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FEEDBACK SURVEY ON EMPLOYEES OF D.S.C.

L, KOTA

A

A SUMMER TRAINING PROJECT FOR THE PARTIAL FULFILLMENT OF GRADUATE IN BUSINESS ADMINISTRATION

SUBMITTED TO: SUBMITTED BY:

MR.M.S RAU KAPOOR ADDL..GENERAL MANAGER (TRAINING) SEMESTER S.F.C., KOTA MAISM, JAIPUR
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TINA PGDBM 2nd

ACKNOWLEGEMENT
On completion of my project on the topic ‘Effectiveness of Training Programmes’ in employees of DSCL, Kota, I would like to say that it was an absolute privilege for me to work under such a prestigious and professional organization. I sincerely thank Mr. M.S.RAU, Addl. General Manager, (Training) for providing me an opportunity to work on this project. I am very obliged to receive his invaluable guidance, which he spared for me from his busy schedule. I am extremely grateful to Mr. K.R.S. KHINCHI, Addl. Manager (Training) without whose help my project could not have taken shape. I appreciate the spontaneity and willingness of all the employees, management and staff of DSCL who helped me by giving their valuable feed back so that I could complete my survey on effectiveness of training programmes as observed in this organization. I take this opportunity in my career to express my sincere gratitude and indebt ness to all those who made this project a success. I would like to mention that this sentiment will linger on through out my life. Undergoing training here gave me a good insight into the functioning of an organization.

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I would also like to thank my teachers for giving me a platform to learn so much. THANK YOU

CONTENT LIST
S. No. 1. 2. 3. 4. 5. Particulars Acknowledgement Content List Executive Summary Objective / Need For Study Introduction  Introduction To The Topic  Company Profile 6. 7. 8. 9. 10. 11. Research Methodology Limitations Introduction to the Training Topics Interpretations Analysis Conclusion Page No. 2 3 4 5 6 6 9 17 19 20 25 42 43

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Recommendations 44 45 Bibliography 4 . 13.12.

5 .Only then can an employee improve his performance from his as well as the organization’s point of view. • • • • Interpersonal Skills Meditation Techniques Environment Management Personal Productivity It consists of a thorough study on the requirement of special training programmes for the employees’ of this firm. I conducted a study on how the training programmes held on the above topics have really been able to serve their motive and my analysis is based on the feedback forms that they filled up for my survey. Kota.EXECUTIVE SUMMARY My project includes a feedback survey on the following training programmes held in DSCL. I have also mentioned the need for training effectiveness and how the organizers should check these programmes continuously so that the employees can avail the best of it .

6 . methods and steps of training programs.OBJECTIVE / NEED FOR STUDY I got an opportunity to work with SFC Kota for my project with the objective to study and analyze: • The training and development procedure at SFC. • Effectiveness of these training programs. • The need. • To explain the linkage between the training activities and organizational objectives and purpose.

It is as much concerned with the individual as with the environment with in which he operates. If the culture of an organization is unsatisfactory. computed as follows:TRAINING AND DEVELOPMENT NEED = STANDARD PERFORMANCE . It requires humility to accept and advocate that training. managers and executives need to be developed in order to enable them to grow and acquire maturity of thought and action. best of the training programmes have a risk of being nullified. Training is emerging as a new discipline focusing attention on the totality of an organization.INTRODUCTION (TO THE TOPIC) TRAINING Successful candidates placed on the job need training to perform their duties effectively. Apart from workers even the supervisors. Training cannot be treated as a panacea for all industrial ills. The need for training and development is determined by the employees’ performance deficiency. The whole purpose of training is to improve the effectiveness of an organization and to enable it to achieve its objectives.ACTUAL PERFORMANCE 7 .

