© 2020 JETIR August 2020, Volume 7, Issue 8 www.jetir.

org (ISSN-2349-5162)

A STUDY ON TRAINING AND DEVELOPMENT

Ms. Joga Shirisha, Master of Business Administration,

Mrs. D. Kavitha, Assistant Professor, Department of Master of Business Administration,

DRK Institute of Science and Technology, Bowrampet, Hyderabad, Telangana 500043.

1. INTRODUCTION: It seems to a very simple principle but in practices

it’s a difficult task. Now a days organization
Human Brain, which has high degree of reasoning
realizing of importance of having Right Man in
and analytical ability, retains its strength even after
Right Place for a Right job and giving more
80 years of life. So we can imagine the capacity of
importance to recruitment.
human brain and the abundant resource, which a
human has. If the man starts developing the human Not all the candidates can be selected to the job
resource, he can make wonders in this world as he there needs some department to filter all the
is making now. But the facts is let us put a question candidates according to their capabilities. There
to ourselves are we there where we should have comes the evolution of Selection Criteria.
been? In all aspects of human development I think
we cannot definitely say yes. It is not too late to After all these two stages are completed
realize the human resource and its development. there comes into the picture of training and
development programs. Once the required
People make organization grow and in order to candidates are recruited the training and
facilitate that organization should make their people development programs takes place. India, with
grow continuously. Although training and second largest population in world, which means
development processes may have exported in some are rich with human resources in proper way to
form in the country, earlier a professional out look prosper our country. It can be only done through the
came in early seventies. latest methodology of training and development.
Human Resource Development mainly deals Training is required by any organization that
with the Recruitment, Training Development desires to be dynamic and growth oriented or to
Programs. It is necessary for any Organization to succeed in a fast changing environment.
look for the quality in the Human Resource, which Organization can become dynamic and grow only
paves a better path for the success of organization. through the efforts and competencies of human
Appointing the employees with good skills and resources. Personnel Policies can keep the morale
qualification can do it. So we need one department, and motivation of employees high, but these efforts
which looks for the quality in employees. So a are not enough to make the organization dynamic
department by name “Recruitment” evolved to and take it in new directions.
increase the success rate of the organization
Employee capabilities must continuously be
This generally deals with attracting the acquired, sharpened, and used for this purpose. An
human resource for a particular job and just enabling organizational culture is essential, when
increases the selection ratio. It means that calling employees use their initiative, the risks, experiment,
more people for one job and thus selecting the innovate and make use of their initiative, to make
higher quality employees including his merit, skills, things happen. An organization even if has reached
qualification etc

JETIRED06001 Journal of Emerging Technologies and Innovative Research (JETIR) www.jetir.org 1

© 2020 JETIR August 2020, Volume 7, Issue 8 www.jetir.org (ISSN-2349-5162)

its limit in terms of growth needs to adapt to the 1) To study the Employee Training and
changing environment. Development at AMAZON India,
Hyderabad.
Training and development has gained 2) To study the employees attitude towards
increasing attention in the last decade from human Employee Training and Development
resource specialist, training and development 3) To understand the H.R. Practices regarding
professionals, chief executives and line managers Employee Training and Development
many dimensions there is likely to be a knowledge 4) To evaluate the effectiveness of Employee
explosion in training and development are still Training and Development.
being explored in the next decade, there is likely to 5) To make suggestions on Creative Ideas for
be a knowledge in training department. Employee Training and Development.

