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Training is an organized activity for increasing the knowledge & skills of people for a definite purpose. It involves Systematic procedures for transferring technical know- how To the employees so as to increase there knowledge & skills. For doing Specific job with Proficiency. In other words the trainee acquire technical knowledge, skills& problem Solving ability by undergoing the training program’s training & development very important Co. likes INCAP. Our main motive is to study the followings, • • • To study training and development in INCAP To know about attitude of employees, how training is contributed. To identify changes needed
Based on above objective particular research, design is used primary data & secondary data. Primary data was collected through personal interview& well structured questioners. Secondary data was collected through company records, training records, reports, business journals & internet. The project entitling study of T & D at INCAP s per the title based on the data analyzes & interpretation presented with graphical major findings. • Most of the employee feel that facilities provided during the training period was average. • Majority of employees prefer to have on the job training programs in the company. • The study shows Co. has adapted effective methods measures to check the efficiency of the training program conducted. The major suggestions betterment of company are:• Co should conduct training programs half yearly which are more similar to the working environment. • To provide adequate facilities. The above step implemented in organization. Every organization needs to have level trained any experienced people to perform the activities to be done. To become successful .in the global market holistic approach towards training & development is required.
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A Study on Training and Development Activities.
CHAPTER - 1 A) GENERAL INTRODUCTION The principal resource of the organization is the human resource. Human resource is the most important of all the resources. Human essence consists of workers, supervisors, managers and specialists like R&D engineers, system analyst, accountants and efficiency experts etc.We are living in the open society; globalization is the order of the day. The objectives of the consumer firms has changed over from earlier concepts like profit maximization to attaining and sustaining competitive and knowledge based skills and knowledge are gained by human beings. Competitive advantage is therefore dependent on the knowledge and skill possessed by the organization. Technology is fast advancing. Against this background continuous improvement of technology of management techniques are very important factors for success in competition. Trained managers are vital to the economic development of the country. The business of executive management has been one of the most crucial essential and at the same time one of the most difficult elements in providing continuity and efficient management. Employees must be scientifically and systematically trained if they are to do their job well. Systematic training is essential if training is to reach satisfactory level of job performance. A trained employee feels that he is the master of his job; being the master of himself he has self-confidence and has feeling of security. Need for training: Specifically, the need for training arises due to following reasons. To match the employee specifications with the job requirements and organizational needs. Management finds deviations between employees’ present specification and the job requirements and organizational needs. Training is needed to
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fill these gaps by developing and moulding the employees’ skill, knowledge, attitude, behavior etc, to the tune of job requirements and organizational needs. This creates the complex problems of combination and integration of activities adaptable for and adaptable to the expanding and diversifying situations. The situation calls for training in the skills of co-ordination integration and adaptability to the requirements of growth, diversification and expansion.
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Taiwan. India’s electronics industry is nascent by global standards. high volume production. microwave ovens. Consumer electronics Consumer electronics consists of products that are directly consumed by end users. and is quite competitive.A Study on Training and Development Activities.Strategic electronics. etc. India has a relatively small electronics market. VCD/MP3 players. automation systems. Communication and Broadcasting equipment and Electronic components. such as televisions. From an estimated size US$ 950 billion in 2005. with presence of several global players in India. Industrial electronics. INCAP B) INDUSTRY PROFILE Market Overview The global electronics industry is growing rapidly. Singapore and South Korea.8 per cent share and has benefited from a large and expanding market. The industrial electronics and computer sector each has a share he total size of the industry in 2004-05 was US$11 billion. highly automated manufacturing to give consistent quality at low cost. The industry is characterized by rapid innovation and speed to market. test and measuring (T&M) instruments and medical instruments. Industrial Electronics The Industrial electronics segment includes products that are used by other Industries. The consumer electronics sector dominates the industry with 33. HMSIT TUMKUR Page No 4 . continuous improvement in capabilities for reducing costs and profit accrual through volumes. India’s Electronics sector has six key segments The Indian electronic industry is divided into six segments: Consumer electronics.Computers. Despite a population of over one billion. The market is dominated by Asian countries such as China. short product lifecycle. This segment has a large manufacturing base. such as process control instrumentation. It is ranked twenty-sixth worldwide in terms of sales and twenty-ninth in terms of production. it is estimated to grow to nearly US$ 2100 billion by 2010.
networking products and add-on cards. capacitors (plastic film. disaster management and GPS based Vehicle tracking systems. troposcatter equipment. INCAP Computers This segment includes personal computers. satellite communication terminals. loudspeakers and hard and soft ferrites. modems. digitizers. data processing equipment and peripherals such as monitors. supercomputers.A Study on Training and Development Activities. diodes and transistors. two-way radio communication equipment. Competitive Advantages HMSIT TUMKUR Page No 5 . relays. The segment has a number of manufacturing units both in the public and private sectors. defense and information technology sectors. Navigation and surveillance.hybrid microcircuits. SMPS. TAX and MAX). Strategic Electronics The strategic electronics segment covers satellite based communications. disk drives. electrolytic. connectors. ICs. magnetic heads. keyboards. crystals. etc. DC micro motors and tape deck mechanism. plotters. switches. PCBs. The components in production in India at present include TV picture tubes (black & white and color). RAX. power devices. underwater electronics and infrared based detection. workstations. transmission equipment such asHF/VHF/Microwave trans-receivers. Electronics Components The electronics components segment caters to the requirements of consumer electronics. servers. optical fibre communication equipment. telecom. monitor tubes. resistors. Communication and Broadcasting Equipment The communication and broadcasting equipment segment includes digital exchanges (EPABX. tantalum. ceramic). The consumer electronic sector in general and the color television (CTV) industry in particular is the growth engine for electronic components. printers.
