A

PROJECT REPORT
ON

“EFFECTIVNESS OF TRAINING
PROGRAMME AT FAST TRACK
PACKERS PVT.LTD.”

SUBMITTED TO
SAVITRIBAI PHULE PUNE UNIVERSITY, PUNE
IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF THE DEGREE OF MASTER OF
BUSINESS ADMINISTRATION

SUBMITTED BY:
Mr. Katkar Sanket Laxman

UNDER THE GUIDANCE OF

Prof . Kalpana Sayankar

THROUGH
S. K. N. SINHGAD SCHOOL OF BUSINESS MANAGEMENT ,
AMBEGAON, PUNE.

2023-2024

i
 DECLARATION

I the undersigned honestly declare that, this project title

“Effectiveness of Training Programme” is a genuine & bonafide
project prepared by me & submitted to Director, S.K.N.S.S.B.M ,
AMBEGAON, PUNE., in partial fulfilment of Master Degree in
Business Administration. The project work is original & conclusions
drawn here in are based on thedata collected by myself.
To best of my knowledge, the matter presented in this project has
not been submitted for awards of any degree, diploma or membership
either to this or any other institute or to university.

Place: Ambegaon,Pune.

Date: / / Katkar Sanket Laxman

ii
 ACKNOWLEDGEMENT

It is a great honour and pleasure to express my heartfelt gratitude to

those who helped contributed to the preparation and completion of this
project.
I am grateful and greatly indebted to my honorable project guide
Mr. Yogesh Markad, Manager HR who’s guidance, invaluable, timely
suggestions and constant encouragement inspired me to complete this
project successfully.
I am thankful to Mr.Yogesh Markad (HR Manager) Divisional
Manager HR for suggestions and encouraging me and giving me an
opportunity to do the project in his esteemed organization.
Last but not the least I express sense of gratitude to
Director,Dr.Prachi Pargaonkar and my internal project guide
Prof.Kalpana Sayankar and whole staff of Institute for their kind help
and encouragement in all the phrases from time to time.

Katkar Sanket Laxman

(Human Resource)

iii
 INDEX
SR. NO TITLE PAGE NO

1 INTRODUCTION 1

2 INDUSTRY PROFILE 2

3 COMPANY PROFILE 3

4 OBJECTIVES 13

5 SCOPE AND LIMITATION 14

6 THEORETICAL BACKGROUND 15

RESEARCH METHODOLOGY
7 A.PRIMARY DATA 24
B. SECONDARY DATA

DATA ANALYSIS AND

8 29
INTERPRETATION
9 FINDINGS 39

10 CONCLUSION 40

11 RECOMMANDATIONS 41

QUESTIONNAIRE 42

BIBLIOGRAPHY 44

iv
 Chapter No 1
INTRODUCTION
Training effectiveness measures the impact of training on the
trainee’s knowledge, skills, performance, and the company’s ROI. The
trainings goals and objectives should be determined before training
occurs, allowing these to be clearly and accurately measured. For
example, the trainees productivity, sales numbers, and overall mood and
happiness might be measured before the training occurs, and then once
again after it has taken place. This demonstrates the quality and
effectiveness of the training provided and enables business to either
continue doing more of the same or pivot their approach.
Training Programs are an integral part of every successful
organization. They are an undertaking of the human resource department;
this unit ensure the efficacy of these programs in yielding beneficial
company outcomes. The paper provides an in-depth discussion of the
methods used to evaluate the effectiveness of these programs, strategies
to address programs deemed inefficient, and the training measurement
process. Furthermore, the writing delineates examples of effective and
ineffective measurements as well as recommendations to best measure
the appropriateness of training projects.

