A

Summer Training Project Report on

Training & Development at the Top Trove Foundation

Submitted in partial fulfilment of requirements

For the Award of the Degree of

Master of Business Administration

(2023 -2025)

(Dr. A.P.J ABDUL KALAM TECHNICAL UNIVERSITY,

LUCKNOW)
Reported submitted by

Neha Maurya
Roll No. 2304220700037

MBA Semester - 3

(BANSAL INSTITUTE OF ENGINEERING & TECHNOLOGY LUCKNOW)

Report Submitted To

Puneet Thikka

Table of Contents
SNo Topic Page no

1 Certificate 2

2 Acknowledgement 3

3 Executive Summary 4-7

4 Chapter-1: Introduction 8-28

5 Chapter-2: Literature Review 31-34

6 Chapter-3 Methodology 35-36

Chapter-4: Data Presentation &

7 37-45
Analysis
Chapter-5: Summary and
8 50-52
Conclusions

9 References/Bibliography 53

10 Appendices/Annexure 54-58
CERTIFICATE
 Acknowledgement

To begin with, I would like to acknowledge and extend my heartfelt gratitude to Prof Puneet
Tikkha my Internship Supervisor for providing me this great opportunity to work on this
Report concerning Training & Development of a company. I am grateful to her for guiding
me and showing her best interest in helping me prepare this report. Without her patience,
sincere guidance and suggestion I would not have been able to finish this report properly.

Secondly, I heartily thank all the officials of Top Trove Foundation for their supporting as
well as co- operating me as an intern in their organization. After that, I would like to convey
my sincere gratitude to the Head of Group HR, and my supervisor of Top Trove Foundation
for providing their valuable time and cooperate with me. Moreover, I am also thankful to
them for providing necessary and valuable information regarding this company and also
for being kind to me. Without their help this Internship report would not have been easy to
prepare.

Name: Neha Maurya

Roll no.: 2304220700037

Department: MBA (SEM-3)

College: BIET Lucknow

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 occupants can meet these
requirements, Training is not important. On the other hand, if this is not the cane, it is
necessary to raise the skill levels and increase the versatility and adoptability of the
employees. Moreover, employees are the internal assets of an organization. Training
presents a prime opportunity to expand the knowledge base of all employees so that they
can relate those training with their workplace and give their best performance achieving
company goals. Knowledge and skills development is vital to the health of organizations.
We live in an information age today and organizations are routinely valued not just on their
physical but on their intellectual capital. Training is one of the chief methods of maintaining
and improving intellectual capital, so the quality of an organization’s training affects its
value. Untrained or poorly trained employees cost significantly more to support than well-
trained employees do. Training affects employee retention and is valuable commodities
that, if viewed as an investment rather than as an expense, can produce high returns,
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.

This report is based on the Training of Top Trove Foundation, a leading garments business
established in the year 1965 as a flour mill, later on expanded business and now we are
working on the garments sector of this company. This report consists of the overall HR
practices, such as- recruitment and selection, training and development, performance
management, staffing etc. It also mentions how the company is developing strategic
human resource practices along with their business strategies. Additionally, it provides the
outcomes of evolving role of strategic HR instead of traditional HR practices in the
organization. We found out that Top Trove Foundation mostly follows strategic HR
practices.

On the report we mentioned all the information we gathered regarding the company and its
various HR practices, and came up with some analysis of our own. We also tried to provide
some recommendations to the company with our own and limited knowledge and
experience on SHRM. Finally, the report is based on the combination of the SHRM of Top
Trove Foundation and also our analysis on the factors concerning their procedures
regarding HR.

Chapter 01
 The Organization

Introduction
HR Industry (Human resource) industry in India has become a common need for almost every
business that is looking forward for a good growth at the same time improved organization
managements. Right from hiring the right candidate for the company till providing the best of the
curriculum activates for the employees to grow, there are so many things that an HR actually does.

As per the research conducted, according to social, economic and cultural landscape, it is in
unprecedented change due to which the need for a right solution that can lead to growth and
professionalization has become quite common. This is the reason why HR industry in India has
gained lot of scope.

It is considered as one of the most precious resources for any organization. Right from recruiting
the right person on the board of a company till ensuring that the management works in an
organized manner to achieve success of the organization, HR looks into every concern related to
the company.

The solution that is offered by the team of HR is worth to take and certainly leads to the growth.
There is a dedicated team of experts in HR who are engaged to offer the clients with workforce
solutions and thus also acts as a middleman between the client and the employee.

To staff the industry in a proper way has become a necessary for the dynamic business
environment. The HR industry thus, ensure that entire gamut of employment solutions are given to
the client to satisfy him in all the best possible ways.
Role of HR industry in India:

Looking forward to the increasing demand of HR industry, the following services are performed by
the team which includes:

Recruitment process outsourcing

 Corporate training
 Pay-roll processing
 Organizing the clients meeting
 Representing the team
 Looking forward to increase ether venue of the Company

The HR industry also known as staffing industry is highly noticed in different streams like
Information Technology, Finance, Management, Sales, and Engineering. As per the research
made, it has been also noted down that now days, the need for such services has increased in
aviation and retail industry as well.

Historical Background of Top Trove Foundation

We are the fastest growing start-up in Andhra Pradesh for designing Software, Website
Development, App Development, Animation, Game Designing and Digital Marketing Era. Top
Trove is emerging as a leader for its excellent performance in its field and is becoming popular in
Andhra Pradesh. Our mission revolves around our customer and its not only to give service to you
rather it’s about the higher satisfaction. So it will help you take your business to the next level and
we are seeing the result all around by getting customers from all over the country

Our Vision

Top Trove have a big vision, taking very small but smart steps to get toward success. We are
humble, visionary and gigantic as well in terms of aspiration. In the Information and Technology
Industry, “It’s not about a splendid innovation, it’s about a bunch of little innovations every day,
every month and so on for carrying out something a slight better and efficient.

