====== M.B.

A ======================== Solapur University, Solapur ======


Introduction to the study : In the era of globalization and liberalization companies adopt new techniques for production, new concepts in management , new ideas and styles to get work done from the employees. To cope up with these changes and environment employees need training. Training is an important instrument through which employees become competent enough to accept new challenges to increase productivity and to improve the quality of work and product or services. The implementation of training serves as a transformation into capable workers and present workers are developed to assume new responsibilities. But giving training is not enough in itself. It feedback or impact should be studied at regular intervals. By studying the training activities we will come to known where the training programme is lacking. Which are the areas for further improvement etc. Training activities should focus on outcomes relating to:

1. The reaction by trainees to the training content and process. 2. The knowledge acquired through the training process. 3. Changes in behavior that results from training 4. Improvements in the individual. Thus this study aims at determining the various training activities to the employees and to evaluate the knowledge acquired through training process, satisfaction level of the employees , so that the present short coming can be evaluate to make necessary
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====== M.B.A ======================== Solapur University, Solapur ======

change in the training pattern took provide best possible training to the employees. 1.2 Advantages of training:The contribution of imparting training to company should be readily apparent. The major values are:

Increased Productivity:- An increase in skill necessary

results in an increment in both quality and quantity of output. However, the increasingly technical nature of modern jobs demands systematic training to make possible even minimum levels of accomplishment.

Hightened Morale:- Possession of needed skills help to meet

such basic human needs as security and ego satisfaction. Collaborate personnel and human relations programmes can make a contribution toward morale, but they are hollow shell if there is no solid core of meaningful work down with knowledge, skill and pride.

Reduced Supervision:- The trained employee is one who

can perform with limited supervision. Both employee and supervisor want les supervision but greater independence is not possible unless the employee is adequately trained.

Reduced Accidents:- More accidents are caused by

deficiencies in people than by deficiencies in equipment and working conditions. Proper training in both job skills and safety attitudes should contribute toward a reduction in the accident rate.

Increased Organizational Stability:- The ability of an

organization to sustain its effectiveness despite the loss of key personnel, can be developed only though creation of a reservoir of employees. Flexibility, the ability to adjust to short run variations in the volume of work
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====== M.B.A ======================== Solapur University, Solapur ======

requires personnel with multiple skill to permit their transfer to jobs where the demand is highest. 1.3 Objectives of the study 1. To know which types of training is given to the employees in PCL. 2. To know the purpose of training program in PCL. 3. To know the methods of training program carried in PCL. 4. To know the satisfaction level of training program in PCL. 5. To know whether counseling is carried out in PCL. 6. To know whether the employees are benefited by training program in PCL.

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====== M.B.A ======================== Solapur University, Solapur ======

1.4 Scope and Limitations of the study:Scope:Human Resource management is most essential in the organization. It is defined as “art of getting things done through people” but in order to achieve desired individual and group objective and effectiveness to have skilled and efficient human resource is essential. Every organization big or small, productive or non productive economic or social, old or newly established should provide training to all employees irrespective of their qualification skill, suitability for the job etc. This project chiefly aims at the study of various training facilities provided at precision camshafts ltd. LimitationsThe limitations of the study undertaken are as follows: The study was restricted to only programmes conducted during this year only. The study was restricted to limited number of respondents. The scope of the study was limited to employees in the organization.

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collection the factor data.A ======================== Solapur University. Thus research is systematized effort to gain new knowledge and careful investigation specially through search for new facts in any branch of knowledge. correct or verify knowledge . The main aim of research is to find out truth which is hidden and which has not been discovered as yet. It refers to the systematic methods of consisting of enacting the problem.” Research is common parlance refers to the search for knowledge. concepts or symbols for the purpose of generalizing to extent. formulating the hypothesis. The purpose of research is to discover answer to question through the application of scientific procedures. Solapur ====== 1. “All progress is born of inquiry doubts is better than overconfidence for it leads to enquiry and enquiry leads innovations.N.B.5 Research methodology: The manipulation of things.C. ====== H. whether that knowledge aids in construction of theory or practice of an art is research. analyzing the facts and reaching certain conclusion either in form of solution towards the concerned problem or in certain generalization for some theoretical formulation.C =============== 5 ================== 2004-2006 ==== .====== M.

N.C =============== 6 ================== 2004-2006 ==== . The data is collected from out of the total of 30 only.====== M. observation.A ======================== Solapur University. ====== H.B. Solapur ====== Thus research is an original contribution to the existing stock of knowledge making for its advancement. comparison and experiment. To collect primary data employees are considered as population and data was collected with in fifty days. The present research is regarding the implementation of various training techniques in Precision camshafts ltd. It is the pursuit of truth with the help of study. 15 employees and 15 operating people in the company.C. The study is made in order to know which training techniques does the company utilizes and provides to its employees and how they are implemented in company and whether employees are satisfied or not with the current training techniques utilized in the company. A: RESEARCH DESIGN:A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. For obtaining the information a survey is conducted through questionnaire method and through interview primary data is collected.

it is therefore necessary to collect data that are appropriate. PRIMARY DATA: For the present research.A ======================== Solapur University. for this purpose an interview schedule is prepared. 2.====== M. it is often found that data at hard are adequate.C =============== 7 ================== 2004-2006 ==== . C: COLLECTION OF DATA: In dealing with real problem. Solapur ====== B: DETERMINATION OF SAMPLES: A sample design is definite plan determined before any data are actually collected for obtaining a sample from a given population. a survey is conducted. Out of 30. the required data is collected in the form of primary data. are two types of data. SECONDARY DATA: ====== H. To make research and various training techniques implemented in precision camshafts ltd.B. 15 employees are selected from various department as representing sample.N. The questionnaire is filled by the researcher through face to face by personal interviews. Thus from total population 50% sampling is done on random basis.C. 1. The primary data is collected through interview method. employees are considered as population.