1
 Chapter No 2
INDUSTRY
PROFILE
TOBACCO IN INDIA
Tobacco is a principal cash crop of National importance. It has
been playing a prominent role in the development of Nation's Economy.
Although the cultivation of Tobacco is restricted to 0.3% of the total
cultivated area, it provides employment to large number of people on the
one hand. On the other hand, it makes significant contribution to National
Exchequer by way of excise revenue and foreign exchange earnings.
Tobacco being a labour intensive crop provides employment to more than
60 lakhs people who are engaged in the farming curing, re-drying,
packaging, grading, manufacturing distribution, export and retailing
activities. The bidi industry which provides employment to around 44.00
lakhs essentially unskilled rural folks mostly women is also arresting the
influx of rural labour to urban centers.
Even though the cultivation of Tobacco is spread all over the
country, the commercial cultivation of Tobacco is concentrated in States
like Andhra Pradesh, Karnataka, Gujarat, Maharashtra, Bihar,
Tamilnadu and West Bengal etc. Cigarette Tobacco is mostly cultivated
in Andhra and Karnataka, whereas bidi Tobacco is grown in Gujarat,
Karnataka and Maharashtra. Cigar and Cheroot Tobacco are also grown
in Tamilnadu, Andhra Pradesh and West Bengal and Chewing Tobacco
is grown in Tamilnadu, Gujarat, Bihar, West Bengal and U.P. Hookah
Tobacco is grown in UP, and West Bengal.

2
 Chapter No 3
COMPANY
PROFILE
Company Name: Fast
Track Packers Pvt. Ltd.
Address: At/post kasara
Dumala, Tal. Sangamner
Dist. Ahmednagar
Year of establishment:2002

The Fast Track Packers Pvt. Ltd. is the tobacco processing unit.
Today tobacco packed in packet, under brand name of ‘Gai Chhap Jarda’.
This brand growing and expanding over the years, it has become India’s
strongest brand of chewing tobacco.
The Fast Track Packers Pvt. Ltd. spectacular success isn’t just an
ordinary success story. Its unwavering commitment to customer
satisfaction as well as to sharing its knowledge and rewardswith
society has been the foundation of this phenomenal growth.
Presently the Fast Track Packers Pvt. Ltd involved in a wide range of
activities such as Labor welfare, Training and development,
entertainment, health, social work, farming.
The Fast Track Packers Pvt. Ltd. is proud to have played a decisive
role in this transformation. The Group is aiming big by harnessing the
wisdom of past generations, which has made it strong and flexible; with
the drive and innovative enthusiasm of the younger generation. The Fast
Track Packers Pvt. Ltd. is well on their way to becoming a giant in the
growing FMCG market.

3
 Vision
To improve the quality of rural life through professional, material &
Spiritual advancement of its folk.

Mission
Spreading plenty through transparent practices to customer with a wider
choice of products.

HISTORY
We all aware, the Gaichap brand is leader in the market. Due to
market pull and the purpose of customer Satisfaction Company gives
good quality product in customer’s hand. ‘Gai Chap Jarda’ is a brand
name of the Malpani Group, which is 50 years tradition. From 2002, Sachin
tobacco started work with D.J.Malpani. Only packing is done by the Sachin
tobacco. From 2007, Sachin tobacco started production with the name of
Fast Track Packers Pvt. Ltd. packing materials and loose tobacco given
by the M/S Malpani. From 2002 company always doing positive changes
and market scenario is going to increase and due to goodgrowth company
is started, From that days onwards this company is growing like a tree
and spreading its roots in all direction. Currently this company is having
four branches.
 Sangamner Packing Unit.
 Pathardi Packing Unit.
 Ambad Packing Unit.
 Tumkur Packing Unit

4
 Following fig. shows the summary of manpower (only sangamner unit):
Sr.No. Department Sangamner
Male Female Total
1 General 3 3
2 Labeling Section 65 65
3 Maintenance 32 32
4 Packing 17 101 118
5 Pouch Section 19 19
6 Packing Stores 7 7

7 Other Packing 11 9 20

Total 154 110 264

Previously company was doing totally manual or handmade work

therefore they are facing lot of problems. It affected loss of time, wastage
of man, material, and money. Lack of quality and work procedure is long.
Then company start Kaizen system and 5 S system. Day by day they done
lot of good changes production speed increases and quality norms and
customers satisfaction also achieved .Now they are doing maximum work
in minimum time and minimum labour through the auto filling machine.

