Summer Internship Report

ON
A study of the effectiveness of training & development
on employee performance of the Manpower Group in
Pune City

Submitted in Partial Fulfilment of the Requirement for

The award of
POST GRADUATE DIPLOMA IN MANAGEMENT
(Batch 2020-22)
Awarded by

SUBMITTED TO
Geeta Vishwakarma
Assistant Professor
SUBMITTED BY
Rishav Singh
20210213060082
LEXICON MANAGEMENT INSTITUTE OF LEADERSHIP
&EXCELLENCE, WAGHOLI, PUNE
 CERTIFICATE OF COMPLETION
Corporate Research & Learning Internship

I, Geeta Vishwakarma (Faculty Mentor), approve the Corporate Research &

Learning Internship Report on “A study of the effectiveness of training &
development on employee performance of the Manpower group in pune city”
submitted by Rishav Singh, PRN No. 20210213060082 in partial fulfilment of the
requirement for academic completion of Trimester VI of Post Graduate Diploma in
Management (Batch 2021-23) at Lexicon Management Institute of Leadership and
Excellence, Pune.

Date: 12.05.23
Place:Pune

(Geeta Vishwakarma)

Dr. Jitender Kumar Sharma

Director,
Lexicon Management Institute of Leadership and Excellence
 DECLARATION

I, Rishav Singh, studying in the second year of POST GRADUATE DIPLOMA IN

MANAGEMENT (PGDM) at Lexicon Management Institute of Leadership and
Excellence, MILE Tower, Wagholi, Pune, hereby declare that I have completed the
Internship Project titled “A study of the effectiveness of training & development
on employee performance of the Manpower group in pune city” as a part of the
course requirements for POST GRADUATE DIPLOMA IN MANAGEMENT
(PGDM) Program.

I also declare that the work undertaken by me is original and has not been copied
from any other source. I further declare that the information presented in this project
is true and original and has not been submitted to Lexicon or any other Institute for
any other examination before this. It is based on the original research work and will
be used only for the academic purpose. It will not be produced in any condition as a
source of information to an industry.

Date: 12 May 2023

Place: Pune
Rishav Singh
PGDM (Batch 2021-2023)
 ACKNOWLEDGEMENT

It is my privilege to express gratitude & sincere thanks to Lexicon Management

Institute of Leadership and Excellence, Pune for giving me an opportunity to
undertake the internship project report on the topic “A study of the effectiveness of
training & development on employee performance of the Manpower group in Pune
City.”

I express sincere thanks to my project guide, Asst.Prof. Geeta Vishwakarma, for

guiding from the inception till the successful completion of the project.

I sincerely acknowledge her for extending her valuable guidance, support for
literature, critical reviews of projects & researches, above all the moral support she
provided me at all stages of this project. I would also like to thank the supporting
staff of Manpower group, pune for their help and cooperation throughout this
project.

Rishav Singh

PGDM (Batch 2021-2023)

 EXECUTIVE SUMMARY

From this report we have study about training and development leads to improved
profitability and/or more positive attitudes toward profit orientation improves the
job knowledge and skills at all levels of the organization, improves the morale of
the workforce and helps the employees identify with organizational goals.
Particularly training develops skills, competency, and ability and ultimately
improves employee performance and organizational productivity. Training
programs are the stimulant that workers require to improve their performance and
capabilities, which consequently increase organizational productivity.

The training process can only be successful when participants are motivated to
learn and excel in their knowledge. There should be equal contributions from
employees and management for the training process, then only it can be successful.

The data was collected through a questionnaire and there were positive and major
effects of training and development on employee performance. Positive and
significant effect between training contents and employee performance.
 TABLE OF CONTENTS

PARTICULARS PAGE NO

Chapter 1 Introduction of the Topic 01

Chapter 2 2.1 Objectives 02

2.2 Source of research data

Chapter 3 3.1 Sector Profile 03 to 06

Chapter 4 Literature Review 07 to 19

Chapter 5 Research Methodology 20 to 22

Chapter 6 Data Analysis 23 to 44

Findings 45

Suggestions 46

Conclusion 47

References 48 to 49

Annexure 50 to 55
Chapter 1

Introduction

Present organizations are dealing with extensive competition, constantly changing technological
and business environment. Globalization and ever-changing customer wishes have brought up
extra demanding situations for business organizations. To fulfill those demanding situations,
organizations must train and develop their employees.

Current organizations should deal with training necessitates connected with changing and
developing internationalization of industry, diverse national point of view and a varied workforce.
So, for this purpose people are organized with the right form of aptitudes, records, and capabilities
to perform their allotted duties and consequently education is taken into consideration to have a
huge effect on organizational efficiency. It is likewise observed that the extra price in education
has brought about extra productivity. The presence of groups in a non-static surroundings
bureaucracy a regular stress to keep superiority withinside the marketplace. This activates the want
to continuously improve worker talents and expertise and to enhance high-quality work-associated
attitudes the goal of education and improvement, as asserted via way of means of themes to
increase the talents and competences of personnel to enhance their overall performance to assist
humans develop in the agency so as for the agency to fulfill its destiny human useful resource
wishes.

According to, education includes using formal and casual procedures to impart expertise and assist
humans accumulate the talents vital for them to carry out their jobs satisfactorily. This imperative
position has been identified by many research studies, for instance stressed that employees are a
important and expensive resource and which will preserve powerful overall performance, it's miles
essential to optimize their contribution to the ambitions and dreams of the groups. He additionally
went on to mention that one main place of the human useful resource control characteristic of
relevance to the effective use of human resources is training and development.

Training includes a professional running with studying to switch to them positive regions of
expertise or talent to enhance their contemporary jobs. According to, the life of unskilled and or
professional people that want training or retraining to carry out precise undertaking withinside
society.

1
Chapter 2

2.1 Objectives

• To understand the major purpose of training and development.

• To identify perceptions of the employees on how training and development proved to be

beneficial to them.

• To investigate the effect of training & development on employee performance.

