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A Study On The Process of Training of The Employees of It Company With The Special Reference To Coimbatore City
A Study On The Process of Training of The Employees of It Company With The Special Reference To Coimbatore City
by
MANOJKUMAR.M
16BBA030
March 2019
Sri Krishna Arts and Science College
(Autonomous)
Re-accredited by NAAC with ‘A’ grade
An ISO 9001:2008 Certified Institution
Affiliated to Bharathiar University
Kuniamuthur, Coimbatore -641008
CERTIFICATE
GUIDE HOD
PRINCIPAL
Place: Coimbatore
Date:
DECLARATION
Place: Coimbatore
Date: 29.03.2019
I take this opportunity to express my deep profound gratitude to our Head of the
Department and Prof. P. Rajan M.Sc., MBA., (Ph. D) for all his engagement and
providing his healthy co-operation throughout the project.
I express my thanks to my Guide Mrs.Nirmala Shiny. P.MBA., DFS., M.Phil., For
her guidance, engagement and support to complete this project.
Finally, I express my thanks to my parents who have given support and
encouragement in doing.
LIST OF CONTENTS
The present project entitled “A Study on the process of training of the employees
of IT Company which special Reference to Coimbatore city” Training
effectiveness Requirement in the employees of Coimbatore. The main objective of
this study is to identify the training and to give a suitable suggestion to develop the
training process in the organisation.
In this study descriptive type of research design has been used. The data used for this
study is primary data. The primary data was collected through fresh questionnaire.
The sample size taken for this study was 70 from the sample population of the
sampling unit. The analysis and interpretation were made with the help of statistical
tools like simple percentage, chi-square and co-efficient Analyis From the analyzed
data, the suitable suggestions were given in the study which will help the IT to
improve the level of training and also to increase the process of training and retain
them as regular customers.
LIST OF TABLES
4.2.1 Chi-square 2
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CHAPTER I
INTRODUCTION
Process of training
Looking way back into the history of the training process where the training might
have evolved from, a clear understanding of related concepts can be derived. In 1984
Travis and Henry from Concordia university created the Usenet, a worldwide
discussion system that allowed users to post public messages. Usenet is a hybrid
between email and web forums and the discussions therein are threaded with modern
news reader software (http://Shodhganga/HRprocess).User Generated Content entered
usage in 1986; it covers a variety of media information available. It includes all
training methods such as recruitment, training and selection process.
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1.2.Industry profile
The process of training industry is the most effective industry in the HR industry. The
process of training is the most planned for the executive of the organization. The
training industry must provide the training experience to the employees of the
company. TheITcompany which it company which is type of outsourcing of the IT
sector. The process of training industry which more effective to the training of the
employees. The training of the process which is more effective to industrial relations
in a the big of the sector of the company. The process of training is more effective to
training of the employees is satisfied for the high level of the employees. The training
most effective for the company It company which most effective for the newly
selected employees. The process of training which Dialyse the frequency of the HR
industry. The process must be maintained due to effectiveness of the training. The
process of industry is to be confident and to be measured to be an effectiveness to be
an industry. The process of training is the most effective for the training of the
industry. The IT company is the largest IT company where the headquarters situated
in the Chennai and the Coimbatore. In Chennai, there are about 14 places are situated
there is vast population in the basis of the employees. In Coimbatore, there is a
company which situated in the saravanampatty in Coimbatore. The process of training
is most suitable for the Hr training in the company or organization. The process of
training is satisfied for high level of the employees in which reference to the
Coimbatore city .The Process of training created most revolution in the training
industry .The process of training is most effective for the training process .The process
of training is most effective and satisfied for high level of satisfaction of the
employees ,The process of training is most expensive and most valuable for the well
efficient in the industry, The process of training is most suitable for the HR in the
particular organization. The process of industry is the most efficient for the HR
industry. The process of training is most valuable for the firm and the big companies
in IT sector. The process of training is must trained for the firm and the employees of
the ITcompany. The process of training is trained most valuable for the effective
industry in the HR of the organization. The process of training is most valuable.
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United States, Bridgewater, New Jersey; Phoenix, Arizona, Des Moines Iowa,
etc.
Cognizant houses around 150,000 employees and has spanned all over the world.
There are many development centers of the company as well. There are many
units which are divided into vertical and horizontal sections. The vertical unit is
for Healthcare, Retail, Banking Services, whereas the horizontal unit focuses on
mobile computing, testing, and BPO. More than 100,000 employees work in
India. The major revenue of the company is from financial companies and then
from healthcare industries.
The company also launched the Go Green initiative in the year 2008. This cause
completely focused on recycling, waste management, and energy conservation.
Cognizant is the 50th traded companies in the United States.
