneself and
others.

48

SWOT ANALYSIS
STRENGTHS
One of the biggest plus points of RSHR Services offices at Lucknow is
their staff. The HR Department has people that are not only extremely
competent in their functions, but are also dedicated to their duties that
they have to perform. As a result, all the day-to-day activities are carried
out in an extremely efficient manner and no work is left pending. Apart
from this, the pleasing attributes of the co-workers creates a tension-free
atmosphere at the office, which in itself is a motivation for increasing
productivity of the organization as a whole.

RSHR Services

at

Lucknow is housed in a magnificent multistoried building which

provides all the comfort one needs as far as work is concerned, including
canteen services where one can refresh ones mind and get back to work
with even more vigor.

49

WEAKNESSES
The RSHR Services office at Lucknow caters to the population residing
in UP East, which has a very large population. Thus it is natural that the
recruitment process functions throughout the year with a very large
number of applicants wanting to join the organization. The applicants
have to undergo the BPAT and the CRISP tests at the Lucknow Office.
Unfortunately, despite being housed in a multistoried building which is
totally owned by the Company, there is not enough space for a large
number of applicants to take the tests at the same time and thus the
waiting time for the applicants increases. Apart from this there are
frequent breakdowns in the link ups of the computers with the server
resulting in further loss of time and disappointment for the test takers.
This problem needs to be rectified and can easily be done by creating
more space or just shifting part of the set up to some other room on the
same floor. It has also been found that the final set of documents for the
candidates who are selected are not received within the required time
period, which leads to delay in finalization of the recruitment process for

50

some candidates. This problem can be rectified if a list of required

documents is attached with the offer letter and then handed over to the
selected candidate. This will not only facilitate the process, but will also
reduce unnecessary wastage of time and burden on the recruiter.

OPPORTUNITIES
The external environment with respect to the functioning of the office of
RSHR Services at Lucknow is extremely beneficial to the organization.
Lucknow, being the capital city, is easily accessible from all parts of East
UP and prospective candidates aspiring for a career at RSHR Services
find it easy to locate the office. The location also facilitates the staffs
who wish to travel in the course of their job activities. The modern and
imposing multistoried building housing the offices stands out in the
locality as a center of excellence in keeping with the tradition of the Tata
Group being amongst the best organizations in the country.

51

THREATS
As such, the only perceived threats are from the competitors, who also
have good infrastructure and vie with each other to attract the best talent.
These organizations could also indulge in poaching of experienced staff
from RSHR Services .

52

COMPANY
PROFILE
We provide HR Services, HR Training and Manpower, Comlaince
Services with an aim to provide value aided service to employers
with in-depth understanding of requirements. We Always Invites
HR Professional / Fresh MBA HR /Pursuing MBA/Graduates/PG
for HR Practical Training Classes with Real Time Exposure. We
are having dedicated teams for each client organization. With right
combination of people, process, knowledge sharing and technology
we provide cutting edge, outsourcing and Training solutions. We
spend time with every candidate in person, to understand better
about their skills and realize goals, then guide them towards the
suitable and best job within our client.

Presentations/Demonstration/Practicals of concepts.

53

 Handouts/Assignments/Real-time Exposure to work on

Clients.
Incepted with a broader focus on delivering scalable
solutions to maintain consistency in providing quality
training and placement solutions, we, at RSHR Services are
competent and professionally proficient training &
development company. Having an expert trainer with an
unmatched professionalism and expertise in providing
quality training, we have proven best to our words. Several
students have gained excellence in the domains they were
striving to reach through our quality training.

54

VISION AND MISSION:

We aspire to apply excellence, candor and sincerity in our
efforts to empower our generation with knowledge and
diligence

to

master

corporate

standards.

Learner's satisfaction is ensured through, best mix of

desirable sincerity that our professionals are a way ahead
with. Satisfaction of learner is all what we seek. We tend to
provide individual focus to each of our learner to recognize
a career with a fusion of skills knowledge and attitude.
Satisfaction of

RSHR Services India learner's is our

goal and we aim to make sincere efforts in providing

best results.

55

Our Services:

HR Practical Training

HR Audit Services

HR Payroll Services

Out Sourcing Services

Compliance Services (ESIC, PF, BONUS, Etc.)

Tax Consultant

HR PRACTICAL TRAINING :Module 1- Recruitment and Selection

Recruitment Needs, Importance and Types (External,

Internal and Head Hunting).

