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a project report on training and development of service industry with reference to reliance money
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CONTENTS
TOPIC PAGE NO
CHAPTER 1 : INTRODUCTION
1.1 Training and Development …………………………………...3.
1.2 Scope of the study…………………………………….……….4.
1.3 Objective of the study……………………………….………..5.
1.4 Methodology of the project………………………….……….6.
1.5 Meaning and Definition of the Concept ………………….…7.
1.6 Executive Summary…………………………….……………..8.
CHAPTER 2 : HISTORY OF THE ORGANISATION ……………....10.
CHAPTER 3 : STUDY ON TRAINING AND DEVELOPMENT IN
RELIANCE MONEY
3.1 Training and Development in Reliance money . . . . . . . . . . . .…13.
3.2 Importance of Training and Development . . .………..…….14.
3.3 Training and Development Objectives ……………..……..17.
3.4 Training and Human Resource Management ………..……18.
3.5 Benefits of training……………………...…..….…………..19.
3.6 Methods of training……………………….………….……..20.
3.7 Methods of Development………………………………..….24.
3.8 Training Effectiveness………….……………………..…...27.
CHAPTER 4 : DATA ANALYSIS AND INTERPRETATION . . . . . . . . .28.
CHAPTER 5 : FINDINGS, CONCLUSIONS,
SUGGESTIONS ……………………………………….…..….34.
CHAPTER 6 : BIBLIOGRAPHY …………………………………….….…..38.
CHAPTER 7 : ANNEXURE ……………………………………………..…….39.
1
CHAPTER-1
INTRODUCTION
2
1.1 TRAINING AND DEVELOPMENT
Employee training tries to improve skills, or add to the existing level of
knowledge so that employee is better equipped to do his present job, or to
prepare him for a higher position with increased responsibilities. However
individual growth is not and ends in itself. Organizational growth need to be
measured along with individual growth. Training refers to the teaching /learning
activities done for the primary purpose of helping members of an organization to
acquire and apply the knowledge skills, abilities, and attitude needed by that
organization to acquire and apply the same. Broadly speaking training is the act
of increasing the knowledge and skill of an employee for doing a particular job.
In today’s scenario change is the order of the day and the only way to deal with
it is to learn and grow. Employees have become central to success or failure of
an organization they is the cornucopia of ideas. So it high time the organization
realize that “train and retain is the mantra of new millennium.”
3
1.2 SCOPE OF THE STUDY
The scope of the study covers in depth, the various training practices, and
modules; formats being followed and is limited to the company Reliance Money
and its employees. The different training programmes incorporated/facilitated in
Reliance Money through its co faculties, outside agencies or professional
groups. It also judges the enhancement of the knowledge & skills of employees
and feedback on its effectiveness.
4
1.3 OBJECTIVE OF THE STUDY
The broad objective of the study of training policies in Reliance Money is to
study the impact of training on the overall skill development of workers. The
specific objectives of the study are:
To examine the effectiveness of training in overall development of skills
of workforce.
To examine the impact of training on the workers.
To study the changes in behavioral pattern due to training.
To measure the differential change in output due to training.
To compare the cost effectiveness in implanting training programmes.
5
1.4 METHODOLOGY OF THE PROJECT
Preparation of the summary expressed
Recommendation of fall back site
Questionnaire design
RESEARCH DESIGN
Descriptive design
Sample Size
To understand the training and development scenario at Reliance Mobile and
what the trainee really feels about the training they have undergone and further
what kind of training they look for. Do they really look for any kind of training
or not? To study the above aspect we covered almost about 40 people from
almost all the department at of the company Reliance Mobile
TOOLS USED FOR DATA COLLECTION
Primary data collected through questionnaires and informal interviews.
Secondary data collected through magazines, journals, websites, and other
corporate publications .
6
1.5 MEANING AND DEFINITION OF THE
CONCEPTS
MEANING
Training is the act of increasing the knowledge and skills of an employee for
performing the job assigned to him. It is a short-term process. After an
employee is selected, placed and introduced in an organization he must be
provided with training facilities so that he can perform his job efficiently and
effectively.
