Training and Development and Rewards and Recognition in GMR Groups

Chapter 1
Introduction
1.1-HUMAN RESOURCE PRACTISES

TOPIC OF STUDY: Training & Development and Rewards & Recognition.
DEFINITION:
Training and development is a function of human resource management concerned
with organizational activity aimed at bettering the performance of individuals and groups in
organizational settings.
Training & Development: A Comparison
Training:
short term
For a definite purpose.
Development
long term educational
For general purpose.
Role of Training & Development:

Increase in Efficiency.
Increase in Morale of Employees.
Better Human Relations.
Reduced Supervision.
Increased Organizational Viability and Flexibility.
Identifying Training Needs:

Basic aim of Training
Suitable change in the individual concerned.
Should be related both in terms of organizations demand and that of individuals.
Training Process Model:

I. Needs Assessment
II. Developing &Conducting Training
III. Evaluating Training
Various Methods for identifying Training Needs
Organizational Analysis.
Task Analysis.
Man Analysis.
Training Methods
On the job Training (OJT)
Demonstration
Job Instruction Training
Vestibule Training
Apprenticeship
Coaching/Understudy
Job Rotation
Simulation Training
Sensitivity Training
REWARDS AND RECOGNITION

Employee recognition is the opportunity to acknowledge the unique contribution or the value of
expertise and experience of an employee or a team.
Employee recognition is a return on an employees effort, dedication at work and results. It is
governed by mutual respect and is expressed regularly through a host of simple gestures such as
a sincere thank you, as well as symbolically through the receiving of an award. The sincerity of
words and acts is what gives recognition its dignity and worth.
Nearly 9 out of 10 companies offer some sort of recognition programs for employees
Reward and Recognition programs are generally less expensive than base pay, benefits,
stock options and bonus
Why Focus on Recognition?
Employees identify recognition as one of the most effective motivators
Even small increases in supportive practices are associated with decreased

turnover and increased sales/profitability
Employees who feel that their organization values them are more likely to value
their customers2
Appreciation and/or praise are among the top three drivers of employee
motivation and engagement across a variety of industries and companies
Recognition types
1. Peer Recognition
Program design by staff
Nominations from staff
Award selection by committee
Limited involvement of administration
2. Formal Recognition
Awards Ceremony.
Citation, certificate and cash award.
Luncheon.
Pictures on webpage, magazines.
Reward and Recognition Program Design
What?
Why?
Characteristics of a Successful Program
Plan Design Steps
Best Practices Examples
Trends and Best Practices:
Rewarding teams and individual
Realization that some employees value recognition as much as merit increases and
bonuses
Employees recognizing employees
1.2 OBJECTIVE OF STUDY

TRAINING AND DEVELOPMENT:
To identify perceptions of the employees on how training and

development proved to be beneficial to them;
To identify employees competency levels as enhanced by the training and

development implemented;
To examine how training and development contribute to the individual

performance and productivity
REWARDS AND RECOGNITION:
To
To
To
To
determine
determine
determine
determine
the
the
the
the
impact
impact
impact
impact
of
of
of
of
rewards on motivation
rewards on satisfaction
recognition on motivation.
recognition on satisfaction.
1.3 RESEARCH METHODOLOGY:

This study used quantitative approach. Questionnaires were used as the survey
instrument.Questionnaires are prepared by using journal such as
International Journal of Academic Research in Business and Social Sciences, International
Research Journal of Business and Management IRJBM . The present study aims to
determine the impact of training and development & rewards and recognition on employees
motivation and job satisfaction of GMR GROUPS, BANGLORE. The study was conducted
among 30 respondents working in GMRGROUPS 0f different age groups from newly joined to
senior employees of both the gender.
Chapter 2
About The Company
COMPANY: GMR GROUPS
GMR Group is a
Bangalore headquartered global infrastructure major with interests in Airports, Energy,
Highways and Urban Infrastructure sectors.

Founded in 1978, the Group is well diversified and professionally managed. Employing
the Public Private Partnership model, the Group has successfully implemented several
iconic infrastructure projects in India.

We believe that people are the cornerstone of the Groups success, and the company
rewards hard work, knowledge and commitment.

The 7 Values & Beliefs seek to provide a platform on which employees can perform and
deliver.
The companys human resources and benefits programmes are designed to attract and
retain the best employees.

