ABOUT THE STUDY CHAPTER TITLE PAGE NO

INTRODUCTION COMPANY PROFILE INDUSTRY PROFILE

1 2-9 10-16 17-25 26 27 28 29 30-36 AND 38-57

II

REVIEW OF LITERATURE OBJECTIVE OF THE STUDY SCOPE OF THE STUDY

III IV VI VII

LIMITATION OF THE STUDY IMPORTANCE OF TRAINING ESEARCH METHODOLOGY EMPLOYEES TRAINING

DEVELOPMENT IN MRF DATA ANALYSIS AND 58-101 102-107 108 109-112 113

INTERPRETATION FINDING AND SUGGESTION CONCLUSION QUESTIONNAIRES BIBLIOGRAPHY

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Therefore, a study on Training and development programme was carried out with a sole purpose to measure the satisfactory level of employees towards training and development in MRF limited, Arakkonam Training and development involves changing skills, knowledge, attitude or behavior. It is learning experience in that seeks a relatively permanent change in employees that him ability to perform on the job. Training and development will improve, that aims to contribute to an organization overall objectives and provide employees with job-specific skills, which enable to service overtime. Training and development is, in a way indispensable for every one in the organization order to materialize the objectives of the organization. Training prepares people to do their present jobs development prepares them for feature jobs.Developments involve systematic process of training and growth by which managerial personal gain and apply skills knowledge, attitudes and insight into managing the work in their organization effectively and efficiently. The need data were collected by both primary and secondary data. The secondary data is collected from company profile and records. The primary data is collected by direct survey method using the instrument questionnaires. Which consists of various of questions like open-ended, closed-ended, multiple-choice and conclusive. The sample size chosen through convenience random simply is 50 respondents in MRF limited, Arakkonam.

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ABSTRACT The study attempts to investigate on training and

developmentas this is an inevitable concept of the modern organization system. training which aims at increasing the knowledge , skills and abilities , help employees to bring the gap between job requirements and present competence of employee This study was conducted at MRF ARAKKONAM plant and was founded in the year 1946. MRF is the market leader among tyre manufactures in India with 24% share in terms of revenue and also exports Tyres to over 65- countrys word wide. The research design used in this study is descriptive. The sample size taken for the study is 50 respondents in MRF Limited Arakkonam. The needed data were collected by both primary and secondary data. The secondary data is collected from company profile and records. The primary data is collected by direct survey method using the instrument questionnaires, which consists of various types of question like open-ended, closed-ended, multiple choice & likerts Scale. The major findings of the study based on the analysis are the employees are satisfied with the training programme, which is also accepted as effectives since its effects is reflected on productivity and employee job efficiency. It is suggested that all, management, employees and trainer should to gather put their best effort to make the training programee more effective and their should not be lackadaisical approach towards training. Finaly, it is conduded that the training and development programme in MRF Limited, Arokkonam. Was effective and also the
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employees are satisfied towards the training an development programme.

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Chapter I
INTRODUCTION self-confidence HR training has become increasingly vital to the success of modern organizations. Now-a-days companys are in a position to face the change. needs training. In order to face the change effectively each and every labour and employee in an organization

Training and development helps the employees to raise their competent level and it increases the and self-respect of the employee. By developing the knowledge, skill, ability they can handle new and more demanding assignments.

Training for employee development is different in terms approach than teaching. Training is basically the learning experience that brings a permanent change in an individual, there by improving his ability to perform on the Job. Learning is mostly the modification of the behavior in the height of past experience which is a continuous process to keep the employees competent and good performer.

Training continues throughout the employees tenure with an organization. Its importance is reflected in the amount organization spend for training programme.

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Company Profile MADRAS RUBBER FACTORY (MRF) is one of the Largest Rubber companies both worldwide and in the Indian private Sector. The Company has the strength of producing high quality long lasting tyres that caters almost to the entire Auto industry. It is the only tyres company to straddles the subcontinent with giant manufacturing facilities at Chennai, Arakkonam, Kottayam, Goa, Medak and Pondicherry. In the global arena MRF is an active exporter to as many countries and also have a very strong distributors muscle in the industries covering 55 sales officers and over 2,500 dealers. MRF brands are the market dealer in almost every segment with the winning culture.

Currently MRF is rated No1 in Indias Tyre manufactures and globally is recognized as the 7th (now elevated to 5th recently) best Tyre manufactures. The leader possesses a portfolio of products and is ably supported by an inspirational manpower which is its core strength further the organization as such has invested a lot in the research development and hence technically has equipped itself to cope up with the market changes. Being a pioneer in this field the company manufacturers on an average 750 Tyres per day which is of best quality tyres in the Market today.

MRF using the latest technique and sub processes which is makes them one of the leading brands to reckon with. The company has its portfolio variety of tyres which is catering to the Two Wheelers, Four Wheelers, Tractors and even aero planes segments.
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History and Development

In 1946, a young entrepreneur, Mr. K.M. Mammen Mappillai opened a small toy balloon manufacturing unit in a shed at Tiruvattiyur, Madras (now Chennai). Although the Factory was just a small shed without any Machines, a variety of products ranging from balloons and contraceptives, were produced. During this time, MRF established its first office at 334, Thambu Cheety Street, Chennai-01. Founder Country Years of Establishment Industry Listings & its Codes K.M. Mammen Mappillai India 1946 as a toy Factory Tyre Manufacturing NSE : MRF; BSE : 500290 124, Greams Road, Chennai 600 006, Tamilnadu, India. Registered Office Tel : +(91)-(44)-2892777 Fax : + (91)-(44)-28291844/0562.

Website Related Website

www.mrftyres.com www.mrf-exports.com
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Vision Of Mrf

MRF will be a significant global player delighting customer worldwide Leadership in Technology

Excellence in manufacturing

World-class systems Driven by a team of motivated high performances to achieve profitable growth

INDUSTRY PROFILE

Rubber

Rubber is an organic substance from the natural source or even obtained artificially. It has certain properties such as extensibility, tradability and toughness. The scientific name of rubber is Heaves Bazilians. Rubber has got its name because of its ability to erase.

Industry in India
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India started commercial planting of rubber in the year 1902 at Cochin and the first factory was set up in 1902 in Calcutta. Rubber industry in India is the third largest in the world Kerala produces more than 90% of Indias total production. hats why it is known as the heartland of Indias rubber producing area. Rubber produced in such a manner is called Natural rubber. Apart from this Synthetic rubber is also produced in certain regions where natural rubber cannot be produced After Malaysia, Thailand and Indonesia, India comes next in the production of natural rubber. Our production went up to 15000 tons in 1945-1946 to 30000 tones in 2001. Indias per hectare yield of rubber is 1500 kg, which is the highest in the world. Natural rubber just forms 25% of the worlds requirement, the rest is made of synthetic rubber but natural rubber is still essential for certain products. Nearly 60% of the auto and truck tyres are made of synthetic rubber. The rubber industry is broadly divided into the tyre and non-tyre sector. Highlights The tyre industry is a Rs. 9,000 Cr industry. The fortune of this industry depends on the agricultural and industrial performance of the economy, the transportation needs and the production of vehicles. While the tyre industry is mainly dominated by the organized sector, the unorganized sector holds sway in bicycle tyres. In the last five years (1994-95 to 1998-99), the industry managed to achieve a compounded annual growth of only 4.40 per cent. However in the last fiscal the industry registered a growth of 7 per cent.
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Natural rubber constitutes 25 per cent of the total raw material cost The ratio of natural rubber content to synthetic rubber content is 80:20 in Indian tyres, whereas world wide, the ratio of natural rubber to synthetic rubber is 30:70.

of the tyres.

Sector Comments Ever since the first Indian tyre company, Dunlop Rubber Company (India) was incorporated in 1926, the tyre industry has grown rapidly and today it is a Rs. 9,000 Cr industry. India has 2.61 lakh villages, connected by 6.23 lakh kms of metalled roads and 9.81 lakh kms of unmetalled roads. These villages are linked to small towns and cities. There is a daily traffic of over 4.12 lakh trucks, 3.27 lakh buses, 7.23 lakh cars, and thousands of taxis, twowheelers, three-wheelers, tractors and animal -drawn vehicles on Indian roads. There exists a vast potential for the tyre industry in India. The fortune of the tyre industry depends on the agricultural and industrial performance of the economy, the transportation needs and the production of vehicles. Hence, this is a very sensitive industry, which has to adapt itself to a highly volatile environment.

