A PROJECT REPORT

ON
“STUDY OF EFECTIVNESS OF TRAINING AND
DEVELOPMENT PROGRAMME FOR EMPLOYEES”
WITH SPECIAL REFERENCE TO

“Goodyear Tire and Rubber Company”

Unit:Aurangabad

SUBMITTED BY
SAGAR KAILAS BARGAL
UNDER THE GUIDANCE OF
PROF. PRAMOD JADHAV
SUBMITTED TO
“UNIVERSITY OF PUNE”

IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF THE DEGREE OF
MASTER IN BUSINESS ADMINISTRATION (MBA)

HON.SHRI BABANRAO PACHPUTE VICHARDHARA TRUST’S GROUP

OF INSTITUTION,KASHTI,TAL-SHRIGONDA,DIST-A.NAGAR
PIN-414111
[2013-2015]
 A PROJECT REPORT
ON
“SYUDY OF EFECTIVNESS OF TRAINING AND
DEVELOPMENT PROGRAMME FOR EMPLOYEES”
IN
“Goodyear Tire and Rubber Company”
Unit : Aurangabad

SUMBITTED TO
“UNIVERSITY OF PUNE”

IN PARTIAL FULFILLMENT OF THE REQUIREMENT

FOR THE AWARD OF THE DEGREE OF
MASTERR IN BUSINESS ADMINISTRATION (MBA)
(HUMAN RESOURCE)
BY
SAGAR KAILAS BARGAL

UNDER THE GUIDANCE OF

PROF. PRAMOD JADHAV

HON. SHRI BABANRAO PACHPURE VICHARDHARA TRUST’S GROUP OF

INSTITUTION, KASHTI, TAL- SHRIGONDA, DIST- A. NAGAR
[2013- 2015]
 DECLARATION

I the undersigned here by state that the report is a genuine and benefited
by me under the guidance “Study Of Effectiveness Of Training And
Development Programmer For Employees” in “Goodyear Tire and Rubber
company”. Under the guidance of prof. PRAMOD JADHAV (PROJECT Guide).

The empirical findings in this project repot are based on the data collected
is not copied from any source. I understand that and such copy is liable to the
punished in a way the university authorities deem fit.

The work has not been submitted for the award of any degree or diploma
either to University of pune in partial fulfillment of the degree of Master in
Business Administration (HUMAN RESOURCE).

Date Signature

Place : KASHTI Name : SAGAR KAILAS BARGAL

 ACKNOWLEDGEMENT

The project entitled “Study Of Efectivness Of Training And And

Development Programme For Employees” is a combined effort of many
people who helped me during the project execution.

First, I would like to thank Mr. MILIND BASOLE (GM-HR) and Mr.
RAMJI SHINDE (EMPLOYEE Relations Manager) for allowing me to carry
out the project in their esteemed Organization “ Goodyear Tire and
Rubber Company”

I take the opportunity to thanks Dr. Vaishampayan, the Director of Hon.

Shri Babanrao Pachpute Vichardhara Trust’s Group Of Institution Kashti
for providing me this opportunity. I would also like to express my
sincere thanks to my project guide Mr. PRAMOD JADHAV, without her
support, source of motivation and valuable information this was not
possible.

This project has indeed given me great learning opportunity and

experience that I shall cherish forever.
 INDEX

TABLE NO. TITLE PAGE NO.

1. INTRODUCTION 1-2

2. RESEARCH DESIGN 3-5

3. THEORATICAL BACKGROUND 6-16

4. COMPANY PROFILS 17-20

5. ANALYSIS AND 21-40

INTERPRETATION OF DATA

6. CONCLUSION 41-42
7. FINDIND AND SUGGESION 43-46
8. BIBLIOGRAPHY 47-48
9. ANNEXURE 49-55
 CHAPTER I
INTRODUCTION

INTRODUCTION
There is always something new to learn in our daily life. The reason
Why some people are successful in life is because they are always open to
Learning process. Thus training is that part of learning, which essentially
Improves job related knowledge, skills and attitudes in a person & is concerned with work
life of human beings.
It is a planned process to modify attitude, knowledge or skill through learning
experience to achieve effective performance in an activity or a range of activities. Its
purpose, in the work situation, is to develop the ability of individual & to satisfy the current
& future manpower needs of the organization. Thus performance improvement is basic to
training.
Human Resource is the greatest asset to any organization and all sided efforts are
required to be done to develop the available human resource. An organization must
have an ability to develop its human resource and hence, proper attention is required to
be paid to Human Resource Management.
Human Resource Management is concerned with the people who work in the
organization to achieve the objectives of the organization. It concerns with acquisition
of appropriate human resource, developing their skills and competencies, motivating
them for best performance and ensuring their continued commitment to the
organization to achieve organizational objectives.

