A STUDY ON EMPLOYEE OF TRAINING EFFECTIVENESS IN MERCURYFITTINGS PVT LID, CHENNAI

DECLARATION

Department of Management Studies

I hereby declare that the project done under the title A Study on evaluation of training effectiveness submitted for the award of the Degree of Master of Business Administration is my original work and that no part of this project has been submitted fully of partly for any other recognition earlier.

Signature of the Student

CONTENTS

S.NO LIST OF TABLES LIST OF CHARTS 1. INTRODUCTION

DESCRIPTION

PAGE

1.1 INDUSTRY PROFILE 1.2 COMPANY PROFILE 1.3 INTRODUCTION TO THE TOPIC

1 3 5

REVIEW OF LITERATURE 2. RESEARCH METHODOLOGY 3. ANALYSIS AND INTERPRETATION 4. FINDINGS, SUGGESTION & CONCLUSION 5. BIBILIOGRAPHY APPENDIX 93 17 14 13

TABLE NO

TABLE NAME

PAGE

LIST OF THE TABLE

4.1 4.2 4.3

Age wise classification Intimated well in advance to attend the training Before attending the training programme the objective of the programme made to know

17 19

21 23

4.4 4.5

Inform about the prospect of being trained Think that there is enough training important to improve our performance Training objectives have been formulated on the basis of pre identified

25

4.6

Supervisor consults you about the suitability of the training program The initiative taken by the management in conducting the training program 27 29

4.7 4.8

Training is essential for the growth and development of the organization Training is essential for your self development Training program objectives has achieved

31

4.9

The training program helped in achieving you objectives Rating the training faculty 33 35 37 39

4.10 4.11 4.12

Keeping the session alive and interesting Using audio visual aid Maintaining a friendly and helpful manner Illustrating and clarifying points

4.13.1 4.13.2 4.13.3 4.13.4 TABLE NAME

41 43 45 47

TABLE NO Page No

Satisfaction level on the following 4.14.1 4.14.2 4.14.3 4.14.4 4.14.5 4.14.6 4.14.7 4.14.8 4.15 4.16 4.17 4.18 Training content Training Materials Training methods location duration Refreshment Physical aid Frequency of training 49 51 53 55 57 59 61 63 65 66 68 69 71 73 75 76 78

Rating the training method Improvement in the skills and competency after the training program Changes in your skills after attending the training programme Training events are organized effectively Performance level before training program o o o o o o o o

4.19.1 4.19.2 4.19.3 4.19.4

Quality of work Productivity Reduction Delivery rate

Performance level after training program 4.19.5 4.19.6 4.19.7 4.19.8 4.20 Quality of work Productivity Reduction Delivery rate 80 82 84 86 87

Better behavior and performance after they attended the training program
Provided change for giving the feed back Extent to allowed to practice on the job

4.21 4.22

89 91

CHART

PAGE

NO

CHART NAME

4.1 4.2 4.3

Age wise classification Intimated well in advance to attend the training Before attending the training programme the objective of the programme made to know

18 20

22 24

4.4

Inform about the prospect of being trained

4.5

Think that there is enough training important to improve our performance Training objectives have been formulated on the basis of pre identified 26

4.6

Supervisor consults you about the suitability of the training program The initiative taken by the management in conducting the training program 28 30

4.7 4.8

Training is essential for the growth and development of the organization Training is essential for your self development Training program objectives has achieved

32

4.9

The training program helped in achieving you objectives Rating the training faculty 34 36 38 40

4.10 4.11 4.12

Keeping the session alive and interesting Using audio visual aid Maintaining a friendly and helpful manner Illustrating and clarifying points

4.13.1 4.13.2 4.13.3 4.13.4

42 44 46 48

CHART NAME

PAGE

Satisfaction level on the following 4.14.1 4.14.2 4.14.3 4.14.4 4.14.5 4.14.6 4.14.7 4.14.8 Training content Training Materials Training methods location duration Refreshment Physical aid Frequency of training 50 52 54 56 58 60 62 64

4.16 4.18

Improvement in the skills and competency after the training program Training events are organized effectively Performance level before training program o o o o o o o o

67 70

4.19.1 4.19.2 4.19.3 4.19.4

Quality of work Productivity Reduction Delivery rate

72 74 76 78

Performance level after training program 4.19.5 4.19.6 4.19.7 4.19.8 4.20 Quality of work Productivity Reduction Delivery rate 80 82 84 86 88

Better behavior and performance after they attended the training program

4.21 4.22

Provided change for giving the feed back Extent to allowed to practice on the job

90 92

CHAPTER 1

INTRODUCTION
1.1 INDUSTRY PROFILE (AUTOMOBILE) The automotive sector is one of the core industries of the Indian economy. The delicensing of the sector in 1991 and the subsequent opening up of 100 per cent foreign direct investment (FDI) through the automatic route marked the beginning of a new era for the Indian automotive industry. Since then almost all the global major automobile players have set up their facilities in India taking the level of production of vehicles from 2 million in 1991 to 10.83 million in 2007 08. The industry is estimated to be a US$ 34 billion industry with exports contributing 5 per cent of the revenues. The growth of the Indian middle class with increasing purchasing power along with the strong growth of the economy over the past few years has attracted global major auto manufacture to the Indian market. Moreover, India provides trained manpower at competitive costs making India a favored global manufacturing hub. The attractiveness of the Indian markets on one hand combined with the stagnation of the auto sector in markets such as Europe, US and Japan on the other, have resulted in shifting of new capacities and flow of capital to the Indian auto industry. The Indian automobile industry has been growing at the rate of 1527 per cent over the past five years. According to the United Nations Industrial Development Organizations (UNIDO) International Yearbook of Industrial Statistics 2008, India ranks 12th in the list of worlds top 15 automakers. Moreover, Indian car makers are earning acclaim worldwide. The home-grown automaker, Maruti Suzuki has emerged as the fourth most reputed among auto companies in the world, even ahead of its parent Suzuki Motor Co of Japan, according to the Global 200: The World's Best Corporate Reputations list, compiled by US-based Reputation Institute.

