A

PROJECT REPORT

ON

“HR ACTIVITIES IN SMALL SCALE INDUSTRIES”

(Specialization in Training & Development)

FOR

JOSTICK ADHESIVE PVT. LTD. NASIK

SUBMITTED TO

NORTH MAHARASHTRA UNIVERSITY

IN PARTIAL FULFILLMENT OF TWO YEARS FULL TIME

MASTERS DEGREE IN BUSINESS ADMINISTRATION (MBA)

SUBMITTED BY

VARSHA BORSE

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 (BATCH – 2010-2012)

GUIDED BY

Prof. MADHULIKA SONAWANE

DEPARTMENT OF MANAGEMENT STUDIES

NORTH MAHARASHTRA UNIVERSITY

JALGAON-425001

EXECUTIVE SUMMARY

Today, every organization needs to cope with the changes taking place in the
industrial, service sector. For this they need trained and skilled manpower. Searching
for the skilled manpower newly is very time consuming and difficult job. The existing
employees also can work skillfully and efficiently if they are guided and motivated
correctly. Hence, for this, training from experts is always needed. Hence there is a
requirement to study training and development thoroughly and implement it with the
needed changes in the Organization.

The topic selected for the project is “A study on Training and Development
activities carried out at JoStick Adhesive Pvt. Ltd. The duration of my training was 2
months. It covers all the information about Training viz., Need, Objectives,
Importance, etc. It is also regarded that how training is implemented in the selected
organization.

The intention behind it is to collect information about the training program

included, training process carried, methods of training adopted and about the topic in
detail. It contains the information regarding how, when and to whom the training is
given.

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The various tools imparted through the training were:
 Function of manager and role clarity.
 Behavioral change for managerial effectiveness.
 Customer relationship management in Industries.
 Presentation/ Communication skills for marketing industrial products.
 Customer service-complaints and their satisfaction.
 Ability to lead others working in the organization at the workplace.
 Developing and building a strong able and motivated team.

 Ability to develop the competencies like delegating the work and authority to
others at workplace.
 Ability to make good and rational decisions, which will turn fruitful to the
organization.
 Self-development as well as development of other employees working in the
organization.

The survey was done using questionnaire and for this purposeful convenient
sampling method was used, sample size used was 40 employees who have undergone
training and their 5 Fgo’s (first grade officer). After the survey was completed, the
data was first sorted and then analyzed on chosen parameters. This analyzed data was
later converted into forms of graphs such as bar graph, pie chart etc. This was to make
result easily comprehensible by any one going through the report. This also made it to
draw conclusion based on the research and provide a presentable format

The adequate help and understanding of the concept was provided by the
internal and external project guide.

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 OBJECTIVES & SCOPE OF THE PROJECT

Objectives of study

● To study the nature and type of training strategies adopted in JoStick Adhesive Pvt.

Ltd. Nasik.

● To know which types of training program are undertaken.

● To evaluate the satisfaction level of training program.

● To study the feedback of employees regarding training given to them.

Scope and limitations of the study

● The study is limited to the training need analysis carried out in JoStick Adhesive

Pvt. Ltd. Nasik.

● This study is restricted to JoStick Adhesive Pvt. Ltd. Nasik.

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● Only 40 employees who have undergone the training program and their 5

Fgo’s confine the study.

● Survey is restricted to employees working in the organization.

● The study covers the employees from the various departments.

● The study is carried out from 10th May to 10th July.

COMPANY PROFILE
JoStick Adhesive Pvt. Ltd. (Ambad MIDC, Nasik) is one of the leading converters
of self Adhesive Tapes in Maharashtra, India.

Manufacturer leader in different kinds of self Adhesive tapes which are used in

 Automobile Industry and Chemical Industry.

 Electrical Industry and Electronic Industry.
 Leather Industry.
 Paper Printing Industry.
 Shoe Industry.
 Gasket Packaging and Gen Purpose from last 15 years.

Having been involved in exporting specialized tape products

all over the India. The Factory is located at Nasik and
Equipped with plant and machinery specially made and designed to ensure
production and supply of best quality products at economical price and timely
delivered.

The factory is equipped with latest testing laboratory and trained manpower to
ensure production of products matching specifications.