How vaccancy created in any organization.

Recruitment and Selection Cycle.

Sourcing, Screening and Shortlisting of desired

candidates by using different job portals like

56

Timesjob, Naukri, Shine.com and other free job

portals.

How to write Job Description.

Joining Formalities for a new employee.

Induction and Orientation Training.

Exit Formalities, Full and Final Settlement.

Module 2 Statutory and Legal Compliance

ESIC Act About Act, Applicability, Contribution

Details from Employee and Employer, Generate
Online Challan, Benefits, Forms and their usage.

PF Act About Act, Applicability, Contribution details

from Employee and Employer, Generate Online
Challans and Returns, Forms and their usage.

Bonus Act About Act, Applicability, Bonus Sheet

Preparation, Bonus and Ex-gratia, Forms and their
usage.

57

Gratuity Act About Act, Applicability, Gratuity

Amount Calculation, Forms and their usage.

Minimum Wages Act About Act, Applicability,

How to find Current Minimum Wages, Forms and
usage.

Shop and Establishment Act About Act,

Applicability, Forms and usages.

Module 3 Payroll Processing

Salary Structure.
Various Allowances like Basic, DA, Food Allowances,
CCA, Special Allowances, Medical Allowances,
Conveyance Allowances, Night Shift Allowances etc.

Salary Sheet Preperation.

Salary Slip Preperation.

Calculation of Net Salary, Gross Salary and CTC.

Attendance Register Preperation.

58

Leave Management System and Leave Adjustment

Details.

Leave Register Preperation.

Journal Voucher (JV) Preperation.

Various Deductions from Salary like TDS, Loan and

Advance, PF, ESIC, Professional Taxes, Labour Welfare
Fund etc.

Loan and Advance Register Preperation.

Module 4 TDS and Tax Slab

Tax Slab Process.

Calculation of Income Tax for Salaried Men, Women,

and Senior Sitizens.

Tax Exemptions & Rebate under Different Sections of

Income Tax Act ( Section 80 C, 80D, 80DD, 80E, 80U,
Conveyance Allowances, HRA etc. ).

Different Form used for TDS ( Form 16, 24Q, etc.).

VAT

59

Professional Taxes and LWF.

Module 5 Computer Lab Session

HR MIS Report generation.

Usage of Formula and Functions of MS Excel Like Vlookup, H-lookup, Split and Freeze Panes, IF, Countif,
Auto & Advance Filters etc.

Pivot Tables.

PF and ESIC Excel Report Preparation.

Salary Slip Design.

Attendance Sheet Preparation in Excel.

Leave Register, Loan & Advance Register preparation

in Excel etc.

Module 6 Contract Labour (Regulation and

Abolition) Act 1970 &

Factory Act 1948

60

Cotract Labour (Regulation and Abolition) Act 1970

Act, Applicability, Registration and Licensing process, Forms

and their usage, Various Registers to be maintained.

Factory Act 1948 About Act, Applicability, Working

Hours, Forms and Registers to be maintained, Health and Safety,

welfare etc
Module 7 Organizatioanl Development, PMS,
Appraisals, Employee Graviances

PMS, Its Use, Importance and Benefit.

Various Steps in PMS.

KRA, KPA and KPI.

How to Monitor Performance.

360 Degree Apraisal Methods.

Training and Development.

Why Training is Important.

Organizational Development.

Disciplinary Actions and misconduct.

61

Learn about Wrongful Termination and Right

Termination Process.

Code of conduct and Misconduct.

Sexual harrasment and Visakha Guidelines.

Module 8 Interview and Personality Development

Session

HR Interview cracking techniques.

Types of HR Interview Questions.

Negotiation Skills.

Dressing, Personal Hygene, Proper Sitting, and Eye

Contact techniques.

Effective Communication and Personality

Development.

Learn how taking techniques to final a candidate.

Group Interview.

Group Discussion.

HR ADUIT SERVICES:-

62

HR Compliance Audit Services

A compliance audit from HR Works is an excellent way to
protect your business and ensure compliance. We will conduct
an independent analysis of your organizations personnel
documentation, benefits administration, record keeping and
human resources practices, auditing for compliance, efficiencies,
and best practices.
HR Compliance Services Audit Process

A pre-audit checklist will be provided to you with a list of

documents we will review during the audit.

An HR Works Consultant will meet with you onsite with

the appropriate representative(s) of your company to
conduct the HR Audit.