It is well understood by HR specialists that any training programme must contain an element of education. SKILLS--: Training is imparting skills to employees. They are needed to understand oneself and others better and act and behave accordingly. Employees. help improve performance deficiencies in employees. the individual(s) involved have the aptitude and motivation need to learn to do the job better 3. Training contributes to employee stability in at least two ways:1. emphasize on attitudinal changes and stress upon decision making and problem solving abilities. EDUCATION--: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgement. In addition to these. This is particularly true when 1. there is a need to impart ethical orientation. Efficient employee contributes to the growth of the organization. Employees become efficient after undergoing training 2. The deficiency is caused by a lack of ability rather than a lack of motivation to perform 2.IMPORTANCE OF TRAINING AND DEVELOPMENT Training and development programmes. Supervisors and peers are supportive of the desired behaviors. particularly supervisors and executives need interpersonal skills. A worker needs skills to operate machines and use other equipments with least damage and scrap. learn theoretical concepts and help acquire vision to look into the distant future. Organizations must encourage part time basis programmes and other refresher courses conducted by various institutes and business schools. INPUTS IN TRAINING AND DEVELOPMENT A training & development programme must contain inputs which enable the participants to gain skills. 8 .

satisfaction and job commitment. Unethical practices abound in various spheres in a organization. DECISION MAKING AND PROBLEM SOLVING SKILLS--: They focus on methods and techniques for making organizational decisions and solving work related problems. collect and analyze information.DEVELOPMENT--: Another component of training and development programmes is development which is less skill oriented but stresses on knowledge. They are less seen in personnel functions. RESEARCH METHODOLOGY 9 . This kind of learning seeks to improve trainees’ abilities to define and structure problems. ATTITUDINAL CHANGES--: Attitudes represent feelings and beliefs of individuals towards others. management principles and techniques. Changing negative attitudes is difficult because – • Employees refuse to change • They have prior commitments • Information needed to change attitudes may not be sufficient. human relations. There is no denial of the fact that ethics are largely ignored in businesses. generate alternative solutions and make an optimal decision among alternatives. It is the duty of the HR manager to enlighten all the employees in the organization about the need for ethical behavior. ETHICS--: There is a need for imparting greater ethical orientation to a training and development programme. Negative attitudes need to be converted into positive attitudes. Knowledge about businesses environment. Attitudes affect motivation. specific industry analysis and the like is useful for better management of a company.

1] Selection of research topic--: The research topic was given and the purpose of the research was decided. Designing the questionnaire. The information about the company’s history.e. 2. Collecting data. There were four main stages in the research method--: 1. To conduct my research effectively and systematically. 2] Review of literature--: Before getting started with the survey I went through various journals and publication of the company. Meditation. other products and business dealing areas were taken from the company’s website www. 3. I used the following process which consist of these steps. Analysis and Findings.dscl. ‘NEWS LETTER’ of DSCL which is published every month. The effectiveness was surveyed for the following training programmes: • • • • Interpersonal Skills. i. 4. Research design can be divided into these parts: • Sampling design • Observational design • Statistical design • Operational design 10 . Sampling. Environment Management.com. The primary data was gathered by getting the forms filled and conducting the survey and by discussion and interaction with the employees. All this was preserved as the secondary data. Personal Productivity.RESEARCH PURPOSE --: The project aims to find the ‘Effectiveness of Training Programmes’. This newsletter consists of all the activities which took place the previous month. RESEARCH METHODOLOGY--: By keeping the purpose of research in mind a questionnaire was prepared to measure the effectiveness of training programme at SFC. 3] Preparation of research design--: A research design is a systematic plan to coordinate archaeological research to ensure the efficient use of resources and to guide the research according to scientific methods .

