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MINOR PROJECT REPORT 2012

CHAPTER 1

INTRODUCTION

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT

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MINOR PROJECT REPORT 2012

1.1 Abstract
This project is the study on the effectiveness of training &
development with special reference to Rubco Huat Woods Pvt. Ltd,
Thalassery. The study is to find out the impact of training & development
programme on the employees of Rubco Huat Woods. The prime
consideration in selecting Rubco Huat Wood Pvt. Ltd. Thalassery for this
study is its tremendous growth in business world. The main objective of
this study is to analyse & evaluate the effectiveness of training &
development of the company. The other important objective of this project
is to study whether the training plays an important role in the future e
prospect of the company.
The research design of this study is descriptive in nature. The
sampling unit is the employees of the company & the sample size is 50
employees. Various responses were collected from employees with the
help of questionnaire. An observation by the researcher inside the
organisation was an important in the first phase. Booklets, Brochures &
the official website were also verified. The training & development
programmes must focus on soft skills such as interpersonal,
communication, teamwork, innovation & leadership. Training programmes
should be comprehensive, systematic, & continuous, linked closely to the
strategy by which employees are willing to fight in the market place.
Some of the major findings after the study show that the company is
providing adequate training & development for the employees & form that
the employees get an opportunity to demonstrate their talents. Various
kinds of development programmes provide orientation to the existing
employees. The most preferred training is classroom training, seminars.
The performance of the employees in the organisation has been improved
effectively by training. Safety management training programme are
encouraged in the institution.
Some of the suggestions with regard to the finding are that the need
based training programmes must be organised based on the opinion of
the employees. Post training performance appraisal should be done to
evaluate the training effectiveness. The emphasis should be exposed to
practical work through on the job training.

1.2 Introduction to the study

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT

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MINOR PROJECT REPORT 2012

In modern industrial organisations, the need for training of
employees is also widely recognised so as to keep the employees in touch
with the new technological developments. Every company must have a
systematic training programme for the growth & development of its
employees. It may be noted that term ‘training’ is used in regard to
teaching of specific skills, whereas the term ‘development’ denotes overall
development of personality of the employees. Training is important not
only from the point of view of the organisation, but also for the
employees. Training is valuable to the employees because it will give
them greater job security & an opportunity for advancement.

1.3 Statement of the problem
Rubco Huat Woods pvt Ltd conducts effectiveness of training
programmes at regular intervals for the staff & workers of the company. To
improve the quality of the work & performance basic training is needed.
The organisation is providing different sorts of training programme to the
employees. For successful conduction of the training programme,
continuous observation & reviewing is necessary.
Now the organisation needs to know about the effectiveness of the
training programmes given to the employees. So keeping this objective in
mind I decided to conduct a study on evaluation of the effectiveness of
the training programmers.

1.4

Conceptual framework of the study

In order to identify the effectiveness of training, I accessed the
performance of employee at the stages in before & after training. &
analyse the factors affecting the performance of employees.

1.5 Objectives of the study
The study was conducted in Rubco Huat Woods Private Limited
Thalassery, is to know the various aspects in the organization, which
consists of employee training.

Primary objectives
1. To study the effectiveness of training & development program in
Rubco Huat Woods pvt ltd Thalassery.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT

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MINOR PROJECT REPORT 2012

2. To find out the extent to which training helps Rubco Huat Woods to
achieve their objectives.

Secondary objectives
1) To find out the importance of training in Rubco.
2) To find out what type of training programmes are the employees
undergone in Rubco.
3) To find out the attitude of the employees towards the training
programmes in Rubco.
4) To find out in what method Rubco evaluates the effectiveness of
training programmes.
5) To make a study whether the employees are satisfied with the
training programmes.

1.6 Duration
The period of the study is from 7th November to 28th

1.7 Research methodology
Research may be defined as the “objective & systematic method of
finding solution to the problem. It gives a structured picture for the
management process like decision making & planning in accordance with
the data collected. Methodology gives the truth path to find solution to
certain problems. It also refers to the sequence & step to be adopted by
the researcher in studying problems with certain objectives in view.

1.7.1 Research Design
The Human Resource Management project is done to study the
training for employees. It also helps to study the various factors which will
affect the training of the employees. The study is conducted as a
comparative study of the factors that affect the training of the executives
& the workers separately. The details of the procedure followed for the
project is described below:

1.7.2 Tool for data analysis
Sampling area

-

Rubco, Thalassery Unit (800)

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6 Sample size A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 5 .1.7.7. 1.7. Some of the sample respondents were interviewed to check how they understood the questions in the questionnaire. Primary data It refers to the data that was collected firsthand directly from the source. Secondary data The secondary data was collected by interviewing the corresponding offices in the organisation. Each individual employee in the sample was separately interviewed & was asked to fill the questionnaire.2.7. After conducting the Pilot study the questions were replacing & reformatted.7.3.     By interviewing General Manager Interviewing Personnel Manager Discussion with workers Interviewing staff 1. Sources are:    Company website Company booklets Annual report & journals 1.3. 1.4 Pilot study Pilot study has conducted for 2 days before finalising the questionnaire.3.5 Sample unit Samples were collected from employees of different departments. Source of data 1.7. Samples are selected at the convenience of the managerial persons & research.MINOR PROJECT REPORT 2012 Research instrument - Questionnaire Sampling scheme - simple Random sampling Research tool - Percentage Analysis 1. The primary data was collected through personal interview & questionnaire given to the executives & the workers.

1. 1. Only through training the human factor can improved. Therefore the study has vast scope in the organisation. Limitations of the study 1) Because of lack of technical knowledge there was difficulty in understanding the technical details. It also gives information about the career management & development of the employees. This study helps to reveal the employees of the company how participate they are with their management. It conveys the management how efficient are employees in the job. 1. The study helps to evaluate the organisation & employees. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 6 .9. 2) Time constraints were the major limitation.10.8. Training study will boost the employees to work well. 3) Environment was not fair for the study. Relevance of the study  A comprehension     training study is a pre-requisite of every training building programme. & to help the organisation to fulfil its future affecting personal growth of the employees. The student can make a comparison on the basis of theoretical knowledge & practical experience. The study reflects light on productivity.MINOR PROJECT REPORT 2012 The data are collected from the survey of 50 employees of Rubco. 4) Work force of Rubco is 800 but this study is based on response of only 50 employees. Scope of the study For any organisation the human factor plays a vital role. Thus the importance of training & development is now widely recognised & management consider it is an investment to meet organisational objectives.

MINOR PROJECT REPORT 2012 5) Employees were reluctant to reveal their problems freely before students. 6) Personal bias & prejudice of the respondents could have affected the result of the study. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 7 . 7) This study is an academic effort so is limited by time cost & coverage. 8) This study is subjected to the common limitation of secondary data.

MINOR PROJECT REPORT 2012 CHAPTER 2 INDUSTRY PROFILE A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 8 .

