1.

1-Introduction
You can have the greatest business model in the world and the best systems, but if your people cant handle the growth, youre still toast. If your company isnt investing in training, think about all the companies you admire as models for doing business right. Youll not only find that theyve got a good training program, but training is a part of their culture. If you ask them why they train, they probably would look at you like you were from Mars, because its like asking them why they breathe. If you want to breathe some life into your operation, start by investing in your people: train them. During this research I tried to understand how training program assist newcomers in learning about the organization in the wider context so that they become integrated swiftly and effectively and make a contribution to companys business as quickly as possible.

Training is often included as an essential element of an organizations strategy to gain a competitive advantage. Regulatory agencies require that employees be trained certain topics and personal development/career paths often specify skill and knowledge areas which must be mastered. These are the factors that influence an organizations overall training program. With all these sometimes-divergent factors competing for resources training systems can become stressed, ineffective, inefficient and fragmented. Organizations need a structure approach when developing/improving their training system.

1.2-Need of the study:

Most managers recognize that continuous learning in today's marketplace is essential. They know they are in the "Information Age." They want a competitive high performance organization but they just don't know where to begin. To know the training concept further and its implement on real working I choose that topic.

1.3-Objective of the study:

i. The main objective is to study the training and development activities carried by the Northern Aromatic Ltd. is to study the training procedures provided by the company. ii. iii. To evaluate the effectiveness of training programs. To evaluate training Program how much make new worker feels comfortable and promote a positive attitude.

1.4- Sample size:

24 members of staff are taken into consideration for training purpose.

1.5- Period of the study:

This project was executed during the summer break after fourth semester the researcher was associated with Northern Aromatic Ltd. The period of the study consists of days from 1st July 2008 to 25th August 2008. (a) 4 Weeks adjusted to collect primary data. (b) Two weeks adjusted to analysis the data and remaining project work.

1.6- Research Methodology:

Methodology of data collection: i. Going through the records: I gone through relevant files and the company has carried out documents from where can get an idea about the different types of training and development that used in the company. ii. Preliminary discussion: In this regard at the beginning, I talked about the training and development in charge to enquire for the identification of the needs of training and development programs at present scenario. iii. Feedback from the employees through the interview and written questionnaire. For evaluation the effectiveness of training and development programs I took feedback from employees that how much they get benefit from those programs. At last I took suggestions for future improvement.

1.7- Sources of data

Primary data was collected through

Questionnaires Personal observations

Secondary data was collected through

Newspapers Magazines Journals Internet

1.8 Tools of analysis:

The tool of Analysis adopted by me is Pie Charts" which I have prepared on the basis of my questionnaire

1.9- Scope of the study:

In this project I have tried to present briefly the Training and Development appraisal at Northern Aromatic Ltd. Also tried to collect some information from the employees and get their feedback on the existing system. My aim of the training has been to get a better insight into the HR department activities i.e. Training and Development. This report can be a useful guide to researchers in future in this field.

1.10 Limitation of the study:

Although I completed my summer training in a very effective and fruitful manner but still I think that due to some limitations I was not able to collect some more information. I could not get some required information about the company and procedure of personal administrator in company. Due to several reasons such as: The respondents were too busy to provide the proper time that was required for study. The company maintains too much privacy so regarding policy information was provided to me in very limited manner. The company management was not very interested to interact with the trainee The trainees of one department were not allowed to go an interaction with other department.

1.11 Chapter Arrangement:

CHAPTER-1 This chapter of the project report includes the introduction, objective, and sample size, period of study, methodology, and limitation of the study. CHAPTER-2 This part of project report states the theoretical background and profile of the company. CHAPTER-3 This part of project report contains data analysis on the basis of questionnaire and Findings. CHAPTER -4 In this part of the project report I finally conclude the project with some recommendation.

