1.

1 INTRODUCTION

The project deals with the Training Programs conducted in Nandi Pipes Industries Limited place and the methods used to evaluate the effectiveness of the training programs. The objective, methodology and limitations of the study are as follows. We shall look at the basic data about plastics and particularly those properties, which are use in practical working with plastic. Plastics are manmade materials. The oldest raw materials for producing plastics are carbonaceous materials obtained from coal tar (benzene, phenol). Today the majority of raw materials are obtained from petro chemical sources and they can economically produced in large quantities. . Accident is an unexpected, unplanned occurrence, which may involve injury or interrupts the completion of an activity. There is a possibility of accident in every sphere of human life, at home, whilst traveling, at play and at work. As the causes of accidents are related to technical and human factors, it has attracted the attention of the psychologists, sociologists and engineers. Engineers and Safety Officers usually render necessary practical advice on certain aspects of safety require a multi-dimensional approach. The Govt. of India recognizing the importance of plastics in agriculture appointed on March 7th 1981 a National committee on the use of plastics in Agriculture under the chairmanship of Dr.G.V.K.Rao. This committee has forecast a tremendous growth of drip irrigation through a network of plastic pipes and tubes. In its opinion large scale adoption of irrigation would lead to sports in demand for PVC Pipes L.D.P.E tubes and polypropylene emitters. The implementation of recommendations would go a long a way in increasing the consumption of plastics, which at present is very low. The committee has highlighted the importance of the use of PVC reign in the manufacture of rigid pipes, flexible pipes and sheeting, which are being used for agricultural operations to carry water from place to and also lining of ponds and reservoirs to reduce seepage and most important in drop drip irrigation systems.

Human Beings are the most developed species on the earth, but they require constant nurturing from time to time to become better individuals. To ensure optimum performance and to constantly adopt to the dynamic work environment the role of hrd includes man power planning , recruitment and selection, T & D, Career planning and development. Training and development forms an essential of organizational functions. During the last two decades there has a greater awareness regarding training and development in all the sectors of the Indian economy. Training is defined as the systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job. It is the act of increasing knowledge and skill of an employee for doing a particular job. This means training enhances the skills and capabilities of the individual in an organization.

Training is an essential part of the orientation program for new recruits in an organization every organization irrespective of its size or nature of operations needs to provide training to its employees at various stages of their career. Management development is another important function of HRD. Management development is a systematic process of growth and development by which employees develop their skills and abilities to manage. It is future oriented and is concerned with the education of the employees. Management development is designed to meet specific objectives.

THE MAIN OBJECTIVES OF TRAINING AND DEVELOPMENT ARE:

1. Improving employees performance by reducing the gap between the actual and expected performances. 2. Updating the employee skill them to integrate the technological changes successfully into organizational systems and processes. 3. Avoiding managerial obsolescence. 4. Preparing for promotion and managerial succession. 5. Retaining and motivating the Employees, 6. Creating an efficient and effective organization.
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TRAINING FUNCTIONS:
In most organizations of late, there has been a greater awareness to have an full fledged, separate, training setup, called either training or human resources development or organization development department through the functions of all these are similar the major function of training department is either to organize in company training programs or sponsor executives for external training programs. The training department is manned by people who have been transferred from other line functions and in a from the staff functions.

1.2 SCOPE OF THE STUDY

The scope of the study is confined to Training and Development of Managers Supervisors and Employees. Training plays vital role in determine the effectiveness and efficiency of the establishment. Increase in productivity is possible only when thee is an increase in quantity of output. It applies not only to new employees but experienced people as well. It can help employees to increase their level to increase their level of performance on their present job assignment. Training reduces supervision, dissatisfaction, complaints and absenteeism in the organization. As employees acquire new knowledge and job skills and increase their market value and earning power. This study helps to develop the training and development in SUJALA PIPES industries. With this study, it can asses the employee opinion category, method of the training and development. This sort of the evaluation helps in identifying the lacunae in all the areas of training and creating an environment congenial for learning.

 Therefore, an attempt is made in this paper to understand the perceptions of employees on the training programs in SUJALA PIPES industries.

1.3 IMPORTANCE OF THE STUDY

We shall look at the basic data about plastics and particularly those properties, which are use in practical working with plastic. Plastics are manmade materials. The oldest raw materials for producing plastics are carbonaceous materials obtained from coal tar (benzene, phenol). Today the majority of raw materials are obtained from petro chemical sources and they can economically produced in large quantities. Plastics have changed our world and day-by-day they are becoming important. They own their success to whole series of advantages which they have over conventional such as 1. Light weight 2. Excellent mould ability 3. Attractive colors 4. Low energy requirement for convention 5. Low labor & cost of manufacture 6. Low maintenance 7. High Strength weight ratio 8. Corrosion resistance 9. Aesthetic without surface Although plastic have strength to weight ratio, they are not as strong as metals and deform permanently under load. They cannot bear extremely high or low temperature like materials and other metals such as refractory bricks. Modern invention of glass or carbon-black as reinforcing fillers pave the way for making high strength feeling plastics and they at times replace steel.

1.4 OBJECTIVES OF THE STUDY

Primary Objective:
1. To analyze the effectiveness of training and development for the employees in Nandi Pipes and identify training gaps.

Secondary Objective:
1. To understand the need and importance of the concept T & D and its relevance in the present day organization. 2. To understand the process of evaluation of training and to analyze its effectiveness. 3. To make Suggestions and Recommendations to improve the existing training program and its Evaluation process.

