A STUDY ON TRAINING EFFECTIVENESS - PROJECT

THEORETICAL FRAMEWORK

Training is an act of increasing the knowledge and skill of an employee for doing a particular job. It is concerned with imparting specific job related skill to the employee. The aim of training is to develop some specific skill in an individual. It is mostly a preparation to meet individuals’ present needs. It can thus be seen as a reactive process. Need for training: •

To train the employees in the company culture pattern.

•

To train the employee to increase his quantity and quality of output. This may involve improvement in work methods or skills.

•

To train employee for promotion to higher jobs.

•

To train the bright but dronish employee in the formation of his goals. This may involve instructions in initiative and drive.

•

To train employee towards better job adjustment and high morale.

•

To reduce supervision, wastage and accidents. Development of effective work habits and methods of work should contribute towards a reduction in the accident rate, less supervision and wastage of material.

Principles of training: The most important objective is to create learning environment in organization so that the member of organization continuously learns and acquires competencies. In order to make the learning environment effective certain principles need to be followed. Knowledge of results: Every employee in a learning situation wants to know what is expected of him and how well he is doing. He seeks information, appraisal and guidance about his progress and is made uneasy by the possibility that he may be making some serious error in his behaviour and not knowing that he is doing so. Knowledge of results affects learning in 2 ways: •

It provides the trainees basis for correcting his error

•

It produces motivational effect on the trainee

Motivation: 12

A motivated worker learns better than an unmotivated one. Until the worker has become convinced of the need of training and of the worthwhile ness of the returns the level of motivation will be low and learning will be slow. Reinforcement: In order for behaviour to be acquired, modified and sustained it must be rewarded. But reward should be distributed cautiously or discretely. Praising an inefficient and poor learner may disappoint good trainees. Principle of reinforcement also states that punishment is less effective than reward. Punishment tends to fix the undesirable behaviour rather than to eliminate it. It may also develop in the trainee a dislike for the punishment giver. However mild punishment is quite effective if administered immediately following the incorrect response. Similarly fairy immediate reinforcement should be provided for desirable behaviour. Supporting climate and practice: Practice makes a man perfect. In order that the trainee may not revert back to the old behaviour, it is essential that he practice the new learning daily. The internal environments of many organizations are hostile to this. Too often the trainee is not able to implement in his work place what he has learned during the training session. Part vs. Whole learning: This controversial issue is concerned with whether it is more efficient to practice a whole task all at once or whether sub tasks or component tasks should be mastered first before integrating them into the whole task performance. In a comprehensive literature review Naylor found that the answer to this question seemed to depend on the characteristics of the tasks which the trainees were attempting to master. Tasks were seen to differ in complexity (the difficulty of each of the separate task component viewed individually) and organization (the extent to which such tasks are interrelated). Naylor then suggested the following training principles: Given a task of relatively high organization, as task complexity increases whole learning becomes more efficient than part learning. Given a task if relatively low organization, as task complexity increases part learning becoming more efficient than whole. 13

Transfer of learning: Transfer of learning from the training to the job would depend upon the extent to which there are identical elements in two. Thus if the devices used in training were similar to those on the job and there would be positive transfer of learning. This means that the trained employee would be superior in performance on the job to an untrained individual. But if the physical and psychological fidelities are wanting there would be negative transfer of learning. This means that the trained would display inferior performance on the job. If incorrect work methods are learned once, there may be considerable difficulty encountered in rejecting these methods. Criteria for setting training objective  Nature and size of the group to be trained  Roles and tasks to be coined out by the target group  Relevance, applicability and compatibility of training to the work situation  Existing and desired behaviour defined in terms of ratio, frequency, quality of interaction, repetitiveness, innovations, supervision etc.,  Operational results to be achieved through training e.g., productivity cost, down time,

creativity, turnover etc.,  Identification of the behaviour where change is required  Indicators to be used in determining changes from existing to the desired level in terms of ratio and frequency. Methods of training On the job training: In this method the trainee is placed on a regular job and taught the skills necessary to perform it. The trainee learns under the guidance and supervision the superior or an instructor. The trainee learns by observing and handling the job. Therefore it is called learning by doing. Several methods are used to provide on the job training e.g. Coaching, job rotation, commitment assignments etc., A popular form of the on the job training is Job Instruction Training (JIT) or step by step learning. It is widely used in the US to prepare supervisors. It

