TABLE OF CONTENTS
LIST OF TABLES
TABLE
NO
5.1.1
TITLE
PAGE NO
31
5.1.2
32
5.1.3
33
5.1.4
34
5.1.5
5.1.6
35
36
38
40
5.1.12
5.1.13
43
5.1.14
44
5.1.15.1
5.1.15.2
46
5.1.15.3
47
5.1.15.4
48
5.1.15.5
49
5.1.16
50
5.1.17
51
5.1.18
52
5.1.19
53
5.1.20
54
5.1.21.1
55
5.1.21.2
56
5.1.7
5.1.8
5.1.9
5.1.10
5.1.11
37
39
41
42
45
5.1.21.3
5.1.21.4
57
58
5.1.22
60
5.2.1
61
5.2.2
62
5.1.21.5
5.3.1
LIST OF CHARTS
59
63
TABLE
NO
TITLE
PAGE NO
5.1.1
31
5.1.2
32
5.1.3
33
5.1.4
34
5.1.5
5.1.6
35
36
38
40
5.1.12
5.1.13
43
5.1.14
44
5.1.15.1
5.1.15.2
46
5.1.15.3
47
5.1.15.4
48
5.1.15.5
49
5.1.16
50
5.1.17
51
5.1.18
52
5.1.19
53
5.1.20
54
5.1.21.1
55
5.1.21.2
56
5.1.21.3
5.1.21.4
57
58
60
5.1.7
5.1.8
5.1.9
5.1.10
5.1.11
5.1.21.5
5.1.22
37
39
41
42
45
59
5.2.1
61
5.2.2
62
5.3.1
1. INTRODUCTION
TRAINING:
63
Training Analysis is most often used as part of the system development process.
Due to the close tie between the design of the system and the training required, in
most cases it runs alongside the development to capture the training requirements.
Training is an organized process for increasing knowledge and skills of people
for a definite purpose. The purpose of training is to improve the employees current
job performance.
An organization that aspires to grow must be in tune with the changing need of
the society. Training reduces the gap by increasing employees knowledge, skill,
ability and attitude. For the proper functioning of any business organization, the
management of the organization concerned must employ a training program to groom
its associates with business skill and practical knowledge. In addition to a standard
training program, there must be a certain measure of training performance.
6. REDUCED ACCIDENTS:
Proper training in both job skills and safety attitudes should contribute
towards a reduction in the accident rate.
7. HIGHER MORALE:
A good training program will mould candidates attitudes towards
organizational activities and generate better co-operation and greater
loyalty.
TYPES OF TRAINING:
On the basis of purpose, several types of training programs are offered to the
candidates. They are,
1. INDUCTION OR ORIENTATION TRAINING:
Induction is concerned with introducing or orienting a new employee
to the organization and its procedures, rules and regulations.
2. JOB TRAINING:
Job training is the most common in plant training programs. It
relates to specific job which the worker has to handle. It develops
skills and confidence among the workers.
3. APPRENTICESHIP TRAINING:
This training program tends more towards education than merely
on the vocational training. Under this, both knowledge and skills are
developed.
4. INTERNSHIP TRAINING:
2. COMPANY PROFILE
2.1 INDUSTRY PROFILE
AUTOMOBILE INDUSTRY:
A well developed transport network indicates a well developed economy. For
rapid development a well-developed and well-knit transportation system is essential.
As Indias transport network is developing at a fast pace. Indian automobile Industry
is growing too. Also, the Automobile Industry has strong backward and forward
linkages and hence provides employment to a large section of the population. Thus
the role of Automobile Industry cannot be overlooked in Indian economy. All kinds of
vehicles are produced by the Automobile Industry. Indian Automobile Industry
includes the manufacture of trucks, buses, passenger cars, defense vehicles, twowheelers, etc. The industry can be broadly divided into the car manufacturing, twowheeler manufacturing and heavy vehicle manufacturing units. The major car
manufacturers are Hindustan Motors, MarutiUdyog, Fiat India Private Ltd., Ford
India Ltd., General Motors India Private Ltd., Honda Siel Cars India Ltd., Hyundai
Motors India Ltd., Skoda India Private Ltd., ToyatoKirloskar Motor Ltd., to name a
few. The two-wheeler manufacturing is dominated by companies like TVS, Honda
motorcycle & scooter India ( Pvt.) Ltd., Hero Honda, Yamaha, Bajaj, etc. The heavy
motors like buses, tucks, defense vehicles, auto rickshaws and other multi-utility
vehicles are manufactured by Tata- Telco, Ashok Leyland, Eicher Motors, Bajaj,
Mahindra and Mahindra, etc.
