A Project report on

EMPLOYEE TRAINING AND DEVELOPMENT

At
Sudhakar polymers Ltd.
Submitted to Department of Business Administration
J.N.T.U
In partial fulfillment of the requirement for the award of
Degree in
Master of Business Administration
Submitted by
B.KRISHNA
(07E41E0026)

Department of Business Administration

SREE DATTHA INSTITUTE OF ENG & SCIENCE
(Affiliated to J.N.T.U)
Sagar Road,Sheriguda,Ibrahimpatnam,(M) RangaReddy (D) -501510
2007-2009

ACKNOWLEDGEMENT

I hereby take the opportunity to express my sincere gratitude to the

following eminent personalities without whose aid and advise the successful
completion of my Project Work would have remained a dream.
I am very thankful to my guide Mr.mahender and Ms Dr Usha Rani.,HR
faculty & H.O.D of MBA for having provided me with an opportunity to
pursue my Project work at Sudhakar Plastics Ltd.
I humbly thankful to Sri Meela Satyanarayana, Founder, Sudhakar Group of
Companies for giving me this opportunity to do Project work in his esteemed
organization.
I also thankful to Mr. Sharma, Accounts Manager, Finance Department
for his guidelines and co-operation which are helpful to complete this Project
Report successfully.
In particular I am grateful to all my friends for their support and help.
I am also grateful to my loving parents and sisters and brother for their
support and encouragement in doing this Project work.

( Krishna Bandaru)

DECLARATION
I Mr. Krishna Bandaru, a student of MBA (HRM) at Sree Dattha Institute Of
Eng & Science,
here by declare that I have done project Entitled Employee Training and
Development
With Reference to SUDHAKAR POLYMERS Ltd in Partial Fulfillment for
the award of
Master of Business Administration degree in HRM. I also declare that this is
an Original work carried out by me at the India Cements Limited... I assure
that this project has not been submitted To any other university.

Hyderabad
(Krishna.Bandaru)

CONTENTS

CHAPTER - I

14

Introduction to the study

Objectives

Methodology

Limitations of the study

CHAPTER-II

5 - 33

Profile of the Company

5 - 32

Organization Chart

33

CHAPTER-III
Analysis of the study

CHAPTER-IV

35 - 62
35-62

63 69

Conclusion

63 - 64

Suggestions

65 - 66

 Questionnaire

67 - 68

Bibliography

69

INTRODUCTION

BRIEF INTRODUCTION OF EMPLOYEE TRAINING & DEVELOPMENT

Human resources are the great assets of the nation. To make the best use
of people as a valuable resource of the organization, attention must be given to the
relationship between staff& the nature content of their jobs; to the quality of working life
and to understand how best to make the work more satisfying for staff & to overcome
obstacles for effective performance.
For employees to work effectively a challenging job, which allows a feeling
of achievement, responsibility, growth, advancement and recognition should be given.
For every employee in organization the training plays a vital role for the
effective surviving, which leads to development of both the organizational & him/herself.
The data was collected during the months of January- 2009 To March2009. Through questionnaire distributed randomly to the above-mentioned category of
employees.
The objectives of the study are to understand & measure the employee
training & development among employees in 20.

INTRODUCTION:
Training is short-term process utilizing a systematic and organized
procedure by which non-managerial personal learns technical knowledge and skills for a
definite purpose. 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

Training refers only to instruction in technical and mechanical

operations, while development refers to philosophical and theoretical education
concepts. Training is designed for non-managers, while development involves
managerial personal. In the words of Campbell , training courses are typically designed
for a short-term, stated set purpose, such as the operation of some piece of machinery,
while development involves a broader education for long-term purposes.

Why conduct Training and Development Needs

Assessment:

To determine what training is relevant to your employees jobs.

To determine what training will improve performance.

To determine if training will make a difference.

To distinguish training needs from organizational problems, and

To link improved job performance with the organizations goals and bottom line.
The terms need assessment and analyses are interchangeable, but they

have the same meaning and purpose, to assess and analyze. The primary purpose of
the training needs assessment-analysis process is to ensure that there is a need for
training and to identify the nature of the content of the training program. Conducting an
assessment is a way to collect information that can be used to decide what type of
development will be perceived as relevant and useful. An assessment enables a
conversation to take place that questions what skills and knowledge is required to be
more effective. It is important that we view training or performance improvement efforts
as a system. Our efforts to improve one part of the organization system will affect other

jobs in the workplace environment. The needs assessment process is an important first
step in the development of a training program or performance improvement initiatives.
A needs assessment provides an opportunity to consult with a variety of people in
the organization. The information collected, ideas generated, and the conversations that
take place when people discuss their observations, focus groups, performance data,
questionnaires, focus groups, performance data, questionnaires or tests-can clarify
issues and provide a focus on performance.

