RIT AUTONOMOUS INSTITUTE 2014-2015

A
PROJECT REPORT

ON

“A study of Training and development in small scale industries”

With special reference to,
“J P INDUSTIRES PALUS”

SUBMITTED TO,
“Rajarambapu Institute of Technology, Sakhrale.”
In partial fulfillment of the requirement for the award of the degree of,
“MASTER OF BUSINESS ADMINISTRATION”
SUBMITTED BY,
MS. KUMBHAR UTKARSHA PURUSHOTTAM (M.B.A. II)
UNDER THE GUIDANCE OF,
Dr. Mrs. HEMLATA GAIKWAD.

THROUGH
Through The Director,
“RAJARAMBAPU INSTITUTE OF TECHNOLOGY, SAKHARALE.”
2014-2015

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CERTIFICATE

This is to certify that the project report entitled

In
“A study of Training and Development in small scale industries”
With Special Reference To,

“J P INDUSTRIES PALUS”

Submitted by,
MISS.KUMBHAR UTKARSHA PURUSHOTTAM
In the partial fulfillment of Post Graduation Degree of
MASTER OF BUSINESS ADMINISTRATION
Under Guidance of
Dr. Mrs. HEMLATA GAIKWAD
Submitted to,
RAJARAMBAPU INSTITUTE OF TECHNOLOGY, SAKHARALE
Through
The director Management studies,
RAJARAMBAPU INSTITUTE OF TECHNOLOGY,
MANAGEMENT STUDIES, RAJARAMNAGAR – SAKHARALE

Date: Director,

Place: Sakharale

H.O.D.

Department of Mgt. Studies Rajarambapu Institute of

Technology, Sakharale,

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CERTIFICATE

This is to certify that the project report entitled

In
“A study of Training and Development in small scale industries”
With Special Reference To,

“J P INDUSTRIES PALUS”

Submitted by,
MISS.KUMBHAR UTKARSHA PURUSHOTTAM.
In the partial fulfillment of Post Graduation Degree of
MASTER OF BUSINESS ADMINISTRATION
Under Guidance of
Dr. Mrs. HEMLATA GAIKWAD..
Submitted to,
RAJARAMBAPU INSTITUTE OF TECHNOLOGY, SAKHARALE
Through
The director Management studies,
RAJARAMBAPU INSTITUTE OF TECHNOLOGY,
MANAGEMENT STUDIES, RAJARAMNAGAR – SAKHARALE

Date: Signature of Guide

Place: Sakharale. Prof. Hemlata Gaikwad (Project Guide.)

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Company Certificate attached

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DECLARATION

To,
The Director,
Rajarambapu Institute of Technology,
Sakharale.

I, the undersigned Miss. Kumbhar utkarsha purushottam (M.B.A. II), hereby declare
that the project report entitled “A study of Training and development” with

special reference to, “J P INDUSTIRES PALUS.”, is a genuine and bonfied work

prepared by me under the guidance of Dr. Mrs. Hemlata Gaikwad. The empirical findings in
the report are based on data collected by myself. The matter presented in this report is not
copied from any source.

I understand that any such copy is liable to be punished in way the University
Authorities deem to be feet.

DATE: MISS: KUMBHAR UTKARSHA PURUSHOTT

Place: Sakharale (Research Student)

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Acknowledgement

It is always a great learning opportunity to work for big and great organization like J P
INDUSTRIES. And I am extremely thankful to J P INDUSTRIES for providing me with such a
unique opportunity to work with them. The support and guidance for the system and from
specific individual has helped me immensely in the successful completion of project.
It is the same regard that I extend my gratitude and profusely thank Mr. S. M. MOHITE
my team leader as well as external project guide and employee of business Standard who has
been of enduring support to me in completion of this project.
I take the opportunity to express my sincere thanks to Honorable HOD of Management
Department of RIT College, Prof. Dr. N.M.BOHRA whose valuable guidance, moral support,
critical appraisal and tremendous motivation ensured completion of the title.
I am glad to express special thanks to my Faculty Guide Dr. Mrs. Hemlata Gaikwad
madam for helping in every step sincerely.
It also implies me to express my greatest gratitude to, Honorable Principal of RIT
college, Rajaramnagar who has given me the opportunity to do this Project in Business Standard.
Further, my sincere thanks to all faculties and each one who have helped me directly & indirectly
for the completion of this project. As the entire process was worth learning, it gives me massive
pleasure in submitting this report.

Date: Miss- Kumbhar utkarsha purushottam

Place: Sakhrale (Roll No.1340063)

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Index

Sr. no Particulars Page No.

1. Introduction of the study 9-13
1.1 Introduction
1.2 Objectives of the study
1.3 Significance of the study
1.4 Scope of the study
1.5 Limitations of the study
1.6 Research Methodology

2. Company Profile 14-28

2.1Introduction of the industry
2.2 Information about the industry
2.3Information about the employees
2.4Information about the department
2.5 Information of the raw material
2.6Information about the industrial product
2.7Information about the department machines name
2.8Manufacturing process of machinery
2.9Quality objectives of industry
2.10Welfare facility to work
3. Theoretical Background 29-37
3.1Introduction of training & development
3.2Training & development definition
3.3Objective of training & development
3.4Training methods
3.5Process of training and development
3.6Importance of training and development
3.7Need assessment & its benefits

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3.8Training evaluation & training implementation.