14

appropriate for acquisition or improvement of motor skills and routine and repetitive operations JIT method provides immediate feedback, permits quick correction of errors and provides extra practice when required. But it needs skilled trainers and preparation in advance. Vestibule training: In this method a training centre called vestibule is set up and actual job conditions are duplicated or stimulated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those is used at the work place. Apprenticeship training: In this method, theoretical instruction and practical learning are provided to trainees in training institutes. In India the Government has established Industrial Training Institute for this purpose. Under the apprenticeship act 1962 employers in specified industries are required to train the prescribed number of persons in ‘designated trades’. The aim is to develop all round craftsmen. Generally a stipend is paid during the training period. Thus it is an “earn when you learn” scheme. Class room training: Under this method training is provided in company class rooms or in educational institutions. Lectures, case studies, group discussions and audio visual aids are used to explain knowledge and skills to the trainees. Classroom training is suitable for teaching concepts and problem solving. Internship training: It is a joint of training in which educational institutions and business firms cooperate. Selected candidates carry on regular studies for the prescribed period. They also work in some factory or office to acquire practical knowledge and skills. This method helps to provide a good balance between theory and practice. Orientation training: Induction or orientation training seeks to adjust newly appointed employees to the work environment. Every new employee needs to be made fully familiar with his job, his supervisors and sub ordinates and with the rules and regulations of the organization. 15

Induction training creates self confidence in the employees. It is also known as pre job training. It is brief and informative. Job training: It refers to the training provided with a view to increase the knowledge and skills of an employee for improving performance on the job. Employees may be taught the correct methods of handling equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job. Safety training: Training provided to minimize accidents and damage to machinery is known as safety training, it involves instruction in the use of safety devices and in safety consciousness. Promotional training: It involves training of existing employees to enable them to perform higher level jobs. Employees with potential are selected and they are given training before their promotion so that they do not find it difficult to shoulder the higher responsibilities of the new positions to which they are promoted. Refresher training: When existing techniques become obsolete due to the development of better techniques, employees have to be trained in the use of new methods and techniques. With the passage of time employees may forgot some of the methods of doing work. Refresher training is designed to revive and refresh the knowledge and to update the skills of the existing employees. Short term refresher courses have become popular on account of rapid changes in technology and work methods. Refresher or re training is conducted to avoid obsolescence of knowledge and skills.

Remedial training: Such training is arranged to overcome the short comings in the behaviour and performance of old employees. Some of the experienced employees might have picked up appropriate methods and styles of working. Such employees are identified and correct work 16

methods and procedures are taught to them. Remedial training should be conducted by psychological experts.

Process measure: Number of training conducted against the number of trainings targeted and also the training effectiveness. STEPS IN TRAINING PROGRAMME: Identify the training needs

Preparing training programmers

Preparing the learners

Implementing training programme

Performances try out

Follow up actions

RESEARCH OBJECTIVES

OBJECTIVES: 17

The objectives of the study are: Primary:  To analyse the effectiveness of training and to identify its impact on the trainees.

Secondary:  To identify the training needs of employees.  To evaluate the opinion of employees regarding training programmes offered at

Pothys Clothing (p) Limited.  To analyse the contribution of training towards the productivity of employees.  To ascertain the satisfaction of employees towards the training programme.

 To suggest measures to improve the effectiveness of training.

6.1 NEED FOR THE STUDY Many companies go beyond training employees for specific job skills by offering programmes of general educational content. The company’s rationale for such programmes will benefit the company in intangible ways through a change in employees’ attitudes. 18

The “need” for training should be documented along with the reasons behind it. Without a clearly defined need, an organization may not be able to determine its training effectiveness. The major need for the programme is to evaluate the effectiveness of the training by studying the existing training process in the company and to determine the factor like:  Improved interpersonal skills of the workers.  To analyse the training outcome given to the workers.  To study the problems faced by the workers during the training period.  To study the respondents satisfaction level before and after training.  Ability of the workers to acquire knowledge.

