INTRODUCTION

HUMAN RESOURCE MANAGEMENT

Definition:

Human resource or man power management effectively describes the process of planning and directing the application, development and utilization of human resource in employment – DALE YODER

Human Resource Management is concerned with people who works in the organization to achieve the objectives of organization, It concern with acquisition of appropriate human resource, developing their skills and competence, motivating them for best performance and ensuring the continued commitment to the organization. To achieve the organizational objectives this definition applies to all types of organization

(Example) “Industries, Business, Government, Education, Health and Social Welfare of the people”.

Human resource management refers to activities and functions designed and implemented to maximize organizational as well as employee effectiveness

TRAINING AND DEVELOPMENT

Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. For an organization, training and development are important as well as organizational growth, because the organizational growth and profit are also dependent on the training. But the training is not a core of organizational development. It is a function of the organizationaldevelopment.

In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. It has been known by many names in the field HRM, such as employee development, human resources development, learning and development etc. Training is really developing employees’ capacities through learning and practicing.

Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. The focus of all aspects of Human Resource

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Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

All employees want to be valuable and remain competitive in the labor market at all times, because they make some demand for employees in the labor market. This can only be achieved through employee training and development.

 Nature of human resource management (HRM):

1. Inherent part of management:-human resource management is inherent part of management because if the manager wants to draw best out of his people, he must do the basic responsibility of selecting people who will work under him along with this he must train, motivate appraise them from time to time.

2. Pervasive function: -it is a pervasive function which means that every person in the organization from top to lower level is required to perform this function at continuous basis.

3. People centered: -it is concerned with all kind of personnel from top to bottom of the organization.

4. Personnel functions: - it involves various functions concerned with managing people from manpower planning, recruitment, selection, placement, training, appraisal to compensation of employees.

5. Continuous process: -it is not a one-step function rather it is a continuous process.

Objectives of human resource management:

1. To procure right type of persons at right time and at right job.2. To ensure effective utilization of human resources.3. To ensure development of human resources.4. To provide them right kind of training to increase their productivity.5. To ensure their welfare needs.6. To satisfy them by providing monetary and non-monetary benefits.7. To maintain high morale among the employees.8. To ensure proper safety measures.

 Scope of human resource management:

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1. Manpower planning means determining the number and kind of personnel required to fill various positions in the organizations.

2. Recruitment, selection, placement of personnel.

3. Training and development of employees.

4. Performance appraisal of the employees.

5. Motivating the employees by providing them proper financial and non-financial incentives.

6. Social and welfare security of the employees.

7. Audit of personnel policies, procedures and practices of the organization.

FUNCTIONS OF HRM

Managerial Functions:

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Managerial functions of personnel management involve planning, organizing, directing and

controlling.

Planning:

It is pre-determined course of action. Planning pertains to formulating strategies of personnel

programmers and changes in advance that will contribute to the organizational goals. It involves

planning of human resources, requirements, recruitment, selection, training etc. It also involves

forecasting of personnel needs, changing values, attitudes and behavior of employees and their

impact on the organization.

Organizing:

An organization is a means to an end. It is essential to carry out the determined course of action.

An organization is a structure and a process by which a co-operative group of human beings

allocates its task among its members, identifies relationships and integrates its activities towards

a common objective. Complex relationships exist between the specialized departments and the

general departments as many top managers are seeking the advice of the personnel manager.

Thus an organization establishes relationships among the employees so that they can collectively

contribute to the attainment of company goals.

Directing:

The next logical function after completing planning and organizing is the execution of the plan.

The basic function of personnel management at any level is motivating, commanding, leading

and activating people. The willing and effective co-operation of employees for the attainment of

organizational goals is possible through proper direction. Tapping the maximum potentialities of

the people is possible through motivation and command. Co-ordination deals with the task of

blending efforts in order to ensure successful attainment of an objective.

Controlling:

After planning, organizing and directing various activities of personnel management, the

performance is to be verified in order to know that the personnel functions are performed in

conformity with the plans and directions of an organization. Controlling also involves checking,

verifying and comparing of the actuals with the plans, identification of deviations if any and

standards through controls. Auditing training programmers, analyzing labour turnover records,

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directing morale surveys, conducting separate interviews are some of the means of controlling

the personnel management function and making it effective

2. Operative Functions:

The operative functions of human resources management are related to specific activities of

personnel management visa, employment, development, compensation and relations. All these

functions are interacted with managerial functions.

Employment:

  It is the first operative function of Human Resource Management. Employment is concerned

with securing and employing the people possessing the required kind and level of human

resources necessary to achieve the organizational objectives. It covers functions such as job

analysis, human resource planning, recruitment, selection, placement, induction and internal

mobility.