nearly 200 million more people will join the nation’s productive age bracket representing a quantum growth in the consumption class. This implies that India will have a large pool of productive manpower well into the future. capability in terms of the right skills and low costs.000 other graduates each year. Labor cost as a HMSIT TUMKUR Page No 6 . The Indian Institute of Technology (IITs) and The Indian Institute of Management (IIMs) produce graduates and post graduates with best-in-class skills and capabilities in technical and management fields.000 engineers. Labor costs in India are extremely competitive when compared to other developing countries India’s cost of skilled labor is among the lowest in the world.100. there are several advantages that India offers that can be effectively leveraged to achieve higher growth. These can be categorized under four heads: • Manpower • Market Demand • Supporting institutions and • Policy and Regulatory Support These areas are further discussed below Availability of skilled human resources in India at competitive cost is a key advantage for the electronics sector India’s human resources advantage derives from three key features – Availability in terms of numbers. 3. India has the potential to ensure adequate availability of manpower to support the electronics industry well into the future India’s population is predominantly young – in 2001. nearly 54 per cent of the population was less than 25 years of age. 200.A Study on Training and Development Activities. India’s capabilities in IT and engineering make it an attractive location for sourcing engineering services such as R&D and design.000 non-engineering Postgraduates and 2.00. average labor rate per employee in the electronics sector is about $3. For example. India’s manpower is trained and has a good mix of capabilities India produces over 500 PhDs. by 2013. INCAP While the Electronics sector in India is currently small.000 per year.
Sri Srinivasan implemented an extensive modernization programme for all the automobile repair shops of the TVS groups. Sri Srinivasan foresaw the potential that existed in the manufacturing of computer hardware’s which was instrumental in TVS decision to enter the hardware industry. Later. besides being price sensitive sector is also highly import sensitive. business administration and marketing. the TVS Madurai service station was considered largest service station in India. he was deputed to a General Motors Corporation. thanks his acumen.Sundaram Iyangar. at Madurai in Tamil Nadu. USA. He also modernized the group’s tyre re-treading facility.A Study on Training and Development Activities. T. Total sales are less profitable than institutional sales. Incap earlier known as TVS is Electronics before the acquisition was a subsidiary of Sundaram Clayton and forms part of TVS group of companies. INCAP percentage of value added is only 21 per cent in India as compared to 23 per cent in China and 30 per cent in Taiwan. Grilling. which today. Lucas.V.V. Downdre of UK and Abex HMSIT TUMKUR Page No 7 . where for four years he underwent extensive training in the areas of service. Founder of TVS-E Sri Srinivasan is youngest son of Sri T. The computer hardware is a very low margin industry within the hardware sector. Soon after his education. negotiated with international organizations like Dunlop. Taking advantage of this many MNCs have set up manufacturing bases in India for domestic consumption as well as export C) Company Profile Past Incap Electronics Manufacturing Services Ltd earlier known as TVS Electronics ltd was conceptualized for redefining excellence through revolutionary concepts in the field of electronics and computer hardware industry. has grown to become the largest tire retarding network in India. During the period. Sri Srinivasan along with his brother. On his return to India from the United States in the year 1915. Clayton. founder of TVS group of companies. he joined his father’s growing business.Srinivasan was born on October 28th 1922. In the later 50’s. As he had an innate affinity for automobile engineering as well as enthusiasm in electronics industry he proved to be a real asset.
a subsidiary of Incap Corporation. The manufacturing activities started in the year 1987 and the product range includes dot matrix printers.000 square meters is located in Tumkur within an easy reach from Bangalore. the most significant being Reliance. The contract-manufacturing unit of TVS Electronics in Tumkur and the related design services in Bangalore were transfer over to Incap Contract Manufacturing Services Pvt. 6. (TVS-E) India.A Study on Training and Development Activities. Later Sundaram Clayton limited [SCL] promoted TVS-E limited in the year 1986 with an investment of 30 cores at Pandithnahalli. The contract-manufacturing unit with a floor space of approx. keyboard switch mode power supply. with effect from 1 June 2007. INCAP Corporation of the USA. PRESENT TVSE Electronics Sells Contract Manufacturing Unit to INCAP Incap Contract Manufacturing Services Pvt. The result was TVS group of companies Wheels India. distribution and logistics services and maintenance. and among others power supplies and medical electronics are manufactured here. TVS-E proved to be the country’s number 1 computer peripheral manufacturer. near Tumkur in Karnataka. UPS systems.. Finland. Ltd. Ltd. and TVS Electronics Limited. victron energy and others. signed an agreement regarding acquisition of TVS-E contract manufacturing unit in line with the Letter of Intent the companies signed in February 2007. In addition to the TVS Electronics CMS business the contract also covers the estate and the factory building in Tumkur along with all the equipment and inventories. HMSIT TUMKUR Page No 8 . The unit manufacturing focus is in product entities. LucasTVS Brakes India Sundaram Clayton and Sundaram Abex. There are 220 people working in the unit and its services include electronics manufacturing and product integration as well as materials purchasing. The CMS business has customers who are equipment manufacturers based in Europe and India.
and Teknoinvest. Today. In 2000 Incap took a strategic decision to spin off the furniture business from the group. Incap listed on the first list of Helsinki exchanges in spring 1997. Lakespo oy. In 1999 and 2000 Incap Electronics Oy acquired a part of ABB’s sheet metal component manufacturing business as its component manufacturing operations for synchronous machines [presently the Vassa factory]. Incap Electronics Oy was merged into its parent company Incap corporation at the end of 2001. The objective was realized in March 2002 when the division was sold to operating management and group of investors. the subsidiary Ultra Print delivers flexible PCB’s and chemically milled products for RFID applications. which can further develop the operations with the help of larger customer base. Further. The companies had investment in firms operating in a number of sectors.A Study on Training and Development Activities. The group has two manufacturing units for electronics and two for sheet metal mechanics with box built products made in all units. INCAP Incap contract manufacturing services private limited. in 2000. The subsidiaries Electro Step Oy [presently the Vuokatti factory] and Tilux oy [presently the Helsinki factory] were merged into Incap Oy in 1996. A subsidiary was started up in Kuressaare. which manufactured machined and high precision plated RF components for wireless telecommunications networks. Keraspo oy. In April 2002 Incap combined with JMC TOOLS OY. In spring 2005 the operations of aluminium matching and plating were sold to MARICAP group. Incap in brief • More than 30 years of experience in electronics Manufacturing services (EMS) HMSIT TUMKUR Page No 9 . Incap is intensively developing its services in electronics and machines. Incap was formed in 1992 through the merger of 3 developed companies. Estonia. After Incap was founded they were recognized such as manufacturer Incap electronics Oyo and the furniture contract manufacturer Incap Furniture group.
