Effectiveness of Training Project Report

A PROJECT REPORT ON
TRAINING AND DEVELOPMENT
IN
ICF (INTEGRAL COACH FACTORY, CHENNAI)
IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE
OF
MA HUMAN RESOURCE MANAGEMENT
By
JOSEPHINE PRIYA N
RAMAPRIYADHARSHINI T
WOMEN’S CHRISTIAN COLLEGE
CHENNAI-6
(2010 – 2012)
BONA FIDE CERTIFICATE
This is to certify that the Project Report titled “Training and Development” in
ICF is a bona fide work carried out by Josephine Priya N and
Ramapriyadharshini T of I year MA Human Resource Management students
from the department of Management Studies, Women’s Christian College,
Chennai-6.
HOD Guide
Mrs. Anita Rajendran, Mrs. Ms. G. Nancy Elizabeth,

M.A., M.Com, MBA., Ph.D. M.B.A., M.Phil.
Date:
Place:
ACKNOWLEDGEMENTS
A summer project is a golden opportunity for learning and self development.

We consider ourselves very lucky and honored to have so many wonderful
people lead us through in completion of this project.
Our grateful thanks to Mrs. Biji Rajan, Welfare Inspector, ICF who in spite
of being extraordinarily busy with her duties, took time out to hear, guide and
keep us on the correct path. A humble ‘Thank you’ Madam.
Mrs. Anita Rajendran, M.A., M.Com., MBA., Ph.D. HOD, Management

Studies Department monitored our progress continuously. I choose this
moment to acknowledge her contribution gratefully.
Prof. Mrs. Ms. G. Nancy Elizabeth, M.B.A., M.Phil., was always so involved
in the entire process, shared her knowledge, and encouraged me to think. Thank
you, Dear Madam.
Last but not the least there were so many who shared valuable information that
helped in the successful completion of this project.
Josephine Priya N
Ramapriyadharshini T
TABLE OF CONTENTS.
S.NO TITLE PAGE NO.
1 Title Page
2 Bonafide Certificate
3 Project Completion Letter
4 Declaration
5 Acknowledgement
6 Company Profile
7 Need for the Study
8 Scope of the Study
9 Objective of the Study
10 Research Methodology
11 List of tables
12 List of Charts
13 Findings
14 Suggestions
15 Questionnaire
16 Conclusion
17 Bibliography
COMPANY PROFILE
Started in 1952, the Integral Coach Factory (ICF) is located

in Chennai, India. Its primary products are rail coaches. Most of the coaches
manufactured are supplied to the Indian Railways, but it has also manufactured
coaches for railway companies in other
countries,including Thailand, Burma, Taiwan, Zambia, Philippines, Tanzania, U
ganda, Vietnam, Nigeria, Mozambique and Bangladesh. Recently, ICF exported
coaches to Angola. Today the coach factory produces more than 170 varieties of
coach. It employs about 13,000 people and produces around six coaches a day.
The coach factory provides primarily for the Indian Railways, a

number of different coaches - first and second class coaches, pantry and kitchen
cars, luggage and brake vans, self propelled coaches, electric, diesel and
mainline electric multiple units (EMU, DMU, MEMU), metro coaches and
Diesel Electric Tower Cars (DETC), Accident Relief Medical Vans (ARMV),
Inspection Cars (RA), Fuel Test Cars, Track Recording Cars, the latest coaches
are for the Deccan Odyssey(a luxury train of the Indian Railways), and coaches
for MRVC (world class coaches).
The Integral Coach Factory consists of two main

divisions - Shell division and Furnishing division. The Shell division
manufactures the skeleton of the rail coach, while the Furnishing division is
concerned with the coach interiors and amenities.
NEED FOR THE STUDY
TRAINING AND DEVELOPMENT is a subsystem of an organization. It

ensures that randomness is reduced and learning or behavioural change takes
place in structured format.
TRADITIONAL AND MODERN APPROACH OF TRAINING AND

DEVLOPMENT
Traditional Approach - Most of the organizations before never used to believe

in training. They were holding the traditional view that managers are born and
not made. There were also some views that training is a very costly affair and
not worth. Organizations used to believe more in executive pinching. But now
the scenario seems to be changing.
Modern Approach - The Modern approach of training and development is that