SCOPE OF TRAINING:
The need for the training of employees would be clear from the
observations made by the different authorities.
(i)

To improve productivity: purposeful instruction can help employees

increase their level of performance on their present assignment. Increased
human performance often directly leads to increased operational productivity
and increased company profit. Again, increased performance and
productivity, because of training, are most evident on the part of new
employees who are not yet fully aware of the most efficient and effective
ways of performing their jobs.

(ii)

To improve Quality: Better informed workers are less likely to make

operational mistakes. Quality increases may be in relationship to a company
product or service, or in reference to the intangible organizational
employment atmosphere.

(iii)

To help a Company Fulfill its Future personnel Needs: Organizations that

have good internal educational programme will have to make less drastic
manpower changes and adjustments in the event of sudden personnel
alternations. When the need arises, organizational vacancies can more easily
be staffed from internal sources if a company initiates and maintains an
adequate instructional programme for both its non-supervisory and
managerial employees.

(iv)

To improve Organizational Climate: An endless chain of positive reactions

result from a well-planned training programme. Production and product quality
may improve; financial incentives may then be increased, internal promotions
become stressed lees supervisory pressure ensures and base pay rate
increases result. Increased morale may be due to many factors, but one of
the most important of these is the current state of an organizations
educational endeavor.

(v)

To Improve Health and Safety: proper training can help prevent industrial
accidents. A safer work environment leads to more stable mental attitudes on
the part of employees. Managerial mental state would also improve if
supervisors know that they can better themselves through company
designed development programmes.

(vi)

Obsolescence prevention: Training and development programmes foster

the initiative and
creativity of employees and help to prevent manpower
obsolescence, which may be due to age, temperament or motivation, or the
inability of a person to adapt himself to technological changes.

(vii)

Personal Growth: Employees on a personal basis gain individuality from

their exposure to educational experience. Again, management development
programmes seem to give participants a wider awareness, an enlarged skill,
and enlightened altruistic philosophy, and make enhanced personal growth
possible.

SIGNIFICANCE OF TRAINING AND DEVELOPMENT:

A programme of training becomes essential for the purpose of meeting the specific
problems of a particular organization arising out of the introduction of new lions of
production, changing design, the demands of competition and economy, the quality of
materials processed, individual adjustments, promotions, career development, job and
personal changes and changes in the volume of business. Collectively, these purposes
directly relate to comprise the ultimate purpose of organizational training programmes to
enhance overall organizational effectiveness.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

Training is a practical and vital necessity because, apart from the other advantages
mentioned above, it enables employees to develop and rise within the organization, and
increase their market value, earning power and job security. It enables management to
resolve sources of friction arising from parochialism, to bring employees the fact the
management are not divisible. It moulds the employee attitudes and helps them to
achieve a better co-operation with the company and a greater loyalty to it. The

management is benefited in the sense that higher standards of quality are achieved; a
satisfactory organizational structure is built up; authority can be delegated and stimulus
for progress applied to employees. Training, moreover, heightens the morale of the
employees, for it helps in reducing dissatisfaction, complaints, grievances and
absenteeism. Reduces the rate of turnover. Further, trained employees make a better
and economical use of materials and equipment; therefore, wastage and spoilage are
lessened, and the need for constant supervision is reduced.

INDUSTRIAL PROFILE

HISTORY OF THE COMPANY

SUDHAKAR RIGID PVC COMPANY was established in 1972, at Suryapet nearly
130 km. from Hyderabad in the state of Andhra Pradesh. It is a partnership form of
company by Mr. Meela Satyanarayana and Mr. Ananthula Janardhan. It is one of the
leading companies in A.P producing durable and quality pipes using latest technology.
The company offers 60 years of guarantee for each pipe, and has over 20 years of
experience in producing the pipes. The pipes are divided into four categories according
to their manufacturing cost. These are available widely to enable the customers to
choose according to their economic status and requirements.
Basically the company is manufacturing two types of pipes Viz., pipes for water
supply and for electricity supply and these two varieties are again divided into different
sizes and are marketed with different brand names.
As SUDHAKAR PVC PIPES COMPANY was pioneer in this industry and was having
little competition, the production was successfully very quickly and consumers accepted
it.
Under these circumstances, the sales picked up satisfactorily, as sales were good and
the market is very vast and mostly untapped the manufacturers thought of attracting all
segments of the consumers they started producing different types of pipes at different
prices.
So as to meet the requirements of consumers as they were producing in only one size
after some years of PVC pipes manufacturing experience, they wanted to utilize the
technology in such a way that they can produce PVC pipes in all sizes both for
electricity and water supply at different prices, by introducing changes, in quality and

thickness and also wanted to increase the output. As only one plant cannot produce the
required number of pipes.
They expanded the factory by introducing different brands :
Sudhakar PVC pipes Limited
Radha Krishna PVC Industries.
Raathi Pipes and Profiles Limited
Sudhakar Plastics Pipes Limited
Sudhakar Polymers Limited
SUDHAKAR PVC PIPES LIMITED, was established in 1972 and manufactures
Electrical pipes.
RADHA KRISHNA PVC INDUSTRIES, was established in 1986 and manufacture
Agriculture pipes.
RAATHI PIPES AND PROFILES LIMITED was established in 1989 for manufacturing
Agricultural pipes.
SUDHAKAR PLASTIC PIPES LIMITED was established in 1993 for manufacturing
Agricultural pipes.

