FEEDBACK SURVEY ON EMPLOYEES OF D.S.C.

L, KOTA

A SUMMER TRAINING PROJECT FOR THE PARTIAL FULFILLMENT OF GRADUATE IN BUSINESS ADMINISTRATION

SUBMITTED TO: SUBMITTED BY:

MR.M.S RAU KAPOOR ADDL..GENERAL MANAGER (TRAINING) SEMESTER S.F.C., KOTA MAISM, JAIPUR
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TINA PGDBM 2nd

ACKNOWLEGEMENT
On completion of my project on the topic Effectiveness of Training Programmes in employees of DSCL, Kota, I would like to say that it was an absolute privilege for me to work under such a prestigious and professional organization. I sincerely thank Mr. M.S.RAU, Addl. General Manager, (Training) for providing me an opportunity to work on this project. I am very obliged to receive his invaluable guidance, which he spared for me from his busy schedule. I am extremely grateful to Mr. K.R.S. KHINCHI, Addl. Manager (Training) without whose help my project could not have taken shape. I appreciate the spontaneity and willingness of all the employees, management and staff of DSCL who helped me by giving their valuable feed back so that I could complete my survey on effectiveness of training programmes as observed in this organization. I take this opportunity in my career to express my sincere gratitude and indebt ness to all those who made this project a success. I would like to mention that this sentiment will linger on through out my life. Undergoing training here gave me a good insight into the functioning of an organization.

I would also like to thank my teachers for giving me a platform to learn so much. THANK YOU

CONTENT LIST
S. No. 1. 2. 3. 4. 5. Particulars Acknowledgement Content List Executive Summary Objective / Need For Study Introduction Introduction To The Topic Company Profile 6. 7. 8. 9. 10. 11. Research Methodology Limitations Introduction to the Training Topics Interpretations Analysis Conclusion Page No. 2 3 4 5 6 6 9 17 19 20 25 42 43

12. 13.

Recommendations

44 45

Bibliography

EXECUTIVE SUMMARY My project includes a feedback survey on the following training programmes held in DSCL, Kota. Interpersonal Skills Meditation Techniques Environment Management Personal Productivity

It consists of a thorough study on the requirement of special training programmes for the employees of this firm. I have also mentioned the need for training effectiveness and how the organizers should check these programmes continuously so that the employees can avail the best of it .Only then can an employee improve his performance from his as well as the organizations point of view. I conducted a study on how the training programmes held on the above topics have really been able to serve their motive and my analysis is based on the feedback forms that they filled up for my survey.

OBJECTIVE / NEED FOR STUDY

I got an opportunity to work with SFC Kota for my project with the objective to study and analyze: The training and development procedure at SFC. The need, methods and steps of training programs. Effectiveness of these training programs. To explain the linkage between the training activities and organizational objectives and purpose.

INTRODUCTION (TO THE TOPIC)

TRAINING

Successful candidates placed on the job need training to perform their duties effectively. Apart from workers even the supervisors, managers and executives need to be developed in order to enable them to grow and acquire maturity of thought and action. Training is emerging as a new discipline focusing attention on the totality of an organization. It is as much concerned with the individual as with the environment with in which he operates. The whole purpose of training is to improve the effectiveness of an organization and to enable it to achieve its objectives. It requires humility to accept and advocate that training. Training cannot be treated as a panacea for all industrial ills. If the culture of an organization is unsatisfactory, best of the training programmes have a risk of being nullified. The need for training and development is determined by the employees performance deficiency, computed as follows:TRAINING AND DEVELOPMENT NEED = STANDARD PERFORMANCE - ACTUAL PERFORMANCE

IMPORTANCE OF TRAINING AND DEVELOPMENT

Training and development programmes, help improve performance deficiencies in employees. This is particularly true when 1. The deficiency is caused by a lack of ability rather than a lack of motivation to perform 2. the individual(s) involved have the aptitude and motivation need to learn to do the job better 3. Supervisors and peers are supportive of the desired behaviors. Training contributes to employee stability in at least two ways:1. Employees become efficient after undergoing training 2. Efficient employee contributes to the growth of the organization.