Market profile While the tyre industry is mainly dominated by the organized sector, the unorganized sector holds sway in bicycle tyres. The major players in the organized tyre segment consist of MRF, Apollo Tyres, Ceat and JK Industries, which account for 63 per cent of the organized tyre market. The other key players include Modi Rubber, Kesoram Industries and Goodyear India, with 11 per cent, 7 per
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cent and 6 per sent share respectively. Dunlop, Falcon, Tyre Corporation of India Limited (TCIL), TVS-Srichakra, Metro Tyres and Balkrishna Tyres are some of the other players in the industry. MRF, the largest tyre manufacturer in the country, has strong brand equity. While it rules supreme in the industry, other players have created niche markets of their own.

Sector specifics The tyre industry is a major consumer of the domestic rubber production. Natural rubber constitutes 80 per cent of the material content in Indian tyres. Synthetic rubber constitutes only 20 per cent of the rubber content of a tyre in India. World wide, the ratio of natural rubber to synthetic rubber is 30:70. Apart from natural and synthetic rubber, rubber chemicals are also widely used in tyres. Most of the RSS-4 grade natural rubber required by the Indian tyre industry is domestically sourced, with only a marginal amount being imported. This is an advantage for the industry, since natural rubber constitutes 25 per cent of the total raw material cost of the tyres. The former is used in most of the tyres, while the latter is mainly used in the radials for passenger cars. Synthetic rubber accounts for 14 per cent of the raw material cost. Unlike in the case of natural rubber, India imports 60 per cent of its synthetic rubber requirements. Apart from rubber, major raw materials are nylon tyre cord and carbon black. The former is used to make the tyres strong and

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impart tenacity to it. The latter is responsible for the colour of the tyre and also enhances the life span of the tyre. To sum up, the tyre industry is highly raw-material intensive, with raw material costs accounting for 70 per cent of the cost of production. Fortunately for the industry, the rubber and carbon black prices have taken a beating recently, which means lower costs for the tyre industry. The export-import policy allows free import of all types of new tyres and tubes. However, import of retreaded tyres, either for use or for reclamation of rubber is restricted. This has led to used tyres being smuggled into the country under the label of new tyres. Though tyre import and all raw materials for tyres except natural rubber are under open general license (OGL), only import of natural rubber from Sri Lanka is eligible under OGL Crossply tyres have been used in India for several decades. In these tyres, the ply cords run across each other or diagonally to the outer surface of the tyre. Rayon and nylon tyre cords are used as the reinforcing medium. These tyres can be retreaded twice during their lifetime and are hence preferred by Indian transport operators who normally overload their trucks. A vehicle with the normal carrying capacity of around 12 tones is usually loaded with double the capacity. Moreover, one also has to contend with the bad suspensions and bad road conditions. No wonder, 95 per cent of the tyres used in India are cross plies. Radial tyres have their cords running radically from bead at 90 degrees angle to the rim or along the outer surface of the tyre. The reinforcing mediums used in these tyres are polyester, nylon, fiberglass and steel. Hence, these tyres are 20% more expensive than the cross plies. But they have a longer life and provide lower
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fuel consumption. The unhealthy condition of the Indian roads has resulted in radial tyres accounting for only 5 per cent of the tyre industry as against a global trend of 60 per cent. With two-thirds of the capacity of all major tyre manufacturers being reserved for radials, this is a real cause for concern.

Raw Materials

The industry is raw material intensive, which accounts for more than 60-70% of the production cost of tyres. Therefore price of raw materials directly affect the profitability of the tyre companies. Since most of these industries are petroleum based, their prices fluctuate with international prices of petroleum prices. The main raw materials for tyre are rubber (natural or synthetic), carbon black, and nylon tyre cord and rubber chemicals.

Expect for natural rubber, the cost of all other raw materials in tyre production is directly related to crude oil prices. Natural rubber and nylon cord fabrics are the most critical fabrics as they account to more than 50% of the total raw material cost. Carbon black account for 13% of the raw material cost since most of the raw materials are crude derivatives, a rise in price has got negative impact on margins. The tyres made in India can be broadly classified as cross ply and radial. The body of tyre is called carcass and is made of rubber coated nylon or rayon fabrics called plies.

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Major Raw Materials

Product Name

Fabrics

Chemicals

Carbon Black

Rubber

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Chapter-II REVIEW OF LITERATURE MEANING Training is the process of increasing the knowledge and skill for doing a particular job. It is an organized procedure by which people learn knowledge and skill for a definite purpose of training is basically to bridge the gap between job requirements and present competence of an employee. Training is aimed at improving the behavior and performance of a person.

DEFINITION OF TRAINING Training refers to the process of teaching new or present employees. The skills they need to perform their job

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Training is an attempt to improve the current or future employee performance by increasing and employees ability to perform through learning usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training and development is determined by the employees performance deficiency computed as follows.

Training and development = Standard performance Actual performance

DEFINITION OF DEVELOPMENT Management development is a systematic process of growth and development by which managers develop their abilities to manage.

The term Development is defined further by Marge Rison (1991) who distinguishes between development at the personal level and at the organizational level.

Personal The process by which you and others gain skills and abilities to manage yourself and others. Management development is a personal responsibility.
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Organizational Involves all the issues related on a continue from recruitment and selection to induction to self-development to top team development. Management development is seen as part of the future, rather than simply solving todays problems that the importance becomes visible to all. In such places you will find a supportive atmosphere conductive to learning.

The notion that training and development is the sole responsibility of the training/personal/human resources department is outdated and inappropriate. Everyone has a responsibility, although the emphasis, involvement and influence will undoubtedly vary. Training and development Give a man a fish, and you have given him meal. Teach man to fish, and you have given him a livelihood. This ancient Chinese proverb seems to describe the underlying rationale of all training and development programmes. No industrial organization can long ignore the training and development needs of its employees without seriously inhibiting its performance. Even the most careful selection does not eliminate the need for training, since people are not molded to specification and rarely meet the demands of their jobs adequately.

The development of high potential workers with the support of continuous training and retraining is now-a-days seen as a core
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element in the development of competitive advantage of the organizations. Catalanellow and Redding observe that the recent business success of leading organizations in including Motorola, General Electric and Hewlett-Packard is due to the systematic management of employee training. Keep has identified a number of companies in survey in Canada reveals that 60% of business and labour leaders see education and training as either the first or second most important factor for improving international competitiveness.

Four important developments, which seem to have contributed in recent years, to grater attention being given to training are as follows. First, it is now believed that training can impart almost all skills to an individual. There are only few skills which are inborn and cannot be taught. Second, with the rapid change in technology every individual needs to be retrained every now and then. Third, it is no longer enough for an individual to update in his own narrow functional area. Finally, due to the increasing emphasis on organizational culture every individual to be able to behave effectively must be trained in interpersonal skills also. Globalization is now making it increasingly essential for all employees to be aware of diverse gaffes, life style and attitudes of people in other countries as well. They need to learn many things such as how to introduce oneself before a foreign client, converse and negotiate, talk on telephone, use body language and so on. To avoid the cultural shock, cross-cultural orientation of employees is becoming equally important.

Area of Training
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The areas of Training in which training is offered may be classified into the following categories.

i. Knowledge

Here the trainee learns about a set of rules and regulation about the job, the staff and the products or service offered by the company. The aim is to make the new employee full aware of what goes on inside and outside the company.

ii. Technical Skills

The Employee

taught a specific skill so that he can acquire

that skill and contribute meaningfully.

iii. Social Skills

The employee is made to learn about him self and others, and develop a right mental attitude towards the job, colleagues and the company. The principle focus is on teaching the employee how to be a team member and get ahead.

Advantages of training
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1. Increased productivity Training increases the knowledge and skills of employees. Therefore well trained employees give better performance on the job. Training results in higher quantity and quality of output

2. Job satisfaction Training builds confidence in the employees and enables him to achieve the required level of performance. Their enthusiasm, pride and interest in the job increases. As a result they derive greater satisfaction from their job and their morale goes up. Their attitude becomes more positive and cooperative. 3. Reducing in accidents

Training develops safety attitudes and helps to reduce the accident rate.