At the completion of this analysis, we will provide a

written report to your company. This report will outline

63

recommendations for strengthening the HR function,

prioritize those recommendations, and provide information
to substantiate the recommendations. We will also provide
you with a toolkit to assist you in implementing
recommendations.

An HR Works Consultant will conduct a follow up meeting

to review the results of the audit with the appropriate
personnel.

What areas does the Compliance Audit cover?

Recruitment and Screening

Job Offer and New Hire Process

Training

Orientation

Job Descriptions

Employee Handbook

64

Performance Feedback

Termination Practices

Wage Payments and Payroll Deductions

Exempt and Non-Exempt Classifications

Employee versus Independent Contractor Status

Recording and Reporting Hours Worked

Meal and Rest Periods

Overtime

Commission Agreements

Leave Management

Benefits Practices

Equal Employment Opportunity

Recordkeeping Requirements

Personnel File s

OSHA Reporting

Posting Requirements
65

Safety Issues

HR PAYROLL SERVICES:RSHR SERVICES provides you with a full-fledged payroll

solution that reduces your processing costs while ensuring
accurate, streamlined and consistent execution of your payroll
and compliance needs. Starting from payroll processing to tax
proof

management,

expense

management,

leave/absence

management, client self service, employee self service, query

management and reports & analytics are offered as managed
payroll services. Here are some of the key highlights of our
services.
Payroll processing
In addition to keeping up with constantly changing regulations,
withholding rates and government forms, payroll processing is a
time-consuming and costly task for most businesses. Let RSHR
66

SERVICES take care of the heavy lifting for you Payroll

processing and administrative functions that don't necessarily
add to your bottom line. Our payroll processing services include.
Support through the entire employee life-cycle, from date
of joining to exit.
Cost effective and timely payroll processing.
Delivery of bank advice statements and customized MIS
reports.

Payroll statutory compliance

RSHR SERVICES is equipped with world class tools to help
you strictly adhere to the requirements of payroll compliance
legislations, Our services include.

67

Generating statutory reports which include preparation and

filing of PF forms, challans and inspections.

Remittance of taxes as per the respective local statutory

norms.

Preparing and submitting ESI wages and assisting on audits

and inspections.

Reports and analytics

Our payroll analytics tool is customizable to fit a company's
specific needs and it provides secure, web based access to the
labor and workforce data required to make sound business
decisions. Our payroll analytics tool provides

Employee pay/labor distribution details.

Joining and separation trends.

Loan & recovery statements.

Employee turnover and retention information.

68

See more at: http://www.RSHR Services.in/payrollservices/services#sthash.HR0ibJkK.dpuf

TAX CONSULTANTS SERVICES
Direct taxation
Direct taxationdirect tax is the tax that is paid directly to the
government by the persons on whom it is imposed. It cannot be
shifted onto others. The best examples of direct taxes are income
tax and property tax. Direct tax is often accompanied by a tax
return filing by the taxpayer.
Under direct taxation we provide tax consultancy services in the
following areas:
Direct tax services
Fringe benefit tax
Double taxation avoidance agreements
International taxation

69

 Tax consultancy services for corporate clients

With complete functional know how of erp (sap/ coda/ oracle
etc), undertake direct tax services for corporate clients. Our tax
services for corporate clients include:
Day-to-day tax matters that include replying to various tax
notices and providing necessary tax support on regular tax
matters.
Management of tax records and reports in both soft and hard
files including documentation as per sox.
Tax compliance that includes advance income tax and fringe
benefit tax (fbt) calculations and deposits, tds compliance and
filing of returns.
Compilation of tax details for audit and support to the auditors.
We provide all important information to statutory auditors or
management auditors in relation to tax matters.

70

We support in the compilation of transfer pricing documentation

and certification.
We also guide in the compilation of corporate tax returns such as
income tax, wealth tax and fbt, and also its e-filing with the
revenue department.
We provide support in the areas of pan, tan and online tax credits
view also.
We provide tax reporting on defined frequencies such as
monthly, quarterly, annually to parent company according to
their formats.
Compilation of various details for tax assessment purposes such
as scrutiny and appellate level for income tax and transfer
pricing.
Personal taxation consultancy services