CHAPTER II
RESEARCH DESIGN
Research Problem:
Company wanted to improve its Training and Development process as well as its
effectiveness so as to direct the Workers meeting their job performances.
Objective of the study:
1) To find out how effective is the Training and Development programme.
2) To find out the perception of the employees regarding the Training and
Development programme.
3) To study the effectiveness of Training and Development programme with respect
to identification of Training needs.

Scope of the study:

The study covers the employees of different departments of Goodyear South Asia Tyre
Pvt.Ltd Aurangabad,(Excluding White collared employees)
Type of data:
1) Primary data
2) Secondary data

Sources of data:
The relevant data for the study is collected through:
a) Primary data: It includes-

Personal interview, and Questionnaire.

b) Secondary data: it includes-

Internet, Magazines, Management journals, Training Manuals.

Data collection tools:-

It is the first hand information collected by the means of
Questionnaire: The following are its type
 1) Open ended
2) Closed ended

Personal interview

Sampling design:
Sampling Unit: - The employees from various departments of Goodyear South Asia
Tyres Pvt.Ltd,Aurangabad were taken for the study.
Population Size: - The population size is 1000 employees.
Sample Size: - The sample size is of 50 employees.
Sampling Procedure: - Random Sampling.
Data Presentation and Analysis:- a) Pie charts

Limitations:
1) The study was restricted to a short number of respondents i.e. 50 employees.

2) Some of the employees were not so free while answering and hence the report
might even contain biased answer to certain extent.

3) The study was carried out for a short period that is for two months.
CHAPTER III
THEORATICAL
BACKGROUND
TRAINING AND DEVELOPMENT:
INTRODUCTION AND OVERVIEW:
Training and Development play an important role in the effectiveness of organizations
and to the experiences of people in work. Training has implications for productivity,
health and safety at work and personal Development. All organizations employing
people need to train and develop their staff.
In simple terms, Training and Development refers to the imparting of specific skills,
abilities and knowledge to an employee. A formal definition of Training & Development
is… it is attempt to improve current or future employee performance by increasing an
employee’s ability to perform through learning, usually by changing the employee’s
attitude or increasing his or her skills and knowledge.
We can make a distinction among Training and Development. Such as Training refers to
the process of imparting specific skills and Development refers to the learning
opportunities designed to help employees grow.
Training is act of increasing the knowledge and skills of an employee for doing a
specified job.
Development is not primarily skill oriented. Instead, it provides general knowledge and
attitudes which will be helpful to employees in higher positions.
DEFINITION:
“Training is the act of increasing the knowledge and skill of an employee for doing a
particular job”.
By-Edwin Flippo
“Training is a systematic process of changing the behaviour, knowledge and motivation of
present employees to improve the match between employee characteristics and
employment requirements”.
By-Prof. Milkovich
“Training is the process of acquiring specific skills to perform a job better”.
By-Jucious
“Training is the process of teaching, informing or educating people so that they may
become well qualified to do their job and they become qualified to perform in positions of
greater difficulty and responsibility”.
OBJECTIVES OF TRAINING AND DEVELOPMENT:
• Develop the competences of employees and improve their performance.

• Reduce the learning time for employees starting in new jobs on appointment,
transfers or promotion, and ensure that they become fully competent as quickly
and economically as possible.

• To assist the employees to acquire necessary knowledge, skills, attitude etc

necessary for collective work performance.

• Training aims to improve the quality and quantity of output, to lower the wastages
and thereby the cost of waste, equipment maintenance and accidents.

• To develop cordial labor-management relations and thereby to improve the

organizational environment.

