A STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION KUMBAKONAM

SUMMER PROJECT REPORT

Submitted by

G.KARTHIKEYAN REGISTER NO: 27348320

Under the Guidance of

Mr.D.SARAVANAN, MBA, M.Phil, M.F.C, MHRM, (Ph.D),

Faculty, Department of Management Studies

in partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE PONDICHERRY UNIVERSITY PUDUCHERRY, INDIA

SEPTEMBER- 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

1

MADAGADIPET, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE
This to certify that the project work entitled A STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION,

KUMBAKONAM is a bonafide work done by G.KARTHIKEYAN [REG.NO 27348320] in partial fulfillment of the requirement for the award of Master of Business Administration by Pondicherry University during the academic year 2007 2008.

HEAD OF DEPARTMENT

GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER

TABLE OF CONTENTS
CHAPTER
ABSTRACT LIST OF TABLES LIST OF CHARTS I INTRODUCTION 1.1 Profile of Organization

TITLE
ACKNOWLEDGEMENT

PAGE NO
Ii iii iv v 1 8

II III IV V VI

REVIEW OF LITERATURE OBJECTIVES RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION FINDINGS OF THE STUDY

16 18 19 21 36 37 38 39 40 42

VII VIII IX X XI

SUGGESTION AND RECOMMENDATIONS CONCLUSIONS LIMITATIONS OF TH STUDY SCOPE FOR THE FUTHER STUDY ANNEXURE

ACKNOWLEDGEMENT
I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to provide necessary and essential facilities to do this project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mr.SARAVANAN Department of Management Studies, for his encouragement, support and guidance to complete this project work successfully.

I convey my heartiest thanks to GENERAL MANAGER, THE CHOLAN ROADWAYS CO-OPERATION,KUMBAKONAM , who kindly granted permission to do this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and friends for giving timely advice in all the ways and in all aspects for doing the project

LIST OF TABLES
S.no 1 2 3 4 5 6 7 8 9 10 11 TABLE NAME Table showing respondents age Table showing of the Respondents sex Table showing Educational Qualification of the Respondents Table showing respondents by their department Table showing respondents by their grade Table showing respondents by their marital status Table showing respondents by their native place Table showing respondents by their experiance Table showing respondents by their monthly income Association between age of respondents and various dimensions Association between monthly income of the respondents and various dimensions Page No 21 22 23 24 25 26 27 28 29 30 33

CHARTS

S.no 1 2 3 4 5 6

CHART NAME Respondents by their age Department of respondents Martial status Native place Experiance Monthly income

Page No 21 24 26 27 28 29

CHAPTER-1 INTRODUCTION

TRAINING AND DEVELOPMENT In an International level, every organization has the training and development as appoint of its function. The organization must motivate the employees and trainees in positive way to obtain the goal of the organization. In our India the training and development plays a vital role in growth of the organization .Of each organization take part in the economic development of the country.

TRAINING AND DEVELOPMENT IN NATIONAL AND INTENATIONAL LEVEL

A major study was conducted on as based publicity traded firms during 1996,1997 and 1998.American societies for Training and Development found the organization have invested $680 or more in the training programme was found that the organization have invested an average $1,595 per employee for training., In Indian organization did not demonstrate much interest in updating employees knowledge and awareness about the business through training and development until 1991.Government of India introduced its new industrial policy on July 24, 1991 by liberalization.

This trend can be seen not only in us and India, but also in most of the developed and developing countries.

MEANING; Training is a process of learning a sequence of programme behavior. it is an application of knowledge .It gives people an awareness of rules and procedures to guide personal behavior. Development is a relational and rational process. It covers not only those activities, which improve its performance, but also those, which about the growth of the productivity,

helps individual in the progress towards maturity and actualization of capabilities. 1.1 Training and Development Process

this potential

Determining training needs Decide the purpose of training Choosing appropriate/Suitable training Evaluating training effectiveness

on the job training methods are used for the employees welfare.

