PROJECT REPORT

On

A Study on Training and Development at Ola

BY

RANJITHA SK

1NH20BA118

Submitted to

DEPARTMENT OF MANAGEMENT STUDIES

NEW HORIZON COLLEGE OF ENGINEERING,

OUTER RING ROAD, MARATHALLI,

BENGALURU
In partial fulfilment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

Dr. D. KRISHNA KUMAR

Associate. Professor

2020 - 22
 CERTIFICATE

This is to certify that RANJITHA SK bearing USN 1NH20BA118, is a bonafide student of

Master of Business Administration course of the Institute 2020-22, autonomous program,
affiliated to Visvesvaraya Technological University, Belgaum.

The project report on “A Study on Training and Development at Ola” is prepared by her under
the guidance of Dr. D. Krishna Kumar, Associate Professor, in partial fulfilment of
requirements for the award of the degree of Master of Business Administration of Visvesvaraya
Technological University, Belgaum Karnataka.

Signature of Internal Guide Signature of HOD Signature of Principal

Name of the Examiner with affiliation Signature with date

1. External Examiner

2. Internal Examiner
 DECLARATION

I, RANJITHA SK, hereby declare that the project report on A Study on Training and
Development at “OLA” prepared by me under the guidance of Dr.D. Krishna Kumar, faculty
of M.B.A Department, New Horizon College of Engineering.

I also declare that this project report is towards the partial fulfilment of the university
regulations for the award of the degree of Master of Business Administration by Visvesvaraya
Technological University, Belgaum.

I have undergone an industry project for a period of Eight weeks. I further declare that this
report is based on the original study undertaken by me and has not been submitted for the award
of a degree/diploma from any other University / Institution.

Signature of Student
Place: BENGALURU
Date:
 ACKNOWLEDGMENT

The successful completion of the project would not have been possible without the guidance
and support of many people. I express my sincere gratitude to Mr. Sai Naveen Reddy, HR
Manager, Ola Bangalore, for allowingto do my project on Training and development.

I thank the staff of Ola, Bangalore for their support and guidance and helping me in completion
of the report.

I am thankful to my internal guide Dr D. Krishna Kumar, for her constant support and
inspiration throughout the project and invaluable suggestions, guidance and also for providing
valuable information.

Finally, I express my gratitude towards my parents and family for their continuous support
during the study.

RANJITHA S K
1NH20BA118
 TABLE OF CONTENTS

SL. NUMBER CONTENTS PAGE NUMBERS

1 Theoretical Background of The Study 3-6

2 Company Profile 7-15

3 Research methodology 16-21

4 Data Analysis and Interpretation 22-36

Summary of Findings,
5 37-41
Suggestions and Conclusion

6 Bibliography 42
 EXECUTIVE SUMMARY

A project titled "Study on TRAINING AND DEVELOPMENT AT OLA”. Employee training and
development programs are essential to the success of businesses worldwide. Not only do these programs
offer opportunities for staff to improve their skills, but also for employers to enhance employee
productivity and improve company culture.
They also can reduce employee turnover — and a 2020 Work Institute study shows just how important
that can be for a company’s bottom line. Voluntary employee turnover, according to the report, costs U.S.
businesses more than $630 billion annually.
It’s no surprise that employees who get regular opportunities to learn, develop, and advance are more
likely to stay with a company. Bob Nelson, author of 1,001 Ways to Engage Employees, reports that
learning and development are among the top factors in employee engagement.
Employee development is the continuous effort to strengthen work performance through approaches like
coaching, training sessions, and leadership mentoring. Training is a specific event that teaches new
information or skills, often provided to new or newly promoted employees. Both are key functions of
corporate human resources staff, who typically are responsible for planning and implementing these
efforts. A bachelor’s degree in human resource management can help prepare you to lead training and
development programs at your organization.
provide those opportunities. These are some types of training and development often available to
employees
 Management training

 New employee training

 Mentoring programs

 Apprenticeships

Following are some ways employee training and development efforts improve employee performance.
Training for New Responsibilities:
Whether they are cross-training to understand multiple roles or moving into new positions,

