A STUDY ON THE EFFICIENCY OF TRAINING & DEVELOPMENT PROGRAMS

GIVEN BY GRASIM LTD TO THEIR EMPLOYEES.

Summer Internship Project submitted in partial fulfillment of the requirement for the
MASTERS DEGREE IN
BUSINESS ADMINISTRATION (MBA)
SUBMITTED BY
Vinay Prasad L S
REGISTER NUMBER: 1516178
UNDER THE GUIDANCE OF
Dr. Benny godwin
(professor)

ST. ALOYSIUS COLLEGE (AUTONOMOUS)

ALOYSIUS INSTITUTE OF MANAGEMENT AND INFORMATION TECHNOLOGY
(AIMIT)
MADOOR, MANGALORE-575022
2015-2016

DECLARATION

DECLARATION
I, Vinay Prasad L S bearing Reg. No. 1516178 hereby declare that the project titled A study
on the Efficiency of Training & Development programs given by GRASIM LTD to their
employees has been prepared by me towards the partial fulfillment of the requirements for
the Master of Business Administration (MBA) program under the guidance of Dr. Benny
Godwin.
I also declare that this project report is my original work and has not previously formed the
basis for the award of any degree, diploma, associate ship, fellowship or other similar titles of
any other university.

DATE:
PLACE: MANGALORE

SIGNATURE OF STUDENT
(VINAY PRASAD L S)

Table of Contents
CHAPTER NO.

TITLES

Executive Summary

Company Profile

Introduction

About the project

Training & Development

Learnings

Observations & Findings

Recommendations

Limitations & Bibliography

Executive SummaryThe importance of personnel management is being increasingly realized in industrial and nonindustrial organization both in India and abroad. The realization has come about because of
increasing complexity of the task of managers and administrators. In most organizations the
problems of getting the competent and relevant people, retaining them, keeping up their
motivation and morale, and helping them to both continuously grow and contribute their best to
the organizations, are now viewed as the most critical problems.
So with this reference the project titled Study of Study of HR practices

& Training &

Development has been conducted, based on the primary research poly fibers, Harihar Division
has been prepared to get a better insight into the management practices adopted by GRASIM with
reference to HR Policies prepared by the HR department in organization. It emphasizes on the
importance of a clear cut organization structure and culture to avoid any confusion in order to
achieve maximum result with minimum resources.
The project is aimed to cover maximum knowledge of the HR practices followed in the
organization and how the performance is evaluated of employees, what primary factors are
considered , how data is maintained and finally the evaluation done. Here the HR practices of the
company have been explained to understand how the company follows these practices and the
performance appraisal process adopted. The practical knowledge has been gained mainly by
observing all the activities taking place in the H.R. department. This is a brief study done to have
understanding of the subject H.R., how it is practically implemented, why it is necessary, its
implications & the benefits.
With reference to the HR Practices brief knowledge has been gained how the Recruitment cycle
functions, Selection done, Training Calendar prepared, what does compensation & cost to
company means and the steps of performance appraisal.

COMPANY PROFILE
Mr Kumar Mangalam birla, chairman the Aditya birla group, the aditya birla group is Indians
first truly global corporation. Its 40 state of the art units, anchored by 72000 employees, cross
18 countries Including India, Thailand, Malaysia, Egypt, Canada, U.K, Australia, and china.
Among Indias largest business house, its revenue excess of US$ 5.8 billion, with an assets
base of $4.35billion , a market cap of over $3billion and 7000000 shareholders.
Out of all manmade silk industries, Grasim industries ltd, is one of the world recognized
industries, which has made a good name in producing the pulp and fibers to meet the high
changing requirements of the customers. This industry became a tough competitor to the cotton
industries, as fiber is a major substitute for cotton in the market. Though it is a private sector
industry, it has worldwide recognition.
The BIRLA GROUP incorporated Grasim industries ltd. In 1947 it is one of the largest
rayon grade pulp manufacturing units in India and it is only the one, which has an integration
of both pulp and fiber. The company has striving in foster a simple corporate philosophy that is
to constantly achieve excellence, which has judiciously and successfully make investment in
core sector for meeting the basic requirements.
After the demise of the great ADITYA BIRLA in 1955, the BIRLA GROUP was taken over by
his son, MR.KUMARAMANGALAM BIRLA. The group has grown into Indias second large
industrial house employing about 65,000 people worldwide. It has registered a turnover of
more than Rs 20,000 crores during 1997-98.
Grasim industries is owned and efficiently managed by ADITYA BIRLA GROUP. It consists
or more than 55 professionally managed large units enjoying the confidence of more than 6
lakh shareholders.

