1.

INTRODUCTION:

1.1 Training and Development:

The development of any organization depends on better training of the employees. Training is
provided to non-manager whereas development is provided to the managerial professionals. In
every organization appropriate training program is very necessary to achieve the training
objective. Training policy represents the commitment of top management to employee training.
It consists of rules and procedure concerning training.

The efficiency of any program depends on best training policy in the company. Hence we can
say that an ideal training program Indicate the intention of the Company to develop its
employee. Provide appropriate opportunities to employees for their own betterment, and
identify critical areas where training is to be given on a priority basic.

CHARACTERISTICS OF A GOOD TRAINING PROGRAM:

 Allowance of individual difference: There are difference in ability, learning capacity

and interest of trainees and the management should consider this factor while designing
the training programmers
 Relevance of job requirement: Training programs must be related to the job for which
it is intended.
 Determination of training needs: The management should determine the training needs
of employees and should select a method of training that is most effective.
 Training Programs should be results–oriented: Management should avoid training for
the sake of training and show greater interest in the benefits of training programmers
 Suitable incentives: There should be incentives to the trainees to make them take
training programs.
 Management Support: Top managers should take interest in and support the training
programs. We cannot expect subordinates to take the training programs seriously if
their superiors themselves are not serious about it.
 The management training is totally democratic there are no restrictions to any employee
to express his opinion. The company has got open door policy any level of employee
can meet directly to his superior or managing director without any hesitation. 1.2
Training Methods: On-the-job training Methods: In this training an employee will
be placed in new job and is told how it is to be performed. It aims at developing skills

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 and habits consistent with the existing practices of an organization and by orienting him
to his immediate problems. Some of the commonly used methods are:
i. Coaching: Coaching establishes one –on-one relationship between trainees and
supervisors, which offer workers, continued guidance and feedback on how well they
are handling their tasks.
ii. Mentoring: The focus in this training is on the development of attitude. It is used for
managerial employees. Mentoring is always done by a senior inside person. It is also
one-to- one interaction, like coaching.
iii. Job Rotation: It means the movement of trainee from one job to another. This helps him
to understand how the job functions.
iv. Job Instructional Technique (JIT): The JIT method is a four step instructional process
involving (a) preparation (b) demonstrates the task or the skill to the trainee, (c) allows
the trainee to show the demonstration on his or her own, and (d) follows up to provide
feedback and help.
v. Vestibule Training: Vestibule Training is a term for near-the-job training, as it offers
access to something new (learning). In vestibule training, the workers are trained in a
prototype environment on specific jobs in .
i. Seminars or team discussions: A group will constitute a team for discussion. The group
learns through discussion of a subject on a selected subject.
ii. Case discussion: Testing of a real problem will be undertaken under this method. In
other words, a real business problem or situation demanding solution is presented to the
group and members are trained to identify the problems present, they must suggest
various methods for tacking them, analyze each one of these, find out their comparative
suitability and decide themselves the best solution.
iii. Simulation Exercises: Simulation is any artificial environment exactly similar to the
actual situation. There are four basic simulation techniques used for imparting training:
management games, case study, role playing, and in-basket training. Management
Games, Case Study, role playing, conferences, seminars or discussions etc.
iv. An effective training program is one of the best ways to prepare employees for success.
By equipping them with the tools and knowledge to perform their jobs, you can expect
better performance and a more cohesive unit. The long-term effects are often higher
productivity, better company culture, and increased sales.
v.

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1.3 PURPOSE OF THE STUDY

This research guides me with an opportunity to explore in the field of human resources
development. This research provides the feedback of people involved in the Training and
Development Programs and in process. Apart from that it would provide me a great deal of
exposure to interact with the employees of the company and identify their needs and wants. To
continue with our analogy, imagine yourself in line at a cafeteria. You come to the coffee urn
and turn the spigot. Out comes some coffee grounds were put into the machine they weren’t in
consumable, drinkable form. The water and the coffee are the material “inputs” to the systems
called a coffee machine. The “output” is drinkable coffee. But someone had to add the water
and the coffee grounds. This person is also an input.

The ability to recognise the system and subsystems of an organisations is an important element
in all training and development activities. Training and development exists to promote
individual and organizational excellence by providing opportunities to develop workplace
skills. The design and implementation of effecting training interventions cannot be
accomplished without first identify the various process operating within the system. The
Human Recourse Development (HRD) or training and development department are a familiar
subgroup in most organisations because the people of any organisation are like the water put
in to the coffee machine for their output to be acceptable, they must change from what they
were when they reported for work. At that time, they neither knew what a proper output looked
like nor were they familiar with the technology by which to achieve it. They must be prepared
trained to do their jobs.