Introduction The rubber industry is one of the key sectors of the Indian economy. & about 71 lakh of people derive their employment from rubber plantation sector either directly or indirectly.71 lakhs hector of area spread over 15 states & one of the union territory of the country is under rubber plantation. Rubber latex is extracted from rubber trees. India is one of the largest rubber producers in the world & occupies the 4 position in the production of natural rubber. th The rubber plantation sector in the country is dominated by small holdings (<0. In this background. Manipur.5 – 2 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 9 . But the government of India has improved scope of rubber production considerably. It also grows in Tripura. The non-traditional regions cultivating runner includes costal Karnataka. Commercial cultivation of rubber in India started in 1902. India ranks 5 thc in terms of acreage. 2nd & 3rd position respectively. 4 th in terms of production & 1st in terms of productivity.5 hectares) almost 10 lakh in number. Goa. purpose to launch a comprehensive scheme to interact with the farmer directly with the processing & other support facilities so that small & marginal farmers can avoid the cumbersome process of sheet making in their small holdings are only between 0. The main purpose of rubber plantation is the production of latex which is the main raw material for all rubber product manufacturing industries. & Goa over 5. In India. Thailand. Rubber plantation also provide a variety of ancillary products like honey seed oil. Mizoram. The economic life period of rubber trees in plantation is around 32 years up to 7years of immature phase & about 25 years of productive phase. rubber wood etc. Rubber cultivation in India has been traditional confined to the hinder lands of south west cost mainly the Kerala State & Kanyakumari district of Tamilnadu.1 Industry profile . & Malaysia occupy the 1st. covering 88% of the total area. It employs about 41 lakhs persons directly with a good number of them being women. Meghalaya.2% of the product is processed as Ribbed Smoked Sheet (RSS). the Kerala State Rubber Co-operative Ltd otherwise known as Rubco. & Andaman Niccobar islands. It was introduced by the British.MINOR PROJECT REPORT 2012 2. Assam. Indonesia. 72. accounting for more than 9% of the global output.

The furniture sector in India only makes a marginal contribution to the formation of GDP representing just a small percentage i. designers. Furniture imports have surged significantly in recent years. Market exports indicate new promise for imported wood products for interior finishing such as doors. wall panels & mouldings. about 0. it is very difficult for them to make quality sheets.MINOR PROJECT REPORT 2012 Ha. Particleboard & MDF board are finding new land-use applications in the Indian market. The higher quality wood furniture market is estimated to be US$40 million per year & growing at 15% per year. to an estimated US$25 million of furniture annually or 3 to 4% of the total industry. window frames. More & more of India’s middle & upper classes prefer new homes designed & furnished in the North American style. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 10 .2 Furniture Industry in India The furniture industry in India is considered as a “non-organised” sector with handy craft production accounts of 85% of the furniture production in India. India’s imports of wood products grew by 52. 2.. manufactures & consumers are becoming more interested in high value lumber applications &high quality Western style finished wood products. generally & do not have infrastructural facilities.e.3 Opportunities    Between 1996 & 2001.Now it is the 4th largest consumer of natural rubber & synthetic rubber. The Indian rubber goods manufactured industry has grown to the 4 th largest producers & consumers of natural rubber since 1921. Architects. 2.7% to just under US$1 billion annually.5%.

MINOR PROJECT REPORT 2012 CHAPTER 3 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 11 .

durability & finish as the latter. Thiruvanandapuram District Co-operative Bank& Kollam District Co-operative Bank .1 RUBCO: A GENERAL INTRODUCTION Kerala State Rubber Co-operative Limited popularly known as RUBCO was founded in the year 1997 in the coastal area of Kannur. Kerala State. Is the rubber wood processing & furniture manufacturing factory of Rubco set up with financial & technical collaboration from M/s Long Huat Group Berhard SDN BHD of Malaysia. Rubco Huat woods pvt. as it offers the same strength. The top ten share holders of Rubco are Govt. is emerging as the ideal substitute to rain forest wood. a A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 12 .MINOR PROJECT REPORT 2012 COMPANY PROFILE 3. India. the state which provides 92% of India’s total natural rubber production. It has grown into a 180 crore conglomerate with 10 rubber based industries in various parts of Kerala. Rubber wood. Of Kerala. properly treated & processed. Rubco Huat wood Division manufactures a range of elegant furniture & quality edged glued panels using the eco-friendly rubber wood. is promoted by the provisional Government of Kerala to promote Rubber based industries in this part of the country. Palakkad District Cooperative Bank. Ernakulum District Co-operative Bank. Kottayam District Co-operative Bank. Ltd. Thrissur District Co-operative Bank. Rubber Board.

1 Capital structure Authorised share capital of Rubco as per the byelaw is lakhs made up of. 2500 5600 A class share Rs.1000 each B class share A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Rs. Rubco adopts the best & latest process in the production. casual shoes etc. the main social objects inter alia include to future rubber cultivation in the state. 3000 of Rs. Rubberized coir mattress. Pale Latex Crepe (PLC). For last half decade with a vision to become a global leader in the production of Natural Rubber & innovative product development. In their slogan itself they had mention that: “RUBCO means RUBBER & RUBBER means RUBCO” Divisions operating under Rubco Group are involved in a wide range of Business such as Footwear. and Rubberized Coir Mattress & Natural Rubber. conventional & procured Tread Rubber. As per byelaw. 1400 lakhs 13 .2500 lakhs of Rs. however there is no restriction on the area of operation as far as the sales & marketing of the product dealt in by Rubco is concerned. Block Rubber (SMR). to accelerate the industrial growth & strengthen the co-operative movement. Cycle Tyres & Tubes. Table 3. led by a professional management team & supported by a committed workforce. The Rub wood panels produced by Rubco are the best of its kind in the country. Even in domestic market Rubco is a major supplier of Natural rubber to all leading Rubber based companies in India. Furniture. Rubco is the largest Exporter of Natural Rubber in the country today. furniture.MINOR PROJECT REPORT 2012 well-known name in the field of rubber wood industry for the last 30 years. Cycle Tyre & Tube. Legal frame work of the organisation Rubco is governed by the byelaw which provides that Rubco’s area of operation will cover the entire state of Kerala. It has entered into various Rubber& Rubber wood based industries like Hawaii chapel with reputed Malaysian Technology.

The co-operative cannot receipt deposit or loans in excess of 50 times the paid a share capital plus reserve fund of cooperative societies. or other agencies like NCDC. 1) Vision Rubco’s vision is “to become the global leader in rubber industry” 2) Mission A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 14 .100000 each D class shares of Rs. 100 lakhs 10 each 26000 1000000 Source: previous project report Board of Directors The administration management of the company rests in the hands of board of directors consisting of 15 members as follows. 26000 lakhs Rs. Kerala. Rs. This limit is not applicable to funds received from central & state Govt. rubber Board etc. Narayanan President - Kerala state co-operative bank Managing director - Jacob Mathew The term of office directors shall be 5 years from the date of assumption of the office. 3 ex-office directors by Registrar of co-operative societies. 2. 9 Directors elected by a class share holders among themselves. 1. Chairman - E. 3.25000 each C class share of Rs.MINOR PROJECT REPORT 2012 Rs. 2 directors elected by B class share holders.

Passenger Cars & other 4 wheelers. 3) Objectives & Goal Objective of the Huat Wood Pvt. Crumbs & laces. Ltd is divided into 2 parts:  Social objectives  To ensure as study of market with remunerative price to rubber growers.  Commercial objectives  To promote.  Tyres for 3 wheelers & 2 wheelers  Purchase & sale of rubber in any form such as Latex. LCV. maintain & manage the business related to the manufacture & sale of tyres. sheets.  Welfare of rubber growers particularly of small & marginal segment.MINOR PROJECT REPORT 2012 To develop brand equity & to ensure professional co-operative image through a systematic working procedure. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 15 .  Manufacturing of rubber & rubber wood based products. establish. both radial & bias for Heavy Vehicles.

