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    1.1 INTRODUCTION OF THE STUDY

    TRAINING:

    Training refers to a planned effort by a company to facilitate the employees learning of job-

    related competencies. These competencies include knowledge, skills, or behaviors that are

    critical for successful job performance.

    It is a learning process that involves the acquisition of knowledge, sharpening of skills,

    concepts, rules, or changing of attitudes and behaviors to enhance the performance of

    employees.

    DEVELOPMENT:

    Development is a wide-ranging, enduring multi-faceted position of behaviors to bring an

    employee or an organization up to another entrance of presentation. Development also suggests

    to achieves several jobs or new role in the upcoming.

    ORGANIZATION OF TRAINING AND DEVELOPMENT PROGRAMMES:

    Training and development programs may be organized in the following steps:

    (a) TRAINING NEED IDENTIFICATION:

    Assessment of the trainingrequirements of a target group in terms of (1) number of trainees, (2)

    their educational andprofessional background, (3) their present level of competence, and (4)

    the desiredbehaviororskilllevel acquired at the completion of training.

    http://www.businessdictionary.com/definition/assessment.htmlhttp://www.businessdictionary.com/definition/training.htmlhttp://www.businessdictionary.com/definition/requirements.htmlhttp://www.businessdictionary.com/definition/group.htmlhttp://www.businessdictionary.com/definition/term.htmlhttp://www.businessdictionary.com/definition/professional.htmlhttp://www.businessdictionary.com/definition/professional.htmlhttp://www.businessdictionary.com/definition/behavior.htmlhttp://www.businessdictionary.com/definition/skill.htmlhttp://www.businessdictionary.com/definition/skill.htmlhttp://www.businessdictionary.com/definition/completion.htmlhttp://www.businessdictionary.com/definition/training.htmlhttp://www.businessdictionary.com/definition/requirements.htmlhttp://www.businessdictionary.com/definition/group.htmlhttp://www.businessdictionary.com/definition/term.htmlhttp://www.businessdictionary.com/definition/professional.htmlhttp://www.businessdictionary.com/definition/behavior.htmlhttp://www.businessdictionary.com/definition/skill.htmlhttp://www.businessdictionary.com/definition/completion.htmlhttp://www.businessdictionary.com/definition/assessment.html
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    Before the training program the training program is conducted, it is necessary that the training

    needs are identified. A training needs analysis (TNA) is an effective way to identify any gap

    between the skills your business needs and those your employees have. It involves gathering

    information to identify areas where your employees could improve their performance.

    Training need identification is done through group problem analysis, interviews, survey

    through questionnaires, brain-storming, job analysis, performance appraisal, tests, records and

    reports etc.

    FORMULATION OF TRAINING OBJECTIVE:

    Training objective is one of the most important parts of training program. It provides the clear

    guidelines and develops the training program in less time because objectives focus specifically

    on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected

    out of him at the end of the training program.

    DESIGNING AND DEVELOPING PROGRAMMES:

    This will include the course contents, duration, timing,, and method of training. The technique

    and process of training programs should be related to the needs and objectives of the

    organization. The method adopted will depend upon the training objectives.

    There are various methods of training:

    Lectures

    Demonstrations

    Discussions

    Games and Simulations

    o Behavior-modeling

    http://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/demonstrations.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/discussions.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/behavior-modeling.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/demonstrations.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/discussions.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/behavior-modeling.html
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    o Business games

    o Case studies

    o Equipment stimulators

    o In-basket technique

    o Role plays

    On the job training

    Coaching

    Mentoring

    Job rotation

    Job Instruction Technique (JIT)

    Off the job training

    Sensitivity training

    Transactional analysis

    Straight lectures/ lectures

    Simulation exercises

    http://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/business-games.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/case-studies.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/equipment-stimulators.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/in-basket-technique.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/role-plays.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/coaching.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/mentoring.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-rotation.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-instruction-technique.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/sensitivity-training.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/transactional-analysis.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/business-games.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/case-studies.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/equipment-stimulators.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/in-basket-technique.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/role-plays.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/coaching.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/mentoring.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-rotation.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/on-the-job-training/job-instruction-technique.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/sensitivity-training.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/transactional-analysis.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/lectures.htmlhttp://traininganddevelopment.naukrihub.com/methods-of-training/games-and-simulations/index.html
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    CONDUCT T & D PROGRAMME:

    This is actual delivery of the product. The necessary training facilities including audio-visual

    aids should be available.

    EVALUATION OF TRAINING AND DEVELOPMENT

    The evaluation step is the most important phase of the training and development

    program. The evaluation should be made by comparing the results (the benefits) with the

    objectives of the training and development program that were set in the assessment phase.