• To develop certain personal qualities among the employees so as to enable them to

perform their jobs efficiently.
-
NEED FOR TRAINING AND DEVELOPMENT
• After employees have selected for various positions in an organization, Training
them for specific tasks to which they have been assigned assumes great
importance. Training enables an employee to do his present job more efficiently
and prepare himself for a higher level job.

• It increases knowledge and skills for doing a particular job; it bridges the gap
between job needs and employees skills, knowledge and behaviors.

• Training is necessary to make employees mobile and versatile. They can be placed
on various jobs depending on organizational needs.

• Training is needs to make the employees more productive and useful in long run.

• Training improves the knowledge of employees regarding the use of machines and
equipments hence wastage is eliminated to a large extent.
BENEFITS OF TRAINING:
1) Benefits of Training to Organization:

• Training raises the efficiency of workers and this leads to more production
and profit to employer.

• Training improves the quality of production.

• Training reduces accidents and wastages as trained workers work

systematically and proper care.

• Training raises the morale of workers.

• Training moulds attitudes of workers and develops cordial labour

management relations.

• Training reduces labor absenteeism as trained workers find their jobs

interesting and remain present on all working days.

2) Benefits of Training to Employees:

• Training creates a feeling of confidence among employees as it gives

personal safety and security to them.

• Training helps employees to make better decisions and develops effective

problem solving attitude.

• Training provides opportunity for quick promotion and self-Development to

managers.

• Training develops positive attitude towards work and it also updates the knowledge
and skills of the employees.

• Training develops skills which in turn acts as valuable personal assets of

employees.

• Training helps employees to handle stress, tension, frustration and conflicts.

 PROCESS OF TRAINING:

1-Organizational Objective.

2-Assessment of training need

3- Objective of Training

4-Developing Training programme.

5- Implementation.

6-Evaluation.
METHODS OF TRAINING:
The most widely used methods of Training used by organizations are classified into two
categories:
1) On-the-Job Training
2) Off-the-Job Training

1) ON-THE-JOB TRAINING:
It is given at the work place by superior in relatively short period of time. This type of
Training is cheaper & less time-consuming
Job Coaching:
It is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job
instructions. The superior points out the mistakes & gives suggestions for
improvement.
Job Rotation:
In this method, the trainees move from one job to another, so that he/she should be
able to perform all types of jobs. E.g. In banking industry, employees are trained for
both back-end & front-end jobs. In case of emergency, (absenteeism or resignation), any
employee would be able to perform any type of job.
Mentoring:

Mentoring is an ongoing relationship that is developed between a senior and junior

employee. Mentoring provides guidance and clear understanding of how the
organization goes to achieve its vision and mission to the junior employee.

Project Assignment:
A trainee is given a project that is closely related to the work of his department. the
trainee has to study his assignment on his own and make recommendations for the
considerations d and approval of the departmental head. This may raise the efficiency
and also reduces the cost of operation.
Internships and Assistantships’
An Intern of assistants are recruited to perform specific time bound jobs or projects
during education.

2) OFF THE JOB TRAINING:

It is given outside the actual work place.
Lectures/Conferences:
This approach is well adapted to convey specific information, rules, procedures or
methods. This method is useful, where the information is to be shared among a large
number of trainees. The cost per trainee is low in this method.
Films:
It can provide information & explicitly demonstrate skills that are not easily presented
by other techniques. Motion pictures are often used in conjunction -
Simulation Exercise:

Any Training activity that explicitly places the trainee in an artificial environment that
closely mirrors actual working conditions can be considered a Simulation. Simulation
activities include case experiences, experiential exercises, vestibule Training,
management games & role-play.

Cases:

Presently an in depth description of a particular problem an employee might encounter

on the job. The employee attempts to find and analyze the problem, evaluate alternative
courses of action & decide what course of action would be most satisfactory.

Experiential Exercises:

These exercises are usually short, structured learning experiences where individuals
learn by doing. For instance, rather than talking about inter-personal conflicts & how to
deal with them, an experiential exercise could be used to create a conflict situation
where employees have to experience aconflict personally& work out its solutions.

