INTRODUCTION

An effective training program can reduce the number of injuries, property

damage, legal liability, illnesses, workers' compensation claims, and missed time
from work. A safety training program can also help a trainer keep the required
safety training courses organized.

TRAINING & DEVELOPMENT

Training is the process of providing employees with specific skills or helping

them to correct deficiencies in their performances. Development is an effort to
provide employees with the abilities the organization needed in the future.

TRAINING

Training is a key element in ensuring excellence in service delivery. Scope

believes in imparting both hard and soft skills to its employees.

Conventional 'training' is required to cover essential work-related skills,

techniques and knowledge, and much of this section deals with taking a positive
progressive approach to this sort of traditional 'training'

Importantly however, the most effective way to develop people is quite

different to conventional skills training, which let's face it most employees regard
as a pain in the neck. They'll do it of course, but they won't enjoy it much because
it's about work, not about themselves as people. The most effective way to develop
people is instead to enable learning and personal development, with all that this
implies.
 So, as soon as you've covered the basic work-related skills training that is much
described in this section - focus on enabling learning and development for people
as individuals - which extends the range of development way outside traditional
work skills and knowledge, and creates far more exciting, liberating, motivational
opportunities - for people and for employers.

Organizations are facing great pressure to change these days - to facilitate and
encourage whole-person development and fulfillment - beyond traditional training.
 Training process ideas and outline process

2. Create 5. Design
1. Assess and 3. Consider 4. Plan
training or materials,
agree training learning styles training and
development methods and
needs and personality evaluation
specification deliver training

Conduct Having People's Consider

some sort of identified what learning styles evaluation Consider modern

training needs you want to train greatly affect training innovative

analysis. and develop in what type of effectiveness, methods - see the

people, you must training they which includes Businessballs

This commonly break down the will find easiest before-and-after Space for lots of

happens in the training or and most measurements. providers and

appraisal process. learning effective. Look ideas.

requirement into also at The Kirkpatrick

Involve the manageable personality model especially Presentation is an

people in elements. types. helps you to important aspect to

identifying and Remember you structure training delivery.

agreeing relevant Attach standards are dealing with design.

aligned training. or measures or people, not See also running

parameters to objects. People Consider meetings and

Consider each element. have feelings as Bloom's theory workshops.

organizational well as skills and too, so that you

values and The 360 degree knowledge. can understand Good writing

aspects of process and what sort of techniques help

integrity and template and the The Erikson development with the design of

ethics, and simple training model is you are actually materials.

spirituality, love planner (also in wonderful for addressing.

and compassion pdf format) are understanding So do the

at work as well as useful tools. more about this. Consider team principles of

skills. activities and advertising - it's all

Revisit the 'skill- So is the Johari exercises. about meaningful

Look also at your sets' and training Window model. communication.

recruitment needs analysis See the self-

processes - there tools - they can Consider the study program There is a useful

is no point help organize team and the design tips training providers

training people if and training group. Adair's below - the selection template

they are not the elements theory helps. So internet offers on the sales

right people to assessment on a does the more training page,

begin with. large scale. Tuckman model. opportunities which can be

than ever. adapted for all

Why people sorts of providers

leave also helps and services.

identify
development

needs.

INDUSTRIAL PROFILE

INTRODUCTION OF THE PAPER INDUSTRY:

The new millennium is going to be the millennium of the knowledge. So

demand for paper would go on increasing in times to come. In view of paper
industry's strategic role for the society and also for the overall industrial growth it
is necessary that the paper industry performs well

Government has completely has cancelled the license of the paper industry with
effect from17th July, 1997. The entrepreneurs are now required to file an Industrial
Entrepreneur Memorandum with the Secretariat for Industrial Assistance for
setting up a new paper mill or substantial expansion of the existing mill in
permissible locations.

The Paper industry is a priority sector for foreign collaboration and foreign
equity participation up to 100% receives automatic approval by Reserve Bank of
India. Several fiscal incentives have also been provided to the paper industry,
particularly to those mills which are based on non-conventional raw material.