1|P a ge
employees can prepare for additional responsibilities through training and development opportunities.
Training and development programs can help employees learn the skills they need in their current roles
and introduce leadership skills and software knowledge they will need in the future. One form of training,
apprenticeship, allows employees to start as trainees and progress to a higher-level role.
Learning About Industry and Technology Updates:
Employee training and development programs can help staff stay up to date on changes in their
industry, such as in ethics, safety, or quality standards. They also can show staff new ways to think and
work, employing updated technology and processes and educating workers about cybersecurity threats.
Putting these new tools and practices to work in their day-to-day roles can lead to better outcomes for
employees — and their employers.
Training and Development Boost Employee:
Employee productivity is another area where the importance of training and development can be
seen. Employees who take part in effective training and development programs work more efficiently. To
evaluate the effectiveness of their employee development and training programs, organizations can
perform these measures, according to HR Technologist:
 Measuring performance results — Evaluating work outcomes to determine levels of improvement
 Giving pre- and post-training assessments — Asking employees to share what they expect from
training and development programs and whether the company’s efforts met those expectations
 Mining data — Studying data such as time spent on a course or dropout rates to glean insights
about how employees are engaging with the content
 Conducting polls and tests — Polls and competitions within the training can measure employees’
knowledge and engagement
 Employee productivity can be an indicator of a training’s effectiveness. Below are some examples
of ways that training and development programs boost employee productivity.

The main purpose of doing this research is to understand the process of Training and development that
takes place in an organization. This survey was conducted to analyze recruiting and selected positions
within the organization. Chapter 1 deals with introductions, literature reviews, methodologies, etc.
Chapter 2 deals with company profiles, industry profiles, missions, visions, etc. The Human Resources
department is responsible for the activities related to recruitment, selection, etc.
As the result of the study obtaining the result of analysis, some suggestions to improve the recruitment
and selection has also Be provided.

2|P a ge
 CHAPTER 1

THEORECTICAL BACKGROUND OF THE STUDY

INTRODUCTION
Human resources are important corporate assets, and the overall performance of a company depends
on how it is used. It is essential to hire someone with the necessary technical qualifications and
experience to achieve the company's goals. At that time, you should be aware of your company's current
and future requirements.
Success recruitment methods include a thorough analysis of work and labour market conditions. Nearly
the centre of the recruitment management process, the failure of recruitment is almost central to the
management process, the failure to recruit can lead to corporate difficulties, adversely affecting
profitability and the ability to be at an inappropriate level. Improper use can lead to labour shortages or
managerial decision-making problems.
However, recruitment does not have a simple selection process, but it also requires extensive planning to
employ managerial decisions and the best available personnel. Competition among business
organizations to bring out the best potential is focusing on innovation. Management’s decision-making
and choice is aimed at recruiting only the best candidates for corporate culture, ethics and climate
specific to the organization.

3|P a ge
TRAINING AND DEVELOPMENT
It is a subsystem of an organization. It ensures that randomness is reduced and learning or
behavioural change truces place in structured format.
Traditional And Modern Approach of Training and Development

Traditional Approach – Most of the organizations before never used to believe in training they were
holding the traditional view that managers are born and not made. There were also some views that
training is a very costly affair and not worth organizations used to believe more in executive pinching but
now the scenario seems to be changing.

The modern approach of training and development is that Indian Organizations have realized the
importance of corporate training. training is now considered as more of retention tool than a cost. The
training system in Indian Industry has been changed to create a smarter workforce and yield the best
results.

TRAINING DEFINED
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts and
changing of attitudes and behaviours to enhance the performance of employees training is activity leading
to skilled behaviour.
 It's not what you want in life, but it's knowing how to reach it

 It's not where you want to go, but it's knowing how to get there

 It's not how high you want to rise, but it' s knowing how to take-off

 It may not be quite the outcome you were aiming for, but it will be an outcome

 It's not what you dream of doing, but it's having the knowledge to do it

 It's not a set of goals, but it's more like a vision

4|P a ge
  It's not the goal you set. but it's what you need to achieve it

Knowledge, Skills and Abilities (KSA) through professional development.

Importance of Training and Development
Training and Development aids in organizational develop1nent i.e., Organization gets more effective
decision making and problem solving. It helps in understanding and carrying out organizational policies.
Training and Development helps m developing leadership skills, motivation, loyalty, better attitudes, and
other aspect that successful workers and1nanagers usually display.
 Optimum Utilization of Human Resources - Training and Development helps in optimizing the
utilization of human resource that further helps the employee to achieve the organizational goals
as well as their individual goals.

 Development of Human Resources Training and Development helps to provide an opportunity

and broad structure for the development of human resources 'technical and behavioural skills in
an organization it also helps the employees in attaining personal growth.

 Development of skills of employees - Training and Development helps in increasing the job
knowledge and skills of e1nployees at each level it helps to expand the horizons of hun1an
intellect and an overall personality of the employees.

 Productivity -Training and Development helps m increasing the productivity of the employees
that helps the organization father to achieve its long-term goal.

 Team spirit - Training and Development helps in inculcating the sense of team work, team spirit,
and inter-team collaborations it helps in inculcating the zeal to learn within the employees.

