CHAPTER 3

3.1 INDUSTRY PROFILE 3.2 COMPANY PROFILE 3.3 DEPARTMENT PROFILE 3.4 SERVICE PROFILE

3.1 INDUSTRY PROFILE

Medicines are a very ancient science and the drugs have been used in days of antiquity as far as history can take us. The Indian Indigenous drugs have great importance and have formed as an integral part of treatment, which can be traced to the remote past. It is in the Ayurveda in fact is the very foundation stone of the ancient medical science of India. Aurveda- the science of life was first born in the minds of old Rishis of Bharatha, who were having the minds, purified and clear with the presence and a dedicated mentality to search God. Sitting in the company if nature and thinking of what they can do to overcome the daily problems- obviously health problems that were arising to human being and other lower creatures ; making them unable to attain what they called moksha; might be the motive force that compelled them to think of what we now knows as Ayurveda!. Their company with the nature itself was the reason for picking up the remedies from the nature and thus Ayurveda depend upon the nature for everything. Ayurveda believes in keeping up this equilibrium internally and externally for good health. The word Ayurveda is derived from the words Ayur which means Life or age and veda which means proof of knowledge of life or age. Life is an amalgamation of body, sense, structure and soul and Ayurveda is a branch of science which makes this path of life easy and understandable. Ayurveda which is branch of Atharvavedahas got its identity. Ayurveda has transcended the geographical boundaries, and foreigners, especially westerns have realized its divinity and effectiveness.

Features of Ayurveda
1. Greatly related to nature: Ayurvedic medicines are prepared out of natural substance such as herbs, medicinal plants etc. Ayurveda is very close to nature. treatment is also based on the seasons. 2. No side effect: Ayurveda medicines do not create any side effects or adverse reaction to body. Ayurvedic medicine gives full cure to the disease, removing the root cause of the ailment. 3. Both prevention and cure of disease: Ayurvedic medicines can be used for both prevention and cure or disease are such, that they rejuvenate the human body. Ayurveda emphasizes or prevention of diseases than curing of diseases.

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4. Principal of Ayurveda is accepted everywhere Ayurveda recommends a life that enables us to maintain mental and physical fitness. The principal of prevention is better than cure is accepted everywhere. This is the main principal of ayurveda we should not use any type of substance that would create an importance in our body. Ayurveda recommends various diets and precautionary measures that should be followed during various seasons so as to maintain good health of the body and to prevent disease.

Evolution of Ayurveda
Ayurveda as a science developed in Kerala, during the age of Sanskrit. There has been difference of opinion regarding the emergence of Ayurveda in Kerala. It was in 5th or 6th or 7th century A.D that Sanskrit began influence on the cultural Kerala. Even before the Ayurvedic Grandhas would have propogated,kerala had a medical science of her own. Later the Ayurvedic norms and the Sanskrit literature were mixed together to make the Ayurveda of present time. Sahasrayogam was the medical book that was used in ancient.

Branches of Ayurveda
Ayurveda is mainly classified into eight branches which specialize different fields of medicine. Kaya Chikitsa [Internal medicine] Shala Tantra[Surgery] Shalakya Tantra [Otorbinolaryagology] Kamarbhatya [pediatrics] Rasayana [Rejuvenating Therapy] Vajikarana [Aphroelisac Therapy] Agada Thantra [Toxiology] Bhut Vidya [Psychiatry]

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OBJECTIVES OF THE ORGANISATION

a) The SNA Oushadahasala providing traditional Panchakarma training, therapist training etc. b) It helps to set up panchakarma centers anywhere in the world by way of guidance and help procure staff, technicala equipment if needed. c) To conduct Research in Ayurveda, Unani sidha and other branches of medicines and develop patented medical preparation and manufactures and market them. d) To establish, purchase or take possession of factories manufacturing Ayurvedic and allopathic medicine. e) To act as manufactures, exporters, importers, agents, dealers for Ayurvedic herbs, vegetables, raw drug and oil.

