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A STUDY ON EFFCETIVENESS OF TRAINING AND
DEVELOPMENT WITH SPECIAL EMPHASIS ON
HINDUSTAN UNILEVER LIMITED, PUDUCHERRY.
PROJECT REPORT
Submitted by
BHARATHI DASAN.R
Reg. No. 088001107003
in partial fulfilment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
HINDUSTHAN COLLEGE OF ENGINEERING AND
TECHNOLOGY
COIMBATORE-641 032
MAY 2010
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HINDUSTHAN COLLEGE OF ENGINEERING AND
TECHNOLOGY,
COIMBATORE-641 032DEPARTMENT OF MANAGEMENT STUDIES
PROJECT WORK
PHASE II
MAY 2010
This is to certify that the project entitled
A STUDY ON EFFCETIVENESS OF TRAINING AND
DEVELOPMENT WITH SPECIAL EMPHASIS ON
HINDUSTAN UNILEVER LIMITED, PUDUCHERRY.
Is the bonafide record project done by
BHARATHI DASAN.R
Reg. No. 088001107003
Of MBA- Core during the year 2008-2010.
PROJECT GUIDE HEAD OF THE DEPARTMENT
Submitted for the Viva-Voce examination held on _______________________
INTERNAL EXAMINAR EXTERNAL EXAMINAR
DECLARATION
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I affirm that the project work titled A STUDY ON EFFCETIVENESS OF TRAINING ANDDEVELOPMENT WITH SPECIAL EMPHASIS ON HINDUSTAN UNILEVER LIMITED,
PUDUCHERRY , being submitted in partial fulfillment for the award of MASTER OF
BUSINESS ADMINISTRATION is the original work carried out by me. It has not formed the
part of any other project work submitted for award of any degree or diploma, either in this or any
other University.
Bharathidasan.R
(088001107003)
I certify that the declaration made above by the candidate is true Signature of the Guide,
Signature of the guide
Department of Management Studies
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ACKNOWLEDGMENT
I first and foremost thank to lord god almighty for giving me grace and knowledge to
complete this project work successfully
My sincere and hearty thanks to Dr.V.DURAISAMY, ME, Ph.D. , The Principal,
Hindustan College of Engineering and technology, Coimbatore, for giving me opportunity to do
the project.
I express my thanks to Prof.SHOBAN K.R B.COM, MBA, PGDMIR, DMMTLM,
NET, SLET Head of the Department of management studies, Hindustan College of Engineering
and technology, Coimbatore, for her support and encouragement in completing in this project
work.
I admit my thanks to, Lecturer . Mr.N.J.Ravichandhran, Mba,M.Phil., of Department
of management studies, Hindustan College of Engineering and technology, Coimbatore, for the
continuous guidance to accomplish my project work. And I thank all the other faculties of the
department of management studies for their valuable support in my project study.
I am deeply indebted to Mr.VIJAYAKUMAR J HR Manager, Hindustan unilever
limited, Puducherry for giving me the permission and arranged for the needful help and
enabling me to undertake project in their esteemed and reputed organization.
Last but not least I submit my thanks to my parents, family members and friends for
providing me their support on my work.
Bharathi dasan R
.CONTENTS
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Chapterno Description Page no
List of tables
List of charts
Abstract
1 Introduction
1.1. About the study
1.2.About the Industry
1.3.About the Company
1
2 Research Methodology 17
3 Analysis and interpretation 19
4 Findings of the study 64
5 Recommendations of this study 65
6 Conclusion 66
8 Bibliography 67
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LIST OF TABLES
TABLENO PARTICULARS
PAGENO
1 AGE GROUP OF RESPONDENT 16
2 EMPLOYEE NEEDS OF THE TRAINING PROGRAM 18
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3 EMPLOYEE KNOWLEDGE GATHERED FROM THE TRAININGPROGRAM 20
4EMPLOYEE REQUIRED TO THE TRAINING PROGRAM OF OUR
ORGANIZATION22
5 ORGANIZATION IS CLEARLY ABOUT THE TRAININGSCHEDULE IN ADVANCE 24
6 TRAINING STRATEGIES 26
7 BASIC TYPE OF TRAINING 28
8 STRESSES OF TRAINING PROGRAM 30
9 OCCUPATIONAL DISEASES 32
10 DO THE EMPLOYEE FEEL THEIR POSITION A CHALLENGE 34
11EDUCATE THEIR COLLEAGUES TO WORK FOR THE
CONCERN36
12 EMPLOYEE TRAINING PROGRAM INCREASE THEIR PRODUCTIVITY
38
13 ADEQUATELY RECOGNIZED AFTER THE TRAINING 40
14 EMPLOYEE ROLE IS IMPORTANT THE ORGANIZATION 42
15 BEING PROUD TO WORK IN THE ORGANIZATION 44
16 SATISFIED WITH THE EFFECTIVE TRAINING PROGRAM 46
17 MOST EFFECTIVE OF TRAINING METHOD 48
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18IMPROVEMENT IN EMPLOYEE PERFORMANCE BECAUSE OF
TRAINING PROGRAM50
19TRAINING PROGRAM DEVELOPED THE EMPLOYEE
LIFESTYLE52
20TRAINING ACTIVITIES CONNECTED WITH THE STRATEGIC
PLANS54
21 EMPLOYEE RESPONDENTS OF EARMARKS 56
22SATISFACTION LEVEL OF HEALTHY AND SAFETY
MEASURES58
LIST OF CHART
TABLENO
PARTICULARS PAGE NO
1 AGE GROUP OF RESPONDENT 17
2 EMPLOYEE NEEDS OF THE TRAINING PROGRAM 19
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3 EMPLOYEE KNOWLEDGE GATHERED FROM THETRAINING PROGRAM
21
4 EMPLOYEE REQUIRED TO THE TRAINING
PROGRAM OF OUR ORGANIZATION
23
5 ORGANIZATION IS CLEARLY ABOUT THETRAINING SCHEDULE IN ADVANCE
25
6 TRAINING STRATEGIES 27
7 BASIC TYPE OF TRAINING 29
8 STRESSES OF TRAINING PROGRAM 31
9 OCCUPATIONAL DISEASES 33
10 DO THE EMPLOYEE FEEL THEIR POSITION ACHALLENGE
35
11 EDUCATE THEIR COLLEAGUES TO WORK FOR
THE CONCERN
37
12 EMPLOYEE TRAINING PROGRAM INCREASETHEIR PRODUCTIVITY
39
13 ADEQUATELY RECOGNIZED AFTER THE
TRAINING
41
14 EMPLOYEE ROLE IS IMPORTANT THE
ORGANIZATION
43
15 BEING PROUD TO WORK IN THE ORGANIZATION 45
16 SATISFIED WITH THE EFFECTIVE TRAINING
PROGRAM
47
17 MOST EFFECTIVE OF TRAINING METHOD 49
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18 IMPROVEMENT IN EMPLOYEE PERFORMANCE
BECAUSE OF TRAINING PROGRAM
51
19 TRAINING PROGRAM DEVELOPED THE
EMPLOYEE LIFESTYLE
53
20 TRAINING ACTIVITIES CONNECTED WITH THE
STRATEGIC PLANS
55
21 EMPLOYEE RESPONDENTS OF EARMARKS 57
22 SATISFACTION LEVEL OF HEALTHY AND
SAFETY MEASURES
59
ABSTRACT
The study was undertaken to analysis the A Study on Effectiveness of Training and
Development with special emphasis on Falcon Infotech & Textiles
Falcon Infotech & Textiles was laid at covai. The strength of our products comes
greatly from the fact that quality is embedded at every level of the manufacturing