• To provide knowledge regarding the job to the employees

• To enhance the knowledge of the employees

2.2 Source of Research Data

• Primary research data is gathered using questionnaire Method.

• Secondary research data is gathered from books, journals, web references & articles.

2
Chapter 3

3.1 Sector Profile

Consultancy Sector

A) Overview of the Consultancy Sector

The consultancy sector is a rapidly growing and dynamic industry that offers a wide range of
services to businesses and organizations. Consultants provide advice and guidance on a variety of
topics, ranging from business strategy to technology implementation. As the complexity of the
global business environment continues to increase, so too does the demand for professional
consulting services.

Consultants help organizations identify new opportunities, create innovative solutions, improve
operational efficiency, and plan for future success. They advise on areas such as market entry,
regulatory compliance, finance, technology, and human resources. Consulting firms may
specialize in a particular industry or area of expertise, such as web development, data science, or
accounting. The industry is expected to grow significantly over the coming years, as organizations
continue to seek out professional advice to tackle complex problems. Consultants are also
increasingly being used to help organizations adapt to the rapidly changing digital landscape. As
new technologies and trends continue to emerge, the demand for expert consulting services is
expected to remain strong, Consultancy firms typically hire experienced professionals who possess
in-depth knowledge in their specialized fields. They may also partner with other organizations to
provide additional services. Consultants are usually hired on a project-by-project basis, and the
size and complexity of the project can vary significantly. As the consulting sector continues to
grow and evolve, it is important for organizations to find the right partner to help them reach their
goals.

The industry is expected to grow significantly over the coming years, as organizations continue to
seek out professional advice to tackle complex problems. Consultants are also increasingly being
used to help organizations adapt to the rapidly changing digital landscape.

The consultancy sector in India is one of the fastest growing sectors in the country. It is estimated
to be worth more than US$50 billion. The sector has witnessed an unprecedented growth in recent
times, driven by the increasing demand for professional services from the government and the
corporate sector. The sector is mainly divided into four major sub-sectors: business consulting,
management consulting, financial consulting, and IT consulting. The sector has witnessed a surge
in demand for services such as market research, strategic planning, business process reengineering,
brand building and corporate governance.

3
The sector is expected to grow further due to the growing demand for specialized services in the
fields of finance, technology, and management and other areas. The sector also provides
employment opportunities to many professionals. The growth of the sector is expected to be further
driven by the government’s focus on the Make in India initiative and its plans to attract foreign
investment.

The consultancy sector in India has the potential to become one of the most important contributors
to the country’s GDP. The sector has the potential to contribute significantly to the country’s
economic growth and create jobs for many people.

B) SWOT Analysis of Consultancy Sector

Strengths
• Expertise in providing advice and insights.
• Ability to provide customized solutions to clients.
• Access to a wide range of resources and tools.
• Highly experienced and knowledgeable professionals.
• Access to cutting-edge technology and software.

Weaknesses
• High cost of services.

• Limited understanding of the client’s operations and goals.

• Limited ability to measure success or failure.

Opportunities
• Growing demand for consultancy services.

• Expansion of the market due to emergence of new technologies.

• Emergence of new business models and approaches.

Threats
• Growing competition from independent consultants.

• Difficulty in differentiating services.

• Increasing costs of operations and overhead

4
Company Profile

Manpower Group

ManpowerGroup is the leading global workforce solutions company. In today's fast-changing

world of work, we help organizations transform by sourcing, assessing, developing and managing
the talent that enables them to win, while connecting millions of individuals to meaningful,
sustainable employment that enables them to thrive. We develop innovative solutions for hundreds
of thousands of organizations every year, providing them with skilled talent while finding
meaningful, sustainable employment for millions of people across a wide range of industries and
skills. Our expert family of brands – Manpower, Experis and Talent Solutions – creates
substantially more value for candidates and clients across more than 75 countries and territories
and has done so for over 70 years. We are recognized consistently for our diversity - as a best place
to work for Women, Inclusion, Equality and Disability and in 2021 ManpowerGroup was named
one of the World's Most Ethical Companies for the 12th year - all confirming our position as the
brand of choice for in-demand talent.

Description of Business

Mission of the Manpower group:

The Manpower Group is committed to helping job seekers and employers alike, finding the right
fit and opportunity through our creative, innovative, and personalized solutions.

Vision of the Manpower group:

Our vision is to be the world’s most trusted and admired workforce solutions provider, offering
our clients the best talent and most innovative solutions to meet their needs. We strive to help
people around the world to realize their potential, and to help the employers that rely on us to be
successful.

A) Services provided by the company:

Manpower Group provides a variety of services to help both employers and job seekers. Services
for employers include training and development, recruitment and staffing, workforce planning and
analytics, and outsourcing and consulting. Services for job seekers include career coaching and
guidance, resume building, job search assistance, and access to job postings. Additionally,
Manpower Group also provides services such as employer branding and employee engagement,
as well as diversity and inclusion services.

5
B) Annual growth rate:

The annual growth rate of manpower group is difficult to determine due to the large and varied
nature of the organization. However, ManpowerGroup reported a 4% organic growth for the 2018
fiscal year, and a total revenue growth of 5%. This suggests that the overall growth of the
organization is relatively healthy.

C) Productivity at Manpower Annual Revenue:

Manpower’s annual revenue is approximately $22 billion. The company does not disclose its
productivity metrics, but it is likely to be improving year over year. Manpower’s focus on
providing its clients with the best workers and services has paid off, and the company has seen its
revenue grow steadily over the past few years. Manpower is also investing heavily in technology,
such as its AI-powered recruiting platform, to ensure that it can provide the best workers and
services to its clients.

D) The Market share of manpower group:

Manpower Group is the world's leading global workforce solutions provider and has the largest
market share in the human resource services industry. According to Statista, Manpower Group has
a market share of 10.1%, making it the leading provider of HR services in the world.

