CONTENT

TABLE CONTENT
S.NO
1

3
4

PARTICULAR
CHAPTER:I
1.1 Introduction
1.2 Company profile
1.3 Objectives
1.4 Limitation
CHAPTER: II
2.1 Research methodology
2.2 Research design
2.3 Sampling design
2.4 Tools analysis
CHAPTER: III
3.1Data analysis and interpretation
CHAPTER: IV
4.1 Findings
4.2 Suggestions
4.3Conclusion
4.4 Bibliography
4.5 Questionnaire
4.6 Appendix

PAGE NO

CHAPTER-1

1.1INTRODUCTION

Every organization needs to give well trained and experienced people perform
the activities that have been done. In adequate job performance or decline in productivity or
changes resulting out of redesigning or a technological break through require some type of
training and development also increased. In a rapidly changing society employee training and
development are not only an activity that is desirable but also an activity that an organization
must commit resources to if it is to maintain available and knowledgeable work force.

MEANING OF TRAINING AND DEVELOPMENT

Training improves the knowledge skill and attitude of the employees to reach the
organizational goals.
Training may be defined as a planned program designed to improve performance
and to bring about measurable changes in knowledge, skill, attitude and social
behavior of employees for doing particular job.
Development is a long term educational process utilizing a system and organized
procedures by which managerial personal learn conceptual and theoretical
knowledge for general purpose.

DEFINITIONS

According to Edwin B Flippo Training is the act of increasing the knowledge and skill
of an employee for doing a particular job.
According to Dale S Beach Training is the organized procedure in which people learn
knowledge or skill for definite purpose.

OBJECTIVES OF TRAINING

The basic objective of training is to help develop capabilities of the employees both new
and old by upgrading their skills and knowledge so that the organization could gainfully
avail of their.

To ensure smooth and efficient working of a department.

The main objective of training is to bring but efficiency and effectiveness in an

organization so that the organization may remain completive in highly completive market
situations and for the achievement of organizational goals.

A view to correcting the narrowness of out look that may arise form over specialization.

To prepare the employees, both new and old to meet the present as well the changing
requirements of he job and the organization.

To promote individual and collective morale a sense or responsibility co-operative

attitudes and good relations ship.

To impart the new entrants the basic knowledge and skills the needs for an intelligent
performance of a definite job.

To reduce the No of accidents by providing safety training and workers.

To develop the potentialities of people for the next level job.

The main aim of the training is to improve the level of productions.

Training guides the employees to do the tasks effectively and efficiently.

NEED FOR TRAINING

The need for the training of employees is clear form the following observation.

TO INCREASE PRODUCTIVITY:

Instructions can help employees increase that directly tends to increase productivity and
increased company profit Training helps new employees to understand the most effective and
efficient way of performing the job.

TO IMPROVE QUALITY:
Better informed works are less likely to make operational mistake as result quality increase or
improved.

TO HELP ACCOMPANY FULFILL ITS FUTURE NEEDS:

Organizations that have in good internal educations programmed will have to make less drastic
man changes and when the needs arises can more easily be staffed from internal sources if a
company internal and maintain an adequate instructional programmer for the both its nonsupervisory staff and managerial employees.

TO IMPROVE ORGANIZATIONAL CLIMATE:

An endless chain of positive reactions result from a well panned training programmer
productions and product quality may improve financial incentives may be increased and internal
promotion became stressed.

IMPORATANCE OF TRANING
Training is the corner-stone of sound management for it makes employees more effective and
predictive. It is actively and intimately connected with all the personnel or managerial activates.
It is an integral art of the whole management, functionally inter-related.

IMPORTANCE OF TRAINING FOR EMPLOYEES

It makes employees more effective and productive

It enables employees to develop and use with in the organization and increase market
value earning power and job security.

It moulds the employees attitudes and helps them to achieve a better co-operation with
the company and is greater loyalty to it.

Training helps in educe dissatisfaction, complainants, grievances and absents

Further trained employees make a better and economical use of material and equipment
and reduce wastage

The training is benefited in the sense that higher standards of quality are archived a
satisfactory organizational structure is built up.