INCAP • • • • • • • • • • Revenue EUR 89 million (2006) Personnel approx. large companies focus Remarkable price competition continues Customers call for continuous cost reduction Low-cost areas are utilised more actively Role of design services still increasing Customers assume pro-activeness from their partners Trends in electronics manufacturing services (EMS) Comprehensive services • • • • • • • • • Design services Prototype manufacturing Sheet-metal mechanics Electronics manufacturing Final assembly and product integration Testing Logistics services After-sales services All Incap units have – – – • Quality system ISO9001:2000 Environmental system ISO14001:2004 Medical system 13484:2003 in Kuressaare Present certificates by Lloyd’s are in effect up to the end of 2007 HMSIT TUMKUR Page No 10 . 540 Listed on Helsinki Exchanges since 1997 Electronics manufacturing is a growing market Market is polarising – small companies merge.A Study on Training and Development Activities.
DFMA Design for testing. DFT Component engineering services Product integration Maintenance Shared responsibility for design Frees up our customer’s resources Reduces time-to-market Calls for savings in manufacturing costs HMSIT TUMKUR Page No 11 .A Study on Training and Development Activities. Incap aims at the best service ability in this segment Design services • • • • • • • • • Product development Design for manufacture and assembly. medium-sized and small production series. INCAP Focus on high mix – low volume • Flexibility and quick response for – – • technically demanding products.
INCAP Testing High-level testing technologies • • • • • AOI X-RAY Flying Probe boundary scan ICT Proper testing • • • • Reduces customers’ commercial risk Shortens production and planning times Decreases error tweaking Lowers support overheads Logistics services • Open and systematic flow of information throughout the delivery – – • • • • • • Extranet EDI chain Selection of materials and suppliers Purchase of components and materials Selection of ideal manufacturing location Coordination in the supply chain Forwarding Transportation After-sales services Our services cover the entire product life cycle: • Ramp-down of products HMSIT TUMKUR Page No 12 .A Study on Training and Development Activities.
A Study on Training and Development Activities. INCAP • • • Maintenance services Repairs Testing and fault detection HMSIT TUMKUR Page No 13 .
PRODUCT PROFILE IS NOT SATISFACTORY. with a string of winning features.. 1. Key Boards: World class quality @ your finger tips Incap manufactures a range of state of the art keyboards. HMSIT TUMKUR Page No 14 . INCAP D. INPUT... Bengali. Telugu) Long life key switches 50 mm strokes/switch High reliability of > 200000 hrs of MTBF.PRODUCT PROFILE: Product is an organized activity in a manufacturing organization like wise production is the basic activity of Incap the production activity is nothing but the step-by-step conversion of raw materials into finished goods either chemically or mechanically. Compatibility with IBM PC-XT/AT & PS/2.A Study on Training and Development Activities. International quality standards with VL and FCC-B approvals Multi. Kannada.lingual key boards (Tamil.. Compatibility with Internet and multimedia. Hindi. Sculptured key caps for low fatigue. UPS (Un-interruptible Power Supply): State UPS Lit UPS-Off Line On Line UPS Line Interactive UPS Wide Input Voltage Range. 2 years warranty.
INCAP mains Input voltage.6 (o.5V 275V. HMSIT TUMKUR Page No 15 .A Study on Training and Development Activities. Life UPS Off line (Obsolete at present) On-line UPS Line interactive UPS (Improved and advanced mode of life UPS) Incap has employed engineers in research department.2000. 10. 12. input frequency nominal 220v/230v/240v/ windows for operations. various ranges of UPS being manufactured at Incap fall as under. General: Dimensions (h x w x d) in mm weight (KGS) (144. Superior battery management Fast Recharge 1-2 hours to 90% Safe manual battery test Incap UPS division has started export business as a result of contract manufacturing agreement between Incap and Netherlands based VICTRON-BV for whom they are supplying online. 500 VA line interactive UPS. 300. LNP’s Online UPS 650. 155. 700. Incap has employed engineers in research department. SNP’s line interactive UPS’s 200. 3000 VA’s Most recent model of UPS. UPS and line interactive UPS who in turn are marketing the same in Southeastern and European markets. Power factory transfer time output voltage (AVR) 230V sine wave 0. various range of UPS being manufactured at Incap all as under. 2. 1000.100.270) Multipurpose Power Centre Operation: Indian and IEC output sockets and surge product output.Battery: Normal voltage recharges time ‘tins’ on typical pc Usage 1212 hours for 90% charge 20. 1500 VA’s.7 @ 90% load) 4m sec typical 190v for input 1. 400. OUTPUT: Output voltage (On battery) output waveforms.1500.
Title of the study ‘’A study on effectiveness of training and development activities in Incap Electronics Manufacturing Service”. measurement. techniques used to interpret and analyze the data and finally concluding on certain points with the help of findings and suggestions. faculty and materials provided. DESIGN OF THE STUDY A research design constitutes the blue print for the collection. HMSIT TUMKUR Page No 16 .A Study on Training and Development Activities. INCAP CHAPTER 2 . Tumkur. it specifies the various tools to be used for collecting data. What are the factors considered for the employees to undergo training program. To know about the attitude of employees towards the training session. analysis and interpretation of data. The orientation of research design helps to achieve the objective.” Objectives of the study To study the training and development programs in Incap. facilities. Tumkur. Statement of the problem ‘’A critical study of training and development activities in Incap Electronic Manufacturing Services with emphasis on efficiency of training and development activities.