C =============== 8 ================== 2004-2006 ==== . the trend of the accountability assumes greater significance. Was collected from the records and through relevant journal and reports of the company. In any organization employees play a key roles and it is their basic need to grow and develop. Whether the employees have benefited or not and for this ====== H. Inspite of the fact that organization are spending enormous amount in the training. But in the light of liberalization.6 Importance of the study: Today many organizations have realized the importance of the training and there by the development of its human resource. 1. their evaluation is equally important. motivation and morale. Past experience has revealed that there is a growing cynicism on the usefulness of any training programme.C. Solapur ====== Secondary data of precision camshaft ltd.B.====== M. It is therefore important to provide scope and opportunity for development and equally important is the fact of evaluating. skill there are doubts about the training as a tool to increase efficiency.N.A ======================== Solapur University. Present day state of affairs demand that any action should yield result and therefore whatever training programme are conducted.

Solapur ====== evaluation is very essential. COMPANY PROFILE In the year. with a 1990 per PRECISION to annum . Solapur.D. Shah and Mr. In the light of above objectives of training it is necessary to study aims at checking attitude towards training. Shah with an intention to set-up a machine shop unit for the manufact ure of fully machined camshafts with an installed capacity of about 1.413006 the company was promoted by Mr.C. identification of training needs and its benefit from trainers.A ======================== Solapur University. M. Evaluation of training programme begins right from the identification of training need to all the phases. Akkalkot road. Yatin S.20.N.C =============== 9 ================== 2004-2006 ==== . Subhash R.I.B. Having its registered office at 51. Hotgi road. Sarvoday a Housing Society.000 numbers per annum.413006 and works at W-39.C. Solapur. trainees and organization’s point of view.In CAMSHAFTS 7200 year the was “semi 1992 established machined” capacity manufacture camshafts PRECISION CAMSHAFTS PVT. LTD (PCPL) was registered under Companies Act-1956.====== M. ====== H.

20. The company rapidly expanded its activities under the leadershi p of Mr.C.C =============== 10 ================== 2004-2006 ==== . In CAST 1995. After conducting a nationwide market survey.B.000 camshafts per annum as the existing source was not able to cope with growing demand.60. This was not a total diversification for an established business of automotive specialized components. with a capacity to manufact ure 3. with LTD. Subhash R. Yatin S. to manufact ure 1. Shah set-up an additional facility (MACHINE SHOP) in July 1994. Shah started this venture becaus e he saw an excellent future in this particular component. cast dedicated through manuf acturi ng “chilled iron camshafts” medium of shell molding. this plant was certified to ISO 9002 from BVQI. there were only two major manufacturers of this item in India obviously the “ENTRY BARRIERS” were too high owing to the CAPITAL COST and TECHNOLOGY TO MANUFACTURE.A ======================== Solapur University. guarded. Shah. Mr. backward integrati on helped them enormously and today undoubt edly this set-up is the backbone of group of PRECISION.====== M.000 “fully machined” camshafts per annum and within a short span of seven months. which are very closely. field where but the was an entry for into a very far demand this product exceeded and the supply in both domestic and overseas market.N. ====== H. Yatin S. Moreover. Solapur ====== Mr. the help of a MAHINDRA foundry FINANCIAL for the SERVICES which promoted to set up PRECISION SHELL (PSCPL). PVT.

who agreed to take a stake at a high premium as they recogniz ed ====== H.60.. In the year 1997. In this process.000 and that in PSCPL from 3.S. (PSCL) into PRECISION CAMSHAFTS LTD. (CDC) to become partner in company by participating in expansion plan.K. Managi ng Director from 1997 to 1998 paid rich dividends to the company worth Rs.8 crores after the confirmed orders from U.000 to 3. the company invited COMMONWEALTH DEVELOPMENT CORPORATION U. set in motion planned to enhance capacity in PCPL from 1. which multiplied. (PCL) and to acquire the entire fixed assets of PRECISION CAMSHAFTS (Partnership Firm). Yatin S. it was decided to merge the PRECISION SHELL CAST LTD.80. Shah.20.C.====== M.N.20.000 tappets per annum. Then the company began exploring the export market and identified that there was a huge potential if quality and price was right.A ======================== Solapur University. the company started to utilize almost 100% of its capacity in machine shop in order to meet the growing to requirement and of sell its existing and prospective per month. Solapur ====== The company having established a firm very footing in domestic market by 1997. once confidenc e about capability was established.A.C =============== 11 ================== 2004-2006 ==== .000 to 4.000 per annum and to create a new facility for manufact uring 7.B. The company further expanded its set-up in order manuf acture 3000 camshafts Undaunt ed and continuous efforts of Mr.60. In order to reap benefits of synergy. customers. and U.K.