 Organization Culture - Training and Development helps to develop and improve the
orgm1izational health culture and effectiveness, it helps increasing the learning culture within the
organization

5|P a ge
  Organization Climate - Training and Development helps building the positive perception and
feeling about the organization the employees get these feelings fron1leaders, subordinates, and
peers.

 Quality - Training and Development helps in improving upon the quality of work and work life.

 Healthy work-environment - Training and Development helps in creating the healthy working

Environment, it helps to build good employee, relationship so that individual goals align with
organizational goal.
 Health and Safety - Training and Development helps in improving the health and safety of the
organization thus preventing obsolescence.

 Morale – Training and Development helps in improving the morale of the workforce.

 Image - Training and Development helps in creating a better corporate image.

 profitability - Training and Development leads to in1proved profitability and more positive
attitudes towards profit orientation.

6|P a ge
 CHAPTER 2
INDUSTRY PROFILE AND COMPANY PROFILE

INTRODUCTION:
Ola Cabs (stylized as OLΛ) is an Indian multinational ridesharing company, headquartered in
Bangalore. It also operates in other business verticals including financial services, cloud kitchens, and
used-car marketplace.
A variety of venture capitalists including Softbank have large stakes in the company. In January
2018, Ola extended into its first overseas market, Australia and launched in New Zealand in September
2018. In March 2019, Ola began its operations in the UK.
History:
In March 2015, Ola Cabs acquired Bangalore-based taxi service Taxi for Sure for approximately
₹12.37 billion (US$160 million). June 2015 onwards, Ola users gained access to TFS cabs via the Ola
mobile application. Later in the year in November, Ola further acquired Geotag, a trip-planning
applications company, for an undisclosed sum.
In a move to expand beyond cab aggregation, Ola acquired struggling food tech company Food panda
India with an eye on leveraging the growing food delivery segment business in December 2017.
In April 2018, Ola made its second acquisition with Ridlr (formerly Traffline), a public transport
ticketing app.
Later in August 2018, Ola financed Series A funding of the scooter rent start-up Vogo, and again in
December, invested another $100 million.
In March 2019, the Karnataka state transport department suspended Ola's operating license for six
months for violation of license conditions and violation of Karnataka On-Demand Transportation
Technology Aggregator Rules, 2016.
This was on account of Ola running bike taxi services though it only had license for four-wheeler taxi
operations. The company termed the order unfortunate and was looking at working with driving partners
to continue functioning. They also claimed to be in touch with authorities to sort things out.
In 2019, more than 10,000 drivers applied both in online and offline mode, ahead of its launch in
London. In February 2020, Ola launched its taxi-hailing services in London with over 25,000 drivers
registered.
Ola posted its first-ever operating profit of ₹90 crore (US$12 million) in the financial year 2020-21.

7|P a ge
Subsidiaries and services:
Apart from the ride-hailing business Ola Cabs, the holding company ANI Technologies operates Ola
Fleet, Ola Financial Services, Ola Foods, Ola Dash and Ola Cars. As of September 2019, it also owns a
6% stake in the electric scooter manufacturing company Ola Electric.
Ride hailing:
 Ola Cabs offers different levels of service, ranging from economic to luxury travel.[16] The cabs
are reserved through a mobile app and also through their website and the service accepts both
cash and online payments. It claims to clock an average of more than 150,000 bookings per day
and commands 60% of the market share in India as of 2014. As of 2019, the company has
expanded to a network of more than 1.5 million drivers across 250 cities.

 In November 2014, Ola diversified to incorporate auto rickshaws on a trial basis in Bengaluru.
After the trial phase, Ola Auto expanded to other cities like Delhi, Pune, Chennai and Hyderabad
starting in December 2014.

 In March 2016, it introduced bike taxi service on its platform. Ola has faced legal troubles in
many states where operating bike taxis is illegal.

Ola Fleet:

 In January 2015, Ola acquired radio taxi company Gabs for an undisclosed amount and renamed
it as Ola Fleet Technologies.

 Ola Fleet is engaged in leasing of cabs to partnered drivers.

Ola Foods:
 Ola entered food delivery segment in March 2015 under the name Ola Cafe, but stopped the
services in March 2016.

8|P a ge
  It began offering food delivery services again in December 2017 with the acquisition of Food
panda's Indian subsidiary for an undisclosed sum.

 Ola also announced that it would infuse up to $200 million in the food delivery unit. While the
number of users and orders went up in 2018 due to discounts and offers, the numbers dropped
sharply in early 2019. In June 2019, it stopped food delivery service and laid off most of its 1,500
delivery executives. However, it continued to operate Food panda's cloud kitchen business.