6
Chapter 4

Literature Review

Referen Author name & year Title of Finding & How it is

ce No. Research
Conclusion related
1. (Book) Nkosi Simon Mafika (July 14, The impact To study the It is useful
2021) of training to
ISBN NO and impact of
- Study how
36597525 developmen training and
41 t on development on important
employee employee training and
performanc performance.
developmen
e t

impacts
employee
performanc
e.

2. (Book) Walker Steve (April 6, 2021) Practical To study how It gives

and Excellent Overall idea
ISBN NO Effective Leaders about
- leaders can
18493703 Performanc Manage and
70 e Improve their improve
Manageme Staff, their staff
nt Employees and and
Teams by employee s
Evaluation, by
Appraisal and evaluation,
Leadership for appraisal,
top Performance and all.
and career
development

7
3. (Book) Teklu Alemu (September 6, The role of Detailed It can be
2019) Training
ISBN NO and information used to
- developmen study the
36598964 regarding role role of
t on of training and
03 Employee's training
development
performanc on employee’s and
e performance. developmen
t on
employee
and its
performanc
e

1. Debra L. Truitt (July 20, 2022) The Effect It is incumbent It can be

(Journal) of Training on training and
and development used to
Developme professionals to find the
nt on design,
Employee implement, and effects of
Attitude as evaluate the training
it relates to effectiveness of
and
them programs
Training in reducing
and Work disputes in developmen
Proficiency workplace t on
performance. employee s
This study and
explores the performanc
relationships e through
between this
research.
Training
experiences and
attitudes and
attitudes about

perceived job
proficiency

8
2. Ramatou Hashimi Djibo Yacouba Efficiency Employees It can be
(Journal) Moumoun ( June, 19, 2020) of used to
Training are the study the
and significant role of
Developme
nt on the resources of Training
pproductivit and
any
y of developm
Employees institution. ent on
employee
They play
and its
numerous performa
nce.
acting roles in
the

organization’s
success. The
established

corporates

cannot

underestimate

their
employees’

contributions.
This study
assessed the

efficacy of

training and
development
(TD) on the
productivity of
employees.

9
3. Maimuna Muhammad Nda & Dr. The impact Training and It can be
(Journal) Rashad Yazdani Farad (August of development
21, 2012) employee ultimately used to
training & find the
developmen upgrade not
t employee only the effects of
productivity training
productivity
of employees and
but also of the developmen
organization. t on
It has rightly employee s
and
been said,
performanc
employee e

development is through
the key to
this
organizational research.
sustainable

development.
Organizations
must have

employees

who can

quickly adapt to
an ever-

changing

world market.
Companies

need to invest in
on-going

employee

10
 training and
development in
order to

both keep

employees and
be successful

4. Kamal Preet Kaur Paposa , Y. Impact of The study It can be

(Journal) Mohit Kumar ( March 21, 2021)
Training attempts to used to
and
Developmet examine the study the
Practices on role of
relationship
Job training
Satisfaction and impact of
training and and
development
practices on developm
job ent on

employee
and its

11
 satisfaction of performa
employees nce

5. Kanaka Durga Veera Prasad, An The study It leads to

(Journal) Rajesh Waman Vaidya, Vemula Empirical help in
Anil Kumar (May 12, 2020) Analysis of explores the
the study in
the Training relationship
Program employee s’
between the effects of
Characterist training
ic on training
Training program and
Program
characteristics, developmen
Effectivene the six t
ss
independent
variables with
dependent

variable

training

program

effectiveness.

12
1. (Web https://www.dcvmn.org/IMG/pdf/ Training The purpose of It helps in
Reference 3947- 5999-1-pb.pdf and this paper is to finding
) Developme present a
nt Program conceptual the
and its effects of
Benefits to study
training
Employee established on
the employee and
and
training and develop ent
Organizatio with
n: A development
program and its employee
Conceptual performa
Study benefits.
nce
This paper

will inspect

the structure and

elements of
employee
training and

development
program and
later the study
present what are
the positive

outcomes for
employee and

organizations

13
2. (Web https://www.researchgate.net The Impact The Success It can be
Reference of Training
) and or failure of used to
Developme modern study the
nt on role of
business
Employees training
Performanc organizations
e depend on and

and the quality of developm

their human ent on
Productivit resources.
y employee
Well trained and its

and highly performa

nce
developed

employees are
considered as
corner stone

for such

success.

Hence the

purpose of the
study was to
investigate the
relationshipbetw
een

training,

development,
training, and
development
and

14
 employees
performance
and

productivity

3. (Web https://www.researchgate.net The Impact The aim of It helps in

Reference of Training finding
) and this study was
Developme to explore the the
nt on impact of
effects of
Employee training and training
Performanc development on
e employee and
performance. developm
Study finding ent with
reveal. employee
development performa
leads to better nce
employee

performance,
training and
development
both increase

15
 the employee
performance

4. (Web https://core.ac.uk/download/pdf/2 “The Effect Training and It leads to

Reference 335937 81.pdf development is help in
) of Training one of the key
factors in The study in
and
improving employees’
Developme effects of
nt on employee
Employee performance in training
Performanc most
e in a and
Private organisations developmen
Tertiary today. t
Institution Evidence
in Ghana
derived from
research showed
that there is
now a broad

discussion

amongst

commentators

that skills

16
 training and

career

development
improve

employee

performance in

the
organization.

5. (Web https://core.ac.uk/download/pdf/3 Effects of The purpose of It can be

Reference 809802 5.pdf training on this thesis
) employee used to
performanc was to
find the
e evaluate the
effects of
effects of training

training on and

employee develop ent

on
performance,
using the employee s
and
telecommunicati
on industry in performa
nce

17
 Uganda as case through
study
this

research

1. Training & development of Training The caliber of It can be

(Article) employees 2020 and an used to
Developme organization’s analyze the
nt's Effect human impact of
on resources training and
Employee determines developmen
Performanc whether it will t on staff
e succeed or fail productivity
in the modern .
business world.