10

Automobile industry in India

Tata Motors launches its first truck in collaboration with Mercedes- bens

11

12

1.2 COMPANY PROFILE

Mercury Fittings Pvt. Ltd., is one of the leading manufactures of pipe and tube fittings components of brass and steel and automobile parts. Mercury Fittings Pvt.Ltd., having established in 1983, have developed to a full fledged manufacturing unit with annual. Capacity of more than 10 million components. They are producing large varieties of compression filltings, flare type fittings and high pressure couplings for hydraulic, pneumatic and refrigeration application, in strict compliance of BS, IS, and SAE specifications in various ranges and also we are manufacturing machined components as per the customer's requirements. They have developed to a full-fledged manufacturing unit for precision and machined components supplying to all leading OEM groups of customers namely M/s. Cummins India Ltd., Pune, Caterpillar India Ltd., Tiruvellore, Hindustan Power Plus Ltd., Brakes India, ELGI Equipments... They do own the rare privilege of being the self certified supplier to all leading earch movers and automobile manufactures. Our field activities are not confined to the customers in India. We have been exporting Automobile products to M/s. Michex International Inc, USA since 1999. Mercury Fittings Pvt. Ltd., have established Quality Assurance Laboratory, which is responsible for inspection of components. The above provides a general description of the company and its division. Group Concerns: Master Forge India Pvt. Ltd., having 1 ton drop hammer, screw press and full fledged tool room (for making and reconditioning the dies.) Also having a very good lab to meet the quality standards of materials. Hence we can undertake forging and machining items to customer.

13

14

1.3 INTRODUCTION ABOUT THE TOPIC

If you wish to plan for a year, sow seeds, If you wish to plan for ten years, plant trees, If you wish to plan for a life time develop men; -Chinese saying.

There are no poor countries in the world only poorly managed one. To manage man and material, training is highly required for both workers and managers. Efficient managers and skilled workers are not born they are made by virtue of effective and continuous training .training enriches knowledge, skill & ability of a person. If contributes in keeping people dynamic and provides and opportunities to the employer, to develop better understanding of what they do apart from enhancing capability individually. Training is followed by the word development because training can contribute at least 10 to 20 percentages to the total development of an organization.

15

The training is the sincere effort to develop the Human Resource. So as to gain maximum advantages to attain the desired goal of the organization. Training is the prime programmes for any individual development as well as organizational development. An ordinary layman can become a worker or supervisor or manager only he learns and earns the position out of training. In Japan industrialists allocate 8 to 12 percentage of their gross revenue to conduct training programmes for their personnel in order to develop the management cadre. DEFINITION: Training is short term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. Training is a process of learning a sequence of programmes behavior. It is application of knowledge. It gives people and awareness of the rules their behavior.

Purpose of the training: To understand the importance of training studying and conduct researches on the topic are essential design and application of systematic training programmes mashes the job more effective. Evaluation is the last step of any training programmer where the purpose and effectiveness of the training are tested. Every training programmes is possessed by an established behaviour attitudes ideas and loyalties. The changed behavior with more involvement towards the desired goals is the success of a good training programme.

Benefits of training:

16

The training & development activity induces every individual to act physically and mentally. Training is one of the best tools to motivate and changes the behaviors of employees. Every modern organization has to manage the change process towards the development of the organization which the role of training function is inevitable. The reason for the great deal of training activities in an organization all rapid technological change and drastic change in management style in recent years. To make training more meaningful trainers are required to be effective in helping organization to produce good results and evolve strategies for betterment.

Training methods for operatives: On the job training Job rotation Internship training Apprenticeship training Vestibule training General education programmes Simulators and training aids

Designing effective training activities: The training process Need assessment

Organization at analysis. Person analysis Task analysis Ensuring employees readiness for training Attitudes and motivation Basic skills Creating a learning environment

17

 Identification of learning objectives and training Meaningful material Outcome Practice Feed back Observation of others Administering and co-coordinating programme Ensuring transfer of training Self management strategies Peer and manager support Selecting training method Presentational method Hands on method Group method Evaluating training programmes Identification of training outcomes and evaluation design Cost benefit analysis

Training Evaluation
Techniques of evaluation Improving effectiveness of training Ensure that the management commits itself to allocate major resoures and adequate time to training. Ensure that training contributes to competitive strategies of the given different strategies need different HR skills for implementation let training help employees at all levels acquires the needed skills. Ensure that a comprehensive and systematic approach to training exists, and training and retraining are done at all level on a continous and on going basis. Making leaning one of the fundamental values of the organization . Ensure that there is poor linkage among organizational and operational and individual training needs.

18

 Creats a system to evaluate the effectiveness of training.

