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Chapter I

Introduction

Introduction
The purpose of this report is to provide information on methods and practices to evaluate and improve the effectiveness of training and assistance for the manager to establish and maintain effective training programs for personal improvement.

Training and development plays a vital role in translating management philosophy in to reality. Training can be used as effective tool to obtain the desired results and proper training at all level in the organization can greatly enhance the productivity level.

Organizations with well-defined training programs create a positive work environment where there is a systematic learning and application in work place. Lack of training at appropriate time can be major deterrent and de-motivating factors for the employees. The aim of this project is to Check the effectiveness of the training program at Writer Safeguard. The project also aims how to identify the training needs of the employees, which would be immensely useful for identifying the training programs, which were needed by the employees.

As the project also studies the effectiveness of training and perception of employees on training, it acts as effective tool for achieving the desired goals efficiently. The problem of human motivation and satisfaction has received considerable attention from social scientists. However, there is hardly and comprehensive place of compilation such research works at the organization. Besides their most of the studies conducted in India have separate group of the organizations population namely employees, supervisors and managers. This present study is an attempt to study the factors that develop the employees in an organization.

Objectives of the Study

Objectives of the Study Primary Objective


To study the effectiveness of the training program at Writer Safeguard.

Secondary Objectives

To identify the various training undertake in the company. To study how the companies develop the training programs. To measure the efficiency of the trainer and trainee. To fine out the recognition given by the management towards the training.

Need for Study

Need for Study

As training program has become an inevitable concept of this dynamic organization environment.

There is an urgent need to give more emphasis on management of Training Program.

There should be a proper mode through which training method should be implemented, channelize and tackled.

To achieve more ideas about training program and the effectiveness of training program towards the employee this study was under taken.

Scope of the Study

Scope of the Study

The study may help the company to know the impact of effectiveness of training program.

The study may enable the company to flourish as a good employer.

The study may find the area where the employees are not satisfied by the training and suggest messages to improve.

Limitations

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Limitations

Very time consuming in the fast competitive market every body is busy in performing his /her job. It is really hard for the managers to spare time. So it is time consuming.

Time constraints understanding the work culture of any organization in few weeks is very hard task. For doing project few weeks are not enough. Managers were very busy so managing time with them was quite difficult.

The sample size of study was small.

During the working hours it is very difficult to collect test details from the employees.

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Chapter III

12

Review of Literature

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Review of Literature Meaning of Training


The need for Training is determined by the employees performance deficiency, computed as follows. Training Need = Standard Performance Actual Performance The term training refers to the acquisition of knowledge, skills and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. It forms the core of apprenticeships and provides the backbone of content at institutes (also known as technical colleges or polytechnics). In addition to the basic training required for a trade, occupation or profession, observers of the labor-market[recognize as of 2008 the need to continue training beyond initial qualifications to maintain, upgrade and update skills throughout working life. People within many professions and occupations may refer to this sort of training as professional development.

Definition of Training

Training is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. - C.R Kothari

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Methods of Training
The most widely used methods of training used by organizations are classified into two categories

On-the-Job Training Off-the-Job Training.

On-The-Job Training
On-The-Job Training is given at the work place by superior in relatively short period of time. This type of training is cheaper & less time-consuming. This training can be imparted basically by:

Coaching
Coaching is learning by doing. In this, the superior guides his sub-ordinates & gives him/her job instructions. The superior points out the mistakes & gives suggestions for improvement.

Job Rotation
In this method, the trainees move from one job to another, so that he/she should be able to perform all types of jobs. E.g. In banking industry, employees are trained for both back-end & front-end jobs. In case of emergency, (absenteeism or resignation), any employee would be able to perform any type of job.

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Off-The-Job Training is given outside the actual work place. Conferences


This approach is well adapted to convey specific information, rules, procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method.

