training and development in pantaloons prayagraj report

1. A study on
Training and development : an
intervention to increase organisational
effectiveness at
- RICHA
M.B.A 3RD SEMESTER

2. Table of content
S. NO. TOPIC PAGE
NO
1 Introduction 3
2 Literature review 4
3 Problem Statement, Objectives and Scope of study 5-6
4 Methodology 7
5 Conclusion 8
6 Recommendations 9
7 Learning Outcomes 10
8 Questionnaire 11

3. Introduction
Industry : Retail
Founded :1997, Kolkata
Founder : Kishor Biyani
C.E.O : Sangeeta Pendurkar
Headquarters : Mumbai, Maharashtra, India
Parent Company : Aditya Birla Group
Stores in India : 344 +
Brands : Van Huesen, Allen Solly, Peter England etc
Deals in : Apparels, accessories and home décor
Vision : To passionately satisfy Indian consumer needs in fashion, style and value,
across wearing occasions in Apparel and Accessories through strong brands and high-
quality consumer experience with the ultimate purpose of delivering superior value to all
our stakeholders.
Competitors : Reliance Trends, Westside, Shopper’s Stop

4. Literature Review
 As per Jerry Shaw(2015) coaches are basic factor of accomplishments for preparing . They must hold
professional abilities , industry experience and information about advancement .
 This implies that the average rate of return to training investments during
this 21 month period exceeds 40% per year (Bishop 1991).
 National Institute of Economic and Social Research found that the British
companies were less productive than their German and Dutch counterparts and concluded that
the quantity and quality of occupational training received by young workers entering the industry
were one of the causes of the differentials (Daly et al 1985 ; Prais et al 1989; Steedman and
Wagner 1987, 1989; Mason et al 1990; Mason and Feingold 1995)

5. Problem Statement
 Increased employee turnover
 Reduction in performance statistics
 Less impact of Learning Management System
Training
 Decline in compliance of grooming standards
 Increased negative feedbacks of customer.

6. Objectives
 To upgrade employee performance to
requirement standards.
 To find out the challenges with training
programs .
 To know the improvements that can be taken
while delivering training program.
 To enhance grooming standards .
Scope of study
 The scope is limited to the implication of
training and impact afteron.
 The sales based results of training has not
been evaluated due to short span of time i.e
45 days .
 The scope is limited to the retail sector
employees of apparels industry.
 Training were provided and guided only as per
specified requirement of staff.

7. Methodology
Research Design : This project is based on descriptive research design.
Area of Research : This research is to be conducted in Prayagraj.
Sample Design : The universe in this project is finite. The population involved in this
project is employees of Pantaloons Prayagraj..
Sample Size :Sample size constitute168 employees in the organization.
Sampling technique : Simple random sampling technique is to be used in this project.
Sources of Data : A .Primary Data : Structured questionnaires and personal interviews..
B. Secondary Data :Company profile from office records and internet.
Tools for Data Analysis :Data percentage analysis is used mainly due to qualitative nature of data
and bar diagram are to be used to represent them in pictorial form.
Scale of measurement : Likert scale

8. Conclusion
1. 65 % employees are satisfied with training programmes.
2. 28 % employees prefer more engaged training sessions .
3. 78 % employees preferred interactive training sessions in personal than digital trainings .
4. 80% employees felt increase in skillset after training .
5. 79 % find the training programs important .
6. 89 % employees support training programs .
7. 87 % employees saw positive impact in grooming standards.
8. 70 % recommend ABFRL as a good place to work .
9. 84 % employees agree to training being helpful for their career growth .

9. Recommendation
1. Increased employee engagement programs will work as driving factors.
2. Training programs must be formulated based on each individuals
assessment.
3. Use of performance management systems for employee can lead more
positive results .
4. Job rotation cashiers and Fashion assistants will increase their skillset.
5. Increase in frequency of training sessions might result in better
performance .

10. Learning Outcomes
 Helps to evaluate the training needs of the employees in
organisation .
 Provides insights of training and its effectiveness.
 Helps in increase employee productivity .
 Analyse how employees perceive training i.e. employee reaction
towards training .
 Measure adequacy of training programs for improving skills of
employees.

11. Questionnaire
TRAINING FEEDBACK FORM
1.Workers’ Name: ______
2.Code No.: _________
3.Training in which participated: ___________
4.Place: ________________
5.Date: _______________
 Have you ever participated in any training and development Programme? YES/NO
 How affective was the training Programme?
 Was the training material relevant to your job?
 How was online mode of the training Programme?
 Did the training and development Programme is an advantage for you?
 How much impact it made on your work ?
 How likely recommend ABFRL as a good place to work ?
 How likely you will prefer online mode over offline training ?
 How likely you saw improvement in grooming standards in store ?