Reasons behind Training Increase the use of technology Arising labours turnover Promotion within the organization Needs of additional hands with increased production of product and services New employees need of training because of inexperience. Old employees need of training for refreshing Reduce working time ,Supervison,spoil Wastage, Produce and improve production and reduce learning time Reduce grieveness, accident rates and raising morale.

1.2 PLANNED TRAINING Identify training needs Define learning requirements Planned Training programme

Techniques

Facilities Implement Training Evaluate training

Location

Trainers

Essentials of Good Training Programme 1. clear purpose 2. Training needs 3. Relevance 4. Individual differences 5. Appropriate incentives 6. Management support 7. Balance between theory practice

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Methods and Techniques of Training

Some of the methods and techniques of training as follows:

ON-THE-JOB TRAINING

Under this method, the workers is given training at his workplace by his immediate supervisor.They include learning by doing.

1. Coaching The supervisor gives direct instruction and guidance to the training. He demonstrates how to do the job. The advantage here is greater for minimum adjustment after training.

2. Job Rotation

In this method the trainee is periodically rotated from job to job. The purpose is to broaden his outlook and give a general background view of the organization.

3. External Agency: The trainee is periodically gets the training form the same type of external agency.

Supervisors Development Supervisor development or management development is a systematic and continuous of learning and growth, it is designed to create behavioral change in executives by cultivating their mental abilities and latent potential.

Main features Executive development is a planned and organization process rather then haphazard/automatic techniques.

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Management development is mainly self-development it depends more on effort of individual executives themselves than on efforts organization.

1.3 Management development Mum ford (1993)

Business strategy

Business environment

Critical Success factors

Organization capability

Management capability

Business performance

Skills and Knowledge

Technical Skill Human Skill Conceptual Skill

Methods of executive development A large variety of techniques are employed for the training and development of executives. These techniques may be classified into the following categories.

1.On-the-job Methods Position rotation Special projects and task forces Committee assignments

2.Off-the job Methods Case study Role playing 12

Special Projects A special project is a highly flexible training device. Under it, a trainee is assigned a project closely related to his job. For instance trainee will study the problem and make recommendations.

By performing the special assignment he learns work procedure and organizational relationships. Some times a task force is created consisting of several executives from different functional areas. The trainee not only acquires knowledge about the assigned tasks but also learn how to work with others.

committee Assignments

In this technique committee is constituted to study solve specific problems. Trainees with different viewpoints are included in the committee. By participating in committee meetings and discussion, every member gets an opportunity to learn from others. Committee assignments help executives in acquiring general background and a wider perspective.

Case study Under this method the trainees are given a problem to discuss and analysis study is a written account of a real life business event or an imaginary one. Case studies are extensively used in training personal management, law, marketing, business policy and human relations. Case discussion increases the trainees power of observation and analysis. They learn that is not single answer to a particular problem.

Role Playing Under it is a conflict which is artificially created and the trainees are assigned different roles to play. No dialogue is given beforehand. The role players then act

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out their parts spontaneously. For example, a trainee may play the role of a salesman and make a presentation to a purchasing agent. Role playing is used in human relations and leadership training. It helps to develop insight into ones own behavior and its effect upon others.However; it is a time consuming and expensive process requiring experience trainers.

TYPES OF TRAINING 1. INPLANT TRAINING 2. REFRESHER TRAINING 3. COMPANYS TRAINING NEW TECHONOLOGIES 4. STRESS MANAGEMANT TRAINING 5. SKILL IMPLEMENT KEMP(K.M.per litter)

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1.4 COMPANY PROFILE

HISTORY OF THE TRANSPORT CORPORATION

The government in the year 1972 by nationalizing, the private major bus operators formed the CHOLAN ROADWAYS CORPORATION. Subsequently, they were bifurcated by the government for administrative purpose. The chief executive of each corporation is called as the managing director and he is one of the directors of the board. The secretary of the Government Transport Department is the chairman of all the corporations and also the Board of the concerned coporation.The board governs and approves the actions and ratification of the chief Executive of the concerned Corporation .The Board delegates ,the power of both Administration and finance to the chief Executive.