1.5 REASERCH METHODOLOGY

Primary sources Survey method was adopted to collect the data. Survey method is concerned with describing, recording, analyzing & interpreting existing conditions. The data was collected with the employees of the organization through the structured closed ended questionnaire. Secondary source Secondary data is one which has already existed, company profiles, broachers, records & website Various factors are included in the questionnaire to get necessary information and enough care was taken into consideration while framing out the questionnaire. Sample plan It includes sample unit, sample size, procedure of sample and the research instrument. Population The total number of employees working in this organization us considered as population. At present there are more than 1500 employees working in the organization. They designations are officers, supervisors and wage board cadre. Source list The source list consists of 800 employees of the organization. Sample size
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It constitutes the number of respondents to the study. Thus 120 employees are the sample size taken.

1.6 REASERCH DESIGN

Research instrument Personal interviews with the aid of structured questionnaire. The data used in the project is attained through both Primary and Secondary Research.

1. Primary data on the training programs for Managers Supervisors and Employed conducted at Nandi Pipes and their evaluation was collected through interview at the factory. 2. Secondary data was collected from referring to internet and journals.

3. The concept of training and development is extracted from various books.

1.7 SAMPLE DESIGN

Keeping in mind the objectives of the present study, a questionnaire has been designed to elict the needed information. After the questionnaire is finalized, permission from the authorities of the SUJALA PIPES industry has been obtained to carry out the questionnaire. Interviewing the supervisory staff at the higher cadre also collects the primary data. Secondary data has been collected from company previous records, text books and journals. Data collection methods Interviews conducted to collect the data on this study. Data collection tools Structured questionnaires are used. Sampling Population: The total population in SUJALA PIPES industry is more than 800 employees. Sample size: A sample of 120 employees was taken to collect the data. Sample method: Convenience sampling method is used

1.8 HYPOTHESIS
Hypothesis Testing: Ho: Attending numbers of trainings have no impact on employee satisfaction. H1: Attending numbers of trainings have impact on employee satisfaction. Statical Tools The tools used for analysis are: Percentage analysis Chi square test Percentage analysis: Percentage analysis is used to the percentage value of all the different questions used percentage are used in making comparison between two or more series of data. Percentage= No. of respondents x 100 Total respondents

Chi square test: Chi square test is the process to test association between two variables or more than two variables. Applications of Chi square distribution: Chi square distribution has a large number of application in statics. 1. Thetest of the goodness fit. 2. Test the independence of attributes. Conditions of the Chi square distribution: The sample observation should be independent.
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The total frequency should reasonable large.

1.9 LIMITATIONS OF THE STUDY:

1. Lack of Communication with the trainee in order to measure the effectiveness of Training. 2. Inaccessibility to data on evaluation process. 3. Time conferment. 4. The in formats where identified on a selective basis. 5. There may be bias of the respondent in answering the questions.

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2.1 COMPANY PROFILE

The M/s Sujala pipes (1) Ltd. Was started in 1977 by Sri S.P.Y.Reddy. It was started with a single unit and with Rs.10, 000 capitals. Now it is having more than 12 units. It was commissioned with the object of catering to the agriculture needs of region. In earlier days tools used for water flow were very ineffective with high percentage of seepage losses. To counter this drawback PVC pipes for favorably welcomed. This has been the mission of the M/s Sujala Pipes (pvt.) Ltd. The major irritants in agricultural practices like lack of rainfall, ground lifting water transport with the field has provided a magnificent thrust to PVC pipes market. This factor helped M/s Sujala Pipes (pvt) Ltd. Recorded excellent growth. The following port rays the length and breadth if the development of market for PVC pipes of M/s Sujala Pipes (pvt) ltd. 1979-Nandyal region 1984-85-Rayalaseema region 1985-86-Rayalaseema, Telangana region 1986-87-Karnataka and A.P 1988-91-A.P, Karnataka and Tamil states 1991-94-A.P, Karnataka and Tamil, Kerala states 1994-96-A.P, Karnataka and Tamil, Kerala and Maharastra states 1996-98-A.P, Karnatala and Tamil, Kerala and Maharastra, Pondicherry 2000-02-A.P, Karnataka and Tamil, Kerala and Maharasta, Pondicherry, Chattisegarh (planning) 2002-04-A.P., Karnataka and Tamil, Kerala and Maharastra, Pondicherry, Chattisegarh.

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Apart from manufacturing of PVC pipes in the rage of sizes from inch to 10 inches it also runs, partnership firm (Sowmya fittings) manufacturing PVC pipes fitting at bidder.