AUTOMOBILE TECHNOLOGY IN INDIA:
Automobile Technology in India is one of the essential parts of the
automobile industry of India. There are a large variant of vehicles available in the
automobile market of India and all these needs diverse technologies to operate.
It can be said that the history of technologies started from the period of steamdriven engines and today have reached to the stage of jet motivated aircraft. Each
component that makes an automobile operates on the basis of a certain technology. It
should be noted that if any of these auto parts malfunctions, then the entire
automobile will get stranded. Hence, the owner and the driver of the vehicle should
have a clear idea regarding the Automobile Technology in India.
The major change that took place in the automobile industry in India and in
the technology of the automobile in India is in the development of engines. In the cars
using petrol, the carburetor engines are no longer in use and these have been replaced
by Multi Point Fuel Injection engines. Similarly, in the use of the diesel engines also
there is a change observed from Rudolf Diesel being used in the 19th century to the
use of common rain direct injection technology.
The latest automobile technology in India used for the petrol driven vehicles
is the MPFI or the Multi Point Fuel Injection, which helps in keeping the pollutants at
minimum levels to derive the maximum functional performance from a vehicle. The
main benefits of the use of this Automobile Technology in India are:
o Superior fuel combustion.
o Engine performance.
o Better fuel management.
o Reduced pollution.
Two Major companies namely TATA and ASHOK LEYLAND have
dominated commercial vehicle industry. Tatas market Share is 45% and that of
Ashok Leyland is 38%, Volvo, Tetra, Mitsubishi, Toyota etc., Share the remaining
17%. The Commercial
vehicle picked up for the first time in the past few years
Tata has been able to hold its position for a very long period due to its tie up
with a US company, Cummins Engine for Manufacturing superior quality products
and its domination in the north India, where as Ashok Leyland has captured south
India market.
It is well known fact that all commercial vehicles have adopted the euro
emission control norms as laid down by the government of India. Tata and Ashok
Leyland are the first member of their Euro Emission Norms.
Recently there is fall in the commercial Vehicle segments reason for this fall is
that the escalating operating cost. There has been a 68% increase in the diesel price in
the last year. Today 58-60% of the operating cost is accounted for the diesel
consumption. Another equally important factor is the growing competition and
efficiency of the railways.
Vision:
To create technically proficient individuals who meet global standards of excellence
across multiple sectors/domains.
