Post on 06-Apr-2018
8/3/2019 Project HR Final
1/53
1
A Project Report On
NEED & EFFECTIVENESS OF TRAINING & DEVELOPMENT
AT
CAMPHOR & ALLIED PRODUCTS LTD.
SUBMITTED TO
UNIVERSITY OF PUNE
In partial fulfillment for the award of degree
Of
MASTERS IN PERSONNEL MANAGEMENT
SUBMITTED BY
PRAKHAR AGARWAL
MASTERS IN PERSONNEL MANAGEMENT
(2010-2012)
Under the Guidance of
PROF. APARNA MADHEKAR
Sinhgad Technical Education Societys
S.K.N. Sinhgad School of Business Management, Vadgaon (BK)
PUNE-411041
8/3/2019 Project HR Final
2/53
2
DECLARATION
I, the undersigned declare that the Project Report entitled Need & Effectiveness of
Training & Development written and submitted for Masters in Personnel Management is
my original work and conclusions drawn therein are based on the material collected by
myself. It is the record of authentic work carried out by me during the period from
01/07/2011 to 16/08/2011 and has not been submitted to any other University or Institute for
the award of any degree etc.
Place: PUNE (PrakharAgarwal)
Date: 16/08/2011 Research Student
8/3/2019 Project HR Final
3/53
3
ACKNOWLEDGEMENT
The successful completion of any project requires guidance & help from a number of people.
I was fortunate to have all the support from my teachers as well as the officers of C.A.P.L
where I undertook my project. I therefore take this opportunity to express my profound sense
of gratitude to all those who extended their whole hearted help & support to me in carrying
out the project work.
I would like to express my gratitude to Dr. Rajashree Shinde, Director Head, SKNSSBM,
Pune for giving me the opportunity to undergo this summer training at Camphor & Allied
Products Ltd. for research project on Need & Effectiveness of Training & Development.
I express my sincere thanks to Mr.V.P.Khandelwal (Sr. Manager, Personnel) who provided
me immense guidance and help.
The project could not have been completed without the proper assistance of my project guide
Prof. Aparna Madhekar, whose valuable guidance and keen interest in my project work
have been indispensable in completion of my work.
Batch: 2010-2012 PRAKHAR AGARWAL
Place: Bareilly M.P.M (II)
8/3/2019 Project HR Final
4/53
4
8/3/2019 Project HR Final
5/53
5
8/3/2019 Project HR Final
6/53
6
CONTENTS
S.No. Title Page
No.
1 Introduction 7-14
2 Company Profile 15-20
3 Research Methodology & Design 21-24
4 Data Analysis & Interpretation 25-41
5 Findings, Suggestions& Limitations 42-45
6 Conclusion 46-47
7 Bibliography 48-49
8 Annexure 50-53
8/3/2019 Project HR Final
7/53
7
1.
INTRODUCTION
8/3/2019 Project HR Final
8/53
8
INTRODUCTION
BASIC THEORETICAL BACKGROUND
Employees training and development activities tries to improve skills or add to the existing
level of knowledge so that the employer is better equipped to do his present job, or to prepare
him for a higher position with increased responsibilities. However, individual growth is not
an end in itself. Organizational growth needs to be messed with the individuals growth.
TRAINING CONCEPT
According to Prof. Milkovich & Prof. Boudreau:
Training is a systematic process of changing the behavior. Knowledge and motivation of
present employee to improve the gap b\w employee characteristics and employment
requirements.
According to Elmer H. Brurack and Robert D. Smith:
Training is planned, organized and controlled activity designed to express some aspect of
present job performance. Training is also a key ingredient in the motivation of an individual.
An untrained, unskilled feels very insecure, locking the self-confidence necessary for
comfortable group action.
So, Training and Development is vital for every organization to cope with changes from time
to time. It helps to sharpen the skills, develop versatility and adaptability. Having a well-
designed towards Training and Development is very important for every organization.
Training and development is the method by which a job can be done in a better and more
fruitful way. It acts as the elder brother of an organization. Holdings the hands of Training
and Development, the organization learns to walk.
8/3/2019 Project HR Final
9/53
9
Training may be viewed as a systematic and planned process, which has its organizational
purpose to impart and provide learning experiences that will bring about improvement in an
employee and thus enabling him to make his contribution in greater measure in meeting the
goals and objective of an organization.