    Evaluation is the application of systematic methods to periodically and objectively assess the

    effectiveness of programs in achieving expected results, their impacts, both intended and

    unintended, continued relevant and alternative or more cost-effective ways of achieving

    expected results.

    The full range of evaluation issues should be considered in the planning of evaluations:

    relevance (does the policy, program or initiative continue to be consistent with departmental

    and government-wide priorities and does it realistically address an actual need?); success (is the

    policy, program or initiative effective in meeting its objectives, within budget and without

    unwanted outcomes?); and cost-effectiveness (are the most appropriate and efficient means

    being used to achieve objectives, relative to alternative design and delivery approaches?).

    REASONS FOR EVALUATING TRAINING:

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    Training evaluation provides a way to understand the investments that training produces and

    provides information needed to improve training.

    The evaluation of executive training programs should provide evidence to demonstrate the

    relevance, success and cost-effectiveness of the programs.

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    1.2 INDUSTRY PROFILE

    The liberalization of the Indian economy in the early nineties has played a major role in the

    growth of the IT industry of India. Deregulation policies adopted by the Government of India

    have led to substantial domestic investment and inflow of foreign capital to this industry.

    In 1970, high import duties had forced IBM to leave India. However, after the early

    nineties, many multinational IT companies, including IBM, have set up their operations in

    India. During the ten year period 1992-2002, the Indian software industry grew at double the

    rate as thus software industry.

    Some of the major reasons for the significant growth of the IT industry of India are -

    Abundant availability of skilled manpower

    Reduced telecommunication and internetcosts

    Reduced import duties on software and hardware products

    Cost advantages

    Encouraging government policies.

    The profile of the Indian IT Services has been undergoing a change in the last few

    years, partly as it moves up the value chain and partly as a response to the market dynamics.

    Ten years ago, most US companies would not even consider outsourcing some of their IT

    projects to outside vendors.

    The market competition is forcing organizations to cut down on costs of products. Theprofessional IT services on the other hand are becoming increasingly expensive.

    The offshore software development model is today where onsite professional services were ten

    years ago. There is a high chance (almost a mathematical certainty), that in less than ten years,

    the vast majority of IT services (software development being just one of them) from developed

    countries, will be, one, outsourced and two, outsourced to an offshore vendor.

    Now, ten years later, a vast majority of US companies use the professional services of

    Indian Software engineers in some manner ,through large, medium or small companies .

    http://www.economywatch.com/india-it-industry/http://www.economywatch.com/india-it-industry/http://www.economywatch.com/india-it-industry/http://www.economywatch.com/india-it-industry/
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    Despite the global economic slowdown, the Indian IT software and services industry is

    maintaining a steady pace of growth. Software development activity is not confined to a few

    cities in India. Software development centers, such as Bangalore, Hyderabad, Mumbai, Pune,

    Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmedabad, Goa,

    Chandigarh, Trivandrum are all developing quickly. All of these places have state-of-the-art

    software facilities and the presence of a large number of overseas vendors. Indias most prized

    resource is its readily available technical work force. India has the second largest English-

    speaking scientific professionals in the world, second only to the U.S. It is estimated that India

    has over 4 million technical workers, over 1,832 educational institutions and polytechnics,

    which train more than 67,785 computer software professionals every year. The enormous base

    of skilled manpower is a major draw for global customers. India provides IT services at one-

    tenth the price.

    No wonder more and more companies are basing their operations in India.

    The industry is in an expansion mode right now, with dozens of new offshore IT services

    vendors emerging everyday, the industry has a high probability of being subjected to the 80:20

    rule in not too distant a future. In perhaps another ten years, 80 percent of all outsourced

    offshore development work will be done by 20 percent of all vendors, a small number of high

    quality, trusted vendors. Only a few select countries and only the most professional companies

    in those countries, will emerge as winners. India will definitely be the country of choice for

    offshore software development. We have the potential to become and remain the country of

    choice for all software developments and IT enabled services, second only to the USA. The

    third choice could be far distant.

    India is among the three countries that have built supercomputers on their own. The

    other two are USA and Japan. India is among six countries that launch satellites and do soeven for Germany and Belgium. India's INSAT is among the world's largest domestic satellite

    communication systems. India has the third largest telecommunications network among the

    emerging economies, and it is among the top ten networks of the world.

    To become a global leader in the IT industry and retain that position, we need to constantly

    keep moving up the value chain, focusing on finished products and solutions, rather than purely

    on skill sets and resumes. We need to be able to package our services as products, rather than

    offering them as raw material. We need to be able to recognize and build up on our strengthsand work on our weaknesses.

