CHAPTER I - INTRODUCTION

1.1.INTRODUCTION

The study examined the effect of staff training and development as an effective tool for
organizational efficiency. The study analyzed the problem of lack of fund, recruitment of
unqualified staff, lack of recruitment of new staff after the retirement and death of staff. Hence
the following objectives of the study were formed to ascertain if staff training and development
will be affected by lack of fund. To determine the effect of recruitment of unqualified staff, the
effect of retirement and death of old staff. Survey method was used as a research design. The
following findings were discovered, the organization is affected by lack fund, recruitment of
unqualified staff, retirement or death of old staff has negatively affected the organization. The
study recommends that organizations should see to the training of their staff with new
technological equipment, and forecast their work force and think of new ideas on how the
organization will generate revenue.

Training both physically, socially, intellectually and mentally is very essential in

facilitating not only the level of production gut also the development of personnel in an
organization. Training need occurs when the existing or anticipated short fall in overall
performance is the most appropriate and effective remedy. Training is the preparation for an
occupation or for specific skills which is job or task oriented rather than personal. Training could
also be seen as a process that seeks a relatively permanent change in an individual that will
improve his or her ability to perform on the job. According to Training is a form of specialized
education aimed at giving trainee a particular or specialized knowledge, skill and attitude which
he must possess to effectively perform in a given position. To the Training involves the
acquisition and changing of specific skills, knowledge, attitude and social behavior for the
purpose of an occupation or work. Training is the preparation for an occupation or for specific
skills which is job or task oriented rather than personal. Training means to help employees apply
compliance concepts to their jobs. Also views, staff development as a process of employee’s
improving through approaches that emphasis self-realization, self-growth and growth of abilities,
skills and knowledge of employee in an organization. This development includes those activities
aimed to improve the growth of abilities, attitudes, skills and knowledge of employee in an
1
organization. The training and development aimed at developing competence such as technical,
human conceptual and managerial for furtherance of individual and organizational growth.
Training and development as an avenue to acquire more and new knowledge and develop further
skills and technique to function effectively. Organization is a social unit of people that is
structured and managed to meet a need or to pursue collective goals. Organization is defined as a
collective effort with relatively identifiable boundary, normative order, and ranks of authority,
communication system and leadership. According to Organization are social entity that are goal-
directed, deliberately structured activity, systems with an identifiable boundary. Organizational
efficiency is the measure of the relationship between organizational in output (goods and
services) and in a simple term the more output one can achieve with a given amount of inputs or
resource the more efficient one will be.

1.1.1 TRAINING

Training is teaching, or developing in oneself or others, any skills and knowledge that
relate to specific useful competencies. Training has specific goals of improving one's capability,
capacity, productivity and performance. It forms the core of apprenticeships and provides the
backbone of content at institutes of technology in addition to the basic training required for a
trade, occupation or profession, observers of the labour-market recognize as of 2008 the need to
continue training beyond initial qualifications: to maintain, upgrade and update skills throughout
working life. People within many professions and occupations may refer to this sort of training
as professional development.

1.1.2 MEANING OF TRAINING

Training is the process of learning the skills that you need for a particular job or activity.
Training refers to the process of imparting specific skills. An employee undergoing training is
presumed to have had some formal education. No training program is complete without an
element of education. Hence, we can say that Training is offered to operatives.

1.1.3 DEFINITION OF TRAINING

According to the Michel Armstrong, "Training is systematic development of the

knowledge, skills and attitudes required by an individual to perform adequately a given task or
job". The training is defined by Wayne Cassio as "Training consists of planned programs

2
undertaken to improve employee knowledge, skill, attitude, and social behavior so that the
performance of the organization improves considerably."

1.1.4 TYPE OF TRAINING

❖ On the job training

❖ Off the job training

On the job training

On-the-job training, sometimes called direct instruction, is one of the earliest forms of
training (observational learning is probably the earliest). It is a one-on-one training located at the
job site, where someone who knows how to do a task shows another how to perform it.

1.5.2 Advantage of On-the-Job Training

• An economical way of learning

• Quick learning

1.5.3 Disadvantage of On-the-Job Training

Teaching is a skill that everyone does not possess

Creates Disturbance

1.5.4 Off the job training

Off-the-job training occurs when employer’s are taken away from their place of work to

be trained. (employer’s takes time off work to attend a local college or training centre)

1.5.5 Advantages of off the Job Training

• Trainers are usually experienced enough to train

• It is systematically organized

1.5.6 Disadvantages of Off the Job Training

• It is expensive.

• It is artificial in nature.

3
1.6 IMPORTANCE OF TRAINING

 To increase productivity and reduce cost of production for meeting competition in new
market.
 To Satisfy the customers, quality of products must be continuously improved through
training of workers
 Trained workers can handle the machines safely.
 Training creates a feeling of confidence in the minds of the workers.
 Training should be treated as a continuous process to update the employees in the new
methods and procedures.
 Training can be used as an effective tool of planning and control.

1.7 BENEFITS OF TRAINING

 Trainers can be informed about the broader needs in advance.

 Trainers Perception Gaps can be reduced between employees and their supervisors.
 Trainers can design course inputs closer to the specific needs of the participants.
 Training helps the employee to become more efficient.
 Training can be used to create positive attitudes.

1.8 STEPS IN TRAINING PROGRAM:

 Discovering or, identifying the training needs

 Getting ready for the job
 Preparation of the learner
 Presentation of operation and knowledge
 Performance try-out
 Follow up and evaluation of the program

4
1.2 OBJECTIVES OF THE STUDY

Primary Objective

To study on staff training and development in Accura systems, Madurai.

Secondary Objectives

 To provide job related knowledge to the workers.

 To impart skills among the workers systematically so that they may learn quickly.
 To improve the productivity of the workers and the organization.
 To reduce the number of accidents by providing safety training to the workers,
 To prepare workers for promotion to higher jobs by imparting they advanced skills.

5
1.3 SCOPE OF THE STUDY

 Problems with time and tight budgets.