CAPACITY, PRODUCTION, RAW MATERIAL AND IMPORT

There are, at present, about 515 units engaged in the manufacture of

paper and paperboards and newsprint in India. The country is almost self-sufficient
in manufacture of most varieties of paper and paperboards. Import, however, is
confined only to certain specialty papers. To meet part of its raw material needs the
industry has to rely on imported wood pulp and waste paper. Production of paper &
paperboard during the year 2002-03(up to December, 2002) is 24.52 lakhs tones.
At present about 60.8 per cent of the total production is based on non-wood raw
material and 39.2 per cent based on wood.

Performance of the industry has been constrained due to high cost of production caused by
inadequate availability and high cost of raw materials, power cost and concentration of mills in
one particular area.

Several policy measures have been initiated in recent years to remove the bottlenecks of

availability of raw materials and infrastructure development. To bridge the gap of short supply of

raw materials, duty on pulp and waste paper and wood logs/chips have been reduced. The

capacity utilization of the industry is low at 60%. About 194 paper mills, particularly small mills,

are sick and /or lying closed. Several policy measures have been initiated in recent years.
 Imports of paper and paper products was growing over the years. However, it has increased

during 2001-02 after a fall in 2000-01. About 1,40,000 tonnes of paper was exported in 2000-01

mainly to the neighbouring countries.

India's per capita consumption of paper is around 4.00 kg, which is one of the lowest in the

world. With the expected increase in literacy rate and growth of the economy, an increase in the

per capita consumption of paper is expected

Outlook

The demand for upstream market of paper products, like, tissue paper, tea bags, filter paper,

light weight online coated paper, medical grade coated paper, etc., is growing up. These

developments are expected to give fillip to the industry.

Indian paper industry needs the following for being globally more competitive.Sustained

availability of good quality of raw materials (forest based) and bulk import of waste paper to

supplement the availability of raw materials.

 Adequate modernization of the manufacturing assests.

 Improvement of the infrastructure.

 Quality improvements and reduction in cost of production

 Import policy conducive for import of material, equipment, instruments, raw

materials & technologies which are bearing of the quality and environment.

Based on the recommendations made in the Report and in consultant with the industry

Associations, action plans are being finalized in consultation with other Ministries/Departments
concerned. The Main Action Points proposed are as under:

Infrastructure

Improvements of key ports, roads and railways and communication facilities which will

help the entire industrial sector including pulp & paper.

Raw Material

(i) For Wood Based industry

Revision of forest policy so that plantation can be raised by industry/Cooperatives of

farmers/State Government. Degraded forest land to be made available to the industry for raising

plantations.

(ii) For Waste Paper based Industry

Import of waste paper at minimum import duty. Introduction of ecolabeling system where

in products made from recycled fibre are rated higher than the products made form virgin fibre.

Introduction of modern and effective collection and grading system.

(iii) For Agro Based Industry

Funds to be made available for technology upgradation for handling & processing of agro

residue fibre, in small & medium scale industries.

Government Policies

Accelerated depreciation to partially mitigate high capital intensity. Allow duty free

imports of new & second hand machinery/equipment for Technology Up gradation

Energy Policy

Better availability & quality of coal. More uniform Energy Policy by States

1.3 COMPANY PROFILE

The company is located in Madathukulam. The company was inaugurated on 1960. The

commencement of production at the time of starting period on 1968. The number of shareholders

was 38 during the starting period but now they have to 250 shareholders. The company is

working with blue and white color jobs while at the starting stage it had only 100 employees.

The company’s product is all types of printing and writing papers.

The company is producing various types of printing and writing papers. The products are

sold to the dealers. The company gives the dealers contracts. During the starting period of the

company there were only 10 dealers. But now there are 150 dealers.
 The investment for business i.e. The capital of the company during the starting period

was only Rs. 7lakhs. But now the capital of has increase to Rs. 400lakhs.