1.12 Theoretical Background

1.12.1- Training Need Identification Identification of training needs (ITN), if done properly, provides the basis on which all other training activities can be considered. Also requiring careful thought and analysis, it is a process that needs to be carried out with sensitivity: peoples learning important to them, and the success or the organization may by to stake. It is important to know exactly what you are doing, and why, when undertaking ITN. This is the reason we have included material to help you make considered decision and take thoughtful action. You will find, however, that the return on the investment you make in fully understanding what ITN is all about will make it well worth while.

Why train employees? Employee training and development initiatives can transform organizations with providing extra skills to your employees to not only increase safety and productivity but training leads to higher job satisfaction, which shows up in better corporate performance.

Valuable training also includes situational training that provides personnel the skill sets That allows them to make timely, knowledgeable decisions that benefit both the customer and the company. Reasons why Most Managers Don't Train Employees There are five key reasons why managers don't train their employees. They Don't Have the Time they are so busy doing more and more with less and less that they simply don't have the time. And, of course, this can be fatal to an organization over time. What happens to a company in today's competitive marketplace who doesn't continually invest in upgrading the skills of their

employees? It's the same thing that would happen to a championship football or baseball team that doesn't practice every day. Soon, they are no longer a winner. They Don't Know How to Do it many managers are confronted by employees who want training. These people want to develop their skills and help their companies succeed. Their managers just don't know how to respond. So, like many people, when they don't know how to do something they will avoid it. They Don't Know What Material to Use there are literally thousands of books and videos available to companies for training purposes. So, which ones do they choose? This is why my management, sales, and motivational materials are so valuable. We have carefully selected the materials, modularized the content so that each video is full of good ideas that can be easily applied in the workplace. They Don't Know How to Follow It up One big concern many mangers express is they don't know how to measure the value of the training that their employees receive. Gain an "action commitment" from employees such that the manager needs only to follow up on that commitment. They Don't Know How to Get People to Apply the New Skills Learned Again, the way to justify the investment in training

In any company some factor effect the training: Strategies changes Technical changes Matter of cost saving

If the top management of the company wants to change their strategies, then here company wants trained people for work. So firstly company looked for the experienced

people, but it is very difficult to get trained people. So they hired semi- skilled people and after joining them they give them training. And so this can work effectively and according to the requirement of the company. If company wants some technical change in product, they also require trained people for work. Technical change requires more technical people. If company wants to retain the same people who are working form last some times then company has to give them training. After getting training a worker can adjust in any environment and work effectively. Todays era is the cost cutting era. In the intensive competition cost of the product is very important. We cant survive in the market with high cost. So we need to cut the cost of the product. For cutting the cost we need more trained worker who can work faster and quickly, to reduce the production time. At lastly we can get the low price product.

So that in every area we need trained people. For getting trained people we have to make them trained by giving training.

1.12.2- Methodology of Training

There is various methodology of training. No single technique is always best. The best method depends on Cost effectiveness Desired program content Learning principles Appropriateness of the facilities Trainee preferences and capabilities Trainer preferences and capabilities There is a range of teaching methods available to trainer. The choice of a method is a matter of experience and competence of the instructor and his judgment of how much and what a particular group of trainees would learn from using one method or another. On the basis of its nature training is of two types: 1. On the job training 2. Off the job training On the job training: On the fob techniques are conducted in the real job settings. On the job methods usually involve training in the total job. These methods are typically conducted by individuals, workers, supervisors. The main advantage is that the trainees learn while actually performing their work, which may minimize the training cost. They also learn in the same physical and social environment in which they will be working once the formal training period is completed.

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Types of on the job techniques: Job instruction training Job rotation Apprenticeship Coaching Vestibule training

Off the job Training: Off the job method are those training and development programs that take place away from the daily pressures of the job and conducted by highly competent outside resource people who often serve as trainers, which is one of the main advantages of this method. The major drawback of this is the transfer problem. Types of off the job training: Lecture Method Audio-visual techniques Conference or discussion method Role playing Case Study Simulation Counseling Understudies System

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Factors which affect the choice of training method: The choice of methods depends on the knowledge and experience of the teacher or trainer. The choice of the methods should take into consideration the intellectual level and educational background of the participants and the participants age practical experience. Some methods are more effective than others in achieving certain objective. Choice methods depend on the social and cultural factors in the environment. Now many participative methods are accepted and used in management training. It also depends on the time and the availability of resources and infrastructural facilities.

