L & D (Final) Master

CHAPTER : I
ANALYSIS OF DATA AND

INTERPRETATION
Q.1. Are you aware about learning & development?

Frequency
Percent
YES
73
97.3
NO
2.7
Total
75
100.0
Interpretation
From the above graphical representation it can be concluded that about 97% respondents are
aware about the learning and development rest about 2% of them are not aware of learning and
development.
Q. 2 Does your organization provide learning and development program?

Frequency
Percent
YES
67
89.3
NO
10.7
Total
75
100.0
Interpretation
From the above graphical representation it can be concluded that about 89.33% respondents are
agree with organization provide L & D program and rest of 10.67% respondents are disagree
with this.
3. Mistakes are openly discussed in order to learn from them.

Frequency
Percent
Strongly
Disagree
9.3
Disagree
10
13.3
Netural
25
33.3
Agree
23
30.7
Strongly Agree
10
13.3
Total
75
100.0
Interpretation
strongly agree with this statement, 33.33% respondents are neutral with this statement and
approx 9% of respondents are strongly disagree with this statement.
3.2 Different points of view are expressed openly and sincerely.

Frequency
Strongly Disagree
Percent
4
5.3
Disagree
15
20.0
Netural
24
32.0
Agree
27
36.0
6.7
75
100.0
Strongly Agree
Total
Interpretation
strongly agree with this statement, 32% respondents are neutral with this statement and approx
5.3% of respondents are strongly disagree with this statement.
3.3 Knowledge is shared among the different team members.

Frequency
Strongly Disagree
Percent
1
1.3
Disagree
14
18.7
Netural
21
28.0
Agree
22
29.3
Strongly Agree
17
22.7
Total
75
100.0
Interpretation
strongly agree with this statement, 28% respondents are neutral with this statement and only
3.4 Teamwork is encouraged as a way of learning from others.
Frequency
Percent
Strongly Disagree
1.3
Disagree
6.7
Neutral
33
44.0
Agree
23
30.7
Strongly Agree
13
17.3
Total
75
100.0
Interpretation
strongly agree with this statement, 44% respondents are neutral with this statement and only
3.5 Our supervisor supports and encourages any requests for Learning and learning
Frequency
Percent
Disagree
10.7
Netural
29
38.7
Agree
26
34.7
Strongly Agree
12
16.0
Total
75
100.0
Interpretation
strongly agree with this statement, 38.7% respondents are neutral with this statement and 10.7%
of respondents are strongly disagree with this statement.
3.6 Our supervisor continuously looks for learning opportunities for him/herself or
any team member.
Frequency
Strongly Disagree
Percent
1.3
Disagree
12
16.0
Netural
29
38.7
Agree
18
24.0
Strongly Agree
15
20.0
Total
75
100.0
Interpretation
strongly agree with this statement, 38.7% respondents are neutral with this statement and only
3.7 Our supervisor uses different strategies to encourage team members to acquire
new knowledge (e.g., assigning new tasks, sharing tasks) etc.
Frequency
Percent
Strongly Disagree
4.0
Disagree
6.7
Neutral
28
37.3
Agree
28
37.3
Strongly Agree
11
14.7
Total
75
100.0
Interpretation
4% of respondents are strongly disagree with this statement.
3.8 Our supervisor tries to anticipate what knowledge we are going to need to acquire
in order to do our jobs in the future.
Frequenc
y
Percent
Strongly
Disagree
4.0
Disagree
13
17.3
Neutral
19
25.3
Agree
20
26.7
Strongly Agree
20
26.7
Total
75
100.0
Interpretation
4% of respondents are strongly disagree with this statement.
3.9 Employees are encouraged from experimenting with new and novel ways of
working
Frequency
Strongly Disagree
Percent
5.3
Disagree
11
14.7
Neutral
20
26.7
Agree
31
41.3
12.0
75
100.0
Strongly Agree
Total
Interpretation
3.10 Our competitors are extremely important source for learning new methods and
services
Frequency
Percent
Strongly
Disagree
4.0
Disagree
10
13.3
Neutral
28
37.3
Agree
19
25.3
Strongly Agree
15
20.0
Total
75
100.0
Interpretation
strongly agree with this statement, 37.33% respondents are neutral with this statement and 4%
of respondents are strongly disagree with this statement.
3.11 External sources (report consultants newsletters) are extremely important

