Post on 04-Apr-2018
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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.
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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
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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
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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 .
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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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