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2.1- Industry Profile FMCG Sector

The Indian FMCG sector is the fourth largest sector in the economy with a total market size in excess of US$ 13.1 billion. It has a strong MNC presence and is characterized by a well-established distribution network, intense competition between the organized and unorganized segments and low operational cost. Availability of key raw materials, cheaper labor costs and presence across the entire value chain gives India a competitive advantage. The FMCG market is set to treble from US$ 11.6 billion in 2003to US$ 33.4 billion in 2015. Penetration level as well as per capital consumption in most product categories like jams, toothpaste, skincare, hair wash etc in India is low indicating the untapped market potential. Burgeoning Indian population, particularly the middle class and the rural segments, presents an opportunity to makers of branded products to convert consumers to branded products. Growth is also likely to come from consumer 'upgrading' in the matured product categories. With 200 million people expected to shift to processed and packaged food by 2010, India needs around US$ 28 billion of investment in the foodprocessing industry INDIA - A real hub Large domestic market India is one of the largest emerging markets, with a population of over one billion. India is one of the largest economies in the world in terms of purchasing power and has a strong middle class base of 300 million. 13

Rural and urban potential (2001-02) Rural-urban profile Urban Population 2001-02 (mn household) 53 Rural 135

Population 2009-10 (mn household)

69

153

% Distribution (2001-02)

28

72

Market (Towns/Villages)

3,768

627,000

Universe of Outlets (mn)

3.3

Around 70 per cent of the total households in India (188 million) reside in the rural areas. The total number of rural households is expected to rise from 135 million in 2001-02 to 153 million in 2009-10. This presents the largest potential market in the world. The annual size of the rural FMCG market was estimated at around US$ 10.5 billion in 2001-02. With growing incomes at both the rural and the urban level, the market potential is expected to expand further.

India - a large consumer goods spender An average Indian spends around 40 per cent of his income on grocery and 8 per cent on

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personal care products. The large share of fast moving consumer goods (FMCG) in total individual spending along with the large population base is another factor that makes India one of the largest FMCG markets. Even on an international scale, total consumer expenditure on food in India at US$ 120 billion is amongst the largest in the emerging markets, next only to China

Demand-supply gap Currently, only a small percentage of the raw materials in India are processed into value added products even as the demand for processed and convenience food is on the rise. This demand supply gap indicates an untapped opportunity in areas such as packaged form, convenience food and drinks, milk products etc. In the personal care segment, the low penetration rate in both the rural and urban areas indicates a market potential.

INDIAN COMPETITIVENESS AND COMPARISON WITH THE WORLD MARKETS

Materials availability India has a diverse agro-climatic condition due to which there exists a wide-ranging and large raw material base suitable for food processing industries. India is the largest producer of livestock, milk, sugarcane, coconut, spices and cashew and is the second largest producer of rice, wheat and fruits & vegetables. India also has an ample supply of caustic soda and soda ash, the raw materials in the production of soaps and detergents India produced 1.6 million tones of caustic soda in 2003-04. Tata Chemicals, one of the

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largest producers of synthetic soda ash in the world is located in India. The availability of these raw materials gives India the locational advantage.

Leveraging the cost advantage Global major, Unilever, sources a major portion of its product requirements from its Indian subsidiary, HLL. In 2003-04, Unilever outsourced around US$ 218 million of home and personal care along with food products to leverage on the cost arbitrage opportunities with the West. To take another case, Procter & Gamble (P&G) outsourced the manufacture of Vicks Vaporub to contract manufacturers in Hyderabad, India. This enables P&G to continue exporting Vicks Vaporub to Australia, Japan and other Asian countries, but at more competitive rates, whilst maintaining its high quality and cost efficiency.