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process.The research is conducted to Effectiveness of Training and Development of the
respondents, to know the employee performance of. Falcon Infotech & Textiles
The main objective of the study is to Effectiveness of Training and Development of
the respondents. Descriptive research is used for the study and convenience samplingtechnique is adopted. The data required for the study is collected through questionnaire
and for further information secondary data is gathered from the reports of the industry
and websites.
The data collected is analyzed by simple percentage, Chi-square analysis. Based on
the analysis and interpretation the findings and suggestions are provided to the
organization for further improvement.
CHAPTER-1
1.1 INTRODUCTION
Employee training tries to improve skills, or add to the existing level of knowledge so
that employee is better equipped to do his present job, or to prepare him for a higher position
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with increased responsibilities. However individual growth is not and ends in itself.
Organizational growth need to be measured along with individual growth.
Training refers to the teaching /learning activities done for the primary purpose of
helping members of an organization to acquire and apply the knowledge skills, abilities, and
attitude needed by that organization to acquire and apply the same. Broadly speaking training is
the act of increasing the knowledge and skill of an employee for doing a particular job.
In todays scenario change is the order of the day and the only way to deal with it is to learn and
grow. Employees have become central to success or failure of an organization they are the
cornucopia of ideas. So it high time the organization realize that train and retain is the mantra of new millennium.
This training is done systematically and is often the responsibility of the
immediate supervisor to make sure that its done smoothly. If carefully done, it will save time and
cost(in terms of faulty products or poor services, etc). It is imperative that managers place their
authority and power to make sure that the new employee is carefully helped to adjust to the new
work surroundings and culture.
An effectiveness training and development needs ensure that the employee is needed getting
training and development in the area need of the organization training and development is a
continuous processes among all levels of employee and those skills and attitudes which
contribute to the welfare that of the HUL .
1.2 INDUSTRY PROFILE
The Indian FMCG sector with a market size of US$13.1 billion is the fourth largest sector
in the economy. A well-established distribution network, intense competition between the
organized and unorganized segments characterizes the sector. FMCG Sector is expected to grow
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by over 60% by 2010. That will translate into an annual growth of 10% over a 5-year period. It
has been estimated that FMCG sector will rise from around Rs 56,500 cores in 2005 to Rs
92,100 cores in 2010. Hair care, household care, male grooming, female hygiene, and the
chocolates and confectionery categories are estimated to be the fastest growing segments, says an
HSBC report. Though the sector witnessed a slower growth in 2002-2004, it has been able to
make a fine recovery since then
For example, Hindustan Unilever Limited (HUL) has shown a healthy growth in the last quarter.
An estimated double-digit growth over the next few years shows that the good times are likely to
continue.
Growth Prospects
With the presence of 12.2% of the world population in the villages of India, the Indian
rural FMCG market is something no one can overlook. Increased focus on farm sector will boost
rural incomes, hence providing better growth prospects to the FMCG companies. Better
infrastructure facilities will improve their supply chain. FMCG sector is also likely to benefit
from growing demand in the market. Because of the low per capita consumption for almost all
the products in the country, FMCG companies have immense possibilities for growth. And if the
companies are able to change the mindset of the consumers, i.e. if they are able to take the
consumers to branded products and offer new generation products, they would be able to
generate higher growth in the near future. It is expected that the rural income will rise in 2007,
boosting purchasing power in the countryside. However, the demand in urban areas would be the
key growth driver over the long term. Also, increase in the urban population, along with increase
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in income levels and the availability of new categories, would help the urban areas maintain their
position in terms of consumption. At present, urban India accounts for 66% of total FMCG
consumption, with rural India accounting for the remaining 34%. However, rural India accounts
for more than 40% consumption in major FMCG categories such as personal care, fabric care,
and hot beverages. In urban areas, home and personal care category, including skin care,
household care and feminine hygiene, will keep growing at relatively attractive rates. Within the
foods segment, it is estimated that processed foods, bakery, and dairy are long-term growth
categories in both rural and urban areas.
Fast Moving Consumer Goods (FMCG) goods are popularly named as consumerpackaged goods . Items in this category include all consumables (other than groceries/pulses)
people buy at regular intervals. The most common in the list are toilet soaps, detergents,
shampoos, toothpaste, shaving products, shoe polish, packaged foodstuff, household accessories
and extends to certain electronic goods. These items are meant for daily of frequent consumption
and have a high return. A major portion of the monthly budget of each household is reserved for
FMCG products . The volume of money circulated in the economy against FMCG products is
very high, as the number of products the consumer use is very high. Competition in the FMCG
sector is very high resulting in high pressure on margins.