Human Resource Development:

It is a process of improving, molding and changing the skills, knowledge, creative ability,

aptitude, values, commitment etc., based on present and future job and organizational

requirements. It includes Performance Appraisal, Training, Management Development, Career

Planning and Development, Internal Mobility, Transfer, Promotion, Demotion, Change and

Organisational Development.

Compensation:

It is a process of providing adequate, equitable and fair remuneration to the employees. It

includes job evaluation, wage administration and salary administration, incentives, bonus, fringe

benefits, social security measures etc.

Human Relations:

Practicing various human resources policies and programmes like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and the management. It is a process of interaction among human beings. Human relations is an rear of management in integrating people into work situations in a away that motivates them to work together productively co-operatively and with economic, psychological and social satisfaction

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TRAINING TYPES

1. Internal training2. External training

Trainings in an organization can be mainly of two types; Internal and External training sessions. Internal training involves when training is organized in-house by the human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person. 

On the other hand external training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very important for all staff and helps in building career positioning and preparing staff for greater challenges in developing world However the training is costly

Employers of labor should enable employees to pursue training and development in a direction that they choose and are interested in, not just in company-assigned directions. Companies should support learning, in general, and not just in support of knowledge needed for the employee's current or next anticipated job. It should be noted that the key factor is keeping the employee interested, attending, engaged, motivated and retained.

For every employee to perform well, especially Supervisors and Managers, there is a need for constant training and development. The right employee training, development and education provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. In most cases external trainings for instance provide participants with the avenue to meet new set of people in the same field and network. The meeting will give them the chance to compare issues and find out what is obtainable in each other’s environment. This for sure will introduce positive changes where necessary.

Raw human resources can make only limited contribution to the organization to achieve its goals and objectives. Hence the demands for the developed employees are continuously increasing. Thus the training is a kind of investment.

PROCESS OF TRAINING

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The process of training involves the following stages

1. Identifying the training needs of the staff2. Establishment of the training goals 3. Selecting the right method of training 4. Making an evaluation of training effectiveness

1. IDENTIFYING THE TRAINING NEEDS OF THE STAFF

The training needs of different categories of employees is an organization are not same. A new entrant must learn is job first. For his he requires training in a specific area of work .he must also become familiar with the companies policies rules and regulations. For this, induction training may be necessary

2. ESTABLISHMENT OF TRAINING GOALS

The management should have short – term and long – term training goals. By providing training to a new entrant, the management is able to prepare in to do have work effectively. Providing training to an employees to update his skill makes him even more

efficient.

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3. SELECTING THE RIGHT METHOD OF TRAINING

The third stage in the training process is to select most suitable method of training. There are on- the job and off- the job training methods. Facilities for training are not always available within the organization itself. In such a case the employees may have to be send to a training center

4. MAKING AN EVALUATION OF TRAINING EFFECTIVENESS Training is meaning full only if its effectiveness is measured the performance of the employee, who has undergone training , the most important indicator of training effectiveness. All that the manager would do is to compare the employee’s performance before and after training. Obviously, if there is a significant improvement in performance it should mean that the training has really been effective. Even if there is some improvement in performance it may be assumed that the training has had a real positive effect on the trainee

METHODS OFTRAINING

1. ON THE JOB TRAINING2. OFF THE JOB TRAINING

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ON THE JOB TRAINING

On the job training refers to training given to an employee in the place where he is employed. Work and learn is the philosophy of such a training concept

Importance on the job training method:

1. Induction training

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2. apprenticeship 3. reference training 4. job rotation 5. placement as assistance6. vestibule training

OFF THE JOB TRAINING

It refers to training given to staff at a place away from the actual work place. The following are some of the important of the job training methods

1. lectures and conference2. role playing3. case study4. management games 5. brain storming 6. sensitivity training

COMPANY PROFILE

We Are a Six Year Old HR Service Organization Focused On Recruitment & Outsourcing Services,(From Junior To Middle Management Level) Catering The Needs of Various Industries Like.

MANUFACTURING INDUSTRIES IT & BPO COMPANIES CORPORATE ESTABLISHMENT WAREHOUSE & LOGISTICS DATA/SCANNING/BANK OFFICE PROCESS

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We Are Professional In Service:

ASSESSING THE CLIENTS’ BUSINESS REQUIREMENT AND VALUES IDENTFYING RIGHT PEOPLE TO BE PART OF OUR CLIENTS’ GROWTH RESPONSIVE & SUPPORTIVE 100% COMPLIENCE WITH ALL STATUTORY REGISTRATION LIKE ESI, PF,

SERVICE/INCOME/PROFESSIONALTAX,ETC.,

Our Main Role Is To Be An Extension Of HR Department Into The Recruitment/ Outsourcing Process Identify & Shortlist Right Candidate,Co-ordinate For Interview, Joining Period Follow-Up, Reference Check Etc.