TRANSPORT CORPORATION OF TAMILNADU The transport corporations available after amalgamation from 01.04.2004 under government undertakings are,

1. Metropolitan Transport Corporation, Chennai 2. Tamil Nadu State Express transport Corpoation, Chennai. 3. Tamil Nadu State Transport Corporation(Kumbakonam)L.t.d Kumbakonam.

Region Kumbakonam Trichy Karaikudi Pudukotai

4. TamilNadu State transport Corporation (Villupuram) L.td

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Villupuram.

Region Villupuram Vellore Kanchipuram

5. Tamil Nadu State transport Corporation (Salem) ltd, Salem Region Salem Dharmapuri

6.Tamil Nadu State transport Corporation (Coimbatore) Ltd Coimbatore Region Coimbatore Erode

7.Tamil Nadu State transport Corporation (Madurai) ltd.Madurai. Region Madurai Thirunelveli Nagerkovil Dindugal Vadalur

TNSTC,KUMBAKONAM REGION KUMBAKONAM I have done the project at Tamil Nadu state transport Corporation, Kumbakonam Region. Branches and divisions of the Kumbakonam region are as follows: BRANCHES The branches of the kumbakonam region are Kumbakonam(Mofussil) Kumbakonam Town I division 16

Kumbakonam Town-2 Nannilam Thanjavur(Mofussil) Thanjavur Town-1 Thanjavur Town-2 Trichy Thanjavur Pattukotai Mannargudi Paeravoorni Mayiladuthurai(Mofussil) Mayiladuthurai Town Sirkali Poraiyar Chidamparam Nagapattinam Karaikkal Thiruthuraipoondi Vedharaniyam

VEHICLE DETAILS

THE Kumbakonam Devision-I consists of 926 vehicles. Among these the categories are,

Town vehicles Mofussil Vehicles Spares Idle

292 576 55 3

__________ ___926____

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DEPARTMENT OF THE CORPORATIONS

The various departments of the corporations are, Commercial and operation Personnel Materials Industries relation Training centre Electronic data processing wing Accounts and audit Security and Vigilance Technical section Civil department

ACCOUNTS:

The corporation has a centralized accounts departments.major lion of the accounts departments like bill preparation, voucher preparation, cashbook, cheque and balance, general ledger and balance sheet are computerized.

INVOICE AUDITING

Initially Town tickets up to 35KMs.were computerized for collection statements and also on line ticket auditing purpose. Nowadays the preprinted tickets are implemented for 182 KMs.For this purpose, most of the branches are being computerized for online auditing purpose. Due to this, it may be given a room to reduce staff strength and establishment cost also.

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1. COMMERCIAL AND OPERATION

The commercial wing governs the entry of a vehicle in to the corporation and also the exit of an old vehicle from it. The important functions of the commercial wing is as follows:

Registration Tax payment Augmentation Replacement

REGISTRATION

A newly purchase vehicle is first registered at the RTO office to get the registration certificates. Then the fitness certificate is obtained after the physical inspection of the vehicle. The average cost of a vehicle is around Rs.7 or Rs.8 Lakhs.

TAX PAYMENTS

The tax is paid at the RTO office; tax per mofussil Rs.450 and per town bus is Rs.330 per month. The total tax is around Rs.8500 per month.

AUGMENTATION

It is the process of obtaining the permit for a new vehicle in a particular route. The permit is valid for a period of 2 years and the old vehicles permit has to be renewed every year. REPLACEMENT

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It is the process of exchanging the permit of a faulty old vehicle with new one. Incase the old vehicle has reached its stoppage limit, tile permit has to be transferred to the new one. RESERVATION

Another important advantage of computerization in the Transport field is of the reservation facilities. The reservation procedures involves the details of reservation cancellation and reports. The reports consist of details daily report, ticket stock, conductor chart and cancellation report in this procedure once a seat has to be reserved. The system asks for the desired seat after displaying the layout of the seats of the bus nagapattinam divisions, once a seat is reserved immediately it is reflected in the layout. This makes the process of the reservation very user friendly.