for the operations of our organizations.
Frequenc
y
Percent
Strongly Disagree
4.0
Disagree
12.0
Netural
30
40.0
Agree
20
26.7
Strongly Agree
13
17.3
Total
75
100.0
Interpretation
strongly agree with this statement, 40% respondents are neutral with this statement and 4% of
respondents are strongly disagree with this statement.
3.12 In our organization we explicitly reward employees that are source of quality
information.
Frequenc
y
Percent
Disagree
4.0
Neutral
29
38.7
Agree
29
38.7
Strongly
Agree
14
18.7
Total
75
100.0
Interpretation
of respondents are disagree with this statement.
3.13 We frequently send employees to various seminar workshops conference with

intention to acquire information.
Frequency
Percent
Strongly Disagree
2.7
Disagree
12.0
Neutral
23
30.7
Agree
29
38.7
Strongly Agree
12
16.0
Total
75
100.0
Interpretation
2.67% of respondents are disagree with this statement.
3.14 We deal with customers suggestions or complaints urgently and with utmost care.
Frequency
Percent
Strongly Disagree
4.0
Disagree
5.3
Netural
20
26.7
Agree
29
38.7
Strongly Agree
19
25.3
Total
75
100.0
Interpretation
3.15 We constantly emphasize and introduce managerial innovations (computer based

administrative innovations, new employee rewarding Learning schemes)
Frequency
Percent
Strongly Disagree
5.3
Disagree
8.0
Neutral
27
36.0
Agree
29
38.7
12.0
75
100.0
Strongly Agree
Total
Interpretation
strongly agree with this statement, 36% respondents are neutral with this statement and 5.33%
3.16 Employees are allowed to learn new things and their ideas are accepted.
Frequency
Percent
Disagree
6.7
Neutral
19
25.3
Agree
40
53.3
Strongly
Agree
11
14.7
Total
75
100.0
Interpretation
3.17 Employees are able to clarify their doubts to the leader without any hesitation.
Frequency
Percent
Strongly Disagree
1.3
Disagree
4.0
Netural
19
25.3
Agree
42
56.0
Strongly Agree
10
13.3
Total
75
100.0
Interpretation
3.18 Employees achievements through learning are recognized by the leader.
Frequency
Percent
Disagree
9.3
Netural
21
28.0
Agree
27
36.0
Strongly
Agree
20
26.7
Total
75
100.0
Interpretation
strongly agree with this statement, 28% respondents are neutral with this statement and 9.3% of
respondents are disagree with this statement.
4.1 To what extent has your organization being influenced by learning and
development activity.
Frequency
Percent
To great extent
29
38.7
To some extent
41
54.7
6.7
75
100.0
Not at all
Total
Interpretation
From the above data it can be concluded that 38.67% employees are influenced their
organization by Learning & Development activity and 54.67% employees influenced by learning
and development.
4.2 To what extent do you feel your personal learning objectives have been achieved?
Frequency
Percent
To great extent
23
30.7
To some extent
51
68.0
Not at all
1.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 30.67% employees are feel their personal learning
objective achieved to great extent and 68% employees are feel their personal learning objectives
have been achieved to some extent.
4.3 To what extent has your understanding of the subject improved or increased as
a result of the L & D program.
Frequency
Percent
To great extent
21
28.0
To some extent
47
62.7
Not at all
9.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 28% employees have their understanding of subject
improved or increased as a result of L & D program to great extent and while 62.67% employees
are believe it to some extent.
4.4 To what extent your skills in the subject of the programme improved or increased
as a result of the L & D programme
Frequency
Percent
To great extent
30
40.0
To some extent
37
49.3
Not at all
10.7
Total
75
100.0
Interpretation
From the above data it can be concluded that 28% employees have their skills in the subject of
the programme improved or increased as a result of the L & D programme to great extent and
while 49.33% employees are believe it to some extent.
4.5 To what extent has the program helped to enhance your appreciation and
understanding of your job as a whole

Frequency
Percent
To great extent
17
22.7
To some extent
38
50.7
Not at all
20
26.7
Total
75
100.0
Interpretation
From the above data it can be concluded that 22.67% employees believe that the programme
helped to enhance their appreciation & understanding of their job as a whole to great extent,
50.67% employees are believe it to some extent and while 26.67% believe not at all.
4.6 To what extent do the majority of jobs in your organization require that employees
keep learning new things?