The Quality System has been certified by BVQI as per certificate number 58844-dated 29/07/ 1999. PCL group reached a significant a milestone of crossing a supply of more than 1. named PRECISION COMPOENTS PVT.N. (CPCPL) has been approv ed by GM Europe and has been successfully supplying 60. ====== H.====== M. M. PCL adopts Advanced Quality Planning Process (AQPP) as required in QS 9000 System for new product development . MERCEDES CLANCEY BENZ in Europe.C =============== 12 ================== 2004-2006 ==== .B. (CPCPL). BMW. CPCL certified to QS 9000 by TUV.80.000 camshafts per annum to be exported solely to major OE manufacturers This JV like was GM. The prestigious QA 9000 Certificate for all three units located at E-102\103.A ======================== Solapur University. LTD. all units in the Precision Group wee merged for better synergy and were certified to QS 9000 by BVQI. Solapur. In 1998 the company signed a technical and financial JV agreement with a leading European manufacturer of camshafts to set up a facility in Solapur to manufact ure 1.00.000 camshafts per month.C. Commenc ed producti on in Joint Venture CLANCEY PRECISION COMPONENTS PVT. LTD. Akkalkot Road.I. In 1999.C. Quality Management System :PCL has implemented the Quality Management System as per requirements of QS 9000. Solapur ====== that the fundamentals of the company have been accredit ed by BVQI.000 camshafts per month to GM in Europe starting August 2000.D. In 2001.

To achieve economic manufact uring. quick response to their communication To achieve employ ee satisfaction by providing healthy and transparent working environment. To maintain highest level of house keeping by adopting 5-S Principle.B. by focusing on defect waste. To strive for continual improvement in our manufact uring operation. To provide training to all employees for improving their skills. which comprises of PRECISION CAMSHAFTS LTD (PCL) and CLANCEY PRECISION COMPONENTS PVT LTD (CPCL) has emerged as a Global Player and intends to rank amongst the Top Five Camshafts manuf acturi ng in the World by 2008. such as quality. timely delivery.C. Target & Mission Statement: Goals and Target :The PRECISION group. knowledge and personality.N. prevention.A ======================== Solapur University.====== M.C =============== 13 ================== 2004-2006 ==== . Solapur ====== Aims & Objecti ves of the company : To achieve total Satisfaction of customers (Internal as well as External) by supplying the products meeting their stated and implied needs. Goals. reduction in variation and minimizing ====== H.

To achieve total customer satisfaction. To create a motivated work force that will drive the ambition of the company being global player. MUV. and automotive segments. Tata Indica Ltd.B. Solapur ====== In this endeav or PCL aims at – Volumes domestic overseas market. 65% sales from exports. but consistent delivery and competitive pricing.====== M.C =============== 14 ================== 2004-2006 ==== . Tata Engineering & Locomotive Company Ltd.00. just not in quality. 2. To create a sustainable supply base for its purchas es that will help us to achieve our goals and objectives of growth. Escorts Ltd:-Tractor and Farmtrac division 4.N.C. LCV.000 Camshafts per month to the and Mission Statement :To maximum sharehol ders returns. Client base of Precision group • Domestic Customers : 1. of 2. Simpson and Co Ltd. ====== H. 3. An 85% share in domestic market of Tractors.A ======================== Solapur University.

Tractor and Automotive Sector 6. Birla Yamaha Ltd. Eicher Motors Ltd. Mahindra and Mahindra Ltd: . 11. Bajaj Tempo Ltd.C =============== 15 ================== 2004-2006 ==== . 9. 21. 14. 8.Isuzu and Lancer. 20. 12.====== M. 7. Bajaj Auto Ltd. Kerala Agro Machinery Company Ltd. Solapur ====== 5. 22. Diesel Locomotive Works Swaraj Mazda Ltd. Hyundai Motors India Ltd. 16. Ford New Holland Ford Tractors.N.C. Rocket Engineering Ltd. Hindustan Motors Ltd: . 17. 13. Hero Briggs and Stratton Telco Ltd. Maruti Udyog Ltd.B.Sumo/Safari/ Tata Mobile/Sierra • Overseas Customers: ====== H. 15. Kirloskar Oil Engines Ltd. 18. FIAT India 10. 19.A ======================== Solapur University.

4. Motive Components Ltd. Italy G. UK Perkins Engines Co.P. 6.C. 3.A ======================== Solapur University.====== M. UK ====== H.N.C =============== 16 ================== 2004-2006 ==== . UK Lister Petter Ltd. 2.A.B. UK Arrow Speciality Company Inc. Ltd. Glancy Ltd. Solapur ====== 1. 5. USA Lombardini S.