3.2 COMPANY PROFILE

SNA Oushadasala commenced its journey way back in 1920.it was established by the great Ayuverda Physician Thrissur Thaikkat Unnimoss.in the beginning it was a small manufactures at producing classical Ayurvedic formulators that centered the needs of the family physician.But later entered its service to other Ashtavaidyan also.Subsiquently it widened its operation to other parts of the state. It survived all the unconstructive attitudes prevailed drug the pre- independence area and emerged as the most authentic place for health service. Ashtavaidyan P T Narayanan Moss took over the chairmanship when the SNA was in its infancy. At present SNAs medicine and a wide network of agencies in every corner of the state as well as other part of the country. SNA has the most modern manufacturing it with a dedicated and well trained force. The plant is a combination of traditional technique and modern technology. By following the WHOs guidelines for good manufacturing practices (GPM), SNA received GMP certification for good quality products of international standard. All the preparations are manufactured under the supervision of experienced Ashtavaidyan with laboratorial tests carried out by the quality control department. Hence it assures the time tested traditional physical parameters with lab tested chemical pharmacological parameters. All the medicines are manufactured and failed in the most hygienic conditions. With a well balanced bunch of experienced and young team leaders

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workers in every department, SNA is catering to the needs of the society with quality medicines and services. The present chairman and managing director Dr. P.T.N Vasudevan moos, SNA is marching forward with a mission of achieving LOKA SAMASTHA SUKHINO BHAVANTHU means let everybody feel good. SNA oushadhasala was established in 1920 by Astavaidhya Thrissur Thaikkat Unni Moos. He proved himself as an experienced physician, a poet in his own right and a scholar in Sanskrit. He wrote more than ten books ion Sanskrit and a text Sindoora and Shuddhi Karmas of various drugs. Thaikkat Unni Moss established the manufacturing unit in Kizhkkimpattukara, Thrissur namely SNA Oushadhasala. It is considered to be one of the oldest Ayurvedic manufacturing units in Kerala, is completing 86 years of service in the year 2006. The founders ancestral family was in Pazhanellipurath in Malabar region. Pazhanellipurath Thaikkat Moos was thr Raja Vaidhyan of king Samorin of Calicut. The legend is that the Moos when back after treating Sakthan Thampuran, was not received by Samorin and he was banished. This concern was not so popular in Kerala. At that period ayurvedic medicines are made mostly in houses of vaidhyas practicing In their tiy abodes. SNA Oushadhasala has the unique opportunity of having the services of several Ashtvaidhya viz, Vayaskara moos, Kuttenchery moos, Pulamanthol moos and Alathiyoor Nambis. It was Kuttenchery moos, who had an innovative mind, formulated several special medicines which were found to be very effective. It has more than twenty five formulations in that collection. There were many national leaders who sought treatment in this concern. Thrissur Thaikkat moos died at the early age of 27. Famous K. K Raja wrote his famous elegy Bashpanjly on the untimely death of this great man. After the demise of Thrissur Thaikkat Unni moos, P. T. Narayanan moos took the present shape. The proprietary concern was converted into a private limited company in july 2000 with a view to diversify the area of operation. The Chairman of SNA, Ashtavaidhya P. T Nrayanan moos, is renowned as a physician as well as a social worker. Under his leadership, the Oushadhasala grew to become a reputed manufacturing unit. He, with the guidance of his teacher Ashtavaidhya Kutenchey Aryan moos, developed some formulation in that collection. Ashtavaidhya P.T Narayanan moos was a member of Advisory Board in Ayurvedic Department. Government of India honored moos by appointing him a member of the committee conducting Post Graduate Course in Ayurveda. He was also a member of the council for higher Education in Ayurvedic Medicines constituted by the Govt. of India. The Chief Physician Ashtavaidhya Narayanan Nambi belongs to Ashtavaidhya Narayanan Nambi belongs to Alathiyoor Nambi family, who has the special blessings of Aswinidevas. In 1998, after 12 years service in Arya Vaidhya Sala, Kottakkal, he joined SNA Oushadhasala. Nambis fame of clinical skill and experience cross even the

