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1.

1 INTRODUCTION OF THE STUDY


TRAINING: Training refers to a planned effort by a company to facilitate the employees learning of jobrelated competencies. These competencies include knowledge, skills, or behaviors that are critical for successful job performance. It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees. DEVELOPMENT: Development is a wide-ranging, enduring multi-faceted position of behaviors to bring an employee or an organization up to another entrance of presentation. Development also suggests to achieves several jobs or new role in the upcoming.

ORGANIZATION OF TRAINING AND DEVELOPMENT PROGRAMMES: Training and development programs may be organized in the following steps: (a) TRAINING NEED IDENTIFICATION:

Assessment of the trainingrequirements of a target group in terms of (1) number of trainees, (2) their educational and professional background, (3) their present level of competence, and (4) the desired behavior or skill level acquired at the completion of training.

Before the training program the training program is conducted, it is necessary that the training needs are identified. A training needs analysis (TNA) is an effective way to identify any gap between the skills your business needs and those your employees have. It involves gathering information to identify areas where your employees could improve their performance. Training need identification is done through group problem analysis, interviews, survey through questionnaires, brain-storming, job analysis, performance appraisal, tests, records and reports etc.

FORMULATION OF TRAINING OBJECTIVE: Training objective is one of the most important parts of training program. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program.

DESIGNING AND DEVELOPING PROGRAMMES: This will include the course contents, duration, timing,, and method of training. The technique and process of training programs should be related to the needs and objectives of the organization. The method adopted will depend upon the training objectives. There are various methods of training: Lectures Demonstrations Discussions Games and Simulations
o

Behavior-modeling

o o o o o

Business games Case studies Equipment stimulators In-basket technique Role plays

On the job training Coaching Mentoring Job rotation Job Instruction Technique (JIT)

Off the job training Sensitivity training Transactional analysis Straight lectures/ lectures Simulation exercises

CONDUCT T & D PROGRAMME: This is actual delivery of the product. The necessary training facilities including audio-visual aids should be available.

EVALUATION OF TRAINING AND DEVELOPMENT The evaluation step is the most important phase of the training and development program. The evaluation should be made by comparing the results (the benefits) with the objectives of the training and development program that were set in the assessment phase.

Evaluation is the application of systematic methods to periodically and objectively assess the effectiveness of programs in achieving expected results, their impacts, both intended and unintended, continued relevant and alternative or more cost-effective ways of achieving expected results. The full range of evaluation issues should be considered in the planning of evaluations: relevance (does the policy, program or initiative continue to be consistent with departmental and government-wide priorities and does it realistically address an actual need?); success (is the policy, program or initiative effective in meeting its objectives, within budget and without unwanted outcomes?); and cost-effectiveness (are the most appropriate and efficient means being used to achieve objectives, relative to alternative design and delivery approaches?).

REASONS FOR EVALUATING TRAINING:

Training evaluation provides a way to understand the investments that training produces and provides information needed to improve training. The evaluation of executive training programs should provide evidence to demonstrate the relevance, success and cost-effectiveness of the programs.

1.2 INDUSTRY PROFILE


The liberalization of the Indian economy in the early nineties has played a major role in the growth of the IT industry of India. Deregulation policies adopted by the Government of India have led to substantial domestic investment and inflow of foreign capital to this industry. In 1970, high import duties had forced IBM to leave India. However, after the early nineties, many multinational IT companies, including IBM, have set up their operations in India. During the ten year period 1992-2002, the Indian software industry grew at double the rate as thus software industry. Some of the major reasons for the significant growth of the IT industry of India are Abundant availability of skilled manpower Reduced telecommunication and internetcosts Reduced import duties on software and hardware products Cost advantages Encouraging government policies.

The profile of the Indian IT Services has been undergoing a change in the last few years, partly as it moves up the value chain and partly as a response to the market dynamics. Ten years ago, most US companies would not even consider outsourcing some of their IT projects to outside vendors. The market competition is forcing organizations to cut down on costs of products. The professional IT services on the other hand are becoming increasingly expensive. The offshore software development model is today where onsite professional services were ten years ago. There is a high chance (almost a mathematical certainty), that in less than ten years, the vast majority of IT services (software development being just one of them) from developed countries, will be, one, outsourced and two, outsourced to an offshore vendor. Now, ten years later, a vast majority of US companies use the professional services of Indian Software engineers in some manner ,through large, medium or small companies .