Frequency
Percent
To great extent
14
18.7
To some extent
45
60.0
Not at all
16
21.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 22.67% employees believe that the majority of jobs
in their organization require to learn new things to great extent, 60% employees are believe it to
some extent and while 21.33% believe not at all.
4.7 To what extent do the majority of jobs in your company require a high level of
skill?
Frequency
Percent
To great extent
11
14.7
To some extent
43
57.3
Not at all
21
28.0
Total
75
100.0
Interpretation
in their organization require a high level of skill to great extent & 57.33% employees are believe
it to some extent.
4.8 To what extent do the majority of jobs in your company require that employees do
the same thing over and over again?
Frequency
Percent
To great extent
17
22.7
To some extent
31
41.3
Not at all
27
36.0
Total
75
100.0
Interpretation
in their organization require to do same thing again & again
to great extent & 41.33%
employees are believe it to some extent.
5.1 Which Learning and Development practices are most effective as per your
opinion/eLearning?
Frequency
Percent
YES
35
46.7
NO
40
53.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 46.67% employees are agree with the L & D
practices are most effective as per their opinion as E-learning and while 53.33% are disagree
with this.
opinion/Books
Frequency
Percent
YES
22
29.3
NO
53
70.7
Total
75
100.0
Interpretation
practices are most effective as per their opinion as books and while 70.67% are disagree with
this.
opinion/Blogs
Frequency
Percent
YES
16
21.3
NO
59
78.7
Total
75
100.0
Interpretation
practices are most effective as per their opinion as blogs and while 78.67% are disagree with this.
opinion/Seniors
Frequency
Percent
YES
37
49.3
NO
38
50.7
Total
75
100.0
Interpretation
practices are most effective as per their opinion as seniors and while 50.67% are disagree with
this.
opinion/Workshops?
Frequency
Percent
YES
43
57.3
NO
32
42.7
Total
75
100.0
Interpretation
practices are most effective as per their opinion as work-shops and while 42.67% are disagree
with this.
opinion/Others Pl specify
Frequency
Percent
YES
12.0
NO
66
88.0
Total
75
100.0
Interpretation
From the above data it can be concluded that 12% employees are agree with the L & D practices
are most effective as per their opinion as others specification and while 88% are disagree with
this.
6.1 Learning and Development is viewed by employees within the organization

as/Standard practice
Frequency
Percent
YES
23
30.7
NO
52
69.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 30.67% employees are agree with L & D is viewed
within the organization as standard practices and while 69.33% are disagree with this.
6.2 Learning and Development is viewed by employees within the organization as/A
benefit.
Frequency
Percent
YES
46
61.3
NO
29
38.7
Total
75
100.0
Interpretation
From the above data it can be concluded that 61.33% employees are agree with L & D is viewed
within the organization as a benefit and while 38.67% are disagree with this.
6.3 Learning and Development is viewed by employees within the organization as/must do
(Required for personal growth).
Frequency
Percent
YES
21
28.0
NO
54
72.0
Total
75
100.0
Interpretation
From the above data it can be concluded that 28% employees are agree with L & D is viewed
within the organization as personal growth and while 72% are disagree with this.
7. Age
Frequency
Percent
Below 30
59
78.7
31-40
14
18.7
2.7
75
100.0
41 & above
Total
Interpretation
From the above data it can be concluded that 78.67% employees are below 30years, 18.67% are
between 31-40 years and 2.7% are above 41years.
8. Gender
Frequency
Percent
Male
35
46.7
Female
40
53.3
Total
75
100.0
Interpretation
From the above data it can be concluded that 46.67% employees are male and rest of 53.33%
employees are female.
9. Category
Frequency
Percent
Technical
30
40.0
Non-Technical
45
60.0
Total
75
100.0
Interpretation
From the above data it can be concluded that 40% employees are from technical background and
rest of 60% employees are from non-technical background.
10. Education
Frequency
Percent
HSC
12
16.0
Graduate
28
37.3
Post Graduate
33
44.0
2.7
75
100.0
Others, Pl specify
Total
Interpretation
From the above data it can be concluded that 16% employees are HSC, 37.33% are graduate and
44% are post graduate.
11. Experience
Frequency
Percent
Less than 5
61
81.3
6 to 10
13
17.3
11-15
1.3
Total
75
100.0
Interpret
ation
From the above data it can be concluded that 81.33% employees have less than 5 years
experience, 17.33% employees have experience between 6-10 years and while 1.33% employees
have experience between 11-15 years.
CHAPTER : IV
FINDINGS AND
CONCLUSIONS
It can be concluded that majority of (97%) respondents are aware about the learning and
development rest are not aware of learning and development.