Our Mission

We produce high quality and cost-effective services The company is devoted to serving excellence
services to our clients. If you demand quality and cost-effect services experience, Top Trove is
where you'll encounter it. We are a squad of young. energetic and dynamic designers and
developers, fixated on bringing need-of-the-hour based graphic design, app development, website
design, game development, and digital marketing
At Top Trove Foundation, they attain and maintain their reputable, quality
business by:

 Strictly complying to customers' guidelines and requirements

 Taking advantages of the latest technologies

 Emphasizing on preventions as well as inspection

 Always working with Total Quality Management principles

 Never missing the delivery schedules

 Continuously improving safety levels of products and working environments

 Having in-house professional quality management team comprised of Quality Manager,

Quality Assurance and Quality Inspectors

 Putting research and development activities into the core of the business

 Always trying to think from customers' point of view.

Background of the report:

Through this report an individual can expect to have a good knowledge and understanding on the
various operational activities performed by TopTrove Foundation particularly in the area of Training
and Development division. From the last three months of the TOPTROVE Group's operations,
everything is tried to include in precise form. I have tried my level best to put more emphasis on
the Training and development part and its operational process since it was the topic of my
internship program. This report is to be used only for the academic purpose. I have collected all
the necessary and relevant data from various primary, secondary sources. After three months long
hard labour, it has become possible for me to make the report comprehensive and factual. The
data is truly and strictly confidential and no one can use its components in full or partial I would like
to give thanks to everyone who has helped and encouraged me in the process of preparing this
report.

Code of Conduct of Top Trove Foundation:

Top Trove is committed to following a set of core values the guiding principles. As an organization,
it ensures safe, efficient and harmonious operations and fully informs all employees of their
responsibilities for this, TOPTROVE has established certain standards as Code of Conduct for the
guidance of all employees. These standards mentioned are only a partial list of acceptable
behaviour and conduct. The standard code outlines how TOPTROVE expects its people to treat its
valued customers, suppliers and markets, fellow employees, shareholders, and the communities in
which we work and live. Any violation of such acts or omissions will constitute misconduct and lead
to disciplinary actions.

Conflict of interest:

The Conflict-of-Interest Policy is to protect Top Trove’s interest when it is contemplating to enter
into a transaction or arrangement that might benefit the private interest of an employee of Top
Trove. This Policy is intended to supplement but not replace any applicable policy of the company
governing conflicts of interest in practice. The Policy intends to ensure safe, efficient and
harmonious operations and to fully inform all employees of their responsibilities with regard to
conflict of interest. Certain standards of conduct have been established for the guidance of all
employees. Any violation of such acts or omissions will constitute misconduct and lead to
disciplinary actions.

Product/service offering

Top Trove Foundation always try to provide the perfect combination of top-quality products with
value added service. Top Trove itself proud of its international reputation as top-quality products
and customer-focused value- added service provider for more than 2 decades. Top Trove itself is
very much committed to their clients and customers, they always keep on striving hard to add
value to the products and services they provide for their customers. That’s why their reputation
was entirely based on the reliability and customer satisfaction which has always been the
foundation for their growth.

Quality policy of Top Trove Foundation:

Their quality approach is based on continuous improvement of performance which is from well
controlled procurement stage to the on-time deliveries of top quality products. It is not only about
the production of quality. Products; it is about the total quality of business that transforms the
needs to satisfaction. That is why they keep trying to improve customer satisfaction through IT and
reliability by always putting full emphasis on quality. Their main concerns and the quality of their
business and satisfaction of their customers all together.

Operational Network:

Appropriate operational structure, job positions and defined role are required to ensure continuity
of the expanding business and for well-balanced business operations. Analytical review and
approval by the Managing Director(s)/Director or the Management Committee, as appropriate,
concludes the process for establishing such positions in various departments and functions under
the Top Trove Foundation. This becomes the Organogram, reflecting the organizational structure.
The Procedures that Top Trove follows for their operational network are
Review, re-evaluation and re-assessment of existing manpower resources is conducted while
formulating armful budget, in relation to employees job specifications, job requirements and
compensation levels. TOPTROVE’s production and growth requirements are taken into
consideration too.

If Vacancy arising as a result of employee separation for whatever reasons, unless the position is
abolished, are approved by the department or functional Head, as the case may be.

Employee Requisition is initiated through the existing Oracle Enterprise Resource Planning by the
conceded department head either because of vacancy created due to separation or, creation of a
new position. Prior to initiating requisition, the concerned department head critically reviews the
Job Description to confirm the followings:
Is it up-to-date?

Have duties and responsibilities changed significantly since the description

Does the nature of the job require any change because of changed environment, business
conditions or different demands?

On confirmation, the department head informs the HR Department, who will make certain that the
description accurately describes the job, it is updated and finalized for the incumbent to take on

HR Department will ensure that all positions other than those in the Organogram is approved by
the Managing Director/Directors or the Management Committee.

Before a new position is approved, the Job Description is prepared by the head of the concerned
department in consultation with the head of HR to evaluate the position for proper grading and
compensation purposes.

All key positions should be re-evaluated on regular intervals.

Organizational structure of Top Trove Foundation:

To ensure that all employees are aware of the various department and functional organizations,
name of supervisory persons etc., the HR Department is responsible for monitoring and when
necessary, periodically updating and issuing organizational charts and organogram. The HR
Department distributes copies of respective organizational charts/organogram to each
department/functional Head, who will then make them available, as deemed necessary, for the
information of others in the department/section. No department or function will have organogram
of its own without having the same approved or amended in a prescribed manner through the HR
Department.
 Chapter 02

Job

Job Description:

Fulfil the requirements of my Degree of Master of Business Administration (MBA) I joined Top
Trove Group in intern for 3 months. I worked in the HR department as my major is in Human
Resource Management (HRM d my office hours are from 9:00 AM to 6:00 PM. As I am intern so
my main job was to support the executives the organization.

Specific tasks, responsibilities and duties of the job:

During my internship as mentioned above I had to support the Human Resource Department as a
whole so as a result I had to do some specific tasks and had responsibilities and duties related the
job. The responsibilities and duties I had to do there are following-

In my internship program I had to support in the following HR activities:

CV Sorting
I mainly collect the CV from the CV Bank from various job portals. After that, I sorted the C terms
of educational qualification, relevant work experiences, age, location and expected salary

Interview calling

Prepare for a phone interview as carefully as you would an in-person interview

Interview calling: Here, I prepared the applicant’s schedule and include their name, mobile n and
signature. After that, I call them up and let them know about the Interview schedule and ensure
about their convenient to come and location. Moreover, I texted them up in case of am types of
inconvenience.