Our mile stone:
Our Business:
Industrial Training:
Junior Level Engineering Programs
Machining processes
Engineering Drawing
Welding techniques
Heat treatment
Cutting tools
Soldering techniques
Computer applications
Quality systems
Plumbing
Soft Skills
Middle Management programs for Manufacturing Industry
GD &T
Pneumatics
Electro Pneumatics
Hydraulics
Electro Hydraulics
PLC
Micro Controller
Auto CAD
Pro E
Inventor- 2009
Tool Design
Painting
Quality systems
Manufacturing Systems
Marketing Management
Vendor Management
Case Studies
Customized training programs offered at our centre
Case Study 1:
Name of the Company : Ashok Leyland
Name of the Program : Mechatronics
Duration
Target Group
: 20 days
: Maintenance Personnel
Trained Manpower
: 30
Modules Selected:
Electrical and Electronics
PLC
Electro Pneumatics
Electro Hydraulics
CNC
Case Study 2:
: General Technical
Competency
Duration
: 100 days
Target Group
: Company Apprentices ( +2 )
Trained Manpower
: 250
: Skill Up-gradation
Program
Duration
: 40 Days
Target Group
Trained Manpower
: 215
Modules Selected
Machining processes
Fitting Practice and Assembly
Cutting Tools
Pneumatics
Hydraulics
CNC
Quality Systems
Soft Skills
Case Study 4:
Name of the Company
Duration
: 5 days / module
Target Group
: Technicians
Trained Manpower
: 300
Modules Selected
Pneumatics
Electro Pneumatics
PLC
Case Study 5:
Name of the Company
: General Technical
Competency
Duration
: 16 Days
Target Group
Trained Manpower
: 120
Trained Manpower
: 300
Modules Selected
Machining processes
Measuring Instruments
Engineering Drawing
Workshop Calculations & Science
CNC Programming
CNC Machining
Case Study 6:
Name of the Company
: General Technical
Competency Training
Duration
: 24 days
Target Group
: Team Leaders
Trained Manpower
: 25
Modules Selected
Industrial Safety
Engineering Drawing
Maintenance of Equipments
Electrical and Electronics
Metrology and Measuring Instruments
Material Handling Equipments
PLC
Quality Concepts
Soft Skills
Case Study 7:
Name of the Company
: General Technical
Competency
Duration
: 54 Days
Target Group
Trained Manpower
: 30
Modules Selected
Measuring Instruments
Fitting Practice and Assembly
Engineering Drawing
Workshop Calculations
Welding Techniques
Quality Systems
Soft Skills
Machining processes
Case Study 8:
Name of the Company
Duration
: 10 days
Target Group
: ITI Technicians
Trained Manpower
: 33
Modules Selected
Basics of Physics
Engineering Drawing
Engineering Materials
Electrical and Electronics
Pneumatics and Hydraulics
Design of Jigs and Fixtures
Welding
Plastics and Moulding Methods
Soft Skills
Case Study 9
Name of the Company
: Lucas TVS
: Skill Up-gradation
Program
Duration
: 30 days
Target Group
: Graduate Engineers
Trained Manpower
: 50
Modules Selected
Machining processes
Cutting Tools
Pneumatics
Electro Pneumatics
Hydraulics
CNC
PLC
Our Customers:
3. REVIEW OF LITERATURE
William James (1998, P.18) of Harvard University reports that employee
could retain their jobs by working at mere 20-30 percent of their potential. His
research led him to believe that if these same candidates were properly motivated,
they could work at 80-90 percent of their capabilities. Behavioral science concepts
like motivation and enhanced productivity could well be used for such improvement
through the effective and efficient use of learning resources.
Jack Welch (1999, P.21) Companies can't promise lifetime employment,
but by constant training and education we may be able to guarantee lifetime
employability.
Organization
and
individual
should
develop
and
progress
simultaneously for their survival and attainment of mutual goals. So every modern
management has to develop the organization through human resource development.
Employee training is the important sub-system of human resource development.
Employee training is a specialized function and is one of the fundamental operative
functions for human resources management.
attention to the training and development then to recruiting. There are many changes
that are being made to the process of training and developing a new work force
mainly towards developing existing skills and acquiring new ones. The paper
examines several factors that affect this process such as: government intervention,
wages, diversity, globalization...and much more
EMPLOYEE TRAINING AND DEVELOPMENT
Veerabathra (Edition 2002): This paper looks at employee training as a means of
improving an organization and making it more cost-effective. It defines the different
types of training, including technical, literal, video, and other types of training used to
fulfill the needs of both employer and employee.
EFFECTIVE TRAINING
Akshara (Edition 2003): An effective training system would integrate several different
processes in order to achieve the objective of a proper training. The first step in any
sort of training would be identifying the desired level of knowledge in a measurable
form. The next step would be listing out the various qualifications or competencies
necessary for taking part in any training system to produce the desired results. After
this the trainee would have to undertake the necessary research steps by sourcing
materials and other requirements for the training method to function at its best.