The importance of training ca is explained in there way: -

Training is widely accepted problem solving device. Indeed our national superiority is
man power productivity can be attributed in small measure to the success of our
educational and industrial training programmers. This success has been achieved by
attendance in many quarters for regard training.

The importance of HRM to a large extent depends on human resources development and
training.

No organization can get a person who exactly matches with the job an organizational
requirement. Hence training is important to develop the employee and make him suitable
to the job.

Training work towards value addition to the company through HRM

Training develops human skills and efficiency

Trained employees would be valuable assets to an organization.

By training organizational efficiency, productivity, progress will developed to a greater

extent.

By training organization can achieve the stability, viability and growth.

BENEFITS OF TRAINING
Training relates to improve of skills and knowledge of an employee for performing a task

STAFF RETENTION:Training increases staff retention which is significant cost saving, as the loss of one
competent, person can be the equivalent of one years pay and benefits.

IMPROVED QUALITY AND PRODUCTIVITY:

Training that meets both staff and employer needs can increase the quality and flexibility
of a business services by restoring.

Accuracy and efficiency

Good work safety practices.

Bette customer services.

STAYING COMPETITIVE :Business must continually chance their work practices and infrastructure in a global market.
Training staff to manage the implementation of new technology, work practices and business
strategy. Can also act as a benchmark for future recruitment and quality assurance practices.

HIGH MORAL :-

Possession of needed skills help to meet such basic human needs as security and ego satisfaction
collaborate personnel and human relations programmers can make contribution towages moral
but the are hollow Shells of there are no solid core of meaning full work down with knowledge
skills and pride.

REDUCED SUPERVISION: The trained employee is one who can perform with limited supervision but greater independence
is not possible unless the employee is adequately trained.

REDUCED ACCIDENTS: More accidents are caused by deficiencies in people than by deficiencies in equipment and
working conditions. Proper training in both Job skills and safety attitudes should contribute
towards a reduction in the accident rate.

IMPROVES THE ORGANIZATIONAL STABILITY.

The outcomes of training help for organizational stability by enhancing organizations to sustain
its effectiveness despite the key personnel can be developed only through creation of a reservoir
to sort run variations in the volume of work requires personnel with multiple skills to permit their
transfer to jobs where the demand is highest.

METHODS OF TRAINING:
Basically there are various methods of training which can be classified into the following two
categories:

on the-job training

Off the-job training

ON THE-JOB TRAINING METHODS:This type of training, also known as job instruction training, is the most commonly used method.
Under this method the individual is placed on a regular job and taught kills necessary to perform
that job, the trainee learns under the supervision and guidance of a quality worker or instructor.
On the job training the advantage of giving firs hand knowledge and experience under the actual
working conditions while the trainee learns how to Performa job, he is also a regular words
rendering the services for which is paid on the job training methods includes:

Job rotation

Job instruction

Coaching

Committee assignments.

OFF THE JOB TRAINING METHODS.

Under this method of training, the trainer is separated from the job situations. It requires the
workers to undergo training for a specific period away form the workplace off the job methods
are concerned with both knowledge and skills in doing the certain jobs, an advantages of off the
job training is that is allows people to get away form work and totally concentrate on the training
being given. This is most effective for training attitudes, concepts and ideas.

OFF THE JOB PROGRAMMER CONSISTS OF THE FOLLOWINGS.

Lecture method

Role playing

Vestibule training

Conference of discussion

TRAINING POLICY
Every company or organization should have well established training policy such a policy
represents the top management commitment to the training of its employees and copies
roles and pollards governing the standard of scope of training a training a training policy
is considered necessary for the following reasons.

To indicate a companys intention to develop its personnel, to provide guidance in the

forming and implement of programmer to provide in formations concerning them to all
concerned.

To discover critical are as where training is to be given on a priority basis.

To provide suitable opportunities to the employees for his own better meant.