2. Bao Yingshan, Effective to research how It provides a

(Article) performanc excellent general
Fangwei Zhu, e leaders manage understandi
Ning Cui, Yue Hu, managemen and grow their ng of how
t that is teams, leaders can
April 26, 2016 practical employees, and develop
staff for top their
performance workers
and career through
development evaluation,
through appraisal,
evaluation, and other
appraisal, and processes.
leadership

18
3. Abdul Ghaffar, The successful employees
(Article) Importance should be
December of t &d encouraged
2019 to
Training & process should
developmen result in a express
t in their
mutual
Human perspectives
agreement that
Resources and
both parties feelings,

are satisfied and to

explore

possible

diversificati
on.

19
Chapter 5

Research Methodology
To conduct a meaningful and thorough investigation of the issue at hand, an effective research
technique must be developed. There is extensive coverage of the various types of studies, research
methodology, data sources, and data collection procedures. Research refers to the process of
gathering information. The many procedures and actions that every researcher will take to
investigate a topic with a specific goal in mind are referred to as research methodology.

5.1 Research Design

5.1.1 Types of Research Design used:

Descriptive Research
Primary data is used in this research. Primary data are those data which is first-hand data. It can
also be said that data that is collected by the researcher itself for the first time. The researcher may
collect the primary data by questionnaires, surveys, interviews, or by observation also.

This study utilized the survey research design method and quantitative approach is used. For this
purpose, structured questionnaires were used as a survey instrument. Quantitative research is that
that is trying to find solution to query over analysis of quantitative data, i.e., the data proven in
figures and numbers. Quantitative studies offer the research the possibilities to have interaction
and gather statistics directly from their studies members to understand a phenomenon from their
perspectives. In this case the common sense of using this technique is to maintain real lifestyles
references and phenomena regarding the impact of employees training and development of
consultancy sector in pune on employee’s overall performance and productivity. In addition to that
the selected technique is understood for its economies in terms of time and resources.

Finally, the employment of quantitative approach is well suited with the have a look at issues and
its questions; and it allows the current study to attain and accumulate empirical proof from a much
broader organization of population.

5.1.2 Hypothesis

H1 - Training leads to better employee performance

When employees receive training on a particular job, task, or skill, their performance on that job,
task, or skill will improve. This hypothesis is typically supported by research that shows that the
amount of training an employee receives directly correlates with the level of performance they
display in their job. Additionally, research has also suggested that employees who receive more
training have higher job satisfaction and are more likely to stay with the same employer for longer

20
periods of time. The hypothesis that training leads to better employee performance is important
because employers can use this information to create effective training programs that can help
increase their employees' performance.

H2 - Development led to better employee performance.

Combined impact of training and development on employee performance: There is one major area
in human resource management that is training and development. An adequate supply of trained,
competent, and capable staff is ensured by effective training and staff become hungry for career
development in specialist departments and management positions. Good training and development
ensure that employees can understand the business and position of the organization and keep
learning skills that are necessary to perform their day-to-day functions that bring confidence and
improved performance.

H3 - Training and development lead to better employee performance

The purpose of study is to find answers to questions. Hypothesis testing is in this study we will
check the relationships between different variables training, development, and motivation and
employee performance. In this study differences among independent and dependent variables are
explained.

5.2 Research Methods of Data Collection

5.2.1 Quantitative Research

Quantitative research uses sampling techniques as well as the dispersion of online surveys, online
polls, questionnaires, and other similar tools to gather information from current and potential
customers, with the results being represented numerically.

5.2.2 Tools of data collection:

Data collection Tools: Structured Questionnaire

A questionnaire is a type of research tool that consists of a series of questions or other prompts
designed to elicit information from respondents. Closed-ended and open-ended questions are
common in research surveys. A data collection questionnaire can provide qualitative data.

5.3 Sample Design

5.3.1 Target Population: All employees of consultancy sector from manpower

group(company) from pune region, which comprise technical officers, administrative, Hrs, staffs,
secretaries, archives, accountants, and office assistants were targets of the study.

21
5.3.2 Sampling Type: I used simple random sampling method for our research design to
obtain structured questionnaire responses.

5.3.3 Sample Size- The Sample Size is 201 respondents of manpower group, pune.

5.4 Data Analysis Tool used: For analysis of data following thing are used:
• Pie Chart

• Bar Graph

5.5 Justifications for Research Methodology used.

Every study requires hypothesis which can be called as expectations from that study, so for analysis
the end results and previous escalations and expectations of a study there is a need of RESEARCH
METHODOLOGY which can be determined as most effective and efficient task to be done for
making the upcoming study better.

The research methodology used for the effectiveness of training and development on employee
performance should focus on collecting quantitative and qualitative data. For example, surveys
can be used to collect quantitative data such as the number of training hours completed by each
employee, or the number of skills acquired by each employee. Interviews can also be used to
collect qualitative data such as the impact of training on employees’ motivation, or the impact of
training on employees’ job satisfaction. Additionally, case studies can be used to analyse specific
incidents which demonstrate the effectiveness of training and development on employee
performance. This research methodology will provide insights into the effectiveness of training
and development on employee performance and enable the researcher to make informed decisions.

Additionally, interviews with relevant stakeholders such as managers, trainers, and employees
could provide further insight into the efficacy of the programs. Finally, a case study focusing on
one organization would provide more detailed information about the effectiveness of specific
training and development initiatives. By using a combination of these methods, the researcher can
gain a comprehensive understanding of the effectiveness of training and development on employee
performance.

22
Chapter 6

Data Analysis

Age
Responses Collected Percentages (%)

20-25 47.8

25-30 31.8

30-35 15.9

35 Above 4.5

Interpretation

As Per the question asked to 201 respondents, the finding shows that high percentage of 47.8%
from the total number of respondents were from the age of 20-25 years and from the finding we
know 31.8% from the total number of respondents were from the age 25-30 years, 15.9% from
the total number of respondents were of the age of 30-35 and the rest 4.5% were from the age of
35 and the above.

Gender

Responses Collected Percentages (%)

Male 56.7

Female 42.8

23
 Prefer not to say 0

Interpretation

As Per the question asked to 201 respondents, the finding shows that 56.7% from the total
respondents were male, 42.8% were female who give their valuable responses to this survey.