Mission

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We at JoStick Adhesive Pvt. Ltd. are committed to manufacture, convert & supply
adhesive & Non Adhesive Tapes as per customer’s requirement. Meet customer’s
requirement consistently and strive to exceed customer’s expectation.

Vision

Create an environment in which all personal are involved in quality improvement

process to achieve quality objective and continual improvement of our all quality
performance. Provide due consideration to environment health and safety aspects
applicable to our organization. To be an organization Admired for the consistently
Delivering superior Business value.

History

JoStick Adhesive Pvt. Ltd., (Formerly known as Juhi Enterprises) is one of the
leading converters of self Adhesive Tapes in Maharashtra, India. The company is
established in the year 1996. The promoters of the company having several years
experience in the field of various types of self Adhesive Tapes. The company has
started its conversion activity in the year 1998 with "State of the Art" machinery
located at Nasik Industrial Area. JAPL has set up its manufacturing unit and well
equipped laboratory in the year 2005 with high-tech machinery and testing
equipments. With this the company has started manufacturing various kinds of
self Adhesive tapes under its own brand name "JoStick".

Awards and achievements

 Achieved ISO 9001:2000 certified company

 Won best stall in AIMA Industrial Exhibition

 Won Best Emerging SME in Nasik by NIMA.

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Organization Chart

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List of competitors

 ACE Polybond Pvt Ltd,Nasik

 Singh Adhesive tapes Pvt Ltd. Nasik
 Shamprak Industries Pvt Ltd. Nasik
 Jonson Tapes Limited, Delhi, India.
 Wonder polymers Pvt. Ltd. Delhi, India
 S.V. Polypacks – Secunderabad.
 Intek Tapes Pvt Ltd. – Bangalore.

PRODUCT PROFILE
JoStick Adhesive Pvt. Ltd is a leading manufacturer, exporters and supplier
of Adhesive Tapes  that are widely used as an electrical insulation, color coding,
in cable & wires jointing, packaging, wiring, harness etc. are as follows-

 Automobile Industry and Chemical Industry-

Bonding:
• High Performance Acrylic Foam Tapes
• Double Sided Tissue Tapes
• High Performance Tissue Tapes
• Transparent Polyester Film Tapes
• Double Sided Polyester Film Tapes
• Double Sided PVC Tapes
• Transfer Tapes
• High Temperature Masking Tapes

 Electrical Industry and Electronic Industry

 PVC Insulation Tapes
 Polyester Self-Adhesive Electrical Insulation Tapes 'B'
class (In Assorted colors)
 Polyamide Tapes 'H' Class
 Teflon Self Adhesive Tapes (FR)
 Glass Cloth Self Adhesive Tapes 'B', 'F', & 'H' Class
 Self Adhesive Cotton-Non Adhesive Cotton Tapes
 Black, White & Pink Rayon Tapes, High Temp

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  Leather Industry, Paper Printing Industry, Shoe
Industry
 Black / White Nylon Tape, Black
 white Nylon Tape with Liner
 Non Adhesive Tapes
 Knitted Nylon Black
 double sided polyester tape

 Gasket Packaging and Gen Purpose

 Aluminum Tape
 Aluminum Foil Tape
 BOPP Tape
 Filament Tape
 Polycoated fabric tape.

THEROTICAL BACKGROUND

Introduction

Training is the art of increasing the knowledge, skill and attitude of an

employee for doing a particular job. Training is a short term educational process and
utilizing a systematic and organized procedure by which employees learn technical
knowledge and skills for a definite purpose. In other words training improves,
changes, moulds the employees knowledge, skill, behavior, aptitude towards the
requirements of the job and organization.

Dale.S.Beach defines the training as “the organized procedure by which

people learn knowledge and/or skill for a definite purpose”.

Training is the act of increasing the knowledge, skill and attitude of an

employee for doing a particular job. Thus, training bridges the differences between
job requirements and employees present specifications.

Development aims to grow or improve the overall personality of an individual.

It is a continuous process and is on the initiative from individual. Any training and

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development program must contain inputs which enable the participants to gain skills,
learn theoretical concepts and help acquire vision to look into the distant future.
Development is whole process by which employee learns, grows, improves his
abilities to perform variety of roles within and outside the organization. He acquires
socially desirable attitudes and values.