71

We offer personal taxation consultancy services like personal tax

planning, personal tax consultancy services, tax compliance and
advisory services that cover the following:
Personal tax consulting.
Personal tax services compliances that includes compiling and
filing of tax returns.
We provide review and assistance in advance tax computations.
Representation before the tax authorities related to tax
assessments, refunds or other matters.
We guide in getting various tax registrations that includes
permanent account number (pan).
Management of tax records in soft and hard forms.
Advisory on tax issues like capital gains/ loans/ tax investments
etc.
Tax compliances

72

We undertake regulatory compliances such as statutory returns

and documents preparations, compilations and e-filings with the
revenue authorities that include the following:
Tax audits as per the provisions of the indian income tax laws.
We help in the preparation and review of corporate tax returns to
ensure the compliances with the income tax act, 1961 and the
various judicial pronouncements.
We guide for the preparation and review of the withholding tax
(tds) returns as per the provisions of the income tax act, 1961.
Seeking advance rulings.

RESEARCH METHODOLOGY
REASEARCH METHODOLOGY is a way to systematically solve the
research problem. It may be understood as a science of studying how research is
done. In it we study the various steps that are generally adopted by a researcher
in studying his research problem. It is necessary for a researcher to design the

73

methodology for the problem as the method may differ from problem
problem.
RESEARCH PROCESS:
Before embarking on the details of research methodology & techniques, it
seems appropriate to present a brief overview of the research process. Research
process consists of series of actions or steps necessary to effectively carry out
research and the desired sequencing of these steps. One should remember that
the desired sequencing of these steps. One should remember that the various
steps involved in a research process are not mutually exclusive; nor are they
separate and distinct. They do not necessarily follow each other in any specific
order and the researcher has to be constantly anticipating at each step in the
research process. However, the following order concerning various steps
provide a useful procedural guideline regarding the research process

74

DEFINING THE PROBLEM:

The objective of the project was to undertake a study on training and
development of the employees working in everyday, with a view to know the
improvement in performance after the training programme was imparted to
them.
DEVELOP A RESEARCH DESIGN:
Research design is the conceptual structure within which research is conducted;
it is basically the blueprint for the collection of data, measurement it analysis of
data. A research design is the arrangement of conditions for collection and
analysis of data in a manner that aims to combine relevance to the research
purpose with economy in procedure.
My research design is of descriptive type. A Exploratory research includes
survey fact finding & enquiries of different kinds, with a major purpose of
description of affairs as it exists at present.
DATA COLLECTION: I have used primary and secondary data for which a
comprehensive questionnaire was prepared and was got filled up by the
employees of the organization.
PRIMARY
QUESTIONNAIRES:

75

A formal list of the questions answered by the employees of RSHR SERVICES

and later analyzing the responses.
We have used structured questionnaire as a formal list of questions produces
more reliable results.
Direct personal :
Personal interview is the most versatile and flexible.
INTERVIEW:
Direct face to face conversation helps in getting accurate data.
SECONDARY:
Internet
Books

SAMPLING:
Random sampling
Sampling procedure includes finite type of universe with random sampling
which comes under probability method of sampling because under this method
every item of the universe has an equal chance of being selected & no place for
biases.

76

SAMPLING DESING:
A sampling design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would
adopt in selecting items for the sample. Sample design is determined before
data are collected.
The sample size should also be ascertained before starting the research
program. The larger the sample sizes the better and accurate will be the result. I
have chosen a sample size of 25 employees although I wished that it had been
larger if the time would not have been the limiting factor.

Sample Size: 50

DATA COLLECTION:
The task of data collection begins after a research problem has been defined and
research design / plan RSHR SERVICES . While deciding about the method of
data collection to be used for the study, two types of data are used:
a) PRIMARY DATA are those which are collected a fresh and for the first
time, and thus happen to be original in character.
b) SECONDARY DATA on the other hand are those which have already been
collected by someone else and which have already been passed on.

77

c) The methods of collecting primary and secondary data differ since primary
data are to be originally collected, while in case of secondary data the nature
of data collection work is merely that of compilation.
d) PROCESSING & ANALYSIS OF DATA: The data, after collection, has to
be processed and analysed in accordance with the outline laid down for the
purpose at the time of developing the research plan. This is essential for a
scientific study and for ensuring that we have all relevant data for making
comparisons and analysis. The term ANALYSIS refers to the computation of
certain measures along with searching for patterns of relationship that exist
among the data groups. The term PROCESSING technically speaking
implies editing, coding, classification, and tabulation of collected data.