1. What do you understand by training and development?

Responses Collected Percentages (%)

Learning 18.9

Enhancement 12.9

Sharing Information 4

All the above 64.2

Interpretation

As Per the question asked to 201 respondents, the finding shows that highly 64.2% from the total
respondent’s belief that they understand training and development by learning, enhancement,
sharing information all are compulsory, from the total respondents 12.9% belief that only

24
enhancement helps in understanding training and development, 18.9% belief from learning they
understand training and development and rest 4% belief sharing info is enough to understand
training and development. According to me Training and development is a process of improving
the knowledge and skills of employees for the purpose of better performing their current or future
job roles.

2.Training Program is essential for employees?

Responses Collected Percentages (%)

Completely agree 78.1

Partially agree 20.9

Disagree 1

Interpretation

As Per the question asked to 201 respondents, the finding shows that highly 78.1% from the total
respondent’s belief that training program is essential for the employees, 20.9% from total
respondents feels that it is partially essential and the rest 1% fells it’s there is no need for the
training program. According to me Yes, training programs are essential for employees to ensure
they understand the nature of their job and the expectations of the organization.

3.Which training method is used to train employees?

Responses Collected Percentages (%)

Off the job 12.9

25
 On the job 29.9

Both 57.2

Interpretation

As Per the question asked to 201 respondents, the finding shows that 57.2% from total respondents
thinks that both on job and off job method should be used in training the employees, 29.9% of
respondent’s belief that only the on the job is enough for training the employees and the rest
12.9% feels that off job method is enough for training the employees. According to me the most
effective training method for employees depends on the particular training needs and goals. Some
common training methods used to train employees include on-the-job training.

4.Did training lead to development?

Responses Collected Percentages (%)

Yes 86.1

No 2

Maybe 11.9

26
Interpretation

As Per the question asked to 201 respondents, the finding shows that more than 86.1% from total
respondents feels that training leads to development,11.9% feels it maybe help in training and rest
2% feels it does not help in development. My views on this is Yes, I believe that training can lead
to development. Training can provide employees with the knowledge and skills necessary to help
them succeed in their current roles, as well as prepare them for future roles and responsibilities.

5.If you trained under job training method then from the following which
method is used?

Responses Collected Percentages (%)

Coaching 48.3

Job rotation 37.8

Other 13.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that highly 48.3% respondents
feel coaching is the best method under job training, 37.8% of respondents feels job rotation is
best method and the 13.9% feels other method than coaching and job rotation is good under job
training method. If I was in place of respondents, I will do the most commonly used method of
under job training is On the Job Training (OJT). This method involves the supervisor or a more
experienced employee providing direct instruction, guidance, and feedback to the employee as
they learn the job.

27
6.If you got trained under off job training method which method is used from
the following?

Responses Collected Percentages (%)

Vestibule 41.8

Lecture 46.3

Other 11.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 46.3% respondents from total
feels lecture is best method under off job training method, 41.8% feels vestibule is the best method
and the rest 11.9% belief other than vestibule and lecture is best. If I got trained under job training
method, I would say the apprenticeship method is used. Apprenticeship involves learning a skill
or trade from a more experienced person through hands-on training.

7.Which type of training program did you undergo?

Responses Collected Percentages (%)

External 27.4

Internal 23.9

Both 48.8

28
Interpretation

As Per the question asked to 201 respondents, the finding shows that 48.8% respondents says that
they have gone with both the internal and external training program, 27.4% says they have gone
with external and 23.9% gone through internal training program. In my last internship
i completed a three-
week intensive training program focused on developing my communication skills.

8.Attending the training & development program has given employees a

better understanding of their job?

Responses Collected Percentages (%)

Strongly agree 36.8

Agree 52.7

Neutral 10

Disagree 0.2

Strongly disagree 0.3

29
Interpretation

As Per the question asked to 201 respondents, the finding shows that 52.7% of respondents agree
with the fact that attending training and development program helps employees for understanding
their job, 36.8% strongly agrees with this fact, 10% feels effect of training and development
program give neutral affect to employees and the rest 0.2 disagree with this fact and 0.3% strongly
disagree with this. A/C to me Yes, attending a training and development programme can give an
employee a better understanding of their job. Training and development programmes provide
employees with an opportunity to learn more about their job roles and responsibilities.

9.Are you satisfied with the training program?

Responses Collected Percentages (%)

Yes 77.1

No 2

Maybe 20.9

30
Interpretation

As Per the question asked to 201 respondents, the finding shows that 77.1% of total respondents
were satisfied with the training program, 20.9% feels it may be satisfied them and the rest 2% fells
it doesn’t satisfied them. Yes, I am very satisfied with the training program. It was very informative
and provided employees with a great deal of knowledge to help in their career.

10.Training enhance productivity and performance?

Responses Collected Percentages (%)

Strongly agree 36.3

Agree 51.2

Neutral 11.9

Disagree 0.2

Strongly disagree 0.2

Interpretation

As Per the question asked to 201 respondents, the finding shows that 51.2% from total respondents
agree with the fact that training helps in enhancement productivity and performance of employees,
36.3% strongly n the side of this fact, 11.9 says it has neutral effect and rest 0.2 disagree with the
fact with the 0.2% of respondents who strongly disagree. A/C to me
Yes, training can enhance productivity and performance. Training helps develop the skills,

31
knowledge, and abilities of employees, allowing them to become more efficient and effective in
their roles.

11.Is there any improvement of the functional skills through training and
development for sake of enhancing performance?
Responses Collected Percentages (%)

Yes 79.1

No 3.5

Maybe 17.4

Interpretation

As Per the question asked to 201 respondents, the finding shows that 79.1% of respondents believe
training and development help in improvement in skills which help in performance,17.4% thing it
maybe helps and rest 3.5% feels it’s doesn’t help in enhancing functional skills. A/C to me Yes,
absolutely. Training and development are important for enhancing performance and improving
functional skills. Training should focus on helping employees develop the knowledge, skills, and
abilities needed to complete tasks or roles effectively. Development should focus on helping
employees acquire the knowledge, skills, and abilities that will enable them to move into new
roles.