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    COMPANY PROFILE

    IT Infrastructure, Technology and Outsourcing Careers at Origin

    Collection. Culture. Support. Development.

    Joining Origin translates into continual opportunities to expand on what you cando. Challenge yourself with interesting work focused on delivering innovation and proven

    solutions. Our employees come together with a wide variety of skills and backgrounds tocreate talented teams of problem-solvers. We help clients become high-performance business.

    At ORIGIN, you will find an informal atmosphere and an approachablemanagement .It's a place where everyone is passionate about their work and wants to be partof the growth.

    we are committed to total customer satisfaction and recognize that our employeesare critical to our pursuit of excellence.

    Hence we are committed to providing an excellent working environment and competitivebenefits.

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    Business Lifecycle Solutions

    IT Hardware & Software Sales, Rentals / Leasing Solutions

    All leading brands

    IT Infrastructure Business Solutions

    End- to- End

    Interiors, Workspaces, Integrated BuildingManagement Solutions, Passive / Active Networks,Eletricals, UPS, Generators & HVAC

    IT Managed Services

    RIM, NOC SolutionsHardware Support

    Servers, Desktops & Pheripherals, Specilised inLaptops Services, AMC, ASP for leading brands

    Data Centre and Hosting Solutions

    Domain Name Registration , Windows & Linux Hosting

    Onsite Technology Support , Software / Web Development

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    ORIGIN COMPETITIVE EDGE:

    Pan India Support

    Strong service culture

    Providing End-to- End solutions for IT Services & InfrastructureIn-house teams to handle IT infra planning, execution & Management : Single source

    responsibility. Can provide BOO & BOT models to IT & ITES companiesFull gamut of IT Services under one roof: hardware/software rental, management; LAN &

    WAN provisioning & Maintenance Focus on response/resolution of customer issues

    Strategic Alliances with Leading Companies. 15 years in the business 80% are repeat

    customers15 years in the business 80% are repeat customers

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    SERVICES:

    ORIGIN's range of services includes:

    IT Services

    IT Hardware & Software Sales, Rentals / Leasing SolutionsIT Managed ServicesData Centre and Hosting SolutionsOnsite Technology SupportSoftware / Web Development

    Infrastructure SolutionsPlug & Play for ITES- from 10 seats to 1000 (BOO- Long & medium term)BOT model for large customersBMS, LAN & WAN provisioning & Management

    ORIGIN's success has been as much a result of our dedicated team, as our focus onquality and customer satisfaction. As part of our continual effort to improve qualityand put efficient internal processes in place.

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    Origin ITFS Pvt. Ltd. (formerly known as Origin IT and Facility Solutions Pvt. Ltd.)

    is a leader in providing Total Enterprise IT Infrastructure and ICT Solutions.

    ORIGIN started in 1993 with the goal of providing high-quality computer hardware and

    service on a contractual basis. In course of time, the operations were expanded to include

    sales of computers and other equipment too.

    Over the years, ORIGIN gradually spread its wings to cater to other areas of IT. With the

    single focus of providing high-quality equipment and service, and encouraged by repeat

    orders from customers, ORIGIN continues to expand its market share and clientele.

    With over 15 years of expertise in setting up and managing IT business infrastructure for

    leading organizations, Origin ITFS brings considerable experience in enabling next-gen

    business requirements and ICT solutions.

    Orign ITFS also provides plug-and-play incubation space for startups with complete ICT

    support

    MISSION AND VALUES ORIGIN ITFS

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    ORIGINs mission

    Provide world-class support/services to enable our customers to serve their customers

    better

    Values

    End-to-End BusinessLifecycle Solutions

    60 Crore Turnover in 2010-11

    600 Employees

    500 IT Support Staff all

    over India 7 Branches across India

    75,000 Systems onMaintenance

    50 Corporate Customers

    25 Business Partners

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    1.4 OBJECTIVES OF THE STUDY

    (a) PRIMARY OBJECTIVE:

    To analyze the study on training and development of employees I ORIGIN ITFS

    (b) SECONDARY OBJECTIVE:

    To analyze the reactions of the employees towards the Training and Development

    Programs that was conducted by the company.

    The study helps to know about the employees agreement on the clarity of the

    objectives of the Training program.

    To know about the identification of the Training and development need of the

    participants.

    The study helps to know the employees opinion regarding time allocation / duration of

    different sessions of the training program .

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    NEED AND SCOPE OF STUDY

    The project makes a thorough study of the employees reaction towards the study on training

    and development of employees and their needs are identified through this research.