Development is a long-term educational process utilizing an organized and
systematic procedure by which managerial personnel learn conceptual and
theoretical knowledge for general purpose. It covers not only those activities
which improve job performance but also those activities which improve the
personality of an employee.
DEFINITION
According to Elippo, Training is the act of increasing the knowledge and skill of
an employee for doing a particular job.
According to Dale Yoder, "Training is the process by which manpower is filled
for the particular jobs it is to perform."
According to Beach, "Training is the organized procedure by which people learn
knowledge and skills for definite purpose."
7
1.6 EXECUTIVE SUMMARY
Every organization needs to have well trained and experienced people to
perform the activities that have to be done. If current or potential job occupants
can meet this requirement, training is not important. When this not the case, it is
necessary to raise the skill levels and increase the versatility and adaptability of
employees. It is being increasing common for individual to change careers
several times during their working lives. The probability of any young person
learning a job today and having those skills go basically unchanged during the
forty or so years if his career is extremely come unlikely, may be even
impossible. In a rapid changing society employee training is not only an activity
that is desirable but also an activity that an organization must commit resources
to if it is to maintain a viable and knowledgeable work force. The entire project
talks about the training and development in theoretical as well as new concepts,
which are in trend now. Here we have discussed what would be the input of
training if we ever go for and how can it be good to any organization in reaping
the benefits from the money invested in terms like (ROI) i .e. return on
investment. What are the ways we can identify the training need of any
employee and how to know what kind of training he can go for? Training being
covered in different aspect likes integrating it with organizational culture. The
best and latest available trends in training method, the benefits which we can
derive out of it . How the evaluation should be done and how effective is the
training all together. Some of the companies practicing training in unique
manner a lesson for other to follow as to how to train and retain the best
resource in the world to reap the best out of it . Development is integral part of
training if somebody is trained properly and efficiently the developments of that
individual and the company for whom he is working. Here we discussed about
development of employee, how to identify the needs, and after developing how
to develop executive skill to sharpen their knowledge. Learning should be the
8
continuous process and one should not hesitate to learn any stage. Learning and
developing is fast and easy at Reliance Money.
CHAPTER-2
HISTORY OF
ORGANISATION
9
2.1 INTRODUCTION TO RELIANCE MONEY
Reliance Money provides investors with the facility of anytime-anywhere
online trading in all major asset classes, namely:
Equities, Equities and Commodity derivatives IPOs,
Mutual Funds
Life and General Insurance products
Foreign exchange derivatives
Money transfer,
Money changing,
Precious metal retailing
Credit Cards Loans
Wealth Management products
Network of kiosks have been set up across the country to facilitate the
above trading activities
Reliance Money provides entire commodity related services such as
broking distribution and warehouse receipt financing
Expanded its presence to 20,000 touch points. It has 10,000 outlets across
5,000 towns and cities across India.
Currently 2200+ employees across 162 locations spread across the
country.
The Corporate Office at Worli, Mumbai has approx 350 people belonging
to these various functions
Acquired 2.5 million customers
10
Accounts for daily traded volumes of over Rs 2,000 crore ( US$ 454
million ), or 3-4 % of the average daily volume of transactions logged on
the stock exchanges
Among the Top 3 private sector companies in financial services sector
Moved into International arena- West Asia, South East Asia, Africa and
Europe.
11
CHAPTER-3
STUDY ON
TRAINING AND
DEVELOPMENT IN
RELIANCE MONEY
12
3.1 TRAINING AND DEVELOPMENT IN
RELIANCE MONEY
It is a subsystem of an organization. It ensures that randomness is reduced and
learning or behavioral change takes place in structured format.
There are two approaches of Training and Development
Traditional approach
Modern approach
TRADITIONAL APPROACH OF TRAINING AND
DEVLOPMENT
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.
MODERN APPROACH OF TRAINING AND
DEVLOPMENT
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.
13
3.2 IMPORTANCE OF TRAINING AND
DEVELOPMENT
Training presents a prime opportunity to expand the knowledge base of all
employees, but many employers find the development opportunities expensive.