4. Data Analysis and Interpretation 38-50

5. Finding 51
6. Suggestion 52
7. Conclusion 53-54
Questionnaire 55-58
Bibliography 59

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CHAPTER NO 1
INTRODUCTION OF THE STUDY

1.1 Introduction of the Study.

1.2 Objectives of the Study.
1.3 Importance of the Study.
1.4 Scope of the study.
1.5 Limitation of the Study.
1.6 Research Methodology.

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CHAPTER NO 1

INTRODUCTION TO THE STUDY

1.1 Introduction-

Training and Development is the framework for helping employees to develop their
personal and organizational skills, knowledge, and abilities. Training is the process of increasing
the knowledge & the skill for doing a particular job. It is an organized procedure by which
people learn knowledge & skill for a definite purpose. The J P INDUSTRIES provides soft skill
development training to their employees. To evaluate the training program, questionnaire is the
most popular method.
Training programs main objective is to improve the productivity of the company’s employees
which in turn will improve the company’s profitability. Through training, the employees’ skill
levels are upgraded which will make the employees more productive. Training is also set up to
help employees get used with new roles and responsibilities usually after promotion.
When an employee gets promoted from one level to next level, the skills required to do his/her
job changes and training are essential in equipping the employee with the new skills.
Training initiatives and program become a priority for human resources. As business markets
change due to an increase in technology initiatives, companies need to spend more time and
money on training employees. In today's business climate employee development is critical to
corporate success and organizations are investing more in their employees training and
development needs.

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1.2 Objectives of the study

1) To study the importance of training and development.
2) To study the roles of training and development program.
3) To study the process and functions of training.
4) To explore the methodology and types of training provided to the employees in an
organization.
5) To study the purpose, process, principle, functions of the post training evaluation.

1.3 IMPORTANCE OF THE STUDY

It helps to develop human intellect and an overall personality of the employees.
1) Productivity:
Training & development helps in increasing the productivity of the employees that helps the
organization further its long-term goal.
2) Organizational culture:
Training and development helps to develop and improve the organizational health culture and
effectiveness. It helps in creating the learning culture within the organization.
3) Organizational climate:
Training and development helps building the positive perception and feeling about the
organization. The employees get these feelings from leaders, subordinates, and peers.
4) Quality:
Training and development helps in improving upon the quality of work and work-life.
5) Health and safety:
Training and development helps in improving the health and safety of the organization thus
preventing obsolescence.
6) Image:
Training and development helps in improving the moral of the work force.

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1.4 Scope of the study

The study is limited to corporate HR, J P INDUSTRIES, PALUS. So the study is
subject to the limitation of area.
 The study is conducted to level of knowledge & skills given to the employees in the
organization.
 This will help to management know the satisfaction level of employees and they can
take measures to increase productivity.
 This study may help the management student to prepare their own report.

1.5 LIMITATIONS OF THE STUDY

1) The study is limited to the corporate HR, J P INDUSTRIES PALUS. So the study is subject to
the limitation of area.
2) The time period of the study was only six weeks which may provide a deceptive picture in
comparison of the study based on long run.
3) Sampling size was only 20, because only these people had attended soft skill development
training.
4) Corporate HR, J P INDUSTRIES PALUS only provides soft skill training, not skill based
(product/process) training. So how can one evaluate the skill based training is skill unresolved.
5) The study is based only on primary & secondary data so lack of keen observation and
interactions were also the limiting factors in the proper conclusion of the study.

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1.6 RESEARCH METHODOLOGY

1) Primary data
Primary research consists of a collection of original primary data collected by the researcher. It
can be accomplished through various methods, including questionnaires, interviews.

2) Secondary data
Secondary data is data collected by someone other than the user. Common sources of secondary
data for social Secondary data, is data collected by someone other than the user. Common
sources of secondary data for social science include censuses, organizational records and data
collected through qualitative methodologies or qualitative research.

Sample size-20
Sampling method- convenience method
Tools of data analysis- descriptive statistic, chi square test

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CHAPTER NO. 2
PROFILE OF THE ORGANISATION

2.1 Introduction to organization.

2.2 Information about industries.
2.3 Information about the employees.
2.4 Information about the industries department.
2.5 Information about the main raw material.
2.6 Information about the industries product.
2.7 Information of the industries machinery.
2.8 Manufacturing process of machinery.
2.9 Quality objectives.
2.10 Welfare facility to work.

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CHAPTER NO 2

2.1 INTRODUCTION TO THE ORGANISATION

The J P INDUSTRIES, PALUS was started on 29th nov 1992 was established by Mr. P. N.
Pujari & Mr. S. P. Joshi partnership firm. After the words, as the business grown they expanded
their core & mould shop. The researcher was selecting this J.P.Industries, PALUS. It is the
partner firm industries. In these industries total employees are 23. The owners of these industries
are Mr. P. N. Pujari and Mr. S. P. Joshi.This industries manufacturing of all types of heavy cores
& moulds. Two working shifts of these industries are 1st& 2nd shifts that are 8am to 5pm & 5pm
to 1am.