MINOR PROJECT REPORT 2012 3.2 ORGANISATION CHART Board of Directors Managing Directors General Manager Purchase officer Apo Store Keeper Time Officer Section in charge QC Selection in charge furniture Supervisors Workers Chief production Manager Account officer Management Represent Account Clerk Selection in charge saw mill Maintain Manager Supervisors Supervisors Workers A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Workers Sales & shipping Manager Assistant sales & shipping Manager 16 .

28th may 1998 Foundation stone laid for foot wear manufacturing factory & tread rubber manufacturing unit at Koothuparamba.MINOR PROJECT REPORT 2012 3.3 Milestones 16th June 1997 Rubco registered. 15th October 1997 Commenced procurement of rubber. 17th February 1998 Commenced procurement of rubber farmers through depots. Valiya Velicham Industrial centre. Commenced operation in October in the same year. June 1998 Exported rubber to Singapore & Nepal July 1998 Rubco takes over the reins to Sreekandapuram Latex Pvt. Ltd 11th February 1998 Entered in to important agreement on technological collaboration for the manufacture of ultra light weight foot wear with HP-tech shelters Malaysia 2nd March 1999 Foundation stone laid for PLC factory in Sreekandapuram 20th May 1999 Inauguration of foot wears manufacturing unit & foundation stone products of Rubco A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 17 .

MINOR PROJECT REPORT 2012 23rd June 1999 Signed a significant technical collaboration agreement with long Huat Berhard of Malaysia for the processing of Rubber wood & furniture out of that 13th August 1999 Rubco footwear hit the market 19th October 1999 Foundation stone laid for the rubber wood processing & furniture manufacturing unit 30th October 1999 Foundation stone laid for Rubberised coir factory at Pampady. Malaysia for manufacturing of casual shoes 6th May 2000 Foundation stone laid for casual shoes project 11 th January 2001. Kottayam 9th December 1999 Entered in to an agreement with M/s Long Teik (p) Ltd of Singapore to export 1500 metric tons of rubber first time from India 8th March 2000 Entered into a technical collaboration with Pancharwarna management Consulting service. Rubco Huat Wood Furniture’s factory commenced commercial production 20th April 2002 Started activities of coconut complex for the production of virgin coconut oil & ancillary products 6th December 2002 Started RUBCO RUFAAS Scheme (collection of Natural Rubber Latex from farmers) 20th December 2002 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 18 .

G.96 million in the casual shoes project.  Virgin coconut oil project is the next one. cars. passengers. which will be increased to 200 units subsequently for the production of coconut oil directly from green coconut nuts without going through conventional copra or milk route. to start with. about 35km from Kannur city.  Rubco invested Rs. etc. Of Kerala for setting up a unit for the production of Rubber components for automobiles & railways with a capital of 20 million USP 23rd January 2003 Signed MOU with coconut Pacific Pvt. a) Functional department  Production planning  Furniture production  Boiler & saw mill  E.MINOR PROJECT REPORT 2012 Expansion of interest submitted to Govt. Rubco’s departments include.  Capacity of plant is 4000 litres per day & packaging capacity is 40 kilo litres of virgin oil per day.55 million per annum.P (Edge Glued Panel)  Planning area  Multiple rip saw  Finger joining  Moulding  Composing  Cutting A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 19 . The new plant has of 1. The project envisages establishment of 100 cooperate coconut processing unit in Kerala. Its location is in Thalassery.  The process methodology is commonly known as direct micro expelling technology. Ltd of Australia for the production of virgin coconut oil Opportunities of Rubco  Rubco is in the process of setting up a project for the manufacture of tyre & tubes for 2/3 wheelers.  The project is located in the proposed industrial growth centre being developed at Valiyaveelicham.

Functions           Conducting job analysis Planning labour’s needs & recruiting job candidates Selecting job candidates Conducting orientation & training programmes for new employee Managing wages & salaries Providing incentives & benefits Appraising performance Communication with employees Training & developing managers Building employees commitment A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 20 . welfare.4 Personnel department & administration Rubco Huat has a separate personnel department to perform personnel functions like manpower planning. performance appraisal. recruitment. The personnel & administrative officer is assisted by time officer. equitable & performance oriented policy with respect to its human resources. training. employee motivation.MINOR PROJECT REPORT 2012         Sanding  Finishing  Furniture  assembling Product development Marketing department Quality control department Personnel & administration department Finance department Purchase department Sales & shipping department 3. record keeping etc. Rubco is forward looking organisation committed to identify train develop & sustain its human resource in such a manner as to integrate the individual career aspiration of its executive. The personnel & administrative officer is in charge of personnel & administrative department. Rubco has basically a fair. selection.

111 per day. Specialised worker They are carpenters. d. & other required sanctions from MD or chairman for filling up manpower requirements at time to time. Manpower development in Rubco Huat woods The company has well established manpower strength. discipline. He is responsible for proper administration of statutory & non statutory welfare programs in the company. they concentrate on work life final sanding. performance appraisal.MINOR PROJECT REPORT 2012 Responsibilities of a manager Manager is responsible for manpower planning. Learners A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 21 . There are 818 workers employed in different categories of work. They have a pay scale of Rs. The workers of they are divided in to 4 categories they are. b. a. assembling etc. 135 per day. training etc. pay scale. They have a pay scale of 130/day. maintaining discipline. Unskilled workers They are third category & include those who have undergone 6 months initial training in the company. He is responsible for identifying training needs of employees & arranges various training programs for employees. selection. The specialist workers have a pay scale of Rs. The spray finish also comes under this category. recruitment. c. He is providing advice & guidance to the officers & staffs working in the unit under the control of GM in the matter connected with the performance appraisal. Skilled workers They are those who have specialised in a particular job they are basically ITI & diploma holders. He is responsible for obtaining necessary function for certain of posts. training. compensation package.

transfer & some demotions. Recruitment & selection policy For the recruitment process Rubco Huat Wood recruits the employee from both external & internal sources. 90 per day. experience. they are given grade as below. They have a pay scale of Rs. & performance of the candidate. External sources of Rubco mainly include publishing the recruitment advertisement in daily news papers to some extent. Based on the qualification. According to their performance. A grade - Excellent A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 22 . Rules regarding recruitment & selection     Any person below age of 18 is not appointed as the worker or learner All workers are selected only after verifying & clearing the data given in the application form The resigned worker & dismissed workers will not be selected A person should not perform as a part time or full time employee in the other organisation while he is a worker of the company. the rank list is prepared & the best one is selected. Company also prefers employee recommendations (if the candidates satisfy required quality). Performance appraisal Rubco Huat Woods are using grading method for this. the next step is the screening of application based on the notification. Supervisor appointed to evaluate the performance of workers. After the recruitment procedure. then promoted to unskilled category based on their performance. In order to select the best candidate company conducts personal interview.MINOR PROJECT REPORT 2012 This category includes the newly selected workers. they are actually under training for the first 6 months. Internal sources of recruitment of Rubco Huat Wood include promotion.