Limitations of the study This study is restricted only to Incap Electronic Manufacturing Services. and therefore the results of this study cannot be generalized. Scope of the study The study is confined only to the training and development programs followed in Incap Electronics Manufacturing Service. towards the skill development and improving of their performance level. HMSIT TUMKUR Page No 17 . To suggest and recommend the measures for effective training and development program. As systematic sampling method is adopted it suffers from its own limitations. The survey conducted presently enables the company to know the satisfaction level of employees with the training and development programs and to know whether the planned training approach is worth the time and the effort that are needed to make it effective. As opinions differ we can’t provide suggestion to satisfy individual employee. INCAP To know the effectiveness of training. To identify the changes needed in the present training and development programs.Tumkur. Analysis and interpretation of data collected through the questionnaire will be made on the assumption that the data provided by respondents are accurate.A Study on Training and Development Activities. The response given by employees looks sometimes like biased as most of the employees don’t want to tell the reality.
multiple choices etc.structured questionnaires. For the study on the effectiveness of training and development in Incap. Primary data Primary data was collected through personal interview and well. HMSIT TUMKUR Page No 18 . Secondary data Secondary data was collected through company records. 2. Sources of data 1. INCAP Time factor is the main constraint. training records. Data collection tools The data collected for the study was with the help of Questionnaires Personal interview Questionnaire It contains closed and open ended questions.A Study on Training and Development Activities. as per time is allotted to complete project was not enough to study in depth. business journals and internet. reports. Research methodology Type of study The study undertaken to evaluate the efficiency of training programs is descriptive in nature.
Sample size A sample size for the study is 50 employees which includes office staff. INCAP Personal interview Interview was with the Senior Manager [personnel and administrative]. HMSIT TUMKUR Page No 19 .A Study on Training and Development Activities. technicians and workers. employees and workers in order to collect the primary data. The unit includes workers. Sample unit Sample unit consists of employees in various categories taken for the study. supervisors and executives. Sample is a part or portion of universe which would resemble the total population. Sampling technique In this study systematic random sampling technique is adopted to select the respondents for collection of data. Sampling method and sample size A sampling method is a definite process of obtaining a sample from the population.
This transition is influenced by education. developing his personnel skill relevant to his work and cultivating appropriate behavior and attitude towards work and place.A Study on Training and Development Activities. Training and development are complementary to each other. attitude or social behavior” “Development is an inclusive process with which both managers and individual employees are involved. but also provides an environment designed to discover and cultivate basic attitudes and capabilities and facilitating continuing personnel growth” Development is the process of transition of an employee from a lower level of ability skill and knowledge to that of higher level. It not only provides opportunities to learn skills. work experience and environment. training. INCAP CHAPTER. career growth and contribution to organization.3 THEARATICAL BACKGROUND OF THE STUDY: Definitions of Training and Development: Training is the process of assisting a person for enhancing his efficiency and effectiveness at work by improving and updating his professional knowledge. knowledge. “Training is a learning process which seeks a relatively permanent change in behavior that occurs as a result of experience” “Training involves changing of skills. This will improve the value of individual employee in terms of his self-development. HMSIT TUMKUR Page No 20 .
INCAP A popular terminology now prevailing in management circles is “Training and development or simply T&D”. g. Centralization: development HMSIT TUMKUR Page No 21 . It must be “application specific” f. Training plan: Training must be planned. h. Top management support: Top management support is essential to make training and effective. d. Organizational objectives: T&D program must meet objectives of the organization. Application specific: Training contents should be balanced between theory and practice.A Study on Training and Development Activities. e. Equity and fairness: All employees must enjoy equal opportunity to derive benefit out of such training and must have equal chance to undergo such training. b. c. pre-designed and ably executed. Appropriateness: Training must be appropriate to suit the needs of organization as well as the individual. effective implementation depends to a greater extent on planning. Upgrading information: Training and development program should be continuously reviewed at periodic intervals in order to make them update in terms of knowledge and skill. Principles of training : a.
. Personal obsolescence: At the time of recruitment employees possess certain of knowledge and skill. As time passes their knowledge becomes obsolete unless it is updated by proper training. . This needs suitable training. There is a great need to upgrade technology. m. Motivation: Training and development must have motivational aspects like increment.A Study on Training and Development Activities. pay. This involves a thorough analysis of entire organization. Technical obsolescence: Growth of technology takes place very fast and this will render current technology obsolete in the near future. introduction of modern method of supervision and information processing through MIS and EDP. certificate. j. promotion. Identification of needs: The following are important for identifying training needs. l. etc. This happens because of changes taking place in product technology. k. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees through training and development. production lines. INCAP For economy of effort uniformity and efficiency centralized training department is found more common and useful. i. production methods. Shortage of skills: Skilled and knowledge people are always in short supply. all operations and all employees.In organizational analysis the goals of organization is studied vis-à-vis HMSIT TUMKUR Page No 22 .Organizational analysis: Identification of training need is the most important step in designing a training program.
the analysis focuses on the individual who is employed in each job. The trainees learn under the supervision and guidance of a qualified worker or instructor. INCAP the organizational culture and philosophy. skill and abilities of person who is most suitable to discharge his work. Operational analysis: Here the focus will be on various jobs in order to determine knowledge. and managers. The management has to examine what are the specific training inputs that would constitute the achievement of these objects. Classification of training methods: There are a number of training methods available. supervisors. Here the abilities. Following are the forms of on the job training: HMSIT TUMKUR Page No 23 . This will clearly indicate training needs as applicable to the job with reference to employ who is for that job.. This will give a good picture of training needs. knowledge and skill available with the incumbent with those desired. • Man Analysis: Here. Basically these methods can be classified into the following two broad categories.A Study on Training and Development Activities. individual is placed on a regular job and taught the skills necessary to perform the job. skill. This comparison clearly gives rise to the mismatch or gap of abilities. • • On the job training Off the job training On the job training: Under this method. attitude and knowledge of the person are studied and compared with those of the job discussed in the operation analysis above. workers. Use of a particular method depends on the type of trainees viz.