Indian Organizations have realized the importance of corporate training.
Training is now considered as more of retention tool than a cost. The training
system in Indian Industry has been changed to create a smarter workforce and
yield the best results.
OBJECTIVES AND SCOPE OF TRAINING AND DEVELOPMENT
The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to
that, there are four other objectives: Individual, Organizational, Functional, and
Societal.
Individual Objectives – help employees in achieving their personal goals,

which in turn, enhances the individual contribution to an organization.
Organizational Objectives – assist the organization with its primary objective

by bringing individual effectiveness.
Functional Objectives – maintain the department’s contribution at a level

suitable to the organization’s needs.
Societal Objectives – ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.
PURPOSE OF TRAINING AND DEVELOPMENT
The quality of employees and their development

through training and education are major factors in determining long-term
profitability of a small business. If you hire and keep good employees, it is good
policy to invest in the development of their skills, so they can increase their
productivity. Training often is considered for new employees only. This is a
mistake because ongoing training for current employees helps them adjust to
rapidly changing job requirements.
Reasons for emphasizing the growth and development of personnel include:
o Creating a pool of readily available and adequate replacements for

personnel who may leave or move up in the organization.
o Enhancing the company's ability to adopt and use advances in technology

because of a sufficiently knowledgeable staff.
o Building a more efficient, effective and highly motivated team, which

enhances the company's competitive position and improves employee
morale.
o Ensuring adequate human resources for expansion into new programs.
Research has shown specific benefits that a small business receives from
training and developing its workers, including:
 Increased productivity.
 Reduced employee turnover.
 Increased Quality of Work.
 Increased efficiency resulting in financial gains.
 Decreased need for supervision.
 Improves the overall Morale of the Work force.
Employees frequently develop a greater sense of self-worth, dignity and well-

being as they become more valuable to the firm and to society. These factors
give them a sense of satisfaction through the achievement of personal and
company goals.
 Optimum Utilization of Human Resources –Training and

Development helps in optimizing the utilization of human resource
that further helps the employee to achieve the organizational goals as
well as their individual goals.
 Development of Human Resources – Training and Development

helps to provide an opportunity and broad structure for the
development of human resources’ technical and behavioural skills in
an organization. It also helps the employees in attaining personal
growth.
 Development of skills of employees – Training and Development

helps in increasing the job knowledge and skills of employees at
each level. It helps to expand the horizons of human intellect and an
overall personality of the employees.
RESEARCH METHODOLOGY
Research methodology is a collective term for the structured process of

conducting research. There are many different methodologies used in various
types of research and the term is usually considered to include research design,
data gathering and data analysis.
Data were collected through different sources and by different methods. There
are two different methods through which data can be collected. They are as
follows:
PRIMARY DATA:
Under primary data collection method, data are collected
through questionnaires. Here a set of questions are given and employees
are asked to respond to it.
SECONDARY DATA:
In secondary data information are collected from the available
sources of the organization. They are collected through the use of
Internet, Magazines, Journals and Reports.
This study is based on both primary and secondary data.
SAMPLE SIZE:
Due to the busy schedule of the employees in ICF, we could

get only 40 samples.
TABLES
1. Table showing the number of Employees attended training programs so far.
Criteria No. of Respondents % of Respondents
Yes 36 90
No 4 10
Total 40 100
INTERPRETATION:
From the above table 92% of the employees have attended some kind of
training program so far and 8% of the employees have not attended any kind of
training program so far.
CHART 1
40
35
30
25
20 NO
YES
15
10
0
Yes
NO
2. Table showing the number of training programs attended by the Employees.
0-2 12 30
3-5 12 30
6-7 6 15
8-above 10 25
Total 40 100
INTERPRETATION:
From the above table, 30% of the employees have attended 0-2 training
programs, another 30% of the employees have attended 3-5 training programs,
15% of the employees have attended 6-7 training programs and the rest 10% of
the employees have attended 8-above training programs.
CHART 2
12
10
0 to 2
6 3 to 5
6 to 7
8 & above
8 & above
6 to 7
0 3 to 5
0 to 2 0 to 2
3 to 5
6 to 7
8&
above
3. Table showing the method of training given to the Employees.
On-the-Job 24 60
Off-the-Job 16 40
Total 40 100
INTERPRETATION:
From the above table, 60% of the employees were given On-the-Job training
and the rest 60% of the employees were provided with Off-the-job training.
CHART 3
40%
On-the-Job
Off-the-Job
60%
4. Table showing the duration of training period.
One Week 12 30
One Month 10 25
3 Months 6 15
More 12 30
Total 40 100
INTERPRETATION:
From the above table, 30% of the respondents had one week of training,
another 30% of the employees had one month period of training, 15% of
the employees have had 3 months of training and the rest 12% of
employees have had more than 3 months of training program.
CHART 4
12
10
8
No Of Respondents
One Week
6 One Month
3 Months
More
More
3 Months
0 One Month
One One Week