Films
Films can provide information & explicitly demonstrate skills that are not easily presented by other techniques. Motion pictures are often used in conjunction with Conference, discussions to clarify & amplify those points that the film emphasized.

Simulation Exercise
Any training activity that explicitly places the trainee in an artificial environment that closely mirrors actual working conditions can be considered a Simulation. Simulation activities include case experiences, experiential exercises, vestibule training, management games & role-play.

Cases
Cases present in depth description of a particular problem an employee might encounter on the job. The employee attempts to find and analyze the problem, evaluate alternative courses of action and decide what course of action would be most satisfactory.

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Experiential Exercises
Experiential Exercises are usually short, structured learning experiences where individuals learn by doing. For instance, rather than talking about inter-personal conflicts & how to deal with them, an experiential exercise could be used to create a conflict situation where employees have to experience a conflict personally & work out its solutions.

Vestibule Training
Employees learn their jobs on the equipment they will be using, but the training is conducted away from the actual work floor. While expensive, Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimizes the problem of transferring learning to the job.

Role Play
Role Play is just like acting out a given role as in a stage play. In this method of training, the trainees are required to enact defined roles on the basis of oral or written description of a particular situation.

Management Games

The game is devised on a model of a business situation. The trainees are divided into groups who represent the management of competing companies. They make decisions just like these are made in real-life situations. Decisions made by the groups are evaluated & the likely implications of the decisions are fed back to the groups. The game goes on in several rounds to take the time dimension into account.

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In-Basket Exercise
In Basket Exercise is known as In-tray method of training. A person is given a pack of papers and files in a tray containing administrative problems and is asked to take decisions on these problems within a stipulated time. The decisions taken by the trainees are compared with one another. The trainees are provided feedback on their performance.

Types of Training

Physical Training

Physical training concentrates on mechanistic goals, training-programs in this area develop specific skills or muscles, often with a view to peaking at a particular time. Some physical training programs focus on raising overall physical fitness. Training means gaining the physical ability to perform and survive in compact and learning the many skills which are needed. For psychological or physiological reasons, people who believe it may be beneficial to them can choose to practice relaxation training, or autogenic training, in an attempt to increase their ability to relax or deal with stress.

Induction Training

Induction training is a type of training given as an initial preparation upon taking up a post. Its goal is to help new employees reach the level of performance expected from an experienced worker. It often contains information dealing with the layout of the firm's operating facility, health and safety measures and security systems.

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An attempt may also be made to introduce the individual to key employees and give an impression of the culture of the organization. It is a critical time for the employer to gain commitment from the employee, and the latter to understand the expectations, targets and so on. The induction provides a really good opportunity to socialize and brief the newcomer on the company's overall strategy, performance standards, etc. Induction training should include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees.

Refresher Training
Rapid changes in technology may force companies to go in for this kind of training. By organizing short term courses which incorporate the latest developments in a particular filed the company may keep its employees up to date and ready to take on merging challenges. It is conducted are regular intervals b taking the help of outside consultants who specialize in a particular descriptive.

Cross Functional Training


Cross functional training involves training employees to perform operation in areas other than their assigned job. There are many approaches to cross functional training. Job rotation can be used to provide a manager in one functional area with a broader perspective than he would otherwise have. Departments can exchange personnel for a certain period so that each employee understands how other departments are functioning. High performing workers can act as peer trainers and help employees develop skills in another area of operation Cross functional training.

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Chapter IV

20

Research Methodology

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Research Methodology
In order to cope up with the emerging challenges due to tough global competitions, the way out for this is to produce quality products at reasonable prices. This is possible only through an organization culture of quality consciousness and enhanced productivity. Optimal utilization of resources especially the human resources are one sure way of meeting this objective. Thats why proper induction of an employee is very important.

Meaning of Research
Research is a through, orderly, organized, efficient and logical investigation of an area of knowledge or of a problem. It is an academic activity and a systematized effort to gain new knowledge. It is to study something thoroughly so as to present in a detailed, accurate manner. Research can be scientific or scholarly.