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boundaries. In 1996, he appointed as the visiting professor of Maharishi Mahesh Yogis Ayurvedic institutions, Netherlands. Dr. P.T.N Vasudevan moos; the managing Director of the company is also the Additional Chief Physician. Blessed with the Ashtavaidhya tradition he is also a graduate in ayurveda system of medicines. A various reader he is up-to-date with the modern technique in the system having accessibility to the new communication avenues. With competent expertise and the able supervision of Vaidhyan Puthiyedam Easwaran Namboodiry, who heads the production Department for the last 30 years, SNA Oushadhasala Pvt.Ltd. is now preparing more than 400 Ayurvedic formulations. The supervisor meticulously checks the quality of the raw material before it is put into production. The proprietary concern was converted into a private limited company in July 2000 with a view to diversity and enlarges the area of operation, i.e. for operational convenience.

3.4 DEPARTMENT PROFILE Finance Department :

The finance manager is the man behind the financial involvement of the company. All monitory transaction of the company and handled and brought into account by the finance department. All payments such as payment of raw materials purchase of spares payment of wage and salary, promotion expenditure and other day-to-day expenditure are made from finance department. The accounting activities are fully computerized and each monitory transaction undertaken will be automatically stored to database. A sound financial policy has been one of the critical paths behind SNA Oushadhasala. Through the company had to come across very difficult situation to pool the resource in its early days, proper planning a long vision of the financial managers helped the company to undergo a smooth path. The future of SNA Oushadhasala is safe and secure in the hands of finance department.

Human Resource Department

Human resource plays a crucial role in the development process of modern economics. It is often felt that through the exploitation of natural resources, availability of physical and financial resources and international aid playprominent roles in the growth of modern economics, none of these factors is more significant

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than efficient and committed manpower. It is in fact said that all developments comes from the human mind. Managing the human resources is an important task. In Oushadhasala there is no separate human resource department. But all the function of the employees are controlled by top managements. The management know the background of each and every worker, and there is a free flow up communication between them. The worker can freely communicate with managers and they solve their working as well as personal problems.

Production Department
In SNA Oushadhasala production is carried out in the factory under the direct supervision and control of the factory managers. He is the top official of that department. Production manager must take necessary steps to keep the production at its level. In production department there must be good layout. Layout involves the location of spaces and arrangement of equipment in such a manner that the overall operating cost id minimized. The materials are transferred in to products through a series of operation arranged in an ordered sequence. In SNA Oushadhasala production is carried out in such a manner as to give main preference to the quality.

Marketing Department
Marketing is the process of buying and selling of goods and services. It deals with identifying and meeting human and social needs. One of the shortest definitions of marketing is Marketing needs profitability. The marketing department is headed by marketing manager. There is a marketing consultant who gives timely instruction and suggestions. There are sales executive to carry out the marketing functions. SNA Oushadhasala has a marketing network in India as well as outside India.

3.5 PRODUCT PROFILE

SNA Oushadasala offers around 400 classical products 50 traditional products and several patented products. Classical products are the ones which were formulated at the time of origin of ayurveda,traditional products were the ones formulated by the ancestors and patented products are the ones which are produced by them according to the needs of the customers.

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3.5 ORGANIZATION STRUCTURE

SNA

DIRECTOR

CHAIRMAN & MANAGING DIRECTOR GENERAL MANAGER

DIRECTOR

MARKETING MANAGER

FACTORY MANAGER

IN-CHARGE ACCOUNTS MARKETING CONSULTANT

ACCOUNTS ASST-1 ACCOUNTS ASST-2

SENIOR SALESMAN

SALES REP-1

INCHARGE CENTRAL STORE

INCHARGE PACKAGING SECTION

KITCHEN SUPERVISOR

KITCHEN SUPERVISOR

CLERK-1

SALES REP-2 SALES REP-3

CLERK-2 DESPATCH ASST PACKING ASST GENERAL WORKERS GENERAL WORKERS

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CHAPTER 4

DESCRIPTIVE STATISTICS

4. DESCRIPTIVE STATISTICS

4.1 Rating about participation of training programme Options yes No Total No . of respondents 100 0 100 Table [4.1] % of response 100 0 100

Rating about participation of training programme

Yes no

Figure [4.1]

Interpretation All the employees are participated on the training programmes in SNA Pvt Ltd. That means 100% of the employees are participated in training programmes. Through the training

programmes employees will be are success .so training programmes are important for all organizations.