Training objectives

Generally a line manager asks the personnel manager to formulate the training
policies. The personnel manager formulates the following training objectives in
keeping with the company’s goals and objectives:

1. To prepare the employee both old and new to meet the present as well as the
changing requirements of the job and the organization.

2. To prevent obsolescence.

3. To impart the new entrants the basic knowledge and skills they need for an
intelligent performance of a definite job.

4. To prepare employees for higher level tasks.

5. To assist employees to function more effectively in their present positions by

exposing them to latest concepts, information and techniques and developing the
skills they need in their particular fields.

6. To build up a second line of competent officers and prepare them to occupy more
responsible positions.

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7. To broaden the minds of senior managers by providing them with opportunities for
an interchange of experiences within and outside with a view to correcting the
narrowness of outlook that may arise from over-specialization.

8. To ensure smooth and efficient working of a department.

9. To develop the potentialities of people for the next level job.

10. To ensure economical output of required quality.

Importance of training:

Training the corner stone of sound management, for it makes employee more
effective and productive it is actively and intimately connected with all the personnel
management activities.

There is an ever present need for training men so that new & changed
techniques may be taken advantage of and improvements affected in the old methods,
which woefully inefficient.

Training is a practical and vital necessity because apart from the other
advantage mentioned above it enables employees to develop and arise within the
organization and increase their market value, earning power and job security. The
management is benefited in the sense that higher standards of quality are achieved; a
satisfactory organizational structure is built up, authority can be delegated and
stimulus progress for applied employees. Training moreover heighten the morale of
the employees for it helps in reducing dissatisfaction, complaints, grievance,
absenteeism and reduces the rate of turnover.

The importance of the training is expressed in these words, “Training is a

widely accepted problem solving device. Indeed our national superiority in manpower
productivity can be attributed in no small measure to the success of our educational

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and industrial training programs. This success has been achieved by a tendencyin
amny quarters to regard training as a panacea.

Benefits of training to the organization

Training benefits the organization in following ways:

● Leads to improved profitability and/or more positive attitude towards profit

orientation.

● Improves the job knowledge and the skills at all the levels of the organization.

● Improves the morale of the workforce.

● helps people identify with the organizational goals.

● Fosters authenticity, openness and trust.

● Improve the relation between boss and the subordinates.

● Aids in organizational development.

● Helps prepare guidelines for work.

● Provides information for future needs in all areas of the organization.

● Aids in development for promotion from within.

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● Improves labor-management relation.

● Aids in improving organizational communication.

● Helps employees adjust to change.

Benefits of training to the individual

● Helps the individual in making better decisions and effective problem solving.

● Aids in encouraging and achieving self development and self confidence.

● Provides information for improving leadership knowledge, communication skills

and attitudes.

● Helps eliminate fear in attempting new tasks.

● Increase in job satisfaction and recognition.

● Helps a person to handle stress, tension, frustration and conflict.

●Through training and development, motivational variables of recognition,

achievements, growth, responsibility and advancement are internalized and
operationalized.

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Training and Development

Employee training is distinct from management development or executive

development. While the former refers to training given to employees in the areas of
operations, technical and allied areas, the later refers to developing an employee in the
areas of principles and techniques of management, administration, organization and
allied areas. Training is designed for non-managers, while development involves
managerial personnel.

In the words of Campbell “Training courses are typically designed for a short
term, stated set purpose while development involves a broader education for long
term purposes.”

Differences between Training and Development

Areas Training Development

Content Technical skills and Managerial and behavioral
knowledge skills and knowledge
Purpose Specific job-related Conceptual and general
knowledge

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Duration Short-term Long-term
For whom Mostly technical and non Mostly for managerial
managerial Personnel Personnel

Areas of Training

Organizational provides training to their employees in the following areas:

1. Company policies and procedures:

This area of training is to be provided with a view to acquainting the new

employee with the Company Rules, Practices, Procedures, Tradition, Management,
Organization Structure, Environment Product/Services offered by the company etc.
The aim is to make the new employee fully aware of what goes on inside and outside
the organization.