MATERIAL MANAGEMENT

In order to purchase the materials from the vendors quotations are called far and lowest rate quoted-vendor is asked to issue the purchase order (p.o).The p.o and quotations are computerized. Like wise receipts from suppliers issues to branches sections are computerized. So that they can take consolidate statements with value for the month. They can also calculate the maintenance cost per kilometer for every branch.

ELECTRONIC DATA PROCESSING WING EDP has several functions, They are Preparation of collection of statements Preparation of KMPL(Kilometers per liter) Wages Management Information System(MIS)

WAGES SECTION

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The demands (such as P.F. other allowances and loans) and the attendance are updated. Then the updated attendance is checked and leaves if any are taken into account to calculate the salary.

MANAGEMENT INFORMATION SYSTEM

MIS section sends the physical performance, route performance, quarterly report and the annual reports to the government, the institute of Road Transport undertakings, New Delhi. It also prepares branch performance of every month( MIS book). Based on this book, the higher authorities discuss in the branch manager meetings and give suggestions to those branch managers who have achieved to the efficiency in all the fields.

TRAINING IMPARTED DURING THE YEAR

CATEGORY

TOTAL NO OF EMPLOYEES

NO OF EMPLOYEES TRAINED(INHOUSE) 0 2 2571 2573

OFFICER SUPERVISOR WORKMEN TOTAL

40 221 5458 5719

75% of training has been over.

Regarding employees, 80% of permanent employees and the remaining are temporary employees. .

PHYSICAL PERFORMANCE

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This section sends the physical performance to the Government every month. This report shows fleet utilization, kilometere per liter efficiency, kilometer loss, punctuality, occupancy ratio, KMPL, passengers travelled.In addition to this, the cost of damages to the vehicle, either by public agitation by the crew assault is also to the Government as enclosure with physical performance.

ROUTE PERFORMANCE The statement contains traffic indication route performance and the service performance.

QUARTERLY REPORT Quarterly report pertaining to KMPL achieved physical, finance and battery performances are sent to the Government Central Institute of Road transport, Pune.Annual report on the physical performance will also be sent to CRIT, National Productivity Council, and New Delhi. Based on the report submitted by the Transport undertakings in all the states, the council decides the award for the best STU.

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CHAPTER-2 REVIEW OF LITERATURE

MILKOVICH AND BUREAOU

Training is a systematic process of changing the behaviour, knowledge and motivation of present employees to improve the match between employees characteristics and employment requirements.

Nanda (`1976) conducted a study in ICF Chennai on training programme.He selected respondents through accidencitial sampling.

SethuRaman (1974) studies the impact of short term training programme for supervisor. All 15 members and engineering unit Bangalore who had attended supervisory training programme were interviewed.

Paul Davison conducted a study on HR development services at MRF in year 1982.The study was conducted with some objectives.

Major findings of the study as follows: Training has to be imparted to supervisor in following areas.Production, house keeping, syupervisors lacked desired qualities in these areas.

Nathniel Sarkar (1988) conducted a study on HRD programme in BHEL; Trichy.To respondents were selected through simple random.

Raja Sekaran(1991) conducted study on the identification of training needs at BHEL.The study revealed that the following areas have been identical by more than 50% of the respondents where the need for training to develop their personality ,communication skills ,leadership qualities,transaction analysis,industrial relations ,positive thinking and motivation are found essential. 23

L.A.Kennedy sam(1994)conducted a study on HR development for executive at BHEL,Trichy 60% of the respondents were selected through systematic random sampling and finding of study.

Hamblin(1974)conducted a study on training programme at FORD.The feedback on the effects of a training programme and to assess the value of training in the light of that information.

OBJECTIVES OF TRAINING AND DEVELOPMENT

Training objectivities is to improve the workers performance on the current job and also prepare them for an intend job Training helps to provide mastery in new methods and machines. Training objectives is to improve the defective ways of doing work and to teach current methods and behavior patterns. The objectives of development are to improve their performance in job and also improve personality and skills.