Conduct Interview

Here, I mainly prepare the assessment sheet and provide them to the selected assessors.
Sometimes I sat beside the reception and call the applicants. Other than that, I also play the role
of assessor and ask various relevant questions to the candidates.

Collect the assessment sheet and select the appropriate candidates:

Collect the assessor sheet and select the appropriate candidates: I collect the assessment sheet
from the head of the departments and submit those to the Head of HR. sometimes I do participate
to the final selection of the candidates,
Photocopy and scanning:

I did photocopy and scanning of different important documents and matched them up with the
main documents. Moreover, I compiled all the documents and filed them up.

Here, I did the organization of the induction process like prepare the hand copy of Top Trove
Foundation, get them introduced to the different departments of different floor, let them introduced
to our organization. Moreover, I gave a brief description about job description and job specification.

This is some of the specific objectives I did in Top Trove Foundation for the purpose of the
completion of my Internship.

Organization Wide:

Transferred different kind of paper to different department:

I transferred different type of Paper to the different department, like I received the salary file from
HR department and give it to account's department, collected CV from HR And send it to selection
and staffing department though this department include in HR but their department located fir from
the main HR department. When any employee wanted to leave their job then some paper was
approved from HR department and that paper also needed to approve from Sales Secretariat
department, and those paper also transferred by me.
Prepared Questionnaire for the candidates:

I did prepare questionnaire for the junior executive in the HR & Compliance department according
to the direction of the Head of HR. Finally I got the verification of the questionnaire from the Head
of HR and made the final printout.
Checked Written Script:
Sometimes I did check the answer script by following the instructions of my supervisor. I got the
answers beforehand and make them scoring in terms of percentage.

Prepared comparative analysis:

I prepared the comparative analysis of the HR Manager, Senior Executive of CWPL. There I listed
the CV of selected candidates and make a comparative analysis among them. Finally, I made
them entry in HR folder and also submit the hardcopy of the CV to the Head of HR.
Biometric entry:
Here, I do the biometric of the new employees following the instruction of my supervisor. I did
follow the procedure and get the entry of the new employees.

Prepared flow chart for the recruitment and selection of Top Trove Group:

There I got instructed by the Head of HR preparing the flow chart for the requisition and
recruitment.

Performance Appraisal:

In Top Trove Group, each week assistant manager of our department reviews my work progress
and suggests me accordingly. My recently my organization has introduced new software for the
enterprise and that is why top management asked HR department to gather significant information
about its human resource so I was actively engaged in posting data of the people of the
organization and this activities is checked frequently by one of the senior officers of the HR
department and he advised me about the accuracy of the data collection.
I also support the payroll section of the HR department for the development of monthly salary for
the employees. I went bank with them for the salary purpose and its documentation process. For
the salary purpose I went to the standard chartered and IFIC bank. The senior payroll department
always instructs me about proper maintenance of documents.

I was also involved in activities of cell phone communication operation which includes distribution
of sim cards, controlling of sim cards, bill collection and payment for the above purpose.

Data Analysis

1. What are the different training methods Top Trove follows for their employees?
Different Training Methods of TOPTROVE follows for their Employers
Cognitive Behavioural On the job Off the job approach training

Explanation:

According to this chart we can draw the concision that TOPTROVE follows 50% Behavioural
approach, 30% On the Job training, 20% Off the Job training and 0% cognitive approach for their
employees.

Observation:

Top Trove follows mostly behavioural approach for their employees.

2. What are some of the barriers employees face when it comes to participating in our
training program?
The Barriers Employees have faced while Participating Training Program

500,000 = 5050

Too busy at work

Lack of employer.

Inconvenient.

Lack of confidence.

The Bummers Employees have faced while Participating Training Program

Explanation:
According to this chart we can see that 30% of the employees are too busy at their work, 25%
employees faces the lack of their supervisor’s support, 35% employees having inconvenient
time/location and 10% employees having lack of confidence in own abilities while participating in
training program

Observation:
I may conclude that most of the employees faces difficulties participating in training program
because of the inconvenient time/location.

3. If Top Trove could choose the top three priority topics for employee training and
development this year, what would they be?
Explanation:

From the
above
chart I can
say that

TOPTROVE should give focus 60% on Time management,25% on Leadership & 15% on
Negotiation for employee training & Development this year.

Observation:

Among these three TOPTROVE can focus more on Time Management for employee Training &
Development.

4. What kind of training session and practices TOPTROVE follows avoiding sexual
harassment of employees?
Explanation:

From the chart above, we may draw the conclusion that TOPTROVE follows 35% by writing &
implementing sexual harassment policy, 30% by encouraging appropriate conduct by managers,
200% by getting high level management support & 15% by providing training on sexual
harassment.

Observation:

TOPTROVE follows mostly by writing & implementing sexual harassment policy to avoid sexual
harassment of employees.
5. What kind of development TOPTROVE can address to improve time management,
technical skills as well as business communication skills for their employees?

Development
TOPTROVE can address to improve time management, technical skills as well as business
communication skills for their...

 Motivation

 ORACLE inefficiency

 implement workloads

 Layers of Division

Development TOPTROVE can address to improve tine management, technical skills as well as
business communication skills for

Explanation:
According to the chart above we can say that TOPTROVE can focus 40% on ORACLE inefficiency
of employees, 30% on layers of division, 25% on irrelevant workloads & 5% on motivation to
improve time management, technical skills as well as communication skills for their employees.

Observation:

TOPTROVE can focus more on ORACLE inefficiency of employees.