The organization endeavors to provide job opportunities across businesses, depending
upon company needs and professional interest and competency of the employees.
Training in GMR groups:
GMR invests a huge amount of time, energy and funding in the training all of our
employees, including our graduate joiners.
This training will continue throughout your career in GMR.
The training curriculum for employees is typically divided into five different focus areas
role, functional, industry, the employees specific talent area and specialization.
The content and training material is designed by global expert panels that have
specialized knowledge of the subject matter.
Employees are given access to a number of different learning resources which include
podcasts, curriculums, reading materials, books, journals, training session recordings,
knowledge groups and their own career counselor.
Many of these resources are available to employees in the online learning website.
This website contains tailored content specific to the user, and employees can also search
and read through thousands of other learning resources as they wish.
These resources provide employees with a wealth of sources that they can use to up skill
and fine tune their capabilities.
HOW REWARDS AND RECOGNITIONS ARE ISSUED IN GMR GROUPS?
After a year in action, the Celebrating Performance program is proving to be a popular
and valuable tool for employee recognition, motivation and engagement.

GMR people have embraced the opportunity to offer their colleagues any time
recognition via e-cards and points redeemable for a variety of merchandise and services
from online.
Measured by internal metrics and against external benchmarks, Celebrating Performance
has made significant strides toward making recognition an ingrained part of Accentures
culture.
Exciting tangible rewards
In addition to the well deserved recognition Celebrating Performance has bestowed on
employees, the program has also enabled them to redeem points for a variety of exciting
rewards. IPods, appliances and gift certificates are frequent selections from the online
catalogues, but they arent the only ones.

Among the more exotic choices GMR people have made are an elephant excursion in
South Africa, a hot air balloon ride and a donation to Habitat for Humanity.
10
Chapter 3
Data analysis and
interpretations
11
3. DATA ANALYSIS
DIFFERENCE IN MEAN VALUES ACCORDING TO DEMOGRAPHICS OF
RESPONDENTS
Age: Training and development
QUESTIONS
Your organization
AGE AGE AGE

24
25
26
AGE
27
AGE
28
AGE
29
AGE
30
AGE
31
AGE
32
4.2
3.29
4.33
4.5
3.8
3.85
4.33
3.5
4.6
4.67
4.3
4.5
3.33
3.4
3.33
3.33
3.4
3.5
3.33
3.4
4.1
3.3
3.4
3.2
4.67
4.2
4.67
4.6
4.7
considers training as a
part of organization
strategy. Do you agree
with this statement?
Norms and values of
the organization are
clearly explained to
new employees during
induction training.
T&D satisfy the ego
of employees
Does the management
give importance to
cost-Effective
Training?
Does the training

12
process help the

employees in
improving their
career?
Does the training
3.67
4.2
4.28
4.33
4.6
3.33
4.5
4.2
4.2
4.2
4.33
4.4
4.14
4.33
3.67
4.33
course include the

special challenges
faced by managers and
or officers?
Does the management
conduct formative
evaluation to improve
the training process?
Does training program
focus on developing
team work and
leadership skills?
Interpretation:
For the statement T&D satisfy the ego of employees the mean is average for all the age groups
and the mean is medium, the employees mostly say that there is no relation between ego &
traning process.
For the statements:
Does the training process help the employees in improving their career? Does the management
conduct formative evaluation to improve the training process? Does training program focus on
developing team work and leadership skills? the mean is high for all the age groups and it is
among 4 to 5.therefore the employees says that the training is conducted in a well planned
program and everything included in the training program helps the employees to build their
13
career and improve there both soft and hard skills and even if there are any suggestions given by
the employees the organization come to overcome.
And for other statements there is a wide variation among age groups, the former age groups mind
set differs from that of the later ones so this shows a very wide variation but not much.
Age: rewards and recognition
Recognition should be
given only for
sustained outstanding
performance over a
long period of time.
3.67
3.2
3.71
4.33
3.85
Broad recognition at a
national event
increases the
motivational value of
a recognition program.
There is a significant
difference between
intrinsic reward and
extrinsic rewards on
employee
performance. Do you
agree with this
statement?
4.33
4.6
4.33
4.12
4.5
3.33
3.6
3.14
3.33
3.26
3.5
3.67
Employees are
interested to take
recognition as an
individual rather than
team. Do you agree
3.33
3.4
3.28
3.7
3.67
4.33
4.8
There is no
relationship between
extrinsic rewards and
work life balance. Do
3.33
3.6
3.4
3.2
4.1
4.2
14
you agree with this