The duration normally varies from 2-5 years.A Study on Training and Development Activities. JIT consists of following four steps: • • • • Prepare trainee Present the training program Try out knowledge and skill learned Follow up by assigning work to the trainee under close supervision Advantages: • • • Excellent for supervisors Quick and economical Sequence is logical and simple. electricians. INCAP a. Apprenticeship training: The duration of the course/training depends on the nature of trade and desired skill level. job knowledge and skill and allows him to do the job. Job instruction training (JIT): This method is also known as training through step by step. During apprenticeship training period the trainee is paid less than that of a qualified worker. b. plumbers. Apprenticeship training is normally given to artisans. This should not be mixed up with the government sponsored ‘Apprenticeship training’ for unemployed youth by certain underdeveloped countries. Off the job training: Under this method of training the trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Apprenticeship is carried out under the guidance and intimate supervision of a master craft man /expert work/ supervisor. bricklayers and the like. under this method the traininer explains to the trainee the way of doing the job. HMSIT TUMKUR Page No 24 .
workshop: This is a formal method of arranging meetings in which individuals discuss points of common interest for enriching their knowledge and skill. It is not a program of teaching skills or improving understanding or knowledge of participants. The increasingly technical nature of modern job demands HMSIT TUMKUR Page No 25 . Advantages of Training and development: Increased productivity: An increase in skill usually results in an increment in both the quality systematic training to make possible even minimum level of accomplishment. Conferences. Vestibule training: Employees are trained on the equipment they are employed. vestibule or a separate room is arranged for training in which all necessary equipment and machines required in an actual machine shop are duplicated.A Study on Training and Development Activities. This is a group activity. In this program an attempt is made to change attitude and behavior of people in the group. seminar. This is a best form of instruction when the intention is to convey information on rules. regulation. Reduced supervision: and quantity of output products. It is not simulated or imagined problem existing in organization or a hypothesis. Sensitivity training: This training is also known as either laboratory training or T-group training. but the training is conducted away from the place of work. d. For training a machine shop operator. INCAP Following are the forms of off the job training: a. c. Class room / lecture method: This is simplest form of training. policies and procedures b. This training is concerned with the real problems existing within the group itself.
Training provides limited counseling and consulting services to the rest of the organization. methods may be effective 9. HMSIT TUMKUR Page No 26 . Some times techniques or contrary to practices of the participants’ organization. Training external to the employing unit. Increased organizational stability and flexibility: The stability of an organization to sustain its effectiveness despite the loss of key personnel can be developed only through creation of reservoir of trained replacements. The top management hardly rewards supervisors for carrying out training. 8. Timely information about external programs may be difficult to obtain. INCAP The trained employee is one who can perform job with less supervision but greater independence which is not possible unless employee is adequately trained.A Study on Training and Development Activities. 7. 4. Reduced accidents: Proper training in both job skills and safety attitudes should contribute towards reduction in the accidents rate. 3. How to make training effective: Action on the following lines needs to be initiated to make training practice effective. 6. The middle management. Behavioral objectives are often precise and not clear. Without proper scheduling first line supervisors have difficulty in production norms if employees are attending training programs. 5. The top management rarely plans and budgets systematically for training. Why Training fails? The following factors have been regarded as the main reasons for failure of training programs: 1. without proper incentives from top management does not account for training in production scheduling. The benefit of training are not clear to the top right. 2.
A Study on Training and Development Activities. Training and development differ in four ways: a. 5. ‘Why’ such learning takes place? d. Different strategies need different HR skills for implementation. Specific training objectives should be outlined on the basis of the type performance required to achieve organizational goals and objectives Difference between training and development: Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for definite purposes Development is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. ‘Why’ is learning? c. INCAP 1. Ensure that a comprehensive and systematic approach to training exists and training and retraining are done at all levels on a continuous and on going basis . Ensure that the management commits itself to allocate major resource and adequate time to training. 2. ‘When’ learning occurs Learning dimensions Training Development of HMSIT TUMKUR Page No 27 . ‘What’ is ‘Learning’? b. Ensure that there is proper linkage between organizational. Ensure that training contributes to competitive strategies of the firm. 3. operational and individual training needs. 4.
A Study on Training and Development Activities. INCAP Managerial personnel Theoretical conceptual Ideas General knowledge Long term Who? Non-managerial Personnel What? Technical and mechanical Operation Why? Specific job related Purpose When? Short term HMSIT TUMKUR Page No 28 .
A Study on Training and Development Activities. INCAP Reduce theory… CHAPTER-4 ANALYSIS AND INTERPRETATION TABLE -1 Concept:Here the intention is to know the opinion of the respondents regarding on-the job training program conducted by the company. On the job training programs undergone by the employees. of Respondents 14 10 20 06 50 % of Respondents 28 20 40 12 100 HMSIT TUMKUR Page No 29 . Description Apprenticeship Training Induction Job Instruction Others TOTAL No.
INCAP CHART -1 On the job training programs undergone by the employees 40 35 30 25 20 15 10 5 0 In du ct ion Jo b In str uc tio n Tr ain in g 40 28 20 14 10 20 12 6 No. 40% of employees have undergone job instruction and 12% of employees have undergone other training programs.A Study on Training and Development Activities. 20% of employees have undergone induction. Interpretation:It was found that maximum numbers of employees have undergone job instruction training followed by apprenticeship training program. Ap pr en tic es hi p Ot he rs HMSIT TUMKUR Page No 30 . of Respondents %of Respondents Analysis:28% of employees have undergone apprenticeship training.
A Study on Training and Development Activities. Description Classroom Lectures Vestibule Training T-Group Training Conference Others TOTAL No. of Respondents 24 10 04 12 00 50 % of Respondents 48 20 08 24 00 100 HMSIT TUMKUR Page No 31 . Concept:Here the intention is to know the opinion of respondents regarding off-the-job training program conducted by the company. INCAP TABLE -2 Off-the job training programs undergone by the employees.
8% of employees have undergone the T-Group training.A Study on Training and Development Activities. INCAP CHART -2 Off-the job training programs undergone by the employees 50 45 40 35 30 25 20 15 10 5 0 24 48 24 20 No. Company has to take measures to make the employees to attend all other training programs regularly. 20%of employees have undergone the vestibule training program. 24% of employees have participated in conference. Interpretation:From the above study it was found that employees were not attending all the training programs regularly. of Respondents %of Respondents 10 4 12 8 0 0 Classroom Vestibule T-Group Conference Others Lectures Training Training Analysis:48% of employees have undergone classroom lecture. TABLE -3 HMSIT TUMKUR Page No 32 .
INCAP Frequency of training programs conducted in the company. Concept: Here the intention is to know the opinion of the respondents regarding frequency training program conducted. of Respondents 04 08 26 12 50 % of Respondents 08 16 52 24 100 . Description Monthly Quarterly Half-yearly Annually TOTAL No. HMSIT TUMKUR Page No 33 .A Study on Training and Development Activities.