 Chapter 03

Summary:
Top Trove Foundation is a leading organization in India with its 6 sister conches. Top Trove
Foundation, India, is one of those organizations who implement effective Human Resource
practice in the organization to guarantee the development of their employees, which also paves
the way for a long-term organizational success owing to precise employee participation perfectly.
TOPTROVE strongly believes that long-term success depends on the competitive edge that the
Company builds in for its people. Dealing with the challenges of the future will require focus, the
resilience to handle rapid change, and finding innovative solutions through its people. HR Policy
essentially sets the standard rules and guidelines according to the organizational principles,
mission and vision. This is a framework that sets out the way that things are done in an
organization; thereby this Policy Manual sets the standards for the organization which has arisen
from the best practice. TOPTROVE is focused on enabling employees perform better and strongly
beliefs that superior Appraise performance can provide a sustainable competitive advantage for
the Company. TOPTROVE recognizes that the ongoing development of its employees and the
existence of a skilled, flexible workforce are critical to the Company’s success in an increasingly
competitive global economy. Thus, TOPTROVE’s performance management process enables
Appraisers to meet specific development objectives by:

Linking: All Training and Development to performance objectives

Prioritizing: Training and Development events in terms of business imperatives

Assessing: The main contribution made by Training and Development by the Appraiser and the
Appraise.

All Training and Development is targeted towards continual performance improvement by the
individual, the team and the Company as a whole. TOPTROVE follows different types of training
methods for their employees such as cognitive approach, behavioural approach, other job training
and off the job training. TOPTROVE follows mostly behavioural approach for their employees.
TOPTROVE follows steps in training & development process such as
Induction
Core Programs
Tertiary programs
Technical Training

After that, employees face some of the barriers like they are too much busy at work, lack of
employer support, incontinent time/location or lack of confidence in their own abilities while
participating in training program Further, M& faces some of the challenges like leadership, time
management as well as business communication that could be resolved with training Furthermore,
TOPTROVE could choose three priority topics for employee training & development that would be
leadership, negotiation power and management inefficiency, TOPTROVE's business goals are
achieved through optimum management of performance of all its employees with its vision to
become a leader as an expendable and trendsetter supplier of RMG in the global fashion industry,
TOPTROVE is constantly working towards superior customer satisfaction. This is deeply rooted in
its team performance and, therefore, TOPTROVE needs to adhere to smart ways of recognizing
specific contributions that add exceptional value to the organization. Rewarding its people for a job
well done is taken very seriously and efficiently. Similarly, it also confronts performance that does
not meet the required standard and correct the situation. Thus, Performance Management is the
means to get alignment of personal goals with business strategy, provide feedback for
performance improvement and help identify and explore the potentials of its people. Lastly,
TOPTROVE follows different kind of training session & practices avoiding sexual harassment of
employees like getting high level management support, encouraging appropriate conduct by
managers, write & implement sexual harassment policy and providing training on sexual
harassment. Top Trove Foundation has a through training process in place. Afar bringing in the
right talent for the organization, the training process helps them in growing as leaders. Much of the
training is on the job. The HR facilitates different training programs for the employees. Once
employees are trained an evaluation process is triggered to ensure the effectiveness of training.
The training process of Top Trove Foundation is basically centred on developing the employees as
future leaders.
General Objective:

The objective of this Internship report is to evaluate the overall Training & Development practices
of Top Trove Foundation for its employees. The main purpose of working on this report is to
analyse the strategic human resource management practices of a particular company, also to
distinguish between SHRM and traditional HRM. This report

also focuses on various other companies HRM practices and relates them with our learned theory
and how the theories are implied in real life.

Specific Objective:
 To know the different training methods of TOPTROVE Group.

 To know the design of the training program and also conduct the training program.

 To find out the challenges that could be resolved with training.

 To know the improvements TOPTROVE can take delivering their training program.

 To know the evaluation process of training for its employees.

 To find out the training session and practices TOPTROVE follows avoiding sexual
harassment.

 To find out the improvements TOPTROVE can address in terms of time management,
technical skills & business communication skills.

Methodology:
Research methodology is purely and simply the framework or a plan for study that guides the
collection and analysis of data. Research is the specific way to solve the problems and is
necessarily used to improve the market potential. This involves exploring the possible methods
one by one and arrive the best solutions considering the availability of resources.
Research designee Descriptive. Data: Primary and Secondary data. Research Survey method

I have been followed two main ways while working on this report.

Primary data:
Primary data are those which are gathered directly through questionnaire and it is my original
sources of data collection method. Primary data is collected with the help of structured
questionnaire following Purposeful random sampling method in the managerial group of
TOPTROVE Group.

Secondary data
My secondary source is the company’s website. I mainly use their website for in general
information and also some of the documents provided by the department such as books and some
reports based on Training and Development.

Limitations
One of the major limitations was gathering information. As there are some confidential matters that
a company might not want to disclose, so we had to work with the flited information gathered. Also
the time allocated for the report was not that sufficient compared to the amount of work needed in
this report.

Findings & Analysis

Investment Perspective of HRM

SWOT analysis is a strategic planning tool that examines the strengths, weaknesses,
opportunities and threats affecting an organization. Human resource departments of Top Trove
Foundation use it to measure performance and set future their goak. The HR department also
uses SWOT analysis with other planning tools to develop action steps that support the HR
strategy and the company’s mission.

Strength
The main focus of Top Trove Foundation is the quality of the products. They are very conscious
about the quality of their product and for that reason, today, TopTrove Foundation is one of the
biggest and the most reliable service provider providing high quality garments to the leading
fashion brands like Replay, H & M. New Yorker, C&A, Esprit, GAP, Old Navy and Macys in the
Europe, USA, Asian and Canadian markets. Another notable thing is that they never miss their
delivery schedule. Top Trove Foundation is very much concern about the safety and environment
issue which is definitely very impressive to the foreign buyers and government as well. They are
continuously improving their safety levels of products and working environments and this
measurement is making their position strong in the IT industry.

Weaknesses:
Though, Top Trove Foundation is a very stable organization now, presently their one and only
weakness is their workers. Seeing the other garments worker, now their workers ofien put a
demand to increase their wages and this act hampers the production.

Opportunities:
The main opportunity of Top Trove Foundation is their updated technology. They constantly make
use of the latest machines and technology to improve their products more worth and fashionable.
Again, as the company provide quality garments to the leading fashion brands of Europe, Asia,
USA and Canadian market, so it is a big opportunity to expand their business for those brands.
Another vital opportunity is they have in-house professional quality Management team comprised
of Quality Manager.

Threats:
Currently the main threat of M& J Group is the vague political situation of our country. Because of
the extensive strikes, the number of orders has fallen down. Due to political unrest, garments
sector of our country undergoes severe problem. Abo the IT sector is one main source of earning
of the country, and there is a lot of competition in this sector. So, to retain its position in safe,
TOPTROVE needs to maintain its strategies properly.