COMPANY PROFILE
ABOUT THE COMPANY
SRI TEXTILE PVT LTD is promoted by Sri. S Vengatesan and Smt. V
Padmavathy, both of whom have been associated in the textile and garment
industry. The Company proposes to set up a garments unit at Tirumalai Gowni
Kotta Village, Sappadi Post, Hosur Taluk,

Sri. S Vengatesan has been actively engaged in the field of textile and garment
business and commenced manufacturing of fabrics and textile products in Erode
during early 1990. Apart from this, he is engaged in the business of sale of tractors
and farm equipment under a partnership firm with the dealership with Mahindra &
Mahindra Ltd. for trading on tractors and its spares. In addition he is actively
engaged in dealing with sugarcane thrash shredding services under the
proprietorship of M/s Sri Agro Agen
Smt. V Padmavathy is a business woman engaged in diversified field such as
manufacturing and trading under textiles, garments and tractors. Currently she is
the proprietrix of Sri Vinayaka Traders dealing with trading of yarn and fabrics. In
addition, she is the partner at Sri Motors, a partnership firm dealing in tractors and
its spares under the dealership with Mahindra & Mahindra Ltd.
Sri Textile Erode Private Limited is a 12 year old Company with a group turnover
of about USD 10 Million. The Company employs about 100 personnel presently
and has the capacity to manufacture about 5 million yards of fabric annually. The
Company is today a reputed exporter of yarn dyed woven fabric to a host of global
branded garment majors.
The unit would be mainly manufacturing garments with export quality catering to
the immense demand overseas. With the vast experience gained in the course of
their past endeavours more particularly in the field of textiles and related products,
the promoters have carried out a detailed study of needs and requirements of the
garment unit in South India and having considered the various opportunities
available, they have decided to set up facilities for garment unit at the outskirts of
Hosur Taluk in Tirumalai Gavani Kotta.

LOCATION
The project is proposed to be located at Tirumalai Gawani Kotta Village, Sappadi
Post, Hosur Taluk which is on the border of Karnataka Tamilnadu and in the
close proximity of Bangalore City which is about 56 kms away. The village
presently has a population of about 1300 people and there are about 80 odd
villages in the vicinity and close proximity (within a radius of about 20 Kms) with
an overall population of about 1.20 lacs. Tirumalai Gavani Kotta has a 24 hour
dedicated power supply. The village and the nearby areas is home to over 3000
skilled tailors and garment industry workers who travel to Bangalore to work in the
garment factories there.
WORKING CAPITAL REQUIREMENTS
The working capital requirement calculations have been made on the basis of the
following norms.
Sl
No

Particulars

Period
(Months)

Raw Materials

1.00

Packing Materials

1.00

Work in Progress

7 days

Finished Goods

1.00

Debtors

0.50

Creditors for Supplies

1.00

The above level of holdings is estimated on the basis of the trend in the
industry and the experience of the promoters. The working capital margin

has been calculated based on the above stocking norms and provided for in
the co
The main sewing machines which are critical to the garment manufacturing
operations are of Juki make (imported from Japan through the Companys
indenting agents / authorised dealers) and all the remaining machinery is available
locally and is proposed to be acquired from indigenous sources.
The plant and machinery have been selected keeping in mind the optimisation of
the costs without compromising on the effectiveness and production capacity. All
items have been selected from reputed manufacturers in the industry.
IMPLEMENTATION SCHEDULE, CONSENTS
Based on the commitment given by engineers, it is estimated that the project will
be implemented over a period of 7 months. Accordingly, the plant is proposed to be
commissioned by end of December 2013. The land has been acquired and the
various contractors and service providers have been finalised. The costs have been
frozen and the terms and conditions of awarding the contracts are being completed.
Applications have been made for obtaining the power and water connections as
well as with the various other local authorities. The building plans have been
approved by the local municipal authorities.

The suppliers for

plant and machinery have been finalized, the rates and prices negotiated and orders
have also been placed for all critical machinery.

The orders for the other

machineries will be placed as and when the project progresses and the delivery are
expected to commence by end August 2013 and complete by end of November
2013.

It is expected that trial production will be held during the month of

December 2013 and commercial production would commence from January 2014.

The Company has identified the senior management / technical production and
certain senior personnel including the CEO have been already recruited.