The company has 12 departments. They are pulp section, machine hall, powerhouse,

machine shop, laboratory boiler house, and finishing go down, security, transport, cooperative

stores, and canteen. Each department has their different types of functions.

Shifts have been arranged for the blue color jobs. There are 3 shifts i.e. from 8-4, 4-12,

and12-8. all workers are permanent. Bonus depends upon the percentage of the salary. Free

books are issued for the children’s of workers.

Training for the skilled employees are given with the fixed amount of salary. Insurance

and other care are given to the employees by the ESC (Employment State Cooperation).

The company has there unions i.e. NLO (National Labour Organization), PUMS

( Palanivada Lab our Association) and INTUC (International Tamilnadu Union community). No

strike from the stating period the company is attaining maturity stage.

The turnover of the company in the present condition is Rs.120 crores per year. This

profit of the company during its stating period as 10lakhs. Where as the present condition of the

company is earning 47lakhs where as the present condition of the company is earning 55lakhs

profit. The dealers are given the credit period for 30 days from the date of bill if they go along

the due date then certain amount of interest should be paid to the company by the dealers.

The transportation cost of the company incurred 10% of the material cost.
2.1 OBJECTIVES OF THE STUDY

1. To study the existing training methods and technologies used in the organization.

2. To know the employee satisfaction regarding existing training methods.

3. To find out the future expectations related to training programmes at SRI

VENKATEESA PAPER MILLS PVT LTD.

4. To offer suggestions to company as to know best training programmes can became

effective in the future
2.2 SCOPE OF THE STUDY

1. The study helps to the organization to know more about the training needs of
employees and this leads to improve the production.

2. Present study to help the management to know the training needs of the employee.

3. This study helps to know the satisfaction of employees at each section of the
organization .Also know existing training methods and technologies applied in the
organization.
 2.3 LIMITATIONS OF THE STUDY

The following are the certain limitations of the study:

1. Employees are not ready to waste their time for interview.

2. The respondents responses to the questions might be .based due to the fear towards
Management.
3. Due to the time limit of the project the sample size has been limited to 120.
 RESEARCH METHODOLOGY

Research methodology is the way to systematically solve the research

problem. It may be understands as a science of studying how the research is done scientifically.

The term research refers to the systematic consisting of formulating this problem,
formulating a hypothesis, collecting the facts and the data, anglicizing their facts and reaching
certain conclusion in the form of solutions towards the concerned problem . In methodology
the researches discuss the objectives selection of area , sample design , data tabulation and
analysis basis used to analysis the data.

NEED FOR BASIC PURPOSE OF TRAINING

 To increase productivity.

 To improve the quality.

  To help a company fulfill its future personal needs.

 To improve the organization climate.

 To improve the health and safety.

 Personal growth.

VARIOUS TRAINING METHODS:

 On the job training

 Off the job training

 Class room training

 Computer based training

AREA OF STUDY:

The area of study is Training & Development. It helps to find the effectiveness of training
methods.

RESEARCH DESIGN:

The research design adopted in this study is DESCRIPTIVE RESEARCH DESIGN.

Descriptive research includes survey and fact finding enquiries of different kinds. The
researcher used this research design to find out the respondents and attitude inside the
organization, by the research the researcher can only give suggestions but implementing these
suggestions depends up on the interest of the company.
RESEARCH INSTRUMENT USED:

A Structured design questionnaire is used for surveying the costumers and only the
closed end questions.

SAMPLING DESIGN:

It is the process of obtaining information about an entire population by examining only

a part of it. The item selected from the population is known as a sample.

The sampling that adopted in this study is CONVENENCE sampling.

SAMPLING UNIT:

Employee in the venkateesa paper mills private ltd is considered as the population for the
study. The researcher used Convenience sampling method.

SAMPLE SIZE:

A sample of 120 people was taken for the survey. The required data collected through
questionnaire.

DATA COLLECTION METHOD:

The information required for our project was collect mainly from the primary sources
and even from secondary sources. The primary source consists of the data analyzed from
questionnaire and interaction with the user at that time only. And internet is used as secondary
source.

