Training and Motivation in KSSC, Adoor

EMPLOYEES TRAINING AND DEVELOPMENT IN KSCC LTD, ADOOR
INTRODUCTION
MMNSS COLLEGE, KONNI 1

1.1 INTRODUCTION
Training and Development is indispensable strategic tool for enhancing

employee performance and organizations keep increasing training budget on yearly
basis with believe that it will earn them competitive “KERALA STATE COIR
CORPORATION LTD, ADOOR”.
According to Flippo “Human Resource Management is the planning, organizing,

directly and controlling of the procurement, development, compensation, integration,
maintenance and reproduction of human resource of the end that individual,
organizational and societal objectives are accomplished.
Training and development play an important role in the effectiveness of

organizations and to be the experiences of people in the work. Training and
development is implications for productivity, health and safety at work and develop
their staff. Most organizations are cognizant of this requirement and invest effort and
other resources in training and development. Training is one of the chief methods of
maintaining and improving intellectual capital, so the quality of an organization’s
training affects its value. Training affects employees retention and is a valuable
commodity that, if viewed as an investment rather than as an expense, can produce
high returns .
KERALA STATE COIR CORPORATION LTD, ADOOR (KSCC) help employees to

acquire the basic skills required for the efficient execution of the functions for which
they are hired. Development, on the other hand, deals with activities undertaken to
expose employees to perform additional duties and assumes positions of importance
in the organizational hierarchy. Training is the act of increasing the knowledge and
skill of an employee for doing particular job.
Companies aims to train and develop employees by using an array of

educational methods and programs. Training improves changes and moulds the
employees knowledge, skill, behavior and aptitude and attitudes towards the
requirement of the job and the organization. Training is a never ending process

which seeks to develop the skill and ability of the employee and also it make them a
perfect individual to work in the proper manner is any difficult situations.
Training and development oriental which is aimed at improving the behavior

and performance of a person. It keeps an individuals to perform his present job and
the new job satisfactorily.

1.2 PROBLEM DEFINITION
The project deals with the study of “Training and development of employees”.
Its objective is to analyse the training and development programme in “Kerala State
Coir Corporation LTD, Adoor”. To examine the effectiveness of training in overall
development of skill of workforce For the study the data was collected from (KSCC),
LTD, Adoor;
The study was successfully with the employees of the company.

1.3 OBJECTIVES OF THE STUDY
 To study the type of training programme conducted in (KSCC).

 To examine the impact on training on workers.
 To analyse the employee training and development programme.
 To find out whether the training programmes are helpful for the employees.

1.4 SCOPE OF THE STUDY
It is the practice in almost all organizations to educate its work force which can
only be done through Training and development programs. Further after training
program the organization will evaluate the effectiveness of a training program at the
end of the course. This may be called a reaction evaluation or a post training
evaluation where the feedback is given by the employees as to how well the course
was received by the trainee after the course. This is important for implementation of
the new ideas gained through training .

1.5 LIMITATIONS OF THE STUDY
 Data was collected only from the permanent workers.

 Some of the respondents were not interested in responding.
 The study is based only on the information received from questionnaire.
 Due to the busy schedule the employee did not co-operate to the fullest in the
project.

LITERATURE REVIEW

Training and Development
An Introduction In this changing and globalization environment organization

have to upgrade their work methods, technical and managerial skills, and employees
needs motivation to face the challenges due to which an employee training most
important in the changing environment because a need for highly specialized
workmen is felt in the global way. Every organization and individual should develop
and progress simultaneously for their survival and attainment of mutual goals. So
every modern management has to develop the organization through human resource
development. Employee training is the important sub – system of human resource
development. Training is an important activity in many organizations. We generally
see that a new machine is installed in a factory, it is operated on the trial basis before
going into actual production. After an employee is selected, placed and introduced he
or she must be provided with training facility job. Training is the act of increasing the
knowledge and skill of an employee for doing a particular job. Training is a short term
educational process and utilizing a systematic and organized procedure by which
employees learn technical knowledge and skills for a definite purpose. Training
improves, changes , moulds the employee’s knowledge , skill , behavior , aptitude , and
attitude towards the requirements of the job and organization. Training refers to the
teaching and learning activities carried on for the primary purpose of helping
members of an organization , to acquire and apply the knowledge , skills , abilities and
attitudes needed by a particular job and organization. Training is a short term
process utilizing a systematic and organized procedure by which non managerial
person acquires technical knowledge and skill for a definite purpose. It refers to
instruction in technical and mechanical operation like operation of some machines. It
is designed primarily for non – manager, short duration and specific job related
purposes.
Need for training:
Every organization or established should provide training to all employees

irrespective of their qualification, skill, suitability for the job etc. Thus, no

organization can choose whether or not to train employees . Training is not
something that is done once to new employees; it is used continuously in every well
run establishment. Further, technological changes, automation, require up – dating
the skills and knowledge. As such an organization has to retrain the old employees.
An employee’s specification may not exactly suit to the requirements of the job and
the organization irrespective of his past experience, qualification, skills, knowledge
etc. Thus every management finds deviations between employee’s present
specifications and the job requirements and organizational needs The need for
training also arises to:
 Increase productivity
 Improve quality of the product / service
 Help a company to fulfills its future personnel needs.
 Improve organizational climate.
 Effect the personal growth.
 Minimize the resistance to change.
The primary goal or most of the organizations is their viability is continuously