Purpose

The training evaluation is a means by which participants express their feedback regarding the effectiveness of training through a series of quantitative and qualitative survey questions completed at the end of the training program. Participant reaction to training can represent instrumental feedback that can drive important changes in any part of the training delivery process, such as refining of training materials and methods or revisions to content. This feedback can also be extremely useful in predicting performance after the program. Training evaluation questions on the importance and relevance of the training to the job have been shown to have a correlation to actual use of skills and knowledge learned on-the-job.1
Classroom Training Evaluations

Classroom training evaluations gather quantitative feedback on the training effectiveness of the following seven areas: Learning Objectives Met Knowledge Increase On-the-Job Confidence (in meeting Performance Objectives) Business Impact Estimation Effectiveness of Materials and Methods Overall Reaction Program rating Pace

19

 Length Relevance Importance Facilitator Evaluation Qualitative feedback on the following areas is also gathered to support the quantitative findings: Most valuable aspect of the training Least valuable aspect of training Suggestions for improvement Obstacles that stand in the way of successful application of knowledge and skills learned. Overall comments
Various Kinds of Training: ON THE JOB TRAINING Trainees earn as they learn under the watchful eyes of a master, supervisor or a skilled coworker. Trainees in the field of lab technology and other technical areas have on the job training. This enables them cope up with the actual work environment on the work. JOB INSTRUCTION TRAINING This method is mainly useful to instruct staff who are to be involved in various kinds of electrical job. The trainee is prepared well to listen to the instruction and the respective department heads give detailed instruction on what to be done, how to be done and why to de done. APPRENTICESHIP TRAINING For training in many technical areas, this type of training is prepared, the field in which apprenticeship training is offered from a tool maker a mechanic, carpenter and electricians from this trainee group a skilled work force is absorbed for the organizational benefits.

20

CLASS ROOM OR OFF THE JOB TRAINING This type of trainees are not a part of the every day activity. The methods are as follows, LECTURES: The lecture method is used for a very large group, which is to be trained within a short time. THE CONFERENCE METHOD: The departments which have to be given a professional touch are made to attend conferences related to this work field. ROLY PLAYING: Through roleplay trainees are informed about the situations. The role plays portray problem, which are faced or may be faced trainees are allowed to comment on that and to give suggestions to overcome these problems this enables them to think fast and face critical situation. Training Effectiveness: Measuring the effectiveness of training programs consumes valuable time and resources. As we know all too well, these things are in short supply in organizations today. Why should we bother? Many training programs fail to deliver the expected organizational benefits. Having a wellstructured measuring system in place can help you determine where the problem lies. On a positive note, being able to demonstrate a real and significant benefit to your organization from the training you provide can help you gain more resources from important decision-makers. Consider also that the business environment is not standing still. Your competitors, technology, legislation and regulations are constantly changing. What was a successful training program yesterday may not be a cost-effective program tomorrow. Being able to measure results will help you adapt to such changing circumstances. "Effectiveness Training is a communication model that translates a humanistic ideology into a complete and consistent set of practical skills."

21

The Kirkpatrick Model The most well-known and used model for measuring the effectiveness of training programs was developed by Donald Kirkpatrick in the late 1950s. It has since been adapted and modified by a number of writers, however, the basic structure has well stood the test of time. The basic structure of Kirkpatricks four-level model is shown here.
Level 4 Results What organizational benefits resulted from the training?

Level 3 Behavior

To what extent did participants change their behavior back in the workplace as a result of the training?

Level 2 Learning

To what extent did participants improve knowledge and skills and change attitudes as a result of the training?

Level 1 Reaction

How did participants react to the program?

Using the Kirkpatrick Model How do you conduct a training evaluation? Here is a quick guide on some appropriate information sources for each level. Level 1 (Reaction) Level 2 (Learning) Level 3 (Behavior) Completed self-assessment questionnaire Pre- and post-test scores On-the-job assessments Supervisor reports Completed participant feedback questionnaire Informal comments from participants Focus group sessions with participants

22

On-the-job observation Reports from customers, peers and participants manager

Level 4 (Results) Financial reports Quality inspections Interview with sales manager

When considering what sources of data you will use for your evaluation, think about the cost and time involved in collecting the data. Balance this against the accuracy of the source and the accuracy you actually need. Will existing sources suffice or will you need to collect new information? Think broadly about where you can get information. Sources include: Hardcopy and online quantitative reports Production and job records Interviews with participants, managers, peers, customers, suppliers and regulators Checklists and tests Direct observation Questionnaires, self-rating and multi-rating Focus Group sessions

23

Role of training

CHAPTER 2 REVIEW OF LITERATURE

UTGARD and DAIRS (1970) conduct a study on training method in 63 manufacturing and 49 non _ manufacturing firms in ST.PAUL ARES. This study reveals that the training, conference or discussion, job rotation, coaching and lecture. DAYAL (1973) IN his comprehensive survey on STUDIES BASED ON TRAINING IN INDIA revealed that training is effective if the company is capable of using it. The conditions of effective training are willingness of the company for experimentation and the capability of the training to learn. H.BURACK AND ROBER SMITH(1977)in his study on HUMAN RESOURCE SYSTEM APPROACHES revealed that people remember 10% of what they read,20% of what they hear,30% what they see,50% of what they see and hear,70% of what they say and 90% of what they say perform the task.

24

Evaluating job related training BY BASIC &DEMING provided the necessary know how to the methods and techniques for accessing the quality and effectiveness of training. G.K.PODDER (1996)in his study on effctiveness of training revealed that if the training has to be meaningful purposeful and effective the following fundamental aspects of training should be given serious attention . Training should be an integral part of company strategy . Training must be need based. Training should bring about change. Training requires commitment.. Training should be in spring. The HAND BOOK for training methodology and man BY D. PAULCHOUDRY provided a clear understanding of the available approaches to training in organizations. Training for development by P.LYNTON and VDAI PAREEK gave an overview of the training process and training methods.