statement?
Everyone has an
opportunity to get
special recognition.
Performance of
employees here is
fairly evaluated
4.67
4.3
4.7
4.6
4.4
4.28
4.33
4.33
4.7
Interpretation
For the statements everyone has an opportunity to get special recognition.
Performance of employees here is fairly evaluated. For all the age groups the mean is high
around 4 to 5 therefore the employees say that there will be no internal politics and the
evaluation purely based on the work of the employees and knowledge and any other extra skills.
For the statement there is a significant difference between intrinsic reward and extrinsic rewards
on employee performance. Do you agree with this statement?
The mean is medium which around the points of 3. The employees say that whether it may be
extrinsic or intrinsic reward is reward. And it is for appraising the performance so they say that
there is no much difference between extrinsic and intrinsic.
And for all other statements the mean is slightly varying from different ages this is mainly due to
the different mind sets of different ages.
15
GENDER:
QUESTIONS
MALE
FEMALE
4.27
4.13
4.06
T&D satisfy the ego of employees
3.93
3.53
Does the management give importance to cost-
4.33
4.06
3.8
3.4
3.93
4.53
3.73
3.2
3.73
3.73
3.4
3.46
Broad recognition at a national event increases the
4.06
motivational value of a recognition program.

There is a significant difference between intrinsic
4.33
4.06
Your organization considers training as a part of

organization strategy. Do you agree with this
statement?
Norms and values of the organization are clearly
explained to new employees during induction training.
Effective Training?
Does the training process help the employees in
improving their career?
Does the training course include the special challenges
faced by managers and or officers?
Does the management conduct formative evaluation to
improve the training process?
Does training program focus on developing team work
and leadership skills?
Recognition should be given only for sustained
outstanding performance over a long period of time.
reward and extrinsic rewards on employee

performance. Do you agree with this statement?
16
Employees are interested to take recognition as an
3.98
3.5
3.4
3.2
4.06
4.13
4.46
4.66
individual rather than team. Do you agree with this

statement?
There is no relationship between extrinsic rewards and
work life balance. Do you agree with this statement?
Everyone has an opportunity to get special
recognition.
Performance of employees here is fairly evaluated
Interpretation
This table indicates the difference of means of genders i.e, male & female. There is no significant
difference for both the values for male and female.
ANALYSIS OF MEAN AND STANDARD DEVIATION ON TRAINING

PROCESS
QUESTIONS
Your organization considers training as a part of
MEAN
STANDARD
4.26
DEVIATION
0.67
4.1
0.9
organization strategy. Do you agree with this statement?

Norms and values of the organization are clearly
17
explained to new employees during induction training.

3.33
1.08
Does the management give importance to cost-Effective
3.13
1.30
1.29
4.1
0.84
3.73
1.08
4.2
0.76
Training?
Does the training process help the employees in
improving their career?
Does the training course include the special challenges
faced by managers and or officers?
Does the management conduct formative evaluation to
improve the training process?
Does training program focus on developing team work
and leadership skills?
INTERPRETATIONS
Statement: organization considers training as a part of organization strategy
Mean: 4.26-high S.D-0.67
Interpretation: the employees in the organization are mostly agreeing that training should be a
part of organization strategy.
Statement: Norms and values of the organization are clearly explained to new employees during
induction training.
Mean: 4.1-high S.D: 0.9
Interpretation: according to the mean, we can say that during the training the norms and values
are clearly explained, but some employees are not much satisfied with the statement
18
Statement: T&D satisfy the ego of employees