1.4 Need for the Study
When faced with their screening results some employees will want to continue
working while simultaneously working through their employment barriers, whereas
some might request a medical leave of absence. Other employees, when given the
choice, will quit. When employment barriers are identified and remedied, employees
keep their jobs and employers retain training and effective employees. This is a win-
win situation. This can be advantageous to both the employer and the employee.
To study on the process of training of the employees of it company with the special
reference to Coimbatore city
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CHAPTER II
LITERATURE REVIEW
2.1 Theoretical Concepts
Review of literature on training and development includes the history,
development andeffectiveness of employee training and development practices.
This chapter also includes modelsof training and development, methods of
needs assessment for training and development.
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CHAPTER III
RESEARCH METHODOLOGY
The descriptive research is used for this study. It's use to a way to systematically
under the research problem collected from the organization under study from primary
as well as secondary sources for HRD process of training.
The key aspects for the project were identified from the outcome of the study, the first
draft of the questionnaire has been constructed with the help of the guide.
3.3.1 Population
Employees of IT company
3.3.2 Sample size
Sample size of 70 respondents from IT Company, Saravanampatty, Coimbatore.
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Chi-square = ∑( O – E ) 2
O = Observed Frequency
R = Number of rows
C = Number of columns
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CHAPTER IV
Interpretation
As per table the age between 31-41yrs is the majority in that the pie chart of the age of
the respondents.It gives 41%25 percentage of the total age of the respondents
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1 Male 71 71.29
2 Female 29 28.71
Interperatation :
As per table the Male is the holding majority in the table of the respondents .They
hold the 71%29percentage I the total of the gender of the respondents
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4.1.3Education Level
1 UpTo +2 5 5.94
2 UG 43 43.56
3 PG 44 43.56
4 Others 7 6.93
Interpretation:
As per table the UG degree holds majority of the population. It holds 43.71%
6.93% 5.94%
Up to 2
UG
PG
43.56% 43.56%
Others
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4.1.4Occupation
Interpretation:
As per table the technical office assiatant holds majority of the population.it holds
52.48%
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4.1.5Work experience
Interpretation:
As per table the 6-11yrs majority of the respondents .It holds 39.60% percentage
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Interpretation:
As per table,the 6-11yrs holds majority of the population .it holds 39.60%
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1 Quarterly 12 12.87
2 Half yearly 35 39.60
3 Annually 43 32.67
4 Based on Requirements 11 14.85
Interpretations:
As per table the annually holds majority of the population.It holds 42.57%
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1 0-5yrs 20 19.80
2 5-10 yrs 54 53.47
3 10-15 yrs 27 26.73
Interpretation:
As per table,the 5-10 yrs holds majority of the population.it holds 53.47%
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Interpretation:
As per table the of the job holds majority of the population.it holds 69.31%
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Interpretation:
As per table,thecoching holds majority of the population .it holds 47.52%
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1 Short 31 30.69
2 Long 70 69.31
Interpretation:
As per table the short duration holds majority of the population.it holds 69.31%
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1 5 to 10 days 4 3.96
2 10 to 15 days 38 37.62
3 15 to 21 days 49 48.51
4 21 days & above 10 9.90
Total 100 100
IInterpretation:
As per table the 15 to 21 days is holds majority of the population.It holds 48.51%
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1 On thejob 31 30.69
2 Off the Job 70 69.31
Interpretation:
As per table the off the job holds majority of the population.it holds69.31%
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General complaints
Sl. No. No. of Respondents Percent
about the Company
Take a away precious
1 8 7.92
time of the Employees
Too many Gaps
2 54 53.47
between situations
Taking sessions are
3 37 36.63
Unplanned
4 Boring is not useful 2 1.98
Total 100 100
Interpretation:
As per tablethe too many gaps holds majority of the population.it holds 53.47%
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Interpretation:
As per table,the senior staff holds majorityof the population.it holds 54.46%
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Training and
Sl. No. Development in the No. of Respondents Percent
Company
1 Time 11 10.89
Lack of interest by the
2 49 48.51
Staff
3 Money 35 34.65
Non viability of
4 6 5.94
training
Total 100 100
Interpretation:
As per table,the lack holds majority of the population.it holds 48.51%
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1 Excellent 8 7.92
2 very Good 34 33.66
3 Good 45 44.55
4 Average 12 11.88
5 Below average 2 1.98
Interpretation:
As per table thegood holds majority of the population.it holds 44.55%
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Interpretation :
As per table the negogiates holds majority of population.it holds 49.50%
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Interpretation:
As per table the to be extended holds majority of the population.It holds 53.47%
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4.2Chi-Square Test
4.2.1 To test the relationship age of the respondents and satisfaction level
Null Hypothesis (H0): There is no association the age of the respondents and the
satisfaction level
Alternative Hypothesis (H1): There is an association the age of the respondents and
the satisfaction level
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
Pearson Chi-Square 32.262a 9 .000
Likelihood Ratio 30.630 9 .000
Linear-by-Linear Association
21.525 1 .000
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4.2.1 To test the relationship age of the respondents and satisfaction level
Null Hypothesis (H0): There is no association the age of the respondents and the
satisfaction level
Alternative Hypothesis (H1): There is an association the age of the respondents and
the satisfaction level
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
Pearson Chi-Square 16.179a 9 .063
Likelihood Ratio 14.547 9 .104
Linear-by-Linear Association
8.057 1 .005
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CHAPTER V
FINDINGS AND SUGGESTIONS
5.1 Findings
Majority of 41.25% of the respondents age are between 31-41Yrs .