influenced by environmental pressure. If the organization desires to adapt these
changes, first it has to train the employees to impart specific skills and knowledge in
order to enable them to contribute to the organizational efficiency and to cope with
the changing environment. Every organization in order to survive and to effective
should adopt the latest technology, i.e. mechanization, computerization and
automation. Adoption of latest technological means and methods will not be complete
until they are manned by employees possessing skill to operate them. So,
organization should train the employees to enrich them in the areas of changing
technical skills and knowledge from time to time. This creates the complex problems
of co – ordination and integration and integration of activities adaptable for and
adaptable to the expanding and diversifying situations. This situation calls for
training in the skills of co – ordination, integration and adaptability to the
requirements of growth , diversification and expansion . Companies constantly search
for opportunities to improve organizational effectiveness. Trends in approach
towards personnel management has changed from the commodity Approach to

partnership approach , crossing the human relations approach . So training in human

relations is necessary to deal with human problems and to maintain human relations.
Training is also necessary when the existing employee is promoted to the higher level
in the organization and when there is some new job or occupation due to transfer,
techniques or technology.
Training methods:
As a result of research in the field of training, a number of programs are available.

Some of these are new methods, while others are improvements over the traditional
method. The training programs commonly used to train operative and supervisory
personnel are discussed below. These programs are classified into on the job and Off
the job training programs.
 On – the – job Training Methods
This type of training, also known as job instruction training, is the most commonly
used method. Under this method, the individual is placed on a regular job and taught
the skills necessary to perform that job. The trainee learns under the supervision and
guidance of a qualified worker or instructor. On the job training has the advantage of
giving first-hand knowledge and experience under the actual working conditions. On-
the job training methods include job rotation, coaching, job instruction or training
through step-by-step and committee assignments.
 Job Rotation
 Coaching
 Job Instruction
 Training through step-by-step
 Committee Assignments
Job Rotation: This type of training involves the movement of the trainee from one job
to another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different job assignments. Though this method of

training is common in training managers for general management positions, trainees

can also be rotated from job to job in workshop jobs. This method gives an
opportunity to the trainee to understand the problems of employees on other jobs
and respect .
(b)Coaching: The trainee is placed under a particular supervisor functions as a coach

in training the individual. The supervisor provides who feedback to the trainee on
this performance and offers him some suggestions for improvement. Often the trainee
shares some of the duties and responsibilities of the coach and relieves him of his
burden. A limitation of this method of training is that the trainee may not have the
freedom or opportunity to express his own ideas.
 Off- the- job Methods
 Vestibule Training
 Role Playing
 Lecture Methods
 Conference or Discussion
 Programmed Instruction
 Case Studies
PRINCIPLES OF TRAINING:
Motivation:
As the effectiveness of an employee depends on how well he is motivated by

management, the effectiveness of learning also depends on motivation. The trainee
will acquire a new skill or knowledge thoroughly and quickly if he or she is highly
motivated. Thus, the training must be related to the desires of the trainee. It has been
found by various research studies that there is a relation between learning rapidly
and effectively and providing right information specifically, and as such the trainer
should not give excessive information or information that can be misinterpreted. The
trainee also wants to learn a new skill without much difficulty and without handing

too much or receiving excessive information or wrong type of progressive

information. So, the trainer has to provide only the required amount of progressive
information specifically to the trainee. The effectiveness of the trainee inlearning new
skills or acquiring new knowledge should be reinforced by means of rewards and
punishments. Punishments are also called negative reinforcements. Management
should take care to award the successful trainees. A trainee should actively
participate in the training programs in order to make the learning programs an
effective one. Continuous and long practice is highly essential for effective learning.
ADVANTAGES OF TRAINING:
The contributions of imparting training to a Company should be readily apparent. The

major values are:
 Increased productivity: An increase in skill usually results in an increment in

both quality and quantity of output. However, the increasingly technical nature
of modem jobs demands systematic training to make possible even minimum
levels of accomplishment.
 Reduced Supervision: The trained employee is one who can perform with
limited supervision. Both employee and supervisor want less supervision but
greater independence is not possible unless the employee is adequately trained.
 Reduced Accidents: More accidents are caused by deficiencies in people than by
deficiencies in equipment and working conditions. Proper training in both job
skills and safety attitudes should contribute toward a reduction in the accident
rate.
 Increased Organizational Stability: The ability of an organization to sustain its
effectiveness despite the loss of key personnel can be developed only through
creation of a reservoir of employees. Flexibility, the ability to adjust to short run
variations in the volume of work requires personnel with multiple skills to
permit their transfer to jobs where the demand is highest.

IMPORTANCE OF TRAINING:
 Training Benefits the Organization.

 Leads to improved profitability and/or more positive attitudes toward
profits orientation.
 Improves the job knowledge and skills at all levels of the organization.
 Improves the morale of the workforce.
 Helps people identify with organizational goals.
 Helps create a better corporate image.
 Aids in understanding and carrying out organizational policies.
 Provides information for future needs in all areas of the organization.
 Organization gets more effective decision-making and problem solving.
Helps keep costs down in many areas, e.g. production, personnel,
administration,
 Develops a sense of responsibility to the organization for being competent
and knowledgeable.
 Improves labor-management relations.
 Benefits to the Individual, which in Turn Ultimately Should Benefit the
Organization:
 Helps the individual in making better decisions and effective problem
solving.
 Through training and development, motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and
operationalized.
 Aids in encouraging and achieving self-development and self-confidence.
 Helps a person handle stress, tension, frustration and conflict.
 Provides information for improving leadership knowledge, communication
skills and attitudes.
 Increases job satisfaction and recognition.
 Moves a person toward personal goal while improving interactive skills.
 Satisfies, personal needs of the trainer (and trainee).