TRAINING
Chamy (Edition 2004): This paper reports on a study to verify whether training can
help organizations and uses a questionnaire to collect empirical data. The author
points out that the survey will help identify specific benefits and trends because
organizations, like people, have their own individuality and style, and no blue print
can be considered a universal fit for all organizations. The paper relates that replacing
a skilled and trained employee can be very expensive for an organization in terms of
time and money; therefore, organizations are increasingly using training and higher
education options in their benefits packages to obtain and retain talent in the
organization.
4. RESEARCH OF METHODOLOGY
4.1 STATEMENT OF THE PROBLEM
Management was under cloud in identifying the impact of the training
program on the performance and productivity as well as in identifying the best
method of training, which enhances the job efficiency, and skills of candidates. The
management was dubious about the satisfaction level of candidates towards the
training program.
Besides enormous efforts and expectations put in by the management in
executing the training and development programs, the objectives of the company
remain seldom met.
the
To find out the opinion of candidates regarding the impact of training on the
organizational and personal development
To find out whether the existing training is relevant and helpful for the
candidates.
Engineering Department
Production Department
Quality Department
Industrial Engineering
In this study, Primary Data collection method has helped the researcher to a
great extent in arriving at the results.
SECONDARY DATA:
Secondary data refers to the information or facts already collected. Such data
are collected with the objective of understanding the past status of any variable, or the
data collected and reported by some source is accessed and used for the objective of
the study.
In this study, the secondary data are collected from books, magazines and
websites.
No. of respondents
Percentage = --------------------------------------- * 100
Total no. of respondents
(O-E) 2
= --------------E
Where,
O
- Observed frequencies.
Expected frequencies.
The above formulae give the calculated value of 2. The tabulated value is
------------------------------------------------------------W1 + W2 + W3 + . + Wn
Where X1, X2, X3, . ,Xn are the values of the variable and
W1, W2, W3, , Wn are their respective weights.
Age
25-30 years
31-35 years
36-40 years
Above 40
years
Total
No of
Respondents
124
23
3
Percentage
(%)
83
15
2
0
150
0
100
Inference:
The above table depicts that the maximum number of respondents, 83%
belongs to the age of 25 to 30 years , 15% of the respondents belong to the age
group of 31 to 35 years and 2% belong to the age of 36 to 40 years.
Experiences
< 5 years
5 - 10 years
10 - 15 years
Above 15
Total
No of
Respondents
111
17
21
1
150
Percentage
(%)
74
11.3
14
0.7
100
Inferences:
The above table depicts that the maximum number of respondents, 74%
belongs to the below 5 years of experience and 11.3% of the respondents belong
to the 5 to 10 years of experiences and 14% of the respondents belong to the 10 to
15 years .
Income
< 10000
10000
-20000
20000 30000
Above 30000
Total
No of
Respondents
104
Percentage
(%)
69.3
32
21.3
14
0
150
9.3
0
100
Inference:
The above table clearly shows that 69.3 % of the respondents earns an income
of below 10000, 21.3 % of the respondents earns an income of 10000 to 20000
and 9.3% of the respondents earns an income of 20000 to 30000.
Options
Yes
No
Total
No of
Respondents
82
68
150
Percentage
(%)
54.66
45.34
100
Inference:
The above table clearly shows that 54.66% of the respondents have undergone
training in their organization and 45.34% of the respondents did not attend
training in their organization.
Options
On the
Job
Off the
job
Both
None
Total
No of
Respondents
Percentage
(%)
11
7.33
19
53
67
150
12.67
35.33
44.6666667
100
Inference:
The above table shows that 44.66% of the respondents did not attend any type
of training , 35.33% have attended both on the job & off the job, 12.66% have
attended off the job training and 7.33% have attended on the job type of training.
Options
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
dissatisfied
No of
Respondents
Percentage
(%)
21
60
69
0
14
40
46
0
Total
150
100
Inference:
The above table shows that 14% of the respondents are highly satisfied, 40%
of the respondents are satisfied and 46% of the candidates stand neutral.
Options
Superior
Company
Others
Total
No of
Respondents
0
150
0
150
Percentage
(%)
0
100
0
100
Inference:
The above table shows that 100% of the respondents are suggested by their
company for the need of training in TVS TS .