SR.NO TITAL INFORMATION

1 NAME & ADDRESS OF THE J.P.INDUSTRIES, PALUS.
INDUSTRIES GAT NO.1560,PALUS COLONY,
KIRLOSKARWADI ROAD,PALUS
TALUKA: PALUS, DISTRICT:
SANGLI.
PIN CODE: 416 310
2 DATE OF ESTABLISHMENT 29TH NOVEMBER 1992
3 STATUS OF INDUSTRIES MANUFACTURING OF ALL
TYPES OF HEAVY CORES &
MOULDS
4 CONTACT MODE 023446, 222204
5 CHIEF OF THE INDUSTRIES 1) P.N.PUJARI
2) S.P.JOSHI
6 MANAGER OF THE INDUSTRIES MR.S.M.MOHITE
7 MAIN CUSTOMERS 1) KIRLOSKAR BROTHERS
LTD. (KIRLOSKARWADI)
2) THE KOLHAPUR STEEL
PVT.LTD. (KOLHAPUR)

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2.3INFORMATION ABOUT THE EMPLOYEES

SR.NO. NAME DESIGNATION EXPERIENCE

1 S.P.JOSHI OWNERS 20
2 P.N.PUJARI OWNERS 20
3 S.M.MOHITE MANAGER 10
4 D.K.PATIL MANAGER 15
5 M.M.MAIHSKAR ACCOUNTANT 10
6 S.N.TAMBOLI HR 08
7 A.V.TAMBOLI WATCHMAN 02
8 R.B.HAWAL MAINTANCE 05
9 M.J.JADHAV PAINTER 04
10 V.S.DESAI PAINTER 04
11 M.V.BHISE COREMAKER 18
12 D.D.BHISE COREMAKER 15
13 S.M.BHISE COREMAKER 17
14 H.R.KALE COREMAKER 10
15 S.S.NIKAM COREMAKER 10
16 V.S.PATIL COREMAKER 08
17 S.D.KADAM COREMAKER 06
18 R.J.MALI COREMAKER 08
19 M.V.JAGDALE MOLDMAKER 10
20 S.V.JAGDALE MOLDMAKER 09
21 B.S.JADHAV MOLDMAKER 15
22 S.B.MAHIDAL MOLDMAKER 04
23 V.M.BANNE CORE & BOWL 04
MAKER
24 A.D.SAGAR CORE & BOWL 05
MAKER
25 S.S.GAIKWAD CORE & BOWL 05
MAKER

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2.4INFORMATION ABOUT THE INDUSTROES DEPARTMENTS

SR.NO. NAME

1 HR DEPARTMENT

2 ACCOUNT DEPRTMENT

3 PRODUCTION DPATRMENT
1) C0RE SHOPE DEPARTMENT
2) MOLDING DEPARTMENT
4 MAINTANANCE DEPARTMENT

5 FABRICATION DEPARTMENT

6 STORE DEPARTMENT

7 TESTING LABORATORY

 DEPARTMENTS

DEPARTMENTES

HR Production ACCOUNT Store MAINTANANCE

Department Department Department Department DEPARTMENT
epartment

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2.5INFORMATION ABOUT THE MAIN RAW MATERIAL

SR.NO. NAME

1 SAND
1) BLACK SAND
2) WHITE SAND
3) CROMIDE SAND
2 OIL
1) HARDNER
2) BAINDER
3 POLISH PAPER

4 PAINTS
1) BLACK
2) WHITE
5 BRUSH

6 CORE & MOLD MAKING MACHINES

7 TESTING MACHINES

8 GRAFIED PAWDER

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2.6 INFORMTION ABOUT THE INDUSRTIES PRODUCTS

DEPARTMENT WISE:-
1) CORE SHOPE DEPARTMENT
2) MOULDING DEPARTMENT

1) CORE SHOPE DEPARTMENT:-

SR.NO. NAME

1 BHR 508 BOWL

2 BHR 35 BOWL

3 BHR 26 BOWL

4 BHR 50 BALRING HOLDER

5 BHM 130 BOWL

6 150/48 BOTTOM

7 BOTTOM 4

8 NK55/30 BODY

9 MF 55/60 BODY

10 60/65 BODY

11 600 SV BODY

12 800 SV BODY

13 GT 12 BOWL

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14 GR 12 BOWL

15 GT 16

16 GT 14

17 GT 20

18 900 BFV

19 CASING COVER

20 240PH3 RINGS

21 2100 SONEPLATE

22 1000 NRV ITEM

2) MOULDING DEPARTMENT:-

SR.NO. NAME
1 BHR 35 BOWL
2 BHR 35
3 RKB 15
4 MF 30/35 BODY
5 MF 35/35 BODY
6 KINCH OUTLATE
7 CASING COVER
8 MF 25/25 BODY
9 RING CASING COVER