Cost competitiveness Apart from the advantage in terms of ample raw material availability, existence of lowcost labor force also works in favor of India. Labor cost in India is amongst the lowest in Asian countries. Easy raw material availability and low labor costs have resulted in a lower cost of production. Many multi-nationals have set up large low cost production bases in India to outsource for domestic as well as export markets.

Presence across value chain Indian firms also have a presence across the entire value chain of the FMCG industry from supply of raw material to final processed and packaged goods, both in the personal care products and in the food processing sector. For instance, Indian firm Amul's product portfolio includes supply of milk as well as the supply of processed dairy products like cheese and butter. This makes the firms located in India more cost competitive.

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Product wise production

Household care The size of the fabric wash market is estimated to be US$ 1 billion, household cleaners to be US$ 239 million and the production of synthetic detergents at 2.6 million tones. The demand for detergents has been growing at an annual growth rate of 10 to 11 per cent during the past five years. The urban market prefers washing powder and detergents to bars on account of convenience of usage, increased purchasing power, aggressive advertising and increased penetration of washing machines. The regional and small unorganized players account for a major share of the total detergent market in volumes.

Personal care The size of the personal wash products is estimated at US$ 989 million; hair care products at US$ 831 million and oral care products at US$ 537 million. While the overall personal wash market is growing at one per cent, the premium and middle-end soaps are growing at a rate of 10 per cent. The leading players in this market are HLL, Nirma, Godrej Soaps and Reckitt & Colman. The oral care market, especially toothpastes, remains under

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penetrated in India (with penetration level below 45 per cent) due to lack of hygiene awareness among rural markets. The industry is very competitive both for organized and smaller regional players. The Indian skin care and cosmetics market is valued at US$ 274million and dominated by HLL, Colgate Palmolive, Gillette India and Godrej soaps. This segment has witnessed the entry of a number of international brands, like Oriflame, Avon and Aviance leading to increased competition. The coconut oil market accounts for 72 percent share in the hair oil market. In the branded coconut hair oil market, Marico (with Parachute) and Dabur are the leading players. The market for branded coconut oil is valued at approximately US$ 174 million. Food According to the Ministry of Food Processing, the size of the Indian food processing industry is around US$ 65.6 billion including US$20.6 billion of value added products. Of this, the health beverage industry is valued at US$ 230 billion; bread and biscuits at US$ 1.7billion; chocolates at US$ 73 million and ice creams at US$ 188million. The size of the semi-processed/ready to eat food segment is over US$ 1.1 billion. Large biscuits & confectionery units, Soya-processing units and starch/glucose producing units have also come up, catering to domestic and international markets. The three largest consumed categories of packaged foods are packed tea, biscuits and soft drinks.

Beverages The Indian beverage industry faces over supply in segments like coffee and tea. However, more than half of this is available in unpacked or loose form. Indian hot beverage market is a tea dominant market. Consumers in different parts of the country have heterogeneous tastes. Dust tea is popular in southern India, while loose tea in preferred in western India. The urban-rural split of the tea market was 51:49 in 2000. 18

Coffee is consumed largely in the southern states. The size of the total packaged coffee market is 19,600 tones or US$ 87 million. The urban rural split in the coffee market was 61:39 in 2000 as against 59:41 in 1995.The total soft drink (carbonated beverages and juices) market is estimated at 284 million crates a year or US$ 1 billion. The market is highly seasonal in nature with consumption varying from 25 million crates per month during peak season to 15 million during off-season. The market is predominantly urban with 25 per cent contribution from rural areas. Coca cola and Pepsi dominate the Indian soft drinks market. Mineral water market in India is 65 million crates (US$ 50 million) industry. On an average, the monthly consumption is estimated at4.9 million crates, which increases to 5.2 million during peak season.