25

CHAPTER 3 RESEARCH METHODOLOGY

A Study On Evaluation of Training Effectiveness
3.1 NEED FOR THE STUDY The present study titled as A Study on the Evaluation of Training Effectiveness among Employees of Mercury Fittings Pvt., Ltd., is undertaken to find out the effectiveness of training programme in Mercury Fittings Pvt., Ltd.

3.2 SCOPE OF THE STUDY: This study identifies the effectiveness of the training programme for employees & identifies the factors which are to be changed and improved which makers the organization to adopt better method and there by improves its performance and achieve its mission and vision effectively and efficiently. The responses are taken for analysis to arrive at the findings and suggestions which can be beneficial for the organization to increase the effectiveness of training programme.

3.3 OBJECTIVE: To analysis the need training pattern practiced in the organization. To identify the awareness level of the employees about purpose of conducting the training programme. To analyze the view and opinion regarding training. To study the effectiveness of training resources like material trainer ect. To find out the satisfaction of employees regarding the training programme. To make suitable suggestion.

3.4 Research design:

26

A research design is an arrangement of conditions for collection and analysis of data in a manner that aims to combine with relevance to the research purpose with economy in procedure. The researcher had done a explorative research for studying the level of evaluation of training effectiveness for Mercury fittings Pvt Ltd., There are three general reasons to conduct a explorative study:
1. To help in planning resource allocation; 2. To identify areas for further research 3. To provide informal diagnostic information.

Generally, in a explorative study, the emphasis is on estimation rather than testing. Some of the quantities we want to estimate are:
1. The prevalence of training. 2. The nature of training. 3. The resources required to evaluate the training. 4. Attitudes and perceptions about the training.

3.5 Sample Design:

Sample is that by selecting some of the elements in a population we may draw conclusions about the entire population. Sample Area: Sample area is Mercury fittings Pvt Ltd. Sampling Size: A part of the population selected for the study is called sample, here researcher took 50 as sample size. Sampling Technique:
Here the researcher used convenient sampling where in the population elements are selected conveniently.

27

Data Collection: Data is collected from the employees of Mercury fittings pvt Ltd. The researcher has prepared a well-structured questionnaire to study the level of evaluation of training effectiveness in Mercury fittings Pvt Ltd. The researcher has personally met the employees of the concern and obtained their views regarding the reasons for the training effectiveness in different aspects. Primary Data: The primary data is collected directly from the employees i.e., data collected with the help of questionnaire. Secondary Data: The secondary data means already available datas here the data is collected from Company Records, Websites, Journals and Annual Records. The researcher also collected information through primary sources as well as secondary sources. Statistical Tools Used for Analysis of Data:

Percentage Analysis Weighted Average

Simple Percentage Analysis: The percentage analysis is obtained when ratios are multiplied by 100. So, one figure is taken as base and it is represented by 50. No. of Respondents Percentage = 100
Total Weighted average method: No. of Respondents

This method has been adopted to calculated the over all rating of each aspect in the questionnaire. The procedure used to calculated weighed average is follows, Weights are assigned to each parameter in the question for which weighed average was calculated. The distribution of the weights is explained after each

28

Weighted average analysis.

3.7 LIMITATION: This study has been conducted to junior management level hence it cannot be generalized for the whole organization. This study will not be applicable for other industry

CHAPTER 4 ANALYSIS AND INTERPETATION

TABLE 4:1 Age wise classification

S no 1 2 3

Age 21-30 31-40 41-50 Total

Opinion 22 20 8 50

percentage 44 40 16 100

INFERENCE: From the above table it is inferred that 44% of respondents are age between 20-30 and 40% of respondents are age between 31-40 and 16% respondents are age between 41-50.

29

Chart 4:1 Age wise classification

30

Age wise classification

120 100 80 60 40 20 0 21-30 31-40 41-50 Total opinion percentage

TABLE 4:2 Intimated well in advance to attend the training

31

s.no 1. 2. 3. 4. 5.

Opinion Always

frequency 36 11 3 0 0 50

Percentage 72 22 6 0 0 100

Most of the time

Some time Very rare Never Total

INFERENCE: Table2 indicates 72% of the respondents says that they are always intimated well in advance to attend the training programme and 22%of the respondents says that they are most of the time intimated well in advance to attend the training and 6% of the respondents says that they are intimated well in advance to attend the training.

32

Chart 4:2 Intimated well in advance to attend the training

33

Intimated well in advance to attend the training programme

80 70 60 50 40 30 20 10 0 Always Most of the time Some time Very rare Never

Percentage

TABLE 4:3 Before attending the training programmed is the objective of the programmed made know to you

34

S.no 1. 2. 3. 4. 5.

Opinion Always

frequency 11 30 7 2 0 50

Percentage 22 60 14 4 0 100

Most of the time

Some time Very rare Never Total

INFERENCE:

Table3 indicates 60% of the respondents says that most of the time they are made to know about the objective of the programme and 22% of the respondents says that always they are made to know about the objective of the programme and 14% of the respondents says that some time they are made to know about the objective of the programme and 4% of the respondents says that very rare they are made to know about the objective of the programme .

35

Chart 4:3 Before attending the training programmed is the objective of the programmed made know to you

70 60 50 40 30 20 10 0 Always Most of the Some time time Very rare Never

frequency Percentage

36

TABLE4:4 Inform about the prospect of being trained

S.no 1. 2. 3. 4. 5.