One
Week 3 Months
Month More
Criteria
5. Table showing the sufficiency of the employees in the training given.
Yes 36 90
No 4 10
Total 40 100
INTERPRETATION:
From the above table, 90% of the employees are sufficient and 10% of
employees are not sufficient with the level of training program given to the
employees.
CHART 5
Yes(90%)
No(10%)
10%
90%
6. Table showing the employees improvement in various skills through
training programs.
Technical Skills 20 50
Interpersonal Skills 18 45
Both 2 5
None 0 0
Total 40 100
INTERPRETATION:
From the above table, 50% of the employees agree that the given training
helps to improve their technical skills, where as 45% of the employees have
said it helps to improve their interpersonal skills and the rest 5% of the
employees have said it helps improve both.
CHART 6
20
18
16
14
No Of Respondents
12
10
8 Technical Skills
Interpersonal Skills
6 Both
None
4
2
None
Both
0 Interpersonal Skills
Technical Skills
Criteria
7. Table showing the extent of knowledge and skills applied to the job obtained
through training programs.
To Full Extent 33 82.5
To Some Extent 7 17.5
Not Suitable 0 0
Total 40 100
INTERPRETATION:
From the above table, 82.5% of the employees think that the knowledge and
skills obtained from the training programs directly apply to their job to full
extent and the rest 17.5% employees thinks it applies to their job only to some
extent.
CHART 7
35
30
25
No Of Respondents
20
To Full Extent
15 To Some
Extent
10
Not Suitable
To Some Extent
0
To Full Extent
To Full To
Extent Not
Some
Suitable
Extent
Criteria
8. Table showing the extent of training programs’ contribution in achieving the
concern’s and individual’s goals.
To Full Extent 35 87.5
To Some Extent 5 12.5
Not Suitable 0 0
Total 40 100
INTERPRETATION:
From the above table, 87.5% of the employees feel that their training programs
contribute to the achievement of concern’s goals and employees’ individual
goals to the full extent and 12.5% of employees feel that it contributes only to
some extent.
CHART 8
35
30
25
No Of Respondents
20
To Full Extent
15
To Some
Extent
10
Not Suitable
To Some Extent
0
To Full Extent
To Full
Extent To Some
Not
Extent
Suitable
Criteria
9. Table showing the employees rating of training infrastructure facilities
provided in the organisation.
Very Good 24 60
Good 13 33
Average 3 7
Poor 0 0
Total 40 100
INTERPRETATION:
From the above table 60% of the employees rated the training infrastructure
facility provided in the organisation as very good, 33% of employees rated it as
good and 7% of the employees rated it as average.
CHART 9
30
Poor
Average
Good
Very Good
25
20
15
10
0
Very Good Good Average Poor
10. Table showing the Employees preferred training method.
On-the-Job 22 55
Off-the-Job 18 45
Total 40 100
INTERPRETATION:
From the above table, 55% of the employees prefer On-the-Job training
method and 45% of the employees prefer Off-the-Job training method.
CHART 10
25
20
15
On-the-Job
Off-the-Job
10
Off-the-Job
0
On-the-Job
On-the-Job
Off-the-Job
11. Table showing the percentage of employees who convey their training needs
to their Superiors.
Yes 40 100
No 0 0
Total 40 100
INTERPRETATION:
From the above table, 100% of the employees in the concern have conveyed
their need for training to their supervisors.
CHART 11
45
No Yes
40
35
30
25
20
15
10
0
Yes No
12. Table showing the ratings of trainers by their employees.
Very Good 25 63
Good 15 38
Average 0 0
Poor 0 0
Total 100 100
INTERPRETATION:
From the above table 63% of the employees rated their trainers conducting the
training programs in the organisation as very good and the remaining 38% of
employees rated them as good.
CHART 12
25
Very Good
Good
Average
Poor
20
15
10
0
Very Good
Good
Average
Poor
13. Table showing the employees acceptance of job satisfaction due to training
activities.
Yes 37 93
No 3 8
Total 40 100
INTERPRETATION:
From the above table, 93% of the employees have achieved job satisfaction due
to training activities and the remaining 8% of the employees have not achieved
job satisfaction from these training activities.
CHART 13
Yes No
8%
92%
14. Table showing about the information secured about the training program.
Well in advance 25 63
Previous day 10 25
On the day of program 5 12
Never 0 0
Total 40 100
INTERPRETATION:
From the above table, 63% of the employees get the information about the
training program well in advance, 10% of the employees get information only
the day before and 5% of the employees never get the information at all.
CHART 14
25
20
15
10
0
Well in
advance Previous day
On the day of
program Never
15. Table showing the employees acceptance of changes in work after the
training programs.
Yes 36 90
No 4 10
Total 40 100
INTERPRETATION:
From the above table, 90% of the employees accept that there is change in their
working method after the training programs. 10% of the employees do not
accept that there is a change in their working style after the training programs.
CHART 15
Yes No
10%
90%
16. Table showing about the stipends paid during the training program.
Yes 0 0
No 40 100
Total 40 100
INTERPRETATION:
From the above table 100% of the employees say that there is no stipends paid
during the training programs.
CHART 16
Yes, 0
100
80
60
40
20
0
Yes No, 100
No
17. Table showing about the formal feedback session held after training
programs.
Yes 36 90
No 4 10
Total 40 100
INTERPRETATION:
From the above table, 90% of the employees say that they have a formal
feedback session after every training program but 10% of the employees say
that they don’t have such a feedback session.
CHART 17
No, 4
Yes, 36
18. Table showing about the measurement of performance after training.
Yes 28 70
No 12 30
Total 40 100
INTERPRETATION:
From the above table, 70% of the employees say that their performance is
being measured after the training programs. But the remaining 30% of the
employees say that there is no such measurement of performance after
training.
CHART 18
35
Yes, 28
30
25
20
15
10
No, 12
0
0 0.5 1 1.5 2 2.5
LIMITATION OF THE STUDY
 The time allocated for doing the project was limited. So the information
collected for the study was not sufficient.
 The information was collected only from 40 employees so a decision
cannot be taken from the conclusion of these sample size employees.
 The details in this study may subject to change in future.