4. Better use of resources Well trained employees make better use of machines and materials. The rate of spoilage or wastage of materials may be reduced. There is less breakage of machineries and tools. The maintenance cost is reduced and the life of the machine is increased.

5. Reduced supervision
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Trained employees need less guidance. Therefore need for supervision is reduced.

6. Greater flexibility An organization with trained personnel can introduce latest technology to reduce cost of production. Trained personnel show less resistance to change.

7. Management by exception Trained employees are self dependant and can perform routine work independently. Therefore supervisors can delegate authority and reduce their work load.

8. Stability and growth Trained personnel can maintain its effectiveness despite the loss of key personnel. It can replace executives. It can also meet the personnel. Needs for growth and expansion.

TRAINING METHODS On-the-job-training

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On-the-job training is delivered to employees while they perform their regular jobs. In the way, they do not lose time while they are learning. After a plan is developed for what should be taught, employees should be informed of the details. A timetable should be established with periodic evaluations to inform employees about their progress. On-the-job techniques include orientations, job instruction training, apprenticeships and assistantship, job rotation and coaching.

Off-the-job techniques Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, case studies, role playing, simulation, programmed instruction and laboratory training. Most of these techniques can be used by small business although, some may be too costly.

Orientations Orientations are for new employees. The first several days on the job are crucial in the success of new employees. The point is illustrated by the fact that 60 percent of all employees who quit do so in the first ten days. Orientation training should emphasize the following topics. The companys history and mission. The key members in the organization. The key members in the department, and how the department helps fulfill the mission of the company. Personnel rules and regulations.
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Some Companies use verbal presentations while other has written presentation. Many small businesses convey these topics in one-on-one orientations. No matter what method is used, it is important that the newcomer understand his or her new place of employment.

Lectures Lectures present training material verbally and are used when the goal is to present a great deal of material to many people individually. Lecturing is one-way communication and as much may not be the most effective way to train. Also, it is hard to ensure that the entire audience understands a topic on the same level; by targeting the average attendee you may under train some and lose others. Despite these drawbacks, lecturing is the most cost-effective way of reaching large audiences. Role Playing and Simulation Role playing and simulation are training techniques that attempt to bring realistic decision making situation to the trainee. Likely problems and alternative solution are exemplified with this type of training. Experienced employees can describe real world experiences, and can help in and learn from developing the solution to these simulations. This method is cost effective and is used in marketing and management training.

Job Rotation Job rotation involves moving an employee through a series of jobs so he or she gets a good feel for the tasks that are associated
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with different jobs. It usually used in training for supervisory positions. The employee learns a little about everything. This is good strategy for small businesses because of the many jobs an employee may be asked to do.

OBJECTIVES OF THE STUDY

Primary Objective

1. To know the importance level of training programme in MRF Company. 2. To know the various equipments used at the time of training period. 3. To know the level of acquired skill of workers after the training programme.

Secondary Objective
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1. To know how to motive and maintain the workers. 2. To find out the training methods followed by MRF limited. 3. To offer the valuable suggestions. 4. To improve the effectiveness of training programme in MRF limited. 5. To know about the organization economic strength.

SCOPE OF THE STUDY

1. The research is excited among the employees of MRF Limited, Arakkonam. To evaluate the Training and development.

2. This study can be used as the referral source for opting the most suitable type of training to mach the objective of the organization.

3. It can also be utilized for improving the job efficiency and imparting the skills needed.
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4. Since the systematically streamlined questionnaire was used to collect the data from the employees. The qualitative of the study is answered.

5. The tools used in the research strengthen the effectiveness of training.

6. To derive the best result among vacuous training and development method. Many suggestions and recommendations are given.

LIMITATIONS OF THE STUDY

1. The respondents answer may lead to subjective of the truth due to some bias in the respondents answers.

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2. The data has been collected from the sample size of 150 through convenient random sampling. So it cannot be generalized to the entire population.

3. The exception and likeness of employees differ from person to person: there form, the effectiveness of the training programme may vary from time to time.

4. Some of the respondents were discussing with their peer in the department while answering the questionnaire. So there can been chance of loss in precision and actuary in the answer.

IMPORTANCE OF THE STUDY

The development of the country mainly depends on its Industrial growth. So each and every industry needs training programme to grow and to survive.

1. Trained employee performs better method of work. So it leads to higher productivity.

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2. Reduction in wastage and spoilage with increased in productivity is possible only if the work is done by trained employees.

3. Trained employees need less guidance and control, so supervisory burden is reduced.

4. Right work method reduces the accident.

Chapter - III RESEARCH METHODOLOGY

Research Design design Data collection -

Descriptive

research

Primary and secondary

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Sampling procedure Sampling type Sample size Sample area Company Data analysis Instrument -

Probability sampling Convenience sampling 150 Employees in MRF

Tables, Charts Questionnaire

MEANING OF RESEARCH DESIGN: Research design is the arrangement of conditions for collection and analysis of data in a manner aims to combine relevance to the research purpose with economy in procedure.

DESCRIPTIVE APPROACH:

In this approach the researcher using questionnaire or schedule describes a problem. This approach enables a researcher to explore new areas of investigation. Normally empirical problems are investigated adopting this approach (a researcher develops his hypothesis based on his knowledge about the subject matter of study)this helps him to define clearly the scope of his enquiry the target audience from whom the information is to be gathered and the time span available for conducting the enquiry etc. When this approach is adopted, the researcher should be intelligent and alert
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to elicit the information required from the respondents and accurately as possible. He should taken care to design his questionnaire. As he goes into the field to collect the information, the researcher will develop in sights into other aspects of the problem on hand and there by he will be able to widen the scope of his study.

DATA COLLECTION

The data used for this study are both primary and secondary data. The source of primary data is the field where the data had been collected a fresh first hand information of data from the employees in MRF Company.

DATA COLLECTED METHOD: PRIMARY DATA: Primary data is collected through questionnaires. The questionnaire is formed to know the labour welfare measures.

SECONDARY DATA: Secondary data are those, which already exist that are the data collected. SAMPLING PROCEDURE: The sampling procedure adopted in their study is nonprobability sampling.
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NON-PROBABILITY SAMPLING: Non-random or non-probability sampling refers to the sampling process in which the samples are selected for a specific purpose with a pre-determined basis of selection. This type of sampling is also required at times when random selection may not be possible. Therefore the reliability of conclusions based on this type of sampling is less.

SAMPLING TYPE: The samples for the study were choosed by means of convenient sampling.

CONVENIENCE SAMPLING: This method of sampling involves selecting the sample elements using some convenient method without going through the rigor of sampling method I have selected the employees who were available in MRF company during my training period.

SAMPLING AREA: The research has been conducted for the workers in MRF company Arakkonam.

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SAMPLE SIZE: I have chosen 150 out of 423 employees because only 150 workers available at the time when I went for the training in MRF company.

DATA ANALYSIS: The data are analyses by using bar chart, etc. For this study.

INSTRUMENT:

QUESTIONNAIRE: Structured questionnaire was selected as the tools for data collection, which included a set of various types of questions. For the study different types of questions were included in their questionnaire, such a multiple choice questions only.

PERSONAL INTERVIEW: Under this method, the researchers make personal contacts with the respondents and obtain more information than under any other method. The researcher can clarify the questions if the information does not understand them. This method is adopted where greater accuracy is needed the field of enquiry is not arrange intensive study is needed.

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STATISTICAL TOOLS Percentage Analysis Percentage refers to a special kind of ratio. Percentage is used in making comparison between two or more series of data. Percentages are used to describe relationships.

No. of respondents

Percentage = Total respondents

x 100

Chi-Square Test

The objective of Chi-square test is to determine whether areas or significant difference exists among the various groups. observed. Chisquare test involves comparison of expected frequency with

Steps The difference between each observed frequency and corresponding expected frequency is computed.
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 The differences obtained are squared. Each squared difference is divided by its respective expected frequency. The quotients are added to obtain the computed chi-square value. The computed value is then compared with tabulated Chisquare value. If the computed value is greater than the tabulated value at a predetermined level of significance and degrees of freedom, the hypothesis is rejected. On the other hand, if the calculated value is less than the tabulated value, the hypothesis is accepted.