Despite the global economic slowdown, the Indian IT software and services industry is maintaining a steady pace of growth. Software development activity is not confined to a few cities in India. Software development centers, such as Bangalore, Hyderabad, Mumbai, Pune, Chennai, Calcutta, Delhi-Noida-Gurgaon, Vadodara, Bhubaneswar, Ahmedabad, Goa, Chandigarh, Trivandrum are all developing quickly. All of these places have state-of-the-art software facilities and the presence of a large number of overseas vendors. Indias most prized resource is its readily available technical work force. India has the second largest Englishspeaking scientific professionals in the world, second only to the U.S. It is estimated that India has over 4 million technical workers, over 1,832 educational institutions and polytechnics, which train more than 67,785 computer software professionals every year. The enormous base of skilled manpower is a major draw for global customers. India provides IT services at onetenth the price. No wonder more and more companies are basing their operations in India. The industry is in an expansion mode right now, with dozens of new offshore IT services vendors emerging everyday, the industry has a high probability of being subjected to the 80:20 rule in not too distant a future. In perhaps another ten years, 80 percent of all outsourced offshore development work will be done by 20 percent of all vendors, a small number of high quality, trusted vendors. Only a few select countries and only the most professional companies in those countries, will emerge as winners. India will definitely be the country of choice for offshore software development. We have the potential to become and remain the country of choice for all software developments and IT enabled services, second only to the USA. The third choice could be far distant.

India is among the three countries that have built supercomputers on their own. The other two are USA and Japan. India is among six countries that launch satellites and do so even for Germany and Belgium. India's INSAT is among the world's largest domestic satellite communication systems. India has the third largest telecommunications network among the emerging economies, and it is among the top ten networks of the world. To become a global leader in the IT industry and retain that position, we need to constantly keep moving up the value chain, focusing on finished products and solutions, rather than purely on skill sets and resumes. We need to be able to package our services as products, rather than offering them as raw material. We need to be able to recognize and build up on our strengths and work on our weaknesses.

COMPANY PROFILE

IT Infrastructure, Technology and Outsourcing Careers at Origin Collection. Culture. Support. Development. Joining Origin translates into continual opportunities to expand on what you can do. Challenge yourself with interesting work focused on delivering innovation and proven solutions. Our employees come together with a wide variety of skills and backgrounds to create talented teams of problem-solvers. We help clients become high-performance business. At ORIGIN, you will find an informal atmosphere and an approachable management .It's a place where everyone is passionate about their work and wants to be part of the growth. we are committed to total customer satisfaction and recognize that our employees are critical to our pursuit of excellence. Hence we are committed to providing an excellent working environment and competitive benefits.

Business Lifecycle Solutions IT Hardware & Software Sales, Rentals / Leasing Solutions All leading brands IT Infrastructure Business Solutions End- to- End Interiors, Workspaces, Integrated Building Management Solutions, Passive / Active Networks, Eletricals, UPS, Generators & HVAC IT Managed Services RIM, NOC Solutions Hardware Support Servers, Desktops & Pheripherals, Specilised in Laptops Services, AMC, ASP for leading brands Data Centre and Hosting Solutions Domain Name Registration , Windows & Linux Hosting Onsite Technology Support , Software / Web Development

ORIGIN COMPETITIVE EDGE:

Pan India Support Strong service culture Providing End-to- End solutions for IT Services & Infrastructure In-house teams to handle IT infra planning, execution & Management : Single source responsibility. Can provide BOO & BOT models to IT & ITES companies Full gamut of IT Services under one roof: hardware/software rental, management; LAN & WAN provisioning & Maintenance Focus on response/resolution of customer issues Strategic Alliances with Leading Companies. 15 years in the business 80% are repeat customers 15 years in the business 80% are repeat customers

SERVICES:

ORIGIN's range of services includes: IT Services IT Hardware & Software Sales, Rentals / Leasing Solutions IT Managed Services Data Centre and Hosting Solutions Onsite Technology Support Software / Web Development Infrastructure Solutions Plug & Play for ITES- from 10 seats to 1000 (BOO- Long & medium term) BOT model for large customers BMS, LAN & WAN provisioning & Management ORIGIN's success has been as much a result of our dedicated team, as our focus on quality and customer satisfaction. As part of our continual effort to improve quality and put efficient internal processes in place.