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2.7 INFORMATION ABOUT THE DEPARTMENTS MACHINES NAME

DEPARTMENTS:-

1) TESTING LABORATORY
2) STORE DEPARTMENT
3) FABRICATION DEPARTMENT

1) TESTING LABORATORY:-

SR.NO. NAME
1 ELECTROPARABIMILITY MITER
2 UNIVERSAL STRENGHT MACHINE
3 CORE GAS DETERMINATOR
4 SEAVE SHAKER
5 CLYE WASHER
6 B4 CUP
7 COARE GAS DETERMINATOR
8 CALIBRATION

2) STORE DEPARTMENT:-

SR.NO NAME

1 CUTTING WHEEL

2 STICK HARD
3 WELDING ROD

4 RISER

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3) FABRICATION DEPARTMENT:-

SR.NO. NAME
1 CUTTING MACHINE
2 WELDING MACHINE
3 DRILLING MACHINE
4 OMEGA MIXER MACHINE

Company product:

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2.8 MANUFACTURING PROCESS FOR MACHINERY

Enquiry from customer

Send question as per component

Purchase order

Material written for per component

Bending or per drawing (if requirement)

Welding finished

Machining of components

Dimensional Inspection

Dispatch

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2.9Quality objectives of industry

Following objective will be carried on continual basis-

1. To meet customer demand by supplying them the foundry product as per their
requirements and delivery in their schedule.
2. To make a suitable work environment for quality and reliability of product by ensuring
suitable shop flow layout & ensuring the safety.
3. To train the employee for better quality of product.

2.10Welfare facility to work:

In manufacturing industries the workers are provide two types of the welfare facilities.

 Statutory facilities:
The statutory facilities like canteen facility leave facility...etc

 Non- statutory facility:

Non- statutory also available for workers bonus, incentives, and free coupon of canteen
medical & insurance, and ambulance facility.

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CHAPTER NO.3

THEORETICAL BACKGROUND

3.1 Introduction of training and development.

3.2 Training and development defined.
3.3 Objectives of training and development.
3.4 Training methods.
3.5 Process of training and development.
3.6 Importance of training and development program.
3.7 Need assessment and its benefits.
3.8 Training evaluation & training implementation

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CHAPTER NO 3

TRAINING AND DEVELOPMENT:-

3.1 Introduction:-

Training and development is a sub system of an organization. It ensures that randomness is

reduced and learning or behavioral change takes place in structured format. It is a learning
process that involves the acquisition of knowledge, sharpening of skill, concepts, rules, or
changing of attitudes and behaviors to enhance the performance of employees.
Training can be introduced simply as a process of assisting a person for enhancing his efficiency
and effectiveness to a particular work area by getting more knowledge and practices. Also
training is important to establish specific skills, abilities and knowledge to an employee. For an
organization, training and development are important as well as organizational growth, because
the organizational growth and profit are also dependent on the training. But the training is not a
core of organizational development. It is a function of the organizational development.
In the field of Human Resources Management, Training and Development is the field concern
with organizational activities which are aimed to bettering individual and group performances in
organizational settings. It has been known by many names in the field HRM, such as employee
development, human resources development, learning and development etc. Training is really
developing employees’ capacities through learning and practicing.

3.2 Meaning and Definition:-

It is concerned with the structure and delivery of acquisition of knowledge to improve the
efficiency and effectiveness of organization. It is concerned with improve the existing skills of
individual i.e. upgrading the employees skills and extending their knowledge. Therefore, training
is a key to optimizing utilization human intellectual technology and entrepreneurial skills.

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3.3Objectives of Training and development:-

The principle objective of training and development division is to make sure the availability of a
skilled and willing workforce to an organization. In addition to that, there are four other
objectives: Individual, organizational, functional, and societal.
Individual objectives – Help employees in achieving their personal goal, which in turn,
enhances the individual contribution to an organization.
Organizational objective – Assist the organizational with its primary objective by bringing
individual effectiveness.
Functional objective – Maintain the department’s contribution at a level suitable to the
organizations needs.
Societal objectives – Ensure that an organization is ethically and socially responsible to the
needs and challenges of the society.

3.4 TRAINING METHODS

Training methods

On- the- job Off the job training

training

 Role playing
 Job rotation  Lecture method
 Coaching  Conference or
 Job instruction discussion
 Committee assignment  Audio visual methods or
 Internship E- Training

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On- the- job training:

This type of training also known as job instruction training. In this method the individual
is placed on a regular job & through the skill necessary to perform that job.

a) Job rotation: This type of training involves the movement of trainee from one job to another.
The trainee receives job knowledge & gains experience. from his supervisor or trainer in each of
the different job assignments.

b) Coaching: The trainee is placed under a particular supervisor who functions as coach in
training the individual.

c) Job instruction: Under this method trainer explains the trainee the way of doing the jobs, job
knowledge & skills allows him to do the job.

d) Committee assignments: Under the committee assignments the group of trainees are given &
asked to solve an actual organization problem. The trainees solve the problem jointly it develop
team work.

e) Internship: Internship is one of the on the job training method. Individuals entering industry
in skilled trade like electrician & laboratory technician are provided with through instructions
theoretical & practical aspects.

