ANALYSIS

CHAPTER

AND

6 INTERPRETATION

This chapter covers the analysis of the data collected in the form of responses of the employees and
represented in graphical forms. Also this chapter covers the chi square tests applied to identify the
relation of age and designation to the effect of training on performance of employees of NFL Bathinda
Analysis and interpretation

ANALYSIS AND INTERPRETATION

This chapter is allocated for analysis and interpretation of data. Preparing simple
percentage analysis, likert score analysis, and chi-square does the analysis of various
questions for the fulfillment of objectives, which is directly extracted from the
questionnaire.
To fulfill the objectives a structured questionnaire was made to fill by managers,
supervisors and workers.

OBJECTIVE 1: TO FIND OUT THE VARIOUS TRAINING AND DEVELOPMENT PRACTICES

FOLLOWED BY NFL BATHINDA.

Method of training:

Out of 80 respondents 30 percent of the total respondents say that they are given training
using off the job training methods, 60 percent of the total respondents says that they are
given training using on the job training methods and 10 percent of the respondents say that
they are trained using both on the job and off the job training methods.

method of training

10%

on the job
30% off the job
both

60%

29
Analysis and interpretation

The 30 percent of the total respondents that are trained using off the job methods consist
of top level management, mid level management and office employees.

The 70 percent that are trained using on the job training methods consist of blue collar
employees and white collar employees that perform office jobs in accounts and finance
department of NFL Bathinda.

And, the rest 10 percent of the total respondents that are trained using both on the job and
off the job training methods consist of the supervisors, foreman and site engineers of
different plants of NFL Bathinda unit.

Mode of training:

35 33

30

25

20 20

15 17

10
10
5

0
coaching, mentoring
conferences
seminars
internship

on the job training off the job training2

Out of 80 respondents 33 respondents says that training is provided to them using

coaching and mentoring as an on the job training method, 20 respondents say that training
is provided to them through conferences, 17 respondents says that training is provided to
them through seminars and 10 of the total respondents says that training is provided to
them by internship programs.

30
Analysis and interpretation

33 respondents that receive training using coaching and mentoring are generally the blue
collar employees including supervisors and foreman that work under the supervision of
site engineers or plant engineers. Engineers also get training under supervision of deputy
manager of the respective plant. Other workers are also trained by the supervisors.

Rest 47 respondents receive off the job training using conferences seminars and internship.

Respondents that receive training through conferences and seminars consist of deputy
managers, managers and chief managers. Seminars are also delivered on safety measures
and environmental issues to the blue collar employees. 10 respondents that receive training
through internship consist of management trainees that are new in organization.

Training aids:

Out of 80 respondents 40 percent says that they receive training through seminars using
over head projectors, 15 percent says that they receive training trough conferences and
seminars using LCD. 25 percent says that they receive training using audio aids, 15 percent
are trained using books and 15 percent says that they receive training using other means
like supervision, company manuals and machine manuals.

31
Analysis and interpretation

40
40

35

30
25
25

20
15 15 15
15

10

0
OHP LCD AUDIO BOOKS OTHER

TRAINING AIDS

Respondents that receive training through OHP, LCD and through audio aids consist of
middle and top level employees. Some supervisors, foreman and engineers also receive
training through OHP and LCD when seminars are delivered to them by the experts
regarding safety and environmental issues. Respondents that receive training through
books, manuals and supervision are blue collar employees and white collar employees

OBJECTIVE 2: TO STUDY THE ATTITUDE OF EMPLOYEES TOWARDS THE TRAINING

POLICIES OF THE COMPANY

The attitude of employees towards the training policies of the company is analyzed in two
parts:

 Training design and objectives

 Training contents

80 respondents are divided into four groups on the basis of age and responses are shown
for each group and also overall response of employees is also shown.

32
Analysis and interpretation

Training design and objectives: This part covers the responses of the employees
regarding the statements like: there is well designed and widely shared training policy in
the company and training programmes are drafted as per needs and objectives of the
department.

Tabular representation:

AGE GROUP DISAGREE NEUTRAL AGREE TOTAL

25-35 yrs 6 6 0 12

35-45 yrs 5 29 21 55

45-55 yrs 1 6 3 10

above 55 3 0 0 3

TOTAL 0

Graphical representation:

33
Analysis and interpretation

60

50

40
disagree
30 neutral
agree
total
20

10

0
25-35 yrs 35-45 yrs 45-55 yrs above 55

Training contents and methods: This part covers the responses of employees regarding
the following statements:

The contents of the training are apt and relevant.

