A Study on Training and Development - Googolsoft

ABSTRACT“A STUDY ON SATISFACTION OF TRAINING AND DEVELOPMENT

PROGRAM CONDUCTED AT TVS TRAINING AND SERVICES”

The project title “A study on satisfaction of Training and Development

program” in TVS Training and Service Ltd aims to find out the general opinion and

satisfaction of the candidates on the training program attended by them in TVS

Training and Service Ltd.

The aims of training and development can be teaching candidates new skills

that are relevant to their current job position or refreshing the skills that they already

possess. To have a good training and development program enables firms to develop

individual candidates and the organization itself as training is one of the best forms of

motivation

The research design is descriptive research with the sample size of 150 and

hence the sampling type is stratified random sampling. The primary data is collected

through questionnaire.

The research describes that maximum of the respondents agreed that the

training was very effective and they are very much satisfied with the training program

offered by TVS. From the research it has been identified that, the training material

and the content of the training should be improved.

Thus the training program conducted in TVS Training and Services helps the

trainees to develop their potential skills to achieve their given task effectively and

efficiently.

TABLE OF CONTENTS

LIST OF TABLES

TABLE NO

TITLE PAGE NO

5.1.1 Age group of the respondents 31

5.1.2 Years of experience of the respondents 32

5.1.3 Income of the respondents 335.1.4 Trainees opinion on training 34

5.1.5 Type of training attended in their organization 355.1.6 Trainee’s opinion on the satisfaction of training given in their

organization36

5.1.7 Employee opinion on the training need suggested by the authority 37

5.1.8 Candidate’s opinion about the duration of the training program by TVS TS

38

5.1.9 Type of training in TVS TS 39

5.1.10 Employees agreement level towards the relevancy & helpfulness of training

40

5.1.11 Opinion regarding the satisfaction level of training program by TVS TS

41

5.1.12 Candidates opinion about the job before the training program 42

5.1.13 Candidates opinion about the job after the training program 43

5.1.14 Opinion regarding knowledge and skills acquired through the training program

44

5.1.15.1 Feedback about the trainer 45

5.1.15.2 Feedback about the course content 46

5.1.15.3 Feedback about the course material 47

5.1.15.4 Feedback about Discussion/Exercise/Case study 48

5.1.15.5 Feedback about the venue arrangements 49

5.1.16 Opinion about the opportunities for giving suggestion 50

5.1.17 Opinion about the recommendation of training to other employees 51

5.1.18 Opinion regarding superior guidance during the training program 52

5.1.19 Opinion regarding the relationship between trainer and trainee 53

5.1.20 Feedback about the training 54

5.1.21.1 Extent of attitude acquired by the respondents - Knowledge 55

5.1.21.2 Extent of attitude acquired by the respondents – Efficiency 56

5.1.21.3 Extent of attitude acquired by the respondents - Skills 575.1.21.4 Extent of attitude acquired by the respondents – Communication

Skill58

5.1.21.5 Extent of attitude acquired by the respondents – Team work 59

5.1.22 Opinion about the effectiveness of training 60

5.2.1 Candidates’ feedback on the various aspects of the training program 61

5.2.2 Candidates’ attitudes acquired from various aspects of the training program

62

5.3.1 Experience and satisfaction level 63

LIST OF CHARTS

TABLE NO

TITLE PAGE NO

5.1.1 Age group of the respondents 31

5.1.2 Years of experience of the respondents 32

5.1.3 Income of the respondents 335.1.4 Trainees opinion on training 34

5.1.5 Type of training attended in their organization 355.1.6 Trainee’s opinion on the satisfaction of training given in their

organization36

5.1.7 Employee opinion on the training need suggested by the authority 37

5.1.8 Candidate’s opinion about the duration of the training program by TVS TS

38

5.1.9 Type of training in TVS TS 39

5.1.10 Employees agreement level towards the relevancy & helpfulness of training

40

5.1.11 Opinion regarding the satisfaction level of training program by TVS TS

41

5.1.12 Candidates opinion about the job before the training program 42

5.1.13 Candidates opinion about the job after the training program 43

5.1.14 Opinion regarding knowledge and skills acquired through the training program

44

5.1.15.1 Feedback about the trainer 45

5.1.15.2 Feedback about the course content 46

5.1.15.3 Feedback about the course material 47

5.1.15.4 Feedback about Discussion/Exercise/Case study 48

5.1.15.5 Feedback about the venue arrangements 49

5.1.16 Opinion about the opportunities for giving suggestion 50

5.1.17 Opinion about the recommendation of training to other employees 51

5.1.18 Opinion regarding superior guidance during the training program 52

5.1.19 Opinion regarding the relationship between trainer and trainee 53

5.1.20 Feedback about the training 54

5.1.21.1 Extent of attitude acquired by the respondents - Knowledge 55

5.1.21.2 Extent of attitude acquired by the respondents – Efficiency 56

5.1.21.3 Extent of attitude acquired by the respondents - Skills 575.1.21.4 Extent of attitude acquired by the respondents – Communication

Skill58

5.1.21.5 Extent of attitude acquired by the respondents – Team work 59

5.1.22 Opinion about the effectiveness of training 60

5.2.1 Candidates’ feedback on the various aspects of the training program 61

5.2.2 Candidates’ attitudes acquired from various aspects of the training program

62

5.3.1 Experience and satisfaction level 63

1. INTRODUCTION

TRAINING:

Employee training is the most important sub-system of Human Resource

Development. After an employee is selected, placed and introduced in an organization

he or she must be provided with training facilities in order to adjust him to the job.

Training can be described as “the acquisition of knowledge, skills, concepts or

attitudes that result in improved performance within the job environment”. Training

analysis looks at each aspect of an operational domain so that the initial skills,

concepts and attitudes of the human elements of a system can be effectively identified

and appropriate training can be specified.

Training analysis as a process often covers:

Review of current training

Task analysis (of new or modified system)

Identification of training gap

Statement of training requirement

Assessment of training options

Cost benefit analysis of training options

Training Analysis is most often used as part of the system development process.

Due to the close tie between the design of the system and the training required, in

most cases it runs alongside the development to capture the training requirements.

Training is an organized process for increasing knowledge and skills of people

for a definite purpose. The purpose of training is to improve the employee’s current

job performance.

An organization that aspires to grow must be in tune with the changing need of

the society. Training reduces the gap by increasing employee’s knowledge, skill,

ability and attitude. For the proper functioning of any business organization, the

management of the organization concerned must employ a training program to groom

its associates with business skill and practical knowledge. In addition to a standard

training program, there must be a certain measure of training performance.

Training makes a very important contribution to the development of the

organizations Human Resource and hence to the achievement of its aims and

objectives. It improves changes and moulds the employee’s knowledge, skill,

behavior and attitude towards the requirement of the job and the organization.

The importance of the training and development are many in number. Primarily

it helps in the optimization of the utilization of human resources that ultimately

provides the candidates as well as the individuals to achieve the goals. It also helps in

improving the human resources technical and behavioral skills which leads in

attaining personal growth of the candidates.

BENEFITS OF TRAINING:

Training enables the employee to attain the following benefits,

1. QUICK LEARNING:

Training helps to reduce the learning time to reach the acceptable level

of performance.