Opinion Always

frequency 21 23 3 3 0 50

Percentage 42 46 6 6 0 100

Most of the time

Some time Very rare Never Total

INFERENCE:

37

Table4 indicates 46% of the respondents says that most of the time they are informed about the prospect of the training programme being trained and 42% of the respondents says that always they are informed about the prospect of the training programme being trained and 6% of the respondents says that some time they are informed about the prospect of the training programme being trained and 6% of the respondents says that very rare they are informed about the prospect of the training programme being trained.

38

Chart :4.4 Inform about the prospect of being trained

50 45 40 35 30 25 20 15 10 5 0 Always Most of the time Some time Very rare Never

Percentage frequency

39

TABLE 4.5 Think that there is enough training important to improve your performance

S.no 1. 2. 3. 4. 5.

Opinion Always

frequency 20 20 9 1 0 50

Percentage 40 40 18 2 0 100

Most of the time

Some time Very rare Never Total

INFERENCE: Table5 indicates 40% of the respondents says that they are always training is imparted to improve performance and 40% of the respondents says that they are most of the time training is imparted to improve performance and 18% of the respondents says that they are some time training is imparted to improve performance and 2% of the respondents says that they are very rare training is imparted to improve performance.

40

Chart 4.5 Think that there is enough training important to improve your performance

41

training imported to improve our performance

45 40 35 30 25 20 15 10 5 0 Always Most of the Some time time Very rare Never

frequency Percentage

42

TABLE 4:6 Training objectives have been formulated on the basis of pre identified

S.no 1. 2. 3. 4. 5.

Opinion Always

frequency 30 13 4 1 2 50

Percentage 60 26 8 2 4 100

Most of the time

Some time Very rare Never Total

INFERENCE: Table6 indicates 60% of the respondents says that they are always training objective have been formulated on the basis of pre identified organization need and 26% of the respondents says that they are most of the time training objective have been formulated on the basis of pre identified organization need and 8 % of the respondents says that they are some time training objective have been formulated on the basis of pre identified organization need and 2% of the respondents says that they are very rare training objective have been formulated on the basis of pre identified organization need and 4% of the respondents says that they are never training objective have been formulated on the basis of pre identified organization need.

43

Chart 4.6 Training objectives have been formulated on the basis of pre identified

formulated on the basis of pre identified

70 60 50 40 30 20 10 0 Always Most of the Some time time Very rare Never
frequency Percentage

44

TABLE4.7 Supervisor consults you about the suitability of the training program

S.no 1. 2. 3. 4.

Opinion Always

frequency 23 19 7 0

Percentage 46 38 14 0

Most of the time

Some time Very rare

45

5.

Never Total

2 50

4 100

INFERENCE: Table7 indicates 46% of the respondents says that they are always the supervisor consult about the suitability of the training program and 38% of the respondents says that they are most of the time the supervisor consult about the suitability of the training program and of 14% of the respondents says that they are some times the supervisor consult about the suitability of the training program and 4% of the respondents says that they are never the supervisor consult about the suitability of the training program.

46

Chart 4.7 Supervisor consults you about the suitability of the training program

suitability of the training program

50 45 40 35 30 25 20 15 10 5 0 Always Most of the Some time time Very rare Never

frequency Percentage

47

TABLE 4.8 The initiative taken by the management in conducting the training program

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 14 30 5 1 0 50

Percentage 28 60 10 2 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 60% of the respondents says that good management take initiative in conducting the training programme and 28% of the respondents says that excellent

48

management take initiative in conducting the training programme and 10% of the respondents says that average management take initiative in conducting the training programme and 2% of the respondents says that unsatisfied management take initiative in conducting the training programme

Chart 4.8 Conducting the training programme

49

conducting the training programme

70 60 50 40 30 20 10 0

frequency Percentage

50

TABLE 4.9 Whether training is essential for the growth and development of the organization

S.no 1. 2. 3. 4. 5.

Opinion Very great Extent

frequency 10 28 9 3 0 50

Percentage 20 56 18 9 0 100

Great extent
Some extent Limited extent Not at all Total

INFERENCE: The above table indicates 56% of the respondents says that great extent to training is essential for the growth and development of the organization and 20% of the respondents says that very great extent to training is essential for the growth and development of the organization and 18% of the respondents says that some extent to training is essential for the growth and development of the organization and 6% of the respondents says that limited extent to training is essential for the growth and development of the organization .

51

Chart 4.9 Training is essential for growth and development

TRAINING IS ESSENTIAL FORGROWTH AND DEVELOPMENT

PERCENTAGE
60 50 40 30 20 10 0 Very great Extent Great extent Some extent OPINION Limited extent Not at all

52

TABLE 4.10
Whether training is essential for your self development

S.no 1. 2. 3.

Opinion Very great Extent

frequency 10 28 9

Percentage 20 56 18

Great extent
Some extent

53

4. 5.

Limited extent Not at all Total

3 0 50

6 0 100

INFERENCE: The above table indicates 56% of the respondents says that very great extent to training is essential for self development and 20% of the respondents says that very great extent to training is essential for self development and 18% of the respondents says that some great extent to training is essential for self development and 6% of the respondents says that very great extent to training is essential for self development.

54

Chart 4.10 Self development

SELF DEVELOPMENT
60 50 40 30 20 10 0

PERCENTAGE

Percentage

Ve ry

gr ea tE xt G en re t at ex So te nt m e ex Li m te ite nt d ex te nt No ta ta ll
OPINION

55

TABLE 4.11 Whether training program objectives has achieved

S.no 1. 2. 3. 4. 5.