METHOD OF DATA COLLECTION--: The data was collected by the questionnaire method. A questionnaire was prepared which consisted of 18 questions to be filled by the employees. 11 .SAMPLING DESIGN--: The procedure by which a few subjects are chosen from the universe to be studied in such as way that the sample can be used to estimate the same characteristics in the total is referred to as sampling. Non-Random Sampling (i) Judgement non random sampling. (iii) Systematic random sampling. (iv) Multi-stage sampling. For this project the method of Systematic Random Sampling was adopted and a Sample Size of 50 employees was taken. gives results with known accuracy that can be calculated mathematically. II. The advantages of using samples rather than surveying the population are that it is much less costly. Random Sampling (i) Simple random sampling. Sampling can be divided into 2 parts--: I. quicker and. since most research projects have both budget and time constraints. if selected properly. (ii) Stratified random sampling. (ii) Quota non random sampling (iii) Convenience non random sampling. These are important considerations. accuracy does not suffer even though precision or the amount of detailed information obtained might. Even for relatively small samples.

therefore I was not able to do a in depth study of the topic.F. 2] A major constraint was the time duration as it was just 8 weeks.C. so I could not cover every part of it.LIMITATIONS Though I had a very cordial relation with people at S. The major hurdles that I came across were – 1] The organisation was very big.. INTRODUCTION TO THE TRAINING TOPICS 12 . but there were certain constraints that came my way during the training period.

The project aims at measuring the effectiveness of the following training programmes--: 1. 2. INTERPERSONAL SKILLS: The training programme on inter personnel skills is oriented at strategic management of human resources as well as at ways and means of developing a new strategic partnership at the top management level of a company based on the realization that the human potential of an organization is the key factor in winning long-term competitive advantages. Environment management. Personal productivity. Interpersonal skills. The purpose of concentration exercises is to focus our full undivided attention on a specific aspect of functioning of our mind and/or the body in order to accomplish a certain goal or develop a certain 13 . 2. 3. MEDITATION TECHNIQUES: Meditation is frequently confused with various forms of concentration. The programme on Interpersonal skills has been conceived as a tool for resolving particular human resources problems at participant organizations and companies. It supports implementation of development projects aimed at improving the competitiveness of a company Participants in this programme would benefit from: • • • • • • • • Greater confidence in personal management skills A better motivated and satisfied team Increased client satisfaction Tools and techniques to manage better Improved communication skills Techniques to handle difficult people Improved time management and delegation Developing potential to provide good leadership. 4. 1. Meditation.

several senior executives of the company have taken their own initiative to implement the same process in their residences. When it is full of thoughts. One of many benefits of meditation is that it opens your mind to new ideas. Meditation is sometimes described as "listening to the silence between thoughts". tai-chi. The Company has adopted Rain water harvesting initiatives across the board by transferring it to the underground water aquifers or storing in surface reservoirs. 3. Many famous people such as Albert Einstein and Thomas Edison were known to have practiced various forms of meditation. Rainwater collected is put to “process use”. by deeply relaxing the physical body and then trying to keep the mind completely "blank" with no thoughts whatsoever. Our effort in meditation is directed towards consciously increasing the periods of such silence. Exercises such as yoga. trying to pour more water into it just causes an overflow. As a result of a the well-defined policy on environment and safety the rocky terrain of the Kota complex has been transformed in to lush green tree covered landscape through planting of over 2. aiming to prevent thoughts in a natural way.000 trees on nutritious beds of fly-ash. It seems that our Higher Self does not admit any impurities. Meditation is a very effective technique for improving your creativity and problem solving capacity.50. Purity of the mind achieved during meditation is essential to gain access to Higher Self. Spurred by this rainwater harvesting movement. The same happens with our mind. When the bowl is full. "Talented" people do it naturally. Thus. This state may be maintained for a few seconds or a few hours. ENVIRONMENT MANAGEMENT: The Company is committed to preserve and protect the environment around its area of operations.skill. thus conserving a precious natural resource and reducing dependence on external sources. meditation is an exercise. at DSCL the employees are taught about various meditation techniques to relieve stress and workload and to relax. 14 . Artists and poets call it "inspiration". depending on your skill. breathing exercises. visualization are all forms of concentration. In contrast. there is no room for new ideas.