Research Design
Research design means a specified framework for controlling the data collection. The research is of descriptive in nature, which could provide an accurate picture of induction procedure conducted in the organization. Descriptive research includes surveys and fact-finding inquiries of different kinds. The research is of Ex post facto nature in which researcher have no control over the variables. Statistical method lay stress on objectivity rather than rely on intuition and judgment and average & percentages can easily be calculated.

The following methodology was adopted in project Comprises of understanding the theoretical concepts in general. Questionnaire study Analysis of the primary data Analysis of the secondary data

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The statically method needs the collection of data in two forms

1. Primary data 2. Secondary data

1. Primary Data
The primary data are those, which are collected afresh and for the first time, and thus happen to be original in character. The data on the required information is collected from actual persons using the product/ services. This data is more suited for the objectives of the project.

2. Secondary data
The data which have already been collected by someone else or taken from published or unpublished sources and which have been already been passed through the statistical process.

Sample
In statistics, a sample is a subset of a population. Typically, the population is very large, making a census or a complete enumeration of all the values in the population impractical or impossible. The sample represents a subset of manageable size. Samples are collected and statistics are calculated from the samples so that one can make inferences or extrapolations from the sample to the population. This process of collecting information from a sample is referred to as sampling.

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Sample size
The sample size of a statistical sample is the number of observations that constitute it. It is typically denoted n, a positive integer. The sample size is an important feature of any empirical study in which the goal is to make inferences about a population from a sample. In practice, the sample size used in a study is determined based on the expense of data collection, and the need to have sufficient statistical power. In a census, data are collected on the entire population hence the sample size is equal to the population size.

Descriptive research
Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who, what, when, where and how. Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, Descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. The description is used for frequencies, averages and other statistical calculations. Often the best approach, prior to writing descriptive research, is to conduct a survey investigation. Qualitative research often has the aim of description and researchers may followup with examinations of why the observations exist and what the implications of the findings are. In short descriptive research deals with everything that can be counted and studied. But there are always restrictions to that.

Questionnaire
A questionnaire is a series of questions asked to individuals to obtain statistically useful information about a given topic. When properly constructed and responsibly administered, questionnaires become a vital instrument by which statements can be made about specific groups or people or entire populations.

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They are a valuable method of collecting a wide range of information from a large number of individuals, often referred to as respondents. Inappropriate questions, incorrect ordering of questions, incorrect scaling, or bad questionnaire format can make the survey valueless, as it may not accurately reflect the views and opinions of the participants. A useful method for checking a questionnaire and making sure it is accurately capturing the intended information is to pretest among a smaller subset of target respondents.

Statistical Tools Percentage analysis

Percentage method refers to a specified kind which is used in making comparison between two or more series of data. Percentages are based on descriptive relationship. It compares the relative items. Since the percentage reduces everything to a common base and thereby allow meaning comparison.

Percentage = Number of respondents x 100 Total no of respondent

Chi-Square Test
A chi-square test (also chi squared test or 2 test) is any statistical hypothesis test in which the sampling distribution of the test statistic is a chi-square distribution when the null hypothesis is true, or any in which this is asymptotically true, meaning that the sampling distribution (if the null hypothesis is true) can be made to approximate a chi-square distribution as closely as desired by making the sample size large enough.

Formula for Chi-Square test

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DATA ANALYSIS AND INTERPRETATION

TABLE 1: GENDER OF THE RESPONDENTS

S .no Gender 1 Male 2 Female Total

No.of.respondents

Percentage 62 62 % 38 38 % 100 100 %

INFERENCE:From the above table it can be inferred that 62% of the respondents are male and 38% of the respondents are female

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CHART 1: GENDER OF THE RESPONDRNNTS

70

60

50

No of Respondent

40

30

20

10

Male 1 62

Female 2 38

Percentage

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TABLE 2:

Martial Status Of the employees

S.no Martial Status No.of.respondents Percentage 1 Married 37 37 % 2 Single 63 63 % Total 100 100 %

INFERENCE:From the above table it can be inferred that 37% of the respondents are married, 63% of the respondents are single

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CHART 2: MARTIAL STATUS

MARTIAL STATUS

37%

63%

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TABLE 3:
AGE OF THE RESPONDENTS

S.no 1 2 3 4

Age 20-29 30-39 40-49 Above 50

Total

No.of.respondents Percentage 63 63 % 30 30 % 6 6% 1 1% 100 100 %

INFERENCE:From the above table it can be inferred that 63% of the respondents are in the age between 20 29, 30% of the respondents are in the age between 30 39, 6% of the respondents are 40 -49 years and 1% of the respondents are Above 50 years.

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CHART 3: AGE

Above 50

40-49

AGE

30-39

20-29

10

20

30

40

50

60

70

No of respondents

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TABLE 4: Educational Qualification

S.no 1 2 3 4 5 6

Educational Qualification Below SSLC Diploma HSC UG PG

Total

No.of.respondents Percentage 8 8% 27 27 % 13 13 % 32 32 % 20 20 % 100 100 %

INFERENCE:From the above table it can be inferred that 32% of respondents have done UG, 8% of the respondents qualification is below SSLC, 13% of the respondents are HSC, 27% of the respondents are qualified DIPLOMA and 20% of the employees have completed PG.

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CHART 4: EDUCATION

EDUCATION
1 Below SSLC 2 Diploma 3 HSC 4 UG 5 PG

8% 20%

27%

32% 13%

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TABLE 5:
EXPERIENCE

S.no 1 2 3 4

Length of No.of.respondents Percentage Service Less than 72 72 % 5 years 26 26 % 5-10 years 10-20 2 2 % years 20 & 0 0 above

5 Total

100

100 %

INFERENCE:From the above table it can be inferred that 72% of respondents have LESS THAN 5 YEARS, 26% of the respondents 5-10 years, 2% of the respondents are 10-20 years of experience.

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CHART 5: EXPERIENCE

EXPERIENCE
80 70 60 No of respondent 50 40 30 20 10 0 Less than 5 years 1 5-10 years 2 10-20 years 3 20 & above 4

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TABLE 6 TRAINING PROGRAM ATTENDED PREVIOUSLY

S.no

Training program attended previously

No.of.respondents Percentage 83 17 100 83 % 17 % 100 %

1 Yes 2 No 3 Total

INFERENCE:From the above table it can be inferred that 83% of respondents have attended the training, 17% of the respondents not attend the training.

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CHART 6: TRAINING PROGRAM

TRAINING PROGRAM

17%

83%

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TABLE 7: AFTER THE TRAINING PROGRAM

S.no

In training program have you gained knowledge?

No.of.respondents Percentage 83 17 100 83 % 17 % 100 %

1 Yes 2 No 4 Total

INFERENCE:From the above table it can be inferred that 83% of respondents have YES, 17% of the respondents NO.

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CHART 7: AFTER THE TRAINING PROGAM

90 80 NO OF RESPONDANT 70 60 50 40 30 20 10 0 Yes 1 83 No 2 17

Percentage

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TABLE 8: TRAINING AS A PART OF ORGANIZATIONAL

S.no 1 2 3 4 5 6

OPTIONS Strongly agree Agree Somewhat agree Disagree Strongly Disagree Total

No.of.respondents Percentage 23 23 % 31 31 % 42 42 % 4 4% 0 0 100 100 %

INFERENCE:From the above table it can be inferred that 23% of the respondents are strongly agree, 31% of the respondents are says Agree, 42% of the respondents are somewhat agree, 14% of the respondents are says the Disagree.