Here in this project the methods used by me for collecting information regarding the
plans are –
  Primary Method
 Secondary Method

PRIMARY METHOD:
It is the direct respondents to customers of collecting information. Primary data are
generated in an investigation according to the needs of the problem in hand. Here I collected
the information from distributing questionnaire to the people.

SECONDARY METHOD:
This is the method, which is collected through some other external sources. Secondary
data can be defined as the data collected by some one else for purposes other than solving the
problem. In this method I have collected the information from Internet

TOOLS USED FOR DATA COLLECTION METHOD:

After an extensive study of the environment a questionnaire

containing a set of questions was prepared. There were open end questions and
multiple choice questions.

All factors that would affect the response were keenly looked in to technical
term. Vague expressions of different interaction etc were avoided so as to make the
respondents motivated to answer.

STATISTICAL TOOL:

The researcher has used

 Simple Percentage
 Bar chart. .

ANALYSIS AND INTERPRETATION

TABLE: 1

AGE DETAILS OF THE RESPONDENTS

NO. OF
PARTICULARS PERCENTAGE (%)
RESPONDENTS

Between 18 -25 years 34 28.33

 Between 26 -35 years 41 34.16

Between 36 -45 years 29 24.16

46 and above 16 13.33

Total 120 100

INFERENCE:

It is found from the table that 28.33% of the respondents are between 18 to 25 years of age,
34.16% of the respondents are between 26 to 35 years of age, 24.16% of the respondents are
between 36 to 45 years of age, 13.33% of the respondents are coming under the age of 46 &
above.

Chart: 1

Age Details Of The Respondents

 AGE DETAILS OF THE RESPONDANCE

34.16
35 28.33
24.16
30
25
13.33
20
PERCENTAGE
15
10
5
0
Between 18 - Between 26 - Between 36 - 46 and above
25 years 35 years 45 years
AGE
 Table: 2

Gender Details

Particulars No. of. respondents Percentage (%)

Male 90 75

Female 30 25

Total 120 100

INFERENCE:

It is found from the table that 75% of the respondents are Male and the remaining 25% of
respondents are Female.
 Chart: 2

Gender Details

GENDER DETAILS

75

80
70
60
50 25
PERSENTAGE 40
30
20
10
0
Male Female
GENDER
 Table: 3

Qualification Details

Particulars No. of. Respondents Percentage (%)

HSC level 72 60

UG holders 36 30

PG holders 05 4.16

Others 07 5.83

Total 120 100

INFERENCE:

It is found from that table that, Out of 120 respondents 60% of the respondents are HSC
level, 30% of the respondents are UG holders, 4.16% of the respondents are PG holders and
remaining 5.83% of the respondents are coming under other category.
 Chart: 3

Qualification Details Of The Respondents

QUALIFICATION DETAILS
60

60

50
30
40

PERCENTAGE 30

20 4.16 5.83
10

0
HSC level UG holders PG holders Others
QUALIFICATION
 Table: 4

Designation of the employee

Particulars No. of .Respondents Percentage (%)

Clerical workers 29 24.16

Labors 75 62.5

Managers 4 3.33

Supervisors 12 10

Total 120 100

INFERENCE:

It is found from the table that 24.16% of the respondents are Clerical workers, 62.5% of
the respondents are labors, 3.33% of the respondents are managers, and remaining 10% of the
respondents are supervisors.
 Chart: 4

Designation of the employee

DESIGNATION OF THE EMPLOYEE

62.5
70
60
50
40 24.16
PERCENTAGE
30
3.33 10
20
10
0
Clerical Labors Managers Supervisors
workers
DESIGNATION
 Table: 5

Salary Level Of The Respondents

Salary per month No. of. Respondents Percentage (%)

Less than 5000 46 38.33

5000 – 10000 45 37.5

10001 – 15000 25 20.83

15001 & above 4 3.33

Total 120 100

INFERENCE:

It is found from the table that 45% of the respondents are earning Rs.5000 to 10000, 25%
of the respondents are earning Rs.10001 to 15000, 46% of the respondents are earning below
Rs.5000 and remaining 4% of the respondents are earning Rs.15001 & above.
 Chart: 5

Salary Level of the Respondents

SALARY LEVEL OF THE RESPONDENCE

38.33 37.5
40
35
30 20.83
25
PERCENTAGE 20
15
3.33
10
5
0
Less than 5000 – 10000 10001 – 15001 &
5000 15000 above
SALARY
 Table: 6

Type of the Employee

Particulars No. of. Respondents Percentage (%)

Contract 31 25.83

Temporary 47 39.16

Permanent 42 35

Total 120 100

INFERENCE:

It is found from that table, 25.83 % respondents are contract basis employees. 39.16 %

respondents are temporary employees and remaining 35% respondents are comes under

permanent employees.
 Chart: 6

Type of the Employee

TYPE OF THE EMPLOYEE

39.16
35
40
35 25.83
30
25
PERCENTAGE 20
15
10
5
0
Contract Temporary Permanent
EMPLOYEE TYPE
 TABLE: 7

TOTAL EXPERENCE IN THE ORGANISATION

NO. OF
PARTICULARS PERCENTAGE (%)
RESPONDENTS

BELOW 5 YEARS 43 35.83

5 – 10 YEARS 55 45.83

10 – 15 YEARS 15 12.5

ABOVE 15 YEARS 7 5.83

Total 120 100

INFERENCE:

It is found from the table that 28.33% of the respondents are between 18 to 25 years of age,
34.16% of the respondents are between 26 to 35 years of age, 24.16% of the respondents are
between 36 to 45 years of age, 13.33% of the respondents are coming under the age of 46 &
above.

CHART: 7
 TOTAL EXPERENCE IN THE ORGANISATION

TOTAL EXPERIENCE IN THIS ORGANISATION

45.83
50
45 35.83
40
35
30
PERCENTAGE 25
12.5
20
15 5.83
10
5
0
BELOW 5 5 – 10 YEARS10 – 15 YEARS ABOVE 15
YEARS YEARS
EXPERENCE
 Table: 8

Facilities of the employee

 Particulars No. of. Respondents Percentage (%)

High satisfaction 16 13.33

Satisfaction 100 83.33

No idea 04 3.33

Total 120 100

INFERENCE:

It is found from the table that 13.33% of the respondents are high satisfied with their
facilities, 83.33% of the respondents are satisfied with their facilities and remaining 3.33% of the
respondents have no idea.
 Chart: 8

Facilities of the employee

FACILITIES OF THE EMPLOYEE

83.33
90
80
70
60
50
PERCENTAGE
40
30 13.33
20 3.33
10
0
High satisfaction Satisfaction No idea
FACILITIES
 Table: 9

The convenient working hours

Particulars No. of .Respondents Percentage (%)

Yes 112 93.33

No 08 6.66

Total 120 100

INFERENCE:

It is found from the table that 93.33% of the respondents are having convenient working
hours and remaining 6.66% of the respondents are not satisfied with their working hours.
 Chart: 9

The convenient working hours

CONVENIENT WORKING HOURS

93.33

100

80

60
PERCENTAGE
40 6.66

20

0
Yes No
CONVENIENT WORKING HOURS
 Table: 10

Training department

Particulars No. of. Respondents Percentage (%)

Yes 0 0

No 120 100

Total 120 100

INFERENCE:

The above table shows that 100% of the respondents are don’t have separate training
department.
 Chart: 10

Training department

TRAINING DEPARTMENT

100

100

80

60
PERCENTAGE
40
0
20

0
Yes No
TRAINING DEPARTMENT
 Table: 11

The training programs

Particulars No. of. Respondents Percentage (%)

High satisfaction 16 13.33

Satisfaction 90 75

Dissatisfaction 0 0

No idea 14 11.66

Total 120 100

INFERENCE:

It is found from the above table that, 14% of the respondents are No idea about the
training programs provided by the organization, 75% of the respondents are satisfied and
remaining 16% of the respondents are highly satisfied training programs provided by the
organization.
 Chart: 11

The training programs

THE TRAINING PROGRAMES

75
80
70
60
50
PERCENTAGE 40
30 13.33 11.66
20 0
10
0
High SatisfactionDissatisfaction No idea
satisfaction
TRAINING PROGRAMES
 Table: 12

The organization provides training when new technologies or equipment is

implemented

Particulars No. of. Respondents Percentage (%)

Yes 120 100

No 0 0

Total 120 100

INFERENCE:

The above table shows that 100% of the respondents are satisfied by the
trainings when the new technologies or equipment is implemented.
 Chart: 12

The organization provides training when new technologies or equipment is

implemented

PROVIDES TRAINING WHEN NEW TECHNOLGIES

OR EQUIPMENTIS IMPLEMENTED

100

100
80
60
PERCENTAGE
40 0
20
0
Yes No
NEW TECHNOLOGIES OR EQUIPMENT
IS IMPLIMENTED
 Table: 13

Type of training method adopted by the organization

Particulars No. of. Respondents Percentage (%)

On the job training 86 71.66

Off the job training 02 1.66

Class room training 11 9.16

Computer based training 21 17.5

Total 120 100

INFERENCE:

It is found from the table that 71.66% of the respondents are taking on the job training
methods, 9.16% of the respondents are taking class room training methods , 17.5% of the
respondents are taking Computer based training methods and other 1.66 % of the respondents are
taking off the job training methods
 Chart: 13

Type of training method adopted by the organization

TYPES OF TRAINING METHODS

71.66
80
70
60
50
PERCENTAGE 40
30 9.16 17.5
1.66
20
10
0
On the job Off the job Class room Computer
training training training based
training
TRAINING METHODS
 Table: 14

The effectiveness of training program conducted hear so far

Particulars No. of. Respondents Percentage (%)

High satisfaction 20 16.66

Satisfaction 74 61.66

Dissatisfaction 12 10

No idea 14 11.66

Total 120 100

INFERENCE:

It is found from the above table that, 11.66% of the respondents are No idea about the
effectiveness of training programs provided by the organization so far , 61.66% of the
respondents are satisfied,10% of the respondents are dissatisfied and remaining 16.66% of the
respondents are highly satisfied training programs provided by the organization.
 Chart: 14

The effectiveness of training program conducted hear so far

EFFECTIVENESS OF TRAINING PROGRAMES

70 61.66

60
50
40
PERCENTAGE
30 16.66
10 11.66
20
10
0
High SatisfactionDissatisfaction No idea
satisfaction
EFFECTIVENESS
 Table: 15

The training leads for an individual promotion

Particulars No. of. Respondents Percentage (%)

Yes 101 F

No 19 15.83

Total 120 100

INFERENCE:

It is found from the table that 84.16% of the respondents are training leads for an
individual promotion and remaining 15.83% of the respondents are not satisfied.
 Chart: 15

The training leads for an individual promotion

TRAINING LEADS FOR AN INDIVIDUAL PROMOTION

84.16
100

80

60
PERCENTAGE 15.83
40

20

0
Yes No
PROMOTION
 Table: 16

The training program helps you to learn more knowledge, skills and attitudes

Particulars No. of. Respondents Percentage (%)

Yes 90 75

No 7 5.83

No idea 23 19.16

Total 120 100

INFERENCE:

It is found from the table that 75% of the respondents are the training program
helps to learn more knowledge, skills and attitudes 5.83% of the respondents are not satisfied
and remaining 19.16 have no idea.
 Chart: 16

The training program helps you to learn more knowledge, skills and attitudes

TRAINING PROGRAMME HELPS TO LEARN MORE

KNOWLEDGE SKILLS AND ATTITUDE

75
80
70
60
50
PERCENTAGE 40 19.16
30 5.83
20
10
0
Yes No No idea
KNOWLEDGE SKILLS AND ATTITUDE
 Table: 17