2. Training in Specific Skills:

This area of training is to enable the employee more effective on the job. The
trainer trains the employee regarding various skills (e.g. operating a machine,
handling computer, etc.) necessary to do the actual job.

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 3. Human Relations Training:

A human relation training assumes great significance in organization as

employees have to maintain human relations not only with other employees but also
with their customers. Employees are to be trained in the areas of self- learning,
interpersonal competence, group dynamics, perception, leadership styles, motivation,
grievance redressal, disciplinary procedure, and the like. This training enables the
employees for better team work, which leads to improved efficiency and productivity
of the organization.

4. Problem Solving Training:

Most of the organizational problems are common to the employees dealing the
same activity at different levels of the organizational. Further some of the problems of
different managers may have the same root cause. Hence, management may call
together all managerial personnel to discuss common problems so as to arrive at
effective solutions across the table. This not only helps in solving the problems but
also serves as a forum for the exchange of ideas and information that could be
utilized. The trainer has to organize such meetings, train and encourage the trainees to
participate actively in such meetings.

5. Managerial and Supervisory Training:

Even the non-managers sometime perform managerial and supervisory

functions like planning, decision making, organizing, maintaining inter-personal
relations, directing and controlling. Hence management has to train the employees in
managerial and supervisory skills also.

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6. Apprentice Training:

The Apprentice Act,1961 requires industrial units of specified industries to

provide training in basic skills and knowledge in specified trades to educated
unemployed/apprentices with a view to start their own industry. This type of training
generally ranges between one year to four year. This training is generally used for
providing technical knowledge in the areas like trades, crafts, etc.

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Training Methods

The training program’s used to train operative and supervisory personnel are
classified into On-the-job and Off-the-job training programs.

Training Methods

On-the-Job Methods Off-the-Job

Methods

Job rotation Vestibule

training

Coaching Role playing

Job instruction/ Training through step by step Lecture Methods

Committee Assignments Discussion

Programd
Instruction

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On- The Job Training Methods.

This type of training, also known as job instruction training, is the most
commonly used method; the individual is placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance
of a qualified worker or instructor.

On the job training has the advantage of giving firsthand knowledge and
experience under the actual working conditions. On the job training methods include-

A) Job Rotation
This type of training receives job knowledge and gains experience
form his supervisor or trainer in each of the different job assignments.

B) Coaching
The trainee is placed under a particular supervisor function as a coach
in training the individual. The supervisor provides who feedback to the trainee
on his performance and offers him some suggestion for improvement.

C) Job Instruction
This method is also known as training step by step. Under this method,
trainer explains the trainee the way of doing the job, job knowledge and skills
and allows him to do the job. The trainer apprises the performance of the
trainee, provides feedback information and corrects the trainee.

D) Committee Assignments
Under the committee assignments, group of trainees are give and asked
to solve an actual organizational problem. The trainees solve the problem
jointly. It develops team work.

Off – The –Job Methods:

A) Vestibule Training:

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 In this method, actual work conditions are simulated in a classroom.
Material, files and equipment those are used in actual job performance are
also used in training. This type of training is commonly used for training
personnel for clerical and semi-skilled jobs. The duration of this training
ranges from days to a few weeks.

B) Role Play:
It is defined as a method of human interaction that involves realistic
behavior in imaginary situations. This method of training involves action
doing and practice. This method is mostly used for developing interpersonal
interactions and relations.

C) Lecture Method:
The lecture method is a traditional and direct method of instruction.
The instructor organizes the material and gives it to a group of trainees in the
form of a talk. To be effective, the lecture must motivate and create interest
among the trainees. This method can be used for large group of trainees.

D) Conference or Discussion:
This method involves a group who poses ideas, examine and share
facts, ideas and data, test assumptions and draw conclusions, all of which
contribute to the improvement of job performance. It involves two-way
communication and hence feedback is provided.

E) Programd Instruction:
In recent years, this method has become popular. The subject matter to
be learned is presented in a series of carefully planned sequential units. These
units are arranged from simple to more complex levels of instruction. The
trainee goes through units by answering questions or filling the blanks.