Origin ITFS Pvt. Ltd. (formerly known as Origin IT and Facility Solutions Pvt. Ltd.) is a leader in providing Total Enterprise IT Infrastructure and ICT Solutions. ORIGIN started in 1993 with the goal of providing high-quality computer hardware and service on a contractual basis. In course of time, the operations were expanded to include sales of computers and other equipment too. Over the years, ORIGIN gradually spread its wings to cater to other areas of IT. With the single focus of providing high-quality equipment and service, and encouraged by repeat orders from customers, ORIGIN continues to expand its market share and clientele. With over 15 years of expertise in setting up and managing IT business infrastructure for leading organizations, Origin ITFS brings considerable experience in enabling next-gen business requirements and ICT solutions.

Orign ITFS also provides plug-and-play incubation space for startups with complete ICT support

MISSION AND VALUES ORIGIN ITFS

ORIGINs mission Provide world-class support/services to enable our customers to serve their customers better Values End-to-End Business Lifecycle Solutions 60 Crore Turnover in 201011 600 Employees 500 IT Support Staff all over India 7 Branches across India 75,000 Systems Maintenance 50 Corporate Customers 25 Business Partners on

1.4 OBJECTIVES OF THE STUDY


(a) (b) PRIMARY OBJECTIVE: To analyze the study on training and development of employees I ORIGIN ITFS SECONDARY OBJECTIVE: To analyze the reactions of the employees towards the Training and Development Programs that was conducted by the company. The study helps to know about the employees agreement on the clarity of the objectives of the Training program. To know about the identification of the Training and development need of the participants. The study helps to know the employees opinion regarding time allocation / duration of different sessions of the training program .

NEED AND SCOPE OF STUDY

The project makes a thorough study of the employees reaction towards the study on training and development of employees and their needs are identified through this research. The study will help ORIGIN ITFS understand the opinions of the executives who have undergone the training. It will also help to identify shortcomings and advantages of various training programmes. Based on the employees feedback, future training and development programmes can be designed to improve efficiency of the employees.

STATEMENT OF THE PROBLEM

Training is vital part of any organization .without effective training we cannot able to attain the org objective .this makes the researchers to make a study about effectiveness of training The effective training is important to all type of organization ,viz industry ,busines,public services. Government,department, municipal corporation or that of social political organizationetc.employee frequently develop a greater sense of the self work,dignity and well beings as they become more valuable to the firm and society. Ineffective training may cause Accident Turnover Scrap Breakage of machinery Inadequate job performance Decline in productivity Changes resulting out of job redesigning Technological break Every org must pay due attention in the training people. So that it will helps the organization To increase the Productivity To improve quality To improve org climate To facilitate personal growth

1.6 LIMITATIONS OF STUDY


The study was conducted only for a limited period due to availability of time Respondents are preoccupied with official work and hence time becomes a constraint. Due of lack of interest respondents leave certain questions unanswered. Sometimes the wrong opinion expressed by the respondents can adversely affect the genuine results of the project.

1.7 REVIEW OF LITERATURE

This chapter mainly deals with various literatures survey for formulation research problem . Leap Terry and Crino (1999); Training and development & education, New Delhi Training is a planned process to modify attitude, knowledge, skill, behavior through learning experience to achieve effective performance in an activity its purpose is to develop abilities of the individual and to satisfy the current and future needs of the organization. Holden, Len (1995). Training , Human resource management; Mac Millan India Limited New Delhi (336 375)Management developments is a conscious and systematic process to control the development of managerial resources in the organization for achievement of goal and strategies. Srivastava, DK and Nair, S K (2000) Training and development; an audit of India companies Udyog Pragati Vol 24, No.1. Today every organization is making attempts to develop its employees by systematic training and development. They also imply that there has to be continuous training system to suit changing needs of the organization.

Baurm, Bernard H The effect of managerial training on organizational control (1970) Trained workers are less likely to make operational mistakes. Quality increases may be increased may be relationship to a company product or services intangible organization employment atmosphere. . Training is the most important aspect of new employees who are yet fully aware of the most effective and effective ways of performing their job 5 Training improves employees ability and skills and in turn, improves employees performance both in quality and quantity. Better or increased employee performance directly lead to increased operational productivity and increased organizational profiles 6

A well planned and systematically organized training programme reduce the time avoid waste of time and efforts in learning through trail and error method7

RESEARCH METHODOLOGY

The Research Methodology adopted for the present study has been systematic and was done in accordance to the objectives set which has been detailed as below. RESEARCH DEFINITION: Research is a process in which the researcher wishers to find out the end result for a given problem and thus the solution helps in future course of action. RESEARCH DESIGN: NATURE OF RESEARCH: Research is basically of three types.