FMCG companies maintain intense distribution network. Companies spend a large
portion of their budget on maintaining distribution networks. New entrants who wish to bring
their products in the national level need to invest huge sums of money on promoting brands.
Manufacturing can be outsourced. A recent phenomenon in the sector was entry of
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multinationals and cheaper imports. Also the market is more pressurized with presence of local
players in rural areas and state brands
Top 10 FMCG Companies
S. NO. Companies
1. Hindustan Unilever Ltd.
2. ITC (Indian Tobacco Company)
3. Nestl India
4. GCMMF (AMUL)
5. Dabur India
6. Asian Paints (India)
7. Cadbury India
8 Britannia Industries
9. Procter & Gamble Hygiene and Health Care
10. Marico Industries
1.3 COMPANY PROFILE
Hindustan Unilever Limited (HUL) was earlier known as Hindustan Lever Limited and
it has its presence since 1956 in India. The Company Hindustan Unilever Limited is the country's biggest company in the consumer products sector and it has its head office in Mumbai. The
Company Hindustan Unilever is a subsidiary of the UK based company Transnational Unilever
which holds 51% share. The company is the topmost marketer of detergents and soaps and it has
also the biggest business in India in personal care products like deodorants, color cosmetics,
fragrances, and products of skin care. Hindustan Unilever Company is also a leading company in
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ice creams, squashes, and jams, tea, branded flour, processed coffee, and tomato products. The
company also manufactures bulk and specialty chemicals, fertilizers, and animal feed.
Manufacturing Products:
Hindustan Unilever Limited's home and personal care brands include Lux, Breeze, Pears,
Lifebuoy, Surf Excel, Rin, Pepsodent, Lakme, Axe, Ayush,ponds and Rexona. The
company's food brands are Brooke Bond, Lipton, Brooke Bond Bru, Kissan, Annapurna,
Knorr, and Kwality Wall's.
Hindustan Unilever has more than 80 manufacturing facilities that are spread all across the
country. All the production units of the company are highly technologically advanced. Also
Hindustan Unilever Limited uses the best quality of raw material for the production of its
products. These measures have ensured that the products of the company are of good quality.
The company Hindustan unilever has more than 5000 employees.
The Company Hindustan Unilever is one of India's biggest exporters and this is the reason that
the government of India has recognized the company as a super star golden trading house. The
company has merged with a number of companies such as Lakme, Ponds, Brooke Bond Lipton
India, and Modern Foods.
Hindustan Unilever Limited has become one of the leading company in its sector in the country.
This has been possible due to the fact that the company has strictly maintained the quality of its
products which has led to customer satisfaction and loyalty.
And so in the future also the Company Hindustan Unilever Limited must continue to supply the
best quality of products to its customers so that it can retain its leadership position in the market
.
HULs heritage dates back to 1888, when the first Unilever product, Sunlight, was introduced in
India. Local manufacturing began in the 1930s with the establishment of subsidiary companies.
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They merged in 1956 to form Hindustan Lever Limited (The company was renamed Hindustan
Unilever Limited on June 25, 2007). The company created history when it offered equity to
Indian shareholders, becoming the first foreign subsidiary company to do so. Today, the
company has more than three lakh resident shareholders.
They are manufactured in over 35 factories, several of them in backward areas of the country.
The operations involve over 2,000 suppliers and associates.HUL's distribution network covers
6.3 million retail outlets including direct reach to over 1 million.
HUL has traditionally been a company, which incorporates latest technology in all its operations.
The Hindustan Lever Research Centre (now Hindustan Unilever Research Centre) was set up in
1958.
1.4 Objectives Of The Study
To study the effectiveness of training and development
To study the various strategies adopted in training and development
To study how training methods are selected in the organization
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To help the employees to know the importance of training and development
.
1.5 Scope of the study
The Training and Development to learn how to perform his present job satisfactorily.
Development involves preparing an individual for a future job and growth of the individual in all
the aspect. Training is the result of initiatives taken by the management .Training because human
resource can exert their full potential only when the learning process goes far beyond simple
routine. Training is thus a reactive process where as development is a proactive process
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1.6 Limitation of the study
There is lot of disturbance in the training sessions both from external as well as internal
Certain topics are covered in a very short time span
Training aids used are inadequate
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Fear of transfer
Difficulty in the actual implementation of the technique taught during the training
Cost factors
Lack of freedom
Excessive routine work
1.7 Review of Literature
This literature review offers a comprehensive look at the history, development and
effectiveness of training and development as they may apply to business firms in HUL.
Furthermore, it selects successful models of training and development, methods of needs
assessment for training and development programs for employers and employees, managerial
techniques that contribute to lost productivity and morale, and identifies business skills most
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essential for career success in the Ghanaian business culture. It will also provide a clear
understanding of how to implement a successful training program
in HUL.
Successful Models of Training and Development:
There are many models of training and development that have made greater progress into
organizational settings, which have began to have a greater impact on instructional design.
Specifically, Instructional Systems Design (ISD), Human Performance Technology (HPT),
Performance-Based Instructional Design (PBID), and Total Quality Management (TQM), all of
which of organizational.
Development:
It complements training because human resource can exert their full potential only when
the learning process goes far beyond simple routine .training is thus a reactive process whereas
development is a proactive process .development is future training focused on the personal
growth of the employee.
Training starts with a strategy
It is important that a business provides training that is consistent with the business
strategy. The main steps in developing a training strategy are to Identify the skills and abilities
needed by employees Draw up an action plan to show how investment in training and
development will help meet business goals and objectives Implement the plan, monitoring
progress and training effectiveness
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Benefits of training to a business :
The main benefits to a business of a well-trained workforce are:
Better productivity (and, therefore, lower production / operating costs)
Higher quality
More flexibility - training helps employees develop a variety of skills. Multi-skilling is only
possible if the workforce is well trained
Less supervision - lower supervision and management costs if employees can get on with their
jobs. This might also improve motivation - through greater empowerment More successfulrecruitment and employee retention - businesses with a good reputation for training are likely to
find it easier to attract good quality staff - and then keep them Help in achieving change -
businesses with strong training systems and culture find it easier to implement change program.