TECHNICAL DETAILS ABOUT P.V.C.PIPES RAW MATERIALS (Ingredients) The important raw material in manufacturing of pipes PVC Resin (Poly Vinyl Chloride) Chemicals 1. This-Tribasic lead Sulphate 2. Dbls-Dibasic lead state 3. Ls-Lead Sterate 4. Cs-Calcium State 5. Sa-Steric acid 6. Caco-Activated Calcium Carbonate 7. Titanium Dioxide 8. Paraffin wax 9. Carbon Black Color. Compositions of raw materials & chemicals (As per ISI 4985-88) for the batches are as follows. Resin 75 kg Thls 1kg Dbls 0.4kg Ls 0.4kg Cs 0.5kg SA 0.6kg Wax0.5 kg Cao 3.4 kg Carbon black color 0.35 kg
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The raw materials and chemicals are mixed in appropriate proportions as per standards required and are done according to batches. These raw materials and chemicals are mostly imported Gujarat and Rajasthan. From the M/s Sujala Pipes Pvt. Ltd has never turned back. It has been a massive grown from 1988 and now M/s Sujala Pipes Pvt. Ltd under brand Nanadi pipes is number one leader in PVC pipes segment of agriculture belt. The following portray the length and breadth if the development of agriculture belt. The following portray the length and breadth if the development of market for PVC pipes of M/s Sujala Pipes Pvt. Ltd. M/s Sujala Pipes Pvt. Ltd is the manufactures of the largest and comprehensive range of PVC pipes in India. Nandi Gold Pipes, with a diameter up to 400mm are suitable for water transportation, irrigation, plumbing, drainage, cable ducting, bore wells, transfer of industrial effluents and electrical conducts. The gamut of products cover all applications in which PVC pipes can be used. Nandi PVC systems are most ensuring products of uncompromising excellence, meeting all relevant ISI, BS, DIN and ASTM standards. In to these features, extensive R&D facilities provide reliable and committed support for new product development, implying that even if a Nandi customer is unable to acquire his precise requirement from our elaborate ranges, Nandi also could supply customized products as per his own exclusive specifications. Such relentless pursuit of quality and readiness to adopt and innovate has propelled Nanadi to the forefront of this product category in India.

MANUFACTURING PROCESS
The process for pipes manufacture is as follows. The power from output of the motor is transmitted to main gearbox through a No. of V-Belts and pulleys to the input shaft of the gearbox.
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The main gearbox is worm gear box having reduction rations of 15:1. The gear box is mounted on the top of base on a well-machi8ned pad and held firmly by 4nos. of hexagonal headed screws. The output shaft of gearbox is connected to the output shaft of the thrust assembly through a heavy-duty flexible coupling. The two output shafts are perfectly aligned by checking fun of this coupling and gear box and hopper block are dwelled to the vase in correct position. The splinted end of the extended screw engages with splinted bore of the output and the power is transmitted to the screw. There will be two heating zones called barrel zone die zones. Raw materials will be passed from hopper to first barrel zone where source constant temperature will be maintained to bring the raw material into the form of past. Raw material will be passed from barrel zone to die zone. Where the raw material come to required condition to form pie cool water will be supplied on the throughout the length of pipe to bring the pipe hard shape. Pipes will be separated by cutter in required lengths of 6 mts. One end of the pipe will be expanded after heating for the purpose of joining by solvent cement to the plain end of PVC pipe, which called socket end pipe. Finished products The main products produced are **PVC PIPES **BENDS **COUPLERS **SOLVENT CEMENT **PVC PIPES

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Range of pipes is from 20 mm to 250 mm diameter standard sizes of pipes are 65 mm, 75 mm, 90 mm and 180 mm. On order various sizes are also manufactured with adjustable diameters are available.

Depending on output capacity there are three machines 1) 120kg/hour 2) 250-300 kg/hour 3) 450 kg/hour Quality inspection After manufacturing PVC pipes as per ISI standards following tests will be conducted to confirm the sale 1. Reversal test 2. Stress Relief test 3. Impact test at 0 degree/c 4. Internal hydro-static test 5. Capacity test 6. Type test at 60 degree/c 7. Resistance to Sulphuric Acid test 8. Effect on water test

QUALITY The factor quality as such is the dominating factor as per the management in the growth of sales. Although a laboratory to look after the quality aspect has been operational, much thrust is not envisaged for this factor. DESIGN
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Geometrically proven shape for the pipe is circular. Any sort of aberrations from this proven shape would be disastrous. So on compatible terms P.V.C. pipes ought to be circular. A change in the gauge of he pipe is incidental to the pressure that it has to resist. And so, design factors play a limited role in P.V.C pipes. Organization practices mare also in congruence with this concept. FEATURE Longevity has been emphasized in the advertisement of the company indicating the products long life characteristic features.

BRAND NAME Out of three varieties of products offered by the organization NANDYAL NANDI PIPES, one of the varieties has got excellent local popularity is it symbolizes the region and the sacred bull., the brand names of remaining two varieties have no impact. PACKAGAIN Packing occupies less important role in the products like P.V.C. pipes. But for the purpose of cubic space utilization in trucks while in the transport, organization is adopting the techniques like pipe in pipe (telescopic)

SIZES Various sizes ranging from Yz to10s offered to the consumer. Even pipes with different gauges are also manufactured to suit specific conditions.

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SERVIES As such no system is charted out for the after sales service at the P.V.C pipes and either to no complaints is received in this regard. WARRANTIES No written warranties. Guaranties are given to consumers expect an assurance that the product is reliable. RETURNS Damaged pipes are replaced with the new pipes. If the concerned person in the organization feels its appropriate to do so.

LIST PRICE Dealers along with the goods are supplied with price list at which the goods are to be sole. List price will be determined on the basis of production cost, raw material cost, competition and other factors. And authorized dealers are given 4% commission the list price. . DISCOUNTS A stern policy regarding discount is not seen in the organization, but for the fact that discounts may be endorsed if the negotiating party is considered prominent in view of organizations concerned employee. Sometimes quality discounts will be offering.

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PAYMENT PERIOD Zero payment periods are policy adopted by the company and goods shall not be delivered unless cash remittances are made. The same method is also applicable to the authorized dealers of SUJALA PIPES (PVT) LIMITED.

CHANNELS SUJALA PIPES Pvt., Ltd., has got zero level and single level channel distribution.

