Training & Development

Training & Development
Introduction (Industry profile)

Soap factory (manufacturing) was started in North America, early in
the history of European Colonies and of the republic some American
companies with currently well known names started 50 to 200 years ago.
During middle, Soap was made at various places in Italy, France, Spain,
England and possible other countries, Marseilles in France became
particularly famous and many small factories were established there.
Mankind knew about soap nearly 2000 years back in 70 AD when Mr.
Pllny and Mr. Elder accidentally discovered the soap when roasted meat
overflowed on floor in ashes .this lump like product was soap and had
foaming and cleaning character. Since then 1192 AD the first commercial
bath soap was made and marketed by Mr. Bristol in London. It is in 1031
that for the first time detergent was discovered by Mr. Grency
in the
sulphonated olive oil and almond oil .the world consumption of soap in 1884
A.D. was said to be 2lakh tons/ annum and it was in this year Mr. W.H.
Lever entered the field of the soap making in a big way.
In England and probably many other countries, soap manufacturing

was carried out in large number of very small factories and in a farmhouse
and other homes. Gradually the trade becomes concentrated in small no. of
large factories and this process has contained and accelerated with
development in technology and marketing of detergent products.
During the first and Second World War and the period between
various alternatives to soap were developed particularly in Germany and
later in USA. in part , this was to obtain detergent products from petroleum
and other non fatty materials because of shortage of oils and fats, although
some soap alternatives were still made from fats . By the mid 1950s product
based on non-soapy detergents had obtained a major share of the market in
many developed countries. Soap powders continued to be very important in
UK and are still significant there, although they are declining steadily. In
most of developed countries soap products are now relatively insignificant in
the domestic market except in toilet soaps used in personal washing. In less
developed countries, house hold soaps continue to be main detergent.
In India Northwest Soap company established the first soap industry

in 1897 at Merrat. Following the Swadeshi Movement in 1905 onwards, few
more factories were setup they are:
Mysore Govt. factories at Bangalore
Godrej soaps in Bombay
Followed by Bengal Chemicals, TATA oil mills and later in 1930 the
multinational lever brothers company, today there are about 50 unit in the
organized sector and 15200 and above in small scale sector.
COMMERCIAL EQUATION
OIL + NaOH > Soap + Glycerin
The function of soap industry is to remove dirt and oil from the
surface. The word soap is derived from Latin word Soap means pastry
material.
Soap Industry in India

The true picture of soap industry in India began with M/s. Godrej
setting up their manufacturing unit during 1918 in Bombay and M/s. Govt.
Soap factory in Bangalore. During 1930, M/s. TATA Oil Mills company
setting up their manufacturing unit at Bombay and Kolkata. The industry

stagnated due to in-format price control. The industry soon recovered and
experienced sharp uprising during 1974.
Company Profile
India is the land of species, ivory, previous gems and sandalwood and
magical charms for centuries. The Worlds richest Sandal Wood resources
are from the isolated stretch of forest. In South India, Karnataka is the
original home for Sandal Wood.
Around 70% of total production of sandalwood oil in the world is
produced by Karnataka state, which became a reason to set up a soap factory
in Karnataka.
Soap is one of the oldest chemical substances Known. In ancient
times, Soap is unknown event to Greeks whose culture is very high. The
correct origin of soap is not known to the world and believe that phenonllous
who settled in Braul 600 BC is actual inventor of soaps. As per physician
Brachin who lived in 1931 AD German Soap is the best Soap and is the
basis of Soaps.
Introduction (About Subject)

Introduction to Training and Development
The training and development activity has become an essential in the
present fast changing technology and high competitive environment
prevailing in the industry and other section. Training also helps to increase
the abilities, potentialities of employees and the production in an
organization and also to get higher profits.
Every organization needs to have well- trained and experienced

people to perform the activities that have to be done. If the current or
potential job occupant can meet this requirement, training is not important.
But when that is not the case, it is necessary to raise the skill levels and
increase the versatility and adaptability of employees.
Inadequate job performance or a decline in productivity or changes

resulting out of job re-designing or a technological break through require
some type training and development.
As the jobs become more complex, the importance of employee

development also increases. In a rapidly changing technology employee
training and development are not only an activity that is desirable but also an
activity that an organization must committee resources, if it is to maintain a
viable and knowledgeable work force.
Three Terms of HRD

*TRAINING
*EDUCATION
*DEVELOPMENT
Are three frequently used on the face of it, there might not appear any
difference between them. But when in deep though the term seems to be
same, there appears some difference between them. In all training there is
some education and in all education there is some training and the two
processes cannot be separated for the development.
Training is a process of learning a sequence of programmed behavior.
It is an application of knowledge. It gives people an awareness of the rules
and procedures to guide their behavior. It attempts to improve their
performance on the current job prepare them for an intended job.
Development is related process. It covers not only those activities

which improve job performance but also those which bring about growth of
the personality help individuals in the progress towards maturity and
actualization of their potential capacities so that they become not only good
employees but also better men and women. In organizational terms, it is
intended to equip persons to earn promotion and hold greater responsibility.
Training a person for a bigger and higher job is development and this may
well include not only imparting specific skills and knowledge but also
including certain personality and mental attitude.
Education is the understanding and intervention of knowledge. It
does not provide definite answers, but rather it develops a logical and
rational mind that can determine relationships among pertinent variables and
there by character and understanding of basic principles and develop the
capabilities of analysis, synthesis and objectivity. Usually education is
outside the scope of an organization functions. It involves a range of skills
and expertise which can be provided only by educational institutions. An
organization makes use of such institutions in order to support and
supplement its internal training and development efforts.
History of Training and Development

Some 50 years back the role of the TRAINER was relatively simple. The
more common terms in use were INSTRUCTOR OR TEACHER with
all the emphasis on techniques that these terms suggest.
In Britain there has been shortage of skilled workers since World war2
and many companies shifted their responsibilities for training employees.
This situation has contributed towards the slow rate of economic explosion.
The government attempt to deal with the problem of skill shortage
because companies were suffering from lack of training and development
program keeping this in mind, the INDUSTRIAL TRAINING ACT, 1964
was introduced to supplement the good work of the INDUSTRIAL
TRAINING FEDERATION which was established in 1958 by the trade
union congress, gave root to establish training boards for each industry.
During 1960 and 1970 there was a great progress in training
techniques. Anew and improved method has introduced and also existing
techniques in training method was modified.
During 1987 the government announced new proposal and decisions
affecting the role and composition. Its role was to improve competitiveness
and support the growth of employment and job creation by fostering the
development of a better and more adaptable work force.
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Training
Training starts with the identification of needs. Training need start
from an equation which shows that a factor is missing and the training event
satisfies that missing factor. The existence of training need shows that
change is necessary. The change may be from a situation or performance
which the change agent is the training event. These are many such factors
which can be influenced by the training event.
All in all, a properly conducted need assessment and analysis can have a
profound impact on the organization & its performance in any economic
scenario. Tit improves the quality of training programs as well as the need
for traini8ng function ultimately. It can be said that proper need assessment
improves on organization performance by discovering training and on
training problems & their areas of influences.
Training can be defined as The acquisition of skills, concepts or attitudes
that result in improved performance in an on the job situation. Training is
closely concerned with the theories or principles of learning and a skill since
training has, or should have the goal-oriented performance at some specified
task. Learning is therefore a necessary but not a sufficient condition for