Reasons for Employee Training and Development:
Training and development can be initiated for a variety of reasons for an employee or group of employees, e.g.,:
When a performance appraisal indicates performance improvement is needed
To "benchmark" the status of improvement so far in a performance improvement effort
As part of an overall professional development program
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As part of succession planning to help an employee be eligible for a planned change in
role in the organization
To "pilot", or test, the operation of a new performance management system
General Benefits from Employee Training and Development
There are numerous sources of online information about training and development.
Several of these sites (they're listed later on in this library) suggest reasons for supervisors to
conduct training among employees. These reasons include:
Increased job satisfaction and morale among employees
Increased employee motivation
Increased efficiencies in processes, resulting in financial gain
Increased capacity to adopt new technologies and methods
Increased innovation in strategies and products
Reduced employee turnover
Enhanced company image, e.g., conducting
Risk management, e.g., training about sexual harassment, diversity training
CHAPTER II
RESEARCH METHODOLOGY
Introduction
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Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research is done scientifically. A researcher studies his
research problem along with the logic behind them. It is necessary for the researcher to know not
only the research methods/techniques but also the methodology. Researcher also need to
understood the assumptions underlying various techniques and they need to know the criteria by
which they can decide that certain techniques and procedures will be applicable to certain
problems and other will not. All this means that it is necessary for the researcher to design this
methodology for his problem as the same may differ from problem to problem. Research is a
process by which data is collected for various source in the methodology of the present A study
on effectiveness of training and development with special emphasis of on Hindustan Unilever
Limited in puducherry.
Sample Size :
The researcher using the sample size 110
Tools:
Research tool for this study is Percentage Analysis, Chi-square test.
Sample technique :
Non probability sampling and convenience sampling.
Non probability: Non probability sampling is also known by different names such as deliberate sampling and
judgment sampling. In this type of sampling, items for the sample are selected deliberately by the
researcher; his choice concerning the items remaining supreme.
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Convenience sampling:
Convenience sampling can be used as a part of a preliminary research that forms a basis for
conducting the detailed research. Convenience sampling is at its best in survey dealing with an
exploratory purpose for generating ideas and hypothesis
Sample area:
Researcher using the area HUL, Detergent Division puducherry.
Research Design:
The researcher selecting the real sampling method of the primary data the researcher
understanding the positives attitude of the data collection. The researcher plan constitutes over all program of the research design .Business research design can be understood as that which
gives the blueprint for collection the design helps for me available the efficiently to achieve the
research objectives.
Descriptive studies:
Descriptive studies under formal research where the objectives are established. In descriptive
studies the research gathers details about all aspect of a problem situation.Irrespective of the problems complexity, it is necessary to design the research efficiently.
Source of data collection:
The data used for the Research is both primary and secondary data.
Primary data:
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The primary data for this study has been generated through the interviews with the people
from the Employees. Well structured questionnaire was used to retrieve data from primary
sources, backed by interview when required.
Secondary data:
Secondary data is the data already exist which has been collected by some other person or
organization for their use , and is generally made available to other researchers free or at a
confessional rate Mostly the data is collecting from website ,magazine, newspaper, journals,
newspaper.
Strategy:
A study an effectiveness of training and development strategy there fore focus on making
the training and development effective instrument of action project. It is important that a
business provides training that is consistent with the business strategy. The main steps in
developing a training strategy are to Identify the skills and abilities needed by employees- Draw
up an action plan to show how investment in training and development will help meet business
goals and objectives Implement the plan, monitoring progress and training effectiveness.
CHAPTER III
DATA INTERPRETATION
TABLE-3.1
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AGE GROUP OF RESPONDENT
Options No of respondent Percentage %18-25 10 9%25-35 28 25%35-45 35 31%45-58 31 28%
Above 58 6 5%Total 110 100
INFERENCES:
It was found that the table to the age group of 18-25 9% of the respondents said that their
effectiveness of training program. 25-35 25% of the age group of respondent said that their want
effectiveness of the training program 35-45 31%of the age group of respondents said that their
training program is effectively improved their performance 45-58 28% of the age group of
respondents said that effective of the training above 58 5% of the respondents said that
effectiveness of the training want to give all the employee.
CHART 3.1
AGE GROUP OF RESPONDENT
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TABLE-3.2
HOW THE ORGANIZATIONS IDENTIFY THE EMPLOYEE NEEDS OF
THE TRAINING PROGRAM?
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Options No of respondent Percentage %Performance evaluation 57 52%
Job evaluation 12 11%Competence 13 12%Multi skill 9 8%
ISO awareness 19 17%Total 110 100
INFERENCES:
It was found that the above table 52% of the respondents said that training program is based
on the performance evaluation.11% of the respondents said that training program based on the job evaluation. 12% of the respondents said that training program based on the competence 13
% of the respondents said that training program based on the motivation 8% of the respondents
said that training program based on the multi skill 17% of the respondent said that training
program based on the ISO awareness.
CHART 3.2
EMPLOYEE NEEDS OF THE TRAINING PROGRAM
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TABLE 3.3
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WHAT IS THE KNOWLEDGE YOU GATHERED FROM THE TRAINING
PROGRAM?
Options No of respondent Percentage %Organization procedure and
policy
21 29%
Increasing the productivity 34 31%Life style 12 11%Multi skill 6 6%
Other 37 33%Total 110 100
INFERENCES:
It was found that the above table 20% of respondents said that their training program of
knowledge gathered from the organization policy and procedure .30% of respondents said that
training program of knowledge gathered from increasing the productivity.10% of respondents
said that their training program of knowledge gathered from the life style. 5% of the respondents
said that their training program of knowledge gathered from the multi skill. 35% of respondents
said that their training program of knowledge gathered from the other knowledge
CHART 3.3
EMPLOYEE KNOWLEDGE GATHERED FROM THE TRAINING
PROGRAM
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TABLE 3.4
WHAT TYPE OF TRAINING DO YOU REQUIRE IN YOUR
ORGANIZATION ?