Strategic Management

Strategic management is a process of determining what needs to be done to achieve corporate

objectives over 3-5 years and also examines the organization and the environment in which it
operates and attempts to establish an appropriate and optimal “fit” between the two to ensure the
organization’s success. It has been already known that TOPTROVE garments is a part of business
unit group of TOPTROVE industries. Top Trove Foundation perfectly combines strength and
expertise in garment manufacturing services suitable for industry needs. They are proud of their
international reputation as top quality products and customer-focused value-added service
provider for more than 2 decades. By being committed, they always keep on striving hard to add
value to the products and services provided for their customers. That is why their reputation was
entirely based on the reliability and customer satisfaction which has always been the foundation
for their growth.

Top Trove Foundation always follows existing product in existing market but they maintain high
quality of products. They always try that their product will be best in the existing market. They
believe in high quality products and services. They have around 8000 employees and they do not
need hiring employees. They are providing training and other sorts of facilities to the existing
employees. Besides to retain the existing employees who are more beneficiaries for the company,
they has to pay a higher compensation to the employees, more than the competitors so that they
become satisfied and be committed to this organization. They also do not acquire other institution.
They believe that they do not need any merger or acquisition of any company. They only deliver
the products according to the buyers demand. They never take excess of order which they cannot
complete in time. Even if they have huge order demand, they only choose the amount of order
they can supply. For this reason they do not need to hire new employees every year. Top Trove
Foundation produces all the necessary accessories for jeans like button, chain,

ete in-house. Since they produce everything on their own, therefore do not take too much order.
Always tries to maintain a limit they can fulfil Top Trove Foundation focus on differentiate of
products. They do not maintain cost leadership because they have maintained the quality of
product. Normally they deliver the product in foreign countries and their buyers are foreigner so
they do not need to maintain cost leadership of product. Their products are different because they
have distinguished their products in four categories like boys, geris and children. They normally
focus on youth generation fashion trends. When they supply the product they have knowledge
about the fashion trends of generations and then they produce the product in this sense. It airs to
develop market unique products for different customer segments and has clear competitive
advantages. It wants to deliver excellence product which make them different from other garments
industry and it has different customer segments in various qualities of fabrics for children, men and
ladies. This company may charge a premium for its product or service. The company does so with
confidence because of a highly developed and strong corporate identity. The company can readily
pass along higher supplier costs to its customers because of the lack of substitute or alternative
products on the market. Moreover TOPTROVE can be able to overcome its HR challenges as it
has a good balance by competing on such things as price, service and quality, or on any
combination of attributes that it believes are important to its customers to gain a competitive
advantage. Besides, this company offers employee incentives and compensation for the creativity
so that it can be able to add innovative design to differentiate from the others.

Best Practice or Best Fit

Best practice:
"Best practice" is universally recognized a high performance HR practices. This is a bundle of HR
practices that contribute to an improved bottom line activity, reduce turnover and absenteeism and
brings the best from employee. Though this practice is very popular in abroad but in our country
very few companies know about it.

Best Fit:
Best Fit model customizes all HR practices according to their own context considering the
organization structure, firms, business unit and mostly business life cycle. This approach is more
flexible than best practice. We tried to find out if Top Trove Foundation following the components of
"Best Practice" or "Best Fit through the interview.

Evolving Role of HRM

Every company has to follow some roles either they can be traditional or strategic. The company
M & J follows the roles of strategic human resource management system. In the organization the
persons who are responsible for the HR jobs are actually the line managers. A strategic approach
places the responsibility for managing people with the individuals most in contact with them, their
respective line managers

Usually a company following traditional HR focuses more on their employee relation. On the other
hand companies following strategic HR focus on the partnerships with internal and external
customers. Through the interview taken from the HR manager of the Top Trove Foundation we
were able to know that the company actually focuses more on their relation with the customers. As
they are always trying to meet the demand as quickly as possible so they have to focus in
customer relationships and they are doing it so.

Strategic HR is flexible enough to consider the various time frames such as low, medium and long-
run as necessary to facilitate the development programs and policies that address the critical
strategic challenges faced by the organization. The Top Trove Foundation does have the policies
but they try to cope with the situations. That is why they follow the organic control which includes
flexibility and whatever is necessary to succeed. Control systems are modified as needed to meet
changing conditions.

Strategic HR is more proactive and systematic in change initiatives. As they follow the organic
control of flexibility, their initiatives are obviously proactive and integrated.

However, in case of key investments Top Trove Foundation is focusing on their capital and
products which is a part of traditional HR system. They focus more on their capital and products
because their intention is to meet the customers’ need and demand. Additionally, they do focus on
people or knowledge if they find it important basing upon the conditions or situations.

The accountability of Top Trove Foundation is investment centre which considers returns as well
as expenditures with attention paid toward the “value added by HR activities,

Last but not least, it has to be mentioned that the Top Trove Foundations continuing their activities
fully focusing on customer requirements and also they are trying to think through customers’ point
of view. For this reason they are following total quality management principles and strategic HR
role to cope with the rapid changes among the situation.

Human Resource Planning

Like the other organizations, Human resource planning plays eminent role in TopTrove
Foundation. The process of HRP is intended to match projected human resource demand with its
anticipated supply, with explicit consideration of the skills mix that will be necessary throughout the
firm. Human resource planning helps to forecast the manpower requirements, provide the
manpower for different department of the company. TopTrove Foundation go through the human
resource planning process to determine the demand of the requirement manpower. Though they
do not follow any formal method to determine their employee demand but they select the number
by the requirements of lese managers/supervisors/department heads. TopTrove Foundation
always maintain a shortage of employees, as they do not prefer the surplus.

Strategies for employee shortage:

Top Trove Foundation always maintain the number of employees lower than their demand, which
means their strategy is to maintain a little shortage rather than maintain a surplus of the
employees. As it is a garments company. So during shortage it is casier to offer overtime to the
employees. When they get a big proposal from their buyer they make their employees to do
overtime to fulfil the desired target. In the time of employee shortage often they hire new
employees as they do not prefer to hire temporary employees. They also use job rotation in their
different departments.