Formula :

= (Oi Ei)2

Ei

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Symbols and Abbreviations

List of Symbols

Symbols % X

Expansion Percentage Multiplication

Square Root X2 Sigma Chi-Square

List of Abbreviations

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Abbreviations O E

Expansion Observed Value Expected Value Null hypothesis

Ho H1 Alternate hypothesis

ABOUT THE STUDY

Training

and

development

involves

changing

skills,

knowledge, attitude or behavior. It is learning experience in that seeks a relatively permanent change in employees that will improve him ability to perform on the job.

Training and development, that aims to contribute to an organization overall objectives and provide employees with jobspecific skills, which enable to service overtime. Training and development is, in a way indispensable for every one in the organization order to materialize the objectives of the organization.

Therefore, a study on Training and development programme was carried out with a sole purpose to measure the satisfactory level of employees towards training and development in MRF limited, Arakkonam.

144

Training prepares people to do their present jobs development prepares them for feature jobs.

The need data were collected by both primary and secondary data. The secondary data is collected from company profile and records. The primary data is collected by direct survey method using the instrument questionnaires. Which consists of several of questions like open-ended, closed-ended, multiple-choice and conclusive. The sample size chosen through convenience random simply is 150 respondents in MRF limited, Arakkonam. Chapter -IV EMPLOYEES TRAINING AND DEVELOPMENT IN MRF Training Training helps to achieve the objectives of the company by providing opportunities to all employees at all levels in the organization to acquire the requisite knowledge, skill and abilities. It is the systematic modification of behavior through learning that occurs as a result of education, instruction, development and planned experience. It is concerned with developing a particular skill to a desired standard by instruction and practice. It is concerned with developing a particular skill to a desired standard by instruction and practice. Training is a planned process to modify attitude, knowledge or skill behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose in the work situation is to develop the abilities of the individual and satisfy the current and future manpower needs of the organization. The training program is done for the employees. It is aimed at improving the performance of a particular job. Training helps the
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employers to achieve the Objectives of the company. By providing opportunities to all employees at all levels in an organization to acquire the requisite knowledge. Training is an ongoing and continuous activity of MRF. They give continuous training to all the newly appointed staff and workers.

In MRF, Training is given to improve the three facts of human personality, namely Knowledge Skill Behavior

TRAINING ACTIVITIES IN MRF

MRF is an ISO certified company and is equipped with special training department, as per the specification of the ISO standards. The training wing of the Arakkonam unit is functioning under the HRD department.

ISO/TSI/6949, EMS/OHSAS 18001 Training need identified every 2 years. Employees trained 2006&2007-98%.

Training participants 2006-2007

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16,848

Staff Workmen Contract workmen

2,242 6,735 7,871

Training man hours 2006-2007 Staff Workmen Contract workmen Training man-hours per employee Staff Workmen Contract workmen

33,252 8,052

12,622 12,578

24 19 14

INDUCTION TRAINING. Staff Workmen 3days 1day

Contract Labours2hours

Various Training given at MRF Supervisory development Creativity Motivation

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 Quality of life Chance Management Team building PM analysis TPM awareness TPM pillar activities Jishu Hozen steps General inspection ISO/TS 16949 Awareness ISO/TS 16949 Internal auditor training OHSAS 18001 Awareness training OHSAS 18001 Internal auditing training. (Occupational health and safety assessment series) Emergency preparedness Industrial Security First Aid Fire safety Safety work permits system APQP, MSA, PPAP (Advance product quality planning) (Measurement system analysis) Rubber mixing technology Vulcanization technology Polymer & compounding Energy efficient motors Energy conservation Protection relays & motors Statistical process control Domestic enquiry
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 DC (drives) (basics) ETP operation (effluent treatment plan)

Smoking is strictly banned within the Factory A spark / fire can be created for any meaningful purpose

only with a Safety Work permit, issued for the purpose and as per Work Instruction Safety published in connection with ISO 9000.

It is the responsibility of each employee in this

organisation to understand Basic Fire Fighting and to effectively use Fire Fighting equipments when in need.

No body shall tamper with any fire fighting equipment Each employee has to know the properties of solvents

that can cause fire and take precautions as and how suggested.

Follow the Safe procedures to handle Gas cylinders. Use flashback arrestor for Gas cylinders Do not use L.P.G cylinder for Gas cutting

Policies of MRF
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Training Policy of MRF Training Policy of MRF is to provide and develop knowledge, skills and behavior of our employees to continuously improve their performance. To achieve this goal, all MRF plants together with the corporate office shall. Identify and document training needs of each employee, through competence evaluation each year. Design and publish training calendar and schedule. Provide training periodically based on identified needs and as per the documented schedule. Monitor and evaluate training process and outcomes to assess and to decide the next training cycle requirements. At the plant level the respective Senior General Managers / General Managers and plant managers are assigned the responsibility of carrying out the training activities through Human Resources Department of the plant and corporate office.

TRAINING PROCESS PROCESS MODEL - TRAINING NEEDS IDENTIFICATION AND EFFECTIVENESS MONITORING. 1) Plant HR/Corp HR maintains records of education, experience and training of all personnel. Plant HR sends competency evaluation and training need assessment form to all departmental heads once in two years.

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2) Departmental

section

heads

determine

the

necessary

competence required for personnel performing work affecting product quality the environment and identify personnel needing training for competence skill development.

3) The filled in competency evaluation & training need assessment forms are then returned to plant HR.

4) The training requirements are consolidated for each training programme.

5) Bases on the consolidation, training calendar is prepared for one year.

6) Training needs received from time to time are also compiled and included in the training calendar, which is amended once in 3months.

7) For external training programme (wherever required) the head plant approves and training is provided.

8) The

participants

after

the

programme,

fill-in-training

effectiveness evaluation form and send it to plant HR and the effectiveness is evaluated wherever required. For programme arranged through Corp HR, the participants in addition fill-intraining evaluation form and send it to crop HR (wherever required).

151

9) Internal training programs are conducted as classroom training and on the job training details are recorded in the register/record.

10) The details of the training programs attended by the employees are entered in the database after the training program.

11).Wherever required, tests are conducted to evaluate the effectiveness of the training programs.

12).New entrants are give orientation training as per the orientation Schedules.

TPM (Total Productivity Maintenance) Achieve zero defects, zero breakdowns, and zero accident in all Functional areas of the organization. Involve people in all levels of organization. Form different terms to reduce detects and self-maintenance.

WHY TPM?

152

TPM was introduced to achieve the following objectives. The important ones are listed below.

Avoid wastage in a quickly changing economic environment. Producing goods without reducing product quality. Reduce cost. Produce a low batch quantity at the earliest possible time. Goods send to the customers must be non-defective.

CHAPTER- V

DATA ANALYSIS AND INTERPRETATION

1). Have you undergone any training programme? No.of S.No 1 2 factors Respondents Yes No Total 107 43 150 71.33 28.67 100 percentage

INFERENCE:

(Source: Primary data)

153

From the above table it is clear that only 71.33% of the Employees are said yes with the Training programme. 28.67% of the Employees whether they are say No with the Training programme.

1). Have you undergone any training programme

80

Yes 71.33

70

60

50 Percentage

40 No 28.67

30

20

10

0 No.of Respondents

154
Yes No

2. The training programme will increase the job performance and efficiency of the employee?

S.No 1 2 3 4 5

Factors Strongly Agree Agree Uncertain Disagree Strongly Disagree Total

No.of respondents 52 43 37 12 6 150

percentage 34.66 28.67 24.67 8 4 100

INFERENCE:
155

(Source: Primary data) From the above table it is clear that only 34.66% of the Employees are Strongly Agree with the increase the job performance and 28.67% of the Employees are agree with the increase the job performance and 24.67% of the Employees are uncertain with the increase the job performance and 8% of the Employees are disagree with the increase the job performance and 4% of the Employees whether they are strongly disagree with the increase the job performance.

2. The training programme will increase the job performance and efficiency of the employee?
100% Strongly Disagree 4 Disagree 8 Uncertain 24.67

80%

No.of Respondents

60% Agree, 28.67 40%

20%

Strongly Agree 34.66

0% Percentage
156

Strongly Agree

Agree

Uncertain

Disagree

Strongly Disagree

3). which type of training have you attended?