2. HIGHER PRODUCTIVITY:

Training increases the skill of the new employee in his performance of

a particular job.

3. STANDARDISATION OF PROCEDURES:

With the help of training, the best available methods of performing the

work can be standardized and taught to all candidates.

4. LESS SUPERVISION:

Training does not eliminate the need for supervision, but it

reduces the need for detailed and constant supervision.

5. ECONOMICAL OPERATIONS:

Trained personnel will be able to make better and economical use of

materials and equipments.

6. REDUCED ACCIDENTS:

Proper training in both job skills and safety attitudes should contribute

towards a reduction in the accident rate.

7. HIGHER MORALE:

A good training program will mould candidates attitudes towards

organizational activities and generate better co-operation and greater

loyalty.

TYPES OF TRAINING:

On the basis of purpose, several types of training programs are offered to the

candidates. They are,

1. INDUCTION OR ORIENTATION TRAINING:

Induction is concerned with introducing or orienting a new employee

to the organization and its procedures, rules and regulations.

2. JOB TRAINING:

Job training is the most common in plant training programs. It

relates to specific job which the worker has to handle. It develops

skills and confidence among the workers.

3. APPRENTICESHIP TRAINING:

This training program tends more towards education than merely

on the vocational training. Under this, both knowledge and skills are

developed.

4. INTERNSHIP TRAINING:

Under this method, an educational or vocational institute enters into

arrangement with an industrial enterprise for providing practical

knowledge to its students.

5. REFRESHER TRAINING OR RETRAINING:

Basic purpose of refresher training is to acquaint the existing

workforce with the latest methods of performing their jobs and

improve their efficiency further.

6. TRAINING FOR PROMOTION:

The talented candidates may be given adequate training to make them

eligible for promotion to higher jobs in the organization.

7. REMEDIAL TRAINING:

This training is required to remove defective way of doing work and

teach them correct methods and behavior patterns.

8. SAFETY TRAINING:

To prevent industrial accidents, training is necessary. Instructions to

use safety devices can be given.

METHODS OF TRAINING:

There are three different types of methods to train the candidates. They are as

follows.

1. ON THE JOB TRAINING:

2. OFF THE JOB TRAINING.

3. VESTIBULE TRAINING.

ON THE JOB TRAINING

The worker is given training at the work place by his immediate

supervisor. Worker learns in an actual work environment. The different types of on

the job training are,

a. COACHING:

Supervisor gives direct instruction and guidance to the trainee. He

demonstrates how to do the job.

b. UNDERSTUDY:

Candidate becomes an assistant to current job holder. He learns by

experience and observation.

c. JOB ROTATION:

Trainee is periodically rotated from job to job. He learns a variety of

tasks and develops a better view of the organization.

d. POSITION ROTATION:

Used by many organizations to develop all round workers.

OFF THE JOB TRAINING:

It requires workers to undergo training for a specific period away from the

work place. Concerned with both knowledge and skills in doing certain jobs. The

different types of off the job training are,

a. SPECIAL LECTURE CUM DISCUSSION:

Some executives of the organization or specialists from vocational and

professional institutes may deliver special lectures.

b. CONFERENCE TRAINING:

A conference is a group meeting conducted according to an organized

plan in which the members seek to develop knowledge and

understanding by oral participation.

c. CASE STUDY:

The trainees are given a problem or case, which is more or less related

to the concepts and principles already taught.

d. ROLEPLAY:

Conflict is artificially created and the trainees are assigned different

roles to play. Trainees are given a description of the situation and role

they are to play.

VESTIBULE TRAINING:

Vestibule training is used to designate training in a class room for semi-skilled

jobs, where large number of candidates must be trained at the same time for the same

kind of work.

A vestibule school is established in an industrial plant. An attempt is made to

duplicate as nearly as possible, the actual material, equipment and conditions found in

the real workplace. Qualified instructors are employed. Initial nervousness of the

trainees is also removed.

Trainees do not contribute to production during the training period. Line

managers will blame the instructors if trainee’s performance is poor. Since it is an

expensive method, it cannot be applied in small organizations. It is used to give

training to candidates in large numbers.

2. COMPANY PROFILE

2.1 INDUSTRY PROFILE

AUTOMOBILE INDUSTRY:

A well developed transport network indicates a well developed economy. For

rapid development a well-developed and well-knit transportation system is essential.

As India’s transport network is developing at a fast pace. Indian automobile Industry

is growing too. Also, the Automobile Industry has strong backward and forward

linkages and hence provides employment to a large section of the population. Thus

the role of Automobile Industry cannot be overlooked in Indian economy. All kinds of

vehicles are produced by the Automobile Industry. Indian Automobile Industry

includes the manufacture of trucks, buses, passenger cars, defense vehicles, two-

wheelers, etc. The industry can be broadly divided into the car manufacturing, two-

wheeler manufacturing and heavy vehicle manufacturing units. The major car

manufacturers are Hindustan Motors, MarutiUdyog, Fiat India Private Ltd., Ford

India Ltd., General Motors India Private Ltd., Honda Siel Cars India Ltd., Hyundai

Motors India Ltd., Skoda India Private Ltd., ToyatoKirloskar Motor Ltd., to name a

few. The two-wheeler manufacturing is dominated by companies like TVS, Honda

motorcycle & scooter India ( Pvt.) Ltd., Hero Honda, Yamaha, Bajaj, etc. The heavy

motors like buses, tucks, defense vehicles, auto rickshaws and other multi-utility

vehicles are manufactured by Tata- Telco, Ashok Leyland, Eicher Motors, Bajaj,

Mahindra and Mahindra, etc.

AUTOMOBILE TECHNOLOGY IN INDIA:

Automobile Technology in India is one of the essential parts of the

automobile industry of India. There are a large variant of vehicles available in the

automobile market of India and all these needs diverse technologies to operate.

It can be said that the history of technologies started from the period of steam-

driven engines and today have reached to the stage of jet motivated aircraft. Each

component that makes an automobile operates on the basis of a certain technology. It

should be noted that if any of these auto parts malfunctions, then the entire

automobile will get stranded. Hence, the owner and the driver of the vehicle should

have a clear idea regarding the Automobile Technology in India.

The major change that took place in the automobile industry in India and in

the technology of the automobile in India is in the development of engines. In the cars

using petrol, the carburetor engines are no longer in use and these have been replaced

by Multi Point Fuel Injection engines. Similarly, in the use of the diesel engines also

there is a change observed from Rudolf Diesel being used in the 19th century to the

use of common rain direct injection technology.

The latest automobile technology in India used for the petrol driven vehicles

is the MPFI or the Multi Point Fuel Injection, which helps in keeping the pollutants at

minimum levels to derive the maximum functional performance from a vehicle. The

main benefits of the use of this Automobile Technology in India are:

o Superior fuel combustion.

o Engine performance.

o Better fuel management.

o Reduced pollution.

Two Major companies namely TATA and ASHOK LEYLAND have

dominated commercial vehicle industry. Tata’s market Share is 45% and that of

Ashok Leyland is 38%, Volvo, Tetra, Mitsubishi, Toyota etc., Share the remaining

17%. The Commercial vehicle picked up for the first time in the past few years

where both Ashok Leyland and Telco were

busy in expanding their operations to meet the expected growth in the demand for the

vehicles.