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4.2 Different types of training programmes participated by the employees

Options Job related Managerial Technical Softskill Total

No . of respondents 80 0 10 10 100
Table [4.2]

% of response 80 0 10 10 100

Different types of training programmes participated by the employees

job related managerial technical softskill

Figure [4.2]

Interpretation Most of the employees[80%] are participated in jobrelated training programmes.10% of them are participated in technical training programmes and 10% of them are participating in softskill training programmes.

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4.3 Rating about the interest of employees to participate in training programme Options Very high High Medium Poor Verypoor [ table : 4.3] No . of respondents 5 10 30 40 15 % of response 5 10 30 40 15

Rating about the interest of employees to participate in training programme

very high high medium poor verypoor

Figure [4.3]

Interpretation
Most of the employees have no interest to participate in training programmes.40% of the employees rates their interest to participates in training programmes is poor and 15% said that their interest is very poor.30% of the employees rates their interst is medium and 10% said that they have high interest,5% rates that they have high interest to participate in training programmes.

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4..4 Rating about training is well planned Options Strongly agree Agree Neutral Disagree Strongly disagree Total No .of respondents 10 20 40 25 5 100 Table[4.4] % of response 10 20 40 25 5 100

Rating about training is well planned

strongly agree agree neutral disagree strongly disagree

Figure [4.4]

Interpretation
Most of the employees[40%] rating neutral about the training is well planned.25% of the employees disagree with the training is well planned and 5% are strongly disagree with it. 10% of them are strongly agreed with it and 20% are agreed with it.

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4.5 Rating about the frequency of training programme Options Very high High Adequate Inadequate Total No . of respondents 30 40 30 0 100 Table[4.5] % of response 30 40 30 0 100

Rating about the frequency of training programme

very high high adequate inadequate

Figure [4.5] Interpretation Training programmes must have a sufficient duration. According to the response of employees, most of them {40%} are agreed that the frequency of training programmes in Logica is high. But 30% of employees said that it has adequate frequency.30% of the employees said that the frequency is very high.

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4.6 objectives of training programmes are matched with training needs Options Strongly agree Agree Neutal Disagree Strongly disagree Total No . of respondents 10 20 40 25 5 100 Table [4.6] % of response 10 20 40 25 5 100

The objectives of training programmes are matched with training needs

strongly agree agree neutral disagree strongly disagree

Figure [4.6] Interpretation Most of the employees [40%] have neutral opinion with the objectives of training programmes are clearly matched with training needs. 25% of the employees are disagreed with the objectives of training programmes are matched with training needs.5% of employees are strongly disagreed with the training programmes are strongly matched with training needs.20% of the employees are agreed with it and 10% are strongly agreed with it.

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4.7 Rating about training need analysis Options Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied Total No. of respondents 10 20 40 25 5 100 Table [4.7] % of response 10 20 40 25 5 100

Rating about training need analysis

highly satisfied satisfied neutral dissatisfied highly dissatisfied

Figure [4.7]

Interpretation Most of the employees[40%] have neutral opinion with training need analysis. 25% of employees are dissatisfied with training need analysis and 5% of them are highly dissatisfied with it.10% of the employees highly satisfied with training need analysis and 20% of them are satisfied with it.