Vestibule Training:

Employees learn their jobs on the equipment they will be using, but the Trainings
conducted away from the actual work floor. While expensive, Vestibule Training allows
employees to get full feel for doing task without real world pressures.
Role Play:
It’s just like acting out a given role as in a stage play. In this method of Training, the
trainees are required to enact defined roles on the basis of oral or written description
of a particular situation.
Management Games:
The game is devised on a model of a business situation. The trainees are divided into
groups who represent the management of competing companies. They make decisions
just like these are made in real-life situations. Decisions made by the groups are
evaluated & the likely implications of the decisions are fed back to the groups. The game
goes on in several rounds to take the time dimension into account.
In-Basket Exercise:
Also known as In-tray method of Training. The trainee is presented with a pack of

papers & files in a tray containing administrative problems & is asked to take

decisions on these problems & is asked to take decisions on these within a stipulated

time. The decisions taken by the trainees are compared with one another. The trainees

are provided feedback on their performance.

 CHAPTER IV
COMPANY PROFILE

COMPANY PROFILE

The Goodyear Tire & Rubber Company

Type Public
Traded as NYSE: GT
S&P 500 Component
Industry Manufacturing
Founded 1898
Founder(s) Frank Seiberling
Headquarters Akron, Ohio, U.S.
Key people Richard Kramer
(Chairman, President and CEO)
Products Tires
Revenue US$ 18.832 billion (2011)
Operating income US$ 313 million (2011)
Net income US$ -216 million (2011)
Total assets US$ 15.630 billion (2012)
Total equity US$ 921 million (2012)
Employees 72,000 (2012)
Website www.goodyear.com

Executive Leadership
Richard J. Kramer
Chairman, President and Chief Executive Officer

Rich Kramer is Chairman, President and Chief Executive Officer of The Goodyear Tire & Rubber Company.
He has been Chairman since October 1, 2010 and President and Chief Executive Officer since April 13,
2010. He has been a member of Goodyear’s Board of Directors since February 23, 2010.

Goodyear tires’ is the organization leading in the tire manufacturing throughout the world.
It has two manufacturing plants in India, one at Ballabhgarh, Delhi and other at
Aurangabad. This company is the 3rd largest manufacturer of tires in the world after
Bridgestone (1st) and Michelin (2nd).
Company’s Aurangabad unit was established in 1987 for the production of tire particularly
Passenger vehicles such as truck ,car.
Companies daily production of tires is 40,000.
Frank A. Seiberling- He is a founder of company. He borrowed $3,500 from his brother-in-
law Lucius C. Miles for the down payment needed to buy an abandoned strawboard factory
on the banks of the Little Cuyahoga River in Akron, founding The Goodyear Tire & Rubber
Company. Initial capital stock was $100,000. Company named in honor of Charles
Goodyear, who discovered the rubber vulcanization process in 1839. David E. Hill, who
purchased $30,000 of the company’s initial stock, named president.
Company's first subsidiary and foreign plant acquired in Bowmansville, Ontario,
Canada. Labor department established in Akron. First testing machine for airplane tires,
forerunner of today's dynamometer built by Goodyear.
Goodyear was the first company in rubber industry to establish a Hospital Association
for employees. Company applied for synthetic rubber patents for Chemigum Air wheel, a
low-pressure tire, developed for airplanes - later adapted for passenger car use. Australian
and English tire plants in production.

Goodyear successful bidder on two government-owned synthetic rubber plants. .Complete
new line of tubeless tires introduced. World's first commercial passenger conveyor belt built
by Goodyear for Hudson and Manhattan Railroad. First rubber railroad crossing installed in
Akron....First nationwide strike in company's history lasted 52 days....3-T nylon cord tires
announced.
 FACTORY OPRATING COUNCIL

Manufacturing Director
India

Executive coordinator

Plant Head -Production Plant Head -Q.Tech

Plant Head Engg.

Plant Head - Purchasing

Plant Head HR Asst. controller

CIS Manager Asst. Manager - Training

Mgr-EHS AM-IE

CHAPTER V
ANALYSIS AND
INTERPRETATION OF DATA
 ANALYSIS AND INTERPRETATION
1] Since how long you are working in this organization?
A] Less than 4 year B] 4 To 8 year
C] 8 To 12 year d] More than 12 year
Table:-1
option Less than 4 4 To 8 year 8 To 12 year More than 12
year year
No. of 10 10 22 8
Respondent

No.Of Employees(%)

16% 20%
Less than 4year

20% 4 To 8 year
44% 8 To 12 year
More than 12 year

Interpretations:-
1.20% Employees has less than 4 year work experience.
2.20% Employees are in ranges of 4 to 8 year.
3.44% Employees are in ranges of 8 to 12 year.
4.16% Employees are in ranges of more than 12 year

2] Do you feel T&D program is necessary in your organization?