Manufacture

Consumer

Zero Level

Manufacture

Dealer

Consumer

Single Level COVERAGE

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Coverage of the various areas is aptly dealt with, by the organization. Under present circumstance entire A.P parts of the southern states like Karnataka, Tamilanadu and Kerala are in the ambit up SUJALA PIPES Pvt.,Ltd.,

ASSORMENT Company dealers are advised to follow exclusive assortment of the products of SUJALA PIPES Pvt., Ltd., sub dealers who are not authorized by the company were also very much in the distribution network. And these sub dealers for scrambled assortment. TRANSPORT Transportation vehicles of SUJLA PIPES Pvt., Ltd., outnumber the feet of the competitors vehicles. This unique strength of the organization enables the delivery system to be efficient. This even helps the dealers to reduce inventory levels to minimum. This way dealers are supplemented with the benefit of the lower tied up capital in from on inventory. SALES PROMOTION The company seldom participates in trade shows for promoting its product. Recently it has participated in India aqua trade fair at Hyderabad. ADVERTISING Out of promotion mix variables advertising are considered as chief promotional fool by the organization. It usually accepts services of advertising agencies either for caption generation or for media planning, the various advertising agencies which are usually consulted are For copy preparation For wall painting : M/s Breeze advertisers, Hyderabad. : M/s Bhanu advertisers, Guntur : M/s prince outdoor advertiser, Kurnool. For advertising in
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A.P.S.R.T.C.Buses TV ad and publicity For stickers

: M/s Uniads advertisers, Hyderabad. : M/s Padmalaya Telefilms limited, Hyderabad. : M/s Sai advertisers, Hyderabad.

2.2 PRODUCT PROFILE

Plastic have become synonymous with modem living. It is undoubtedly a product, which has penetrated extensively into the common mans life. No wonder the industry has achieved in terms of supply of raw materials, expansion and diversification of processing capacities and manufacturing of processing machinery and equipment. The versatile material with its superior qualities such as light weight, easy process ability corrosion resistance, energy conservation, no toxicity etc., many substitute to a large extent many conventional and costly industrial materials like wood, metal, glass, jute, leather etc., in the future. The manifold applications of plastics in the field of automobiles electronics, electrical, packing and agriculture give enough evidence of the immense utility of plastics. At percent 80 percent of total requirement for raw and almost all types of plastic machines required for the industry are indigenously available. The present investment in all the three segments of the industry, namely production of raw materials, expansion and diversification of processing capacities, manufacturing of processing machinery and ancillary equipment is Rs. 1,250 crores and it provides employment to more than eight lakhs people. Plastics have been subject to levies not only at the control level but also at state and local government levels. These levels have affected the price of plastic products adversely. The per capital consumption of plastics in India is very low at 0.5kgs(500 grams.) as against the world average of 11 kgs. The per capita consumption

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is 68 kgs. In West Germany, 53 Kgs.In U.S.A, 35 Kgs in U.K. and even in developing country like South Korea 8.5 kgs. On account of their inherent advantage in properties and versatility in adaptation and use, plastics have come to play a vital role in a variety of applications, the world over. In our country, plastics are used in making essential consumer goods of daily use of daily use for common man such as basket, shopping bags, water bottle, school bags, Tiffin boxes, hair combs, tooth brusher, spectacle frames and fountain pens. They also find applications in field like pacing, automobiles, and transportation, engineering, electronics. Telecommunications, defense, medicine and building and construction plastics are growing in importance in agriculture and water management. The Govt. of India recognizing the importance of plastics in agriculture appointed on March 7th 1981 a National committee on the use of plastics in Agriculture under the chairmanship of Dr.G.V.K.Rao. This committee has forecast a tremendous growth of drip irrigation through a network of plastic pipes and tubes. In its opinion large scale adoption of irrigation would lead to sports in demand for PVC Pipes L.D.P.E tubes and polypropylene emitters. The implementation of recommendations would go a long a way in increasing the consumption of plastics, which at present is very low. The committee has highlighted the importance of the use of PVC reign in the manufacture of rigid pipes, flexible pipes and sheeting, which are being used for agricultural operations to carry water from place to and also lining of ponds and reservoirs to reduce seepage and most important in drop drip irrigation systems. A breakthrough has already taken place in the field of canal lining with polyethylene film in states of Gujarat, Madhya Pradesh, Punjab, and Haryana, the irrigation departments in the states have taken concrete steps to incorporate canal lining with L.D.P.E films on a priority basis. Another variety of plastics, that requires careful nurturing relates to the engineering plastics which after alternatives to or replacement for metal in load applications. Engineering plastics are being increasingly used for various applications in automobiles, electronics. Telecommunications and other industries. The plastics are classified into two major classes thermoplastics. And thermo sets the thermoplastics
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become sufficiently soft applications of heat. The thermostats on the initial application of heat and pressure in the mould to flow, but upon further application of heat and pressure they are too hard to inert moulded place which cannot be re softened by reheating.

L.D.P.E. Low Density polyethylene: Production of LDPE in India started in 1959. At present there are three units manufacturing LDPE with a total capacity of 1.15 lakh tones. Production target for LDPE by the end of 1989-90 is placed 1.86 lakh tones. H.D.P.E. (High Density Polyethylene): Production of HDPE in India commenced in 1988. at percent in on unit (polyolefins industries ltd) in India. Production HDPE by the end of 1989-90 is placed at1.25 lakh tones. P.V.C (poly vinyl chloride): Production of PVC started in India in 1951 against first production of PVC in the world in 1927. At present, there are six units manufacturing PVC pipes. The present total installed capacity comes to 1.7 lakh tones. The production target of PVC by the end of 1989-90 is placed at 2.33 lakh tones. POLYSTYRENE: Polystyrene was first manufactured in India may 1957. the production target of polystyrene by the end of 1989-90 is set at 29,000 tones. POLYPROPHYLENE:

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The first production of the polypropylene is commenced in 1978. A production target 29,000 tones is the achieved by the end of 1989-90.