COMPANY PROFILE

SUDHAKAR POLYMERS LIMITED

Sudhakar Polymers limited was established in 1996 for manufacturing pipes for
Agricultural, Industrial and Household purposes. The company manufactures different
brand names for pipes according to their quality, size and purpose. The brand names
are as follows:

Sudhakar PVC pipes.

Sandhya PVC pipes.

Kaveri Pipes.

Navodaya PVC pipes.

At present SUDHAKAR POLYMERS LIMITED, is in a very good position in the

market.
The company has a good reputation in Andhra Pradesh, and it is planning to expand its
to other states. The main activities of the company are to increase the profits and to
serve the society as a means to produce pipes.

AIMS AND OBJECTIVES OF THE COMPANY

The main aim of the company is to manufacture, import, export, trade and
distribution of PVC pipes for Agricultural and Industrial purposes.

The secondary is to acquire from time to time and to manufacture and deal in all
such stock in trade goods, channels and effects as may be necessary and
convenient for the business for the time being carried on by the company.

To contribute or to assist charitable funds.

To apropos any part of the property of the company, for the purpose of and build
or rent shops, offices and others.

To apply for tender, purchases and contract benefit in relation to the construction
execution carrying out of equipment improvements.

To enter into agreements with any Government company in India or Abroad.

To acquire and hold shares in other company having objects all together or a part
in the company indirectly benefiting the company.
To enter into partnership for sharing profits, joint ventures, cooperation with any
person of the company.

To invest deals with the nominees of the company not immediately required in
particular accumulating funds by subscription.

Purchase how so ever to hold share in security of the company undertaking in

India or Abroad.

To draw, make, accept, discount, execute and issue promissory notes, bills of
exchange, bills of loading, warrants, debentures and other transferable
documents minding not involved in a banking business as defined in Banking
Regulation Act, 1949.

AWARDS
This company has now progressed from strength to strength and bagged many
prestigious awards like,
Small scale Entrepreneur Award, awarded by Hyderabad Management
Association for the year 1993.

 All Indian Manufacturers Award, for the year 1994 in the name of Bharatharatna
Moksha Gundam Vishweshwaraiah.
National Achievers Award by IC of Madras.
Vijaya Rathna Award
Best Industrialist Award by Govt. of Andhra Pradesh.
The Indian Govt. awarded H.M.V. Award, which was given for in recognition of
high quality.
This company attained leadership in the field of PVC nation wide dealership
network and service backup facilities, dedicated sales force and kindly deliverance
makes Sudhakar more closure to the customer.

COMPANY PRODUCTS
Sudhakar uses Hi-Tech machinery efficient manpower to produce pipes and
fittings that conforms to national and international standards. Sudhakars modern
workshop technology and perfect quality measures to produce accurate moulds and
dices and precession components.Durability, lightweight, strength to weight ratio,
reliability are a part of Sudhakar products philosophy. Sudhakar deep and innovative
R&D presents the breakthrough concept of PVC pipes and fittings. Sudhakar polymers
are producing various types of products in various sizes and it producing nearly 75
types of products.

PRODUCTS OF SUDHAKAR POLYMERS LIMITED

1. Rigid PVC pipes: these pies are mainly used in the following fields.
a) Irrigation
b) Casing.
c) Drainage
d) Electrification
2.

HDPE pipes

3.

LDPE pipes

4.

Drippers

5.

Irrigation filters

6.

PVC fittings

7.

PVC SWR pipes

8.

PVC SWR fittings

These pipes and fittings are manufactured with the following names.
Sudhakar
Sandhya
Radhi
Janatha

Hanuman

MARKETING AND DISTRIBUTION CHANNELS OF SUDHAKAR

POLYMERS LIMITED
The concept of marketing has been taken seriously by most of the
businesspersons. Marketing concept is a management orientation that hold the key
task of the organization is to determine the needs and of target markets and to adopt
the organization to delivering the desired satisfactions more effectively and efficiently
than its competitors.
Sudhakar pipes marketing is done by technical sales officers posted at different
area officers. Sudhakar group of industries had established a large network in Andhra
Pradesh, Orissa, Karnataka and Maharashtra.
The Sudhakar industries have 14 branch offices in all over the South India and it
has 1047 authorized dealers and now the network is increasing gradually.
The companys main motto is to establish authorized dealer shops every 15
kilometers of distance in Andhra Pradesh.

ADVERTISEMENT STRATEGY OF THE SUDHAKAR POLYMERS LTD.