Commercial Vehicle segment has been diverted into three divisions, LDV

(Light Duty Vehicle), MDV (Medium Duty Vehicle), and HDV (Heavy Duty

Vehicle). Tata and Ashok Leyland have been engaged in manufacturing all these kind

of vehicle. Volvo manufactures MDV and HDV and heavy-duty vehicles are

manufactured by tetra.

Tata has been able to hold its position for a very long period due to its tie up

with a US company, Cummins Engine for Manufacturing superior quality products

and its domination in the north India, where as Ashok Leyland has captured south

India market.

It is well known fact that all commercial vehicles have adopted the euro

emission control norms as laid down by the government of India. Tata and Ashok

Leyland are the first member of their Euro Emission Norms.

Recently there is fall in the commercial Vehicle segments reason for this fall is

that the escalating operating cost. There has been a 68% increase in the diesel price in

the last year. Today 58-60% of the operating cost is accounted for the diesel

consumption. Another equally important factor is the growing competition and

efficiency of the railways.

2.2 PRODUCT PROFILE

TVS TRAINING AND SERVICES LTD

Vision:

To create technically proficient individuals who meet global standards of excellence across multiple sectors/domains.Our mile stone:

Profile – TVS TS:TVSTS provides in-service training (Customized Skill enhancement Training)

to industrial personnel from companies (TVS and Non TVS group Company) catering

to the needs of Manufacturing and Process industries.TVS TS has a client network of

over 100 companies.

Our Business:

TVS TRAINING AND SERVICES

VOCATIONAL TRAINING INDUSTRIAL TRAINING

INDUSTRIAL TECHNICIAN TRAINING

FINANCE AND INSURANCE

CONSTRUCTION SKILLS

INDUSTRIAL AUTOMATION

PROGRAMMABLE LOGIC CONTROLROBOTICSHYDRAULICSPNEUMATICSELECTRONICS

LEADERSHIPCOMMUNICATIONDECISION MAKING

SOFT SKILLS

QUALITY SYSTEM AND ASSURANCE

INDUSTRIAL MANUFACTURING

DRAWINGMACHININGFITTINGELECTRICAL

ERP END USER TRAINING (ORACLE & SAP)

SKILL ENHANCEMENT TRAINING

Industrial Training:Junior Level Engineering Programs

Fitting practices and assembly

Metrology and measuring instruments

Machining processes

Workshop calculation & science

Engineering Drawing

Welding techniques

Heat treatment

Cutting tools

Electrical & Electronics

Soldering techniques

Computer applications

Quality systems

Plumbing

Finance & Accounts

Soft Skills

Middle Management programs for Manufacturing Industry

CNC Programming & Machining

GD &T

Maintenance of Equipments & machines

Pneumatics

Electro Pneumatics

Hydraulics

Electro Hydraulics

PLC

Micro Controller

Auto CAD

Pro –E

Inventor- 2009

Tool Design

Painting

Maintenance Management and Material handling

Quality systems

Manufacturing Systems

Marketing Management

Human Resource Management

Financial Management & Accounting

General and Operational Management

Vendor Management

Personal Productivity Skills.

Case Studies

Customized training programs offered at our centre

Case Study 1:

Name of the Company : Ashok Leyland

Name of the Program : Mechatronics

Duration : 20 days

Target Group : Maintenance Personnel

Trained Manpower : 30

Modules Selected:

Electrical and Electronics

PLC

Electro Pneumatics

Electro Hydraulics

CNC

Case Study 2:

Name of the Company : Wabco India Ltd

Name of the Program : General Technical

Competency

Duration : 100 days

Target Group : Company Apprentices ( +2 )


No. of Participants Undergoing Training: 20

Modules Selected:

Machining processes

Metrology and Measuring Instruments

Fitting Practice and Assembly

Cutting Tools

Engineering Drawing

Workshop Calculations

Pneumatics & Hydraulics

CNC

Quality Systems and Soft Skills

Case Study 3:

Name of the Company : RANE Group Companies

Name of the Program : Skill Up-gradation

Program

Duration : 40 Days

Target Group : Fresh Diploma Holders


Modules Selected

Machining processes


Cutting Tools

Pneumatics

Hydraulics

CNC

Quality Systems

Soft Skills

Case Study 4:

Name of the Company : NOKIA India Limited

Name of the Program : Electro–Pneumatics & PLC

Duration : 5 days / module

Target Group : Technicians


Modules Selected

Pneumatics

Electro Pneumatics

PLC

Case Study 5:

Name of the Company : Sundaram Clayton - Padi


Competency

Duration : 16 Days

Target Group : Higher Secondary Pass (+2)



Modules Selected

Machining processes

Measuring Instruments

Engineering Drawing

Workshop Calculations & Science

CNC Programming

CNC Machining

Case Study 6:

Name of the Company : Saint Gobain Ltd - Bhutan


Competency Training

Duration : 24 days

Target Group : Team Leaders


Modules Selected

Industrial Safety

Engineering Drawing

Maintenance of Equipments


Metrology and Measuring Instruments

Material Handling Equipments

PLC

Quality Concepts

Soft Skills

Case Study 7:

Name of the Company : WIL – Wardha, Nagpur


Competency

Duration : 54 Days

Target Group : Higher Secondary Pass (+2)


Modules Selected

Measuring Instruments


Engineering Drawing

Workshop Calculations

Welding Techniques

Quality Systems

Soft Skills

Machining processes

Case Study 8:

Name of the Company : Visteon India Limited

Name of the Program : Team Member -

Training Program

Duration : 10 days

Target Group : ITI Technicians


Modules Selected

Basics of Physics

Engineering Drawing

Engineering Materials


Pneumatics and Hydraulics

Design of Jigs and Fixtures

Welding

Plastics and Moulding Methods

Soft Skills

Case Study 9

Name of the Company : Lucas TVS

Name of the Program : Skill Up-gradation

Program

Duration : 30 days

Target Group : Graduate Engineers


Modules Selected

Machining processes

Cutting Tools

Pneumatics

Electro Pneumatics

Hydraulics

CNC

PLC

Our Customers:

3. REVIEW OF LITERATURE

William James (1998, P.18) of Harvard University reports that employee

could retain their jobs by working at mere 20-30 percent of their potential. His

research led him to believe that if these same candidates were properly motivated,

they could work at 80-90 percent of their capabilities. Behavioral science concepts

like motivation and enhanced productivity could well be used for such improvement

through the effective and efficient use of learning resources.

Jack Welch (1999, P.21) Companies can't promise lifetime employment,

but by constant training and education we may be able to guarantee lifetime

employability. 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.

Employee training is a specialized function and is one of the fundamental operative

functions for human resources management.

C. K. Prahalad (1997 P.8) says that mentoring requires special skills,

but it does not require hierarchical position. After an employee is selected, placed and

introduced he or she must be provided with by training facilities. 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 candidates learn technical knowledge and skills for a definite purpose. Dale

S.

Beach (1996 P.14) define the training as “The organized procedure by

which people learn knowledge and /or skill for a definite purpose”. In other words,

training improves changes and moulds the employee’s knowledge, skill behavior and

aptitude and attitude towards the requirements of the job and the organization.