It is a learning process that involves the acquisition of knowledge, sharpening of skills,

concepts, rules, or changing of attitudes and behaviours to enhance the performance of
employees.

Training also helps a person cultivate appropriate and desired behaviour and attitude towards
the work and people.

Training process through which a person enhances and develops his efficiency and
effectiveness at work by improving and updating his knowledge and understanding the relevant
skills relevant to his or her job. Unless training is provided, the jobs and lives of employees in
organisation are stake.

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Training is about knowing where you stand at present, and where you will be after some point
of time. Training is about the acquisition of knowledge, skills, and abilities through
professional development.

1.4 Objectives of Training:

 Preparing both old and new employees to meet present as well as the changing
requirements of the job and the organizations.
 Preventing obsolescence
 Preparing employees for the higher level tasks.
 Ensuring smooth and efficient working of the department.
 Ensuring the economic output of the required quality.
 Imparting knowledge and skills for new entrants.
 Induction
 Updating
 Preparing for future assignment
 Competency development.

1.5 HOW TO MAKE TRAINING EFFECTIVE:

 Determine the training needs through job description, performance appraisal,

potential appraisal and discussion with employee.
 Prepare a training calendar in discussion with the managers concerned.
 Define the training objectives specifically.
 Select the efficient faculty.

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1.6 DIFFERENCES BETWEEN TRAINING AND DEVELOPMEN1T

3. Customer services: Increased competition in today’s global marketplace makes

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 Critical that employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanations about how people
Have different perspectives and views and includes techniques to value diversity.
5. Ethics: Today’s society has increasing expectations about corporate
Responsibilities. Also todays diverse workforce brings a wide variety of values and
Morals to be work place.
6. Human relations: The increased stresses of today’s workplace can include
Misunderstanding and conflict. Training can people to get along in the work place.
7. Quality initiatives: Initiatives such as total quality management quality circles,
benchmarking etc. require basic training about quality concept, guidelines, and
Standard for quality etc.
8. Safety: Safety training is critical where working with heavy equipment hazardous
Chemicals repetitive activities etc. but can also be useful with practical advice for
Avoiding assaults etc.
9. Sexual harassment: This training usually includes careful disruptions of the
Organisations policies about sexual harassment, especially about what are
inappropriate behaviors.

1.7 GENERAL BENEFITS FROM TRAINING AND DEVELOPMENT

There are numerous sources of online information about training and development. Several of
these sites suggested reason for supervisors to conduct training among employees. These
reason include:

 Increased job satisfaction and morale among employees

 Increased employee motivation
 Increased efficiencies in processes, resulting in financial gain
 Increased capacity to adopt new technologies and methods
 Increased innovation in strategies and products
 Reduced employee turnover

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7|Page
AVATAR PROGRMMS (1-3 days/program): these programs are provided to all the band of
employee after the induction program. It consists of series of programs carried out during the
working period of an employee’s such as
Band 1 –Team Member (TM) (Learning plan):
1. GYAAN YATRA (0-6 months)
 Product knowledge
 Cashiering for cashiers
 Sales and customer service excellence

2. GYYAN KOSH(6-12months):
 Advanced product knowledge
 Cashiering for non-cashier
 Gurukul (self-development)

3. GYAANODAYA(12-18months)
 Cross category knowledge
 Customer delight
 Inventory management

Band 1- Team leader (TL) (learning plan):

1. UTTAM (0-6months)
 Rang De Zindagi
 Sales and customer service excellence
 Team management
2. UTKRUSTA(6-12months)
 Gurukul
 Customer resolution
 Inventory and shrinkage management
3. SHRESTHA(12-18months)

 Retail excellence
 Experience in other LOB training

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9|Page
UNNTI PROGRMMES (2-3 hrs. /program): these programs are conducted in the store of big
Bazaar (BB) while performing the current job. Such programs include:
 Store basics and customer services
 Shrinkage management
 Maintain grooming standards
 Software application and products (SAP)

1.8 METHODS OF TRAINING DELIVERY:

A range of delivery methods are offered by the group to provide the relevant and most
Effective training solution in the most cost effective manner.
These are as follows:

1. Classroom training and seminars: The participants/ employees congregate at one

Place where the training is imparted to them by the means of lectures and activities.