 More short courses with clear benefits, less e-learning and softer courses.
 Training makes significant incomes difference to the young and higher education.
 Training makes significant job security difference to older and lower educated workers.

Training needs to be accomplished to strong commitment to change.

6
1.4 LIMITATION OF THE STUDY

 Some of the information given by the respondents may be bias.

 Could not able to collect the information from all the employees of organization because
of busy schedule of employees.
 The questions that are asked being personal, some of them hesitated to answer it.
 Due to the limitations of the time research could not be made more detailed.

7
 CHAPTER II – PROFILE

2.1. COMPANY PROFILE:

Hiranmayee rubber Private Limited is a private limited company ISO 9001-2008/

TS16949 2009 Certified Reputed Unit Engaged in the Manufactures of Industrial and
Automobile Oil seals & O Rings.

It is private incorporated on 12 February 2016 It is classified as Non-government

Company and is registered at Registrar of companies Chennai (RoC-Chennai) and its registered
number is 104142 and its Corporate Identification Number (CIN) provided from MCA is
U25200TN2016PTC104142. Its authorized share capital is Rs1,000,000 and its paid-up capital is
Rs. 1,000,000. It involved in Manufacture of plastic products.

Hiranmayee rubber Private Limited's Annual General Meeting (AGM) was last held on
29 September 2018, and date of latest balance sheet available from Ministry of Corporate Affairs
(MCA) is 31 March 2018.

The last reported AGM (Annual General Meeting) of Hiranmayee Rubber Private
Limited, per our records, was held on 30 November, 2021. Also, as per our records, its last
balance sheet was prepared for the period ending on 31 March, 2021.

Hiranmayee Rubber Private Limited has three directors – Lakshmi Narasimhan Vijayalakshmi,
Anantha Raman Lakshmi Narasimhan, and others.

Hiranmayee Rubber Private Limited company is registered under Registrar of companies

Current status of Hiranmayee Rubber Private Limited company is Active. The last reported
AGM (Annual General Meeting) was held on 30 September, 2019 and its last balance sheet was
prepared for the period ending on 31 March, 2019 as per their records.

8
2.1.1. PRODUCTS RANGE:

 OILSEALS, O Rings and MOULED Rubber Products.

 Available in a wide range to match application in Trucks, LCVS, Tractors, Tiller,

Stationary Engineers, Pumps, Grinders, Clear Boxes.

 Bicycle tubes and motor cycle tubes.

 Rubber compounding for automobile industry, Rubber auto parts.

 Rubber sheet, Rubber Gaskets.

VISION:

 To achieve 100% customer satisfaction.

 To improve profitability by adopting higher productivity methods, wastage

modernization/automation.

 To upgrade employee welfare activities.

 To placed BRPL in the world map as a global supplier of rubber products.

 To excel in a global environment, HIRANMAYEE will supply value added quality

products. Their customers are dealt with high degree of integrity and an environmentally
friendly responsible manner. Statement at a HIRANMAYEE it is promise, a promise that
rules every moment of their lives.

MISSION:

 To fully understand client's requirements and meet their schedule on time at a

competitive price with consistent quality.

 To be the best employer and with industry level recognition.

 To participate in the social activities and help need based people on specific budgetary
limit.
9
2.2 INDUSTRY PROFILE

GLOBAL SCENARIO:

Natural Rubber is a commercial plantation crop from the tree species. Have a baseline
is grown in tropical humid climatic conditions. Thailand, Indonesia, Malaysia, Vietnam,
China and India are the major NR producers globally. The current world production: and
consumption of NR is around 12 40 million tonnes and 12.60 million tonnes respectively.
The major NR consumers are China, India, USA, Japan, Thailand, Indonesia and Malaysia.
Rubber is largely perceived as a strategic industrial raw material and accorded special status
globally for defense, national security and industrial development Major consuming
countries keep strategic reserves of NR. Rubber is an internationally traded commodity and
price of rubber is influenced interlaid by trends in economic growth, production in major
producing countries and demand in major consuming countries Domestic NR prices
generally follow the trends in the international market and is therefore, subjected to
fluctuations in price. World rubber market the future of the rubber in Industry is tied to the
global economy The consumption of rubber worldwide during the period 1993 to 2003 was
between 35 and 4.0% annually and was in line with the increase of world GDP. The growth
rate for rubber should be more than those for motor vehicle production and motor vehicle
registration in the coming years. Non tire applications account for the majority of usage of
rubber at 52 to 54 percent to the total, with little change expected. There are and will be
numerous applications in various sectors like,

 Automotive (belts, hoses, gaskets, MOULDINGS tires and tubes)

 Industrial (adhesives, padding, belting, vibration dampening, wire sheathing)

 Consumer (toys, door MOULDINGS)

 Construction (roofing, sealants, MOULDINGS)

 Rubber and canvas footwear

 Sheeting

10
 The US synthetic rubber industry reports more than $4.5 billion in annual shipments, and it
exports substantial amount of these materials. The production and sales of rubber based products
constitute major market changes much in the coming years.

2.2.1. WORLD RUBBER SUPPLY:

Major producing countries of natural rubber are Malaysia, Indonesia, and Thailand this
is the reason why many of the large tire companies have vast holding in south EAST ASIA.
Small producers equally play an important role. Synthetic rubber is manufactured in various
plants to different specification around the globe. The division between the two source of rubber
is about 40 percent for natural and 60 percent for synthetic on a global basis and it is not
expected to change much in the coming years.

2.2.2. World rubber demand:

Demand for natural rubber is always greater than synthetic rubber because it is
considered superior to synthetic rubber. As a result of its high quality, natural rubber is the
preferred choice when making surgical gloves and drapes, contraceptives, shoe soles, nipples on
baby bottles, rubber bands, even carpet backing, in radial tires and in blends with various
synthetic elastomers, where its use improves weathering qualities.

