A SYNOPSIS ON

“TRAINING AND DEVELOPMENT”

AT
“D-MART”
BY
M. SATVIKA
(HALL TICKET NO: 2129-21-672-122)
Synopsis for project to be submitted for the award
of the degree of
MASTER OF BUSINESS ADMINISTRATION
OSMANIA UNIVERSITY
2021-2023

AURORA’PG COLLEGE, NAMPALLY

INTRODUCTION
Human Resource Management has come to be recognized as an inherent part of management,
which is concerned with the human resources of an organization. Its objective is the
maintenance of better human relations in the organization by the development, application
and evaluation of policies, procedures and programmes relating to human resources to
optimize their contribution towards the realization of organizational objectives.
In other words, HRM is concerned with getting better results with the collaboration of people.
It is an integral but distinctive part of management, concerned with people at work and their
relationships within the enterprise. HRM helps in attaining maximum individual
development, desirable working relationship between employees and employers, employees
and employees, and effective modeling of human resources as contrasted with physical
resources. It is the recruitment, selection, development, utilization, compensation and
motivation of human resources by the organization.
DEFINITIONS
Human resources may be defined as “the total knowledge, skills, creative abilities, talents and
aptitudes of an organization's workforce, as well as the values, attitudes, approaches and
beliefs of the individuals involved”. – Leon C. Megginson
“Human resource management is concerned with the most effective use of people to achieve
organizational and individual goals”. – Ivancevich and Glueck
The early part of the century saw a concern for improved efficiency through careful
design of work. During the middle part of the century emphasis shifted to the employee's
productivity. Recent decades have focused on increased concern for the quality of working
life, total quality management and worker's participation in management. These three phases
may be termed as welfare, development and empowerment.
Human Resource Management: Nature
Human Resource Management is a process of bringing people and organizations
together so that the goals of each are met. The various features of HRM include:
 It is pervasive in nature as it is present in all enterprises.
 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individuals and groups.
 It tries to put people on assigned jobs in order to produce good results.
  It helps an organization meet its goals in the future by providing for competent and
well-motivated employees.
• It tries to build and maintain cordial relations between people working at various levels in
the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from psychology,
economics, etc.
Human Resource Management: Scope
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower planning, recruitment, selection,
placement, transfer, promotion, training and development, layoff and retrenchment,
remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as canteens, creches,
rest and lunch rooms, housing, transport, medical assistance, education, health and safety,
recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations, joint consultation,
collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
 It is every manager's responsibility to ensure the development and utilization of the
capabilities of subordinates.
Human Resource Management: Objectives
 To help the organization reach its goals.
 To ensure effective utilization and maximum development of human resources.
 To ensure respect for human beings to identify and satisfy the needs of individuals.
 To ensure reconciliation of individual goals with those of the organization.
 To achieve and maintain high morale among employees.
 To provide the organization with well-trained and well-motivated employees.
 To increase to the fullest the employee's job satisfaction and self-actualization.
 To develop and maintain a quality of work life.
 To be ethically and socially responsive to the needs of society.
 To develop overall personality of each employee in its multidimensional aspect.
 To enhance employee's capabilities to perform the present job.
 To equip the employees with precision and clarity in transaction of business.
 To inculcate the sense of team spirit, team work and inter-team collaboration
 In the Present competitive and dynamic environment, it has become essential for
organization to build and sustain competencies that would provide them sustainable
competitive advantage. Dynamic and growth-oriented organizations recognize training as an
important aspect of the managerial functions in a rapidly changing economic and social
environment. Every organization needs well-adjusted, trained, and experienced people to
perform its activities. As jobs in today’s dynamic organizations have become more complex,
the importance of employee training has increased.
MEANING:
Training refers to the teaching/learning carried on for the primary purpose of helping
members of all origin to acquire and apply the knowledge, skill, abilities and attitudes needed
by that organization.
Training is the short- term process utilizing a systematic and organized procedure by
which non –managerial personnel learn technical knowledge and skills for a definite purpose.
Training enables employees to develop and rise with in the organization and increase their
“Market Value” earning capacity and job security.
Training is the act of increasing the knowledge and skills of an employee for doing a
particular job. In other words, training improves, changes, moulds the employees knowledge,
skill, behaviour, aptitude and attitude towards the requirement of the job and organization.
Thus, training bridges the difference between job requirement and employees present.
DEFINATION of TRAINING
 Training is defined as “a planned programme designed to improve performance and to
bring about measurable changes in knowledge, skills, attitude and social behavior of
employees for doing a particular job”.
 Training is a continuous process of learning in human resource development, which is
aimed at developing and enhancing an individual’s efficiency, capacity, and
effectiveness at work.
 Dale S. Beach defines the training as “the organized procedure by which people learn
knowledge and/or skill for a definite purpose”.
TRAINING v/s DEVELOPMENT
Managers use the term Training and Development interchangeably. However, there