The company has 2 divisions at Harihar unit..,

1. Harihar poly fibres (pulp divisions)
2. Grasiline divisions (fibre divisions)

Division

Year

of Product

Installed

Harihar poly fibres

Grasiline division

installation
1972
1977

Wood pulp
Sulphuric Acid
Carbon Di Sulphide
Viscose staple Fiber
Rayon Grade Pulp
Sodium Sulphate

capacity
74,400 TPA
87600 TPA

HARIHAR POLYFIBERS:
HPF is a unit which was established in 1972. It is located on the bank of river Tungabhadra
Kumarapatanam near Harihar in Karnataka. This plant was set up in the year 1972 to produce
rayon grade pulp with indigenous know-how engineering and equipment. Rayon grade pulp is
the basic raw material used in the manufacture of viscose staple fiber.
GRASILINE DIVISION:
This plant was set up in the year 1977 to produce viscose staple fiber, sodium-sulphate
sulphuric acid carbon di sulphide. It has started producing VSF with indigenous technical
knowhow i.e., with own engineering and equipment. Viscose staple fiber is the closet manmade substitute for cotton, used in the manufacture of fabrics for common man.

VISION, MISSION, AND QUALITY POLICY:

VISION:
To be a leading customer-focused global chemicals business that delivers best in class products
and specially solution using safe, sustainable and innovative processes.
MISSION:
To deliver superior value to our customer, shareholder, employees and society at large. And
maintaining the largest share in the man-made cellulosic fiber industry globally through:
Innovation: in products and processes
Excellence: in quality, service, people development
Focus: on environment friendliness in all our activities

QUALITY POLICY:

To meet the needs and expectations of the customer of the customer through continuous
improvements in all spheres with active participation the people.
AIMS:

Excellent in all spheres of management

Knowledge integration programme
Skills development programme
Participation in management through consultation
System protection
Delegation and decentralization

Introduction
HR PRACTICES

The success of any business depends as much on appropriate, effective, well-communicated, HR

and business practices as it depends on meeting the requirements of mandated laws and
regulations. In fact, good planning and the development of effective practices make regulatory
compliance much easier.
HR practices helps in increasing the productivity and quality, and to gain the competitive
advantage of a workforce strategically aligned with the organizations goals and objectives.
KPI's For HR PRACTICES
Some of the key performance indicators for Human Resources include but are not limited to the
following.
Employees clarity on HR policies
Employees clarity on roles, responsibilities and expectations
Development of qualitative staff
Number of HR issues arising for which there are no clear policies and guidelines
Competitiveness of compensation structure relative to industry benchmark
Usefulness and accuracy of compensation survey
Lead time to respond to staff welfare issues
Employees assessment of promotion criteria and process (clarity, fairness)
Measurement of HR policy violation
Average time required to fill vacancies
Proportion of training programs resulting in productivity improvement
Staff attrition rate
Understanding / Clarity of the Organizational philosophy

Outline Internal capabilities and identify gaps on skills-competencies-behavioral aspects

Prepare HR strategic Objectives and bring in clarity as to how the HR strategy supports the
organizational strategy

Develop KPI's for each of the strategic objectives.

Track and measure performance

Human Resources Best Practices

The best practices in the management of human resources are the ones which optimize a
workforce so that it can not only get work done, but also ensure a greater level of efficiency,
timeliness and quality as it accomplishes increases productivity overall.
Hence the job of the best practices human resources firm is to make sure that these benefits and
pay scales meet the companys budget while remaining attractive and competitive enough to pull
in the very best talent possible. We should know that these figures put the company in a good light
while also presenting themselves as engaging and competitive for companys recruitment efforts.
OBJECTIVE OF HR PRACTICES:The main objective of HR Practices is to differentiate the organization from its competitors by
effective and efficient HR Practices. By following this, the organization does its whole work
process. The objective of HR Practices is to increase productivity and quality, and to gain the
competitive advantage of a workforce strategically aligned with the organizations goals and
objectives.
As The Transparent HR practices can reduce attrition, BecauseTransparent HR practices ensure continuous business growth in every organization.

