Final copy A study on effectivness training and development

Chapter-I

1.1Introduction

Training and development is the frame work for helpingemployees and to develop their personal and organizationalskills, knowledge and abilities. The focus of all aspects ofhuman resource development is no developing the most superiorworkforces so that the organization and individual employees canaccomplish their work goals in services to customer.

One can generally categorize such training as on- the-job or off- the –job

On-the-job training place in a normal workingsituation using the actual tools, equipment’s ,document ,or material that trainees will use whenfully trained on-the-job training has a generalreputation as most effective for vocational work

Off-the-job training takes place away from normalwork situation implying that the employee doesnot count as a directly productive worker, whilesuch training take places

Training differs from exercise in that people mayexercise as an occasional activity Training has specific goals ofimproving ones capability and performances.

Training is the systematic development of theknowledge skill and attitudes required by an individual toperform adequately a given task or job training involves learningof various kinds and in various situations. Learning may besomething that trainee wants to do for himself or it may benecessary to provide it for him. If training is provided, theindividual may need to be motivated to trainee is self-motivatedit may still be necessary to provide the guidance and training

1

facilities which will help him to channel his enthusiasm towardsa worthwhile end

Training can takes place in various situation on the job or offthe job in the company it caninvolvestheuseofmanytechniques:demonstration,practice,coaching,guidedreading,lectures,talks, and discussions, case the discoverymethod and so on. And these techniques can be deployed by manypeople: specialist company trainer, managers, supervisors,colleagues of external trainers and educations.

Therefore training is, or at least can seem to be, acomplex process and the techniques used can vary almostinfinitely according to the situation. There are, however,certain fundamental concept and principles upon which alltraining should be based and in this chapter, these will bereviewed before consideration is given to their application tothe training for different occupations. The first are that willbe covered is learning theory, because all training is, or shouldbe, based upon an understanding of how people learn.

Training is an act of increasing knowledge and skills of anemployee.

Edwin B.Flippo

The organized procedure by which people learn knowledge and skillfor a definite purpose.

Dale S.Beach

Training process includes

2

The identification and analysis of training needs - alltraining must be directed towards the satisfaction of definedneeds; for the company as a whole for specific functions orgroups of employees or for individual.

The definition of training objectives must aim to achievemeasurable goals expressed in terms of the improvements orchanges expected in corporate function, department or individualperformance.

The preparation of training plans-these must describe theoverall scheme of training and its costs and benefits. Theoverall scheme should further provide for the development oftraining programmers and facilities the selection and use ofappropriate training methods and the selection and training oftrainers.

The implement and analysis of results which require thevalidation of the achievements of each training program againstits objectives and the evaluation of the effect of the wholetraining scheme on company or department performance.

The feedback of the results of validations and evaluations sothat training plans, programmers and techniques can be improved.

1.2 Objectives of the study:

3

To study about the demographic characteristics of the staff level

To find out the various training practices followed for employees

To identify the various factors which influences the training

To analyses whether the employee s are satisfied with their current training method

To study the impact of the training program in their day today activities

To find out whether the training programmers were conducted regularly

4

1.3 Scope of the study:

Training covers a whole range of knowledge andskills and various techniques can be employedwith all levels of staff

Sharing of ideas and dissemination of goodpractice

Greater understanding and appreciation offactors affecting work performance

Effective management and implementation ofchange

Encouragement of team spirit Increased motivation and job satisfaction for

the individual

5

1.4 Limitations of the study:

Some of the respondents were unwilling toanswer the questions

Some of the respondents were afraid to givethe true information in some cases

There may be bias on the part of employeeswhile answering to the questions

It was difficult to interact with each andevery executive due to absence of time ,who wasbusy in his day to day activities

6

Chapter -II

2.1Concept of the study

The health of the organization depends on the quality of itshuman resources. Hence it needs well trained and experiencedpeople to perform the activities that have to be done. So for theoptimum and better utilization of the human resources, trainingand development of their skill level is most essential. In thisrapidly changing society, employee training and development isnot only an activity that is desirable but indispensable for anorganization.

As the job becomes more complex, the importance of employeedevelopment also increases. Training also promotes anorganization to maintain a viable and knowledgeable workforce.

7

An organization requires various machineries and materials toachieve its goal. But in reality the goals are achieved by humanresources who use them. A sound manpower makes an organization,successful. For any organization its employees are the mostvaluable asset and management will always try to retain itsemployees. Healthy work atmosphere is also important in regard toencourage employees. A healthy work atmosphere is also importantin regard to encourage employees of an organization. If it is notdone then it will be difficult to retain and the managementcannot get the desired results from the employees. At thisjuncture, the industrial relation plays a vital role insatisfying the needs and self-esteem of the employees.

Today, the growth of the industrialization is rapidly increasingand the progress of the nation also depends on it. On the otherhand, industrialization gives birth too many hazards, which posedanger to the safety of persons working in the industry. Sotraining is very essential to overcome these dangers.

2.2Review of literature

8

J.Kevin ford (1997) explain that theconcept of training effectiveness has been expanded in the recentyears to incorporate notions about trainee and organizationalcharacteristics .training needs to be viewed as more central tothe functioning of organizations alongside financial ,strategicand operational concerns.

The challenge for training researchers is toinfuse the old bottles current training effectiveness paradigmwith new line expanded and enhanced thinking about the potentialoffered through sound training design.

Biswajit Pattanayak (2002) discussedtraining effectiveness is to impart new entrants the basicknowledge and skill which they need for an intelligentperformances of defined tasks .to assist employees to functionmore effectively in their present positions by exposing them tolatest concepts information ,techniques and developing the skillswhich they need their future roles.

To broaden the minds of managers by providingthem with opportunities for an interchange of experiences with inand outside with a view to correct the narrow out look that mayarise from specialization.

