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SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
MADAGADIPET, PUDUCHERRY
BONAFIDE CERTIFICATE
This to certify that the project work entitled “ A STUDY ON TRAINING AND
DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION,
KUMBAKONAM is a bonafide work done by G.KARTHIKEYAN [REG.NO
27348320] in partial fulfillment of the requirement for the award of Master of Business
Administration by Pondicherry University during the academic year 2007 – 2008.
EXTERNAL EXAMINER
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TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ACKNOWLEDGEMENT Ii
ABSTRACT iii
LIST OF TABLES iv
LIST OF CHARTS v
I INTRODUCTION 1
1.1 Profile of Organization 8
II REVIEW OF LITERATURE 16
III OBJECTIVES 18
IV RESEARCH METHODOLOGY 19
VIII CONCLUSIONS 38
IX LIMITATIONS OF TH STUDY 39
XI ANNEXURE 42
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ACKNOWLEDGEMENT
I express our sincere thanks and deep sense of gratitude to our Head of Department
of Management Studies, for his encouragement, support and guidance to complete this
Finally, I express our sincere thanks and deep sense of gratitude to my parents and
friends for giving timely advice in all the ways and in all aspects for doing the project
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LIST OF TABLES
S.no TABLE NAME Page No
1 Table showing respondents age 21
2 Table showing of the Respondents sex 22
3 Table showing Educational Qualification of the Respondents 23
4 Table showing respondents by their department 24
5 Table showing respondents by their grade 25
6 Table showing respondents by their marital status 26
7 Table showing respondents by their native place 27
8 Table showing respondents by their experiance 28
9 Table showing respondents by their monthly income 29
10 Association between age of respondents and various dimensions 30
Association between monthly income of the respondents and various
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dimensions
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CHARTS
2 Department of respondents 24
3 Martial status 26
4 Native place 27
5 Experiance 28
6 Monthly income 29
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CHAPTER-1
INTRODUCTION
A major study was conducted on as based publicity traded firms during 1996,1997
and 1998.American societies for Training and Development found the organization have
invested $680 or more in the training programme was found that the organization have
invested an average $1,595 per employee for training.,
In Indian organization did not demonstrate much interest in updating employee‘s
knowledge and awareness about the business through training and development until
1991.Government of India introduced its new industrial policy on July 24, 1991 by
liberalization.
This trend can be seen not only in us and India, but also in most of the developed and
developing countries.
MEANING;
Training is a process of learning a sequence of programme behavior. it is an
application of knowledge .It gives people an awareness of rules and procedures to guide
personal behavior.
Development is a relational and rational process. It covers not only those activities,
which improve its performance, but also those, which about the growth of the productivity,
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helps individual in the progress towards maturity and actualization of this potential
capabilities.
1.1 Training and Development Process
↓
Decide the purpose of training
↓
Choosing appropriate/Suitable training
↓
Evaluating training effectiveness
on the job training methods are used for the employee’s welfare.
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1.2 PLANNED TRAINING
Identify training needs
↓
Define learning requirements
↓
Planned Training programme
↓
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Methods and Techniques of Training
ON-THE-JOB TRAINING
Under this method, the workers is given training at his workplace by his immediate
supervisor.They include learning by doing.
1. Coaching
The supervisor gives direct instruction and guidance to the training. He demonstrates how
to do the job. The advantage here is greater for minimum adjustment after training.
2. Job Rotation
In this method the trainee is periodically rotated from job to job. The purpose is to
broaden his outlook and give a general background view of the organization.
3. External Agency:
The trainee is periodically gets the training form the same type of external agency.
Supervisors Development
“Supervisor development” or management development is a systematic and
continuous of learning and growth, it is designed to create behavioral change in executives
by cultivating their mental abilities and latent potential.
Main features
Executive development is a planned and organization process rather then
haphazard/automatic techniques.
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Management development is mainly ‘self-development’ it depends more on effort
of individual executives themselves than on efforts organization.
Business performance→
• Technical Skill
• Human Skill
• Conceptual Skill
1.On-the-job Methods
• Position rotation
• Special projects and task forces
• Committee assignments
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Special Projects
A special project is a highly flexible training device. Under it, a trainee is assigned a
project closely related to his job. For instance trainee will study the problem and make
recommendations.
committee Assignments
Case study
Under this method the trainees are given a problem to discuss and analysis study is
a written account of a real life business event or an imaginary one. Case studies are
extensively used in training personal management, law, marketing, business policy and
human relations.
Case discussion increases the trainee’s power of observation and analysis. They
learn that is not single answer to a particular problem.
