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Transcript of Nidhi Singla
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A
PROJECT REPORT
ON
TRAINING AND DEVELOPMENT OF
WORKERS
CONDUCTED AT
NAHAR SPINNING MILLS LIMITED, LALRU (PB)
SUBMITTED TO:Kurukshetra University, Kurukshetra in the Partial Fulfillment for
the Degree of Master in Business Administration
(SESSION 2006-08)- MBA 3rd
Semester
Under Supervision of : Submitted By:Ms. Shruti Kapoor Nidhi Singla
Faculty, MBA D/O Sh. S.K. Singla
TIMT, YNR Univ. Registration No.03-DA-388
Univ. Roll. No. ...
Tilak Raj Chadha Institute of Management & Technology
(TIMT)(Affiliated to Kurukshetra University, Kurukshetra & Approved by AICTE)
M.L.N. College Education Complex, Yamuna Nagar-135001 (Haryana)
Ph.: 01732-220103, 234110. Fax: +91-1732-220103
E-mail: [email protected], Web Site: www.timt.ac.in
mailto:[email protected]://www.timt.ac.in/http://www.timt.ac.in/mailto:[email protected] -
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Contents
Executive Summary
Introduction
Profile of the Study
Justification of the Study
Organizational Structure
Objectives of the Study
Literature Review
Research Methodology
Sampling & Sampling Design
Analytical Tools
Statistical Tools
Data Collection
Hypothesis Testing
Limitations of the Study
Analysis & Interpretation Findings
Recommendations
Policy Implication
Bibliography
Annexures
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SUMMER PROJECT CERTIFICATE
This is to certify that Ms. Nidhi Singla Roll No.1166/06 a student of MBA
has worked on summer project titled Training and Development of Workers
after Semester II in partial fulfillment of the requirement for the program.
Her efforts are really appreciable.
Date: - Signature
Seal: Name of faculty
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PREFACE
Summer training is an integral part of MBA course. It is meant to make the student
familiar with the actual functioning of the real atmosphere of an organization. Apart fromthe theoretical knowledge, we get the practical training to understand the natural and
normal industrial atmosphere through the participation and observations. Project is a
bridge between theoretical and practical knowledge. I, as a student of MBA of TIMT,
took up the industrial training at Nahar Spinning Mills Ltd., Lalru.
Today rapidly changing business world is characterized by Liberalization, Privatization
and Globalization which poses a challenge for management. The information technology
has caused a revolution in the field of communication and manner of doing business as
most of the information/data is available online just with a click of a button resulting in
reduced response time. The business is facing competition not only from the national
players but also from those in the outside world. To be a world class organization is no
longer a pious wish or a matter of pride but it is a prerequisite for the survival.
The challenges for the Training and Development of Workers have increased as never
before. It is imperative for an organization to offer quality goods and services at a
competitive price at the time and place as per the customers requirement.
The project undertaken entitled Training and Development of Workers at NSML is an
attempt to assess the effectiveness of the HRD and training programs with a view to
improve them.
The project has been done up to the best of the researchers abilities but there can be
some errors. She will be highly obliged if they are brought to her notice. She welcomes
the suggestions and criticism from the reader for the improvements in the project.
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ACKNOWLEDGEMENT
A project can never exist and thrive in solitude. Project work is never the work of
an individual. Its more the combination of views, suggestions, contributions and
work involving many individuals. This project also bears the imprint of many
people. Thus one of the pleasant parts of writing this report is the opportunity to
thank all those who have contributed to writing it.
I am grateful to my industrial guide respected Mr. B.K. Sharma (Manager, Training
and Development, NSML) and all the members who has given me a chance to conduct
the research. I would also like to thank my Mr. Banta without whose efforts the work
cannot be accomplished on time.
I am highly thankful to Prof. Dr. R.K. Garg (Director, TIMT) for allowing me to
pursue my project on Training and Development of Workers.
My special thanks to Dr.Vikas Daryal (HOD, MBA, TIMT) and my faculty guide Ms.
Shruti Kapur (Faculty, TIMT) who encouraged me, properly guided me in each and
every possible what through out my training.
I feel self-short of words to thanks my parents and friends who had directly or indirectly
instrumental in the completion of the project. I am indebted to all respondents for their
time passion during the long conversation.
I would like to thank almighty God for blessing showered on me during the completion
of the project report.
Nidhi Singla
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EXECUTIVE SUMMARY
The year was 1949. While their beginning was small the Vision was Big. The burning
desire to evolve grow & one day position itself as a responsible & reputed corporate
entity playing out Its role in improving the peoples quality of life through their products
and services remain a driving force. Its their relentless spirit of enterprise, boundless
enthusiasm, grit determination to live the dream that enabled them to add a new
dimension into their philosophy where commitment leads, Achievement f Blows.
Spinning a web of pure enchantment it seems to be aim and objective of Nahar Spinning
Mills reckoned to be the blue chip in Nahar Firmament. Nahar Spinning Mills Ltd. deals
with the portfolio- cotton and woolen yarns, knitwears, sweaters , fabrics , processing
hosiery garments ,steel,soaps,sugar,infrastructure development ,IT the NAHAR
GROUPS turbo journey into highways of tomorrow however it was severely tested
during the advent of liberalization opening the flood gate of globalization
Training is the process of increasing the knowledge & skills for doing a particulars Job.
It is an organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of Training is basically to bridge gap between Job requirements
and present competence of an employee. Training is aimed at improving the behavior and
performance of a person. It is a never ending or continuous process. The training
programme has gained additional recognition because of growing acceptance of
education and training as an investment in human capital. Education improves the
knowledge of under standing of employees, while training aims at increasing the
aptitudes, skills and abilities of worker for a specific job
Training is the important sub system of HUMAN RESOURCE MANAGEMENT and
HUMAN RESOURCE DEVELOPMENT. Training is an act of increasing the knowledge
and the skill of employee of doing a particular job. Training Is a short term educational
process and utilizing a systematic and organized procedure by which employee learn
technical knowledge and skills for a definite purpose.
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In nahar, training is considered to be a system consisting of three parts input, processing
and outputs.
New recruits from outside act as inputs, collection of data, collection of information,
needs of training, initial induction schedule are identified, processing also include
transfer of shifts,apprasail,company enjoys trained and competent work force for
productivity and efficiency.
Although there are certain constraints and limitations as wel, but we to look for the
strategic area and study our critical success factors for procurement of best results of
training ,also time to time recommendations and improvement could bring laurels andwonders of course.
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with the new market forces. This really was the essence of their positive VISION 2000
THRUST. It encompassed global aspirations & consolidated brand equity for the
domestic markets. Regard the first, the group's aggressive & market - savvy forays have
helped zoom the export sensex, contributing the one-third of the present turnover of the
group Focusing on the second, market driven-brand extensions relating to there hi -
profile & top rated Monte Carlo line have met with resounding success. Simultaneously,
in tune with the market Demands, the group went in for forward integration for the
Manufacture of greige fabrics, setting up of a modern process house and finally into the
making of garments. On the anvil is the new mantra of the day information technology,
where, hotlines to excellence are being explored.