Methods engaged for training are relevant and most suited.

Tabular representation:

AGE GROUP AGREE NEUTRAL DISAGREE TOTAL

25-35 yrs 8 1 3 12

35-45 yrs 31 11 13 55

45-55 yrs 5 3 2 10

above 55 0 0 3 3

TOTAL 0

Graphical representation:

34
Analysis and interpretation

60
55

50

40
31
30

20
12 13
11 10
10 8
5
3 3 2 3 3
1 0 0
0
25-35 yrs 35-45 yrs 45-55 yrs above 55

agree neutral disagree total

Overall attitude of employees towards training policies of company:

attitude of employees towards training policies

28%

disagree

55% neutral
agree

18%

35
Analysis and interpretation

Out of 80 respondents 22 respondents feel that design and contents of the training
programmes are not according to the need and objectives of the company. 14 respondents
are neutral and rest 44 respondents are not agreed with the company policies regarding
design and contents of training programme.

OBJECTIVE 3: TO IDENTIFY WHETHER THE TRAINING PROGRAMMES BEING

CONDUCTED THERE MATCH THE SKILLS AND COMPETENCIES REQUIREMENT OF THE
EMPLOYEES

This part covers the responses of the employees regarding the following statement:

The career goals of employee coincide with organizational goals and the training
opportunities have been determined accordingly.

80 respondents are divided into 4 groups on the basis of designation and response of all
the groups have been shown separately and also the overall response of the employees
regarding the above mentioned statement has been shown.

Tabular representation:

DESIGNATION AGREE NEUTRAL DISAGREE TOTAL

blue collar 4 6 27 37

white collar 1 1 4 6

mid level mgmnt 0 5 13 18

top level mgmnt 0 4 15 19

TOTAL 0

36
Analysis and interpretation

Graphical representation:

40

35

30

25
agree
20 neutral
disagree
15 total

10

0
blue collar white collar mid level mgnt top level mgnt

Overall response of the employees:

With the help of likert score analysis likert score for this statement came out to be 319
neutral score is 240 so, this is clear that response of the employees is towards
disagreement. This can also be shown as simple percentage analysis that 58 put of 80
respondents are disagree.

6%
21%

disagree
neutral
agree

73%

37
Analysis and interpretation

OBJECTIVE 4: TO STUDY THE ATTITUDE OF THE SENIOR MANAGEMENT DURING AND

AFTER THE TRAINING.

This part of study covers the response of the employees regarding two things:

 Feedback

 Cooperation of senior management

Feedback: this part covers the response of the employees regarding following question;

Is your feedback on training module are considered?

38
Analysis and interpretation

Graphical representation:

no 18

yes 62

0 10 20 30 40 50 60 70

no. of respondents

Out of 80 respondents 62 respondents says that their feedback is considered and 12

respondents says that their feedback is not considered. The respondents who say that their
feedback is not considered consist of some blue collar employees like foreman and some
white collar employees like clerks.

Cooperation of senior management: This part covers responses of the employees

regarding the following statement:

Cooperation of the senior management before, during and after the training programs is
satisfactory.

Employees are given conducive environment to transfer learning to job.

39
Analysis and interpretation

no. of respondents
10%

disagree
neutral
54% agree
36%

Out of 80 respondents 8 respondents are disagreeing 29 respondents gave neutral

response and 43 respondents are agree. With likert score analysis likert score for this
question came out to be 275 and neutral score is 240 so overall responses came out to be
agreed.

OBJECTIVE 5: TO STUDY THE EFFECT OF TRAINING ON THE OVERALL DEVELOPMENT

OF EMPLOYEES AND OVERALL PERFORMANCE OF THE EMPLOYEES.

This part analyses the effect of the training on overall development of the employees and
performance of the employees of NFL Bathinda unit.