A] strongly agree C] partially agree
B] Agree D] Disagree
Table:-2
Option Strongly Agree Partially agree Disagree
agree
Necessary of Programme(%)
No. of 9 24 7 10
Respondent

20%

Interpretations:-
1.18%Employees are strongly agree for T & D Programmed.
2.48% Employees are agreed for T & D Programmed.
3.20% Employees are strongly partially agreed for T & D Programmed.
4.14%Employees are Disagree for T & D Programmed.

3] Does training help to establish strong relationship between

Managers and subordinates?
A] Yes B] No
Table:-3
Option Yes No
No. of Respondents 44 6

Relationship between Managers &

subordinates(%)

12%

Yes
88% No

Interpretations:-
1.88% Respondents said Training can establish Relationship between Managers and
Subordinates.
2.12% Respondents said Training can’t establish Relationship between Managers and
Subordinates.

4] In a last year how many training Session you have attended?

A] 1 Session B] 2 Session
C] 3 Session D] More than 3 Session
Table:-4
Option 1 Session 2 Session 3 Session More than 3
Session
No. of 21 13 9 7
Respondents

Arrangement of Training
Session(%)

14%
42% 1 Session
18%
2 Session
3 Session
26%
More than 3 Session

Interpretation:-
1. For 42%Employees 1 Session had been arranged.
2. For26%Employees 2 Session had been arranged.
3. For 18%Employees 3 Session had been arranged.
4. For 14%Employees more than 3 Session had been arranged.

5] What kind of knowledge do you need to do your job?

A] Machine handling B] Measuring Instrument
C] Safety Equipment D] All above
Table:-5
Option Machine Measuring Safety All above
handling Instrument Equipment
No. Of 9 4 8 29
Respondent
 Requirement of Knowledge(%)

18%
8% Machine handling
Measuring Instrument
58%
16%
Safety Equipment
All above

Interpretations:-
1.18%Employees feels that Machine handling knowledge is required.
2.8% Employees feel that measuring instrument knowledge is required.
3.16% Employees feel that Safety Equipment knowledge is required.
4.58%Employees feel that all the knowledge is essential for effective job.

6] Training programmes are targeted for

A] Individual Growth B] Organizational Growth
C] Both
Table:-6
Option Individual Growth Organizational Both
Growth

No. Of 8 4 38
Respondents

Targeted Area (%)

16% 8%
Individual Growth

76% Organisationl Growth

Both

Interpretations:-
1.16%Employees feels that Training Pogrammes are targeted at Individual Growth.
2.8% Employees feels that Training Pogrammes are targeted at Organization Growth.
3.76% Employees feels that Training Pogrammes are targeted at both.
7] Are you satisfied with the training (On & off the job) given to you?
A] Highly Satisfied B] Satisfied
C] Partially satisfied D] Dissatisfied
Table:-7
Option Highly Satisfied Partially Dissatisfied
Satisfied satisfied
NO. of 14 33 2 1
Respondents

Employees satisfaction on + off the

job Traning(%)
4% 2%

28%
Highly Satisfied
Satisfied
66% Partially satisfied
Dissatisfied

Interpretations:-
1.28% Employees are Highly satisfied.
2.66% Employees are Satisfied.
3.4%Employees are Partially Satisfied.
4.2%Employees are Dissatisfied.

8] Are you satisfied with on the job training?

A] Highly Satisfied B] Satisfied
C] Partially Dissatisfied D] Dissatisfied
Table:8
Option Highly Satisfied Partially Dissatisfied
Satisfied Dissatisfied
No. of 20 11 12 7
Respondents
 Employees satisfaction for on
the job Training

14%
40% Highly Satisfied
24% Satisfied
Partially Dissatisfied
22%
Dissatisfied

Interpretations:-
1.40% Employees are highly satisfied on the job Training.
2.22% Employees are satisfied on the job Training.
3.24% Employees are Partially Dissatisfied on the job Training.
4.14% Employees are Dissatisfied on the job Training.