effective communication techniques. Rediscover how clever you really are. TRAINING EFFECTIVENESS SURVEY—(FEEDBACK FORMS) Following is the list of employees who were surveyed regarding the training effectiveness programme. Interpersonal skills Employees surveyed – 18 Meditation techniques Employees surveyed – 10 Environment management Employees surveyed – 13 Personal productivity Employees surveyed – 10 15 . Develop new thought processes and mindsets that will help you achieve more.4. PERSONAL PRODUCTIVITY: The Personal Productivity Workshop is designed to teach how to achieve more with the available time. mind mapping. Tried and tested tools for improving efficiency and discover new ways of thinking that will improve one’s effectiveness is taught. Know your limits and know how to extend them comfortably. Fit more into your working day without increasing your stress levels. Be more effective at work and at home. Key Benefits • • • • • • Understand key productivity and efficiency tools. speed and flexible reading. The workshop provides skills in both traditional and emerging productivity topics including memory techniques. humour in the workplace and prioritisation skills. neuro-linguistic programming.

Kota. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer given was:78% said Yes 17% said No 5% said Can’t say 4. Was there a proper linkage among organizational.ANALYSIS AND INTERPRETATION (A) INTERPERSONAL SKILLS My analysis on INTER PERSONAL SKILLS is based on a survey of 18 employees of DSCL. operational and individual training needs? To this question the answer given was:84% said Yes 5% said No 11% said Can’t say 3. Did the training programme facilitate your work in an effective manner? To this question the answer given was:94% said Yes 6% said Can’t say 16 . Has the basic objective of the training programme been achieved? To this question the answer given was:94% of the employees said Yes 6% of the employees said Can’t say 2. HOW THE EMPLOYEES RESPONDED 1.

view and problems during the entire training programme? To this question the answer given was:22% said V.5. 17% said Transfer Of Learning 17% said Feedback 10. What was the level of satisfaction derived? To this question the answer given was:39% said High 61% said Moderate 0% said Low 9. How often did the trainer find time to listen to employees’ questions? To this question the answer given was:44% said V. What were the principles of learning? The employees agreed to one or more than one principle:33% said Employee Motivation 44% said Practice Opportunities. Was the training programme influenced from any of the following? Most of the employees didn’t find the programme influenced by the mentioned factors This can be seen in their responses:78% said None of the effects 22% said Miscellaneous factors 8. How was the extent of opportunity provided to air your frank opinions.Good 67% said Good 11% said Average 6.Often 56% said Often 7. Level of positive behavioral change observed? 17 .

Are you able to fully practice the concepts learnt. Extent of satisfaction? To this question the answer given was:28% said Fully Satisfied 44% said Satisfied 28% said Moderately Satisfied 0% said Unsatisfied 18 .To this question the answer given was:12% said Absolute Change 83% said Moderate Change 5% said No Change 11. Level of personal productivity increased? To this question the answer given was:17% said To Great Extent 83% said To Some Extent 12. Whether the topic coverage was adequate? To this question the answer given was:67% said Yes 22% said No 11% said Can’t Say 13. Any improvements in your professional knowledge? To this question the answer given was:72% said Yes 28% said Can’t Say 0% said No 15. at your work place? To this question the answer given was:72% said Yes 17% said No 11% said Can’t Say 14.

6. Interactive and beneficial as far as work environment of S. THINGS THEY DID NOT LIKE 19 . 5. THINGS THEY LIKED The employees who attended the programme on interpersonal skills praised it and gave the following remarks: They said that the programme was:1. 4. I also asked them to give suggestions for the training programme so as to make it better and improved. Personal problems (of employees) were taken into account. Self confidence of employees was improved. 2.The last 3 questions were open ended in which I asked them the things they liked and disliked about the training programme. Active participation by so many employees was commendable. 10. Recording of individual presentations to analyze the strengths and weaknesses was an impressive way to conduct. Trainer had a comprehensive knowledge and a considerable experience. An exposure of content with practice along with substantial examples was there. The trainer had good communication skills and his attitude towards trainees was excellent.F.C is concerned and quite well organized. 3. 8. 7. Concept of regular communication of superior and subordinate taught here helped in achieving better performance objective and in eliminating problem areas. 9.The development of the individual and this finally leading to the overall organizational image was explained very nicely.