This company is spending a lot of money for advertising. They are using only the
print media like Newspapers, Wall writings, Hoardings and Calendars.

They are

reaching the major farmers in Andhra Pradesh through the ANNA DATHA a large
circulated farmers magazine.
They are not giving the advertisement through the Television and Radio.
They are giving the advertisements through the cinema halls in the selected areas.

AUTHORITY RELATIONSHIP OF MANAGEMENT:

The company has various levels of management. The main significant level is
that they determine authority relationship in the organization. On the basis of authority
and responsibility we can identify three levels of management in the company.

TOP MANAGEMENT:
Top management, which consists of Owners, Directors, Managing Director,
established plans and objectives of Sudhakar Polymers Limited.

MIDDLE MANAGEMENT:
This level of management is basically with the task of implementing the plans
and objectives laid down by the top management. It works as a necessary link between
Top management and operating management.

OPERATING MANAGEMENT:
It is the lowest level in hierarchy of management and actual operations are the
responsibility of this level of management. It consists of clerks, workers etc., and
various levels of employees. They play introductions of the middle management to the
workers and translate plans of the management into short range operating plans.

FUTURE PLANS:

To increase the production.

To produce different types of pipes.

To increase machine capacity.

To increase dealership in the country.

To expand business all over the country.

To update and utilize latest technology.

ORGANISATION CHART

MANAGING DIRECTOR

DIRECTOR

Production
Dept.

Accounts
Dept.

Testing

Production
Manager

Chief Accounts
Officer

Incharge

Sales
Manager

Supervisor

Accountants

Supervisor

Sales

Dept.

Sales
Dept.

Supervisor
Operator

Helper

Compound
Mixer
Workers

Clerks

Operator

Workers

STUDY DESIGN

OBJECTIVE OF THE STUDY

To study the training procedure of Sudhakar polymers Ltd.

To evaluate the different training methods to determine whether there were any

differences in effectiveness.
To obtain the feedback from the trainees regarding various aspects of the training

session.
To determine the use of certain training instruments for Human Resource

Development.
To recommend ways and means for further improving the process of training and
development for employees in Sudhakar polymers Ltd on the basis of the findings

of the study.
To study whether the employees are satisfied or not satisfied with the Training and

Development programme in Sudhakar polymers Ltd.

To know the views and opinions of the Employee towards the Training and
Development programme in Sudhakar polymers Ltd.

Need and Importance of the study:

Training is a learning experience in that it seeks a relatively permanent change in an
individual that will improve his or her ability to perform on the job. It may involve changing
the skills knowledge , skills, attitudes or social behavior of the individuals .Organization and
individual should develop and progress simultaneously for they survival and attainment of
mutual goals .The importance of Human Resource management to a large extent depends
on Human Resource development and Training and Development is the most important
technique of Human Resource development.
For any organization it is mandatory to take care of its employees. If it doesnt take care of
its employees somebody else would take care of them. Employees are the key to
productivity. Employees are the real representatives of the organization. They are the
interface between the organization and its customers. It is they who really deliver the
services for the customers. The performance of the employees makes a difference in
customer satisfaction, which is key for any organizations growth.
Keeping in view of the above aspects, an attempt was made to study the Training
and Development Programme in Sudhakar polymers Ltd. To achieve the objectives of
customer satisfaction and there is a continuous effort of improving the performance of each
employee of the organization.
Training and Development is a pre-requisite to monitor and make the performance
management effective. In this study an attempt was made to study the satisfactory levels of
the employees with the existing Training and Development and to analyze the
effectiveness of the existing Training and Development and also to make suggestions if
necessary.

METHODOLOGY
DATA COLLECTION METHOD:
a)

PRIMARY DATA:

It is collected through questionnaires. A structured and standardized questionnaire was

used to elicit, which comprised of some relevant questions.
The questionnaire consists of 17 questions to collect maximum information.
b)

SECONDARY DATA:

The soft copy of Sudhaka polymers Ltsd, is one internal source. Apart from that, data has
been obtained from some of the reference books and various Human Resource
Development books.

LIMITATIONS

The sample size is taken as 20 only due to time factor.

The survey is restricted to Sudhakar polymers Ltd ,so the analysis and interpretation

dont hold good for the organization as a whole

Time is one of the limiting factors as the project is to be completed with in the
stipulated time period of 45 days.

Study includes both collections of data from primary as well as secondary sources.

TRAINING AND DEVELOPMENT IN SUDHAKAR POLYMERS LIMITED

Works in charge is responsible for co-ordination of training and development

activities with in and outside the factory and providing adequate training to the
employees in providing adequate training to the employees in consultation with HR
department.

Training is carried in house in co operation with other organization or at external

institute as per the training plan. New recruits in any cadre are provided with basics
induction training for two months on the job (with due supervision) to make them well be
asked to handle jobs inadequately.