K.Aswathappa (1999) describes “how to maketraining effective?”

Ensure that the management commits itself to allocate majorresources and adequate time for training

Ensure the training contributes to competitive strategiesof the firm. different strategies need different humanresources skills for implementation

9

Ensure that a comprehensive and systematics approach fortraining exists and training ,retraining is done at alllevels on a continuous and ongoing basis

Krut Kraiger (1991) discuss that “ in recent yearsconsiderable advances have been made in the practices oftraining evaluation “ after thirty years technologycharacterized by a single theoretical model ,progress hascome from theory and research linking training andretraining evaluation and broader organizational processesthe moderate to specific learning outcome

2.3 COMPANY PROFILE

“On request of the then State government the House of Seshasayeesset-up Seshasayee Paper and Boards Limited on the banks of river Cauvery in Pallipalayam, a village on the outskirts of Erode, under the leadership of the dynamic Sri. S Viswanathan. "

The Company

Seshasayee Paper and Boards Limited (SPB), the flagship company belonging to 'ESVIN GROUP', operates an integrated pulp, paper and paper board Mill at Pallipalayam, Erode-638 007,District Namakkal, and Tamilnadu, India.

10

SPB, incorporated in June 1960, was promoted by Seshasayee Brothers (Pvt) Limited in association with a foreign collaboratorM/s Parsons and White more, South East Asia Inc., USA. After commencement of commercial production, having fulfilled their performance guarantee obligations, the foreign collaborators withdrew in 1969. Main promoters of the Company as on date are a group of companies belonging to the ESVIN group headed by Mr. N Gopalaratnam.

In the second stage of expansion, undertaken in 1976, capacity was enhanced to 55000 tap, through addition of a 60 tpd new PaperMachine (PM-4). Cost of the project, including cost of a ChemicalRecovery Boiler and other facilities for enhanced requirement of utilities, was estimated at Rs. 176 Millions. The same was part financed by term loans from Institutions and Banks to the extent of Rs. 145 Millions and the balance out of internal generation. SPB undertook various equipment balancing and modernization programmers, since then, for improving its operating efficiency, captive power generation capacity, etc., up to 1992-93. Expansion/ Modernization Project

The Company embarked on an Expansion / Modernization Project to enhance its production capacity from 60000 tonnes per annum, to 1,15,000 tonnes per annum and to upgrade some of the existing facilities, at an estimated cost of Rs 1890 million.

The said Expansion / Modernization Project were completed in December 2000. After successful trials, the Commercial Productionout of the new Paper Machine commenced on July 1, 2000.

The current installed capacity of the Company stands at 1, 15,000tonnes per annum.

Raw Materials

The Company's paper plant was originally designed for using bagasse, as the primary raw material mixed with 20% bamboo fibre.Bagasse was being obtained from nearby sugar mill on substitution

11

basis using oil fired boilers.

With sharp increase in oil prices in 1970-71, the Company shiftedover to the use of hardwood, at the time of its expansion undertaken in 1978. Raw material mix underwent a substantial change, with bamboo and hardwood forming 60% and 40%, respectively, of its raw material consumption.

Soon Company started apprehending difficulties in procurement of bamboo. In 1981, it added one more digester, to increase the share of the hardwood in the furnish mix to 80% and restricting bamboo use to only 20%.

With the commissioning of more wood based industries in Tamilnadu, there was again an apprehension about availability of hardwood.

As a long term strategy, the Company at this time decided on restructuring use of bagasse which was seen to be the most reliable source of fiber for the entire Industry.

In 1984, the Company promoted Ponni Sugars and Chemicals Limited,as the captive source for bagasse supply. It added bagasse handling systems and modernized PM-1 and PM-2, to shift over to the use of bagasse.

The furnish mix for the existing Paper Machines of the Company is55% bagasse and 45% hardwood. The Company has vast experience in handling bagasse and is expected to be one of the major strong points vis-à-vis its competitors in India, as the Indian Paper Industry will continue to be bogged down by the problem of raw material availability.

For the new Paper Machine, the furnish is imported waste paper and imported pulp which are sourced from Far East countries, Europe and USA. A small quantity is supplemented out of captive pulp production.

12

Exports performance

SPB's exports are nearly 20% of its production and is a significant exporter in the Indian Paper Industry. Due to its excellent export performance, SPB has been awarded 'Golden ExportHouse' status.

Awards

SPB is in receipt of various Awards awarded by Government of India, Government of Tamilnadu, Industry Associations, etc. Some of the Awards received by SPB in the past include:

Capacity Utilization Award Energy Conservation Award Environmental Protection Award Safety Award Export Performance Award Good Industrial Relations Award TERI - Corporate Environmental Award

Environmental Protection

The Company attaches paramount importance to the conservation andimprovement of the environment. In its efforts to improve the environmental protection measures, the Company has installed:

two Electro Static Precipitators for its Boilers to control dust emissions

an Anaerobic lagoon for high BOD liquid effluents a Secondary Treatment System for liquid effluents and An Electro Static Precipitator and Cascade Evaporator to the

Recovery Boiler.

These facilities will ensure sustained compliance by the Company of the pollution control norms prescribed by the Pollution Control Authorities.

13

ISO 9001/ IS0 14001 Accreditation

The Company's quality systems continue to be covered by the "ISO 9001" accreditation awarded by Det Norske Veritas, The Netherlands.