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4.8 Opinion about able to discover hidden potentials through training Options Yes No Total No .of respondents 60 40 100 Table [4.8] % of response 60 40 100

opinion about able to discover hidden potentials through training

yes no

Figure [4.8] Interpretation Most of them, ie 60% olf employees are agreed with the training programmes are helpful to find out their hidden potentials. But 40% of employees have the opinion that the training programmes are not helpful to find out their hidden potentials.

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4.9 The training methods are relevant and have good quality

options Strongly agree Agree Neutal Disagree Strongly disagree Total

No . of respondents 20 60 20 0 0 100 Table [4.9]

%of response 20 60 20 0 0 100

The training methods are relevant and have good quality

strongly agree agree neutral strongly disagree disagree

Figure [4.9]

Interpretation Most of the employees[60%] are agreed with the training methods are relevant and have good quality.20% of employees are strongly agreed with it. But 20% of them are neutral opinion with it.

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4.10 Trainers had sufficient knowledge

Options Strongly agree Agree Neutral Disagree Strongly disagree Total

No . of respondents 10 50 15 20 5 100 Table [4.10]

% of response 10 50 15 20 5 100

Trainers had sufficient knowledge

strongly agree agee neutal disagree strongly disagree

Figure [4.10]

Interpretation Half of the employees [50% ] are agreed with trainers have sufficient knowledge. But 20 % of them are disagree with it and 5 % are strongly disagreed with it.15% of the employee have a neutral opinion and 10% of the employees are agreed with it.

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4.11 Implement the skills acquired through training in practical work situations Options Strongly agree Agree Neutal Disagree Strongly disagree Total No .of respondents 20 60 20 0 0 100 Table [4.11] % of response 20 60 20 0 0 100

Implement the skills acquired through training in practical work situations

Strongly agree agree neutal disagree strongly disagree

Figure [4.11]

Interpretation Most of the employees [60%] are agreed with the skills and knowledge acquired through the training can implement in practical life situations.20% of them are strongly agreed with it and 20% of them have neutral opinion in it.

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4.12 Training programmes help to increase knowledge on duties Options Strongly agree Agree Neutral Disagree Strongly disagree Total No .of respondents 30 60 10 0 0 100 Table [4.12] % of response 30 60 10 0 0 100

Training programmes helps to increase knowledge in duties

strongly agree agree neutral disagree strongly disagree

Figure [4.12]

Interpretation Most of the employees [60%] are agreed with the training programmes increased their knowledge on duties and responsibilities of related jobs.30% of them are strongly agreed with it and 10% of them have a neutral opinion about it.

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4.13 The level of increase in productivity after training Options Very high High Adequate Inadequate Total No . of respondents 20 60 20 0 100 Table [4.13] % of response 20 60 20 0 100

The level of increase in productivity after training

Very high high adequate inadequate

Figure [4.13]

Interpretation Most of the employees [60%] have the opinion that training helps to increase the productivity.20% of them are strongly agreed with it and 20% of the employees have the opinion that the level of increase in productivity is adequate.

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4.14 Training helps for easy adaptability of jobs

Options Strongly agree Agree Neutral Disagree Strongly disagree Total

No .of respondents 20 50 30 0 0 100 Table [4.14]

% of response 20 50 30 0 0 100

Training helps for easy adaptability of jobs

strongly agree agree neutral disagree strongly disagree

Figure [4.14] Interpretation

Most of the employees [50%] agreed with the training helps for easy adaptability of jobs.30 % of the employees have a neutral opinion about it and 20% of the employees are strongly agreed with it.

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4.15 The most effective method of training

Options Lecture class Workshops E- learning Others Total

No .of respondents 10 70 20 0 100 Table [4.15]

% of response 10 70 20 0 100

The most effective method of training

Lecture class workshops e- learning others

Figure [4.15]

Interpretation Most of the employees[70%] have the opinion that workshops are the most effective method of training.20% said that e learning is the effective training method and 10% of the employees said that lecture class is the effective training method.