Opinion Always

frequency 12 27 10 1 0 50

Percentage 24 54 20 2 0 100

Most of the time

Some time Very rare Never Total

INFERENCE: The above table indicates 54% of the respondents says that most of the times they are experience the achievement of training programme objective and 24% of the respondents

56

says that always they are experience the achievement of training programme objective and 20%of the respondents says that some time they are experience the achievement of training programme objective and 24%

Chart 4.11 Training programme objective

57

TRAINING PROGRAMME OBJECTIVES

PERCENTAGE
60 50 40 30 20 10 0 Always Most of the time Some time OPINION Very rare Never

58

TABLE 4.12 The training program helped in achieving you objectives

S.no 1. 2. 3. 4. 5.

Opinion Very great Extent

frequency 18 10 12 10 0 50

Percentage 36 20 24 10 0 100

Great extent
Some extent Limited extent Not at all Total

INFERENCE: The above table indicates 36% of the respondents says that very great extent to training program helped in achieving our objective. 24% of the respondents says that some extent to training program helped in achieving our objective. 20% of the respondents says that great extent to training program helped in achieving our objective. 10% of the respondents says that limited extent to training program helped in achieving.

59

Chart 4.12

Training programme helped in achieving the objectives

60

TRAINING PROGRAMME HELPED IN ACHIEVING THE OBJECTIVES

PERCENTAGE
40 30 20 10 0 Very great Extent Great extent Some extent OPINION Limited extent Not at all

61

TABLE 4.13
Training faculty

13.1

Keeping the session alive and interesting

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 13 32 5 0 0 50

Percentage 26 64 10 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 64% of the respondents says that good keeping the session alive and interesting and 26% of the respondents says that excellent keeping the session alive and interesting and 10% of the respondents says that average keeping the session alive and interesting.

62

Chart 4.13

Keeping the session alive and interesting

63

KEEPING THE SESSION ALIVE AND INTERESTING

70 60 50 40 30 20 10 0 Excellent Good Average OPINION Unsatisfied Very poor

PERCENTAGE

64

13.2

Using audio visual aid

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 9 35 6 0 0 50

Percentage 18 70 12 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 70% of the respondents says that good using audio visual aid and 18% of the respondents says that excellent using audio visual aid and 12% of the respondents says that avergae using audio visual aid.

65

Chart 4.13.2 Audio visual aids

66

AUDIO VISUAL AIDS

80 70 60 50 40 30 20 10 0 Excellent Good Average OPINION Unsatisfied Very poor

13.3

Maintaining a friendly and helpful manner

PERCENTAGE

67

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 13 32 5 0 0 50

Percentage 26 64 10 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 64% of the respondents says that good maintaining a friendly and helpful manner and 26% of the respondents says that excellent maintaining a friendly and helpful manner and 10% of the respondents says that average maintaining a friendly and helpful manner.

68

Chart 4.13.3 Friendly and helpful manner

69

FRIENDLY AND HELPFUL MANNER

PERCENTAGE
70 60 50 40 30 20 10 0

nt

Av er ag

ce lle

G oo

fie

tis

ns a

Ex

OPINION

13.4

Illustrating and clarifying points

70

Ve

ry

po

or

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 10 33 6 1 0 50

Percentage 20 66 12 2 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 66% of the respondents says that good illustrating and clarifying points and 20%of the respondents says that excellent illustrating and clarifying points and 12% of the respondents says that average illustrating and clarifying points and 2% of the respondents says that good illustrating and clarifying points.

71

Chart 4.13.4 Clarifying points

72

CLARIFYING POINTS
70 60 50 40 30 20 10 0

PERCENTAGE

nt

ce lle

er ag

G oo

fie

tis

Av

ns a

Ex

OPINION

TABLE 4.14

73

Ve

ry

po

or

Satisfaction level on the following

14.1 Training content

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

Frequency 16 30 4 0 0 50

Percentage 32 60 8 0 0 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 66% of the respondents says that satisfied the level of training content and 32% of the respondents says that highly satisfied the level of training content and 8% of the respondents says that moderate the level of training content.

74

Chart 4.14.1

75

14.2

PERCENTAGE
80 60 40 20 0

Training Materials

Highly satisfied

Satisfied

TRAINING CONTENT

76

OPINION

Moderate

Dissatisfie d

Highly dissatisfied

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

Frequency 6 35 9 0 0 50

Percentage 12 70 18 0 0 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 70% of the respondents says that satisfied level of training material and 18% of the respondents says that moderate level of training material and 12%% of the respondents says that highly satisfied level of training material .

77

Chart 4.14.2

78

14.3

PERCENTAGE
80 60 40 20 0

Training methods

Highly satisfied

Satisfied

TRAINING MATERIALS

79

OPINION

Moderate

Dissatisfie d

Highly dissatisfied

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

frequency 10 34 6 0 0 50

Percentage 20 68 12 0 0 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 68% of the respondents says that satisfied training methods and 20% of the respondents says that highly satisfied training methods and 12% of the respondents says that moderate training methods.

80

Chart 4.14.3

81

14.4

PERCENTAGE
80 60 40 20 0

Location

Highly satisfied

Satisfied

TRAINING METHODS

82

OPINION

Moderate

Dissatisfie d

Highly dissatisfied

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

frequency 11 24 14 1 0 50

Percentage 22 48 28 2 0 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 48% of the respondents says that satisfied training location and 28% of the respondents says that moderate training location and 22% of the respondents says that highly satisfied training location and 2% of the respondents says that satisfied training location.