The Company has also been accredited with "ISO 14001" certification by Det Norske Veritas, The Netherlands, for its Environmental Quality Systems. Board of Directors

The Company's Board is broad based comprising 11 Directors:

Sri N Gopalaratnam, Chairman and Managing Director Sri R V Gupta, I.A.S., (Retd.) Dr S Narayan, I.A.S., (Retd.) Sri Bimal Kumar Poddar Sri Arun G Bijur Sri V Sridar Sri S K Prabakar, I.A.S (Nominee of TIIC) Sri Mohan Verghese Chunkath, I.A.S (Nominee of Govt. of

Tamilnadu) Smt Philomena Thomas (Nominee of LIC) Sri K S Kasi Viswanathan, Deputy Managing Director Sri V Pichai, Director (Finance) & Secretary

Organization

The day to day affairs of the Company are looked after by the Chairman and Managing Director and supported by:

Sri K S Kasi Viswanathan, Deputy Managing Director and Sri V Pichai, Director (Finance) & Company Secretary.

They are ably assisted by a team of qualified and experienced

14

professionals in operations, personnel, finance and marketing disciplines.

2.4 History of paper industry

15

The paper industry has an important social role to play for thecountry use of paper is considered as an index of cultural growth

The paper industry in India is more than a century old at thepresent there are over 600 paper mills manufacturing a widevariety of items required by the consumers

These paper mills are manufacturing industrial grade and otherspecialty paper . The paper industry in India could be classifiedinto 3 categories according to the raw material consumed

Wood based

Agro based

Waste paper based

While the number of wood based mills is around 20 and balances580 mills are based on non-conventional raw material

the government of India has relaxed the rules and regulation andalso delicensed the paper industry

The paper industry would be growing at the present rate of 7-8%of compounded rate and would require 9.5-19 million my by the endof the decided from the existing production af around 6.7 millontonnes.

16

CHAPTER -III

RESEARCH METHODOLOGY

Methodology is the way to solve the research problemsystematically

Decision regarding what, where, when, how and by whatmeans concerning an enquiry (or) a research study constitute aresearch design .a research design is the arrangement ofcondition for collection and analysis of data in a manner thataims to combine relevance to the research purposes with economyin procedure.

Descriptive study is concerned with describing thecharacteristics of particular individual. It is also concernedwith the predication and narration of facts and characteristicsconcerning individual, group (or) situtation.it describes thedemographics characteristics of an individual .the present studyis based on descriptive research through questionnaires

3.1Research design:

Descriptive research design wasused to identify the effectiveness of training among theemployees

A research design is the arrangement of conditions forcollection and analysis of data in manner that aim to combinerelevance to the research purposes with economy in procedure

17

Decision regarding what, where, when, whom, how much by whatmeans concerning an inquiry or a research study constitute aresearch design

3.2Area of the study:

The area of the study is seshasayeepaper and boards limited

3.3Sample size:

The size of sample for the study 150respondents of male and female staff in seshasayee paper andboards limited

3.4 Sampling Method

Simple random sampling selecting therespondents from the employee list randomly

3.5Sources of the study

Primary data:

The primary data is collected throughdirect interaction with staff and collected information throughquestionnaire

Secondary data:

The secondary data is based on variousdetails retrieved from the website, company records and books.

3.6Data collection method

18

The data was collected throughquestionnaires

3.7Statistical tools used:

Percentage analyses Chi-square analyses Anova T-test Bar chart Pie chart

Percentage analyses

The Percentage analysis is used to comparisonbetween two or more series of data in this project the percentageanalyses test was used the formula is as follows.

Percentage of respondent = no .of respondent/totalno.of respondents*100

Chi-square analyses

Chi-square test has been used in thestudy to find the quality of training programmer and satisfactionlevel of staffs. Chi-square is a statistical test commonly usedto compare observed data with data we would expect to obtainaccording to a specific hypothesis

The formula for computing chi-square (x2) is as follows

X2= £

[(o-e)²/E]

19

Anova

Analysis of variances (anova) is an extremely usefultechniques concerning researcher in the fields of economicsbiology, education psychology, sociology, business and inresearches of several other disciplines this techniques is usedwhen multiplied sample cases are involved stated of severalearlier the significances of the differences between the means oftwo samples can be judged through either

1. Z-test

2. T-test

T-test

A statistical examination of two population means. A two-samplet-test examines whether two samples are different and is commonlyused when the variances of two normal distributions are unknownand when an experiment uses a small sample size.

A statistical test involving confidence limits for therandom variable t of a t distribution and used especially intesting hypotheses about means of normal distributions when thestandard deviations are unknown

20

CHAPTER –IV

Data analysis and

interpretation

4.1Percentage analysis

Table no: 4.1.1

Gender classification of the respondents

Interpretation

From the above table 53.33% of the respondent are belongs to the male category and only 46.67%of the respondents are belong the female category

Chart: 4.1.1

Gender classification of the respondents

21

No Gender

No. ofResponde

nts

Percentage (%)

1 Male 80 53.332 Female 70 46.67

Total 150 100.00

Male Female42

44

46

48

50

52

54 53.33

46.67

Gender

Gender Details

Percen

tage

Table: 4.1.2

Age classification of the respondents

22

Interpretation

The above table is show that 34.67% of the respondents are 20- 25years, 24.00% are between in 26-30years age group, 28.00% respondents were in between31-35 years and 10.67% were 36- 40 years, 2.67% respondents are between above 40 years

Chart: 4.1.2

Age classification of the respondents

23

No Age

No. ofResponden

ts

Percentage (%)

1 20 - 25 Years 52 34.672 26 - 30 Years 36 24.003 31 - 35 Years 42 28.004 36 - 40 Years 16 10.675 Above 40 Years 4 2.67

Total 150 100.00

20 - 25 Years

26 - 30 Years

31 - 35 Years

36 - 40 Years

Above 40 Years

05

10152025303540

34.67

24.0028.00

10.67

2.67

Age

Years

Percen

tage

Table: 4.1.3

Marital status of the respondents

No Marital status

No. ofResponde

nts

Percentage (%)

1 Married 92 61.332 Unmarried 58 38.67

Total 150 100.00Interpretation

The above table is show that 61.33% of the respondents are married, 38.67% respondents are be unmarried

