CONTENT

TABLE CONTENT S.NO PARTICULAR PAGE NO

1CHAPTER:I

1.1 Introduction

1.2 Company profile

1.3 Objectives

1.4 Limitation

2 CHAPTER: II

2.1 Research methodology

2.2 Research design

2.3 Sampling design

2.4 Tools analysis

3CHAPTER: III

3.1Data analysis and interpretation

4CHAPTER: IV

4.1 Findings

4.2 Suggestions

4.3Conclusion

4.4 Bibliography

4.5 Questionnaire

4.6 Appendix

CHAPTER-1

1.1 INTRODUCTION

Every organization needs to give well trained and experienced people perform the activities that have been done. In adequate job performance or decline in productivity or changes resulting out of redesigning or a technological break through require some type of training and development also increased. In a rapidly changing society employee training and development are not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain available and knowledgeable work force.

Meaning of Training and Development Training improves the knowledge skill and attitude of the employees to reach the organizational goals.Training may be defined as a planned program designed to improve performance and to bring about measurable changes in knowledge, skill, attitude and social behavior of employees for doing particular job.Development is a long term educational process utilizing a system and organized procedures by which managerial personal learn conceptual and theoretical knowledge for general purpose.

DEFINITIONS

According to Edwin B Flippo Training is the act of increasing the knowledge and skill of an employee for doing a particular job.According to Dale S Beach Training is the organized procedure in which people learn knowledge or skill for definite purpose.

OBJECTIVES OF TRAINING The basic objective of training is to help develop capabilities of the employees both new and old by upgrading their skills and knowledge so that the organization could gainfully avail of their. To ensure smooth and efficient working of a department. The main objective of training is to bring but efficiency and effectiveness in an organization so that the organization may remain completive in highly completive market situations and for the achievement of organizational goals. A view to correcting the narrowness of out look that may arise form over specialization. To prepare the employees, both new and old to meet the present as well the changing requirements of he job and the organization. To promote individual and collective morale a sense or responsibility co-operative attitudes and good relations ship. To impart the new entrants the basic knowledge and skills the needs for an intelligent performance of a definite job. To reduce the No of accidents by providing safety training and workers. To develop the potentialities of people for the next level job. The main aim of the training is to improve the level of productions. Training guides the employees to do the tasks effectively and efficiently.

NEED FOR TRAINING

The need for the training of employees is clear form the following observation.TO INCREASE PRODUCTIVITY:Instructions can help employees increase that directly tends to increase productivity and increased company profit Training helps new employees to understand the most effective and efficient way of performing the job.

TO IMPROVE QUALITY:Better informed works are less likely to make operational mistake as result quality increase or improved.

TO HELP ACCOMPANY FULFILL ITS FUTURE NEEDS:Organizations that have in good internal educations programmed will have to make less drastic man changes and when the needs arises can more easily be staffed from internal sources if a company internal and maintain an adequate instructional programmer for the both its non-supervisory staff and managerial employees.

TO IMPROVE ORGANIZATIONAL CLIMATE:An endless chain of positive reactions result from a well panned training programmer productions and product quality may improve financial incentives may be increased and internal promotion became stressed.

IMPORATANCE OF TRANINGTraining is the corner-stone of sound management for it makes employees more effective and predictive. It is actively and intimately connected with all the personnel or managerial activates. It is an integral art of the whole management, functionally inter-related.IMPORTANCE OF TRAINING FOR EMPLOYEES

It makes employees more effective and productive It enables employees to develop and use with in the organization and increase market value earning power and job security. It moulds the employees attitudes and helps them to achieve a better co-operation with the company and is greater loyalty to it. Training helps in educe dissatisfaction, complainants, grievances and absents Further trained employees make a better and economical use of material and equipment and reduce wastage The training is benefited in the sense that higher standards of quality are archived a satisfactory organizational structure is built up.

The importance of training ca is explained in there way: - Training is widely accepted problem solving device. Indeed our national superiority is man power productivity can be attributed in small measure to the success of our educational and industrial training programmers. This success has been achieved by attendance in many quarters for regard training. The importance of HRM to a large extent depends on human resources development and training. No organization can get a person who exactly matches with the job an organizational requirement. Hence training is important to develop the employee and make him suitable to the job. Training work towards value addition to the company through HRM Training develops human skills and efficiency Trained employees would be valuable assets to an organization. By training organizational efficiency, productivity, progress will developed to a greater extent. By training organization can achieve the stability, viability and growth.