training to take place.
Training is the act of increasing the knowledge & skills of an
employee for doing a particular job. Training is a short-term, educational
process and utilizing a systematic & organized procedure by which
employees knowledge, skills, behavior, aptitude & attitude towards the
requirements of the job & organization. Training refers to the primary
purpose of helping members of an organization to acquire & apply the
knowledge, skills & abilities & attitudes needed by a particular job &
organization. Training bridges the differences between job requirements &
employees present specifications. Training at the start of ones assimilation
& understanding of the culture, the systems, the customs, convention, rules,
procedure, values & output expectation.
Advantages of Training program

A systematic training program offers the following advantages to a
company:
1. It helps in improving the quality of workers output.
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2. It enables the worker to make the most economical and best use of
materials and equipment. This reduces spoiled work and damage to
machinery.
3. It develops in the worker-effective wok habits and methods of work,
there by reducing the accident rate and the need for close supervision.
4. It gives a sense of satisfaction to the worker and makes him feel that
he is being properly cared for. As a result workers morale and his
relations with superiors improve.
5. It facilitates promotion of workers to higher job and increases their
market value and earning power. It instructs the worker towards better
job adjustment and reduces the rate of labor turnover and absenteeism.
6. It helps the bright but dronish employee to formulate his goals.
7. It makes the worker committed and loyal to the organization by
educating him about the culture, philosophy and policies of the
organization.
8. It helps in creating a pool of trained personnel from which
replacements can be drawn to fill the loss key personnel at any time.
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Benefits of the training to the organization

1. Training leads to improved profitability.
2. It improves job knowledge & skills at all levels of the
organization.
3. It improves morale of the work force.
4. It helps people identify with organizational goals.
5. It helps to create a better corporate image.
6. It fosters authentic, openness & trust.
7. It improves interpersonal relationship & enhances subordinate
development.
8. It provides information for future needs in all areas of an
organization.
9. Organization gets more effective decision making & problem
solving employees.
10.It stimulates preventive management & takes risks.
11.It creates an appropriate climate for growth and communication.
12.It aids in handling conflict.
13.It helps employees adjust to change.
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Benefit of the Training to the Individual

1. It helps the individual in making better decisions & effective problem
solving.
2. Through
training
achievement
motivation
growth
variables
responsibility
&
of
recognition,
advancement
are
internalized & operationalised.

3. It aids in encouraging & achieving self-development & self
confidence.
4. It helps a persons handless stress, tension, frustration &
conflict.
5. It provides information for improving leadership, knowledge,
communication, skills & attitudes.
6. It increases job satisfaction & recognition.
7. It helps a person to take risk.
8. It makes the organization a better place to work & line.
Objectives of Training
1. To train the employee in the company culture pattern.
2. To train the employee to increase his quantity and quality of output.
This may involve improvement in work methods.
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3. To train the employee for promotion to higher jobs.

4. To train the employee to avoid social mistakes.
5. To train the employee towards better job adjustment and high morale.
Training needs our importance

1. Training increases the efficiency of employees, which increases the
quantity of production and improves its quality.
2. Training teaches the employees of the enterprise the method of doing
their job in the best possible manner. As a result of it, they make the
best possible utilization of the materials and machines of the
enterprise.
3. A trained worker can do his work more efficiently. Thus the training
reduces the need of supervision to the minimum.
4. Efficient workers do their works the best possible manner. They make
the minimum utilization of materials and machines. Thus the cost of
production is reduced.
5. As the trained workers are capable in doing their job in most suitable
manner and can understand the producers and methods easily, it
increases there morale. It has given them satisfaction in their work.
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6. Trained workers know the methods of doing their jobs in the required
manner. They know how to use the machines in the best possible
manner. It reduces the possibility of accidents to the minimum.
7. As there is minimum need of supervision it helps the managers of the
enterprise to concentrate upon the important problems of enterprise.
They need not waste their valuable time on supervising the workers.
Training Need Assessment

Training Need Assessment diagnoses present problem and future
challenges to be met through training programmer, without conducting needs
assessment may be making errors.
Needs assessment occurs at two levels group and individuals. An
individual needs training when his or performance falls short of standards
i.e., when there is performance deficiency caused by absence of skills of
knowledge can be remedied by training. Assessment of training needs must
also focus on anticipated skills of an employee. A technology changes fast
and new technology demands new skills training will help to acquire new
skills. This will help to progress in his/her path. Training is essential to
prepare the employees to handle more challenging tasks.
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Training Need = Standard performance Actual

Performance
Performance appraisal is one of the important methods by which
training needs can be assured. It contains both the individuals i.e. appraises
strength and weakness and at the same times the training the individual
requires to improve his performance. Performance Appraisal also contains
his immediate boss and his department heads opinion about his performance.
They also recommend training programs to improve the individuals
performance.
Methods of Training
Once the assessment of training need is over, next step is to provide
the needed training to individuals through a number of programs available.
These programs are classified into on the job training & off the training
program.
The Two methods training are:
1. On the Job training.
2. Off the job training.
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On the job training methods are:

1. Job rotation
2. Coaching
3. Job instruction
4. Training through step by step
5. Committee assignments
6. Induction
7. Orientation
8. Apprentice
9. Internship
10.Management trainee
Off the job training methods:
1. Vestibule training
2. Role-playing
3. Lecture method
4. Conference method
5. Programmed instruction
6. Case study
7. Simulation
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8. Business games
9. Computer based training
10.Projects
11.Internal aided instructions
ON THE JOB TRAINING PROGRAM: Under this method the individual
is placed on a regular job & the skills necessary to perform that job. This
type of training, also known as job instruction training on the job training
has the advantage of giving first hand knowledge & experiences under the
actual working conditions. While the trainee learns how to perform a job, he
is also a regular worker rendering the services for which he is paid. The
problem of transfer of trainee is also minimized methods include job
rotation, coaching, job instruction or training through step-by-step &
committee assignments.
Job rotation: This type of training involves the movement of the
trainee from one job to another. The trainee receives job
knowledge & gains experience from, his trainer in each of the
different assignments. This method gives an opportunity to the
trainee to understand the problems of employee on other jobs &
respect them.
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Coaching: The trainee is placed under a particular supervisors

functions as a coach in training the individual often the trainee
shares some if the duties & responsibilities of the coach &
relieves him of his burden. A limitation of this method of
training is that the trainee may not have the freedom or
opportunity to express his own ideas.
Job instruction: This method is also known as training through
step by step. Under this method trainer explains the trainee the
way of doing the jobs knowledge, skills & allows him to do the
job.
Committee assignment: Under the committee assignment,
group of trainees are given & asked to solve an actual
organizational problem. The trainees solve the problem jointly
it develops teamwork.
Off the job training program: Under this method of training, trainee
is separated from the job satisfaction & his attention is focuses upon learning
the material related to his future job performance. Since the trainee is not
distracted by job requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an
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opportunity for freedom of expression for the trainees off the job training
methods are as follows:
Vestibule training: In this method, actual work conditions are
simulated in a classroom, materials, files & equipment those are
used is actual job performance are also used in training the
duration of this training ranges from days to few weeks, theory
can be related to practice in this method.
Role playing: It is defined as a method of human interaction
that involves realistic behavior in imaginary situations. This
method of training involves action doing & practice. The
participants play the role of certain characters. The method is
mostly used for developing interpersonal interactions &
relations.
Lecture method: The lecture is a traditional & direct method of
instruction. The instructor organizes the material & gives it to a
group of trainees in the form of a talk. To be effective the
lecture must motivate & create interest among the trainees. An
advantage of lecture method is that it is direct & can be used for
a large group of trainees.
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Conference or Discussion: This method involves a group of

people who pose ideas, examine & share facts, ideas & data test
assumptions & draw conclusions, all of which contribute to the
improvement of job performance. Discussion has the discussion
involving two-way communication & hence feed back is
provided.
Programmed Instruction: In this method, the subject matter to
be learned is presented in series of carefully planned sequential
units. These units are arranged from, simple to more complex
levels of instruction. The trainee goes through these units by
answering questions or filling the blanks.
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RESEARCH DESIGN
Title of the study:

A Case study on Training and Development
Statement of the problem:

Among all the factors of production the human resource is the most
important factor as without them there can be no progress in the
organization. Money, materials and machine alone cannot produce anything.
It is only when human resources are assigned with definite roles in the form
of products of services which could be the ultimate goal of any organization.
The attempt in this project study is to find out to what extent training and
development program has gained importance in the minds of the employees
and organization.
Objectives of the study:

1. To understand the existing training techniques in the company.
2. To analyze the effectiveness of training programmes.
3. To suggest measures for improving the effectiveness of training
program.
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Scope of the study:

The study deals with all the matters and things related to training and
development enough to suit the conditions of the workers .The study brings
out the credibility of HR Mgt/ Personnel Mgt in the organization and its
various approaches to study the components of training and development.
It covers the aspects of training and its implication towards the growth
of human resource and the vital necessity of imparting various training
methodology and technique. This study @ KS&DL covers the training
program for employees, its importance and implication and on the growth of
organization and individual development.
Research Methodology:
Methodology can be defined as the study of data collection. Any study
or research requires a proper method for its success. Any systematic and
scientific study or research can give a clear picture of the report. The
methodology plays highly expressive and significant role .
Industry: Karnataka Soaps & Detergents LTD
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Sampling size: The project study is a combination of empirical study and

field research. The sample respondents are selected randomly, Sampling is
restricted to 50 employees at different levels in the organization.
Tools for data collection:
Data was collected based on two sources:
Primary data
Secondary data
Primary data: A primary source includes the following:
Interview
Questionnaires
Observations
Interview: Face to Face interview of some workers was conducted in work
place and outside the work place. The workers were more enthusiastic and
responsive out side the work place. In the face to face interview officers who
were highly knowledgeable and experienced were met to get expensive
information about the concerned departments and organization as a whole.
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Questionnaire: The questionnaire is used as a tool to collect the appropriate

data. A structured and undisguised questionnaire was prepared with a
combination of close and open-ended questions.
Observation: I also observed the training facilities, which were provided by
the company and by the staff and employees of the organization.
Secondary data : After collecting the primary data, Secondary data help me
to correlate my study to primary data . The secondary data was collected
from Brouchers , records, text books and Internet .
Chapter Scheme
Chapter 1 Introduction to report
This chapter is introductory in nature. IT gives insight of the study
and covers introduction to Training and development, Training need
analysis, Importance, Benefits and methods, objectives etc.
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Chapter 2 Research Design

It gives a brief outlook on the statement of the problem, Scope of the
Problem, objectives of the study, research methodology and tools of data
collection and limitations of the study.
Chapter 3 Company Profile
It explains the profile of the company KS&DL. Its history of
incorporation and the present status of the organization. It gives an idea
regarding the companies production and vision.
Chapter 4 Data Analysis and Interpretation
This chapter illustrates the analysis made on the primary data
collected enables to understand the deficits and come out with suitable
solutions.
Chapter 5 Findings and suggestion
IT exhibit the summary of the study and lists the findings , conclusion
and suggestion made after the complete analysis of data collected.
Annexure
Questionnaire
Bibliography
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Limitation of the study

1. Study was limited to KS&DL Bangalore unit only.
2. Due to time constraint wider scope of training aspect couldnt
be covered.
3. Frequent visiting to various departments & collecting information was
not possible
4. Interaction with employees/executives was very limited because of
their busy work schedule
5. Study was conducted under the assumption that the information given
by the respondents are all correct
6. The sampling respondents are selected randomly where sampling size
is restricted to 50 employees at different level in an organization.
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COMPANY PROFILE
History
India is a rich land of forest; ivory, silk, sandal, precious gems
and magical charms of centuries.
The most enchanting perfumes of the world got their exotic spell with a
twist of sandal.
The worlds richest sandalwood resource is from one
isolated stretch of forestland in South India that is Karnataka.
The origin of perfumed sandalwood and its oil in Karnataka, which is

used in making in sandal soap. It is well known as Fragrant Ambassador of
India & Sandalwood known as a liquid Gold.
By
the
Inspiration
of
H.H.Maharaja
of
Mysore
late
H.H.Jayachamarajendra Wodeyar, the trading of sandalwood was exported

to Europe and New destination, but with commencement of First world War
India faced Severe Crisis on the business of sandalwood.
This situation gave rise to start of an industry, which produces value added
products which the consumption of Sandalwood oil.
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Hence H.H.Maharaja of Mysore created this situation as an opportunity by

sowing the seed of present KS&DL. The project was shaped with the
engineer skill and expertise of the top level.
Late Sir M.VISHWESHWARAYYA the great engineer is the man behind the
project.
Todays famous Mysore sandal soaps credit goes to late Sri