About Jaisurya Staffing Services Pvt. Ltd:

Name of the company and address: jaisurya staffing service pvt.ltd, old no:#10,new no:#19, 2nd floor 051. branch: sriperumbudur: no of year in this field: since 2007. No of employees: 680 employees.

Background Of Promoters

R. Madaswamy BE (Director Business Development & Client Relationship) M. Sujatha MCA (Director Bill & Payroll Process, Website Management) C.V. Gopinath MBA (Director Recruitment) D. Balamurugan B.Com (Executive Statutory Compliance & Employee Relations) S. Tamilvanan B.Com (Executive Salary & Payment) R. Divya B.A (Executive Data Base Management) P. Muthu B.SC (Executive Employee Relations).

LIST OF OUR CLIENT:

ACCLE Frontline ltd, NM Rd, Chennai, Pondichery, Madurai

ACCEL BPO Ltd, Greams Rd Anantra Solutions Pvt Ltd, Tidel Park Colourplus Fashions Ltd, Madhavaram Crown Worldwide Movers Pvt Ltd, Sriusrie, Poonamallee Expeditors International P Ltd, Madhavaram Genilte Engg Ltd, Irungattukottai Etc….

PROPOSAL FOR OUTSOURCING SERVICE:

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SERVICE MARGIN FOR OUTSOURCING SERVICES

( For All Assignments At Junior To Middle Management Level)

12% ON COST OF SERVICE PER MONTH

(COS=Salary, All Allowances, Statutory Payments Of Employer & Employee, Bonus Etc..,)

SCOPE:

Take the input from client- job description, specific skill set etc., Submission of offer (salary structure for the required position) by our team Head hunting- advertising if requires Shortlist and preliminary interview by our team Final interview with client and development at location Reference check Issue of appointment letter, ID to employees Maintaining all statutory record-labour/factory Act Liasion with government compliance-ESI, PF, LWF, WC, prof tax, service tax,

license etc., On time salary disbursement thro’ HDFC bank salary account Process of claims- ESI & PF Issue of service certificate to employees Regular visit to client location by our executive to review our employees

performance

TERMS:

Our offer shall include the salary and all statutory components like ESI, PF, Bonus, Leave wages, LWF/WC, Prof tax etc. and our service margin of 15% on all components

A formal service agreement to be executed before commencement of our outsourcing service

Our billing period is 26th to 25th and payment to be made within 15 days from the date of submission along with monthly approved attendance, copy of earlier month ESI, PF and service tax paid challan

All ouremployees’ salary will be paid on 7th of every month TDS can be dedicated 2% under 194C Service tax will be claimed extra to your account, as applicable.

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PROCESS- INDUCTION TO EXIT

RESOURCES HUNTING: IT’S A ROUTING PROCES

Collection of CV’s thro linked in/facebook Collection of CV’s thro monster.com job portal Fortnight Bulk SMS to our 520 staffs to have their personal reference Campus interview at Colleges Distributing Hand slips/printed leaflets

SOURCING & VALIDATION OF CANDIDATES:

Understand the requirement of Client-job description/Skill Set/Pay out Sourcing is done form the above data base

1th level interview-telephonic interview/verification of certificates/ID & address proof/brief the candidates about JD/working hours/salary data/ Leave Eligibility etc.

Validated CVs mailed to client For 2nd level interview 2ndlevel interview & selection-by the client’s representative

INDUCTION:

Selected candidate have to undergo the following process

Fill up our standard CV Format- 4pages Signup ESI-Form 1- if applicable Signup PF-Form 2-Declaration Form Signup Gratuity Form-Form F Signup Self Declaration Form Signup Insurance form for-Medical/PA-if applicable Attach copy of-Educational/Experience certificates Attach copy of-License(as applicable) Attach proof for-ID/Address Attach-8nos passport size photo

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Our internal process:

Issue of offer letter/deployment letter & Temp ID card Issue of ESI number-on the joining date-if applicable Issue of Uniforms/Shoes-as applicable Background check thro’ external agency

for- Qualification/Criminal/Address Update the TP employee list and submit Nominal Roll On 5th of every

month to client Liason for ESI & PF claims

BILLING/SALARY PROCESS:

Collection of attendance by our team on last working day of the month-attendance authorized by client’s representive which is a base document for both billing & salary process.