However, beyond their professional portfolio lies the human face of a group that has
always been deeply entrenched in social upliftment, at every level. Its most concrete
reflections are there for all to see - JAWAHAR LAL OSWAL PUBLIC CHARITABLE
TRUST which runs free dispensaries in remote areas to fulfill the medical needs of the
under - privileged & MOHAN DAI OSWAL MEMORIAL HOSPITAL, promoted by
OSW AL WOOLLEN MILLS but run as charitable institution Catering to a vast cross -
section of society. Creating, developing, consolidating - THE NAHAR GROUP Blazes
ahead constantly re - inventing itself to stay ahead.
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NAHAR - A QUICK REVIEW
PRODUCT RANGE: Spinning, knitting, fabrics. processing, hosiery garments,
knitwear, soap, edible oils, sugar, steel, infrastructuredevelopment & information technology.
8.NAHAR 8RANDS: Monte Carlo, Cotton County, Canterubury.
C. EXPORT MARKETS: USA, UNITED KINGDOM, GERMANY, RUSSIA,
THAILAND, HONG-KONG, SINGAPORE, TAIWAN,
SOUTH KOREA, MALAYSIA, MAURITIOUS, DUBAI,
BAHRAIN, SOUTH AFRICA, CANADA, EGYPT,
ISRAEL & BANGLADESH.
D. GROUP TURNOVER: Rs.22000 million
E. TOTAL EMPLOYEES: 20000
E. EXPORTS EXCEEDING: RS.6200 million
F. DYEING &FINISHING CAPACITY.- 30 million meter's
G. TOTAL PLANTS: 27
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NAHAR SPINNING MILLS LTD.
Spinning a web of pure enchantment seems to be the aim and objective of NAHAR
SPINNING, reckoned to be the blue chip in the NAHAR firmament. Starting out as a tiny
worsted spinning and hosiery unit in Ludhiana, it was incorporated as a Private Limited
company in December 1980 and became a Public Limited company in 1983. The steady
growth in manufacture and export of woolens cotton hosiery, knitwear's and wooden
textiles enabled the company to earn the recognition as an "Export House" followed by a
"Recognized Trading House" by the Government of India in a short span of 8 years. Its
turbo charged performance brought them a host of fresh laurels...they include the
"National Export Trophy" by the Apparel Export Promotion Council. The latest is the
prestigious status of Golden Trading House" in recognition of its continuously
outstanding performance accorded by the Government of India.
In 1992, as a measure of backward integration: the company diversified into Spinning
Industry. Today it has an installed spindle of 95000 spindles. Simultaneously the
company also established an ultra modern facility to manufacture 90 Lac pieces of
Hosiery Garments. Today, Nahar Spinning's T-shirts are being exported to reputed
international brands such as GAP, Arrow, Reebok, Old Navy, Pierre Cardin, Philips Van
Heusen, Izod, Quicksilver, Price Cosfto and many more in its account. An ISO 9002
company, Nahar Spinning has 5 plants, a range 'ofproducts, over 60% of which is aimed
at export markets- USA, UK, France, Netherlands, Japan, Canada, Korea, Taiwan,
Hongkong, Singapore, Egypt and Russia. With a total turnover of Rs. 3372 million and
Net Profit of Rs.268 million, Nahar Spinning surges ahead moving from strength to
strength.
In order to increase its potential it has opened units in various parts of the country. One
of them is Nahar Spinning Mills Ltd. (Mercerising & Dyeing Unit) which was established
in 1999 and the production started on 15 September 2000. This is the thi,rd highly
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sophisticated plant in the country equipped, the latest technology, and a wide range of
testing equipments for the in-house testing up to the garmenting stage. The unit
mercerizes both yarn and fabric. This unit is one of a part of Nahar Group of Companies
headed by Sh. Jawahar LAL Boswell as the Chairman and the complete work of the unit
is taken care by Mr. Tyagi who is the General Manager of the concern. Being a
manufacturing unit, Nahar Spinning Mills, plant capacity presently is, 4.4tons gassed
Mercerised and dyed yarn per day.
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HR POLICY OF THE COMPANY
Policies play a pivotal role in any organization to reach apex of the success.
HR policies are basically inclined towards the management of workforce.In NAHAR SPINNING MILLS LTD., there are numerous policies are implemented to
attain the optimum level of productivity.
Certain policies that are followed in NAHAR SPINNING MILLS LTD are as under
Leave policy
Reward system
Provident fund
Training and development
Team Building Exercise
Referral Polices
International Travel Policy
Global Policy Reimbursement of mobile call expenses company leased.
Accommodation Policies
Medical Insurance
Medium Term Assignment Policy
Transfer and long-term policy
Grade Structure.
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OBJECTIVES OF THE STUDY
Every task or series or task is done for the attainment or certain specified objectives.
Objectives gives the direction . Every study must have an objective for which as the
efforts have to be done . Without objectives no research can be conducted more result
can be attained. The objective of Study focuses on the direction through which the
research problem is sorted out . It guides the researcher and keeps the researcher on track.
So following are the objectives which were kept in mind during training :
1. To assess the level of Satisfaction among the employees Regarding present
Training procedure.
2. To suggest modification in the present training Procedure adopted at NAHAR
Spinning mills ltd.
3. To examine the fairness factor in Training procedure .
4. To study the reaction of the employees regarding training and Development
Programs .
5. To identify how the employees are interested in job Related and Non- Job Related
training Procedures .
6. To identify how the employees Groom up their silks out of job related and non -
related training .
7. To study about the perception of Employees about training .
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TRAINING
CONCEPT OF TRAINING
Training is the process of increasing the knowledge & skills for doing a particulars Job.
It is an organized procedure by which people learn knowledge and skill for a definite
purpose. The purpose of Training is basically to bridge gap between Job requirements
and present competence of an employee. Training is aimed at improving the behavior and
performance of a person. It is a never ending or continuous process. The training
programme has gained additional recognition because of growing acceptance of
education and training as an investment in human capital. Education improves the
knowledge of under standing of employees, while training aims at increasing the
aptitudes, skills and abilities of worker for a specific job.
IMPORTANCE OF TRAINING
(1)Better Quality of Work:
In formal training, the best methods are standard ised and taught to employees.
Uniformity of work methods and procedures helps to improve the quality of product
or service trained employees are less likely t_ make operational mistakes.
(2) Cost Reduction:
Trained employees make more economical use of materials and machinery.
Reduction in wastage and spoilags together with increase in productivity help to
minimise cost of operations per unit.
(3) Reduced Supervision:
Well trained employees tend to be self-reliant and motivated. They need less
guidance and control. Therefore supervisory burden is reduced.
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(4) Low Accident Rate:
Trained personnel adopt the right work methods and make use of the prescribed
safety devices. Therefore the frequency of accidents is reduced. Health and safety of
employees can be improved.