Who are all involved while provide training

Particulars No. of. Respondents Percentage (%)

Company trainers 100 83.33

Company line managers 15 12.5

External trainers 05 4.16

Total 120 100

INFERENCE:

It is found from the table that 83.33% of the respondents are trained by the
Company trainers, 12.5% of the respondents are trained by the Company line managers and
remaining 4.16% of the respondents are trained by the External trainers .
 Chart: 17

Who are all involved while provide training

TRAINING PROVIDED BY THE TRAINERS

83.33
90
80
70
60
50
PERCENTAGE
40 12.5
30 4.16
20
10
0
Company trainers Company line External trainers
managers
TRAINERS
 Table: 18

Satisfaction of promotion

Particulars No. of. Respondents Percentage (%)

High satisfaction 39 32.5

Satisfaction 20 16.66

Dissatisfaction 02 1.66

No idea 59 49.16

Total 120 100

INFERENCE:

It is found from the table that 32.5% of the respondents are High Satisfied by their
promotion , 16.66% of the respondents are Satisfied by their promotion , 49.16 % of the
respondents are No idea and remaining 1.66 % of the respondents are Dissatisfied about their
satisfaction of their promotions.
 Chart: 18

Satisfaction of promotion

SATISFACTION OF PROMOTION

32.5
35
30
25 16.66
20
PERCENTAGE
15
1.66
10
5
0
High satisfaction Satisfaction Dissatisfaction
PROMOTION LEVELS
 Table: 19

Satisfaction with your increment and bonus facilities

Particulars No. of. Respondents Percentage (%)

High satisfaction 41 34.16

Satisfaction 44 36.66

Dissatisfaction 02 1.66

No idea 33 27.5

Total 120 100

INFERENCE:

It is found from the table that 34.16% of the respondents are High Satisfied , 36.66% of

the respondents are Satisfied , 27.5 % of the respondents are No idea and remaining 1.66 % of

the respondents are Dissatisfied about their increment and bonus facilities
 Chart: 19

Satisfaction with your increment and bonus facilities

SATISFACTION AT INCREMENT AND BONUS FACILITIES

36.66
34.16
40
35 27.5
30
25
PERCENTAGE 20
15
10 1.66
5
0
High Satisfaction Dissatisfaction No idea
satisfaction
INCREMENT AND BONUS
 Table: 20

Satisfaction with your carrier development

Particulars No. of. Respondents Percentage (%)

High satisfaction 33 27.5

Satisfaction 45 37.5

Dissatisfaction 02 1.66

No idea 40 33.33

Total 120 100

INFERENCE:

It is found from the table that 27.5% of the respondents are High Satisfied , 37.5% of

the respondents are Satisfied , 33.33 % of the respondents are No idea and remaining 1.66 % of

the respondents are Dissatisfied about their with carrier development facilities.
 Chart: 20

Satisfaction with your carrier development

SATISFACTION WITH YOUR CARRIER DEVELOPMENT

37.5
40 33.33
35 27.5
30
25
PERCENTAGE 20
15
10 1.66
5
0
High Satisfaction Dissatisfaction No idea
satisfaction
CARRIER DEVELOPMENT
 Table: 21

Satisfaction with your performance and carrier appraisal system

Particulars No. of. Respondents Percentage (%)

High satisfaction 25 20.83

Satisfaction 53 44.16

Dissatisfaction 03 2.5

No idea 39 32.5

Total 120 100

INFERENCE:

It is found from the table that 20.83% of the respondents are High Satisfied , 44.16%

of the respondents are Satisfied , 32.5 % of the respondents are No idea and remaining 2.5% of

the respondents are Dissatisfied about with their performance and carrier appraisal system

carrier facilities.
 Chart: 21

Satisfaction with your performance and carrier appraisal system

SATISFACTION WITH YOUR PERFORMANCE AND CARRIER

APPRISAL SYSTEM

44.16
50
32.5
40
30 20.83
PERCENTAGE
20
2.5
10
0
High Satisfaction Dissatisfaction No idea
satisfaction
PERFORMANCE AND CARRIER APPRISAL