Chart: 4.1.3

Marital status of the respondents

24

Married Unmarried0

10203040506070

61.33

38.67

Marital Status

Percen

tage

Table: 4.1.4

Designation of work of the respondents

Interpretation

The above table 46.67% of respondent of them are belong to the clerical , 21.33% of them belongs to the supervisor ,16.00% of

25

No Designation

No. ofResponde

nts

Percentage (%)

1 clerical 70 46.672 supervisor 32 21.333 junior officer 24 16.004 assistant officer 18 12.005 officer 6 4.00

Total 150 100.00

them belongs to the junior officer ,12.00% of them are belongs tothe assistant officer ,5.00%of them are belong to the officers

Chart: 4.1.4

Designation of work of the respondents

clerical supervisor junior officer

assistant officer

officer0

10

20

30

40

5046.67

21.33

16.00 12.00

4.00

Designation

Officer Grade

Percen

tage

Table: 4.1.5

Education qualification of the respondents

26

No Qualification

No. ofResponde

nts

Percentage (%)

1 Diploma 35 23.332 under graduation 45 30.003 post-graduation 20 13.334 Others 50 33.33

Total 150 100.00

Interpretation

From the above table 23.33% of the respondents has diploma, 30.00% of the respondent has under graduation, 13.33% of respondent are completed up to post graduate and 33.33% of respondent are completed up to others

Chart: 4.1.5

Education qualification of the respondents

Diploma Under graduation

post-graduation Others0

5

10

15

20

25

30

35

23.33

30.00

13.33

33.33Educational Qualification

perc

entage

Table: 4.1.6

Experiences of the respondents

27

No Experiences

No. ofResponde

nts

Percentage (%)

1 0-5years 63 42.002 6-10 years 29 19.333 10-15years 33 22.004 16-20years 11 7.335 more than 20years 14 9.33

Total 150 100.00

Interpretation

From the above table 42.00% of the respondents have 0-5years, 19.33% of the respondents are 6-10years, 15% of respondent are 10-15years and 7.33% of respondent are 16-20years 9.33 % respondents are more than 20 years

Chart: 4.1.6

Experiences of the respondents

0-5years 6-10 years 10-15years 16-20years more than 20years

051015202530354045

42.00

19.33 22.00

7.33 9.33

Experience

YEARS

Percen

tage

Table: 4.1.7

Monthly income of the respondents

28

No Salary

No. ofResponde

nts

Percentage (%)

1 8000 to 15000 82 54.672 15000 to 25000 41 27.333 Above 25000 27 18.00

Total 150 100.00

Interpretation

The above table is show that 54.67% of the respondents are below rs.8000-15000, 27.33% are between in15000-25000, and 18.00% respondents were in between above 25000

Chart: 4.1.7

Monthly income of the respondents

55%

27%

18%

Monthly Income

8000 to 15000 15000 to 25000Above 25000

Table: 4.1.8

Frequency of training are conducted

29

Interpretation

The above table is show that 40.67% respondents are 6 monthly once, 22.00% respondent are 4 monthly once, 24.67% respondents are 2 monthly once and12.67% respondents are monthly once

Chart: 4.1.8

Frequency of training are conducted

6 Months once 4 Months once 2 Months once Monthly once05

1015202530354045

40.67

22.00 24.67

12.67

Frequency of Training

Months

Percen

tage

Table: 4.1.930

No Opinion

No. ofResponde

nts

Percentage (%)

1 6 Months once 61 40.672 4 Months once 33 22.003 2 Months once 37 24.674 Monthly once 19 12.67

Total 150 100.00

Are you satisfied with the frequency of the training provided?

Interpretation

The above table is show that 30.00% of the respondents are highlysatisfied, 46.00% respondents are satisfied, and 22.67% respondents are neutral 1.33% respondents are dissatisfied ,0.00%respondent are highly dissatisfied

Chart: 4.1.9

Are you satisfied with the frequency of the training provided?

31

No opinion

No. ofResponde

nts

Percentage (%)

1 Highly satisfied 45 30.002 Satisfied 69 46.003 Neutral 34 22.674 Dissatisfied 2 1.33

5 Highly dissatisfied 0 0.00

Total 150 100.00

Highly

satif

ied Sat

ified

netura

l

Dissat

ified

Highly

dis s

atifie

d

02040

30.0046.00

22.671.33 0.00

Opinion About Frequency Of The Training Provided

Opinion

Percen

tage

Table: 4.1.10

Training is given adequate importance in the organization

Interpretation

32

No Opinion

No. ofResponde

nts

Percentage (%)

1 Strongly Agree 72 48.002 Agree 61 40.67

3 Neither Agree norDisagree 14 9.33

4 Disagree 2 1.335 Strongly Disagree 1 0.67

Total 150 100.00

The above table is show that 48.00% of the respondents are strongly agree, 40.67% respondents are agree, and 9.33% respondents are neither agree nor disagree, 1.33% respondents aredisagree ,0.67% respondent are strongly disagree

Chart: 4.1.10

Training is given adequate importance in the organization

Table: 4.1.11

Training is given according to the needs of the employees

33

No Opinion

No. ofResponde

nts

Percentage (%)


3 Neither Agree nor Disagree 19 12.67


Total 150 100.00

Strongly Agree

Agree Neither Agree nor Disagree

Disagree Strongly Disagree

0

10

20

30

40

5048.00

40.67

9.331.33 0.67

Training is Given Adequate Importance in the Organization.

Opinion

Perc

enta

ge

Interpretation


Chart: 4.1.11

Training is given according to the needs of the employees

Strongly Agree



01020304050 34.67

49.33

12.673.33

0.00

Training is Given According to the Needs of the Employees

Opinion

Perc

enta

ge

Table: 4.1.12

The objectives of the programmer have been achieved.

