PROJECT 2012

“A STUDY ON EFFECTIVENESS
OF TRAINING IN L & T
CONSTRUCTIONS”

SABU R
REG NO: 5533
MBA
 INTRODUCTION

 Training is an important factor in all firm’s business

strategy, but firms don’t assess the impact of training
programme over the employees all the time.

 Training is effective only if it produces desired outcome.

When the organization is implementing a training
programme, there should be an ideal forum on which the
evaluation scheme can be build and assessment of
effectiveness of training and development activities can
be done.
 C OMPANY P ROFILE

 Larsen & Toubro (L&T) is a technology,

engineering, construction and manufacturing
company. It is one of the largest and most
respected companies in India's private sector.

 Together, Holck-Larsen and Toubro founded the

partnership firm of L&T in 1938, which was
converted into a limited company on February 7,
1946
 Today, this has metamorphosed into one of India's
biggest success stories.

 ECC was conceived as Engineering Construction

Corporation Limited in April 1944 and was
incorporated as wholly owned subsidiary of Larsen
& Toubro Limited. L&T's founders Holck - Larsen
and Toubro laid the foundation for ECC.
B ACKGROUND OF THE P ROBLEM

 This study aims to find out the

“Effectiveness of Training” on employees of
L & T Constructions. Training is one of the
important things that should be done in every
organization.

 Training and development is a core HR

intervention that can enhance the
performance of an organization.
O BJECTIVES OF THE S TUDY

 To study the effectiveness among employees and

executives with reference to L & T Constructions.

 To understand the factors influencing and

affecting the effectiveness of training process.

 To analyse and understand whether the training

effectiveness leads to increase in the overall
performance of organization.
 RESEARCH METHODOLOGY

Research Design

Research design adopted for the survey is

descriptive in nature.

Data Collection

• Primary Data

• Secondary Data
Sampling Technique
 Simple random sampling is the sampling method
used for this study and the sample size taken is 50.

Tools for Analysis

 Percentage Analysis

 Interval Estimation
 S COPE OF THE S TUDY

 The study focuses on the effectiveness of training

programs that were conducted in the
organization.

 It helps the H R department to identify the needs

of training to the employees and also it helps the
employees to have an insight into the
importance of attending the training programs
conducted by the company.
L IMITATIONS OF THE S TUDY

 Duration of the project is only 1 month, which is

too less for collecting all data

 Due to the busy schedule of employee,

sometimes they might not be able to provide all
necessary information

 The reliability of data will sometimes suffer due

to personal bias.
 TIME PERIOD OF STUDY

 The period of study is 1 month

DATA ANALYSIS
 T RAINING WILL INCREASE THE SPECIFIC SKILLS
OF THE EMPLOYEES

Opinion of respondents No: of Respondents Percentage

Yes 48 96
No 2 4

100

90

80

70

60 Series 3
50 Series 2

40

30

20

10

0
Yes No
 T HE DURATION OF THE TRAINING
PROGRAMME IS APPROPRIATE

Opinion of respondents No: of Respondents No: of Respondents

Yes 47 94

No 3 6

100

90

80

70

60
Series 3
50
Series 2
40 Series 1
30

20

10

0
Yes No
 T RAINING IMPROVES JOB SATISFACTION

Opinion of respondents No: of Respondents Percentage

Yes 49 98
No 1 2

100
90
80
70
60
50
40
30
20
10
0
Yes No
 R ELEVANCE OF THE TRAINING PROGRAMME TO
YOUR JOB

Opinion of respondents No: of Respondents Percentage

Very relevant 2 4
Relevant 47 94
Neutral 1 2
Somewhat relevant 0 0
Irrelevant 0 0

100
90
80
70
60
Series 1
50
Series 2
40
Series 3
30
20
10
0
Very relevant Relevant Neutral Somewhat Irrelevant
relevant
 B ARRIERS FOR CONDUCTING TRAINING
PROGRAMME

Opinion of respondents No: of Respondents Percentage

Time
Money
Non-availability of skilled trainer
Lack of interest of employees
Lack of interest of employers
48 96
0 0
1 2
1 2
0 0

100
90
80
70
60
Series 1
50
Series 2
40
Series 3
30
20
10
0
Time Money Non-availability Lack of interest Lack of interest
of skilled trainers of employees of employers
 FINDINGS

 The training provide in the organization is

planned and systematic.

 The employees in the organization were

satisfied with the training techniques.

 The training had improved job satisfaction

 The training given to the employees is

relevant to their job
 Some employees did not receive adequate training

 Training sessions include more of theoretical

aspects.

 The training given to the employees had increased

their specific skills.
•The number of participants in the training programme

is more.

•The interaction between the participants as well as

their personal involvement is not up to the level.

•The training is done on the basis of specific need

analysis.
 S UGGESTIONS

 Active participation from the trainees should be

encouraged.

 Feedback should be taken from the trainees after

the training.

 Focus of training should be on priority

development needs and to produce strong
motivation to bring change in employees.
 The method of training should be very cautiously
selected by the organization depending upon the
organizations' resources

 The work given to the employees should be made

challenging and relevant to the job.

 The number of participants in the training at a

time must be reduced.
C ONCLUSION