INPUTS IN TRAINING AND DEVELOPMENT

A training & development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into the distant future. In addition to these, there is a need to impart ethical orientation, emphasize on attitudinal changes and stress upon decision making and problem solving abilities. SKILLS--: Training is imparting skills to employees. A worker needs skills to operate machines and use other equipments with least damage and scrap. Employees, particularly supervisors and executives need interpersonal skills. They are needed to understand oneself and others better and act and behave accordingly. EDUCATION--: The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgement. It is well understood by HR specialists that any training programme must contain an element of education. Organizations must encourage part time basis programmes and other refresher courses conducted by various institutes and business schools.

DEVELOPMENT--: Another component of training and development programmes is development which is less skill oriented but stresses on knowledge. Knowledge about businesses environment, management principles and techniques, human relations, specific industry analysis and the like is useful for better management of a company. ETHICS--: There is a need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in various spheres in a organization. They are less seen in personnel functions. It is the duty of the HR manager to enlighten all the employees in the organization about the need for ethical behavior. ATTITUDINAL CHANGES--: Attitudes represent feelings and beliefs of individuals towards others. Attitudes affect motivation, satisfaction and job commitment. Negative attitudes need to be converted into positive attitudes. Changing negative attitudes is difficult because Employees refuse to change They have prior commitments Information needed to change attitudes may not be sufficient. DECISION MAKING AND PROBLEM SOLVING SKILLS--: They focus on methods and techniques for making organizational decisions and solving work related problems. This kind of learning seeks to improve trainees abilities to define and structure problems, collect and analyze information, generate alternative solutions and make an optimal decision among alternatives.

RESEARCH METHODOLOGY

RESEARCH PURPOSE --: The project aims to find the Effectiveness of Training Programmes. The effectiveness was surveyed for the following training programmes: Interpersonal Skills. Meditation. Environment Management. Personal Productivity.

RESEARCH METHODOLOGY--: By keeping the purpose of research in mind a questionnaire was prepared to measure the effectiveness of training programme at SFC. There were four main stages in the research method--: 1. 2. 3. 4. Designing the questionnaire. Sampling. Collecting data. Analysis and Findings.

To conduct my research effectively and systematically, I used the following process which consist of these steps. 1] Selection of research topic--: The research topic was given and the purpose of the research was decided. 2] Review of literature--: Before getting started with the survey I went through various journals and publication of the company, i.e. NEWS LETTER of DSCL which is published every month. This newsletter consists of all the activities which took place the previous month. The information about the companys history, other products and business dealing areas were taken from the companys website www.dscl.com. All this was preserved as the secondary data. The primary data was gathered by getting the forms filled and conducting the survey and by discussion and interaction with the employees. 3] Preparation of research design--: A research design is a systematic plan to coordinate archaeological research to ensure the efficient use of resources and to guide the research according to scientific methods . Research design can be divided into these parts: Sampling design Observational design Statistical design Operational design

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SAMPLING DESIGN--: The procedure by which a few subjects are chosen from the universe to be studied in such as way that the sample can be used to estimate the same characteristics in the total is referred to as sampling. The advantages of using samples rather than surveying the population are that it is much less costly, quicker and, if selected properly, gives results with known accuracy that can be calculated mathematically. Even for relatively small samples, accuracy does not suffer even though precision or the amount of detailed information obtained might. These are important considerations, since most research projects have both budget and time constraints. Sampling can be divided into 2 parts--: I. Random Sampling (i) Simple random sampling. (ii) Stratified random sampling. (iii) Systematic random sampling. (iv) Multi-stage sampling. For this project the method of Systematic Random Sampling was adopted and a Sample Size of 50 employees was taken. METHOD OF DATA COLLECTION--: The data was collected by the questionnaire method. A questionnaire was prepared which consisted of 18 questions to be filled by the employees. II. Non-Random Sampling (i) Judgement non random sampling. (ii) Quota non random sampling (iii) Convenience non random sampling.

