International Journal of All Research Education and Scientific Methods (IJARESM)

ISSN: 2455-6211, Volume 7, Issue 10, October- 2019, Impact Factor: 2.287

“Impact of training and development on

executives for better productivity" – A case
study of Cement industry in Karnataka
Dr. Mohammed Javed Kalburgi1, Prof. Kavita C Achchalli2, Chaitra H.3
1
Professor, Department of Management Studies, Ballari Institute of Technology and Management, Ballari,
Karnataka, India
2
Assistant Professor, Department of Management Studies, Ballari Institute of Technology and Management, Ballari,
Karnataka, India
3
Student, Department of Management Studies, Ballari Institute of Technology and Management, Ballari, Karnataka,
India

ABSTRACT

Training effectiveness in cement industry is a critical aspect of the development of knowledge of workforce.
The objective of this study is to examine effectiveness of Training. To survive in the globalized era,
organizations need to continuously develop the knowledge, skill and ability of their human resources
throughout the year, the organization spend a huge amount of money for the purpose of training and
development of the human resources. But the crucial point is effectiveness. This paper is a means by which
employees express their feedback regarding the effectiveness of training in a cement factory. Hence, relevant
and appropriate policies and procedures can be developed and implemented for an effective management.

Keywords- Training Need Analysis, Performance, skill, Ability, Satisfaction.

INTRODUCTION

The man is ultimate resources of any organization because the success or failure of any organization depends on
efficient and effectiveness of manpower and their functioning. The entire gamut of activities of an organization
revolves around the human resources. Therefore, people are the most significant resources of any organization.
Employee development is carried through the programmes of training and training brings the requisite development
in the employees working at different levels. Training and development is one of the subsystems of Human
Resource Development. Therefore, the present study helps to ascertain the effectiveness of training and development
in the cement units of North Karnataka. Hence, Indian cement industry is the second largest in the world after china.
The Indian cement industry is highly competitive and consists of over 52 companies operating around 135 plants.
But most of the capacity is concentrated with the top 5 players viz., Grasims, Gujrat, Ambuja, L & T, ACC and
Birla. Karnataka is the state which manufactures highest cement in the country. Therefore, the study covers large
scale cement units that fetch in the area of North Karnataka; they are Bagalkot Shakti Cements, JK Cements, Nirani
Cements. Vasavadatta Cements.

LITERATURE REVIEW

Mohammed Raja Abdul Raheem Salah in the year 2016 completed a survey on TheImpact of Training and
Development on Employees Performance andProductivity. His wanted to know the distinctive strategies for
preparing andadvancement that influence representative's execution and efficiency. The discoveries ofthe
examination were respondents emphatically acknowledged that there are numerousstrategies for preparing instilled
in the association and they said at work preparing isexceptionally compelling and it additionally spares time and
cost.

Hafiza Faiza Muhammad has done a study on the Impact of training and developmenton economic uplift. The result
was that the economy of any country will be stronger ifand only if there are trained manpower and labor. It is also
analyzed that trained humancapital is more productive than less trained human capital.” In the year 2015 Ms. Nille
Nikita Suresh, Mr. PetarePurushottam, Ms. Joshi MugdhaMukund done a research on A study of training and
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International Journal of All Research Education and Scientific Methods (IJARESM)
ISSN: 2455-6211, Volume 7, Issue 10, October- 2019, Impact Factor: 2.287

development in Kulkarni powertools. From this study researchers says that employees are not satisfied with
overalltraining program because training is not made compulsory to all the departmentemployees and employees are
not satisfied with the evaluation program

According to Henry Ongori (2011), Jennifer Chishamiso Nzonzo, training and development has become an issue of
strategic importance. Although many scholars have conducted research on training and development practices in
organizations in both developing and developed economies, it is worth mentioning that most of the research has
concentrated on the benefits of training in general. There is however, limited focus on evaluation of training and
development practices in organizations.

According to Iftikhar Ahmad and Sirajud Din (2009), Training and development is adopted by organizations to fill
the skill gap of employees. Training evaluation must be appropriate for the person and situation. Evaluation will not
ensure effective learning unless training is properly designed. Successful evaluation depends upon whether the
means of evaluation were built into the design of the training program before it was implemented.

Objectives Of The Study

1. To study the different methods of training programmes conducted in cement industry.
2. To study the effectiveness of training programme in cement industry.
3. To know the satisfaction level of employees towards training programme.