BENEFITS OF TRAININGTraining relates to improve of skills and knowledge of an employee for performing a task

STAFF RETENTION:-Training increases staff retention which is significant cost saving, as the loss of one competent, person can be the equivalent of one years pay and benefits.

IMPROVED QUALITY AND PRODUCTIVITY:- Training that meets both staff and employer needs can increase the quality and flexibility of a business services by restoring. Accuracy and efficiency Good work safety practices. Bette customer services.

STAYING COMPETITIVE :-Business must continually chance their work practices and infrastructure in a global market. Training staff to manage the implementation of new technology, work practices and business strategy. Can also act as a benchmark for future recruitment and quality assurance practices.

HIGH MORAL :-Possession of needed skills help to meet such basic human needs as security and ego satisfaction collaborate personnel and human relations programmers can make contribution towages moral but the are hollow Shells of there are no solid core of meaning full work down with knowledge skills and pride.

REDUCED SUPERVISION: -The trained employee is one who can perform with limited supervision but greater independence is not possible unless the employee is adequately trained.

REDUCED ACCIDENTS: -More accidents are caused by deficiencies in people than by deficiencies in equipment and working conditions. Proper training in both Job skills and safety attitudes should contribute towards a reduction in the accident rate.

IMPROVES THE ORGANIZATIONAL STABILITY.The outcomes of training help for organizational stability by enhancing organizations to sustain its effectiveness despite the key personnel can be developed only through creation of a reservoir to sort run variations in the volume of work requires personnel with multiple skills to permit their transfer to jobs where the demand is highest.

METHODS OF TRAINING:Basically there are various methods of training which can be classified into the following two categories: - on the-job training Off the-job training

ON THE-JOB TRAINING METHODS:-This type of training, also known as job instruction training, is the most commonly used method. Under this method the individual is placed on a regular job and taught kills necessary to perform that job, the trainee learns under the supervision and guidance of a quality worker or instructor. On the job training the advantage of giving firs hand knowledge and experience under the actual working conditions while the trainee learns how to Performa job, he is also a regular words rendering the services for which is paid on the job training methods includes: Job rotation Job instruction Coaching Committee assignments.

OFF THE JOB TRAINING METHODS.Under this method of training, the trainer is separated from the job situations. It requires the workers to undergo training for a specific period away form the workplace off the job methods are concerned with both knowledge and skills in doing the certain jobs, an advantages of off the job training is that is allows people to get away form work and totally concentrate on the training being given. This is most effective for training attitudes, concepts and ideas.

OFF THE JOB PROGRAMMER CONSISTS OF THE FOLLOWINGS. Lecture method Role playing Vestibule training Conference of discussion

TRAINING POLICYEvery company or organization should have well established training policy such a policy represents the top management commitment to the training of its employees and copies roles and pollards governing the standard of scope of training a training a training policy is considered necessary for the following reasons.

To indicate a companys intention to develop its personnel, to provide guidance in the forming and implement of programmer to provide in formations concerning them to all concerned. To discover critical are as where training is to be given on a priority basis. To provide suitable opportunities to the employees for his own better meant.

Company ProfileAbout the companySRI TEXTILE PVT LTD is promoted by Sri. S Vengatesan and Smt. V Padmavathy, both of whom have been associated in the textile and garment industry. The Company proposes to set up a garments unit at Tirumalai Gowni Kotta Village, Sappadi Post, Hosur Taluk,Sri. S Vengatesan has been actively engaged in the field of textile and garment business and commenced manufacturing of fabrics and textile products in Erode during early 1990. Apart from this, he is engaged in the business of sale of tractors and farm equipment under a partnership firm with the dealership with Mahindra & Mahindra Ltd. for trading on tractors and its spares. In addition he is actively engaged in dealing with sugarcane thrash shredding services under the proprietorship of M/s Sri Agro AgenSmt. V Padmavathy is a business woman engaged in diversified field such as manufacturing and trading under textiles, garments and tractors. Currently she is the proprietrix of Sri Vinayaka Traders dealing with trading of yarn and fabrics. In addition, she is the partner at Sri Motors, a partnership firm dealing in tractors and its spares under the dealership with Mahindra & Mahindra Ltd.Sri Textile Erode Private Limited is a 12 year old Company with a group turnover of about USD 10 Million. The Company employs about 100 personnel presently and has the capacity to manufacture about 5 million yards of fabric annually. The Company is today a reputed exporter of yarn dyed woven fabric to a host of global branded garment majors.The unit would be mainly manufacturing garments with export quality catering to the immense demand overseas. With the vast experience gained in the course of their past endeavours more particularly in the field of textiles and related products, the promoters have carried out a detailed study of needs and requirements of the garment unit in South India and having considered the various opportunities available, they have decided to set up facilities for garment unit at the outskirts of Hosur Taluk in Tirumalai Gavani Kotta.