S.G.Shastri who tried to improve the process of soap making. He was an
eminent scientist in the field of Research & Development. Hence he was
sent to England to master the final aspect of soap manufacturers.
The Maharaja of Mysore & Diwan Sir. M.Vishweshwarayya
established the Government Soap factory during the year 1918. The factory
was started a very small unit near K.R.Circle, Bangalore with the capacity of
100 tons P.A. in 1918. The factory shifted its operation to Rajajinagar
industrial area, Bangalore in July 1957. The plant occupies an area of 42
acres (covering soap, detergent and fatty acid division). On the Bangalore
Pune Highway easily accessible by transport services and communication.
In November 1916 the Mysore sandal soap was put into the market after
sincere effort and experiments were undertaken to evolve a soap perfume
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blend using sandalwood oil as the main base to manufacture toilet soap. .
Another sandal wood oil division was established during the year 1944 at
Shivamoga.
ORIGIN OF ORGANIZATION
The government soap factory was established by the Maharaja of Mysore,

his
highness
Nalvadi
Krishna
Raja
Odeyar
and
Divan
Sir.M.
Vishweshwarayya during the year 1916

The inspiration for the establishment of this factory is from Sir
M.Visveswaraiah of Mysore, but the actual credit goes to Mr.S.G.Shastry
who prepared the perfect sandal wood oil who is also initiative and
enterprising Scientist.
Shri S.G.Shastry a science student went to England for higher studies
in oil technology. After returning, he conducted several experiments. He
evolved with a soap perfume blend using sandal wood oil as the main base.
This factory started at a moderate scale in year 1916 the first produced
by this was washing soap in addition to this Viz. also produced the toilet
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soap in the year 1918. The toilet soap of the company was made up of
sandal wood oil.
In 1950 Government decided to expand the factory in two stages. The

first stage to expansion was done to increase the output to 700 tons per year
and was completed in the year 1952 in the old premises.
The next stage of expansion was implemented in 1954 to meet growing
demand for Mysore sandal soap and for this purpose Government
Of India sanctioned license to manufacture 1500 tons and 75 tons of glycerin
per year. The expansion project worth of 21 lakh includes the shifting of the
factory to a newly laid industrial suburban of Bangalore.
The factory started functioning in this new premise from 1 st July, 1957 from
this year onwards the tills date the factory had never looked back it has
achieved growth and development in production scales and profits.
The industry has 2 more division one at Shivmoga and another at Mysore
where sandal wood oil is extracted. These two units are functioning from
1970 and only during 1984 manufacturing of perfumed and premiere quality
Agarbathies at Mysore division were started. Right from the first log of
sandalwood that rolled in to the boiler room in 1916, the company has been
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single minded pursuit of excellence. The project takes place with a lot
engineering skill and expertise of top-level team under the leadership of Sir.
RENAMING:
On 1st October 1980 the Government soap factory renamed as
Karnataka soaps and detergent limited The Company was registered as a
public limited company. Today Company produces varieties of products in
the toilet soaps detergent, Agarbathies and talcum powder.
Objectives of KS&DL Company

1. To serve the national economy
2. To attain self reliance
3. To promote uphold its image as symbol of traditional products
4. To promote purity and quality products and thus enhance age old
charm sandal oil
5. To build upon the reputation of Mysore soap based on pure sandal oil.
6. To maintain the brand loyalty of its customer.
7. To supply the products mentioned above at most reasonable and
competitive rate.
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TRADEMARK OF KS & DL
The SHARABHA
The carving on the cover is the sharabha; the trademark of KS & DL.
The sharabha is a mythological creation from the pureness and
embodies the combined virtues of wisdom, courage and strength. While is
illustrated in its unusual from the body of a (on with the head of an elephant.
It wad adopted as an official emblem of KS& DL to symbolize the
philosophy of the company.
The sharabha the symbolized power that removed imperfections and
impurities. The maharaja of Mysore has his official emblem adopted it. And
soon took its pride of place as the symbol of the government soap factory of
quality that reflect a standard of excellence of Karnataka soaps and detergent
limited.
SLOGAN
NATURAL PRODUCTS WITH EXOTIC FRAGRANCES
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GLOBAL FAVORITES FOR THEIR NATURAL GOODNESS

KS & DL has a long tradition of maintaining the highest quality standard,
right from the selection of raw materials to processing and packing of the
end product. The reasons why its products are much in demand globally and
are exported regularly to UAE, Brahmin, Saudi-Arabia, Kuwait, Qatar,
South America. The sandalwood oil of course, is much sought after by the
leading perfume houses of the world. The entire toilet soaps of KS & DL
are made from oils and fats of vegetables origin and are totally free from
animal fats.
POLICY OF KS&DL:
1. Seek purchase goods and services from environment responsible
suppliers.
2. Communicate its environment policy and best practices to all its
employee implications.
3. Set targets and monitor progress through internal and external audits.
4. Strive to design and develop products which have friendly
environmental impact during manufacturing.
5. Re use and Re cycle materials wherever possible and minimize energy
consumption and waste.
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BIRDS EYE VIEW OF KS&DL

1918 Government soap factory started by Maharaja of Mysore and the
Mysore Sandal soap was introduced into the market for the first time.
1950 - The factory output raised to find terms
1. Renovating the whole premises.
2. Installing new boiler soap building plant and drying chamber.
1954 Received license from government to manufacture 1500 tons of soap
and 75 tons of glycerin per year.
1957 Factory shifted its operation to Rajajinagar industrial area.
1974 Mysore sale international limited was appointed as the sole selling
agent
1975 The RS 3 Crores synthetic detergent plant was installed based on
Ballestra SPA (Italy) technology.
1980 - On 1st October 1980 the government soap factory a public sector
Enterprise was renamed by Karnataka soap & Detergent Limited
1981 A) Production capacity was increased to 6000 tons
2004 The company launched herbal care soap.
B) Rs.5 Crores fatty acid plant was installed with the technical
Collaboration from Europe.
1984 Manufacturing of Perfume and premium quality at Mysore division.
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1985 Production capacity was raised to 26000 tone pa. A large variety of
toilet soap at attractive shapes and colors introduced to meet the
Variety of tastes of consumers.
1992 The Board for industries and financial reconstruction (BIFR), New
Delhi in December for rehabilitation.
1996 The BIFR approved the rehabilitation scheme in September.
1999 - ISO 9002 Certificate for quality assurance in production, installation
And Servicing.
2000 ISO 14001 certificate pertaining to environmental management
System.
2003 In May the BIFR, New Delhi declared the company to be out of the
Purview.
PRESENT STATUS OF THE ORGANIZATION