2.2.3. Market Dynamics:

Driver: Increasing demand from the automotive industry

Industrial rubber is widely used in the automotive industry in various applications,

including gaskets, belts, etc. The growth of the automotive industry in the Asia Pacific region is
mainly driven by the increase in automobile production in China supported by the rising demand
for electric vehicles. Several international companies are investing in China and India to serve
the local markets, as they will be the biggest and fastest-growing markets in the future. Key
industrial rubber producers are establishing their manufacturing base in the Asia Pacific to cater
to the local demand from automotive companies. Moreover, industrial rubber manufacturing
11
companies are setting up their manufacturing units in the region, as their customers, such as
Volkswagen, Mercedes Benz, and other multinationals are increasingly producing automotive
locally.

2.2.4. Industrial rubber market:

The global demand for industrial rubber is projected to witness moderate growth of 4.6%
between 2017 and 2022. The industrial rubber market is expected to reach USD 33.82 billion by
2022 in terms of value. The global industrial rubber market is projected to reach 16,115.3
kilotons by 2022 This growth of the market can be attributed to the robust economic outlook for
the Asia Pacific, and the increasing motor vehicle production and sales across the globe. The
industrial rubber market is expected to witness significant growth in a number of small markets,
such as India, Thailand, Malaysia, and Brazil. The industrial rubber market in developed
markets, such as the US and Japan, will witness market gains below the global average, owing to
sluggish growth in durable goods consumption and automotive production.

Opportunity: Growing demand for eco-friendly rubber

The use of industrial rubber is continuously growing and is being commercialized in the
automotive, electrical and electronics, construction, and medical industries. Mainly the industrial
rubber is traditionally compounded and manufactured from raw materials based on fossil fuels to
a certain extent. However, the growing environmental awareness and volatile trend in petroleum
prices are leading to the adoption of sustainable and green programs in the industrial rubber
industry. To develop environment-friendly products, Europe, North America, and Japan have
developed guidelines that accord preferential treatment to products procured by public

institutions that are classified as bio-preferred, which means that these meet minimum renewable
raw material content standards. Thus, as an alternative, industrial rubber manufacturers are
developing bio-based products derived from renewable resources and streamlined by
environmental regulations.

12
Challenge: Volatility in raw material prices

Volatile raw material prices are one of the major challenges faced by the industrial rubber
market. The market for industrial rubber is very competitive, even small changes in the supply
and demand balances are reflected in its prices. The increasing competition among oil producers
has resulted in producers being forced to drop prices of the crude oil. This fall in crude oil prices
has impacted refining industries as well as the upstream oil & gas industry. This is considered as
a major challenge for the industrial rubber market, as synthetic rubber, the largest type of
industrial rubber is synthesized from petroleum by-products.

2.2.5. Industrial Rubber Market, By Type:

 Natural Rubber

 Synthetic Rubber

2.2.6. Industrial Rubber Market. By Application:

 Automotive

 Building & Construction

 Industrial Manufacturing

 Polymer Modification

 Wire & Cable

 Electrical & Electronics:

 Bitumen Modification

 Coating. Sealant, & Adhesive

 Medical & Healthcare

 Others
13
2.2.7. Industrial Rubber Market, By Product:

 Mechanical Rubber Good

 Rubber Hose

 Rubber Belt

 Rubber Roofing

 Others

2.3 NATIONAL SCENARIO:

Indian rubber industry is characterized by the co-existence of a well-established rubber

production sector and a fast-growing rubber products manufacturing and consuming sector. The
Rubber Industry value chain begins from NR plantations and ends with a huge range of dry
rubber and latex based products. The NR was a regulated commodity with strong tariff
protection and domestic market regulations. The key factors which have contributed to the
growth of Indian rubber industry are positive intervention of institutional agencies aiming at self-
sufficiency and import substitution.
14
 Most of the rubber products including tyres require blends of NR and SR. Consumption
of SR is mainly determined by end product composition, technological change and relative prices
Consumption of SR in India in rubber products manufacturing sector increased from 411,830
tonne in 2010-11 to 633,975 tonne in 2017-18. Currently, there are four companies producing SR
and production increased from 110,340 tonne in 2010-11 to 331,221 tonne in 2017-18 Styrene
Butadiene Rubber and Poly Butadiene Rubber accounted for 60% and 34% of SR production in
the country. Import of SR amounted to 338,189 tonne in 2017-18. Consumption of SR in India is
projected to reach 1.2 million tonne by 2025.

2.3.1. RUBBER PRODUCTION IN INDIA:

Here are some facts regarding rubber industry in India.

 India is the third largest producer of rubber in the world.

 It is the fourth largest consumer of natural rubber.

 It is the fifth largest consumer of natural rubber and synthetic rubber together in the
world.

 India is the world's largest manufacturer of reclaim rubber.

2.3.2. RUBBER CONSUMPTION IN INDIA:

 Automotive tire sector. 50% consumption of all kinds of rubbers

 Bicycles tires and tubes: 15%

 Footwear: 12%

 Belts and hoses:6%

 Camelback and latex products: 7%

 Other products: 10%

15
2.3.3. INDIAN RUBBER MARKET:

India's production varies between 6 and 7 lakh tons annually which amounts to Rs. 3000
crores. Seventy percent of the total rubber production in India is in the form of Ribbed Smoked
Sheets (RSS). This is also imported by India accounting for 45% of the total import of rubber.
The Indian rubber industry has a turnover of Rs 12000 crores. Most of the rubber production is
consumed by the tyre industry which is almost 52% of the total production of India, Among the
states, Kerala is the leading consumer of rubber, followed by Punjab and Maharashtra. The
exports of Indian natural rubber have increased tremendously over the years and have reached
76000 tons in 2003-04. Though, India is one of the leading producers of rubber but it still
imports rubber from other countries. At present, India is importing around 50000 tons of rubber
annually.

Market Capitalization:

India's Rubber production varies between 6 and 7 lakh tons annually which amounts to
Rs. 3000 crores 70% of the total rubber production in India is in the form of Ribbed Smoked
Sheets (RSS) and is also imported by India accounting for 45% of the total import of rubber
Today Indian Rubber Industry consists the turnover of Rs 12000 crores. Most of the rubber is
consumed by the tyre industry which is almost 52% of the total production of India. Kerala is the
leading consumer of rubber, followed by Punjab and Maharashtra. Though, India is one of the
leading producers of rubbery still imports rubber from other countries. At present, India is
importing around 50000 tons of rubber annually.