As

regards the other personnel required at various levels of the management hierarchy
and for the production activity, recruitment will be carried on as planned so as to
be commensurate with the progress of implementation of the project Clothes are
an epitome of a culture. People in different parts of the world have their own styles
of dressing which symbolize their culture and status. The last two centuries have
seen an upsurge in the use of man-made textiles like polyester, nylon, PP, acrylic
etc. in almost every part of the world. With the growth in disposable incomes
consequent to the economic growth as well as consumerism, the need for garment
products is ever on the increase. This has directly given rise to an increased
demand for readymade branded garme
The textile industry including readymade garments occupies a unique position in
the Indian economy. Its predominant presence in the Indian economy is manifested
in terms of its significant contribution to the industrial production, employment
generation and foreign exchange earnings. It contributes about 14% to the
industrial production and about 4% to the GDP. It has immense potential for
employment generation particularly in the rural and remote areas of the country on
account of its close linkage with agriculture. It provides direct employment to
about 45 million persons including substantial segments of SC and ST women. In
fact, the textile industry is the second largest provider of employment after
agriculture. The contribution of this industry to the gross export earnings of the
country is about 11% while it adds only 1 1.5% to the gross import bill of the
country. It is the only industry which is self reliant and complete in value chain i.e.
from raw material to the highest value added products i.e. garments / made ups. As

a corollary to this the growth and promotion of this industry has a significant
influence on the overall economic development of our country
OBJECTIVES OF THE STUDY
The task of the researcher is to lay down the objectives precisely.
The objectives enlighten the researchers owning and lead to more efficient
enquiry.
Once the objectives are settled the study can be undertaken with are aquire
accuracy and within the given resources. .
To analyze the various training programmed denoted by the company.
To study whether the company has been providing adult training on the
latest trends.
To understand the benefits and limitations of the training programmer.
The study is conducted to find out the training needs, which are likely to
exist in the organizations and where intervention by trained will be
necessary, which will results in both a possible and productive outcome.
SCOPE OF THE STUDY: The universe of the study is limited to Sri Textiles Erode Private Limited,
The scope is confined to analysis of training and development in Sri Textiles
Erode Private Limited,
Sample size of the employees are selected for the study
The time duration of the project was not sufficient the period is restricted to
one month.

LIMITATIONS OF THE STUDY: This basically being an academic study suffers form time conditions and
disadvantage of random sampling.
As the sample is selected on a random basis and it is only representative
portion of the whole, it is not possible to attain perfect accuracy.
The study was restricted to the managerial level only not whole the
organization.
The time limitation as a study had to be completed within 30 days.
Findings are based on the assumption that the respondents have given true
and correct information without being based towards the organization of
having a sense of fear of in security.

CHAPTER-2

RESEARCH METHODOLOGY
Research Methodology refers to the process of solving problems. It is the
way to systematically solve the research problem. In methodology we considered
the various steps adopted by a researcher in studying his research problem. The
research has a wide variety of methods to consider, either single urine companions.
They can be grouped to primary and secondary data.

Methodology is defined A particular procedure is a set of analysis of the particular

field The data collected through. Primary sources and Secondary sources

RESEARCH DESIGN:
Fundamental to any study is the research Design. The research design gives the
conceptual structured within which the study is conducted it conceptual structure
The blue print for the collection, measurement & analyzing of data.

RESEARCH DESIGN

Exploratory

Descriptive

Experimental

EXPLORATORY:
In this research, the main goal is to Shade light on the real nature of the problem &
Suggest possible selection & new ideas.
DESCRIPTIVE:
This research seeks to ascertain certain Magnitude, it helps to learn about people
knowledge, beliefs preference & satisfaction.

EXPERIMENTAL:
The most scientifically valid research is experimental research.
SAMPLING METHOD
Probability sampling is also known as random sampling or chance sampling
Under this design every item of the universe has an equal chance of inclusion in
the sample. It is so to say, a lottery method in which individual in its are picked up
form the whole group not deliberately but by some mechanical process here, it is
blind chance alone that determines whether one item or the other is selected.