2. Outbound experiential training: These are used to enhance the performance of the

Organization to achieve business goals through experiential learning.

3. Use of technology: This is for imparting knowledge to the employees is
Encouraged by the group. Various technological tools, such as Web Ex, Learning
Videos etc. and utilized to provide the information and knowledge from Home Office
to various future group stores and vice versa.
4. Store Guru: These are responsible to deliver training on process excellence and
product Knowledge in the store and help store karta to turn the store into a Centre of

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CHAPTER 2

2.1 INDUSTRY PROFILE

Retailing consists of those business activities involved in the sale of goods and services to
consumers for their personal, family, or household use. Retailing comprises of four elements
customer orientation, coordinated effort, value-driven, and goal orientation. The word "Retail"
originates from a French-Italian word. Retailer-someone who cuts off or sheds a small piece
from something. Retailing is the set of activities that markets products or services to final
consumers for their own personal or household use. It does this by organizing their availability
on a relatively large scale and supplying them to customers on a relatively small scale. Retailer
is a person or agent or agency or company or organization who is instrumental in reaching the
goods or merchandise or services to the end user or ultimate consumer.

Retailing is a vital commercial activity, providing customers with an opportunity to purchase

goods and services from various types of merchants. The first retail outlets in America were
trading posts and general stores. At trading posts, goods obtained from Native American were
exchanged for items imported from Europe or manufactured in other parts of the country. As
villages and towns grew, trading post developed into general stores and began to sell food, farm
necessities, and clothing. Typically run by a single person, these stores sometimes served as
the post office and became the social and economic centre of their communities. Since World
War II, giant supermarkets, discounts houses, chain stores, and shopping malls have grown in
popularity. Even so, individually owned businesses thrive, often giving customers more
personal and better- informed service.

Retail Industry in India:

The Indian retail industry is the fifth largest in the world, Comprising of organised and
unorganised sectors, India retail industry is one of the fastest growing industries in India,
especially over the last few years. Though initially, the retail industry in India mostly
unorganised, however with the change of tastes and preferences of the customers, the industry
is getting more popular these days and getting organised as well. With growing market
demand, the industry is expected to grow a pace of 25 30% annually. The India retail
industries expected to grow to US $ 1.3 Trillion by 2020

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The retail scenario in India is unique. Much of it is in the unorganised sector, with over 12
million retail outlets of various sizes and formats. Almost 96% of these retail outlets are less
than 500 square feet in size , the per capita retail space India being 2 square feet compared to
the US figure of 16 square feet India’s per capita retailing space is thus the lowest of the
world

India retail industry is the largest industry in India, with an employment of around 8% and
contributing to over 10% of the country's GDP. Retail industry in India is expected to rise
25% yearly being driven by strong income growth, changing lifestyles, and favourable
demographic patterns.

It is expected that by 2016 modern retail industry in India will be worth US$ 175- 200 billion.
India retail industry is one of the fastest growing industries with revenue expected in 2007 to
amount US$ 320 billion and is increasing at a rate of 5% yearly. A further increase of 7-8%
is expected in the industry of retail in India by growth in consumerism in urban areas, rising
incomes, and a steep rise in rural consumption. It has further been predicted that the retailing
industry in India will amount to US$ 21.5 billion by 2010 from the current size of US$ 7.5
billion.

Shopping in India has witnessed a revolution with the change in the consumer buying
behaviour and the whole format of shopping also altering. Industry of retail in India which has
become modern can be seen from the fact that there are multi- stored malls, huge shopping
centres, and sprawling complexes which offer food, shopping, and entertainment all under the
same roof. Indian retail industry is expanding itself most aggressively; as a result a great
demand for real estate is being created. Indian retailers preferred means of expansion is to
expand to other regions and to increase the number of their outlets in a city. It is expected that
by 2018, India may have 600 new shopping centres.

In the Indian retailing industry, food is the most dominating sector and is growing at a rate of
9% annually. The branded food industry is trying to enter the India retail Industry and convert
Indian consumers to branded food. Since at present 60% of the Indian grocery basket consists
of non- branded items.

Indian retail industry is progressing well and for this to continue retailers as well as the Indian
government will have to make a combined effort. Indian retailing industry has seen
phenomenal growth in the last five years. Organized retailing has finally emerged from the

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shadows of unorganized retailing and is contributing significantly to the growth of Indian retail
sector. The “India Retail Sector Analysis report helps clients to analyse the opportunities and
factors critical to the success of retail industry in India.