Options
Too long
Too short
Just enough
Total
No of
Respondents
27
16
107
150
Percentage
(%)
18
11
71
100
Inference:
The above table clearly shows that 18% of the respondents feel that the
duration is just enough , 11% of the respondents feel that the duration is too short
and 71 % of the respondents feel that the duration is too long.
Options
On the
job
Off the
job
Total
No of
Respondents
Percentage
(%)
150
150
100
100
Inference:
The above table shows that 100% of the respondents are attending off the job
method of training in TVS TS.
Options
Strongly
agree
Agree
Neutral
Disagree
Strongly
disagree
Total
No of
Respondents
Percentage
(%)
78
67
4
0
52
44.7
2.6
0
1
150
0.7
100
Inference:
The above table clearly shows that 52% of the respondents strongly agree,
44.7% of the respondents agree, 2.6% of the respondents neither agree nor
disagree and 0.7% strongly disagree that the training program was more relevant
and helpful.
Options
Highly
satisfied
Satisfied
Neutral
Dissatisfied
Highly
dissatisfied
Total
No of
Respondents
Percentage
(%)
77
72
0
1
51.3
48
0
0.7
0
150
0
100
Inference:
The above table clearly shows that 51.3% of the respondents are highly
satisfied , 48 % of the respondents are satisfied and 0.7% are dissatisfied with the
existing training program.
Options
Very easy
Easy to large
extent
Easy to some
extent
Not so easy
Difficult
Total
No of
Respondents
5
Percentage
(%)
3.3
10
6.7
56
49
30
150
37
33
20
100
Inference:
The above table clearly shows that 37% of the respondents feel that the job is
easy to some extent,33 % of the respondents feels that the job is not so easy, 20%
of the respondents feels that the job is difficult and only 6.7% of the respondents
feel that the job is easy to large extent before the training program.
Options
Very easy
Easy to large
extent
Easy to some
extent
Not so easy
Difficult
Total
No of
Respondents
66
Percentage
(%)
44
59
39
25
0
0
150
17
0
0
100
Inference:
The above table clearly shows that 37% of the respondents feel that the job is
very easy,39 % of the respondents feels that the job is easy to large extent, 17%
of the respondents feels that the job is easy to some extent after the training
program.
Options
To full extent
To a very large
extent
To large extent
To some extent
Not at all
Total
No of
Respondents
35
Percentage
(%)
23.3
59
45
11
0
150
39.3
30
7.33
0
100
Inference:
The above table clearly shows that 39.3 % of the respondents acquired
knowledge and skills to a very large extent, 30% of the respondents acquires to a
large extent, 23.3 %of the respondents acquired to a full extent and only 7.33% of
the respondents acquired knowledge and skill to some extent.
Training
Faculty
Very
Good
Good
Average
Bad
No of
Respondents
Percentage
(%)
100
50
0
0
67
33
0
0
Very bad
Total
0
150
0
100
Inference:
The above table shows that 67% of the respondents feel that the trainer was
very good and 33% of the respondents feel the training faculty are good.
Course
content
Very
Good
Good
Average
Bad
Very bad
Total
No of
Respondents
Percentage
(%)
62
83
5
0
0
150
41.34
55.33
3.33
0
0
100
Inference:
The above table shows that 41.34% of the respondents feel that the course
contents are very good , 55.33% of the respondents feel the course contents are
good and 3.33% are average.
Course
Material
Very
Good
Good
Average
Bad
Very bad
Total
No of
Respondents
Percentage
(%)
59
76
15
0
0
150
39.33
50.67
10
0
0
100
Inference:
The above table shows that 39.33% of the respondents feel that the course
material are very good , 50.67% of the respondents feel the course material are
good and 10% are average.
Discussions
Very Good
Good
Average
Bad
Very bad
Total
No of
Respondents
70
66
14
0
0
150
Percentage
(%)
46.67
44
9.33
0
0
100
Inference:
The above table shows that 46.67% of the respondents feel that the discussion
& exercise are very good , 44% of the respondents feel the discussion & exercise
are good and 3.33% are average.