Role Playing
Under it is a conflict which is artificially created and the trainees are
assigned different roles to play. No dialogue is given beforehand. The role players then act
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out their parts spontaneously. For example, a trainee may play the role of a salesman and
make a presentation to a purchasing agent.
Role playing is used in human relations and leadership training. It helps to develop insight
into ones own behavior and its effect upon others.However; it is a time consuming and
expensive process requiring experience trainers.
TYPES OF TRAINING
1. INPLANT TRAINING
2. REFRESHER TRAINING
3. COMPANY’S TRAINING NEW TECHONOLOGIES
4. STRESS MANAGEMANT TRAINING
5. SKILL IMPLEMENT KEMP(K.M.per litter)
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1.4 COMPANY PROFILE
The government in the year 1972 by nationalizing, the private major bus operators
formed the CHOLAN ROADWAYS CORPORATION.
Subsequently, they were bifurcated by the government for administrative purpose. The
chief executive of each corporation is called as the managing director and he is one of the
directors of the board. The secretary of the Government Transport Department is the
chairman of all the corporations and also the Board of the concerned coporation.The board
governs and approves the actions and ratification of the chief Executive of the concerned
Corporation .The Board delegates ,the power of both Administration and finance to the
chief Executive.
Region
• Kumbakonam
• Trichy
• Karaikudi
• Pudukotai
4. TamilNadu State transport Corporation (Villupuram) L.td
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Villupuram.
Region
• Villupuram
• Vellore
• Kanchipuram
5. Tamil Nadu State transport Corporation (Salem) ltd, Salem
Region
• Salem
• Dharmapuri
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• Kumbakonam Town I division
• Kumbakonam Town-2
• Nannilam
• Thanjavur(Mofussil)
• Thanjavur Town-1
• Thanjavur Town-2
• Trichy
• Thanjavur
• Pattukotai
• Mannargudi
• Paeravoorni
• Mayiladuthurai(Mofussil)
• Mayiladuthurai Town
• Sirkali
• Poraiyar
• Chidamparam
• Nagapattinam
• Karaikkal
• Thiruthuraipoondi
• Vedharaniyam
VEHICLE DETAILS
THE Kumbakonam Devision-I consists of 926 vehicles. Among these the categories
are,
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___926____
ACCOUNTS:
INVOICE AUDITING
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1. COMMERCIAL AND OPERATION
The commercial wing governs the entry of a vehicle in to the corporation and also
the exit of an old vehicle from it. The important functions of the commercial wing is as
follows:
• Registration
• Tax payment
• Augmentation
• Replacement
REGISTRATION
A newly purchase vehicle is first registered at the RTO office to get the registration
certificates. Then the fitness certificate is obtained after the physical inspection of the
vehicle. The average cost of a vehicle is around Rs.7 or Rs.8 Lakhs.
TAX PAYMENTS
The tax is paid at the RTO office; tax per mofussil Rs.450 and per town bus is
Rs.330 per month. The total tax is around Rs.8500 per month.
AUGMENTATION
It is the process of obtaining the permit for a new vehicle in a particular route. The
permit is valid for a period of 2 years and the old vehicle’s permit has to be renewed every
year.
REPLACEMENT
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It is the process of exchanging the permit of a faulty old vehicle with new one.
Incase the old vehicle has reached its stoppage limit, tile permit has to be transferred to the
new one.
RESERVATION
MATERIAL MANAGEMENT
In order to purchase the materials from the vendors quotations are called far and
lowest rate quoted-vendor is asked to issue the purchase order (p.o).The p.o and quotations
are computerized. Like wise receipts from supplier’s issues to branches sections are
computerized. So that they can take consolidate statements with value for the month. They
can also calculate the maintenance cost per kilometer for every branch.
WAGES SECTION
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The demands (such as P.F. other allowances and loans) and the attendance are
updated. Then the updated attendance is checked and leaves if any are taken into account to
calculate the salary.
MIS section sends the physical performance, route performance, quarterly report
and the annual reports to the government, the institute of Road Transport undertakings,
New Delhi. It also prepares branch performance of every month( MIS book). Based on this
book, the higher authorities discuss in the branch manager meetings and give suggestions
to those branch managers who have achieved to the efficiency in all the fields.
PHYSICAL PERFORMANCE
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This section sends the physical performance to the Government every
month. This report shows fleet utilization, kilometere per liter efficiency, kilometer loss,
punctuality, occupancy ratio, KMPL, passenger’s travelled.In addition to this, the cost of
damages to the vehicle, either by public agitation by the crew assault is also to the
Government as enclosure with physical performance.