(5) Higher Productivity:
Training helps to improve the level of performance. Trained employees perform
better by using better method of work.
(6) High Morale :
Proper training can develop positive attitudes among employees job satisfaction and
moral are improved due to rise in the earnings and job security of employees.
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TYPE OF TRAINING:
Training is required for several purposes. Accordingly training programmes may be
of following types :
(1)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 superiors and subordinates and with the rules and regulations of the organization
Induction training creates self confidence in the employees. It is also own as Pre-job
Training. It is brief & informative.
(2)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 & machines used in job. Such training helps
to reduce accidents, waste and inefficiency in the performance no. of the job.
(3)Safety Training :
Training provided to minimise accidents and damage to machinery is known as safety
training. It involves instruction in the use of safety devices and in safety
consciousness.
(4)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.
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(5)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.
Refresher training is designed to revive and refresh the knowledge and to update the
skills of the existing employees.
(6)Remedial Training :
Such training is arranged to over come 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 methods and procedures are taught to them.
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TRAINING OBJECTIVES
The main objectives of a training may be defined as follows: '
(a) To impart to new entrants the basic knowledge and skills required for efficient
performance of definite tasks.
(b) To assist the employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques and developing the
skills they would require in their particular fields.
(c) To build up a second line of competent officers and prepare them to occupy more
responsible positions.
(d) To broaden minds of senior manager through inter change of experience
within and outside.
TRAINING POLICY:
In order to achieve the training objectives, an appropriate training policy is
necessary. It consists of rules and procedures Concerning training. A training policy
represents the commitment of top management to employee training.
A training policy is required::
(a) To indicate the Company's intention to develop its employees.(b) To guide the design & implementation of training programmes.
(c) To identify the critical areas where training is to be given on a priority basis.
(d) To provide appropriate opportunities to employees for their own betterment.
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STEPS INVOLVED IN THE TRAINING PROGRAMME:
A well known formula applied for training will be "Prepare the employee, tell him the
essentiality, show him, let him do & check him."
(a) Discovering the Training needs i.e. necessity of training:
The very important purpose behind training should be defined. It requires job analysis.
The need can be ascertained by :
1. Observation at the place of work i.e. examination of the Job.
2. Interview with the supervisors and employees.
3. Comparative study of good v/s bad employees with a view to identify the training
gap.
4. Production reports.
5. Personnel records.
6. Review of literature on the Jobs available in an organisation and the machine
used.
7. Job knowledge, tests, work sampling and diagnostic lessons.
In India training needs are determined on the basis of supervisory
recommendations, job analysis, performances and requirements, employees suggestions.
To determine where training emphasis should be placed within the
organization it should discover the critical areas where training should be given on
priority basis.
(b) Getting ready for the Job i.e. to determine who needs to be trained:
i.e. whether the training is essential only for newer employees or also for old employees
or for supervisory staff or for selected employees? It also includes what the learner must
be taught efficiently economically, intelligently & safely. The right tools to be applied the
duration of training, the place of training etc.
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(c) Preparation of the Trainee or Learner :
i.e. to create his interest and desire for learning.
(d) Presentation of operations and Knowledge:
i.e. operational analysis Instructions should be given clearly completely and particular
emphasis should be put on the key notes so that the learner should be made to perform his
job with maximum effectiveness.
(e) Performance try-out
This step consists in testing the trainee and in evaluating the effectiveness of the
training programme.
(i) Giving oral or written test to ascertain what he has learnt.
(ii) Observing trainees on the job it self and administering performance test.
(iii) Finding out individuals or groups reaction to training programme.
(iv) Eliciting the opinion of Judgment of the top management about training.
(v) Arranging structured interviews, questionnaire etc.
(vi) Comparing the results after and before training.
(f) FOLLOW - UP
Follow up is utmost essential with a view to test the effectiveness of training efforts. It
includes :
1. Putting a trainee on hisJob.
2. Checking frequently to be sure that he has followed instructions.
3. Taping extra supervision and close follow-up until he has qua1ified to work
under nominal conditions. Such follow up should be conducted periodically with
a view to make training programme more effective.
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TRAINING METHODS
(A) 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 of the
superior or an instructor. The trainee learns by observing and handling the job.
On the Job Method:
Several methods are used to provide on the job training eg. :
Experience, coaching, under standing. Position rotation.
Special Projects and task.
Committee assignments.
Selective readings.
(1) Experience :
Coaching and under standing, learning by experience is the most effective method.
The job coaching has also got an effective approach, but this method is rather wasteful
and time consuming.
(2) Position rotation:
The object is to broaden the background of the trainee in the:; business. If the trainee is
rotated from one job to another he acquires general background and gets broader
experience. Managers are sent through different jobs so that they can get experience of all
the departments.
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(3) Special Projects:
It is highly useful and flexible training device. The projects are valuable for training. The
Projects are devised from individual weakness and experiences. Trainees not only acquire
knowledge but also know how to work with and related to jobs.
4) Committee Assignments:
Clearly related to the special Projects there are regular and hoc committees and
assignments will be given to them. While performing assignments they are provided with
general information and their efficiency can be developed.
(5) Selective Reading:
Specific time will be resumed in the daily routine for the purpose of reading only. Such
reading will be helpful to advance the general knowledge and background conceptual
ability will also be increased.
[B] OFF THE JOB TRAINING
The use of such methods requires the trainee to leave his work place and devote his entire
time to the development objective. Development is regarded of Primary importance and
the work is of secondary importance.
Off the Job Methods:
( I ) Special Courses or Classes.
(2) Role Playing.
(3) Sensitivity training
(4) Structured in sight
(5) Simulation
(6) Conference Training
(7) Multiple Management
(8) Special Meetings.
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(1) Special Courses :
The firm or organization may establish special courses or even schools, colleges or
institutions will establish such courses.
But such courses are usually tending towards education certain programmes can be
arranged by the co-operation between academic institutions and organizations.
2) Role Playing :
It is organized just to increase the trainee's skill in dealing with other people i.e.
particularly development of human relations and decision making ability, conflict
situation is artificially created and trainee is assigned a strategic position. The roles are
assigned to trainees. And it will develop tendency how to control the situation.
(3) Sensitivity Training :
The object is that of the development of awareness and sensitivity to behavioral patterns
of one self and others. It involves face to face learning about original behaviour within a
small group that needs continually for time, as long as one or two weeks. It is less
artificial than role playing.
(4) Structured Insight :Traditional Methods are many times ineffective and not much more useful for practical
purposes. While laboratory approach is very costly and hence this approach has been
developed. Emphasis is placed upon systematic collection of the trainee's attitude and
assumptions concerning the motives, abilities and attitudes of others, particularly his
subordinates. This followed by a similar questionnaire assessment of his preferences in
leadership styles. Group discussions is followed then there are organized presentation and
discussions of such subjects as the fundamental nature of people.