Off- the -job training:

Under this method of training, trainee is separated from the job situation % his attention
is focused upon learning the material related to his future job performance.

a) Role playing: It is a defined as a method of human interaction that involves realistic behavior
in emergency situation. This method of training individual action, doing & practice. The
participants play the role of certain character, such as the production manager, mechanical
engineer, Forman workers & the like.

b) Lecture method: The lecture is a traditional & direct method of instructions. To be effective
lecture must be motivate & create interest among the trainees. An advantage of lecture method is
that it is a direct & can be used for a large group of trainees.

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c) Conference or discussion: It is a method in training the professional & supervisory personal.

The participants feel true to speak to speak in small group.

d) Audio- visual method: Audio- visual method are used to technical skill CDs & DVDs
provides trainees in interactive capability.

3.5 Training and development process:

 Need analysis
 Instructional design
 Validation
 Implementation
 Evaluation

Need assessment
 Organizational support
 Organizational analysis
 Task & KSA analysis
 Person analysis

Instructional objectives Development of criteria Training validity

Transfer validity
Selecting and
design of
instructional
programs Interorganizational
Validity

Training
Interorganizational
validity

Use of evaluation
models

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3.6 Importance of training and development program

1. Help in addressing employee weaknesses:

Most workers have certain weaknesses in their workplace, which hinder them from giving the
best services. Training assists in eliminating these weaknesses, by strengthening workers skills.
A well organized development program helps employees gain similar skills and knowledge, thus
bringing them all to a higher uniform level. This simply means that the whole workforce is
reliable, so the company or organization doesn’t have to rely only on specific employees.

2. Improvement in workers performance

A properly trained employee becomes more informed about procedures for various tasks. The
worker confidence is also boosted by training and development. This confidence comes from the
fact that the employee is fully aware of his/her roles and responsibilities. It helps the worker
carry out the duties in better way and even find new ideas to incorporate in the daily execution of
duty.

3. Consistency in duty performance

A well organized training and development program gives the workers constant knowledge and
experience. Consistency is very vital when it comes to an organization’s or company’s
procedures and policies. This mostly includes administrative procedures and ethics during
execution of duty.

4. Ensuring worker satisfaction

Training and development makes the employee also feel satisfied with the role they play in the
company or organization. This is driven by the great ability they gain to execute their duties.
They feel they belong to the company or the organization that they work for and the only way to
reward it is giving the best services they can.

5. Increased productivity
Through training and development the employee acquires all the knowledge and skills needed in

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their day to day tasks. Workers can perform at a faster rate and with efficiency thus increasing
overall productivity of the company. They also gain new tactics of overcoming challenges when
they face them.

6. Improved quality of services and products

Employees gain standard methods to use in their tasks. They are also able to maintain uniformity
in the output they give. This results with a company that gives satisfying services or goods.

7. Reduced cost
Training and development results with optimal utilization of resources in a company or
organization. There is no wastage of resources, which may cause extra expenses. Accidents are
also reduced during working. All the machines and resources are used economically, reducing
expenditure.

3.7 NEED ASSESMENT & BENEFITS:

A needs assessment is a systematic process for determining and addressing needs, or "gaps"
between current conditions and desired conditions or "wants". The discrepancy between the
current condition and wanted condition must be measured to appropriately identify the need.

BENEFITS OF NEED ASSESMENT:-

Training programs are designed to achieve specific goals that meet felt needs. There are many
benefits of need assessment:
1. Trainers may be informed about the broader need of the trainees.
2. Trainers are able to pitch their course inputs closer to the specific needs of the trainees.
3. Assessment makes training department more accountable and more clearly linked to other
human resource activities, which make the training programs easier to sell to line
managers.

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3.8 Training evaluation & training implementation

Training implementation:
To put training program effect according to definite plan or procedure is called training
implementation. Training implementation is the hardest part of the system because one wrong
step can lead to the failure of whole training program. Even the best training program will fail
due to one wrong action. Training implementation can segregated into:

 Practical administrative arrangements

 carrying out of the training

Once the staff, course, content, equipments topics are ready the training is implemented.
Completing training design does not mean that the work is done because implementation phase
requires continual, adjusting, redesigning, and refining. Preparation is the most important factor
to taste the success. Therefore following are the factors that kept in mind while implementing
training program.
 The trainer
 physical setup
 establishing rapport with participants
 Reviewing the agenda

Training evaluation:
The process of a examine the training program is called the training evaluation. Training
evaluation check whether training has had the desired effect. Training evaluation ensure that
whether candidates are whether to implement their learning in their respective workplace, or to
the regular workplace routine.

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Feedback

Control Research
Purpose of training
evaluation

Power
Intervention

Purpose of training evaluation:

 Feedback: It helps in giving feedback to the candidates by defining the objectives and
linking it to learning outcomes.
 Research: It helps in ascertaining the relationship between acquired knowledge, transfer
of the knowledge at the workplace & training.
 Control: It helps in controlling the training program because if the training is not
effective, then it can be dealt with according.
 Power games: At times the top management (higher authority employee) uses the
evaluation data to manipulate it for their own benefits.
 Intervention: It helps in determining that whether the actual outcomes are aligned with
the expected outcomes.