Explorative research Descriptive research and (iii) Experimental research.

In case of explorative research the focus is on the discovery of idea. Descriptive Research studies are those studies which are concerned with describing the characteristic of a particular individual or a group. The nature of this study is descriptive.

DETERMINING SOURCES OF DATA : There are two main sources of data (i) (ii) PRIMARY DATA: Primary data Secondary data.

It consists of original information collected for specific research. Primary data for this research study was collected through as direct survey. To obtain this primary data a well structured questionnaire was prepared by the researcher. SECONDARY DATA : Secondary data consists of information that already exist somewhere and have been collected for some specific purpose in the study. The Secondary data for this study is collected from various books and company Brochures. In this study both primary and secondary data were used.

SAMPLE SIZE : The sample size is one hundred and fifty(150). The Population consisting of employees of mainly staff and management cadre in different departments and project sites. QUESTIONNAIRE DEVELOPMENT : Questionnaire is the most common instrument in collecting primary data. In order to gather primary data from viewers, the questionnaire consists of followings type of questions.

Open ended questions Closed ended questions Multiple choice questions Ranking questions

PILOT TESTING:

A pilot study was conducted to identify the barriers in data collection. During this process some minor changes were made on sequence of questions.

STATISTICAL TOOLS USED FOR DATA ANALYSIS : The Statistical tools used to analyse the primary data in this present study : Percentage Analysis Chi-sqaure (Goodness of fit) test Correlation analysis

PERCENTAGE ANALYSIS:

Percentages are often used in data presentations, for they simplify numbers, reducing all of them to a 0-100 range. Through the use of percentage, the data are reduced into the standard for with base equal to 100, which in fact facilitates relative comparison.

Percentage = Number of responses/ Total number of responses * 100. CHI-SQUARE TEST : Chi-Square test is very popularly known as test of goodness of fit. In this method we test if two attributes are dependent or not.

Null Hypothesis H0

: Attributes are independent

Alternate Hypothesis H1: Attributes are not independent Degree of freedom : (Number of rows 1) (Number of Columns 1)

Chi-Square goodness of fit is calculated as follows:

[(O E) / E]

Where

O E

= = =

Chi-square Observed frequency Expected frequency

If calculated value is less than table value at a given degree of freedom we accept H0, else we reject H0. CORRELATION ANALYSIS Correlation analysis deals with the association between two or more variables it is also attempts to determine the degree of relationship between variables FORMULA r= dx.dy/ dx . dy

TABLE 2.1

GENDER CLASSIFICATION
Gender Male Female Total INFERENCE From the above table it is inferred that most of the respondents 76.7% were male and Remaining 16.8%from female CHART 2.1 GENDER CLASSIFICATION No of respondent 115 35 150 Percentage 76.7 23.3 100

TABLE 2.2

THE AGE CLASSIFICATION


Age level < 20 20 30 30 40 40 50 Above 50 Total INFERENCE From the above table it is inferred that 32.7% of the respondent is 40-50 year belongs to age group,24.7of respondent is years belongs to age group,18.7 of respondent is years belongs to age group 12% of the respondent 20-30,above 50 years belongs to age group. CHART2.2 THE AGE CLASSIFICATION No of respondent 28 18 37 49 18 150 Percentage 18.7 12 24.7 32.7 12 100

TABLE 2.3

EDUCATIONAL QUALIFICATION
Educational SSLC Plus Two Diploma UG PG Total INFERENCE From the above table it is inferred that 34.7% of the respondents were having UG as educational qualification,24% of respondents were havingPG,23.3% of the respondents were having diploma ,10% of the respondents were plus two,8% of the respondent were having SSLC. CHART2.3 EDUCATIONAL QUALIFICATION No of respondent 12 15 35 52 36 150 Percentage 8 10 23.3 34.7 24 100