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Training Process

1) Various training organizations do send a letter to the company about the

training to be carried on.
This letter consists information and details regarding subject of the program,
duration of training, venue, contents, fee, and number of employees required
or can be allowed for training, course co-coordinator

Letter Format can be as follows (it may vary as per different training
institution)

Name of the Program:

Duration:

Target Clients:

Target Participative:

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 Objective:

Learning events:

Methodology:

Field event:

Nomination form is also attached with the letter. This nomination form consists of
details as follows:

Name of the Program:

Duration:

Name:

Designation:

Educational Qualification:

Experience:

Date of Birth:

Age:

Name & Address of

sponsoring organization

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 Residential address

Sign of Sponsoring Authority

2) Office note is prepared by the FGO i.e. first grade officer of administration
department which contains the details about training program and details about
the employees short listed for training.

3) This office note is forwarded to Chairman, Chairman Signs on the office note
for approval of training program to be carried.

4) After the approval Nomination form is filled up, containind details about the
candidate short listed to undergo the upcoming training program.

5) This filled Nomination form is then send to the organization conducting or

coordinating training program.

6) The training organization then sends a letter of confirmation about permitting

the short listed employees to attend the training program.

7) As per the training fee prescribed by the training organization for carrying the
training programd, company sends a Demand Draft (DD) on the mentioned
name, address, etc.

8) Employees are then relieved from actual workplace for carrying on the
training activity.

9) Finally the employees are trained.

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Training Programs:

Various Training program undergone included:

 Managing executive stress.

 Various steps explained on setting achievable goals
 Know and develop self to improve public relations and interpersonal skills.
 Effective leadership, transformational leadership
 Know and develop self to improve public relations and interpersonal skills
 Function of manager and role clarity
 Time management
 Motivation
 Manage conflicts
 Behavioral change for managerial effectiveness
 Customer relationship management in organization
 Presentation/ Communication skills for marketing company products
 Customer service-complaints and redressal
 Team building
 Strategies for managing co-operatives in global environment
 Working capital assessment and balance sheet analysis
 Program on Cash management and fake note
 Consequences of frauds
 Frauds in computerized environment

2) Employees are trained by means of following methods:

a) Orientation programs

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  Lectures
 Group discussion and experience sharing
 Seminars
 Conference
 Sessions (audio-visual aids)

b) Case exercise/ studies

c) Role play

d) Preparation and presentation of field study reports

e) Visit to small scale unit for on spot learning

f) Job instruction

3) Various training institutions where employees are trained are as follows:

 Dr. Vitthalrao Vikhe Patil Institute, Pune

 Yeshvantrao Chavan Academy of Development administration
 Momentum Training Institute for HR Professionals, Nasik

4) Training records of employee are maintained to indicate his education training

skills and experience

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 RESEARCH METHODOLOGY

Research Methodology refers to the scientific procedure of knowledge base on

empirical observation and logical reasoning. Scientific methods consist of systematic
observation and logical reasoning. Scientific methods consist of systematic
observation classifications and interpretation of data. Research methodology consists
of procedures for obtaining knowledge based on empirical observation and logical
reasoning.

Methods of Research

●Case Study

●Survey Method

●Other Method

A case study refers to pheromone through an intensive study of a case. The

survey research method is a technique of investigation by a direct observation
phenomenon or by systematic gathering of data firm population. Other methods may
include historical and experimental methods.

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Following are necessary types involved in research:

● Statement of problem

● Setting up objective

● Review of literature

● Formulation of hypothesis

● Preparation of research design

● Determining sample design

● Data collection

● Analysis and interpretation of data

● Data collection

●Analysis and interpretation

● Report writing

A] Data Collection:

A collection of data means a purposive gathering of information relevant to

the subject from the units of population. There are two types of data.

Primary data:

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 The researcher collected the primary data originally for the investigation
through survey method by conducting Interview and by observation. Primary data is
collected with the help of interview, questionnaire and observation. In this project
information was obtained from respondents by using a questionnaire and administered
through personnel interview at JoStick From HR manager, Employee, and Workers.

Secondary data:

The researcher has collected the secondary data through various sources like
publications from books, journals, magazines, newspaper, website, etc. In this project
newspaper, organizational brochures, manuals, internet are used for collecting
secondary data.