Employees also miss out on work time while attending training sessions, which
may delay the completion of projects. Despite the potential drawbacks, training
and development provides both the company as a whole and the individual
employees with benefits that make the cost and time a worthwhile investment.
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
behavioral 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 employees at each level. It helps to expand the horizons of human
intellect and an overall personality of the employees
PRODUCTIVITY
Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal
TEAM SPIRIT
14
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
organizational health culture and effectiveness. It helps in creating the
learning culture within the organization.
ORGANIZATION CLIMATE
Training and Development helps building the positive perception and
feeling about the organization. The employees get these feelings from
leaders, 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 aligns with organizational goal.
HEALTH AND SAFETY
Training and Development helps in improving the health and safety of the
organization thus preventing obsolescence.
MORALE
15
Training and Development helps in improving the morale of the work
force.
IMAGE
Training and Development helps in creating a better corporate image.
PROFITABILITY
Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
Training and Development aids in organizational development i .e.
Organization gets more effective decision making and problem solving. It
helps in understanding and co carrying out organizational policies.
Training and Development helps in developing leadership skills,
motivation, loyalty, better attitudes, and other aspects that successful
workers and managers usually display.
16
3.3 TRAINING AND DEVELOPMENT
OBJECTIVES
The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to
that, there are four other objectives: Individual, Organizational, Functional, and
Societal.
INDIVIDUAL OBJECTIVES: help employees in achieving their
personal goals, which in turn, enhances the individual contribution to an
organization.
ORGANIZATIONAL OBJECTIVES: assist the organization with
its primary objective by bringing individual effectiveness.
FUNCTIONAL OBJECTIVES: maintain the department’s
contribution at a level suitable to the organization’s needs.
SOCIETAL OBJECTIVES: ensure that an organization is ethically
and socially responsible to the needs and challenges of the society.
17
3.4 TRAINING AND HUMAN RESOURCE
MANAGEMENT
The HR functioning is changing with time and with this change, the relationship
between the training function and other management activity is also changing.
The training and development activities are now equally important with that of
other HR functions. Gone are the days, when training was considered to be
futile, waste of time, resources, and money. Now-a-days, training is an
investment because the departments such as, marketing & sales, HR, production,
finance, etc depends on training for its survival. If training is not considered as
a priority or not seen as a vital part in the organization, then it is difficult to
accept that such a company has effectively carried out HRM. Training actually
provides the opportunity to raise the profile development activities in the
organization.
To increase the commitment level of employees and growth in quality movement
(concepts of HRM), senior management team is now increasing the role of
training. Such concepts of HRM require careful planning as well as greater
emphasis on employee development and long term education.
Training is now the important tool of Human Resource Management to control
the attrition rate because it helps in motivating employees, achieving their
professional and personal goals, increasing the level of job satisfaction, etc. As
a result training is given on a variety of skill development and covers a
multitude of courses.
18
3.5 BENEFITS OF TRAINING
Employees and the organization need to realize the importance of contribution
and learning for mutual growth and development. Training is the answer to deal
with stagnation stage by constantly updating it in every field. Other benefits of
training include:
Hiring appeal: companies that provide training attract a better quality
Workforce.
Assessing and addressing any performance deficiency.
Enhancing workforce flexibility. Cross-cultural training is essential for t
them for better adjustment in the new environment.
Increasing commitment: Training acts as a loyalty booster. Employee
motivation is also enhanced when the employee knows that the
organization would provide them opportunities to increase their skills and
knowledge.
It gives the organization a competitive edge by keeping abreast of the
latest changes; it acts as a catalyst for change.
Higher customer satisfaction and lower support cost results through
improved service, increased productivity and greater sufficiency.
Training acts as benchmark for hiring promoting and career planning.
It acts act as a retention tool by motivating employee to the vast
opportunities for growth available in an organization.
19
3.6 METHODS OF TRAINING
There are various methods of training, which can be divided in to:
COGNITIVE METHODS
BEHAVIORAL METHODS
Trainers need to understand the pros and cons of each method, also its impact on
trainees keeping their background and skills in mind before giving training.