A.B.S (Acrylonitril Butadiene Styrene): The production of acrylonitril butadiene sysrene (A.B.S) in India started in 1978. The present total annual installed capacity of ABS is 4,000 tones. EXPORT OF PLASTIC GOODS: Plastic have excellent potentialities. Our country is equipped with all kinds of processing machineries and skilled labor and undoubtedly, an extra effort will boost exports. Finished plastic products will yield rich dividend. Today India exports plastic products to as many as 80 countries all over the worlds. The export, which were stagnant at around Rs. 60-70 crore per annum doubled to Rs.129 crore in 1988-89. this plastic industry has taken up the challenge of achieving an export target of Rs.170 crore. Major export markets for plastic are Australia, Bangladesh, Canada, Egypt, France, Hong Kong, Hungry, Italy, Kuwait, Federal Republic of Germany, Srilanka, Taiwan, U.K., U.S.A and U.S.S.R. With a view to boosting the export, the plastics export promotion council has urged the government to reduce import duty on plastic raw materials at international prices. Fix duty draw backs on weighted average basis and charger freight rate on plastic products on weight basis instead of volume basis. PROSPECTS: The production of various raw materials in the country is expired to double by the end of the seventh plan, when the PCLs capacity expansion program is
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completed as well as the new plants by other manufactures like PIL, Century Enka.; reliance is set up during the period. The consumption of commodity plastic including LDPE, HDPE, PUP, PS and PVC is expected to touch the one million tones marks by 1989-90. There is immense scope for the use of plastics in agriculture, electronics, automobiles, telecommunications and irrigation and thus, the plastic industry is on the threshold of an explosive growth. ROLE OF PLASTICS IN THE NATIONAL ECONOMY: Plastics are get perceived as just simple colorful household products in the minds of common man. A dominant part of the plastics of the present and future fined their utilization in the following areas: 1. Agriculture, forestry and water-management. 2. Automobiles and Transportation. 3. Electronics and telecommunications. Building, construction and furniture especially wood substitutes. 4. Food processing and packing.

TRAINING PROCESS
The steps to be followed in conducting the training process would be: 1. Setting evaluation criteria. 2. Assessing the knowledge prior to training. 3. Training or developed workers. 4. Assessing the knowledge after training. 5. Transfer to the job. 6. Follow up studies. The factors that can be used to evaluate a training program are:

EVALUTION OF THE TRAINING AND DEVELOPMENT PROGRAMS:

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Evaluation helps in analyzing the effectiveness of training programs. Evaluation is the final stage in the training and development and is the most difficult task. Evaluation of training must be consistent with the purposes, objectives and goals of the training activity.

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1. Trainees feedback. 2. Knowledge or learning acquired by the trainees. 3. Changes in job performance or behavior as a result of training. 4. Measurable improvements or results seen in individuals like fewer accidents increased. 5. Productivity or decreased turnover etc. Certain steps should be followed to do the evaluation process. Organizations implement the evaluation process with a few changes to suit purpose. In general the follow the below structure.

Setting Evaluation Criteria

Assessing the knowledge prior to training

Trained or developed worker

Assessing the knowledge after training

Transfer to the job

Follow up Studies

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2.3 REVIEW OF LITERATURE

TRAINING
According to flippo, training is the act of increasing the knowledge and skills of an employee for doing a particular job. Dales beach defined the training as the organized procedure by which people learn knowledge or skill of definite purpose. 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. We typically say training can involve the changing of skills, knowledge, attitudes or social behavior. Training is typically focus on providing employees with specific skills or helping them correct deficiencies in their performance.

Development

Development an efforts to provide employees with the abilities the organization will need the future.

Process Class room instructions:

Each net speed leadership module beings with face to group instruction facilitated by a trainer. You may choose to have one of you may use one of our trainers. Employing a stylish and powerfully designed. Electronic presentation, participant work book, and detailed facilitator, insightful small group discussion, skills practice sessions and practical application.
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Participants return to their jobs with relevant tools and an action plan them right away.

Electronic Reinforcement:
One week after each module presented participants are e-mailed an electronic magazine with a case study, role model interview, to do list and other features crafted to reinforce the face to face training in a fresh, readable magazine formats.

Web Based Tools

Participants them complete a brief web based certification test, called net speed coach to demonstrate their knowledge of the material and the ability to apply that knowledge to real life management situation. Net speed of the job is an action planning tool that participants use to construct detailed action plans for specific work challenges, following a template based directly on learning principle covered in their classroom experience.

Benefits For participants

Programs participants gain valuable approaches to managing others building their teams and achieving productive results through collaboration with others. Training presented in focused modules scheduled over several weeks, combined with a systematic series of e-learning reinforcement tools, maximize knowledge retention and application of skills.

For Trainers And Training Director

Net speed leaderships blended learning approach to leadership
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development is powerful and easy to implement. It allows training directors to quickly launch and support a training initiative, certify program participants and reward participation and achievement. Net speed leader ship support the training director in providing the best face to face instruction combined with state of the art online learning reinforcement tools.