B] Contents of Research Design:

a) Sample Unit

b) Sampling Method

c) Sample size

d) Questionnaire

a) Sample Unit:

The employees in JoStick Adhesive Pvt. Ltd. Nasik constitute the universe for
sample.

b) Sampling Method:

There are different methods used for sampling like random sampling, stratified
random sampling, judgment sampling, systematic sampling, quota sampling,
convenience sampling, etc. for this project work convenience sampling method is
used.

c) Sample size:

This means number of respondents considered for collecting data. Size of

sample should not be too small which will be insufficient as well it should not be too

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large which may create complication. The size of sample decided for this project is 40
employees and their 5 Fgo’s (first grade officer)

d) Questionnaire:

A questionnaire was used to collect information from the respondents. The

questionnaire includes both open ended and close ended questions. Here the
questionnaire includes only close ended questions.

DATA ANALYSIS & INTERPRETATION

Data analysis interpreted with the help of Questionnaire answered by the participants.

Table No.1. Chart showing does employees face problem in accomplishing the
task.

Particulars No. of Percentage of

Respondents Respondents
Yes 8 20%
No 32 80%
Total 40 100%

Graphical Presentation:

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 Problem faced by workers
20%

Yes
No

80%

Interpretation:

From the above graph it is clear that 80% of the respondents have problem in
accomplishing the task while 20% do not have any problem.

Table No. 2. Chart showing which method of training did the respondents
undergo.

Particulars No of respondents Percentage

On-the Job 6 15%
Off-the Job 22 55%
Both 12 30%
Total 40 100%
Graphical Presentation:

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 Method of Training undergone

60% 55%

50%

40%
Column2
30%
30%

20% 15%

10%

0%
On the job Off the job Both

Interpretation:

From the above table it can be interpreted that 55% of employees have gone
through Off-the-job training, 15% of employees have gone through On-the-job
training while 30% of employees have undergone both.

Table No. 3. Chart showing type of training program undergone by employees.

Particulars No. Of Percentage

Respondents
Lecture Method 17 28%
Conference/Meetin 24 40%
g
Case Study 5 8%
Coaching 0 0%
Role Play 4 7%
Job Instruction 10 17%
Total 60 100%

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Graphical Presentation:

Type of Training Undergone

by employees
40%
40%
35%
28%
30%
Column2
25%
20% 17%

15%
8% 7%
10%
5% 0%
0%
Lecture Conference Case Study Coaching Role Play Job Instruction

Interpretation:

Above graph shows that 40% of employees have undergone conference/

meeting training program, 28% went through lecture training program method and
rest 17% job instruction, 8% case study, 7% role play and 0% coaching respectively.

Table No.4. Chart showing duration of Training Program undergone by

respondents.

Particulars No. of Respondents Percentage

1-3 days 27 67%
4-6 days 9 23%
More than 1 week 4 10%
Total 40 100%

Graphical Presentation:

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 Duration of training programme
undergone
67%
70%

60%

50% Series 3

40%
23%
30%

20%
4%
10%

0%
1-3 days 4-6 days More than 1 week

Interpretation:

Above graph shows that 67% of respondents have gone for 1-3 days training,
23% have attended training for 4-6 days while 4% of respondents attended training
for more than a week.

Table No.5. Chart showing development within respondents after being trained.

Particulars No of Percentage
Respondents
Yes 38 95%
No 2 5%
Total 40 100%

Graphical Presentation:

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 Development found
after training
5%

YES
NO

95%

Interpretation:

Chart above clears that 95% respondents found development in them after the
training program they went through, while the remaining respondents did not find any
development in them.

Table No.6. Chart showing how training benefited the respondents.

Particulars No of Percentage
Respondent
Personal & Professional Growth 5 12%
Increase job satisfaction & recognition 14 35%
Improvement of performance 14 35%
Helped for effective problem solving skill 7 18%
Total 40 100%

Graphical Presentation:

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 Respondents benefited from training

Problem solving skill

18%

Improve performance
35%
No. of Respondent

Increase job satisfaction

35%

Personal & Professional growth

12%

0% 5% 10% 15% 20% 25% 30% 35% 40%

Interpretation

It is seen that 35% of respondents said that training program helped them to
improve their performance and also led to increase in their job satisfaction and
recognition, 18% of respondents said it helped them for better decision making and
effective problem solving skill while 12% said that it helped them for their personal
and professional growth.