Salary-for 1-30th –paid thro’ NEFT on 5th of every month. Salary slip mailed to individual’s mail ID

COMPLIANCE:

Attendance & Salary Register Maintained at job location Labour License copy maintained at job Location Monthly Bills-Supported with previous month ESI & PF Chillan (payment

& process through Online) All employees covered under WC Insurance Labour Welfare fund-Annual payment-Remitted Professional Tax-Half yearly payment-Remitted Company IT Result filed till Mar 2014 Service Tax-Monthly Remitted- Half yearly Returns Filed

EMPLOYEE RELATIONS:

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Monthly meeting at job location-appraise their performance/address their grievances

HR Workshop-Once in 4 months-for a group of 50 employees-either at job location/outside

Birth day-Wishes thro’ Greeting Card

Marriage Occasion-Rs.2000/- Gift contribution from our company

EXIT PROCESS-if an employee leaves our services

Submit a hardcopy of resignation letter addressed to jaisurya staffing services pvt ltd. Chennai 015 with proper notice period as mentioned in their appointment letter.

No dues clearance from client’s representative-for ID/Access card/petty cash/pending document etc.

Employee can collect the salary & service certificates with in 2days after submitting the above papers.

To claim other settlement benefits they should contact 9884300062

OBJECTIVES OF STUDY

Primary objectives

To evaluate the training and development process of employees at

“JAISURYA STAFFING SERVICES PVT LTD”

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Secondary objectives

To identify the types of training to the employees.

To identify the method of training needed by employee.

To know the interaction level between trainer and trainee.

To know the feedback about training given to employees.

To offer valuable suggestion to improve the training program.

To bring out effectiveness and efficiency in training.

SCOPE OF THE STUDY

In this survey an attempt has been made to analyze the employee’s in JAISURYA

STAFFING SERVICES (P) LTD at Chennai.

The research helps to understand the need of training and development process for

existing employees

The study will be limited to the training and development programs for experienced

employees.

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The study can be used to understand the potential of the employees

LIMITATIONS OF STUDY

This study is restricted to only 100 employees of JAISURYA STAFFING

SERVICES (P) LTD

Most of the employee’s response was biased due to superior attitude.

The factors which are included in the questionnaire are limited due to time

constrained.

The sample of this study is basically at Chennai only.

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The study is conducted for 30 days only which is not efficient to analyze the entire

factors.

NEED FOR THE STUDY

i. This study is needed for the HR department of the company overview

into the training and development.

ii. This study is needed to read the minds of the apprentice employees and

helps the organization to know the view point about their employers.

iii. This study is needed for the employers to understand the training and

development to plan accordingly to eradicate those.

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RESEARCH METHODOLOGY

The process used to collect information and data for the purpose of making business decision. The methodology may include questionnaire statistical method and other research techniques

DEFNITION:

According to ‘SHUTTLE WORTH’ in the broadest sense of the definition of research any gathering of data information and facts for the advanced of knowledge.

RESEARCH DESIGN:

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DESCRITIVE RESEARCH:

The type of research used in this study is descriptive research which serves the purpose to the

fullest extent since the whole portion of the study on the performance.

PRIMARY DATA

MEANING OF PRIMARY DATA:

Primary data is a turn used in a number of disciplines to describe source material that is closest to the person, information, period, or idea being studied.

PRIMARY DATA SOURCE:

Primary data is employed to collect the data from the respondents and their data are collected with the help of questionnaires.

SECONDARY DATA

MEANING OF SECONDARY DATA:

Secondary data is the data that have been already collected by and readily available from other sources. Such data are cheaper and more quicker than the primary data and also may be available

when primary data cannot be obtained at all.

SAMPLING PLAN:

The first step in sampling plan is to decide the total employee population. Once it is decided, the researcher must concern with the following questions:

a. What sampling unit should be studied?b. What should be the sample size?c. What sampling procedure should be used?

SAMPLE SIZE:

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For this study whole the employee cannot be surveyed so that60 members are taken into account. Separate questionnaires were given to collect the data from respondents

DESING OF THE QUESTIONNAIRES:

Open ended questions Close ended questions Multiple choice questions

STATISTICAL METHODS USED:

Column chart Pie chart Bar chart Percentage analysis

FORMULAE:

FORMULAE ¿ NOOFRESPONDENTTOTALNO.OFRESPONDENT

×100

TABLE NO: 1

THE TABLE SHOWING GENDER OF THE EMPLOYEES

S.NO PARTICULARNO.OF

RESPONDENTS

PRECENTAGE

1 MALE 62 62%

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2 FEMALE 38 38%

3 TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, 62% percentageof the respondents are male and 38% of the respondents are female.