Indian retail industry is going through a transition phase. Most of the retailing in our country
is still in the unorganized sector. The spread out of the retails in US and India shows a wide
gap between the two countries. Though retailing in India is undergoing an exponential
growth, the road ahead is full of challenges.

MAJOR RETAILERS IN INDIA

The major retailers occupied in the organized retail sector in India are
1. Future Group
2. Aditya Birla Group
3. Reliance Group
4. Bharti Group
5. Tata Group
6. RPG Group
7. K Raheja Group

2.2 COMPANY PROFILE

Mr Kishore Biyani CEO, Future Group Pantaloon Retail (India) Limited is India‘s leading
retailer that operates multiple retail formats in both the value and lifestyle segment of the Indian
consumer market. Headquartered in Mumbai, the company operates over 16.33 million square
feet. Of retail space, has over 1000 stores across 85 cities and 60 rural locations across the
country and employs over 35,000 people. The company‘s leading formats include Pantaloons,
a chain of fashion outlets, Big Bazaar, a uniquely Indian hypermarket chain, Food Bazaar, a
supermarket chain, blends the look, touch and feel of Indian bazaars with aspects of modern
retail like choice, convenience and quality .Central is a chain of seamless destination malls.
Some of its other formats include Shoe Factory, Brand Factory, Blue Sky, Fashion Station,
Mobile Bazaar and Star Sitara (Beauty clinic). The company also operates an online portal,
Future bazaar. Com. A subsidiary company, Home Solutions Retail (India) Limited, operates

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Home Town, a large-format home solutions store, selling home furniture products and E-Zone
focused on catering to the consumer electronics segment.

Future Group understands the soul of Indian consumers. As one of India‘s retail Pioneers
with multiple retail formats, we connect a diverse and passionate community of Indian buyers,
sellers and businesses.

Big Bazaar was launched in September, 2001 with the opening of its first four stores in
Calcutta, Indore, Bangalore and Hyderabad in 22 days with the investment of rupees 500 crores
.Within a span of ten years there are 214 store across 90 cities and towns in India covering
around 16 million sq. of retail space. Big bazaar is designed as an agglomeration of Bazaar or
Indian markets with clusters offering a wide range of merchandise including fashion and
apparels, food products, general merchandise, furniture, electronics, books and entertainment
sections etc. Big Bazaar is a part of Future Group which also owns the Hypermarket , Brand
factory, Pantaloons, E- zone, Home town , futurebazaar.com, KB’s Fair price to name a few
and is owned through a wholly owned subsidiary of Pantaloons Retail India Limited, that is
listed on Indian stock exchange. The inspiration behind this entire retail format was from
Caravan Stores, a local store in T. Nagar, Chennai.

The store are customized to provide the feel of mandis and meals while offering the modern
retail features like Quality, Choice and Convenience. As the modern Indian Family’s favourite
retail store, Big Bazaar is popularly Known as the “ Indian Walmart ’’.On successful
completion of ten years in Indian retail industry in 2011 ,Big Bazaar has come up a new logo
with a new tag line “ making India as beautiful ’’.

AFFILIATE COMPANIES

 Home Solutions Retail (India) Limited

 Future Media (India) Limited
 Future Logistic Solutions Limited
 Future Axiom Telecom Limited
 Pantaloons Food Product (India) Limited
 Future General India Insurance Company Ltd
 Future Capital Holdings Ltd
 Future Bazaar India Ltd

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  Staples Future Office Products Private Ltd

At Big Bazaar Super Centre one can a find variety of Departments as shown below.

 FOOD BAZAAR

 GENERAL MERCHANDISE

 APPARELS OR FASHION @ BIG BAZAAR

 WELLNESS AND BEAUTY

 BOOKS AND MUSIC

 HOME BAZAAR

 FOOTWEAR

 ELECTRONICS

VISSION, MISSION AND QUALITY POLICY

Group Vision

Future Group shall deliver Everything, Everywhere, Every time for Every Indian
Consumer in the most profitable manner.

Group Mission

 We share the vision and belief that our customers and stakeholders shall be served only
by creating and executing future scenarios in the consumption space leading to
economic development.
 We will be the trendsetters in evolving delivery formats, creating retail realty, making
consumption affordable for all customer segments - for classes and for masses.
 We shall infuse Indian brands with confidence and renewed ambition.
 We shall be efficient, cost- conscious and committed to quality in whatever we do.
 We shall ensure that our positive attitude, sincerity, humility and united determination
shall be the driving force to make us successful.