 As of 2021, Ola Foods operates more than 50 cloud kitchens, including its flagship brand called
Khichdi Experiment, in six cities.

Ola Dash:
 In July 2015, Ola launched Ola Store, a grocery delivery service in Bangalore, before shutting it
down in March 2016.

 In November 2021, Ola Store returned with quick delivery of grocery and essentials, starting with
a pilot launch in Bangalore.

 By January 2022, Ola set up 200 dark stores across 9 cities, and rebranded the service as Ola
Dash.

Ola Financial Services:

 In November 2015, Ola launched its mobile payments and wallet product called Ola Money.
 Ola Money is owned by Ola Financial Services, which also offers financial products such as
insurance, credit cards and vehicle loans.

Ola Cars:
 In October 2021, Ola launched its new and pre-owned car market place called Ola Cars in 30
cities.
 The online platform is also expected to sell new vehicles of Ola Electric and other brands.

9|P a ge
 Why ride with ola?

OLA AUTO

travel every day.

 It is an eco-friendly ride

 Value for the money

 Cashless ride

On time every time:

Hate waiting in the snarling each day?
Not any more with ola bike you can now reduce your travel time by at least 50 percentage
Simply book a book with a tap of the button and ride away with in minutes and all this

10 | P a g e
the most affordable rates in town.
 It is value for the money

 It’s a cash less ride.

Share:
Eco friendly rides at pocket-friendly rates. Full air-conditioned cars that you can share with others
depending on your route and location.

 It is a air conditioned cab

 Value for the money

 Carless ride

 Car sharing

Micro:

11 | P a g e
Small fares for short rides

 Eco friendly rides at pocket-friendly rates. Full air-conditioned cars that you can share with others
depending on your route and location.

 Compact yet comfortable AC cars that seats up to 3 people and give you grate value for your
money.

 Small fares for small rides

 It is a air conditioned cab.

 Compact hatchback.

 Space for 2 pieces of luggage.

Mini:

Everyday dependable ride

A regular comfortable AC hatchback that becomes you every day dependable ride. An economical
option for daily commute.

 Air-conditioned cab

 Value for money

12 | P a g e
  Regular hatchback

 Space for 2 pieces of luggage

Prime sedan:

Sedans with free Wi-Fi and top drivers.

Top rated drivers, and a hand-picked fleet of the best cars with extra legroom and boot space.
 Air-conditioned club.

 Free Wi-Fi

 Extra legroom

 Extra boot space.

 Executive ride.

Prime play:

13 | P a g e
Enjoy music, radio, videos on the go.
Cars with in cab entertainment consoles that allow you to watch movies, listen to music and stay
connected while on the move.

 Entertainment on ola play

 Free WIFI

 Family friendly ride

 Space for 3 pieces of luggage.

Prime SUV:

SUVs with free WIFI and top drivers

A perfect choice of car for your weekend gateways, with plenty of room everyone. Including that extra
bag.

 Extra legroom

 Air-conditioned bag

 Free WIFI

 Family friendly ride

 Space for 3 pieces of legs.

LUXURY:
14 | P a g e
The new luxury ride in town
Top of the line luxuries cars like Merced’s, BMW, and Audis powered by auto connect WIFI at
unbeatable fares and attractive hourly rental packages.

 Extra legroom

 Water available

 Luxury ride

 Connect phone via

15 | P a g e
 CHAPTER 3

RESEARCH METHODOLOGY
Literature Survey

According to Abbas Q. and Yaqoob (2009) Training and development is essential for all organizations
to achieve their objectives. Many researches have been done in this area for understanding the importance
of training and development. this fact is of no question that the most domineering apprehension for
organizations is performance. The study found that training and development had positively correlated
and claimed statistically significant relationship with employee performance and effectiveness. There
have been many studies conducted on this subject. HRM activities are considered as a gift in the eyes of
employees and training is one of them.
According to Iftikhar and Sirajud (2009) training and development is an important activity to increase
the performance of the employees. Without the training the organization cannot achieve the
organization’s strategic goals, mission, and effectiveness.
Rajasekar and Khan (2013) focused and analysed that employee training & development is one of the
essential parts of human resources management with the identification of organizational need, technique
and procedure at different industrial perspectives.
Abbas Z. (2014) Training is the learning process that is the indispensable part of human resource
development. According to training as an essential element to an employee for the development of the
companies because some of the employees have lack of knowledge skills and competencies and failed to
accomplish task on timely basis. Besides, Training is a learning activity directed towards the acquisition
of specific knowledge and skills for the purpose of an occupation or task. The focus of training is the job
or task for example, the need to have efficiency and safety in the operation of particular machines or
equipment, or the need for an effective sales force to mention but a few.
According to Saleem et al. (2011) training is an organized increase from the know-how skills and
sensations needed for staff members to execute efficiently in the offered process, as well as, to operate in
underling situation. Furthermore, training also increases the abilities of employees very effective way by
motivating them and converting them in to well organize and well- mannered, that ultimately affects the
performance of organization.
However, Laing (2009) training is defined as an indicator to enhance superior skills, knowledge,
capabilities and outlook of the employees that results in effective performance of the workers.
16 | P a g e
Moreover, he adds one more thing, that is, training extends the production of the organization. In line
with this is the believe that training is important mean to improve the employees‟ productivity which
ultimately affects the organization performance and effectiveness.
According to Nunvi (2006), training programs are directed towards maintaining and improving current
job performance while development seeks to improve skills for future jobs. Besides Armstrong (1996),
emphasized that training should be developed and practiced within the organization by appreciating
learning of theories and approaches, if training is to be well understood. Training is a type of Noble
International Journal of Business and Management Research 27 activity which is planned, systematic and
it results in enhanced level of skill, knowledge and competency that are necessary to perform work
effectively Gordon (1992).