CHART NO: 1

THE CHART SHOWING GENDEROF THE EMPLOYEES

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Male Female0%

10%

20%

30%

40%

50%

60%

70%62%

38%

TABLE NO: 2

THE TABLE SHOWING QUALIFICATION OF THE EMPLOYEE

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SL. NO DESCRIPTIONRESPONDENT

SPERCENTAGE

1 LESS THAN SSLC 12 12%

2 DIPLOMA 25 25%

3UNDER

GRADUATE63 63%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, 12% of the respondents studied less than SSLC, 25% of the respondents DIPLOMA and 63% of the respondents studied UG.

CHART NO: 2

THE CHART SHOWING QUALIFICATION OF THE EMPLOYEES

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Less Than SSLC

Diploma

Under Graduate

0% 10% 20% 30% 40% 50% 60% 70%

12%

25%

63%

TABLE NO: 3

THE TABLE SHOWING EXPERIENCE OF THE EMPLOYEES

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SL.NO DESCRIPTION RESPONDENT

SPERCENTAGE

1 0-1 YEAR 35 35%

2 1-2 YEAR 42 42%

3ABOVE 2

YEAR23 23%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,35% of respondents having the experience of 0-1 years, 42% of the respondents having 1-2 years and 23% of the respondents having above 2 years.

CHART NO: 3

THE CHART SHOWING EXPERIENCE OF THE EMPLOYEES

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35%

42%

23%

0-1year1-2 yearAbove 2 year

TABLE NO: 4

THE TABLE SHOWING TRAINING PROVIDED

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SL.N

ODESCRIPTION

RESPONDENT

SPERCENTAGE

1 YES 63 63%

2 NO 37 37%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, 63% of the respondents says yes and 37% respondents say No with the training period.

CHART NO: 4

THE CHART SHOWING TRAINING PROVIDED

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yes

No

0% 10% 20% 30% 40% 50% 60% 70%

63%

37%

TABLE NO: 5

THE TABLE SHOWING KINDS OF TRAINING

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SL.NO DESCRIPTIONRESPONDENT

S

PERCENTAG

E

1 ON THE JOB

TRAINING

25 25%

2 OFF THE JOB

TRAINING

33 33%

3

PART TIME JOB 32 32%

4

OTHERS 10 10%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,25% of the respondents received on- the- job training in the concern and 33% of the respondents received off -the- job training and 32% of the

respondents received part time job and 10% of the respondents received other jobs.

CHART NO: 5

THE CHART SHOWING KINDS OF TRAINING

30

25%

33%

32%

10%

on the job trainingoff the job trainingpart time jobother job

TABLE NO: 6

THE TABLE SHOWING TECHNIQUES PROVIDED IN

ON - THE - JOB TRAINING

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SL.NO DESCRIPTION RESPONDENTS PERCENTAGE

1 JOB INSTRUCTION

TRAINING

23 23%

2INTERNSHIP

17 17%

3JOB ROTATION

39 39%

4APPRENTICESHIP

21 21%

TOTAL100 100%

INTERPRETATION

From the above table it is inferred that, 23% of the respondents received job instruction training, 17% of the respondents received internship, and 39% of the respondents received job rotation and 21% of the respondents received apprenticeship training through on–the–job training.

CHART NO: 6

THE CHART SHOWING TECHNIQUES PROVIDED IN

ON - THE - JOB TRAINING

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job instruction training

internship job rotation apprenticeship0%

5%

10%

15%

20%

25%

30%

35%

40%

23%

17%

39%

21%

TABLE NO: 7

THE TABLE SHOWING TRAINING PROVIDED IN

OFF - THE - TRAINING

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SL.N

ODESCRIPTION

RESPONDENT

SPERCENTAGE

1POWER POINT

PRESENTATION11 11%

2VISUAL

ORIENTATION25 25%

3LECTURE

TRAINING21 21%

4INDIVIDUAL

TRAINING43

43%

TOTAL 100100%

INTERPRETATION

From the above table it is inferred that, 11% of the respondents received training through PowerPoint presentation, 25% of the respondents received visual orientation training and 21% of the respondents received lecture training and 43% in of the respondents received individual training off-the-job training.

CHART NO: 7

THE CHART SHOWING TRAINING PROVIDED IN

OFF - THE - TRAINING

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power point presentation

visual orientation

lecture training

individual training

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

11%

25%

21%

43%

TABLE NO: 8

THE TABLE SHOWING ABOUT THE TRAINING METHODS

SL.N

ODESCRIPTION

RESPONDENT

S

PERCENTAG

E

35

1 CLASSROOM 12 12%

2ON MACHINE

TRAINING54 54%

3

BASED ON NEW

PRODUCT

INCLUSION

10 10%

4 ON SITE LOCATION 24 24%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, the 12% of the employees received training at class room or on site location, 54% of the employees received training on machine and 10% of the employees trained based on the new product inclusion and 24% of the employees trained on site location.