12.Does there any impact of training and development on the quantity of work
done and if it relates to performance improvement?

32
 Responses Collected Percentages (%)

Yes 86.1

No 3

Maybe 10.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 86.1% respondents feel
training and development helps in the quantity of work and the performance, 10,9% thinks it
maybe help and the rest 3% says it does not have any affect. A/C to me Yes, training and
development can have a positive impact on the quantity of work done and help performance
improvement. Training and development helps to increase an employee’s knowledge and skills,
which can lead to increased efficiency and productivity.

13.Do you think the organization’s provided training are enough for you to
achieve your performance objectives?

Responses Collected Percentages (%)

Yes 76.1

No 17.9

Maybe 6

33
Interpretation

As Per the question asked to 201 respondents, the finding shows that 76.1% says that training
program provided from the organization is enough to achieve the performance objectives,17.9%
feels it may help and the rest 6% fells it does not have any impact. A/C to me
No, the training provided by organisations is not always enough for an individual to achieve their
performance objectives. Training is only one part of the equation when it comes to achieving
performance objectives.

14.Did training improve the skills, knowledge, and attitude of an individual?

Responses Collected Percentages (%)

Strongly agree 34.3

Agree 51.2

Neutral 12.9

Disagree 1

Strongly disagree 0.6

34
Interpretation

As Per the question asked to 201 respondents, the finding shows that 51.2% belief agree that
training improve the skills. Knowledge, attitude of an individual, along with them 34.3%
respondents strongly agree with this fact whereas 12.9% feels its effect is neutral and 1% disagree
with the fact along with 0.6% strongly disagree. A/C to me Yes, training can improve a person's
knowledge and attitude regarding a particular subject. Through training, an individual can learn
more about a topic and develop the skills, attitudes, and behaviours that are necessary to be
successful in that field.

15.Does training lead you to be satisfied with your job?

Responses Collected Percentages (%)

Strongly agree 28.9

Agree 48.3

Strongly disagree 1

Disagree 0.4

Neutral 21.4

Interpretation

As Per the question asked to 201 respondents, the finding shows that 48.3% respondents agree
with the fact that the training led to satisfied with job, 28.9% strongly agree with this fact ,21.4%
says it has neutral effect and 1% strongly disagree with this including 0.4% who strongly disagree.
A/C to me Training can help you feel more satisfied with your job, as it can give you the skills and
knowledge necessary to perform your job more efficiently and effectively.

35
16.What will be the ideal time to evaluate training?
Responses Collected Percentages (%)

Immediate after training 19.9

After 1 month 21.9

After 3 months 19.9

After 6 months 9

Can’t say 12.9

After 15 days 10.4

After one month 6

Interpretation

As Per the question asked to 201 respondents, the finding shows that 21.9% belief that ideal time
of evaluating the training program after 1 month, where 19.9% says goodtime is after 3 months
and 19.% also feels goodtime is immediate after training, 12.9% feels they don’t know when is
right time,10.4% fells after 15 days, 9% says after 6 months and the rest 6% says after one month.
A/C to me The ideal time to evaluate a training program will depend on the type of program and
the objectives of the evaluation.

17.Is it necessary to get into a training program for development?

Responses Collected Percentages (%)

Strongly disagree 11.9

36
 Disagree 4.6

Neutral 32.3

Agree 39.8

Strongly agree 11.4

Interpretation

As Per the question asked to 201 respondents, the finding shows that 39.8% respondents agree
that its necessary to go into training program, 32.3% says it’s neutral to go with training or not,
11,9% strongly disagree with this fact ,11.4% strongly agree with this fact and the rest 4.6%
disagree with this fact. A/C to me No, it is not necessary to get into a training program for
development. However, it may be beneficial for someone who is looking to learn more about
development, or who is just starting out in the field.

18.Organized the training sessions properly to make the most use of the
training session during its specified time?
Responses Collected Percentages (%)

Strongly disagree 11.4

Disagree 4.3

Neutral 33.6

Agree 38.3

37
 Strongly agree 12.4

Interpretation

As Per the question asked to 201 respondents, the finding shows that 38.3% agree with the fact,
33.8% feel that its neutral,12.4% strongly agree with this fact,11.4% strongly disagree with the
fact rest 4.3 disagree with the fact.

19.What is the level of relevance of this training to make employees loyal to

the company and improve their performance?
Responses Collected Percentages (%)

High 52.7

Medium 44.3

Low 3

38
Interpretation

As Per the question asked to 201 respondents, the finding shows that 52.7% respondents highly
feel training helps in making employee loyal and improve their performance, whereas 44% says it
medium level from the fact and 3% feels low level for the fact. A/c to me training is essential for
any company that wants to improve the performance of its employees. Training can provide
employees with the knowledge and skills they need to perform their tasks effectively and
efficiently.

20.Are motivation and its role in performance increased or decreased due to

training and development?
Responses Collected Percentages (%)

Strongly disagree 10.9

Disagree 1.6

Neutral 32.3

Agree 41.3

Strongly agree 13.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 41.3% respondents agree
with the fact that motivation and performance increased or decreased due to training and
development, 32.3% says it has neutral effect, 13,9% strongly agree with the fact,10.9% strongly
disagree with the fact along with 1.6% who disagree with the fact. A/C to me Motivation is an
important factor in increasing performance. Training and development can help improve
motivation by providing employees with the knowledge and skills they need to be more successful
and effective in their role.

39
21.How often do you receive training programs from you organization to
improve performance and productivity?
Responses Collected Percentages (%)

Weekly 10

Monthly 36.8

Every 3 months 26.4

Every 6 Months 12.9

Yearly 13.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 36.8% says they get training
program monthly,26.4% says they got training program every 3 months, 13.9% says they got
training program yearly, 12.9% says they got training program every 6 months and 10% says
they got training weekly. A/C to me Most companies provide training programs to their employees
periodically. The frequency of these programs will depend on the size and needs of the
organization.