 Provides the trainee an avenue for growth and a say in his/her own future.
 Develops a sense of growth in learning.
 Benefits in Personnel and Human Relations, Intra and Inter Group Relations
and Policy Implementation:
 Improves communication between groups and individual
DEVELOPMENT
In contrast a development is a long term process utilizing a systematic and

organized procedure by which managerial personnel get conceptual and theoretical
knowledge it is not technical knowledge or skills but philosophical theoretical
educational concept. It is considered more general than training and more oriented to
individuals needs in addition to organized needs and it is most often aimed towards
management people. Usually the intent of development is to provide knowledge and
understanding function more effectively such as problem solving decision making
and relating to people. Successful candidate placed on the job need training to
perform their duties effectively. Workers must be trained to operate machines,
reduce scrap and avoid accidents. It is not only the workers who need training.
Another component of a training and development program is development which is
less skill oriented but stresses on knowledge about business environment,
management principles and technique, human relations, specific industry analysis
and the like is useful for better management of a company. Supervisors, managers
and executives also need to be developed in order to enable them to grow and acquire
maturity of though and action. Training and development constitute an ongoing
process in an organization. In simple terms, training and development refer to the
importing of specific skills abilities and knowledge to an employee.
NATURE AND SCOPE OF TRAINING AND DEVELOPMENT
In simple terms training and development refers to the imparting of specific

skill and abilities and knowledge to employee. A formal definition of training and

development is an attempt to improve current future employee performance by

increasing an employee ability to perform through learning usually by changing the
employee attitude and increasing his or her knowledge.

INDRUSTRY PROFILE

3.1. A BRIEF HISTORY OF THE STUDY
The history of coir in India stated with the association of Kerala state which
dates back to the 19th century. Between the western Ghats on the east and the
Arabian sea on the west. Kerala is one of the most beautiful state of India. A tropical
paeedies of waving coconut palm send wide sandy beaches, this thin strip of coastal
territory slopes down from the mountain Ghats in a cascade of lush green vegetation
and varied fauna. One of the most commonly seen tropical trees in Kerala is the
coconut tree. Today Indian coir industry has come a long way from manufacturing
simple ropes to various high end lifestyle products. India established its first coir
factory in Alleppey and one times daerch, initiated the process of professionalism and
modernization in an unorganized sector. Over one hundred and forty summers ago,
when times darech decided to establish a coir factory in Alleppey. He might not have
visualized the kind of revaluation he was launching in a strange land.
The turopeans had entrenched themselves in Indian cello continent and

political revaluations of different hues were being enacted in various parts of India.
But once that Daerah launched by establishing Indians first coir factory in 1859-60 in
Alleppey, popularly known as the venice of the east. In India coir making is largely a
dissipated industry with households producing minuscule quantity of product. They
had established an appeal of fibre by retting and then heating coconut for the interior
husks. In India produced fibre and many as 1402 of the 1831 coir units in yarn hardly
bothered about the advantages kerala where in Alleppey, establishing of
professionally organizing their traditional coastal town as the unchallenged
headquarters of coir making capabilities. The golden textured Indian coir fibre, which
Andhra Pradesh, Odisha and Goa produced captured the enropean and world
markets. From then on, there was the success of Indian coir’s region and it had no
turning back. The big corporate soon established coir factories in Alleppey, Kollam,
Kozhikode, Kochi and other parts of Kerala. Industrial giants including Volker
Brothers, William Good acre, Pierce Lestile and Aspin wall moved into tap the
potential offered by the golden fibre and Alleppey was soon a household name all
over Europe and India coir is a 100% organic and bio degradable fibre which has

great water absorbency and has a definite edge over synthetic geo textiles, in the
environmental aspect and issues.
The main reasons that helped the establishment of the coir spinning industry in
Kerala are the presence of brackish back waters and lagoons of the state.

3.2 INDUSTRIAL PERFORMANCE-GLOBAL, NATIONAL & REGIONAL
 GLOBAL:
As the world is going green and adopting sustainable methods in all sectors, the
utilization of eco-friendly products has increased. Coir and coir products are
prominent examples of eco-friendly products. Coir pith can be used as a substitute for
peat moss and coir fiber for wood.
Rubberized coir is also frequently utilized in the automobile industry due to its
environmentally friendly properties. Coir is a 100% natural and organic resource,
which does not harm the environment, and is also available at a low cost.
Global concerns over sustainability and environment protection are increasing the
usage of eco-friendly products, which are also creating more demand for coir
products. Thereby boosting the growth of the coir market. Coir products are widely
applicable due to their advanced properties such as high-water absorption, high
durability, soil erosion control capacity etc.
 NATIONAL:
Indian coir industry is an important cottage industry contributing significantly to the

economy of the major coconut growing states and union territories, i.e Kerala,
Tamilnadu, Andhra Pradesh, Karnataka, Maharashtra, Goa, Orissa, Assam, Andaman &
Nicobar, Lakshadweep, Pondicherry, etc. about 5.5 lakh person get employment,
mostly pact time, in this industry. The exports from this industry are around Rs. 70
crores, coconut husk is the basic raw material for coir products. Around 50 per cent of
the available coir husk is used to produce coir products. Hence, there is scope for
growth of coir industry. During the seventh plan period. Encouragement has been
given for expansion of home market through publicity and advertisement, product
diversification, adoption of new technology, research and development, training for
artisans, including women and social welfare measures for coir workers, most of
whom are SC/ST and women. The eighth plan programmers for coir industry aimed
at increased utilization of coconut husk for production of coir fiber, growth of the