A Study on Training and Development Activities. Interpretation:From the above study it was found that majority of employees responded that training program should be conducted half yearly. HMSIT TUMKUR Page No 34 . TABLE -4 Training needs analyzed by the company. of Respondents 24 %of Respondents 20 16 12 8 4 8 10 0 Monthly Quarterly Half-yearly Annually Analysis:52% of employees responded for half yearly training program. 24% of employees responded for annually. 16% employees for quarterly and only 8% for monthly. INCAP CHART -3 Frequency of training programs conducted in the company 60 52 50 40 30 26 No.
of Respondents 20 12 04 06 08 50 % of Respondents 40 24 08 12 16 100 HMSIT TUMKUR Page No 35 . Description Through Personal Interview By observing Through employee suggestion box Based on supervision request Through performance appraisal TOTAL No. INCAP Concept:Here the intention is to know the opinion of respondents regarding training needs analyzed by the company.A Study on Training and Development Activities.
A Study on Training and Development Activities. 16% of employees responded it is HMSIT TUMKUR Page No 36 . 24% of employees responded by observing. INCAP CHART-4 Training needs analyzed by the company TrainingNeeds 8 6 20 Through personal interview By observing Through employee suggestion box Based on Supervision Request Through performance appraisal 4 12 Analysis:40% of employees responded that training needs are analyzed through personal interview.
Concept:Here the intention is to know the opinion of the respondents towards the facilities provided during the training period.A Study on Training and Development Activities. Description Very good Good Average Poor TOTAL No. Interpretation: From the study it was found that the company has adopted effective methods of personal feedback to analyze the training needs of the company TABLE -5 Facilities provided during the training period. INCAP through performance appraisal and 12% of employees responded for supervision request and only 8% for employees suggestion box. of Respondents 08 26 16 00 50 % of Respondents 16 32 52 00 100 HMSIT TUMKUR Page No 37 .
32% of employees feel that facilities are good and 16% of employees feel that facilities are very good and no employees have responded that facilities are poor Interpretation:- HMSIT TUMKUR Page No 38 .A Study on Training and Development Activities. INCAP CHART -5 Facilities provided during the training period 0 Poor 0 32 Average 16 %of Respondents 52 Good 26 No. of Respondents 16 Very Good 8 0 20 40 60 Analysis:52% of employees feel that facilities provided by company during training are average.
TABLE -6 Recognition and Reward. Company has to provide some more facilities which makes training programs more effective. Concept:Here the intention is to know the opinion of respondents towards recognition and rewards during the training program. INCAP Maximum numbers of employees are not satisfied with facilities provided by the company during the training period.A Study on Training and Development Activities. of Respondents 10 14 22 02 02 50 % of Respondents 20 28 44 04 04 100 HMSIT TUMKUR Page No 39 . Description All the time Sometime Mostly Rarely Not at all TOTAL No.
HMSIT TUMKUR Page No 40 .A Study on Training and Development Activities. INCAP CHART -6 Recognition and Reward Recog nition and Reward 2 10 2 All the time Sometime Mostly 22 14 Rarely Not at all Analysis:44% of employees have responded that company will recognize and reward the employees in most cases and 28% for sometime. 4% for rarely and only 4% of employees have responded for not at all. 20% all the time. Interpretation:From the study it was found that company is recognizing the talent and rewarding the employees during the training period but still more it has to recognize and reward and attract the employees to attend the training program.
Concept:Here the intention is to know the opinion of respondents towards the need of change in the present training program. No. INCAP TABLE -7 Changes in present training system.A Study on Training and Development Activities. of Respondents 36 14 50 % of Respondents 72 28 100 HMSIT TUMKUR Page No 41 . Description Yes No TOTAL .
HMSIT TUMKUR Page No 42 .A Study on Training and Development Activities. INCAP CHART-7 Changes in present training system Analysis:72% of employees feel that changes should be made in the present training system and 28% of employees feel not to change. Interpretation:It was found that changes should be made in the present training programs conducted by the company.
A Study on Training and Development Activities. of Respondents 08 10 26 06 50 % of Respondents 16 20 52 12 100 CHART-8 HMSIT TUMKUR Page No 43 . INCAP TABLE-8 Areas of training. Concept:Here the intention is to know the opinion respondents regarding the area of training programs where the changes should be made. Description Teaching Methodology Course Material Time Schedule Training Procedure TOTAL No.
20% of employees for course material 16% of employees feel in the teaching methodology. of Respondents %of Respondents 20 10 8 0 Teaching Course Tim e TrainingNo changes Methodology Material Schedule Procedure needed Analysis 52% of employees feel that changes should be made in the time schedule of training program. TABLE -9 HMSIT TUMKUR Page No 44 . INCAP Areas of training 60 52 50 40 30 26 20 16 10 6 12 14 28 No. 12% training procedure. Interpretation:It was found that the company has to make changes in the time schedule of training and in the teaching methodology of training program to make it successful.A Study on Training and Development Activities.
A Study on Training and Development Activities. INCAP Post-training Performance of the respondents. of Respondents 02 26 22 00 50 % of Respondents 04 52 44 00 100 CHART-9 Areas of training HMSIT TUMKUR Page No 45 . Concept:Here the intention is to know the opinion of employees about their performance after attending the training program. Description Very good Good Average Poor TOTAL No.
Company has to implement more and more effective training programs to make their performance very good. TABLE -10 Type of training programs.A Study on Training and Development Activities. Interpretation:It was found that majority of employees feel good about their performance and only 4% of employees feel very good. INCAP 60 52 50 44 40 30 26 22 20 No. of Respondents %of Respondents 10 2 0 Very good Good Average 4 0 Poor 0 Analysis:52% of employee feel good and 44% of employees feel their performance is average after attending the training program and only 4% of employees feel very good. HMSIT TUMKUR Page No 46 .
of Respondents 32 08 10 50 % of Respondents 64 16 20 100 CHART -10 Post -Training Performance of the respondents HMSIT TUMKUR Page No 47 .A Study on Training and Development Activities. Description On the job Off the job Both TOTAL No. INCAP Concept:Here the intention is to know the opinion of employees regarding the type of training programs to be conducted.
INCAP Type of trainingprog m ram es 8 10 On the job 10 Off the job Both 32 Analysis:64% of employees responded for on the job training and 16% responded for off-thejob training and only 10% for both. Therefore the company has to provide more and more on-the-job training programs. TABLE -11 Multi-media based learning techniques. Interpretation:It was found that majority of respondents feel that on-the-job training program is more suitable for them.A Study on Training and Development Activities. HMSIT TUMKUR Page No 48 .