PROCESS
 Pouch section:
In Pouch section day by day due Kaizen system company started
their production on pouch machine then they done good changes in that
machine and 3 colors to 6 color activity run on pouch machine same system
developed by section fitter .Now their Pouch productionefficiency is
increased 1200 pouch /mints.

5
Previous pouch making system

Previous pouch making system

Paper pasting Pouch

Paper cutting
& making Pouch drying dispatch to
and folding pouch packing

Fig-Previous Process

6
 HDPE Thread
START Bag filling process
puttha

Put upper side

lable, pastage both Stamping packers
Loose Tambhaku Number on bags
side make a puda

Tambhaku to Filling puda in bags

hopper through with upper &
magnet Wrapper paste END
lower side puttha

Lable & pouch

paste M/C process Sealing Stacking

Fig- Present Process

 Packing section:
After good changes and suggestion company divert his production
from Handmade to Delhi machine then again aggressive work it divert on
pouch filling machine and they achieve higher quantity of production
with minimum wastage.

7
ORGANIZATIONAL STRUCTURE
 DIRECTORS :
 Mr. Gholap Ramesh Ramdas.
 Mr. Kale Bhalchandra Prabhakar.
 Mr. Pallod Milind Laxminarayan.

8
 PRODUCT PROFILE

The golden leaf:

To ensure the supply of high quality products to its consumers, it
is critical that the raw material must also be of the highestquality.
The Fast Track Tackers Pvt. Ltd. therefore extends cultivation
and harvesting advice, transportation assistance and timely
payments to the farmers. This backward integration of business
has been the back bone of its success for over a century,forging a
mutually beneficial relationship between the farmers
and the Group.

1. Processed Tobacco:
Following are the products of Fast Track Packers Pvt. Ltd.

1. Folfermas:
2. Rawal:
3. Dust:
4. Stems:

9
2. BadshahaKhainee:
Khainee is the anather tobacco product of Fast Track Packers Pvt. Ltd. Sale under
brand name of Badshaha Khainee.

3.Rawal:
Is also one of the tobacco products.Tobacco in dust form used for Masher
super fine quality.

Available in different size and shapes.

10
4.Lime:

Head office/Registered Office: M/S D.J Malpani, Malpani Estate,

KasaraDumala, Tal Sangamner,
Dist.Ahemednagar- 422605.

11
 ORGANIZATIONAL CHART

Directors

Quality Account HR Maintenance Production Purchase Excise &

Dispatch
Control

Store

HR Administration
Raw Finished
Product Product

Production Packing Pouch

12
 Chapter No 4
OBJECTIVES
 To understand the training program.
 To analyze the effectiveness of training program at Fast Track
Packers Pvt. Ltd.
 To know the opinion of the employees about the training program.
 To judge the overall rating of the training program.
 To Record employees feedback regarding training program.

13
 Chapter No 5
SCOPE AND
 SCOPE LIMITATIONS

The scope of my project was to evaluate whether the amount of the

effort
Used in the effectiveness of training programmed are materializing
into Comparable output it will help the organization to understand the
loopholes.
In the training.
Programmed & improve it to perfection. It also helps the
organization to
Understand to need of the employees & gives them a chance to
maintain
A good relationship with employees.

 LIMITATIONAS
 Assurance of confidentiality was often sought by employees before
they gave any information.
 When we communicated with the employees sometimes language
problem took place.
 Company does not provide confidential data, as they fear there
important information will be disclosed.
 Time span for the project is too short.