Training refer to the teaching and learning activities carried on for the primary

purpose of helping members of an organization to acquire and apply the knowledge,

skill, abilities and attitudes needs by a particular job and organization.

Robert Haas (1994 P.17) suggest that “You can't train anybody to do anything that

he or she doesn't fundamentally believe in”. Training needs are identified on the basis

of organizational analysis, job analysis and man analysis. Training program, training

methods and course content are to be planned on the basis of training needs. Training

needs are those aspects necessary to perform the job in an organization in which

employee is lacking attitude/aptitude, knowledge, and skill.

Training needs = Job and organizational requirement Employee specifications.

Robert Louis Stevenson says it was a world almost without a feature; an empty sky,

and empty earth; front and back the line of railway stretched from horizon to horizon,

like a cue across a billiard-board.

RESEARCH PAPERS:

TRAINING AND DEVELOPING A WORK FORCE

Singara (edition 2001): This paper is a guide to companies when executing the

training of a new work force. The researcher shows how job training is crucial for the

workers as well as for the corporations. He indicates that companies are paying more

attention to the training and development then to recruiting. There are many changes

that are being made to the process of training and developing a new work force

mainly towards developing existing skills and acquiring new ones. The paper

examines several factors that affect this process such as: government intervention,

wages, diversity, globalization...and much more

EMPLOYEE TRAINING AND DEVELOPMENT

Veerabathra (Edition 2002): This paper looks at employee training as a means of

improving an organization and making it more cost-effective. It defines the different

types of training, including technical, literal, video, and other types of training used to

fulfill the needs of both employer and employee.

EFFECTIVE TRAINING

Akshara (Edition 2003): An effective training system would integrate several different

processes in order to achieve the objective of a proper training. The first step in any

http://www.academon.com/lib/paper/40781.html


sort of training would be identifying the desired level of knowledge in a measurable

form. The next step would be listing out the various qualifications or competencies

necessary for taking part in any training system to produce the desired results. After

this the trainee would have to undertake the necessary research steps by sourcing

materials and other requirements for the training method to function at its best.

TRAINING

Chamy (Edition 2004): This paper reports on a study to verify whether training can

help organizations and uses a questionnaire to collect empirical data. The author

points out that the survey will help identify specific benefits and trends because

organizations, like people, have their own individuality and style, and no blue print

can be considered a universal fit for all organizations. The paper relates that replacing

a skilled and trained employee can be very expensive for an organization in terms of

time and money; therefore, organizations are increasingly using training and higher

education options in their benefits packages to obtain and retain talent in the

organization.

TRAINING AND DEVELOPMENT

Gulathi (Edition 2005): This paper is about employee training and development. It

uses a five-step process to develop the appropriate training program that includes

training needs assessment; creation of training materials; the training medium

(internal, external); the implementation, and an evaluation plan to determine the

effectiveness of the training.

EMPLOYEE TRAINING

Ashwanthi (Edition 2006): This paper looks at the methods of and motivation for

employee training in the service industries, such as hotels and restaurants. The paper

begins with an exhaustive overview of the term training, including a detailed

recitation of Carter McNamara's six-point rationale for training in "Employee

Training and Development: Reasons and Benefits." The author also provides

background information about the importance of good trainers and training

techniques.



BOOKS:

Training is more about knowing where we stand at present and to have a

vision of where we are going to be in the future. It is when we have set goals and

don’t know how to proceed; it is when we want something in life to achieve and don’t

know how to reach there and it is what we are dreaming for and how we have to

acquire the knowledge to live up to our dreams.

Thus providing training opportunities is a key to promote an organization,

which will support an individual for his lifelong learning, and to work efficiently in

their respective departments.

DEFINITIONS:

G.SUBRAMANYAM defined training as,

"The trainees shall acquire new manipulative skills, technical knowledge,

problem solving ability or attitude so that they are better adjusted to their work

environment to achieve the organizational and individual goals".

C.B.MEMORIA defined training as,

"Training is a process of learning a sequence of programd behavior. It is

application of knowledge. It gives people an awareness of the rules and procedures to

guide their behavior .it attempts to improve their performance on the current job or

prepare them for an intended job."

4. RESEARCH OF METHODOLOGY

4.1 STATEMENT OF THE PROBLEMManagement was under cloud in identifying the impact of the training

program on the performance and productivity as well as in identifying the best

method of training, which enhances the job efficiency, and skills of candidates. The

management was dubious about the satisfaction level of candidates towards the

training program.

Besides enormous efforts and expectations put in by the management in

executing the training and development programs, the objectives of the company

remain seldom met.

4.2 NEED FOR THE STUDY Training is the important factor of any company. So it requires to know the

critical area where they can implement new training method to bring the effectiveness

of training program. This study is required to find whether the training provided by

TVS Training & Development satisfies the training needs of the candidates, whether

the candidates are satisfied with the duration of training program, and the need to find

whether the trainer maintains a good relationship with the trainee.

All the candidates are not specialized in all areas, and thus every individual

employee lacks in some areas. There is a need to find out the personal requirement,

and based on that training should be given.

This study is necessary to identify the best training method, which assists the

candidates to implement their action plans. The fundamental need of this study is to

evaluate the satisfactory level of candidates about their training program.

4.3 OBJECTIVES OF THE STUDY

4.3.1 PRIMARY OBJECTIVES:

To study the satisfaction level of candidates towards the training program

conducted at TVS Training and Services Ltd.

4.3.2 SECONDARY OBJECTIVES:

To find out the opinion of candidates regarding the impact of training on the organizational and personal development

To find the relationship between the trainer and the trainee.

To find out whether the existing training is relevant and helpful for the candidates.

To suggest suitable measures to improve the existing training program.

4.4 SCOPE OF THE STUDY

This study helps to understand more about the positive & negative aspects of

the present training programs and work on enabling the effective training, which gives

high motivation to the candidates. Training given to the candidates at the earlier stage

should reflect in future also. After the long run, the company will achieve its expected

standards with the help of training. This study educates the researcher how effectively

the training process can be followed and brings out awareness on different training

strategies followed at various occasions.

4.5 RESEARCH DESIGN:

“A research design is the arrangement of conditions for collection and analysis

of data in a manner that aims to combine relevance to the research purpose with

economy in procedure.”

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

It constitutes the blueprint for the collection, measurement and analysis of data. As

such the design includes an outline of what the researcher will do from writing the

hypothesis and its operational implications to the final analysis of data.

4.5.1 DESCRIPTIVE RESEARCH:

In descriptive research, the researcher presents a description of the state of

affairs as it exists at present. The researcher can present only what has happened or

what is happening. The variables remain beyond his\her control. The descriptive study

is undertaken in order to ascertain and be able to describe the characteristics of the

variables of interest in a situation.

4.5.2 STRATIFIED RANDOM SAMPLING:

Stratified random sampling involves a process of stratification or segregation,

followed by random selection of subjects from each stratum. The population is first

divided into mutually exclusive groups that are relevant, appropriate and meaningful

in the context of the study.

The various stratum of this study is

Engineering Department

Production Department

Quality Department

Industrial Engineering

4.5.3 SAMPLE SIZE:

The sample size of this research is 150.