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CHAPTER-3 OBJECTIVES OF THE STUDY

To study the reflection of the training programme To study about the workers attitude regarding development programme. To study the involvement of trainees in the programme.

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CHAPTER-4 RESEARCH METHODOLOGY

Research: Researchis a systematic and scientific activity to achieve the truth.Research includes procedures of collecting data,analysis the data and finding the conclusion or truth.

Research Methodology: Research Methodologyis a way of systematically solves the research problem.It is a science of studying how the research is done successfully.

Title of the Study: The title is the study on Training and Developmant of cholan roadways corporation, kumbakonam. .

RESEARCH DESIGN Research Design means the exact nature of Research work in a systematic manner . It involves the information about the research work in view of the framework of the study,availability of various data,observations,analysis ,sampling etc.,

Descriptive Research Design: The researcher has followed the descriptive research by using primary and secondary data collections. Descriptive studies try to discover answers to the questions who,what,when,where and sometimes how the researcher attempts to describe or define a subject,often by creating profile of a group of problems.People or events such studies may involve the collection of data and the creation of distribution of the number of times the researcher observes a single event or chararacteristics or they may involve relating the interaction of two or more variables.

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SAMPLING: Once the Researcher has clearly specified the problem and developed an appropriate design and data collection instruments ,the next step in research process is to select those elements from which the information will be collected.Following sampling methods may collect the required information in any scientific enquiry.

SAMPLE SIZE: The researcher takes the sample size as 50

Methods Sample: The researcher has followed stratified Random sampling method in this project.

STRATIFIELD RANDOM SAMPLING: The universe is divided into different stratas based on certain attributes. Proportionately, select some samples from each stratum are called Stratified Random sampling under Probability Sampling.,

Data Collection Methods: The Researcher have collected the primary data by using questionnaire and secondary data from company magazine

Research hypotheses: There is a significant association between monthly income of respondents and various dimensions of Training Effectiveness. There is a significant association between age of the respondents and various dimensions of Training Effectiveness.

Statistical Tool used: 1. Percentage Method 2. Chi-Square Test

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CHAPTER-5 DATA ANALYSIS FOR WORKERS

Table:5.1 DISTRIBUTION OF RESPONDENTS BY THEIR AGE NO AGE NO OF PERCENTAGE (%) 44 22 20 14

RESPONDENTS 1 2 3 4 20-30 years 31-40 years 41-50 years 51-60 years 22 11 10 7

SOURCE; Primary data

INFERENCE: From the above results, it is clear that 44% of the respondents are in the age group of 20-30 years,22%of the respondents are in the age group of 31-40 years,20%of the respondents are in the age group of 41-50 and the rest of the respondents are in the age group of 51-60 DISTRIBUTION OF RESPONDENTS BY THEIR AGE

45% 40% 35% 30% 25% 20% 15% 10% 5% 0% 20-30 31-40 41-50 51-60

AGE GROUPS

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Table:5. 2 DISTRIBUTION OF RESPONDENTS BY THEIR SEX

S.NO

SEX

NO

OF PERCENTAGE (%) 100 -

RESPONDENTS 1 2 Male female 50 -

SOURCE;Primary data From the above table, its found the major percentage of the respondents (100%) are males.

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Table: 5.3 DISTRIBUTION OF RESPONDENTS BY THEIR EDUCATION QUALIFICATION

S.NO

EDUCATION

NO

OF PERCENTAGE (%) 100

RESPONDENTS 1 2 Technical Non Technical 50

SOURCE;Primary data From the above table, it is clear that most respondents (100%) are having nonTechnical qualification.