CHART NO: 8

THE CHART SHOWING ABOUT THE TRAINING METHODS

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class

room

on site l

ocation

based on new

producti

n vention

on mach

ine trai

ning0%

10%

20%

30%

40%

50%

60%

12%

24%

10%

51%

TABLE NO: 9

THE TABLE SHOWING THE PURPOSE OF GETTING TRAINING

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SL.NO DESCRIPTION RESPONDENTSPERCENTAG

E

1

TO INCREASE

PERFORMANCE

LEVEL

9 9%

2OBTAIN MORE

KNOWLEDGE27 27%

3

TO MAINTAIN,

UPGRADE AND

UPDATE THE

SKILLS

33 33%

4TO GET THE GOOD

JOB31 31%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,9% of the respondents are well aware the purpose of getting training said training to increase their performance level, 27% of the respondents obtained more knowledge, and 33% of the respondents said the purpose of getting training to maintain, upgrade, and update the skills.

CHART NO: 9

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THE CHART SHOWING THE PURPOSE OF GETTING TRAINING

To increase perfomance

levelobtain more knowledge To maintain

upgrade and update the skill

To get the good job

0%

5%

10%

15%

20%

25%

30%

35%

9%

27%

33%

31%

TABLE NO: 10

THE TABLE SHOWING THAT THE FUTURE TRAINING NEEDS ARE ASSESSED

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SL.N

ODESCRIPTION

RESPONDENT

S

PERCENTAG

E

1INDIVIDUALLY, BY

MYSELF21 21%

2BY SUPERVISORS 35 35%

3BY HUMAN RESOURCES

MANAGER38 38%

4BY TRAINING

EXECUTIVE6 6%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,21% of respondents says future training needs are assessed individually by themselves, 35% of the respondents say by supervisors and the 38% of the respondents says needs are assessed by the human resource manager and 6% of the respondents says needs are assessed by the training executive.

CHART NO: 10

THE CHART SHOWING THAT THE FUTURE TRAINING NEEDS ARE ASSESSED

40

21%

35%

38%

6%

Chart Title

Individuaiy by self

By supervisors

By Human Resources Manager

By training executive

TABLE NO: 11

THE TABLE SHOWING DEVELOPMENTS AFTER TRAINING PROGRAM

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SL.N

ODESCRIPTION RESPONDENTS PERCENTAGE

1YES 90 90%

2NO 10 10%

TOTAL 100 100

INTERPRETATION

From the above table it is inferred that, the 90% of the respondents says YES and 10% of the respondents says NO with the development after training program.

CHART NO: 11

THE CHART SHOWING DEVELOPMENTS AFTER TRAINING PROGRAM

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90%

10%

Yes No

TABLE NO: 12

THE TABLE SHOWING DURATION GAP BETWEEN THE TRAINING SESSIONS

43

SL.N

ODESCRIPTION RESPONDENTS

PERCENTAG

E

11 MONTHS 33 33%

22 MONTHS 52 52%

3ABOVE 2 MONTH 15 15%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, 33% of the respondents trained in one month and 51% of the respondents in two month and 15% of the respondents trained in above 2 month.

CHART NO: 12

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THE CHART SHOWING DURATION GAP BETWEEN THE TRAINING SESSIONS

1 month 2 month Above 2 month0%

10%

20%

30%

40%

50%

60%

33%

52%

15%

Training Session

TABLE NO: 13

45

THE TABLE SHOWING TRAINING IS EFFECTIVE IN LEARNING MATTERS

SL.NO DESCRIPTIONRESPONDENT

S

PERCENTAG

E

1AGREE 40 40%

2NEUTRAL 55 55%

3DIS AGREE 5 5%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,40% of the respondents says agree, 55% of the respondents says neutral and the 5% of the respondents are disagree with effectiveness of training in learning matters.

CHART NO: 13

46

THE CHART SHOWING TRAINING IS EFFECTIVE IN LEARNING MATTERS

Agree

Neutral

Dis agree

0%

10%

20%

30%

40%

50%

60%

40%

55%

5%

TABLE NO: 14

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THE TABLE SHOWING TRAINER PERFORMANCE LEVEL

SL.NO DESCRIPTIONRESPONDENT

SPERCENTAGE

1GOOD 39 39%

2AVERAGE 60 60%

3POOR 1 1%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, the 39% of the respondents says good, 60% of the respondents says average and 1% of the respondents says poor with the trainer performance level.