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CHAPTER NO 4
DATA ANALYSIS
&
INTERPRETATION

This chapter deals in tabular presentation results and their analysis for the purpose of easy
reading the section has been divided into two parts.
* Tabular form of Response
* Inference
* Remarks on each question

Table no 4.1: Respondent’s opinion whether Training is considered as a part of

organization strategy
particular No of employee Percentage
Strongly agree 8 40%
Agree 10 50%
Disagree 1 5%
somewhat 1 5%
Total 20 100%

5%
5%

Strongly agree
40%
Agree
Disagree
somewhat
50%

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Graph no 4.1: Respondent’s opinion whether Training is considered as a part of

organization strategy

Interpretation: The above table shows that 50% employees agree to training as a part of firm’s
strategy. 40% of employees are strongly agreed with this strategy. Some employees are not agree
to training as a part of organization strategy.

Table no 4.2: Opinion about the skills developed during training.

Particular No of employees Percentage

Learning 3 15%
Enhancement of knowledge, 4 20%
skill & attitude
Sharing information 5 25%
All of the above 8 40%
Total 20 100%

Learning
15%

Enhancement of
40% knowledge, skill &
attitude
20%
Sharing information

All of the above

25%

Graph no 4.2: Opinion about the skills developed during training.

Interpretation: The above table shows that 40% employees have developed all skills, 20%

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have enhancement of knowledge, skills & attitude, 15% have improved learning skills. While
25% improvement in sharing information.
Table no 4.3: Opinion about training is must for enhancing productivity & performance
particulars No of employees percentage
Completely agree 17 85%
Partially Agree 3 15%
Disagree 0 0%
unsure 0 0%
Total 20 100%

0% 0%

15%

Completely agree
Partially agree
Disagree
Unsure

85%

Graph no 4.3: Opinion about training is must for enhancing productivity & performance

Interpretation: The above table shows that 85% employees are agree that the training program
is necessary for enhancing productivity & performance while 15% partially agree to it. The
above result shows that mostly all the employees of corporate HR are aware of the role and
importance of the training. It means somewhere their productivity and performance has been
improved after the training program attended by them and it helped to achieve their goal. After
attending training program the performance of employees and productivity of working has been
improved.

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Table no 4.4: Respondent’s opinion about modules used during soft skill development
training

particulars No of employees percentage

Personality and positive 3 15%
attitude
Business communication 2 10%
Team building and leadership 3 15%
Stress management and work 2 10%
life balance
Business etiquettes and 5 25%
corporate grooming
All of the above 5 25%
If any, other specify 0 0%
Total 20 100%

0% Personality and positive

attitude
15%
Business communication
25%

10% Team building and

leadership
Stress management and
15% work life balance
25% Business etiquettes and
10% corporate grooming
All of the above

Graph no 4.4: Respondent’s opinion about modules used during soft skill development
training

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Interpretation: The above table shows that 25% of the employees feel that all of the modules
should be used during soft skill development training 25% feel that business etiquettes and
corporate grooming. 15% employees are feel that the personality & positive attitude. 10% feel
that the business communication. 15% feel that the team building & leadership & 10% feel that
the stress management & work life balance.

Table no 4.5: Feedback of the attended training program

Particular No of employees Percentage

Satisfied 16 80%
unsatisfied 4 20%
Total 20 100%

20%

No of employees
Percentage
80%

Graph no 4.5: Feedback of the attended training program

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Interpretation: The above table shows that 80% employees are satisfied by the training program
while 20% are not satisfied.Majority of the employees are better performance in an organization.
They increase their interpersonal skill.

Table no 4.6: Feedback about methods of training program

particular No of employees percentage

Questionnaire 10 50%
Interview 2 10%
Supplement test 3 15%
observation 5 25%
Total 20 100%

25%
Questionnaire
Interview
50%
Supplement test

15% observation

10%

Graph no 4.6: Feedback about methods of training feedback

Interpretation: The above table shows that industry use different feedback methods evaluate for
training. 50% of the employees says questionnaire should be used, 10% of employees says
interview should be used, 15% of employees says supplement test should be used & 25% of
employees says observation method should be used.

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Table no 4.7: Opinion about whether feedback should be taken to evaluate training
effectiveness.
particular No of employees Percentage
Agree 15 75%
disagree 5 25%
Total 20 100%

25%

No of respondent
Percentage
75%

Graph no 4.7: Opinion about whether feedback should be taken to evaluate training
effectiveness.

Interpretation: The above table shows that 75% of employees agree that training effectiveness
should be evaluated & 25% of employees disagree to the same.