Core Values

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 0. Indianans: confidence in ourselves.
1. Leadership: to be a leader, both in thought and business.
2. Respect & Humility: to respect every individual and be humble in our conduct.
3. Introspection: leading to purposeful thinking.
4. Openness: to be open and receptive to new ideas, knowledge and information.
5. Valuing and Nurturing Relationships: to build long term relationships.
6. Simplicity & Positivity: Simplicity and positivity in our thought, business and action.
7. Adaptability: to be flexible and adaptable, to meet challenges.
8. Flow: to respect and understand the universal laws of nature.

COMPETITORS INFORMATION

 Shopper’s Stop
 Westside
 Lifestyle
 RPG Retail
 Primal
 Copeland Mal
 More

AWARDS AND RECOGNITION

Images Retail Awards 2012

 PRIL – Most admired retailer of the year

 Food Bazaar - Retailer of the year (food and grocery)
 Big Bazaar – Retailer of the year (value retailing)
 Central – Retail launch of the year
Business today selected PRIL among:

 Top 20 companies in India to watch in 2012

 India’s most investor-friendly companies in the top 75
 India’s biggest wealth creators in the top 100
CNBC Awash Consumer Awards 2013

 Most Preferred Multi Product Chain - Big Bazaar

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  Most Preferred Multi Brand Food & Beverage Chain - Big Bazaar
Coca-Cola Golden Spoon Awards 2013
vi. Most Admired Food & Grocery Retailer Of The Year
vii. Most Admired Food Court
viii. Most Admired Food Professional
Retail Asia Pacific Top 500 Awards 2014

Asia Pacific Best of the Best Retailers – Pantaloons Retail (India) Ltd Best Retailer in India –
Pantaloons Retail (India) Ltd

The Retail Asia publication in association with Euro Monitor and KPMG honours the best
retailers in 14 countries across the Asia Pacific region. The awards were presented in
Singapore in October, 2014

The Reid & Taylor Awards for Retail Excellence

 Retail Leadership Award: Inshore Binyamin
 Retail Best Employer of the Year: Future Group
 Retailer of The Year: Home Products and Office Improvements: Hometown
The Reid & Taylor Awards for Retail Excellence are an important feature of the Asia Retail
Congress, Asia’s single most important global platform to promote world-class retail
practices.

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2.3 THEORETICAL BACKGROUND OF THE STUDY:
INTRODUCTION

The management training is totally democratic there is no restriction to any employee to

express his opinion. The company has got open door policy any level of employee can meet
directly to his superior or managing director without any hesitation. Systems are formal and
informal procedures, which govern everyday activity, covering everything from management
information systems, through to the point of contact with the customer the company’s people
resources (staff) and how they are develop, trained and motivated. The process of staffing
includes various processes like recruitment and selection procures, training etc.

Training programs help in removing performance deficiencies in employee .This is particularly

true when. It equips the management to face the pressure of changing environment. It usually
results in the increase of quantity and quality of output. Trained workers enable the enterprise
to face competition from rival organization. Trained employees make better economic use of
material and equipment resulting in reduction of wastage and spoilage. Training instructs the
workers toward better job adjustments and reduces the rate of labour turnover and absenteeism.

2.4 LITERATURE REVIEW:

WINFRED ARTHUR JR. ET.L (MAY2003): The researchers have identified the
relationship between specified training designs and the evaluation features and also how they
effect on training and development in the organizations. That result suggests him a medium to
large effect size for organizational training. In addition, the training method used, the skill or
task characteristic trained, and the choice of evaluation criteria were related to the effectiveness
of training programs.
RAJA ABDUL GHAFOOR KHAN, ET.L (2011):This study had mainly focused on
understanding the effectiveness of Training and Development Programmes, On the Job
Training, Delivery style and Training Design on Organizational performance. Researchers
have pointed out on four most important aspects in organizational studies those are Training
and Development, On the Job Training, Training Design and Delivery style. These four aspects
have significant effect on Organizational Performance and all these have positively affected
the Organizational Performance.