Size of the industry:

The size of the Indian Rubber Industry is there are about 6000 unit comprising 30 large
scale, 300 medium scale and around 5600 small scale and tiny sector units. Such units are
manufacturing more than 35000 rubber products, employing 400 hundred thousand people,

16
which involves22000 technically qualified support personnel contributing Is 40 billion to the
National Exchequer through taxes, duties and other levies. The Indian Rubber Industry plays a
vital role in the Indian national economy as the rubber plantation sector in India produces over
630 hundred thousand tonnes of natural rubber and there is a projected production of more than
one million tonnes in near future.

Top leading Companies:

The All-India Rubber Industries Association (AIRIA) is a non-profit making body

serving the rubber industry and trade with the objectives of safeguarding and promoting interests
of the industry. In the year 1945 the All-India Rubber Industries Association was formed which
is an apex body of the Rubber Industries-both tyre and non-tyre sectors and also of the traders
dealing in raw rubber, chemicals and other raw materials etc. It has around 1200 members
affiliated to spread all over the country.

Employment Opportunities:

A person with minimum graduation can have a good career in this industry but
specialization in the subject would give an added advantage. Sectors covered by Indian Rubber
Industry for the employment of the individuals are

 Civil

 Aviation

 Aeronautics

 Railways and agriculture transport

 Textile engineering industries

 Pharmaceuticals, mines, steel plants, etc.

17
 CHAPTER III - REVIEW OF LITERATURE

THEORETICAL REVIEW

Training both physically, socially, intellectually and mentally is very essential in

facilitating not only the level of production gut also the development of personnel in an
organization. Training need occurs when the existing or anticipated short fall in overall
performance is the most appropriate and effective remedy. Training is the preparation for an
occupation or for specific skills which is job or task oriented rather than personal. Training could
also be seen as a process that seeks a relatively permanent change in an individual that will
improve his or her ability to perform on the job. According to Training is a form of specialized
education aimed at giving trainee a particular or specialized knowledge, skill and attitude which
he must possess to effectively perform in a given position. To the Training involves the
acquisition and changing of specific skills, knowledge, attitude and social behavior for the
purpose of an occupation or work. Training is the preparation for an occupation or for specific
skills which is job or task oriented rather than personal. Training means to help employees apply
compliance concepts to their jobs. Also views, staff development as a process of employee’s
improving through approaches that emphasis self-realization, self-growth and growth of abilities,
skills and knowledge of employee in an organization. This development includes those activities
aimed to improve the growth of abilities, attitudes, skills and knowledge of employee in an
organization. The training and development aimed at developing competence such as technical,
human conceptual and managerial for furtherance of individual and organizational growth.
Training and development as an avenue to acquire more and new knowledge and develop further
skills and technique to function effectively. Organization is a social unit of people that is
structured and managed to meet a need or to pursue collective goals. Organization is defined as a
collective effort with relatively identifiable boundary, normative order, and ranks of authority,
communication system and leadership. According to Organization are social entity that are goal-
directed, deliberately structured activity, systems with an identifiable boundary. Organizational
efficiency is the measure of the relationship between organizational in output (goods and
services) and in a simple term the more output one can achieve with a given amounts of inputs or
resource the more efficient one will be.

18
3.1. REVIEW OF LITERATURE

Aguinis, H., & Kraiger, K. (2009). Benefits of Training and Development for Individuals
and Teams, Organizations, and Society. Annual Review of Psychology, 60:4. 451- 474.

As organizations strive to compete in the global economy, differentiation on the basis of

the skills, knowledge, and motivation of their workforce takes on increasing importance.
According to a recent industry report by the American Society for Training and Development
(ASTD), U.S. organizations alone spend more than $126 billion annually on employee training
and development (Paradise 2007). “Training” refers to a systematic approach to learning and
development to improve individual, team, and organizational effectiveness (Goldstein & Ford
2002). Alternatively, development refers to activities leading to the acquisition of new
knowledge or skills for purposes of personal growth. However, it is often difficult to ascertain
whether a specific research study addresses training, development, or both. In the remainder of
this review, we use the term “training” to refer to both training and development efforts. The
importance of and scholarly interest in training in work organizations is reflected by the regular
publication of training reviews in the Annual Review of Psychology since 1971 (Campbell 1971,
Goldstein 1980, Wexley 1984, Latham 1988, Tannenbaum & Yukl 1992, Salas & Cannon-
Bowers 2001). The present review covers the training literature since January 2000. We provide
a review that is comprehensive though not exhaustive. Also, in contrast to previously published
Annual Review of Psychology articles, we readily acknowledge at the outset that we take a point
of view that training in work organizations produces clear benefits for individuals and teams,
organizations, and society. We believe that training in work organizations is an area of applied
psychological research that is particularly well suited for making a clear contribution to the
enhancement of human well-being and performance in organizational and work settings as well
as in society in general. Thus, in this review we first describe the benefits of training for various
stakeholders and then discuss how training can be designed, delivered, and evaluated so that
these benefits are maximized.

Embrey, M. (2012). Designing and Implementing Training Programs. Managing Access

to Medicines and Health Technologies, 3rded. Published by Management Science for
Health.1027- 1047.

19
 Designing training program is one of the most pervasive, yet the most misunderstood
activity to be found in the field of human resource development. As human resource
development is concerned with learning particularly in work settings, the task of design is
crucial. There are a few significant parameters, which are to be taken into account while
designing any training program. We will briefly look into these parameters, which enrich and
facilitate a training designing in terms of its efficacy in operation. Designing of training &
development program is not one time affair like constructing a house. Based on the feedback
from the participants and the feedback from their superiors in terms of their performance in the
organization and the course directors and the faculty discover lapses or shortcomings in the
program they have designed and operated. One may have to think of improving the selection of
modules, the structure of the course or the sequence of topics and the exercise and methods that
may be employed in order to improve the delivery to that program.