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Options No of respondent Percentage %Internal training 49 45%External training 28 25%
Group wise training 33 30%Total 110 100
INFERENCES:
It was found that the above table 45% of the respondents required to the internal training.25%
of the respondents required to the external training program.30 of the respondents required to
the group wise training.
CHART 3.4
EMPLOYEE REQUIRED TO THE TRAINING PROGRAM OF OUR ORGANIZATION
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Employee required to the training
45%
25% 30%
0%
10%
20%
30%
40%
50%
Internal training External training Group wise training
Employee require to the required to the training
P e r c e n
t a g e
o f
r e s p o n
d e n
t s
TABLE-3.5
DO YOU AGREE THAT THE ORGANIZATION CLEARLY INFORMS
YOU ABOUT THE TRAINING PROGRAMMED SCHEDULE IN
ADVANCE ?
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Options No of respondent Percentage %Strongly agree 20 18%
Agree 35 32%Disagree 42 38%
Strongly disagree 13 12%Total 110 100
INFERENCES:
It was found that the above table 18 % of the respondents strongly agrees that their
organization is clearly about the training schedule in advance .it was inferred 32 % of the
employee agrees that their organization is clearly about the training schedule in advance. It wasinferred 38% of the respondents disagree that their organization is clearly about the training
schedule in advance. It was inferred 12%of the respondents strongly disagree that their
organization is clearly about the training schedule in advance.
CHART 3.5
ORGANIZATION IS CLEARLY ABOUT THE TRAINING SCHEDULE IN
ADVANCE
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org an iz a t io n c lear ly ab ou t the t ra in inga d v a n c e
18%32%
38%
12%0%
10%
20%
30%
40%
Strongly
agree
A g ree D is agre e S t ron gly
disagreeinform the tra in ing she dul ing in a
p e r c e n t a g e o f t h e
r e s p o n d e n t s
Series
TABLE 3.6
WHAT ARE THE TRAINING STRATEGIES FOLLOWED BY YOUR
ORGANIZATION?
Options No of respondent Percentage %Goal settings 28 25%
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Action perspective training 33 30%Planning specification 19 17%Programming resource 14 13%Other training strategy 17 15%
Total 110 100
INFERENCES:
It was found that the above table 25% of the respondents said that their organization fixing
the goal settings strstegy.30% of the respondents said that their organization fixing the action
perspective training strategy.17% of the respondents said that their organization fixing the
programming resource strategy .13%of the respondent said that their organization fixing thespecification strategy.20%of the respondent said that their organization fixing the other training
strategy.
CHART 3.6
TRAINING STRATEGIES
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TABLE 3.7
WHAT IS THE BASIC TYPE OF TRAINING PROVIDED FOR YOUR
EMPLOYEE?
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Options No of respondent Percentage %Practical 47 43%
Technology 19 17%
Operation 29 26%Internal audit training 15 14%Total 110 100
INFERENCES:
It was found that the above table 43% of the respondents said that their basic type of training
is practical oriented.17%of the respondents said that their basic type of training is technology
oriented .26% of the respondents said that their basic type of raining is operation oriented .14%
of the respondents said that their basic type of training is internal audit oriented.
CHART 3.7
BASIC TYPE OF TRAINING
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basic type of trainin
43%
17%26%
14%0%
10%
20%
30%40%
50%
Practical Technology Operation Internal audittraining
basic types of trainin
p e r c e n
t a g e o f
r e s p o n
d e n
t s
Series1
TABLE 3.8
WHAT ARE THE STRESS DID YOU FACED IN THE TRAINING
PROGRAM ?
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Options No of respondent Percentage %Basic nature of training 28 25%
Hour of training 22 20%
Training environment 6 5%Without material 54 50%Total 110 100
INFERENCES:
It was found that the above table 25% of the respondents said their facing the stress in basic
nature of training. 20%of the respondents said their facing the stress hour of training .5% of
the respondents said their facing the stress in the training environment .50% of the respondents
said their facing the stress in without material
CHART 3.8
STRESSES OF TRAINING PROGRAM
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stresses of training progra
25% 20%5%
50%
0%
10%
20%
30%
40%50%
60%
Basic natureof training
Hour of training
Trainingenvironment
With outmaterial
stresses
p e r c e n
t a g e o
f r e s p o n
d e n
t s
Series1
TABLE 3.9
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ARE YOU AFFECTED ANY OCCUPATIONAL DISEASES IN YOUR
ORGANIZATION?
Options No of respondent Percentage %Yes 72 65% No 38 35%
Total 110 100
INFERENCES:
It was found that the above table 65% of the respondents accept they have occupational
disease in the working place.35%f the respondents they didnt accept occupational diseases in
working place
CHART-3.9
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OCCUPATIONAL DISEASES
occupational disea
65%
35%
0%10%
20%
30%
40%
50%60%
70%
Y es No
occupat ional d ise
p e r c e n t a g e o f r e s p o n d e n t s
Series
TABLE 3.10
IS YOUR POSITION CHALLENGING?
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0ptions No of the respondents PercentagesStrongly agree 16 15%
agree 44 40%
Disagree 27 25%Strongly disagree 23 20%Total 110 100
INFERENCES:
It was found that the above table 15 % of the respondent strongly agree that their position is
challenging .it was inferred 40 % of the employee agree that their position challenging 25% of
the respondents disagree that their position is challenging 20%of the respondents strongly
disagree that their position challenging.
CHART 3.10
DO THE EMPLOYEE FEEL THEIR POSITION A CHALLENGE
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TABLE 3.11
WOULD YOU EDUCATE YOUR COLLEAGUES TO WORK IN THE
ORGANIZATION?
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Options No of respondent Percentage%Strongly agree 21 20%
Agree 45 40%Disagree 32 30%
Strongly disagree 12 10%Total 110 100
INFERENCES:
It was found that the above table20 %of the respondent strongly agree that they encourage
their colleagues to work in the organization 40% of the respondents agree that they colleagues to
work in the organization 30%of the respondents disagree that they colleagues encourage to work
in the organization 10 % of the respondents strongly disagree that the colleagues encourage to
work in the organization.