34

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Interpretation


Chart: 4.1.12

The objectives of the programmer have been achieved.

Strongly Agree



01020304050

43.3349.33

5.33 1.33 0.67

The Objectives of the Programme Have Been Achieved

Opinion

Perc

enta

ge

Table: 4.1.13

Training develops self-reliance and motivation

35

Interpretation


Chart: 4.1.13

Training develops self-reliance and motivation

Strongly Agree54%

Agree37%

Neither Agree nor Disagree

8%Disagree

1%

Training Develops Self-Reliance and Motivation

36

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Table: 4.1.14

The training provides an excellent opportunity for learning

Interpretation


Chart: 4.1.14

The training provides an excellent opportunity for learning

37

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree



0102030405060

38.67

56.00

5.330.00 0.00

It provides an excellent opportunity for learning

Opinion

Perc

entage

Table: 4.1.15

The information’s discussed in training are useful to my work

38

Interpretation

The above table is show that 37.33% of the respondents are strongly agree, 30.00% respondents are agree, and 19.33% respondents are neither agree nor disagree, 12.67% respondents are disagree ,0.67% respondent are strongly disagree

Chart: 4.1.15

The information’s discussed in training are useful to my work

39

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree37%

Agree30%


19%

Disagree13% Strongly Disagree

1%

The information discussed the training useful for work

Table: 4.1.16

Training provides an excellent opportunity for self-development

Interpretation

The above table is show that 46.00% of the respondents are strongly agree, 31.33% respondents are agree, and 16.00%

40

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

respondents are neither agree nor disagree, 6.67% respondents aredisagree ,0.00% respondent are strongly disagree

Chart: 4.1.16

Training provides an excellent opportunity for self-development

Strongly Agree



01020304050

46.00

31.33

16.006.67

0.00

Training provides an Excellent Opportunity for Self Development

Opinion

Perc

entage

Table: 4.1.17

The performance has shown considerable improvement after training

41

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Interpretation

The above table is show that 21.33% of the respondents are strongly agree, 50.67% respondents are agree, and 16.00% respondents are neither agree nor disagree,10.00% respondents aredisagree ,2.00% respondent are strongly disagree

Chart: 4.1.17

The performance has shown considerable improvement after training

Strongly Agree



0102030405060

21.33

50.67

16.0010.00

2.00

The performance has shown considerable improvement after

training

Opinion

Perc

entage

Table: 4.1.18

The concepts are clearly explained during the training program.

42

NoOpinion

No. ofResponde

nts

Percentage (%)

1 Strongly Agree 66 44.002 Agree 78 52.003 Neither Agree nor

Disagree 5 3.334 Disagree 1 0.675 Strongly Disagree 0 0.00

Total 150 100.00

Interpretation

The above table is show that 44.00% of the respondents are strongly agree,52.00% respondents are agree, and 3.33% respondents are neither agree nor disagree, 0.67% respondents aredisagree ,0.00% respondent are strongly disagree

Chart: 4.1.18

The concepts are clearly explained during the training program.

Strongly Agree



0102030405060

44.0052.00

3.33 0.67 0.00

The concepts are clearly explained during the training program

Opinion

Perc

enta

ge

Table: 4.1.19

The duration of the training programmer was sufficient.

43

No Opinion

No. ofResponde

nts

Percentage (%)

1 Strongly Agree 55 36.672 Agree 80 53.333 Neutral 13 8.674 Disagree 2 1.335 Strongly Disagree 0 0.00

Total 150 100.00

Interpretation


Chart: 4.1.19

The duration of the training programmer was sufficient

Strongly Agree



0102030405060 36.67

53.33

8.67 1.33 0.00

The Duration of the Training Programme Was Sufficient

Percen

tage

Table: 4.1.20

Course materials presented are of excellent quality.

44

Interpretation


Chart: 4.1.20

Course materials presented are of excellent quality

Strongly Agree



0

10

20

30

40

50

31.33

46.67

19.33

1.33 1.33

Course materials Presented are of Excellent Quality

Opinion

Perc

enta

ge

45

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Table: 4.1.21

Satisfied with the training environment provided by the company

Interpretation

The above table is show that 36.00% of the respondents are strongly agree,36.67% respondents are agree, and 24.00% respondents are neither agree nor disagree, 3.33% respondents aredisagree ,0.00% respondent are strongly disagree

Chart: 4.1.21

Satisfied with the training environment provided by the company

46

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree



0

10

20

30

40 36.00 36.67

24.00

3.33

0.00

Satisfied with the Training Environment Provided by the Company

Opinion

Percentage

Table: 4.1.22

The company provides new ideas and methods acquired duringtraining.

Interpretation

The above table is show that 30.00% of the respondents are strongly agree, 49.33% respondents are agree, and 17.33%

47

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

respondents are neither agree nor disagree, 2.00% respondents aredisagree ,1.33% respondent are strongly disagree

Chart: 4.1.22

The company provides new ideas and methods acquired duringtraining.

Strongly Agree



01020304050

30.00

49.33

17.33

2.00 1.33

The company provides Ideas and Methods Acquired During Training

Opinion

Perc

enta

ge

Table: 4.1.23

Understand the responsibility of job from the training

No Opinion

No. ofResponde

nts

Percentage (%)




48

Total 150 100.00Interpretation

The above table is show that 27.33% of the respondents are strongly agree, 42.67% respondents are agree, and30.00% respondents are neither agree nor disagree, 0.00% respondents aredisagree ,0.00% respondent are strongly disagree

Chart: 4.1.23

Understand the responsibility of job from the training

Table: 4.1.24

Training programmer is well conducted with flexible structure.