The education and training provided shall evaluate in terms expectations and
efficiency of the organization as a means of improving future planes. The records of
education, training skills and experience of employees will be maintained.

Employees who are highly skilled and talented are identified with in the
organization are sent to quality circles in Hyderabad and Ahmadabad. Fairs are bared
by the company itself and will be paid an amount equal to that of salary in that specific
training period which is a job training method.

THEORITICAL ASPECTS
OF
TRINING

AND
DEVELOPMENT

THEORY ON TRAINING AND DEVELOPMENT:

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 HRD.
Training is a specialized function and is one of the fundamental operative function of the
HRD.Organisation providing managerial skills to its employees at all levels, in addition to
technical skills.
Managerial skills are provided thorough management development programmes where
as technical skills are provided through Training and development.

MEANING:

Training is an act of increasing the knowledge and skills of an employee for doing a
particular job .Training is a short education process and the organized procedure by
which people learn knowledge skills for a definite purpose.
Training improves changes and moulds the employees knowledge, skills, behavior,
aptitude, and attitude towards the requirement of the job and organization.
One of the important tasks of personnel management is development .It is not only
limited and necessary to new employees but also necessary existing employees and
supervisors because they have to fulfill the future needs in the organization .development
may be as planned systematic and continuous process of learning to include behavioral
change in individual by cultivating their mental abilities and inherent qualities through the
acquisition ,understanding and use of new knowledge insight and skills as they are
needed for more effective performance of the work of managing.

Definitions:

Training is a short term educational process utilizing a systematic and organized

procedure by which non-managerial knowledge and skills of an employee for doing a
particular job
L.L STEINMETZ
Training is the act of increasing the knowledge and skills of an employee for doing a
particular job .
EDWIN B. FLIPPO

Management development is a systematic process of training and growth by which

individuals gain and knowledge, skills insight and attitudes to manage orientation
effectively.
DALES.BEACH
Any activity to design to improve the performance of existing managers and to provide
for a planned growth of the managers to meet future. Organization requirements are
management development.
P.L.TANDON

Needs for basic purpose of training and development:

1. TO INCREASE PRODUTIVITY: if there is an increase in quality output, there will
possibility of increased productivity. Increased human performance often directly
deals to increased operational productivity and increased company profit. And
this will be result of effective training program.
2. TO IMPROVE QUALITY: better informed workers are less likely to make
operational mistakes .quality increase may be in relational to a company product
or
service or in reference to the intangible organizational employment
atmosphere
3. TO IMPROVE ORGANIZATIONAL CLIMATE: the training is to improve the
relational ship is to improve the relational ship between the member o the

organization ad thus to create organizational and climate with in the

organizational.
4. PERSONAL GROWTH: also to increase the personal growth of the employees,
training is needed. Management development programmed seems to give
participants wider awareness; an enlarged skill enlightened altruistic philosophy
and enhanced personal growth possible.
5. REDUCE SUPERVISION the person who cans supervision himself may be
known as trained employee and supervision is not possible unless and until he is
well trained.
6. REDUCTION IN COMPLIANTS AND ABSERTISM: due to training programs
there will be possibility of reduction in complaints, asterism turnover. Due to all
importance of training increases.
7. BENEFITS OF ALL EMPLOYEES: Trained employees acquire new knowledge
and skills possession of new knowledge in skills ensures job security and
promotion to more responsible jobs.
8. INCREASED ORGANIZATIONAL STABILITY: Training program may help in
maintaining organizational stability and thus increases the importance of training.

Objective of training and development :

a) To express the employees, both new and old to met the present as well as the
changing requirements of the job and the organization.
b) To prepare employees for high level tasks
c) To develops the potentialities of people for the next level of job
d) To ensure smooth and efficient working of a department.

e) To promote individual and collective morale, a sense of responsibility,

cooperative attitudes and good relationships.
f) To assists employees to function more effectively in their present position by
exposing them to the latest concept, information and techniques and developes
the skills they will need in their particulars fields.
g) To prevent obsolescence.

TRANING METHODS:
Training methods are classified into two types.
1. ON THE JOB METHOD.
2. OFF THE JOB METHOD.
1). ON THE JOB METHOD:
Under this method the individual is placed on a regular job and taught the skills
necessary to perform the job. The training learns under the supervision and guidance of

a qualified worker or instructor. While the trainee learns how to performer a job, he is
also a regular worker rendering the service for which he is paid. The problem of transfer
of trainee is also minimized as the person on the job.
a). JOB ROTATION:
This type of training involves the moments of the trainee from one to another. The
trainee receives job knowledge and gains experience from his supervisor or trainer in
each of the different job assignment. This method gives an opportunity to the trainee to
understand the problems of employees on other jobs.
b) Coaching:
The trainee is placed under a particulars supervisor who functions as a training the
individual. The supervisor provides the feedback to the trainee on his performance and
offers him some suggestions from improvement often the trainee shares some of the
duties and responsibility of the coach and relieves him of his burden. A limitations o this
method of training is that the training may not have the freedom or opportunity to
express his own ideas.
c) Job Instruction:
Under this method the trainer explains to the trainee the way of doing the , the trainer
appraises the performance of the trainee, provides feedback information and the
trainee.
d) Committee assignment: A group of trainees are given and asked to solve an actual
organizational problem. The trainees solve problem jointly it develops team work