Therefore, there is to be a constant concerted effort in designing a training program. It is

not to be casual; the attempt is to bettering as you move on from making the training program as
an effective tool to increase knowledge, skills & desirable attitudes on the part of the employee
towards making things better. In preparing the training design, you need to keep those factors in
view that have the potential of influencing the implementation of the program. This makes the
program functional and practical, perhaps the difference between a successful or a disappointing
experience. All the factors described in the following paragraphs may not be applicable to a
particular program. The relevance and relative importance of these factors for a particular
program depends on its genesis, nature, objectives, and duration. It is important that at the time
of preparing the plan for the program, you need to envisage the scenario even beyond the
implementation stage. You should contemplate the transfer of training to the organization work.
The objective of the planning exercise is to ensure optimum results from your efforts and those
of the course or the sequence of topics and the exercise and methods that may be employed in
order to improve the delivery to that program. Therefore, there is to be a constant concerted
effort in designing a training program. It is not to be casual; the attempt is to bettering as you
move on from making the training program as an effective tool to increase knowledge, skills &
desirable attitudes on the part of the employee towards making things better.

20
 In preparing the training design, you need to keep those factors in view that have the
potential of influencing the implementation of the program. This makes the program functional
and practical, perhaps the difference between a successful or a disappointing experience. All the
factors described in the following paragraphs may not be applicable to a particular program The
relevance and relative importance of these factors for a particular program depends on its
genesis, nature, objectives, and duration.

Gusdorf, M. (2009). Training design, Development, and Implementation. Training and

development Instructor’s Manual, 1- 34.
The instructor should introduce students to the course and outline expectations regarding
attendance, assignments, academic integrity, etc. The first unit introduces basic information
regarding training and development (T&D) and discusses how T&D has changed since
businesses began to recognize the value of human capital and started placing more emphasis on
employee training. Students should be introduced to the group process model because they will
be assigned to a group project for the duration of the class. By the end of this first unit, students
should have established their teams and identified the organizations they will use for their
training project.

Effective training is not an isolated event in an organization. Training must be strategic in

that it is designed to improve the knowledge, skills and abilities of employees to help them
achieve the organization’s strategic plan. Therefore, effective training cannot be designed until
we first understand the organization. This is done by conducting a SWOT analysis to determine
the strengths, weaknesses, opportunities and threats to the organization. With this information
and an understanding of the organization’s vision, effective training creates a competitive
advantage for the organization. After completing the SWOT analysis, a training needs
assessment is conducted to identify the gaps between the employees’ actual performance and
desired performance. Careful analysis of performance gaps determines what training needs to be
done or if there is a need for training at all. In some cases, the performance gaps are not related
to training deficiencies and other interventions may be needed.

21
 CHAPTER IV - ANALYSIS AND INTERPRETATION

4.1 RESEARCH METHODOLOGY

Research methodology is way to systematically solve the research problem. The research
methodology includes the various methods and techniques for conduction of a research.
Research is an art of scientific investigation. In other words, research is a scientific and
systematic search for pertinent information one specific topic. The logic behind taking research
methodology into consideration is that one can have knowledge about the method and procedure
adopted for achievement of objects of the project.

4.1.1 RESEARCH DESIGN

Research design is the conceptual structure within which research is conducted. It

constitutes the blueprint for collection, measurement and analyses of data was descriptive
research. Descriptive research involves collecting numerical through self-reports collected,
through questionnaire or interviews (person or phone) or through observation. For present study,
the research was descriptive and conclusion oriented.

4.1.2 SAMPLING SIZE

100 respondents were selected at random on convenient sampling. The data were
collected through interview schedule.

4.1.3 SAMPLING TECHNIQUE

 Convenience sampling technique

 Accidental sampling technique
 The population being large and the time for the project are limited, urged choose
techniques
.

22
4.1.4 DATA COLLECTION

Information has been collected from both primary and secondary data.

 PRIMARY DATA:

Primary data are those which are fresh and are collected for the first time, and thus
happen to be original in character. The primary data was collected through direct
personal interview (open ended and close questionnaire).

 SECONDARY DATA:

Secondary data are those which have been already collected by someone else and which
already had been passed through the statistical process. The secondary data was collected
through web sites, books and magazines

4.1.5 TOOLS FOR ANALYSIS

To analyze the data percentage analysis technique and Chi Square Test are used.

Percentage Analysis
Percentage analysis refers to a special kind of ratio, percentage are sued in comparison
between two or more series of date. Percentage can also be sued to compare relative terms, the
distribution of two or more series of data.

Formula
Percentage (%) = No. of Respondents
______________________________ x 100
Total No. of Respondents

Chi Square Test

A statistical test to determine whether an observed series of values differs from a series
of values expected on a hypothesis. The chi-square test statistic is designed to test the null
hypothesis that there is no association between the rows and columns of a contingency table. A
23
test that uses the chi-square statistic to test the fit between the theoretical frequency distribution
and a frequency distribution of observed data for which each observation may fall into one of
several classes.

Formula
2 =  (Oi-Ei)2 / Ei

Where,
Oi = Observed Frequency
Ei = Expected Frequency

Steps involved in applying Chi-Square Test:

1. Calculate the expected frequencies on the basis of the given hypothesis or on the basis of
null hypothesis.

(Row total for the row that cell)*

(Column total for the row of that cell)
E= ………………………………………..
(Grand Total)
2. Obtain the difference between observed and expected frequencies and find out the square
of such differences (i.e) calculate (Oij – Eij) 2.
3. Divide the quantity (Oij – Eij)2 obtained as stated above by the corresponding expected
frequencies or the group frequencies.
4. Find the summation of (Oij – Eij)2 values or what we call
(Oij – Eij)2
…………….. This is the required 2 values
Eij
The 2 value obtained as such should be compared with relevant table value of 2 and the
inference be drawn

24
4.2. ANALYSIS AND INTERPRETATION

The data collected through the various sources was covered in to readable from through
the process of classification, arrangement and orientations of data. The data was tabulated and
analyzed for logical statement using simples statically percentage analysis and weighted average
method.