14
 Chapter No 6
THEORETICAL BACKGROUND
DEFINATIONS:-
1. "The act of increasing the skills of an employee for doing a
particular job".
-Edwin Flippo.
2. "The process of teaching new employees the basic skills they need
to perform their jobs".
3. Training is a short term process utilizing a systematic &
organized procedure by which non-managerial personnel to learn
technical knowledge and skill.
-Staineez
Importance of training :-
How training is important to the organization:
 Leads to improved profitability & more positive attitudes
towards profits orientation.
 Improves the morale of the workforce.
 Helps people identify with organization goals.
 Helps create a better corporate image.
 Creates an appropriate climate for growth communication.

15
HOW TRAINING BENEFITS ORGANISATION:-
a) Benefits to the Individual, which in turn ultimately should benefit
the organization:
 Employee motivation.
 Increased efficiencies in process resulting financial gain.
 Increased capacity to adopt new technologies and methods.
 Reduced employee turnover.
 Increases job satisfaction & recognition.
 Helps the Individual in making better decision & effective
problem solving.
 Increased innovation in strategies and products

b) Important in personnel & human Relations, Intra & Inter group

relations & policy implementation:
 Improves moral.
 Provides a good climate for learning, growth & co-ordination.
 Improves interpersonal skills.
 Makes the organization a better place to work & live .
 Improves communication between groups & individuals.

16
NEED OF TRAINING:-
1. To increase productivity:
"Instruction can help employees increase their level of
performance on their present assignment. Increased human performance
often directly leads to increased operational productivity and increased
company profit”. Again "increased performance and productivity ,
because of training, are most evident on the part of new employees who
are not yet fully aware of the most efficient and effective ways of
performing their jobs."
2. To improve quality:
"Better informed workers are less likely to make operational
mistakes. Quality increases may be in relationship to a company product
or in reference to the intangible organizational employment atmosphere."
3. To improve organizational climate:
"An endless chain of positive reactions results from a well-planned
training programme. Production and product quality may improve;
financial incentives may then be increased, internal promotions become
stressed, less supervisory pressure ensures and base pay rate increases
result. Increased morale may be due to many factors, but one of the most
important of these is the current status of organizations educational
Endeavour."
4. To improve health and safety:
"Proper training can help prevent industrial accidents. A safer work
environment leads to more stable mental attitudes on the part of employees.
Managerial mental state would also improve if supervisors know that they
can better themselves through company -designed development
programmes."
5. Obsolesce prevention:
`"Training and development programmes foster the initiative and

17
creativity of employees and help to prevent manpower obsolesce, which
may be due to age, temperament or motivation, or the inability of the
person to adapt him to technological changes."
6. To help company to fulfill its personnel needs:
"Organizations that have a good internal education programme will
have to make less drastic manpower changes and adjustments in the event
of sudden personnel alterations. When the need arises, organizational
vacancies can more easily be staffed from internal sources if a company
initiates and maintains an adequate instructional programme for both its
non-supervisory and managerial employees.”
7. Personal growth:
"Employees on a personal basis gain individually from their
exposure to educational experiences." Again "Management development
programmes seem to give participants a wider awareness, an enlarged skill,
and enlightened altruistic philosophy, and make enhanced personal
growth possible."

PRINCIPLES OF TRAINING:-
 The training material should be made as meaningful as possible,
because if the trainee understands the general principles underlying
what is been taught, he will probably understand it better than if he were
just asked to memorize a series isolated steps.
 They should be provided with feedback on the progress he is making
in utilizing the training he has received.
 Training that requests the trainee to make changes in his values,
attitude, and social beliefs, usually achieves better results if the trainee
is encouraged to participate, discuss, and discover new, desirable
behavior norms.

18
 The development of new behavior norms and skills is facilitated
through practice and repetition. Skills that are practiced often arebetter
learned and less easily forgotten.
 The training programmes should be planned in a logical manner sothat
each succeeding step builds upon the previous one- the probabilityof
success increases because the trainee encounters the steps in sequence.
The best course for changing behavior is to bring about the transition
through a progression of small, orderly steps.
 The basic principle of training design consists of :
a. Identifying the components of tasks of final desired performance;
b. Assuring that each component is fully achieved; and
c. Arranging the total learning situation in sequence.