Rubco Huat Woods make use of smart card for recording the time of arrival & departure of the employees. To issue visitors pass as per company rules. to ensure the general discipline etc. To maintain an accident register. it is treated as over time & workers get double of the usual rate of pay.00 pm 5. To oversee the conduct of staff & the workers. To maintain out pass register for proper recording duly sectioned out pass of employee.00 pm to 1. The second shift of workers will get night allowance of Rs.MINOR PROJECT REPORT 2012 B grade - Good C grade - Satisfactory Following factors are taken in to consideration for fixing grades:     Attendance Responsibility Ability to grasp things Work performance Time office The main function of time office is:        To prepare shift schedule on monthly basis. Remuneration A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 23 .30 am to 5. The shift time at Rubco Huat Wood First Shift Second Shift Third Shift - 8. 15 each.00 am - 1.00 am to 8. To prepare & display notice of various safety & other matters.30 am If there is any additional work.

Kudumbasree unit with the company complex runs Rubco’s canteen. cooling glass &  masks are given to the employees who work in the factory. Bonuses are provided to the employees in the festival seasons & for occasions happen in the company. Compensation The different components of compensation include the following: 1) Bonus It means something given or paid by the company in addition to what is usual or expected.MINOR PROJECT REPORT 2012 In Rubco Woods. the workers are paid in time rate system. Leave provision Leave with wages will be allowed to the workers as provided for the factories Act. Welfare activities Labour welfare: Labour welfare funds are given by company to increase the standard of living.  Safety : Safety measures like ear plug.  Rest room : The Company provides rest room for the shift workers.  Canteen : the Company providing quality foods to the employees.  Change room : For the workers to change their dress. in the plant excluding other leaves. The employer’s contribution to ESI is 1. a change room is established in the factory premises. The remuneration of workers is paid as per minimum wage Act of 1948 & the managerial person’s remuneration as per the Kerala service rule. The company allows an annual leave of 12 days to these employees. 10 days sick leave & maximum of 30 days in case of hospitalisation. having as service of 240 days. 2) ESI (Employees State Insurance) & Provident fund(PF) Rubco Huat wood Pvt Ltd provides employee state insurance & provident fund to the employees.75%. glows. Leave as per ESI Act. The employee’s contribution to the PF is 12% & employer’s contribution is 13%.75% & employee’s contribution is 4. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 24 . Company uses the method of paying double wage in case of overtime & triple wage in public holidays.

MINOR PROJECT REPORT 2012 Holiday Festival holidays fixed as per national festival Act. Demotion begins with the reporting management about the misconduct & management will appoint an enquiry committee & the disciplinary action for him are depending upon the nature of misconduct. which is affiliated to CITU. gratuity are sanctioned on retirement. which guides the service rules of employees & employer. Absenteeism & turnover One of the problems Rubco Huat Wood facing today is the increasing rate of labour turnover. Disciplinary procedures  Transfer Employees are liable to transfer from one department to another department from one section to another section without any increase in pay. Rubco Huat Wood has only one trade union that is Rubco Employee Union (REU). the concerned employee will placed in the lower position. the entire employee made to retire from their service. Various benefits like pension. National holidays will be allows to the workmen on provided for in Kerala industrial Establishment Act. Trade union The trade union is an inevitable part of modern industrial setup.  Demotion In the case of misbehaviour on the part of employees. Since there is only one trade union there is no inter union rivalry. It is the outcome of resignation & dismissal of A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 25 . Nov 13 days are allowed for festival holidays. Trade union influences industrial democracy morale & productivity. Retirement On attain the age of 58. All the rules regarding retirement in Rubco are governed by standing order. A standing order is an act.

Structure of HR Department MD GM APO Time officer Computer programme Steno Junior clerk Head Guard Receptionist A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Typist 26 . dissatisfaction with working condition. Some of the reason for the resignation is getting better job. sickness etc.MINOR PROJECT REPORT 2012 workers.

MINOR PROJECT REPORT 2012 Security Guard Driver Attender CHAPTER 4 REVIEW LITERATUR A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT OF 27 .

MINOR PROJECT REPORT 2012

Definitions
 o. Jeff Harris, Jr. Observes:
“Training of any kind should have as its objective the redirection
or improvement of behaviour so that the performance of the trainee
becomes more useful & productive for himself & for the organisation
of which he is a part. Training normally concentrates on the
improvement of either operative skill (the basic skills related to the
successful completion of a task), interpersonal skills (how to relate
satisfactorily to others), or a combination of these.”
 In the words of Campbell,
“Training courses are typically designed for a short-term,
stated set purpose, such as the operation of some piece(s) of
machinery, while development involves a broader education
for long-term purposes.”
 Dale S. Beach define the training as “the organised procedure by
which people learn knowledge &/or skill for a definite purpose.”

4.1 Training policy of Rubco
Every employee has to undergo training. They have a probation
period of one year in which first six months are treated as learners.
Supervisors will give on-the-job training to them during that period.
Duration probation period employees are closely watched. An unruly
behaviour from their part will cause their further service in the company.
In Rubco, training is provided to the workers under the ministry of safety

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training programme. During the training period the trainees are given
stipend.

4.2 Training procedure of Rubco for improving
manpower
The various steps in training procedure as follows;






Induction training
Identification of training needs
Consolidation of training needs
Preparation of training calendar & conducting training
Updating & maintenance of employer training record
Collection of immediate feedback & training programme
Monitoring effectiveness of training

1. Induction training
It is given to every new employee at the time of joining the company
by the respective personnel department. The induction training covers the
rules &regulations of the company, organisation structure, working
conditions etc. Quality & environmental policy of the company is also
explained to every new entrant in keeping with the company’s
commitment to achieve total quality in all spheres of industrial activity.
Every executive cadre employee has to submit a detailed induction
training report to the unit personnel head, within 1 week after completion
of the induction programme.

2. Identification of training needs
Training needs of all employees are identified once in every 2 years
on the basis of their present & future development needs & organisational
perspectives. Training needs of executives & non- executives will be
identified department wise through training needs identification form. The
identification normal has 3 sections explaining the functional or technical
training need specific to the job of the employee, second one highlighting

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behavioural fact & the third one the organisational perspective. Training
needs are assessed by the immediate superiors.

3. Consolidation of training needs
The unit personnel department will consolidate the training needs of
each employee based on the areas identified used for this purpose. A
committee constituted for this purpose will review the training needs
identified& will categorise the needs to be covered during the 1 st & 2nd
year. The respective personnel departments of the unit will co-ordinate
this activity. The unit personnel head will forward a copy of the
consolidated list of training needs indicating the priorities to the corporate
personnel department before 15th March every year in order to prepare
the training calendar for that year.

4. Preparation
training

of

training

calendar

&

conducting

The training calendar will list out the proposed dates for the training,
the number of participants etc. In-house training conducted by corporate
personnel department is given either by internal faculty or in co-ordination
with external training agencies. External training will be given on the basis
of need assessed & subject to the availability of suitable programmes.
Information of the selection of an employee to any training is made
through inter office memos. The training calendar will be reviewed half
yearly in order to assess the progress & when it is not possible to conduct
any of the programmes which is set under the calendar, reasons therefore
is formally recorded.

5. Updating
record

&

maintenance

of

employee

training

Training record containing all information of the training attended by
an employee (in hours/external) is maintained in the concerned personnel
departments. It is the responsibility of the respective controlling officer in
the manufacturing department to prepare on- the-job training in each
relevant area of work of each operator in this department.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT

30

MINOR PROJECT REPORT 2012

6. Collection of immediate feedback & training
programme evaluation
The respective unit personnel department will collect the immediate
feedback from an employee &will be forward to corporate personnel
department for training evaluation & the corporate personnel department
will evaluate each programme on the basis of feedback forms.