It gives the suitable working environment to the employees.

The success of company motivates the employees of organization to continue relationship with

it.

As all the employees Perks chart has been mentioned according to their designation in the HR
practices, it helps the employees to know what their perks charts are. So it creates a transparency.

OBJECTIVE of the PROJECT

As we know the whole function of HR department depends upon the HR Practices of the
organization. The HR management is done according to the HR Practices of the company. Which
things to be done and which things should not be done depend upon this only. It also helps the
organization to achieve the target of the organization.
The HR policies of the organization have been mentioned in the HR Practices. All the rules &
regulations for the employees have been also mentioned in this. All the welfare of the employees
processes is also mentioned in this.
So the study of the HR Practices means basically the brief study of all HR functions in the
organization. I believe the HR Practices is a vital part of an organization, which helps the
organization to achieve the goal of the organization.
All companies are having their HR Practices but the company who is having the best, is the most
successful company among its competitors. So the company can get success within its competitors
by applying best, effective HR Practices.
The main objective of the project is

To understand the HR practices followed & Process of training & development.

To know what are the uses of HR practices for any organization.

How these HR Practices help any organization to know its stand in the market and to be
competitive by implementing good HR Practices for their employees.

To understand how the organization would achieve its goals by implementing good HR
Practices.

To understand the work culture of the organization.

HR function is very important in every organization. It helps the organization to manage not only
the people of the organization but to manage all the working processes in it also. HR is
management function that helps managers to recruit, select, train and develop members for an

organization. Obviously HR is concerned with the peoples dimensions in organizations. HR

refers to set of programs, functions, and activities designed and carried out.

Training and Development

The needs of individual are objectively identified & necessary interventions are planned for
identified groups, which get rolled out in a phased manner through training calendar.
The training and development program is charted out to cover the number of trainees, existing
staff etc. The programs also cover the identification of resource personnel for conducting
development program, frequency of training and development programs and budget allocation.
Training and development programs can also be designed depending upon job requirement and
analysis. Selection of trainees is also facilitated by job analysis.
The company has a strong focus on manpower training according to their requirements. The
internal training department aims at improving the skill sets relevant to the work profile of
employees.

This includes improving communication

Different skills

E-mail programming

Operation systems.

The design of the training program can be undertaken only when a clear training objective has
been produced. The training objective clears what goal has to be achieved by the end of training
program i.e. what the trainees are expected to be able to do at the end of their training. Training
objectives assist trainers to design the training program.

Training DesignThe trainer Before starting a training program, a trainer analyzes his technical, interpersonal,
judgmental skills in order to deliver quality content to trainers.
The trainees A good training design requires close scrutiny of the trainees and their profiles.

Age, experience, needs and expectations of the trainees are some of the important factors that
affect training design.
Training climate A good training climate comprises of ambience, tone, feelings, positive
perception for training program, etc.
Trainees learning style The learning style, age, experience, educational background of trainees
must be kept in mind in order to get the right pitch to the design of the program.
Training strategies Once the training objective has been identified, the trainer translates it into
specific training areas and modules. The trainer prepares the priority list of about what must be
included, what could be included.
Training topics After formulating a strategy, trainer decides upon the content to be delivered.
Trainers break the content into headings, topics and ad modules. These topics and modules are
then classified into information, knowledge, skills, and attitudes.
Sequence the contents Contents are then sequenced in a following manner:
From simple to complex
Topics are arranged in terms of their relative importance
From known to unknown
From specific to general
Dependent relationship
Training tactics Once the objectives and the strategy of the training program becomes clear,
trainer comes in the position to select most appropriate tactics or methods or techniques. The
method selection depends on the following factors:
Trainees background
Time allocated
Style preference of trainer

 Level of competence of trainer

Availability of facilities and resources, etc

Improve performance
Training & Development is any attempt to improve current or future employee performance by
increasing an employees ability to perform through learning, usually by changing the employees
attitude or increasing his or her skills and knowledge.