TRANINING NEED IDENTIFICATION:-

Identification of training needs is the first element and a critical
one in the training activity. Success of the training function depends greatly
on the correct identification of need.

19
 IDENTIFICATION OF TRAINING NEEDS

DEVELOP TRAINING OBJECTIVES

MEASURE DESIGN TRA CURRICU

INING LUM

TRAIN NG RESULTS

CONDUCT
DESIGN / SELECT
TRAINING PROGRAM
TRAINING P OGRAM

DESIGN TRAINING

EVALUATION
METHODOLOGY

TRAINING AS A PART OF BUSINESS:-

A useful approach for understanding the training process is to
consider it as a system whose boundaries interact with the rest of the
business trainings needs are identified training is provided to provide the
needs, the output is compared to the requirements and any necessary
changes are made to the system to obtain the desire output. While this
approach helps one understand how Training operates it does pit training
at the center of the universe. The effect of this training centered approach
is that the business will see trainee either as a panacea for all problems or
as having no direct relevance to the business. Neither of these will help
one manage the training effectively.
A better approach is to extend the boundaries of the system so that
the training becomes an integral part of business.

20
 Companies which have made this degree of progress have taken the
first step towards being learning organization. A learning organization is
one which facilitates the learning of all members and continuously
transforms itself to achieve superior competitive performance. The figure
below show a system is displaying “single loop learning”.
The output of the system is compared to a set of standards and the
adjustments are made to counterbalance any deviation from the standards.

Assessment Business Training Action

Strategy

The concept of learning organization does not replace training’s we

see in the figure below training is a vital concept of learning. It is
important not to overlook this fact.
METHODS OF TRAINING:-
There are mainly two types of methods of training
1. ON -THE JOB
2. OFF -THE JOB

1. ON THE JOB METHODS:

On -the job training as the name suggest is imparted on the job and
at the work place where the employee is expected to perform his duties .It
enables the worker to get training under same environment and with same
materials, machines and equipments that he will be using ultimately after
completing the training. This is the most effective method of training the
operative personnel and generally used in most of the industrial
undertakings.
A) Training by supervisor:
Supervisor in charge is responsible for the training of the operative
staff under this system. The supervisor supervises and instructs the

21
employee while on work. Sometimes, he even demonstrates the system of
working to the employee. This enables the supervisor and the employee
to understand each other better.
B) Position rotation:
Under this method, the employee is periodically rotated from one
job to another instead of sticking to one job just to acquire the general
background and knowledge of the functioning of the job. Its major
objective is to broaden the background of the trainee in various positions
of the job.
C) Apprenticeship Training:
This is a process by which people become skilled workers, usually
through a combination of formal learning and long -term on -the-job
training. The apprentices get stipend during the training period and are
generally offered jobs after completion of training by the employees.
D) Coaching or understudy approach:
Here the trainee works directly with a senior manager or the person
he or she is to replace; the latter is responsible for the trainees coaching.
Normally, the understudy relives the executive of certain responsibilities,
giving the trainee a chance to learn the job.

2. OFF-THE JOB METHODS:

The OFF-THE-JOB TRAINING
A) Case-study method:
A development method in which the manager is presented with a
written description of an organization problem to diagnose and solve. In a
case study, a practical problem faced by an organization is discussed in a
large group, possibly to find an optimum solution. The trainee studies the
problem and finds the solution .The supervisor reviews the solutions and
discusses it with the trainee.

22
B) Role play:
The aim of Role play is to create realistic situation and then have
the trainees assume the parts (or roles) of specific person in that
situation.This helps to develop trainee’s skills in areas like leadership a
delegating.
C) Management games:
A development technique in which teams of managers compete by
making computerized decisions regarding realistic but simulated
situations. They help trainees to develop their problem solving skills, as
well as to focus attention on planning rather than just putting out fires.
D) Lectures:
Lectures are arranged by the organization and delivered by the
lecturer presumed to be a master of subject at hand.