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LIMITATIONS

Though I had a very cordial relation with people at S.F.C., but there were certain constraints that came my way during the training period. The major hurdles that I came across were 1] The organisation was very big, so I could not cover every part of it. 2] A major constraint was the time duration as it was just 8 weeks, therefore I was not able to do a in depth study of the topic.

INTRODUCTION TO THE TRAINING TOPICS

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The project aims at measuring the effectiveness of the following training programmes--: 1. Interpersonal skills. 2. Meditation. 3. Environment management. 4. Personal productivity.

1. INTERPERSONAL SKILLS: The training programme on inter personnel skills is oriented at strategic management of human resources as well as at ways and means of developing a new strategic partnership at the top management level of a company based on the realization that the human potential of an organization is the key factor in winning long-term competitive advantages. The programme on Interpersonal skills has been conceived as a tool for resolving particular human resources problems at participant organizations and companies. It supports implementation of development projects aimed at improving the competitiveness of a company Participants in this programme would benefit from:

Greater confidence in personal management skills A better motivated and satisfied team Increased client satisfaction Tools and techniques to manage better Improved communication skills Techniques to handle difficult people Improved time management and delegation Developing potential to provide good leadership.

2. MEDITATION TECHNIQUES: Meditation is frequently confused with various forms of concentration. The purpose of concentration exercises is to focus our full undivided attention on a specific aspect of functioning of our mind and/or the body in order to accomplish a certain goal or develop a certain

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skill. Exercises such as yoga, tai-chi, breathing exercises, visualization are all forms of concentration. In contrast, meditation is an exercise, aiming to prevent thoughts in a natural way, by deeply relaxing the physical body and then trying to keep the mind completely "blank" with no thoughts whatsoever. This state may be maintained for a few seconds or a few hours, depending on your skill. Purity of the mind achieved during meditation is essential to gain access to Higher Self. It seems that our Higher Self does not admit any impurities. One of many benefits of meditation is that it opens your mind to new ideas. When the bowl is full, trying to pour more water into it just causes an overflow. The same happens with our mind. When it is full of thoughts, there is no room for new ideas. Meditation is a very effective technique for improving your creativity and problem solving capacity. "Talented" people do it naturally. Artists and poets call it "inspiration". Many famous people such as Albert Einstein and Thomas Edison were known to have practiced various forms of meditation. Meditation is sometimes described as "listening to the silence between thoughts". Our effort in meditation is directed towards consciously increasing the periods of such silence. Thus, at DSCL the employees are taught about various meditation techniques to relieve stress and workload and to relax.

3. ENVIRONMENT MANAGEMENT: The Company is committed to preserve and protect the environment around its area of operations. As a result of a the well-defined policy on environment and safety the rocky terrain of the Kota complex has been transformed in to lush green tree covered landscape through planting of over 2,50,000 trees on nutritious beds of fly-ash. The Company has adopted Rain water harvesting initiatives across the board by transferring it to the underground water aquifers or storing in surface reservoirs. Rainwater collected is put to process use, thus conserving a precious natural resource and reducing dependence on external sources. Spurred by this rainwater harvesting movement, several senior executives of the company have taken their own initiative to implement the same process in their residences.

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4. PERSONAL PRODUCTIVITY: The Personal Productivity Workshop is designed to teach how to achieve more with the available time. Tried and tested tools for improving efficiency and discover new ways of thinking that will improve ones effectiveness is taught. The workshop provides skills in both traditional and emerging productivity topics including memory techniques, mind mapping, effective communication techniques, neuro-linguistic programming, speed and flexible reading, humour in the workplace and prioritisation skills. Key Benefits

Understand key productivity and efficiency tools. Develop new thought processes and mindsets that will help you achieve more. Fit more into your working day without increasing your stress levels. Know your limits and know how to extend them comfortably. Be more effective at work and at home. Rediscover how clever you really are.