9] Who Conducted training & development programme?

A] Internal trainer B] External trainer
Table:- 9
Option Internal trainer External trainer
No. of 35 15
Respondents

Conductor of Training & Development

Programme(%)
0% 0%

30%

internal tranner
external tranner

70%

Interpretations:-
1.70%Employees said that their T & D Programme was conducted by Internal Trainer. While
30% told conducted by External Trainer.
10] In what way you will measure performance of employees after T and D programme?

A] Efficiency B] Effectiveness
C] Productivity D] Compensation
Table:- 10
Options Efficiency Effectiveness Productivity Compensation
No. of 05 4 9 32
Respondents

Measurement Of Progress(%)

10%
8%
efficiency
effectveness
18% productivity
64% Compensation

Interpretations:-
1.10%Employees measured their progress in Efficiency.
2.8% Employees measured their progress in Effectiveness.
3.18% Employees measured their progress in Productivity.
4.64% Employees measured their progress in Compensation.

11] To what extent do you feel your personal objective have been achieved through Training
and development?
A] Fully achieved B] Achieved
C] Partially Achieved D] Not Achieved
Table:-11
Option Fully Achieved Partially Not Achieved
achieved Achieved

No. of 10 31 8 1
Respondents
 Achievment of Objective (%)

2%

16% 20% Fully Achieved

Achieved
Partially Achievd
Not Achieved

62%

Interpretations:-
1.20%Employees feel that their Personal objective is Fully achieved.
2.62% Employees feel that their Personal objective is Average achieved.
3.16%Employees feel that their Personal objective is Partially achieved.
4.2% Employees feel that their Personal objective is Not achieved.
12] Are you knowledgeable and experienced in the techniques and approaches of training
after programmed?
A] Strongly agree B] Agree
C] Partially agree D] Disagree
Table: 12
Option Strongly Agree Partially Disagree
agree agree
No. of 8 31 7 4
Respondent

knowledgeability about
Training Programme

8%
16%
14% Strongly agree
Agree
Partially agree
Disagree
62%

Interpretations:-
1.16%Employees Strongly Agree to above Statement.
2.62%Employees Agree to above Statement.
3.14% Employees Partially Agree to above Statement.
4.8% Employees Disagree to above Statement.

13. ] To what extent has the Training & Development programme helped to enhance your
application and understanding of your job as a whole.
A] Fully Enhance B] Enhance
C] Partially Enhance D] Not Enhance
Table:-13
Option Fully Enhance Partially Not Enhance
Enhance Enhance

No. of 20 21 9 0
Respondent

Programme help for Enhancement(%)

0%

18%
Fully Enhance
40%
Enhance
Partially Enhance
Not Enhance
42%

Interpretations:-
1.40% Respondents said Training progrmme helps to fully enhance application and
understanding for their job as whole.
2. 42% Respondents said Training progrmme help to enhance application and understanding
for their job as whole.
3.18% Respondents said Training progrmme help partially to enhance application and
understanding for their job as whole.
4. No one said that Programme did not helped for Enhancement
Interpretation:-

14] How will you mark your performance after undergoing training?
A] Very Good B] Good
C] Average D] Poor
Table:-14
Option Very Good Good Average Poor
No. of 4 32 13 1
Respondent
 Performance Marking of
Employees(%)
2%
8%
26%
Very Good
Good

64% Average
Poor

Interpretations:-
1.8%Employees marked their Performance as Very Good.
2.64%Employees marked their Performance as Good.
3.26% Employees marked their Performance as Average.
4.2%Employees marked their Performance as Poor.
15] What kind of tools and facilities would you recommended to improve the T&D program?
A] Games B] Debates
C] Discussion D] Classroom
Table:-15
Option Games Debates Discussion Classroom

No. of 23 1 14 12
Respondents

Recommendation regarding Tools &

Facilities(%)

24%
46% Games
Debates
28% Discussion
Classroom

2%

Interpretations:-
1.46%Employees have recommended Games for improving T & D Programme.
2.2%Employees recommended Debates for improving T & D Programme.
3.28% Employees recommended Discussion for improving T & D Programme.
4.24%Employees recommended Classroom for improving T & D Programme.