domestic market, strengthening of research and development to find out new uses of
coir fiber especially in the areas of geo-fiber, fire retardant, cement and gypsum
polymer development, acquiring of new technology like PVC – tufted coir products,
encouragement to co-operativisation and providing social welfare, civic amenities
and medical facilities to coir workers. Emphasis would be laid on mechanization in a
phased manner without affecting employment to make Indian coir products
competitive in the export market. Brown coir fiber production would be encouraged
by providing seed capital assistance modernization of coir units has been envisaged
by providing incentives for installation of modern equipments to make coir industry
more competitive in the export market. Special training programs have been
formulated for women artisans. Improved modern treadle roots would be provided to
trained women artisans to increase employment and earnings, medical facilities,
creche for children of coir workers, model coir village for SC/ST coir workers and
social welfare schemes would be implemented during the tighth plan period.
 REGIONAL:
Those who have a taken a cruise along the backwaters of Kollam wouldn’t have
missed the pleasing visual of villagers engaged in the manufacturing of coir. The
women folk and weaving wheels work intimately to fabricate one of the strongest
threads in the world-coir, the golden fiber of Kerala.
Coconut fiber extracted from coconut husks is used in the marketing of coir. With the
abundance of coconut tree Kerala has been become an ideal locate for coir industry.
Kerala is the home of Indian coir industry, particularly white fiber, accounting for 61
per cent of coconut production and over 85 percent of coir products. Around 50 per
cent of the available coir husk is used to produce coir products. Though the use of coir
in Kerala dates back to several centuries, an organized coir industry emerged only in
the mid-19th century when an lrishman, James Darragh, set up the countries first coir
factory at Alappuzha.
For the people living by the side of the backwaters of Alappuzha and Kollam districts
coir making is their primary occupation. Coir industry is the one of the major

traditional industries in the state and second only to agriculture in terms of

employment. It provides employment to around 4 lakh persons of which 84% are
women.
In the hands of master craftsmen this raw and rough coir is given magical textures
and are turned into a number of products. Traditionally it has been used to make
rope, twine, brooms and brushes, doormats, rugs, mattresses and other upholstery.
Among the innumerable products made of the resilient and durable coir fiber the
most sough-after products are mat and bed.
The popularity of value-added products such as coir pith and coco lawn are attractive
for the coir industry coir pith the by- products of coir industry is a soil conditioner.
Since it absorbs and retains water easily it is in high demand in water scarce areas.
Today, coir and coir products of Kerala are said to be the finest in the world.
Following the world wide shift toward eco-friendly products there is an increasing
demand for the coir products of Kerala in the international market, especially in
Africa, Latin America and middle east.

3.3 PROSPECTS AND CHALLENGES OF THE INDUSTRY
Kerala State Coir Corporation Ltd based in Alappuzha, Kerala, has been working
as a fully owned government company since 1969 excelling in manufacturing and
promoting coir products of the state. The company as an ISO certified manufacturer
deals in a large portfolio of coir products, including different types of mat, tile,
mattress and rug. Hi tech tufter machines, power looms, handlooms are utilized for
manufacturing these products that are also duly tested on a set parameters of quality
before being. Approved for supply in India and export to overseas market. Coir is an
eco friendly, bio degradable, renewable natural material, this shares only 5% of the
market with 95% held by synthetics.
Since the world over there is a concern for preserving the environment and coir
being versatile products that can be put to many other applications to substitute
synthetics, wood and ply; the demand for coir and coir products is bound to increase
especially in the developed countries.

COMPANY PROFILE

4.1 BRIEF HISTORY OF THE ORGANISATION AND CURRENT BOARD

OF DIRECTORS/ORGANISATIONAL CHART
The Kerala State Coir Corporation Ltd (KSCC) was established in 1969 by the
government of Kerala to find out market for the coir products of smell scare
producers in the state of Kerala and manufacture coir products. The main objective of
setting up this company in 1969 was for the systematic development of coir industry
in Kerala State. It caters to the needs of the small scale coir manufactures by
providing them facilities for manufacturing and marketing opportunities. Over the
years KSCC is supporting the sector by procuring the produce of small-scale
producers, which they cannot sell it in the market. KSCC directly producers coir
products from small-scale producers mats and matting co-operatives and thereby
reducing the influence of middlemen in the business. KSCC is the one of the company
entrusted by the government of Kerala for implementing the purchase price
stabilization (PPS) scheme in the coir sector. Under the scheme the KSCC directly
procures coir products from small-scale producers and cooperative price at pae with
production cost and compensate the loss, if any, while selling it at market prices.
This is a fully government owned company has board of directors to

government the company. The government of Kerala appoints the chairman and the
board of directors from time to time. The company’s head office is located at
Alappuzha and the correspondence address is:-
The Kerala State Coir Corporation Ltd P.B. No.191, CINB Road, Vazhicherry Ward,
Alappuzha, Kerala 688001.
Phone : +91477 2245044/

Fax : + 91477 2243112
E-mail : coircorporation@coircraft.com/
Website : www.coircraft.com

KSCC has production facilities in three units in Kerala. The latest addition is one
in KINFRA Industrial Park, Elamannor Post, Adoor, Pathanamthitta District. KSCC is
having many facilities to cater their own manufacturing, like unique dyeing house
with computerized color matching and color mixing facilities. This unique dyeing
house can process huge quantity of various natural fibres such as Coir, Sisal, Jute,
Hemp, Aloe etc.. to produce products in uniform shade and tone. KSCC has Computer
Aided Design (CAD) studio for designing new design according to the varied tester of
the customer including international customers. The CAD studio at the KSCC is the
first CAD studio in the coir industry in India.