2). OFF THE JOB TRAINING METHODS:

Under this methods of training the trainee is separated from the job situation
and his attention is focused upon learning the material relate to his future job
performance .he can place his concentration on learning the job. There is an opportunity
for freedom of expression or he trainee.
a)

VERSATILE TRAINING: actual work is simulated in class room. Materials, files

and equipment which is used in actual job performance is also used in training.

Personal for semiskilled jobs .the duration of this training ranges from days to
few weeks.
b)

ROLE PLAYING: if is method of human interaction that involves realistic

behavior in imaginary situation. This method of training involves action, doing a
practice. the participants play the role of certain characters . it is for developing
interpersonal interaction and relations.

c)

LECTURE METHOD. It is traditional and direct method of instruction .the

instructor organizes the material and gives it to a group of trainee in the form of
talk. The lecture must motivate and create interest among trainee.

d)

CONFERENCE AND DISCUSSION : this methods involves a group of people

who pose idea examine and share facts k, idea and data, test assumption and
draw conclusion , all of which contribute to the improvement of job performance.
In these methods feedback is provided. The participants feel to speak.

e)

PRAGRAMMED INSTRUCTION: the subject matter to be learned is presented

in a series of carefully planned sequential units .these units arranged from
simple to more complex. The goes though these units by answering the blanks.

TRAINING PROCEDURE:
It is essentially an adoption of the job instruction raining course, which has
been proved to have a great value. The detailed training procedure is
1. PREPARING THE INSTRUCTOR: the instructor must know both the job and how to
teach it. The job must be divided into logical parts so that each can be taught at a
proper time without the trainee losing plan. for each part one should have in mind the

desired technique of instruction that is whether a particular point is best thought by

illustration, demonstration or explanation.
2. PERPARING THE TRAINEE: the first step in training is to attempt to place the
trainee at ease. Most people are some what nervous when approaching an unfamiliar
task. Thought the instructor may have executed this training procedure. Many times he
or she never forgets its newness to the trainee. The quality of empathy is a mark of the
food instructor.
3. GETING READY TO TEACH: This stage program in class hour teaching involving
the following activities.
a) Planning the program.
b) Preparing the instructor out line.
c) Dont try to cover too much material.
d) Keeps the session moving along logically.
e) Discuss each item in dept.
f) Report but in different words.
g) Take the material from standardized text when it is available.
h) When standerdised texts when it is not available develop the programs and
course content based on group approach.
i) Teach about the standard for the trainee like quality, quantity, abilty to work,
without supervision knowledge or procedure etc...
j) Remember your standerd before you teach.

LIMITATIONS:

1. Once the employee change the organization after completion pf training

development program.

2. The organization looses the time and money also. the trainer and trainee not
satisfied their personal needs they are not show the interest in training in training
and development program.
3. The trainer and trainee not having good relationship between them they are not
improves the skills and knowledge through training and development program.
Due to this organization not achieving their strategies and not get more profits.
4. The trainers not provide the trainees feed back regularly. The trainee not improve
their performance, skills, knowledge and the trainee not know what do, what
cannot do on the job.

ANALYSIS
AND
INTERPRETATION

1). How long have you been with SUDHAKAR Polymers ltd?

New/Long Standing

No of Employees

Long Standing Emp. (3&>3 Yrs)

17

New (<3 Yrs)

03

Training needs can be classified by categorizing employees in to young people,

newcomers and people who are permanent. Young people are those who are new
entrants who undergoing intensive training before posting .People new to the
organization, new to the department or section will need special treatment when the
times comes to integrate them in to the working life. Newcomers need help to adjust to
their new surroundings. Those who have served in another industry will have to learn to
apply their skills in the new field. People who are permanent know the company and
were working in it quite sometimes .They might require training if they are posted to a
different department, given a promotion or refresher training et c.

2). How long have you been in present job?

New/Long Standing

No of employees

Long Standing Emp.(>2 Yrs)

15

New (2&<2 Yrs)

It is important to know how long the employee has been working in his current
position. This will help us to identify his training needs accurately.
If majorities of their people working are to the current position they are working in,
then there must be more training programs on how to proceed with work. But otherwise,
more refresher training is needed on how to perform their job more effectively and
efficiently. They can be given greeter responsibility and can be asked to help other
coworkers who are new to the organization .Training programs like leadership
training .Personal management etc. can also be given to them.
At sudhakar polymers Ltd. Most of the employees (75% i.e. 15 out of 20) are long
standing and only (25%i.e 5 out of 20) are new to the organization.