TABLE 2.4

WORK EXPERIENCE
Work Experience 0 1 yrs 1 5 yrs 5 10 yrs 10 15 yrs above 15 Total INFERENCE From the above table it is inferred that 28.7% of the respondents are having 10 15 years of experience, 28%of the respondents were having 5-10 years of experience,18.% of the respondents were having 1-5 years of experience, 10.7 of the respondents were having above 15 years of experience. CHART2.4 WORK EXPERIENCE No of respondent 21 28 42 43 16 150 Percentage 14 18.7 28 28.7 10.7 100

TABLE 2.5 LEVEL IN THE ORGANIZATION

Designation Executives Supervisor Workers Total

No of respondent 35 36 79 150

Percentage 23.3 24 52.7 100

INFERENCE From the above table it is inferred that 52.7% of the respondents were worker,24% of respondents were supervisor,23.3% of the respondents were executives CHART 2.5 LEVEL IN THE ORGANIZATION

TABLE 2.6 PREQUENCY OF TRAINING PROGRAM

Option Port night Monthly Quarterly Half yearly Yearly Total INFERENCE

No of respondent 20 22 48 35 25 150

Percentage 13.3 14.7 32 23.3 16.7 100

From the above table it is inferred that 32% of the respondents says that training program is organized quarterly, 23.3% of the respondents says that training program is organized half yearly, 16.7% of the respondents says that training program is organized yearly,13.3 of the respondents says that training program is organized port night. CHART2.6 PREQUENCY OF TRAINING PROGRAM

TABLE 2.7 OPINION ABOUT ATTENDING TRAINING PROGRAM

Attended no. 12 35 68 8 10 10 above Total INFERENCE

No of respondent 45 35 37 23 10 150

Percentage 30 23.3 24.7 15.3 6.7 100

From the above table it is inferred that 30% of the respondent have attend12 training program ,24.7% of the respondents have attend 6-8 training program,23.3% have attend 3-5 training program,15.3% of the respondents have attend 8-10 training program CHART2.7 OPINION ABOUT ATTENDING TRAINING PROGRAM

TABLE 2.8
OPINION ABOUT QUALITY OF TRAINING AND DEVELOPMENT PROGRAM Option excellent good Average No of respondent 42 67 18 Percentage 28 44.7 12

poor very poor Total INFERENCE

13 10 150

8.7 6.7 100

From the above table it is inferred that 44.7% of the respondents say training program is good,28% of the respondents says training program is excellent,12% of the respondents say training program is average. CHART2.8 OPINION ABOUT QUALITY OF TRAINING AND DEVELOPMENT PROGRAM

TABLE 2.9 OPINION ABOUT INCREASE IN EMPLOYEES EFFICIENCY

THROUGH WORK
Option No of respondent Percentage

Strongly agree Agree Natural Disagree Strongly disagree Total INFERENCE

40 55 25 20 10 150

26.7 36.7 16.7 13.3 6.7 100

From the above table it is inferred that 36.7% of the respondent agree that the efficiency in work is increased through training,26.7% of the respondents strongly agree the training,16.7% of the respondents natural the program,13.3% of the respondents disagree the programe,6.7% of the respondents strongly disagree the program. CHART2.9 OPINION ABOUT INCREASE IN EMPLOYEES EFFICIENCY THROUGH WORK

TABLE2. 10 OPINION ABOUT INTERACTION WITH TRAINER TRAINING PROGRAM


Option Excellent Good Average No of respondent 35 87 25 Percentage 23.3 58 16.7

DURING THE

Poor Very poor Total INFERENCE

2 1 150

1.3 0.7 100

From the above table it is inferred that 58% of the respondents agree that the day have good interaction with the trainer,23.3% of the respondents excellent that the day have interaction with the trainer, 16.7% of the respondents the day have average with the trainer,13% of the respondents that the day poor with trainer CHART 2.10 OPINION ABOUT INTERCUTION WITH TRAINER DURING THE TRAINING PROGRAM

TABLE-2.11 OPINION ABOUT REDUCING STRESS AND TENSION THROUGH TAINNG PROGRAM
Option Always No of respondent 36 Percentage 24

Often Sometime Not very often Never Total INFERENCE

92 21 1 0 150

61.3 14 0.6 0 100

From the above table it is interred that 61.3% of the respondents feels that the training program helps reduce stress and tension,24% 0f the respondent feels that the training program helps reduce stress and tension,14% of the respondent feels that training program reduce stress and tension. CHART 2.11 OPINION ABOUT REDUCING SERVERS AND TENSION THROUGH TAINNG PROGRAM