(5) Simulation :
It is similar to role playing the trainee is provided with complex situation and is asked to
take decision.
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( 6) Conference Training :
Useful for conference members and leaders. As a conference member, one can learn from
the others by comparing his own opinion with that of the others. He is taught to respect
the view points of others. It also develops analytical frame work of mind and questioning
attitude.
(7) Special Meetings:
Special meetings for one or two days will be conducted to discuss the manners on special
subjects. It consists of a series of aspects with subsequent question periods.
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INTERNAL TRAINING PROGRAMMES
The company must accept the responsibility to train the necessary personnel. Good
companies not only decide their own programme but also send their personnel to other
organisations.
1. Delegation :
Without delegation of authority and providing with an additional responsibility,
subordinates can not achieve higher performance. The subordinates should be made to
take the decisions so that leadership can be developed.
2. Job Rotation :
Subordinates should be moved to different jobs for specific time so that they come to
know about them.
3. Promotions and Transfers:
With a view to acquire further skill, transfers will also broaden the expense and thinking
capacity of trainees and get them ready for promotion to higher post.
4. Appointment on Assistants to:
A much used and abused position is of ' assistant to'. This position is that of staff
responsibility and is merely a training device i.e. to learn by observing the job of
superiors.
5. Membership of Committees and Junior Boards:
Committees compiling of managers of discent development can be, formed. It can
constitute a training ground for developing broader insight in the manages who are the
members of such committees.
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EXTERNAL TRAINING FACILITIES
External Training Facilities i.e. mainly educational facilities by associations and
universities. In lndia many universities established departments for management studies.
While some specialized institutions have also established ego Indian institute of
Management at Calcutta, Ahmedabad, Bangalore etc. and because of which Management
as a career or provision is becoming more and more popular.
VESTIBULE TRAINING
In this method a training centre called vestibule is set up and actual job conditions are
duplicated or simulated 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 workplace.
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
(ITI's) for this purpose under the apprenticeship Act 1962. Employers in specified
industries are required to train the prescribed number of persons in 'designated trades'.
TI1 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.
INTERNSHIP TRAINING
It is a joint programme of Training in which educational Institutions and business firms
cooperate. Selected candidated carry on regular studies for the prescribed period. They -
also work in same factory or office to acquire practical knowledge and skill. This method
helps to provide a good balance between theory & practice. But it involves a long time
period due to slow process. This method of training is used in professional work ego
MBBS, CA, ICWA, Company Secetaries etc.
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EVALUATION OF TRAINING
Evaluation of any activity is important since evaluation, by bringing to the "weaknesses
and failures strengths and successes " helps to improve training methods. Such an
evaluation would provide useful information about the effectiveness of training as well as
design of future training programmes.
EVALUATION PROCESS
(1) The first step in the evaluation process is to identify the areas of training to be
evaluated.
(2) The next step would be to decide on the strategies and methods to be used in
collecting the relevant information.
(3) It has then to be Tabulated, analyzed, interpreted. Interpretation gives an
indication of areas that need improvement.
(4) Methods of evaluation observation, ratings, trainee surveys and traineeinterviews
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CRITERIA IN EVALUATION
Evaluation of training effectiveness in the process of obtaining information on the
defects of a training programme. Evaluation involves controlling and correcting the
training Programme. The basis of evaluation and mode are determined when the training
programme is designed Training Effectiveness can be measured in terms of following
criteria.
(1) Reactions
A training programme can be evaluated in terms of the trainees
reactions to the objectives, contents and methods of training. If trainees considered the
programme worthwhile and like it, the training can be considered effective,
(2) Learning
The extent to which the trainees have learnt the desired knowledge and
skill during the training period is a useful basis of evaluating training effectiveness.
(3) Behavior
Improvement in the Job behavior of the trainees reflects the manner and
extent to which the learning has been applied to the Job.
(4) Results
The ultimate Results in terms of productivity improvement, quality
improvement, cost reduction, accident reduction, reduction in labor turnover and
absenteeism are the best criteria for evaluating training effectiveness.
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METHODS OF EVALUATION
Several methods can be employed to collect data on the out comes of training.
1. Asking the trainees to follow up evaluation fans.
2. Using questionnaire to know the reactions of trainees.
3. Giving oral and written tests to trainees to ascertain how far he have learnt.
4. Arranging structured interviews with the trainees.
5. Comparing trainees performance on the Job before and after training.
6. Cost benefit Analysis of the training Programme.
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JUSTIFICATION OF THE STUDY
Each study poses certain strategies and objectives for where one is to work upon .
Training and Development of workers at NAHAR spinning mills ltd. Was assigned to
me Training and development has a keen importance in the field of Human Resource
Management rather it is backbone of the organization .
Training is required on account of the following reasons:
(1) Job requirement:
Employees selected for a job might back the qualifications required to perform the
job effectively. New and in experienced employees require detailed instruction for
effective performance on the job. In some cases, the past experience attitudes and
behavior patterns of experienced personnel might be inappropriate to the new
organization. Remedial Training should be given to such people to match the needs of the
organization. New employees need to be provided orientation training to make them
familiar with the Job and the organization.
(2) Technological Changes:
Technology is changing very fast. Now Automation and mechanisation are being
increasingly applied in offices and service sector. Increasing use of fast changing
techniques requires training into new technology.
For instance, staff in Public Sector bank are being trained due to computerization of
banking operations. No organization can take advantage of latest technology without a
well trained Personnel.
3) Organization Viability:
In order to survive and grow an organization must continually adopt itself to the
changing environment with increasing Economic liberalization and globalization in India,
business firms are experiencing expansion growth and diversification. In order to face
international Competition, the firms must upgrade their capabilities. Existing Employees
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need refresher Training to keep them abreast of new knowledge. Training programmes
foster the initiative and creativity of employees and help to prevent obsolescence of
skills.
(4) Internal Mobility
Training becomes necessary when an employee moves from one Job to another due to
Promotion and transfer. Employees chosen for higher level jobs need to be trained before
they are asked to perform the higher responsibilities training is widely used to prepare
employees for higher level jobs.
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ORGANIZATIONAL STRUCTURE OF HUMAN RESOURCE
DEPARTMENT
CHAIRMAN
MANAGING DIRECTOR
CHIEF EXECUTIVE (UNIT HEAD)
VICE PRESIDENT (P & A)
MANAGER (P & IR)
ASSTT. EXECUTIVE EXECUTIVE (P &IR) SECURITY
(TIME OFFICE) OFFICER
ASSISTANT TRAINING SECURITY
IN-CHARGE INSPECTOR
TIME KEEPER TRAINING SECURITY
SUPDT. GUARD
TRAINING JOBBER
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LITERATURE REVIEW
Rao P. Subba, Human Resource Management and Industrial Relation3 , pp 245-
279, Himalaya Publication Defines Training its methods, importance from this
reference we got the insight between job specification and employees
specification.
Symbiosis Centre for distance learning33. pp 133, HRM gave a notion about goal
of training which depicts that all job related training is to achieve long term
improvements.