ORGANIZATIONAL STRUCTURE
HEAD – OFFICE (MD)
MANAGER
FINANCE HR PRODUCTION
ACCOUNTANT UDC SUPERVISORS
TECHNICIANS TRAINEES APPRENTICE
PLANT
WORKERS
WORKERS

4.2 Mission, Vision Statement and Quality policy followed
MISSION
“To be a Rs. 500 crore company by 2025”
VISION
Generate maximum employment in coir sector
QUALITY POLICY
We are committed to enhance customer satisfaction. We review our

performance and take action for continual improvement. We review voluntarily
comply with all applicable regulatory requirements. ISO 9001:2008 is by and large
the mostly used standard for quality management system.
Updated data shows that 10,00,000 companies attained this quality system
flourishing in 170 countries. Annual increase of certification is 15% worldwide. The
Kerala State Coir Corporation is an I.S.O Company since 2000 onwards. These
standards are reviewed and revised periodically by I.S.O 9001:2008. This basis for
consistent quality and customer satisfaction in this internet age where “Customer is
King” is the adoption of a good quality management system. ISO 9001:2008 version is
prepared on the basis of principles of Total Quality Management (TQM).
Coir craft work with the commitment to attain total customer satisfaction and
therefore voluntarily abide by all regulatory norms and requirements by review our
performance and take actions for continual improvement.

4.3 Business process of the organization -product profile
Kerala ranks first in the coir product, which account for about 80% of the total
production of the countries coir products. Coir products are the maximum value
added products from the stages of fiber extraction and yarn spinning manufactures
and exports of matting.
Different products produced by Kerala state coir corporation limited are:-
 Coir
 Sisal, Sea-grass product
 Coir rugs
 Coco pots
 Coco peats
 Coir moulded trays
 Coir mattress
 Geo-textiles
 Coir doormats
 PVC doormats and matting
 Coir/Rubber doormats
 Coir Geo-textiles
 Coir rope mats
 PVC mats
 Moulded mats
 Rubber hollow mats
 Rubber iron mats
 Rubber iron with pin mats
 Poly proptlene moulded mats

PVC Backed Natural Coir Mats
PVC Backed coir mat in an ideal entrance matting solution for higher traffic
areas, either indoor or covered outdoor, ideally used recessed, this product can also
be edged with heavy duty edging for loose laid application. Manufacture from 100%
natural coconut fiber bonded to a PVC backing, this product is environment friendly
and will happily with stand heavy foot traffic. PVC backed coir is available is natural
coloring as well as black and grey (both options are fully dyed and will not fade). PVC
backed coir can be tailored to you measurement.
PVC Backed coir mat is a perfect barrier mats for all doorways. This mat is made
by tufting natural coir fiber into PVC backing. It is vinyl backing provide anti slipping
which make sure low fiber shredding properties. The major advantages of these mats
are, it provide completely clean and safe edge that will not fray. The range of PVC
Backed natural coir is also known for its best quality and durability.
FEATURES
 Environment friendly product.

 High moisture absorption.
 PVC baking reduces the dislodging of coir fibers.
 Manual power needed is 3.
 The mat can be finished by shearing and stenciling.

4.4 SWOT ANALYSES OF THE COMPANY
1. Strength
 Financial assistance from government and other sources.

 ECO friendly nature of the product.
 Newer processing technologies.
 Durability and easy handling of the raw material.
2. Weakness
 Lack of awareness among local customers.

 Brand image misconception of an ultra – luxury product.
 Fluctuating currency rates leading to random profits and uncertain buying
costs.
3. Opportunities
 Growing buying power of Indian consumers.

 Substantial increase in the size of target market segment.
 Product diversification.
4. Threats
 Growth of coir sectors in foreign countries.

 New market niche exploration.
 Challenge from newer entrance into the domestic segment.
 Lowering of important duties of coir and rival products.

RESEARCH METHODOLOGY

5.1 STATEMENT OF THE PROBLEM
This project is mainly undertaken to study On Training and development of

employees in “Kerala State Coir Corporation Ltd, Adoor”. The intention of the study is
Analyse the employee training and development program. The main aim of the study
effectiveness of training in employees. Hence, exploratory research is been
conducted. . In today’s crowed marketplace where products and services are touting
themselves to be the best, it is vital to stand out in the crowd. The study was
undertaken to explore how a company or brand can ensure a store that stands out
and not get lost in the crowd.
5.2 RESEARCH DESIGN
Research design is a plan of action, and the structure of overall procedure by

which we intend to gain more knowledge of specific problem or a specific aspect of
the subject method adopted to conduct research is survey method. In this study
descriptive research design is set of method s and procedure used in collecting
analysis study is based on the purpose of study.
5.3 Research methods
5.3.1 Population
Population of this research is finite. A finite population is that is possible to observe

all elements. The population of Kerala state coir corporation Ltd. Elamannor unit is
150 it has been include all staffs.
Sample design
Sample design is definite plan for obtaining a sample from a given population. The
sample design is used in this project is convenience sampling.

5.3.2 Sampling techniques
Convenience sampling method has been used to collect the data from the respondent.
Convenience statistical method of drawing representative data by selecting people
because of the ease of their volunteering .
5.3.3 Sample size
The number of sample unit selected From the population is called sample size 100
workers are selected as sample for collecting primary data.
5.4 Data collection design
5.4.1 Data sources
Primary data
Primary data are original data collected for the purpose of a particular study.
In the present study primary data have been collected by personal interview method
with the help of questionnaire.
Secondary data
Secondary data for the present research collected the major sources of secondary
data are from company website, different article s and journal s.
5.4.2 Collection tools
Questionnaire
Questionnaire is used as the common instrument in collecting data. A questionnaire

consist of a set of question s presented to be respondents to get their answer.