The products are mainly used in internal combustion engines of leading Automobile Stationary and Locomotive manuf acturers.Chilled Cast Iron. The tappet division can produc e 9. ====== H.C =============== 17 ================== 2004-2006 ==== .A ======================== Solapur University. India. The capacity of the Foundry division is 6. LTD.80. The company has ability to produc e camshafts ranging from 100mm-1800mm in length. Solapur ====== Product Range: PRECISION manuf acturer includesof CAMSHAFTS camshafts in PVT.B.====== M.Chilled Casting. Fully Finished Camshafts From Chilled Casting. from chilled cast iron. having a throw up to 25mm.60.000 camshafts casting per annum and that of Machine Shop division is 4.000 camshafts per annum. or roller steel bar. Cold Forging. Tappets.000 tappets per annum. The is the largest Range Product Camshaft Casting .00. Forging or Steel Bar Stock.N. forging.C.

Multi Utility Vehicles.A ======================== Solapur University. Passenger Car Engines. Solapur ====== Sr. Product Type 1 1 Cylinder 2 2 Cylinder 3 3 Cylinder Min – Max Length 70 – 200 mm 100 – 300 mm 200 – 500 mm Application Bi-wheelers. ====== H. Tractors Stationary Engines.B. No.====== M.C =============== 18 ================== 2004-2006 ==== . Tractors. Locomotive Engines . Passenger Car Engines Stationary Engines. Multi Utility Vehicles . Light and Medium Duty Commerci al Truck Engines Stationary Engines . Portable Generator Sets Stationary Engines.C.000 "fully machined" camshafts per annum.N. Tractors. Heavy Duty Truck Engines 4 4 Cylinder 300 – 800 mm 400 to 1200 mm 5 6 Cylinder (The combined length of assembled camshafts could be as MILESTONES 1990 Established Precision Camshafts with a capacity to manufacture 7200 "semi machined" camshafts per annum 1994 Established Precision Camshafts Private Limited (PCPL) with a capacity to manufacture 120.

====== M. with a capacity to manufacture 360. 1996 Enhanced capacity in the machine shop from 120.000 camshafts per annum.000 camshafts per month to GM in Europe starting August 2000.N. 1998 Completed all expansion activities successfully and captured 80 % share of business in domestic market.800.B. 2001 CPCPL certified to QS 9000 by TUV.A ======================== Solapur University.000 per annum and created a new facility for manufacturing 720.000 and that in the foundry from 360.000 camshafts per annum to be exported solely to major OE manufacturers in Europe.Clancey Precision Components Private Limited has been approved by GM Europe and has been successfully supplying 60.000 to 360.a foundry dedicated for manufacturing "chilled cast iron camshafts" through the medium of shell moulding. This JV was named Clancey Precision Components Private Limited (CPCPL). 1999 Signed a technical and financial JV agreement with a leading European manufacturer of camshafts to set up a facility in Solapur to manufacture 1. ====== H.C =============== 19 ================== 2004-2006 ==== .000 tappets per annum. 1997 Commonwealth Development Corporation. Solapur ====== 1995 PCPL certified to ISO 9002 by BVQI. All units in the Precision Group were merged for better synergy and were certified to QS 9000 by BVQI. 2000 Commenced production in Joint Venture .000 camshafts per month. UK (CDC) joined hands to participate in our expansion plan.000 to 480.C. PCL group reached a significant milestone of crossing a supply of more than 100. Established Precision Shell Cast Private Limited (PSCPL) .

N.C =============== 20 ================== 2004-2006 ==== .C.A ======================== Solapur University.====== M. Solapur ====== ====== H.B.

to bring home to the employees the fact that the management is not divisible. apart from the other advantages. It moulds the employees’ attitude and helps them to achieve better cooperation with the company and a great er loyalty to it.A ======================== Solapur University. of quality are achieves. It is actively and intimately connect ed with all the personnel and managerial activities.C.B. Solapur ====== THEORETICAL BACKGROUND What is Training? Training is the corner stone of sound management. For it makes employees more effective and productive. It enables management to resolve sources of fiction arising from parochialis m.N.C =============== 21 ================== 2004-2006 ==== . it enabl es employees to develop and rise within the organization and increase their “mark et value”. for a satisfactory applied to organiz ational structure is built up. earning power and job security. employees.====== M. Training is a practical and vital necessity because. The management is benefited in the sense that higher standards delegat ed. authority can be and stimulus progress ====== H.

” ====== H.====== M. Solapur ====== Definiti ons of Training: Definition given is the department of Employment Glossary of Training Terms (1981): “A systematic development of the attitude / knowledge / skills / behavior pattern required by an individual to perform adequately a given task or job” Definition given by Hinrichs: “Any organizati onally to foster initiated learning procedures among with are intended organiz ational members in a direction contributing to organizational effectiveness.C =============== 22 ================== 2004-2006 ==== .C.A ======================== Solapur University.B.N.

is the most commonly used method. others are Some of these are over new the while improvements traditional methods. a number of programmes methods.B. Solapur ====== Training Methods:Because of research in the field of training.A ======================== Solapur University. also known as job instruction training.N. Under this method. These programmes are classified into on-the-job and off-the-job training programmes as shown below: Training Methods On-the-job Methods Job Rotation Coaching Job Instruction Committee Assignments Off-the-job Methods Vestibule Training Role Playing Lecture Methods Conference or Discussion Programmed Instruction (a) On-the-Job Training Methods: This type of training.C =============== 23 ================== 2004-2006 ==== . are available. The training programmes commonly used to train operative and supervisory personnel are discussed below.====== M.C. the individual is placed on a regul ar job and taught the skills necessary to perform that job. The ====== H.