Staffing
Staffing is the step done after conducting a successful HRP. Once the demand for manpower is
calculated, TOPTROVE then undergoes various steps of staffing. It is necessary for conducting
proper staffing that the staffing strategies used should comply with business strategy. By taking
interview of head of HR department, we got to know that TOPTROVE mainly focuses on
permanent employee. They do not rely on temporary employees. Temporary Vs Permanent
employees:

According to TOPTROVE Group’s strategy, they mainly go for permanent employees. There are
few reasons behind their decision. As they believe in quality and their main focus is on better
quality of the products manufactured, therefore they are reluctant to hire temporary employees.
They feel temporary employees might deteriorate their quality standard and they do not want to
take any risk. Temporary workers might be skilled enough but they will not be familiar with the
organization’s strategies and the way they operate. This sometimes increases the chances of
accidents occurring on-the-job. So, an extra orientation is required phs temporary employees do
not have any commitment on the company. Another important factor for choosing permanent
employees is that TOPTROVE provides various training facilities to the workers who might require
training. The more temporary employees are hired, the more training cost increases. For
completing one particular task the company will provide training, the next day that temporary
employee will leave the organization. As a result, the company undergoes wastage of time and
training cost. However, temporary recruitment is done in TOPTROVE but in case of internship.
If interns succeed in performing up to standard then they are recruited permanently. TOPTROVE
does not outsource, they produce everything in-house which is another reason behind relying on
permanent employees rather than temporary.

TOPTROVE conducts the whole recruitment and selection process semi annually. They never
faces surplus of employees. They try to maintain a moderate level of employee working, neither
shortage nor surplus. If there is a shortage, they do not go for temporary, rather they uses
overtime for the time being, Since they do not have a fixed quantity for production and always
produce on order received, therefore overtime is more frequently used than any other methods.

Recruitment of employees:
Since TOPTROVE does recruitment and selection semi annually, therefore between those time
gaps supervisors keep a performance track record of the garments worker level employees. This
record helps them to determine employee needs. When the time of posting job vacancy comes,
supervisor hands over the records and informs senior level about the recruitment need and the job
position

Sources:
For junior level recruitment, job vacancy is announced internally as well as externally. Job
description and specification is clearly mentioned in the vacancy advertisement.

Internal sources: Initially, same vacancy ads are posted in the bulletin board of the company. This
is done to encourage existing employees to apply for the desired post. Also, company considers
applicants who are referred by existing employees if the reference is through valid source and
relabel.

External sources: Vacancy ads are posted in their own web-site also various job sites. Fresh
graduates are also welcomed. Ads are also posted in local news papers.

For top level employees, a closed recruitment process is followed. No vacancy ads are posted.
Top level managers or head of HR decides who will be recruited by conducting a meeting with the
board members.

Selection of employees:
All the CVs of the interested applicants are sorted. These CVs are then initially screened by the
line managers, here they match them with the job description and then decide which applicants
have the possibility to precede to interview level

After the initial screening of the CVs, the chosen CV candidates are called for an interview session
conducted by the senior level management along with supervisor.

A written test Is conducted and the chosen candidates undergo that test. From the written
assessment, few candidates proceed to the next level.

Again candidates are sorted depending on their interview session and written test; few are
selected for further and final interview.

After the final interview, job is offered to the most capable candidate and some time is provided for
the candidate to accept the job offer. The last step is to provide an initial training to the junior level
employees hired.

The selection process of the top level employees are however different from the bottom line
employees. Top level management decides internally, also reference is given importance to.

On average 1 out of every 8 candidates applied is chosen.

Training & Development

Training is an educational process. People can learn new information, re-learn and reinforce
existing knowledge and skills, and most importantly have time to think and consider what new
options can help them improve their effectiveness at work. Effective trainings convey relevant and
useful information that inform participants and develop skills and behaviours that can be
transferred back to the workplace.

Organizational Development is a process that “strives to build the capacity to achieve and sustain
a new desired state that benefits the organization or community and the world around them”

These two processes, Training and Organizational Development, are often closely connected.
Training can be used as a proactive means for developing skills and expertise to prevent problems
from arising and can also be an effective tool in addressing any skills or performance gaps among
staff Organizational Development can be used to create solutions to workplace issues, before they
become a concern or after they become identifiable problem.

Identification of training objectives:

As an IT company, TOPTROVE has to cope with and adopt all the new advancement of and rapid
changes in the technology, demand patterns, customer tastes and competitors threats and their
employees also need to learn all about them, the terms, new discoveries, new breakthroughs,
improve their skills and knowledge, and all these are done by providing needed training to the
employees. So to improve their skill and broaden their knowledge, the HRD of TOPTROVE is
working relentlessly on the continuous training, development and well-being of its members. Both
in- house and outside organization training of employees are concomitant and ongoing process.
It’s actually about to set a goal for the training program But as TOPTROVE has been providing
training for about 24 years now, so they have pretty much pre-established objectives and
measures for each of their programs that for which purpose which training is appropriate and they
are going to achieve their objectives and how they are going to determine the results. The
company’s Human Resource Department which is responsible for the training and development
program. The training pluming for an employee is developed by innedinte superior. At the
beginning of the year superiors develop plans for their subordinates that what trainings are
necessary immediately and what trainings can be given later and then they pass their decision to
the HR department. Finally, after getting the requirements, the department goes for the necessary
steps.

Levels of need assessment:

Today, Top Trove Foundation is one of the biggest and the most reliable apparel manufacturer
providing high quality garments to the leading fashion brands like Replay, H & M. New Yorker, C &
A, Esprit, GAP, Old Navy and Macys in the Europe, USA, Asian and Canadian markets. The
company conducts TNA semi-annually which means after every six months of the year. So, it
thoroughly goes out the three steps of the need assessment so that it can maintain up its quality in
the international market.

The need assessment Is done to check whether the employees need the training or not. In the
need assessment there are three steps which make the design and delivery of training near about
perfect and the mistakes or bad outcomes from the training reduces a lot which on the other hand
saves a lot of cost of the organization. Three steps of need assessment are:

 Organization analysis
 Task analysis
 Individual analysis
The organizations are different from one another. Performance, management, cultures, motives
etc., nothing is same. TOPTROVE garments determine the best suited and preferable training
methods for the workers, TOPTROVE hires the international HR for the organization analysis.