    The study will help ORIGIN ITFS understand the opinions of the executives who have

    undergone the training. It will also help to identify shortcomings and advantages of various

    training programmes. Based on the employees feedback, future training and development

    programmes can be designed to improve efficiency of the employees.

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    1.7 REVIEW OF LITERATURE

    This chapter mainly deals with various literatures survey for formulation researchproblem .

    Leap Terry and Crino (1999); Training and development & education, New Delhi

    Training is a planned process to modify attitude, knowledge, skill, behavior through learning

    experience to achieve effective performance in an activity its purpose is to develop abilities of

    the individual and to satisfy the current and future needs of the organization.

    Holden, Len (1995). Training , Human resource management; Mac Millan India

    Limited New Delhi (336 375)Management developments is a conscious and systematic

    process to control the development of managerial resources in the organization for

    achievement of goal and strategies.

    Srivastava, DK and Nair, S K (2000) Training and development;

    an audit of India companies Udyog Pragati Vol 24, No.1.

    Today every organization is making attempts to develop its employees by systematictraining and development. They also imply that there has to be continuous training

    system to suit changing needs of the organization.

    Baurm, Bernard H The effect of managerial training on organizational control (1970)Trained workers are less likely to make operational mistakes. Quality increases may be

    increased may be relationship to a company product or services intangible organization

    employment atmosphere.

    .Training is the most important aspect of new employees who are yet fully aware of the

    most effective and effective ways of performing their job 5

    Training improves employees ability and skills and in turn, improves employees

    performance both in quality and quantity. Better or increased employee performance directly

    lead to increased operational productivity and increased organizational profiles 6

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    A well planned and systematically organized training programme reduce the time avoid

    waste of time and efforts in learning through trail and error method7

    RESEARCH METHODOLOGY

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    The Research Methodology adopted for the present study has been systematic and was done in

    accordance to the objectives set which has been detailed as below.

    RESEARCH DEFINITION:

    Research is a process in which the researcher wishers to find out the end result

    for a given problem and thus the solution helps in future course of action.

    RESEARCH DESIGN:

    NATURE OF RESEARCH:

    Research is basically of three types.

    Explorative research

    Descriptive research and

    (iii) Experimental research.

    In case of explorative research the focus is on the discovery of idea.

    Descriptive Research studies are those studies which are concerned with describing the

    characteristic of a particular individual or a group. The nature of this study is descriptive.

    DETERMINING SOURCES OF DATA :

    There are two main sources of data

    (i) Primary data

    (ii) Secondary data.

    PRIMARY DATA:

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    It consists of original information collected for specific research. Primary data for

    this research study was collected through as direct survey. To obtain this primary data a well

    structured questionnaire was prepared by the researcher.

    SECONDARY DATA :

    Secondary data consists of information that already exist somewhere and have been collected

    for some specific purpose in the study. The Secondary data for this study is collected from

    various books and company Brochures.

    In this study both primary and secondary data were used.

    SAMPLE SIZE :

    The sample size is one hundred and fifty(150). The Population consisting of employees of

    mainly staff and management cadre in different departments and project sites.

    QUESTIONNAIRE DEVELOPMENT :

    Questionnaire is the most common instrument in collecting primary data. In order

    to gather primary data from viewers, the questionnaire consists of followings type of questions.

    Open ended questions

    Closed ended questions

    Multiple choice questions

    Ranking questions

    PILOT TESTING:

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    A pilot study was conducted to identify the barriers in data collection. During this process some

    minor changes were made on sequence of questions.

    STATISTICAL TOOLS USED FOR DATA ANALYSIS :

    The Statistical tools used to analyse the primary data in this present study :

    Percentage Analysis

    Chi-sqaure (Goodness of fit) test

    Correlation analysis

    PERCENTAGE ANALYSIS:

    Percentages are often used in data presentations, for they simplify numbers, reducing all of

    them to a 0-100 range. Through the use of percentage, the data are reduced into the standard for

    with base equal to 100, which in fact facilitates relative comparison.

    Percentage = Number of responses/ Total number of responses * 100.

    CHI-SQUARE TEST :

    Chi-Square test is very popularly known as test of goodness of fit. In this method

    we test if two attributes are dependent or not.

    Null Hypothesis H0 : Attributes are independent

    Alternate Hypothesis H1: Attributes are not independent

    Degree of freedom : (Number of rows 1) (Number of Columns 1)

    Chi-Square goodness of fit is calculated as follows:

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    = [(O E) / E]

    Where = Chi-square

    O = Observed frequency

    E = Expected frequency

    If calculated value is less than table value at a given degree of freedom we accept H0, else we

    reject H0.