A Study on Training and Development Activities.
Concept:Here the intention is to know the opinion of employees regarding the techniques used during training program.
Description Yes No TOTAL
No. of Respondents 38 12 50
% of Respondents 66 34 100
CHART-11 Type of training programs
Page No 49
A Study on Training and Development Activities.
Multi-media based learningtechniques
Analysis;66% of employees responded that the trainer use the multimedia based learning techniques during the training program, and 34% of employees responded they don’t use multimedia based techniques. Interpretation:It was found that company is using multimedia based learning techniques during the training program.
TABLE -12 Feedback about faculty members/trainers.
Page No 50
A Study on Training and Development Activities.
Concept:Here the intention is to know the opinion about faculty members or trainers
Description Efficient and Tolerant Not emphasizing key points Inefficient Won’t give chance TOTAL
No. of Respondents 12 22 04 12 50
% of Respondents 24 44 08 24 100
CHART -12 Multi-media based learning techniques
Page No 51
A Study on Training and Development Activities. of Respondents %of Respondents 12 8 4 Efficient and Not Inefficient tolerant em phasizing Won't give chance Analysis:44% of employees feel that the faculty members or trainers are not emphasizing key point. Interpretation:From the study it was found that the trainers are not emphasizing on key point and also they won’t give chance to repeat. Company has to take measures and approach expert trainers for training the trainers TABLE -13 Satisfaction of learning through training programs. INCAP 45 40 35 30 25 20 15 12 10 5 0 24 44 22 24 No. 24% of employees feel that they are effective and tolerant and also 24% they wont give chance for employees to repeat for confirmation and 8% of employees feel they are inefficient. Concept:- HMSIT TUMKUR Page No 52 .
of Respondents 31 19 50 % of Respondents 62 38 100 Chart-13 Feedback about faculty members/trainers HMSIT TUMKUR Page No 53 .A Study on Training and Development Activities. Description Yes No TOTAL No. INCAP Here the intention is to know satisfaction of employees about the training.
Company still has to improve the training programs to increase the satisfaction level of employees. INCAP S atisfaction of the learning 19 Yes No 31 Analysis:62% of employees are satisfied with the present training program and 38% of employees are not satisfied with present training program. TABLE -14 Useful tips to improve performance. Interpretation:It was found that majority of employees are satisfied with present training program.A Study on Training and Development Activities. Concept:- HMSIT TUMKUR Page No 54 .
of Respondents 33 17 50 % of Respondents 66 34 100 CHART-14 Satisfaction of the learning HMSIT TUMKUR Page No 55 . INCAP Here the intention is to know the opinion regarding the tips given during the training period to improve performance.A Study on Training and Development Activities. Description Yes No TOTAL No.
INCAP Useful tips to increase your perform ance 17 33 17 Yes No Analysis: 66% of employees responded that trainer will give useful tips to increase performance and 34% of employees responded no. Concept:- HMSIT TUMKUR Page No 56 . Interpretation:It was found that company by providing necessary tips during training period increases the performance of employees. TABLE -15 Skill based training programs.A Study on Training and Development Activities.
of Respondents 20 30 50 % of Respondents 40 60 100 Chart-15 Useful tips to increase the performance HMSIT TUMKUR Page No 57 . No.A Study on Training and Development Activities. INCAP Here the intention is to know the opinion about skill based training programs conduced in the company Description Yes No TOTAL .
TABLE -16 Efficiency of the training Concept:- HMSIT TUMKUR Page No 58 . Interpretation:It was found that company has to provide more and more skill based training programs. INCAP D ifferent prog m based on skills ram es 20 Yes 30 No Analysis:40% of employees responded that the company is providing skill based training programs and 60% responded no.A Study on Training and Development Activities.
INCAP Here the intention is to know the opinion towards the efficiency checking of the program. Description Yes No TOTAL No. of Respondents 42 08 50 % of Respondents 84 16 100 Chart-16 Skill based training programs HMSIT TUMKUR Page No 59 .A Study on Training and Development Activities.
HMSIT TUMKUR Page No 60 . INCAP Analysis:84% of the employees responded that the company will check the efficiency of the program and 16% of respondents said no. Table -17 Functional areas of Training.A Study on Training and Development Activities. Interpretation:From the study it was found that the company is checking the efficiency of training program regularly.
of Respondents 16 12 18 04 00 50 % of Respondents 32 24 36 08 00 100 Chart -17 Functional areas of Training HMSIT TUMKUR Page No 61 .A Study on Training and Development Activities. Description Finance R&D Production & Operation Marketing Human resource Total No. INCAP Concept:Here the intention is to know the functional area in which the respondents have undergone the training program.
Interpretation:It was found that training program in marketing is attended by least number of employees and no employees have undergone the human resource training. 24% of employees in research and development. INCAP F unctional area/departm ent 0 Human resource 0 8 Marketing 4 36 Production & operation 18 24 R& D 12 32 Finance 16 0 10 20 30 40 Analysis:32% of employees have undergone the training in finance. berides improving in other areas.A Study on Training and Development Activities. Company has to implement more and more training programs in marketing and human resource areas. HMSIT TUMKUR Page No 62 . also. and 36% of employees in production and operation management and 8% in marketing. Table-18 Relevance of training programs to working environment.
of Respondents 10 12 24 04 00 50 % of Respondents 20 24 48 08 00 100 Chart -18 Relevance of training programs to working environment HMSIT TUMKUR Page No 63 . INCAP Concept:Here the intention is to know the extent of relevance of the training program to working environment.A Study on Training and Development Activities. Description Below 30% 30%-50% 50%-80% 80%-100% Nil TOTAL No.
A Study on Training and Development Activities. 20% of employees responded that it is similar to below 30% and 8% of employees responded that it similar to 80% to 100% of working environment. INCAP Trainingenvironm sim to your work ent ilar Nil 0 0 8 80% -100% 4 48 24 24 12 20 10 10 20 30 40 50 50% -80% 30% -50% Below 30% 0 Analysis:48% of employees responded that training program is similar to working environment to the extent of 50% to 80% and 24% of employee responded that it is similar to 30% to 50% of working environment. HMSIT TUMKUR Page No 64 . Company has to conduct the training program which is similar to working environment. Table-19 Training activities linked with Performance Appraisal. Interpretation:It was found that the training program conducted was not so similar to the working environment.