22.How would you like to rate the training program out of 5?

Responses Collected Percentages (%)

1 1.5

2 3.5

40
 3 18.4

4 43.8

5 32.3

Interpretation

As Per the question asked to 201 respondents, the finding shows that 43.8% gives 4 out of 5 for
the training program where 32.3% give 5 out of 5 along with 18.4% who give 3 out of 5 with 3.5%
who gives 2 out of 5 and the rest 1.5% give 1 out of 5. I would rate it 4 out of 5.

23.Is it necessary to get into the training program for the development of
individual?

Responses Collected Percentages (%)

Strongly disagree 11.9

Disagree 4.6

Neutral 32.3

Agree 39.8

Strongly agree 11.4

41
Interpretation

As Per the question asked to 201 respondents, the finding shows that 39.8% of respondents agree
with the fact, 32.3% feels its neutral whether training is necessary, 11.9% strongly disagree with
the fact, 11.4% strongly agree with the fact and rest 4.6%disagree with the fact. A/C to me
Yes, it is necessary to get into a training program for the development of an individual. Training
programs can help individuals to acquire new knowledge and skills, develop existing skills, and
become more confident in their abilities.

24.What is your opinion regarding the improvement of knowledge after

training?

Responses Collected Percentages (%)

It enhanced 74.6

It’s remained the same 21.4

It doesn’t enhance 4

42
Interpretation

As Per the question asked to 201 respondents, the finding shows that 74.6% respondents feel that
training enhanced the knowledge where 21.4% fells it remains same and the rest 4% says its does
not help in enhanced the knowledge. A/C to me Training helps to develop new skills, reinforce
existing knowledge, and increase a person's understanding of a subject. Learning through training
also helps to build confidence and develop an understanding of the material being taught.

25.Is the whole idea of feedback after training worth the time, money, effort?

Responses Collected Percentages (%)

Yes 72.6

No 6.5

Can’t say 20.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 72.6% respondents say this
feedback is worth the time where 20.9% says they don’t know that it’s worth it or not and rest
6.5% says it isn’t worth. A/C to me Yes, I believe the idea of feedback after training is worthwhile,
as it allows businesses to assess the effectiveness of their training and determine what changes
may need to be made to ensure the training is successful.

26.Do you think that the feedback can evaluate the effectiveness of the
training program?

43
 Responses Collected Percentages (%)

Yes 82.6

No 2.5

Maybe 14.9

Interpretation

As Per the question asked to 201 respondents, the finding shows that 82.3% respondents feel this
feedback can help in evaluating the training program where 14.9% says it maybe help and the rest
2.5% says it doesn’t help in evaluating. A/C to me Yes, feedback can be an important tool to
evaluate the effectiveness of a training program. Gathering feedback from participants can provide
important insights into the effectiveness of the program, as well as areas where it can be improved.

44
Findings
From the above survey we got to know about the effect of training and development on employee
performance from the 201 employees from the consultancy sector. Training and development must
be designed and delivered to meet the needs of all employees in such a way that the employees
will not only be productive but also be satisfied. Training and development have a positive impact
on the employees to carry out their work more effectively, increasing their interpersonal and
technical abilities, teamwork, job confidence and work motivation. Training is the most important
motivator which leads to many benefits for individuals and organizations and helps organizations
to achieve organization objectives. This study is done to examine the effect of training and
development on employee’s performance.

The purpose of this study is to evaluate the effect of training and development on employee’s
performance. To achieve these objectives a sample of 201 respondents were selected. The study
revealed that average employees strongly belief that training improves skills, knowledge, ability,
and loyalty which lead employees to job satisfaction. Hence from all that we concluded that there
is a huge effect of training and development on the performance of the employees.

1. Training and development can improve employee performance, including motivation, job
satisfaction, and job performance.

2. Training and development can help reduce turnover and increase employee retention.

3. Training and development can help employees develop new skills and capabilities, leading
to increased job satisfaction and productivity.

4. Training and development can increase organizational commitment and loyalty among
employees.

5. Training and development can help employees stay up to date with changing technology
and techniques, leading to increased productivity.

45
Suggestions

Many organizations have come to realize the importance of training and development programs as
it increases the efficiency, skills, and productivity of employees in the organization. The research
shows that there is a strong impact of training and development on employee performance. All
Employees of the organizations find their training and development beneficial for their
performance. Employers should be provided with more training programs to reduce the cost of
recruiting and training new staff members.

I would like to add on few more points regarding to above statement:

1. Use technology: Technology can be a great way to make training and development more
effective. You can use videoconferencing, webinars, or online courses to deliver training, and
interactive tools like quizzes and simulations to ensure learning sticks.

2. Assess performance: Measure the effectiveness of training and development by assessing

performance before and after the program. This will let you know if the program was successful
and what areas need improvement.

3. Provide feedback: Provide employees with feedback about their performance during and after
training and development. This will help them understand how they are doing and identify areas
for improvement.

4. Encourage collaboration: Training and development is more effective when employees work
together. Create opportunities for employees to share their experiences and learn from each other.

5. Offer incentives: Offer incentives to employees who complete training and development
programs. This could be in the form of rewards or recognition for their efforts.

46
Conclusion

1. Employee training is the most suitable method to modify and manage workforce skills
according to an organization’s objectives and to improve the overall organizations’
performance.

2. An organization’s performance always depends upon the performance of its employees, so

training also plays an important role in increasing employees’ job motivation, satisfaction,
and commitment.

3. Training is a form of investment that needs more time, effort, and money but this
investment gives long term benefits to both organizations and employees.

4. The effectiveness of training totally depends upon effectiveness and correct

implementation of its model.

5. Training models save time and effort and set a direction to follow for conducting training.

6. The training process can only be successful when participants are motivated to learn and
excel in their knowledge, skills, and abilities.

7. Training and development are effective tools for improving employee performance.

8. Training and development should be tailored to the individual needs of each employee.

9. Regular and ongoing training and development should be offered to ensure that employees
maintain and improve their performance.