ROUTE PERFORMANCE
The statement contains traffic indication route performance and the service
performance.
QUARTERLY REPORT
Quarterly report pertaining to KMPL achieved physical, finance and battery
performances are sent to the Government Central Institute of Road transport, Pune.Annual
report on the physical performance will also be sent to CRIT, National Productivity
Council, and New Delhi. Based on the report submitted by the Transport undertakings in
all the states, the council decides the award for the best STU.
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CHAPTER-2
REVIEW OF LITERATURE
SethuRaman (1974) studies the impact of short term training programme for
supervisor. All 15 members and engineering unit Bangalore who had attended supervisory
training programme were interviewed.
22
L.A.Kennedy sam(1994)conducted a study on HR development for executive at
BHEL,Trichy 60% of the respondents were selected through systematic random sampling
and finding of study.
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CHAPTER-3
OBJECTIVES OF THE STUDY
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CHAPTER-4
RESEARCH METHODOLOGY
Research:
‘Research’is a systematic and scientific activity to achieve the truth.Research
includes procedures of collecting data,analysis the data and finding the conclusion or truth.
Research Methodology:
‘Research Methodology’is a way of systematically solves the research problem.It is
a science of studying how the research is done successfully.
RESEARCH DESIGN
‘Research Design’ means the exact nature of Research work in a systematic manner
. It involves the information about the research work in view of the framework of the
study,availability of various data,observations,analysis ,sampling etc.,
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SAMPLING:
Once the Researcher has clearly specified the problem and developed an
appropriate design and data collection instruments ,the next step in research process is to
select those elements from which the information will be collected.Following sampling
methods may collect the required information in any scientific enquiry.
SAMPLE SIZE:
The researcher takes the sample size as 50
Methods Sample:
The researcher has followed stratified Random sampling method in this project.
Research hypotheses:
• There is a significant association between monthly income of respondents
and various dimensions of Training Effectiveness.
• There is a significant association between age of the respondents and
various dimensions of Training Effectiveness.
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CHAPTER-5
DATA ANALYSIS FOR WORKERS
Table:5.1
DISTRIBUTION OF RESPONDENTS BY THEIR AGE
NO AGE NO OF PERCENTAGE
RESPONDENTS (%)
1 20-30 years 22 44
2 31-40 years 11 22
3 41-50 years 10 20
4 51-60 years 7 14
INFERENCE:
From the above results, it is clear that 44% of the respondents are in the age group
of 20-30 years,22%of the respondents are in the age group of 31-40 years,20%of the
respondents are in the age group of 41-50 and the rest of the respondents are in the age
group of 51-60
DISTRIBUTION OF RESPONDENTS BY THEIR AGE
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
20-30 31-40 41-50 51-60
AGE GROUPS
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Table:5. 2
DISTRIBUTION OF RESPONDENTS BY THEIR SEX
SOURCE;Primary data
From the above table, it’s found the major percentage of the respondents (100%)
are males.
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Table: 5.3
DISTRIBUTION OF RESPONDENTS BY THEIR
EDUCATION QUALIFICATION
SOURCE;Primary data
From the above table, it is clear that most respondents (100%) are having non-
Technical qualification.
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TABLE;5.4
DISTRIBUTION OF RESPONDENTS BY THEIR
DEPARTMENT
SOURCE;Primary data
From the above table, it’s found that 66% of respondents (100%) are
Working in major repairing department and rest of the respondents are working in
Transport department
70%
60%
50%
40%
30%
20%
10%
0%
transport major
repairing
DEPARTMENTS
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Table: 5.5
DISTRIBUTION OF RESPONDENTS BY THEIR GRADE
Table:5.6
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DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL
STATUS
70%
60%
50%
40%
30%
20%
10%
0%
Married Unmarried
Marital status
Table: 5.7
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DISTRIBUTION OF RESPONDENTS BY THEIR
NATIVE PLACE
54%
52%
50%
48%
46%
44%
42%
URBAN RURAL SEMI URBAN
NATIVE PLACE
Table:5. 8
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DISTRIBUTION OF RESPONDENTS BY THEIR
EXPERIENCE
From the above table, it is clearly understandable that (80%)of respondent having 1-
10 years experience,(12%) of respondent having 11-20 years and rest of (8%) respondents
having 21-30 years experience.