This method gives an opportunity to the trainee to understand the problems of employees on other jobs and respect them. The emphasis is placed on renderi ng services in the most effective manner rather than learning how to perform the job. The supervisor provides feedback to the trainee on his ====== H. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments. Coaching : The trainee is placed under a particular supervisor who functions as a coach in training the individual. Though this method of training is common in training managers for general management positions. On-the-job training methods are as follows: Job Rotation: This type of training involves the movement of the trainee from one job to another.A ======================== Solapur University. Solapur ====== trainee learns under the supervision and guidance of a qualified worker or instructor.N. While the trainee learns how to perform a job.C. The problem of transfer of trainee is also minimized as the person learns on-the-job. trainees can also be rotated from job to job in workshop jobs.C =============== 24 ================== 2004-2006 ==== . he is also a regular worker rendering the services for which he is paid.====== M. On-the-job training has the advant age of giving first hand knowledge and experience under the actual working conditions.B.

Job Instruction: This method is also known as training through step by step.B. provides feedback information.A ======================== Solapur University. trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance.N. Committee Assignments: Under the committee assignment. trainer explains the trainee the way of doing the job. The trainer apprais es the performance of the trainee. The trainees the problem develops teamwork. and skills and allows him to do the job. he can place his entire concentrati on on ====== H. It problem.C =============== 25 ================== 2004-2006 ==== . Solapur ====== performance and offers him some suggestions for improvement .C. job knowledge. and corrects the trainee.====== M. Under this method. group of trainees are given and asked to solve solve an actual organizati onal jointly. Since the trainee is not distracted by job requirements. Off-the-Job Methods: Under this method of training. Often the trainee shares some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedom or opport unity to express his own ideas.

This type of training is commonly used for training personnel for clerical and semi-skilled jobs. There is an opportunity for freedom of expression for the trainees. mostly used developing interpersonal interactions and relations. The instructor organiz es the material and gives it to a group of trainees in the form of a talk. and equipment those are used in actual job performance are also used in training. maintenance engineers. This method of training involves action. Theory can be related to practice in this method.C =============== 26 ================== 2004-2006 ==== . To be ====== H. Lecture Method: The lecture is a traditional and direct method of instruction.B. and practice. The participants play the role of certain charact ers. Off-the-job training methods are as follows: Vestibule Training: In this method. actual work conditions are simulated in a classroom. such as the production manager.N. workers.A ======================== Solapur University. quality control inspectors . The durati on of this training ranges from days to a few weeks. doing. This superint endents. for mechanical and the engineer.C. Solapur ====== learning the job rather than spending his time in performing it. Material. like. Role-playing: It is defined as a method of human interaction that involves realistic behaviour in imaginary situations.====== M. method is supervisor. files.

the lecturer must motivate and create interest among the trainees. Conference or Discussion: It is a method used for training the clerical. test assumptions. The trainee goes through these units by answering questions or filling the blanks. The participants feel free to speak in small groups. ====== H. An advantage of lecture method is that it is direct and can be used for a large group of trainees .A ======================== Solapur University.N. ideas and data. Solapur ====== effective. this method has become popular. The subject matter to be learned is present ed in a series of carefully arranged planned from sequential to units.C. Thus. and supervisory personnel.====== M. The major limitation of the lecture method is that it does not provide for transfer of training effectively. and share facts. These units levels are of simple more complex instruction. examine. all of which contribut e to the improvement of job performance. Programmed Instruction: In recent years. and draw conclusions. professional. This method is expensive and time consuming.C =============== 27 ================== 2004-2006 ==== . The success of this method depends on the leadership qualities of the person who leads the group. This method involves a group of people who pose ideas.B. costs and time involved are reduced. Discussion has the distinct advantage over the lecture method in that the discussion involves twoway communic ation and hence feedback is provided.

the effectiveness of learning also depends on motivation. the trainee will acquire a new skill or knowledge thoroughly and quickly if he or she is highly motivated. The trainee also wants to learn a new skill without ====== H. 2. Motivation:. recognition. status.As the effectiveness of an employee depends on how well he is motivated by management.C. Thus. promotion etc. and such the trainer should not give excessive information or information that can be misinterpreted.A ======================== Solapur University.C =============== 28 ================== 2004-2006 ==== . the training must be related to the desires of the trainee such as more wages or better job.B. Some of them are as follows:1.====== M. The trainer should find out the proper ways to motivate experienced employees who are already enjoying better facilities in case of re-training.It has been found by various research studies that there is a relation between learning rapidly and effectively and providing right information specifically. A number of principles have been evolved which can be followed as guidelines by the trainees.N. Solapur ====== PRINCIPLES OF TRAINING:- Providing training in the knowledge of different skills is a complex process. Progress Information:. In other words.