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CHART 8: Training as a part of organizational

1 Strongly agree

2 Agree

3 Somewhat agree

4 Disagree

5 Strongly Disagree

4%

21%

47% 28%

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TABLE 9: TRAINING IS GIVEN MORE IN YOUR ORGANIZATION

S.no 1 2 3 4 6

OPTIONS
Senior staff Junior staff New staff Based on requirement

No.of.respondents 5 35 55 5 100

Total

Percentage 5% 35 % 55 % 5% 100 %

INFERENCE:From the above table it can be inferred that 5% of the respondents are senior staff, 35% of the respondents are says junior staff, 55% of the respondents are somewhat agree, 14% of the respondents are says the New staff, 5% of the respondents are Based on requirement

. ,

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CHART 9: Training is given more in your organization


60

50

NO OF RESPONDENTS

40

30

20

10

0 Senior staff 1 Junior staff New staff Based on requirement 4

2 3 TRAINNING PROGRAM

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TABLE 10: PRACTICE DURING TRAINING PROGRAM

S.no 1 2 3 4 5 6

OPTIONS No.of.respondents Percentage Strongly agree 29 % 29 36 Agree 36 % 18 Somewhat agree 18 % 7 Disagree 7% Strongly Disagree 10 % 10 Total 100 100 %

INFERENCE:From the above table it can be inferred that 29% of the respondents are Strongly agree, 36% of the respondents are says Agree, 18% of the respondents are Somewhat agree, 7% of the respondents are says the Disagree,10% of the respondents are says the Strongly Disagree

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CHART 10

practices during training program


40 35

NO OF ESPONDANCE

30 25 20 15 10 5 0 Strongly agree 1 Percentage 29 Somewhat agree 3 18 Strongly Disagree 5

Agree 2 36

Disagree 4 7

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TABLE 11: SAFETY TRAINING

S.no 1 2 5

OPTIONS YES NO Total

No.of.respondents Percentage 57 % 57 43 % 43 100 100 %

INFERENCE:From the above table it can be inferred that 57% of respondents have agree that attend the training program, 43% of the respondents have not.

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CHART 11: SAFETY TRAINING

1 YES

2 NO

43%

57%

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TABLE 12: Motivation to attend the training

S.no 1 2 3 4 5 6

OPTIONS No.of.respondents Percentage Strongly agree 63 63 % Agree 28 28 % Somewhat agree 9 9% 0 Disagree 0 0 Strongly Disagree 0 Total 100 100 %

INFERENCE:From the above table it can be inferred that 63% of the respondents are Strongly agree, 28% of the respondents are says Agree, 9% of the respondents are Somewhat agree.

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CHART 12: Motivation to attend the training

Strongly Disagree Disagree Somewhat agree Agree Strongly agree 0 1 Strongly agree 10 2 Agree 28 20 30 3 Somewhat agree 9 40 50 4 Disagree 60 70 5 Strongly Disagree

2 Percentage

63

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TABLE 13: BARRIERS OF TRAINING PROGRAM

S.no 1 2 3

OPTIONS

Time Money Lack of interest by the staff 4 Non-availability of skilled trainer

No.of.respondents Percentage 21 21 % 9 9% 39 49 % 31 100 31 % 100 %

5 Total

INFERENCE:From the above table it can be inferred that 21% of the respondents are Time , 9% of the respondents are says Money, 49% of the respondents are somewhat Lack of interest by the staff , 31% of the respondents are says the Non-availability of skilled trainer .

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HART 13: Barriers of Training program

Non-availability of skilled trainer

Lack of interest by the staff

Money

Time

0 1 Time Percentage 21 2 Money 9

10

20

30

40

50

3 4 Lack of interest by Non-availability of the staff skilled trainer 49 31

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TABLE 14: METHOD OF TRAINING IMPARTED FOR NEW RECRUITMENTS

S.no 1 2 3 4 5

OPTIONS
Lecture method Conference method

Case method Role play All the above Total

No.of.respondents Percentage 20 20 % 22 22 % 24 24 % 21 21 % 13 13 % 100 100 %

INFERENCE:From the above table it can be inferred that 58% of respondents have On-The-job Training, 42% of the respondents Off-The-job Training.