S.No 1 2 3 4 5

Factors Knowledge Based Technical Based Skilled Based Behavior Based On all the above areas. Total

No.of respondents percentage 41 39 44 17 9 150 27.33 26 29.33 11.33 6 100

INFERENCE:
157

(Source: Primary data) From the above table it is clear that only 27.33% of the Employees are attended the knowledge based Training. 26% of the Employees are attended the technical based Training. 29.33% of the Employees are attended the skilled based Training. 11.33% of the Employees are attended the behavior based Training. 6% of the Employees whether they are attended the on all the above areas.

3) Which type of Training have you attended?

30 25 20 Percentage 15 10 5 0

Knowledge Skilled Technical Based Based Based 26 27.33 29.3

Behavior Based 17

On all the above areas 6

No. of Respondents

Knowledge Based Behavior Based

Technical Based On all the above aread

158

Skilled Based

4). Mention the frequency of training programme conducted in MRF Ltd.? S.No Factors Once night Once in a Month Once Month Once in six Month Once in a year Total in three 32 29 21 19 150 in a fore No.of respondents 49 21.33 19.33 14 12.67 100 percentage

1 2 3 4 5

36.67

INFERENCE: (Source: Primary data)

159

From the above table it is clear that only 36.67% of the Employees are frequency once in a fore night conducted the training programme in MRF LTD., 21.33% of the Employees are frequency once in a Month conducted the training programme in MRF LTD., 19.33% of the Employees are frequency once in three months conducted the training programme in MRF LTD., 14% of the Employees are frequency once in six months conducted the training programme in MRF LTD., 12.67% of the Employees whether they are frequency once in a Year conducted the training programme in MRF LTD.,

4) Mention the frequency of training programme conducted in MRF Ltd.,

Once in a fore night 36.67

40 35 30 25 Percentage 20 15 10 5 0

Once in a Month Once in three 21.33 Month 19.33 Once in six month Once in a year 14 12.67

No. of Respondents

Once in a fore night Once in six month

Once in a Month Once in a year

160

Once in three Month

5). Specify the convenient location to conduct the training programme

No.of S.No 1 2 3 Factors respondents Head quarters Factory Training centres 23 46 49 15.33 30.67 32.67 percentage

161

Others Total

32 150

21.33 100

INFERENCE: (Source: Primary data)

5). Specify the convenient location to conduct the From the above training programme table it is clear that only 15.33% of the
Employees are specifying Head quarters is convenient location to conduct the training programme. 30.67% of the Employees are specifying Factory is convenient location to conduct the training programme. 32.67% of the Employees are specifying Training centres is convenient location to conduct Others the training programme. 21.33%21.3 the Employees are of specifying others are convenient location to conduct the
No.of Respondents

training programme.

Training Centre's 32.67 Factory 30.67

Head Quarters 15.33

10

20

30

40

Percentage

Head Quarters

162 Factory Training Centre's

Others

6). How many training programme have you attended till now?

No.of S.No Factors respondents percentage

163

1 2 3 4 5

1-2 3-6 6-9 9-12 12 and above Total

34 42 36 21 17 150

22.67 28 24 14 11.33 100

6). How many training programme have you attended till now? INFERENCE:
3 to 6, (Source: Primary data) 30 1 to 2, 28 6 to 9,

25

From the above table it is24 clear that only 22.67% of the 22.67

Employees are attend 1-2 training programme. 28% of the Employees are attend 3-6 training programme. 24% of the
20 Employees are attend 6-9 training programme. 14% of the Percentage

Employees are attend 9-12 training programme. 11.33% of the Employees whether they are attend 12 and above training 14 programme.
10 15 12 and above, 11.3 9 to 12,

0 No. of Respondents
164

1 to 2

3 to 6

6 to 9

9 to 12

12 and above

165

7). How did you feel the job after the training programme?

No.of S.No 1 2 3 4 5 Factors respondents Very easy Easy Easy extent Difficult Very difficult Total 21 6 150 to some 34 40 49 22.66 26.67 32.67 14 4 100 percentage

INFERENCE: (Source: Primary data)

From the above table it is clear that only 22.6% of the Employees are very easy to feel job after the training programme. 26.67% of the Employees are easy to feel job after the training programme. 32.67% of the Employees are easy to some extent to feel job after the training programme. 14% of the Employees are difficult to feel job after the training programme 4% of the Employees whether they are very difficult to feel job after the training programme.
166

7) How did you feel the job after the training programme?

35 30 25 Percentage 20 15 10 5 0 Very Easy 22.66 Easy 26.67

Easy to some extent 32.67

Difficult 14

Very Difficult 4

No. of Respondents Very Easy Easy Easy to some extent Difficult Very Difficult

167

8). The training methods given by the company are satisfactory

No.of S.No 1 2 3 4 5 Factors respondents Highly Satisfied Satisfied Neutral Unsatisfied 48 40 47 11 32 26.67 31.33 7.33 2.67 100 percentage

Highly Unsatisfied 4 Total 150

INFERENCE: (Source: Primary data) From the above table it is clear that only 32% of the Employees are Highly Satisfied with the training methods given by the company are satisfactory. 26.67% of the Employees are Satisfied with the training methods given by the company are satisfactory. 31.33% of the Employees are
168

Neutral with the training methods given by the company are satisfactory. 7.33% of the Employees are Unsatisfied with the training methods given by the company are satisfactory. 2.67% of the Employees whether they are training methods given by the company are satisfactory.

8) The training methods given by the company are satisfactory

Highly Unsatisfied, , 2.67 100% 90% 80% 70% Percentage 60% 50% 40% 30% 20% 10% 0% No.of Respondent Satisfied, , 26.67 Unsatisfied, , 7.33 Average, , 31.33

Highly Satisfied, , 32

169

Highly Satisfied

Satisfied

Average

Unsatisfied

Highly Unsatisfied

9). Are you satisfied with facilities providing for the training Programme?

No.of S.No 1 2 3 4 5 Factors respondents Highly Satisfied Satisfied Neutral Unsatisfied 41 54 39 10 27.33 36 26 6.67 4 100 percentage

Highly Unsatisfied 6 Total 150

INFERENCE:

(Source: Primary data)

170

From the above table it is clear that only 27.33% of the Employees are Highly Satisfied with facilities providing for the training programme. 36% of the Employees are Satisfied with facilities providing for the training programme. 26% of the Employees are Neutral with facilities providing for the training programme. 6.67% of the Employees are Unsatisfied with facilities providing for the training programme. 4% of the Employees whether they are highly unsatisfied with facilities providing for the training programme.

9) Are you satisfied with facilities providing for the training Programme?
40 Satisfied 36

35 Highly Satisfied 30 27.33 25 Percentage

Neutral 26

20

15 Dissatisfied 6.67 Highly Dissatisfied 4

10

0 No. of Respondents
171

Highly Satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

172

10). How is relationship with the trainer during the training Programme?

No.of S.No 1 2 3 4 5 Factors respondents Very Good Good Unable to Say Bad Very Bad Total 31 39 42 24 14 150 20.67 26 28 16 9.33 100 percentage

INFERENCE: (Source: Primary data) From the above table it is clear that only 20.67% of the Employees are say very good the relationship with the trainer during the training Programme. 26% of the Employees are say good the relationship with the trainer during the training Programme. 28% of the Employees are say unable to say the relationship with the trainer during the training Programme. 16% of the Employees are say bad the relationship with the
173

trainer

during

the

training

Programme.

9.33%

of

the

Employees whether they are say very bad the relationship with the trainer during the training Programme.

10). How is relationship with the trainer during the training Programme?
Unable to Say, 28 Good, 26 25 Very Good 20.67 20 Bad, 16 Percentage

30

15 Very Bad 9.33 10

0 No. of Respondents

Very Good

Good

Unable to Say

Bad

Very Bad

174

11). Permission is granted to ask doubts.

No.of S.No 1 2 2 Factors respondents Yes Occasionally No Total 150 71 53 26 47.33 35.33 17.34 100 percentage

INFERENCE: (Source: Primary data) From the above table it is clear that only 47.33% of the Employees are say Yes permission is granted to ask doubts. 35.33% of the Employees are say occasionally permission is granted to ask doubts. 17.34% of the Employees whether they are say No permission is granted to ask doubts.

175

11). Permission is granted to ask doubts.