7. Monitoring the effectiveness of training
The respective controlling officer of an employee will be responsible to
assess the effectiveness of each training of one has attended within 6
months of attending that programme. The assessment will be based on
some of the selected training efficiency measurable variables for
functional & behavioural training.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT

31

MINOR PROJECT REPORT 2012 THEORATICAL FRAMEWORK A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 32 .

III. Types of training 1) Induction or orientation training It is concerned with introducing a new employee to the organisation & its procedures.” Need &rationale of training I. III. Changing technology Quality conscious customers Greater productivity Stable workforce Increased safety Better management Objectives of training I. process of production. IV. IV. 3) Apprenticeship training A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 33 . II. II. VII. V. machines & equipment efficiently & thus to check wastage of time & resources To reduce the number of accidents by providing safety training to workers To prepare workers for higher jobs by developing advanced skills in them.MINOR PROJECT REPORT 2012 “Training is the process of increasing the knowledge &skills of an employee for performing the current job. instructions to be followed and methods to be used & so on to perform the job efficiently. To increase the knowledge of the workers in doing the specific job To impart new skills To bring about change in the attitudes of workers To improve the overall performance of the organisation To make the workers handle materials. V. rules & regulations 2) Job training It gives information about machines. VI. VI.

5) Refresher training or Retraining It is meant for the old employees. It is suitable for imparting skills that can be learnt in a relatively short period of time.  Coaching The supervisor imparts job knowledge & skills to his subordinate  Understudy The superior gives training to a subordinate as his understudy or assistant.  Position Rotation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 34 . The trainees receive wages while learning & they acquire valuable skills which command a high wage in the labour market. 6) Training for promotion The talented employees may be given adequate training to make them eligible for promotion to higher jobs in the organisation Methods of training A. the educational or vocational institute enters into arrangement with an industrial enterprise for providing practical knowledge to its students. On-the-job training Under this method the worker is given training at the work place by his immediate supervisor. 4) Internship training Under this method. There are 3 methods of on –the –job training described below. both knowledge & skills in doing a job or a series of related jobs are involved. The purpose is to acquaint the existing workforce with the latest methods of performing their jobs & improve their efficiency further.MINOR PROJECT REPORT 2012 Under this.

It is frequently used to train clerks.the job training It requires the worker to undergo training for a specific period away from the work-place. the materials. etc. Vestibule training It is used to designate training in a class-room for semi-skilled jobs. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 35 . B.MINOR PROJECT REPORT 2012 The purpose of position rotation is to broaden the background of the trainee in various positions. It is suitable where a large number of employees must be trained at the same time for the same kind of work. equipments & conditions found in the real workplace.  Conference training A conference is a group meeting conducting according to an organised plan in which the members seek to develop knowledge & understanding by oral participation. Orientation about organisation & safety training can be accomplished more effectively in the classroom. An attempt is made is to duplicate.the. Off-the-job methods are concerned with both knowledge & skills in doing certain jobs. as nearly as possible.  Case study It is means of simulating experience in the classroom. Some of the off. the trainees are given a problem or case which is more or less related to the concepts & principles already taught. Off. They analyse the problem & suggest solutions which are discussed in the class.job methods are:  Special lecture cum discussion The special lectures may be delivered by some executives of the organisation or specialists from vocational & professional institutes. Under this method. typists. The trainee is periodically rotated from job to job instead of sticking to one job so that he acquires a general background of different jobs. The main demerit is that the artificial training atmosphere may create the adjustment problem for the trainees when they are sent to their work-place. C. The instructor helps them reach a common solution to the problem. machine operators.

MINOR PROJECT REPORT 2012 Designing a training programme It consists of 4 steps. Its purpose is to determine where training emphasis should be placed in the organisation for increasing organisational effectiveness  Task analysis It is a systematic analysis of jobs to identify job contents. and the way employees learn these methods & the performance required of employees.  Manpower or human resource analysis The quality of manpower required by the organisation has to be carefully analysed. 1) Identification of training needs Training needs can be identified through the following types of analysis. technological & political environment of the organisation should be properly scanned to determine the quality of human resources desired. skills & aptitudes required to perform the job. Particular attention should be paid to the tasks to be performed. its resources. social. knowledge.  Organisational analysis It is a systematic analysis of the organisation in terms of its objectives. the methods to be used. The economic. resource allocation & utilisation. They are. 2) Setting training objectives Objectives are:  Specific objectives  Increased productivity  Improved quality A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 36 . growth potential & its environment.

 Selection of the trainees  Preparation of the instructor  Determination of training period  Training methods & material 4) Evaluation of training outcomes or results It would provide useful information about the effectiveness of training as well as about the design of future training programmes. are involved in their jobs A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 37 . A training programme is likely to be more effective when the trainees want to learn. It is influenced by the attitudes. interests.MINOR PROJECT REPORT 2012      Better HR planning Higher morale Better health & safety Prevention of obsolescence Enhanced personal growth  Overall purpose Increased organisational effectiveness 3. Effectiveness of training Training effectiveness is the degree to which trainees are able to learn & apply the knowledge & skills acquired during the programme. trainers. The evaluation of training also provides useful data on the basis of which relevance of training & its integration with other functions of HRM can be examined. values & expectations of the trainees & the training environment. Organisation of training Every training programme includes trainees. Individuals like to know how much they learnt or how well they are doing. It will enable an organisation to monitor the training programme & also to modify its future programmes of training. These constituents of training are. a training period & training material.

The following criteria may be used to measure the effectiveness or training. Contents of training programme & the ability to trainers also determine training effectiveness to a certain extent. cost reduction.  Results Productivity improvement.MINOR PROJECT REPORT 2012 & have career plans.  Behaviour Improvement in the job behaviour of the trainees reflects the manner & extent to which the learning has been put to practice. In case the trainees considered the programme worthwhile & liked it.  Reactions Trainee’s reactions to the objectives. the training can be considered effective  Learning The extent to which the trainees have gained the desired knowledge & skills during the training period is a useful basis of evaluating training effectiveness. accident reduction. reduction labour turnover & absenteeism are the outcomes of training which can be used for evaluating effectiveness Essentials of a good training programme A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 38 . quality improvement. contents & methods of training are good indicators of effectiveness.

learning capacity.  An effective training programme should be flexible.  An effective training programme should be conducted by well qualified & experienced trainers.  A good training programme should prepare the trainees mentally before they are imparted any job knowledge or skill.  An effective training programme should emphasis both theory & practice.  An effective training programme should have the top management’s support. programme should possess the following  The contents of training programme should be chalked out after identifying the training needs or goals. aptitude. etc. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 39 . It should make due allowance for the differences among the individuals as regards ability. An effective training programme should be supported by a system of critical appraisal of the outcome of the training efforts. It should have relevance to the job requirements.MINOR PROJECT REPORT 2012 An effective training characteristics. It should help in acquiring knowledge & its application. emotional make-up.

MINOR PROJECT REPORT 2012 5 TH CHAPTER ANALYSIS & INTERPRETATION OF DATA A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 40 .

As a manufacturing company they preferred to take more male workers.1 Respondents 12 88 Male Female Analysis Data has been taken from 88 percentage of male workers & 12 percentage of female workers.1 Gender Particulars Male Female Total Number of respondents 44 6 50 Percentage of respondents 88 12 100 Source: Primary Data FIGURE: 5. Interpretation In Rubco female members are less in number.MINOR PROJECT REPORT 2012 TABLE 5. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 41 .