Majority of 71.29% of the respondents are male.
Majority of 43.71 of the respondents are UG degree
Majority of 52.48% of the respondents are technical office assistant.
Majority of 39.60% of the respondents are 6-11 yrs.
Majority of 39.60 of the respondents are by6-11 yrs
Majority of 42.57% of the respondents says “annually”
Majority of 53.47%of the respondents holds 5-10 yrs
Majority of of 69.31%he respondents has holds off the job
Majority of 47.52% of the respondents holds The coaching /lectures
Majority of 69.31% the respondents are says “The short duration’’
Majority of 48.51% of the respondents says 15 to 21 days
Majority of 69.31% of the respondents holds off the job
Majority of 53.47% of the respondents holds “too many gaps ”.
Majority of 54% of the respondents faced problem by “The senior staff’
Majority of 48.51% of the respondents says “lack of training’’.
Majority of 44.55% of the respondents holds “The good”.
Majority of 49.50% of the respondents holds ‘the negogiates skills”
Majority of 53.47%of the respondents are “To be an extended’’
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5.2 Suggestions
The researcher has been able to list out following suggestions and
recommendations in the light of findings of the study:
The ITcompany should ensure superior delivery of the basic training service
benefits oftraining services such as geographical area coverage, and
congestion free networks to have a lead role in the mobile telecom services
market.
The employees providers should ensure excellent training facility to attract and
retain the segment of travelling customers outside the State. The roaming
services of training services taken as a model for other service providers.
The service providers would like to attract the training savvy customers,
especially youngsters should provide easy to activate effctive training services.
The training services of IT company can be taken as a model for other
company employees.
The post-paid customers are the premium segment of mobile telecom services.
The government sector should enchance allow their employees to easily switch
over between the company and the management They can take particular
company as a model in this aspect.
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CHAPTER VI
CONCLUSION
The training services are the lifeblood of modern world. The advancement of telecom
services revolutionized the lives of people. The interplay of continuous innovations in
technology and marketing generated new horizons of amazing services. From the plain
old trainingservices the world is now witnessing the fourth generation mobile training
services and beyond. The Indian training services sector experienced major reforms
and transformations during the last two decades. The monopoly of government sector
in telecom services ended and the domestic and foreign private players began to
develop the telecom services sector to a great extent by exploring the market
opportunities. The landline telephones are widely substituted by cost effective training
services. The telecom service providers wholly utilized the huge market potential of
the State of Kerala, resulted in the saturation of training market. The appropriate
marketing strategies became imperative for the existence and prosperity of training
service providers.
The customers found better pricing and value for money with BSNL. The unethical
pricing practices are common among private sector providers. All service providers
especially the private sector providers should abstain from the unethical business
practices towards customers. The research revealed that the strong predictors of
customer satisfaction of mobile telecom services are service benefits, customer support
services, quality of service, competitive pricing, and unethical practices. The
consistency in maintaining the customer satisfaction will become the foundation for
the loyal customer base. In the training market of Chennai,the customers are well-
informed and more demanding. They are excited for getting the services customized at
individual level and expect them to be offered at lower prices.
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Bibliography
Obisi Chris (2001). Employee development, Issues and dimensions, Unical Journal of
public Administrator Sept Vol. 1
Tan, J.A., Hall, R.J., and Boyce, C. (2003), ‘The Role of Employee Reactions in
Predicting Training,’Human Resource Development Quarterly, Vol. 14, 4, pp. 397–
411.
http://books.google.co.in/books
http://www.dot.gov.in/ntp/ntp1999.htm
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Appendix
Questionnaire
1. Name :
4. Education : [ ] Up to +2 [ ] Graduate
[ ] HR Manager [ ] Others(please
specify)___________
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[ ] Short [ ] Long
17.What are all the important barriers to Training and Development in your company?
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