Kamalesh Project

8/8/2019 Kamalesh Project

1/81

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

1


2/81

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

2


3/81

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

3


4/81

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

4


5/81

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

5


6/81

LIST OF TABLES

TABLENO PARTICULARS

PAGENO

1 AGE GROUP OF RESPONDENT 16

2 EMPLOYEE NEEDS OF THE TRAINING PROGRAM 18

6


7/81

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

7


8/81

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

8


9/81

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

9


10/81

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

10


11/81

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

11


12/81

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

12


13/81

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

13


14/81

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

14
http://www.naukrihub.com/india/fmcg/companies/http://www.naukrihub.com/india/fmcg/companies/


15/81

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

15
http://www.naukrihub.com/india/fmcg/top-companies/hindustan-unilever.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/itc-limited.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/nestle.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/gcmmf.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/dabur.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/asian-paints.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/cadbury.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/britannia.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/procter-gamble.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/marico-industries.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/hindustan-unilever.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/itc-limited.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/nestle.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/gcmmf.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/dabur.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/asian-paints.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/cadbury.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/britannia.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/procter-gamble.htmlhttp://www.naukrihub.com/india/fmcg/top-companies/marico-industries.html


16/81

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.

16


17/81

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

17


18/81

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

18


19/81

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

19


20/81

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

20


21/81

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

21


22/81

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

22


23/81

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

23


24/81

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.

24


25/81

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:

25


26/81

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

26


27/81

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

27


28/81

TABLE-3.2

HOW THE ORGANIZATIONS IDENTIFY THE EMPLOYEE NEEDS OF

THE TRAINING PROGRAM?

28


29/81

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

29


30/81

TABLE 3.3

30


31/81

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

31


32/81

TABLE 3.4

WHAT TYPE OF TRAINING DO YOU REQUIRE IN YOUR

ORGANIZATION ?

32


33/81

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

33


34/81

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 ?

34


35/81

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

35


36/81

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%

36


37/81

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

37


38/81

TABLE 3.7

WHAT IS THE BASIC TYPE OF TRAINING PROVIDED FOR YOUR

EMPLOYEE?

38


39/81

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

39


40/81

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 ?

40


41/81

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

41


42/81

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

42


43/81

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

43


44/81

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?

44


45/81

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

45


46/81

TABLE 3.11

WOULD YOU EDUCATE YOUR COLLEAGUES TO WORK IN THE

ORGANIZATION?

46


47/81

Options No of respondent Percentage%Strongly agree 21 20%



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

47


48/81

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?

48


49/81

Options No of respondent Percentage %Strongly agree 14 13%



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

49


50/81

TABLE 3.13

HAVE YOU ADEQUATELY RECOGNIZED FOR YOUR EFFORT AFTER

TRAINING?

50


51/81

Options No of respondents PercentsStrongly agree 30 27%

Agree 51 46%


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

51


52/81

TABLE 3.14

DO YOU FEEL YOUR ROLE IS IMPORTANT OF THE

ORGANIZATION ?

52


53/81

Options No of respondents Percentage%Strongly agree 36 33%



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

53


54/81

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%

54


55/81

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

55


56/81

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 ?

56


57/81


Agree 20 18%


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

57


58/81

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%

58


59/81

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

59


60/81

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 ?

60


61/81


Agree 18 16%


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

61


62/81

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?

62


63/81




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

63


64/81

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?

64


65/81

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

65


66/81

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

66


67/81

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

67


68/81

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

68


69/81

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

69


70/81

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

.

70


71/81

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

71


72/81

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

72


73/81

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

73


74/81

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

74


75/81

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

75


76/81

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

76


77/81

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.

77


78/81

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?


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

78


79/81

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?


12 Would you educate your colleagues to work in the organization ?


13 Is your opinion recognized and taken into consideration during the training program?


14 Did your training program increase to your productivity to work?


15 Have you adequately recognized for your effort after training?


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?


18 Are you satisfied with identifying and utilizing the effective training program?


79


80/81

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?


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

80


81/81

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

81
http://www.hul.co.in/http://www.projecttraining/http://www.trainingclasses.com/http://www.fmcg/http://www.hul.co.in/http://www.projecttraining/http://www.trainingclasses.com/http://www.fmcg/

Date post:	09-Apr-2018
Category:	Documents
Upload:	kamalesh-menon
View:	221 times
Download:	0 times

Kamalesh Project

Documents