COGNITIVE METHODS :
Cognitive methods are more of giving theoretical training to the trainees.
The various methods under Cognitive approach provide the rules for how
to do something, written or verbal information, demonstrate relationships
among concepts, etc. FOCUSES- changes in knowledge and attitude by
learning.
Methods that come under Cognitive approach:
LECTURES
DEMONSTRATIONS
DISCUSSIONS
COMPUTER BASED TRAINING (CBT)
LECTURES:
This method is used to create understanding of a topic or to influence
behavior, attitudes through lecture. A lecture can be in printed or oral
form. Lecture is given to enhance the knowledge of listener or to give him
the theoretical aspect of a topic. It is difficult to imagine training without
lecture format. There are some variations in Lecture method. The
variation here means that some forms of lectures are interactive while
some are not.
DEMONSTRATION:
20
This method is a visual display of how something works or how to do
something. Example, trainer shows the trainees how to perform or how to
do the tasks of the job. Helps the focusing their attention on critical
aspects of the task.
DISCUSSION METHOD:
This method uses a lecturer to provide the learners with context that is
supported, elaborated, explains, or expanded on through interactions both
among the trainees and between the trainer and the trainees. Discussion
method is a two-way flow of communication knowledge in the form of
lecture is communicated to trainees Then understanding is conveyed back
by trainees to trainer.
COMPUTER BASED TRAINING (CBT):
Providing training to employees through Intranet or Internet. CBT does
not require face-to-face interaction with a human trainer.
BENEFITS OF CBT TRAINING:
BEHAVIORAL METHODS:
21
Behavioral methods are more of giving practical training to the trainees
The various methods in this allows the trainee to behavior in a real
fashion. These methods are best used for skill development.
Methods that come under Behavioral approach:
GAMES AND SIMULTATIONS
GAMES AND SIMULTATIONS:
Game is defined as spirited activity or exercise in which trainees compete
with each other according to the defined set of rules. Simulation is
creating computer versions of real-life games. It is about imitating or
making judgment or opining how events might occur in a real situation.
BUSINESS GAMES:
These are based on the set of rules, procedures, plans, relationships,
principles derived from the research. In business games, trainees are given
some information that describes a particular situation and are then asked
to make decisions that will best suit in the favour of the company.
ROLE PLAYS:
22
Role play is a simulation in which each participant is given a role to play.
Information is given to Trainees related to: description of the role
concerns objectives responsibilities emotions, etc. Then, a general
description of the situation, and the problem that each one of them faces,
is given. Example, Situation could be strike in factory, Managing conflict
between two parties Scheduling vacation days, etc.
IN BASKET TECHNIQUES:
In this technique, trainee is given some information about the role to be
played such as, description, responsibilities, general context about the
role. The trainee is then given the log of materials that make up the in-
basket and asked to respond to materials within a particular time period.
After all the trainees complete in-basket, a discussion with the trainer
takes place.
EQUIPMENT SIMULATORS:
Equipment simulators can be used in giving training to:
Taxi Drivers, Telephone Operators, Maintenance Workers, Product
Development Engineers, Airline Pilots.
CASE STUDY:
The trainee is given with some written material, and the some complex
situations of a real or imaginary organization.
23
3.7 METHODS OF DEVELOPMENT
MEANING OF DEVELOPMENT
The more future oriented method and more concerned with education of the
employees. To become a better performer by education implies that management
development activities attempt to install sound reasoning processes.
Two parts of development:
ON THE JOB TRAINING
OFF THE JOB TRAINING
ON JOB TRAINING:
The development of a manager’s abilities can take place on the job. The
four techniques for on-the job development are:
COACHING
MENTORING
JOB ROTATION
JOB INSTRUCTION TECHNIQUE (JIT)
COACHING:
Coaching is one of the training methods, which is considered as a
corrective method for inadequate performance. Coaching is the best
training plan It is one-to-one interaction It can be done on phone,
meetings, through mails, chat etc.