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2.2- Company Profile

NORTHERN AROMATICS LIMITED Plot No. 16, Sector- 2, IIE Pant Nagar, Rudrapur Disst. Udham Singh Nagar, Uttarakhand Phone: 91-2770536, 4371747, 4372747 The Northern Aromatic Ltd. is situated at newly developed industrial area of Rudrapur named SIDCUL. Company acts as a vendor of the third largest FMCG Company operating in India named Dabur India Pvt. Ltd. Aim of the company is to provide its maximum contribution to Dabur in production of certain fmcg products. It has small production units for the production of fmcg items such as Dabur Vatika Shampoo, Dabur Glucose, Dabur Lal Hair Oil, and other seasonal products such as Dabur Sharbate-azam. Company is being controlled by Mr. T.K. Bannerjie, the unit head of Dabur India Ltd. at SIDCUL. And all the internal affairs are being looked after by Mr. M.M. Sharma, the factory manager of Northern Aromatic Ltd. The production unit of Northern Aromatic ltd. is spread over to 4 acre of land. Well established building fulfills the E.I.A. needs of global industrialization. Full 20

emphasize is on the plantation inside the factory area and also outside. Company is having its own quality control department run by various experts.

Prefaces to the Company

At Northern Aromatic, the employees are considers most valuable assets and strength for sustained growth in the development of the company. It is believed in Northern Aromatic that the investment on human resource for employee's personal growth, leads the company. Like other organizations, Northern Aromatic has also framed rules, regulations, policies and system for running the business smoothly. Northern Aromatic has also introduced various schemes for labour welfare. For smooth business operations and to take advantage of the benefits under the scheme, it is necessary that every employee understand these rules, regulations, policies and system fully and clearly. Brief view

Importers of Agro Chemical, Natural Essential Oils, Cosmetics Raw Material, Essential Oils & Aromatics, Aromatic Compounds, Aromatic Chemicals. Business Type Main Markets Annual Sales Departments Products Importer and vendor Asia Below US$1 Million Production, H.R.D., R & D, Quality Mgt Shampoo, Hair Oil, Glucose, etc.

Corporate philosophy
Company believes to bring value addition to self, organization and its customer through improving quality, identifying opportunities and minimizing errors and wastage of scarce resources. That philosophy of company helps it to perform according to the standard. And to achieve those standards company uses following tools:-

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Positive attitudes Being sensitive and responsive Continuous self- up gradation Positive approach Creativity

DETAILS OF DEPARTMENT AND SECTION AT WORKS

PRODUCTION Distillery Washing pump Refinery Bottling Plant Filling plant Assembly line PERSONAL AND ADMINISTRATION Human Resource Development Personnel and Industrial Relations Administration Medical Security UTILITIES Boiler Power House

TECHNICAL SERVICES Technical Services Engineering Quality control COMMERCIAL Commercial Accounts

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CATEGORY OF EMPLOYEES Clerical Staff Workers Trainees Apprentices

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2.3-Observation

Evaluation of training & development

Evaluation means the assessment of value or worth. Evaluation of training is the act of judging whether or not it is worthwhile in terms of set criteria. Evaluation of training and development programmes provides assessment of various methods and techniques, sells training to management, identities the weaknesses of training programmes and helps to accomplish the closest possible correlation between the training and the job. A comprehensive and effective evaluation plan is a critical component of any successful training programmes. It should be structured to generate information of the impact of training on the reactions; on the amount of learning that has taken place; on the trainees behavior; and its contribution to the job/ organization. Therefore, evaluation is a measure of how well training has met the needs of its human resources. To verify programmes success, HR managers increasingly demand that training and development activities be evaluated systematically. A lack of evaluation may be the most serious flaw in most training and development efforts. There are many reasons for this neglecting activity; firstly, many training directors do not have the proper skills to conduct a rigorous evaluation research. Secondly, some managers are just reluctant to evaluate something which they have already convinced themselves is worthwhile. Thirdly, some of the organizations are involved in training not because it is necessary but simply because their competitors are doing it or the unions are demanding it. Fourthly, as training itself is very expensive, the organizations do not want to spend even a penny on the evaluation. Fifthly, some of the training programmes are very difficult to evaluate because the behavior taught is itself very complex and ambiguous.