    CORRELATION ANALYSIS

    Correlation analysis deals with the association between two or more variables it is also

    attempts to determine the degree of relationship between variables

    FORMULA

    r= dx.dy/dx .dy

    TABLE 2.1

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    GENDER CLASSIFICATION

    GenderNo of

    respondent

    Percentage

    Male 115 76.7

    Female 35 23.3

    Total 150 100

    INFERENCE

    From the above table it is inferred that most of the respondents 76.7% were male and

    Remaining 16.8%from female

    CHART 2.1

    GENDER CLASSIFICATION

    TABLE 2.2

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    THE AGE CLASSIFICATION

    Age level No of respondent Percentage

    < 20 28 18.720 30 18 12

    30 40 37 24.7

    40 50 49 32.7

    Above 50 18 12

    Total 150 100

    INFERENCEFrom the above table it is inferred that 32.7% of the respondent is 40-50 year belongs to

    age group,24.7of respondent is years belongs to age group,18.7 of respondent is years belongs

    to age group 12% of the respondent 20-30,above 50 years belongs to age group.

    CHART2.2

    THE AGE CLASSIFICATION

    TABLE 2.3

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    EDUCATIONAL QUALIFICATION

    Educational No of respondent Percentage

    SSLC 12 8

    Plus Two 15 10

    Diploma 35 23.3

    UG 52 34.7

    PG 36 24

    Total 150 100

    INFERENCE

    From the above table it is inferred that 34.7% of the respondents were having UG as

    educational qualification,24% of respondents were havingPG,23.3% of the respondents were

    having diploma ,10% of the respondents were plus two,8% of the respondent were having

    SSLC.

    CHART2.3

    EDUCATIONAL QUALIFICATION

    TABLE 2.4

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    WORK EXPERIENCE

    Work Experience No of respondent Percentage

    0 1 yrs 21 14

    1 5 yrs 28 18.7

    5 10 yrs 42 28

    10 15 yrs 43 28.7

    above 15 16 10.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 28.7% of the respondents are having 10 15 years of

    experience, 28%of the respondents were having 5-10 years of experience,18.% of the

    respondents were having 1-5 years of experience, 10.7 of the respondents were having above

    15 years of experience.

    CHART2.4

    WORK EXPERIENCE

    TABLE 2.5

    LEVEL IN THE ORGANIZATION

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    Designation No of respondent Percentage

    Executives 35 23.3

    Supervisor 36 24

    Workers 79 52.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 52.7% of the respondents were worker,24% of

    respondents were supervisor,23.3% of the respondents were executives

    CHART 2.5

    LEVEL IN THE ORGANIZATION

    TABLE 2.6

    PREQUENCY OF TRAINING PROGRAM

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    Option No of respondent Percentage

    Port night 20 13.3

    Monthly 22 14.7

    Quarterly 48 32Half yearly 35 23.3

    Yearly 25 16.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 32% of the respondents says that training

    program is organized quarterly, 23.3% of the respondents says that training program is

    organized half yearly, 16.7% of the respondents says that training program is organized

    yearly,13.3 of the respondents says that training program is organized port night.

    CHART2.6

    PREQUENCY OF TRAINING PROGRAM

    TABLE 2.7

    OPINION ABOUT ATTENDING TRAINING PROGRAM

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    Attended no. No of respondent Percentage

    1 2 45 30

    3 5 35 23.3

    6 8 37 24.78 10 23 15.3

    10 above 10 6.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 30% of the respondent have attend12 training

    program ,24.7% of the respondents have attend 6-8 training program,23.3% have attend 3-5

    training program,15.3% of the respondents have attend 8-10 training program

    CHART2.7

    OPINION ABOUT ATTENDING TRAINING PROGRAM

    TABLE 2.8

    OPINION ABOUT QUALITY OF TRAINING AND DEVELOPMENT PROGRAM

    Option No of respondent Percentage

    excellent 42 28

    good 67 44.7

    Average 18 12

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    poor 13 8.7

    very poor 10 6.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 44.7% of the respondents say training program is

    good,28% of the respondents says training program is excellent,12% of the respondents say

    training program is average.

    CHART2.8

    OPINION ABOUT QUALITY OF TRAINING AND DEVELOPMENT PROGRAM

    TABLE 2.9

    OPINION ABOUT INCREASE IN EMPLOYEES EFFICIENCY

    THROUGH WORK

    Option No of respondent Percentage

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    Strongly agree 40 26.7

    Agree 55 36.7

    Natural 25 16.7

    Disagree 20 13.3Strongly disagree 10 6.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 36.7% of the respondent agree that the

    efficiency in work is increased through training,26.7% of the respondents strongly agree the

    training,16.7% of the respondents natural the program,13.3% of the respondents disagree the

    programe,6.7% of the respondents strongly disagree the program.