It should not be a hotch potch affair and haphazard activity, with no particular aim in view.
This further emphasizes on the fact that the Training should be defined in terms of relative
sequence of steps, which include:
1. Determining training needs.
2. Defining precisely training objectives.
3. Designing the training program and specifying the methods and techniques to be
employed.
4. Evaluating how far the training has been effective and successful.
5. Carrying out the modifications if necessary in the process of the training in the light
of evaluation already done for future applications.
8/3/2019 Project HR Final
10/53
10
METHOD OF TRAINING
The training methods may be divided into two groups:-
ON THE JOB TRAINING
OFF THE JOB TRAINING
ON THE JOB TRAINING: - The most important type of training is training on the job. The
experience of actually doing something makes lasting impression & has reality that other type
cannot provide .this training for everybody in the organization.
On the Job Training is divided into different groups:-
1.VESTIBULE TRAINING: Vestibule Training (near the job training). It offers access to
something new. The workers are trained during the job, but is does not interfere with the
more vital task of production. A model classroom is located close to the work area. The
number of trainee is small and they receive immediate feedback. The training is a duplication
of the production line with a regular trainer-training ratio. This method is creates a
RESOURCE WORK FORCE.
2. APPRENTICESHIP TRAININNG: Apprenticeship training programme tends towards
more education than on the job-training or vestibule school is that knowledge & skill is doing
a series of related jobs are involved. The government of various countries have passed
lawsand madeif obligatory on the past if employees to provide apprenticeship training.
3. JOB INSTRUCTION TRAINING: This method is very popular in the states of preparing
supervisors to train operations. The job introduction method requires skilled trainers,executive job analysis, training schedules and prior assessment of all trainers job
knowledge. This method is also known as training through step by step learning.
4. TRAINING AIDS: Training Aids may include films & television, shorts, blackboards etc.
Films and T.V. are particularly appropriate in those situations where individuals cannot be
made to assemble.
8/3/2019 Project HR Final
11/53
11
OFF THE JOB TRAINING OR CLASSROOM METHODS
Where concepts attitudes, theories and problems solving abilities are to be learnt, classroom
instruction is a most useful device. In the other words it is more associated with knowledge
rather than skills, orientation, safety training or refresher training each be accomplished most
effectively in this classroom. They are the different types-
Lectures
Conference & Seminars
Case-Study
Role-Playing
Program Instruction
T-Group Training
1. LECTURES: It is regarded as one of the simplest ways of imparting knowledge to
the trainees, especially when facts, concepts or principle attitude, theories and
problem solving abilities are to be taught.
2. CONFERENCE & SEMINARS: A conference is basic to most participative group
centered methods of development. It lays emphasis on small group discussion on
organized subset matter and emphasis on small group discussion on organized subset
matter &on the active participation of the members involved. There are three types of
conference:-
Direct Discussion
Training conference
Seminars Conference
Where all the students participate in the seminar under a chairman who specked of
the idea &discussions follows which in turn leads to future.
3. CASE STUDY: Case study is the practical problem faced by an industrial unit, which
is discussed at large in group, possibility to find an optician solution. The supervisor
services the solution & discusses it with trainees.
8/3/2019 Project HR Final
12/53
12
4. ROLE-PLAYING: This method is developed by Morene. He coined the term
role-playing, & socio drama with on learning human relations skills through
practice and insight into ones behaviors and its effects upon others.
5.
PROGRAMMERS INSTRUCTION: Programmed instruction involves a sequence
of steps which are often setup through the central panel of electronic computer as
guide is the performance of desired operations or service of operations
6. T-GROUP:Training-this usually compromises association; audio-visual aids and
planned reading programme. Audio-visual aids records, tapes and films are generally
used in connection with other conventional teaching methods. The above training
methods are useful to develop the employees effectiveness, which generates the
major trust to develop the efficiency of employment and complete the organizational
goal.
8/3/2019 Project HR Final
13/53
13
OBJECTIVES OF THE STUDY
To know the effectiveness of Training & Development
To analyze the major benefits of undergoing Training programs.
To know the training process of the organization.