4.5.4 SAMPLING AREA:

The sampling is done in the TVS Training and Services Ltd, Chennai

4.5.5 DATA COLLECTION TECHNIQUESAfter the research problem and design have been defined and planned the

tasks of data collection beings.

TYPES OF DATA:

1. Primary data.

2. Secondary data.

In this study both primary and secondary data collection methods have been

used to collect data. Now let us see about these two data collection methods.

PRIMARY DATA:

The primary data are those, which are collected fresh and for the first time and

thus happen to be original in character.

Primary data collection is nothing but the data that is directly collected from

the people by the researcher himself. The data shows the employee’s attitude,

opinions, their awareness, knowledge and other similar aspects.

In this study, Primary Data collection method has helped the researcher to a

great extent in arriving at the results.

SECONDARY DATA:

Secondary data refers to the information or facts already collected. Such data

are collected with the objective of understanding the past status of any variable, or the

data collected and reported by some source is accessed and used for the objective of

the study.

In this study, the secondary data are collected from books, magazines and

websites.

4.5.6 DESCRIPTION OF QUESTIONNAIRE This method of data collection is quite popular. In this method a questionnaire

is issued to the person concerned with a request to answers the question and return it

back.

In this research, three different forms of questions are used in the questionnaire.

They are:

1. OPEN ENDED QUESTIONS:

Open ended questions are designed to permit a free response from the various

respondents rather than one limited to certain stated alternatives are considered

appropriate.

2. MULTIPLE CHOICE QUESTIONS:

This type of question has the advantage of easy handling, simple to answer,

quick and relatively inexpensive to analyze.

3. DICHOTOMOUS QUESTION:

A dichotomous question refers to one, which offers the respondent a choice

between two alternatives and reduces the issues.

4.5.7 TOOLS FOR DATA ANALYSIS

PERCENTAGE ANALYSIS:

Percentage analysis is the method which is used for finding the average of

collected information. Percentage analysis can be calculated as follows:

First the number of respondents is noted in a tabular form and then the

percentage is calculated by dividing the number of respondents by total number of

respondents which is then multiplied by 100.

No. of respondents Percentage = --------------------------------------- * 100

Total no. of respondents

CHI SQUARE TEST:

The Chi-Square test is an important non parametric test in statistical work.

The symbol χ2 is used to describe the magnitude of the discrepancy between theory

and observation.

It is defined as,

(O-E) 2 χ2 = Σ --------------- E

Where,

O - Observed frequencies.

E - Expected frequencies.

The above formulae give the calculated value of χ2. The tabulated value is

found out with the help of statistical tables.

WEIGHTED AVERAGE METHOD:

In weighted average each value of the variable is multiplied by its weights and the

products so obtained are summed up. This total is divided by the total of weights and

the resulting figure is the weighted arithmetic average.

X1W1 + X2W2 + X3W3 + ……….. + XnWn

Weighted Average = ------------------------------------------------------------- W1 + W2 + W3 + …………. + Wn

Where X1, X2, X3, ……. ,Xn are the values of the variable and

W1, W2, W3, …… , Wn are their respective weights.

4.6 LIMITATIONS OF THE STUDY:

The limitations of the study are as follows:

The data collected cannot be compared with other company.

The study was conducted at smaller scale due to the company’s policy.

The findings are only the result of the survey and so it is not applicable for

future.

5. DATA ANALYSIS AND INTERPRETATION

5.1 PERCENTAGE ANALYSIS

Table No: 5.1.1 Age group of the respondents

S.No AgeNo of Respondents

Percentage (%)

1 25-30 years 124 832 31-35 years 23 153 36-40 years 3 2

4Above 40 years 0 0 Total 150 100

Chart No: 5.1.1 Age group of the respondents

Inference:The above table depicts that the maximum number of respondents, 83%

belongs to the age of 25 to 30 years , 15% of the respondents belong to the age group of 31 to 35 years and 2% belong to the age of 36 to 40 years.

Table No: 5.1.2 Year of experience of the respondents:

S.No ExperiencesNo of Respondents

Percentage (%)

1 < 5 years 111 742 5 - 10 years 17 11.33 10 - 15 years 21 144 Above 15 1 0.7

Total 150 100

Chart No: 5.1.2 Year of experience of the respondents:

Inferences:The above table depicts that the maximum number of respondents, 74%

belongs to the below 5 years of experience and 11.3% of the respondents belong to the 5 to 10 years of experiences and 14% of the respondents belong to the 10 to 15 years .

Table No: 5.1.3 Income of the Respondents

S.No IncomeNo of Respondents

Percentage (%)

1 < 10000 104 69.3

210000 -20000 32 21.3

320000 - 30000 14 9.3

4 Above 30000 0 0 Total 150 100

Chart No: 5.1.3 Income of the Respondents

Inference:The above table clearly shows that 69.3 % of the respondents earns an income

of below 10000, 21.3 % of the respondents earns an income of 10000 to 20000 and 9.3% of the respondents earns an income of 20000 to 30000.

Table No: 5.1.4

Trainee’s opinion on Training:

S.No OptionsNo of Respondents

Percentage (%)

1 Yes 82 54.662 No 68 45.34

Total 150 100

Chart No: 5.1.4 Trainee’s opinion on Training:

Inference:The above table clearly shows that 54.66% of the respondents have undergone

training in their organization and 45.34% of the respondents did not attend training in their organization.

Table No: 5.1.5

Type of training attended in their organization :


Percentage (%)

1On the Job 11 7.33

2Off the job 19 12.67

3 Both 53 35.334 None 67 44.6666667

Total 150 100

Chart No: 5.1.5 Type of training attended in their organization:

Inference:The above table shows that 44.66% of the respondents did not attend any type

of training , 35.33% have attended both on the job & off the job, 12.66% have attended off the job training and 7.33% have attended on the job type of training.

Table No: 5.1.6

Trainee’s opinion on the satisfaction of training given in their organization:


Percentage (%)

1Highly satisfied 21 14

2 Satisfied 60 403 Neutral 69 464 Dissatisfied 0 0

5Highly dissatisfied 0 0 Total 150 100

Chart No: 5.1.6Trainee’s opinion on the satisfaction of Training given in their organization:

Inference:The above table shows that 14% of the respondents are highly satisfied, 40%

of the respondents are satisfied and 46% of the candidates stand neutral.

Table No: 5.1.7Employee opinion on the training need suggested by the authority:


Percentage (%)

1 Superior 0 02 Company 150 1003 Others 0 0

Total 150 100

Chart No: 5.1.7Employee opinion on the training need suggested by the authority:

Inference:The above table shows that 100% of the respondents are suggested by their

company for the need of training in TVS TS .

Table No: 5.1.8

Candidates’ opinion about the duration of the training program by TVS TS:


Percentage (%)

1 Too long 27 182 Too short 16 113 Just enough 107 71

l Total 150 100

Chart No: 5.1.8Candidates’ opinion about the duration of the training program by TVS TS

Inference:The above table clearly shows that 18% of the respondents feel that the

duration is just enough , 11% of the respondents feel that the duration is too short and 71 % of the respondents feel that the duration is too long.