Table No.7. Chart showing if feedback on training given to employees by their

supervisor after training.

Particulars No. of Percentage

Respondent
Yes 12 30%%
No 28 70%
Total 40 100%

Graphical Presentation:

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 Feedback on training given
by supervisor
30%

Yes
No

70%

Interpretation:

Chart shows that 70% of the respondents said that they were not given the
feedback by their supervisors after the training while 30% said that they were given
feedback on the training activity carried by them.

Table No.8. Chart showing employee satisfaction regarding the training

programs.

Particulars No. of Percentage

Respondents
Highly Satisfied 9 22%
Satisfied 24 60%
Not Satisfied 7 18%
Total 40 100%

Graphical Presentation:

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 Satisfaction regarding training program undergone
60%
60%

50%

40%
Column2

30%
22%
18%
20%

10%

0%
Highly Satisfied Satisfied Not Satisfied

Interpretation:

It is clear from the above graph that 60% of employees who have undergone
training program are satisfied, 22% are highly satisfied while 18% of employees are
not satisfied who have undergone training program.

Data interpreted with the help of Questionnaire answered by the participant’s

superior (FGO’S)

Table No. 1. Chart showing if the training program carried turned to be a fruitful
endeavor to participants.

Particulars No. of Percentage

Respondents
Fully 3 66%
To some extent 2 34%
Not at all 0 0%
Total 5 100%

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Graphical Presentation:

Training programme turned to fruitful endeavour

66%
70%

60%

50%
34% Series 3
40%

30%

20%

10% 0%
0%
Fully To some extent Not at all

Interpretation:

Above graph shows that 66% of the superiors said that the training provided
turned to be fruitful endeavor to employees fully, 34% superiors said to some extent.

Table. No.2. Chart showing criteria adopted for selecting participants for
training.

Particulars Percentage
Based on Performance 18%
New Employee 9%
Unexperienced 18%
Experienced/knowledge 55%
area wise
Total 100%

Graphical Presentation:

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 Criteria adopted for selecting participants
for traning

Experienced/ knowledge areawise 55%

18% Column2
Unexperienced

New Employee 9%

Based on Performance 18%

0% 10% 20% 30% 40% 50% 60%

Interpretation:

It is seen that 55% of superiors do select participants for training on their

experience or knowledge area wise/department wise, 18% select participants on
criteria of participants unexperience or their performance while 9% select as
employee is new in the organization.

Table No.3. Chart showing how the organization benefited through the training
program undergone by employees

Particulars Participants
Improved profitability/ positive attitude towards 31%
profit orientation
Improved job knowledge 25%
Organizational development & org. climate 31%
Customer satisfaction 13%
Total 100%

Graphical Presentation:

39
 Training programme undergone
benefited organisation
13% 31%
Improved profit
Improve job Knowledge
Organisational development
Customer satisfaction
31%

25%

Interpretation:

Above graph clears that 31% of FGO’S said that training program undergone
helped organization to improve profitability/positive attitude towards profit
orientation and helped for organizational development and improve organizational
climate while 25% said it helped for improved job knowledge and 13% said it led to
customer satisfaction.

Findings and Observations

1. It is observed that training is not provided as per consideration of needs of

employee. The training sessions to be held depend on the training program
conducted by the training organizations (external).

2. It was observed that 80% of employees did not face much problem while
accomplishing their task so we can say that more number of employees were
clear about their work to be performed and their responsibility.

3. It was found that more number of respondents went through off-the-job

training method and mostly they were trained through conference/ meeting,
lecture.

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4. It is seen that most of the training program undergone by the employees was
for short duration i.e. 1-3 days so we can say that less time is sufficient for
training.

5. 95% of respondents have found development in them after being trained, it

helped them for improving their performance, job satisfaction and recognition,
adding knowledge thus we can say that training provided was effective.