SIMPLE RANDOM SAMPLING: Where each and every item in the population has an equal chance of inclusion in
the sample. This sampling technique gives coach element an equal and independent
chance or probability of selection
In principle, this method can be used for populations of a size with homogenous
character

DATA COLLECTION
PRIMARY DATA
Primary data is one which is collectedly by the investigator himself for the purpose
specific inquiry on study such data is original in nature and is generated by sourer
conducted by individuals or research intuitions.
Primary datas are collected though
Interviews with concerned personal.
Questionnaires supplied to employees.

SECONDARY DATA:
When an investigator uses the data which has been collected by other slouch data
is called secondary data, Secondary data are collected through
Books
Articles Magazines
Company Magazines
Annual Reports

TOOLS USED IN THE STUDY

STATISTICAL ANALYSIS:The term statistics refer to measure value based upon sample data. The various
Statistical techniques used as,

PERCENTAGE ANALYSIS

PERCENTAGE METHOD:This is one of the techniques uses to analyse the collected data. It is done by
calculating the percentage of corresponding number in each category to the total of
all the numbers.

No. of Respondents
X 100
Total.No. Respondents

CHAPTER-3

CHAPTER III
DATA ANALYSIS AND INTERPRETATION

Gender

No. of Respondents

Percentage Value

MALE

46

92

FEMALE

Total

50

100%

TABLE 3.1
GENDER

SOURCE: primary data

Interpretation
The above table 3.1 shows that out of 50 respondents .92% of respondents belong
to male category . 8% of respondents belong to the female category.
This is shows in the diagram 3.1

CHART 3.1
GENDER

Sex
50
45
40
35
30

Sex

25
20
15
10
5
0
Male

Female

TABLE 3.2

REPRESENTATION SHOWING THE AGE OF THE EMPLOYEES

Age

No. of Respondents

Percentage value

20 to 29

20

40%

30 to 39

16

32%

40 to 49

12

24%

50 above

4%

INTERPRETATION
The above table 3.2 shows out of 50 respondents. 40% of respondents are between
20 to 29 years age. 32% of respondents are between 30 to 39 years age 24% of
respondents are between 40 to 49 years age. 4% of the respondents are 50 years
above.

The above analysis gives us information the highest percentage of

respondents belongs to the group of 20 to 29 years training is needed to these

young employees to learns more skills.

CHART 3.2
REPRESENTATION SHOWING THE AGE OF THE EMPLOYEES

CHART -3.3

EDUCATION

TABLE 3.4
EXPERIENCE

Experience

No of respondents

Percentage

1 year

8%

2 years

10

20%

5 years

15

30%

Above 5 years

21

42%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.4 shows that out of 50 respondent. 8% of the of 1 year .20% of
the respondents 2 year. 30% of the respondents of 5year. 42% of the respondents
of 5 year.

CHART 3.4
EXPERIENCE

TABLE 3.5
TRAINING NEEDED FOR GROWTH

Variables

No of respondents

Percentage value

Yes

35

70%

No

12

24%

May be

6%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION
The above

table 3.5 shows that out of 50 respondents .70% of the

employees need under the respondent of Yes .24% of the employees need under
the respondent of No. 6% of the employees need under the respondent of May
be.

CHART 3.5

TRAINING NEEDED FOR GROWTH

Table -3.6
TRAINING TOWARDS BENEFITS

Variable

No of respondents

Percentage value

agree

10%

Agree

42

84%

Disagree

6%

Total

50

100%

Strongly

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.6 shows that out of 50 respondents .10% of the employees
respondents Strongly agree.84% of the employees Respondents Agree.6% of
employees respondent s Disagree

CHART 3.6
TRAINING TOWARDS BENEFITS

TABLE 3.7
Particulars

No of respondents

Percentage value

Highly Satisfied

8%

Satisfied

43

86%

Dissatisfied

6%

Total

50

100%

SATISFIED TRAINING PROGRAM

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.7 shows that out of 50 respondents. 8% of the employees
respondents Highly satisfied. 86% of the employees Respondents satisfied .6% of
employees respondents Dissatisfied.