TABLE: 4.2.1

AGE

AGE NO. OF RESPONDENTS PERCENTAGE

Up to 20 years 11 22

21-30 years 15 30

31-40 years 17 34

41-50 years 12 14

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are 31-40, 30% of respondents
are below 21-30, 22% of respondents are upto 20 years, 14% of respondents are 41-50 years.

25
 CHART: 4.2.1

CHART SHOWING AGE

AGE OF RESPONDENTS

18
16
14
12
10
8
6
4
2
0
Upto 20 years 21-30 years 31-40 years 41-50 years

26
 TABLE: 4.2.2

GENDER

GENDER NO. OF RESPONDENTS PERCENTAGE

Male 29 58

Female 21 42

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 58% of respondents are male, 42 % of respondents
are Female.

27
 CHART: 4.2.2

CHART SHOWING GENDER

GENDER OF RESPONDENTS

Male
Female

28
 TABLE: 4.2.3

EDUCATIONAL QUALIFICATION

EDUCATIONAL NO. OF RESPONDENTS PERCENTAGE

QUALIFICATION
Under Graduation 11 22

Post Graduation 15 30

Diploma 17 34

Others 12 14

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are Diploma, 30% of
respondents are Post graduation, 22% of respondents are under graduation, 14% of respondents
are others.

29
 CHART: 4.2.3

CHART SHOWING EDUCATIONAL QUALIFICATION

QUALIFICATION OF RESPONDENTS
20
15
10
5
0

30
 TABLE: 4.2.4

MARITAL STATUS

MARITAL NO. OF RESPONDENTS PERCENTAGE

STATUS
Single 31 62

Married 19 38

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 62% of respondents are single, 38% of respondents
are married.

31
 CHART: 4.2.4

CHART SHOWING MARITAL STATUS

MARITAL STATUS OF RESPONDENTS

35
30
25
20
15
10
5
0
Single Married

32
 TABLE: 4.2.5

EXPERIENCE

EXPERIENCE NO. OF RESPONDENTS PERCENTAGE

Less than 1 year 6 12

1-5 years 14 28

6- 10years 18 36

More than 10 years 12 24

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are 6-10 years, 28% of
respondents are 1-5 years, 12% of respondents are less than 1 year.

33
 CHART: 4.2.5

CHART SHOWING EXPERIENCE

EXPERIENCE OF RESPONDENTS

18
16
14
12
10
8
6
4
2
0
Less than 1 1-5 years 6- 10years More than 10
year years

34
 TABLE: 4.2.6

QUALITY OF THE TRAINING PROGRAMME

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Good 14 28

Very Good 18 36

Average 12 24

Poor 6 12

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are very good, 28% of
respondents are good, 24% of respondents are average, 12% of respondents are poor.

35
 CHART: 4.2.6

CHART SHOWING QUALITY OF THE TRAINING PROGRAMME

Quality of the training

programme

20

15

10

0
Good Very Good Average Poor

36
 TABLE: 4.2.7

TRAINING HAS HELPED IMPROVE YOUR JOB PERFORMANCE

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 15 30

Strongly Agree 17 34

Neutral 13 26

Disagree 5 10

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are strongly agree, 30% of
respondents are below Agree, 26% of respondents are neutral, 14% of respondents are disagree.

37
 CHART: 4.2.7

CHART SHOWING TRAINING HAS HELPED IMPROVE YOUR JOB

PERFORMANCE

TRAINING HAS HELPED IMPROVE YOUR JOB

PERFORMANCE

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

38
 TABLE: 4.2.8

TRAINING IS PERIODICALLY EVALUATED AND IMPROVED

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 12 24

Strongly Agree 19 38

Neutral 11 22

Disagree 8 16

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 38% of respondents are strongly agree, 24% of
respondents are below Agree, 22% of respondents are neutral, 16% of respondents are disagree.

39
 CHART: 4.2.8

CHART SHOWING TRAINING IS PERIODICALLY EVALUATED AND IMPROVED

Training is periodically evaluated and

improved

20

15

10

0
Agree Strongly Agree Neutral Disagree

40
 TABLE: 4.2.9

BASIS SELECTION OF TRAINING

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Performance 11 22

Seniority 19 38

Both 11 22

Organization 9 18

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 38% of respondents are seniority, 22% of
respondents are performance, 22% of respondents are both, 18% of respondents are organisation.

41
 CHART: 4.2.9

CHART SHOWING BASIS SELECTION OF TRAINING

BASIS SELECTION OF TRAINING

20
18
16
14
12
10
8
6
4
2
0
Performance Seniority Both Organization

42
 TABLE: 4.2.10

IDENTIFY YOUR POTENTIAL FOR FURTHER DEVELOPMENT

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 12 24

Strongly Agree 19 38

Neutral 11 22

Disagree 8 16

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 38% of respondents are strongly agree, 24% of
respondents are below Agree, 22% of respondents are neutral, 16% of respondents are disagree.

43
 CHART: 4.2.10

CHART SHOWING IDENTIFY YOUR POTENTIAL FOR FURTHER DEVELOPMENT

Identify your potential for further

Development

20

15

10

0
Agree Strongly Agree Neutral Disagree

44
 TABLE: 4.2.11

IMPACT ON YOUR WORK PERFORMANCE

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Good 14 28

Very Good 18 36

Average 12 28

Poor 6 12

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are very good, 28% of
respondents are good, 24% of respondents are average, 12% of respondents are poor.

45
 CHART: 4.2.11

CHART SHOWING IMPACT ON YOUR WORK PERFORMANCE

Impact on your work

performance

20

15

10

0
Good Very Good Average Poor

46
 TABLE: 4.2.12

ENHANCING PRODUCTIVITY AND PERFORMANCE

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 12 24

Strongly Agree 19 38

Neutral 11 22

Disagree 8 16

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 38% of respondents are strongly agree, 24% of
respondents are below Agree, 22% of respondents are neutral, 16% of respondents are disagree.