CHART NO: 14

THE CHART SHOWING TRAINER PERFORMANCE LEVEL

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Good

Average

Poor

0% 10% 20% 30% 40% 50% 60% 70%

39%

60%

1%

Training Performance Level

TABLE NO: 15

THE TABLE SHOWING TRAINING HELPS IN ACHIEVING THE ORGANIZATIONAL GOAL

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SL.NO DESCRIPTION RESPONDENTSPERCENTAG

E

1AGREE 23 23%

2NEUTRAL 68 68%

3DIS AGREE 9 9%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that,23% of the respondents says agree that the training program helps in achieving the organizational goal 68% of the respondents says neutral and the 9% of the respondents says dis agree.

CHART NO: 15

THE CHART SHOWING TRAINING HELPS IN ACHIEVING THE ORGANIZATIONAL GOAL

50

Agree Netural Dis agree0%

10%

20%

30%

40%

50%

60%

70%

23%

68%

9%

Organization Goals

Axis Title

TABLE NO: 16

THE TABLE SHOWING INTERACTION BETWEEN TRAINER AND TRAINEE

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SL.NO DESCRIPTION RESPONDENTS PERCENTAGE

1

MORE

INTERACTIVE10 10%

2INTERACTIVE 42 42%

3SATISFACTORY 45 45%

4DIS SATISFACTORY 3 3%

TOTAL 100 100%

INTERPRETATION

From the above table it is inferred that, 10% of the trainee were more interative with trainer, 42% of the trainee were interative,45% of the respondents were satisfactory and 3% of the respondents were dissatisfactory interaction with their trainer.

CHART NO: 16

THE CHART SHOWING INTERACTION BETWEEN TRAINER AND TRAINEE

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More interactive interactive satisfactory Dis satisfactory0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

10%

42%

45%

3%

TABLE NO: 17

THE TABLE SHOWING TRAINING HELPS IN FINDING OUT THE SOLUTION

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INTERPRETATION

From the above table it is inferred that, 72% of the respondents says YES that the training helps in finding out the solution and 28% of the respondents says NO.

CHART NO: 17

THE CHART SHOWING TRAINING HELPS IN FINDING OUT THE SOLUTION

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SL.NO DESCRIPTIONRESPONDENT

SPERCENTAGE

1 YES 72 72%

2 NO 28 28%

TOTAL 100 100%

72%

28%

Yes No

TABLE NO: 20

THE TABLE SHOWINGTHE FEEDBACK AFTER TRAINING

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INTERPRETATION

From the above table it is inferred that, 79% of the respondents yes and 21% of the respondents had given feedback after attending the training.

CHART NO: 20

THE CHART SHOWINGFEEDBACK ABOUT THE TRAINING

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SL.NO DESCRIPTIONRESPONDENT

SPERCENTAGE

1 YES 79 79%

2 NO 21 21%

TOTAL 100 100%

79%

21%

YesNo

TABLE NO: 21

THE TABLE SHOWING THE METHOD OF FEEDBACK

SL.NO DESCRIPTION RESPONDENTS PERCENTAGE

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1 QUESTIONNAIRE 39 39%

2 INTERVIEW 30 30%

3 TEST 23 23%

4 OTHER 8 8%

TOTAL 100 100%

INTREPRETATION

From the above table it is inferred that, 39% of the respondent given feedback after training through questionnaire, 30% of the respondents through interview, 23% of the respondents through test and 8 % of the respondent through other method..

CHART NO: 21

THE CHART SHOWING THE METHOD OF FEEDBACK

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Questionnery

Interview Test

Test

Others

0% 5% 10% 15% 20% 25% 30% 35% 40%

39%

30%

23%

8%

TABLE NO:22

THE TABLE SHOWING OVERALL SATISFACTION BY THE TRAINING PROGRAM

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SL.NO DESCRIPTIONRESPONDENT

SPERCENTAGE

1 SATISFIED 69 69%

2 NEUTRAL 31 31%

3 DIS AGREE 0 0%

TOTAL 100 100%

INTREPRETATION

From the above table it is inferred that, 69% of the respondents are fully satisfied with the training program, 31% of the respondents are neutral showing the satisfaction level in training program.