49

Strongly Agree27%

Agree43%


30%

Understand the Responsibility of Job From the Training

Interpretation


Chart: 4.1.24

Training programmer is well conducted with flexible structure.

Strongly Agree



010203040506070

29.33

63.33

6.670.67 0.00

Training programme is well conducted with flexible structure

Gender Details

Perc

entage

50

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Table: 4.1.25

Competencies required for job are adequately developed in theorganization through training

Interpretation


Chart: 4.1.25

Competencies required for job are adequately developed in theorganization through training

51

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree



0

20

40

6040.67

55.33

4.00 0.00 0.00

Competencies required for job are adequately developed in the

organization through training

YEARS

Percen

tage

Table: 4.1.26

Senior managers are eager to help their junior’s developmentthrough training.

Interpretation


52

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Chart: 4.1.26

Senior managers are eager to help their junior’s developmentthrough training.

Strongly Agree



010203040

32.6739.33

23.33

4.670.00

Senior Managers are Eager to Help Their Juniors Development Through

Training

Opinion

Perc

enta

ge

Table4.1.27

There is a well-designed and widely shared training policy inthe company.

53

Interpretation


Chart: 4.1.27

There is a well-designed and widely shared training policy inthe company

54

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree



0

10

20

30

33.33 32.67 28.00

4.67 1.33

There is a Well-Designed and Widely Shared Training Policy in the

Company

Opinion

Percentage

Table: 4.1.28

The organization responds to the feedback given after thetraining program

55

Interpretation


Chart: 4.1.28

The organization responds to the feedback given after thetraining program

56

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

Strongly Agree



051015202530354045 36.67

40.67

18.67

4.000.00

The Organization Responds to the Feedback given After the Training

Program

Opinion

Perc

entage

Table: 4.1.29

The overall training programmer is highly useful

Interpretation

The above table is show that 39.33% of the respondents are strongly agree,56.67% respondents are agree, and 4.00%

57

No Opinion

No. ofResponde

nts

Percentage (%)




Total 150 100.00

respondents are neither agree nor disagree, 0.00 % respondents are disagree ,0.00% respondent are strongly disagree

Chart: 4.1.29

The overall training programmer is highly useful

Strongly Agree



0102030405060

39.33

56.67

4.00 0.00 0.00

The Overall Training Programme is Highly Useful

Opinion

Perc

enta

ge

Table: 4.1.30

You differentiate the job performance done prior to training

And after organization

58

No Opinion

No. ofResponde

nts

Percentage (%)

1 25% improved 10 6.672 50% improved 31 20.673 75%improved 50 33.334 100%improved 59 39.33

Total 150 100.00

Interpretation

The above table is show that 6.67% of the respondents are 25% improved, 20.67% respondents are 50%improved , and 33.33% respondents are75%improved , 39.33% respondents are100%improved

Chart: 4.1.30

You differentiate the job performance done prior to training

And after organization

Chi-square

analysis

Table: 4.2

(One -way table)

59

25% improved 50% improved 75%improved 100%improved0

10

20

30

40

6.67

20.67

33.3339.33

How do You Differentiate the Job Performance Done Prior to Training

and After Organisation

Improvements

Perc

entage

Age * at what frequency training are conducted Crosstabulation

Countat what frequency training are

conducted

Total6 monthlyonces

4 monthsonces

2 monthsonces

monthlyonces

Age 20-25 years 19 12 13 8 52

26-30 years 15 7 11 3 36

31-35 years 21 8 8 5 42

36-40 years 4 7 3 2 16

above 40 years 1 1 1 1 4

Total 60 35 36 19 150

Null hypothesis (H0) – There is no significant relationship

between age and opinion about training helps in increases the

performances of staff

Alternative hypothesis (H1) – there is close relationship between

the age and opinion

about the training

helps in increase the

performances of the

staff

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Chi-Square Tests

Value df

Asymp.Sig.

(2-sided)Pearson Chi-Square 8.402a 12 .753

Likelihood Ratio 7.892 12 .793Linear-by-LinearAssociation .082 1 .775

N of Valid Cases 150a. 8 cells (40.0%) have expected count less than 5. The minimum expected count is .51.

Chi-square (x²) calculation

Calculated x²value =1.99 Degree of freedom =1 Table value =3.841 Significant result =0.05% level

Interpretation

From the above analyses we find the calculated value of x² is

greater than the table value and hence null hypothesis

rejected.so there is differences between ages may give the

frequency of training is conducted for the employees is help

to increases the performances in their work

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4.3ANOVA TEST

4.3.1 ANOVA at what frequency training are conducted for theemployees

AnovaSum ofSquares df

MeanSquare F Sig.

Gender Between Groups .355 3 .118 .468 .705

Within Groups 36.978 146 .253

Total 37.333 149Age Between

Groups1.225 3 .408 .322 .809

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Within Groups 185.068 146 1.268

Total 186.293 149Marital status Between

Groups .493 3 .164 .684 .563


Total 35.573 149Designation ofwork

Between Groups 8.961 3 2.987 2.071 .107

Within Groups 210.612 146 1.443

Total 219.573 149education qualification

Between Groups 1.404 3 .468 .329 .805

Within Groups 207.856 146 1.424

Total 209.260 149Experiences Between

Groups 12.269 3 4.090 2.612 .054

Within Groups 228.564 146 1.566

Total 240.833 149monthly income

Between Groups 3.903 3 1.301 2.199 .091


Total 90.273 149

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Null Hypothesis (Ho): There is no significant difference between the levels of satisfaction in training among the age group, income group

Alternative Hypothesis (H1): There is a significant difference between the levels of satisfaction in training among the age group, income group

INTERPRETATION

The above table shows significant and non-significant of the employees training

Non-significant of training

The gender is the non-significant differences between the frequencies of training are conducted for the employees

The age is the non-significant differences between the frequencies of training are conducted for the employees

The marital status is the non-significant differences between the frequencies of training are conducted for the employees

The designation of work is the non-significant differences between the frequencies of training are conducted for the employees

The education qualification is the non-significant differences between the frequencies of training are conducted for the employees

The monthly income is the non-significant differences between the frequencies of training are conducted for the employees

Significant of training

The experiences is the significant differences between the frequencies of training are conducted for the employees

64

4.3.2 ANOVA Training is given according to the needs of theemployee.

Sum ofSquares df

MeanSquare F Sig.