Importance of the Training

1. Job and organizational requirement are not static, they are changed from time to time in view of technological advancement and change in the awareness of the total quality and productivity management. 2. The objectivity of the total quality and product management can be achieved only through training as develops human skills and efficiency, productivity, program and development to a greater extend depend on the training. 3. Organizational objectivity like availability, stability and growth can also be achieved through training. 4. Trained employees would be a valuable asset to an organization. 5. Thus, training is important as it constitutes significant part of management control.

Benefits of Training

Training benefits to the Organization. Improve the moral of the work force.
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Helps people to identify the organizational goals. Improves labor management relations. Helps to keep cost down in many areas.

Training Benefits to the Individual

1. Aids in encouraging and achieve self development and self confidence. 2. Helps in eliminating fear attempting new tasks. 3. Increase job satisfaction and recognition. 4. Helps a person to handle stress, tension frustration and conflict. 5. Improves interpersonal skills.

Need for Training

Every organization big or small, productive economic or social, old or newly established should provide training to all employees irrespective of their qualification skills, suitability for the job etc. Training is not some thing thats done once to new employee, it is used continuously in every well run establishment. The need for training arises due to following reasons,

To match the employees specification with the job requirement and organization needs. Organizational viability and the transformation process. Organization complexity. Human relations. Change in job assignment.

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Role of Training and Development

No organization has choice of whether to train its employee or not, the only choice is the methods of training. The primary concern of an organization is its viability and hence its efficiency and if the organization does not respond to their pressure, it may find to employees in order that they contribute to the organization efficiency and be able to cope up with the pressure of changing environment. The viability of an organization depends to considerable extent on the skills of different employees, especially that the managerial, cadre to relate the organization with environment.

Thus training can play the following rules in an organization. 1. Increase in efficiency. 2. Increase in moral of employees. 3. Better human relations. 4. Reduce supervision. 5. Training provides number benefits to both employees and employers.

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DATA ANALYSIS AND INTERPRETATION

3. PERCENTAGE ANALYSIS

Table 1: Showing the gender of the respondents Gender Male Female Total Frequency 116 4 120 Percentage 97% 3% 100%

INTERPRETATION: The table reveals that majorities of the respondent (97%) are male and (3%) are female.

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Chart 1: Showing the gender of the respondent

GENDER
Male 97%

Male Female

Female 3%

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Table 2: Showing the age group of the respondent. Age Group Below 25 25 30 30 35 Above 35 Total Frequency 24 66 26 4 120 Percentage 20% 55% 22% 3% 100%

INTERPRETATION: The table above reveals that most of the respondent (55%) belongs to age group of 25- 30 years next majority of them (22%) belongs to age group of 30 35 years. next majority of them (20%) belongs to age group of below25 years.and remaining (3%)belongs to above35.

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Chart 2: Showing the age group of the respondent

AGE GROUP
70 60 RESPONDENTS 50 40 30 20 10 0 Below 25 25 30 30 35 Above 35 AGE 4 24 26 Frequency Percentage 66

Table 3: Showing the occupation of the respondents

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OCCUPATION Bussiness Govt employees Pvt employees Total

FREQUENCY 20 40 60 120

PERCENTAGE 17% 33% 50% 100%

INTERPRETATION: The table above reveals that most of the respondent (50%), of the respondent feels pvt employee above a job (33%), feel govt employee and (17) of the respondence feel business.

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Chart 3: Showing the occupation of the respondents

70 60 50 40 30 20 10 0 Business Govt employee Pvt employee Table 15: Training needed by employees in next two years 17% 33% Series1 Series2 50%

Table 4: Showing the Annual income of the respondents

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ANNUAL INCOME Below 1 lackh 1-3 lackhs 3-5 lackhs Above 5 lackhs Total

FREQUENCY 35 40 25 20 120

PERCENTAGE 29% 33% 21% 17% 100%

INTERPRETATION: The table above reveals that most of the respondent (33%), of the respondent feels 1-3 lackhs above a job (29%), feel below 1 lakh and (21) of the respondence feel 3-5 lackhs and remaining above 5 lakhs

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Chart 4: Showing the Annual income of the respondents

ANNUAL INCOME
45 40 35 30 25 20 15 10 5 0 Below 1 lackh 1-3 lackhs 3-5 lackhs Above 5 lackhs

RESPONDENCE

FREQUENCY PERCENTAGE

ANNUAL INCOME

Table 5: Showing the marital status of the respondents

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MARITAL STATUS Married Single Total

INTERPRETATION:

FREQUENCY 80 40 120

PERCENTAGE 67% 33% 100%

The table above reveals that most of the respondent (67%), are married and remaining (33%) single

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Chart 5: Showing the material status of the respondents

MARITAL STATUS
90 80 RESPONDANCE 70 60 50 40 30 20 10 0 1 2 MARITAL STATUS Married Single

Table 6: Showing the place of living of the respondents

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PLACE OF LIVING Urban Semi urban Rural Total

FREQUENCY 55 40 25 120

PERCENTAGE 46% 33% 21% 100%

INTERPRETATION: The table above reveals that most of the respondent (46%), of the respondence feels urban above there (33%) feel semi urban and (21%) of the respondent feel rural.

Chart 6: Showing the place of living of the respondents

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PLACE OF LIVING
60 RESPONDENTS 50 40 30 20 10 0 Urban Semi urban PLACE OF LIVING Rural Series1

Table 7: Showing the opinion about their job of the respondent

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opinion Challenging Interesting Routine Boring Total

Frequency 30 66 24 0 120

Percentage 25% 55% 20% 0% 100%

INTERPRETATION: The table above reveals that most of the respondent (55%) of the respondent feels interesting about their job and (25%) feel challenging.and (20%)of respondent feel routine.