LOCATIONThe project is proposed to be located at Tirumalai Gawani Kotta Village, Sappadi Post, Hosur Taluk which is on the border of Karnataka Tamilnadu and in the close proximity of Bangalore City which is about 56 kms away. The village presently has a population of about 1300 people and there are about 80 odd villages in the vicinity and close proximity (within a radius of about 20 Kms) with an overall population of about 1.20 lacs. Tirumalai Gavani Kotta has a 24 hour dedicated power supply. The village and the nearby areas is home to over 3000 skilled tailors and garment industry workers who travel to Bangalore to work in the garment factories there.WORKING CAPITAL REQUIREMENTSThe working capital requirement calculations have been made on the basis of the following norms.Sl NoParticularsPeriod (Months)

1Raw Materials1.00

2Packing Materials1.00

3Work in Progress7 days

4Finished Goods1.00

5Debtors0.50

6Creditors for Supplies1.00

The above level of holdings is estimated on the basis of the trend in the industry and the experience of the promoters. The working capital margin has been calculated based on the above stocking norms and provided for in the coThe main sewing machines which are critical to the garment manufacturing operations are of Juki make (imported from Japan through the Companys indenting agents / authorised dealers) and all the remaining machinery is available locally and is proposed to be acquired from indigenous sources.The plant and machinery have been selected keeping in mind the optimisation of the costs without compromising on the effectiveness and production capacity. All items have been selected from reputed manufacturers in the industry.IMPLEMENTATION SCHEDULE, CONSENTSBased on the commitment given by engineers, it is estimated that the project will be implemented over a period of 7 months. Accordingly, the plant is proposed to be commissioned by end of December 2013. The land has been acquired and the various contractors and service providers have been finalised. The costs have been frozen and the terms and conditions of awarding the contracts are being completed. Applications have been made for obtaining the power and water connections as well as with the various other local authorities. The building plans have been approved by the local municipal authorities. The suppliers for plant and machinery have been finalized, the rates and prices negotiated and orders have also been placed for all critical machinery. The orders for the other machineries will be placed as and when the project progresses and the delivery are expected to commence by end August 2013 and complete by end of November 2013. It is expected that trial production will be held during the month of December 2013 and commercial production would commence from January 2014.The Company has identified the senior management / technical production and certain senior personnel including the CEO have been already recruited. As regards the other personnel required at various levels of the management hierarchy and for the production activity, recruitment will be carried on as planned so as to be commensurate with the progress of implementation of the project Clothes are an epitome of a culture. People in different parts of the world have their own styles of dressing which symbolize their culture and status. The last two centuries have seen an upsurge in the use of man-made textiles like polyester, nylon, PP, acrylic etc. in almost every part of the world. With the growth in disposable incomes consequent to the economic growth as well as consumerism, the need for garment products is ever on the increase. This has directly given rise to an increased demand for readymade branded garmeThe textile industry including readymade garments occupies a unique position in the Indian economy. Its predominant presence in the Indian economy is manifested in terms of its significant contribution to the industrial production, employment generation and foreign exchange earnings. It contributes about 14% to the industrial production and about 4% to the GDP. It has immense potential for employment generation particularly in the rural and remote areas of the country on account of its close linkage with agriculture. It provides direct employment to about 45 million persons including substantial segments of SC and ST women. In fact, the textile industry is the second largest provider of employment after agriculture. The contribution of this industry to the gross export earnings of the country is about 11% while it adds only 1 1.5% to the gross import bill of the country. It is the only industry which is self reliant and complete in value chain i.e. from raw material to the highest value added products i.e. garments / made ups. As a corollary to this the growth and promotion of this industry has a significant influence on the overall economic development of our countryOBJECTIVES OF THE STUDY The task of the researcher is to lay down the objectives precisely. The objectives enlighten the researchers owning and lead to more efficient enquiry. Once the objectives are settled the study can be undertaken with are aquire accuracy and within the given resources. . To analyze the various training programmed denoted by the company. To study whether the company has been providing adult training on the latest trends. To understand the benefits and limitations of the training programmer. The study is conducted to find out the training needs, which are likely to exist in the organizations and where intervention by trained will be necessary, which will results in both a possible and productive outcome.SCOPE OF THE STUDY: - The universe of the study is limited to Sri Textiles Erode Private Limited, The scope is confined to analysis of training and development in Sri Textiles Erode Private Limited, Sample size of the employees are selected for the study The time duration of the project was not sufficient the period is restricted to one month.