Gender Between Groups .572 3 .191 .757 .520


Total 37.333 149Age Between

Groups 3.036 3 1.012 .806 .492

Within Groups 183.257 146 1.255

Total 186.293 149Marital status Between

Groups .544 3 .181 .756 .521


Total 35.573 149Designation ofwork

Between Groups 5.445 3 1.815 1.238 .298

65

Within Groups 214.128 146 1.467

Total 219.573 149education qualification

Between Groups 7.801 3 2.600 1.885 .135

Within Groups 201.459 146 1.380

Total 209.260 149Experiences Between

Groups 1.400 3 .467 .285 .836

Within Groups 239.433 146 1.640

Total 240.833 149monthly income

Between Groups 2.555 3 .852 1.417 .240


Total 90.273 149Anova

Null Hypothesis (Ho): There is no significant difference betweenthe levels of satisfaction in training among the age group,income group

Alternative Hypothesis (H1): There is a significant differencebetween the levels of satisfaction in training among the agegroup, income group

INTERPRETATION

66

The above table shows significant and non-significant of theemployees training

Non-significant of training

The gender is the non-significant differences between thefrequencies of training are conducted for the employees

The age is the non-significant differences between thefrequencies of training are conducted for the employees

The marital status is the non-significant differencesbetween the frequencies of training are conducted for theemployees

The designation of work is the non-significant differencesbetween the frequencies of training are conducted for theemployees

The education qualification is the non-significantdifferences between the frequencies of training areconducted for the employees

The experiences is the non-significant differences betweenthe frequencies of training are conducted for the employees

The monthly income is the non-significant differencesbetween the frequencies of training are conducted for theemployees

Significant of training

There is no significant of training the employees

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4.3T-Test

4.3.1 T-TEST FOR FREQUENCY TRAINING ARE CONDUCTED FOR THEEMPLOYEES

Null hypothesis (H0): There is no significant difference between frequencies training are conducted for the employees and the gender Alternative hypothesis (H1): There is significant difference between frequencies training are conducted for the employees and the gender

One-Sample TestTest Value = 0

T dfSig. (2-tailed)

MeanDifferenc

e

95% ConfidenceInterval of the

DifferenceLower Upper

Gender 35.886 149 .000 1.467 1.39 1.55at what frequency training are conducted

23.953 149 .000 2.093 1.92 2.27

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One-Sample Statistics

N MeanStd.

Deviation

Std.ErrorMean

Gender 150 1.47 .501 .041at what frequency training are conducted

150 2.09 1.070 .087

INTERPRETATION

It is observed from the above table that the calculated value is greater than the table value. Hence the null hypothesis is accepted. It is concluded that there is no significant differences between the gender and the frequency of the training are conducted between the employees

4.3.2 T-TEST FOR TRAINING IS GIVEN ACCORDING TO THE NEEDS OF THEEMPLOYEE

Nullhypothesis (H0): There is no significant difference between the need of the employees and the gender Alternative hypothesis (H1): There is significant difference between the need of the employees and the gender

69

One-Sample Statistics

N MeanStd.

Deviation

Std.ErrorMean

Gender 150 1.47 .501 .041Training is given according to the needs of the employee.

150 1.85 .792 .065

One-Sample TestTest Value = 0

T dfSig. (2-tailed)

MeanDifferenc

e

95% ConfidenceInterval of the

DifferenceLower Upper

Gender 35.886 149 .000 1.467 1.39 1.55Training is given according to the needs of the employee.

28.555 149 .000 1.847 1.72 1.97

INTERPRETATION

It is observed from the above table that the calculated value is greater than the table value. Hence the null hypothesis is accepted. It is concluded that there is no significant differences between the gender and the training is given according to the needs of the employee

CHAPTER –V

RESULT AND DISCUSSION

FINDINGS OF THE STUDY

5.1 FINDINGS

(53%) of the respondents are male

(34.67%) of the respondents are belongs to the age group of

20-25 years

(61.33%)of the respondents are married

(46.67%) of respondent are clerical

70

(30%) respondent are education qualification others

(42%) respondent are 0-5 years of experiences

(54.67%) respondent are. 8000to 15000 of salary

(40.67%) respondent are frequency training are conducted

within 6 months once

(46%) respondent are satisfied with the frequency of the

training provided

(48%) respondent are strongly agree training is given

adequate importance in the organization

(49.33%) respondent are agree training is given according to

the needs of the employees

(49.33%)respondent are agree the objectives of the

programmer have been achieved

(54%)respondent are strongly agree training develops self-

reliance and motivation

(56%) respondent are agree the training provides an

excellent opportunity for learning

(37%) respondents are strongly agreed the information’s

discussed in training are useful to my work.

(46%)respondent are strongly agree training provides an

excellent opportunity for self-development

(50.67%) respondent are agree the performance has shown

considerable improvement after training

(52.00%) respondent are agree the concepts are clearly

explained during the training program

71

(53.33%)respondent are agree. the duration of the trainingprogrammer was sufficient

(46.67%)respondent are agree. course materials presentedare of excellent quality

(36.67%) respondent are agree Satisfied with the trainingenvironment provided by the company

(49.33%) respondent are agree the company provides newideas and methods acquired during training

(42.67%) respondent are agree Understand the responsibilityof job from the training

(6.33%)respondent are agree training programmer is wellconducted with flexible structure

(55.33%) respondents are agreeing Competencies required forjob are adequately developed in the organization throughtraining

(39.33%) respondent are agree strongly agree senior managersare eager to help their juniors development throughtraining.