RESEARCH DESIGN /METHODOLOGY

1. Sampling design-Primary data collection: data collected through survey andquestionnaires. Secondary data
collection: data collected through industry profile, journals,and reports in website.
2. Data analysis tool-Data analyzed and validated by used SPSS package to computevarious statistical values
wherever it is necessary. Suitable diagrams are used to exhibit theanalyzed data.
3. Area of the study-Hyderabad Karnataka region .
4. Sample size-100 employees

Analysis
1. What type of training methods do you prefer for your Employees?

Table-1

Type of Traning method

on Job Traning Off the job Traning both

17%

23%
60%

Interpretation: Table-1 indicates that 60% of the employees preferred On the job training method,23% preferred
Off the job training and just 17% preferred both the methods.

2. Which method of on-the-job training method is imparted during training program for your Employees?

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International Journal of All Research Education and Scientific Methods (IJARESM)
ISSN: 2455-6211, Volume 7, Issue 10, October- 2019, Impact Factor: 2.287

Table-2

Interpretation: Table-2 reveals that 56% of the employees underwent job rotation training, 24% were imparted
with other training methods and 20% were imparted with coaching method.

3. Does the productivity of the organization increase due to Training and Development?

Table-3

Interpretation: Table-3 indicates that 55% employees sincerely acknowledged that T&D improvedproductivity,
35% of the employees admittedthat T&D effect is important, 5% employees believed that they often improved the
productivity by T&D while 3% and 2% employees did not believe that T&D increased productivity.
4. Does Subordinates coordinate during their work?

Table-4

Subordinates coordination in work

Almost always true Mostly true
Sometimes true Rarely true

0%
3%
30%

67%

Interpretation: Table-4 indicates that 67% of the employees genuinelythought that they had strong teamwork at
work, 30% admitted coordination at work and only 3% thought that there was no proper coordination at work among
subordinates.
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International Journal of All Research Education and Scientific Methods (IJARESM)
ISSN: 2455-6211, Volume 7, Issue 10, October- 2019, Impact Factor: 2.287

FINDINGS

From the above analysis made, the following findings are

 Maximum number of executives replied that the training and development policies is applicable to all the
executives in the organization
 From the survey it is clear that in ACC Cement at most of the time on the job training method is used.
 Respondents are happy that supervisors help them during training period.
 Executives support the use of techniques learned in training that employees bring back to their jobs.
 Most of the executives told that their employees support the executives during the training program.
 Colleagues support the use of learning on the job.
 Maximum respondents replied that there is a huge number of resources and technology that are available in
the plant.
 The equipment used in the training is similar to the equipment found in the job.
 Training program helps executives to make a strong relation with employees.
 Training program also increases the level of motivation.
 Training program increased their productivity by both qualitatively and quantitatively.

CONCLUSION

From the study it can concluded that Industry is providing training to workers effectively but still it can make it
more effective by increasing duration of training programme and inviting expert from outsider to train employees.
This will help to make employees more serious about training. More flexibility should be given to employees, which
help them to raise their questions to the trainer. The workers satisfied the way programme is conducted by the
company. The training programme helps to increasing the knowledge, skill, and ability. For the training session
candidates should selected as per need analysis it will provide opportunity every employee who really in need of
training. This will benefit both organization and employees.

REFERENCES

[1] Hafiza Faiza Muhammad (2014) “Impact of Training and Development on Economic Uplift; A Conceptual
Study”. http://dx.doi.org/10.2139/ssrn.3080750.
[2] Henry Ongori, Jennifer Chishamiso Nzonzo (2011) “Training and Development Practices in an Organization:
An Intervention to Enhance Organisational Effectiveness”. International Journal of Engineering and
Management Sciences, Vol-2(4).
[3] Iftikhar Ahmad and Siraj ud Din (2009) “Evaluating Training and Development”. Gomal Journal of Medical
Sciences July-December, Vol-7(2).
[4] Mohammed Raja Abulraheem Salah (2016) “The Impact of Training and Development on Employees
Performance and Productivity- A case Study of Jordanian Private Sector transportation companies located in
the Southern region of Jordan. A particular reference is made to the Govern ate of Maan”. International
Journal of Management Sciences and Business Research, July, Vol-5(7).
[5] Nille Nikita Suresh,PetarePurushottam, Joshi Mugdha Mukund (2015) “A Study of Training and Development
in Kulkarni Power Tools”. GE International Journal of Management Research, July, Vol-3(7).

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