Diwadi R. S., Managing Human Resource and Industrial Relation5, p 212, 2000
edition, Galgotia Publication Co., New Delhi have depicted about the evaluation of
the training procedure.
Memoria C. B. , Personnel Management34, 2006 edition, pp 135, Himalaya
Publishing House Mumbai , Enlighten the role of different methods of training.
Prasad , L. M., Human Resource Management7, pp 357, IInd edition, Sultan
Chand and Sons, Told about the general view of training and development
procedure.
Saiyadain Mirza, Human Resource Management12, III Edition, had focused over
the objectives of the training. Ivancervich John., Human Resource Management15, pp 392-406, IX Edition, Tata
McGraw Hills, give the process of training
Matina Enqine & Beech Nic, The essence of HRM17, pp 157-165., IIIrd Edition,
Phi Pvt. Limited give the Idea of Ingredients of successful training procedure.
Ivancervich John., Human Resource Management21, pp 392-406, IX
MBA Review, The ICFAI University Press15, October , 2007, pp 45, Article about
personality development give insight about the personality development during
training.
Indian Management AIMA22 gave the insight to study the relationship between
management and human resource..
www.citehr.com26 gave the article on emerging trends.
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http://www.workforce.com/section11/27 gave the novel ideas over the training and
development.
Human Capital27, June 2007, has consented over work place diversity and hence
training development.
Tripathi Need in HRD and HRD in Indian Context30, pp 15 gave the idea of
Human Resource and its justification.
Owmnahar.com25 gave the view of culture and history of nahar organization.
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RESEARCH METHODOLOGY
Meaning of Research
The term research refers to search of something new that can solve a problem. Research
must have a specific objective which is called research problem. On the basis of the
problem, researcher sets hypothesis. The goal of the research process is to produce new
knowledge, which takes three main forms:
Exploratory research:- which structures and identifies new problems
Constructive research:- which develops solutions to a problem
Empirical research:- which tests the feasibility of a solution using empirical
evidence
Casual research:- which is related to day to day problems or for casual problems
Descriptive research :-I have adopt the DESCRIPTIVE research design and in this
research design I have tried to study the training and development methods being
adopted by the organization. .
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DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no
means of study. Data collection plays an important role in any study. It can be collected
from various sources. I have collected the data from two sources which are given below:
1. Primary Data: Primary data is that data which is collected for the first
time and thus happened to be original in nature.
Questionnaire
Personal Investigation
Observation Method
Information from correspondents
Information from superiors of the organization
2. Secondary Data: Secondary data is that data which already been collected
and passed through the statistical process.
Published Sources such as Journals, Government Reports, Newspapers
and Magazines etc.
Unpublished Sources such as Company Internal reports prepare by them
given to their analyst & trainees for investigation.
Websites like NAHARS official site, some other sites are also searched to
find data.
SAMPLE AND SAMPLING DESIGN
Target Population : Employees at Nahar Spinning Mills Ltd. UnitIII
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Sample Unit : Individual
Sampling Size : 60 individuals
Sampling Technique : Non Probabilistic Sampling
Sampling Area : Nahar Spinning Mills Ltd. UnitIII
Data Collection : Employees were personally contacted for distributing as
well as collecting the questionnaires. They were made
aware of the objective of the study. While collecting the
questionnaires, their general opinions were also asked
about various questions and this information is also used
for drawing conclusion.
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STATISTICAL TOOLS:-
Statistical tools are the basic measures, which helps in defining the relation between
different items, present, past and future trend of the future trend of the particular business
etc. A wide variety of statistical tools are available and any of them can be used by any
businessman depending upon the nature of his trade. Various statistical tools are:-
Correlation
Regression
Time Series
Index Numbers
Probability Distribution
Hypothesis Testing
Here we use Correlation statistical tool to define the relationship between Sales and Profit
(of past five years) of the company. So, before using the tool we should have the
knowledge about that statistical tool. Therefore this tool is defined as under:-
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CORRELATION
Some important definitions of correlation are given below:
1. Correlation analysis deals with the association between two or ore variables-
Simpson and Kafka.
2. If two or ore quantities vary in sympathy, so that movement in one tend to be
accompanied by corresponding movements in the other, then they are said to be
correlated-Conner.
3. Correlation analysis attempts to determine the degree of relationship between
variables.
4. Types
Correlation is classified in several different ways. Three of the most important ways are:-
Positive and Negative Correlation: When two variable X and Y move in
same direction is Positive Correlation and when both variables move in
opposite direction that is Negative Correlation.
Simple, Partial and Multiple Correlations: When we study the relationship
between two variables only that is Simple Correlation. When three or more
variables are taken but relationship between any two of the variable is studied,
assuming other variables as constant that is Partial Correlation and when we
study the relationship among three or more variables that is Multiple
Correlation.
Linear and Curvy-Linear Correlation: when the ratio of change of two
variables X and Y remains constant throughout, then they are said to be Linear
Correlated and when the ratio of change between the two variables is not
constant but changing, then correlation is said to be Curvy-Linear.
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DEGREE OF CORRELATION:-
Sr. No. Degree of
correlation
Positive Negative
1 Perfect correlation +1 -1
2 High Degree of
correlation
Between +.75
to+1
Between -.75 to-1
3 Moderate Degree of
Correlation
Between +.25
to+.75
Between -.25 to-.75
4 Low Degree of
Correlation
Between 0 to+.25 Between 0 to-.25
5 Absence of
Correlation
0 0
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CHI -SQUARE
Fisher's exact test: check this option to perform the Fisher's exact test for a 2 2
contingency table.
" one-tailed " / " two-tailed": choose the type of Fisher's exact test, either one-tailed or
two-tailed.
Monte Carlo I: check this option to perform the approximate calculation of the p-value
using the exact test for an R C contingency table, using a Monte Carlo test.
Iterations: enter the number of iterations for the Monte Carlo method that
approximates the p-value of the exact test for a R C contingency table. The fewer theiterations, the less accurate the approximation. Value within [1000, 1000000]. Default
value: 50,000.
Monte Carlo II: check this option to perform the Monte Carlo simulations of R C
contingency tables having the same margin properties as the input table.
Repetitions: enter the number of repetitions for the Monte Carlo procedure. The
fewer the iterations, the less accurate the approximation. Value within [100, 1000000].
Default value: 10,000.
Combinations: check this option to display a table with the combinations of categories in
rows and in columns. This table contains the same information as the contingency table
and the table of percentages in relation to the total size, but the information is presented
in a different format.
Observed frequencies: check this option to display the contingency table to which the
marginal totals and the total have been added.
Expected frequency: check this option to display the table of expected frequencies
calculated assuming that the rows and columns in the contingency table are independent.
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Contributions to Chi-square: check this option to display the table of the basic
contributions of each cell in the contingency table for the Chi-square value calculated for
the entire contingency table.