AMAZON India is one of the biggest organizations

2. LITERATURE SURVEY
using the highest manpower. So on order to be
convenient to my topic EMPLOYEES TRAINING Empirical study 1:
AND DEVELOPMENT and to get the more details
and to have a clear view about the subject With the line of differentiation diminishing, human
competence is being acknowledged as the ultimate
I am interested to the select AMAZON India as an differentiating factor in all forward looking
example and explained about the Recruitment, organizations. Accordingly, the HR function is
Training and development activities in AMAZON increasingly gaining importance in the overall
India. strategic fit in the organizations and conscious
efforts are being put into take care of the human
The followed data gives a clear picture about the capital for sustained organizational growth. In the
Recruitment, Training and Development activities in article, an attempt has been made to understand
AMAZON India. some important HR initiatives that have helped
NEED OF THE STUDY companies to rise to the changing business
Human resource is an important requirement in any environment and contributed towards achieving
organization. This study includes the various corporate objectives. The paper undertakes a survey
methods followed organization for training of the state of software industry In India. This
&development. And to know the effectiveness of industry has been growing at over 50% per year
the training and development since 1991, and has emerged as a major export
earner for the country. In 1997- 98 soft ware
exports were $1.75 billion’s with an overall growth
SCOPE OF THE STUDY rate of 58% operating through satellite links, Indian
programmers are providing IT support to US. And
The scope of the study is limited in Hyderabad with
European firms in areas ranging from software
employees of AMAZON India. The result was
development and maintenance, back-office
taking out of the data collected.
operations, data transcription and transmission,
OBJECTIVES OF THE STUDY telemarketing, and other related areas. Despite
India’s success in the software industry, its share of
The objective of the study is the survival of every the $360 billion’s software and services industry is
organization in the market, it is very essential to less than 1%. We examine the key policy issues for
enhance its production and productivity. To raise the sector, as well as the operational, manpower,
the production and productivity, Human resources finance, HR development and marketing issues
are important factor: making comprehensive recommendations that can

JETIRED06001 Journal of Emerging Technologies and Innovative Research (JETIR) www.jetir.org 2

© 2020 JETIR August 2020, Volume 7, Issue 8 www.jetir.org (ISSN-2349-5162)

further accelerate the growth of this industry both in STATISTICAL TOOLS APPLIED:
the domestic and global markets.
CHI SQUARE TEST:
Empirical study 2:
The square test is used for testing the hypothesis
Between January and March 2008, Blessing- White, when distribution of the population is not known
global consulting firm based in the US, in and nominal data is to be analyzed. Chi square test
partnership with HR Annexe, a leading HR is applied in statistics to test the goodness of fit to
consulting firm based in Mumbai, collected global verify the distribution of observed data with
responses to an online survey. The objective of the assumed theoretical distribution. It is a measure to
study was to analyse worldwide employee study the divergence of actual and expected
engagement trends. Blessing White’s global survey frequencies. It has great use in statistics, especially
results in 2004 and 2006 determined that the in sampling studies.
majority of employees liked their work but were not
necessarily focused on what mattered most to the If the computed value of chi square is greater than
organisation. Last year’s findings suggested that, the table value of chi square at certain level of
despite a majority (60 per cent) saying they planned significance, we reject null hypothesis. On the other
to remain with their employers, a disappointing hand , if the calculated value is lesser than the table
portion of those employees (21 per cent) was truly value, we accept the null hypothesis. This implies
engaged. that the discrepancy may be due to fluctuations in
sampling.
3. RESEARCH METHODOLOGY
SAMPLE DESIGN: LIMITATIONS OF THE STUDY:

The sample of the present study is of all the  Due to time constraints the study was limited
employees in organization. And the sampling only for 45 days .The remaining 20 days were
method is used simple random sampling method devoted to part I schedule work.
SOURCES OF DATA:
 Random sampling method has been adopted and
Primary data: A structured questionnaire is all limitations applicable to that method are
prepared and collected information through the applicable here also.
questionnaire from all the employees of the
organization.  The authenticity of information provided by the
Secondary data: Details were collected from the New Entrant Manager cannot be assured.
company records and the websites of the
organization.  Analysis of the data has been done based on the
assumptions that the information provided by the
SAMPLE METHOD: respondents is genuine.
Sample size : 100 Employees.
 The sample size is small when compared to total
Sample unit : All Employees. universe, Hence the capability of study to the whole
universe is constraint.
Sample method : Simple Random Sampling

 This study covers those employees who are

working at AMAZON INDIA.

JETIRED06001 Journal of Emerging Technologies and Innovative Research (JETIR) www.jetir.org 3

© 2020 JETIR August 2020, Volume 7, Issue 8 www.jetir.org (ISSN-2349-5162)

 To understand and knowledge may vary from experience ranging from 10-15 years, 12 % of the
person to person. The replied gives by the respondents have an experience ranging from 1-5
respondents are taken for granted, though they years, 3% of the respondents have an experience
are not uniform. ranging from 16-20 years, and 2% of the
respondents have on experience ranging from 21-25
 Since names are mentioned in most of years. Most of the employees are long standing
questionnaires, most of the employees answered once in the organization with several years of
favorable to the company. This might have led experience.
to wring finding in the study.
4. DEPARTMENT
 The interpretation being based on percentage
INTERPRETATION:
method is not definite.
Majority of the respondents belong to technical
 The report is subjects to changes with fast divisions. In the above table 53% of the employers
changing scenario. are employed in manufacturing dept., while another
30% of employers are employers are employed in
4. DATA ANALYSIS & INTERPRETATION plant engineering department and 9% of employers
are employed in procurement & services
1. Age Profile of the respondents department, another 7% of employers are employed
in marketing while a meager 1% of them are
INTERPRETATION: employed in research & development.