3. How do you work?

a) Alone

b) Part of team

Response

No of Employees

Alone

Part of team

19

The current business challenge demands a shift in focus from individual

contribution to group activates and group contribution. Groups do not replace
individual. Individual need to be developed. When people work in team there is a
synergy and collaboration among team members gives meaning to individual
performance and competence
At SUDHAKAR Polymers 19 members (I .e, 99%) of the sample said that they work in
teams, only 1 member said that they alone.

4. If you work in a team do you have any clarity about your team roles?

Clarity about team role

No of Employees

Yes

100

No

In Sudhakar polymers all employees have clarity about their own team roles.

5. What is the degree of co-operation among your team members?

A) High

B) Good

C) Moderate

D) less

OPINION

NO OF EMPLOYEES

High

11

Good

Moderate

Less

It clearly shows that most of the employees agree that they complement each other
while they are working as team in order to make their work effective.

6. To perform other jobs in the organization: What other roles in the

organization would you be interested in doing if a vacancy became available for
example transfer to another section supervisor position etc?

TO PERFORM OTHER

NO OF EMP

NO OF %

JOB

Change of section

40

Supervisor

15

NO change

45

Most of the employees felt that they would like to change their position to other section
where they can do better in the organization in order to progress in their career.

7. What is your career aspiration?

A) Greater Responsibilities

B) Higher Position

C) Financial Increment
OPINION

NO. OF EMPLOYEES

Greater Responsibilities

Higher Position

Financial Increment

12

Higher Position & Financial Increment

GR& HR

GR&FI

ALL OF THE ABOVE

Most of the employees are seeking to increase their financial position by doing better
job. They dont want more responsibilities. Least of the employees would like to move to
higher position where they can lead the teams.

8. Are you satisfied with training and development programmed provide by

sudhakar polymers Ltd?
A) Yes

B) No
Response

No. of employees

Yes

19

No

Cant say

95% of the employees are satisfied with the Training and Development programme of
the Sudhakar polymers Ltd. Just 5% of the employees are not getting familiar with the
Training and Development programme of the Sudhakar polymers Ltd.

9. After completing the training programme the

management giving any promotion to the Employee?
A) Yes

B) no

C) sometimes

Response

No of Employees

Yes

19

1
No

95% of the employees agree that they are getting Promotions after attending the
Training and Development programme provided by the organization.
Only few of the employees are not satisfied with the procedure of the promotions
conducted by the organization.

10. Are you satisfied with the role of trainer between you and
management?
A) Yes

B) No

RESPONSE

NO OF EMPLOYEES

YES

19

NO

01

95% of the employees are satisfied with the Methods, Role-plays, and the like given by
the Trainer. They are keen to attend every Training programs which are provided by
the TRAINER .

11. How do you describe your overall learning experience from the
Programme?
A) Excellent

B) Good

C) Moderate

D) poor

Response

No .of employees

Excellent

Good

16

Moderate

Poor

Trainees who rated the statement with excellent grade are very Cleary about the
Training program and they learned more to perform their jobs effectively.
Trainees who rated the statement with Good grade are also quite satisfied with the
overall learning experience of the Training program.
12. Does training programme have any positive impact on the
Organization?
A) MOST OF THE TIMES
C) RARELY

B) SOMETIMES

D) NO

RESPONSE

NO. OF EMPLOYEES

MOST OF THE TIMES

18

SOMETIMES

RARELY

NO

Employees are agreeing that the Organization is getting more productive when the
employees are provided by the Training.

13. Whether the organization is taking any feedback from the

Employee after the completion of training programmer?
A) YES

B) NO

RESPONSE

NO .OF EMPLOYEES

YES

16

NO

Most of the Trainees are agree that they are asked to give their Feedback on the
Training program right after completion of the program, in order to make the program
more success in the future.

14. Do you want any changes in the present training programmer?

A) YES

B) NO

RESONSE

NO.OF EMPLOYEES

YES

19

NO

It clearly shows that most of the Trainees would like to change the way the Training
program is conducted by the Oraganization.
They suggest the use of audio-visual equipements during the Training session .They
feel that more training aids should be used so that they can get a better idea of what
exactly the trainer wants to explain them.

15. Do you feel training is must for all the employees?

A) YES

B) NO

C) CANT SAY

RESPONSE

NO OF EMPLOYEES

YES

19

NO

CANT SAY

As we already discussed in the theoretical aspects of Training and Development, It is

mandatory to provide better Training to become more productive in the competition
world and also to do better jobs.
95% of the Employees agree to be provided the Training program in regular intervals.