78

DATA ANALYSIS
1. How do you rating the training output for the Up gradation of abilities? ?
Excellent
Very Good
Good
Average
Bad

9
12
17
9
3

Interpretation
18% respondent said that training output for the Up gradation of abilities is
excellent, 24% said that very good, 34% said that good, 18% said that average and
6% said that bad.

79

2. How do you rating the training output for the preparing for promotions?
Excellent
Very Good
Good
Average
Bad

12
9
15
13
1

Interpretation
24% respondent said training output for the preparing for promotions is excellent,
18% said that very good, 30% said that good, 26% said that average and 2% said
that bad.

80

3. How do you rating the training output for the preparing for future
assignments in same position?
Excellent
Very Good
Good
Average
Bad

11
8
17
11
3

Interpretation
22% respondent said that training output for the preparing for future assignments
in same position is excellent, 16% said that very good, 34% said that good, 22%
said that average and 6% said that bad.
4. How do you rating the training output for the training in allied fields?
Excellent
Very Good
Good

8
12
16
81

Average
Bad

9
5

Interpretation
16% respondent said that the training output for the training in allied fields is
excellent, 24% said that very good, 32% said that good, 18% said that average and
10% said that bad.

82

5. How do you rating the output for the preparing for transfers?
Excellent
Very Good
Good
Average
Bad

13
14
9
11
3

Interpretation
26% respondent said that output for the preparing for transfers is excellent, 28%
said that very good, 18% said that good, 22% said that average and 6% said that
bad.

6. How do you rating the training output for the develop specific
abilities/competence?

83

Excellent
Very Good
Good
Average
Bad

11
16
7
14
2

Interpretation
22%

respondent

said

that

training

output

for

the

develop

specific

abilities/competence is excellent, 32% said that very good, 14% said that good,
28% said that average and 4% said that bad.

84

7. How do you rating the training for performance appraisal?

Excellent
Very Good
Good
Average
Bad

16
11
14
8
1

Interpretation
32% respondent said that training for performance appraisal is better to before is
excellent, 22% said that very good, 28% said that good, 16% said that average and
2% said that bad.

8. How do you rating the training for Discussion with superiors?

Excellent
Very Good
Good
Average
Bad

11
16
7
14
2
85

Interpretation
22% respondent said that training for Discussion with superiors is excellent,
32% said that very good, 14% said that good, 28% said that average and 4%
said that bad.

86

9. How do you rating the provided training of Training Department?

Excellent
Very Good
Good
Average
Bad

13
17
11
9
0

Interpretation
26% respondent said that provided training of Training Department is better
to before is excellent, 34% said that very good, 22% said that good, 18%
said that average.

87

10.How do you rating the effect of attended man days of training?

Excellent
Very Good
Good
Average
Bad

11
16
7
14
2

Interpretation
22% respondent said that the effect of attended man days of training is
excellent, 32% said that very good, 14% said that good, 28% said that
average and 4% said that bad.

88

11.How do you rating the training provided helped in improving their work
performance?
Excellent
Very Good
Good
Average
Bad

16
11
14
8
1

Interpretation
32%

respondent said that training provided helped in improving their work

performance is excellent, 22% said that very good, 28% said that good, 16% said
that average and 2% said that bad.
12.How do you rating the effect of training and development system in RSHR
Services?
Excellent
Very Good
Good

11
16
7
89

Average
Bad

14
2

Interpretation
22% respondent said that effect of training and development system in
RSHR Services is excellent, 32% said that very good, 14% said that good,
28% said that average and 4% said that bad.

90

FINDINGS
18% respondent said that training output for the Up
gradation of abilities is excellent, 24% said that very
good, 34% said that good, 18% said that average
and 6% said that bad.
24% respondent said training output for the preparing for
promotions is excellent, 18% said that very good, 30% said that
good, 26% said that average and 2% said that bad.
22% respondent said that training output for the preparing for
future assignments in same position is excellent, 16% said that
very good, 34% said that good, 22% said that average and 6% said
that bad.
16% respondent said that the training output for the training in
allied fields is excellent, 24% said that very good, 32% said that
good, 18% said that average and 10% said that bad.
26% respondent said that output for the preparing for transfers is
excellent, 28% said that very good, 18% said that good, 22% said
that average and 6% said that bad.