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(MUHAMMAD IMRAN, 2015): The main objective of this study is measuring the
significance of both Training & Development (T & D) and Employee Performance for the
businesses at all levels and in all sectors. Like banking, organization etc in order to know the
role of training at these sectors. Basic purpose of this study is to know how training helps to
improve the knowledge and performance of the employees and to know how it helps in making
strategies to reach the goals of organization.

DEBRA L. TRUITT (2011): This article deals with training and development professionals
to design, implement, and evaluate the effectiveness of training programs for to reduce disputes
in workplace performance. This study explores the relationships between training experiences
and attitudes about perceived job proficiency.

BHUVNESH TALWAR, ET BUREAU (AUGUST 21, 2013): Human Resource is the

biggest asset for any organisation but dealing with colleagues and employees at all levels is not
a cakewalk. This fundamental problem, having a direct bearing upon the productivity and
output of a company is getting resolved through hiring services of professional corporate
trainers. Gurgaon-based corporate training firms are providing holistic services catering to the
fundamental business problems faced by corporates. And so their services focus on training.

AIDAH NASSAZI, (2013): The main objective of this study was to evaluate the effects of
training on employee performance. It mainly focused particularly on identifying the training
programs, exiting in the organization, objective of the training offered, the methods employee
and effects of training and development on employee performance.

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3. RESEARCH METHODOLOGY:

STATEMENT OF THE PROBLEM:

People need competencies to perform tasks. The nature of the job is constantly changing due
to changing in environment, technology, organizational goals and strategies. It has become a
challenging task for organizations in government sectors to cope up with growing competition
due to onslaught of organization.
In order to survive in this competitive era, the organizations have to focus on improving its
performance. Towards this end the organizations are running training and development
programs on a regular basis. If the organization is ineffective in implementing the training there
will be ineffective decision making, unable to meet the organization goals so I have chosen this
topic to know how effectively training is given to employees.
The procedure using, which researchers go about their work of describing, explaining and
predicting phenomena, is called Methodology. Methods compromise the procedures used for
generating, collecting, and evaluating data. Methods are the ways of obtaining information
useful for assessing explanation.

TYPE OF RESEARCH

The type of research used in this project is descriptive in nature. Descriptive research is
essentially a fact finding related largely to the present, abstracting generations by cross
sectional study of the current situation. It has been conducted, which helps in describing the
demographic characteristics of the sample.

3.2 OBJECTIVE OF THE STUDY

Primary objectives:

 To study the training and development program in future retail ltd at Attavara
Mangalore.

Secondary objectives:

 To identify and examine the important factor that determines the employee satisfaction
towards the training.
 To evaluate the employees level of satisfaction towards the effectiveness of training
program in company.

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  To determine the association between methods of training and its relevance to the work
place.
3.3 RESEARCH DESIGN
According to this study investigating was conducted for some definite purpose with
the help of a structural Questionnaire to gather primary information as much as
possible.
The proposed study is of Descriptive Research Design .This also known as statistical
research data and the population or phenomenon being studied.Descriptive research
answers the questions who , what, when.and how.

3.4 DATA SOURCES

Data was collected using Questionnaire. This method is quite popular in case of big
enquires. Private individuals, research workers, private and public organizations and even
government are adopting it. A questionnaire consists of a number of question involves both
specific and general question related to Grievance Handling.

Sources of data:

The two sources of data collection are namely primary & secondary.

Primary Data:

Primary data are fresh data collected through survey from the employees using questionnaire.

Primary sources: sample of 60 collecting through questionnaire method and we used yes or no
and ranking scale questionnaire method for collecting the sample.

Secondary Data:

Secondary data are collected from books and internet. Secondary data is collected by referring
to the websites, previous research books.

Secondary sources: Used pro-quest for literature review and goggle for the further information.

3.5 SAMPLING DESIG

SAMPLE UNIT: sampling Unit will be employees of bigbazaar.

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SAMPLE SIZE: A sample of 50 employees in bigbazaar has been surveyed from all
departments by distributing the questionnaire. A personal interview has been conducted to get
opinion that helped to collect the data within a short span of time.

SAMPLE METHOD: A sample design is a finite plan for obtaining a sample from a given
population. The whole census is taken as a sample for this study as those were the only
respondents available in my sampling.

3.6 FIELD WORK AND AREA OF STUDY

We collect data through structured questionnaire certified guide. And survey method
used was personal mall intercept. We collected information from employees. And area of study
is big bazaar Mangalore

Survey method:

The most widely used technique of gathering primary data is the survey method. The sources
are interviews personally at the place of work and also with questionnaires. It is a direct and
more flexible form of investigation involving face to face communication and through
structured recorded questionnaire filled in personally.