It can be concluded that majority i.e. about 89.33% respondents agrees that there
organization provide L & D program.

It can be concluded that about 13.33% respondents are strongly agree with that mistakes
are openly discussed in order to learn from them , 33.33% respondents are neutral with
this statement and approx 9% of respondents are strongly disagree with this statement.
6.7% respondents are strongly agree with that different points of views are expressed
openly & sincerely, 32% respondents are neutral with this statement and approx 5.3% of

22.7% respondents are strongly agree with that knowledge is shared among the different
team members, 28% respondents are neutral with this statement and only 1.33% of

It can be concluded that about 17.3% respondents are strongly agree with that teamwork
is encouraged as a way of learning from others, 44% respondents are neutral with this
statement and only 1.33% of respondents are strongly disagree with this statement.
16% respondents are strongly agree with that their supervisor supports and encourages
any requests for Learning & learning and 10.7% of respondents are strongly disagree
with this statement.

It can be concluded that about 20% respondents are strongly agree with that their
supervisor continuously looks for learning opportunities and only 1.33% of respondents
are strongly disagree with this statement.

14.7% respondents are strongly agree with that their supervisor uses different strategies to
encourage team members to acquire new knowledge, 37.3% respondents are neutral with
this statement and only 4% of respondents are strongly disagree with this statement.
26.7% respondents are strongly agree with that their supervisor tries to anticipate the
knowledge & their jobs in future and only 4% of respondents are strongly disagree with
this statement.
It can be concluded that about 12% respondents are strongly agree with that employees
are encouraged from experimenting new ways of working & 26.67% respondents are
neutral with this statement.

20% respondents are strongly agree with that their competitors are extremely important
source for learning new methods, 37.33% respondents are neutral with this statement.
40% respondents are neutral with that external sources are extremely important for the
operations and 4% of respondents are strongly disagree with this statement.

36.67% respondents are neutral with that they explicitly reward employees which are
sources of quality information and 4% of respondents are disagree with this statement.
30.67% respondents are neutral with that they frequently send employees to various
seminar with intention to acquire information and 2.67% of respondents are disagree with
this statement.
25.33% respondents are strongly agree with that they deal with customers suggestion or
complaints urgently and 4% of respondents are disagree with this statement.

36% respondents are neutral with that they constantly emphasize & introduce managerial
innovations and 5.33% of respondents are disagree with this statement.

25.33% respondents are neutral with that employees are allowed to learn new things &
their ideas accepted and 6.67% of respondents are disagree with this statement.
It can be concluded that about 13.3% respondents are strongly agree with that employees
are able to clarify their doubts to the leader without hesitation, 25.3% respondents are
neutral with this statement and only 1.3% of respondents are disagree with this statement.
28% respondents are neutral with that employees achievements through learning are
recognize by leader and 9.3% of respondents are disagree with this statement.
38.67% employees are influenced their organization by Learning & Development
activity to great extent and 54.67% employees influenced to some extent.

30.67% employees are feel their personal learning objective achieved to great extent and
68% employees are feel their personal learning objectives have been achieved to some
extent.
28% employees have their understanding of subject improved or increased as a result of
L & D program to great extent and while 62.67% employees are believe it to some extent.
It can be concluded that 28% employees have their skills in the subject of the programme
improved or increased as a result of the L & D programme to great extent and while
49.33% employees are believe it to some extent.