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 Study of Needs of Training In Northern Aromatic Ltd., training is customized product wise. If any defect comes in a product or process, a training session is initiated to eradicate root cause. There are normally two work stations in production, 1. Critical station 2. Normal station At critical work station an efficient worker should produce 5000 to 6000 units in one shift. At this work station minor job is done.

At normal work station an efficient worker should be produce 8000 to 10000 units in one shift in normal circumstances. In this company there are two types of worker are working. 1. Permanent worker 2. Temporary worker

A worker get the permanent job after the good and consistent performance in the company, these people are well experienced in their relative jobs. Temporary worker is a layman. They dont know any thing about the work, so these types of people require training. When a new person joins the company, he got the training about the safety and maintenance. For getting these training he is send in technical training cell (TTC). In TTC he has to go some basic knowledge and instruction, which is given by the just senior boss. That person is called line in charge. During the training a person gets the job. He is watched by the line in charge. At any point the line in charged found any fault in the

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work, the line in charge instructed at that time, so that the worker does the job in a proper way and come out with zero-defect product. After the TTC training employees are divided among various teams and send to the different operations, on the different operations. A line-in charge is there, who will watch each and every steps during the work. If any fault in the work is found, he takes that serious and instructs to remove the fault immediately. After some experience the worker is transferred from one operation to another operation area, where same procedure is performed. He works and if any confusion gets regarding the job, he may ask the line in charge or if line in charge sees any fault during the Operation, he educates the worker to do the job better. This process is repeated on each and every operation. This is how each and every employee is familiarized to the job. The main advantage of this job rotation is, if any worker does not come on the particular day, that place can be filled by any other worker and the works progress without any interruption.

After job rotation and getting experienced the entire worker divided into three groups, Highly efficient Efficient Adequate

If a person can handle the entire machines related to any particular job; that worker is called highly efficient worker. After getting training 40% out of them became as highly efficient worker. These workers are very efficient and can handle any situation during the work. He can work on any machine at any time without any problem. These people can take decision at the critical point of time. So that these type of worker are called highly efficient worker. After highly efficient the second category is called efficient. In this category those type of person are master in their job. He is master in one job. In this category 50% worker

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comes. These types of people are well known people in their particular job. They are not able to handle the different machines. They feel problem in some job. After that the third category comes, that is called adequate. This type is not beneficial for the company. Thats why they are not acceptable. They have less knowledge and not will to work. Highly efficient person is well-known about his job. He can handle any situation. So that these type of people dont require training.

Efficient people are master of just on job. Thats why they need training to be highly efficient worker.

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 Methods of training in company In Northern Aromatic Rudrapur, Need based system of importing training is followed. Training is based on the frequency of defects found during the production. Job supervisor is vigilantly watching each and every product. If he finds any defect in the product, he instructs the worker to do right way. If no. of worker are doing same mistake, then all of them are taken in a group and provided training spontaneously & the process in recurred. This way only defective based training is provided by the company. Company is giving training to the efficient worker. For them there are three types of training; Counseling Give the opportunity to work with highly efficient worker. Give the expert knowledge about the work.