6.2 SCOPE OF THE STUDY Training is defined as “Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill”. The term training refers to the acquisition of knowledge, skills, 19

and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training has specific goals of improving one's capability, capacity, and performance. Pothys Clothing's fully integrated state of the art manufacturing facility was commissioned at Sriperumbudur near Chennai. This hi-tech factory in an area spanning six acres laced with greenery and a lot of open space and is self sufficient in all fronts. This facility manufactures 4,000 pieces of shirts and trousers daily. The study covers the effectiveness of training program in Pothys Clothing Private Limited. The effectives of the training will lead to increase in the productivity and makes healthy organisation. In order to find out the effectiveness of training, I used 75 workers of the company as my respondents who had undergone the training programme in the cutting department.

Research methodology A research cannot be conducted abruptly. Researcher has to proceed systematically in the already planned direction with the help of a number of steps in sequence. To make the research systemized the researcher has to adopt certain methods.

20

The methods adopted by the researcher for completing the study are called research methodology. In other words Research Methodology is simply the plan of action for a research which explains in detail how data is to be collected, analysed and interpreted. Data becomes information only when a proper methodology is adopted. Thus we can say Methodology is a tool which processes the data in to reliable information. The present chapter attempt to highlight the research adopted in this project. The components of the research methodology are research design, type of data, data collection, sampling plan and statistical tools used. 6.3 RESEARCH DESIGN A research design is purely and simply the frame work of the plan for a study that given the collection and analysis of data. The function of the research design into ensures that the required data are collected accurately and economically. Descriptive research design was adopted for this study because the study is concerned with describing the characteristics, productivity and satisfaction of training provided by the company to the workers. 6.4 DATA COLLECTION The sources of primary and secondary data are used for the collection of information for the study. Primary Data The primary data is collected from the employees of the company with the help of structured questionnaire and direct personal interview. The questionnaire consisted of 22 questions. It was distributed among 75 respondents. Secondary Data The secondary data about the company profile and other details were collected from the company web site and through personal discussion with the HR manager. 6.5 SAMPLE SIZE 21

The sample consists of 75 employees of the company who had undergone the training programme in the cutting department. SAMPLE DESIGN Simple random sampling is used where each sample has an equal chance of getting selected and all choices are independent of each other. It gives each possible sample combination an equal probability of being chosen. 6.6 STATISTICAL TOOLS: The Statistical tools used here is: a. Percentage Analysis b. Chi-squared tests c. Weighted Average Method a. Percentage Analysis Percentage refers “for every hundred”. It is used to make easy comparisons of fractions. In the study, fractions of respondents choosing different answers are converted into percentages and interpretations are made. Formula: No of respondents % of Respondents =

* 100 No of Total Respondents

b. Chi-squared tests It is a non parametric test used most frequently to test the hypothesis. This aims at determining whether significant difference exists among groups of data or whether differences are due to sampling. It describes the discrepancy theory and observation. This test is done to find the dependence of one factor over the other. Formula: X^2 = £ (O-E) ^ 2 / E 22

Where ‘E’ is the expected frequency ‘O’ is the observed frequency Degree of Freedom = (r-1) (c-1) Properties of Chi- Square: • X^2 cannot be negative in value, it is Zero or Positive • X^2 are not symmetrical, it is skewed to the right • There is a different X^2 distribution for every number of degree of freedom • For degree of freedom exceeding 30, the X^2 distribution is approximated by normal

distribution.

c. Weighted Average method Weighted average is used when the relative importance of the items is not the same. Different weights are assigned to different and calculation is made. The weights assigned may be actual, or arbitrary. Weighted average = ∑ WiDi ∑ Wi

6.7 LIMITATION OF THE STUDY  Even though the respondents were available they were not willing to give their

valuable responses because they were busy with their usual work.  Majority of respondents are hesitant in giving their responses whole heartedly. 23

 The opinion of the respondents may be biased.

DATA ANALYSIS AND INTERPRETATION

TABLE NO - 1: AGE GROUP OF EMPLOYEES

24

S.NO

AGE

NO. OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

18 – 25

36

48

2

25 – 32

24

32

3

32 – 39

10

13

4

39 – 46

5

7

4

Above 46

-

-

TOTAL

75

100

INTERPRETATION 48% are fall under the age group of 18 to 25 years, 32% are fall under the age group of 25 to 32 years, 13% are fall under the age group of 32 to 39 years and 7% are fall under the age group of 39 to 46 years.