22.67% employees believe that the programme helped to enhance their appreciation &
understanding of their job as a whole to great extent, 50.67% employees are believe it to
some extent and while 26.67% believe not at all.

22.67% employees believe that the majority of jobs in their organization require to learn
new things to great extent, 60% employees are believe it to some extent and while
21.33% believe not at all.
14.67% employees believe that the majority of jobs in their organization require a high
level of skill to great extent & 57.33% employees are believe it to some extent.
It can be concluded that 22.67% employees believe that the majority of jobs in their
organization require to do same thing again & again to great extent & 41.33% employees
are believe it to some extent.

46.67% employees are agree with the L & D practices are most effective as per their
opinion as E-learning and while 53.33% are disagree with this.

opinion as books and while 70.67% are disagree with this.

It can be concluded that 21.33% employees are agree with the L & D practices are most
effective as per their opinion as blogs and while 78.67% are disagree with this.
opinion as seniors and while 50.67% are disagree with this.

opinion as work-shops and while 42.67% are disagree with this.

12% employees are agree with the L & D practices are most effective as per their opinion
as others specification and while 88% are disagree with this.

30.67% employees are agree with L & D is viewed within the organization as standard
practices and while 69.33% are disagree with this.

It can be concluded that 61.33% employees are agree with L & D is viewed within the
organization as a benefit and while 38.67% are disagree with this.

28% employees are agree with L & D is viewed within the organization as personal
growth and while 72% are disagree with this.

It can be concluded that 78.67% employees are below 30years, 18.67% are between 31-
40 years and 2.7% are above 41years.

46.67% employees are male and rest of 53.33% employees are female.
40% employees are from technical background and rest of 60% employees are from non-
technical background.
It can be concluded that 16% employees are HSC, 37.33% are graduate and 44% are post
graduate.
81.33% employees have less than 5 years experience, 17.33% employees have experience
between 6-10 years and while 1.33% employees have experience between 11-15 years.
CONCLUSION
The employee in every organization works for the betterment of the organization and
so Polymer Unit , GSFC.
It is a pioneer in the manufacturing industries, has embedded its name in the field of
Human Resources and its practices. To make work effectively the concerned
department should organize Learning and Development programmes.
The study concluded that the overall effectiveness at Polymer Unit , GSFC, Baroda is
good and it can also achieve the level of excellence in the future by making some
possible changes in its process.
Employees benefit by attending Effective Learning programmes in the organization.
The organization benefits by having employees with more skills who are more
productive.
The company lays good foundation for career growth of the employees through
Learning & Development programmes. It is more important to increase employee
satisfaction level regarding Learning & Development programmes. It also helped to
understand the motivation and morale driven up by the Learning programmes among
the employees and their interest to attend the programmes for PersonalityDevelopment.
The introduction of new or innovative process of Learning Program to the existing
level will surely help this organization to reach greater heights in the years to come.
I conclude that through proper Learning an employee can become multi skilled and
this I have practically noticed through my analysis.
Thus, Learning endeavors to impart knowledge, skill and attitudes necessary to
perform job related task. I have found out that because of the Learning employees are
more able to perform their work very effectively. By imparting suitable Learning to
employees the company achieves the target of:
Low cost
High quality
Timely delivery
Reliability
Value for money
Customer satisfaction
CHAPTER : V
SUGGESTIONS AND
RECOMMENDATIONS
SUGGESTIONS
The frequency of Learning programme should be increase. There should be a planned
sequence for Learning programme. This will contribute to the effectiveness of Learning
and it will help the employees in performing the job more efficiently.
Induction programme should be given a lot of importance .This is the first stage when
the employees comes in contact within area of work and hence induction should be
given lot of importance. This will help the employees to adjust in the surrounding in a
much better manner. It is rightly said that the first impression is the last impression.
Identification of Learning needs should be given lot of importance because this forms
the first stage of the Learning procedure. If anything goes wrong here the whole
Learning programme will be a waste. Moreover Learning programme should be need
based and it should not be imparted for the sake of imparting it.
Before conducting a Learning programme , a briefly session should be conducted
wherein the trainees should be told on what topic the Learning would b and also
encouraging them to collect information on the same beforehand so that they can
understand the session in a much better manner. This will also play an importance in
the effectiveness of Learning.
Communication regarding the Learning programme should be strong. The employees
should be informed well in advance as to where and when they are supported to
undergo Learning programmes.
There should be a balance between the in-house and out-house Learning programme.
Both are very important and play an important role. They have got their own
advantages.
During Learning programme , the number of trainees should also be taken into
consideration. It should depend on the method used. Ideal size should be taken into
consideration so that equal attention can be paid to all the trainees by the trainer.
Equal emphasis should be laid on the quality of the trainer. The organization should
see to it that a lot of care should be taken while choosing a trainer. While choosing the
trainer, it should be kept in mind that he should be knowledgeable, experienced well
planned in his field, good communication skills etc.