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4.16 Provide better customer service after training Options Strongly agree Agree Neutral Disagree Strongly disagree Total No .of respondents 20 60 20 0 0 100 Table [4.16] % of response 20 60 20 0 0 100

provide better customer service after training

strongly agree agree neutral disagree strongly disagree

Figure [4.16] Interpretation Most of the employees [60%] are agreed with they can provide better customer service after training.20% of the employees are strongly agreed with it and 20% have a neutral opinion. From this we can analyze that training is most effective for providing better customer service.

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4.17 Feedback session is effective to improve training programme

Options Strongly agree Agree Neutral Disagree Strongly disagree Total

No .of respondents 20 80 0 0 0 100 Table [ 4.17]

% of response 20 80 0 0 0 100

Feedback session is effective to improve training programme

Strongly agree agree neutral disagree strongly disagree

Figure [4.17]

Interpretation Most of the employees [80%] are agreed with the feedback session is effective to improve training programme.20% of them are strongly agreed with it, because without feedback session trainers cannot know their drawbacks .

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4.18 Satisfaction level of the performance evaluation after training

Options Highly satisfied Satisfied Neutal Dissatisfied Highly dissatisfied Total

No. Of respondents 20 60 20 0 0 100 Table [4.18]

% of response 20 60 20 0 0 100

satisfaction level with the performance evaluation after training

highly satisfied satisfied neutral dissatisfied highly dis satisfied

Figure [4.18] Interpretation Most of the employees[60%] are satisfied with performance evaluation after training.20% of employees are highly satisfied with performance evaluation,but 20 % of them are neutrally satisfied.

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4.19 Training helps to overcome weakness of employees

Options Strongly agree Agree Neutral Disagree Strongly disagree Total

No . of respondents 20 30 30 20 0 100 Table [4.19]

% of response 20 30 30 20 0 100

Training helps to overcome weakness of employees

strongly agree agree neutral disagree strongly disagree

Figure [4.19] Interpretation 30% of the employees are agreed with training helps to overcome their weakness.20 % of the employees are strongly agreed with it. 30% of them have neutral opinion and 20% of them disagreed with it.

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CHAPTER 5
5.1 SUMMARY 5.2 FINDINGS 5.3 SUGGESTIONS 5.4 CONCLUSION 5.5 SCOPE FOR FURTHER RESEARCH

5.1 SUMMARY

This project was a study on need for effective training at SNA Pvt Ltd.This project was done to find out the opinion of employees towards training programmes that conducted in SNA Pvt Ltd, Thrissur. The study undertakes various efforts to analyze all of them in great details. From this study the researcher was able to findout the opinion of the employees on the various traning programmes that conducted in the organization. The study shows a positive response from employee,s side and showed that employees were almost pleased with various training programmes that conducted in SNA Ousadasala (P) Ltd ,Thrissur.

Training plays a major role in motivating the employees of the organization. It is a major factor that makes an employee feels good his work and results in his satisfaction too. Training is the process of increasing the knowledge and skills for doing a particular job. The training helps to meet the business objectives of the organization, by enhancing the competencies of its employees, and facilitate their career development. Training is a valuable assessment device that helps the organization to improve the performance and skill level of its employees and to monitor them on continuous basis for effectiveness of human resources. This research helps the researcher to find out the opinion of the employees about various training programmes and to understand the various training programmes that conducted in the organization.

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5.2 FINDINGS

1. Almost all of the respondents have given a fine rating to the training programmes of SNA OUSHADASALA Pvt Ltd, Thrissur. There was no one who was of the opinion that training was poor. 2. Most of the employees have the opinion that they can successfully implement the skills an knowledge that acquired through training in practical work situations 3. The study helps to find that most of the employees have the opinion that training programmes help them to find out their hidden potentials but 40% of the employees are not agreed with it. 4. Almost all of the employees have the opinion that the training programmes helps to provide better customer service and helps them to overcome their weakness but 20% of the employees are not agreed with it. 5. The researcher find that most of the employees are not satisfied with training need analysis and most of them have no interest to participate in training programmes. 6. The researcher find that more than half of the employees not have a good opinion about the planning of the training programmes and the objectives of training programmes are clearly matched with their training needs. 7. Most of the employees have the opinion that the training methods were relevant and of good quality and have sufficient duration. 8. Most of the employees are participated in job related training programmes. But techical and soft skill training programmes have undergone by the organization. 9. Most of the employees have the opinion that workshops are the most effective method of training that undergone in SNA Oushadasala Pvt Ltd, Thrissur. 10. Majority of the employees have the opinion that training helps them to increase productivity and for easy adaptability of the jobs. 11. Almost all of the employees have the opinion that the feedback session and performance evaluation are important to improve training programmes. 12. Gift will give to employees according to the performance, for promoting their efficiency