RESEARCH INSTRUMENT

QUESTIONNAIRE DESIGN:

A well-defined questionnaire that is used effectively can gather information on both overall
performance of the test system as well as information on specific components of the system. It
consists of both open ended and closed ended questions. The questions were arranged in proper
order, in accordance with the relevance.

RESEARCH HYPOTHESIS

Hypothesis is a preliminary or tentative explanation or postulate by the researchers of what the

researchers consider the outcome of an investigation will be. It is n informed guess. It indicates
the expectations of the researchers regarding certain variables. It is most specific way in which
an answer to a problem can be started.

Research hypothesis re the specific testable prediction me about the independent and dependent
variables in the study. Hypothesis are couched in terms of the particular independent and

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dependent variables that are going to be used in the study. Research hypotheses of this study is
as follows.

H0: There is no significant relationship between the electiveness o training and development
and the job performance of the workforce.

H1: There is a significant relationship between the effectiveness of training and development
and the job performance of the workforce.

DATA ANALYSIS PROCESS

Data analysis process through statistical Tools:

 Pie charts and column graphs

 F-test two sample for variances
 T-test two sample assuming unequal variances is used for hypothesis testing and to
draw inferences.

PROCEDURE FOR ANALYSIS:

 Administering questionnaire to all the employees

 Analyzing the open ended questions responses of employees using pie chart and graphs
and evaluating the positivity of responses.

LIMITTIONS OF THE STUDY

 The data was collected through questionnaire.The response from the

respondents may not be accurate.
 The sample taken for the study was only 50.and from two stores the result drawn
may not be accurate for all employees.
 Another difficulty was limited time span of the project

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INFERENTIAL ANALYSIS

The research hypothesis of this study is as follows:

H0: There is no significant relationship between the effectiveness of training and
Development and job performance of the workforce.
H1: There is a significant relationship between the effectiveness of training and development
and job performance of the workforce.
The questionnaire items for training and development were selected from the observations of
Training programs attended at the big bazaar.
Effectiveness in training and development questions was designed after analysing the
Feedback of the employees whereas job performance (JP) questions were designed from the
Training program attended.
The no.of questions for effectiveness in training and development is from 50rspondents.

The Result from the Questionnaire

The questionnaire analysed through Microsoft excel analysis tool pack (Data Analysis) to
Carry out the testing of hypothesis using Two tailed t-test,

TABLE 20

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5.2 RECOMMENDATION

 As in Big Bazaar ,there are lots of new products comes in daily ,so employees
should get training on new product knowledge in store itself.

 The employees must get training on customer satisfaction, gurukul, selling

techniques and other departmental knowledge.

 The employee working on apparel and fashion department should be given

training on style genie or better performance in his/her job.

 All of the employees from the fashion and apparel department need training on
display technique to attract more customers by creative displaying technique
and ultimate fashion senses.

 The duration of the training session for gurukul and retail excellence should be
extended to more than 3 days or at most 7 days including store to visit for the
comparative analysis between BB and its competitors.

 Brand related information should be provided to Band 1 employees in store to

describe the comparison between different brands.

 The trainers should teach the employees about better handling of customers with
the help of real life case studies and relevant examples.

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5.3 BIBLIOGRAPHY

JR., W. A. (2003). EFFECTIVENESS OF TRAINING IN ORGANIZATION. journal of

applied psychology , 1-14.

DEBRA, L., & TRUITT. (2011). THE EFFECT OF TRAINING AND EMPLOYMENT ON
EMPLOYEE ATTITUDE AS IT RELATES TO TRAINING AND WORK PROFICIENCY.
salisbury university, MD,USA .

KHAN, R. A., & FURQUAN AHMED KHAN, D. A. (2011). IMPACT OF TRAINING AND
DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE. university of lahore
pakisthan global journal of management and business research .

MUHAMMAD IMRAN, A. (2015). IMPACT OF TRAINING AND DEVELOPMENT ON

EMPLOYEES PERFORMANCE IN BANKS OF PAKISTHAN. European journal of training
and development studies .

BHUVNESH TALWAR, ET BUREAU (August 21, 2013): CORPORATE TRAINERS

GAIN TRACTION IN GURGAON. Article.

Websites: Futuregroup.in, future bytes.in, Google Scholar, Slideshare.in5

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