INCAP Concept:Here the intention is to know whether the training development is linked with performance appraisal system. of Respondents 30 20 50 % of Respondents 60 40 100 Chart -19 Training activities linked with Performance Appraisal HMSIT TUMKUR Page No 65 .A Study on Training and Development Activities. Description Yes No TOTAL No.
SUGGESTIONS AND CONCLUSIONS FINDINGS HMSIT TUMKUR Page No 66 . CHAPTER-4 FINDINGS. INCAP Trainingand D evelopm activities ent 20 Yes No 30 Analysis:72% of employees responded that training and development is linked with performance appraisal system and 28% of employees responded no. Interpretation:It was found that company has linked training and development with performance appraisal system and depending upon the performance the training program is developed.A Study on Training and Development Activities.
It was found that majority of respondents feel that the training programs conducted are similar to the extent of 48% to the working environment.A Study on Training and Development Activities. It was found that company has poor recognition and rewarding process during the training program. HMSIT TUMKUR Page No 67 . It was found that majority of employees prefer to have on-the job training programs in the company. 24% of employees quarterly and 8% of employees responded for monthly. 20% of employees responded faculty members are in efficient and only 12% of employees responded that faculty members are efficient. 72% of employees responded to change the present training system specially regarding time schedule of training program and teaching methodology.24% of employees responded that they wont give chance to repeat for the confirmation. From the study it was found that 44% of employees responded that the faculty members wont emphasize on key points. INCAP 68% 0f employees responded that company should conduct Training programs half yearly. 52% of employees feel that facilities provided during the training period was average. 66% of employees responded that trainer doesn’t use the multimedia based learning techniques during the training program and 34% of employees responded that trainer use multimedia based learning techniques. 72% of employees responded that training and development activities are linked with performance appraisal system and 28% of employees responded that there is no linkage between training programs and performance appraisal.
SUGGESTIONS • • The company can conduct the training program half yearly as majority of its employers prefer training programs for half yearly. CONCLUSION HMSIT TUMKUR Page No 68 . The company should also give the training programs which helps for the employees for personality development and career growth towards which more and more employers are attracted. • The company should appoint an expert faculty member/trainer who emphasis the key points who is efficient and tolerant and also company should insist faculty member to use multi-media based learning techniques. INCAP The study shows that company has adopted effective methods to analyze the training needs of the company It was found that company has adopted effective measures to check the efficiency of the training programs conducted. • • The company should conduct the training programs which are more similar to the working environment. • The company should provide adequate facilities during the training period and developments in the teaching methodology and time schedule of training programs. On-the –job training program was preferred by majority of employers. The company has to conduct efficient on-the-job training programs and also to attract the employees the company has to improve the recognition and rewarding process and make training programs effecting.A Study on Training and Development Activities.
appointing efficient and tolerant faculties member trainer. there might not appear any difference between them.” Training. Every organization needs to have level trained and experienced people to perform the activities to be done. providing adequate facilities during training programs and can survive and be refereed organization in the competitive world. It is only then that the organization turns into a learning organization . education and development are three terms frequently used on the face of it. Incap presently has effective training programs by linking it with performance appraisal but it has to improve its training programs by providing career growth and personality development training.A Study on Training and Development Activities. Inadequate job performance and decline in the productivity or changes resulting out of job redesigning or a technological breakthrough require some type of training and development efforts. It is necessary to raise skill and increase the versatility and adaptability of employers. INCAP “In all training there is some education and in all education there is some training and these two processes cannot be separated from development.To become successful in the global market a holistic approach towards training and development is required. HMSIT TUMKUR Page No 69 . This also can be achieved through continuous learning and continuous learning is possible for an organization only through training and development of human resource.
Currently doing my project. 11.S IT.B.group training (d) Conference (e) others. What was the feed back about Faculty members/ trainers? (a) Efficient & tolerant (b) not emphasizing key points c)in efficientd) will not give chance HMSIT TUMKUR Page No 70 . INCAP Questionnaire I am Biju m Rajan. Whether there are multi media based learning techniques? (a)Yes (b) No 12. Is there practice of Recognition & Reward ? (a) All the time (b) Some time (c) mostly (d) rarely (e) not at all. 1. What was the response of trainees after training? (a) Very Good (b) good (c) average (d) poor.A Study on Training and Development Activities. How do management conduct on the job training programs undergone by The employees? (a) Apprenticeship training (b)induction (c) job instruction (d) others. How do company conduct off the job training programs undergone by The employees. 3.as a part of Job training Collecting data here. Need any changes in present training system? (a)Yes (b) No 8. How do companies provide facilities during the training period? (a) Poor (b) average (c) good (d) very good. How does company analyze Training needs? (a) Through personal interview (b) by observing (c) through employ suggestion box (d) Through performance appraisal 5. M. 4.A Second year student of H. 10. 2. Which are the areas at which the training concentrated? (a) teaching methodology (b) course material (c) time schedule (d) Training procedure 9. 6. Tumkur. 7. INCAP. 1) Which type of training programs conducting INCAP? (a) on the job (b)off the job (c)Both (d) Nil. What is the frequent period of training program conducted in the company? (a) Monthly (b)quarterly (c) 1/2yearly ( d) annually.? (a) class room lectures (b) vestibule training (c) T.M.
INCAP 13.R 18)wheather training programs relevance to working environment? (a)below 30% (b)30%-50% (c) 50%-80% (d) 80%-100% (e) Nil 19)Do you think training activitirs linked with performance appraisal? (a) Yes (b) No HMSIT TUMKUR Page No 71 .A Study on Training and Development Activities.16) Do you think company provide efficient training? a)yes b)no 17)which functionalarea of training company conduct? (a) Finance (b) production (c) marketing (d) H. Was there learning satisfaction through training programs? yes (b) No 14 you think there was a useful tip to improve performance? a)yes b) no 15 you think company provide skill based training programme? a)yes b)no .
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