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Table no 4.8: Opinion whether post training helps whether the participant

particular No of employees Percentage

Improve job performance 5 25%
An aid to future planning 3 15%
Motive to do better 4 20%
All of the above 8 40%
Total 20 100%

25%

40% Improve job performance

An aid to future planning
Motive to do better
All of the above
15%

20%

Graph no 4.8: Opinion whether post training helps the participant

Interpretation: The above table shows that 40% of employees feel the post training will help
develop will the skills, 20% of employees feel that it will help in the motive to do better, 15% of
the employees fell that post training as an aid to future planning while 25% of employees feel it
improve job performance.

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Table no 4.9: Opinion about the general complaints during training session
Particular No of employees Percentage
Time wastages 14 70%
Gap between the session 4 20%
Training session are 1 5%
unplanned
Session boring 1 5%
Total 20 100%

5%
5% Time wastages

20% Gap between the session

Training session are

unplanned
70% Session boring

Graph no 4.9: Opinion about the general complaints during training session

Interpretation: The above table shows that 70% of employees have a complaint about wastage
of time during training. 20 % employees have a complaint of too many gaps between the
sessions.5% of employees are said training sessions are unplanned & boring.

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Table no 4.10: Opinion about the ambience workplace of training

particular No of employees Percentage

Excellent 13 65%
Good 5 25%
Bad 1 5%
Average 1 5%
Total 20 100%

5%
5%

Excellent
25% Good
Bad

65% Average

Graph no 4.10: Opinion about the ambience workplace of training

Interpretation: The above table shows that 65% of employees respondent are workplace of
training organised is excellent. 25% of employees are says workplace is good & 5% of
employees says the work place of training is organized as a bad while 5% of employees says
average. Majority of employees are unsatisfied to physically organize training workplace of an
organization.

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Table no 4.11: Opinion about the implementing training process

Particular No of employees Percentage

Less than 1 month 5 25%
1-2 month 12 60%
2-4 month 3 15%
More than 4 month 0 0%
Total 20 100%

0%

15%
25%
Less than 1 month
1-2 month
2-4 month
More than 4 month
60%

Graph no4.11: Opinion about the implementing training process

Interpretation: The above table shows that 25% employee respondent is took less than 1
month.60% of employee’s respondent it took 1-2 month.15% of employees respondent it took 2-
4 month. Majority employees are less respondent to less than one month for implement the
training.

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Table no 4.12: Opinion whether post training evaluation procedure reviewed and revised
periodically

particular No of employee percentage

Yes 16 80%
No 2 10%
Can't say 2 10%
Total 20 100%

10%

10%
Yes
No
Can't say

80%

Graph no4.12: Opinion whether post training evaluation procedure reviewed and revised
periodically.

Interpretation: The above table shows that 80% respondent feel that post training evaluation
procedure should be reviewed & revised periodically. Still 10% feel that the post training
evaluation procedure should not be reviewed and revised periodically. It has to be a continuous
process and be taken regularly by the line manager / Reporting manager of the participants. It
could also be taken by peer group.

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Table no 4.13: Barriers to training and development in organization

Particulars No of respondent employees percentage

Time 7 35%
Lack of interest 8 40%
Money 3 15%
Non availability of skilled 2 10%
trainer
Total 20 100%

10%
Time

15% 35%
Lack of interest

Money

Non availability of skilled

trainer
40%

Graph no.4.13: Barriers to training and development in organization

Interpretation: The above table shows that 35% of employees consider time as a barrier in their
training. 40% of employees feel lack of interest as barrier. 15% of employees consider money as
barrier while the 10% of employees considered non availability of skilled trainer as a barrier. It
has to be a continuous process and be taken regularly by the line manager / Reporting manager
of the participants. It could also be taken by peer group.

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CHAPTER NO 5

FINDINGS

1) 50% of employees are agree to training as a part of firm’s strategy. 40% of employees are
strongly agreed with this strategy.
2) 40% employees are very good respondent all these skill. & 60% respondent is poor for these
skills.
3) 85% employees are agree to the training program that mostly all the employees of corporate
HR are aware of the role and importance of the training.
4) 25% employees are give response of training modules.In this training module less respondent
to business communication & stress management and work life balance.
5) 80% of employees are satisfy for training program they better performance in organization.
6) In training program industry use different feedback methods. This feedback method in
questionnaire to 50% respondent of employees.
7) 75% of employees are agree to training effectiveness feedback evaluate& 25% of employees
are disagree to training effectiveness feedback evaluate.
8) 40% of employees for improve job performance, an aid to future planning, better motivation.
9) In the above result 70% of employees have a complaint of timing wastage during training.
20 % employees have a complaint of too many gaps between the sessions.5% of employees are
said training sessions are unplanned & boring.
10) 65% of employees respondent are workplace of training organised is excellent.25% & 10%
of employees are said workplace is good bad & average.
11) 25% employee respondent is took less than 1 month.60% of employees’ respondent it took 1-
2 month.15% of employees respondent it took 2-4 month.
12) 80% respondent feel that post training evaluation procedure should be reviewed & revised
periodically. Still 10% feel that the post training evaluation procedure should not be reviewed
and revised periodically
13) 35% of employees consider time as a barrier in their training. 40% of employees are lack of
interest as barrier. 15% of employees considered money as a training.10% of employees
considered non availability of skilled trainer as a barrier.