MENTORING:
Mentoring is an ongoing relationship that is developed between a senior
and junior employee. Mentoring provides guidance and clear
understanding of how the organization goes to achieve its vision and
mission to the junior employee.
24
JOB ROTATION:
This approach allows the manger to operate in diverse roles and
understand the different issues that crop up. It is the process of preparing
employees at a lower level to replace someone at the next higher level.
JOB INSTRUCTION TECHNIQUE(JIT):
Job Instruction Technique (JIT) uses a strategy with focus on knowledge
(factual and procedural), skills and attitudes development.
25
OFF THE JOB TRAINING:
There are many management development techniques that an employee can
take in off the job. The few popular methods are:
SENSITIVITY TRAINING
TRANSACTIONAL ANALYSIS
STRAIGHT LECTURES/ LECTURES
SIMULATION EXERCISES
SENSITIVITY:
Training Sensitivity training is about making people understand about
themselves and others reasonably, which is done by developing in them
social sensitivity and behavioral flexibility.
TRANSACTIONAL ANALYSIS:
Transactional Analysis provides trainees with a realistic and useful
method for Analyzing and understanding the behavior of others. In every
social interaction, there is a motivation provided by one person and a
reaction to that motivation given by another person. This motivation-
reaction relationship between two persons is a transaction.
LECTURE:
A Method of Training Lecture is given to enhance the knowledge of
listener or to give him the theoretical aspect of a topic. Training is
basically incomplete without lecture.
SIMULATION EXERCISES:
Any training activity that explicitly places the trainee in an artificial
environment that closely mirrors actual working conditions can be
considered a co simulation. Simulation activities include case exercises,
experimental exercises, complex computer modeling, and vestibule
training.
26
3.8 TRAINING EFFECTIVENESS
Cutting edge of competition today demands every organization, to measure its
activities in terms of effectiveness, efficiency, excellence (triple E). To achieve
this triple C a lot of investment is made by the organization but the sword of
sure short success hangs on the head of the HRD manager, this is because he has
to handle the most complex resource i.e. human resource. The next toughest
thing is to maintain is the ROI (return on investment) of training and
development. It is not only the ROI but the performance management, retention
level, motivation, morale, creativity, innovation conflicts, loyalty and
commitment etc. of the manpower which are not easy to handle. Keeping all
these factors in mind the focus of vision falls on training and development. The
training effectiveness is obviously in terms of enhanced skill and knowledge to
achieve the present goals, through the increased learnt behavior. In the process
of training effectiveness is the most important /vital area, where by the
individual and organizational goals are integrated to bring about the desired
performance levels.
27
CHAPTER-4
DATA ANALYSIS
AND
INTERPRETATION
28
4.1 DATA PRESENTATION & ANALYSIS
1. Your Organization considers training as a part of organizational strategy. Do
you agree with this statement?
Response No. Of Respondents PercentageAgree 13 52
Disagree 1 4
Partly Agree 4 16
Can’t say 7 28
Total 25 100
INTERPRETATION:
The above graph indicates that Organization considers training as a part of
organizational strategy.
2. How many training programmes will you attend in a year?
29
Response No. Of Respondents PercentageLess than 10 14 56
10-20 2 8
20-40 6 24
More than 40 3 12
Total 25 100
INTERPRETATION:
The above chart indicates that less training programmes are held in the
organization.
3. To whom the training is given more in your organization?
30
Response No. Of Respondents PercentageSenior Staff 3 12
Junior staff 5 20
New staff 6 24
Based on recruitment 13 52
Total 25 100
INTERPRETATION:
Training is provided on the basis of requirement.
31
4. What are all the important barriers to Training and Development in your
organization?
Response No. Of Respondents PercentageTime 5 20
Money 4 16
Lack of interest by staff 6 24
Non-availability of skilled trainer
10 40
Total 25 100
INTERPRETATION:
The above graph indicates that the important barriers to Training and
Development in the organization is Non-availability of skilled trainers
32
5. The training sessions conducted in your organization is useful. Do you agree
with this statement?