TRAINING EFFECTIVENESS SURVEY(FEEDBACK FORMS)

Following is the list of employees who were surveyed regarding the training effectiveness programme. Interpersonal skills Employees surveyed 18 Meditation techniques Employees surveyed 10 Environment management Employees surveyed 13 Personal productivity Employees surveyed 10

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ANALYSIS AND INTERPRETATION (A) INTERPERSONAL SKILLS My analysis on INTER PERSONAL SKILLS is based on a survey of 18 employees of DSCL, Kota. HOW THE EMPLOYEES RESPONDED 1. Has the basic objective of the training programme been achieved? To this question the answer given was:94% of the employees said Yes 6% of the employees said Cant say 2. Was there a proper linkage among organizational, operational and individual training needs? To this question the answer given was:84% said Yes 5% said No 11% said Cant say 3. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer given was:78% said Yes 17% said No 5% said Cant say 4. Did the training programme facilitate your work in an effective manner? To this question the answer given was:94% said Yes 6% said Cant say

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5. How was the extent of opportunity provided to air your frank opinions, view and problems during the entire training programme? To this question the answer given was:22% said V.Good 67% said Good 11% said Average 6. How often did the trainer find time to listen to employees questions? To this question the answer given was:44% said V.Often 56% said Often 7. Was the training programme influenced from any of the following? Most of the employees didnt find the programme influenced by the mentioned factors This can be seen in their responses:78% said None of the effects 22% said Miscellaneous factors 8. What was the level of satisfaction derived? To this question the answer given was:39% said High 61% said Moderate 0% said Low 9. What were the principles of learning? The employees agreed to one or more than one principle:33% said Employee Motivation 44% said Practice Opportunities. 17% said Transfer Of Learning 17% said Feedback 10. Level of positive behavioral change observed?
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To this question the answer given was:12% said Absolute Change 83% said Moderate Change 5% said No Change 11. Level of personal productivity increased? To this question the answer given was:17% said To Great Extent 83% said To Some Extent 12. Whether the topic coverage was adequate? To this question the answer given was:67% said Yes 22% said No 11% said Cant Say 13. Are you able to fully practice the concepts learnt, at your work place? To this question the answer given was:72% said Yes 17% said No 11% said Cant Say 14. Any improvements in your professional knowledge? To this question the answer given was:72% said Yes 28% said Cant Say 0% said No 15. Extent of satisfaction? To this question the answer given was:28% said Fully Satisfied 44% said Satisfied 28% said Moderately Satisfied 0% said Unsatisfied
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The last 3 questions were open ended in which I asked them the things they liked and disliked about the training programme. I also asked them to give suggestions for the training programme so as to make it better and improved.

THINGS THEY LIKED The employees who attended the programme on interpersonal skills praised it and gave the following remarks: They said that the programme was:1. Interactive and beneficial as far as work environment of S.F.C is concerned and quite well organized. 2. Trainer had a comprehensive knowledge and a considerable experience. 3. The trainer had good communication skills and his attitude towards trainees was excellent. 4. Personal problems (of employees) were taken into account. 5. Self confidence of employees was improved. 6. Concept of regular communication of superior and subordinate taught here helped in achieving better performance objective and in eliminating problem areas. 7. An exposure of content with practice along with substantial examples was there. 8. Recording of individual presentations to analyze the strengths and weaknesses was an impressive way to conduct. 9. Active participation by so many employees was commendable. 10.The development of the individual and this finally leading to the overall organizational image was explained very nicely.