Chi-square by cell: check this option to display a table that shows a) whether the
observed frequency is greater than, less than, or equal to the expected frequency, and b)
the result of the partial Chi-square test called the "Chi-square by cell" test. The "Chi-
square by cell" test is a Chi-square test calculated on a table with four cells: one cell
represents cell [i,j] in the original contingency table, the other cells represent frequencies
for row i minus cell [i,j], for column j minus cell [i,j], and for the rest of the table.
Percentages/proportions in relation to rows: check this option to display the table of
percentages or proportions compared to the sums of the rows.
Percentages/proportions in relation to columns: check this option to display the table of
percentages or proportions compared to the sums of the columns.
Percentages/proportions in relation to total: check this option to display the table of
percentages or proportions compared to the total.
"Percentages" / "Proportions": choose the display mode for the three previous tables,
either as percentages (values between 0 and 100), or as proportions (values between 0
and 1).
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WHY TO USE CORRELATION?
Different type of statistical tool are available but for using specifically
correlation is of having a major reason i.e. Only this and this statically tool was giving the
satisfactory result. I have to show the relationship between sales and profit which can
be purely defined with the help of this statistical tool only.
Further more with the help of Time Series Analysis we can define the future
trend of the business by using Trend Analysis but my main motive is to find out the
relationship between sales and profit of the company thats why I use this Particular type
of tool only.
Why to use Karl Pearsons Coefficient of Correlation?
Quantitative Method.
Best method of working out Correlation Coefficient.
Knowledge of Degree of Relationship.
Here we are using the Short Cut Method if Carl Pearson Coefficient of Correlation on the
basis of Assumed mean we will find out the relationship between the variables-Sales andProfit and the related formula for this is:-
r = N dydx - (dx) (dy)
N dx2
- (dx)2
N dy2
- (dy)2
Where
N = Number of Observations
dx =deviations from X (X-A)
A =Assumed Mean
Dy =deviations from Y (Y
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MULTI DIMENSIONAL SCALING
XLSTAT 7.1 - Multidimensional Scaling (MDS) - 9/26/2007 at 11:54:21 AM
Dissimilarity matrix: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5
Uniform weighting (default)
No missing values
Metric Multidimensional ScalingMultidimensional Scaling model: absolute
Stress used for the results: Kruskal's stress-1
Dimension of the representation space: 4
Repetitions: 10
Seed of the pseudo-random numbers generator: 1094498164
Iterations: 50
Convergence: 0.0001
Space with 4 Dimensions:
Model: Dij= Pij
Observation coordinates:
Observation Dim1 Dim2 Dim3 Dim4
Highly Satisfied 1.898 0.332 3.574 1.854
Above satisfied level 0.542 -1.759 16.018 0.764
Below satisfied level 3.965 2.689 -10.622 3.622
Dissatisfied -6.405 -1.263 -8.971 -6.241
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Distances measured in the representation space:
HighlySatisfied
Above satisfiedlevel
Below satisfiedlevel Dissatisfied
Highly Satisfied 0 12.737 14.645 17.157
Above satisfied level 12.737 0 27.374 26.870
Below satisfied level 14.645 27.374 0 14.938
Dissatisfied 17.157 26.870 14.938 0
Ideal distances calculated using the model (disparities):
HighlySatisfied
Above satisfiedlevel
Below satisfiedlevel Dissatisfied
Highly Satisfied 0 10.000 12.000 17.000
Above satisfied level 10.000 0 30.000 27.000
Below satisfied level 12.000 30.000 0 15.000
Dissatisfied 17.000 27.000 15.000 0
In the case of the absolute model, the disparities are equal than the dissimilarities
Residual distances:
HighlySatisfied
Above satisfiedlevel
Below satisfiedlevel Dissatisfied
Highly Satisfied 0 2.737 2.645 0.157
Above satisfied level 2.737 0 -2.626 -0.130
Below satisfied level 2.645 -2.626 0 -0.062
Dissatisfied 0.157 -0.130 -0.062 0
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Comparative table:
Pair Dissimilarity Disparity DistanceDissimilarity
rankDisparity
rankDistanc
rank
Highly Satisfied - Above satisfied level 10.000 10.000 12.737 1 1
Highly Satisfied - Below satisfied level 12.000 12.000 14.645 2 2
Below satisfied level Dissatisfied 15.000 15.000 14.938 3 3
Highly Satisfied Dissatisfied 17.000 17.000 17.157 4 4
Above satisfied level
Dissatisfied 27.000 27.000 26.870 5 5 Above satisfied level - Below satisfiedlevel 30.000 30.000 27.374 6 6
In the case of the absolute model, the disparities are equal than the dissimilarities
Summary of repetitions:
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Repetition Iterations Initial stress Fin. stress
1 27 0.412 0.095
2 26 0.424 0.095
3 27 0.459 0.095
4 26 0.533 0.095
5 28 0.486 0.095
6 26 0.362 0.095
7 28 0.648 0.095
8 28 0.439 0.095
9 26 0.481 0.095
10 30 0.622 0.095
In bold, repetition corresponding to the best solution that XLSTAT found
Interpretation:As we can see the observed values are near towards trend line so we can interpret the disparity and the dissimilarity among this data is
quite negligible.
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HYPOTHESIS TESTING
CHI SQUARE TEST
XLSTAT 7.1 - Tests on Contingency Tables (Chi-square...) - 9/26/2007 at 11:55:25 AM
Data: workbook = Book1.xls / sheet = Sheet1 / range = $B$2:$E$5 / 4 rows and 4 columns
In case of square table, the Cohen's Kappa is calculated
Independence tests between the rows and columns in the contingency table:
Chi-square test:
Chi-square (observed value) 15.120
Chi-square (critical value) 16.919
DF 9
One-tailed p-value 0.088
Alpha 0.05
Decision:At the level of significance Alpha=0.050 the decision is to not reject the null hypothesis of independence between the rows and thecolumns.
In other words, the dependence between the rows and the columns is not significant.
Chi-square likelihood ratio test (Wilks' G):
Wilks' G (observed value) 17.624
Wilks' G (critical value) 16.919
DF 9
One-tailed p-value 0.040
Alpha 0.05
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Decision:
At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of independence between the rows and the columns.
In other words, the dependence between the rows and the columns is significant.
Table of the statistics testing the independence rows/columns:
Value DF p-value
Chi-square 15.120 9 0.088
Wilks' G 17.624 9 0.040
Table of the coefficients:
Coefficient Value
Pearson's Phi 0.251
Cramer's V 0.145
Tschuprow's T 0.145
Contingency coefficient 0.243
Theil's U (R|C) 0.026
Theil's U (C|R) 0.029
Averaged Theil's U 0.028
Goodman and Kruskal tau (R|C) 0.021Goodman and Kruskal tau (C|R) 0.016
Averaged Goodman and Kruskal tau 0.018
Cohen's Kappa -0.039
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CORRELATION
XLSTAT 7.1 - Correlation Tests - 9/26/2007 at 11:57:10 AM
Variable 1: workbook = Book1.xls / sheet = Sheet2 / range = $B$4:$B$8 / 5 rows and 1 column
Variable 2: workbook = Book1.xls / sheet = Sheet2 / range = $C$4:$C$8 / 5 rows and 1 column
Significance level: 0.05
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Pearson's correlation coefficient test (parametric test):
Observed value 0.988
Two-tailed p-value 0.002
Alpha 0.05
Decision:At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absenceof correlation.