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 42 .2 development Importance of training & 50 45 40 35 30 25 44 20 32 15 10 16 5 0 8 Strongly agree Agree Neutral Disagree Analysis The above table shows that 44 percentage of employees are strongly agree regarding to the importance assigned by the company to the training & development program.MINOR PROJECT REPORT 2012 TABLE 5.2 Importance of training & development Particulars Number respondents Strongly agree Agree Neutral Disagree Strongly disagree Total 22 16 4 8 0 50 of Percentage of respondents 44 32 8 16 0 100 Source: Primary Data FIGURE: 5. 32 percentage agree. 8 percentage is neutral & 16 percentage disagree the same.

MINOR PROJECT REPORT 2012 Interpretation Almost three by forth of employees responded that the company give emphasis to training. That is why some employees said that the company doesn’t give adequate importance to the training because they don’t feel it as training. TABLE 5. the senior workers teach the new comers what to do.3 Training helps for Knowledge 12 24 64 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 43 . much training is not needed.3 Training helps for Knowledge Particulars Number respondents Strongly agree Agree Neutral Disagree Strongly disagree Total 32 12 0 6 0 50 of Percentage of respondents 64 24 0 12 0 100 Source: Primary Data FIGURE: 5. So. Moreover this training.

MINOR PROJECT REPORT 2012 Analysis 64 percentage of employees strongly agree that the training increases their knowledge level. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 44 . Interpretation The main purpose of training is to increase the knowledge level. For attaining this purpose it consumes the valuable time & money. In this sense can infer that employees acquire the maximum knowledge. So the company try their maximum to make the training effective. 12 percentage disagree this statement.24 percentage agree. That is why most of the employees agree this statement.

4 Quality of facilities Neutral. None of them said it is poor or very poor.4 Facilities during the training period Particulars Number of respondents Very good Good Neutral Poor Very poor Total 32 6 12 0 0 50 Percentage of respondents 64 12 24 0 0 100 Source: primary data FIGURE: 5. 64% Analysis 64 percentage of respondents said that the facilities provided during the training period is very good. Interpretation From this survey can understand that the facilities provided by Rubco are above the standard.MINOR PROJECT REPORT 2012 TABLE 5. 12% Very good. 24 percentage said it is neutral. 24% Good. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 45 . 12 percentage good. Most of the employees are satisfied with these facilities.

MINOR PROJECT REPORT 2012 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 46 .

5 Training helps for attachment Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total Number of respondents 33 15 0 2 0 50 Percentage of respondents 66 30 0 4 0 100 Source: Primary Data FIGURE: 5.5 Attachment Level 70 60 50 40 66 30 20 30 10 0 Strongly agree Agree 4 Disagree Analysis 66 percentage of workers strongly agree that training helps the new employees to get attachment with the company very easily.MINOR PROJECT REPORT 2012 TABLE 5. Interpretation New employees are provided with induction training. Thus it helps them to A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 47 . 30 percentage agree & percentage disagree. It is the process of introducing a new worker to the organisation.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 48 .MINOR PROJECT REPORT 2012 acquaint with the company’s rules. objectives etc within a little span of time. policies.

6 Quality of material & the media Particulars Very good Good Neutral Poor Very poor Total Number of respondents 35 5 10 0 0 50 Percentage of respondents 70 10 20 0 0 100 Source: Primary data FIGURE: 5. 70% Analysis 70 percentage of people agree that the material & the media provided by Rubco are of high quality.MINOR PROJECT REPORT 2012 TABLE 5. 10 percentage said it is good. 20 percentage argue that it is neither good nor poor. 10% Very good. Interpretation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 49 .6 Quality of material & media Neutral. 20% Good.

7 Safety Training Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total Number of respondents Percentage of respondents 6 24 2 16 2 50 12 48 4 32 4 100 Source: primary data FIGURE: 5.7 Safety Training 48 32 12 4 4 Analysis A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 50 . TABLE 5.MINOR PROJECT REPORT 2012 There is no main difference between the materials provided by the company during the training period & actual work time. That is why no one argues that it is of poor quality.

Interpretation Safety training is not effective in Rubco. The descriptions about the machines are displayed near to each machine. This helps them to use the machine according to their nature. 32 percentage disagree this.8 Employee participation Particulars To a great extent To some extent To a little extent Can’t say Total Number of respondents 40 5 5 0 50 Percentage of respondents 80 10 10 0 100 Source: primary Data FIGURE: 5. TABLE 5. 12 percentage strongly agrees 4 percentage neutral & other 4 percentage strongly disagree.8 Employee Participation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 51 .MINOR PROJECT REPORT 2012 48 percentage of workers agree that safety training helps to reduce the chance of accidents & hazards. Employees said that instead of training this type of descriptions helps them more to reduce the risk level & Carelessness of employees is the main reason for accidents.

Hence they are actively participating in the training.10 percentage agrees to some extent & other 10 percentage agrees to little extent Interpretation Training helps to increase the skills & knowledge of the workers. They can do the work more effectively.9 Helpfulness of training for accepting higher positions Particulars Number of A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Percentage of 52 . TABLE 5.MINOR PROJECT REPORT 2012 90 80 70 60 50 40 80 30 20 10 0 To a great extent 10 10 To some extent To a little extent Analysis 80 percentage of the workers agree that they are actively participate in the training programme.

4% To a little extent. Interpretation Training has no impact on promotion. When they are promoted the senior employees teach them how to do rather this type of formal training. 42% Analysis More than 50 percentage of the workers said that the training doesn’t helpful for promotion. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 53 . Training is mainly given for current job. 54% To some extent. Every employee gets permission after 5 years. 4 percentage agrees to great extent. Everyone have some opinions.9 Helpfulness of training for accepting higher positions To a great extent. 42 percentage agree to some extent.MINOR PROJECT REPORT 2012 respondents To a great extent To some extent To a little extent Can’t say Total 2 21 27 0 50 respondents 4 42 54 0 100 Source: Primary Data FIGURE: 5. So it doesn’t help for higher jobs.

86% Analysis 86 percentage of the workers said that new technologies are not used by Rubco for training. 14% To a little extent.10 Use of technologies Particulars Number of respondents To a great extent To some extent To a little extent Not aware Total 0 7 43 0 50 Percentage of respondents 0 14 86 0 100 Source: Primary Data FIGURE: 5.10 Use of technologies To some extent. Everyone has some awareness relating to this. No one said that Rubco uses new technologies & methods for training.MINOR PROJECT REPORT 2012 TABLE 5. 14 percentage argues that Rubco uses new methods & technologies to some extent for training programme. Interpretation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 54 .

MINOR PROJECT REPORT 2012 Rubco is using traditional methods & technologies for training. Employees are not even aware of computer based facilities like PowerPoint presentation by using projectors. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 55 .

The communication between these trainers & workers are very good. The trainers are A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 56 . Interpretation Rubco seeks the help of well qualified trainers both internal & external to conduct training more effectively.11 Quality of trainer Particulars Number of respondents To a great extent To some extent To a little extent Can’t say Total 46 1 3 0 50 Percentage of respondents 92 2 6 0 100 Source: Primary data FIGURE: 5. 6 percentage agree ‘to a little extent’.11 Quality of trainer 92 To a great extent 2 To some extent 6 To a little extent Analysis This is the highest percentage of employees agree the same thing. 92 percentage workers agree that they can understand what trainer taught. 2percentage agree ‘to some extent’.MINOR PROJECT REPORT 2012 TABLE 5.