3. Video coverage skills and such arrangements should be there. 2. 4. The programme was of very short duration and should be at least 3 days. An in-depth knowledge wasn’t given on certain topics due to time constraint. SUGGESTIONS 1. Programme should be held outside the factory premises or may be at the Guest house. 2. Regular participation of employees must be there in such programmes.1. Enough literature related to the topic was not provided. Kota. HOW THE EMPLOYEES’ RESPONDED 1. Has the basic objective of the training programme been achieved? 20 . (B) ENVIRONMENT MANAGEMENT My analysis on environment management is based on a survey of 13 employees of DSCL. It was just an introduction to the topic. Sufficient time should be provided to carry out this programme 3. The programme should be held outside the office premises. 4. 5. Frequency of the programme should be increased.

Did the training programme facilitate your work in an effective manner? To this question the answer was:92% said Yes 0% said No 8% said Can’t Say 5. view and problems during the entire training programme? To this question the answer was:8% said V.To this question the answer given was:92% said Yes 8% said No 2. operational and individual training needs? To this question the answer given was:92% said Yes 0% said No 8% said Can’t Say 3.Good 77% said Good 15% said Average 0% said Poor 6. Was there a proper linkage among organizational. How was the extent of opportunity provided to air your frank opinions. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer given was:92% said Yes 0% said No 8% said Can’t Say 4. How often did the trainer find time to listen to employees’ questions? To this question the answer was:- 21 .

What were the principles of learning? To this question the answer was:50% said Employee Motivation. What was the level of satisfaction derived? To this question the answer was:54% said High 38% said Moderate 8% said Low 9. Was the training programme influenced from any of the following? Most of the employees didn’t find the programme influenced by the mentioned factors This can be seen in their responses 69% said None Of The Above 31% said There Were Miscellaneous Reasons For That.23% said V.Often 69% said Often 8% said Not At All 7. 8% said Practice Opportunities.Level of positive behavioral change observed? To this question the answer was:38% said Absolute Change 54% said Moderate Change 8% said No Change 11.Level of personal productivity increased? To this question the answer was:31% said To Great Extent 69% said To Some Extent 0% said To No Extent 22 . 22% said Transfer of Learning 20% said Feedback 10. 8.

3. at your work place? 77% said Yes 8% said No 15% said Can’t Say 14. 5.Extent of satisfaction? To this question the answer was:23% said Fully Satisfied 69% said Satisfied 8% said Moderately Satisfied 0% said Unsatisfied The last 3 questions were the open ended one’s in which I asked them the things they liked and disliked. 6. 4. The programme was well presented and way of expression was also good. Programme was interactive and was presented along with case studies. 2.Any improvements in your professional knowledge? To this question the answer was:85% said Yes 15% said No 15.Are you able to fully practice the concepts learnt. I also asked them to give their suggestions to improve the training programme. It was a good media to transfer knowledge.12. THINGS THEY LIKED 1.Whether the topic coverage was adequate? 77% said Yes 8% said No 15% said Can’t Say 13. It was explained in an easy manner (language). 23 . Individual attention was given to each. New ways of decreasing the level of pollution in the plant were taught.

2 or 3 trainees should do the programme. 3. HOW THE EMPLOYEES’ RESPONDED 1. (C) MEDITATION TECHNIQUES My analysis on INTER PERSONAL SKILS is based on a survey of 10 employees of DSCL.THINGS THEY DID NOT LIKE 1. operational and individual training needs? To this question the answer was:- 24 . 5. Was there a proper linkage among organizational. Case Studies presented were mostly of foreign companies. Long hours for a single day. Very little time was given to the question and answer session. A detailed discussion and a visit to the site are recommended. It should be extended for a few days so that it is not strenuous. The participants should be asked to give the feed back. 2. 2. Has the basic objective of the training programme been achieved? To this question the answer was:90% said Yes 0% said No 10% said Can’t Say 2. 4. not of Indian companies. Faculty should give examples keeping in view the type of participants and the industrial sector. Kota. 3. A personal interview should be conducted after the programme. SUGGESTIONS 1.