CHART 3.11
EDUCATE THEIR COLLEAGUES TO WORK FOR THE CONCERN
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educate their collegues to work for theorganization
20%
40%30%
10%0%
10%
20%
30%
40%
50%
Stronglyagree
Agree Disagree Stronglydisagree
educate their collegues
p e r c e n
t a g e o
r e s p o n
d e n t s
Series1
TABLE 3.12
DID YOUR TRAINING PROGRAM ADD TO YOUR PRODUCTIVITY TO
WORK?
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Options No of respondent Percentage %Strongly agree 14 13%
Agree 82 75%Disagree 8 7%
Strongly disagree 6 5%Total 110 100
INFERENCES :
It was found that the above tables 13 %of the respondents strongly agree that the training
program increase encourage their production. 75% of the respondents agree that the training
program increase their production.7%of the respondents disagrees that the training program
increases their production. 5% of the respondents strongly disagree that the training program
increases the production.
CHART 3.12
EMPLOYEE TRAINING PROGRAM INCREASE THEIR
PRODUCTIVITY
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TABLE 3.13
HAVE YOU ADEQUATELY RECOGNIZED FOR YOUR EFFORT AFTER
TRAINING?
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Options No of respondents PercentsStrongly agree 30 27%
Agree 51 46%
Disagree 16 15%Strongly disagree 13 12%Total 110 100
INFERENCES:
It was found that the above table 27 % of the respondents strongly agree that they were
recognized after training ,that 46%of the respondents agree that they were recognized after training ,that 15% of the respondents disagree that they were recognized after training that ,
12%of the respondent strongly agree that they were adequately recognized after training.
CHART 3.13
ADEQUATELY RECOGNIZED AFTER THE TRAINING
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TABLE 3.14
DO YOU FEEL YOUR ROLE IS IMPORTANT OF THE
ORGANIZATION ?
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Options No of respondents Percentage%Strongly agree 36 33%
Agree 30 27%Disagree 31 28%
Strongly disagree 13 12%Total 110 100
INFERENCES:
It was found those above tables 33 % of the respondents strongly agree that their role is
very important in the organization. 27%of the respondents agree that their role is very important
in the organization. 28% of the respondents disagree that their role is very important in theorganization 12%of the respondent strongly disagree that their role is very important in the
organization
CHART 3.14
EMPLOYEE ROLE IS IMPORTANT THE ORGANIZATION
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employee role is important the organizati
33%27% 28%
12%
0%5%
10%15%20%25%
30%35%
Stronglyagree
agree Disagree Stronglydisagree
em ployee role is importa
p e r c e n
t a g e o
f r e s p o n
d e n
t s
Series1
TABLE 3.15
DO YOU PROUD TO WORK IN YOUR ORGANIZATION ?
Options No of respondents Percentage%
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Strongly agree 60 55%Agree 21 20%
Disagree 17 15%Strongly disagree 12 10%
Total 110 100
INFERENCES:
It was found that the above table 55 % of the respondents strongly agree that their
proud to work in the organization. 20%of the respondents agree that their proud to work in the
organization. 15% of the respondents disagree that their proud to work in the organization. 10of
the respondent strongly disagree that their proud to work in the organization.
CHART 3.15
BEING PROUD TO WORK IN THE ORGANIZATION
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being proud to w ork in the organizat
55%
20% 15% 10%0%
10%
20%
30%
40%
50%
60%
Stronglyagree
A gree Dis agree S tronglydisagree
proud to w ork in the organzia t
p e r c e n
t a g e o
f r e s p o n
d e n
t s
Series1
TABLE 3.16
ARE YOU SATISFIED WITH IDENTIFYING AND UTILIZING THE
EFFECTIVE TRAINING PROGRAM ?
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Options No of respondents Percentage%Strongly agree 35 32%
Agree 20 18%
Disagree 32 29%Strongly disagree 23 21%Total 110 100
INFERENCES:
It was found that the above table 32% of the respondents strongly agree that their
satisfied with the effective training program. 18%of the respondents agree that their satisfiedwith effective training program .29% of the respondents disagree that their satisfied with the
effective training program.21%of the respondent strongly disagree that their training program
CHART 3.16
SATISFIED WITH THE EFFECTIVE TRAINING PROGRAM
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satisfied with the training effective traininprogram
32%
18%29%
21%
0%5%
10%15%20%25%30%
35%
Strongly agree agree Disagree Stronglydisagree
satisfied w ith the employee training progra
p e r c e n
t a g e o f
r e s p o n
d e n
t s
TABLE 3.17
WHICH TRAINING METHOD YOU THINK IS MOST EFFECT?
Options No of respondents Percentage%Email 32 29%
Training schedule 23 21%
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Poster 43 39%Other 12 11%Total 110 100
INFERENCES:
It was found that the above tables 29% of the respondents strongly agree that their email
training program most effective. 21%of the respondents agree that their training schedule
program most effective .39% of the respondents disagree that their poster training program most
effective .11%of the respondent strongly disagree that their other training program is most
effective
CHART 3.17
MOST EFFECTIVE OF TRAINING METHOD
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Most effective training method
29%21%
39%
11%0%5%
10%15%20%25%30%35%40%45%
Email Trainingschedule
Poster Other
most effctive method
p e r c e n
t a g e o
f r e s p o n
d e n
t s
TABLE 3.18
IS THEIR ANY IMPROVEMENT IN YOUR PERFORMANCE AFTER OF
TRAINING PROGRAM BY YOUR ORGANIZATION ?
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Options No of respondents Percentage%Strongly agree 37 34%
Agree 18 16%
Disagree 31 28%Strongly disagree 24 22%Total 110 100
INFERENCES:
It was found that the above table 34% of the respondents strongly agree that their
improvement performance because of training program.16%of the respondents said that their
improvement the performance because of training program.28% of the respondents said that
their improvement in performance because of the training program.22%of the respondent said
that their improvement in performance because of training program.