In organizational level, the company prefers the most suitable training which is related with the
organization’s ultimate motive in example, the main motive is to maximize the company’s labour
productivity and that is why workers are trained on how to increase the number of output by
reducing the number of inputs.

In task level, the HR manager always focus specifically on which skills are denuded by the
workers for performing the particular jobs. It also takes care that how much involvement is there of
the worker of making mistakes in the work. According to that, it designs the training program by
the help of other experts both national and international so that the employees do not make those
mistakes while performing their assigned jobs. The company thinks about the direct feedback of
the job to the employees in example, learning setting is the actual job setting or not.

In individual level, TOPTROVE emphasizes on the learning style of the workers because what is
good to someone may not be preferable to the other. Everyone cannot go maintaining the same
pace. Due to this they divide the group of workers into categories and provide training styles
according to the category needs. It is costly and simultaneously time consuming but the outcome
is larger enough compared to the average cost.

Designing and delivering training materials:

Training materials are designed according to the needs of the employee deficiency. TOPTROVE
mostly provides mostly the job training in example, apprenticeship, job rotation, and job
instructions. On-the-job training is the most dominant form of training in the world today: not
because it is safe or economical but because in many instances t is the only practical way of
laming a job. It is a traditional and proven methodology; numerous studies indicate that it is the
most effective form of job training possible. New employees are basically provided with the job
instructions while performing the particular job. It is basically done by the senior worker to the
juniors. It is almost like the apprenticeship training. Workers learn the activities from the mentors
or seniors. Here, the company gets another benefit because the relation between the senior and
junior employees become close enough which makes the work place suitable for everyone. If the
workers are happy with the working conditions then they are willing to provide their best
performances.

Training room along with the training schedules is organized inside the organization. A certain
amount of budget has been fixed for the workers of the organization which are invested on the
workers to make them appropriate for the required tasks. The budget is around 35 to 40 percent of
the company retained earnings.
On the other hand, job rotation is done by TOPTROVE where workers inter change their
departments. For example, workers of cutting department shifted to the stitching one and vice
versa. This makes them more perfect and the garments remain flexible so that they can adopt with
the changing dynamics of the competition. The organization mostly focuses on the training of the
existing and especially of the new comers as they feel reluctant to deny their product quality
compared with the competitors.

Beside the training program, workshops and seminars are arranged for the workers of the
garments which motivate them thinking critically, innovative and mostly it helps to increase the
level of their commitment towards the organization. The more the workers will be motivated the
more the labour productivity will go up. For the seminars big expertise both national and
international is invited by TOPTROVE. Overall, the company does not negotiate with the proper
training of their employees.

Process of training evolution:

Good modem personal development and evaluation extend beyond the obvious skills and
knowledge required for the job or organization or qualification. Effective personal development
must also consider individual potential (natural abilities often hidden or suppressed); individual
learning styles, and whole person development (life skills, in other words). Workers’ performances
are recorded in TOPTROVE garments which give a clear idea at a glance that who needs training
to improve or who are performing the best. I have discussed earlier that the company provides
workshops and seminars to every employees who requires it. After providing with the training for a
certain period of time, the managers then check out their performances again to evaluate whether
the training was successful or not. The evaluation is basically made through observation and
interview. As producing the clothes is something very physical so, they prefer mostly for the direct
observation. The managers look at some of the vital points while evaluating and they are:

 Is the unto better because of training?

 Are trainees behaving on the job affer training?

 To what extent trainees have greater knowledge after the training program?

 What are the trainees’ reactions about the overall training program?

The evacuated performances are then recorded again to update the previous performance data. If
the training program really improves the performances and can obtain a great success then it is
continued for the upcoming groups and if this does not bring any success to the organization then
the whole program is restructured. However training sometimes fails because of program
mentality, duration faction and wrong assumption.
Integration of training outcomes with other HR practices:
Training outcomes integrate with the other HR practices in TOPTROVE garments. It integrates
with the best HR

 Practices of the company and they are:

 Training helps achieving organizational goals every year.

 Delight employees with unexpected things the. Rewards. It is mainly o motivate the
workers.

 Recognizes employee talents by public appreciation ie. Colleagues.

 Highlight the best performers and make them visible so that the others put their best and
the environment becomes pure competitive.

 Systematic knowledge sharing that supports the strategy.

 Performance linked bonuses which increase the motivation, productivity and the
competition.
 Performance Management System

 Performance management system is designed to manage employee’s performance. It is a

review for each employee that identifies the strengths and weaknesses. Top Trove
Foundation does this in both manual and digital way.

 Performance appraisal is a part of performance management system. Performance

Appraisal is a process through which a manager evaluates and examines an employee’s
behaviour by comparing it with the standard or performance of others. Every successful
organization has to evaluate their performance to find out organizational progress. This
evolution process varies from company to company.
Performance management system has to go through four steps to get the best
result.

 First of all, the organization must determine the purpose of the system and how it will be
used. A performance management system may have several purposes and the organization
has to design that in such a way that goes with their objectives. TOPTROVE group’s
purpose is mainly to develop employees, enhance motivation and facilitate human resource
planning.

 Second step of the system is to decide who will be responsible for this performance
management system. According to senior executive of HR, Amit Kumar Deb, three
participants are involved in their PMS-Supervisor, employee himself and subordinates. First
they do the self assessment, then subordinates give their opinion and supervisor plays the
most important role by updating their appraisal form.

 Next step is to find how to evaluate absolute or relative. Absolute is comparing one’s
performance with the standard and relative is to compare with other employee’s
performance. Top Trove Foundation never does the absolute process, Instead they
compare their performance with pre decided standard.