How was the extent of opportunity provided to air your frank opinions. view and problems during the entire training programme? To this question the answer was:30% said V. What was the level of satisfaction derived? 25 . Was the training programme influenced from any of the following? Most of the employees didn’t find the programme influenced by the mentioned factors.Good 50% said Good 20% said Average 6. This can be seen in their response: 50% said None of the Above 50% said There were Miscellaneous reasons for that.Often 50% said Often 7. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer was:100% said Yes 4. How often did the trainer find time to listen to employees’ questions? To this question the answer was:50% said V.) 3.100% said Yes (All the employees responded favorably for this question. 8. Did the training programme facilitate your work in an effective manner? To this question the answer was:80% said Yes 0% said No 20% said Can’t Say 5.

What were the principles of learning? To this question the answer was:40% said Employee Motivation.Level of personal productivity increased? To this question the answer was:30% said To Great Extent 60% said To Some Extent 10% said To No Extent 12.To this question the answer was:50% said High 50% said Low 9.Are you able to fully practice the concepts learnt. 20% said Transfer of Learning 20% said Feedback 10.Level of positive behavioral change observed? To this question the answer was:20% said Absolute Change 80% said Moderate Change 11. 20% said Practice Opportunities.Whether the topic coverage was adequate? To this question the answer was:80% said Yes 10% said No 10% said Can’t Say 13. at your work place? To this question the answer was:70% said Yes 10% said No 20% said Can’t Say 26 .

It was for a very short span of time. Trainer was well qualified. 4. Caused a change in thinking about employees overall working and his self awareness. Timing of programme was after lunch. Uncomfortable chair and same posture 3. 3. THINGS THEY DID NOT LIKE 1. 27 .14. 2. I also asked them to give their suggestions to improve the training programme. 5. THINGS THEY LIKED 1.Extent of satisfaction? To this question the answer was:20% said Fully Satisfied 60% said Satisfied 20% said Moderately Satisfied The last 3 questions were the open ended one’s in which I asked them the things they liked and disliked.Any improvements in your professional knowledge? To this question the answer was:80% said Yes 20% said Can’t Say 15. Easy approach and positive thinking was encouraged. 2. Programme conducted in peaceful and pleasant manner. It was a well explained programme.

HOW THE EMPLOYEES’ RESPONDED 1. Some literature should be provided. It was a little monotonous and boring. SUGGESTIONS 1. Frequency of the programme should be increased. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer was:28 . 6.4. 3. Kota. Was there a proper linkage among organizational. There should be a use of slides in presentation. 4. (D) PERSONAL PRODUCTIVITY My analysis on PERSONAL PRODUCTIVITY is based on a survey of 10 employees of DSCL. Programme should be kept outside the premises. Advanced techniques of meditation should also be taught. 3. operational and individual training needs? To this question the answer was:50% said Yes 50% said No . 2. Has the basic objective of the training programme been achieved? To this question the answer was:70% said Yes 10% said No 20% said Can’t Say 2. Pranayam and yoga can be added. 5.

How was the extent of opportunity provided to air your frank opinions.70% said Yes 30% said Can’t Say 4. What was the level of satisfaction derived? To this question the answer was:40% said High 60% said Low 29 .Good 70% said Good 30% said Average 6. Did the training programme facilitate your work in an effective manner? To this question the answer was:100% said Yes All the employees answered favorably to this question. How often did the trainer find time to listen to employees’ questions? To this question the answer was:30% said V. 8.Often 70% said Often 7. Was the training programme influenced from any of the following? Most of the employees didn’t find the programme influenced by the mentioned factors This can be seen in their response 90% said None of the Above 10% said There were Miscellaneous reasons for that. view and problems during the entire training programme? To this question the answer was:0% said V. 5.