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CHART 14: Method of training imparted for new recruitments

Type of trainning imparted for new recruitment


Lecture method Role play Conference method All the above Case method

13%

20%

21% 22%

24%

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TABLE 15: Training session do you need to make your career aspirations to come true

S.no 1 2 3 4 5

OPTIONS Leadership training External Degree Study Formal meeting procedures Other (Please Specify) Total

No.of.respondents Percentage 31 31 % 27 27 % 18 18 % 24 24 % 100 100 %

INFERENCE:From the above table it can be inferred that 31% of respondents have Leadership training ,27% of the respondents External Degree Study , 18% of the respondents Formal meeting procedures , 24% of the respondents Other (Please Specify).

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Training session do you need to make your career aspirations to come true
CHART 15:
35 30 25 Axis Title 20 15 10 5 0 Leadership training 1 Percentage 31 External Degree Study 2 27 Formal meeting procedures 3 18

Other (Please Specify) 4 24

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TABLE 16: To be improved during the training sessions

S.no OPTIONS No.of.respondents Percentage 1 Re-design the job 24 24 % 2 Remove interference 29 29 % 3 Re-organize the work place 23 23 % 4 Upgrade the information of the material 24 24 %
given during training

5 Total

100

100 %

INFERENCE:From the above table it can be inferred that 24% of respondents have Re-design the job ,29% of the respondents Remove interference , 23% of the respondents Re-organize the work place , 23% of the respondents Upgrade the information of the material given during training .

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CHART 16: To be improved during the training sessions

35 30 No of Respondes 25 20 15 10 5 0 Should possess only Technical skills 1 Percentage 23 People skills or Soft skills are more important than Technical skills 2 33 Generalist makes better Personnel managers that Specialist 3 24

Fond of talking to people 4 20

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TABLE 17: Shortage of skilled man power at workplace

S.no OPTIONS 1 Lack of planning 2 Lack of support from senior staff 3 Lack of proper guidance and training at 4

workplace Lack of quality education at primary and secondary level

No.of.respondents Percentage 20 20 % 26 26 % 29 29 % 25 100 25 % 100 %

5 Total

INFERENCE:From the above table it can be inferred that 20% of respondents have Lack of planning, 26% of the respondents Lack of support from senior staff, 29% of the respondents Lack of proper guidance and training at workplace, 25% of the respondents Lack of quality education at primary and secondary level.

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CHART 17:

Shortage of skilled man power at workplace

30 25 no of responds 20 15 10 5 0 Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace 3 29 Lack of quality education at primary and secondary level 4 25

Percentage

1 20

2 26

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TABLE 18: General complaints about the training session

S.no OPTIONS 1 Take away precious time of employees 2 Too many gaps between the sessions 3 Training sessions are unplanned 4 Boring and not useful 5 Total

No.of. respondents 26 30 32 12 100

Percentage 26 % 30 % 32 % 12 % 100 %

INFERENCE:From the above table it can be inferred that 26% of respondents Take away precious time of employees , 30% of the respondents Too many gaps between the sessions , 29% of the respondents Training sessions are unplanned , 12% of the respondents Boring and not useful .

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CHART 18:

General complaints about the training session

12% 26% 1 Take away precious time of employees 2 Too many gaps between the sessions 32% 3 Training sessions are unplanned 4 Boring and not useful 30%

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TABLE 19: The time duration given for the training period was

S.No

OPTIONS

1 Sufficient 2 To be extended 3 To be shortened 4 Manageable 5 Total

No.of. Percentage respondents 32 32 % 24 24 % 26 26 % 18 18 % 100 100 %

INFERENCE:From the above table it can be inferred that 32% of respondents Sufficient, 24% of the respondents to be extended, 26% of the respondents To be shortened, 18% of the respondents Manageable.