Employees should be provided with adequate time to implement what they have
learnt in the Learning programme. Assistance should be provided and mistakes should
be corrected. Feedback should be collected from the employees regarding Learning
programme.
Proper evaluation should be undertaken to see to it that the purpose behind the
Learning has been fulfilled or not. This will prove whether the Learning has been
effective or not. It should also be seen that if a particular Learning has not been
successful, then what is the reason behind it.
Small things like the peace of Learning, atmosphere, seating arrangement etc should
also be taken into consideration as they play a significant role in the effectiveness of
the Learning programme.
There should be more thrust on Team building, leadership and communication
Learning in order to develop and maintain good organizational culture in the
organization and thereby to promote higher job satisfaction, motivation and morale of
the employees.
Appropriate and adequate facilities for Learning like audio-visual aids, equipments
good infrastructure should be provided in order to increase effectives of the Learning
programme.
People learn by doing and then thinking about what they have done. Learning must
consist of action i.e. mental and physical or both. People must be given adequate time
to reflect and plan performance after Learning. Learning should be provided with a
balance of challenge and support.
In addition to formal feedback, and feedback from immediate supervisors a person's

behavior should be continuously observed.
Briefing and debriefing sessions should be given more importance and should be
briefed about the objective of the Learning, how the Learning will help him to perform
his present and future functions well in order to increase the employee involvement in
the Learning.
Employee's participation in determining the Learning their need must be encouraged as
it will help to satisfy their individual goals and increase their motivation to perform
the job.
Learning objectives should be properly identified in accordance with the business
needs, orgnizational's short term and long term plans accordingly the Learning and
development programmes should be planned.

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CHAPTER : I

ANALYSIS OF DATA AND

Q.1. Are you aware about learning & development?

Q. 2 Does your organization provide learning and development program?

3. Mistakes are openly discussed in order to learn from them.

3.2 Different points of view are expressed openly and sincerely.

3.3 Knowledge is shared among the different team members.

3.4 Teamwork is encouraged as a way of learning from others.

3.11 External sources (report consultants newsletters) are extremely important

3.13 We frequently send employees to various seminar workshops conference with

3.15 We constantly emphasize and introduce managerial innovations (computer based

understanding of your job as a whole

keep learning new things?

to great extent & 41.33%

employees are believe it to some extent.

6.1 Learning and Development is viewed by employees within the organization

development rest are not aware of learning and development.

organization provide L & D program.

respondents are strongly disagree with this statement.

respondents are strongly disagree with this statement.

with this statement.

are strongly disagree with this statement.

neutral with this statement.

operations and 4% of respondents are strongly disagree with this statement.

complaints urgently and 4% of respondents are disagree with this statement.

innovations and 5.33% of respondents are disagree with this statement.

activity to great extent and 54.67% employees influenced to some extent.

49.33% employees are believe it to some extent.

some extent and while 26.67% believe not at all.

are believe it to some extent.

opinion as E-learning and while 53.33% are disagree with this.

opinion as books and while 70.67% are disagree with this.

opinion as seniors and while 50.67% are disagree with this.

opinion as work-shops and while 42.67% are disagree with this.

as others specification and while 88% are disagree with this.

practices and while 69.33% are disagree with this.

organization as a benefit and while 38.67% are disagree with this.

growth and while 72% are disagree with this.

40 years and 2.7% are above 41years.

Value for money

planned in his field, good communication skills etc.

In addition to formal feedback, and feedback from immediate supervisors a person's

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