83

PERCENTAGE

60 40 20 0
Highly satisfied Satisfied
Chart 4.14.4

LOCATION

84

OPINION

Moderate

Dissatisfi ed

Highly dissatisfie d

14.5

Duration

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

frequency 7 32 9 2 0

Percentage 14 64 18 4 0

Satisfied
Moderate Dissatisfied Highly dissatisfied

85

Total

50

100

INFERENCE: The above table indicates 64% of the respondents says that satisfied training duration and 18% of the respondents says that moderate training duration and 14% of the respondents says that satisfied training duration.

86

PERCENTAGE
70 60 50 40 30 20 10 0

Highly satisfied

Satisfied

Chart4.14.5

DURATION

87
OPINION

Moderate

Dissatisfied

Highly dissatisfied

14.6

Refreshment

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

frequency 10 34 6 0 0 50

Percentage 20 68 12 0 0 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 64% of the respondents says that satisfied the refreshment and 20% of the respondents says that highly satisfied the refreshment and 12% of the respondents says that moderate the refreshment

88

Chart 4.14.6

89

PERCENTAGE
80 60 40 20 0

Highly satisfied

Satisfied

REFRESHMENT

90

OPINION

Moderate

Dissatisfied

Highly dissatisfied

14.7

Physical aid

S.no 1. 2. 3. 4. 5.

Opinion Highly satisfied

frequency 9 25 14 1 1 50

Percentage 18 50 28 2 2 100

Satisfied
Moderate Dissatisfied Highly dissatisfied Total

INFERENCE: The above table indicates 50% of the respondents says that satisfied the physical aid and 28% of the respondents says that highly moderate 18% of the respondents says that highly satisfied the physical aid and 2% of the respondents says that dissatisfied the physical aid 2% of the respondents says that highly dissatisfied the physical aid

91

PERCENTAGE
60 50 40 30 20 10 0

Highly satisfied

Satisfied
Chart 4.14.7

PHYSICAL AIDS

92

OPINION

Moderate

Dissatisfied

Highly dissatisfied

14.8

Frequency of training

S.no 1. 2. 3. 4.

Opinion Highly satisfied

frequency 9 27 14 0

Percentage 18 54 28 0

Satisfied
Moderate Dissatisfied

93

5.

Highly dissatisfied Total

0 50

0 100

INFERENCE: The above table indicates 54% of the respondents says that satisfied the frequency of training and 28% of the respondents says that moderate the frequency of training and 18% of the respondents says that highly satisfied the frequency of training.

94

PERCENTAGE
60 50 40 30 20 10 0

Dissatisfied

Highly dissatisfied
Chart 4.14.8

FREQUENCY OF TRAINING

95
OPINION

Highly satisfied

Moderate

Satisfied

TABLE 4.15 Rating the training method

Particulars S.no 1. 2. 3. 4. 5. 6. 7. Lecture Conference Role Playing Brain Storming Group Discussion Program Instruction Business Games

No of respondents E 15 10 4 9 12 18 4 G 31 35 35 30 25 30 19 A 3 5 10 10 9 10 14 US 1 0 1 1 4 2 9 P 0 0 0 0 0 0 4 W 210 205 192 197 195 244 160 WAM 14 13.6 12.8 13.13 13 16.2 10.6 Rank 2 3 6 4 5 1 7

96

INFERENCE: From the table, it is clear that with regard to respondents says relating to statement Program Instruction in the first place Lecture in the second place Conference on third place Brain Storming in the fourth place Group Discussion in the fifth place Role Playing is the sixth place Business Games in the seventh place

TABLE 4.16 Your skills and competency has improved after the training program

S.no 1. 2. 3.

Opinion Always

frequency 13 27 10

Percentage 26 54 20

Most of the time

Some time

97

4. 5.

Very rare Never Total

0 0 50

0 0 100

INFERENCE: The above table indicates 54% of the respondents says that most of the times skills and competency has improved after the training program and 26% of the respondents says that always skills and competency has improved after the training program and 20% of the respondents says that skills some times and competency has improved after the training program.

98

Chart 4.16

SKILLS IMPROVED AFTER THE TRAINING PROGRAMME

PERCENTAGE

60 40 20 0 Always Most of the time Some time OPINION Very rare Never

99

TABLE 4.17

Changes in your skills after attending the training programme

No of respondents S.no Particulars VGE GE LE VLE NAA W WAM Rank 1 3 3 1 4

1. 2. 3. 4. 5.

Communication Skills Problem Solving Skills Interpersonal Skills Leadership Skills Decision Making Skills

11 3 6 11 3

35 42 39 35 41

4 5 3 4 6

0 0 2 0 0

0 0 0 0 0

207 198 199 207 197

13.8 13.2 13.2 13.8 13.1

100

6.

Operating Skills

42

202

13.4

INFERENCE:

From the table, it is clear that with regard to respondents says relating to statement

Communication Skills in the first place Operating Skills in the second place Problem Solving Skills in the third place Leadership Skills in the fourth place Interpersonal Skills in the fifth place Decision Making Skills in the sixth place

101

TABLE 4.18 The training events are organization effectively

S.no 1. 2. 3. 4.

Opinion Highly effective

frequency 15 23 12 0 50

Percentage 30 46 24 0 100

Effective
Less effective Not at all Total

INFERENCE: The above table indicates 46% of the respondents says that effective the training events are organization effectively and 30% of the respondents says that highly effective the training events are organization effectively and 24% of the respondents says that less effective the training events are organization effectively.