Table No: 5.1.9

Type of training in TVS TS:


Percentage (%)

1On the job 0 0

2Off the job 150 100Total 150 100

Chart No: 5.1.9Type of training in TVS TS:

Inference:The above table shows that 100% of the respondents are attending off the job

method of training in TVS TS.

Table No: 5.1.10

Employees agreement level towards the relevancy and helpfulness of training:


Percentage (%)

1Strongly agree 78 52

2 Agree 67 44.73 Neutral 4 2.64 Disagree 0 0

5Strongly disagree 1 0.7 Total 150 100

Chart No: 5.1.10Employees agreement level towards the relevancy and helpfulness of training:

Inference:The above table clearly shows that 52% of the respondents strongly agree,

44.7% of the respondents agree, 2.6% of the respondents neither agree nor disagree and 0.7% strongly disagree that the training program was more relevant and helpful.

Table No: 5.1.11

Opinion regarding the satisfaction level of the existing training program by TVS TS:


Percentage (%)

1Highly satisfied 77 51.3

2 Satisfied 72 483 Neutral 0 04 Dissatisfied 1 0.7

5Highly dissatisfied 0 0 Total 150 100

Chart No: 5.1.11Opinion regarding the satisfaction level of the existing training program by TVS TS:

Inference:The above table clearly shows that 51.3% of the respondents are highly

satisfied , 48 % of the respondents are satisfied and 0.7% are dissatisfied with the existing training program.

Table No: 5.1.12Candidate’s opinion about the job before the training program:


Percentage (%)

1 Very easy 5 3.3

2Easy to large extent 10 6.7

3Easy to some extent 56 37

4 Not so easy 49 335 Difficult 30 20

Total 150 100

Chart No: 5.1.12Candidate’s opinion about the job before the training program:

Inference:The above table clearly shows that 37% of the respondents feel that the job is

easy to some extent,33 % of the respondents feels that the job is not so easy, 20% of the respondents feels that the job is difficult and only 6.7% of the respondents feel that the job is easy to large extent before the training program.

Table No: 5.1.13 Candidate’s opinion about the job after the training program:


Percentage (%)

1 Very easy 66 44

2Easy to large extent 59 39

3Easy to some extent 25 17

4 Not so easy 0 05 Difficult 0 0

Total 150 100

Chart No: 5.1.13Candidate’s opinion about the job after the training program:

Inference:The above table clearly shows that 37% of the respondents feel that the job is

very easy,39 % of the respondents feels that the job is easy to large extent, 17% of the respondents feels that the job is easy to some extent after the training program.

Table No: 5.1.14

Opinion regarding knowledge and skills acquired through the training program:


Percentage (%)

1 To full extent 35 23.3

2To a very large extent 59 39.3

3 To large extent 45 304 To some extent 11 7.335 Not at all 0 0

Total 150 100

Chart No: 5.1.14Opinion regarding knowledge and skills acquired through the training program:

Inference:The above table clearly shows that 39.3 % of the respondents acquired

knowledge and skills to a very large extent, 30% of the respondents acquires to a large extent, 23.3 %of the respondents acquired to a full extent and only 7.33% of the respondents acquired knowledge and skill to some extent.

Table No: 5.1.15

Feedback about the aspects of training:

Table No: 5.1.15.1Feedback about the trainer

S.NoTraining Faculty

No of Respondents

Percentage (%)

1Very Good 100 67

2 Good 50 333 Average 0 04 Bad 0 05 Very bad 0 0

Total 150 100

Chart No: 5.1.15.1Feedback about the Trainer

Inference:The above table shows that 67% of the respondents feel that the trainer was

very good and 33% of the respondents feel the training faculty are good.

Table No: 5.1.15.2 Feedback about the Course content:

S.NoCourse content

No of Respondents

Percentage (%)

1Very Good 62 41.34

2 Good 83 55.333 Average 5 3.334 Bad 0 05 Very bad 0 0

Total 150 100

Chart No: 5.1.15.2Feedback about the Course content:

Inference:The above table shows that 41.34% of the respondents feel that the course

contents are very good , 55.33% of the respondents feel the course contents are good and 3.33% are average.

Table No: 5.1.15.3 Feedback about the course material:

S.NoCourse Material

No of Respondents

Percentage (%)

1Very Good 59 39.33

2 Good 76 50.673 Average 15 104 Bad 0 05 Very bad 0 0

Total 150 100

Chart No: 5.1.15.3Feedback about the course material:

Inference:The above table shows that 39.33% of the respondents feel that the course

material are very good , 50.67% of the respondents feel the course material are good and 10% are average.

Table No: 5.1.15.4Feedback about Discussion/ Exercise/ Case study:

S.No DiscussionsNo of Respondents

Percentage (%)

1 Very Good 70 46.672 Good 66 443 Average 14 9.334 Bad 0 05 Very bad 0 0

Total 150 100

Chart No: 5.1.15.4Feedback about Discussion/ Exercise/ Case study:

Inference:The above table shows that 46.67% of the respondents feel that the discussion

& exercise are very good , 44% of the respondents feel the discussion & exercise are good and 3.33% are average.

Table No: 5.1.15.5 Feedback about the Venue Arrangements:

S.No ArrangementsNo of Respondents

Percentage (%)

1 Very Good 58 38.672 Good 72 483 Average 20 13.334 Bad 0 05 Very bad 0 0

Total 150 100

Chart No: 5.1.15.5Feedback about the Venue Arrangements:

Inference:The above table shows that 48% of the respondents feel the arrangements are

good , 38.67% are very good and 13.33% of arrangements are average.

Table No: 5.1.16Opinion about the Opportunities giving for suggestion:

S.No Options No of Respondents

Percentage (%)

1 Yes 150 1002 No 0 0

Total 150 100

Chart No: 5.1.16Opinion about the Opportunities for suggestion:

Inference:The above table shows that 100% of the respondents are given opportunities

during the training for giving suggestions.

Table No: 5.1.17 Opinion about the recommendation of training to the other employees:


Percentage (%)

1 Yes 148 98.672 No 2 1.33

Total 150 100

Chart No: 5.1.17Opinion about the recommendation of training to the other employees:

Inference:The above table show that 98.67% of the respondents will recommend this

training for others and 1.33% only will not recommend this training to others.

Table No: 5.1.18Opinion regarding superior guidance during the training program.


Percentage (%)

1 Strongly agree 51 342 Agree 99 663 Disagree 0 04 Strongly disagree 0 0

5Neither agree nor disagree 0 0 Total 150 100

Chart No: 5.1.18Opinion regarding superior guidance during the training program

Inference:The above table shows that 66% of the respondents agrees that they get guidance from their superiors during the training and 34% did not get guidance from their superior.

Table No: 5.1.19 Opinion regarding the relationship between trainer and trainee

S.No Options No of Percentage

Respondents (%)1 Strongly agree 94 632 Agree 56 373 Disagree 0 04 Strongly disagree 0 0


Chart No: 5.1.19Opinion regarding the relationship between trainer and trainee

Inference:The above table shows that 63% of the respondents strongly agree the

relationship is good between trainer & trainee and 37% just agree the relationship is good between trainer & trainee.