LIMITATIONS OF THE STUDY: - This basically being an academic study suffers form time conditions and disadvantage of random sampling. As the sample is selected on a random basis and it is only representative portion of the whole, it is not possible to attain perfect accuracy. The study was restricted to the managerial level only not whole the organization. The time limitation as a study had to be completed within 30 days. Findings are based on the assumption that the respondents have given true and correct information without being based towards the organization of having a sense of fear of in security.

CHAPTER-2

RESEARCH METHODOLOGY

Research Methodology refers to the process of solving problems. It is the way to systematically solve the research problem. In methodology we considered the various steps adopted by a researcher in studying his research problem. The research has a wide variety of methods to consider, either single urine companions. They can be grouped to primary and secondary data.

Methodology is defined A particular procedure is a set of analysis of the particular field The data collected through. Primary sources and Secondary sources

RESEARCH DESIGN:Fundamental to any study is the research Design. The research design gives the conceptual structured within which the study is conducted it conceptual structure The blue print for the collection, measurement & analyzing of data.

RESEARCH DESIGN

Descriptive

ExploratoryExperimental

EXPLORATORY:In this research, the main goal is to Shade light on the real nature of the problem & Suggest possible selection & new ideas.DESCRIPTIVE:This research seeks to ascertain certain Magnitude, it helps to learn about people knowledge, beliefs preference & satisfaction.

EXPERIMENTAL:The most scientifically valid research is experimental research.SAMPLING METHODProbability sampling is also known as random sampling or chance sampling Under this design every item of the universe has an equal chance of inclusion in the sample. It is so to say, a lottery method in which individual in its are picked up form the whole group not deliberately but by some mechanical process here, it is blind chance alone that determines whether one item or the other is selected.

SIMPLE RANDOM SAMPLING: -Where each and every item in the population has an equal chance of inclusion in the sample. This sampling technique gives coach element an equal and independent chance or probability of selectionIn principle, this method can be used for populations of a size with homogenous characterDATA COLLECTIONPRIMARY DATAPrimary data is one which is collectedly by the investigator himself for the purpose specific inquiry on study such data is original in nature and is generated by sourer conducted by individuals or research intuitions.Primary datas are collected thoughInterviews with concerned personal.Questionnaires supplied to employees.

SECONDARY DATA:When an investigator uses the data which has been collected by other slouch data is called secondary data, Secondary data are collected throughBooksArticles MagazinesCompany MagazinesAnnual Reports

TOOLS USED IN THE STUDY

STATISTICAL ANALYSIS:-The term statistics refer to measure value based upon sample data. The various Statistical techniques used as,

PERCENTAGE ANALYSIS

PERCENTAGE METHOD:-This is one of the techniques uses to analyse the collected data. It is done by calculating the percentage of corresponding number in each category to the total of all the numbers.

No. of RespondentsX 100Total.No. Respondents

CHAPTER-3

CHAPTER IIIDATA ANALYSIS AND INTERPRETATION

TABLE 3.1GENDERGenderNo. of RespondentsPercentage Value

MALE4692

FEMALE48

Total50100%

SOURCE: primary data

InterpretationThe above table 3.1 shows that out of 50 respondents .92% of respondents belong to male category . 8% of respondents belong to the female category.This is shows in the diagram 3.1

CHART 3.1GENDER

TABLE 3.2AgeNo. of RespondentsPercentage value

20 to 292040%

30 to 391632%

40 to 491224%

50 above24%

REPRESENTATION SHOWING THE AGE OF THE EMPLOYEES

INTERPRETATIONThe above table 3.2 shows out of 50 respondents. 40% of respondents are between 20 to 29 years age. 32% of respondents are between 30 to 39 years age 24% of respondents are between 40 to 49 years age. 4% of the respondents are 50 years above. The above analysis gives us information the highest percentage of respondents belongs to the group of 20 to 29 years training is needed to these young employees to learns more skills.