50 45 40 35 30 25 20 15 10 5 0

Yes 47.33

Occasionaly 35.33

Percentage

No 17.34

No. of Respondents
176

Yes

Occasionaly

No

177

12). The training given in TPM is relevant to my job

No.of S.No 1 2 3 4 5 Factors respondents Highly Satisfied Satisfied Neutral Dissatisfied 38 46 41 14 25.33 30.67 27.33 9.33 7.33 100 percentage

Highly Dissatisfied 11 Total 150

INFERENCE: (Source: Primary data) From the above table it is clear that only 25.33% of the Employees are Highly Satisfied the training given in TPM is relevant to my job. 30.67% of the Employees are satisfied the training given in TPM is relevant to my job. 27.33% of the Employees are Neutral the training given in TPM is relevant to my job. 9.33% of the Employees are Dissatisfied the training given in TPM is relevant to my job. 7.33% of the Employees
178

whether they are highly dissatisfied the training given in TPM is relevant to my job.

12) The training given in TPM is relevant to my job

50 40
Percentage

Highly Satisfied 25.33

Satisfied 30.67 Neutral 27.33

Dissatisfied 9.33 Highly Dissatisfied 7.33

30 20 10 0
No.of Respondents

Highly Satisfied

Satisfied

Neutral

Dissatisfied

Highly Satisfied

179

13) What was the nature of training imparted on you?

No.of S.No 1 2 3 Factors respondents On the Job 48 Off the Job 59 Both Total 43 150 32 39.33 28.67 100 percentage

INFERENCE: (Source: Primary data) From the above table it is clear that only 32% of the Employees are on the job nature of training imparted.39.33% of the Employees are say occasionally permission is granted to ask doubts. 28.67% of the Employees whether they are say No permission is granted to ask doubts.

180

13) What was the nature of training imparted on you?

Off the Job, 39.33 On the Job 32 Both, 28.67

40 35 30 25
Percentage

20 15 10 5 0
No. of Respondents
181

On the Job

Off the Job

Both

182

14). The communication instruments are clear and satisfactory in the Training. No.of S.No Factors respondents 1 2 3 4 5 Highly Satisfied Satisfied Neutral Dissatisfied 37 24.67 46 51 11 30.67 34 7.33 3.33 100 percentage

Highly Dissatisfied 5 Total 150

INFERENCE: (Source: Primary data) From the above table it is clear that only 24.67% of the Employees are Highly Satisfied the communication instruments are clear and satisfactory in the Training. 30.67% of the Employees are satisfied the communication instruments are clear and satisfactory in the Training. 34% of the Employees are Neutral the communication instruments are clear and satisfactory in the Training. 7.33% of the Employees
183

are Dissatisfied the communication instruments are clear and satisfactory in the Training. 3.33% of the Employees whether they are highly dissatisfied the communication instruments are clear and satisfactory in the Training.

14). The communication instruments are clear and satisfactory in the Training.

35 30 25
Percentage Highly Satisfied 24.67

Neutral 34.00 Satisfied 30.67

20 15 10 5 0
No. of Respondents Dissatisfied 7.33 Highly Dissatisfied 3.33

Highly Satisfied Dissatisfied

Satisfied Highly Dissatisfied

Neutral

184

15). After the training, the handling of new technology has Improved. S.No Factors No.of percentage

185

respondents 1 2 3 4 5 Highly Satisfied Satisfied Neutral Dissatisfied 46 35 57 9 30.67 23.33 38 6 2 100

Highly Dissatisfied 3 Total 150

15). After the training, the handling of new technology has Improved. INFERENCE:

40

(Source: Primary data)

Neutral, 38

From the above table it is clear that only 30.67% of the Highly 35 Satisfied Employees are Highly Satisfied after the training, the handling of new technology has improved. 23.3% of the Employees are 23.33 satisfied after the training, the handling of new technology has improved. 38% of the Employees are Neutral after the training; 25
Percentage 30.67 Satisfied,

30

the handling of new technology has improved. 6% of the Employees are Dissatisfied after the training, the handling of 20 new technology has improved. 2% of the Employees whether

15 they are highly dissatisfied after the training; the handling of

new technology has improved.

10

5 0

Dissatisfied, 6 Highly Dissatisfied 2

No. of Respondents
186

Highly Satisfied Dissatisfied

Satisfied Highly Dissatisfied

Neutral

187

16). The job is easy by the self-maintenance training.

No.of S.No 1 2 3 4 5 Factors respondents Highly Satisfied Satisfied Neutral Dissatisfied 30 47 39 18 20 31.3 26 12 10.67 100 percentage

Highly Dissatisfied 16 Total 150

INFERENCE: (Source: Primary data) From the above table it is clear that only 20% of the Employees are Highly Satisfied the job is easy by the selfmaintenance training. 31.3% of the Employees are satisfied the job is easy by the self-maintenance training. 26% of the Employees are Neutral the job is easy by the self-maintenance training. 12% of the Employees are Dissatisfied the job is easy by the self-maintenance training. 10.67% of the Employees whether they are highly dissatisfied the job is easy by the selfmaintenance training.

188

16). The job is easy by the self-maintenance training.

Satisfied, 31.30

35 30 25
Percentage Highly Satisfied 20

Neutral, 26

20 15 10 5 0
No. of Respondents Dissatisfied, 12 Highly Dissatisfied 10.67

Highly Satisfied Dissatisfied

Satisfied Highly Dissatisfied

Neutral

189

17). What extent you have acquired the knowledge and skills through the training programme?

No.of S.No 1 2 3 4 5 Factors respondents Fully extent Very large extent Large extent Some extent Not at all Total 38 44 34 23 11 150 25.33 29.33 25.67 15.33 7.33 100 percentage

INFERENCE: (Source: Primary data) From the above table it is clear that only 25.33% of the Employees are Highly Satisfied to get the knowledge through the training programme 29.33% of the Employees are satisfied to get the knowledge through the training programme 25.67% of the Employees are Neutral to get the knowledge through the training programme 15.33% of the Employees are Dissatisfied the job is easy by the self-maintenance training. 7.33% of the

190

Employees whether they are highly dissatisfied to get the knowledge through the training programme.

17). What extent you have acquired the knowledge and skills through the training programme?
Very Large 29.33 Large extent 25.67

30

25

Fully extent 25.33

20
Percentage Some extent 15.33

15

10

Not at all 7.33

0
No. of Respondents
191

Fully extent

Very Large

Large extent

Some extent

Not at all

18). How do you feel about training programmes conducted?

No.of S.No 1 2 3 4 5 Factors respondents Highly Satisfied Satisfied Neutral Dissatisfied 30 47 39 18 20 31.3 26 12 10.67 100
192

percentage

Highly Dissatisfied 16 Total 150

INFERENCE: (Source: Primary data) From the above table it is clear that only 20% of the Employees are Highly Satisfied about the training programmes conducted. 31.3% of the Employees are satisfied about the training programmes conducted. 26% of the Employees are Neutral about the training programmes conducted. 12% of the Employees are dissatisfied about the training programmes conducted. 10.67% of the Employees whether they are highly dissatisfied about the training programmes conducted.

18). How do you feel about training programmes conducted?

35 30 25
Percentage Highly Satisfied 20

Satisfied 31.30 Neutral 26

20 15 10 5 0

Dissatisfied 12

Highly Dissatisfied 10.67

No. of Respondents
193

Highly Satisfied

Satisfied

Neutral

Dissatisfied

Highly Dissatisfied

19).Does the training programmes help to improve the performance and the productivity of an organization?

194

No.of S.No 1 2 Factors respondents Yes No Total 113 37 150 75.33 24.67 100 percentage

INFERENCE: (Source: Primary data) 19).Does the training programmes help to improve the performance and the productivity of an organization? From the above table it is clear that only 75.33% of the Employees are said yes the training programmes help to improve 80 the performance and the productivity of an organization. 24.67% of the Employees are said No the training
70 programmes help to improve the performance and the Yes 75.33

productivity of an organization.
60 50 Percentage 40 30 20 10 0 No. of Respondents
195

No 24.67

Yes

No

STATISTICAL TOOL

1. CHI-SQUARE TEST

I. Calculate whether there is any significant relationship between increase the job performance and after the training handling of new technology has involved.
196

Increase the job performance and after the training Highly handling of satisfied new technology has involved Satisfied Neutral Dissatisfied Highly Dissatisfied

Tota

Strongly Agree

19

14

18

52

Agree

16

12

11

43

Uncertain

20

37

Disagree

12

0
197

Strongly Disagree

Total

46

35

57

150

Null Hypothesis Ho: There is no significant relationship between increase the job performance and after the training handling of new technology has involved.