To know how the training evalution is done in the organization
SCOPE OF THE STUDY
8/3/2019 Project HR Final
14/53
14
To get a broader view of the training process.
Helps to reduce the learning time to reach the acceptable level of performance.
To increase the skill of the new employee in performance of a particular job.
Within the help of training, the best available methods of performing the work can be
standardized.
Trained personnel will be able to make better and economical use of materials and
equipment. Wastage will also be low.
8/3/2019 Project HR Final
15/53
15
2.
COMPANY PROFILE
8/3/2019 Project HR Final
16/53
16
CAMPHOR & ALLIED PRODUCTS LTD.
Since 1961, Camphor & Allied Products Ltd. (C.A.P.L) has been a pioneer in the field of
Terpene Chemistry in India. It established the first Synthetic Camphor plant with technology
from DuPont, USA.
It is the India's largest manufacturers of variety of Terpene chemicals and other specialty
Aroma chemicals. Our vast product range includes Synthetic Camphor, Terpene oils, Pine
Oils, Resins, Astrolide, and several other chemicals finding applications in vast array of
industries ranging from Flavours & Fragrances, Pharmaceuticals, Soaps & Cosmetics,
Rubber & Tyre, Paints & Varnishes and many more.
Manufacturing Plants
Bareilly, Uttar Pradesh
We are pioneers in the field of Terpene chemistry in India, having established the first
Synthetic Camphor plant with technology from DuPont of USA in 1964.
The plant is located at Bareilly in West Uttar Pradesh, 250 km from New Delhi. It handles a
volume of 20,000 tons of raw materials and finished products annually and incorporates the
latest technology and equipment.
We carry out all conceivable chemical operations such as fractionation, esterification,
saponification, hydrogenation, dehydrogenation, oxidation, peroxidation, pyrolysis, etc. in the
plant using equipment and technology that is constantly updated with time to keep pace with
the latest advancements in chemistry and chemical engineering practices.
Our vast product range includes Synthetic Camphor (all grades), Terpineols, Pine Oils,
Isobornyl Acetate, Terpene Resins and many more.
All processes are monitored by well-trained technical personnel with the help of latest
instrumentation and quality control.
The plant is totally free of air and liquid pollution and maintains strict vigil all the time to
protect environment and people.
8/3/2019 Project HR Final
17/53
17
Baroda, Gujarat.
The state of the art manufacturing facility was set up at Nandesari, Baroda (45 minutes by air
from Mumbai) in 1999, to manufacture high value fragrance chemicals and fragrance
chemical intermediates based on in-house technology. Products manufactured at this plant are
of international standard and are well accepted in markets abroad and at home.
Enthused by the results and future prospects, we undertook a substantial expansion of the
plant for enhancing the capacity of existing products and adding more fragrance chemicals
and intermediates to the product range. This expansion was completed in September 2004.
The plant has a capacity to produce several hundred tons of Alpha Pinene Epoxide, Alpha
Campholenic Aldehyde, Dihydromyrcenol, Astrolide and Sandalica. A majority of the
production is exported to Europe, UK, USA, and the Far East.
We are proficient at carrying out chemical processes.
Facilities
With a foresight and vision to constantly tap new opportunities, CAPL has established new
plant facilities in Baroda. In this plant we produce high value and technologically superior
fragrance chemicals and intermediates, catering to the discerning needs of the fragrance and
flavor industry.
CAPL is conscious of protecting the environment, and has taken adequate measures to
control effluent and air pollution.
8/3/2019 Project HR Final
18/53
18
Products
1) Fragrance ChemicalsPRODUCTSCONTENTS
Amberone Pale yellow viscous liquid, Labdanum, ciste,
amber odour
Astromeran Colourless to pale yellow ,
Musk,woody,spicy,floralodour
Astrone Clear liquid colourless to pale yellow ,
woody,balsamic,floral,pine odour
Astrolide Colourless liquid. Clean, powerful, long
lasting musk odour (Galaxolide equivalent)
Capinone Colourless to pale yellow liquid, rich, sweet
and woody odour.
Dihydroterpineol Piney, woody odour
Dihydroterpinyl Acetate Citrus fresh, pine needle odour.
Fenchone Pale yellow liquid. Strong camphoraceous
odour.
Isoborneol White crystalline powder. Piney
camphoraceous odour.