Chart 7 : Showing the opinion about their job of the respondents

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OPENION
70 60 RESPONDENTS 50 40 30 20 10 0 0 1 0 2 0 3 OPENION 00 4 5 30 Series1 Series2 Series3 66

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Table 8: Showing profile level of the respondents

Level

Frequency
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Percentage

Managerial Professional Specialist Total

8 96 16 120

7% 79% 14% 100%

INTERPRETATION: The table given above reveals that of the 120 respondents taken for the study and majority of the respondent (79%) belong to professionals and (14%) are specialist .remaining of them are managerial (7%)level.

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Chart 8: Showing profile level of the respondents

PROFILE LEVEL

Managerial 7% Professional 79% Specialist 14%

Managerial Professiona l Specialist

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Table 9: Showing of the relationship between you and your colleague of the respondents Relationship Friendly Normal Satisfied Bad Total Frequency 61 35 24 0 120 Percentage 51% 29% 20% 0% 100%

INTERPRETATION: The table above reveals that majority of the employees (51%) feel they have friendly relationship between them and their colleagues and (29%) feel normal relationship with their peers. Remaining (20%)are satisfied.

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Chat 9: Showing of the relationship between you and your colleague of the respondents

RELAT IONSHIP
Satisf ied 20% Bad 0%

Friendly

Friendly 51% Normal 29%

Norm al Satisfied Bad

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Table 10: Showing the Employee Development is shared responsibility of company, individual and other employees of the respondents Responsibility Strongly Agree Agree Partly Agree Disagree Total Frequency 32 58 24 6 120 Percentage 27% 48% 20% 5% 100%

INTERPRETATION: The table reveals that most of the respondent (48%) employees agree employee development is share responsibility between the organization, individual and the other employees and (27%) strongly agree.(20%)are parly agree and remaining (5%)are disagree.

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Chart 10: Showing the Employee Development is shared responsibility of company, individual and other employees of the respondents

SHARED RESPONSIBILITY SHARED RESPONSIBILITY

Partly Agree Partly Agree 20% 20% Agree Agree 48% 48% Disagree Disagree 5% 5%

Stronly Agree Stronly Agree Agree Agree Partly Agree Partly Agree Disagree Disagree

Stronly Agree Stronly Agree 27% 27%

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Table 11: Showing the setting performance goals focused on individual performance of the respondents Setting performance goal Strongly Agree Agree Partly Agree Disagree Total

Frequency 4 38 12 66 120

Percentage 3% 32% 10% 55% 100%

INTERPRETATION: The table reveals that most of the respondent (55%) employees disagree employee development is share responsibility between the organization, individual and the other employees and (32%) agree.(10%)partly agree and remaining (3%)are strongly agree.

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Chart 11: Showing the setting performance goals focused on individual performance of the respondents

Frequency

Strongly Agree Agree Partly Agree Disagree Total

Table 12: Showing the Performance Leadership Programmer helps only to accomplish the company objectives of the respondents
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PLP Strongly Agree Agree Partly Agree Disagree Total

Frequency 12 79 21 8 120

Percentage 10% 66% 17% 7% 100%

INTERPRETATION: The above table reveals that most of the respondents (66%) agree that performance leadership programmer help to accomplish the company objective.(10%) are strongly agree,(17%)partly agree remaining(7%)are disagree.

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Chart 12: Showing the Performance Leadership Programmer helps only to accomplish the company objectives of the respondents

PLP HELPS TO ACCOMPLISH COMPANY OBJECTIVE

80 70 60 50 RESPOND 40 ENTS 30 20 10 0

Series1 Series2

Strongly Agree

Partly Agree

COMPANY OBJECTIVE

Table 13: Showing the developing individual skills responsibility of the respondents

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Responsibilit y Individual Manager Organization Shared

Strongly Agree 36 22 16 54

Agree 54 42 78 56

Partly Agree 20 32 20 10

Disagr ee 10 24 6 0 Total 120 120 120 120

INTERPRETATION: The table given above reveals that from the 120 respondent majorities of the employees (78) Agree with developing individual skills is the responsibility of the organization.

DEVELOPING INDIVIDUAL SKILL IS RESPONSIBILITY

90 80 RESPONSIBILITY 70 60 50 40 30 20 10 0 1 2 3 4
57 RESPONSIBILITY

Individual Manager Organization Shared

Chart 13: Showing the developing individual skills responsibility of the respondents

Table 14: Showing the all vacant position is filled thro job posting of the respondents

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vacantposition Strongly Agree Agree Partly Agree Disagree Total

Frequency 0 37 59 24 120

Percentage 0% 31% 49% 20% 100%

INTERPRETATION: The above table reveals that majority of the employees (49%) partly agree that vacant position is filled through job posting (31%) agree with it.and remaining(20%) are dis agree.

Chart 14: Showing the all vacant position is filled thro job posting of the respondents

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140 120 100 80 60 40 20 0

gr ee gr ee ag re e e A gr e A A T ot al

Frequency Percentage

tr on gl

Table 15: Showing the job posting transparent in Visteon of the respondents

Job posting

ar t ly

D is

Frequency
60

Percentage

tranparent Strongly Agree Agree Partly Agree Disagree Total

6 9 49 41 120

10% 15% 41% 34% 100%

INTERPRETATION: The above table reveals that majority of the respondent (41%) partly agree about the job posting transparency and (34%) Disagree with the statement.(10%)are strongly agree and remaining (15%)are agree.