6. It was found that feedback was not taken from all employees who have
undergone training many are left.

7. It was observed that 60% of respondents said that they are satisfied with the
training program as the training conducted can be easily applied to their work
while 18% respondents were not satisfied as they said the methods of training
should be simple so that it can be easily grasped.

Findings and Observations (through superior’s feedback)

1. 66% of the supervisor’s said that the training has turned out to be a fruitful
endeavor to the employees as they said that the employees are now been able
to:

 Understand the severity of the problem.

 The changes are visible after the training.
 Positive attitude towards work is improved.

2. It was seen that mostly supervisor selected participants to undergo training

program on the criteria of their experience/ knowledge area wise while only
9% said that new employee are selected for training.

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 3. It was found that the training undergone by employees benefited organization
by improved profitability and positive attitude towards profit orientation and
also helped for organizational development and improve organizational
climate and improved job knowledge.

Limitations of the Project

Any activity cannot to be so articulate and perfect that there are no limitations to it.

1. The study is confined to a limited period.

2. Due to company policy past records of training are not allowed to access so
unable to get past information.
3. Data collected from the employees can be correct & incorrect also.

There is a lack of sufficient information, as the employees cannot spare much time for
answering the queries related to this study due to their busy work schedule.

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 Suggestions

1. Training need identification for the participant can be done with the help of
interaction of both employees and their superior.

2. The management may conduct study tours for the better involvement of
employee in the training and development program.

3. Management may try to conduct training program on regular basis as it would

increase effectiveness and efficiency to work, motivate employees.

4. At the end of training program copies of important points or CD of the

program should be given so that recollection of the data would be possible for
the employees.

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5. Feedback of the employees who have undergone training must be taken
through questionnaire, by conducting various tests, practical implications of
knowledge gain.

6. Test must be conducted for checking employees knowledge related to

manufacturing sector later they may be sorted and graded as ‘A-Best’, ‘B-
Good’, ‘C-Poor’ as per their performance and the management should try to
concentrate more on ‘C’ grade employees and provide them proper training to
increase their capacities and knowledge, less concentration on ‘A’ grade
employees will help to decrease training expenses and save time.

7. The management should organize get together and social activities for creating
harmonious atmosphere in organization.

CONCLUSION

 From the observations and findings it can be concluded that most of the
employees were satisfied with the training program.

 Most of the employees were able to implement the training inputs in their day-
to-day work.

 Training proved effective as it was beneficial to both employees as well as

organization.

 Imparting get together and social activities will enable to motivate employees,
build loyalty and affection of employees towards organization.

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 BIBLIOGRAPHY

1. C.R. Kothari, Research Methodology – Methods and Training, NAI (P) Ltd.,
Publishers, New Delhi 2007.

2. L. M. Prasad, Human Resource Management (Text & Cases) - Evaluation of

training program, Sultan chand & son’s publisher, New Delhi, 2 nd Edition,
2005.

3. Gary Dessler, Human Resource Management – Evaluation of Training

Program, Prentice-Hall of India Pvt. Ltd., New Delhi, 11th Edition, 2008.

4. www.tritechcorporation.com

5. www.citehr.com

6. http://www.economywatch.com/world-industries/engineering/electrical.html
7. www.google.com

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 ANNEXURE

QUESTIONNAIRE

1. Does training is given adequate importance in your organization?

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
2. Does employees are sponsored for training program on the basis of carefully
identified needs?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

46
3. Does training provide newcomers excellent opportunities to learn
comprehensively about the organization?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
4. Does employees after completing training program are given adequate time to
reflect & plan their course of action?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
5. Does the training program is periodically evaluated & improved?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
6. Do seniors take interest & spend time with newcomers during induction
training?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
7. Does training provide job security in the organization?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
8. Does training enhance healthy competition in the organization?
47
 a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
9. Does training attract more empowerment in your job?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

10. Does training bring the feeling of high motivation in the organization?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
11. Does employees are helped to acquire required technical knowledge through
training?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
12. Are you satisfied with the training program in your company?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Unsatisfied
e) Highly satisfied
13. Does there is well designed & widely shared training policy in the company?
a) Strongly agree
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 b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
14. Does duration of training program is sufficient?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree
15. Do you think while designing program proper care is taken regarding content,
objective?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

49