CHART 3.7
SATISFIED TRAINING PROGRAM

TABLE 3.8
EMPLOYEE TOWARDS RELATIONSHIP
Variables

No of respondents

Percentage

Excellent

10%

Good

38

76%

Fair

14%

Total

50

100

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.8 shows that out of 50 respondents. 10% of the employees
respondents Excellent.76% of the employees Respondents Good.14% of
employees respondents Fair .

CHART 3.8
EMPLOYEE TOWARDS RELATIONSHIP

TABLE 3.9
EXTENT TRAINING PROGRAM

Options

NO of respondents

Percentage

Large Extent

16%

Short Extent

42

84%

Very less

Nil

Nil

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.9 shows that out of 50 respondents .16% of the employees
respondents Largest extent.84% of employees respondents short extent.

CHART 3.9
EXTENT TRAINING PROGRAM

TABLE 3.10

Variables

No of respondents

Percentage

Excellent

18

36%

Good

32

64%

Bad

Nil

Nil

Total

50

100%

FEELING AFTER COMPLETING THE TRAINING PROGRAM

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.10 shows that out of 50 respondents. 36% of the employees
respondents Excellent .64% of the employees Respondents Good.

CHART 3.10

FEELING AFTER COMPLETING THE TRAINING PROGRAM

TABLE 3.11
CONDUCT THE TRAINING PROGRAM IN THE COMPANY

Variables

No of respondents

Percentage

32

64%

Members

18

36%

Total

50

100%

By

Internal

Members
By

External

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.11shows that out of 50 respondents. 64%of the employees
respondents for By Internal Members.36% of employees respondents for By
Internal Members

CHART 3.11
CONDUCT THE TRAINING PROGRAM IN THE COMPANY

TABLE 3.12

TRAINING PROGRAM ATTENTED IN THE COMPANY

Particulars

No of respondents

Percentage

30

60%

10

20%

6%

Above 5

14%

Total

50

100%

SOURCE: PRIMARYDATA

INTERPRETATION
The above table 3.12 shows that out of 50 respondents.60% of the employees
respondents for 3.20% of the employees respondents for 10.6% of the
employees respondents for 3. 14% of the employees respondents for Above 5

CHART 3.12

TRAINING PROGRAM ATTENTED IN THE COMPANY

TABLE 3.13

FEEDBACK AFTER THE COMPLETION OF TRAINING SECTION

Response

No of respondents

Percentage

Yes

35

70%

No

15

30%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION
The above tablet 3.13 shows that out of 50 respondents. 70% of the employees
respondents for Yes . 30% of employees respondents for No.

CHART 3.13

FEEDBACK AFTER THE COMPLETION OF TRAINING SECTION

TABLE 3.14

METHODS OF TRAINING
Particulars

No of respondents

Percentage

35

70%

Training

15

30%

Total

50

100%

On

the

Job

Training
Off

the

Job

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.14 shows that out of 50 respondents . 70% of the people
respondents for On the job training . 30% of the people respondents for Off the job
training

CHART 3.14

METHODS OF TRAINING

TABLE 3.15

ATTENDING THE TRAINING PROGRAM IN OUTSIDE OF THE COMPANY

Response

No of respondents

Percentage

Yes

36

72%

No

14

28%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION

The Above table 3.15 shows that out of 50 respondents. 72% of the people
respondents for Yes . 28% of people respondents for No.

CHART 3.15

ATTENDING THE TRAINING PROGRAM IN OUTSIDE OF THE COMPANY

Particulars

No of respondents

Percentage

2 times

10%

4 times

30

60%

times

15

30%

Total

50

100%

More than 5

TABLE

3.16

IF YES MEANS, HOW MANY TIMES TO ATTENDED THE PROGRAM?

SOURCE: PRIMARY DATA

INTERPRETATION

The Above table 3.16 shows that out of 50 respondents .10% of the people
respondents for 2 times . 60% of the people respondents for 4 times .30% of the
people respondents for More then 5 times.

CHART 3.16
IF YES MEANS, HOW MANY TIMES TO ATTENDED THE PROGRAM?