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TABLE;5.4 DISTRIBUTION OF RESPONDENTS BY THEIR DEPARTMENT

S.NO

DEPARTMENT

NO

OF PERCENTAGE (%) 34 66

RESPONDENTS 1 2 Transport Major Repairing 17 33

SOURCE;Primary data From the above table, its found that 66% of respondents (100%) are Working in major repairing department and rest of the respondents are working in Transport department

70% 60% 50% 40% 30% 20% 10% 0% transport major repairing

DEPARTMENTS

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Table: 5.5 DISTRIBUTION OF RESPONDENTS BY THEIR GRADE

S.NO

GRADE

NO

OF PERCENTAGE (%) 100

RESPONDENTS 1 2 3 A B C 50

SOURCE; Primary data From the above table, we can easily understand that 100% of the respondents are in C grade.

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Table:5.6 DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL STATUS

S.NO

MARITAL STATUS

NO

OF PERCENTAGE (%) 62 38

RESPONDENTS 31 19

1 2

Married Unmarried

SOURCE; Primary data From the above table, its clear that most of the respondents (62%) are married and the rest of the Respondents(38%)are unmarried.,

70% 60% 50% 40% 30% 20% 10% 0% Married Unmarried

Marital status
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Table: 5.7 DISTRIBUTION OF RESPONDENTS BY THEIR NATIVE PLACE

S.NO

NATIVE PLACE

NO

OF PERCENTAGE (%) 54 46 -

RESPONDENTS 1 2 3 Urban Rural Semi Urban 27 23 -

SOURCE; Primary data From the above table, its clear that 54% of respondents from urban area and the rest of the respondents (46%)are rural area,.

54% 52% 50% 48% 46% 44% 42% URBAN RURAL SEMI URBAN

NATIVE PLACE

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Table:5. 8 DISTRIBUTION OF RESPONDENTS BY THEIR EXPERIENCE

S.NO

EXPERIENCE

NO

OF PERCENTAGE (%) 80 12 8

RESPONDENTS 1 2 3 1-10 years 11-20 years 21-30 years 40 6 4

SOURCE; Primary data

From the above table, it is clearly understandable that (80%)of respondent having 110 years experience,(12%) of respondent having 11-20 years and rest of (8%) respondents having 21-30 years experience.

80% 70% 60% 50% 40% 30% 20% 10% 0% 1-10yr 11-20yr 21-30yr

YEAR OF EXPERIANCE 35

Table:5. 9

DISTRIBUTION OF RESPONDENTS BY THEIR MONTHLY INCOME

S.NO

MONTHLY INCOME

NO

OF PERCENTAGE (%) 70 14 6 10

RESPONDENTS 35 7 3 5

1 2 3 4

1000-3000 3000-5000 5000-7000 7000-9000

SOURCE; Primary data From the above table, it is found that (70%)of the respondent are getting monthly income between Rs.1000-3000,(14%) of respondent are getting between Rs3000-5000,(6%)of the respondent are getting between Rs.50007000,and the rest of the respondents are getting between Rs.7000-9000..

DISTRIBUTION OF RESPONDENTS BY THEIR MONTHLY INCOME

70% 60% 50% 40% 30% 20% 10% 0% 1000-3000 3000-5000 5000-7000 7000-9000

Monthly income

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Table:5.10 ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT AND VARIOUS DIMENSIONS OF TRAINING EFFECTIVENESS

Ho:

There is no significant association between monthly income of the respondents and the various dimensions of Training Effectiveness.

Ha:

There is a significant association between monthly income of the respondents and various dimensions of Training Effectiveness.

S.L.NO

AGE

VARIOUS DIMENSIONS OF EFFECTIVENESS LOW HIGH n:30

PERCENTAGE

TRAINING (%)

Objectives& Need Up to 20-30 years 31-40 years 41-50 years 51-60 years

n:20

100 X2=1.282

10 4 3 3

11 10 7 2

df=3 p>0.05 Not Significant

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S.L.NO

AGE

VARIOUS DIMENSIONS OF EFFECTIVENESS LOW HIGH n:29 17 4 4 4

PERCENTAGE

TRAINING (%)

Session Wise 20-30 years 31-40 years 41-50 years 51-60 years

n:21 1 13 6 1

X2=1.098 df=3 p>0.05 Not Significant

Practical Applicability 20-30 years 31-40 years 41-50 years 51-60 years n:16 7 5 2 2 n:34 11 12 8 3 X2=1.710 df=3 p>0.05 Not Significant