The above table shows that 53% of the respondents 5. HELD OF ANY JOB BEFORE TRAINING IN
belong to the age group of 20-30 years, 39% of the THE ORGANIZATION
respondents fall in the group of 31-40 years 8% of
the respondents fall in the group of 41-50, years. INTERPRETATION:
The respondents belong to the young workforce
group. The above table shows that the 97% of respondents
hold working experience, before gaining job in this
2. QUALIFICATION OF RESPONDENTS company and 3% are fresher.

INTERPRETATION: .5. FINDINGS OF THE STUDY

In the above table shows that the majority 39% of 1) Most of the Respondents (97%) had job
the respondents constitute Diploma, 33% of the experience before they are placed under
Respondents constitute Inter, 12% of the training.
respondents constitute SSC, 8% of the respondents 2) It is found that 100% of the respondents have
constitute Degree and the same percent of attended the training programmed provided by
respondents constitute IT I. AMAZON INDIA.
3) It is found that 90% of the respondents felt that
3. EXPERIENCE OF THE EMPLOYEES the training programme in AMAZON INDIA is
satisfactory.
INTERPRETATION:
4) Most of the respondents (87%) opinioned that
the topics discussed is good in the training
In the above table shows that the majority 70% of
programme.
respondents have an experience ranging from 5 – 10
years, and 13% of the respondents have an
JETIRED06001 Journal of Emerging Technologies and Innovative Research (JETIR) www.jetir.org 4
© 2020 JETIR August 2020, Volume 7, Issue 8 www.jetir.org (ISSN-2349-5162)

5) It is found that 100% of the respondents feel program, its modules, the kind of employees
that the method of teaching in the training who ought to take the benefits have to be
programme is good. made transparent. This encourages the
6) According to my analysis and interpretation employees not only to prepare themselves
majority of the respondents given positive but also to participate in the program and
opinion towards training methods followed by put forward their best efforts.
the company. 3) Modules of program to be rescheduled on
7) Most of the respondents (94 %) agreed that they par with changing conditions.
are improving their knowledge through training 4) To ensure maximum benefit from the
program given in AMAZON INDIA . training, performance of employees should
8) It is found that 80% of the respondents agreed be evaluated by the employee supervisor
that they are benefited both quality of work and before and after training program.
quality of life. 5) A positive way to improve productivity is to
9) It is found that 100% of the respondents said that ensure that cordial relationship among the
the training programme will helping achieving employees is converted into learning
their individual as well as organizational goals. experiences.
10) It is found that 90% of the respondents have
opinioned that they are identified positive
changes in attending duty regularly, improving 6. CONCLUSION
skills and knowledge and increasing
productivity. The study “on Training and Development of
11) Most of the respondents (90%) have felt that the employees in AMAZON INDIA highlighted that
cordial relationship between colleagues and almost all employees are satisfied with their
subordinates is good. training.
12) Most of the respondents (75%) have suggested Though training is imparted to the workers both by
that continue the same training programme and the internal and external faculty on a whole gamut
improvement in present training programme. of work related activities, it is the internal faculty
who could successfully transmit the ergonomic
knowledge and translate the same into the requisite
SUGGESTIONS
skills in practice particularly with the workers in a
It is suggested that the management has to conducive job ambiences and the easily
take the following steps that are necessary for the comprehensible vernacular version used by them
effective utilization of training programmes by the
employees in AMAZON INDIA. REFERENCES

1) It is suggested that in the Off- the- job www.AMAZON India .com

methods the organization has to introduce www.citehr.com
conference or discussion training programs.
So that the employees are put in the www.hr world.com
situation or will help them to explore into
the application of skills.
2) The company has to give complete
information about the training programs and
the benefits of training to employees before
conducting training. every small piece of
information about the up coming training

JETIRED06001 Journal of Emerging Technologies and Innovative Research (JETIR) www.jetir.org 5