CHART NO – 1 AGE GROUP OF EMPLOYEES

25

60

% of respondents

50

48

40

32

30 20

13 7

10

0

0 18 - 25

25 - 32

32 - 39

39 - 46

Above 46

Age

TABLE NO - 2: GENDER OF EMPLOYEES

S.NO

GENDER

NO. OF RESPONDENTS 26

PERCENTAGE OF RESPONDENTS

1

Male

11

15

2

Female

64

85

TOTAL

75

100

INTERPRETATION Majority of the respondents are female and 15% of the employees are male.

CHART NO – 2 GENDER OF EMPLOYEES

27

Male, 15

Female, 85

TABLE NO – 3: MARITAL STATUS OF THE EMPLOYEES

S.NO

MARITAL STATUS

NO. OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Married

35

47

28

2

Unmarried

40

53

TOTAL

75

100

INTERPRETATION 53% of the respondents are unmarried and 47% of the respondents are married.

CHART NO – 3 MARITAL STATUS OF THE EMPLOYEES

29

Married, 47 Unmarried, 53

TABLE NO – 4: EDUCATIONAL QUALIFICATION OF THE EMPLOYEES

S.NO

EDUCATIONAL QUALIFICATION

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

10

42

56

2

+2

26

35

30

3

Diploma

7

9

4

Degree

-

0

5

Others

-

0

TOTAL

75

100

INTERPRETATION 56% of the respondents are 10th standard qualified and 35% have studied 12th standard.

CHART NO – 4 EDUCATIONAL QUALIFICATION OF THE EMPLOYEES

31

60

56

% of respondents

50

35

40 30 20 9

10

0 Others

Degree

Diploma

>+2

>10

0 0

Educational qualification

TABLE NO – 5: EXPERIENCE OF EMPLOYEES

S.NO

EXPERIENCE

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Less than 1 year

26

35

2

1 – 2 years

22

29

3

2 – 3 years

14

19

32

4

3 – 4 years

9

12

5

Above 4 years

4

5

TOTAL

75

100

INTERPRETATION 35% of the employees are less than 1 year experienced, 29% are 1 to 2 years experienced, 19% are 2 to 3 years experienced, 12% are 3 to 4 years experienced and 5% are above 4 years.

CHART NO – 5 EXPERIENCE OF EMPLOYEES

33

35

35 29

% of respondents

30

19

25 20

12

15

5

10 5 0

Less than 1 - 2 years 2 - 3 years 3 - 4 years Above 4 1 year years Experience

TABLE NO – 6: INCOME OF THE EMPLOYEES

S.NO

INCOME

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Below 3000rs

20

27

34

2

3000rs – 3500rs

37

49

3

3500rs – 4000rs

11

15

4

Above 4000rs

7

9

TOTAL

75

100

INTERPRETATION 49% of the employees earn between Rs.3000 and Rs.3500, followed by respondents who earn below Rs.3000. 15% of the respondents earn between Rs.3000 and Rs.4000 and only 9% of the respondents earn above Rs.4000.

CHART NO – 6 INCOME OF THE EMPLOYEES

35

49

50

% of respondents

45 40 35 30

27

25 20 15

15 9

10 5 0 Below 3000

3000 - 3500

3500 - 4000

Above 4000

Income

TABLE NO – 7: ATTENDING TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

75

100

2

No

-

0

36

TOTAL

75

100

INTERPRETATION All the employees have attended the training program in the organization.

CHART NO – 7 ATTENDING TRAINING PROGRAM

37

100 100 90

% of respondents

80 70 60 50 40 30 20 10

0

0 Yes

No

TABLE NO – 8: PERSON CONDUCTING TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Internal resource person

45

60

2

External resource person

21

28

38

3

Both

9

12

TOTAL

75

100

INTERPRETATION 60% of the employees say that training is conducted by internal resource person, 28% says that training is conducted by external resource person and 12% says that training is conducted by both internal and external persons.

CHART NO – 8 PERSON CONDUCTING TRAINING PROGRAM

39

70

60

% of respondents

60 50 40

28

30 20

12

10 0 Internal resource person

External resource person

Both

TABLE NO – 9: OPPORTUNITY TO LEARN FROM TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Strongly agree

54

72

2

Agree

13

17

40

3

Neither agree nor disagree

8

11

4

Disagree

-

0

5

Strongly disagree

-

0

TOTAL

75

100

INTERPRETATION 72% of the employees strongly agree that training is an excellent opportunity to learn, 17% agree that training is an excellent opportunity to learn and 11% neither agree nor disagree that training is an excellent opportunity to learn.