are some differences between them. Training is often referred to as importing specific skills
and behavior. The specificity is in terms of learning a specific course content or skill like a
computer language, machine operations, playing tennis, etc. The focus is on improvement in
performance after training along with a perceptible behavioral change. Training often caters
to organizational needs. The training programme may be prompted of certain changes present
or anticipated in the structure and processes of organizations. Hence, the impact of training
may be experienced and assessed by organization immediately. Usually administrative,
supervisory, and technical workforce may be exposed to training programmes.
Development on the other hand is holistic, often aiming at overall personality development.
The content of a development programme includes conceptual or theoretical inputs,
perspective strategic thinking or focusing on behavioral aspects such as leadership skills,
managing teams, groups, etc. The intent is to provide training in non technical areas of
problem solving, decision making, people skills, etc.
THEORETICAL REVIEW
Significance OF TRAINING:
The significance of HR the board to an enormous degree relies upon HR improvement.
H.R.D. is only preparing of workers and preparing as its most significant procedure. No
association can get a hopeful who precisely suits with the activity and the beginnings
necessities. Consequently, preparing winds up fundamental is imperative to build up the
worker and make him reasonable the activity. Preparing progresses in the direction of
significant worth increments to the organization through HRD.
Occupation and hierarchical necessities are not static rather they are changed dynamic. Every
once in a while in perspective on the mechanical progression and charge in the consciousness
of the complete quality and profitability the executives (TQPM). The goals of the TQPM can
be accomplished distinctly through preparing, which creates human abilities and productivity.
Preparing workers would be an important resource for an association.
Authoritative effectiveness, profitability, advancement and improvement to a more prominent
degree depend up on preparing. On the off chance that the required preparing is a not given.
It prompts execution, disappointment of the representatives. Authoritative destinations like
feasibility, solidness and development can likewise be accomplished by giving through
preparing. Preparing is significant, as it establishes a critical piece of the executives control.
The preparation, improves four 'C's for the association viz.
 Competence
 Commitment
 Creativity
 Contribution
BENEFITS OF TRAINING:
 How preparing Benefits the Organization: -
 Leads to improved productivity as well as increasingly inspirational frames of mind
towards benefits, association.
 Improves the activity learning and ability at all degrees of the association.
 Improves the spirit of the workforce.
 Helps individuals relate to hierarchical objectives.
 Fosters specialist, receptiveness and trust.
 Improves the connection send among manager and subordinates.
 Aids in authoritative advancement.
 Learns from the learner.
 Helps get ready rules for the frail guides in comprehension and completing
hierarchical approaches.
 Provides data for future needs in every aspect of the association.
 Organization gets increasingly emotional in basic leadership and critical thinking.
 Aids on creating initiative abilities inspiring reliability, better frames of mind and
different perspectives that effective specialists and directors generally show.
 Helps minimize expenses in numerous regions, for example creation, faculty,
organization and so forth.,
 Develops an awareness of other's expectations to the association for being equipped
and proficient.
 Improves work the board relations.
 Reduces outside counseling costs by using able inner counseling.
 Stimulates preventive administration rather than putting out flames.
 Eliminates sub-discretionary conduct, (for example, concealing instruments).
 Creates and fitting atmosphere for development and correspondence.
 Helps representatives modify o change.
 Aids in dealing with struggle, in this manner counteracting pressure and strain.
 Advantages to the person, which to turn eventually should profit the association:
REVIEW OF LITERATURE
ARTICLE/JOURNALS
The following are the outcomes of studies conducted by various researchers on Training and
development practices in Organizations:
LITERATURE REVIEW-1
TITLE: Training and development
AUTHOR: K.V.S.N Jawahar
JOURNAL: Published by babu K.V.S.N Jawahar,valliS.kaleshaMasthan
(Volume 14,Issue 2 (Nov,- Dec.2013))
ABSTRACT:
Health, safety and the Training and development of promoting the efficiency of employee.
The various welfare measures provided by the employer will have immediate impact on the
health, physical and mental efficiency, alterness, morale and overall efficiency of the worker
and there by contributing to the higher productivity. The basic propose of Training and
development is to enrich the life of employees and to keep them happy and conducted.
Welfare measure may be both statutory and non-statutory; laws require the employer to
extend certain benefits to employees in addition to wages or salaries. In the present study an
attempt has been made to study the Training and development facilities and its impact on
emlpoyee’s efficiency at vindhaTelelinks Ltd. Rewa Madhya Pradesh. The study show the
Training and development facilities and its impact on employee efficiency at vindhatelelinks
Ltd. Rewa appear good. The average mean score and percentages score of the overall of 22
items has been computed at 3.64(66%).
LITERATURE REVIEW -2
TITLE:A study on Training and development
AUTHOR: Logasakthi K. and Rajagopal K
JOURAL:Published by Logasakthi K. and Rajagopal K.(2013)
Vol.1(1)pp 1 -10.(2013))
ABSTRACT:
The present study is made an attempt to identity welfare facilities and employee’s satisfaction
level about welfare facilities adopted at Bosch limited, Bangalore. To achieve the aforesaid
objective data is gathered from 100 employees of thr organisation with random sampling
technique. It is found that most of the respondents are aware about the legislative and non-
legislative Training and development facilities provided at the company, welfare facilities
like medical, canteen, working environment, safety measures etc., are provided by the
company. And most of the employees are satisfied with the welfare facilities adopted by the