TABLE-2.12 OPINION REGARDING THE TRAINING DEVELOPMENT SYSTEM


Option Strongly agree Agree Natural No of respondent 27 50 36 Percentage 18 33.3 24

Disagree Strongly disagree Total INRERENCE

25 12 150

16.7 8 100

From the above table it is inferred that 33.3% of the respondents is agree for the improvement of training and development system,18% of the respondents is strongly agree for the improvement of training and development system,16.7% of the respondent is disagree for the improvement of training and development system, 8% of the respondents strongly agree for the reduce of training program. CHART2.12 OPINION REGARDING THE TRAINING DEVELOPMENT SYSTEM

TABLE -2.13 ABOUT SELECTION OF PARTICIPANTS FOR TRAINING PROGRAM


Option No of respondent Percentage

Strongly agree Agree Natural Disagree Strongly disagree Total

27 50 36 25 12 150

18 33.3 24 16.7 8 100

INFERENCF
From the above table it is inferred that 33.3% of the respondents is feels that participants of often selected on the basis of training needs analysis,18% of the respondents is feels that participants of strongly agree of training needs analysis, 24 of the respondents natural of training needs analysis. 8% of the respondents is feels that strongly disagree of training needs analysis. CHART2.13 OPINION ABOUT SELECTION OF PARTICIPANTS FOR TRAINING PROGRAM

TABLE 2.14 OPINION ABOUT SELECTION TOPIC FOR TRAINING PROGRAM


Option Always Often No of respondent 112 25 Percentage 74.7 16.7

Sometime Not very often Never Total INFERENCE

12 1 0 150

8 0.6 0 100

From the above table it is inferred that 74.7% of the respondents says that topic are always selected as per need of the organization, 16.7% of the respondents says that topic were often selected as per need of the organization,8% of the respondents says that topic were selected as per need of the organization,0.6% of the respondents says that topic were not very often selected as per need of the organization.

CHART2.14
OPINION ABOUT SELECTION TOPIC FOR TRAINING PROGRAM

TABLE 2.15 OPINION ABOUT THE IMPROVEMENT OF TRAINING PROGRAM BASED ON THE FEEDBACK
Option No of respondent Percentage

Always Often Sometime Not very often Never Total INFERENCE

80 40 20 5 5 150

53.3 26.7 13.3 3.3 3.3 100

From the above table it is inferred that 53.3% of the respondents says that the organization always improved the training program based on the feedback given by the participants,26.7% of the respondents says that the often improved the training problem based on the feedback,13.3% of the respondents says that the organization some time improved the training problem based on the feed back. CHART2.15 OPINION ABOUT THE IMPROVEMENT OF TRAINING PROGRAM BASED ON THE FEEDBACK

TABLE 2.16 SATISFIED LEVELS FOUNDS THE TIME SCHEDULE OF TRAINING PROGRAM
Option Highly satisfied No of respondent 25 Percentage 16.7

Satisfied Moderately satisfied Dissatisfied Highly dissatisfied Total

50 55 20 0 150

33.3 36.7 13.3 0 100

INFERENCE
From the above table it is inferred that 36.7% of the respondents were moderately satisfied with time schedule of training program ,33.3% of the respondents were satisfied16.7% of respondents were highly satisfied,13.3% of the respondents were dissatisfied,0% of the respondents were highly dissatisfied.

CHART 2.16
SATISFIED LEVELS FOUNDS THE TIME SCHEDULE OF TRAINING PROGRAM

TABLE 2.17 OPINION OF EMPLOYEES FOR INTERPERSONAL RELATIONSHIP THROUGH TRAINING PROGRAM
Option Always No of respondent 45 Percentage 30

Often Sometime Not very often Never Total

40 35 25 5 150

26.7 23.3 16.7 3.3 100

INFERENCE
From the above table it is inferred that 30% of the respondents feel that the training program always improve the interpersonal relationship ,26.7% of the respondents feel that the training program often improve the interpersonal relationship, 23.3% of the respondents some time, 16.7% of the respondents not very often,3,3% of the respondents never improve the interpersonal relationship. CHART 2.17 OPINION OF EMPLOYEES FOR INTERPERSONAL RELATIONSHIP THROUGH TRAINING PROGRAM