CHART NO: 22

THE CHART SHOWING OVERALL SATISFACTION BY THE TRAINING PROGRAM

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Satisfied Netural Dis Satisfied0%

10%

20%

30%

40%

50%

60%

70%

69%

31%

0%

FINDINGS

62% of the respondents are male. 47% of the respondents studied less than SSLC

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48% of the respondents having experience of above 2 years 100% of the respondents receiving training 67% of the respondents receiving on-the-job training 70% of the respondents receiving job instruction training in on-the-job

training 55% of the respondents receiving lecture training in off-the-job training 40% of the respondent’s getting training to maintain, upgrade, and update

the skills 63% of the respondents having 1 month duration gap of training session 88% of the respondent’s ability has developed 47% of the respondent’s future training needs are assessed by human

resource manager 57% of the respondent trained in class room based/on site location 65% of the respondent’s agrees that the training deliver to them is effective

in learning matters 52% of the respondents are interactive with trainer 48% of the respondent’s feel average with the trainer performance level 67% of the respondent’s agrees that trainer will help to achieve

organizational goal 87% of the respondents understand the problem and finds out the solution

quickly through training 100% of the respondent given feedback about the training 47% of the respondent says questionnaire as feedback method 57% of the respondents satisfied with the training program

SUGGESTION

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The training programs schedule should be prepared and circulated among employees in the origin The purpose of getting training is one of the self-motivating method so while employees can be upgraded and updated into their current technologies.

The management must try to provide both on the job and off the job training constantly and it should be imparted at regular intervals.

Trainer should be more interactive with his trainee during the training period. It will help the leaners to increase their morale and the trainee queries can be clarified without any hesitation.

The company should maintain the feedback system hence it is necessary to control and correct the training program in the future...

The origin can also arrange part time training program in the office premises for short duration, in order to avoid any interruption in the routine work

The trainer should be a professional expertise, has an aptitude and ability for teaching, possess a pleasing personality and capacity for leadership further, the trainer may be appointed according to the norms fixed by the organisation policy.

CONCLUSION

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A study on training and development at JAISURYA STAFFINH SERVICES (P) Ltd., which helps in identifying importance of the training. There is increase in ability of employees is due to effective training provided in the company. Training programme helped in developing skills of the employees; hence employees find their attitude better towards the job.

The training programmes should adequately design to cater the developmental needs of the employees. Training evaluation can be used to identify the effectiveness of training program, to identify the need of retraining and to provide the points to improve training.

BIBLIOGRAPHY

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BOOKS:

PERSONNEL MANAGEMENT. DR. C.B. MAMOR S.V.GANKAR

YEAR: 1980

2. HUMAN RESOURCE MANAGEME. JAYASHANKAR

YEAR: 2004

Websites:

www.google.co.in

www.wikipedia.com

WWW.jaisurya.in

TRAINING and DEVEOPMENT

A study on training and development of employees we are studying B.COM (ISM) final

year in SIVET College as a part of our curriculum we are doing project in

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“A STUDY OF TRAINING and DEVELOPMENT” in JAISURYA STAFFING SERVICE

PVT LTD) We are requested to kindly co-operate to fill this questionnaire. All the

information provided by you will be confidential and be strictly used for the academic

purpose only.

1. Name:

2. Age:

3. Gender:a) Male b) Female

4. Qualification: a) Less than +2 b) Diploma c) Under Graduate

5. Experiencea) 0-1 year. b)1-2 year. c) Above 2 year

6. Is your company providing training?a) Yes b) No

7. If yes means what kind of training is provided?

a) On the job training c) Off the job training

b) Part time job d) Others

8. In the on the job training which techniques is provided in your concern

a) Job instruction training b) Internship c) Job rotation d) apprenticeship

9. In the off the job training, which one is provided by the concern?

a) PowerPointpresentation b) Visual orientation c) Lecture training d) Individual training

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10.What is the purpose of getting training in your point of view?

a. To increase performance levelb. Obtain more knowledgec. To maintain, upgrade and update the skilld. To get the good job

11.Duration gap of your training session is?

a) 1 months b) 2 months c) Above 2 month12.After training your ability has developed?

a) Yes b) No

13.How your future training and professional Development needs are assessed?

a) Individually, by myself c) By Human Resources Managerb) By supervisors d)By training executive

14. What methods of delivery should be used in the training?

a) Classroom b) Onsite location c) Based on new product invention d)On machine training

15.Do you agree that the training deliver to you is an effective to learn the matters?

a) Agree b) Neutral c) Dis agree

16.Whether the interaction takes place between the trainer and trainee during the training period?

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a) More interactive c) satisfactory

b) Interactive d) dissatisfactory

17.what you think about your trainer performance level

a) Good b) average c) poor

18. Do you agree training programmer will help in you to achieve your organizational goals?

a) Agree b) Neutral c) Disagree19. Does training helps you to understand the problems and gives the solution

quickly?

a) Yes b) No

20.After the training have you given feedback of it

a) Yes b) No

21.If yes, through which method

a) Questionnaire c) Test

b) Interview Test d) other 22.Your overall satisfaction by the training program?

a) Satisfied b) Neutral c) Dis satisfied

23.Can you give any suggestion for the improvement of employee training?

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