On the other hand, development is a broad ongoing multi-faceted set of activities (training activities
among them) aimed at bringing someone or an organization up
to another threshold of performance, often to perform some job or a new role in the future.
While Singh and Mohanty (2012) explained in their research that training is an important tool for the
purpose of enhancing the workforce performance and it’ll ultimately increase the worth of an
organization but organization ought to be balance amongst training worth and training disbursement.
Besides, Chris (2011) employee training is essential for the organization to develop the performance of
the employees and the organization should evaluate the training program as per the objectives and
missions.
Armstrong M. (2009) has differentiated training from development by putting his concept into words
that development is meant to acquire new knowledge and skills that help to progress into
some future job requirements while training helps in gaining those competencies that enable the
employees to better perform in their present jobs.
According to Mahbuba (2013) assumed that trainer’s role is shifting from a simple role of providing
skills to active communicator, who makes an effort in achieving training as well as organizational
objectives. The main objective of the training is to improve the knowledge and skills, change attitude and
behaviour of the employees so that they can easily adapt the new technology in the organization for
production. As result the turnover and absenteeism rate will be less. Well trained employees show both
quantity and quality performance.
Singh and Mohanty (2012) believe that training is important mean to improve the employee’s
productivity which ultimately affects the organization performance and effectiveness. On the other hand,
17 | P a g e
Training must be talked in such a way that it covers the employee’s performance- development needs and
is in accordance with their job descriptions. In addition to the previous arguments, McConnell (2004)
supports a partnership approach between the employees and their companies in determining training
needs, as well as the involvement of the employees in setting up training goals.
Besides Mehrdad et al. (2009) also said that training techniques are classified into behavioral or On-the-
job (orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and
coaching) and cognitive or off-the-job (Lectures, computer-based training, games and simulations etc.
(McKenna and Beech, 2002) On the other hand Employee Training and Development strikes a balance
between research and real company practices which provide background in the fundamentals of training
and development such as needs assessment transfer of training, learning environment design, methods,
and evaluation (Noe, 2010). Basically, employee development includes training, education, and career
development. It also includes exchange of knowledge and experience.

18 | P a g e
 STATEMENT OF THE PROBLEM:
The problem statement included various factors such as knowing the training and development
facilities to the employees and also to know what best effort has been put in by the firm to improvise it so
that it can be utilized effectively and efficiently by the employees in the organization. Training and
Development leads to improved profitability and 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.
 Information Overload.

 Workforce Resistance.

 Ineffective Training Methods.

 Mundane v/s. Periodical tasks.

 Lack of Employee Engagement.

 Employee Roadblocks.

 Poor Feedback and Support System.

NEED FOR THE STUDY:

 The Training and development programs can help employees learn the skills they need in their
current roles and introduce leadership skills and software knowledge they will need in the future.
 One form of training, apprenticeship, allows employees to start as trainees and progress to a
higher-level role.
 Needs of training can be summed up as Improves morale of employees- Training helps the
employee to get job security and job satisfaction.

19 | P a g e
  Increased productivity- Training improves efficiency and productivity of employees. Well trained
employees show both quantity and quality performance.

OBJECTIVE OF THE STUDY:

1. To study factors affecting training and development of employees
2. To study the Effectiveness of training and development of employees in Hiring.
3.The impact of training and development on organizational
4. The impact of training on employee satisfaction.
5. To impart skills among the employees systematically so that they may learn quickly.