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CHART19:

The time duration given for the training period was

Manageable

4 3 2

To be shortened

To be extended

Sufficient

0 1 Sufficient 32

10

15

20

25

30

35

Percentage

2 To be extended 24

3 To be shortened 26

4 Manageable 18

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STATISTICAL ANALYSIS

CHI-SQUARE TEST

STEP: 1 SETTING AN HYPOTHESIS H0: There is no significant relationship between the rules and procedure followed and recruitment system H1: There is significant relationship between the rules and procedure followed and recruitment system

STEP: 2 TO FIND THE EXPECTED FREQUENCY

Expected frequency

= Corresponding row total * Corresponding column total Total number of samples

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Table 20 : chi square

Training is a part AGE SA 12 A 3 1 NDA 10 D 3 S D

T ot al

63
7

20 -29

30 39 40 49 50 ABO VE

30
17 2 6 2 3

6
0 3 1 2 0

1
0 0 3 6 1 0 0

Total

29

18

10

100

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STEP: 3

CALCULATION OF CHI-SQUARE VALUE


Formula (O-E) 2 2 = E Observed frequency

O E =

Expected frequency

2 = Chi square

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Table 21 Computation Table for 2 (OO 12 17 0 0 31 2 3 0 10 6 1 1 3 2 2 0 7 3 0 0 E 18.27 8.7 17.4 2.9 22.68 10.8 2.16 3.6 11.34 54 10.8 1.8 44.1 21 0.42 0.07 63 30 0.6 0.1 O-E
-6.27 8.3 -17.4 -2.9 8.32 -8.8 0.84 -3.6 -1.34 -48 -9.8 -0.8 -41.1 -19 1.58 -0.07 -56 -27 -0.6 -0.1
2

(O-E)

E)2/E
2.151773 7.918391 17.4 2.9 3.052134 7.17037 0.326667 3.6 0.158342 42.66667 8.892593 0.355556 38.30408 17.19048 5.94381 0.07 49.77778 24.3 0.6 0.1

39.3129 68.89 302.76 8.41 69.2224 77.44 0.7056 12.96 1.7956 2304 96.04 0.64 1689.21 361 2.4964 0.0049 3136 729 0.36 0.01

TOTAL

232.8

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STEP: 4
Level of significance = 0.05

Degrees of freedom = (R-1) (C-1)


= (4-1) (5-1) = 12

Tabulated value at 5% level of significance and degree of freedom 12 is 21.026


STEP: 5 The calculated value is lesser than the tabulated value: 232.8< 21.026 RESULT Therefore, reject the Null Hypothesis H0 and accept the alternate Hypothesis H1 INFERENCE There is significant relationship between the Age and working condition.

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FINDINGS

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FINDINGS

The majority of respondents 63% are in the age between 20 29. The majority of respondents 62% are male. The majority of respondents 27% of respondents have done diploma. The majority of respondents 72% of respondents have less then 5 years of experience. It is observed from the analysis that 41% of the respondents are previous attended the training

It is clear from the analysis 86% of people gain from training. The most of the respondents 42% some what agree with the training in the organization. It is observed from the analysis that 55% of training is given to new employee. It is clear from the above analysis that 51% of the respondents are joining in the safety training.

From the analysis the majority of 49% of the respondents are Feel Lake of staff are the major barrier in training. It is inferred that 29% of the respondents are fee that to improve the training they should remove interference.

Majority 32% of the respondents are says the feedback that training session are unplanned as there general complaints.

Majority 32% of the respondents are says the training time is sufficient

No significant relationship between the Age and working condition.