CHART NO – 9 OPPORTUNITY TO LEARN FROM TRAINING PROGRAM

41

80

72

% of respondents

70 60 50 40 30

17

20

11

10

0

0

0 Strongly agree

Agree

Neither agree nor disagree

Disagree

Strongly disagree

TABLE NO – 10: WHETHER TRAINING CONTENT MATCHES JOB PROFILE

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

75

100

2

No

0

-

42

TOTAL

75

100

INTERPRETATION All the respondents feel that training contents match job requirements.

CHART NO – 10 WHETHER TRAINING CONTENT MATCHES JOB PROFILE

43

100 100 90

% of respondents

80 70 60 50 40 30 20 10

0

0 Yes

No

TABLE NO – 11: FREQUENCY OF ORGANISING TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Once in a year

48

64

2

Six months

27

36

44

3

Three months

-

0

4

One month

-

0

TOTAL

75

100

INTERPRETATION 64% of the employees say that training program is conducted once in a year and 36% of the employees say that training program is conducted in six months.

CHART NO – 11 FREQUENCY OF ORGANISING TRAINING PROGRAM

45

70

64

% of respondents

60 50 36

40 30 20 10

0

0

0 Once in a year

Six months Three months One month

TABLE NO – 12: LEVEL OF SATISFACTION TOWARDS DURATION OF TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Highly satisfied

37

49

46

2

Satisfied

21

28

3

Neither satisfied nor dissatisfied

6

8

4

Dissatisfied

11

15

5

Highly dissatisfied

-

0

TOTAL

75

100

INTERPRETATION 49% of the employees are highly satisfied with the duration of the training program, 28% of the employees are satisfied with the duration of the training program, 8% are neither satisfied nor dissatisfied with the duration of the training program and 15% are dissatisfied with the duration of the training program.

CHART NO – 12 LEVEL OF SATISFACTION TOWARDS DURATION OF TRAINING PROGRAM

47

50

49

45

% of respondents

40 35 28

30 25 20

15

15 8

10 5

0

0 Highly satisfied

Satisfied

Neither Dissatisfied Highly satisfied dissatisfied nor dissatisfied

TABLE NO – 13: RESPONSE TOWARDS BENEFIT OF TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Organisation

23

31

2

Employee

35

47

3

Both

17

23

48

TOTAL

75

100

INTERPRETATION 31% say that training is for the benefit of organization, 47% say that training is for the benefit of employee and 23% say that training is for the benefit of both.

CHART NO – 13 RESPONSE TOWARDS BENEFIT OF TRAINING PROGRAM

49

47

% of respondents

50 40

31 23

30 20 10 0

Organisation

Employee

Both

TABLE NO – 14: PURPOSE OF GIVING TRAINING

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Employee

28

37

50

2

Organisation

47

63

TOTAL

75

100

INTERPRETATION 37% feel that training is given according to employees need and 63% feel that training is given according to organizations need.

CHART NO – 14 PURPOSE OF GIVING TRAINING

51

63

70 60

% of respondents

50 37 40 30 20 10 0 Employee

Organisation

TABLE NO – 15: THE COMPETENCE OF RESOURCE PERSON FOR THE TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS 52

PERCENTAGE OF RESPONDENTS

1

Yes

63

84

2

No

12

16

TOTAL

75

100

INTERPRETATION 84% says that competent person handle training sessions and 16% says that competent person doesn’t handle training sessions.

CHART NO – 15 THE COMPETENCE OF RESOURCE PERSON FOR THE TRAINING PROGRAM

53

No, 16

Yes, 84

TABLE NO – 16: REASON FOR PROVIDING TRAINING

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

To develop skills in current job

49

65

2

Future development

26

35

54

TOTAL

75

100

INTERPRETATION 65% of the employees say that training is provided to develop skills in current job and 35% says that training is provided for future development.

CHART NO – 16 REASON FOR PROVIDING TRAINING

55

Future development, 35

To develop skills in current job, 65

TABLE NO -17: GIVEN ENOUGH PRACTICE DURING TRAINING

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Strongly agree

31

41

2

Agree

29

39

56

3

Neutral

10

13

4

Disagree

5

7

5

Strongly disagree

-

0

TOTAL

75

100

INTERPRETATION 41% says that enough practice is given during the training session, 39% says that enough practice is given during the training session, 13% says that enough practice is given during the training session and 7% says that enough practice is given during the training session.