SCOPE OF THE STUDY:

The scope of training and development also expanded to include cross-cultural training, focus on the
development of the individual employee, and the use of new organization development literature to frame
training programs.
RESEARCH METHODOLOGY:
Research is "careful investigation or inquiry, especially by looking for new facts in all areas of
knowledge".
Methodology of the Study: A project is a systematic presentation of proposed conclusions in the form of
factual facts and recommendations of the collected data. Data is collected from both primary and
secondary sources.

DATA COLLECTION:

Primary Data:
Data using personal interviewing techniques are collected through self- designed surveys. The main data
collection for his purpose should be done by judging sampling conversation sampling.

20 | P a g e
Secondary Data:
Data was collected from Web sites, going through records of the organization, Books, Journals etc.
Research Design:
The study is conducted in a systematic procedure starting from selection of the topic to final report
preparation. The important part was to identify and collect data. They were classified, analysed,
interpreted, and presented in a systematic way to find important points. The overall process of the
methodology followed in the study is explained further.
Sample Size:
In this research work, the data has retrieved from 50 employees sample sizes.

Sampling method: Was conducted through Questionnaires

TOOLS OF ANALYSIS:

Data collected from sources is analysed and interpreted systematically with the help of statistical tools
such as percentages.

LIMITATION OF THE STUDY:

 The Research is limited to 6 weeks.

 Due to the time constraints, could not gather more information to justify exact condition of the
company.

 There were difficulties in obtaining data from executives and managers due to their busywork
schedule.

21 | P a g e
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

22 | P a g e
 TABLE 4.1: AWARE OF HUMAN RESOURCES PLANNING PROCEDURE

Response No. of Responses Percentage

Yes 40 80%

No 10 20%

Total 50 100%

Chart 2:Aware of human resoures planning procedure

50

50
45 40
40

35
30
25
20
15 10
10

5
0
Yes No Total

Analysis & Interpretation:

From the above table it is evident that 80% respondent are aware of human
resources planning procedure in OLA 20% respondent are not aware of human resources
planning procedure in OLA.

23 | P a g e
 4:2 How many training programs have you attended in last
5years?

No. of No. of Respondents % of

Years Responses

0-5 48 40%

6-10 29 24 %

10-15 24 20%

More 19 16%
than
15

Total 120 100%

Table 4.2 Number of programs and respondents

Interpretation

44 % of the employees have attended 6-15 training programs in the last 5 years, which
is an indication of an effective training policy of the organizations. However, 40% of the
employees have attended only 0-5 training programs, which needs to be even noticed by
the organizations.

24 | P a g e
 Table No 4:3

How often the training program are conducted in your organization?

Options No. of % of
respondents response

Every month 12 10%

Quarterly 30 25%

Half yearly 30 25%

Once in a Year 48 40%

Total 120 100%

Interpretation

From the responses received we can say that how often the training programs are
conducted in their respective organizations Frequency of training depends on the type of
work and the skills that operators possess and when there is possibility of new technology
in the market so that the employees are up to date
Usually, the trainings were planned once in a year according to 40% of the respondents
and half yearly in few organizations According to 25% of the employees and another
25% employees said training happens quarterly while 10% of the employees said that
there were training programs every month and this would be on some special purpose

25 | P a g e
 4:4 Marital status respondents:

Marital Status No of respondents

Married 18

Unmarried 82

Marital Status respondents

Marital status respondents

0 0

18

82

Married Unmarried

Analysis and Interpretation

From the above table, it can be analyzed that out of 100 percent respondents 82% percent of
respondents are unmarried in the marital status, 18% percent of respondents are belongs to the
marital status married.

26 | P a g e
 TABLE 4.5

Does Organization provide training to new Employees

Particulars No of respondents

Yes 91

No 9

Does Organization provide training to new Employees

100
91
90
80
Perecenatge

70
60
50
40
30
20
10
0
Yes No

9Options

27 | P a g e
 Analysis and Interpretation

From the above table and graph showing the most of 91% of respondents are given response Yes
Organization provides training to new Employees, only 9% of respondents are given response No
Organization provides training to new Employees

28 | P a g e
 TABLE 4.6: RATING FOR EFFECTIVENESS FOR THE INTERVIEWING PROCESS
AND ANY OTHER SELECTION INSTRUMENTS LIKE TESTING

Response No. of Responses Percentage

Poor 4 16%

Adequate 25 50%

Excellent 21 42%

Total 50 100%

Chart 9: Rating for effectiveness for the interviewing process and any other
selection instruments
60

50

40

30

20

10

0
Poor Adequate Excellent Total

Analysis & Interpretation:

In the above table, 50% of respondents answered that the evaluation for the effectiveness of the
interview process and other selection instruments such as testing is adequate, and 42% of the
respondents test the evaluation for the effectiveness of the interview process Choice equipment
such as is excellent.