Isobornyl Acetate Colourless liquid. Pine needle
camphoraceous odour.
Ketone 101 Pale yellow liquid. Sweet, earthy, woody and
slightly camphoraceous odour with tobacco
suggestion, reminiscent of patchouli oil
Terpineol Pale yellow to colourless liquid. Sweet,
piney, pleasant, lilac character.
Terpinyl Acetate Colourless liquid - fresh bergamot Lavender
odour
Citwanene Having pleasant citrus character with woody
back note
8/3/2019 Project HR Final
19/53
19
2) Pharmaceutical Products
PRODUCTSCONTENTS
Camphor EP/USP/BP/DAB/JP White granular powder. Topical anti-infective and antipruritic
Terpineol BP Colourless liquid. Sweet, pleasant, lilacodour. Anti-septic.
3) Industrial ChemicalsPRODUCTSCONTENTS
Alpha Pinene Epoxide Clear colourless liquid
Sodium Acetate Trihydrate
.Colourless or white crystalline powder
Alpha Campholenic Aldehyde Light pale yellow clear liquid sweet, woody
odour.
Camphene Starting material for sandalwood type aroma
chemicals
Camphor White crystalline material. Characteristic
penetrating odour
Camphor oil Colourless to pale yellow. Camphoraceous
odour
Capolyte CP Resin Tackifying agents
Para Cymene Very light yellow clear liquid
Para MenthaneHydroperoxide Polymerisation initiator for synthetic rubber
PineneHydroperoxide Polymerisation initiator for synthetic rubber
8/3/2019 Project HR Final
20/53
20
Malti-Chem Research Centre
From the very beginning CAPL has been focused on in-house research and development. An
R&D center, Malti Chem research Centre, was established in 1974 to carry out extensive
work on Terpene chemistry. Which is why, it has been successful in utilizing everyconstituent of turpentine and has developed several new products for the first time. Host of
chemicals were added in production line based on in-house R&D. It has developed several
specialty chemicals catering to diverse industries such as soaps and detergents, cosmetics,
flavors and fragrances, paints and varnishes, rubber and tyre, pharmaceuticals and many
more.
Malti Chem research center has well equipped bench scale laboratories to carry out various
organic reactions. It has the facility to carry out high pressure reactions and has various lab
scale fractionating columns for separation. It has adequate analytical facility to support the
research work. It also has fully equipped pilot plant along with utilities to scale up the
processes. Pilot plant is equipped with various types of glass as well as SS reactors of
different capacities, autoclave, fractionating columns etc. R&D has the capability to carry outvarious organic reactions like Aldol condensation, Oxidation, Reduction, Hydrogenation,
Hydration, Acetylation, Esterification, Isomerization, Epoxidation and many more in gm. as
well as in Kg scale.
Having successfully developed our own expertise for in-house research, we are now
exploring new frontiers and are currently updating our equipment and facilities to ensure we
are globally competitive and in line with international standards.
MaltiChem research Centre is recognized by the Department of Scientific & Industrial
Research (DSIR) of the Government of India.
Address:
Malti Chem Research Centre,3, GIDC Industrial Area,
Nandesari-391 340.
Ph.: (91-265) 2840251 / 2840252.
Fax: (91-265) 2840224
E-mail:mrc@camphor-allied.com
mailto:mrc@camphor-allied.commailto:mrc@camphor-allied.com8/3/2019 Project HR Final
21/53
21
3.
RESEARCH
METHODOLOGY
8/3/2019 Project HR Final
22/53
22
RESEARCH METHODOLOGY
A perfect Research Methodology obviously helps in bringing out the accurate and the desired
result.
1. Identification of the Research AreaTraining & Development being one of the main areas where the organization both
Private & Public are concentrating. It is necessary to review the methods & its
effectiveness. This in the near future helps the organization to acquire the support of
its employees & have a better than its employees.
2. Collection of the dataFactual data has been collected by personally going through the companys records
observation of the training methods,studying of the documents related to Human
Resource Development in the company & having an interview with the employees of
the Human Resource/Industrial Relation Development. Also much data is collected
through Questionnaire.
3. ObservationPersonal observation of the facilities of the working place. A great lot of input from
the managers & employees themselves.