CHART NO – 17 GIVEN ENOUGH PRACTICE DURING TRAINING

57

45

41

40

39

% of respondents

35 30 25 20 13

15 10

7

5

0

0 Strongly agree

Agree

Neutral

Disagree

Strongly disagree

TABLE NO -18: THE AVAILABILITY OF TRAINING MATERIALS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

75

100

2

No

-

0

58

TOTAL

75

100

INTERPRETATION All the respondents say that they are provided with sufficient training materials.

CHART NO -18 THE AVAILABILITY OF TRAINING MATERIALS

59

100 100 90 80 % of respondents

70 60 50 40 30 20 0

10 0 Yes

No

TABLE NO – 19: IMPROVING THE SKILL DUE TO TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

75

100

60

2

No

-

0

TOTAL

75

100

INTERPRETATION All employees say that training helps them in improving their skill.

CHART NO – 19 IMPROVING THE SKILL DUE TO TRAINING PROGRAM

61

100 100 90

% of respondents

80 70 60 50 40 30 20

0

10 0 Yes

No

TABLE NO -20: THE LEVEL OF INVOLVEMENT IN TRAINING PROGRAM

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Very high

38

51

62

2

High

28

37

3

Moderate

9

12

4

Low

-

0

5

Very low

-

0

TOTAL

75

100

INTERPRETATION 51% had high involvement in training, 37% had high involvement in training and 12% had moderate involvement in training.

CHART NO – 20 THE LEVEL OF INVOLVEMENT IN TRAINING PROGRAM

63

60 51

40

37

30 20 12

Moderate

High

0 Very high

0

0 Very low

10

Low

% of respondents

50

TABLE NO – 21: SATISFACTION LEVEL OF INFRASTRUCTURE FACILITIES

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Highly satisfied

57

76

2

Satisfied

13

17

64

3

Neither satisfied nor dissatisfied

5

7

4

Dissatisfied

-

0

5

Highly dissatisfied

-

0

TOTAL

75

100

INTERPRETATION 76% are highly satisfied with the infrastructure of training programme, 17% are satisfied with the infrastructure of training programme and 7% are neither satisfied nor dissatisfied with the infrastructure of training programme.

CHART NO – 21 SATISFACTION LEVEL OF INFRASTRUCTURE FACILITIES

65

80

76

% of respondents

70 60 50 40 30 17

20

7

10

0

0

0 Highly satisfied

Satisfied

Neither Dissatisfied Highly satisfied nor dissatisfied dissatisfied

TABLE NO -22: PRACTICAL SESSION HELD IN TRAINING PROGRAMME

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

75

100

2

No

-

0

66

TOTAL

75

100

INTERPRETATION 100% of employees said that there are real time practices and practical session held in the training.

CHART NO – 22 PRACTICAL SESSION HELD IN TRAINING PROGRAMME

67

100

100

90

% of respondents

80 70 60 50 40 30 20 10

0

0 Yes

No

TABLE NO – 23: RELATIONSHIP OF TRAINING AND PRODUCTIVITY

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

69

92

2

No

6

8

68

TOTAL

75

100

INTERPRETATION 92% says that productivity increases after training sessions and 8% says that productivity doesn’t increases after training session.

CHART NO – 23 RELATIONSHIP OF TRAINING AND PRODUCTIVITY

69

No, 8

Yes, 92

TABLE NO – 24: PARTICIPATION LEVEL DURING TRAINING SESSIONS

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

67

89

70

2

No

8

11

TOTAL

75

100

INTERPRETATION 89% says that they are allowed to participate and implement their ideas during training session and 11% says they are not allowed to participate and implement their ideas during training session.

CHART NO – 24 PARTICIPATION LEVEL DURING TRAINING SESSIONS 71

No, 11

Yes, 89

TABLE NO -25: LEVEL OF FEEDBACK RECEIVED

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Yes

67

89

72

2

No

8

11

TOTAL

75

100

INTERPRETATION 89% says that feedback is received after training sessions and 11% says that feedback is not received after training sessions.