    CHART2.9

    OPINION ABOUT INCREASE IN EMPLOYEES EFFICIENCY THROUGH WORK

    TABLE2. 10

    OPINION ABOUT INTERACTION WITH TRAINER DURING THE

    TRAINING PROGRAM

    Option No of respondent Percentage

    Excellent 35 23.3

    Good 87 58Average 25 16.7

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    Poor 2 1.3

    Very poor 1 0.7

    Total 150 100

    INFERENCE

    From the above table it is inferred that 58% of the respondents agree that the day have

    good interaction with the trainer,23.3% of the respondents excellent that the day have

    interaction with the trainer, 16.7% of the respondents the day have average with the

    trainer,13% of the respondents that the day poor with trainer

    CHART 2.10

    OPINION ABOUT INTERCUTION WITH TRAINER DURING THE TRAINING

    PROGRAM

    TABLE-2.11

    OPINION ABOUT REDUCING STRESS AND TENSION THROUGH

    TAINNG PROGRAM

    Option No of respondent Percentage

    Always 36 24

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    Often 92 61.3

    Sometime 21 14

    Not very often 1 0.6

    Never 0 0Total 150 100

    INFERENCE

    From the above table it is interred that 61.3% of the respondents feels that the training

    program helps reduce stress and tension,24% 0f the respondent feels that the training program

    helps reduce stress and tension,14% of the respondent feels that training program reduce stress

    and tension.

    CHART 2.11

    OPINION ABOUT REDUCING SERVERS AND TENSION THROUGH TAINNG

    PROGRAM

    TABLE-2.12

    OPINION REGARDING THE TRAINING DEVELOPMENT SYSTEM

    Option No of respondent Percentage

    Strongly agree 27 18

    Agree 50 33.3

    Natural 36 24

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    Disagree 25 16.7

    Strongly disagree 12 8

    Total 150 100

    INRERENCE

    From the above table it is inferred that 33.3% of the respondents is agree for the improvement

    of training and development system,18% of the respondents is strongly agree for the

    improvement of training and development system,16.7% of the respondent is disagree for the

    improvement of training and development system, 8% of the respondents strongly agree for the

    reduce of training program.

    CHART2.12

    OPINION REGARDING THE TRAINING DEVELOPMENT SYSTEM

    TABLE -2.13

    ABOUT SELECTION OF PARTICIPANTS FOR TRAINING

    PROGRAM

    Option No of respondent Percentage

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    Strongly agree 27 18

    Agree 50 33.3

    Natural 36 24

    Disagree 25 16.7Strongly disagree 12 8

    Total 150 100

    INFERENCF

    From the above table it is inferred that 33.3% of the respondents is feels that participants of

    often selected on the basis of training needs analysis,18% of the respondents is feels that

    participants of strongly agree of training needs analysis, 24 of the respondents natural oftraining needs analysis. 8% of the respondents is feels that strongly disagree of training needs

    analysis.

    CHART2.13

    OPINION ABOUT SELECTION OF PARTICIPANTS FOR TRAINING PROGRAM

    TABLE 2.14

    OPINION ABOUT SELECTION TOPIC FOR TRAINING PROGRAM

    Option No of respondent Percentage

    Always 112 74.7Often 25 16.7

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    Sometime 12 8

    Not very often 1 0.6

    Never 0 0Total 150 100

    INFERENCE

    From the above table it is inferred that 74.7% of the respondents says that topic are always

    selected as per need of the organization, 16.7% of the respondents says that topic were often

    selected as per need of the organization,8% of the respondents says that topic were selected as

    per need of the organization,0.6% of the respondents says that topic were not very often

    selected as per need of the organization.

    CHART2.14

    OPINION ABOUT SELECTION TOPIC FOR TRAINING PROGRAM

    TABLE 2.15

    OPINION ABOUT THE IMPROVEMENT OF TRAINING PROGRAM

    BASED ON THE FEEDBACK

    Option No of respondent Percentage

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    Always 80 53.3

    Often 40 26.7

    Sometime 20 13.3

    Not very often 5 3.3Never 5 3.3

    Total 150 100

    INFERENCE

    From the above table it is inferred that 53.3% of the respondents says that the organization

    always improved the training program based on the feedback given by the participants,26.7%

    of the respondents says that the often improved the training problem based on the

    feedback,13.3% of the respondents says that the organization some time improved the training

    problem based on the feed back.