Mean: 3.33-average S.D: 1.08
Interpretation: the mean clearly says that there is no relation between training and ego of the
employees but somehow it reduces the ego of the employees.
Statement: Does the management give importance to cost-Effective Training?
Interpretation: as it is an average mean, we can say that some employees say that it gives
importance and some says it does not. According to the employees words during certain time
period it give importance to cost effective training and in certain period it doesnt.
Statement: training process help the employees in improving their career
Mean: 4-high S.D: 1.29
Interpretation: as the response is from employees view, we can say that the organization is
conducting its training in a very processed manner which helps the employess, build their career.
Statement: training course include the special challenges faced by managers and or officers
Interpretation : training program conducted in GMR GROUPS not only improves the career of
the employees but also it exhibits the employess to special challenges faced by managers.
Statement: management conduct formative evaluation to improve the training process
Interpretation: as the mean is average, we can say that the evaluation is formative but some
employess are dissatisfied with the evaluation done by organization
Statement: training program focus on developing team work and leadership skills
19

Interpretation: the respondents are satisfied with the statement, as the training includes all the
necessary skills required for an employee.
ANALYSIS OF MEAN AND STANDARD DEVIATION ON REWARDS AND

RECOGNITION
3.6
1.9
Recognition should be given only for sustained

outstanding performance over a long period of time.
Broad recognition at a national event increases the
4.23
0.85
motivational value of a recognition program.

There is a significant difference between intrinsic reward
3.46
1.32
and extrinsic rewards on employee performance. Do you

agree with this statement?
20
Employees are interested to take recognition as an
3.73
1.36
3.03
1.27
Everyone has an opportunity to get special recognition.
4.1
0.9
Performance of employees here is fairly evaluated
4.2
0.61
individual rather than team. Do you agree with this

statement?
There is no relationship between extrinsic rewards and
work life balance. Do you agree with this statement?
INTERPRETATIONS
Statement: Recognition should be given only for sustained outstanding performance over a long
period of time.
Mean: 3.6-average S.D:1.9
Interpretation: from the mean we can interpret that, employees are not much satisfied if the
recognition is for sustained outstanding performance, they feel that recognition is for
encouraging them and if it for over a long period of time there will be even no interest for doing
any work competitively.
Statement: Broad recognition at a national event increases the motivational value of a
recognition program.
Interpretation: high, the employees says that even if the type of recognition is small and is
occurred at any national event it will encourage them and motivate them to do well and satisfy
their job positions.
21
Statement: There is a significant difference between intrinsic reward and extrinsic rewards on
employee performance.
Interpretation: medium, some employees feel that both intrinsic and extrinsic recognition is of
same value but some feel that extrinsic has different value compared to the intrinsic.
Statement: Employees are interested to take recognition as an individual rather than team.
Interpretation: medium, some employees says that as one cannot perform a huge work and get
recognition, instead as a whole team can work together and get the recognition but some doesnt
agree with the statement as they want to get the whole credits.
Statement: There is no relationship between extrinsic rewards and work life balance.
Interpretation: medium, employees says that there is a great relationship between rewards and
work life balance as rewards are the one which motivate the employees to work harder and
encourage their talent, so they say that both are somehow or the other way related to each other
Statement: Everyone has an opportunity to get special recognition.
Interpretation: high, employees openly say that there is a very low chance of internal politics. So
who ever has done an excellent job have the chance of getting the reward.
Statement: Performance of employees here is fairly evaluated
Interpretation high.employess says that the performance of the employees is based only on their
work and extra skills but no other factors are responsible for evaluating the performance.
22
Chapter 4
conclusion
Conclusion
23
GMR GROUPS undertake training and development programmes for their employees to increase
their efficiency they provide training programmes to enhance their knowledge and skills to
satisfy the customers.
Therefore from the analysis we can conclude that training and development has a positive impact
on organizational performance
Still then there are some drawbacks which are not satisfied by the employees to overcome that
organization can follow these suggestions:
Providing the training to employees whenever they ask for and need for.
Allotting more time for first project after training.
Focus on the objective of the training program
Implement online training programs
Coming to the point of rewards and recognition this analysis examined and determined the
relationship between rewards and employees performance and also determined the relationship
between intrinsic and extrinsic rewards. Based on a result, it showed that there was a positive
relationship between rewards and employees performance and also showed a highly positive
significance in the relationship between intrinsic and extrinsic rewards. . To maintain the same
positive result and to increase the employees performance the organization can follow the
suggestions listed below:
deliver on the spot rewards