FINDINGS AND SUGGESTIONS
Findings
 ICF is providing training for all the employees relevant to their job during
different time periods according to their job, individual needs and
experience.
 Training is given both within and outside the organisation to improve

employees’ overall skills and talents.
 All the employees are conveying their need for training to their superiors.
This shows that the employees are very active and well interested in
increasing their knowledge and keeping them updated.
 No substitutes are appointed to do the office work during the period of

training programs. Hence the work load of those employees accumulates.
Suggestions
 Training programs can be arranged after well informing to
all the employees, so that they will prepare themselves in a
better way, especially in case of Off-the-Job trainings in
distant places.
 It can be provided continuously for bringing better results in

the organisation.
 More updated materials relevant to the subject can be given.
 More interactive classes can be held with in-between breaks

during the training programs. It will help the trainees to
remain active and interested.
 Online training programs can also be given to save time and

money.
 Female employees can be given more of, On-the-job training

or training with short duration as they feel inconvenient to
attend other station or long period training programs due to
domestic reasons.
 Accommodation facilities can be improved in case of other

station training programs.
 Specific and periodical training programs can be arranged
for Ministerial staffs.
 Training can be provided in a uniformed language as many

employees cannot understand regional language.
BIBLIOGRAPHY
 www.google.com
 in.answers.yahoo.com
 www.ehow.com
 en.wikipedia.org/wiki/Integral_Coach_Factory
 www.icf.indianrailways.gov.in
CONCLUSION
Integral Coach Factory, ICF, just like every other successful company has learnt
the value of ‘Training and Development’ and is working hard to identify and
satisfy the training needs of its employees. We, through this one month project,
learnt about the Training and Development Process carried out in ICF by going
to each and every department in ICF allocated by our Guide in a daily basis. It
was a very good and useful learning. Overall doing a project in a giant railway
industry gave us a very pleasant and valuable experience.
QUESTIONNAIRE
We, Josephine Priya N and Ramapriyadharshini T, students of MA Human Resource