CHART 3.18
IMPROVEMENT IN EMPLOYEE PERFORMANCE BECAUSE OF
TRAINING PROGRAM
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im provemen t in em ployee pe r fo rmanceof tra ining pro gram
34%
16%
28%22%
0%
10%
20%
30%
40%
Stronglyagree
a gree D is ag re e S tro ng lydisagree
e m p l o ye e p e r fo r m a n c e b e c a u se o f
p e r c e n t a g e o f
r e s p o n d e n t s
SeriesC
TABLE 3.19
DID THE TRAINING PROGRAM DEVELOP YOU AND YOUR LIFE
STYLE?
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Options No of respondents Percentage%Strongly agree 38 35%
Agree 28 25%Disagree 19 17%
Strongly disagree 25 23%Total 110 100
INFERENCES:
It was found that the above table 35% of the respondents strongly agree that the training
program developed the employee lifestyle.25%of the respondents agree that the training program
is developed the employee lifestyle .17% of the respondents disagree that the training program isdeveloped the employee lifestyle. 23%of the respondent strongly disagree that the training
program is developed the employee lifestyle
CHART 3.19
TRAINING PROGRAM DEVELOPED THE EMPLOYEE LIFESTYLE
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training program devloped the employee lifest
35%
25%
17%23%
0%5%
10%15%20%25%30%35%40%
Strongly agree agree Disagree Stronglydisagree
training program devloped the em ployee kifesty
p e r c e n
t a g e o
f r e s p o n
d e n
t s
TABLE 3.20
ARE YOU MADE AWARE OF HOW TRAINING ACTIVITIES
CONNECTED WITH STRATEGIC PLANS IN YOUR ORGANIZATION?
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Options No of respondents Percentage%Always 27 25%
Some times 28 25%
Never 32 30% No idea 23 20%Total 110 100
INFERENCES:
It was found that the above table 25% of the respondents always their training activities
connected with the strategic plan 25% of the respondents that their training activities some
times connected with the strategic plans . 30% of the respondents not aware of their training
activates connected with the strategic plans.20% of the respondents that their training activities
connected with strategic plans .
CHART 3.20TRAINING ACTIVITIES CONNECTED WITH THE STRATEGIC PLANS
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training activitiesconnected with the strstegicplans
25% 25%
30%
20%
0%5%
10%15%20%25%30%
35%
Always Some times Never No idea
training activities
p e r c e n
t a g e o f
r e s p o n
d e n
t s
Series1
TABLE 3.21
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IS YOUR ORGANIZATION EARMARKS SUFFICIENT FUND FOR THE
TRAINING PROGRAM?
Options No of respondents Percentage%Yes 74 67% No 13 12%
No idea 23 21%Total 110 100
INFERENCES:
It was found that the above table 67% of the respondents accepts their organization
provided by the earmarks. 12% of the respondents not accept their organization provided by the
ear marks.21% of the respondents not aware of their organization provided by the ear marks
CHART 3.21
EMPLOYEE RESPONDENTS OF EARMARKS
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employee respon den ts of earma
67%
12%21%
0%10%20%30%40%50%60%70%80%
Yes No No idea
respondents of ea rma r
p e r c e n
t a g e o
f r e s p o n
d e n
t s
Series1
TABLE 3.22
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AT THE TIME OF TRAINING DO YOU SATISFIED HEALTHY AND
SAFETY MEASURES PROVIDED BY YOUR ORGANIZATION ?
Options No of respondents Percentage%Yes 50 45% No 21 19%
No idea 39 36%Total 110 100
INFERENCES:
It was found that the above table 45% of the respondents accepts their organization provided
by the healthy and safety. 12% of the respondents not accept their organization provided by the
safety and healthy measures..21% of the respondents not aware of their organization provided by
the healthy and safety measures
CHART 3.22
SATISFACTION LEVEL OF HEALTHY AND SAFETY MEASURES
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satisfaction level of healthy and safety measures
45%
19%
36%
0%
10%
20%
30%
40%
50%
Yes No No idea
healthy and safety measures
p e r c e n
t a g e o
f r e s p o
n d e n
t s
Series1
TABLE 3.23
THE TABLE SHOWING THE RELATION BETWEEN OCCUPATIONAL DISEASES AND OVER ALL PRODUCTIVITY
.
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Productivity increase
Occupational diseases
Strongly
agree
Agree disagree Strongly
disagree
ROWTOTAL
YES 8 54 6 4 72
NO 6 28 2 2 38
COLUM TOTAL 14 82 8 6 110
SolutionLet us take the null hypothesis Ho = is that there is no significant relation betweenOccupational diseases and the Productivity increase Let us take the alternative Hypothesis Ha = there is a significant relation betweenOccupational diseases and the Productivity increase .
2 = Where, O = observed frequency , E = expected frequency
Calculated value is 0.7475Degree of freedom is = (r-1) (c-1)= (2-1) (4-1) = 1 * 3 = 3
The table value of chi-square for 3 degree of freedom at = 0.05 (level of significant) is= 7.81, the calculated value of chi-square is lower than this table value and hence theresult of the experiment reject the null hypothesis. We can, thus, conclude that there is asignificant relation between Occupational diseases and the Productivity increase .
To find the relationship between stress of the training and position challenging of respondents
TABLE 3.25
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Stress challenging
Basic nature Hours of training
material Total
Strongly agree 9 10 1 20
Agree 15 21 0 36disagree 12 16 7 35Stronglydisagree
5 14 0 19
41 61 8 110
Result of the test
TABLE 3.26
Since computed value is numerically less than the table value so the nullhypothesis is accepted, there is significant relationship between employee opinion withstress of the training and position challenging of respondents.
Interpretation
The calculated value is 36.655where as the tabulated value for (r-1) (c-1)i.e., (3-1) (4-1) = 6 for 5% level of significance is 7.815. Thus calculated value is morethan the tabulated value. Hence the null hypothesis is rejected i.e., there is significantrelationship between employee opinion with stress of the training program and positionchallenging of respondents.
Chi-square test to find out the comparison between employee opinions with the
improvement in your performance to utilizing the training program.