Importance of Training & Development

Helps remove performance deficiencies in employees

Greater stability, flexibility and capacity for growth in an organization

Accidents, scraps and damages to machinery can be avoided

Serves as effective source of recruitment

It is an investment in HR with a promise of better returns in future

Reduces dissatisfaction, absenteeism, complaints and turnover of employees

Needs of Training
Individual level

Diagnosis of present problems and future challenges

Improve individual performance or fix up performance deficiency

Improve skills or knowledge or any other problem

To anticipate future skill-needs and prepare employee to handle more challenging tasks

To prepare for possible job transfers

Training given on

Safety aspects

Behavorial aspects

Technical aspects

Communication skills

Identification of Training Needs (Methods)

Individual Training Needs Identification
1. Performance Appraisals
2. Interviews
3. Questionnaires
4. Attitude Surveys
5. Training Progress Feedback
6. Work Sampling
7. Rating Scales

Group Level Training Needs Identification

1. Organizational Goals and Objectives
2. Personnel / Skills Inventories
3. Organizational Climate Indices
4. Efficiency Indices
5. Exit Interviews
6. MBO / Work Planning Systems
7. Quality Circles
8. Customer Satisfaction Survey
9. Analysis of Current and Anticipated Changes

Benefits of Training Needs Identification

1. Trainers can be informed about the broader needs in advance
2. Trainers Perception Gaps can be reduced between employees and their supervisors
3. Trainers can design course inputs closer to the specific needs of the participants
4. Diagnosis of causes of performance deficiencies can be done

CHAPTER 2
PROBLEM IDENTIFICATION & DEFINITION

PROBLEM STATEMENT
What is a problem?
A problem is a system at unrest. A system is anything that is made of two or more interacting
parts. In this sense, everything in the universe is a system. A problem is a deviation from
some standard or norm of desired performance. Hence, problems should be distinguished
from decisions. Decisions always involve a choice among various ways of getting a particular
problem resolved or a task accomplished.
After a detailed study about Grasim Ltd, the company is doing great in the market. But there
are many problems within the plant itself that need to be worked on.
Communication gaps Employees don not know how to react or communicate with
their colleagues, team leaders and managers. Employees difficulties are ignored many
times.
No proper schedule Time management The time allotted for training and any
other departments processes are not in a proper sequence.
Training isnt given to all The training provided to the employees are given
according to their designation and grades, lower level employees are not given training
like the other grades, so this holds back the development in ones personality. The
training head doesnt get along with the employees who are being trained.
Conflict within the departments itself Employees in the same department dont
trust each others abilities which show that getting to know your colleagues such type
of training isnt provided.

 Man-power shortage The major departments in the admin dont have enough people
to cover up the entire days work, which ends up putting pressure on any single person
which leads

CHAPTER 3
PROBLEM FORMULATION

Problem Formulation
Any business problems are driven by two variables; I.e. controllable variables and
uncontrollable variables. Problem formulation is the process where we usually find out those
factors which really plays vital role in the problem.
CONTROLLABLE VARIABLE:
It is defined as phenomenon or situation that can be directly influenced or controlled. It can be
changed or manipulated by a decision maker. Here the controllable factors are within the range
of the company where it can make and take its own decisions anytime.
UNCONTROLLABLE VARIABLE:
Uncontrollable variable on the other hand, is the other side of the coin. These are variable
which are fixed and that a business cannot control over it. The effect of uncontrollable
variables is as possible.
3.1.1 Controllable Variables
Selection of best training program for all employees Since some employees dont
get the same training as the others, the company can decide and try to train all
employees at the same level so that the company workflow is faster and so that people
understand each others easily.
Man-Power The company can hire more people in the admin block so that the work
can be divided equally and completed on time on a daily basis without any difficulties.
Weekly meetings Meetings on weekly basis should be conducted by the department
heads so that a little motivation is provided plus you can get to know you colleagues
better and also help them out if any difficulties arise.

Uncontrollable Variables
Ego Most of the managers and employees have ego problems which leads to more
chaos in the organizations working environment. People tend to ignore others and this
results in incompletion of work and creates tension among the employees.

 Environmental factors - Natural environmental factors affect a business' operations as well as

its ability to expand or take on new operations. In effect, companies must comply with
environmental regulations in all stages of a business' development.
Technological changes - Small business owners can use technology to reduce business costs.
But technology is such a factor which keeps on changing over the period of time. In order to
survive in the market the business firm should also update its technology according to
changing environmental condition.
Demographic factors - Income, age, people buying preference these are some important
demographical factors which affects the business. A company's products usually appeal to
certain income groups, some products concentrates on some specified age groups. Company
has to adjust with all these factor, these factors will never adjust itself with companys product
strategy.
Sudden financial problem - If the dealer is indulged in partnership business and if there is a
partnership breakage before the payment of credit then there will be distribution of finances
which will lead to sudden financial problem for the dealer and cannot pay the credit before the
due date.