Jobs are broken down in to elements from which the fundamental physical. praise. etc. But the consequences of such punishments have their long run ill effect on the trainer as well as on the management.B. Punishments are also called negative reinforcements. Solapur ====== much difficulty and without handling too much or receiving excessive information of wrong type of progressive information. The management can punish the trainees whose behabiour is undesirable.It is not clear whether it is best to teach the complete job at a stretch or dividing the job into parts an ====== H.A trainee should actively participates in the training programmes in order to make the learning programme an effective one.C =============== 29 ================== 2004-2006 ==== . 4. Examples of positive reinforcement are promotions.A ======================== Solapur University. Training exercise should be provided for each skill.====== M. 3.The effectiveness of the trainee in learning new skills or acquiring new knowledge should be reinforced b means of rewards and punishments. rise in pay. Reinforcement:. Hence. Practice:. Continuous and long practice is highly essential for effective learning.N. the management should take much care in case of negative reinforcement.C. 5. Management should take care to award the successful trainees. So. Full Vs. Part:. the trainer has to provide only the required amount of progressive information specifically to the trainee. sensory and mental skills are extracted.

====== M.Individual training is costly. Solapur ====== teaching each part at a time.N.B. Individual Differences:. If the job is complex and requires a little too long to learn. ====== H.C =============== 30 ================== 2004-2006 ==== . Generally the training process should start from the known and proceed to the unknown and from the easy to the difficult when parts are taught. But individuals vary in intelligence and aptitude from person to person. and group training is economically viable and advantageous to the organization. individual teaching machines and adjustments of differences should be provided. In addition. it is better to teach part of the job separately and then put the parts together into an effective complete job.A ======================== Solapur University. So the trainer has to adjust the training programme to the individual abilities and aptitude.C. 6. the trainer has to teach the trainees based on his judgment on their motivation and convenience. However.

C.B.C =============== 31 ================== 2004-2006 ==== .A ======================== Solapur University. of R es ponde nts 21 9 30 Me thods Job B a se d S ki l l B a sed To ta l % 70 30 100 ====== H.N.====== M. Solapur ====== DA TA A NA LY S IS A ND IN TE R PR E TA TION 1) Ta b l e sho w in g type of tra i ni n g g i ve n to th e e mpl o ye e s i n PC L N o.

2) Ta b l e sho w in g pu rp o se o f tra i ni n g p rog ra m i n P C L .====== M.A ======================== Solapur University. Solapur ====== Types Of Training Programme 80% 60% 40% 20% 0% Job Based 30% 70% Skill Based Inte r pre ta tion: Th e ab o ve ta bl e sho w th a t7 0% o f th e re sp o nd e n ts sai d th a t th e y ge t S ki l l B a se d trai n in g to de ve l op b eh a vi ou ra l a sp e cts an d tra in i ng fo r fu tu re req u i re me n ts.B.C =============== 32 ================== 2004-2006 ==== .C. Whi l e 30 % o f th e re sp o n de n ts sa i d th a t th e y g e t Jo b B a sed tra i ni n g so a s to de ve lo p ski ll s ne ce ssa ry to pe rfo rm th e jo b . P ur pos e of Tr a ining P e rfo rma n ce Ap p ra i sa l A u to ma ti on Te chn o l og i cal a d va n ce men t To ta l N o.N. of Re s ponde nts 24 3 3 30 % 80 10 10 100 ====== H.

3 ) Ta b l e sho w i ng me th o d s o f trai n i ng ca rri e d ou t i n P CL . Me thods On th e Job Off the Job N o.N.C. Solapur ====== Reasons For Training 80% 60% 40% 20% 0% Performance Appraisal 80% 10% Technological Advancement 10% Automation Inte r pr e ta tion: Th e ab o ve ta bl e sho w th a t 80 % o f th e re sp on d e n ts sai d th a t th e y ge t trai n i ng a fte r p e rfo rma n ce ap p rai sa l be ca u se th e tra i n e r co me to kn ow th a t th e re i s g a s b e twe e n re qu i re d ski ll a nd a ctu al ski ll o f th e emp l o ye e .====== M.A ======================== Solapur University.C =============== 33 ================== 2004-2006 To ta l 30 100 ==== . of Re s ponde nts 21 9 % 70 30 ====== H.B. Wh i le 1 0% o f th e re sp on d e n t sa i d th a t th e y get tra i ni n g if th e re is any te ch n ol o gi ca l ad va n ce me n t a nd 1 0% o f th e re sp o n de n t sa id th a t th e y ge t tra i ni n g i f th e re i s a n y a u to ma tio n i n th e o rg an i za tio n .

N.C =============== 34 ================== 2004-2006 ==== . 4) Ta b l e sho w in g le vel of sa ti sfa cti on of tra i ni n g p ro g ra mme i n P C L .A ======================== Solapur University. ====== H.B. Wh i l e 3 0 % o f th e re sp o n de n ts sa id th a t th e y ge t o ff th e jo b trai n in g to con ce n tra te on l ea rn i ng th e jo b ra th e r th a n p e rfo rmi n g th e j o b .====== M.C. Solapur ====== Methods Of Training 80% 60% 40% 20% 0% On the job 70% 30% Off the job Inte r pr e ta tion: Th e ab o ve ta bl e sho w th a t 70 % o f th e re sp on d e n ts sai d th a t th e y ge t o n th e j ob trai n i ng so as to i mp ro ve th e ski l l s n e ce ssa ry to p e rfo rm th e j ob .