It is said that the popular has drastically dropped bolt in quality and
value terms in spite of the fact that the market for the popular segment is
growing. Though this appears to be very peculiar phenomenon, but that
really happened in application of limited working capital. Availability of
amount for the products which have the higher contribution. In the process
the company is suffered heavily in terms of its market presence particular for
36
popular soaps. The company has adopted some of trade push method for
growth during the last three years and judiciously applied its funds fixed
advertising, as there was a severe cash crunch. The above strategy proved
rude from the company because trade push methods gives certain guarantee
has consumed off take through the working capital requirement.
The company is heavily dependent on southern market founded by

Bombay and Calcutta branches. The product availability in retail outlets
particularly far Mysore sandal soap is almost comparable to other similar
Products in the premium segment in south, where as in other branches in
penetration of one product is relatively poor, which depends on the
companys distribution structure stockiest and field personnel strength.
With increased trust on distribution, the company does not for see any
problems to achieve the projected sales through in the redistribution
package.
Further, the policy of Indian government also sees the public sector
enterprises enter the industry in a large way there by making the products
available to the consumes at a reasonable price.
37
Being located in the center of southern part of India the Government soap
factory claims preferential treatment for expansion program natural
availability of sandalwood oils extra oil etc.
AN ISO 9002 COMPANY

KS & DL with a tradition of excellence of over eight decades is
committed customer delight, through total quality management and
continuous improvement through the involvement of all employees.
KS&DL has got ISO 9002 certificate.
To improve the quality management system and to facilitate TQM in

the process of soap and detergent. To management took decision to obtain
ISO 9002 by end of March 1999. Accordingly action play has drowned up
to contribution, the committee for the purpose during October 1998 with a
mission statement.
According to the company constitution of officers go for the

formation in all the area of the companys operation.
Particularly
production, procurement, quality assurance, store maintenance.
The
company gives initial training inclosing conducting employees awareness
38
program document quality manual and quality system procurement of

presumes approach of ISO 9002.
In this direction company obtained the guidance from gualgi

Consultancies, Bangalore and Bureau of Indian Standards, Bangalore.
Accordingly company standards registered for ISO 9002 by the end of
March to the Bureau of Indian Standards. Obtained the certificate by the end
of March 1999 itself.
This is to project in the national and international market and also to
improve quality of products offered to the consumers with the assurance of
quality in the message.
ISO 14001
The company is being in the facts of moving goods, company being located
in the heart of the Bangalore city. The top management of the company took
the decision to get the ISO 14001 and become model to other public sector
for the techniques used and also to other government units to spread the
message of maintenance.
39
The clean and green objectives 14001, the constitutes core committee
of officers of 6 months to study the impact of various processes during
manufacturing covering the Bangalore complex for soap detergent in this
direction. Company gave program of the awareness of 14001.
As per the time schedule can be able to register by the end of February
to meet the entire objectives and target by completing all the stages
recommended for certification. On March, 2000, ISO 14001 with tandem
complied with ISO 9002 will facilitate to improve the corporate brands in
the global market it will help the company to improve the profits. Year after
Year long-term basis. The environment management system adopted in the
company through this motive as follows:
Conservation of energy
Conservation of surrounding
Observation of resources
Equipped with latest technology and backed by full-fledged control and
R&D support, KS&DL is marching confidentially a head in the new
millennium.
Y constantly developing new products KS&SL meets the
changing preferences of its customers.
40
KS&DL AT GLANCE
Incorporated Name
Karnataka soaps & detergent limited
Address
Karnataka soaps and detergents limited

Bangalore Pune High Way
Post Box No.5531
Rajajinagar, Bangalore 560 055
Ph: 080-3377691/3370469/23371103 to 06
22376922 to 24
Email : Mysoresandal @ vsnl.com
Website : www.my soresandal.com.
Year of Establishment
1918
Constitution
wholly owned by govt of Karnataka .
Management
Govt of Karnataka & financial institution

Nominates Board of Directors
Chairman & MD with IAS Cadre

Rename
1980
41
Trademark
The trademark is SHARABHA. It is the

Body of lion with the head of an elephant
Means blending the majesty of lion with
Strength of an elephant.
Production range
Toilet soaps, bar soaps, Detergents Cakes,

Agarbathies, Airfreshners, Talcum Powder,
Baby products, Glycerin (Industrial Grade).
Process know how
The is a pioneer in the manufactures of various

soaps and technology imported from Italy.
Capacity of the Unit
Licensed capacity is title 46000 metric tons

per annum.
Cost of the project
Rs.22.94 Crores.
Working Capital
10.49 Crores.
Sources of Finance
Loan from IDBI, IFCI, ICICI Corporation

Canara Bank & SBM.
Plants
At BANGALORE
Soap Plant
Detergent Plant
Fatty Acid Plant
42
Plants
At MYSORE
Sandal wood Oil
Agarbathies
At shimoga
Sandal Wood Oil .
THE BIRTH OF A LEGEND

The early year of the 20th century witnessed the birth of a magical
formula, created from the finest and purest sandalwood oil, better known as
liquid gold, distilled exclusively at our divisions in Karnataka-Mysore
sandal soap. A fragrant gift to the world from the first Government soap
factory of India. Nurtured by the Maharaja of Mysore. Enriched with all the
goodness of natural sandal wood oil, this unique soap captured hearts and
markets at home, as well as right a cross the globe creating a fragrant legacy
for the state of Karnataka. Soap and Detergents limited (KS&DL) is the true
inheritor of this golden legacy of India.
Continuing the tradition of
excellence for over eight decades, using only the best East Indian Grade
sandal wood oil in its product range, KS&DL today in one of the largest
producers of Sandal wood oil and sandal wood soaps in the world.
43
PRODUCT MANUFACTURED BY KS&DL