29 | P a g e
 4:7 Satisfied with the service of Hiring studios training and development

Particulars in costumers No of respondents

Satisfied 43

Not satisfied 8

Neutral 2

Highly satisfied 32

Highly not satisfied 15

Satisfied with the service of OLA training and development

50
45 43
40
Perecenatge

35 32
30
25
20
15
15
10 8
5 2
0
Staisfied not satisfied neutral highly statisfied highly not satisfied

option

30 | P a g e
 Analysis and Interpretation

From the above table and graph, it can be analyzed that 43% respondents are satisfied with the
service of OLA training and development, 8% respondents are not satisfied, 2% respondents are
neutral,32% respondents are highly satisfied with and remaining 15% respondents are highly not
satisfied.

31 | P a g e
 TABLE 4.8: MAIN MOTIVE BEHIND CHOOSING THE JOB AT OLA

Response No. of Responses Percentage

Financial support 8 16%
Skill enhancement 10 50%
Knowledge gaining 9 18%
Career growth 23 70%
Total 50 100%

Analysis and interpretation:

The above table shows that 46% of the respondents says that main motive behind choosing the
job at Karnataka. OLA career growth, 70% of the respondents says that main motive behind
choosing the job at OLA is through skill enhancement, 50% of there respondents says thatmain
motive behind choosing the job at OLA is for knowledge gaining.

32 | P a g e
 4:9 Often the training program conducted in the OLA:

Particulars No of respondents

Regularly 63

Quarterly 19

Half yearly 7

Yearly 11

Often the training program conducted in the OLA

70
63
60
Perecenatge

50

40

30
19
20
11
10 7

0
Regularly Quarterly Half yearly Yearly

option
Analysis and Interpretation

From the above table and graph, it can be analyzed that majority 63% respondents are given Regularly
often the training program conducted in your organization, 19% respondents are given Quarterly often
the training program conducted in your organization, 7% respondents are given Yearly often the
training program conducted in your organization.

33 | P a g e
 TABLE 4.10: SATISFIED WITH THE PROGRAMME OF INDUCTION AND
ORIENTATION

Response No. of Responses Percentage

Yes 42 84%

No 8 16%

Total 50 100%

Chart 13: Satisfied with the programmed

of

yes yes
Total 42%
50% No
Total
No
8%

Analysis and Interpretation:

The above table depicts that 84% of the respondents says yes that they are satisfied with the
programmed of induction and orientation in your company and 16% of the respondents says
nothat they are not satisfied with the programmed of induction and orientation in your company.

34 | P a g e
 TABLE 4.11: SATISFIED WITH THE TRAINING PROCEDURE IN THE OLA

Response No. of Responses Percentage

Strongly Disagree 1 2%
Disagree 3 6%
Neither agree nor disagree 5 10%
Agree 21 42%
Strongly agree 20 40%
Total 50 100%

Chart 14: Satisfied with the training procedure in the

OLA

Total

Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly Disagree

0 5 10 15 20 25 30 35 40 45 50

Analysis and Interpretation:

In the above table, 42% of respondents say they are satisfied with the training procedure given
by the organization, and 40% of the respondents say they are satisfied with the training
procedure given by the organization Also, they disagree with the satisfaction of the training
procedures given to the organization, and 6% of the respondents do not oppose dissatisfaction
with the training procedures given to the organization.

35 | P a g e
 TABLE 4.12: SUCCESSION PLANNING IS IN ADVANCE IN OLA

Response No. of Responses Percentage

Strongly Disagree 2 4%
Disagree 3 6%
Neither agree nor disagree 6 12%
Agree 24 48%
Strongly agree 15 30%
Total 50 100%

SUCCESS PLANNING IN ADVANCE OLA

60

50

40

30

20

10

0
Strongly Disagree Neither agree Agree Strongly agree Total
Disagree nor disagree

Analysis & Interpretation:

The above table depicts that 48% of the respondents agree to succession planning is in advance
in OLA, 30% of the respondents strongly agree to succession planning is in advance in OLA
and 12% if the respondents neither agree nor disagree to succession planning is in advance
in OLA and 6% of the respondents disagree to succession planning is in advance in OLA.

36 | P a g e
 CHAPTER 5

SUMMARY OF FINDINGS, SUGGESTION &

CONCLUSION

5.1 FINDINGS:

 The study depicts that 80% respondent are aware of human resources planning procedure in
OLA and 20% respondent are not aware of human resources planning procedure in
OLA.
 Age Majority of 56% percent of respondents are male, 44% percent of respondents are female.