CHART 3.2REPRESENTATION SHOWING THE AGE OF THE EMPLOYEES

CHART -3.3EDUCATION

TABLE 3.4EXPERIENCE

ExperienceNo of respondentsPercentage

1 year48%

2 years1020%

5 years1530%

Above 5 years2142%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.4 shows that out of 50 respondent. 8% of the of 1 year .20% of the respondents 2 year. 30% of the respondents of 5year. 42% of the respondents of 5 year.

CHART 3.4EXPERIENCE

TABLE 3.5TRAINING NEEDED FOR GROWTHVariablesNo of respondentsPercentage value

Yes3570%

No1224%

May be36%

Total50100%

SOURCE: PRIMARY DATAINTERPRETATIONThe above table 3.5 shows that out of 50 respondents .70% of the employees need under the respondent of Yes .24% of the employees need under the respondent of No. 6% of the employees need under the respondent of May be.

CHART 3.5TRAINING NEEDED FOR GROWTH

Table -3.6TRAINING TOWARDS BENEFITS

VariableNo of respondentsPercentage value

Strongly agree510%

Agree4284%

Disagree36%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.6 shows that out of 50 respondents .10% of the employees respondents Strongly agree.84% of the employees Respondents Agree.6% of employees respondent s Disagree

CHART 3.6TRAINING TOWARDS BENEFITS

TABLE 3.7SATISFIED TRAINING PROGRAMParticularsNo of respondentsPercentage value

Highly Satisfied48%

Satisfied4386%

Dissatisfied36%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.7 shows that out of 50 respondents. 8% of the employees respondents Highly satisfied. 86% of the employees Respondents satisfied .6% of employees respondents Dissatisfied.

CHART 3.7SATISFIED TRAINING PROGRAM

TABLE 3.8EMPLOYEE TOWARDS RELATIONSHIPVariablesNo of respondentsPercentage

Excellent510%

Good3876%

Fair714%

Total50100

SOURCE: PRIMARY DATAINTERPRETATIONThe above table 3.8 shows that out of 50 respondents. 10% of the employees respondents Excellent.76% of the employees Respondents Good.14% of employees respondents Fair .

CHART 3.8EMPLOYEE TOWARDS RELATIONSHIP

TABLE 3.9EXTENT TRAINING PROGRAM

OptionsNO of respondentsPercentage

Large Extent816%

Short Extent4284%

Very lessNilNil

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.9 shows that out of 50 respondents .16% of the employees respondents Largest extent.84% of employees respondents short extent.

CHART 3.9EXTENT TRAINING PROGRAM

TABLE 3.10VariablesNo of respondentsPercentage

Excellent1836%

Good3264%

BadNilNil

Total50100%

FEELING AFTER COMPLETING THE TRAINING PROGRAM

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.10 shows that out of 50 respondents. 36% of the employees respondents Excellent .64% of the employees Respondents Good.

CHART 3.10

FEELING AFTER COMPLETING THE TRAINING PROGRAM

TABLE 3.11CONDUCT THE TRAINING PROGRAM IN THE COMPANY

VariablesNo of respondentsPercentage

By Internal Members3264%

By External Members1836%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.11shows that out of 50 respondents. 64%of the employees respondents for By Internal Members.36% of employees respondents for By Internal Members

CHART 3.11CONDUCT THE TRAINING PROGRAM IN THE COMPANY

TABLE 3.12

TRAINING PROGRAM ATTENTED IN THE COMPANY

ParticularsNo of respondentsPercentage

33060%

41020%

536%

Above 5714%

Total50100%

SOURCE: PRIMARYDATA

INTERPRETATIONThe above table 3.12 shows that out of 50 respondents.60% of the employees respondents for 3.20% of the employees respondents for 10.6% of the employees respondents for 3. 14% of the employees respondents for Above 5

CHART 3.12

TRAINING PROGRAM ATTENTED IN THE COMPANY

TABLE 3.13

FEEDBACK AFTER THE COMPLETION OF TRAINING SECTION

ResponseNo of respondentsPercentage

Yes3570%

No1530%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above tablet 3.13 shows that out of 50 respondents. 70% of the employees respondents for Yes . 30% of employees respondents for No.