TOILET SOAP
NAME OF THE PRODUCT

Mysore Sandal Soap
Mysore Sandal Classic Soap
Mysore Sandal Gold Soap
Mysore Sandal Baby Soap
Mysore Special Sandal Soap
Mysore Rose Soap
Mysore Sandal Herbal Care Soap
Mysore Jasmine Soap
Mysore lavender Soap
Mysore Sandal bath tablet
Mysore Sandal classic bath tablet
Mysore Jasmine bath tablet
Mysore Special Sandal tablet
Mysore Sandal rose tablet
Mysore Sandal Guest tablet
UNITS OF GRAMS
75
75
125
75
75
100
100
100 & 75
150
150
150
150
150
150
17
DETERGENTS:
NAME OF THE PRODUCT
UNITS IN GRAMS
Mysore detergent powder
1000
Mysore detergent powder
500
Mysore detergent Cake
125
44
Mysore detergent
250
TALCUM POWDERS
NAME OF THE PRODUCT
UNITS IN GRAMS
Mysore Sandal Talc
20, 50, 100, 300
Mysore Sandal Baby Talc
100, 200, 400
AGARBATHIES:
NAME OF THE PRODUCT
Mysore Sandal Premium
Mysore Sand
45
Mysore Rose
Nagachampa
Suprabhatha
Mysore Jasmine
Parijatha
Sir M.V.100
Bodhisathva
Venkateshwara
Durga
Ayyappa
Alif Laila
Mediatation
ORGANISATION STRUCTURE
Chairman
MD
46
Executive
Director
G.M.
Production
Marketing
Director
G.M.
Finance
A.G.M.
(H.R.D)
D.G.M
(P&M)
D.G.M
(D&M)
D.G.M.
(S.O.D)
A.G.M
(U&T)
G.M
R&D/QAD
A.G.M
(Stores)
D.G.M
(M.TL)
A.G.M
(C&S)
SWOT ANALYSIS OF KS&DL

Strengths:
1. Only soap in India that contains pure sandal and almond oil.
47
2. Certified by ISO
3. Worlds largest production of sandal wood oil.
4. Brand name form decades in soap market
Weaknesses:
1.
Distribution network weak in north and east.
2.
Pursued as a summer soap
3. Absence of television advertisement

4. Neglecting freshness aspect
Opportunities:
1. Traditional benefits that sandal wood is good for skin.
2. Skin care is just gaining importance among customers.
3. As a soap attribute.
4. Back to natural trends.
Threats:
1. Others competitors such as Rexona, Moti, Santoor.
AGE OF THE EMPLOYEES

48
Particulars
20 to 30
30 to 40
40 to50
50 & above
Total
Number of Respondents
02
07
22
19
50
Percentage of response
04%
14%
44%
38%
100%
ANALYSIS and INTERPRETATION

From the above table it can be noted that 44% of the employees are at
age between 40 & 50 years.
38% of the employees are at age of 50 and above.
The rest of them are below 40, 30 and 20 years.
The overall interpretation of the table is majority of the employees are
between 40 & 50 years.
AGE OF THE EMPLOYEES
49
SERVICE IN THE ORGANISATION

50
SL NO
Particulars
1
2
3
4
05 to 10 years
10 to 15 years
15 to 20 years
20 years & above
Total
Number of
respondents
3
8
16
23
50
Percentage of
Response
06%
16%
32%
46%
100%

From the table it can be noted that 46% of the employees service in
the organization are between 20 years and above.
32% of the employees are at the service between 15 to 20 years and
16% of the employees are at service between 10 to 15 years.
6% of the employees are at the age between 5 to 10 years.
at service between 20 years and above.
SERVICES IN THE ORGANISATION
51
52
QUALIFICATION PROFILE OF THE

EMPLOYEES
SL NO
Particulars
1
2
3
4
5
SSLC
PUC
ITI
DIPLOMA
NON SSLC
Total
Number of
Respondents
22
12
03
03
10
50
Percentage of
Response
44%
24%
6%
6%
20%
100%

From the table it can be noted that 44% of the employees have the
qualification of SSLC.
24% of the employees are from PUC
20% of the employees are from NON-SSLC.
The rest of them are ITI and DIPLOMA.
The overall interpretation of the table is that majority of the
employees are SSLC and they should be encouraged to get additional
qualification
The employees need more training to improve their knowledge and
skill because majority of the employees are from SSLC.
53
QUALIFICATION PROFILE OF THE

EMPLOYEES
54
NO OF TRAINING PROGRAM ATTENDED

SL NO
Particulars
1
2
3
4
0-1
1-3
3-5
5 & above
Total
Number of
respondents
08
25
12
05
50
Percentage of
response
16%
50%
24%
10%
100%

From the above table it can be noted that 50% of the employees have
attended 1-3 Training programs , 24% of the employees have attained
3-5 training program & remaining 8% & 5% of the employees have
attained 0-1 & 5 & above training programs.
The overall interpretation of the table is majority of them have
attained
1-3 training programs & the employees suggest training
programs should be increased in order to gain knowledge and to

improve their skills to cope up with changing environment.
NO OF TRAINING PROGRAM ATTENDED
55
DURATION OF EACH TRAINING PROGRAM
56
SL NO
Particulars
Half day
No of
Respondents
05
Percentage of
response
10%
1
2
1day
25
50%
3day
12
24%
1week
08
16%
Total
50
100%

From the table it can be noted that 50% of the respondents have
attended 1 day training program, 24% of the respondents have
attended 3 days training program & rest of them attained Half day
&1week training programs.
The overall interpretation of the table is training programs conducted
for employees who are at operational level are of shorter period and
they suggest it should be extended to a longer period.
DURATION OF EACH TRAINING PROGRAM
57
EMPLOYEES SENT FOR TRAINING

58
SLNO
Particulars
1
2
3
4
Once in a year
Twice in a year
Only when asked
When they asked
for
Total
No of
Respondents
20
06
10
14
Percentage of
respondents
40%
12%
20%
28%
50
100%

From the above table it can be noted that 40% of the employees are
sent for training once in a year, 12% of the employees are sent for
training twice in a year, 20% of the employees are sent for training
only when asked & remaining 28% of employees are sent when they
the trainer is interested.
The overall interpretation is majority of the employees are sent for
training once in a year & the employee suggest that they should be
frequently sent for training to improve there overall performance.
EMPLOYEES SENT FOR TRAINING
59
METHODS OF TRAINING
SLNO
Particulars
No of
Percentage of
60
1
2
3
4
5
Class room
training
Conference
Group study
Case study
analysis
Film shows
Total
respondents
08
response
16%
30
05
02
60%
10%
4%
05
50
10%
100%

From the above table it can be noted that majority of the employees
have suggested that they have undergone Conference method of
training i.e. 60%of the employees.
16% of the employees have undergone Class room training, 10% of
the employees have undergone Group study,4% of the employees
have undergone Case Study analysis & remaining 10% of the
employees have undergone Film Shows.
METHODS OF TRAINING
61
62
TEACHING METHODS ADOPTED DURING

TRAINING PROGRAM
SLNO
Particulars
1
2
3
Highly satisfied
Satisfied
Not satisfied
Total
No of
Respondents
15
27
8
50
Percentage of
Response
30%
54%
16%
100%