16] How did you get benefit from training and development?
 A] Reduced wastage of time B] Reduced wastage of material
C] Increased productivity D] Benefit of learning new things
Table:-16
Option Reduced Reduced Increased Benefit of
Wastage of wastage of productivity learning new
time material things
No. of 20 10 17 03
Respondents

Benifit from T & D(%)

6%
Reduced wastage of time

40% Reduced wastage of

34% material
Increased productivity

Benefit of learning new

20% things

Interpretations:-
1.40%Emplyees said that their wastage of time reduced after Training.
2.10%Emplyees said that could decrease scrap after Training.
3.34%Employees said that Productivity increased after Training.
4.6% Employees said they got chance to learn new things.

17] Are briefing meeting arranged for you before your training?
A] Yes
B] No
Table no:- 17
Option Yes No
No. of 44 6
Respondents
 Arrangement of Briefing meeting (%)
0% 0%

12%

Yes
No

88%

Interpretations:-
1.88%Employees said that Briefing meeting was arranged before Training.
2.12%Employees said that Briefing meeting was not arranged before Training.

18] Is the feedback regarding the training conveyed to you?

A] Yes
B] No
Table:-18
Options Yes No

No. of Respondents 42 9

Feedback regarding the

Training(%)
0% 0%

18%

Yes
No

82%

Interpretations:-
1.84%Employees said that feedback regarding the Training conveyed to them.
2.16%Employees said that feedback regarding the Training didn’t convey to them.
19] According to you which of the following factor is most
Important for doing effective job?
A] Education B] Experience
C] Training D] All Three
Table:19
Option Education Experience Training All Three
No. of 5 12 15 18
Respondents

Important of Factor(%)

10%
36%
24% Education
Experience
Training
30% All Three

Interpretations:-
1. According to 36% Respondents all three (Education, Experience Training) Factors are
important for doing effective job.
2. According to 30%Respondents Training is imp. Factor for doing effective job.
3. According 24% Respondents Experience is imp. Factor for doing effective job.
4. According to 10%Respondents Education is imp. Factor for doing effective job

CHAPTER VI
CONCLUSION
 CONCLUSION:
Training plays a very important role in growth and Development of an organization.
Training is the corner stone of sound management for it makes employees more
effective and productive. The Goodyear South Asia Tyres Pvt.Ltd is an organization that
sees Training as a problem solving tool. To ensure that the employee’s needs are
identified correctly so that they are benefited the most the organization stresses a lot of
emphasis on identifying the Training needs of the employees. Majority of the employees
are satisfied with the Training and Development programme as they feel that it helps
them to realize organizational as well as their personal goals.

CHAPTER VII
FINDING AND SUGGESTION
 RESEARCH FINDING
1. 44% Employees working in the organization are 8to 12 years. There are also some
employees who have more than 12 years (16%) work experience.
2. 48% Employees feel that T & D programme is necessary for organizational Growth for
retain in the competition.
3. Majority Employees feel (88%) that T & D programme is helpful for improving
relationship between Managers and subordinates.
4.In the organization 44% employees have attended 1 session Average employees attended 2
session(26%), While very few have attend ended more than 3 session(14%).
5. Employees have a need of overall knowledge [such as Machine handling, Measuring
instrument, Safety equipment] but not only single aspect.
6.Regarding the Training Programme majority of employees feel that the programme is
targeted at both Individual and Organization benefit(76%), whereas very few feel that
programme is targeted either individual growth(16%) or for Organization Growth(8%).
7. Most of the employees are satisfied (66%) for training (on & off) given to them
8. More than 40%employees are highly satisfied for on the job Training 24% satisfied.
9. for majority of Trainees Internal Trainer (70%) had been appointed for Training &
Development programme.
10. More than 64%employees measure their progress in terms of “Compensation” While
only 4 employees measured in terms of Effectiveness.
11. More than 64%employees said their personal objective has been achieved through T & D
programme while one respondent said his objective has not been achieved yet.
12. Majority of employees (62%) feel they are knowledgeable and experience in techniques
and approaches of Training and Development. While 4 employees were disagree about that.
13. T & D programme help to most of the employees to enhance their application and
understanding job as whole.
14. Majority of employees feels “Good “(64%)after undergoing training while only one said
it is poor.
15. 46% employees have recommended Games for Improving T and D programme, Average
employees recommended discussion(28%).
16. Most employees could reduce the idle time; it also increased Productivity after Training.
They got benefit of learning new things.
17. For majority employees (88%) biffing meeting was arranged, in very few cases it was not
arranged (12%).
18. Feedback regarding the training conveyed to majority of employees (82%)
19. According to most respondents training Education and experience these all three things
(36%) are important.
 SUGGESTIONS:
1) There should be involvement of some video show or encouraging movie in order
to boost their confidence level.