4. Types of DataThe types of data collection are primary as well as secondary that is combined to
project the importance of Training & Development in the changing scenario of the
modern working place.
8/3/2019 Project HR Final
23/53
23
Primary Sources
Questionnaire
Personal Interviews
Secondary Sources
Websites related to the topic
The books in the library.
Informative journals, periodicals and magazines.
The statistically tools were used for the data interpretation and analyses for this
study are as follows:
PERCENTAGE ANALYSIS
In this project, Percentage Analysis is used through single tabulation for the purpose of
analyzing the objective.
GRAPHICAL ANALYSIS
Graphs and Diagrams have a great memorizing effect that once, they are seemed, they can be
recollected and remembered any time. Comparison of data is very say with Graphs and
Diagrams. In this study, using bearing and unavailable tabulation research using Pie Charts.
8/3/2019 Project HR Final
24/53
24
SAMPLE DESCRIPTION
SAMPLE DESIGN
Designing the sample requires 3 decisions. First, who is to be surveyed (what issample unit)? Second, how many people in the sample are chosen (what is sampling
procedure)?
i. Sample Unit: All the workers & Officers of C.A.P.L.
ii. Sample Size: The larger the sample size, the result would be more accurate.
But practically, its not feasible to survey the entire target or even substantial
portion.
SAMPLE SIZE
Workers 60
Upper Level 40
SAMPLING TECHNIQUE
I have used Random Sampling for my RESEARCH.
8/3/2019 Project HR Final
25/53
25
4.
DATA ANALYSIS
&
INTERPRETATION
8/3/2019 Project HR Final
26/53
26
ANALYSIS & INTERPRETATION OF DATA
Answers of the questionnaire asked to managers & workers regarding Training &
Development Activities has been presented in the form of Pie -Chart for easy understanding
& drawing quick conclusions.
8/3/2019 Project HR Final
27/53
27
1) What kinds of Training & Development activities are provided in the organization?
Interpretation:
Training & Development programs conducted by them involve training in technical skills,
management & soft skills, functional skills.
Out of which, Functional skills has the largest share...
30%
20%
10%
40%
Training skills at C.A.P.L
Technical Skills Management Skills Soft Skills Functional Skills
8/3/2019 Project HR Final
28/53
28
2) What is the maximum duration for the Training & Development activities in the
organization?
Interpretation:
Mostly organization prefers one & two month training. But in some cases, it prefers the
training period which is not fix.
In few cases, it prefers more than 2 month training period.
15%
25%
30%
10%
20%
Duration of T & D Activity
1-15 days 1 month 2 month More than 2 month Period not fixed
8/3/2019 Project HR Final
29/53
29
3) Are Training & Development activities conducted on regular basis?
Interpretation:
60% of the training programs in the organization are regular based & rest of the 40% training
programs are organized, when the need arises..
60%
40%
T & D Activities at C.A.P.L
Regular Need
8/3/2019 Project HR Final
30/53
30
4) In your company, induction is given more importance than in past?
Interpretation:
Out of 100 respondents, 60% said Yes& the rest 40% said No about the importance of
Induction in the organization.
60%
40%
Importance of Induction
Yes No
8/3/2019 Project HR Final
31/53
31
5) Do any of the employees have negative attitude towards Training?
Interpretation:
Out of 100 respondent, 40% told that in the organization initially do have negative attitude
towards undergoinng T & D programme.
Remaining 60% took it in the right spirit.
40%
60%
Attitude towards T & D
Yes No
8/3/2019 Project HR Final
32/53
32
6) How does the organization evaluate the process of training & access the employees
once training is over?
Interpretation:
They assess 25% employees performance during & after the completion of T & D activity
by using the Performance Appraisal method.
40% by Observation method to identify the effectiveness of T & D activity on employee.
20% by method of feedback given by the trainer or the faculty, conducting development class
in reference to employees performance.
And remaining 15% follow the method of Review-Meetings in between the training program
to find out the errors in the activity & take measures to rectify them.
20%
40%
25%
15%
Process of Evaluation
Feedback Observation Performance Appraisal Review meetings
8/3/2019 Project HR Final
33/53
33
7) Do senior managers spend time with new recruits dutring Induction training?
Interpretation:
In the above question, out of 100 respondent, 75% said that Yes they spend time and help out
the new recruits in their work.