CHART NO – 25 LEVEL OF FEEDBACK RECEIVED

73

89

90 80

% of respondents

70 60 50 40 30 20

11

10 0 Yes

No

TABLE NO – 26: THE OVERALL SATISFACTION OF TRAINING PROGRAMME

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Excellent

48

64

74

2

Good

14

19

3

Neutral

5

6

4

Average

8

11

5

Bad

-

0

TOTAL

75

100

INTERPRETATION 64% says excellent about the overall satisfaction of training programme, 19% says well about the overall satisfaction of training programme, 7% says neutral about the overall satisfaction of training programme and 11% says average about the overall satisfaction of training programme.

CHART NO – 26 THE OVERALL SATISFACTION OF TRAINING PROGRAMME

75

70

64

60

% of respondents

50 40 30 19

20

11

7

10

0 0 Excellent

Good

Neutral

Average

Poor

TABLE NO – 27: OPINION ABOUT THE IMPACT OF TRAINING

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Improvement is

46

62

76

technical skill 2

Can able to achieve targets

19

25

3

Deduction of errors in work

10

13

TOTAL

75

100

INTERPRETATION 62% of employees said that training improve the technical skill. And 25% of employees said that training can able to achieve targets. And the remaining 13% said that training helps to deduct errors in work.

CHART NO – 27 OPINION ABOUT THE IMPACT OF TRAINING

77

70

62

% of respondents

60 50 40 30

25

20

13

10 0 Improvement is technical skill

Can able to achieve Deduction of errors targets in work

TABLE NO – 28: STEP TO IMPROVE THE TRAINING IN EFFECTIVE MANNER

S.NO

OPTIONS

NO OF RESPONDENTS

PERCENTAGE OF RESPONDENTS

1

Clear defined training policy

28

37

78

2

Well defined training objective and scope

10

13

3

Effective training

6

8

periods 4

Good Practice and feedback

26

35

5

Self Development

5

7

TOTAL

75

100

INTERPRETATION 37% of the employees say that training is effective by clearly defined the training policy, 13% of employees are well defined the training objective and scope, 8% are well effective training periods, 35% are good practice and feed back and 7% of employees are to improve the self development programs.

CHART NO – 28 STEPS TO IMPROVE THE TRAINING IN EFFECTIVE MANNER

79

40

37

35

% of respondents

35 30 25 20 13

15

8

10

7

5 0 Clear defined Well defined training training policy objective and scope

Effective training periods

Good Self practice and development feedback

CHI SQUARE ANALYSIS NULL HYPOTHESIS: HO: There is no significant relationship between the gender and training needs. ALTERNATE HYPOTHESIS: H1: There is significant relationship between gender and training needs. 80

TABLE NO – 6.6.1 Employee perceptions on the training needs Training content

Gender Male

Female

Employee

6

22

43

Organisation

5

42

32

TOTAL

11

64

75

TOTAL

Calculation of chi square O

E

(O-E)

(O-E)2

(O-E)2/E

6

4.106

1.894

3.587

0.873

22

23.89

-1.89

5

6.89

-1.89

3.572

0.518

42

40.10

1.893

3.583

0.089

TOTAL

3.572

0.149

1.163

Degree of freedom = (r-1) (c-1) = (2-1) (2-1) = 1 Level of significance: 5% Calculated value = 1.163 Tabulated value = 3.84

Conclusion:

81

Since CV < TV, we accept null hypothesis and hence there is no significant relationship between the gender and training needs.

CHI SQUARE ANALYSIS NULL HYPOTHESIS: HO: There is no significant relationship between gender and providing training program. ALTERNATE HYPOTHESIS: H1: There is significant relationship between gender and providing training program.

TABLE NO – 6.6.2 Employee perceptions on reason for providing training program 82

Providing training

Gender

program

Male

Female

To develop skills in

6

43

49

Future development

5

21

26

TOTAL

11

64

75

TOTAL

current job

Calculation of chi square O

E

(O-E)

(O-E)2

(O-E)2/E

6

7.19

-1.19

1.41

0.196

43

41.81

1.19

1.41

0.034

5

3.81

1.19

1.41

0.370

21

22.19

-1.193

1.41

0.089

TOTAL

0.689

Degree of freedom = (r-1) (c-1) = (2-1) (2-1) = 1 Level of significance: 5% Calculated value = 0.689 Tabulated value = 3.84

Conclusion: Since CV < TV, we accept null hypothesis and hence there is no significant relationship between the gender and providing training program.