TABLE 3.17
Particulars

No of respondents

Percentage

Yes

50

100%

No

Nil

Nil

Total

50

100%

TRAINING PROGRAM IMPROVING THE PERFORMANCE ABILITY OF

EMPLOYEES

SOURCE: PRIMARY DATA

INTERPRETATION
The above table 3.17 shows that out of 50 respondents.100% of the employees
respondents for Yes. 0% of the employees respondents for No

CHART 3.17
TRAINING PROGRAM IMPROVING THE PERFORMANCE ABILITY OF
EMPLOYEES

TABLE 3.18
Particulars

No of respondents

Percentage

Yes

46

92%

No

8%

Total

50

100%

PERSONNEL DEPARTMENT FOLLOWS UPON THE TRAINING NEEDS

IDENTIFIED DURING THE TIME OF SELECTION PROCESS.

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.18 shows that out of 50 respondents . 92% of the employees
respondents for Yes .8% of the employees respondents for No.

CHART 3.18

PERSONNEL DEPARTMENT FOLLOWS UPON THE TRAINING NEEDS

IDENTIFIED DURING THE TIME OF SELECTION PROCESS.

TABLE 3.19

TRAINING PROGRAMME HELPED IN ENHANCING YOUR (ABILITIES)

CAPACITY.

Response

No of respondents

Percentage

Yes

40

80%

No

10

20%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.19 shows that out of 50 respondents . 80% of the employees
respondetns for Yes . 20% of the employees respondents for No.

CHART 3.19

TRAINING PROGRAMME HELPED IN ENHANCING YOUR (ABILITIES)

CAPACITY.

TABLE 3.20

INCREASING CONFIDENCE AND MORAL OF THE EMPLOYEES

Particulars

NO of respondents

Percentage

Yes

47

94%

No

6%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.20 shows that out of 50 respondents .94 % of the employees
respondetns for Yes. 6% of the employee respondents for No.

CHART 3.20

INCREASING CONFIDENCE AND MORAL OF THE EMPLOYEES

TABLE 3.21

THE COMPANY EVALUATING THE EFFECTIVENESS OF TRAINING

PROGRAMMER BY USING VARIOUS TECHNIQUES

Particulars

NO of respondents

Percentage

Yes

45

90%

No

10%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.20 shows that out of 50 respondents . 90% of the people
respondents for Yes. 10% of the people respondents No
CHART 3.21

THE COMPANY EVALUATING THE EFFECTIVENESS OF TRAINING

PROGRAMMER BY USING VARIOUS TECHNIQUES

TABLE 3.22

ACTIVE PART IN THE TRAINING PROGRAMMER

Particulars

NO of respondents

Percentage

Yes

39

78%

No

11

22%

Total

50

100%

SOURCE: PRIMARY DATA

INTERPRETATION

The above table 3.22 that out of 50 respondents . 78% of the emplotees
respondents for Yes . 22% of the employees respondents for No.

CHART 3.22

ACTIVE PART IN THE TRAINING PROGRAMMER

CHAPTER - V

FINDINGS

80% of the respondents know about their training department in their organization
this shows that company has separate training department in their
60% of the training programme is given by the seniors officers this will helps to
the growth of company.
100% of the employees feel that training and development at office system help
them to perform their job much better.
100% of the employee will agree that training programmer will make the employee
to become more competent efficient to wards their job.
90% of the employees will take the training programmer as active part.
Majority of the employees attendee 2 to 4 training programmer and gained
knowledge about the training in the organization.
65% of the employees have not felt any problem on their routine work. This shows
that we company will take poor interest during training programmer.
65% of the respondents agree that on the job training methods is more effective
than off the job training method.
80% of the selection process is done by the personnel department for the training
to employees.
100% of employees feel that training programmer will help to exchange their
abilities and capacity.

85% of respondents have not felt difficult in implementing the new ideas learnt
through training.
100% of employees tell that they need a training programmer in their company.
Out of 100% 85% of respondents get stress during the training programmer

90% of respondents say that company will evaluate the effectiveness of training
programmer by using various techniques.
80% of training program will be in the theoretical aspects out of 100%
70% of the respondents feel that time allocated is sufficient for training
programmer.
35% of employees come under the age group between 20 to 25%. They are
energetic so it is found that they work hard to achieve the company goal.