Table: 22
 Feedbacks are handled properly

Particulars No. of. Respondents Percentage (%)

Yes 112 93.33

No 08 6.66

Total 120 100

INFERENCE:

It is found from the table that 93.33% of the respondents are satisfied that the
feedback are handled properly and remaining 6.66% of the respondents are not satisfied.
 Chart: 22

Feedbacks are handled properly

FEEDBACKS ARE HANDELED PROPERLY

93.33

100

80

60
PERCENTAGE
40 6.66

20

0
Yes No
FEEDBACKS
 Chart: 23

The problems are solved by the management immediately

Particulars No. of. Respondents Percentage (%)

Yes 95 79.16

No 15 12.5

No idea 10 8.33

Total 120 100

INFERENCE:

It is found from the table that 79.16% of the respondents are the problems are solved

by the management immediately, 12.5 % of the respondents are not satisfied and remaining

8.33% have no idea.

 Chart: 23

The problems are solved by the management immediately

PROBLEMS ARE SOLVED BY THE MANAGEMENT IMMEDITLY

79.16

80
70
60
50
PERCENTAGE 40
30 12.5
8.33
20
10
0
Yes No No idea
PROBLEMS SOLVED BY THE MANAGEMENT
 5.1 FINDINGS

• 34.16% of the respondents are in the age group of 26-35 years.

• 75% of the respondents are male.

• 60% of the respondents are higher secondary level.

• 62.5% of the respondents are labors

• 38.33% of the respondents are coming under the income level of belowRs.5000.

• 47% of the respondents are temporary employees.

• 43.33% of the respondents are below 5 years of experience.

• 83.33% of the respondents are satisfied by the basic facilities.

• 93.33% of the respondents have convenient working hours.

• 100% of the respondents don’t have training department.

• 75% of the respondents are satisfied by the training programs provided by the
organization.

• 100% of the respondents are satisfied by the training programs when the new

technologies or equipment is implemented.

• .71.66% of the respondents are trained under on the job training methods.

• 61.66% of the respondents are satisfied training programs conducted hear so far the
organization.

• 84.16% of the respondents are saying that the training leads for an individual
promotion.
• 75% of the respondents are saying that the training program helps to learn more
knowledge, skills and attitudes.

• 83.33% of the respondents are involved under the Company trainers.

• 32.5% of the respondents are high satisfied with promotion facilities.

• 36.66% of the respondents are satisfied with increment and bonus facilities.

• 37.5% of the respondents are satisfied with carrier development.

• 44.16% of the respondents are satisfied with the performance and carrier appraisal
systems.

• 93.33 of the respondents are saying the feedbacks are handled properly.

• 79.16% of the respondents are saying the problems are solved by the management

immediately.
 5.2 SUGGESTIONS

 For better understanding and adaptability of the training imported, the company
should give more attention towards training programs.

 The employees can be classified in to skilled workers and unskilled workers

accordingly the training programme can be designed and implemented.

 Through the company aggress that the training plays a vital role in the organization
development so the company should give more importance to the trainings.

 External trainers can give more trainings rather than other trainers, because of their
closeness with the employees.

 Through the on the job and class room training methods the company can get more
benefits in the organization.

 The main purpose of the training is to make the employees to understand training in
its own way, so the method of the training can be easy and adaptable.
 BIBLIOGRAPHY

HUMMAN RESOURCE MANAGEMENT by L.M.PRASAD published by Sultan

Chand and Sons, NEW DELHI.

DESIGNING AND MANAGING HUMMAN RESOURCE SYSTEMS by UDAI

PAREEK , T.V.RAO published by Vijay primlani for oxford & IBH publishing co.pvt.ltd.,
NEW DELHI.

Website

www.yahoo .com

www.google .com

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