30% said Practice Opportunities. at your work place? To this question the answer was:70% said Yes 20% said No 10% said Can’t Say 14.Whether the topic coverage was adequate? To this question the answer was:60% said Yes 40% said Can’t Say 13.Are you able to fully practice the concepts learnt. What were the principles of learning? To this question the answer was:60% said Employee Motivation. 10% said Transfer of Learning 0% said Feedback 10.9.Any improvements in your professional knowledge? To this question the answer was:20% said Yes 30% said No 50% said Can’t Say 30 .Level of personal productivity increased? To this question the answer was:10% said To Great Extent 90% said To Some Extent 12.Level of positive behavioral change observed? To this question the answer was:10% said Absolute Change 90% said Moderate Change 11.

There were certain concepts they did not understand. Trainer was well qualified. 3. THINGS THEY DID NOT LIKE 1. 2. Programme had well explained examples. It was a well explained programme. 3.Extent of satisfaction? To this question the answer was:10% said Fully Satisfied 70% said Satisfied 20% said Moderately Satisfied The last 3 questions were the open ended one’s in which I asked them the things they liked and disliked. THINGS THEY LIKED 1. Helped in increasing the workers personal productivity at work as well as at home. It was a little monotonous. Easy approach and positive thinking was encouraged. 2. 5. SUGGESTIONS 31 . It was for a very short span of time. 4.15. Not much feedback was taken from the workers. I also asked them to give their suggestions to improve the training programme. 4.

32 . on a careful scrutiny show that there is a general awareness about the training programmes amongst the employees of S.F.C. In the employees’ opinion the faculty for training programmes is good. More simplified language should be used. The responses from the selected sample indicate that the employees have been benefited by these programmes as a result of which they have been able to perform their work in an effective manner. the area in which training programmes are more required is self development and effectiveness of training programme is satisfactory. The results and interpretation show that employees are well aware of training programmes and attend them from time to time to gain insight and more knowledge in their field. More examples related to work should be given. 2. 3. Thus. The organization understands the need and importance of training programmes and conducts them on regular intervals to cater to the needs of officers and workers.1. Frequency of the programme should be increased. which proves that the training programme has really been effective. behavioral and general topics and are well organized. 4. according to the given responses we can conclude that there is proper and broader coverage of training programmes and meets their expected needs. Therefore most employees do not feel any need of change in the existing procedure. The programmes are conducted on technical. The programme should be conducted on regular intervals. FINDINGS AND ANALYSIS The result thus obtained. These employees have also noticed a positive behavioral change in them which has been observed by their colleagues and other people surrounding them.

P.CONCLUSION Finally I would like to conclude that I had an extremely interactive session with all the employees I surveyed and I was able to know their valuable suggestions on the training programmes conducted by S. KOTA.Nair for their valuable guidance.S.S. Khinchi. I extend my sincere thanks to all the employees who helped me during my project as they gave me their precious time to fill my forms and gave their valuable suggestions for the fulfillment of my report. At the end of my project report I must say that it was a very knowledgeable experience for me to work on this project and in this organization. The organization’s main strong point is the programmes carried out in the training centre to improve the efficiency of employees working in various departments by implementing various activities and training sessions to update in order to compete with today’s scenario.K. Once again I express my sincere thanks to Mr. M. Mr.F. 33 .R.C. and Mr. P. I am sure that the work experience I gained here will help me throughout my life.Rau.

RECOMMENDATIONS 1. 2. 3. 34 . More use of simple language and easy well explained examples should be given. Evaluation of these training programs should be done after their completion to know that what employees gained after attending it. Some literature should always be provided to the trainees to refer to it from time to time. Training related to Personality development is recommended. 4.

Personnel Management. Himalaya publishing house.C. New Delhi.com • www.F.Ashwathapa .B. Mannual.C Graw Hill Publishing Company Limited. Websites consulted -: • www.BIBLIOGRAPHY Books consulted -: • K.com 35 .dscl. Human Resource and Personnel Management Tata M. • S. • C. Memoria. Bombay.google.