CHART 3.13

FEEDBACK AFTER THE COMPLETION OF TRAINING SECTION

TABLE 3.14METHODS OF TRAINING

ParticularsNo of respondentsPercentage

On the Job Training3570%

Off the Job Training1530%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.14 shows that out of 50 respondents . 70% of the people respondents for On the job training . 30% of the people respondents for Off the job training

CHART 3.14METHODS OF TRAINING

TABLE 3.15

ResponseNo of respondentsPercentage

Yes3672%

No1428%

Total50100%

ATTENDING THE TRAINING PROGRAM IN OUTSIDE OF THE COMPANY

SOURCE: PRIMARY DATA

INTERPRETATION

The Above table 3.15 shows that out of 50 respondents. 72% of the people respondents for Yes . 28% of people respondents for No.

CHART 3.15

ATTENDING THE TRAINING PROGRAM IN OUTSIDE OF THE COMPANY

TABLE 3.16IF YES MEANS, HOW MANY TIMES TO ATTENDED THE PROGRAM?ParticularsNo of respondentsPercentage

2 times510%

4 times3060%

More than 5 times1530%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The Above table 3.16 shows that out of 50 respondents .10% of the people respondents for 2 times . 60% of the people respondents for 4 times .30% of the people respondents for More then 5 times.

CHART 3.16IF YES MEANS, HOW MANY TIMES TO ATTENDED THE PROGRAM?

TABLE 3.17TRAINING PROGRAM IMPROVING THE PERFORMANCE ABILITY OF EMPLOYEES

ParticularsNo of respondentsPercentage

Yes50100%

NoNilNil

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATIONThe above table 3.17 shows that out of 50 respondents.100% of the employees respondents for Yes. 0% of the employees respondents for No

CHART 3.17TRAINING PROGRAM IMPROVING THE PERFORMANCE ABILITY OF EMPLOYEES

TABLE 3.18

PERSONNEL DEPARTMENT FOLLOWS UPON THE TRAINING NEEDS IDENTIFIED DURING THE TIME OF SELECTION PROCESS.ParticularsNo of respondentsPercentage

Yes4692%

No48%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.18 shows that out of 50 respondents . 92% of the employees respondents for Yes .8% of the employees respondents for No.

CHART 3.18

PERSONNEL DEPARTMENT FOLLOWS UPON THE TRAINING NEEDS IDENTIFIED DURING THE TIME OF SELECTION PROCESS.

TABLE 3.19

TRAINING PROGRAMME HELPED IN ENHANCING YOUR (ABILITIES) CAPACITY.

ResponseNo of respondentsPercentage

Yes4080%

No1020%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.19 shows that out of 50 respondents . 80% of the employees respondetns for Yes . 20% of the employees respondents for No.

CHART 3.19

TRAINING PROGRAMME HELPED IN ENHANCING YOUR (ABILITIES) CAPACITY.

TABLE 3.20

INCREASING CONFIDENCE AND MORAL OF THE EMPLOYEES

ParticularsNO of respondentsPercentage

Yes4794%

No36%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.20 shows that out of 50 respondents .94 % of the employees respondetns for Yes. 6% of the employee respondents for No.

CHART 3.20

INCREASING CONFIDENCE AND MORAL OF THE EMPLOYEES

TABLE 3.21

THE COMPANY EVALUATING THE EFFECTIVENESS OF TRAINING PROGRAMMER BY USING VARIOUS TECHNIQUES

ParticularsNO of respondentsPercentage

Yes4590%

No510%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.20 shows that out of 50 respondents . 90% of the people respondents for Yes. 10% of the people respondents NoCHART 3.21

THE COMPANY EVALUATING THE EFFECTIVENESS OF TRAINING PROGRAMMER BY USING VARIOUS TECHNIQUES

TABLE 3.22

ACTIVE PART IN THE TRAINING PROGRAMMERParticularsNO of respondentsPercentage

Yes3978%

No1122%

Total50100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.22 that out of 50 respondents . 78% of the emplotees respondents for Yes . 22% of the employees respondents for No.