THINGS THEY DID NOT LIKE

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1. The programme was of very short duration and should be at least 3 days. 2. The programme should be held outside the office premises. 3. Enough literature related to the topic was not provided. 4. An in-depth knowledge wasnt given on certain topics due to time constraint. It was just an introduction to the topic.

SUGGESTIONS 1. Regular participation of employees must be there in such programmes. 2. Sufficient time should be provided to carry out this programme 3. Frequency of the programme should be increased. 4. Programme should be held outside the factory premises or may be at the Guest house. 5. Video coverage skills and such arrangements should be there.

(B) ENVIRONMENT MANAGEMENT My analysis on environment management is based on a survey of 13 employees of DSCL, Kota. HOW THE EMPLOYEES RESPONDED 1. Has the basic objective of the training programme been achieved?

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To this question the answer given was:92% said Yes 8% said No 2. Was there a proper linkage among organizational, operational and individual training needs? To this question the answer given was:92% said Yes 0% said No 8% said Cant Say 3. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer given was:92% said Yes 0% said No 8% said Cant Say 4. Did the training programme facilitate your work in an effective manner? To this question the answer was:92% said Yes 0% said No 8% said Cant Say 5. How was the extent of opportunity provided to air your frank opinions, view and problems during the entire training programme? To this question the answer was:8% said V.Good 77% said Good 15% said Average 0% said Poor 6. How often did the trainer find time to listen to employees questions? To this question the answer was:-

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23% said V.Often 69% said Often 8% said Not At All 7. Was the training programme influenced from any of the following? Most of the employees didnt find the programme influenced by the mentioned factors This can be seen in their responses 69% said None Of The Above 31% said There Were Miscellaneous Reasons For That. 8. What was the level of satisfaction derived? To this question the answer was:54% said High 38% said Moderate 8% said Low 9. What were the principles of learning? To this question the answer was:50% said Employee Motivation. 8% said Practice Opportunities. 22% said Transfer of Learning 20% said Feedback 10.Level of positive behavioral change observed? To this question the answer was:38% said Absolute Change 54% said Moderate Change 8% said No Change 11.Level of personal productivity increased? To this question the answer was:31% said To Great Extent 69% said To Some Extent 0% said To No Extent

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12.Whether the topic coverage was adequate? 77% said Yes 8% said No 15% said Cant Say 13.Are you able to fully practice the concepts learnt, at your work place? 77% said Yes 8% said No 15% said Cant Say 14.Any improvements in your professional knowledge? To this question the answer was:85% said Yes 15% said No 15.Extent of satisfaction? To this question the answer was:23% said Fully Satisfied 69% said Satisfied 8% said Moderately Satisfied 0% said Unsatisfied The last 3 questions were the open ended ones in which I asked them the things they liked and disliked. I also asked them to give their suggestions to improve the training programme. THINGS THEY LIKED 1. The programme was well presented and way of expression was also good. 2. Programme was interactive and was presented along with case studies. 3. It was a good media to transfer knowledge. 4. It was explained in an easy manner (language). 5. Individual attention was given to each. 6. New ways of decreasing the level of pollution in the plant were taught.
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THINGS THEY DID NOT LIKE 1. Case Studies presented were mostly of foreign companies, not of Indian companies. 2. Long hours for a single day. It should be extended for a few days so that it is not strenuous. 3. Very little time was given to the question and answer session. SUGGESTIONS 1. Faculty should give examples keeping in view the type of participants and the industrial sector. 2. 2 or 3 trainees should do the programme. 3. A personal interview should be conducted after the programme. 4. The participants should be asked to give the feed back. 5. A detailed discussion and a visit to the site are recommended. (C) MEDITATION TECHNIQUES My analysis on INTER PERSONAL SKILS is based on a survey of 10 employees of DSCL, Kota. HOW THE EMPLOYEES RESPONDED 1. Has the basic objective of the training programme been achieved? To this question the answer was:90% said Yes 0% said No 10% said Cant Say 2. Was there a proper linkage among organizational, operational and individual training needs? To this question the answer was:-