Interviews
There is a face- to-face contact between the investigator and the informants,
investigator ask them questions pertaining to the survey and collect the desired
information.
5.4.3 Data analysis tool
Percentage method is used to analyzing the data.
Percentage method
Percentage refers to the special mind of ratio percentage is used in making

comparison between two or more series of data.
Percentage = X 100
.

DATA ANALYSIS & INTERPRETATION

1. Whether your organization provides you training?
Table 1
Provide training No. of respondents Percentage

Regular training 90 90%
Once 0 0%
Twice 0 0%
Whenever need 10 10%
arises
Total 100 100%
Interpretation:
90% of the employees says organization provide training regular in the

company. 0% says that organization provide training once. 0% says that organization
provide training twice. 10% employees say that Organization provide training
whenever need arises.

GRAPH 1
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0% 0%
0%
Regular training Once Twice Whenever need
arises

2. Do you like to attend training program?
Table 2
Productivity No. of respondents Percentage
Yes 95 95%
No 5 5%
Total 100 100%
Interpretation
95% of the employees like to attend the training program and 5 % of the
employees does not like to attend the training program.

GRAPH 2
100% 95%
90%
80%
70%
60%
50%
40%
30%
20%
10% 5%
0%
Yes No

3. Are you satisfied with your existing training program?
Table 3

Satisfied 80 80%
Dissatisfied 10 10%
Good 5 5%
Excellent 5 5%
Total 100 100%
Interpretation
80% employees said that they are satisfied with existing training program. 10%
of the employees dissatisfied. 5% of the employees good. 5% of the employees
excellent.

GRAPH 3
90%
80%
80%
70%
60%
50%
40%
30%
20%
10%
10% 5% 5%
0%
Satisfied Dissatisfied Good Excellent

4. Whether training help to reduce mistake?
Table 4
Yes 90 90%
No 10 10%
Total 100 100%
Interpretation
90% of the employees training help to reduce mistake yes. 10% of employees no.

GRAPH 4
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No

5. Did you utilize the training skill and knowledge acquired through
training program?
Table 5
Always 80 80%
Sometimes 5 5%
Rarely 10 10%
Never 5 5%
Total 100 100%
Interpretation
80% of employees said that they always utilize the knowledge that acquired
through training program and 5% said sometime another 10% said to be rarely and
5% said never.

GRAPH 5
90%
80%
80%
70%
60%
50%
40%
30%
20%
10%
10% 5% 5%
0%
Always Sometimes Rarely Never

6. Whether training program harmonize with organizational goals?
Table 6
Always 70 70%
Depend 25 25%
Never 5 5%
Total 100 100%
Interpretation
70% employees said that training program always harmonize with organization goals
and 25% employees said depend another 5% of employees said to be never.

GRAPH 6
80%
70%
70%
60%
50%
40%
30% 25%
20%
10% 5%
0%
Always Depend Never

7. Do you think time duration of training is sufficient?
Table 7
Sufficient 69 69%
Depend on training 20 20%
Not sufficient 11 11%
Total 100 100%
Interpretation
69% of employees said time duration of time where sufficient and 20% said
dependent on training another 11% of employees said that not sufficient.

GRAPH 7
80%
69%
70%
60%
50%
40%
30%
20%
20%
11%
10%
0%
Sufficient Depend on training Not sufficient

8. Is there any enhancement in your pay or promotion after each training

program?
Table 8
Always 60 60%
Sometimes 30 30%
Rarely 5 5%
Never 5 5%
Total 100 100%
Interpretation
60% employees said that training will always enhance the pay and promotion
and 30% said sometimes, 5% of employees rarely, 5% of employees never.

GRAPH 8
70%
60%
60%
50%
40%
30%
30%
20%
10% 5% 5%
0%

9. Does training help to improve motivation level of employees?
Table 9
High motivated 50 50%
Medium motivated 30 30%

Low motivated 20 20%
Not motivated 10 10%
Total 100 100%
Interpretation
50% of employees agreed that training help to improve motivation level of

employees and 30 % said that medium motivated and 20 % said to be law motivated
and 10 % said not motivated.

GRAPH 9
60%
50%
50%
40%
30%
30%
20%
20%
10%
10%
0%
High motivated Medium motivated Low motivated Not motivated

10. Whether training help to reduce absenteeism?
TABLE 10
Never 70 70%
Always 5 5%
Sometimes 25 25%
Total 100 100%
Interpretation
70% of employees agreed that training help to reduce absenteeism and 5%

employees always. 25% of employees sometimes.

GRAPH 10
80%
70%
70%
60%
50%
40%
30% 25%
20%
10% 5%
0%
Never Always Sometimes

11. Does the developmental activity helps the management to identify,

analyse, forecast and plan changes needed in company’s HR area?
TABLE 11
Yes 90 90%
No 10 10%
Total 100 100%
Interpretation
90 % of employees agreed that developmental activity helps the management to

identify, analyse, forecast and plan changes needed in company’s HR area. And 10%
of employees said that no changes.

GRAPH 11
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No

12. Did your organization provide you practical and theoretical training?
TABLE 12

Both practical and 60 60%
theoretical
Only practical 20 20%

Only theoretical 20 20%
training
Never 0 0%
Total 100 100%
Interpretation
60% employees said that organization provide them both practical and
theoretical training and 20% employees said that only practical another 20 % said to
be only theoretical and 0% said never get training.