TABLE2. 18 OPINION OBOUT PERFORMANCE OF EMPLOYEES IN WORK


Option Always Often No of respondent 38 50 Percentage 25.3 33.3

Sometime Not very often Never Total

40 20 2 150

26.7 13.3 1.3 100

INFERENCE
From the above table it is interred that 33.3% of the respondents feel that the training program often improve performance of work,26.7% of the respondents ,25.3% of the respondents,13.3% of the respondents,1.3% of the respondents is never feel that the training program improve performance. CHART 2.18 OPINION OBOUT PERFORMANCE OF EMPLOYEES IN WORK

TABLE 2.19 OPINION ABOUT CONSIDERATION OF EMPLOYEES SUGGESTION

Option Always

No of respondent 41

Percentage 27.3

Often Sometime Not very often Never Total

59 30 14 6 150

39.3 20 9.3 4 100

INFERENCE
From the above table it is inferred that 39.3% of the respondents Management often consider decision given by them, 27.3% of the respondents always, 20% of the respondents some time, 9.3% of the respondents not very often, 4% of the respondents never consider decision given by them. CHART 2.19 OPINION ABOUT CONSIDERATION OF EMPLOYEES SUGGESTION

TABLE 2. 20 OPINION OF EMPLOYEES TOWARDS THE REDUCTION IN INDUSTRIAL ACCIDENTS


Option No of respondent Percentage

Always Often Sometime Not very often Never Total INFERENCE

90 35 22 2 1 150

60 23.3 14.7 1.3 0.6 100

From the above table it is interred that 60% of the respondents training program always reduces industrial accidents,23.3% of the respondents often, 14.7% of the respondents sometime, 1.3% not very often,,1% of the respondents reduce industrial accidents. CHART 2.20 OPINION OF EMPLOYEES TOWARDS THE REDUCTION IN INDUSTRIAL ACCIDENTS

TABLE2. 21 OPINION ABOUT QUALITY AND QUANDITY OF OUTPUT


Option Always Often No of respondent 33 57 Percentage 22 38

Sometime Not very often Never Total

25 18 17 150

16.7 12 11.3 100

INFERENCE
From the above table it is inferred that 38% of the respondents says that training program often improve the quality and quantity out put,22% of the respondents is always,16.7%of the respondents sometime , 12% of the respondents not very often , 11.3% of the respondents says that training program improve the quality and quantity out put. CHART 2.21 OPINION ABOUT QUALITY AND QUANDITY OF OUTPUT

TABLE 2.22 OPINION ABOUT PERFORMING CHALLENGING JOB

Option Always Often Sometime Not very often Never Total INFERENCE

No of respondent 51 45 31 13 10 150

Percentage 34 30 20.7 8.7 6.7 100

From the above table it is interred that 34% of the respondents says that always motivate them to take challenging job,30% of the respondents says that often motivate,20.7% of the respondents says that sometime motivate,8.7% of the respondents says that not very often motivate, 6.7% of the respondents says that never motivate them to take challenging job. CHART 2.22 OPINION ABOUT PERFORMING CHALLENGING JOB

TABLE 2. 23 OPINION ABOUT THE IMPACT OF TRAINING ON PRODUCTIVELY


Option Satisfactory No of respondent 110 Percentage 73

Not satisfactory Average Good Very good Total INFERENCE

15 12 10 3 150

10 8 6.7 2 100

From the above table it is interred that 73% of the respondents they training program always have a important on productively, 10% of the respondents not satisfactory have a important on productively, 8%of the respondents is average, 6.7% of the respondents they training program is good, 2% of the respondents they training program very good have a important on productively. CHART 2.23 OPINION ABOUT THE IMPACT OF TRAINING ON PRODUCTIVELY

CHI SQUARE TEST


Table 2.24 To test the relationship between age classification & employee efficiency in their work Age qualification Strongly agree Agree Neutral Disagree Strongly disagree Total

Less than 20 years 20 - 30 yrs 30 40 yrs 40 50 yrs Above 50 yrs Total

10 0 15 10 5 40

10 10 15 20 0 55

8 5 7 5 0 25

0 3 0 14 3 20

0 0 0 0 10 10

28 18 37 49 18 150

Null Hypothesis Ho
Ho = There is no relationship between age classification & employee efficiency in their work

Alternative Hypothesis H1
H1 = There is significant relationship between age classification & employee efficiency in their work