10. Managers should actively monitor the effectiveness of training and development initiatives
to ensure that employee performance is maximized.

11. Providing employees with career development opportunities is an effective way to motivate
them to perform better.

47
References

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1. Alemu, T. (2016). The Role of Training and Development on Employee’s Performance.

2. Mafika, N. S. (2015). The Impact of Training and Development on Employee

Performance: The Enhancement of Employees and Organisations’ Productivity. LAP
Lambert Academic Publishing.

3. Walker, S., & Greenhall, M. (2011). Practical and Effective Performance Management:
How Excellent Leaders Manage Their Staff and Teams for Top Performance: Lots of
Exercises and Free Downloadable Workbook. www.UoLearn.com.

5Journal
1. Paauwe, J. (2009). HRM and Performance: Efficiency of Training and Development
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2. Paposa, K. K., & Kumar, Y. M. (2019). Impact of Training and Development Practices
on Job Satisfaction: A Study on Faculty Members of Technical Education Institutes.
Management and Labour Studies. https://doi.org/10.1177/0258042x19851649

3. Prasad, K. D. V., Vaidya, R., & Kumar, V. P. (2016). An Empirical Analysis of the
Training Program Characteristics on Training Program Effectiveness: A Case Study
with Reference to International Agricultural Research Institute, Hyderabad. Journal of
Human Resource and Sustainability Studies, 04(03), 143–154.
https://doi.org/10.4236/jhrss.2016.43016

4. Salah, M. (2016). The Impact of Training and Development on Employees Performance

and Productivity. Zenodo (CERN European Organization for Nuclear Research).
https://doi.org/10.5281/zenodo.3464807

5. Truitt, D. L. (2011). The Effect of Training and Development on Employee Attitude as

it Relates to Training and Work Proficiency. SAGE Open, 1(3), 215824401143333.
https://doi.org/10.1177/2158244011433338

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 5 Web References

1. Ackah, D. D. (2014, November 20). The Effects of Training and Development on

Employee Performance in the Public Sector of Ghana
GRIN. https://www.grin.com/document/284725

2. Ampoamah, P. (2016). “The Effect of Training and Development on Employee

Performance in a Private Tertiary Institution in Ghana” (Case Study: Pentecost University
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Conceptual Study. Technoscienceacademy.
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efits_to_Employee_and_Organization_A_Conceptual_Study

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Employee Performance in Industry. In springer ebooks (pp. 233–239).
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1. Bishnoi, P. (2019, July 25). Importance of Training and Development. Economics
Discussion. https://www.economicsdiscussion.net/human-resource-
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49
Annexure

Questionnaire
Name

Age

Gender

1.What do you understand by training and development?

1. Learning

2. Enhancement

3. Sharing information

4. All the above

2.Training Program is essential for employees?

1. Completely agree.

2. Partially agree.

3. Disagree

3.Which training method is used to train employees?

1. Off the job

2. On the job

3. Both

4.Did training lead to development?

1. Yes

2. No

3. Maybe

5.If you trained under job training method then from the following which method is used?

1. Coaching

2. Job rotation

50
 3. Other

6.If you got trained under off job training method which method is used from the following?

1. Vestibule

2. Lecture

3. Other

7.Which type of training program did you undergo?

1. External

2. Internal

3. Both

8.Attending the training & development program has given employees a better understanding of
their job?

1. Strongly agree.

2. Agree

3. Neutral

4. Disagree

5. Strongly disagree

9.Are you satisfied with the training program?

1. Yes

2. No

3. Maybe

10.Training enhance productivity and performance?

1. Strongly agree.

2. Agree

3. Neutral

4. Disagree

51
11.Is there any improvement of the functional skills through training and development for sake of
enhancing performance?

1. Yes

2. No

3. Maybe

12.Does there any impact of training and development on the quantity of work done and if it relates
to performance improvement?

1. Yes

2. No

3. Maybe

13.Do you think the organization’s training are enough for you to achieve your performance
objectives?

1. Yes

2. No

3. Maybe

14.Did training improve the skills, knowledge, and attitude of an individual?

1. Strongly agree.

2. Agree

3. Neutral

4. Disagree

5. Strongly disagree.

15.Does training lead you to be satisfied with your job?

1. Strongly agree.

2. Agree

3. Strongly disagree.

4. Disagree

52
 5. Neutral

16.What will be the ideal time to evaluate training?

1. Immediate after training

2. After 1 month

3. After 3 months

4. After 6 months

5. Can’t say

6. After 15 days

7. After one month

17.Is it necessary to get into a training program for development?

1. Strongly disagree.

2. Disagree

3. Neutral

4. Agree

5. Strongly agree.

18.Organized the training sessions properly to make the most use of the training session during its
specified time?

1. Strongly disagree.

2. Disagree

3. Neutral

4. Agree

5. Strongly agree.

19.What is the level of relevance of this training to make employees loyal to the companyand
improving their performance?

1. High

2. Medium

53
 3. Low

20.Are motivation and its role in performance increased or decreased due to training and
development?

1. Strongly disagree.

2. Disagree

3. Neutral

4. Agree

5. Strongly agree.

21.How often do you receive training programs from you organization to improve performance
and productivity?

1. Weekly

2. Monthly

3. Every 3 months

4. Every 6 Months

5. Yearly

22.How would you like to rate the training program out of 5?

1. 1

2. 2

3. 3

4. 4

5. 5

23.Is it necessary to get into the training program for the development of individual?

1. Strongly disagree.

2. Disagree

3. Neutral

4. Agree

54
 5. Strongly agree.

24.What is your opinion regarding the improvement of knowledge after training?

1. It enhanced.

2. It’s remained the same.

3. It doesn’t enhance.

25.Is the whole idea of feedback after training worth the time, money, effort?

1. Yes

2. No

3. Can’t say.

26.Do you think that the feedback can evaluate the effectiveness of the training program?

1. Yes

2. No

3. Maybe

55