GRAPH 12
70%
60%
60%
50%
40%
30%
20% 20%
20%
10%
0%
0%
Both practical and Only practical Only theoretical Never
theoretical training

13. Is your organization considers training as a part of organization strategy.

Do you agree with statement?
Table 13
Agree 70 70%
Disagree 30 30%
Total 100 100%
Interpretation
70% of employees agreed that organization considers training as a part of

organization strategy. And 40% Disagree.

GRAPH 13
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
Agree Disagree

14. Does your trainer clear your doubts regarding topic?
Table 14

Always 50 50%
Whenever they get 30 30%
time
Rarely 20 20%
never 0 0%
Total 100 100%
Interpretation
50% of employees said that trainer will always clear their doubts regarding topic and
30% said whenever they get time and 20% said to be rarely and 0 % said never.

GRAPH 14
60%
50%
50%
40%
30%
30%
20%
20%
10%
0%
0%
Always Whenever they get Rarely never
time

15. Does training help to improve employee employer relationship?
Table 15
Always 70 70%
Sometimes 27 27%
Periodically 3 3%
Total 100 100%
Interpretation
70% of employees said that training always help to maintain employee

employer relationship and 27% said that sometime and 3% said to be periodically.

GRAPH 15
80%
70%
70%
60%
50%
40%
30% 27%
20%
10%
3%
0%
Always Sometimes Periodically

16. Does the training method focus on developing team work and
leadership?
Table 16
Yes it 80 80%
Sometimes 10 10%
Never 10 10%
Total 100 100%
Interpretation
80% of employees agreed that training method focus on developing team work
and leadership 10% said sometime. 10% also said that never.

GRAPH 16
90%
80%
80%
70%
60%
50%
40%
30%
20%
10% 10%
10%
0%
Yes it Sometimes Never

17. Is your career growth based on various training programme you attend?
Table 17
Agree 80 80%
Disagree 20 20%
None 0 0%
Total 100 100%
Interpretation
80% of employees said that agree. 20% of employees disagree. 0% employee none.

GRAPH 17
90%
80%
80%
70%
60%
50%
40%
30%
20%
20%
10%
0%
0%
Agree Disagree None

18. Do you feel training session have helped you to improve your work
efficiency?
Table 18

Highly improved 60 60%
Medium 30 30%
Rarely 5 5%
Nothing 5 5%
Total 100 100%
Interpretation
60% employees said that training session have employees highly improved.
30% of the employees medium improved 5% rarely improved, 5% nothing improved.

GRAPH 18
70%
60%
60%
50%
40%
30%
30%
20%
10% 5% 5%
0%
Highly improved Medium Rarely Nothing

19. Does the training program enable the employees to be accountable and
authoritative in making decisions?
Table 19
Always 70 70%
Sometimes 20 20%
Rarely 5 5%
Never 5 5%
Total 100 100%
Interpretation
70% of employees always agreed. 20% of employees sometimes. 5% of

employees rarely. 5% of employees never.

GRAPH 19
80%
70%
70%
60%
50%
40%
30%
20%
20%
10% 5% 5%
0%

20. Training help to eliminate fear in attempting task do you agree with this
statement?
Table 20
Strongly agree 60 60%
Agree 20 20%
Strongly disagree 10 10%

Rarely 10 10%
Total 100 100%
Interpretation
60% of employees strongly agreed. 20% employee agree .10% of employees

strongly disagree 10% of employees rarely.

GRAPH 20
70%
60%
60%
50%
40%
30%
20%
20%
10% 10%
10%
0%
Strongly agree Agree Strongly disagree Rarely

FINDINGS, SUGGESTION, CONCLUSION

FINDINGS
1. Majority 90% of employees says that organization provide training.

2. 95% of employees like to attend training program.
3. Majority 80% of employees are satisfied with your existing training program.
4. 90% of the employees training help to reduce mistake.
5. Majority 80% of employees utilize the training skill and knowledge acquired
through training program.
6. Majority 70% of employees training programs harmonize with organizational
goals.
7. Majority 50% of employees think time duration of training is sufficient.
8. Majority 60% employees enhancement in your pay or promotion after each
training program.
9. Majority 50% of employees training help to improve motivation level
10. Majority 70% of employees training help to reduce absenteeism.
11. 90% of employees developmental activity helps the management to identify,
analyse, forecast and plan change needed in company HR area.
12. Majority 60% of employees training organization provide you practical and
theoretical training.
13. 70% of employees agreed that organization.
14. Majority 50% of trainer your doubts regarding topic.
15. Majority 70% training help to improve employee employer relationship.
16. Majority 80% of the training method focus on developing team work and
leadership.
17. Majority 70% of employees career growth based on various training programe
you attend.
18. Majority 60% of employees feel training session have helped you to improve
your work efficiency.
19. Majority 70% of the training program enable the employees to be accountable
and authoritative in making decision.
20. Majority 60% of employees training help to eliminate fear in attempting.

SUGGESTIONS
 Employees must be motivated to take up training programs regularly to update.

 Try to consider the personal goals of participants also when designing the
training module. By which the interest and satisfaction of participants can be
increased their skills and abilities.
 Trainers must be given continuous feedback and the training should be
performed as a continuous planned activity.
 Co- ordination and interaction of the employees of all levels must be
encouraged to locate new talents among employees.
 Proper care should be taken while selecting the trainers. The training records
must be maintained, preserved properly and updated timely.

CONCLUSION
The study was conducted with an objective to examine the effectiveness of

training program in Kerala state coir corporation Ltd. This was not only successful
but also helped to understand the organization much better. The employees in the
organization are trained well and are updated by keeping them in pace with the
technological changes. Training programs must focus on soft skill such as inter
personal skills, behavioral skill, communication, team work and innovative. Training
aims at continued self-development of the employees. Employees are expected to
develop themselves continuously is an organization.