From the above table it can be noted that 30% of the employees are
highly satisfied with the teaching methods adopted during training.
54% of the employees are satisfied with the teaching methods

adopted during the training.
The rest 16% of the employees are not satisfied with the teaching
methods adopted during training.
satisfied about the method of training adopted during training program
in the organization.
TEACHING METHODS ADOPTED DURING

TRAINING PROGRAM
63
RESPONSE OF EMPLOYEES TOWARDS

UNDERGOING TRAINING
64
SLNO
Particulars
1
2
Yes
No
Total
No of
Respondents
50
0
50
Percentage of
Response
100%
0%
100%

From the above table it can be noted that 100% of the employees like
to undergo training in the organization to improve their knowledge,
skill & to move to the next higher level job & to reach the goals of the
organization.
RESPONSE OF EMPLOYEES TOWARDS

UNDERGOING TRAINING
65
TRAINING MATERIALS
66
SLNO
Particulars
1
2
3
Highly satisfied
Satisfied
Not satisfied
Total
No of
respondents
11
30
9
50
Percentage of
Response
22%
60%
18%
100%

From the above table it can be noted that 60% of the respondents have
satisfied with the Training material provided by the organization
during training program.
22% of the respondents are highly satisfied with the training materials
provided during the training program & the rest 18% of the
respondents are not satisfied with the materials provided during the
training program.
The overall interpretation of the table is the design & durability of the
training materials is found to be satisfactory which ensures the interest
of the employees towards training.
TRAINING MATERIALS
67
68
INFRASTRUCTURE FACILITY IN TRAINING

HALL
SLNO
Particulars
1
2
3
4
Excellent
Good
Average
Below average
Total
No of
Respondents
08
15
20
7
50
Percentage of
response
16%
30%
40%
14%
100%

From the above table it can be noted that 40% of the respondents
agrees that the Infrastructural Facilities of the training hall is average,
30% of the employees agrees infrastructure of the training hall is
good, 16% of the employees agrees that it is excellent &14% of the
employees agrees it is below average.
The overall interpretation of the table is majority of the employees
feel that infrastructure of the training hall is average & good. They
suggest it should be improved to attract more trainers.
INFRASTRUCTURE FACILITY IN TRAINING

HALL
69
EFFECTIVENESS OF TRAINING PROGRAM

IN SOLVING PROBLEM
70
SLNO
Particulars
1
2
Yes
No
Total
No of
Respondents
48
02
50
Percentage of
Response
96%
04%
100%

From the above table it can be noted that 96% of the respondents has
agreed that training program will enhance the trainees skill in
problem solving.
4% of the respondents disagree that training program helps the
trainees in problem solving skills.
The overall interpretation of the table is the training program has
really benefited employees in problem solving skills.

IN SOLVING PROBLEMS
71
72

IN ADOPTING CHANGES
SLNO
Particulars
1
2
Yes
No
Total
No of
Respondents
45
5
50
Percentage of
response
90%
10%
100%

From the above table it can be noted that 90% of the respondents has
agreed that training program will help the trainees in adopting
changes.
10% of respondents disagree that training program will not help in
adopting changes.
The overall Interpretation of the table is the training program has
really help the employees in adopting changes.
73

IN ADOPTING CHANGES
74
NEED FOR TRAINING

SLNO
Particulars
Gaining
Knowledge
Improving Skills
Personality
Development
All
Total
2
3
4
No of
Respondents
05
Percentage of
Response
10%
03
02
6%
4%
40
50
80%
100%

From the above table it can be noted that 80% of the respondents
agreed that training program will satisfy all the above need, 10% of
the employees agreed that it will only help in gaining knowledge &
the rest 6% & 4% agreed that it will help in Improving skills &
Personality development.
The overall interpretation of the table is that the majority of the
employees have agreed that training program will help in Gaining
Knowledge, Improving Skills & Personality Development.
75
NEED FOR TRAINING
76
PREVENTION OF INDUSTRIAL
ACCITEDENTS
SLNO
1
2
Particulars
Yes
No
Total
No of
Respondents
50
0
50
Percentage of
Response
100%
0%
100%
ANALYSIS and INTERRPETATION

From the table it can be noted that 100% of the respondents agrees
that the training help in preventing accidents.
The overall interpretation of the table has proved that training

program helps in preventing accidents.
77
PREVENTION OF INDUSTRIAL ACCTIDENTS
CHANGE IN TRAINEES ATTITUDE

78
SLNO
Particulars
1
2
Yes
No
Total
No of
Respondents
47
3
50
Percentage of
Response
94%
6%
100%

From the table it can be noted that 94% of the respondents has agreed
that the training program helps in changing the trainees attitude.
06% of the respondents have agreed that the training program will not
help in changing the trainees attitude.
The overall interpretation of the table is the training program is
successful in changing the attitude of the employees and the methods
of training program should be improved to enhance the effectiveness
of training in order to improve the attitude of employees.
CHANGE IN TRAINEES ATTITUDE
79
80
IMPORTANT AREA THAT STAFF NEEDED TO

BE GIVEN ATTENTION/ TRAINED
SLNO
Particulars
1
2
3
4
Common skills
Job knowledge
Motivation
Time
management
All
Total
No of
Respondents
05
08
03
02
Percentage of
Response
10%
16%
6%
4%
32
50
64%
100%

From the above table it can be noted that 64% of the respondents have
agreed that the staff needed to be given attention / trained on all the
areas i.e. Common Skills, Job Knowledge, Motivation, Time
management.
10% of the employees have agreed that the staff needed to be trained
on Common Skills , 16% of the employees have agreed that the staff
needed to be trained on Job Knowledge & the remaining 6% & 4% of
the employees have agreed that the staff needed to be trained on
Motivation & Time management.
81
IMPORTANT AREA THAT STAFF NEEDED TO

BE GIVEN ATTENTION/ TRAINED
82
RELEVANT TO THE JOB PERFORMANCE

SLNO
Particulars
1
2
Yes
No
Total
No of
respondents
50
0
50
Percentage of
Response
100%
0%
100%

From the above it can be noted that 100% of the employees agrees
that the training program is relevant to the Job performance.
The overall interpretation of the table is that all the respondents have
agreed that training program conducted by the organization is relevant
to employees work.
RELEVANT TO THE JOB PERFORMANCE

83
84
REDUCING THE SUPERVISION

SL NO
Particulars
1
2
Yes
No
Total
No of
Respondents
48
2
50
Percentage of
Response
96%
4%
100%