Table No: 5.1.20 Feedback about the training:


Percentage (%)

1 Very Good 71 47.332 Good 77 51.333 Average 2 1.34 Poor 0 05 Very poor 0 0

Total 150 100

Chart No: 5.1.20Feedback about the training:

Inferences:The above table show that 51.33% of the respondents feel good about the training and 47.33% of the respondents feel very good about the training.

Table No: 5.1.21.1Opinion of the candidates about the following attributes:Extent of attitude acquired by the respondents - Knowledge:S.No Options No of Percentage

Respondents (%)1 To full extent 57 38

2To a very large extent 63 42

3 To large extent 30 204 To some extent 0 05 Not at all 0 0

Total 150 100

Chart No: 5.1.21.1Knowledge:

InferenceThe above table shows that 42% respondents gains knowledge to a large

extents , 38% of the respondents gains knowledge to full extents and 20% of the respondents gains to large extents.

Table No: 5.1.21.2Extent of attitude acquired by the respondents - Efficiency:

S.No Options No of Percentage

Respondents (%)1 To full extent 39 26

2To a very large extent 73 48.67

3 To large extent 38 25.334 To some extent 0 05 Not at all 0 0

Total 150 100

Chart No: 5.1.21.2Efficiency:

InferenceThe above table shows that 48.67% respondents gains efficiency to a large

extents , 26% of the respondents gains efficiency to full extents and 25.33% of the respondents gains to large extents.

Table No: 5.1.21.3 Extent of attitude acquired by the respondents - Skills


Percentage (%)




Total 150 100

Chart No: 5.1.21.3Skills

InferenceThe above table shows that 42% respondents gains skills to a large extents ,

32.67% of the respondents gains skills to full extents and 23.33% of the respondents gains to large extents

Table No: 5.1.21.4Extent of attitude acquired by the respondents - Communication Skill:


Percentage (%)

1 To full extent 59 39.332 To a very large 60 40

extent3 To large extent 30 204 To some extent 1 0.675 Not at all 0 0

Total 150 100

Chart No: 5.1.21.4Communication Skill:

Inference:The above table shows that 40% respondents has developed communication

skill to a very large extents ,39.33% of the respondents has developed communication to full extents and 20% of the respondents gains to large extents

Table No: 5.1.21.5 Extent of attitude acquired by the respondents - Team Work:


Percentage (%)




Total 150 100

Chart No: 5.1.21.5Team Work:

Inference:The above table shows that 42% respondents has developed team work skill

to a very large extents ,39.33% of the respondents has developed team work skill to full extents and 16.67% of the respondents developed to large extents

Table No: 5.1.22 Opinion about the effectiveness of training:


Percentage (%)

1 Strongly agree 66 442 Agree 84 56

3 Disagree 0 04 Strongly disagree 0 0


Chart No: 5.1.22Opinion about the effectiveness of training:

Inference:The above table shows that 56% of the respondents agree the training should

be more effective and 44% of the respondents strongly the training should be more effective from the present level.

5.2 WEIGHTED AVERAGE METHOD5.2.1 CANDIDATES’ FEEDBACK ON THE VARIOUS ASPECTS OF THE

TRAINING PROGRAM

Description Very Good Average Bad Very

good bad

Training faculty 100 50 0 0 0

Course content 62 83 5 0 0

Course material 59 76 15 0 0

Discussions/Exercise/Case

study 70 66 14 0 0

Arrangements done for

training 58 72 20 0 0

Very good = 5

Good = 4

Average = 3

Bad = 2

Very bad = 1

CALCULATION:

Training faculty = [(100*5)+(50*4)+(0*3)+(0*2)+(0*1)]/150

= 4. 67

Course content = [(62*5)+(83*4)+(5*3)+(0*2)+(0*1)]/150

= 4.38

Course material = [(59*5)+(76*4)+(15*3)+(0*2)+(0*1)]/150

= 4.29

Discussion = [(70*5)+(66*4)+(14*3)+(0*2)+(0*1)]/150

= 4.37

Arrangements = [(58*5)+(72*4)+(20*3)+(0*2)+(0*1)]/150

= 4.25

Description

Weighted

Average Rank

Training faculty 4.66 1

Course content 4.38 2

Course material 4.29 4

Discussions/Exercise/Case

study 4.37 3

Arrangements done for

training 4.25 5

Interpretation:

From the above weighted average table it has been inferred that the majority

of the respondents have given first preference to the Training Faculty, the second

preference is given to Course content, the third preference is given to the Discussion,

Exercise , Case study and fourth & fifth preference given to the course material &

Arrangements done for the training respectively.

5.2.2 CANDIDATES OBTAINED FROM TRAINING PROGRAM:

Description

Full

extent

Very large

extent

Large

extent

Some

extent

Not at

all

Knowledge 57 63 30 0 0

Efficiency 39 73 38 0 0

Skills 49 63 35 0 0

Communication

skills 59 60 31 0 0

Team work 59 63 26 2 0

Very good = 5

Good = 4

Average = 3

Bad = 2

Very bad = 1

Calculation:

Knowledge = [(57*5)+(63*4)+(30*3)+(0*2)+(0*1)]/150

= 4.18

Efficiency = [(39*5)+(73*4)+(38*3)+(0*2)+(0*1)]/15

= 4.00

Skills = [(49*5)+(63*4)+(35*3)+(0*2)+(0*1)]/15

= 4.013

Communication skill = [(59*5)+(60*4)+(31*3)+(0*2)+(0*1)]/15

= 4.186

Team Work = [(59*5)+(63*4)+(26*3)+(2*2)+(0*1)]/15

=4.19

Description Weighted Average Rank

Knowledge 4.18 3

Efficiency 4.00 5

Skills 4.01 4

Communication

skills 4.186 2

Team work 4.19 1

INTERPRETATION:

From the above weighted average table it has been inferred that the majority

of the respondents have given first preference to the Team work , the second and third

preference is given to the communication skill and Knowledge , whereas the fourth

and fifth preference given to the Skill and Efficiency respectively.

5.3 CHI - SQUARE ANALYSIS5.3.1EXPERIENCE AND SATISFACTION LEVEL:

Highly

satisfied

Satisfied Neither

satisfied nor

dissatisfied

Dis

satisfied

Highly

Dissatisfied

Total

<5years 10 12 7 0 0 29

5-10yrs 12 38 6 0 0 56

10-15 8 22 5 0 0 35

Above

5yrs

11 14 5 0 0 30

Total 41 86 23 0 0 150

Hypothesis:

Null Hypothesis (Ho):

There is no significant association between the experience and satisfaction level

of training program conducted in TVS Training and Services

.

Alternative Hypothesis (H1):

There is a significant association between the experience and satisfaction level

of training program conducted in TVS Training and Services

.

Observed

Frequency (O)

Expected

Frequency (E)

(O – E) (O - E) 2 (O - E) 2 /E

10 7.927 2.073 18.467 2.329

12 16.627 -4.627 21.409 1.288

7 4.447 2.553 6.518 1.466

0 0 0 0 0

0 0 0 0 0

12 15.307 -3.307 10.936 0.714

38 32.107 5.893 34.727 1.082

6 8.587 -2.587 6.692 0.779

0 0 0 0 0

0 0 0 0 0

8 9.567 -1.567 2.455 0.257

22 20.067 1.933 3.736 0.186

5 5.367 -0.367 0.135 0.025

0 0 0 0 0

0 0 0 0 0

11 8.2 2.8 7.84 0.956

14 17.2 -3.2 10.24 0.595

5 4.6 0.4 0.16 0.035

0 0 0 0 0

0 0 0 0 0

Calculated χ2 value 9.712

Degree of freedom :( c-1) (r-1) = (5-1) (4-1) =12 d. f at 5% level of significance

Tabular Value = 21.026

Tabulated value is greater than the calculated value.