company towards the employee’s welfare.
LITERATURE REVIEW -3
TITLE: Current trends in Training and development schemes.
AUTHOR: MohanReenu and Panwar J.S
JOURNAL:Published by MohanReenu and Panwar J.S (2013)
(Vol. 1,Issue 6, Nov 2013)
ABSTRACT:
Employees are undeniably crucial stakeholders who influence organizational effectiveness by
stabilizing the tremors caused by business environment. Every organization has an
inexplicable role to play in providing welfare facilities to the stakeholders not just monetary
but also non-monetary, which go beyond money of which employees are the one who make
the cut if prioritized. A satisfied employee is the key ingredient for progress of every
organization and the concept of employee was and will always a part of organizational
efficiency. These facilities may either be voluntarily provided by the progressive and
enlightened at will as a social responsibility towards employee, or laws may compel them to
make provision for these facilities by the government and trade unions.Employee have
always been an integral part of an organisation and in and this study an effort is put to realize
the measure implemented to seek Training and development service sector by the way of
making their work life contented.
LITERATURE REVIEW -4
TITLE:Journal of Workplace Behavioural Health
AUTHOR: Joseph I. and Varghese R
JOURNAL:Published by Joseph I. and Varghese R.(2009)
Vol. 24 (1&2) pp: 221-242.
ABSTRACT:
Welfare is concerned with the total well being of employees both at work and at home.
Training and development entails all those activities of employer, which are directed towards
providing the employees with certain facilities and done towards the comfort and
improvements of employees. Health, safety and Training and development of promoting the
efficiency of employee. The various welfare measures provided by the employer will have
immediate impact on the health , physical and mental efficiency, alertness ,moral and overall
efficiency of the worker and there by contributing to the higher productivity. The basic
purpose of Training and development is to enrich the life of employee and to keep them
happy and conducted. Welfare measures maybe both statutory and non-statutory,laws
required the employer to extension benefits to employees in additional to wages or salaries.
In this paper and attempt has been made to study the Training and development speciality and
it's impact on employees performance.
.
LITERATURE REVIEW -5
TITLE: Training and development measures in mining industry - A study with reference to
statutory welfare measures.
AUTHOR: Resma S. and Basavraju M.J
JOURNAL: Published by Resma S. and Basavraju M.J.(2013) Volume.3(7) PP.157-164.
ABSTRACT:
The present study is made an attempt to identify the Training and development measures
adopted in IT industry . Training and development means anything done for the comfort and
improvement of the employees oven about the wages paid which is not a necessity of the
industry. The basic purpose of Training and development is to enrich the life of employees
and keep them happy. Employees spend at least half their time at work or getting to it or
leaving it. They know that they contribute to the organisation when they are reasonably free
from worry and they feel that when they are in trouble/problems, they are due to get
something back from the organisation. People are entitled to be treated as full human beings
with personal needs hopes and anxieties.
STATEMENT OF PROBLEM
Training and development has lots of impact on employee’s performance. The only factor
which is point of hesitation for the employers is “cost”, used for the training and
development. Otherwise there is always a positive result from training and development.
NATURE FOR THE STUDY
 Creating a pool of readily available and adequate replacements for personnel who
may leave or move up in the organization.
 Enhancing the company’s ability to adopt and use advances in technology because of
highly knowledgeable staff.
 Building a more efficient, effective and highly motivated team, which enhances the
company’s competitive position and improves employee morale.
 Ensuring adequate human resources for expansion into new programmes.
IMPORTANCE OF TRAINING
Training is mainly job-oriented; it aims at maintaining and improving current job
performance. The need for a training programme may arise due to the following.
 Entry of New Recruits : New entrants need training to attain clarity in job
responsibility, nature of the job, and other organizational matters so that person-hours
are not wasted
 Promotions: Preparation of employees for higher level jobs like promotions requires
skill up gradation and Competency building.
 To Prevent Skill Obsolescence : Training and Development programmes foster the
initiative and creativity of employees and help to prevent obsolescence of skills,
which may be due to employees age, temperament, motivation, inability to adapt to
technological changes.
 To increase Quality: With globalization, increased competitiveness has resulted in
greater emphasis on producing or delivering quality goods and services. Hence
training in quality maintenance and quality management becomes essential.
 To Increase productivity: Instructions can help employees increase their level of
performance on their present assignment. Increases human performance often leads to
increased operational productivity and increased company profit.
 To meet organizational objectives: Future Organizational goals, plans dictate training
of its existing workforce, particularly, where there is dearth of skills to match the
needs of organizational plans.
 To support personal growth and development: Employees gain a lot by training and
development programmes. Management development programmes seem to give
participants a wider awareness, improved skills, and enlightened artistic philosophy
and make enhanced personal growth possible.
NEED FOR THE STUDY
Employees’ being the main source for production, the success of an organization depends on
its employees. Since employee’s contribution plays a significant role in shaping modern
organization. It is the duty of an organization to care of its employee’s skill, abilities and
performance and develop them in a more prospective way for the development of the
employees which indirectly contributes to the organization. Employees can develop their
performance only when they are given training in particular skills which they are lacking.
SCOPE OF THE STUDY:

This study covers all aspects of training and development programs in D-MART
. This study covers the New Entrant Manager response towards the training programs in the
organization.

OBJECTIVES OF THE STUDY:

 To analyze and examine the effectiveness of training and development programmers

in D-MART

 To assess how often training programmes are conducted and how much are the

employees satisfied.

 To study to what extent the training programmes are applicable to their jobs.

 To study the employee’s opinion on the training and development in D-MART

RESEARCH METHODOLOGY

1. Title of the study: “TRAINING AND DEVELOPMENT” IN D-MART.

METHODOLOGY:
Step 1: Constituted the distributing of the questionnaire to the sample respondents.
Step 2: Constituted of collecting back the questionnaire from the respondents.
Step 3: Constituted of systematic analysis and the data gathering in the form of tables and
graphs.
Step 4: Constituted of arriving of findings based on the study and giving suggestions they’re
on.
Sources of data:
For the fulfillment of the study the student researcher has relied on two types of Data i.e.
primary data and secondary data.

Primary Data:
This study is almost based on primary data which is more acquainted for social science
research .The primary data has been collected by administering Questionnaire to the selected
respondents. Another sources of primary data is overall observations of companies working,
companies attitude on training and development. The student researcher has conducted
sufficient discussions with both the employer and employee to gather the information for the
aspects of Questionnaire.
Secondary Data:
The Secondary data has been obtained by studying existing training and developmental
program in D-MART. . Data is also obtained by referring to the earlier studies conducted in
smaller areas and also the annual reports, brochures, and other materials served as secondary
data.

Sampling plan:
The sample of 100 employees were chosen out of 121 New entrant managers which is more
than 35% of the universe for the purpose of the study on the basis of using simple random
sampling method. The selection of the sample includes all the departments and designations.
Tools and Techniques of data collection;
A Structured Questionnaire has been designed covering all relevant aspects of Training and
Development programs and administrated to the respondents for the collection of the data.
Whereas the information available from earlier studies, books, brochures, annual reports, files
and several other sources of secondary data. However, the data collection was painstaking
effort and endeavors were made to collect relevant information with missionary Zeal.

Data interpretation:
The data ventured to be collected through Questionnaire method the responses obtained are
then tabulated and analyzed and inferences are drawn. The statistical technique of percentage
method is used for the purpose of data analysis. Based on inferences drawn from the data a
suitable finding is made along with the necessary summary and conclusion.

Statistical tools used

Percentage method:
Percentage method is used in making
comparison between two or more series of data. This is used to describe relationship.

Percentage of respondents = No of respondents x 100

Total respondents

The method of study followed in this project (in brief):

Sample size : 100

Data collection method : Primary and Secondary.
Duration of study : 45 days.
Analysis : Through percentage method.
LIMITATION OF THE STUDY

 Due to time constraints the study was limited only for 45days.