83

WEIGHTED AVERAGE

TABLE NO – 6.6.3 Overall satisfaction of the training program

Reasons

Overall satisfactio n

Excellent

Good

Neutral

Average

Poor

(5)

(4)

(3)

(2)

(1)

48

14

5

8

0

84

weighted average 4.36

Formula: Weighted average = (X1*W1)+(X2*W2)+……….+(Xn*Wn) N = 327/75 = 4.36 ~4

Conclusion: Most of the employees say that the overall satisfaction of the training programme is good.

WEIGHTED AVERAGE

TABLE NO – 6.6.4 Opportunity to learn from training program

Weightage

Opportunity to learn

SA

A

N

SDA

DA

(5)

(4)

(3)

(2)

(1)

54

13

8

0

0

85

weighted average 4.61

Formula: Weighted average = (X1*W1)+(X2*W2)+……….+(Xn*Wn) N = 346/75 = 4.61 ~5

Conclusion: Most of the employees are strongly agree that training is an opportunity to learn.

WEIGHTED AVERAGE

TABLE NO – 6.6.5 Enough practice during training program

Weightage

Enough practice during training

SA

A

N

SDA

DA

(5)

(4)

(3)

(2)

(1)

31

29

10

5

0

86

weighted average 4.15

Formula: Weighted average = (X1*W1)+(X2*W2)+……….+(Xn*Wn) N = 311/75 = 4.15 ~4

Conclusion: Most of the employees agree that enough practice is given to them during the training program.

FINDINGS •

Among 75 respondents, most of them are in the age group of 18 – 25.

•

Majority of the respondents are female and most of them are unmarried.

•

None of the respondents are diploma holders or graduates.

•

Most of the employees working in this organization have experience of less than 1 year and 49% of the respondents earn between Rs.3000 and Rs.3500.

•

All the employees have attended the training program in Pothys Clothing (p) Limited.

•

Majority of the employees agree that training is necessary and they strongly agree that training is an opportunity to learn. 87

•

Majority of the employees have stated that the duration of the training programme is satisfactory and the training content matches the job requirements.

•

The employees have very well understood that training is for the benefit of candidates.

•

Most of the employees feel that training is given according to organizations need and says that competent resource person handled training sessions.

•

Majority of the employees say that training is provided to develop skills in current job and enough practice and sufficient training material is given during the training session.

•

Most of the employees feel that training improve their skill and they had high involvement in training.

•

Almost all the employees have stated that training leads to increase in productivity.

•

Few of the employees feel that they are not allowed to participate and implement their ideas during training sessions.

•

All the employees have told that feedback is always received after training sessions held by the Pothys Clothing (P) Limited.

•

Majority of the employees have stated that the infrastructure of the training is too good and also the overall training performance is good.

•

Most of the respondents say that they are highly satisfied with the level of satisfaction towards duration of training program conducted by Pothys Clothing (P) Limited.

•

Majority of the respondents have stated that the overall satisfaction of the training programme is excellent.

88

SUGGESTIONS & RECOMMENDATIONS

•

First-of-all the company should make aware of the training policies to all employees irrespective of the category.

•

The employees should be made to realize that training is for their benefit and also its Importance.

•

Training should be given according to the needs of the employees and they must be permitted to participate in determining the training needs.

89

•

The number of training programmes will be effective if it is handled by external faculty members.

•

The duration of the training program should be according to the convenience of the employees.

•

All employees should be given a chance to let their opinions open and the best of it shall be implemented.

•

Training may motivate the employees to get higher production for employers and higher incentives for employees.

•

Training programmes should be still motivational to achieve 100% effectiveness.

CONCLUSION

The employees are highly satisfied with the training system of Pothys Clothing (P) Limited. The study also reveals that the training programmes are evaluated and the employees participate in programmes with high enthusiasm and readiness to implement it in their work. The study reveals that the training programmes are really effective and directed towards the objectives. The number of training programmes and their duration will be more effective if it is increased.

90

The company is making continuous effort to update the knowledge and skills of employees. The suggestions already given may be implemented then it will have the positive impact and beneficial both for the company and employees.

91