Training Aids 20-30 years 31-40 years 41-50 years 51-60 years

n:16 7 4 3 2

n:34 14 10 7 3

X2=0.660 df=3 p>0.05 Not Significant

General 20-30 years 31-40 years 41-50 years 51-60 years

n:16 7 4 3 2 n:16 11 7 5 38

n:34 14 10 7 3 n:25 9 8 5

X2=0.373 df=3 p>0.05 Not Significant

Overall 20-30 years 31-40 years 41-50 years

X2=0.284 df=3 p>0.05 Not Significant

51-60 years

n:25

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Null Hypotheses is Accepted: So, there is no significant association between age of the respondent & others dimensions like objectives & needs, practicl applicability, training aids, general and overall.

Null hypotheses is Rejected: So there is a significant association between age of the respondents & session wise of the training effectiveness.

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Table:5.11 ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT AND VARIOUS DIMENSIONS OF TRAINING EFFECTIVENESS

Ho:

There is no significant association between monthly income of the respondents and the various dimensions of Training Effectiveness.

Ha:

There is a significant association between monthly income of the respondents and various dimensions of Training Effectiveness.

S.L.NO

AGE

VARIOUS DIMENSIONS OF EFFECTIVENESS LOW HIGH n:30

PERCENTAGE

TRAINING (%)

Objectives& Need 1000-3000 3000-5000 5000-7000 7000-9000

n:20

X2=3.315 9 5 4 2 6 8 10 6 df=3 p>0.05 Not Significant

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S.L.NO

AGE

VARIOUS DIMENSIONS OF TRAINING EFFECTIVENESS LOW HIGH n:26

PERCENTAGE (%)

Session Wise

n:24

X2=3.753 1000-3000 3000-5000 5000-7000 7000-9000 3 Practical Applicability 1000-3000 3000-5000 5000-7000 7000-9000 4 Training Aids 1000-3000 3000-5000 5000-7000 5 7000-9000 General 1000-3000 3000-5000 5000-7000 6 7000-9000 Overall 1000-3000 3000-5000 5000-7000 7000-9000 4 4 3 3 n:20 7 2 3 4 n:20 7 2 3 4 n:20 11 6 4 6 13 5 13 7 n:20 11 7 10 6 n:20 11 7 10 6 n:20 7 5 7 3 X2=3.715 df=3 p>0.05 Not Significant X2=1.506 df=3 p>0.05 Not Significant X2=2.599 df=3 p>0.05 Not Significant 11 2 7 4 n:20 9 4 7 6 n:20 X2=1.466 df=3 p>0.05 Not Significant df=3 p>0.05 Not Significant

42

43

Null hypothesis is accepted: So, there is no significant association between monthly income of respondents and various dimensions of training effectiveness like objectives & needs., session wise, practical applicability ,training aids, general and overall.

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CHAPTER-6

6.1 FINDINGS OF THE STUDY

General Findings: The respondent are male The respondents are non-technician 66% of the respondents are in Repairing department The percentage of respondents is in grade C All the respondents belong to the urban and rural areas 40 respondents are having 1-10 years experience. 35 respondents are getting monthly income 1000-3000

FINDINGS RELATED TO HYPOTHESIS

There is no significant association between the age of the respondents and various dimension of Training Effectiveness. There is no significant association between monthly income of the respondents and the overall dimensions of Training Effectiveness.

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6.2 SUGGESTIONS
1. The object of training programme must be properly communicated to the workers. 2. Importance of the training must enlightened among the new comers and inexperienced workers. 3. Advanced technical aids can be used by the management to have effective results. 4. The organization is suggested to place Indians as the top-level supervisors for better communications. 5. The trainee can be motivated to use the programs more effectively in developing others. 6. The management has to conduct training & development programme in frequent intervals 7. Time allocation is needed so as to make the programme success 8. Different methods can be adopted in a single program to maintain participation of workers.