 Random sampling method has been adopted and all limitations applicable to that method
are applicable here also.

 The authenticity of information provided by the New Entrant Manager cannot be assured.

 Analysis of the data has been done based on the assumptions that the information
provided by the respondents is genuine.

 The sample size is small when compared to total universe, Hence the capability of study
to the whole universe is constraint.
INDYUSTRY PROFILE

Retailing in India is one of the pillars of its economy and accounts for 16 to 18 percent
of its GDP. India is the 5th largest retail market in the world. The country ranks fourth
among the surveyed 30 countries in terms of global retail development. The current
market size of Indian retail industry is about US$ 520 bn (Source: IBEF). Retail growth
of 14% to 15% per year is expected through 2018. By 2018, the Indian retail sector is
likely to grow at a CAGR of 13% to reach a size of US$ 950 bn. Retailing has played a
major role the world over in increasing productivity across a wide range of consumer
goods and services. In the developed countries, the organised retail industry accounts
for almost 80% of the total retail trade. In contrast, in India organised retail trade
accounts for merely 8-10% of the total retail trade. This highlights a lot of scope for
further penetration of organized retail in India.

The sector can be broadly divided into two segments: Value retailing, which is
typically a low margin-high volume business (primarily food and groceries) and
Lifestyle retailing, a high margin-low volume business (apparel, footwear, etc). The
sector is further divided into various categories, depending on the types of products
offered. Food dominates market consumption with 60% share followed by fashion. The
relatively low contribution of other categories indicates opportunity for organised retail
growth in these segments, especially with India being one of the world's youngest
markets. Transition from traditional retail to organised retail is taking place due to
changing consumer expectations, growing middle class, higher disposable income,
preference for luxury goods, and change in the demographic mix, etc. The convenience
of shopping with multiplicity of choice under one roof (Shop-in-Shop), and the increase
of mall culture etc. are factors appreciated by the new generation. These factors are
expected to drive organized retail growth in India over the long run.

During FY14, the economic backdrop was a key factor impacting the performance of
retail companies across various sub sectors, including that of organized retail.
Consumer sentiment and business confidence continued to be subdued during the year
with economic growth decelerating further. This is attributable mainly to weakening
industrial growth in the context of tight monetary policy followed by the RBI through
most of the year, political & policy stability related concerns and uncertainty in the
global economy
 COMPANY PROFILE
OVERVIEW
DMart is a one-stop supermarket chain that aims to offer customers a wide range of basic
home and personal products under one roof. Each DMart store stocks home utility products -
including food, toiletries, beauty products, garments, kitchenware, bed and bath linen, home
appliances and more - available at competitive prices that our customers appreciate. Our core
objective is to offer customers good products at great value.
DMart was started by Mr. Radhakishan Damani and his family to address the growing needs
of the Indian family. From the launch of its first store in Powai in 2002, DMart today has a
well-established presence in 140 locations across Maharashtra, Gujarat, Andhra Pradesh,
Madhya Pradesh, Karnataka, Telangana, Chhattisgarh, NCR, Tamil Nadu, Punjab and
Rajasthan. With our mission to be the lowest priced retailer in the regions we operate, our
business continues to grow with new locations planned in more cities.

The supermarket chain of DMart stores is owned and operated by Avenue Supermarts Ltd.
(ASL). The company has its headquarters in Mumbai.

* The brands D Mart, D Mart Minimax, D Mart Premia, D Homes, Dutch Harbour, etc are
brands owned by ASL

FOUNDERS

DMart is owned and operated by Avenue Supermarts Ltd. (ASL) – a company founded by
Mr. Radhakishan Damani. Mr. Radhakishan Damani is respected in the business world as an
astute investor in the Indian equity market, he has built a company that constantly strives
towards developing a deep understanding of customer needs and satisfying them with the
right products. A firm believer in core business fundamentals and strong ethical values, Mr.
Damani has built DMart into an efficient, large and profitable retail chain that is highly
respected by customers, partners and employees alike.
D-MART VISION AND MISSION
Our Vision:
To become the best global brand, giving seamless visa consultancy services to individual
wanting to travel, study, work, settle or do business abroad and empower entrepreneurs and
skilled professionals on a global platform by providing them career guidance, introducing
progressive career opportunities across borders and strategizing business expansions for
them.
Our Mission:
At DMart, we research, identify and make available new products and categories that suit the
everyday needs of the Indian family. Our mission is to provide the best value possible for our
customers, so that every rupee they spend on shopping with us gives them more value for
money than they would get anywhere else.