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5.3 SUGGESTIONS

Human resourse department had done a very remarkable job in a SNA Oushadasala Pvt Ltd, Thrissur. After this study on the training programmes, it has been proved that training is really effective over here. As any organization this also has a few places where it can do or perform better. For this the following few points are recommended.

It is recommended that special attention should be given to the trainees. The training should be making more interesting to trainees and keep a friendly attachment with trainees and trainers. It will help to increase the employees interest to participate in training programmes.

The trainer should understand the training needs of the employees and based on employees needs planning a good training programme. It is recommended that before conducting a training programme, the organization should analyze the potentials of employees and should provide a training programme to improve their potentials.

The organization should try to create a really good environment from which the employees can learn. Thus by this environment the employees will also get motivated to learn more and more things.

Performance appraisal should be properly and sincerely implemented. Create a sense of belonging to organization among the employees.

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5.5 CONCLUSION
Training is important for any organization. Training really plays a major role in motivating the employees of the organization. It is a major factor that makes an employee feels good his work and results in his satisfaction too. The study on the effectiveness of training programmes has been a great success and experience to the researcher. It has been found that the training programmes conducted at SNA OUSHADASALA PVT LTD, THRISSUR is really effective. The organization can still concentrate on some specific areas in order to make the training programmes more effective. Only if the employees are properly trained they work well and only if they work well the organization is going to benefit out of it. In total there is a good training programme in the organization but it can be done more frequently and can be done much better.

Training is concerned with imparting and developing specific skills for a particular purpose. Training is a process of learning a sequence of programmed behaviour. This behaviour being programmed is relevant to a specific phenomenon. That is a job. The efficiency and effectiveness of an organization depends on how capable personnel are and how effectively they are utilized for achieving organization objectives. Capability of a person depends on how much skills he has developed. Skill development involves learning which is sort of enduring change behaviour. This learning emerges out of ones experience, education, training and development. Training is the aspect that is really essential in the organization. It plays a major role in the organization as all the process has to be done with a lot of skill and accuracy and these can be got by the way of good training and development programmes.

This research helps the researcher to find out the opinion of the employees about various training programmes and to understand the various training programmes that conducted in the organization. During the project researcher has to identify some problem associated with study, how the training is done, what are the employees problems while facing training, how the whole organization works. The research is being done in order to get a proper solution to these problems.

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The study helps to know how effective is the training programmes in the organization. It helps to gain a through knowledge on the organization as a whole. It is helpful in understanding the departments of the organization in a better manner. The study lets the researcher understand of how the employees feel on the various training and development programmes being done in the organization. The study helps to know the different types of training programmes conducted in the organization and give a through knowledge about trainers. It is helps to know about feedback session and performance evaluation after training programmes. The researcher found that most of the employees are participated in the training programmes and have a good opinion about training. The training is most effective to the employees to find out their hidden potentials and help them to increase productivity. Training helps them to provide better customer service.

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5.6 SCOPE FOR FURTHER RESEARCH

Training is important in the present stage as development in science and technology are introducing radical changes in the industrial field. Training gives various benefits to employers and workers. A skill acquired through training is an asset for the organization and the employees. It can be taken only by the complete elimination of the need for that skill because of rapid technological changes. Continuous training has to be given to all the employees to make them competitive. So training is a continous process. A further research can be done in better ways of training and the most modern methods of training. A further research can be conducted on different training methods to find out its effectiveness separately.