CHAPTER 4
PROBLEM SPECIFICATION

Problem Specification
Problem specification explores the relationship between the controllable and uncontrollable
variables. The main objective is to find out the inter-variable relationship of both the
controllable and uncontrollable variables that are previously identified in the third chapter.
It helps to trace the cause of the problem more specifically. It investigates who did wrong,
what went wrong, how, when, where, with whom, why? The more relevant the question is the
more complete is the problem specification.

Controllable and Uncontrollable variables:

Financial Problems Vs Technological changes - The sudden financial problems can be
controlled to a certain extend by having regular market updates and personal visit to the
dealers. If the company is running low on capital or not making profits then Grasim Ltd will
find it very difficult to adopt new technology into the organization.

Demographic Factors Vs Ego - The Demographic factors can be also controlled a little by
training the youngsters so that no information and helping hands are left out. It will be like
setting up a fully trained new replacement. Ego gets in the way of all possibilities especially
during a project. No matter how hard you train the employees unless the company provides
training programs to improve interpersonal skills, this will help in a better work environment
and misunderstandings can be avoided.

Technological changes Vs Man Power: Technology in the present market is ever changing
phenomenon. It keeps on changing according to the market condition. Every dynamic
company should be ready to accept and implement the technological changes to cope up with
the changing market condition. Otherwise the concerned company will be left back. Not hiring
the best of educated man power for their production purpose, and hiring freshers will result in
lack of knowledge in the new technology adopted by the company. Not having more staff in
the admin department will lead to not using the technological resources as widely as it is
supposed to be used.

Ego vs best training program Vs weekly meetings - can be controlled to a certain extent by
testing a persons attitude during the interview itself and selecting the person accordingly or

the top level management must have a direct approach to the person and spot out the mistake
for him. Some employees feel that they deserve to be in the better training programs as they
feel superior than the others and want to prove others wrong, this happens due to a high level
of ego. Weekly meeting are also difficult to conduct as the employees feel that they know
better than the other employees and do not need any more instructions from their managers.
Everyone feels that they are the boss.

CHAPTER 5
RESEARCH METHODOLOGY

5.1.1 Problem Statement

The outcomes of training are not as expected; because some employees are not aware of the
importance of training and what they will benefit from staff training so then trainings are
regarded as normal courses to participate.
There is a lack of good communication between management and employees, when employees
have complaints about trainings for instance the trainings are time consuming, but
management team does not know, so that the trainings would never be improved until they
communicate.
About one thirds of the employees felt they did not get self-development and build selfconfidence after the training, which did not match the purpose of the trainings.
5.1.2 Scope of the Study
This study can be beneficial to both the unorganized and organized sector companies in
pharmaceutical industry. It can be useful for any drugs manufacturing company to expand their
market. It will help in understanding key training factors to improve employee relation beyond
their existing procedure. It will also be helpful in identifying companys present problems in
their training programs.

5.1.3 Objectives of the Study

The primary objective is to study the effectiveness about the programs conducted by
Grasim Ltd.
The Secondary objectives are
To find out the actual impact on employees by personal contact.
To understand the improvement in employees personality.
Their interest in the training programs.
To find way for making training program more effective and interesting.
To replace the problems that obstructs the training Program from achieving the
objectives for which training is being provided.

Literature Review
1) David Pollitt in the year (2008) has done his research in the topic (Individualized training
helps managers become better supervisors) and he has analyzed that employee absence fell
so dramatically after managers were trained to become better supervisors that it was like
adding eight or nine new employees when considering the increase in efficiencies, He
explains that the probation service in West Yorkshire, UK, had been promoting great
caseworkers to managerial posts for some time, but these people were not necessarily equipped
to handle the demands and strains of this new kind of position. Finally, the author says that the
managers have the self-assurance to manage their people firmly, fairly and effectively,
avoiding the cost and aggravation of a costly and protracted employment tribunal.