75%
25%
Time spent by Managers
Yes No
8/3/2019 Project HR Final
34/53
34
8) In the company, training program are evaluated & improved every year?
Interpretation:
In the above question, out of 100 respondent, 30% said that it is true, 50% said that it os
partly true & the rest 20% said that it is not true.
30%
50%
20%
Evaluation year wise
TRUE Partly True FALSE
8/3/2019 Project HR Final
35/53
35
9) Workers are encouraged & rewarded for training to acquire higher qualification?
Interpretation:
Out of 100 respondent, 20% said that it is True, 60& said that it is partly true & remaining
20% said that it is false.
20%
60%
20%
Reward & Encouragement of workers
TRUE Partly True FALSE
8/3/2019 Project HR Final
36/53
36
10)People participate in determining their training & know the skill they must acquire?
Interpretation:
Out of 100 respondents, 15% said that it is True, 55% said that it is Partly true & remaining
30& said that it is False.
15%
55%
30%
People participation in T & D
TRUE Partly True FALSE
8/3/2019 Project HR Final
37/53
37
11)Your training calendar is systematic & evaluated always?
Interpretation:
Out of 100 respondents, 30% said that it is True, 60% said that it is Partly true & remaining
10% said that it is False.
30%
60%
10%
Evaluation of Training calendarTRUE Partly True FALSE
8/3/2019 Project HR Final
38/53
38
12)The organization encourages & supports self-learning & education ?
Interpretation:
Out of 100 respondents, 30% said that it is True, 50% said that it is Partly true & remaining
20% said that it is False.
30%
50%
20%
Encouragement for self-learningTRUE Partly True FALSE
8/3/2019 Project HR Final
39/53
39
13)Your company conducts awareness program always as per future requirements of the
organization?
Interpretation:
Out of 100 respondents, 20% said that it is True, 40% said that it is Partly true & remaining
40% said that it is False.
20%
40%
40%
Awareness program for future
TRUE Partly true FALSE
8/3/2019 Project HR Final
40/53
40
14)Does the organization relates the T & D activities directly to the revenue generation?
Interpretation:
Out of 100 respondents, 40% accepted it & 60% said that it is not like that.
40%
60%
T & D with respect to Revenue generation
Yes No
8/3/2019 Project HR Final
41/53
41
15)How does the Organization decide upon the training budget?
Interpretation:
20% of the sample says that company keeps the structure of department in mind while
designing Training Budget. While 50% says that company follow the system prevailing in the
industry & accordingly decide upon the training budget & remaining 30% does not decide
upon budget prior to the need arise for training of employees.
20%
50%
30%
Training Budget
Departmrnt Structure Industry Structure Not Pre-Decided
8/3/2019 Project HR Final
42/53
42
5.
FINDINGS,SUGGESTIONS
&
LIMITATIONS
8/3/2019 Project HR Final
43/53
43
FINDINGS
HRD Department takes care of training and development needs of employees.
Training & development needs are identified through training needs survey conducted
by HRD department every year.
External faculty also conducts training & development programs.
Various training and development methods are applied according to the needs &
requirements.
Most of the programs are conducted by internal faculty member.
Lack of interest are found on the part of top/ senior level management in creating a
learning environment.
Employees suggestions are not considered to the desired extent in designing,
modifying & formulating training programs.
Duration for training & development is very short.
Fewer funds available to HRD Department for purpose of conducting /organizing
training programs.
There was a little bit problem in the communication skills of a few employees.
Some of the employee wants straight forward training.
Workers are not careful about the safety training.
Some workers have negative attitude towards training.
8/3/2019 Project HR Final
44/53
44
SUGGESTIONS
Training & development program is satisfactory in C.A.P.L but still some
improvements needed there to get more benefit of the training program.
The system of obtaining feedback from the employee after the completion of training
program should be strengthened.
Instead of obtaining feedback in writing, there must be one to one communication
with trained employees. The evaluation of training program would be more effective
in this case.
As the working environment, employees have got during the training period, the same
environment they are not getting in the job. Effectiveness of training program will
increase, if the organization will give more attention for maintaining working
environment.
Outside expert should be invited for delivering lectures to executive for enhancing
their knowledge.