23
 Chapter No 7
RESEARCH
METHODOLOGY
INTRODUCTION:-
Research concerns itself with obtaining information through
empirical observation that can be used to systematically develop logically
related so as to attempt to establish causal relationship among variables:
Research discovers answers to problems through application of scientific
method to the knowable universe.
Research is essentially a systematic enquiry seeking facts through
objective verifiable, methods in order to discover relationship among them
and to deduce from them broad principles or laws.

DEFINITION:-
"A careful critical enquiry or examination in seeking facts or
principles; diligent investigation in order to ascertain something".

Webster’s
"The process which includes defining and re-defining problems,
formulating hypothesis or suggesting solutions; collecting, organizing and
evaluating data; making deductions and reaching conclusions and at last
carefully testing the conclusions to determine whether they fit the
formulating hypothesis".
-John W. Best.

RESEACH DESIGN:-
A research design is logical and systematic plan prepared for
directing a research study. It specifies the objectives of the study, the

24
methodology, and the techniques to be applied for achieving the

25
objectives.
TYPE OF RESEARCH DESIGN USED-
Different types of research designs are generally used but here
basically descriptive and diagnostic type of research design is used.
Descriptive vs. analytical research
Diagnostic research

SAMPLING UNIT
Fast Track Packers Pvt.Ltd.
Malpani Estate, Akole Road Sangamner – 422605, Dist – Ahmednagar,
(M.S.) India

PROCESS OF SAMPLING
Quite often researcher selects only a Staff employees from the
company for our study processes. The items so selected constitute what is
technically called sample. Probability samples are those on the simple
random sampling. Systematic sampling, and stratified sampling etc.
whereas non probability samples are those based on convenience sampling,
judgment sampling and quota sampling techniques. The sampling
technique that I used is “SIMPLE RANDOM SAMPLING”.
POPULATION:-265
SAMPLE SIZE:- 56 Employees

Data-
Data are the basic inputs to any decision making process in a
business.
Data can be classified into Primary data and secondary data.
A) Primary Data
Primary data is collected fresh and for the first time. It can be

26
defined as, "the data a researcher collects to address the specific problem
at hand-the research questions."
Primary resources means original works of research or raw data
without interpretation that present an official position or views. Primary
sources includes memos, letters, interviews, laws and regulations,
economic and labour data, court decisions and government data including
census etc.

Methods of primary data collection:-

1. Observation method:-
It means acquiring knowledge through the use of sense organs. It is
not merely seeing but related to watching minutely, closely,
systematically and purposefully the things, activities or situations.
2. Interview method:-
Interview is a powerful method of data collection. it is
verbalmethod of obtaining data. The information is collected by
communicatingwith the respondents. This is the most direct means of
conducting inquiry in to any research problem. An interview is to official
for organization structures.
3. Questionnaire:-
This method is most frequently use by researchers. In this
method formulating the questions relating personal opinions,
suggestions, ideas, personal references, social attitudes, & feelings.

B) Secondary Data:-
It is second hand in nature and already available in various reports,
diaries, letters periodicals etc. It is been previously used for any research
is now in use for second time

27
Characteristics of secondary data:-
 It involves less cost, time and money also efforts.
 Data may be outdated.
 Reliability, adequacy and suitability of data are the main issue.
 It may be incorrect/inaccurate.

Methods of secondary data collection:-

1) Research records
2) Journals, Newspapers & Magazines.
3) Internet.
4) Reports, Broachers.

28
The Research process goes as:-
Setting of Objective

↓
Setting the area under
study

Defining the sample size

↓
Designing the method of
data collection

Data collection

Interpretation and analysis

of data

Conclusion

29
 Chapter No 8
DATA ANALYSIS AND INTERPRETATION
1) Which Type Of Training Has Given You?
Option Type No. of employees %

1) Behavioral 47 81%
2) Technical 09 19%
TOTAL 56 100%

Graph No.1

19%

Behavioural
technical

81%

Interpretation: -
It is observed that 81% employees took behavioral type of training
It is observed that 19% employees took technical type of training.