In other words, the correlation is significant.
Interpretation:At the level of significance Alpha=0.050 the decision is to reject the null hypothesis of absence of correlation. Thus we can conclude the abovecorrelation is significant.
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LIMITATIONS OF THE STUDY
The limitation of the study includes the weak points that are not covered during the
study. A person cant analyze all aspects of the study. Sometimes he forgot some factors
or sometimes he is not able to study the impact of these factors because of time
constraints or limited recourses.
The Size of the sample use i.e. 60 in the study is very small which may influence
the finding of the study.
Non responses or wrong responses of the employees is also act as the constraint in
the collection of the relevant information,
Some respondents were not feeling relevant in telling what they personally feel.
They were giving views from industries angle rather than the personal point of
view.
The study was confined to the selected employees only.
Time frame of the study was not sufficient in establishing any trends.
Non relevant and slightly negative attitude of some employees towards this
survey.
Time constraint is also there due to this I cant survey the whole unit.
Budgetary constraints enforce me to cease somewhere.
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ANALYSIS AND INTERPRETATION
WHAT DO U THINK TRAINING & DEVELOPMENT PROGRAMS ARE?
RESPONSES PERCENTAGE
BENEFICIAL PROGRAMME 69
PROVIDE SOME KNOWLEDGE 12
NO IDEA 10
OFFICIAL BONDAGE 7
MERE TIME WASTE 2
INTERPRETATION:
ABOUT 69% OF EMPLOYEES FEEL T & D PROGRRAME TO BE BENEFICIAL
AND 19% FEEL IT TO BE WASTEFUL.
0
10
20
30
40
50
60
70
P
B P
S K
N I
OB
T W
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WOULD YOU LIKE TO UNDERGO TRAINING IN FUTURE.?
RESPONSES PERCENTAGE
HIGH INTEREST 45
OPTIMUM LEVEL OF INTEREST 26NO INTEREST 7
LOW LEVEL INTEREST 13
LOWEST INTEREST 9
INTERPRETATION:
71% OF THE WORKERS ARE INTERESTED IN TRAINING PROGRAMMES,
HOWEVER29% ARE NOT AT ALL INTERESTED.
0
5
10
15
20
25
30
35
40
45
H I OLI NI LLI LI
%
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WHAT SHOULD BE THE DURATION OF TRAINING?
RESPONSES PERCENTAGE
0-1 MONTHS 42
1-2 MONTHS 18
ANY TIME 27
6 MONTHS 8
> 6 MONTHS 5
INTERPRETATION:
ABOUT 60% OF THE EMPLOYEES THINK TRAINING TO BE SCHEDULED FOR
THREE MONTHS AND 40% IT TO BE EXTENDED BEYOND 6 MONTHS.
1 M
>1M
A T
6 M
>6M
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YOUR INTEREST IN JOB RELATED TRAINING WAS..
RESPONSES PERCENTAGE
VERY HIGH 10
HIGH 74
NIL 0
LOW 12
LOWEST 4
INTERPRETATION
EMPLOYEES INTERESTED IN JOB RELATED TRAINING IS 75% AND ABOUT
15% ARE NOT INTERESTED.
10
74
0 12
4
BENEFIT OF JOB RELATED TRAINING
VERY HIGH HIGH NIL LOW LOWEST
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DID JOB RELATED TRAINING BENEFIT YOUR SKILLS
RESPONSES PERCENTAGE
VERY HIGH 78
HIGH 12
NIL 0
LOW 1
LOWEST 2
INTERPRETATION:
90% OF THE EMPLOYEES THINK JOB RELATED TRAINING TO BE
BENEFICIAL PROGRAMME AND 3 TO 4% THINK IT TO BE USELESS.
78
12012
BENEFITS OF JOB RELATED TRAINING
VERY HIGH HIGH NIL LOW LOWEST
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YOUR INTEREST IN NON-JOB RELATED TRAINING WAS
RESPONSES PERCENTAGE
VERY HIGH 13
HIGH 11
NIL 35
LOW 31
LOWEST 10
INTERPRETATION:
EMPLOYEES INTERESTED IN NON JOB RELATED TRAINING IS 25% AND
ABOUT 75% HAD LOW INTEREST.
13
11
35
31
10
INTEREST IN NON-JOB RELATED TRAINING
VERY HIGH HIGH NIL LOW LOWEST
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DID NON-JOB RELATED TRAINING BENEFIT YOUR ABILITY
RESPONSES PERCENTAGE
VERY HIGH 16
HIGH 25
NIL 13
LOW 29
LOWEST 17
INTERPRETATION:
40% OF THE EMPLOYEES FIND NON JOB RELATED TRAINING USEFUL
HOWEVER 60% DID NOT FIND IT USEFUL.
16
25
13
29
17
BENEFITS OF NON-JOB RELATED TRAINING
VERY HIGH HIGH NIL LOW LOWEST
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MODE OF TRAINING SHOULD BE
RESPONSES PERCENTAGE
ON THE JOB 57
OFF THE JOB 23
NO IDEA 15
DISTANCE LEARNING 3
ONLINE 2
INTERPRETATION:
MODE OF TRAINING SHOULD BE ON THE JOB IN THE VIEW POINT OF 42%
OF THE EMPLOYEES AND REMAINING PREFER SOME OTHER METHODS.
0
10
20
30
40
50
60
ON THE
JOB
OFF THE
JOB
NO IDEA DISTANCE
LEARNING
ONLINE
57
23
15
3 2
MODE OF TRAINING
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AN INSTRUCTOR SHOULD BE
RESPONSES PERCENTAGE
AN EXISTING EMPLOYEE 17
EXPERT CALLED FROM OUTSIDE 29
NO IDEA 36
ANYONE 4
YOUR BOSS 14
INTERPRETATION:
AN INSTRUCTOR SHOULD BE EXISTING EMPLOYEE ACCORDING R TO 17%
OF THE EMPLOYEES AND 29% THINK THE TRAINER SHOULD BE CALLED
FROM 29%.
17
29
36
4
14
INSTRUCTOR
AN EXISTING
EMPLOYEE
EXPERT CALLED
FROM OUTSIDE
NO IDEA
ANYONE
YOUR BOSS
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WHAT FACILITIES TO YOU EXPECT DURING YOUR TRAINING
RESPONSES PERCENTAGE
TEA 33
SNACKS 12
OTHER FACILITIES 6
COLD DRINKS 31
SHORT BREAK 18
INTERPRETATION:
45% OF WORKERS SUPPORTED TEA AND SNACKS AS FACILITIES DURING
TRAINING AND ABOUT 18% OF PREFERRED SHORT BREAKS.