Chart 15: Showing the job posting transparent in Visteon of the respondents

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JOB POSTING TRANSPARENT 60 50 40 30 20 10 0 Strongly Agree Agree Partly Agree Disagree Frequency

3.2 CHI-SQUARE TEST

Ho: Attending number of trainings have impact on employee satisfaction.
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H1: Attending number of trainings have no impact on employee satisfaction. Degree of respondents Number of respondents Respondents Highly satisfied Satisfied Natural Dis satisfied Highly dis satisfied Total Inconvenient 3 9 4 7 4 27 Convenient 4 81 2 4 2 93 Total 7 90 6 11 6 120

First we find the expected frequent using the formula is given by

Eij =

(Ith row total) x (Jth column total) Grand total

O 3

E 1.58

O-E 1.42

(O.E)2 /2 1.28

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4 9 81 4 2 7 4 4 2 Total

5.43 20.25 69.75 1.35 4.65 2.48 8.53 1.35 4.65

-1.43 -11.25 11.25 2.65 -2.65 4.52 -4.53 2.65 -2.65

0.38 6.25 1.81 5.20 1.51 8.24 2.41 5.20 1.51 33.79

Calculation: X =(O-E)2/E (r-1) x (c-1) (5-1) x (2-1) = 4 x 1= 4 Four degree of freedom at 5% level of significance Chi-square values = 33.79 Critical value = 33.79 > 5.348 So H0 is accepted CONCLUSION: Here the calculated value is greater than the tabulated value. So, the nuil hypothesis is accepted .

4.1 FINDINGS
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The Training Development activities taken up in Sujala Pipes Pvt Ltd. are yielding favorable results. The expected return on the Training Programs is being achieved. There is a Research and Development laboratory in side the factory to give the latest technology improvements that are relevant to Sujala Pipes Pvt Ltd., The pricing strategy of Sujala Pipes Pvt Ltd at present is different from other pipes industry higher quality even at a minimum price is its present strategy. The quality of the products of Sujala Pipes Pvt Ltd has gained the customer satisfaction. Its pipes quality had received the position of one of the high quality pipes products available in India.

4.2 SUGGESTONS

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 Proper budget allocation should be done for Training and Development. Especially development programs have to be effectively planned to over any future problems. Training regarding the safety measures to be taken in the company by the workmen and supervisors has to be properly planned and given to them. The workmen should be seen to that they follow the safety measures there by mentioned. Contract worker should be introduced to meet with the extra load during the peak season of summer and also reduce the expenses towards salaries during the dull season. Proper appraisal system should be formed to efficient analyze the efficient employee and there by improve his efficiently in his respective field. Off the Job Training methods like role play, lecture is also advised to be adopted. Proper care is suggested to be taken regarding the security arrangements that are ought to be taken. The performance of the personal department should be improved by proper development programs.

4.3CONCLUSION
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From the study, I came to know that the training methods / techniques adopted by the Sujala Pipes Ltd are good. But the management should see that employees should get training according to the requirement of employees job designation. Management should seriously review cross-functional meeting frequently, by this the management can identify & Provide appropriate training to employees for high productivity.

Management should given high Motivation to employees for more productivity. Management should intimate well in advance to both training institute & trainees. The standards of training methods should provided according to the update technology. Then bright success will have both to individual employees as well as for company.

BIBLIOGRAPHY
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Effective Human Resource Training & Development StrategyHimalaya publishing House,1st Edition-2005 - Dr.B.RATHNA REDDY

Management & Organization Behavior Himalaya Publishing House, 2000 Edition. - P.SUBBA RAO Personnel/Human Resource Management Prentice Hall of India, 3rd Edition -DAVID A.DECENZO -STEPHEN ROBBINGS

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QUESTIONNAIRE
Sir/Madam, I am D.NARESH. M.B.A. student-undergoing project on Training and development. The questionnaire is meant for academic purpose and will be kept highly confidential. So please spend your valuable time for providing me the information. 1. Name: 2. Gender Male 3. Age group Below 25 yrs. 31-35 yrs. 4. Occupation Bussiness. 5. Annual Income Below 1.0 Lakh. 6. Marital status Married. 7. Place of living Urban. 8. Is your job Challenging 9,.Organization Level Manager Professional Specialist Interesting Routine Boring Semi urban Rural Single 1-3 lakhs 3-5 lakhs abov 5lakhs Govt. Employee. Private Employee. 25-30 yrs. Above 35 yrs. Female

10. What do you feel about the relationship between you and your colleagues. Friendly Normal Satisfied Bad

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11. Employee development is a shared responsibility of the company, the individual and other employees. Strongly Agree Agree Partly Agree Disagree

12. When setting Performance goals for the year is focused on individual Performance not the overall performance of the oraganization. Strongly Agree Agree Partly Agree Disagree

13. Performance leadership programme helps in setting a direction towards accomplishment of company objectives. Strongly Agree Agree Partly Agree Disagree

14. Performance leadership help the individual to enhance the Knowledge? Strongly Agree Objectives. Strongly Agree Agree Partly Agree Disagree Agree Disagree Partly Agree 15. At visteon it is solely the responsibility of the individual to achieve the set

16. Developing individual skills is i) Responsibility of the organization Agree Agree Partly Agree Partly Agree Disagree Disagree Strongly Agree Strongly Agree

17. In Visteon all the vacant position are filled only through job posting

18. Job posting is transparent in visteon. Strongly Agree Agree Partly Agree Disagree

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