ANNEXURE

ANNEXURE 1- QUESTIONNAIRE
1. Whether your organization provides you training?
a) Regular training c) Twice
b) Once d) Whenever need arises
2. Do you like to attend training program?
a) Yes b) No
3. Are you satisfied with your existing training program?
a) Satisfied c) Excellent
b) Dissatisfied d) Good
4. Whether training help to reduce mistakes?
a) Yes b) No
5. Did you utilize the training skill and knowledge acquired through training
program?
a) Always c)Rarely
b) Sometime d)Never
6. Whether training programs harmonize with organizational goals?
a) Always c)Never
b) Depend

7. Do you think time duration of training is sufficient?
a) Get Sufficient time c) Not sufficient
b) Depend on the training
8. Is there any enhancement in your pay or promotion after each training program?
a) Always c) Rarely
b) Sometime d) Never
9. Does the training help to improve motivation level of employees?
a) Highly motivated c) Low motivated
b) Medium motivated d) Not motivated
10. Whether training help to reduce absenteeism?
a) Never c) Sometime
b) Always
11. Does the developmental activity helps the management to identify, analyse,
forecast and plan changes needed in company's HR area ?
a) Yes
b) No
12. Did your organization provide you practical and theoretical training?
a) Both practical and theoretical
b) Only theoretical training

c) Only practical training
d) Never get training
13. Is your organization considers training as a part of organization strategy. Do you

agree with statement?
a) Agree c) Can’t say that
b) Disagree
14. Does your trainer clear your doubts regarding topic?
a) Always c) Rarely
b) Whenever they get time d) Never
15. Does training help to improve employee employer relationship?
a) Always C) Periodically
b) Sometime
16. Does the training method focus on developing team work and leadership?
a) Yes it is c)Never
b) Sometimes
17. Is your career growth based on various training programme you attend?
a) Agree c) None
b) Disagree

18. Do you feel training session have helped you to improve your work efficiency?
a) Highly improved c) Rarely improved
b) Medium d)Nothing improved
19. Does the training program enable the employees to be accountable and
authoritative in making decisions?
a) Always c) Rarely
b) Sometime d) Never
20. Training help to eliminate fear in attempting task do you agree with this
statement?
a) Strongly agree c) Strongly disagree
b) Agree d) Rarely

ANNEXURE2-BIBLIOGRAGHY
BOOKS
Employee training &Development ; Raymond a noe
Eight edition
Human Resource Management :- Shushi K Gupta
Rosy Joshi
Kalyani Publishers
Training and development ; DR B JANAKARAM
Biztantar
ONLINE REFERENCE
www.coircorporations.com

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EMPLOYEES TRAINING AND DEVELOPMENT IN KSCC LTD, ADOOR

MMNSS COLLEGE, KONNI 1

Training and Development is indispensable strategic tool for enhancing

According to Flippo “Human Resource Management is the planning, organizing,

Training and development play an important role in the effectiveness of

KERALA STATE COIR CORPORATION LTD, ADOOR (KSCC) help employees to

Companies aims to train and develop employees by using an array of

MMNSS COLLEGE, KONNI 2

Training and development oriental which is aimed at improving the behavior

MMNSS COLLEGE, KONNI 3

1.2 PROBLEM DEFINITION

The study was successfully with the employees of the company.

MMNSS COLLEGE, KONNI 4

1.3 OBJECTIVES OF THE STUDY

 To study the type of training programme conducted in (KSCC).

MMNSS COLLEGE, KONNI 5

1.4 SCOPE OF THE STUDY

MMNSS COLLEGE, KONNI 6

1.5 LIMITATIONS OF THE STUDY

 Data was collected only from the permanent workers.

MMNSS COLLEGE, KONNI 7

MMNSS COLLEGE, KONNI 8

Training and Development

An Introduction In this changing and globalization environment organization

Need for training:

Every organization or established should provide training to all employees

MMNSS COLLEGE, KONNI 9

The primary goal or most of the organizations is their viability is continuously

MMNSS COLLEGE, KONNI 10

partnership approach , crossing the human relations approach . So training in human

As a result of research in the field of training, a number of programs are available.

 On – the – job Training Methods

MMNSS COLLEGE, KONNI 11

training is common in training managers for general management positions, trainees

(b)Coaching: The trainee is placed under a particular supervisor functions as a coach

 Off- the- job Methods

As the effectiveness of an employee depends on how well he is motivated by

MMNSS COLLEGE, KONNI 12

too much or receiving excessive information or wrong type of progressive

The contributions of imparting training to a Company should be readily apparent. The

 Increased productivity: An increase in skill usually results in an increment in

MMNSS COLLEGE, KONNI 13

 Training Benefits the Organization.

MMNSS COLLEGE, KONNI 14

In contrast a development is a long term process utilizing a systematic and

NATURE AND SCOPE OF TRAINING AND DEVELOPMENT

In simple terms training and development refers to the imparting of specific

MMNSS COLLEGE, KONNI 15

development is an attempt to improve current future employee performance by

MMNSS COLLEGE, KONNI 16

MMNSS COLLEGE, KONNI 17

3.1. A BRIEF HISTORY OF THE STUDY

The turopeans had entrenched themselves in Indian cello continent and

MMNSS COLLEGE, KONNI 18

MMNSS COLLEGE, KONNI 19

3.2 INDUSTRIAL PERFORMANCE-GLOBAL, NATIONAL & REGIONAL

Indian coir industry is an important cottage industry contributing significantly to the

MMNSS COLLEGE, KONNI 20