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100% said Yes (All the employees responded favorably for this question.) 3. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer was:100% said Yes 4. Did the training programme facilitate your work in an effective manner? To this question the answer was:80% said Yes 0% said No 20% said Cant Say 5. How was the extent of opportunity provided to air your frank opinions, view and problems during the entire training programme? To this question the answer was:30% said V.Good 50% said Good 20% said Average 6. How often did the trainer find time to listen to employees questions? To this question the answer was:50% said V.Often 50% said Often 7. Was the training programme influenced from any of the following? Most of the employees didnt find the programme influenced by the mentioned factors. This can be seen in their response: 50% said None of the Above 50% said There were Miscellaneous reasons for that. 8. What was the level of satisfaction derived?

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To this question the answer was:50% said High 50% said Low 9. What were the principles of learning? To this question the answer was:40% said Employee Motivation. 20% said Practice Opportunities. 20% said Transfer of Learning 20% said Feedback 10.Level of positive behavioral change observed? To this question the answer was:20% said Absolute Change 80% said Moderate Change 11.Level of personal productivity increased? To this question the answer was:30% said To Great Extent 60% said To Some Extent 10% said To No Extent 12.Whether the topic coverage was adequate? To this question the answer was:80% said Yes 10% said No 10% said Cant Say 13.Are you able to fully practice the concepts learnt, at your work place? To this question the answer was:70% said Yes 10% said No 20% said Cant Say

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14.Any improvements in your professional knowledge? To this question the answer was:80% said Yes 20% said Cant Say 15.Extent of satisfaction? To this question the answer was:20% said Fully Satisfied 60% said Satisfied 20% said Moderately Satisfied

The last 3 questions were the open ended ones in which I asked them the things they liked and disliked. I also asked them to give their suggestions to improve the training programme. THINGS THEY LIKED 1. It was a well explained programme. 2. Programme conducted in peaceful and pleasant manner. 3. Easy approach and positive thinking was encouraged. 4. Caused a change in thinking about employees overall working and his self awareness. 5. Trainer was well qualified. THINGS THEY DID NOT LIKE 1. Timing of programme was after lunch. 2. Uncomfortable chair and same posture 3. It was for a very short span of time.
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4. It was a little monotonous and boring. SUGGESTIONS 1. There should be a use of slides in presentation. 2. Some literature should be provided. 3. Frequency of the programme should be increased. 4. Advanced techniques of meditation should also be taught. 5. Pranayam and yoga can be added. 6. Programme should be kept outside the premises. (D) PERSONAL PRODUCTIVITY My analysis on PERSONAL PRODUCTIVITY is based on a survey of 10 employees of DSCL, Kota. HOW THE EMPLOYEES RESPONDED 1. Has the basic objective of the training programme been achieved? To this question the answer was:70% said Yes 10% said No 20% said Cant Say 2. Was there a proper linkage among organizational, operational and individual training needs? To this question the answer was:50% said Yes 50% said No . 3. Were there a comprehensive and a systematic approach towards training during all the stages? To this question the answer was:28

70% said Yes 30% said Cant Say 4. Did the training programme facilitate your work in an effective manner? To this question the answer was:100% said Yes All the employees answered favorably to this question. 5. How was the extent of opportunity provided to air your frank opinions, view and problems during the entire training programme? To this question the answer was:0% said V.Good 70% said Good 30% said Average 6. How often did the trainer find time to listen to employees questions? To this question the answer was:30% said V.Often 70% said Often 7. Was the training programme influenced from any of the following? Most of the employees didnt find the programme influenced by the mentioned factors This can be seen in their response 90% said None of the Above 10% said There were Miscellaneous reasons for that. 8. What was the level of satisfaction derived? To this question the answer was:40% said High 60% said Low