B. Solapur ====== Le ve l of S a tis fa c tion Hi g hl y sa ti sfie d S a ti sfie d No t sa ti sfie d To ta l N o.====== M.C.A ======================== Solapur University. of R es ponde nts 23 7 0 30 % 75 25 0 10 0 Level of satisfaction 80% 70% 60% 50% 40% 30% 20% 10% 0% 25% 0% Highly satisfied Satisfied Not satisfied 75% ====== H.C =============== 35 ================== 2004-2006 ==== .N.

N. Solapur ====== Inte r pr e ta tion: Th e ab o ve ta bl e sho w th a t 75 % o f th e re sp on d e n ts sai d th a t th e y a re hi g hl y sa ti sfi e d b e cau se th e y we re a bl e to o ve rco me th e i r mi sta ke . of Re s ponde nts 30 0 30 % 100 0 100 Counseling 100% 80% 60% 40% 20% 0% 100% 0% Yes No ====== H.B.====== M. 5) not Ta b l e sh o wi n g wh e th e r co u n se l in g i s ca rri ed o u t o r C ouns e ling Yes No To ta l N o.A ======================== Solapur University. A n d 2 5 % o f th e re spo n d en ts sa i d th a t th e y a re sa ti sfie d a n d th e y d on ’ t fin d an y ch a ng e i n th e i r w o rki n g b eh a vi ou r.C.C =============== 36 ================== 2004-2006 ==== .

Solapur ====== Inte r pr e ta tion: Th e a b o ve ta bl e sh o w th a t 1 0 0% co u n sel i ng is ca rri e d o u t in P C L . B e ne fite d Yes No To ta l N o. A S co u n se l in g se e ks to imp ro ve e mp l o yee s me n ta l h e al th .C.B.A ======================== Solapur University. 6) Ta b l e sho w in g re sp o nd e n ts’ o pi n io n ab o u t tra i ni n g .C =============== 37 ================== 2004-2006 ==== .====== M. a s th e y g e t fe ed b a ck fo r the i r pe rfo rma n ce . of 24 6 30 by Tra inin g Re s ponde nts % 75 25 100 Benifited by Training 80% 60% 40% 20% 0% 75% 25% YES NO ====== H.N.

====== M.N. 7) Ta b l e sho w in g the typ e s o f b e ne fi t fro m tra i n in g . Solapur ====== Inte r pr e ta tion: Th e ab o ve ta bl e sho w s th a t 75 % o f th e re sp on d e n ts sa id th a t th e y a re b e ne fi te d b y the tra i ni n g pro g ra m be ca u se th e re wa s be tte r imp ro ve me n t th e y fee l in the i r th e re wo rk wa s skil l no t an d mu c h p ro du cti vi ty. Of Respondents 15 13 2 30 % 47 39 14 100 Types of Benefits 60% 40% 20% 0% Increase Knowledge Increase Productivity 47% 39% 14% Increase in Incentives ====== H.C.A ======================== Solapur University. w h il e 25 % o f re sp o nd e n ts w e re n o t be n e fi te d b y tra i ni n g b e cau se th a t i mp ro ve me n t in th e i r ski ll s a n d b e ha vi o u r a s th e y we r e u n ab l e to u n de rsta n d i n cl ea r te rms so i t d i d no t a dd d i ffe re n ce in th e i r b e ha vi ou r no r in th e i r w o rk styl e . Types Of Benefits Increas e knowledge Increas e productivity Increase in Incentives Total No.B.C =============== 38 ================== 2004-2006 ==== .

C. A n d re ma in i ng 1 4% re sp on d e n t b e ne fi te d b y trai n in g i n te rms o f i n ce n ti ve s wh i ch h el p s mo r e o f jo b i n vo l ve men t.====== M. Solapur ====== Inte r pr e ta tion: Th e ab o ve ta bl e sho w s 47 % re sp o n de n t sa id th a t th e y a re b en e fi te d b y tra i n in g i n te rms o f in cre a se in kn o w le d g e w hi ch he l p to imp le me n t th e le a rne d skil l . Wh i le 3 9% o f th e re sp on d e n t sa i d th a t th e y a re be n e fi te d b y tra in i n g i n te rm s o f in cre a se in p ro du cti vi ty wh i ch re su l ts in an i n cre me n t in b o th qu a li ty a n d qu a n ti ty.B. Types of Training On the Job Off the Job Total No. Of Respondents 18 12 30 % 60 40 100 ====== H. 8) Ta b l e sh o wi n g wh i ch typ e of tra in i ng is mo re b e ne fi ci al .C =============== 39 ================== 2004-2006 ==== .A ======================== Solapur University.N.