From the table it can be noted that 96% of the respondents agreed that
training program helps in reducing the supervision among the
employees.
04% of the respondents agreed that the training program does not help
in reducing supervision among employees
The overall interpretation of the table have proved that training
program helps in reducing supervision among the employees and it
motivates them to perform the job well.
85
REDUCING THE SUPERVISION
86
REDUCING WASTAGE OF TIME

SL NO
Particulars
1
2
YES
NO
Total
No of
Respondents
47
3
50
Percentage of
response
94%
6%
100%

From the table it can be noted that 94% of the respondents agrees
training program helps in reducing wastage of time.
06% of the respondents agreed that training program does not help in
reducing wastage of time.
The overall interpretation of the table have proved that the training
program helps in reducing wastage of time and it motivates them to
work using their skills & knowledge acquired through training
programs conducted by the organization.
87
REDUCING WASTAGE OF TIME
88
FINDINGS AND SUGGESTION
1. It may be seen that most of the employees are at the age between
40 & 50 years.
2. The qualification of majority of the employees is SSLC. So they
must be trained well and they must be given encouragement to get
additional qualification.
3. Employees feel that training program provided is relevant to the
job performance.
4. The training hall is good at the organization.
5. The training materials provided during the training period is
satisfied for the employees.
6. Methods adopted for training is easy & clear. It is well suited to the
employees.
7. Training helps the employees to improve their interpersonal skills,
problem solving skills & it also helps to change the attitude of the
trainees.
8. Training also help the employees in adopting the changes ,
reducing supervision, preventing accidents& also handling stress&
tension
89
9. Regarding training programs concern 100% of the respondents are

awarded the training & development program is useful in the
workplace in the organization.
10.According the employees suggestion the staff needed to be given
attention / trained on the following areas i.e. Common Skills, Job
Knowledge, Motivation & Time management.
11.According to majority of the employees they have undergone
Conference method & Class Room training.
12.It is found that majority of the employees are sent for training Once
in a year & the employees suggest they should be frequently sent for
training to improve there overall performance.
CONCLUSION
90
Training is an activity where we impact knowledge, skills and attitude

to the people. In case of organization, knowledge, skills and attitude are
imparted to the employees in the organization so that they can do the work
efficiently and effectively.
Training program in KS&DL helps to familiarize the employees

with their work. There is no formal agenda for discussion among the
employees. Training is a stage where employees are freely allowed to
express their ideas and they are not required to see the superior and
subordinate relationship between them.
Thus, in KS&DL Training and Development Program is effective

according to the executives
SUGGESTIONS AND RECOMMENDATIONS
91
1. Training is important to improve and update knowledge of the job and

other related need based training is more important
2. While conducting training program it is important to take into
consideration the individual difference in training needs.
3. Selecting and preparing proper reading material on the training issue
would be beneficial.
4. Training sessions should be conducted monthly once, as majority of
employees prefers.
5. Company should provide professional trainees to make employees
more careers oriented.
6. Training should be more interactive and innovative.
7. Modern methods of training & development programs should be
introduced which bring more effectiveness & efficiency in training
program and created motivation in supervisions.
8. The training program should be short and logistic that means the
objectives should be clearly set and realized.
9. The qualification of the majority of the employees is SSLC. So they
must be trained well and they must be given encouragement to get
additional qualification.
92
10.The latest computer programs should be introduced in the training

syllabus, which is helpful to the supervisions, the job , related
members
11. The training & development has helped the employees by giving the
knowledge, but the training & development programs should bring to
change & improve the technology.
12.Effective improvement in the training programs in future.
13. A refresher course has to be planned & implemented keeping in mind
the latest economic trends
14.The determination of training needs is very important in the training
process.
15.Each session must have feedback through appropriate feedback forms
16.Training audit should be undertaken to evaluate the effectiveness of
training programs.
Bibliography
1. Human Resource Management
Michael Armstrong
93
2. Human resource training
Patnayak
3. Personnel and Human Resource Management
- P. Subba rao
4. K.Ashwathappa, Human Resource & personnel management

5. Human Resource Management
USP RAO
6. WEBSITE
www.mysoresandal.com
QUESTIONNAIRE
94
STUDY
ON
TRAINING
AND
DEVELOPMENT
AT
KARNATAKA SOAPS AND DETERGENTS LIMITED
Dear Sir,
I am pleased to introduce myself as Under Graduate student (BBM)
from Vivekananda Degree College. As part of our curriculum, I am doing a
project entitled A STUDY ON TRAINING & DEVELOPMENT in your
esteemed organization.
I would be pleased, if you could spare your precious time in filling
this Questionnaire, and I assure you that the information provided by you
would be kept confidentially.
GUIDELINES:
Please use pencil to fill up the Questionnaire
Please mark tick [
] wherever applicable
Explain in brief wherever applicable
QUESTIONNAIRE
95
1} Name of the Employee______________

2} what is your age?
20 to 30 years (
30 to 40 years (
40 to 50 years (
50 years & above (
)
)
3} what is your service in the organization?

5 to 10 years (
10 to 15 years (
15to 20years (
20 years and above (
4} what is your Qualification?

SSLC (
Diploma (
PUC (
)
ITI (
NON-SSLC (
)
)
5} How many Training programs have you attended in an organization?

0-1(
1-3(
3-5(
5 & above (
6} on an average what is the duration of each training program?

Half day (
3 day (
1 day (
1 week (
)
)
7} How often does your company send employees for training?

Once in a year (
Twice in a year (
96
Only when asked (
When they asked for (
8} Nature of training undergone in your organization?

Classroom training (
Group study (
Film shows (
Conference (
Case study analysis (
9} The teaching methods adopted during training program?

Highly satisfied (
Not satisfied (
Satisfied (
10} Do you like to under go training?

Yes (
No (
11} your opinion about the training material provided during the training
period?
Highly satisfied (
Not satisfied (
Satisfied (
12} The infrastructural facilities provided in the training hall are?

Excellent (
Average (
Good (
below average (
13} Does training program helps the trainees in problem solving skills?
Yes (
No (
14} is the training program helpful in adopting the changes?

Yes (
No (
97
15} What is your opinion in the need for training?

Gaining Knowledge (
Personality development (
Improving skills (
All (
16} Does the training program help in preventing accidents?

Yes (
No (
17} whether the training helps to change the trainees attitude?

Yes (
No (
18} In which area staff needed to be given attention/trained?

Common skills (
Motivation (
Job Knowledge (
Time Management (
19} Are the training program provided are relevant to your job performance?
Yes (
No (
20} Does the training program help in reducing the supervision among the
employees?
Yes (
No (
21} Does the training program help preventing wastage in of time?

Yes (
No (
22} your suggestion to improve the training at your organization?
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Training & Development

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Training & Development

Introduction (Industry profile)