47
 CHART: 4.12

CHART SHOWING ENHANCING PRODUCTIVITY AND PERFORMANCE

Enhancing productivity and

performance

20

15

10

0
Agree Strongly Agree Neutral Disagree

48
 TABLE: 4.2.13

EFFECTIVENESS OF TRAINING PROGRAM FOR EMPLOYEES

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 15 30

Strongly Agree 17 34

Neutral 13 26

Disagree 5 10

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are strongly agree, 30% of
respondents are below Agree, 26% of respondents are neutral, 10% of respondents are disagree.

49
 CHART: 4.2.13

CHART SHOWING EFFECTIVENESS OF TRAINING PROGRAM FOR EMPLOYEES

EFFECTIVENESS OF TRAINING PROGRAM

FOR EMPLOYEES

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

50
 TABLE: 4.2.14

TRAINER MAINTAINS GOOD RELATIONSHIP WITH TRAINEE

PARTICULAR NO. OF RESPONDENTS PERCENTAGE

Agree 14 28

Strongly Agree 18 36

Neutral 12 24

Disagree 6 12

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are strongly agree, 28% of
respondents are agree, 24% of respondents are neutral, 12% of respondents are disagree.

51
 CHART: 4.2.14

CHART SHOWING TRAINER MAINTAINS GOOD RELATIONSHIP WITH TRAINEE

Trainer maintains good relationship with

trainee

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

52
 TABLE: 4.2.15

IMPORTANT BARRIER TO TRAINING AND DEVELOPMENT

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Time 11 22

Non availability of skilled 14 28

trainer
Money 13 26

Lack of interest from senior 12 24

management

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 28% of respondents are non availability of skilled
trainer, 26% of respondents are money, 24% of respondents are lack of interest from senior, 22%
of respondents are time.

53
 CHART: 4.2.15

CHART SHOWING IMPORTANT BARRIER TO TRAINING AND DEVELOPMENT

Important barrier to training and development

14
12
10
8
6
4
2
0
Time Non availability Money Lack of interest
of skilled from senior
trainer management

54
 TABLE: 4.2.16

CONSULTING THE EMPLOYEE’S PERFORMANCE EVALUATION

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 11 22

Strongly Agree 14 28

Neutral 13 26

Disagree 12 24
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 28% of respondents are strongly agree, 26% of
respondents are neutral, 24% of respondents are disagree, 22% of respondents are agree.

55
 CHART: 4.2.16

CHART SHOWING CONSULTING THE EMPLOYEE’S PERFORMANCE

EVALUATION

Consulting the employee’s performance

evaluation

14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

56
 TABLE: 4.2.17

TRAINER ASK YOU THE QUESTIONS AT THE END OF THE PROGRAMME

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Yes 33 66

No 17 34

TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 66% of respondents are yes, 34% of respondents
are no.

57
 CHART: 4.2.17

CHART SHOWING TRAINER ASK YOU THE QUESTIONS AT THE END OF THE
PROGRAMME

Trainer ask you the questions at the end of

the programme

35
30
25
20
15
10
5
0
Yes No

58
 TABLE: 4.2.18

TRAINING IS A WELL-PLANNED EXERCISE IN YOUR ORGANIZATION

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 11 22

Strongly Agree 14 28

Neutral 13 26

Disagree 12 24
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 28% of respondents are strongly agree, 26% of
respondents are neutral, 24% of respondents are disagree, 22% of respondents are agree.

59
 CHART: 4.2.18

CHART SHOWING TRAINING IS A WELL-PLANNED EXERCISE IN YOUR

ORGANIZATION

Training is a well planned exercise in your

organization

14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

60
 TABLE: 4.2.19

COMFORTABLE WORKING WITH YOUR TEAM MEMBER

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 15 30

Strongly Agree 17 34

Neutral 13 26

Disagree 5 10
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are strongly agree, 30% of
respondents are below Agree, 26% of respondents are neutral, 10% of respondents are disagree.

61
 CHART: 4.2.19

CHART SHOWING COMFORTABLE WORKING WITH YOUR TEAM MEMBER

Comfortable working with your team

member

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

62
 TABLE: 4.2.20

TIMELY AND FAIR METHOD FOR EVALUATING INDIVIDUAL

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 14 28

Strongly Agree 18 36

Neutral 12 28

Disagree 6 12
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are strongly agree, 28% of
respondents are below Agree, 24% of respondents are neutral, 12% of respondents are disagree.

63
 CHART: 4.2.20

CHART SHOWING TIMELY AND FAIR METHOD FOR EVALUATING INDIVIDUAL

Timely and fair method for evaluating

individual

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

64
 TABLE: 4.2.21

TRAINING SESSIONS AND RECEIVES FEEDBACK FROM EMPLOYEES

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 15 30

Strongly Agree 17 34

Neutral 13 26

Disagree 5 10
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 34% of respondents are strongly agree, 30% of
respondents are below Agree, 26% of respondents are neutral, 10% of respondents are disagree.

65
 CHART: 4.2.21

CHART SHOWING TRAINING SESSIONS AND RECEIVES FEEDBACK FROM

EMPLOYEES

Sessions and receives feedback from

employees

18
16
14
12
10
8
6
4
2
0
Agree Strongly Agree Neutral Disagree

66
 TABLE: 4.2.22

PAST PERFORMANCE HAS STAFF TRAINING

PARTICULAR NO. OF PERCENTAGE

RESPONDENTS
Agree 14 28

Strongly Agree 18 36

Neutral 12 28

Disagree 6 12
TOTAL 50 100

Source: Primary Data

INFERENCE:

The above data indicated majority by 36% of respondents are strongly agree, 28% of
respondents are below Agree, 28% of respondents are neutral, 12% of respondents are disagree.

67
 CHART: 4.2.22

CHART SHOWING PAST PERFORMANCE HAS STAFF TRAINING

Past performance has staff

training

20

15

10

0
Agree Strongly Agree Neutral Disagree

68
 Table: 4.2.23

TRAINING IN YOUR ORGANIZATION

Frequency No.of.respondents Percentage of respondents

Senior staff 14 28%

Junior staff 18 36%

Fresher 12 24%

Everyone 6 12%

Total 50 100%

Source: Primary data

INFERENCE:

Table shows 28% respondent belongs to more is given to senior staff, 36% belongs to
junior staff, 24% belongs to fresher, and 12% belongs to more training is given to everyone in
who get more training is given.