TABLE 3.27
Performance Highly Satisfied Neutral Dissatisfied Highly Total
Test Level of Signification
Degrees of Freedom(c-1)(r-1)
computedvalue
TableValue
Ho:Accepted/
Rejected
Chi-square 5% 6 36.655 7.815 Accepted
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Utilizing thetraining
Satisfied Dissatisfied
Strongly Agree 17 9 5 0 1 32Agree 11 7 4 3 1 26
Neutral 5 4 3 3 1 16Disagree 4 3 2 3 2 14StronglyDisagree 0 0 1 2 4 7
TOTAL 37 23 15 11 9 110
Result of the test
TABLE 3.28
Interpretation
The calculated value is 84.83 where as the tabulated value for (r-1) (c-1) i.e., (5-1)
(5-1) = 16 for 5% level of significance is 26.30. Thus calculated value is more than the
tabulated value. Hence the null hypothesis is rejected i.e., there is significant
relationship between employee opinion with improvement in your performance to
utilizing the training program.
CHAPTER IV
4.1 FINDINGS
Test Level of Signification
Degrees of Freedom(c-1)(r-1)
computedvalue
TableValue
Ho:Accepted/
Rejected
Chi-square 5% 16 26.30. 84.83 Rejected
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35-45 32%of the age group of respondents said that their training program is effectively
improved their performance
52% of the respondents said that training program is based on the performance
evaluation.
34% of respondents said that their training program of knowledge gathered from the all
other knowledge
45% of the respondents required to the internal training in the organization.
35% of the respondents disagrees that their organization accurately identifies training
needs.
38% of the respondents disagree that their organization is clearly about the training
schedule in advance.
30% of the respondents said that their organization fixing the action perspective training
strategy
43% of the respondents said that their basic type of training is practical oriented.
50% of the respondents said their facing the stress in lack of material
65% of the respondents accept they have occupational disease in the working place
40 % of the employees agree that their position is challenging in the organization
40% of the respondents agree that they colleagues to educated to work in the organization
75%of the respondents agrees that the training program increases their production
46%of the respondents agrees that they were recognized after training programming.
33% of the respondents strongly agree that their role is very important in the organization
55 % of the respondents strongly agree that their proud to work in the organization
32% of the respondents strongly agree that their satisfied with the effective training
program.
34% of the respondents strongly agree that their improvement performance because of
the training program
35% of the respondents strongly agree that the training program developed the employee
lifestyle and skills also
30% of the respondents not aware of their training activates connected with the strategic
plans
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67% of the respondents accept their organization provided by the earmarks awareness of
the employee
45% of the respondents accept their organization provided by the healthy and safety
measures of the training.
From Chi-square we find that there is a significant relation between Occupational
diseases and the Productivity increase .
From Chi-square we find that there is significant relationship between employee
opinion with improvement in your performance to utilizing the training program.
From Chi-square we find that ., there is significant relationship between employee
opinion with stress of the training program and position challenging of respondents.
4.2 SUGGESTION
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Identification of training needs has to be done with the consent of the individuals
Awareness on the availability of the training program and various action plans are to be
presented welfare before the organization
Relevance of the programmed with the requirement is to be evaluated
Entire communication process in the training is to be streamlined in order to fill up the
gas.
Objective soft the training programmers should coincide with the beneficiaries
Training program should be inspiring influencing and need based
Feedback system after training plays a vital role to make the system more effective.
although it is already existing it to be given high priority
Teaching technology in training programmed should be given more importance
Group leaving exercise is to be given high priority
Time allotted for some times session are found to inadequate
In some other session it was more than required hence a feedback system has to be
planned exclusively for time management in training programs
After the identification of some of the hindering factors in transferring learning to the job
is have to be viewed systematically for implementation after rectification
Self appraisal should be increased
Training should be arranged outside the organization premises
4.3 CONCLUSION
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The conclusion which can be drawn from the result of the survey and analysis is that
most of the respondents consider training is more effective to improve their confidence level
which in turn increases their performance level and there by the productivity.
Thus it helps in enhancing the employee morale and leads to a high retention rate. To be
precise, training plays a vital role in shaping up the overall organizational culture, climate and
condition.
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CHAPTER V
QUESTIONNAIRE
A study on effectiveness of training and development with special emphasis onHINDUSTAN UNILEVER LIMITED
1. Age: a) 18>35 b) 25>35 c) 35>45 d) 45>58 e) above 58
2. Educational qualification: a) SSLC b) HSC c) ITI d) Diploma
3. How the organizations identify the employee needs of the training program?a) Job knowledge b) Motivation c) Competence d) Multi skills
e) ISO awareness
4. What type of training do you require in your organization?
a) Internal training b) External training c) Group wise training
5. Do you agree that the training needs are identified accurately in your organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
6. Do you agree that the organization clearly informs you about the training programme
schedule in advance?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
7. What are the training strategies followed by your organization?
a) Goal setting b) Action perspective training c) Planning specification
d) Programming the resource
8. What is the basic type of training provided in your employee?
a)Practical b)Technology c) Operation d) Internal audit training
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9. What are the stress do you faced in the training program?
a) Basic nature of training b) Hour of training c) with out material
10. Are you affected any occupational diseases in your organization?
a) Yes b) No
11 Is your position challenging?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
12 Would you educate your colleagues to work in the organization ?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
13 Is your opinion recognized and taken into consideration during the training program?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
14 Did your training program increase to your productivity to work?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
15 Have you adequately recognized for your effort after training?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
16 Do you feel your role is important of the organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree inherent
17 Are you proud to work in your organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
18 Are you satisfied with identifying and utilizing the effective training program?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
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19. Is your organization earmarks sufficient fund for the training program ?
a) Yes b) No c) No idea
20 Is there any improvement in your performance because of training program in your
organization?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree
21 Did the training program develop you and your life style?
a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly disagree.
22. At the time of training are you satisfied healthy and safety measures provided by your organization?
a) Yes b) No
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REFERENCE
WEBSITE:
www.hul.co.in
www.projecttraining .com
www.trainingclasses.com
www.fmcg industries.com
BOOK
Training and development: Edited by VV. Ramani
Human development index : padmanaban Nair
Climpses of strategies HRM Kumuda laxman
Human resource development: Gary dessler
Creativity in training : Sumati reddy
Human resource management :Dr. Nagarajan
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