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SUGGESTIONS

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SUGGESTIONS

Employees could be given freedom to implement their own ideas in the services with proper supervision

Flexible working hours could be introduced for employees during emergency situations Performance appraisal can developed in such a way to identify the hidden talent and skills of employees. Employees having low performance could be called individually, encouraged and monitored closely to make improvements. The present training provided is well satisfied by employees and could be further enhanced by providing training based on innovation and current technologies

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CONCLUSION

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CONCLUSION

The project work done in Writer Corporation (p) Ltd has given immense knowledge about the training.

Its is concluded that all the trine of Writer Corporation (p) Ltd are satisfied with the training. The main aim of project survey is to find out the truth which gas not been discovered yet. This survey was also helpful to the researcher in improving her inter-personnel skill. Employees were satisfied with the related trainings provided. Benefits at various levels were provided based on performance, skill and contribution to the organization It also help to fix salary package, benefits and motivation program, regular meetings then strategy will help to increase employee commitment.

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BIBLIOGRAPHY

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REFERENCES
1. C.R. KOTHARI (1990) Research methodology 2ND Revised Edition, New Age International (P) Ltd, Publishers 2. S.Arora,(2003) Statistics for management, first edition S.chand & company ltd, New Delhi 3. Gary Dessler (2006) Human Resouece Management 10th Edition, Prentice Hall if India Pvt.Ltd 4. Robert.L. Mathis (2005) Human Resource Management 10th Edition, Thomson-South western 5. P.Jyothi, D.N. Venkatesh (2006), Human Resource Management Oxford university Press 6. S. SEETHARAMAN, B. VENKATESHWARA PRASAD (2007) Human resource management, Scitech publications (India) Pvt.Ltd 7. GUPTA,(2007) Human resource management, Scitech publications (India) Pvt.Ltd

WEBSITES www.citehr.com www.attrition.org/attrition/about.html www.answers/topic/attriton.com www.trends in vogue.com

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APPENDIX

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PERSONAL DETAILS 1. 2. 3. 4. 5. Name Gender : a) Male b) Female b) Single c) 40-49 d) Above 50

Martial Status: a) Married Age: a) 20-29 b) 30-39

Educational Qualification: a) Below SSLC b) Diploma c) HSC d) UG e) PG

6.

Length of Service a) Less than 5 years b) 5-10 years c) 10-20 years d) 20 & above

7.

Have you attended a training program previously? Yes No

8.

In training program have you gained knowledge? Yes No

9. Your Organization considers training as a part of organizational strategy. Do you agree with this statement? Strongly agree Agree Somewhat agree Disagree Strongly Disagree

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10. To whom the training is given more in your organization? Senior staff Junior staff New staff Based on requirement

11.

What are the barriers of Training program in your organization?

Time Money Lack of interest by the staff Non-availability of skilled trainer

12. Do you agree enough practice is given for us during training program?

Strongly agree Agree Somewhat agree Disagree Strongly Disagree

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13. Have you attended any safety training program previously? Yes No

14. Do you agree that employees are given appraisal in order to motivate them to attend the training? Strongly agree Agree Somewhat agree Strongly Disagree

15. What method of training is being imparted for new recruitments in your organisation?

a) Lecture method b) Conference method c) Case method d) Role play e) All the above

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16. What Training session do you need to make your career aspirations to come true?

Leadership training External Degree Study Formal meeting procedures Other (Please Specify)

17. What are the conditions that have to be improved during the training sessions?

Re-design the job Remove interference Re-organize the work place Upgrade the information of the material given during training

18. What are the skills that the trainer should possess to make the training effective?

Should possess only Technical skills People skills or Soft skills are more important than Technical skills Generalist makes better Personnel managers that Specialist Fond of talking to people

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19. What are reasons for shortage of skilled man power at workplace are? Lack of planning Lack of support from senior staff Lack of proper guidance and training at workplace Lack of quality education at primary and secondary level

20. What are the general complaints about the training session?

Take away precious time of employees Too many gaps between the sessions Training sessions are unplanned Boring and not useful

21. The time duration given for the training period was? Sufficient To be extended To be shortened Manageable

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22. Give your suggestion?

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