2) Team work activity should be taken in the Training sessions.

3) The power and importance of believing in oneself before you achieve

should be applied in the employees.

4) Expertise people should be hired to conduct more of practical and workshop

Training sessions.

5) The management should undertake more of On the Job Training to increase the
confidence level with respective to their jobs.

6) The Organization should provide proper Training when any new job is
introduced in the organization.
 CHAPTER VIII
BIBLIOGRAPHY

BIBLIOGRAPHY

BOOKS
 Human resource management - Mr. Prasad

NEWSPAPER:
 Times ascent -Times of India

WEBSITES:
 www.citehr.com

 www.sunrise.net.in

 www.careertrainer.com

 www.e-hresources.com
 CHAPTER IX
ANNEXURE

ANNEXURE-1

Training Needs identification Form

Emp.Code/ Clock No: Name of the Employee: -
Department: - Designation: - Grade: -

Training Required
Behavioral Aspects of training Technical Aspects of training required
 required

1 1

2 2

3 3

4 4

5 5

6 6

7 7

8 8

9 9

Name and sign of the employee: -

Name of the training need identifier: -

Date: -

ANNEXURE-2
Questioner
1] Since how long you are working in this organization?
A] Less than 4 year B] 4 To 8 year
C] 8 To 12 year d] More than 12 year

2] Do you feel T&D program is necessary in your organization?

A] Strongly agree B] Agree
C] Partially agree D] Disagree

3] Does training help to establish strong relationship between

Managers and subordinates?
A] Yes B] No

4] In a last year how many training Session you have attended?

A] 1 Session B] 2 Session
C] 3 Session D] More than 3 Session

5] What kind of knowledge do you need to do your job?

A] Machine handling B] Measuring Instrument
C] Safety Equipment D] All above

6] Training programmes are targeted for

A] Individual Growth B] Organizational Growth
C] Both

7 ] Are you satisfied with the training given to you?

A] Highly Satisfied B] Satisfied
C] Partially satisfied D] Dissatisfied

8] Are you satisfied with on the job training?

A] Highly Satisfied B] Satisfied
C] Partially Dissatisfied D] Dissatisfied

9] Who Conducted training & development programme?

A ] Internal trainer B] External trainer

10] In what way you will measure performance of employees after T and D programme?

A] Efficiency B] Effectiveness
C] Productivity D] Compensation

11] To what extent do you feel your personal objective have been achieved through Training
and development?
A] Fully achieved B] Achieved
C] Partially Achieved D] Not Achieved

12] Are you knowledgeable and experienced in the techniques and approaches of training
after programmed?
A] Strongly agree B] Agree
C] Partially agree D] Disagree
13. ] To what extent has the Training & Development programme helped to enhance your
application and understanding of your job as a whole.
A] Fully Enhance B] Enhance
C] Partially Enhance D] Not Enhance

14] How will you mark your performance after undergoing training.
A] Very Good B] Good
C] Average D] Poor

15] What kind of tools and facilities would you recommended to improve the T&D program?
A] Games B] Debates
C] Discussion D] Classroom

16] How did you get benefit from training and development?
A] Reduced wastage of time B] Reduced wastage of material
C] Increased productivity D] Benefit of learning new things

17] Are briefing meeting arranged for you before your training?
A] Yes B] No

18] Is the feedback regarding the training conveyed to you?

A] Yes B] No

19] According to you which of the following factor is most

Important for doing effective job?
A] Education B] Experience
C] Training D] All Three