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CHAPTER NO. 6

SUGGESTIONS

1) Training need information should give to the employees.

2) Organization should pay more attention for training the employees.
3) After training employees are enhance productivity & performance so always provide
knowledge based training.
4) Different soft skills modules should be use in training. (Business communication skill,
management work life in an organization).
5) Those employees are unsatisfied the training performance in an organization for those
employees again attend different training program.
6) Provide different courses to encourage employee confidence for follow other training
feedback methods.
7) Feedback evaluate is almost use for effective training.
8) Company has provide training for improve future planning of employees performance.
9) The duration of training program should be less and details should be precise and accurate.
10) In there should be effective utilization of this training workplace for employees.
11) The duration of training programmed should be less & details should be precise and
accurate.
12) The training should be continuous i.e. it should be reviewed & revised periodically.
13) Experience persons through provide skill based training to employees.

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CHAPTRET NO. 7

CONCLUSION

1) Training needs information useful for self development and organization.

2) After attending training program increase employees skill& knowledge and enhancement the
interpersonal skill. They share information with others. They better performance in training
program.
3) Mostly all the employees of corporate HR are aware of the role and importance of the training.
It means somewhere their productivity and performance has been improved after the training
program attended by them and it helped to achieve their goal.
4) The module skill training are development in employee’s growth of an individual &
organizational performance.
5) Training program is helping to employees for better motivation and increase their skill and
knowledge.
6) After using feedback methods to understand employees weakness in training program.
7) Organization can conduct different strategy in training program for employees effective
training.
8) Future planning is helps for employees& organization to achieve certain goals.
9) There are less expenses on conducting training programme & employees are showing interest
in training programme.
10) In an organization most of the employees wants to the workplace to be redesigned where the
training session are been conducted.
11) After attending training program most of the workers find their attitude better towards the
job.
12) The post training evaluation procedure is a proper linkage among organizational and
individual training needs. Employees are maintain standard improve performance.
13) After given skill based training to employees. They are improve skills for itself & also
organization.

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General conclusion:
Professional competence describes the state- of - the- art, Area- knowledge, expertise
and skill relevant for performing excellently within a specific functional department. This
competence, insures that the technical knowledge is both present and used within a firm for the
welfare of it stake holders. To develop this competence regular and development is required.

Therefore the training initiatives and programs have become a priority for human resources. As
business market change due to an increase an technology initiatives, companies need to spend
more time and money on training employees. In today's business climate employee development
is critical to corporate success and organizations are investing more in their employees training
and development needs.

Training evaluation is the important part of training process. It provides a feedback and help the
sponsors and the resource person for improvement at the level of individual performance and in
the strategy formulation for training and development.

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Questionnaire

Personal information

Name:

Address:

Age:

Gender:
Male:
Female:

Designation:

Educational qualification:

Experience:
a) 0-10 year b) 10-20 year
c) 20-30 year d) 30- above year.

Q1. Your organization considers the training as a part of organizational strategy. Do you agree
with this statement?

a) Strongly agree

b) Agree

c) Disagree

d) Somewhat agree

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Q2. Which skills are using for understand the training?

a) Learning

b) Enhancement of knowledge
& skill

c) Sharing information

d) All of the above

Q3. Training is a must for enhancing productivity & performance. Do you agree?

a) Completely agree

b) Partially agree

c) Disagree

d) Unsure

Q4. Which modules of using soft skill development training?

a) Personality & positive attitude

b) Business communication

c) Team building & leadership

d) Stress management & work life balance

e) Business etiquettes & corporate grooming

f) All of the above

g) If any other, please specify

Q5. How the employees feedback of attending training program in an organization?

a) Satisfy

b) Unsatisfied

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Q6. Which methods of using for training program?

a) Questionnaire

b) Interview

c) Supplement test

d) Any other

Q7. Do you think that the feedback can evaluate the training effectiveness?

a) Agree

b) Disagree

Q8. How the post training can helps the participants?

a) Improve job performance

b) An aid to future planning

c) Motivate to do better

d) All of the above

Q9. What are the general complaints about training session?

a) Time wastage

b) Many gap between the sessions

c) Training session is unplanned

d) Boring & not useful

Q10. How well the workplace of the training is physically organized?

a) Excellent

b) Good

c) Bad

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d) Average

Q11. How long does it take to implement the trained process?

a) Less than one month

b) 1-2 month

c) 2-4 month

d) More than 4 month

Q12. Should the post training procedure reviewed and revised periodically?

a) Yes

b) No

c) Can't say

Q13. What are the barriers to training and development in your firm?

a) Time

b) Lack of interest

c) Money

d) Non availability of skilled trainer

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BIBLOGRAPHY
Reference books & websites:

1) Human Resource Management

Author: Lawrence s. Kleiman

2) Essentials of Human Recourse of Management

Industrial relation
Author: P. Subbarao.
Edition: Third edition.
3) Human recourse and personal management
Author: K. Ashwathapa.

4) Internet or website of the organization

www.jpindustries@yahoo.com
www.google.com
www.wekipidia.com

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