CHART 3.22

ACTIVE PART IN THE TRAINING PROGRAMMER

CHAPTER - V

FINDINGS

80% of the respondents know about their training department in their organization this shows that company has separate training department in their60% of the training programme is given by the seniors officers this will helps to the growth of company.100% of the employees feel that training and development at office system help them to perform their job much better.100% of the employee will agree that training programmer will make the employee to become more competent efficient to wards their job.90% of the employees will take the training programmer as active part.Majority of the employees attendee 2 to 4 training programmer and gained knowledge about the training in the organization.65% of the employees have not felt any problem on their routine work. This shows that we company will take poor interest during training programmer.65% of the respondents agree that on the job training methods is more effective than off the job training method.80% of the selection process is done by the personnel department for the training to employees.100% of employees feel that training programmer will help to exchange their abilities and capacity.85% of respondents have not felt difficult in implementing the new ideas learnt through training.100% of employees tell that they need a training programmer in their company.Out of 100% 85% of respondents get stress during the training programmer

90% of respondents say that company will evaluate the effectiveness of training programmer by using various techniques.80% of training program will be in the theoretical aspects out of 100%70% of the respondents feel that time allocated is sufficient for training programmer.35% of employees come under the age group between 20 to 25%. They are energetic so it is found that they work hard to achieve the company goal.

SUGGESTIONS

Training programmer should be periodically evaluated as per the needs on regular basis.Training programmer should be given still more importanceCompany should provide right kind of climate to implement new ideas and method s acquired during training.Form the survey it is clear that most employees undergoing on the job method of training however it would be more use full if the employee were given of the job training also on regular basis this could enhance their performance and thus incasing their productivity.The training and development should be a regular factor rather than a need based on it would enhance the quality of reduce and thus bend fit the organization is long term point of view.As per the study is conducted it is clears that training and development is the major factor to be considered and hence new methods of training should be introduced.The company suggested taking more consideration in making qualities of the product so that it reached maximum level of profit.The worker should be trained by higher official form time to time regarding the usage of safety equipment

CONCLUSION

The study shows that the employees in the organization are aware about the training procedure and with the help of the study is was possible to find out that the majority of the employees say the purpose their training in Sri Textiles Erode have been be brought in to the training programmer of term being recommended by their head of the department tab India Textiles teach new technology to its employees the majority trainees are under going fundamentals knowledge development the training is being conduct on the job itself for the majority of the employees and if necessary of the job training method also

BIBLIOGRAPHY

Sharma V.K., Human Resource Management, 2002 Edition, Viva books, New Delhi.Byers, Human Resource Management, 2005 edition, Mc-Graw Hill Publications, New Delhi.Singh Y.P., Effective Management of Human Resources, 2001 edition, Anmol Publications, New Delhi.

References: -Linda Hutchison, Evaluating and researching the effectiveness of educational interventions British Medical Journal, (1999), pp 318.Kaye Alvarez and Eduardo Salas, An Integrated Model of Training Evaluation and Effectiveness human resource development review, (2004), vol 3, no 4, pp 385 416.

Websites:www.google.comwww.hr.comwww.traininganddevelopment.comwww.sritextiles erode pvt ltd.com.

JOB TRAINING AND DEVELOPMENT TOWARDS ON TEXTILES QUESTIONERE

1. Gendera. Male b. Female2. Agea. 20-29 b.30-39 c.40-49 d. Above 503. Educationa.HSC b.UG c.PG4. Experiencea.1yearb.2yearc.5yerard. Above5year

5. Do you feel the training is needed for growth?a. Yes b. No c. May be

6. Do you agree the training provided is benefit for you?a. Strongly agree b. Agree c. Disagree

7. Are you satisfy with the training provided by the company?a. Highly satisfied b. satisfied c. Dis satisfied

8. State the level of relationship between you and manage?a. Excellent b. Good c. Fair

9. To what extent is the training program allotted to your job?a. Large extent b. short extent c. Very less

10. How do you feel after completion of the training program?a. Excellent b. Good c. Bad

11. Who conducts the training program in the company?a. By internal Member b. By external members

12. How many training program have you attended so for?a.3 b.4 c.5 d. Above5

13. Does the management take the feedback after the completion of the training section?a. Yes b. No

14. Which method of training does your company gives to you?a. On the job training b. Off the job training

15. Did you attend training program outside the company?a. Yes b. No

16. If yes means then how many times did you attended the training program?a. 2 times b.4times c. More than 5 times

17. Is Training Programmer improving the performance ability of employees?a. Yes b. No

18. Personnel department follows upon the training needs identified during the time of selection process.a. Yes b. No

19. Is training programme helped in enhancing your (abilities) capacity?a. Yes b. No

20. Is training programmer increase confidence and moral of the employees?a. Yes b. No

21. Is the company evaluating the effectiveness of training programmer by using various techniques?a. Yesb. No

22. Do you take active part in the training programmer?a. Yesb. No