2) Anupama Narayan and Debra Steele-Johnson in the year (2007) has done a review in this
topic

RELATIONSHIPS BETWEEN PRIOR EXPERIENCE OF TRAINING,

GENDER, GOAL ORIENTATION AND TRAINING ATTITUDES and some of the

authors have said that in todays organizations, rapid changes, an increasingly diverse
workforce and competitive business environments characterize the work (Cascio, 1998;
Goldstein, 2002; Smith et. al 1997). Employees development, and more specifically
training, can help individuals and organizations work more effectively adapt to the changing
environment and achieve individual and organizational goals (kindsley, 1998). The participants
were 174 undergraduate students from a Midwestern university. Participation in the study was
voluntary and participants received extra credit points that could be applied to their course
grade. So total 165 participants were taken for the analysis Hence, results from regression
analysis indicated that mastery-approach goal orientation had a beneficial effect on training
attitudes of men but not for women.

3) Greenberg, D. H. In the year (1969) has done his research in the topic EMPLOYERS AND
MANPOWER TRAINING PROGRAMS and he says that this paper covers system
analysis as applied to manpower programs, with a view towards developing a rational,
comprehensive basis for evaluating ongoing and proposed programs, and providing guidance
for the design of future programs. The memorandum utilizes data collected directly from the
personnel files of 16 companies which hired graduates from four manpower training
programs.

Limitations

Time is major constraint The employees were too busy with their own schedule

which gave me not much information on what I really need to find out. No one was ready to
give their time to answer question, had to meet them as soon as they arrive at work or in the
office bus while going home.

Interaction with the respondents is also limited due to their work Since all the

employees had to complete their given tasks for the day, even going near them was not
possible as their managers were always around and questioning them becomes very difficult.

Security Barriers The Company had a lot of security information, even getting

information from files and folders was difficult as the company runs under a strict information
security named as Kavaach. Since I was an intern as the company no permission was granted
to access any information.

No access to other departments Those who work in the admin department do not

get to access the production or quality control department due to proper hygiene conditions.
Interns were confined only to a few areas.

Time for project was limited as, had to complete the tasks given by them Only a

little information could be conducted as I had to complete the tasks given to me and it would
take all day long to complete just a single task. The time given for the project was plenty, just
didnt have time solely for the project.

People refused to give feedback Getting feedback from the employees was very

difficult as they believed that its a waste of time and they had better things to do. No one was
ready to even fill up the questionnaires and return back. If employees were asked again and
again the response gained back would be negative on purpose.

Too many Interns in one company Since there were too many interns from other

colleges it was tough to gain information from the same employees as they were getting fed up

giving the same information more than twice. Had to race against them or come up with a
different strategy or even change my style to get information from the employees.

OBSERVATIONS AND FINDINGS

 During the study of the project I observed different functions of the HR Department. I got the
knowledge about the different types of HR Policies functioning in the organization. I also got
knowledge about how the organization is following their values in a very sincere way.
I learnt how and what types of facilities are being provided to the employees .
I also observed how they are doing the Performance Appraisal on basis of the achievement of
the targets by the employees in the time given to them through ERP.
I got the knowledge about different departments in a manufacturing company and idea about the
challenges what the employees are facing while performing their work.
As I worked on the ERP system of the organization, I came to know that how they are
maintaining the database of the employees for all departments region-wise & its importance.

They emphasis on providing proper working environment to their employees, so that the
employees can work efficiently & smoothly .

RECOMMENDATIONS

The company should give the compensation as per to the skills, so that the employees
could do the efficient work.

Organizations must enhance work force motivation to improve productivity. Workers must
be encouraged and motivated to develop a customer satisfaction mind set.

Organizations need to empower their workers by allowing them greater autonomy and
control and to design jobs that are more stimulating. This will enhance the personal
productivity.

Interdependency of different departments should be well studied, co-ordinated for effective

output.

Training schedule is worked out well here with proper planning schedule.
Recruitment proper planned, structured according to openings in plant, new vacancies.

Goal Setting programs undertaken with schedule to find potential prospective employees
for higher posts, giving training, discussing the on job responsibilities.

The employee goals are well studied and structured. The Key Related Areas are properly
designed & clearly mentioned to employees.

BIBILOGRAPHY
American Society for Training & Development. (2008). State of the Industry Report.
Baldwin, T. and J. Ford. (1988). Transfer of Training: A Review and Directions for Future
Research. Personnel Psychology, 41, 63-105.

WEBSITES
https://en.wikipedia.org/wiki/Aditya_Birla_Group
www.adityabirla.com