SUGGESTIONS

Training programmer should be periodically evaluated as per the needs on regular

basis.
Training programmer should be given still more importance
Company should provide right kind of climate to implement new ideas and method
s acquired during training.
Form the survey it is clear that most employees undergoing on the job method of
training however it would be more use full if the employee were given of the job
training also on regular basis this could enhance their performance and thus
incasing their productivity.
The training and development should be a regular factor rather than a need based
on it would enhance the quality of reduce and thus bend fit the organization is long
term point of view.
As per the study is conducted it is clears that training and development is the major
factor to be considered and hence new methods of training should be introduced.
The company suggested taking more consideration in making qualities of the
product so that it reached maximum level of profit.
The worker should be trained by higher official form time to time regarding the
usage of safety equipment

CONCLUSION

The study shows that the employees in the organization are aware about the
training procedure and with the help of the study is was possible to find out that the
majority of the employees say the purpose their training in Sri Textiles Erode have
been be brought in to the training programmer of term being recommended by their
head of the department tab India Textiles teach new technology to its employees
the majority trainees are under going fundamentals knowledge development the
training is being conduct on the job itself for the majority of the employees and if
necessary of the job training method also

BIBLIOGRAPHY

Sharma V.K., Human Resource Management, 2002 Edition, Viva books, New
Delhi.
Byers, Human Resource Management, 2005 edition, Mc-Graw Hill Publications,
New Delhi.
Singh Y.P., Effective Management of Human Resources, 2001 edition, Anmol
Publications, New Delhi.

REFERENCES: Linda Hutchison, Evaluating and researching the effectiveness of educational

interventions British Medical Journal, (1999), pp 318.
Kaye Alvarez and Eduardo Salas, An Integrated Model of Training Evaluation
and Effectiveness human resource development review, (2004), vol 3, no 4, pp
385 416.

Websites:
www.google.com
www.hr.com
www.traininganddevelopment.com
www.sritextiles erode pvt ltd.com
.

JOB TRAINING AND DEVELOPMENT TOWARDS ON TEXTILES

QUESTIONERE

1. Gender
a. Male

b. Female

2. Age
a. 20-29

b.30-39

c.40-49

d. Above 50

3. Education
a.HSC

b.UG

c.PG

4. Experience
a.1year

b.2year

c.5yerar

d. Above5year

5. Do you feel the training is needed for growth?

a. Yes

b. No

c. May be

6. Do you agree the training provided is benefit for you?

a. Strongly agree

b. Agree

c. Disagree

7. Are you satisfy with the training provided by the company?

a. Highly satisfied b. satisfied c. Dis satisfied

8. State the level of relationship between you and manage?

a. Excellent b. Good

c. Fair

9. To what extent is the training program allotted to your job?

a. Large extent

b. short extent

c. Very less

10. How do you feel after completion of the training program?

a. Excellent

b. Good

c. Bad

11. Who conducts the training program in the company?

a. By internal Member

b. By external members

12. How many training program have you attended so for?

a.3

b.4

c.5

d. Above5

13. Does the management take the feedback after the completion of the training
section?
a. Yes

b. No

14. Which method of training does your company gives to you?

a. On the job training

b. Off the job training

15. Did you attend training program outside the company?

a. Yes

b. No

16. If yes means then how many times did you attended the training program?
a. 2 times

b.4times

c. More than 5 times

17. Is Training Programmer improving the performance ability of employees?

a. Yes

b. No

18. Personnel department follows upon the training needs identified during the
time of selection process.
a. Yes

b. No

19. Is training programme helped in enhancing your (abilities) capacity?

a. Yes

b. No

20. Is training programmer increase confidence and moral of the employees?

a. Yes

b. No

21. Is the company evaluating the effectiveness of training programmer by using

various techniques?
a. Yes

b. No

22. Do you take active part in the training programmer?

a. Yes

b. No