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9. What were the principles of learning? To this question the answer was:60% said Employee Motivation. 30% said Practice Opportunities. 10% said Transfer of Learning 0% said Feedback 10.Level of positive behavioral change observed? To this question the answer was:10% said Absolute Change 90% said Moderate Change 11.Level of personal productivity increased? To this question the answer was:10% said To Great Extent 90% said To Some Extent 12.Whether the topic coverage was adequate? To this question the answer was:60% said Yes 40% said Cant Say 13.Are you able to fully practice the concepts learnt, at your work place? To this question the answer was:70% said Yes 20% said No 10% said Cant Say 14.Any improvements in your professional knowledge? To this question the answer was:20% said Yes 30% said No 50% said Cant Say
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15.Extent of satisfaction? To this question the answer was:10% said Fully Satisfied 70% said Satisfied 20% said Moderately Satisfied The last 3 questions were the open ended ones in which I asked them the things they liked and disliked. I also asked them to give their suggestions to improve the training programme. THINGS THEY LIKED 1. It was a well explained programme. 2. Programme had well explained examples. 3. Easy approach and positive thinking was encouraged. 4. Helped in increasing the workers personal productivity at work as well as at home. 5. Trainer was well qualified.

THINGS THEY DID NOT LIKE 1. There were certain concepts they did not understand. 2. Not much feedback was taken from the workers. 3. It was for a very short span of time. 4. It was a little monotonous. SUGGESTIONS

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1. The programme should be conducted on regular intervals. 2. More examples related to work should be given. 3. Frequency of the programme should be increased. 4. More simplified language should be used. FINDINGS AND ANALYSIS The result thus obtained, on a careful scrutiny show that there is a general awareness about the training programmes amongst the employees of S.F.C. The organization understands the need and importance of training programmes and conducts them on regular intervals to cater to the needs of officers and workers. The programmes are conducted on technical, behavioral and general topics and are well organized. The results and interpretation show that employees are well aware of training programmes and attend them from time to time to gain insight and more knowledge in their field. The responses from the selected sample indicate that the employees have been benefited by these programmes as a result of which they have been able to perform their work in an effective manner. These employees have also noticed a positive behavioral change in them which has been observed by their colleagues and other people surrounding them. Therefore most employees do not feel any need of change in the existing procedure, which proves that the training programme has really been effective. Thus, according to the given responses we can conclude that there is proper and broader coverage of training programmes and meets their expected needs. In the employees opinion the faculty for training programmes is good; the area in which training programmes are more required is self development and effectiveness of training programme is satisfactory.

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CONCLUSION

Finally I would like to conclude that I had an extremely interactive session with all the employees I surveyed and I was able to know their valuable suggestions on the training programmes conducted by S.F.C, KOTA. The organizations main strong point is the programmes carried out in the training centre to improve the efficiency of employees working in various departments by implementing various activities and training sessions to update in order to compete with todays scenario. At the end of my project report I must say that it was a very knowledgeable experience for me to work on this project and in this organization. I am sure that the work experience I gained here will help me throughout my life. Once again I express my sincere thanks to Mr. M.S.Rau; Mr.K.R.S. Khinchi; and Mr. P.P.Nair for their valuable guidance. I extend my sincere thanks to all the employees who helped me during my project as they gave me their precious time to fill my forms and gave their valuable suggestions for the fulfillment of my report.

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RECOMMENDATIONS
1. Some literature should always be provided to the trainees to refer to it from time to time. 2. Evaluation of these training programs should be done after their completion to know that what employees gained after attending it. 3. Training related to Personality development is recommended. 4. More use of simple language and easy well explained examples should be given.

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BIBLIOGRAPHY

Books consulted -:
K.Ashwathapa , Human Resource and Personnel Management Tata M.C Graw Hill Publishing Company Limited, New Delhi. C.B. Memoria, Personnel Management, Himalaya publishing house, Bombay. S.F.C. Mannual.

Websites consulted -: www.dscl.com www.google.com

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