 Finally organization decides the method to be used in the system. Many methods are
available including Graphic

Rating scale, Behaviourally Anchored rating scale, Management by objectives, Forced distribution
etc. Top Trove Foundation basically follows MBO where they have corporate goal, individual
employee has a goal, supervisor monitors the progress, and then evaluates the performance and
finally department heads decide the reward. Top Trove Foundation keeps computerized document
for each employee which is being updated after every

Appraisal
Top Trove Foundation has its own style to assess and manage performance. Their performance
management is directly related with training program. They first examine the performance and on
the basis of that they decide whether training is needed or not. After providing training to weaker
employees they again do the performance appraisal to find out if training was effective or not.
Finally they determine the salary contingent on performance. Even though they do this appraisal
semi-annually or twice a year, they keep updating their performance appraisal form every day.
They never compare one employee’s performance with others. They have a pre settled standard
and they compare the performance with that. This is the general process of performance
management system Reasons behind using performance management system
They do this PMS to find out what kind of training is needed for individual employee

By updating the performance management form to adjust compensation

In garments, supervisor watches over the employees which makes them perform better

Top Trove Foundation believes if the leader is not cooperative, subordinates will not give their
best. That is why they take their opinion in performance management system.

Supervisor knows his employees, their nature, skill very well. So the main responsibility of
updating the performance document is given to him. He decides which employee needs training,
after training their changes in performance etc.

Perceptual errors of raters:

After doing this research we think there arises some problems of ratters. Like

If supervisor is biased to any employee, he will always be benefitted and the others may have to
suffer for that It is really hard for one supervisor to look over so many employees and evaluate
their performance. It will take long time as well as mistakes may arise.

While doing self assessment one can be unethical and give all the answer in favour of him. In that
case, self assessment will be of no use.
To evaluate the garment worker they do the evocation misally which makes the process very
lengthy, Ratters including subordinates, supervisor can provide judgement based on the
employee’s personal characteristics which may affect the evaluation.

Ratter can consider only one single criterion and make the whole decision. This is called halo
effect.

Recommendation & Conclusion

Recommendation
In strategic management they only focus on quality and services but they do not focus on cost. In
competitive advantages they should attain cost also.

They only provide services to foreign countries and foreign buyers but they should deliver the
product in our country also because it also expands the business and product.

Without knowing about the best practice model they are following all the elements but not
simultaneously. If they were familiar to this, the model may be used more precisely. Our
suggestion for Top Trove Foundation is to select HR manager who has proper knowledge on HR
practices.

Top Trove Foundation should be more focused on following all the elements of best practice
equally as they have opportunity to use every bit of it. After this research we got to know that

They practice all the components but team work gets least priority among all Team work will bring
more success than individual work. They can maintain team under each department and all
members can be divided to team on basis of skill job, age, qualifications etc.

They can go for executive search firms for top level position rather than always relying on
succession planning Sometimes more skilled employees and fresh ideas are required in top
management who can make the right decision and knows more about human resource
management.

This company uses overtime but doesn’t hire temporary employees at all. This can be a pressure
to employees in long run. Employees might start to get demotivated by the extra pressure even if
they get proper incentive. If they need to continue overtime for a longer period of time, they might
lose interest therefore sometimes temporary employees should be used just to cover up target
order.
TOPTROVE can go for anonymous evaluation paper for training which will be provided to all the
trainees who will be selected to be provided with the training program. There, they will provide
their own learning styles and methods which will help them to catch all the new ideas and learning
immediately on spot of the workshops or seminars. The company should maintain the updated
mentors or the most recent trainee to be the mentor of the immediate upcoming batch so that the
ideas and techniques are also updated and latest. The same mentor or senior may give the
monotonous and non-updated skills to the upcoming juniors.
TOPTROVE should think about the factors that create barriers when it comes to participating in
training program from the employee part.

TOPTROVE can give more focus on time management, leadership and business communication
skills of employees.

TOPTROVE should think about the performance appraisal of employees so that employees feel
motivated towards work and give their best effort to achieve company goals.

Lastly as training &development is an important part for the organization and employees,
TOPTROVE should pinpoint the important parameters in terms of selecting the trainer.

Conclusion

It was a great opportunity for me to work on this company and acquire a wider view on the reality. I
learned a lot regarding how this business sector operates and how this company managed to gain
its position in all these years. As an organization, Top Trove Foundation has earned the reputation
of a leading garments manufacturing company.

It has access to foreign market and is gaining a global market penetration through its quality of
product. One of the strongest factor of this company is they focus highly on quality management
and not only that, they are also up to date. They use latest technologies on requirement which is
very good. Overall, this company is in a stable position, its market hold is also very strong the
business is in growth stage. In conclusion, Top Trove Foundation has a long way ahead and with
the vast knowledge of their HR professionals, if they can maintain their wide range of workers
properly with right managerial skills and maintain the standard they set, soon they will shift from
growth stage to maturity stage.

References

 Annual report of TOPTROVE Group

  http://www.mi-group.com

 http://forum.business.org.bd/index.php?topic=556.0

 hupedupedia.educarnival.com/human-resource-policy-of-arments-sector-of-bangladesh/

 https://www.scribd.com/doc/52350926/Internship-Report-on-Fashion-Asia-Limited#seribd

 https://www.scribd.com/doc/52350926/Internship-Report-on-Fashion-Asin-Limited#scribd

 https://www.academia.edu/6665484 A report on Training and development of Bank Asia L

 td Employee perspective

 https//www.academia.edu/4570182 Hr. Practises In Garments Industry In Bd

 http://www.slideshare.net/bemantherpatra/a-project-report-on-training-and-development-in-

bst- textile-pvt-ltd

Appendix

Survey Questions regarding Training & Development of TOPTROVE Group

1. What are the different training methods TOPTROVE follows for their employees?
2. How do M& J issues the design of training program and also conduct the training program?

3. What are some of the barriers employees face when it comes to participating in our training
program?

4. What about the budget M& Jallocates for different training for their employees?

5. What types of challenges TOPTROVE faces that could be resolved with training?

6. If TOPTROVE could choose the top three priority topics for employee training and
development this year, what would they be?

7. What improvements overall can TOPTROVE makes to the way they deliver our training
program?

8. How TOPTROVE do evaluates after the training program of their employees?

9. How TOPTROVE do evaluate the effectiveness of training program meeting company goals
and objectives?

10. What kind of training session and practices TOPTROVE follows avoiding sexual
harassment of employees?

11. What kind of development TOPTROVE can address to improve time management,
technical skills as well as business communication skills for their employees?

12. What kind of improvements TOPTROVE can think about in terms of safety and health of the
workplace for their employees?
13. Does TOPTROVE take any off-the-job-training for their employees?

14. How TOPTROVE can promote the leadership skills of employees?

15. What are the important parameters considered for selection of trainer?