12 Periodic evaluation & improvement of training Particulars Number of respondents Strongly agree Agree Neutral Disagree Strongly disagree Total Percentage of respondents 29 5 15 1 0 50 58 10 30 2 0 100 Source: Primary data FIGURE: 5. So that employees can teach everything related to their work.MINOR PROJECT REPORT 2012 ready to clarify any doubts at any time. TABLE 5.12 Betterment of training 58 30 10 Strongly agree Agree Neutral 2 Disagree Analysis A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 57 .

MINOR PROJECT REPORT 2012 58 percentage of workers said that Rubco is periodically evaluating the training effectiveness & improved in the next time. 2 percentage disagree this.10 percentage agree. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 58 . 30 percentage neutral. Interpretation Rubco give more emphasis on training. So they conduct periodical evaluation & make corrections to overcome this on future.

Interpretation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 59 . 10 percentage of employees agree to a great extent.13 Effectiveness of HR policy 46 30 14 10 To a great extent To some extent To a little extent Can’t say Analysis 14percentage of people can’t say anything about the effectiveness of the company’s current training & development program & HR policy.MINOR PROJECT REPORT 2012 TABLE 5.13 Effectiveness of HR policy Particulars Number of respondents To a great extent To some extent To a little extent Can’t say Total Source: Primary data 5 23 15 7 50 Percentage of respondents 10 46 30 14 100 FIGURE: 5. 46 percentage agree to some extent & balance 30 percentage agrees to a little extent.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 60 .MINOR PROJECT REPORT 2012 Company tries to incorporate the changes in the HR field to the HR policy.

MINOR PROJECT REPORT 2012 TABLE 5. 64 Analysis 64percentage of the workers strongly said that training influences the relationship of superiors & subordinates. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 61 . No one has chose neutral. The active participation of employees satisfies the management. 36 percentage also agree with this. disagree & strongly disagree Interpretation Workers have a co-operating attitude with the superiors through training.14 Training improves Relationship Agree.14 Training improves relationships Particulars Strongly agree Agree Neutral Disagree Strongly disagree Total Number of respondents 32 18 0 0 0 50 Percentage of respondents 64 36 0 0 0 100 Source: Primary data FIGURE: 5. They feel that superiors spend their time & money for the improvement of them. 36 Strongly agree.

MINOR PROJECT REPORT 2012 A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 62 .

15 commonly used method of training Particulars On the job training Off the job training Total Source: Primary data Number of respondents 46 4 50 Percentage of respondents 92 8 100 FIGURE: 5. Off the job training is provided to the managerial staffs. 8 percentage said that company give more emphasis on off the job training.MINOR PROJECT REPORT 2012 TABLE 5.15 Commonly used method 8 92 On the job training Off the job training Analysis 92 percentage of the employees answered that company mainly focus on on-the job training. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 63 . It helps the employees to learn by doing. Interpretation As a manufacturing company Rubco focus more on on-the job training.

Importance Particulars Number of respondents Strongly agree Agree Neutral Disagree Strongly disagree Total Source: Primary data 37 8 0 3 2 50 of induction Percentage of respondents 74 16 0 6 4 100 FIGURE: 5. 16 percentage agrees it. 4 percentage strongly disagree & no one select neutral.16 Importance of Induction training 80 70 60 50 40 30 20 10 0 74 16 0 6 4 Analysis 74 percentage agree that company has given importance to induction training. 6 percentage disagree. Interpretation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 64 .MINOR PROJECT REPORT 2012 TABLE 5.16 training.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 65 .MINOR PROJECT REPORT 2012 Induction training helps to introduce the new workers & they get familiar with the work environment very easily.

17 Training helps to get self confidence in job Particulars Number of respondents To a great extent 30 To some extent 4 To little extent 16 Can’t say 0 Total 50 Source: Primary Data FIGURE: 5. Interpretation A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 66 .17 confidence Percentage of respondents 60 8 32 0 100 Training helps to get Self 70 60 50 40 30 60 20 10 0 32 8 0 Analysis 60 percentage agrees that training increases their self confidence. But 32 percentage are against this. 8 percentage agrees to some extent.MINOR PROJECT REPORT 2012 Table 5.

18 Motivation level of the supervisors Particulars Number of respondents Strongly agree Agree Neutral Disagree Strongly disagree Total Source: Primary data 31 8 6 5 0 50 Percentage of respondents 62 16 12 10 0 100 FIGURE: 5.18 Motivation level of Trainer 70 60 50 40 30 62 20 10 16 0 12 10 0 Analysis A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 67 .MINOR PROJECT REPORT 2012 When knowledge & skills increase the confidence level also increase. This confidence help the workers to perform effectively. Table 5.

MINOR PROJECT REPORT 2012 62 percentage employees said that trainers are highly motivated. Interpretation Company uses the supervisors to impart training. They are high motivators. They motivate the workers to learn what they are teaching.19 Preferable Method 120 100 80 60 96 40 20 0 On the job 4 Off the job A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 68 . TABLE 5. 12 percentage selects neutral. 16 percentage also agree.19 Preferable Method Particulars Number of respondents On the job 48 Vestibule 0 Off the job 2 Total 50 Source of data: Primary data Percentage of respondents 96 0 4 100 FIGURE: 5. but 10 percentage disagree with this.

20 Quality of external agencies Particulars Satisfactory Average Unsatisfactory Total Source: Primary data Number of respondents 0 5 45 50 Percentage of respondents 0 10 90 100 FIGURE: 5.MINOR PROJECT REPORT 2012 Analysis 96 percentage of workers satisfied with on. They can easily on the actual machines while this type training.20 Quality of External Agency A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 69 . Table 5. Only 4 percentage are satisfied with off the job training.the job training. Interpretation As a manufacturing company on the job training is effective to increase the knowledge level of employees.

A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 70 . Now Company is not in a position to use the service of good external agencies due to lack of fund.MINOR PROJECT REPORT 2012 100 90 80 70 60 50 90 40 30 20 10 0 0 Satisfactory 10 Average Unsatisfactory Analysis 90 percentage of the workers are not satisfied with the performance of external training agencies. No one is satisfied. 10 percentage are satisfied on an average. Interpretation The company had used more internal trainers like supervisors.. senior workers etc.

MINOR PROJECT REPORT 2012 CHAPTER 6 FINDINGS. SUGGESTIONS & CONCLUSIONS A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 71 .

They are satisfied with the facilities in the actual work place.MINOR PROJECT REPORT 2012 VI.1 FINDINGS  As a manufacturing company. So that employees could understand all those things that are needed to do their current job. Only 6 percentage use the help of safety training. Off the job training provided to the staff workers are given outside the factory. In order to get protection from dangerous machines they strictly follow the instructions displayed near to each machine. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 72 . The staff also highly satisfied.  Safety training is not common in Rubco. Training is conducted on the actual materials & machines. Three-Fourth of Rubco’s workforce is constituted by male workers. Hence it is provided at the actual work place.  Training provided by Rubco is 64 percentage effective.  92 percentage of the training are on-the job training.  No separate materials are given during the training period.  80 percentage of the Workers are actively participating in the training programmes. Because they have an intention to learn more & they are highly supportive with the company’s activities. 70 percentage agrees that These materials are properly maintained.  66 percentage of workers agree that Induction training helps the new employees to get attached with the company at a short span of time.  From the words of Administrative come personnel Officer can understand that Rubco has given importance to training for improving the knowledge & skills of employees in the starting stages of Rubco. Now those senior workers teach the new comers.