(33.33%) respondents are there is a well-designed and widelyshared training policy in the company.

(40.67%) respondent are agree the organization responds tothe feedback given after the training program

(56.67%) respondent are agree the overall trainingprogrammer is highly useful

(39.33%)respondent are 100%improved you differentiate thejob performance done prior to training and afterorganization

In chi-square null hypothesis rejected.so there isdifferences between ages may give the frequency of trainingis conducted for the employees is help to increases theperformances in their work

In anova the experiences are the significant differencesbetween the frequencies of training are conducted for the

72

employees and non-significances are gender, age, maritalstatus etc……

In anova there is no significant of training the employeesand all the demographic factors are Non-significant

In t-test null hypothesis is accepted. It is concluded thatthere is no significant differences between the gender andthe frequency of the training are conducted between theemployees

In t-test null hypothesis is accepted. It is concluded thatthere is no significant differences between the gender andthe training is given according to the needs of theemployees

5.2 SUGGESTIONS

The researcher has been successful in giving suggestion to the Seshasayee paper and board limited:

The organization has to verify whether all employees have

attended all the training programmers conducted.

After the training programmers, follow up action can be

conducted it’s to sustain importance.

Most of employees are needed the frequency of training

programmer once in a year because they have benefited from

improvement of their personal skill and updating the

knowledge.

Lack of information flow or communication gap between

Management and staff can be removed.

73

The organization try to improve the quality of training to

help the staff on formulating ideas like providing good

environment and providing experienced trainers etc….

Organizing training program can be in a

systematic/sequential manner.

Updated training methods can bring better results among

participants.

Feedback of the staff can be considered, without any

ambiguity.

More training programmers can be conducted, with sufficient

budget allocation of funds.

5.3CONCLUSION

Training refers to development the existing knowledge. By acquiring training, staff gain knowledge, upgrade their internal

74

and external activities with respect to their nature of work in the organization.

The study showed that training had more significant effect on productivity. Apart from that respondents satisfaction,explanation,principles provided to them, sequence oftraining programme,the workers have the opinion that the trainingprogrammers were necessary to update their knowledge,skill,etc.,

Training program play an important role in Seshasayee paper and Board Limited. It gives priority to human resource development. It is effectively implemented by the way of efficient training which be beneficial to both employees to the organization, and bylarge to the society.

75

Bibliography

Human Resources Management , gupta c.b (2000) ,sultan Chand & sons, new Delhi

Personal Management, memoria c.b (1980) published by Himalaya publishing house

Personal management and industrial relations ,tripathi p.c (1996) , published by sultan Chand &sons

Research methodology, Kothari c.r (2000) published by k.k gupta for vishwa prakasham ,new Delhi

Web sites

www.spbltd.com www.google.com www.ispi.org www.researchersworld.com www.trove.nla.gov.au www.biswajeetpattanayak.com www.researchersworld.com www.owlnet.rice.edu www.doi.apa.org

76

http://www.doi.apa.org/

http://www.owlnet.rice.edu/

http://www.researchersworld.com/

http://www.trove.nla.gov.au/version/16501443

http://www.researchersworld.com/

http://www.ispi.org/

QUESTIONARIES

Name:

Department:

1. Gender

A. male B. female

2. Age

A. 20-25years B.26-30years C.31-35yearsD.36-40years E. above 40years

3. Marital status

A. married B. unmarried

4. Designation of work

A. clerical B. supervisor C. junior officerD. assistant officer E. officer

5. Education qualification

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A. diploma B. under graduation C. post-graduationD. other

6. Experiences

A.0-5years B.6-10 years C.10-15years D.16-20years E. more than 20years

7. Monthly income

A.rs.8000-15000 B.rs.15000-25000 C.rs.25000-above

8. At what frequency training are conducted

A. 6monthlyonces B. 4month once C.2months once D. monthlyonce

9. Are you satisfied with the frequency of the training provided?

A. highly satisfied B. satisfied C. neutral D. dissatisfied E.Highly dis satisfied

S.NO QUESTION

Strongly

Agree

Agree

Neither

Agreenor

Disagree

Disagree

StronglyDisagree

1.Training is given adequate importance in the organization.

2. Training is given

78

according to the needs

of the employee.

3.

The objectives of the

programmer have been

achieved.

4.Training develops self-

reliance and motivation.

5.The training provides anexcellent opportunity for learning.

6.

The information’s

discussed in training

are useful to my work.

7.Training provides an excellent opportunity for self-development.

8.

The performance has

shown considerable

improvement after

training.

9. The concepts are clearly

explained during the

79

training program.

10.

The duration of the

training programmer was

sufficient.

11.

The visual aids and course materials presented are of excellent quality.

12.

Satisfied with the

training environment

provided by the company.

13.

The company provides the

right kind of climate to

implement new ideas and

methods acquired during

training.

14.

Understand the

responsibility of job

from the training.

15.

Training programmer is

well conducted with

flexible structure.

80

16.

Competencies required

for job are adequately

developed in the

organization through

training.

17.

Senior managers are eager to help their junior’s development through training.

18.

There is a well-designedand widely shared training policy in the company.

19.

The organization

responds to the feedback

given after the training

program.

20.

The overall training

programmer is highly

useful.

How do you differentiate the job performance done prior totraining and after organization

81

A.25% improved B.50% improved C.75%improvedD.100%improved

What are your suggestions to improve training for developing theemployees?

82

Final copy A study on effectivness training and development

Documents

Transcript of Final copy A study on effectivness training and development