Alternate Hypothesis H1: There is significant relationship between increase the job performance and after the training handling of new technology has involved. Degrees of freedom (R-1) (C-1) (5-1) = 16

Level of significance The table value of chi square for degree of freedom 16 at 5% level of significance is 26.296

198

CALCULATION E(19) = (46*52) / 150 = 15.7 E(14) = (14*52) / 150 = 12.3 E(18) = (18*52) / 150 = 19.7 E(1) = (1*52) / 150 = 3.1 E(0) = (2*52) / 150 = 1.04 E(16) = (46*43) / 150 = 13.7 E(12) = (35*43) / 150 = 10.03 E(11) = (57*43) / 150 = 16.3 E(3) = (9*43) / 150 = 2.58 E(1) = (3*43) / 150 = 0.86 E(6) = (46*37) / 150 = 11.37 E(9) = (35*37) / 150 = 8.63 E(20) = (57*37) / 150 = 14.06 E(2) = (9*37) / 150 = 2.2 E(0) = (3*37) /150 = 0.74 E(4) = (46*12) / 150 =3.68 E(0) = (35*12) / 150 = 2.8 E(5) = (57*12) / 150 =4.56 E(3) = (9*12) / 150 = 0.72 E(0) = (3*12) / 150 = 0.24 E(1) = (46*6) / 150 = 1.84
199

E(0) = (35*6) / 150 = 1.4 E(3) = (57*6) / 150 = 2.28 E(0) = (9*6) / 150 = 0.36 E(2) = (3*6) / 150 = 0.12

S.No

Observed Expected frequency frequency (Oi-Ei) (Oi) (Ei) (Oi-Ei)2

(Oi-Ei)2 Ei

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16

19 14 18 1 0 16 12 11 3 1 6 9 20 2 0 4

15.7 12.3 19.7 3.1 1.04 13.7 10 16.3 2.58 0.86 11.4 8.63 14.1 2.2 0.74 3.68

3.3 1.7 -1.7 -2.1 -1.04 2.3 1.97 -5.3 0.42 0.14 -5.37 0.37 5.94 -0.2 -0.74 0.32
200

10.89 2.89 2.89 4.41 1.0816 5.29 3.8809 28.09 0.1764 0.0196 28.837 0.1369 35.284 0.04 0.5476 0.1024

0.693631 0.234959 0.146701 1.422581 1.04 0.386131 0.386929 1.723313 0.068372 0.022791 2.536227 0.015863 2.509502 0.018182 0.74 0.027826

17 18 19 20 21 22 23 24 25

0 5 3 0 1 0 3 0 2

2.8 4.56 0.72 0.24 1.84 1.4 2.28 0.36 0.12

-2.8 0.44 2.28 -0.24 -0.84 -1.4 0.72 -0.36 1.88

7.84 0.1936 5.1984 0.0576 0.7056 1.96 0.5184 0.1296 3.5344

2.8 0.042456 7.22 0.24 0.383478 1.4 0.227368 0.36 29.45333

54.09964

Result 54.09964 > 26.296 Here Null hypothesis Ho is rejected. So Alternate hypothesis H1 is accepted. Since, there is significant relationship between increase the job performance and after the training handling of new technology has involved.

II. Calculate whether there is any significant relationship between communications instruments are satisfactory and satisfied with facilities providing for the training programme?

201

Communicat ion instrument are satisfactory Highl y Satisfi Neutr al Dissatisf ied Highly Dissatisf ied Tot al

and satisfied satisfi ed with facilities ed providing for the training programme

Highly satisfied

14

15

41

13 Satisfied

16

21

54

Neutral

10

11

13

39

5 Dissatisfied

10

0 Highly Dissatisfied

202

Total

37

46

51

11

150

Null Hypothesis Ho: There is no significant relationship between communications instruments are satisfactory and satisfied with facilities providing for the training programme

Alternate Hypothesis H1: There is significant relationship between communications instruments are satisfactory and satisfied with facilities providing for the training programme

Degrees of freedom

(R-1) (C-1) (5-1) = 16

Level of significance
203

The table value of chi square for degree of freedom 16 at 5% level of significance is 26.296

CALCULATION E(9) = (37*41) / 150 = 10.11 E(14) = (46*41) / 150 = 12.57 E(15) = (51*41) / 150 = 13.94 E(3) = (11*41) / 150 = 3.06 E(0) = (5*41) / 150 = 1.367 E(13) = (37*54) / 150 = 13.32 E(16) = (46*54) / 150 = 16.56 E(21) = (51*54) / 150 = 18.36 E(4) = (11*54) / 150 = 3.96 E(0) = (5*54) / 150 = 1.8 E(10) = (37*39) / 150 = 9.62 E(11) = (46*39) / 150 = 11.96 E(13) = (51*39) / 150 = 13.26 E(4) = (11*39) / 150 = 2.86 E(1) = (5*39) / 150 = 1.3 E(5) = (37*10) /150 = 2.46 E(3) = (46*10) / 150 =3.06 E(1) = (51*10) / 150 = 3.4
204

E(0) = (11*10) / 150 =0.73 E(1) = (5*10) / 150 = 0.33 E(0) = (37*6) / 150 = 1.48 E(2) = (46*6) / 150 = 1.84 E(1) = (51*6) / 150 = 2.04 E(0) = (11*6) / 150 = 0.44 E(3) = (5*6) / 150 = 0.2

S.No

Observed frequency (Oi)

Expected frequency (Ei) (Oi-Ei) (Oi-Ei)2

(Oi-Ei)2 Ei

1 2 3 4 5 6 7 8 9 10 11 12

9 14 15 3 0 13 16 21 4 0 10 11

10.1 12.6 13.9 3.06 1.37 13.3 16.6 18.4 3.96 1.8 9.62 12

-1.11 1.43 1.06 -0.06 -1.367 -0.32 -0.56 2.64 0.04 -1.8 0.38 -0.96
205

1.2321 2.0449 1.1236 0.0036 1.8687 0.1024 0.3136 6.9696 0.0016 3.24 0.1444 0.9216

0.121869 0.162681 0.080603 0.001176 1.367 0.007688 0.018937 0.379608 0.000404 1.8 0.01501 0.077057

13 14 15 16 17 18 19 20 21 22 23 24 25

13 4 1 5 3 1 0 0 2 1 0 3 9

13.3 2.28 1.3 2.46 3.06 3.4 0.73 1.48 1.84 2.04 0.44 0.2 10.1

-0.26 1.72 -0.3 2.54 -0.06 -2.4 -0.73 -1.48 0.16 -1.04 -0.44 2.8 -1.11

0.0676 2.9584 0.09 6.4516 0.0036 5.76 0.5329 2.1904 0.0256 1.0816 0.1936 7.84 1.2321

0.005098 1.297544 0.069231 2.622602 0.001176 1.694118 0.73 1.48 0.013913 0.530196 0.44 39.2 0.121869

52.11591

Result 52.11591 > 26.296. Here Null hypothesis Ho is rejected. So Alternate hypothesis H1 is accepted. Since, there is significant relationship between communications instruments are satisfactory and satisfied with facilities providing for the training programme

206

Chapter - VI FINDINGS & SUGGESTION FINDINGS 1). 71.33% of the Employees are said yes with the Training programme. 28.67% of the Employees whether they are say No with the Training programme.

2). 34.66% of the Employees are Strongly Agree with the increase the job performance and 28.67% of the Employees are agree and 24.67% of the Employees are uncertain and 8% of the Employees
207

are disagree and 4% of the Employees whether they are strongly disagree with the increase the job performance.

3). 27.33% of the Employees are attended the knowledge based Training. 26% of the Employees are attended the technical based Training. 29.33% of the Employees are attended the skilled based Training. 11.33% of the Employees are attended the behavior based Training. 6% of the Employees whether they are attended the on all the above areas.

4). 36.67% of the Employees are frequency once in a fore night conducted the training programme in MRF LTD., 21.33% of the Employees are frequency once in a Month 19.33% of the Employees are frequency once in three months. 14% of the Employees are frequency once in six months. 12.67% of the Employees whether they are frequency once in a Year. 5). 15.33% of the Employees are specifying a Head quarter is convenient location to conduct the training programme. 30.67% of the Employees are specifying Factory is convenient. 32.67% of the Employees are specifying Training centres is convenient. 21.33% of the Employees are specifying others are convenient.