 Among the respondent’s 23% percent of respondents are PUC qualification, 35% percent
ofrespondents are completed Graduation and Remaining 42% percent of respondents are
completed Post Graduation

 Majority 65% of the respondent’s occupation is business people and 20% of the respondents are
students and 15% of the respondents are professionals.

 Out of 100 percent respondent’s 82% percent of respondents are unmarried in the
maritalstatus, 18% percent of respondents are belonging to the marital status married.

 Most of 91% of respondents are given response Yes Organization provides training to new
Employees, only 9% of respondents are given response No Organization provides training to
new Employees

 most of 59% respondents are given response is on the job kind of training methods are being
followed in your Hiring studios, 21% respondents are given response is off the job kind of
training methods are being followed in your Hiring studios, 13% respondents are givenresponse
is Both kind of training methods are being followed in ola.

37 | P a g e
  Analyzed that 43% respondents are satisfied with the service of OLA training and
development, 8% respondents are not satisfied, 2% respondents are neutral,32% respondents
are highly satisfied with and remaining 15% respondents are highly not satisfied.

 Majority 63% respondents are given Regularly often the training program conducted in your
organization; 19% respondents are given Quarterly often the training program conducted in
your organization.

 Majority 51% respondents are given performance basis of selection of training program is
done, 23% respondents are given working level basis of selection of training program is done,
20% respondents are given Fresher level basis of selection of training program is done.

 Most of 70% of respondents are given Yes we are participating in the training event and 30%
of respondents are given No we are participating in the training event .

 Majority 80% of respondents are given response is yes training material is useful in job to
develop the skills and only 3% of respondents are given no training material is not use full in
the job.

 Majority 76% respondents are given yes showing them do you feel training and development
program is helpful in future or not and only 24% of respondents are given number.

38 | P a g e
 5.2 SUGGESTIONS:

 Many organizations have realized the importance of the role of Training and Development
programs as it increases the organization’s people efficiency, skills and productivity. In order
to achieve the benefits of training initiative.
 The research shows that there is 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 in order to reduce the cost of
recruiting and training new members.
 On the other hand, the provision of feedback to employees after training is recommended in
order for employees to become aware of areas where they can improve their performance.

 The organization should focus on awareness of human resources planning procedures.

 The OLA should focus on the time management for completing the interview process.

 OLA should also focus on internal promotion should be performed regularly over a specific
period of time.
 The organization should focus on the human resources to provide an adequate pool of
quality applicants for growth of the organization.

 The OLA should focus on the promotion of the employees for effective achieving of
the vision and mission.

39 | P a g e
 5.3 CONCLUSION:

 To conclude the summary of the project report titled “a study on Training and
development at “OLA”.
 Training and Development is an important aspect of human resource management.
It is important for organization to get skilled and capable employees for better
performance, and employees will become competent when they have the
knowledge and skill of doing the task. Training and Development would provide
opportunities to the employees to make a better career life and get better in the
organization. Therefore, the purpose of this study is to analyze the impact of
training and development on employee performance. Human Resources
Department is continuously hiring skilled people and thus provides trainings to
cope with global challenges. Through various Human Resources activities and
training programs they retain talent in the organization, ensure career path for
performers to perform more efficiently and effectively to contribute more and
more.

 It has received both favorable and unfavorable responses from both the
interviewer and the candidates. The study of the project is carried out as per
norms of Visvesvaraya Technological University for the academic purpose.

 The study in “OLA” helped us understand the various aspects of the organization
and how the organization works and how to identify and solve problems.

 The organization's recruitment sources are based on factors, both internal and
external. The recruitment of candidates for a particular post depends on the
age, experience, qualifications, and percentage of the academic year. The
selection process is entirely based on communication skills and technical
qualities.

40 | P a g e
  Human resources are becoming an integral part of an organization. Work,
functions, tasks, and tasks may be performed by a skilled person skilled in the art.
When the number of members of the organization is aware of the more
appropriate recruitment and selection process that can make a choice of
human resources in the right way. The employed individual may have
experience and knowledge, but how to change within the organization about
various aspects such as working conditions, attitudes and behavioral
characteristics of job-performing employers, how to increase productivity, the
use of innovative technologies, and so on. When an employee is selected, it
must be dedicated to a loyal organization. They must attempt to perform their
duties and have the qualities of wit, diligence, and conscience. Finally, it may be
said that organizations are required to practice recruitment and selection processes
with accuracy, accuracy, and truth.

Page | 41
 CHAPTER 6

BIBLOGRAPHY

 www.wikipedia

 www.google.com

Page | 42
Page | 43
Page | 44
Page | 45
Page | 46
Page | 47
Page | 48