33
12
631
18
FACILITIES
TEA SNACKS OTHER FACILITIES COLD DRINKS SHORT BREAK
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FINDINGS
Findings are the essence of the study. In the time frame of my training I found certain
results. That are:
The company gives preference to "on the job training procedure".
The company uses recommendation from present employee for the improvement
in training procedure.
The company has provision for the training & development programme for all the
workers working in the organisation.
About 81% of the workers find training & development programme beneficial.
19% of the workers find training & development programme wasteful.
About 71% of the employees showed interest in training.
29% of the employees had low level interest towards training & development
programme.
60% of the employee have notion not to exceed duration of training more than
three months.
But some of the employees think it to schedule towards the duration of six months
and more.
84% of workers are interested in job related training.
16% have low level interest in job related training.
About 90% of the employee feel that training benefit them and help them
grooming up their skills.
Only few did not find it successful.
About 15% find non-job related training be useful.
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RECOMMENDATIONS
Recommendations are very necessary for an organisation to revamp and to hone the skills
of its workforce and hence accelerating its productivity, efficiency and effectiveness.
Company should use fair and just training procedures. Company should use performance test for evaluating the success of training
procedure.
Policies regarding training should be flexible so that necessary changes can be
brought as and when necessary.
Company should try to motivate its employees for active participation in training
programmes.
Time to time surveys should be done so as to improve training programme
methods.
Congenial environment should be imparted for workers and employees as they are
the assets of the organisation.
Regular checks and vigilance should be done for the effective training programme.
Certain personality development programmes should be conducted for the
betterment of the manpower in the organisation.
Sports and recreational facilities should be started so as to improve the disguised
talents of the workers.
Certain awards and appreciation during training and their job would bring wonders
of course.
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POLICY IMPLICATIONS
Policy is a set of actions that are frame so as to achieve certain stated goals and
objectives but it is not necessary at all the times to get fruitful results . policy are
framed to strive goals and objectives . Nothing is perfect in this world so certain
recommendations were offered to the organization where we think the company can
revamp. Suggestions would be absorbed by the company whenever there is a
reformulation and restructuring of the these policies.
Following are the suggestions :
1. During training procedure , many times we visited workers canteen but the
hygienic conditions and facilities provided them are not appropriate, I
recommended human resource manager for the betterment of the same .
2. Companys Doctor is over loaded so one assistant should be a pointed to
him for imparting better medical facilities .
3. Visitors lounge should be that would help in creating edge over minds of
visitors .
4. Time office should be automated as the technology is advancing .
5. Some recreational facilities should be stated so as to improve workers
interest in the organization .
6. Some sports facilities should be initiated to a certain level for betterment of
the employees .
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BIBLIOGRAPHY
Ashwathappa K. ; Human resource Management ; X Edition ; Tata-McGraw Hill
Dessler Gary; Human Resource Management ; VIII Edition ; Pearson Education
Rao Suba P. ; Essentials of Human Resource Management & Industrial Relations(Text cases & Games) ; II Edition ; Himalaya Publishing House
Chhabra T. N. ; Human Resource Management Concepts & Issues ; V Edition ;
Dwivedi R. S. ; Managing Human Resources Personnel Management in Indian
Enterprises ; I Edition ; Galgotia Publishing Company
Bhattacharya Dipak ; Human Resource Planning ; II Edition ; Excel Books
Prasad L. M. ; Human Resource Management ; II Edition ; Sultan Chand & Sons
Rao V. S. P. ; Human Resource Management (Text & Cases) ; II Edition ; Excel
Books
Bernardi John H. ; Human Resource Management ( An Experimental Approach );
IV Edition ; Tata- McGraw Hill
Dowling Peter & Welch Denice ; International Human Resource Management
(Managing People in a Multi National Context) ; IV Edition; Thomson South
Western
Beardwell Inn & Holden Len ; Human Resource Management- A Contemporary
Perspective ; I Edition ; McMillan India Ltd.
Saiyadain Mirza ; Human Resource Management ; III Edition; Tata McGraw Hill
Decenzo David & Robbins Stephanie ; Personnel / Human Resource Management;
III Edition; Pearson Hall
Ratnam Venkata & Srivastava B. K. ; XI Edition ; Tata McGraw Hill
Ivancevich John ; Human Resource Management ; IX Editon ; Tata McGraw Hill
Werner Jon & Simone Randy ; Human Resource Development ; IV Edition;
Thomson Mckenna Eugene & Beech Nic ; The Essence OF Human Resource Management ;
III Edition ; PHI Private Ltd
Greer Charles ; Strategic Human Resource Management ( A General Approach) ;
II Edition ; Pearson Education
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Gomez Mijia & Balkin David & Cardy Robert ; Managing Human Resource ; IV
Edition ; PHI
HRM Review; The ICFAI University Press
MBA Review; The ICFAI University Press
Indian Management; AIMA
Business & Management ; Chronicle Publication
Training & Management
www.saraswatisugar.com
www.citehr.com
http://www.workforce.com/section/11/
Human Capital
Management & Labour Studies ; XLRI, Jamshedpur
http://www.saraswatisugar.com/http://www.citehr.com/http://www.workforce.com/section/11/http://www.workforce.com/section/11/http://www.citehr.com/http://www.saraswatisugar.com/ -
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ANNEXURE - 1
QUESTIONNAIRE
Name of Respondent ___________________________________________________
Branch ______________________________________________________________
Age _______________________________________________________________
Q. 1. Did you undergone training ?
Yes No
Q. 2. What you think Training and Development programme are ?
Beneficial programme provides are Knowledge
No Idea Just official
Mere time Waste
Q. 3. Would You like to Under go Training in Future ?
High interest optimum Level of interest
No interest low Level of interest
Lowest Level
Q. 4. What should be the duration of Training ?
0-1 month 1-3 month
Any time 6 months
More than 6 months
Q. 5. Your interest in job related training was ?
Very high High
Low Lowest
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Q. 6. Did job Related training benefit you ?
Very high high
Nil Low
Lowest
Q. 7. Your interest in non- Related training was ?
Very high high
Nil Low
Lowest
Q. 8. Did- non Job related training benefit your ability ?
Very high high
Nil Low
Lowest
Q. 9. Mode of training should be ?
On the job Off the job
Distance learning No idea
Q. 10. Instructor should be ?
An existing Employee Expert ( Called from outside )
No idea Any one
Your Boss
Q. 11. What facilities do you expect during your training ?
Tea Sancks
Other Facilities Cold drink
Soft Drink
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Q. 12. Behavior of instructor or Trainer was ?
Excellent Very Good
Good Satisfactory
Not Satisfactory
Q, 13. Any training programme you like to conduct periodically . Give Title ?
A B
C D
Q. 14 Any other suggestions ?
A C
C D