    CHART2.15

    OPINION ABOUT THE IMPROVEMENT OF TRAINING PROGRAM BASED ON

    THE FEEDBACK

    TABLE 2.16

    SATISFIED LEVELS FOUNDS THE TIME SCHEDULE OF TRAINING

    PROGRAM

    Option No of respondent PercentageHighly satisfied 25 16.7

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    Satisfied 50 33.3

    Moderately satisfied 55 36.7

    Dissatisfied 20 13.3

    Highly dissatisfied 0 0Total 150 100

    INFERENCE

    From the above table it is inferred that 36.7% of the respondents were moderately

    satisfied with time schedule of training program ,33.3% of the respondents were satisfied16.7%

    of respondents were highly satisfied,13.3% of the respondents were dissatisfied,0% of the

    respondents were highly dissatisfied.

    CHART 2.16

    SATISFIED LEVELS FOUNDS THE TIME SCHEDULE OF TRAINING PROGRAM

    TABLE 2.17

    OPINION OF EMPLOYEES FOR INTERPERSONAL RELATIONSHIP

    THROUGH TRAINING PROGRAM

    Option No of respondent PercentageAlways 45 30

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    Often 40 26.7

    Sometime 35 23.3

    Not very often 25 16.7Never 5 3.3

    Total 150 100

    INFERENCE

    From the above table it is inferred that 30% of the respondents feel that the training

    program always improve the interpersonal relationship ,26.7% of the respondents feel that the

    training program often improve the interpersonal relationship, 23.3% of the respondents some

    time, 16.7% of the respondents not very often,3,3% of the respondents never improve the

    interpersonal relationship.

    CHART 2.17

    OPINION OF EMPLOYEES FOR INTERPERSONAL RELATIONSHIP THROUGH

    TRAINING PROGRAM

    TABLE2. 18

    OPINION OBOUT PERFORMANCE OF EMPLOYEES IN WORK

    Option No of respondent Percentage

    Always 38 25.3Often 50 33.3

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    Always 90 60

    Often 35 23.3

    Sometime 22 14.7

    Not very often 2 1.3Never 1 0.6

    Total 150 100

    INFERENCE

    From the above table it is interred that 60% of the respondents training program always

    reduces industrial accidents,23.3% of the respondents often, 14.7% of the respondents

    sometime, 1.3% not very often,,1% of the respondents reduce industrial accidents.

    CHART 2.20

    OPINION OF EMPLOYEES TOWARDS THE REDUCTION IN INDUSTRIAL

    ACCIDENTS

    TABLE2. 21

    OPINION ABOUT QUALITY AND QUANDITY OF OUTPUT

    Option No of respondent Percentage

    Always 33 22Often 57 38

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    Sometime 25 16.7

    Not very often 18 12

    Never 17 11.3

    Total 150 100

    INFERENCE

    From the above table it is inferred that 38% of the respondents says that training

    program often improve the quality and quantity out put,22% of the respondents is

    always,16.7%of the respondents sometime , 12% of the respondents not very often , 11.3% of

    the respondents says that training program improve the quality and quantity out put.

    CHART 2.21

    OPINION ABOUT QUALITY AND QUANDITY OF OUTPUT

    TABLE 2.22

    OPINION ABOUT PERFORMING CHALLENGING JOB

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    Option No of respondent Percentage

    Always 51 34

    Often 45 30

    Sometime 31 20.7Not very often 13 8.7

    Never 10 6.7

    Total 150 100

    INFERENCE

    From the above table it is interred that 34% of the respondents says that always

    motivate them to take challenging job,30% of the respondents says that often motivate,20.7%

    of the respondents says that sometime motivate,8.7% of the respondents says that not very

    often motivate, 6.7% of the respondents says that never motivate them to take challenging job.

    CHART 2.22

    OPINION ABOUT PERFORMING CHALLENGING JOB

    TABLE 2. 23

    OPINION ABOUT THE IMPACT OF TRAINING ON PRODUCTIVELY

    Option No of respondent Percentage

    Satisfactory 110 73

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    Not satisfactory 15 10

    Average 12 8

    Good 10 6.7

    Very good 3 2Total 150 100

    INFERENCE

    From the above table it is interred that 73% of the respondents they training program always

    have a important on productively, 10% of the respondents not satisfactory have a important on

    productively, 8%of the respondents is average, 6.7% of the respondents they training program

    is good, 2% of the respondents they training program very good have a important on

    productively.