6). 22.67% of the Employees are attend 1-2 training programme. 28% of the Employees are attend 3-6 training programme. 24% of the Employees are attend 6-9 training programme. 14% of the Employees are attend 9-12 training programme. 11.33% of the

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Employees whether they are attend 12 and above training programme.

7). 22.6% of the Employees are very easy to feel job after the training programme. 26.67% of the Employees are easy to feel and 32.67% of the Employees are easy to and 14% of the Employees are difficult to feel and 4% of the Employees whether they are very difficult to feel.

8). 32% of the Employees are Highly Satisfied with the training methods given by the company are satisfactory. 26.67% of the Employees are Satisfied and 31.33% of the Employees are Neutral and 7.33% of the Employees are Unsatisfied and 2.67% of the Employees whether they are training methods given by the company are satisfactory.

9). 27.33% of the Employees are Highly Satisfied with facilities providing for the training programme. 36% of the Employees are satisfied and 26% of the Employees are Neutral and 6.67% of the Employees are Unsatisfied and 4% of the Employees whether they are highly unsatisfied with facilities providing for the training programme.

10). 20.67% of the Employees are say very good the relationship with the trainer during the training Programme. 26% of the Employees are say good the relationship and 28% of the Employees are say unable to say the relationship and 16% of the
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Employees are say bad the relationship and 9.33% of the Employees whether they are say very bad the relationship with the trainer during the training Programme.

11). 47.33% of the Employees are said Yes permission is granted to ask doubts. 35.33% of the Employees are said occasionally permission is granted to ask doubts. 17.34% of the Employees whether they are said No permission is granted to ask doubts.

12). 25.33% of the Employees are Highly Satisfied the training given in TPM is relevant to my job. 30.67% of the Employees are satisfied the training given in TPM and 27.33% of the Employees are Neutral the training given in TPM and 9.33% of the Employees are Dissatisfied the training given in TPM and 7.33% of the Employees whether they are highly dissatisfied the training given in TPM.

13). 32% of the Employees are on the job nature of training imparted.39.33% of the Employees are say occasionally permission is granted to ask doubts. 28.67% of the Employees whether they are say No permission is granted to ask doubts.

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14).

24.67%

of

the

Employees

are

Highly

Satisfied

the

communication instruments are clear and satisfactory in the Training. 30.67% of the Employees are satisfied the communication instruments and 34% of the Employees are Neutral the communication instruments and 7.33% of the Employees are Dissatisfied the communication and 3.33% of the Employees whether they are highly dissatisfied the communication instruments. 15). 30.67% of the Employees are Highly Satisfied after the training, the handling of new technology has improved. 23.3% of the Employees are satisfied after the training and 38% of the Employees are Neutral after the training and 6% of the Employees are Dissatisfied after the training and 2% of the Employees whether they are highly dissatisfied after the training.

\16). 20% of the Employees are Highly Satisfied the job is easy by the self-maintenance training. 31.3% of the Employees are satisfied and 26% of the Employees are Neutral and 12% of the Employees are dissatisfied and 10.67% of the Employees whether they are highly dissatisfied.

17). 25.33% of the Employees are Highly Satisfied to get the knowledge through the training programme 29.33% of the Employees are satisfied and 25.67% of the Employees are Neutral and 15.33% of the Employees are Dissatisfied and 7.33% of the Employees whether they are highly dissatisfied.

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18). 20% of the Employees are Highly Satisfied about the training programmes conducted. 31.3% of the Employees are satisfied and 26% of the Employees are Neutral and 12% of the Employees are dissatisfied and 10.67% of the Employees whether they are highly dissatisfied.

19). 75.33% of the Employees are said yes the training programmes help to improve the performance and the productivity of an organization. 24.67% of the Employees are said No the training programmes help to improve the performance and the productivity of an organization.

SUGGESTIONS AND RECOMMENDATIONS

I appeal to the HR Department that, the trainee cans

buildup good interpersonal relation with workers.

I recommend to the HR Department can motivate the

workers to share their views at the time of training.

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For effective training output the HR Department should

provide the training to the workers with in their working hours.

Periodical review to be done by a trainer to ensure that

the matter is reached in right way.

I recommend to the HR Department that the trainee can

get immediate feedback form the workers.

Training awareness should be created among the

workers.

The quality of the food provided in the canteen can be

improved and the food materials for cooking should be put for inspection by a panel.

Necessary steps can be taken to prevent the dust

pollution near to the shipping department in the main plant.

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Chapter - VII CONCLUSION An effective training program creates a good environment among workers. Since training is a must in the organization it not only helps the organization to grow but also it helps to grow the employees personally. As quality cannot be measured it can only be seen through the productivity hence training plays major role in quality field as training also provides to learn more and it brings efficiency as well as effectiveness in an organization. A trained employee works efficiently than the untrained employee. Hence the above mentioned suggestion helps the

organization to develop more in the training department so as to get more qualitative output. As mentioned before employees are molded through training for the life time of the company. Once a new employee joins in an organization he has to undergone different type of training n the fields of operation so that employee will learn more things and develop his knowledge skill in particular field and he can see some self development in him. Since training plays major role initially to the entire employee, the study was viewed by the HR to find the demerits of the existing program. He assured that the employees views will be considered and following steps will be taken accordingly. In the globally competitive world, every organization wants to be in the top of the ladder of business, which will be materialized by the skillful and competitive human resource.
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Hence this project plays a vital role for the company to grow in future.

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A STUDY ON EMPLOYEES TRAINING AND DEVELOPMENT IN MRF TYRES LIMITED, ARAKKONAM QUESTIONNAIRE Respected Sir/Madam, This survey is conducted as part of my study and the information given by you will be used purely for academic purpose and would be kept confidential. I would be very much obliged if you spare some time in answering the following question. A) Personal Data

Name (optional) : Age Years Sex Marital Status : : Male Single

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20-30 Years 40-50 Years

30-40 Years Above 50

Female Married

Department Designation :

Educational Qualification: SSLC IT Degree B.Tech PG Others

Years of Experience : Below 5 Years 10-15 Years Monthly Income : 2500-5000 10000-20000 Category: Worker Officer Manager Others 5000-10000 Above 20000 5-10 Years Above 15 Years

Please state the distance of residence from work place: <20km 20-50km >50km

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1. Have you undergone any training programme? Yes No

2. The training programme will increase the job performance and efficiency of the employee? Strongly agree Disagree Agree Strongly disagree Uncertain

3. Which type of training have you attended? Knowledge based Behavior based Technical based on all the above areas Skilled based

4. Mention the frequency of training programme conducted in MRF Ltd.? Once in a fore night month Once in six month Once in a year Once in a month Once in three

5. Specify the convenient location to conduct the training programme Head quarters factory
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c) Training centres

Others

6. How may training have you attended till now? 1-2 9-12 3-6 12 and above 6-9

7. How did you feel the job after the training programme? Very easy Difficult Easy Very difficult Easy to some extent

8. The training methods given by the company are satisfactory Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

9. During the training all kinds of facilities are provided Yes No

10.

How is relationship with the trainer during the

training programme? Very good Poor Good Very poor Satisfactory

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11. Permission is granted to ask doubts? Yes Occasionally No

12. The training given in TPM is relevant to my job Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

13. The communication instruments are clear and satisfactory in the Training. Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

14. After the training, the handling of new technology has improved Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

15. Through the training my contribution to the improvement of Company improved? Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

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16. The job is easy by the self-maintenance training? Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

17. What extent you have acquired the knowledge and skills through the Training program Fully extent extent Some extent Not at all Very large extent Large

18. How do you find the training programmes conducted? Highly satisfied Dissatisfied Satisfied Highly Dissatisfied Neutral

19. Does the training programme help to improve the performance and the Productivity of an organization Yes No

20. Any other suggestion / commands.

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BIBILIOGRAPHY

1. Business management 2. Human resources management 3. Human resources managements And personnel management 4. Research methodology 5. Human Resource Development

C.P. Gupta C.P. Gupta

K. Aswathapa P. Ravilchaman P.C.Tripathi

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