16. What is the basic purpose behind your training?

A) To again the knowledge for doing my job
B) Change of job
C) Adopting new technology
D) Increase the productivity
RESPONSE

NO OF EMPOLOYEES

KNOWLEDGE GAINGING

TECHNOLOGY ADOPTING

KNOWLEDGE& TECHNOLOGY
ADOPTING

INCREASE PRODUCTIVITY

CHANGE OF JOB &TECHNOLOGY

ALL

All the employees are felt that they would like to take part in the Training program
in order gain the knowledge of above mentioned choices.
17. Training programme helps you to improve?
A) Decision making & confidence

B) knowledge about the job

C) Technical and mental skills

D) All the above.

RESPONSE

NO.OF EMPLOYEES

KNOWLEDGE ABOUT JOB

TECHNICAL &MENTAL SKILL

10

KNOWLEDGE &TECHNICAL SKILL

DECISSION MAKING CONFIDENCE

ALL THE ABOVE

Most of the employees are felt that they are improving their Technical and mental skills
by the Training which is provided by the organization. Some of them felt that they are
getting only knowledge of their jobs.

FINDINGS

FINDINGS:
The following factors have been regarded as the main reason for failure of
training programmes:
1.

The benefits of training are not clear to help top management.

2.

The top management hardly rewards supervisors for carrying out effective
training.

3.

The top management rarely plans and budgets systematically for training.

4.

The middle management, without proper incentives from top management, does
not account for training in production scheduling.

5.

Without proper scheduling from above, first line supervisors have difficulty in
production norms of employees are attending training programmes.

6.

Behavioral objectives are often imprecise.

7.

Training external to the employing unit sometimes techniques on methods

contrary to practices of the participants organization.

8.

Timely information about external programmes may be difficult to obtain.

Trainers provide limited counseling and consul ling services to the rest of the
organization.

RECOMMENDATIONS

AND
SUGGESTIONS

CONCLUSIONS AND RECOMMENDATIONS:

1. Most o the employees are interested in training. But the training program only for
some level of employees. Better to make it possible for all levels of employees.
2. Most of the employees are having the awareness of training facilities that are
provided by the organization. Few of them are not having awareness of those
facilities. So that the organization has to educate them to motivate about training
program.

3. Most of the employees are not having education qualifiers are not up to the mark.
So they have to encourage them to well educate.
4. Most of the employees are felt that they area not giving any promotions after the
training program. So they have to provide promotions.
5. Training should be made compulsory to get the work done in timely and properly
so training should be made compulsory in the company policy.
6. The organization has to divide the groups in the base of their qualification and
nature of work them go for providing the training program. so that it gives much
productivity and work efficiency.
7. Evaluation to training programs must be conducted to know the effectiveness of
training.
8. The training program must be strengthening them to reach the goals of the
organization.

QUATIONNAIRE

Questionnaire

For
A study on EMPLOYEE TRAINING AND DEVELOPMENT at
Sudhakar Polymers Ltd.

NAME

SECTION

QUALIFICATION

1). How long have you been with SUDHAKAR Polymers ltd?
.

2). How long have you been in present job?

..

3). How do you work?

A) Alone

B) Part of team

4). If you work in a team do you have any clarity about your team roles?
A) Yes

B) No

5).What is the degree of co-operation among your team members?

A) High

B) Good

C) Moderate

D) less

6). to perform other jobs in the organization: What other roles in the
organization would you be interested in doing if a vacancy became available
for example transfer to another section supervisor position etc?
..

7).What is your career aspiration?

A) Greater Responsibilities

B) Higher Position

C) Financial Increment

8). Are you satisfied with training and development programme

sudhakar polymers Ltd?
A) Yes

provide by

B) No

9). after completing the training programme the management giving any
promotion to the employee?
A) Yes

B) No

C) Sometimes

10). Are you satisfied with the role of trainer between you and management?
A) Yes

B)No

11). How do you describe your overall learning experience from the

Programme?

A) Excellent

B) Good

C) Moderate

D) Poor

12). Does training programme have any positive impact on the

Organization?
A) Most of the times

B) Sometimes

C) Rarely

D) No

13). Whether the organization is taking only feedback from the

Employee after the completion of training programmer?
A) Yes

B) No

14). Do you want any changes in the present training programmer?

A) Yes

B)No

15). Do you feel training is must for all the employees?

A) Yes

B)No

C) Cant say

16).What is the basic purpose behind your training ?

A) To again the knowledge for doing my job

B) Change of job
C) Adopting new technology
D) Increase the productivity

17). Training programme helps you to improve?

A) Decision making & confidence

B) knowledge about the job

C) Technical and mental skills

D) All the above.

BIBLIOGRAPHY

Bibliography:

 Rao, T. V HRD Audit. Response Books, New Delhi, 1999

Ramaswami, N., A Handbook of Training and Development, T.R.Publications,

Chennai, 1992.

Turrell. M., Training Analysis, Macdonald & Evans, 1980.

Mamoria, C.B., Personnel Management, Himalaya Publishing House, Mumbai,

1984.

C.B Mamoria & S.V Gankar. , Human Resource Management, Mumbai, 2001.