Arrangements
Very Good
Good
Average
Bad
Very bad
Total
No of
Respondents
58
72
20
0
0
150
Percentage
(%)
38.67
48
13.33
0
0
100
Inference:
The above table shows that 48% of the respondents feel the arrangements are
good , 38.67% are very good and 13.33% of arrangements are average.
Options
Yes
No
Total
No of
Respondents
150
0
150
Percentage
(%)
100
0
100
Inference:
The above table shows that 100% of the respondents are given opportunities
during the training for giving suggestions.
Options
Yes
No
Total
No of
Respondents
148
2
150
Percentage
(%)
98.67
1.33
100
Inference:
The above table show that 98.67% of the respondents will recommend this
training for others and 1.33% only will not recommend this training to others.
Options
Strongly agree
Agree
Disagree
Strongly disagree
Neither agree nor
disagree
Total
No of
Respondents
51
99
0
0
Percentage
(%)
34
66
0
0
0
150
0
100
Inference:
The above table shows that 66% of the respondents agrees that they get guidance
from their superiors during the training and 34% did not get guidance from their
superior.
Percentage
(%)
63
37
0
0
0
100
Inference:
The above table shows that 63% of the respondents strongly agree the
relationship is good between trainer & trainee and 37% just agree the relationship
is good between trainer & trainee.
Options
Very Good
Good
Average
Poor
Very poor
Total
No of
Respondents
71
77
2
0
0
150
Percentage
(%)
47.33
51.33
1.3
0
0
100
Inferences:
The above table show that 51.33% of the respondents feel good about the training
and 47.33% of the respondents feel very good about the training.
Inference
The above table shows that 42% respondents gains knowledge to a large
extents , 38% of the respondents gains knowledge to full extents and 20% of the
respondents gains to large extents.
Options
To full extent
To a very large
extent
To large extent
To some extent
Not at all
Total
No of
Respondents
39
Percentage
(%)
26
73
38
0
0
150
48.67
25.33
0
0
100
Inference
The above table shows that 48.67% respondents gains efficiency to a large
extents , 26% of the respondents gains efficiency to full extents and 25.33% of the
respondents gains to large extents.
Inference
The above table shows that 42% respondents gains skills to a large extents ,
32.67% of the respondents gains skills to full extents and 23.33% of the
respondents gains to large extents
Inference:
The above table shows that 40% respondents has developed communication
skill to a very large extents ,39.33% of the respondents has developed
communication to full extents and 20% of the respondents gains to large extents
Options
To full extent
To a very large
extent
To large extent
To some extent
Not at all
Total
No of
Respondents
59
Percentage
(%)
39.33
63
25
3
0
150
42
16.67
2
0
100
Team Work:
Inference:
The above table shows that 42% respondents has developed team work skill
to a very large extents ,39.33% of the respondents has developed team work skill
to full extents and 16.67% of the respondents developed to large extents
Percentage
(%)
44
56
0
0
0
100
Inference:
The above table shows that 56% of the respondents agree the training should
be more effective and 44% of the respondents strongly the training should be
more effective from the present level.
Very
Description
good
Good
Average Bad
bad
Training faculty
100
50
Course content
62
83
Course material
59
Discussions/Exercise/Case
76
15
study
66
14
70
58
72
20
Very good = 5
Good
=4
Average
=3
Bad
=2
Very bad
=1
CALCULATION:
Training faculty
= [(100*5)+(50*4)+(0*3)+(0*2)+(0*1)]/150
= 4. 67
Course content
= [(62*5)+(83*4)+(5*3)+(0*2)+(0*1)]/150
= 4.38
= [(70*5)+(66*4)+(14*3)+(0*2)+(0*1)]/150
= 4.37
Arrangements
= [(58*5)+(72*4)+(20*3)+(0*2)+(0*1)]/150
= 4.25
Weighted
Description
Average
Rank
Training faculty
4.66
Course content
4.38
Course material
4.29
Discussions/Exercise/Case
study
4.37
Arrangements done for
training
Interpretation:
4.25
From the above weighted average table it has been inferred that the majority
of the respondents have given first preference to the Training Faculty, the second
preference is given to Course content, the third preference is given to the Discussion,
Exercise , Case study and fourth & fifth preference given to the course material &
Arrangements done for the training respectively.