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CHAPTER-7 CONCLUSION
The objectives of the researcher are fulfilled .The researchers findings and suggestions are very much helpful for the further improvements of the organization.

In Tamil Nadu Transport Corporation, there should be a smooth relationship between the workers and the management. The management provides all Welfare measures to the employees.

Majority of the workers are satisfied with the Training and Development Programme.

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CHAPTER-8 8.1 Limitation of the Study:

Most of the respondents were reluctant in giving information. It was very difficult to connect the trainees and the supervisors, as they were busy with their regular day to day activities. The short period had been given, so the study does not covers the whole.

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8.2 Scope for further study:

The research study is highly useful to the organization to know that exactly training needs.The study deals with various aspect of the programme.It helps the organization to know its development programme level. It also helps to include new techniques for further improvements

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APPENDICES ANNEXURE-1 STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION OF KUMBAKONAM QUESTIONNAIRE

PERSONAL DATA Name Age Sex Education Designation Nature of job Grade Department Marital Status Native Place Monthly Income : : : : a) Married :a) Urban : b) Unmarried b) Rural c) semi urban : : : : : a) Male b) Female

QUESTIONNAIRE FOR WORKERS:

(a) Objectives and needs I. Very good II. Good III. Little IV. Very little V. Fully useful

1. To which extend you aware of needs and objectives of programme at the time of your nomination period. 1. 2. 3. 4. 5.

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2. To which extend the programme objectives are explained 1. 2. 3. 4. 5.

3. To which extent the conducted programme was in line with your needs 1. 2. 3. 4. 5.

4. To which extent you got satisfaction 1. 2. 3. 4. 5.

(b)Session voice I. Too much II. Much III. Less IV. Look less V. Just right

5. Session Duration

1.

2. 3.

4.

5.

6. Quality of material During Training period1. I. Very good II. Good III. Bad

2. 3.

4.

5.

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IV. Worst V. Outstanding

7. Technical methodology 8. Communication 9. Trainee involvement and participation

1.

2. 3. 1.

4.

5. 4. 5. 5. 5. 5.

2. 3. 4. 4. 4.

1.

2. 3.

10. Level of gains (net contribution of session) 1. 2. 3. 11. Rate of safety measures given during Training period 12. Training circumstance 1. 2. 3. 1. 2. 3.

4.

5.

(c)Practical applicability: 13. How you feel in training period 14. Do you find any deviation between Initial stage and end stage of programme 15. Usefulness of training in growth and Development of personal things 1. 2. 3. 4. 5. 1. 1. 2. 3. 2. 3. 4. 4. 5. 5.

(d).training aids: 16. Which aids are used and rate how much 1. It is used GENERAL HEADING 2. 3. 4. 5.

I. Very good II. Good III. Bad IV. Worst V. Outstanding

17. Audio-visual aids 18. Group discussion

1. 1.

2. 3. 2. 3.

4. 4.

5. 5.

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19. Slides 20. Charts 21. Lecture 22. Practical session

1. 1. 1.

2. 3. 2. 3. 2. 3.

4. 4. 4.

5. 5. 5.

(e) General: I. Excellent II. Good III. Ok IV. Bad V. Poor

23. You should mark the performance Of the training programme as Learning experience

1.

2. 3.

4.

5.

24. How is your involvement in the Programme

1.

2. 3.

4.

5.

25. How was your relationship with other Participants

1.

2. 3.

4.

5.

26. Overall satisfaction Improvement.

a) High

b) Low

If it is low, please specify reason give your kindly suggestion for further

53

ANNEXURE-2 BIBLIOGRAPHY Michel Armstrong,8th edition 2001,HR Management and Practice D.D.Sharma 2001, marketing research. Tamil Nadu Transport Corporation Kumbakonam Profile Personal Management,C.B.Memoria Josh.M.1961, Training Industry, Bombay TATA Institute School of work. Kothrai.C.,2001 research Methodology S.C.Gupta and V.K.Kapoor,Fundamental of Statistics S.P.Gupta,Statistical Methods

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