Management from Women’s Christian College, Chennai are doing our Project on the topic of
‘Training and Development’. So we kindly request you to fill in this Questionnaire for our
further analysis.
Name:
Designation:
Experience:
a) 0-2 years b) 3-5 years c) 5-10 years d) 10 – above years
1. Have you attended any training program so far?

a) Yes b) No
2. How many training programs have you attended so far?

a) 0-2 b) 3-5 c) 6-7 d) 8- above
3. What type of training is given in the concern?

a) On-the-Job b) Off-the-Job
4. What is the duration of training period?

a) One week b) One month c) 3 months d) More
5. Do you feel the given training is sufficient?

a) Yes b) No
6. The training programs help employees to improve their?

a) Technical Skills b) Interpersonal Skills c) Both d) None
7. Do you think the knowledge and skills obtained from the training programs directly
apply to your job?
a) To full extent b) To some extent c) Not suitable
8. To what extent training programs contribute to the concern’s goals and employees’
individual goals?
a) To full extent b) To some extent c) Not suitable
9. How would you rate the training infrastructure facility provide in the organization?
a) Very Good b) Good c) Average d) poor
10. Which method of training is preferred well?
a) On-the-Job b) off-the-Job
11. Do you convey your need for training to your Supervisors?

a) Yes b) No
12. How do you rate the trainers conducting training program for your organization?
a) Very Good b) Good c) Average d) poor
13. Do you accept job satisfaction has increased due to training activities?
a) Yes b) No
14. When do you get information regarding training program schedule?

a) Well in advance b) Previous day c) On the day of program d) Never
15. Have you observed any changes in your work after the training program?
a) Yes b) No
16. Are you paid any stipends during the training program?
a) Yes b) No
17. What are the problems faced during training programs?
18. Do you have any formal feedback session after training program?
a) Yes b) No
19. How is your performance after training measured?

a) In Qualitative terms b) In Quantitative terms
20. What changes would you like to suggest for improvement in the training program?
Thank You! 

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A PROJECT REPORT ON

TRAINING AND DEVELOPMENT

ICF (INTEGRAL COACH FACTORY, CHENNAI)

IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

MA HUMAN RESOURCE MANAGEMENT

WOMEN’S CHRISTIAN COLLEGE

Mrs. Anita Rajendran, Mrs. Ms. G. Nancy Elizabeth,

A summer project is a golden opportunity for learning and self development.

Mrs. Anita Rajendran, M.A., M.Com., MBA., Ph.D. HOD, Management

S.NO TITLE PAGE NO.

3 Project Completion Letter

8 Scope of the Study

9 Objective of the Study

Started in 1952, the Integral Coach Factory (ICF) is located

The coach factory provides primarily for the Indian Railways, a

The Integral Coach Factory consists of two main

TRAINING AND DEVELOPMENT is a subsystem of an organization. It

TRADITIONAL AND MODERN APPROACH OF TRAINING AND

Traditional Approach - Most of the organizations before never used to believe

Modern Approach - The Modern approach of training and development is that

Individual Objectives – help employees in achieving their personal goals,

Organizational Objectives – assist the organization with its primary objective

Functional Objectives – maintain the department’s contribution at a level

Societal Objectives – ensure that an organization is ethically and socially

The quality of employees and their development

Reasons for emphasizing the growth and development of personnel include:

o Creating a pool of readily available and adequate replacements for

o Enhancing the company's ability to adopt and use advances in technology

o Building a more efficient, effective and highly motivated team, which

o Ensuring adequate human resources for expansion into new programs.

 Increased Quality of Work.

 Increased efficiency resulting in financial gains.

 Decreased need for supervision.

 Improves the overall Morale of the Work force.

Employees frequently develop a greater sense of self-worth, dignity and well-

 Optimum Utilization of Human Resources –Training and

 Development of Human Resources – Training and Development

 Development of skills of employees – Training and Development

Research methodology is a collective term for the structured process of

This study is based on both primary and secondary data.

Due to the busy schedule of the employees in ICF, we could

1. Table showing the number of Employees attended training programs so far.

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

One One Week

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

To Full Extent 33 82.5

To Some Extent 7 17.5

Criteria No. of Respondents % of Respondents

To Full Extent 35 87.5

To Some Extent 5 12.5

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

Total 100 100

Criteria No. of Respondents % of Respondents

Criteria No. of Respondents % of Respondents

On the day of program 5 12