In counseling the instructor or line in charge counsel the worker. A line in charge tries to motivate the worker to do their job in proper way. This is a verbal communication. With the help of words a senior person tries to make them as effective as highly efficient worker. The second option provide them opportunity to work with highly efficient people helps those people to learn. During the work he can watch how the highly efficient people work? How can they handle the situation? They got the idea about the problem, which may be arising during the work. They also get the idea about dealing those types of problems. This way an efficient worker is developed to be highly efficient worker. Before start working every worker should get the knowledge about the job profile. Without proper knowledge no one can perform better. There must be some defective in the product due to less knowledge about the production process. So a specific knowledge is essential for zero-defect product. This is the duty of management to educate them and provide full knowledge about the production process and quality control. 28

For adequate people company has some other way for giving them training. The work pressure is the best way for make them work. Under this the adequate person is send to work between two highly efficient workers. Highly efficient people can work faster than adequate person. So from both sides he faces the pressure for work faster and effectively. This way an adequate worker can be the efficient and highly efficient worker for company.

Northern Aromatics Ltd. basically provides three types of training to its staffs. There are 24 staffs in all who have gone through these training programs. These training programs are: i. ii. iii. Skill Enhancement Personality Development IT Related

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3.1 Data analysis and interpretations

Question 1:- What types of training have you gone through? IT related 1 Skill enhancement and personality development 13 Skill enhancement , personality development and it related 10

1 10

IT related

Skill enhancement and personality development 13 Skill enhancement , personality development and it related

Findings:-Out of the24 staffs only one underwent the IT related training program. 13 got the training in personality development and IT related both. And 10 got all the three training. It exhibits that most of them had all the three training program, skill enhancement, personality development and IT related.

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Question 2:-When the study material should be provided either before the training or after? Before the training 19 After the training 5

Before the training After the training

19

Findings:-In the analysis of the training program, Out of 24, 19 trainees state that study material should be given before the training. And just 5 want the study material to be provided after the training.

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Question 3:- Before any training program should there be any test for the purpose of selection of the trainees? Test should be 13 Test should not be 11

11 Test should be Test should not be 13

Findings: - Regarding this out of 24, 13 trainees replies in the favor of the test and 11 were against any such test. There is a mall difference between both the views. So it is difficult to choose any one. In my opinion, before selecting a trainee there must be a test conducted by the trainer. It will help him to identify better trainees.

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Question 4:-What are the competences of the training program on the practical value aspects? Average 2 Good 17 Outstanding 5

Average Good Outstanding

17

Findings: - On the practical value aspect just 2 out of 24 found that the program was average.17 found that the training program was good and rest 5 thought that it was out standing.

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Question 5:- How will you rate that program on the aspect of gaining of new ideas in the training? Poor 1 Good 11 Outstanding 12

Poor Good 12 11 Outstanding

Findings: - Most of them found that, they got new ideas. The no. of staffs that had this type of thought is 12. Out of 24, 11 trainees think that new ideas gaining through the program was outstanding. Just one person thought that, he didnt get any idea in the training program.

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Question 6:- How will you rate that program on the aspect of Self development? Good 13 Outstanding 11

11 Good Outstanding 13

Findings: - There is a little difference between good and outstanding. Out of 24, 13 trainees said that the training program is good for self development and rest 11 thinks that the training program is outstanding.

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Question 7:- Was the entire training program relevant to the current job of worker or staffs? Relevant 10 Very much relevant 14

10 Relevant Very much relevant 14

Findings:- It was found that out of 24 trainees 10 thinks, that while training program what-ever they got was relevant the current job. Rest 14 thinks that the program is outstanding in the relation of current job. This will be very helpful in the future to perform their job in a better way.

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Question 8:- How will you rate the experience of uses of time during the training? Good 10 Outstanding 14

10 Good Outstanding 14

Findings: - 10 out of 24 trainees experienced good use of time during the training. Rest 14 experienced the excellent use of time.

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Question 9:- How will you rate the Maintenance of the interest during the training? Poor 1 Good 8 Outstanding 15

1 8 Poor Good Outstanding 15

Findings: - It was found that only 1 trainee says that he didnt have any interest in the training program. Out of 24, 8 trainees say that in the program; their interest was good. Rest 15 says that, their interest in training program was outstanding and they are benefited more.