80%
70%
60%
50%
40%
30%
20%
10%
0%
1-10yr 11-20yr 21-30yr
YEAR OF EXPERIANCE
Table:5. 9
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DISTRIBUTION OF RESPONDENTS BY THEIR
MONTHLY INCOME
70%
60%
50%
40%
30%
20%
10%
0%
1000-3000 3000-5000 5000-7000 7000-9000
Monthly income
Table:5.10
ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT
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AND VARIOUS DIMENSIONS OF TRAINING
EFFECTIVENESS
Ho: There is no significant association between monthly income of the respondents and
the various dimensions of Training Effectiveness.
Ha: There is a significant association between monthly income of the respondents and
various dimensions of Training Effectiveness.
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2 Session Wise n:21 n:29
20-30 years 1 17 X2=1.098
31-40 years 13 4 df=3
41-50 years 6 4 p>0.05
51-60 years 1 4 Not Significant
3 Practical
Applicability n:16 n:34 X2=1.710
20-30 years 7 11 df=3
31-40 years 5 12 p>0.05
41-50 years 2 8 Not Significant
51-60 years 2 3
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n:25
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Null Hypotheses is Accepted:
So, there is no significant association between age of the respondent & others
dimensions like objectives & needs, practicl applicability, training aids, general and
overall.
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Table:5.11
ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT
AND VARIOUS DIMENSIONS OF TRAINING
EFFECTIVENESS
Ho: There is no significant association between monthly income of the respondents and
the various dimensions of Training Effectiveness.
Ha: There is a significant association between monthly income of the respondents and
various dimensions of Training Effectiveness.
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S.L.NO AGE VARIOUS DIMENSIONS OF PERCENTAGE
TRAINING EFFECTIVENESS (%)
LOW HIGH
41
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Null hypothesis is accepted:
So, there is no significant association between monthly income of respondents and
various dimensions of training effectiveness like objectives & needs., session wise,
practical applicability ,training aids, general and overall.
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CHAPTER-6
General Findings:
• The respondent are male
• The respondents are non-technician
• 66% of the respondents are in Repairing department
• The percentage of respondents is in grade C
• All the respondents belong to the urban and rural areas
• 40 respondents are having 1-10 years experience.
• 35 respondents are getting monthly income 1000-3000
• There is no significant association between the age of the respondents and various
dimension of Training Effectiveness.
• There is no significant association between monthly income of the respondents and
the overall dimensions of Training Effectiveness.
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6.2 SUGGESTIONS
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CHAPTER-7
CONCLUSION
The objectives of the researcher are fulfilled .The researchers findings and
suggestions are very much helpful for the further improvements of the organization.
Majority of the workers are satisfied with the Training and Development
Programme.
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CHAPTER-8
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8.2 Scope for further study:
The research study is highly useful to the organization to know that exactly training
needs.The study deals with various aspect of the programme.It helps the organization to
know its development programme level. It also helps to include new techniques for further
improvements
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APPENDICES
ANNEXURE-1
STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS
CORPORATION OF KUMBAKONAM
QUESTIONNAIRE
PERSONAL DATA
Name :
Age :
Sex : a) Male b) Female
Education :
Designation :
Nature of job :
Grade :
Department :
Marital Status : a) Married b) Unmarried
Native Place :a) Urban b) Rural c) semi urban
Monthly Income :
1. To which extend you aware of needs and objectives of programme at the time of your
nomination period.
1. 2. 3. 4. 5.
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2. To which extend the programme objectives are explained
1. 2. 3. 4. 5.
3. To which extent the conducted programme was in line with your needs
1. 2. 3. 4. 5.
(b)Session voice
I. Too much
II. Much
III. Less
IV. Look less
V. Just right
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IV. Worst
V. Outstanding
(c)Practical applicability:
13. How you feel in training period 1. 2. 3. 4. 5.
14. Do you find any deviation between 1. 2. 3. 4. 5.
Initial stage and end stage of programme
15. Usefulness of training in growth and 1. 2. 3. 4. 5.
Development of personal things
(d).training aids:
16. Which aids are used and rate how much 1. 2. 3. 4. 5.
It is used
GENERAL HEADING
I. Very good
II. Good
III. Bad
IV. Worst
V. Outstanding
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18. Group discussion 1. 2. 3. 4. 5.
19. Slides 1. 2. 3. 4. 5.
20. Charts 1. 2. 3. 4. 5.
21. Lecture 1. 2. 3. 4. 5.
22. Practical session
(e) General:
I. Excellent
II. Good
III. Ok
IV. Bad
V. Poor
23. You should mark the performance 1. 2. 3. 4. 5.
Of the training programme as
Learning experience
24. How is your involvement in the 1. 2. 3. 4. 5.
Programme
25. How was your relationship with other 1. 2. 3. 4. 5.
Participants
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ANNEXURE-2
BIBLIOGRAPHY
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