69
 Chart: 4.2.23

CHARTS SHOWING TRAINING IN YOUR ORGANIZATION

Training in your organisation

18
16
14
12
10
Training in your organisation
8
6
4
2
0
Senior staff Junior staff Fresher Everyone

70
 Table: 4.2.24

TYPES OF TRAINING GIVEN IN THE ORGANIZATION

Frequency No. of respondents Percentage

Classroom training 15 30%

External consultants 17 34%

Online training 13 26%

Lecture given by training 5 10%

department

Total 50 100%

Source: Primary data

INFERENCE:

Table shows 30%of the respondent belongs to the training is given to class room training,
26% belongs to online training,17 % belongs to training department, and 10%belongs to the
training department in type of training given at the organization.

71
 Chart: 4.2.24

CHART SHOWING TYPES OF TRAINING GIVEN IN THE ORGANIZATION

Type of training

18
16
14
12
10
Type of training
8
6
4
2
0
Classroom External Online Training
consultants department

72
 Table: 4.2.25

WHETHER ONLINE TRAINING IS PLANNED

Frequency No.of.respondents Percentage

Yes 35 70%

No 15 30%

Total 50 100

Source data: Primary data

Inference

Table shows 70% of the respondent belongs to that on-line-training is planned; an 30%
belongs to that on-line-training is informally.

73
 Chart: 4.2.25

CHART SHOWING WHETHER ONLINE TRAINING IS PLANNED

Online training is planned

35

30

25

20
Online training is planned
15

10

0
Yes No

74
 CHAPTER V - CONCLUSION

5.1 FINDINGS

 34% of respondents are 31-40 by their age.

 58% of respondents are male by their gender.
 34% of respondents are diploma by their educational qualification.
 62% of respondents are single by their marital status.
 36% of respondents are 6-10 years by their experience.
 36% of respondents are very good by their quality of the training program.
 34% of respondents are strongly agree by their training has helped improve your job
performance.
 38% of respondents are strongly agree by their training is periodically evaluated and
improved.
 38% of respondents are strongly agree by their basis selection of training.
 38% of respondents are strongly agree by identifying your potential for further
development.
 36% of respondents are very good by their impact on your work performance.
 38% of respondents are strongly agree by their enhancing productivity and performance.
 34% of respondents are strongly agree by their effectiveness of training program for
employees.
 36% of respondents are very good by their trainer maintains good relationship with
trainee.
 28% of respondents are non-availability of skilled trainer by their important barrier to
training and development.
 28% of respondents are strongly agree by their consulting the employee’s performance
evaluation.
 66% of respondents are yes by their trainer ask you the questions at the end of the
program.

75
 28% of respondents are strongly agree by their training is a well-planned exercise in your
organization.
 34% of respondents are strongly agree by their comfortable working with your team
member.
 36% of respondents are strongly agree by their timely and fair method for evaluating
individual.
 34% of respondents are strongly agree by their training sessions and receives feedback
from employees.
 36% of respondents are strongly agree by their past performance has staff training.
 36% of respondents are junior staff by their training in your organization.
 34% of respondents are external consultants by their type of training is given
organization.
 70% of respondents are yes by their whether online training is planned.

76
5.2 SUGGESTIONS:

 Management should provide more training programs.

 Employees should develop smooth relationship in their organization.
 Employees should develop their skills and knowledge.
 More project managers should be appointment.
 Management should maintain good communication with the employees.
 Training should be continuous.
 Friendly environment should be provided by the employees.

77
5.3 CONCLUSION:

I conclude that the training and development programs given by the company can
improve the performance and increased skills and knowledge this will help to attain the
organization objectives.

The study gives a feeling of satisfaction. Most of the employee’s opinion training and
development is increasing work performance in the organization and develop the skill and
knowledge.

78
 APPENDIX

1. Name: …………………………………………………….

2. Age:

(a) Up to 20 years (b) 21-30 years (c) 31-40 years (d) 41-50 years

3. Gender:

(a) Male (b) Female

4. Educational Qualification:

(a) Under-Graduation (b) Post Graduation (c) Diploma (d) others

5. Your Status:

(a) Single (b) Married

6. How long have you worked for the organization? …… Years

(a) Less than 1 year (b) 1-5 years (c) 6- 10years (d) More than 10 years

7. How will you rate the quality of the training program for which you have participated?

(a) Good (b) Very Good (c) Average (d) Poor

8. In your opinion, do you think training has helped improve your job performance?

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

9. Training is periodically evaluated and improved.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

10. What is basis selection of training is done?

(a) Performance (b) Seniority (c) Both (d) Qualification

11. How did the training impact in your work performance?

79
 (a) Good (b) Very good (c) Average (d) Poor

12. Training is must for enhancing productivity and performance.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

13. Are you satisfied with the effectiveness of training program for employees?

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

14. How to happen the Trainer maintains good relationship with trainee?

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

15. What are important barrier to training and development?

(a) Time (b) Non availability of skilled trainer (c) Money (d) Lack of
interest from senior management

16. They are consulting the employee’s performance evaluation.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

17. Trainer ask you the questions at the end of the program.

(a) Strongly agree (b) Agree (c) Neutral (d) Disagree

18. Whether training is a well-planned exercise in your organization?

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

19. You feel comfortable working with your team members say from trainer.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

20. Does the practice have a consistent, timely and fair method for evaluating individual
performance?

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

80
21. Training courses are evaluated as training conducts formal feedback sessions and receives
feedback from employees.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

22. Trainees are selected on the basis of their past performance has staff training.

(a) Agree (b) Strongly Agree (c) Neutral (d) Disagree

23. Who gets more training in your organization?

(a) Senior staff (b) Junior staff (c) Fresher (d) Everyone in organization

24. What type of training is given in your organization?

(a) Classroom training (b) External consultants (c) Online training (d) Lecture given by
training department

25. Whether online training is planed?

(a) Yes (b) No

81
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