30
2) Frequency and Training program arranged at Fast track
packers pvt.ltd.?

Option Type No. of employees %

1) 1 Month 25 44%
2) 2 Month 15 27%
3) 3 Month 10 18%
4) 4 Month 6 11%
TOTAL 56 100%

Graph No.2

11%

18% Month
44% Month Month
Month

27%

Interpretation: -
It Observed that 44% employee are saying training program should
arranged in 1 month.
It Observed that 27% employee are saying training program should
arranged in 2 month.
It Observed that 18% employee are saying training program should
arranged in 3 month.
It Observed that 11% employee are saying training program should
arranged in 4 month

31
3) Your efficiency increased after attending training programme?

Option Type No. of employees %

1) Totally agree 35 52%

2) Agree 15 30%
3) Neutral 6 18%
4) Disagree 0 0%
5) Totally Disagree 0 0%
TOTAL 56 100%

Graph No.3

40
35 35
30
25
20
15

15
No. of employees

10 6

52% 30% 18% 0 0% 0 0%

Totally agree Agree Neutral Disagree Totally

Disagree
1) 2) 3) 4) 5)

Interpretation -
It is Observed that 52% employee are totally agree to increase their
efficiency after attending training program.
It is Observed that 30% employee are agree to increase their efficiency
after attending training program.
It is Observed that 18% employee are Neutral to increase their
efficiency after attending training program

32
4) Which Type Of Training Programme Do You Attend?

Option Type No. of employees %

1) ON THE JOB 41 73%

2) OFF THE JOB 15 27%
TOTAL 56 100%

Graph No.4

27

A) ON THE JOB
73 B) OFF THE JOB

Interpretation:-
73 % of the employees undergo on-the job training.
27 % of the employees undergo off-the job training.

33
5) Do You Find Any Change In Your Efficiency After Attending
The Training Programme?

Option Type No. of employees %

1) YES 52 93%
2) NO 04 07%
TOTAL 56 100%

Graph No-5

93
100

50

YES
A) NO
B)

Interpretation:
It is observed that 93% employees observed change in efficiency after
attending training programme.
It is observed that 7% employees do not observed change in efficiency
after attending training programme.

34
6) How Helpful Were the Trainer Material to you?
Option Type No. Of %
employees
1) EXCELLENT 06 09%
2) VERY GOOD 08 14%
3) GOOD 35 64%
4) FAIR 07 13%
TOTAL 56 100%

Graph No- 6

13% 9%

14%
Excellent
Very good
Good
Fair

64%

Interpretation: -
It is observed 9% employees said Trainer material was Excellent.
It is observed 14% employees said Trainer material was very
good. It is observed 64% employees said Trainer material was
good.
It is observed 13% employees said Trainer material was fair.

35
7) To What Extent Have You Learned On This Course?
Option Type No. Of employees %

A) A LOT 29 51%
B) MEDIUM 27 49%
C) MODERATE 00 00%
TOTAL 56 100%

Graph No-7

51
60 49

50

40

30

20

10

A LOT MEDIUM NOTHING

A) B) C)

Interpretation: -
It is observed 51% employees learned a Lot on this course.
It is observed 49% employees learned a medium on this course.

36
8) Do You Have Interest in Any Other Type Of Training?

Option Type No. of employees %

1) YES 52 93%
2) NO 04 07%
TOTAL 56 100%

Graph No- 8

93
100
90
80
70
60
50
40
30
20
10 7
0

YESNO
A) B)

Interpretation: -
It is observed 93% employees interested in other Training Programme.
It is observed 7% employees not interested in other Training
Programme.

37
9) How Did You Feel About the duration of training Programme?