 Even though company has good HR policies they have to incorporate the changes taking place in the business world & make revised policies for training & development.  86 percentage of the workers said that Rubco uses traditional methods of training & old technologies. Workers are not aware of the new technologies. Hence we can interpret that company has not given emphasis on refresher training or Re. So success should be there. All these things help the workers to grasp effectively.  92 percentage of workers agree that these seniors can convey all those things very fast & very effectively. effort & time for training. company conduct periodic reviews & make corrections to do it better at the next time. They can show how to do. 54 percentage of workers are not satisfied with the current training mainly meant for current job.  74 percentage are in a view that Rubco give emphasis on induction training for introducing a new employee to the company & its A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 73 . 58 percentage of workers added that in order to ensure this.MINOR PROJECT REPORT 2012  The main aim of training provided by Rubco is to get knowledge for doing the current job. Based on this principle 92 percentage said that company is using on.  Rubco invest money.  As a manufacturing company Rubco focus on the principle of learning by doing.the job training for workers.training. Because 38 Percentage of employees are not satisfied with the company’s HR policies relate to training.  64 percentage of workers are satisfied with the help of training to maintain a good relationship between employees & management. But in the case of staff they use off the job training. So it doesn’t help them for performing higher positions. It increases the employee morale & industrial peace.

the job training.  96percentage of employees prefer on.  62 percentage of workers are satisfied with the supervisors dedication while giving training.  They were using external agencies to provide training. They are ready to say at any number of times till they are able to capture.  30 percentage of the workers get self confidence rather than knowledge & skills through training. 90 percentage of workers are not satisfied with the availability of such agencies. & regulations. It helps the workers to get an overall idea about the company. In this method they have an opportunity to learn on the actual machines & equipments. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 74 . They motivate workers to learn & do things.MINOR PROJECT REPORT 2012 procedures. It helps them to learn effectively. Now a day’s Rubco uses internal trainers only. rules.

It should be conducted in the middle of the year. Try to incorporate the changes taken place in the modern world through different techniques like research. A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 75 .  Periodic monitoring & assessment to be done at the HRD level.  Provide necessity based training to the correct people. study of environment etc. It is done by creating a duplicate form of actual work place.  Yearly training must be conducted in each & every department to incorporate new knowledge. Proper maintenance of training calendar should be maintained.  Feedback after training has to be sought from the trainees. Try to collect the needs of the workers & choose which method & type of training is adequate for them. They also get an awareness of those technologies. The work load of the workers is comparatively low during that period.MINOR PROJECT REPORT 2012 VI.2 SUGGESTIONS  Company can use modern methods like vestibule training in order to conduct training without interrupting the production & can reduce the stress level of employees. It helps to make improvements for the next training.  Rubco can use new technologies like PowerPoint presentation to the staff members to make the training more effective.

In Rubco. Training increases confidence & it also increases the communication effectiveness. For any organisation labour are treated a highly immobile & lively factor & labour’s performance are affected by their state of mind. use job rotation etc should be provided to the workers for accepting higher positions in future  Service of external training agencies can be used especially for safety training. increasing the morale of employees. If the organisational training is not good then it will adversely affect employees. Also we can see that employees are satisfied with the training program conducted by the Rubco management. One in January & second in June  6.MINOR PROJECT REPORT 2012  Training should be organised based on the nature of work. Training increases the performance of the employees. It should be provided twice in a year.3 CONCLUSIONS The organisational training has great impact on the employees. Rubco is very conscious of the needs of the employees & does it best to keep the training to its workers. Training helps the organisation to maintain a good force of employees. creating industrial peace in the organisation. Staff employees should be provided with off the job training & workers should be provided with on the job training  Training which helps to improve the overall performance & personality like counselling. Special fund should be allotted for this. In addition to the internal trainers service of external A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 76 . It helps them to perform the current job with perfection. Give importance to safety training to make the workers bothered about the dangers faced while working. management conducts on the job training for workers & off the job training for staff members. This training program improves their state of mind to improve the labour productivity via boosting the morale. In the study employee shows greater importance to training also they are in the view that training is an important component for new employees.

media & method of training. It is one of the problems faced by the human resource of Rubco.MINOR PROJECT REPORT 2012 employees improves the effectiveness of training & development programmes conducted by the Rubco Huat Woods. Company is not using new technologies. APPENDIX A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 77 . From this I conclude that training is most important for newly appointed employees for improving their performance.

The questionnaire is given below. Gender Male Female A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 78 .MINOR PROJECT REPORT 2012 Collection of data For understanding the need of training. This questionnaire helped for colleting the data needed for understanding the need of training. used one questionnaire for collecting the information from the employees & workers in Rubco. 1.

MINOR PROJECT REPORT 2012 2. The training gives you complete knowledge of your requirements Strongly agree Neutral Agree Disagree Strongly disagree 4. Training helps to reduce the accidents & hazards Strongly agree Neutral disagree Agree Disagree A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Strongly 79 . Your opinion about the quality of material & the media of the training programmes Very good Neutral Good Poor Very poor 7. How you feel about the facilities during the training period? Very good Neutral Good Poor Very poor 5. Training helps the new employees to get attached with the company in a short span of time Strongly agree Agree Neutral Disagree Strongly disagree 6. Do you think that training & development programme is given adequate importance in your company? Strongly agree A agree Neutral Disagree Strongly disagree 3.

Do you actively management? participating in training To a great extent to some extent To a little extent can’t say conducted by the 9. Do you think the present training & development program & HR policy of the company is being put into practice effectively? A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 80 . Rubco uses methods for training programmes the To a great extent to some extent To a little extent not aware new technologies & 11. Do you think training you are getting is periodically evaluated & improved? Strongly agree Neutral disagree Agree Disagree Strongly 13.MINOR PROJECT REPORT 2012 8. Do you think the training provided by the Rubco is helpful for accepting higher positions in the future? To a great extent to some extent To a little extent can’t say 10. Are you able to grasp the subject that have been taught to you by the trainer To a great extent to some extent To a little extent can’t say 12.

Training improves relationship between superiors & subordinates Strongly agree Neutral disagree Agree Disagree Strongly 15. In your opinion which method of training helps you to improve your knowledge & skills more effectively? On-the-job training vestibule training A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 81 . Which method of training is commonly provided by the organisation? On the job training off the job training 16. Are you motivated by the supervisors during on-the-job training? Strongly agree Neutral disagree Agree Disagree Strongly 19. has Strongly agree Agree Neutral Disagree given adequate Strongly disagree 17. To what extent training helps you to increase your self confidence in job? To a great extent To a little extent to some extent can’t say 18.MINOR PROJECT REPORT 2012 To a great extent To a little extent to some extent can’t say 14. Organisation importance to induction training.

What is your opinion about the quality of training provided by the external agencies of Rubco? Satisfactory Unsatisfactory A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT Average 82 .MINOR PROJECT REPORT 2012 Off-the-job training 20.

2004   www.com www. Human Resource Management .rubcogroup.2005  C. Research Methodology & Techniques.Dhanpat rai &co (P) ltd.R Kothari.MINOR PROJECT REPORT 2012 BIBLIOGRAPHY  T. Delhi: New Age International Publisher.rubcohuatwoods.com A STUDY ON EFFECTIVENESS OF TRAINING & DEVELOPMENT 83 .N CHHABRA.