Very
large Large
Some
Not at
Description
extent
extent
extent
extent
all
Knowledge
57
63
30
Efficiency
39
73
38
Skills
Communication
49
63
35
skills
59
60
31
Team work
59
63
26
Very good = 5
Good
=4
Average
=3
Bad
=2
Very bad
=1
Calculation:
Knowledge
= [(57*5)+(63*4)+(30*3)+(0*2)+(0*1)]/150
= 4.18
Efficiency
= [(39*5)+(73*4)+(38*3)+(0*2)+(0*1)]/15
= 4.00
Skills
= [(49*5)+(63*4)+(35*3)+(0*2)+(0*1)]/15
= 4.013
= [(59*5)+(63*4)+(26*3)+(2*2)+(0*1)]/15
=4.19
Description
Weighted Average
Rank
Knowledge
4.18
Efficiency
4.00
Skills
Communication
4.01
skills
4.186
Team work
4.19
INTERPRETATION:
From the above weighted average table it has been inferred that the majority
of the respondents have given first preference to the Team work , the second and third
preference is given to the communication skill and Knowledge , whereas the fourth
and fifth preference given to the Skill and Efficiency respectively.
Highly
Satisfied
Neither
Dis
Highly
satisfied
satisfied nor
satisfied
Dissatisfied
<5years
5-10yrs
10-15
Above
10
12
8
11
12
38
22
14
dissatisfied
7
6
5
5
0
0
0
0
0
0
0
0
29
56
35
30
5yrs
Total
41
86
150
23
Total
Hypothesis:
Null Hypothesis (Ho):
There is no significant association between the experience and satisfaction level
of training program conducted in TVS Training and Services
.
Alternative Hypothesis (H1):
There is a significant association between the experience and satisfaction level
of training program conducted in TVS Training and Services
.
(O E)
(O - E) 2
(O - E) 2 /E
Observed
Expected
Frequency (O)
10
12
7
Frequency (E)
7.927
16.627
4.447
2.073
-4.627
2.553
18.467
21.409
6.518
2.329
1.288
1.466
0
0
12
38
6
0
0
8
22
5
0
0
11
14
5
0
0
15.307
32.107
8.587
0
0
9.567
20.067
5.367
0
0
8.2
17.2
4.6
0
0
-3.307
5.893
-2.587
0
0
-1.567
1.933
-0.367
0
0
2.8
-3.2
0.4
0
0
10.936
34.727
6.692
0
0
2.455
3.736
0.135
0
0
7.84
10.24
0.16
0
0
0.714
1.082
0.779
0
0
0.257
0.186
0.025
0
0
0.956
0.595
0.035
0
0
0
0
0
0
2
Calculated value
0
0
0
0
9.712
RESULT:
Since the tabulated value is greater than calculated value we accept null
hypothesis. That is there is no significant association between the experience and
satisfaction level of training program conducted in TVS Training and Services
5.4 KARL PEARSONS COEFFICIENT OF CORRELATION:
OBJECTIVE:
To identify the relationship between relevance & helpfulness of training and
satisfaction on training.
Strongly
Attributes
Strongly
Agree
Agree
Neutral
Disagree
disagree
Total
Training(X)
Satisfaction on Training
78
67
150
(Y)
77
72
150
Relevancy of
(X-X)
Y-Y
(X-X)
(X-X)2
(Y-Y)2
(Y-Y)
78
77
-48
-47
2256
2304
2209
67
72
-37
-42
1554
1369
1764
26
676
29
841
29
841
150
150
-30
-60
3810
5190
4814
X= x/n = 150/5=30
Y= y/n= 150/5=30
(x-x) (y-y)
xy =-----------------------(x-x) 2 (y-y) 2
= 3810/ 5190*4814
= 3810/4995.36
r = 0.763
Inference:
The coefficient of correlation inferred that r = 0.763 is positive correlated, thus
there is relationship between relevance & helpfulness of training and satisfaction on
training.