It can b e i n te rp re te d th a t tra i ni n g pro g ra ms a re ca rri e d out a fte r pe rfo rma n ce a pp ra i sal (8 0 % ).N. It w a s fo u nd th a t o ve ra l l tra i ni n g co n sti tu te s 7 0% o f j ob b a sed trai n i ng . Solapur ====== Types of Training 20% 15% 10% 5% 0% On the Job Off the Job 60% 12% Inte r pr e ta tion:Th e ab o ve ta bl e sho w s 60 % o f th e re sp on d e n t sai d th a t th e y a re b e ne fi te d b y on th e jo b tra i ni n g w hi ch h el p to i mp ro ve th e ski l l s ne ce ssa ry to p e rfo rm th e j o b .C =============== 40 ================== 2004-2006 ==== .B.A ======================== Solapur University. FIN D IN GS :1. 2 .====== M. Wh il e ski ll ba se d tra i ni n g co un ts to 3 0 % w hi ch i s o n l y co n cen tra te o n be h a vi o u ral a spe ct no t p e rfo rmin g th e jo b . It is cl e a rl y ====== H.C. Whi l e 40 % o f th e re sp o n de n t sa id th a t th e y a re b e ne fi te d b y o ff th e j o b tra i ni n g w hi ch h e lp to co n ce n tra te on l e a rn i n g skil l s.

C =============== 41 ================== 2004-2006 ==== .====== M. ====== H. 4. 3 . It wa s o b se rve d tha t on th e jo b trai n i ng me th od i s mo stl y p ro ffe re d i n PC L (7 0 % ).C. i n crea s e p ro du cti vi ty an d i n cre a se i n in ce n ti ve s.A ======================== Solapur University.B. 5 . It w a s fo u nd th a t 7 5% o f th e e mpl o ye e s a re be n e fi te d b y tra i ni n g p ro g ra mme . 6. i t wa s o b se rve d th a t 75 % o f e mp l o ye e s a re h i gh l y sa ti sfie d an d 2 5% e mpl o ye e s are sa ti sfie d wi th tra i ni n g pro g ra mme b e cau se th e y do n’ t fin d ou t an y cha n g e s in th ei r w o rki n g b e ha vi ou r an d ski ll . It wa s o b se rve d tha t the e mpl o ye e s we re be n e fi ted b y tra i ni n g in te rms of in cre a se kn o wl e dg e . Wh i le 30 % o f trai n i ng is o ff th e j ob tra in i ng . wh il e 2 5% o f e mp l o yee s a re no t b e ne fi te d b e cau se the y we re u na b l e to u n de rsta n d i n cl ea r te rms. So i t di d no t ad d di ffe re n ce in th ei r b eh a vi ou r n o r i n th ei r wo rk styl e . Wh i le stu d yi n g th e sa ti sfa cti o n le ve l o f e mp lo ye e . It w a s fo u nd th a t a ll emp l o ye e s a re a wa re a b ou t th e co u n se l in g . 7. Solapur ====== i nd i ca te s th a t th e mai n p u rpo se o f tra in i n g i s pe rfo rma n c e a p p ra i sal .N.

B. Solapur ====== 8.A ======================== Solapur University.C =============== 42 ================== 2004-2006 ==== .N.====== M. As PC L is a ma n u fa ctu rin g fi rm so th e on te ch ni ca l jo b b a se d ca p ab i li ti e s o f wo rke r a re cru cia l .C. So i t i s su gg e ste d th a t o rg an i za tio n sh o ul d co n ce n tra te mo re tra i ni n g so a s to de ve l op ski l l ne ce ssa ry to pe rfo rm the ====== H. Wh il e 40 % o f th e emp l o ye e s p e rcei ve o ff th e j ob tra in i ng S U GGE S TION S :1. It w a s o b se rve d th a t 60 % o f emp lo ye e s p e rcei ve o n th e j ob tra in i ng .

It i s su g ge ste d to ha ve a co mb in a ti o n o f b o th tra i n in g p ro g ra mme s fo r e mp l o ye e s. 2 0% o f th e e mp lo ye e s a re no t b en e fi te d so to ma ke the tra i ni n g mo re e ffe cti ve it is su gg e ste d th a t th e o rg an i za tio n sh o ul d use tra i n in g to o l s l i ke OH P .====== M. a s 60 % o f e mp l o yee fin d o n th e jo b tra in i n g b e ne fi ci a l w hi l e as 4 0% l i ke o ff th e j ob tra i ni n g . 3 . Th e co mp an y sho u ld issu e d tra i ni n g ce rti fi ca te s to e a c h e mpl o ye e a fte r trai n in g wh i ch wi ll ad d mo re o f va l ue . Solapur ====== j ob w hi ch wi l l h e lp to i n cre a se the p ro du cti vi ty o f a n o rg an i za tio n . L CD p roj e cto rs e tc. S o a co mbi n a ti on w il l kee p th e en th u sia sm l e ve l h ig h amo n g e mp l o yee s tow a rd s tra i ni n g . ====== H.C. Th i s w il l en co u rag e e mp l o yee s to u nd e rta ke mo re tra i ni n g p ro g ra mme s.B.A ======================== Solapur University. 4 .C =============== 43 ================== 2004-2006 ==== . w hi ch w il l he lp to i n cre a se th e l e vel o f u n de rsta n d in g a n d al so j o b in vo l ve me n t.N. 2 .

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