0i 10 10 8 0

Ei 7.45 10.3 4.7 3.7

(0i Ei) 2.55 - 0.3 3.3 - 3.7

(0i Ei)2 6.50 0.09 10.89 13.69

(0i Ei)2/Ei 0.87 0.0087 2.3 3.7

0 0 10 5 3 0 15 15 7 0 0 10 20 5 14 0 5 0 0 3 10 Total

1.9 4.8 6.6 3 2.4 1.2 9.9 13.6 6.1 4.93 2.5 13.1 17.96 8.2 6.5 3.3 4.8 6.6 3 2.4 1.2

- 1.9 - 4.8 3.4 2 0.6 - 1.2 5.1 1.4 0.9 - 4.93 - 2.5 - 3.1 2.04 - 3.2 7.5 - 3.3 0.2 - 6.6 -3 0.6 8.8

3.61 23.04 11.56 4 0.36 1.44 26.01 1.96 0.81 24.30 6.25 9.61 4.16 10.24 56.25 10.89 0.04 43.56 9 0.36 77.44

1.9 4.8 1.75 1.3 0.15 1.2 2.63 0.14 0.13 4.93 2.5 0.73 0.23 1.25 8.65 3.3 0.0083 6.6 3 0.15 64.53 116.750

Calculated value = 126.13 Degree of freedom = (5-1) (5-1) = 16 Significance level of at 5% = 26.3 126.1 > 26.3

INFERENCE

Calculated value greater than tabulated value, therefore the null hypothesis (Ho) is rejected. Hence there is significant relationship between age classification & employee efficiency in their work.

CORRELATION ANALYSIS
Correlation between years of experience and performance of employees through training X 20 y 38 dx = (x-x) - 10 dy = (y-y) 8 dx2 100 dy2 64 dxdy - 80

22 48 35 25 x= 150

50 40 20 2 y = 150

-8 18 5 -5 dx = 0

20 10 - 10 - 28 dy = 0

64 324 25 25 dx2= 538

400 100 100 784 dx2 = 1448

- 160 180 - 50 140 dxdy = 30

r = dx . dy / dx2 dy2 r = 30/538 * 1448 r = 0.03

INFERENCE
From the result is clear that there exist a positive correlation between years of experience and performance of employees through training

3.1 Finding
About 76.7% of the respondents were male About 32.7% of the respondents is 40 50 years belongs to age group About 34.7% of the respondents are having UG as educational qualification

About 28.7% of the respondents are having 10 15 years of experience About 52.7% of the respondents were workers About 38% of the respondents says that training program is organized quarterly in a year About 30% of the respondents have attend 1-2 training program About 44.7% of respondents says training program is good About 36.7% of respondents agree that the efficiency in work is increased through training About 58% of the respondents agree that they have good interaction with the trainer About 61.3% of the respondents feels that training program help reduce stress & tension About 33.3% of the respondents is agree for the improvement of training $ development system About 36.7% of respondents feels that participants are often selected on the basis of training need analysis About 74.7% of the respondents says that topics are always selected as per need of the organization About 53.3% of the respondents says that the organization always improves the training program based on the feedback given by the participants About that 36.7% of the respondents were moderately satisfied with time schedule of training program About 30% of the respondents feels that the training program always improves their interpersonal relationship About 33.3% of the respondents feels that training program often improve performance of work

About 60% of the respondents says that training program always reduces industrial accidents About 38% of the respondents says that training program often improves the quality & quantity of out put About 34% of the respondents says that always motivate them to take challenging job About that 73% of the respondents that training program always have a important on productivity From the chi-square analysis there is a significant relationship between age classification and employees efficiency in their work. From the correlation analysis there exist a positive correlation between years of experience and performance of employees through training.

3.2 SUGGESTIONS
The company can arrange more number of training programs to their employees for upgrading their shill and knowledge

The company can arrange need based training for employees who have recently joined the company The company can collect feedback of employees before and after attending the training program The company has to arrange training about the application of new method in their work spot They can also conduct more stress relating training programs to their employees

3.3 CONCLUSION
Employees are the backbone of any organization. Employees are of paramount important for the success of any organizations. Training and development is a continuous

process and in a requirement to achieve competency level. It is a source of strength and aid. The training policy of any organization is reviewed in the light of emerging business that demands high levels, knowledge, skills and change in attitude and continuous learning amount employees. Trained employees are the wealth of an organization, which can help in achieving its goods. Training programs conducted here have helped the employees to perform better in their work place. Training program are effective is reducing industrial accidents.