A Study on the effectiveness of training and development on employee’s

performance at Namratha oil refineries pvt.ltd

BY

Bhoomika B.M
1EW20BA013

Submitted to

The HOD
Department of MBA & Research Centre
East West Institute of Technology, Bengaluru

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

Prof. C. Udayalakshmi Lohith
Assistant professor HR manager

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1. Introduction
Training and development are a part of an organization subsystem that focuses on improving
individual and group of employees. Training is the method of improving an employee’s skill,
knowledge, and abilities in order for them to perform a specific job. Employee’s development
refers to their overall development. It is a process by which managers executives develop
experience and competency in the current job as well as the ability to perform future tasks.

Training is important to establish specific skills, abilities and knowledge to an employee. for
an organizational growth and profit are also dependent on the training. But the training is not
a core of organizational development. it is function of the organizational development.
Training is different from education. Particularly formal education. The education is
concerned mainly with enhancement of knowledge, but the aims of training are increasing
knowledge while changing attitudes and competences in good manner. Basically the
education is formulated within the framework and to syllabus, but the training is not formed
in to the frame and as well as syllabus. It may differ from one employee to another, one group
to another, even the group in the same class. The reason for that can be mentioned as
difference of attitudes and skills from one person to another. Even the situation is that, after
good training programme, all different type skilled one group of employees can get in to
similar capacity, similarly skilled group. That is an advantage of the training of the trainings
2. Literature Review
Fatini hanim Mohamed taufek, mazlina Mustafa (2018): training and development, on the job
training design and delivery styles are four of the most important aspects in performance
studies. The focus of this study is to understand the effect of training and development , on
the job training, training design design and delivery style on employee performance. The
back bone of this study is the secondary data comprised of comprehensive litterateurs review.

Pallavi p kulkarni (2013): in this competitive world training place an important role in the
competent and challenging format of business. Training is the nerve that suffics the need of
fluent and smooth functioning of work which helps in enhancing the quality of work life of
employees and organizational development too. physical skills and is more concerned with
knowledge, values, attitudes and behaviour in addition to specific skills.

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Abeba mitiku asfaw, mesele damte argaw, lemessa bayissa(2015): the focus of this study was
to determine the impact of training and development on the employees performance and
effectiveness at district five administration office, addis ababa, Ethiopia. In this study we
employed cross sectional institutional based quantitative research method. training and
development had positively correlated and claimed statistically significant relationship with
employee performance and effectiveness.

Ananthalakshmi mahadevan et al.(2019): studied the impact of training methods on employee

performance in a direct selling organization in Malaysia. Researchers claimed that building a
skilful and knowledgeable workforce is one of the vital activities in an organization to ensure
a high level of competency with a proficient tem in order to sustain and grow in a dynamic
business environment. The objective behind this study was to examine the impact of on the
job and off the job training on employee performance.

Sumiya shafiq et al.(2017): discussed the effect of training and development on employee
performance in a private company, Malaysia. Researchers stated that the employees major
asset of the organization, they have a role to play towards an organizations success. So it is
mandatory to take care of their learning to increase employee performance. The objective was
to investigate the effect of o the job training and off the job training, job enrichment , and job
rotation on employee performance in private companies.
2. Research gap:
Training establish clear expectations in order to accurately evaluate performance and
therefore, accurately identify any training needs job expectations must be clearly established
and understood. There is lack of research related to manufacturing industry.
The previous researchers are research the measure the performance in this organization is to
helps to study of the measures of employee performance .the training needs are important on
solicit input in the organization the training of employee will help full for growth of the
organization. The study of this topic to know the support of career development.

3. Statement of the Problem:

A problem statement defines the gap between employees and trainers. With a problem
statement organization and individuals are able to describe what standing in their way and
come up with viable solution.

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We must reduce our turnaround time by 50% improve response time and follow through
significantly to improve communication and meet our targets.
Title: A study of effectiveness of training and development of employee performance at
namratha oil refinearies
4. Objectives of the study

 To understand the concept of training and development.

 To study the training and development programs in the organization

 To analyse the effect of training and development on employee performance.

 To suggest measures to improve the training and development program in the

organisation.

5. Scope of the study

In this project I have tried to present details about the training and development of employee
performance. This study provides importance of employee performance in training and
development. It is necessary for organization growth.
Exact position of performance of employees through their feedback. Development of the
employees through various training and development employee performance.
6 Data collection Method:
Primary data: The primary data was collected from the respondents by administering a structured
questionnaire and also through observation, interview and discussion with management team.
Secondary data: A part from primary data, the secondary data is being collected through text book,
records of academic reports, and internet is used for the study.
7. Limitations of the study:

 Due to the busy schedule of an organization i was unable to grasp the precious words
of employee performance

 Employees in the organization they are not responding properly.

 Less time period to study about the training and development of employee
performance.

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