seek continuous feedback
reach out on social media
24
REFERENCES
http://www.gmrgroup.in/home.aspx
http://www.irjcjournals.org/ijmssr/Jan2014/7.pdf
http://iosrjournals.org/iosr-jbm/papers/Vol6-issue2/B0620915.pdf
ANNEXES
Quest
ionnaire:
1) Your organization considers training as a part of organization strategy.
Do you agree with this statement?
25
2) Norms and values of the organization are clearly explained to new employees during
3)
4)
5)
6)
induction training.
Does the management give importance to cost-Effective Training?
Does the training process help the employees in improving their career?
Does the training course include the special challenges faced by managers and or
officers?
7) Does the management conduct formative evaluation to improve the training process?
8) Does training program focus on developing team work and leadership skills?
9) Recognition should be given only for sustained outstanding performance over a long
period of time.
10) Broad recognition at a national event increases the motivational value of a recognition
program.
11) There is a significant difference between intrinsic reward and extrinsic rewards on
employee performance. Do you agree with this statement?
12) Employees are interested to take recognition as an individual rather than team. Do you
agree with this statement?
13) There is no relationship between extrinsic rewards and work life balance. Do you agree
14) Everyone has an opportunity to get special recognition.
15) Performance of employees here is fairly evaluated
The above survey indicates the mean value and standard deviation of the analysis done on hr
practices i.e, training and development & rewards and recognition, which says the satisfaction
levels and dissatisfaction levels of the employess on these hr practices.
By seeing the mean values of the survey,the highest mean is 4.26 for the question on
training i.e, Your organization considers training as a part of organization strategy. Do
you agree with this statement? And many employess agree this statement.
Coming to the second highest mean,it is 4.23 for the question on rewards and
recognition i.e, Broad recognition at a national event increases the motivational value of
a recognition program.
By seeing the overall mean for both the hr practices i.e,training&development and
rewards and recognition the mean is around the values of 3.which indicates the state of
neutral.
26
By this we can say that the training&development and rewards and recognition
practices in the organization are neutral i.e it is not too high nor too low, if possible the
organization can improve them for the better result.
And standard deviation indicates a quantity expressing by how much the members of
a group differ from the mean value for the group. The standard deviation lies In between
the values of 1.36 -0.61.which indicates that all most all the employess are in the same
satisfactory level in the organization.
27

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Chapter 1

1.1-HUMAN RESOURCE PRACTISES

For a definite purpose.

long term educational

For general purpose.

Role of Training & Development:

Identifying Training Needs:

Suitable change in the individual concerned.

Should be related both in terms of organizations demand and that of individuals.

Training Process Model:

On the job Training (OJT)

Job Instruction Training

REWARDS AND RECOGNITION

Why Focus on Recognition?

Employees identify recognition as one of the most effective motivators

Even small increases in supportive practices are associated with decreased

Program design by staff

Nominations from staff

Award selection by committee

Limited involvement of administration

Citation, certificate and cash award.

Pictures on webpage, magazines.

Reward and Recognition Program Design

Characteristics of a Successful Program

Plan Design Steps

Best Practices Examples

Trends and Best Practices:

Rewarding teams and individual

Employees recognizing employees

1.2 OBJECTIVE OF STUDY

To identify perceptions of the employees on how training and

To identify employees competency levels as enhanced by the training and

To examine how training and development contribute to the individual

REWARDS AND RECOGNITION:

1.3 RESEARCH METHODOLOGY:

COMPANY: GMR GROUPS

Highways and Urban Infrastructure sectors.

iconic infrastructure projects in India.

rewards hard work, knowledge and commitment.

retain the best employees.

Training in GMR groups:

This training will continue throughout your career in GMR.

HOW REWARDS AND RECOGNITIONS ARE ISSUED IN GMR GROUPS?

After a year in action, the Celebrating Performance program is proving to be a popular

and valuable tool for employee recognition, motivation and engagement.

catalogues, but they arent the only ones.

AGE AGE AGE

Does the training

process help the

course include the

you agree with this

T&D satisfy the ego of employees

Does the management give importance to cost-

Broad recognition at a national event increases the

motivational value of a recognition program.

Your organization considers training as a part of

reward and extrinsic rewards on employee

Employees are interested to take recognition as an

individual rather than team. Do you agree with this

ANALYSIS OF MEAN AND STANDARD DEVIATION ON TRAINING

organization strategy. Do you agree with this statement?

explained to new employees during induction training.

Does the management give importance to cost-Effective