91

 22% respondent said that training output for the develop specific
abilities/competence is excellent, 32% said that very good, 14%
said that good, 28% said that average and 4% said that bad.
32% respondent said that training for performance appraisal is
better to before is excellent, 22% said that very good, 28% said
that good, 16% said that average and 2% said that bad.
22% respondent said that training for Discussion with superiors is
excellent, 32% said that very good, 14% said that good, 28% said
that average and 4% said that bad.
26%
respondent said that provided training of Training
Department is better to before is excellent, 34% said that very
good, 22% said that good, 18% said that average.

92

LIMITATIONS
The survey has been done with full efforts and utter car but still there are some
limitations beyond control which might make the findings and conclusion in the
report a little of beam.
Although we attained success in our dissertation to a great extent but still could not
provide the ideal state of current HR trends prevailing in private sectors due to
certain reasons which are :1-

The time is assumed that the information given by the respondents are
authentic and to the best of their knowledge.

2-

Information provided by the respondents might be biased and have

variation with their actual action.

3-

Subjective nature of the study the perception of the viewers change and
different conclusion can be drawn by different viewers.
It is assumed that the information give by the respondent by authentic and to
the best of their knowledge.

93

CONCLUSION
This project deals with training and development of employees. It main focus is on
the training activities of RSHR SERVICES. I have also tried to analyze the level
of satisfaction achieved by the employees through these activities.
To achieve my aim I conducted an exhaustive search into the various training and
development programmes conducted by RSHR SERVICES during the period. I
have tried to examine the process adopted for introduction and conduction of such
programmes.
I also prepared questionnaire to obtain the training & development of RSHR
SERVICES. An analysis of the results was conducted to get an insight into the
level of satisfaction achieved through this training programme by the trainees.

94

SUGGESTION
These should be an increase in number of training programme for workers
and employees of different departments so that apart from improving their
out put they start believing the organization is making an effort to improve
their condition on the whole.
A regular preemployment training has to be a part of comprehensive
programme of employee's education.
More interaction between the managerial staff and employees to be
encouraged and each supervision to give a report on the employees under his
supervision.
The personnel department should give more consideration on the lowest
employee cadre for their social and economical development.
The essentially like certificates for the training done to be given so that a
employees ego is also satisfied.
The old employee who are master in their work should give sufficient time
with new ones so that loss factors
Start of monetary and non monetary regards to be given to improve better
cordial relation between the management and workers.

95

RECOMMENDATIONS
As stated in the questionnaire the respondent stated their views regarding the
improvements needed in the training programme & service same of these
suggestions and recommendation are proceed regarding the training programme
are listed below.
Such training programme should be held at regular intervals so that trainer
could update & review the training activities.
Proper function of audio/ visuals aids should be provided by the dependents.
Pre information & suggestion regarding the training should be given & taken
respectively from the concerned trainees.

96

BIBILIOGRAPHY
1- ASHWATHAPA K, Human Resource and Personal Management.
2- MONAPPA & SAIYADAIN, Personal Management, TATA MC GrawHill,
second edition.
3- RAO VSP, Human Resource Management
4- Research Methodology CR Kothari
5- Newspaper
Times of India
Economic Times
6- Magazines :
Business Today
Business world
7- Website :

www.RSHR Services.com
www.Google.com

97

ANNEXURE
QUESTIONNAIRE
Name:Designation :
Department:
1. How do you rating the training output for the Up gradation of abilities? ?
Excellent
Very Good
Good
Average
Bad
2. How do you rating the training output for the preparing for promotions?
Excellent
Very Good
Good
Average
Bad
3. How do you rating the training output for the preparing for future
assignments in same position?
Excellent
Very Good
Good
Average
Bad
4. How do you rating the training output for the training in allied fields?
Excellent
Very Good
Good
Average
Bad
98

5. How do you rating the output for the preparing for transfers?
Excellent
Very Good
Good
Average
Bad
6. How do you rating the training output for the develop specific
abilities/competence?
Excellent
Very Good
Good
Average
Bad
7. How do you rating the training for performance appraisal?
Excellent
Very Good
Good
Average
Bad
8. How do you rating the training for Discussion with superiors?
Excellent
Very Good
Good
Average
Bad
9. How do you rating the provided training of Training Department?
Excellent
Very Good
Good
Average
Bad
99

10.How do you rating the effect of attended man days of training?

Excellent
Very Good
Good
Average
Bad
11.How do you rating the training provided helped in improving their work
performance?
Excellent
Very Good
Good
Average
Bad
12.How do you rating the effect of training and development system in RSHR
Services?
Excellent
Very Good
Good
Average
Bad

100