Response No. Of Respondents PercentageStrongly agree 15 60
Agree 5 20
Somewhat 5 20
Disagree 0 0
Total 25 100
INTERPRETATION:
The above graph indicates that the training sessions conducted in the
organization is useful.
33
CHAPTER-5 FINDINGS,
CONCLUSION & SUGGESTION
34
5.1 FINDINGS The firms follow an effective training process.
The training is given to those employees who need it .
But the barrier for the training process in the organization is the non-
availability of skilled trainers.
There are gaps between the training sessions organized by the company
that’s why trainees lost touch with that.
As the work load is much on employees therefore less attention is given to
training sessions by the employees.
The Organization also appoints trainers from outside or from different
firms to ensure better training to its employees
35
5.2 CONCLUSION
The Project report on “Training and Development” at Reliance Money was a
learning experience for me and I came to know the training and
development programs in Reliance Money.
It was positive in response but still more training and development is needed
in Reliance Money so that the employees are motivated time by time and they
should know their strength & weakness so that they can work on it & improve
their knowledge & skills for the betterment of their organization.
In the last but not the least I conclude that all the training and development
programs of company are highly effective & beneficial to the employees in
giving their best contribution to their personal growth & development as well
to meet the organizational objective.
I have gained a lot of knowledge during my study on Training and Development
at Reliance Money.
36
5.3 SUGGESTIONS
Under noted few suggestions can be taken as for implementation to reap furthers
benefits.
Making training and development process and entirely in house activity to
reduce cost.
It is found that the average age group of trainees are in their twenties or
early thirties which signifies that the consumer durable industry need
more of young blood as enthusiasm is an integral part of the industry.
The maximum emphasis is given to job instruction methods where the
trainee are made to understand their job thoroughly and the role they are
going to play in performing their job.
Lecture as well as the presentation is the major part of imparting the
education and training them.
The training objective are in keeping with needs and abilities of the
trainee and it is this that proves to be the major reason for success of the
training as whole.. .
The trainee fill the feedback form and from time to time test are
conducted to know the gauge the effectiveness of training to employee to
check their memory if they retain anything or not.
37
We think that time management is one of the thing on which Reliance
Mobile team must emphasis so that there employee can be more
productive as it was found during the visit to the corporate office people
they lack in managing themselves.
Stress management training is more important for employee as it was
observed that people are all the time in tension like situation as to how to
do what to do when to do, no time and things like that which kept them
tensed all time. Last but not least behavioral training is more important as
while doing the study it was found that people are less cooperative and
outgoing to help out.
38
BIBLIOGRAPHY
BOOKS:
David A. Decenzo/Stephen P. Robins (2004) Personal and Human
Resource Management
Monappa (2004),
Personal Management Allan Pepper (1999)
A Handbook on Training and Development
WEBSITES:
www.Reliancemoney.com
www.wikipedia.org
www.naukrihub/training and development.com
39
ANNEXURE1) Your Organization considers training as a part of organizational strategy.
Do you agree with this statement?
o Strongly agree
o Agree
o Somewhat agree
o Disagree
2) How many training programmes will you attend in a year?
o Less than 10
o 10-20
o 20-40
o More than 40
3) To whom the training is given more in your organization?
o Senior staff
o Junior staff
o New staff
o Based on requirement
4) What are all the important barriers to Training and Development in your
organization?
o Time
o Money
o Lack of interest by the staff
o Non-availability of skilled trainer
40
5) What mode of training method is normally used in your organization?
o Job rotation
o External training
o Conference/discussion
o Programmed instruction
6) Enough practice is given for us during training session? Do you agree
with this statement?
o Strongly agree
o Agree
o Somewhat agree
o Disagree
7) The training sessions conducted in your organization is useful. Do you
agree with this statement?
o Strongly agree
o Agree
o Somewhat agree
o Disagree
8) Employees are given appraisal in order to motivate them to attend the
training. Do u agree with this statement?
o Strongly agree
o Agree
o Somewhat agree
o Disagree
41
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