    CHART 2.23

    OPINION ABOUT THE IMPACT OF TRAINING ON PRODUCTIVELY

    CHI SQUARE TEST

    Table 2.24 To test the relationship between age classification & employee efficiency in their

    work

    Age

    qualification

    Strongly

    agreeAgree Neutral Disagree

    Strongly

    disagreeTotal

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    Less than 20

    years10 10 8 0 0 28

    20 - 30 yrs 0 10 5 3 0 18

    30 40 yrs 15 15 7 0 0 37

    40 50 yrs 10 20 5 14 0 49

    Above 50 yrs 5 0 0 3 10 18

    Total 40 55 25 20 10 150

    Null Hypothesis Ho

    Ho = There is no relationship between age classification & employee efficiency in their work

    Alternative Hypothesis H1

    H1 = There is significant relationship between age classification & employee efficiency in their

    work

    0i Ei (0i Ei) (0i Ei)2 (0i Ei)2/Ei

    10 7.45 2.55 6.50 0.87

    10 10.3 - 0.3 0.09 0.0087

    8 4.7 3.3 10.89 2.3

    0 3.7 - 3.7 13.69 3.7

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    0 1.9 - 1.9 3.61 1.9

    0 4.8 - 4.8 23.04 4.8

    10 6.6 3.4 11.56 1.75

    5 3 2 4 1.33 2.4 0.6 0.36 0.15

    0 1.2 - 1.2 1.44 1.2

    15 9.9 5.1 26.01 2.63

    15 13.6 1.4 1.96 0.14

    7 6.1 0.9 0.81 0.13

    0 4.93 - 4.93 24.30 4.93

    0 2.5 - 2.5 6.25 2.5

    10 13.1 - 3.1 9.61 0.73

    20 17.96 2.04 4.16 0.23

    5 8.2 - 3.2 10.24 1.25

    14 6.5 7.5 56.25 8.65

    0 3.3 - 3.3 10.89 3.3

    5 4.8 0.2 0.04 0.0083

    0 6.6 - 6.6 43.56 6.6

    0 3 - 3 9 3

    3 2.4 0.6 0.36 0.15

    10 1.2 8.8 77.44 64.53

    Total 116.750

    Calculated value = 126.13

    Degree of freedom = (5-1) (5-1) = 16

    Significance level of at 5% = 26.3

    126.1 > 26.3

    INFERENCE

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    Calculated value greater than tabulated value, therefore the null hypothesis (Ho) is

    rejected. Hence there is significant relationship between age classification & employee

    efficiency in their work.

    CORRELATION ANALYSIS

    Correlation between years of experience and performance of employees through training

    X y dx = (x-x) dy = (y-y) dx2 dy2 dxdy

    20 38 - 10 8 100 64 - 80

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    22 50 - 8 20 64 400 - 160

    48 40 18 10 324 100 180

    35 20 5 - 10 25 100 - 50

    25 2 - 5 - 28 25 784 140

    x= 150 y = 150 dx = 0 dy = 0 dx2= 538 dx2 = 1448 dxdy = 30

    r = dx . dy / dx2

    dy2

    r = 30/538 * 1448

    r = 0.03

    INFERENCE

    From the result is clear that there exist a positive correlation between years of

    experience and performance of employees through training

    3.1 Finding

    About 76.7% of the respondents were male

    About 32.7% of the respondents is 40 50 years belongs to age group

    About 34.7% of the respondents are having UG as educational qualification

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    About 60% of the respondents says that training program always reduces industrial

    accidents

    About 38% of the respondents says that training program often improves the quality &

    quantity of out put

    About 34% of the respondents says that always motivate them to take challenging job

    About that 73% of the respondents that training program always have a important on

    productivity

    From the chi-square analysis there is a significant relationship between age

    classification and employees efficiency in their work.

    From the correlation analysis there exist a positive correlation between years of

    experience and performance of employees through training.

    3.2 SUGGESTIONS

    The company can arrange more number of training programs to their employees for

    upgrading their shill and knowledge

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    The company can arrange need based training for employees who have recently joined

    the company

    The company can collect feedback of employees before and after attending the training

    program

    The company has to arrange training about the application of new method in their work

    spot

    They can also conduct more stress relating training programs to their employees

    3.3 CONCLUSION

    Employees are the backbone of any organization. Employees are of paramount

    important for the success of any organizations. Training and development is a continuous

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    process and in a requirement to achieve competency level. It is a source of strength and

    aid. The training policy of any organization is reviewed in the light of emerging business

    that demands high levels, knowledge, skills and change in attitude and continuous learning

    amount employees. Trained employees are the wealth of an organization, which can help

    in achieving its goods. Training programs conducted here have helped the employees to

    perform better in their work place. Training program are effective is reducing industrial

    accidents.

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