6. FINDINGS:
From the study it is inferred that the maximum number of respondents, 83%
belongs to the age of 25 to 30 years , 15% of the respondents belong to the age
group of 31 to 35 years and 2% belong to the age of 36 to 40 years.
From the study it has been found that the maximum number of respondents,
74% belongs to the below 5 years of experience and 11.3% of the respondents
belong to the 5 to 10 years of experiences and 14% of the respondents belong
to the 10 to 15 years .
The study demonstrates that maximum of the respondents are satisfied and
few of the candidates stand neutral.
From the study it is inferred that maximum of the respondents feel that the
duration is too long.
The study shows that 48% of the respondents feel the arrangements are good ,
38.67% are very good and 13.33% of arrangements are average.
From the study it is inferred that more than 50 % of the respondents feel good
about the training and less than half of the total respondents feel very good
about the training.
The study demonstrate that maximum of the respondents agree the training
should be more effective and mast of the respondents strongly the training
should be more effective from the present level.
From the study it is inferred that 63% of the respondents strongly agree the
relationship is good between trainer & trainee and 37% just agree the
relationship is good between trainer & trainee.
7. SUGGESTIONS:
Homogenous groups should be formed for training so that they can easily and
quickly understand each others problems.
8. CONCLUSION:
Training and Development helps in optimizing the utilization of human
resource and it helps to provide an opportunity and broad structure for the
development of human resource technically and behavioral skills in an organization.
It also helps the employee in attaining personal growth and increasing the job
knowledge and skill of employees at each level. Further helps the employee to
achieve organizational goals as well as their individual goals.
The trainee who attended training program in TVS TS was highly satisfied.
The institution should not stop with the existing level of satisfaction because the
growth of any organization depends on continuous improvement. By doing this the
company can attain long term success, increase in revenue and to develop further.
9. ANNEXURE
BIBLOGRAPHY
Mamoria C.B:Personnel Management Himalaya Publishing House,
Mumbai 2002.
Subba Rao P: Personnel / Human Resource Management Konark
Publication Pvt, Ltd. Delhi 1998
Tripathi .P.C: Human Resource Development Sultan Chand & Sons,
Delhi, 2003.
C.R. Kothari : Research Methodology New age edition, 2002
WEBSITE:
www.tvsts.com
www.citehr.com
www.scribd.com
QUESTIONNAIRE
Name: ______________________________________________
Emp No: __________________
Age:
25-30
31-35
Experience:
< 5 Years
36-40
>5 Years
>40
5-10 Years
10-15years
Above 15yrs
Income:
Rs.10000
Rs.20000
Rs.30000
Rs.40000
No
Both
None
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
4. Reason for training given by your organization
Job rotation
Vestibule
Coaching
Role playing
Job instruction
Conference
Discussion
Committee assignment
Instruction
Company
Others
Too short
Just enough
Agree
Neutral
Disagree
Strongly disagree
12. Give your satisfaction level on the existing training .
Highly satisfied
Dissatisfied
Satisfied
Neutral
Highly dissatisfied
13. How did you feel the job before the training ?
Very easy
Not so easy
Difficult
14. How did you feel the job after the training ?
Very easy
Not so easy
Difficult
15. To what extent you have acquired the knowledge and skills through the training ?
To the full extent
To some extent
Not at all
To a large extent
16. Please give your sincere feedback on the following aspects of the training
S.No
Description
Very
Good
Average
Bad
good
1
2
3
4
Training Faculty
Course content
Course materials
Discussions/Exercise/Case
study
Arrangements done for
bad
training
17. I get guidance from my superior while training
Strongly agree
Agree
Disagree
Very
Strongly disagree
Strongly agree
Agree
Disagree
Strongly disagree
No
No
21. To what extent you have acquired the following attributes due to the training
Attributes
Full
Some
extent
extent
extent
extent
Not at all
Knowledge
Efficiency
Skills
Communication
skills
Team work
Confidence
22. Overall feedback about the training
A) Very good
B) Good
C) Average
D) Not good
B) Agree
C) Disagree
D) Strongly disagree
E) Neither