This part of study covers the responses of the employees regarding following statements:

1. The training received helps to identify ways for improving performance

2. The training program helps improving decision making skills
3. You feel more confident and better equipped to handle complex and unexpected
events.
4. Your working relationships between associates and colleagues has improved

40
Analysis and interpretation

Tabular representation:

DESIGNATION AGREE NEUTRAL DISAGREE TOTAL

blue collar employees 3 1 33 37

white collar 0 0 6 6
employees
mid level mngmnt 0 1 17 18

top level mngmnt 0 2 17 19

TOTAL 0

Graphical representation:

40
37
35 33

30

25

20 18 19
17 17
15

10
6 6
5 3
1 1 2
0 0 0 0
0
blue collar employees white collar employees mid level mngmnt top level mngmnt

agree neutral disagree total

Overall response of the employees regarding the effect on performance and

overall development:
41
Analysis and interpretation

2% 3%

50% disagree
neutral
46%
agree

From the above analysis the overall response of the employees towards the training and
development programmes in NFL Bathinda can be represented as follows:

attitude of employees towards training and

development practices in NFL

8% 4%

disagree
neutral
agree

89%

CHI SQUARE TESTS:

42
Analysis and interpretation

1. Chi square test to check the relation between the age and the effect of training
on the performance of the employees of NFL Bathinda

80 respondents are divided into four groups on the basis of age and response of the
employees of different age groups is shown in the table:

EXPECTED FREQUENCIES

age grp O
YES NEUTRALE NO O-E
Total 10.65
(O-E)2 0.45 (O-E)0.9
2
/E 12
10 10.65 -0.65 0.4225 0.039671
25-35 51
10 1 48.8125 1 2.1875
12 48.8125
4.78515625 2.0625 0.098031
4.125 55
8 8.875 -0.875 0.765625 0.086268
35-45 2
51 1 2.6625 3 -0.6625
55 8.875
0.43890625 0.375 0.164847
0.75 10
1 0.45 0.55 0.3025 0.672222
45-55 18 1 2.0625 1 -1.0625
10 2.6625
1.12890625 0.1125 0.547348
0.225 3
1 0.375 0.625 0.390625 1.041667
above5 0 0.1125 -0.1125 71
0.01265625 3 0.11256 80
1
2 0 0.9
1 3
0.1 0.01 0.011111
5
3 4.125 -1.125 1.265625 0.306818
1
71 3 0.75 6 0.25
80 0.0625 0.083333
1 0.225 0.775 0.600625 2.669444
CHI SQUARE or ∑ (O-E)2/E 5.833262

Hypothesis taken: there is no relation between age and effect of training and development
practices on the performance of employees.

Degree of freedom = v = (r-1) (c-1) = (4-1) (3-1) = 6

Confidence level= 0.05

For v= 6 table value of chi square for 0.05 is 12.6

Since the calculated value is less than the table value null hypothesis is selected

Hence there is no relation between the age and the effect of training on the performance of
employees.

2. Chi square test to check the relation between the designation of employees
and the effect on performance of the employees due to training:

43
Analysis and interpretation

O E 0-E (O-E)2 (O-E)2/E

80 34 33.3 0.7 0.49 0.014715
5 5.4 -0.4 0.16 0.02963
17 16.2 0.8 0.64 0.039506
16 17.1 -1.1 1.21 0.07076
0 1.3875 -1.3875 EXPECTED FREQUENCIES
1.925156 1.3875
1 0.225 0.775 0.600625 2.669444
33.3 1.3875 2.3125 37
0 0.675 -0.675 0.455625 0.675
2 0.7125 1.2875 5.4 1.657656
0.225 2.326535
0.375 6
3 2.3125 0.6875 0.472656 0.204392
16.2 0.675 1.125 18
0 0.375 -0.375 0.140625 0.375
1 1.125 -0.125 17.10.015625
0.7125 0.013889
1.1875 19
1 1.1875 -0.1875 0.035156 0.029605
CHI SQUARE or ∑ (O-E)2/E 72 3 5
7.835976 80

respondents are divided into four groups on the basis of designation and response of the
employees of different designation groups is shown in the table:

Hypothesis taken: there is no relation between designation and effect of training and
development practices on the performance of employees.

designation yes Neutral no Total The observed frequencies and expected

blue collar 34 0 3 37 frequencies of response are shown in the

white collar 5 1 0 6
tables.

mid level 17 0 1 18 Degree of freedom = v = (r-1)(c-1) = (4-1)

top level 16 2 1 19 (3-1) = 6

total 72 3 5 80
Confidence level=0.05

44
Analysis and interpretation

The calculated value of chi square is less than the table value therefore null hypothesis is
selected and there is no relation between the designation and the effect of training on the
performance of employees of NFL Bathinda.

45