Before preparing any training program for any department, suggestion of the
employees must be taken, so that training will be more effective. Continuous ongoing training program should be prepared for implementation.
Identification of training calendar should be prepared for the year in the
organizational interest.
8/3/2019 Project HR Final
45/53
45
LIMITATIONS
It was not possible to reach to each and every employee.
The interview sessions were fixed (20 Min.)
The information gathered through questionnaire cant be said reliable.
Some questionnaires were poorly filled.
Unforeseen circumstances, like emergency meetings
8/3/2019 Project HR Final
46/53
46
6.
CONCLUSION
8/3/2019 Project HR Final
47/53
47
CONCLUSION
Training & development is the most useful as well as an essential activity for the growth &
development of the organization. As Man, Machine, Material & Money are the important
elements of the organization, out of which man is organization. Therefore, training system
should have importance with the growth in techniques & job requirement. Employees require
a variety of knowledge & development in attitude. Now a days changes are taking place very
rapidly in business & corporate world so it is very necessary to be an updated manpower,
which can happen through regular training in organization.
Training is a tool for management for bringing desire changes. It is a planned & deliberate
training process. Since it increase efficiency of employee & productivity of the organization.
Training is the process of making employee better equipped to perform his job or take on
greater amount of responsibilities. It is an area of management where employer & employee
both have mutual interest. As far as, the employee is concerned.
Training tries to increase his efficiency, which enables him to avail of better opportunities
provided within the organization.
Keeping this in mind, organization have & should have emphasized have & should haveemphasized on various aspect of development activities, training programs. The organizations
training programme have the goals of development of individuals, relationships, skills, team
spirit, attitude & organizational health.
8/3/2019 Project HR Final
48/53
48
7.
BIBLIOGRAPHY
8/3/2019 Project HR Final
49/53
49
BIBLIOGRAPHY
BOOKS
Research Methodology- C. R. Kothari
The Trainers Hand Book- Garry Mitchell
Training & Development- Rolf Milton & Uday Pareek
Companys Journal
WEBSITES
en.wikipedia.org
www.google.com
www.camphor-allied.com
http://www.google.com/http://www.google.com/8/3/2019 Project HR Final
50/53
50
8.
ANNEXURE
8/3/2019 Project HR Final
51/53
51
ANNEXURE
QUESTIONNAIRE UNDERTAKEN FOR THE STUDY
Dear Sir/Madam,
I, PRAKHAR AGARWAL, student of M.P.M is conducting a survey on NEED &
EFFECTIVENESS OF TRAINING & DEVELOPMENT. I ensure you that the
information obtained will be kept confidential and will be used only for Academic purpose.
I will be thankful to you if you co-operate and fill the questionnaire. I request your true
opinions to the questions.
1. What kind of training & development activities is provided in the organization?
A) Technical B) Management C) Soft D) Functional
2. What is the maximum duration for the training & development activities in the
Organization?
A) 1 month B) 2 month C) More than 2 month D) Period not fixed
3) Are training & development activities conducted on regular or need basis?
A) Regular B) Need
4. In your company, induction is given more importance than in past.
A) Yes B) No
5. Do any of the employees have negative attitude towards training.
A) Yes B) No
8/3/2019 Project HR Final
52/53
52
6. How does the organization evaluate the process of training & asses the employees once
training is over?
A) Feedback B) ObservationC) Performance appraisalD) Review meetings.
7. Do Senior managers spend time with new recruits during induction training?
A) True B) False
8. In the company training program are evaluated & improved every year.
A) True B) Partly True C) False
9. Workers are encouraged & rewarded for training to acquire higher qualification?
A) True B) Partly True C) False
10. People participate in determining their training & know the skill they must acquire.
A) True B) Partly True C) False
11. Your training calendar is systematic & evaluated always.
A) True B) Partly True C) False
12. The organization encourages & supports self-training & education by its managers.
A) True B) Partly True C) False
13. Your company conducts awareness program always as per as future requirement of the
organization.
A) True B) Partly True C) False
8/3/2019 Project HR Final
53/53
14. Does the organization relate the training & development activities directly to the revenue
generation?
A) True B) Partly True C) False
15. How does the organization decide upon the training budget?
A) Department Structure B) Industrial structure C) Not pre decided.