There is a further scope in the areas of

The effects of training on performance of the employees The effectiveness of training programme in different departments Detailed study about different training programmes. A study about modern training methods

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48

BIBLIOGRAPHY

BIBILIOGRAPHY

BOOKS

Rao V.S.P, Human resource management, 2nd Edition, 2000. Rajib Lothandhar, Strategic Human Resource Management, 1st Edition, 2008. Sami A Khan, Human Resource Management, 1st edition, 2000. Margaret Anne Reid and Harry Barrington, Training interventions, 1st edition, 2001.

WEBSITES www.snaoushadasala.com
http://en.wikipedia.org/wiki/Training

http://www.managementhelp.org/training/methods
http://traininganddevelopment.naukrihub.com/methods-of-training/ http://www.fao.org/docrep/W8088E/w8088e03.htm http://www.citehr.com/research.php?q=a-study-on-effectiveness-of-training-and-development http://www.sajth.com/vol4issue1/I%20Sheeba%20Hamid.pdf http://www.scribd.com/doc/3484225/A-study-on-Effectiveness-of-the-Training-By-Pratham-onprimary-school-teachers-of-Anand-Districthttp://www.gazhoo.com/doc/200912301638029741/+A+STUDY+ON+EFFECTIVENESS+OF+TRAINING +PROGRAMME+AT+HCL+PERIPHERALS

APPENDIX

QUESTIONNAIRE
Respected Sir/Madam, I am PRIYA A.J doing MBA in ELIJAH INSTITUTE OF MANAGEMENT STUDIES, THRISSUR. As a part of our curriculum activity, am doing a study on NEED FOR EFFECTIVE TRAINING, with special reference to SNA OUSHADASALA PVT LTD,. This questionnaire is prepared for supporting my project work. So I request you to provide me with true and honest information through this questionnaire. I assure you that the information provided by you will be kept confidential and will be used only for academic purpose. Personal details

Name: Sex :M F

Age : Occupation: Length of service: 1. Have you undergone any training programme so far in the organisation? Yes no

2. If yes, what are the different types of training programme that you have undergone? Job related managerial technical personal

3. The level of interest to participate in training programmes Very high 4. Training is well planned Strongly agree agree neutral disagree strongly disagree high medium poor very poor

5. The objectives of training programme has clearly matched with your training needs Strongly agree strongly disagree agree neutral disagree

6. Are you satisfied with the training need analysis? Highly satisfied satisfied neutral dissatisfied highly dissatisfied

7. The frequency of training programme in your organization is Very high high adequate inadequate

8. Have you been able to discover your hidden potentials through training? Yes no

9. The training methods were of relevant and of good quality Strongly agree Strongly disagree 10. Trainers had sufficient knowledge Strongly agree Strongly disagree 11. You could successfully implement the skills and knowledge that you acquired through training in practical work situations Strongly agree Strongly disagree 12. Training programmes increased your knowledge on duties and responsibilities of Related jobs Strongly agree Strongly disagree 13. The level of increase in productivity after training Very high 14. high adequate inadequate agree neutral disagree agree neutral disagree agree neutral disagree agree neutral disagree

Training helps for easy adaptability of jobs. Strongly agree Strongly disagree agree neutral disagree

15. The most effective method of training from your experience Lecture class Case study 16. You are able to provide better customer service by organising your work more effectively after the training Strongly agree Strongly disagree 17. I believe, the feedback session is effective to improve training programme Strongly agree Strongly disagree 18. Are you satisfied with the performance evaluation after the training Highly satisfied Highly dissatisfied 19. Training helps to overcome weakness and to improve strengths Strongly agree Strongly disagree agree neutral disagree satisfied neutal dissatisfied agree neutral disagree agree neutral disagree role play workshops group discussion

20 . Do you have any suggestions for improvement in training? -------------------------------------------------------------------------------------------------------------------------------------------------------------------

THANK YOU