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Question 10:- How will you rate the clarity of the training programs? Good 10 Outstanding 14

10 Good Outstanding 14

Findings:-10, out of 24 trainees say that the program is very good on clarity. Rest 14 says that the training program was very much clear.

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The training program has mainly been areas rated on three parameters. i. ii. iii. Skill Enhancement Personality Enhancement IT Related

All the trainees have rated the training program differently on the basis of all the three parameters.

Skill Enhancement: Good 10 Excellent 14

10 Good Excellent 14

Findings: According to the development of skills out of 24 trainees 10 have experienced good and rest 14 have experienced excellent.

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Personality Enhancement: Good 11 Excellent 13

11 Good Excellent 13

Findings: On the basis of personality enhancement 11, out of 24 trainees rated this training program good and rest 13 rated this program excellent.

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IT development: Good 10 Outstanding 14

10 Good Excellent 14

Findings: According to the development in Information technology related areas out of 24, 10 staffs rated this training program good and rest 14 rated excellent.

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Question 11:- In your opinion what should be the frequency of the training programmes in your company? Every month 7 Every three month 9 Every six moth 5 Once in a year 3

3 7 5 Every month Every three month Every six month Once in a year 9

Findings:-7, out of 24 trainees want this type of training in every month .On the other hand 9 trainees want such program once in every three month. 5 out of them want to hold such types of program twice in a year. Rest of them wants to hold this once a year. In my opinion it should be twice a year.

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Question 12:- In your opinion what should be the duration of this training programmes? 8 Hours 12 12 Hours 7 16 hours 5

8 Hours 12 Hours 12 7 16 Hours

Findings: - All trainees who had attended the training program have different thoughts about that. 12 out of 24 trainees want the duration of these programs to be 8 hours. 7 of them want 12 hours and 5 want the duration to be 16 hours.

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4.1 Summary of Findings:

After observation and analysis of the collected data during my research I analyze that there is no gainsay regarding the training programs enhance the quality of the performance. No one is perfect in his respective field. A full flazed training program makes trainees complete performer in their respective areas. Every company looks for a worker, who can work effectively. They are in search of a person who has the maximum skills required for the job. After selecting the right person, the companys main aim is to make that person a perfect workman. For this they provide them training. First of all the management should look for that areas where workers needs training. For this purpose management should keep eyes on each and every activity of the workers and staffs whosoever may need training. This is a long and time taking process. In this way the next step would be to select the trainees. There should develop a mechanism for selecting the trainees. There should be a test for this purpose. This will give the idea about the weak and strong points of trainees. It will be very fruitful in designing the contents of training program.

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4.2 Suggestions
The printed material is very useful in training. These materials should be given

before the training. Written material would provide the overall idea about the training and make the trainees understand better. Before developing the training contents some points should be taken care of.

There should be some practical values in that. The training should include new ideas and should be helpful in the development of trainees. It must be relevant to the hob of workers and staffs. In the training process the efficient use of time should be made as time is the most important factor in any job.

The frequency of training program is according to the requirement and

convenience of the trainees as well as the management. Workers require more training so they need one in every six month. Staffs required less training in the compression of workers, so they required at least on training program every year. The duration of any event is the most important, which maker any program

successful or fail. It should be according to the needs of the trainees of participants. In my opinion the duration of the training would be 16 hours.

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4.3 Conclusions
Training is a costly affair for the management. It needs a handsome amount and long time. So management has to play safe game for the benefits of the company as well as the workers. One wrong decision may enforce the company to fall into deep troubles. So selecting the weak areas of staffs and workers should be done very carefully. For that the management should be conduct a test. For providing an effective training, company requires a knowledgeable trainer. Selecting a particular trainer is again a difficult job. Trainer demands handsome money. Training needs time and cost both. To conclude, it is very clear that training should be provided but not at the loss of the company. It is very costly and time taking affair. But it is most important for the development of the company. So management cant avoid it at any cost.

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