RESULT:

Since the tabulated value is greater than calculated value we accept null

hypothesis. That is there is no significant association between the experience and

satisfaction level of training program conducted in TVS Training and Services

5.4 KARL – PEARSON’S COEFFICIENT OF CORRELATION:

OBJECTIVE:To identify the relationship between relevance & helpfulness of training and

satisfaction on training.

AttributesStrongly

Agree Agree Neutral Disagree

Strongly

disagree Total

Relevancy of

Training(X) 78 67 4 0 1 150

Satisfaction on Training

(Y) 77 72 0 1 0 150

X Y (X-X) Y-Y (X-X)

(Y-Y)

(X-X)2 (Y-Y)2

78 77 -48 -47 2256 2304 2209

67 72 -37 -42 1554 1369 1764

4 0 26 0 0 676 0

0 1 0 29 0 0 841

1 0 29 0 0 841 0

150 150 -30 -60 3810 5190 4814

X= ∑x/n = 150/5=30

Y= ∑y/n= 150/5=30

∑(x-x) (y-y)

Ϭxy =------------------------

√∑(x-x) 2 √∑(y-y) 2

= 3810/ √5190*√4814

= 3810/4995.36

r = 0.763

Inference:

The coefficient of correlation inferred that r = 0.763 is positive correlated, thus

there is relationship between relevance & helpfulness of training and satisfaction on

training.

6. FINDINGS:

From the study it is inferred that the maximum number of respondents, 83% belongs to the age of 25 to 30 years , 15% of the respondents belong to the age group of 31 to 35 years and 2% belong to the age of 36 to 40 years.

From the study it has been found that the maximum number of respondents, 74% belongs to the below 5 years of experience and 11.3% of the respondents belong to the 5 to 10 years of experiences and 14% of the respondents belong to the 10 to 15 years .

The study demonstrates that maximum of the respondents are satisfied and few of the candidates stand neutral.

From the study it is inferred that maximum of the respondents feel that the duration is too long.

The study shows that 48% of the respondents feel the arrangements are good , 38.67% are very good and 13.33% of arrangements are average.

From the study it is inferred that more than 50 % of the respondents feel good about the training and less than half of the total respondents feel very good about the training.

The study demonstrate that maximum of the respondents agree the training should be more effective and mast of the respondents strongly the training should be more effective from the present level.

From the study it is inferred that 63% of the respondents strongly agree the relationship is good between trainer & trainee and 37% just agree the relationship is good between trainer & trainee.

7. SUGGESTIONS:

There should be more personality based programs it helps the individual in

overall development.

To familiarize workers about the concept of leadership introduces to him

leadership traits and their application.

Subject methods should be discussed thoroughly, in detail and both

extensively and intensively.

Homogenous groups should be formed for training so that they can easily and

quickly understand each other’s problems.

8. CONCLUSION:

Training and Development helps in optimizing the utilization of human

resource and it helps to provide an opportunity and broad structure for the

development of human resource technically and behavioral skills in an organization.

It also helps the employee in attaining personal growth and increasing the job

knowledge and skill of employees at each level. Further helps the employee to

achieve organizational goals as well as their individual goals.

The trainee who attended training program in TVS TS was highly satisfied.

The institution should not stop with the existing level of satisfaction because the

growth of any organization depends on continuous improvement. By doing this the

company can attain long term success, increase in revenue and to develop further.

9. ANNEXURE

BIBLOGRAPHY

Mamoria C.B:“Personnel Management” Himalaya Publishing House,

Mumbai 2002.

Subba Rao P: “Personnel / Human Resource Management” Konark

Publication Pvt, Ltd. Delhi 1998

Tripathi .P.C: “Human Resource Development” Sultan Chand & Sons,

Delhi, 2003.

C.R. Kothari : “Research Methodology” New age edition, 2002

WEBSITE:

www.tvsts.com

www.citehr.com

www.scribd.com

QUESTIONNAIRE

Name: ______________________________________________

http://www.scribd.com/

http://www.citehr.com/

http://www.tvsts.com/

Emp No: __________________

Age: 25-30 31-35 36-40 >40

Experience: < 5 Years >5 Years 5-10 Years 10-15years

Above 15yrs

Income: Rs.10000 Rs.20000 Rs.30000 Rs.40000

Name of the Organization:

1. Have you undergone any training in your organization?

Yes No

If yes mention the type of training

On the Job Off the Job Both None

2. Duration of the training ___________________________

3. Mention the satisfaction level of the training given by your organization

Highly satisfied Satisfied Neutral Dissatisfied

Highly dissatisfied

4. Reason for training given by your organization

5. Please mention the method of training given in your Organization.

On the job Off the job

Job rotation Vestibule

Coaching Role playing

Job instruction Conference

Training through step by step Discussion

Committee assignment Instruction

6. Who suggested the need of the training in TVS TS?

Superior Company Others

7. What do you feel about duration of the training?

Too long Too short Just enough

8. Mention the type of training attended in TVS TS

On the job Off the job

9. If on the job training mention the type of training.

__________________________

10. If off the job training mention the type of training.

_________________________

11. The training was more relevant and helpful

Strongly agree Agree Neutral Disagree

Strongly disagree

12. Give your satisfaction level on the existing training .

Highly satisfied Satisfied Neutral

Dissatisfied Highly dissatisfied

13. How did you feel the job before the training ?

Very easy Easy to large extent Easy to some extent

Not so easy Difficult

14. How did you feel the job after the training ?

Very easy Easy to large extent Easy to some extent

Not so easy Difficult

15. To what extent you have acquired the knowledge and skills through the training ?

To the full extent To a very large extent To a large extent

To some extent Not at all

16. Please give your sincere feedback on the following aspects of the training

S.No Description Very

good

Good Average Bad Very

bad

1 Training Faculty

2 Course content

3 Course materials

4 Discussions/Exercise/Case

study

5 Arrangements done for

training

17. I get guidance from my superior while training

Strongly agree Agree Disagree Strongly disagree

Neither agree nor disagree

18. Trainer maintains a good relationship with Trainee

Strongly agree Agree Disagree Strongly disagree

Neither agree nor disagree

19. I get opportunities to give suggestions/express the views about the training that I

have undergone

Yes No

20. I will recommend this training to others in my organization

Yes No

21. To what extent you have acquired the following attributes due to the training

Attributes Full

extent

Very large

extent

Large

extent

Some

extent

Not at all

Knowledge

Efficiency

Skills

Communication

skills

Team work

Confidence

22. Overall feedback about the training

A) Very good B) Good C) Average D) Not good

23. I found the training to be more effective

A) Strongly agree B) Agree C) Disagree D) Strongly disagree E) Neither

agree nor disagree

24. Any other suggestion/comments?

A Study on Training and Development - Googolsoft

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