Option Type No. Of employees %

A) TOO SHORT 06 11%

B) JUST RIGHT 47 84%
C) TOO LONG 03 05%
TOTAL 56 100%

Graph No-9

84
90
80
70
60
50
40
30
20
10

11

0 0.5 1 1.5 2 2.5 3 3.5

Interpretation:-
11% of employees feel that the duration of the programme is too short.
84% of employees feel that the duration of the programme is just
right. 5% of employees feel that the duration of the programme is too
long.

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10) What Is Your Overall Rating Of This Training Programme?
Option Type No. of employees %

1) YES 51 93%
2) NO 05 07%
TOTAL 56 100%

Graph No.10

93
100
90
80
70
60
50
40
30
20
10

YES
1) NO
2)

Interpretation:-
It is observed 93% employees are Satisfied with Overall Training
Programme.
It is observed 7% employees are not satisfied with Overall Training
Programme.

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 Chapter No 9
FINDINGS
1. It is found that 81% employees took behavioral type and training.
2. It is found 44 % of the employees are saying training program
should arrange in 1 month.
3. It is found 52% employees is totally agree to increase their
efficiency after attending the training program.
4. It is found 73% of the employees undergo on-the job training.
5. It is found 93% observe change in efficiency after attending
training program.
6. It is found 64% employees said Trainer was good.
7. It is found 51% employees learned a Lot in this programme.
8. It is found 93% employees interested other Training Programmed.
9. It is found 84% of employees are satisfied with the duration of
training program.
10.It is observed 93% employees Satisfied about Overall Training
Programmed.

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 Chapter No 10
CONCLUSION
To conclude, researcher can say that Fast Track Packers Pvt.Ltd.
provides effectiveness of training program to the employees and due to the
same the efficiency of employees is escalating. The study was crucial
because the facts which were collected from employees shall provide the
essential data to the organization for organizing different training
programs. The approach of company towards their workers is very good.
They focus on their psychological need which leads to winning trust of
employees.
It was also important to study the efficiency of employees and their
concentration on different training programs which is major part of
company’s growth and progress. This study will help company in
developing new strategies for increasing efficiency of employees.

41
 Chapter No 11
RECOMMENDATIONS
 Workers are highly satisfied with the training programme provided
by organization so there is no need of suggestion.
 From the Survey we suggest to company written material should be
provided to the employees in training programs

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 QUESTIONNAIRE FOR EMPLOYEES
PERSONAL INFORMATION-
A) Name
B) Designation
C) Department
D) Gender
1. Which type of training has given you?

A) Behavioral

B) Technical
2. Which Type Of Training Programme Do You Attened?

A) ON THE JOB

B) OFF THE JOB

3. Do You Find Any Change In Your Efficiency After Attending The
Training Programme?

A) YES

B) NO
4. How many Training had given you?

A) One

B) Two

C) Three

D) Four

E) Five
5. How helpful were the trainer material to you?

A) Excellent

B) Very Good

C) Good

D) Fair

43
6. To what extent have you learned on this course?

A) A Lot

B) Medium

C) Moderate
7. What is general impression about the programme as whole?

A) Excellent

B) Very Good

C) Good

D) Fair
8. Do you have interested any other type of training?

A) Yes

B) No
9. Which major benefit did you received from training program me?

A) Self Improvement

B) Generation of new ideas

C) Reduce time

D) Increase in knowledge
10. How did you feel about the duration of the training programme?

A) Too short

B) Just right

C) Too long
11. What is your overall rating of this training programme?

A) Excellent

B) Poor
12. Any suggestion

44
 BIBLIOGRAPHY
WEBSITE:-

 www.malpani.com

 www.google.com

BOOKS:-
1) Personnel Management Text and Cases: C.B Mamoria
and S.V.Gankar.
2) Human Resource Management (11th edition): Gary Dessler.
3) Research Methodology, methods and techniques (2nd
edition): C.M.Kothari

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