102

Chart 4.18

103

ORGANIZATION EFFECTIVELY
PERCENTAGE
50 40 30 20 10 0 Highly effective Effective Less effective Not at all

OPINION

104

TABLE 4.19 Performance level before and after training program Before the training program

19.1 Quality of work

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 11 20 19 0 0 50

Percentage 22 40 38 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 40% of the respondents says that good quality of work and 38%% of the respondents says that average quality of work and 22%% of the respondents says that excellent quality of work.

105

Chart 4.19.1

106

PERCENTAGE
50 40 30 20 10 0

Ex ce lle nt G

oo d Av
OPINION

QUALITY OF WORK

107

er ag e U ns at is fie d Ve ry

po or

19.2 Productivity

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 12 28 10 0 0 50

Percentage 24 56 20 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 56% of the respondents says that good productivity and 24% of the respondents says that excellent productivity and 20% of the respondents says that average productivity.

108

Chart 4.19.2

109

PERCENTAGE
60 50 40 30 20 10 0

Ex ce lle nt

G oo

d Av er ag

PRODUCTIVITY

110

e U ns at Ve isf

OPINION

ie d ry

po

or

19.3

Reduction

S.no 1. 2. 3. 4. 5.

Opinion Excellent

Frequency 25 17 8 0 0 50

Percentage 50 34 16 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE:

The above table indicates 50% of the respondents says that excellent reduction and 34% of the respondents says that good reduction and 16% of the respondents says that average reduction.

111

Chart 4.19.3

112

REDUCTION
60 50 40 30 20 10 0

PERCENTAGE

ns at is fie d U

Ex ce lle nt

Av er ag e

OPINION

19.4

Delivery rate

113

Ve ry

po or

oo d

S.no 1. 2. 3. 4. 5.

Opinion Excellent

frequency 12 28 10 0 0 50

Percentage 24 56 20 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE:

The above table indicates 56% of the respondents says that good delivery rate and 24% of the respondents says that excellent delivery rate and 20% of the respondents says that average delivery rate.

114

PERCENTAGE

60 50 40 30 20 10 0

Ex

ce lle nt

oo d
Chart 4.19.4

Av

DELIVERY RATE

115

er ag e

OPINION

ns at is fie d

Ve ry

po or

After the training program 19.5 Quality of work

S.no 1. 2.

Opinion Excellent

Frequency 46 4

Percentage 92 8

Good

116

3. 4. 5.

Average Unsatisfied Very poor Total

0 0 0 50

0 0 0 100

INFERENCE: The above table indicates 92% of the respondents says that excellent quality of work and 8%% of the respondents says that good quality of work.

117

Chart 4.19.5

QUAlLITY OF WORK LIFE Unsatisfied 0% Very poor 0%

Excellent Good Average

Average 0% Good 8%

Excellent 92%

Unsatisfied Very poor

118

19.6 Productivity

S.no 1. 2. 3. 4. 5.

Opinion Excellent

Frequency 43 7 0 0 0 50

Percentage 86 14 0 0 0 100

Good
Average Unsatisfied Very poor Total

119

INFERENCE: The above table indicates 86% of the respondents says that excellent productivity and 14% of the respondents says that good productivity.

120

Chart 4.19.6

PRODUCTIVITY

14, 14% 0, 0%

Excellent Good Average 86, 86% Unsatisfied Very poor

121

19.7 Reduction

S.no 1. 2. 3. 4. 5.

Opinion Excellent

Frequency 44 6 0 0 0 50

Percentage 88 12 0 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 88% of the respondents says that excellent reduction and 12% of the respondents says that good reduction.

122

Chart 4.19.7

123

REDUCTION

12, 12% 0, 0%

Excellent Good Average 88, 88% Unsatisfied Very poor

124

19.8 Delivery rate

S.no 1. 2. 3. 4. 5.

Opinion Excellent

Frequency 45 5 0 0 0 50

Percentage 90 10 0 0 0 100

Good
Average Unsatisfied Very poor Total

INFERENCE: The above table indicates 90% of the respondents says that excellent delivery rate and 10% of the respondents says that good delivery rate.

125

Chart 4.19.8

126

DELIVERY RATE

10, 10% 0, 0%

Excellent Good Average 90, 90% Unsatisfied Very poor

TABLE 4.20

127

Better behavior and performance after they attended the training program

S.no 1. 2. 3. 4. 5.

Opinion Very great Extent

Frequency 3 25 17 5 0 50

Percentage 6 50 34 10 0 100

Great extent
Some extent Limited extent Not at all Total

INFERENCE: The above table indicates 50% of the respondents says that great extent better behavior and performance after they attended the training program and 34% of the respondents says that some extent better behavior and performance after they attended the training program and 10% of the respondents says that limited extent better behavior and performance after they attended the training program.

128

Chart 4.20

129

BETTER BEHAVIOUR AND PERFORMANCE

Very great Extent 6, 8% 10, 13% 0, 0% 30, 37% Great extent Some extent Limited extent Not at all

34, 42%

130

TABLE 4.21 Provided change for giving the feed back

Yes No

50 0

If yes do you think there is any impact about the feed back that you give after the training program

S.no 1. 2. 3. 4. 5.

Opinion Very great Extent

frequency 15 20 15 0 0 50

Percentage 30 40 30 0 0 100

Great extent
Some extent Limited extent Not at all Total

INFERENCE: The above table indicates 40% of the respondents says that great extent there is any impact about the feed back that give after the training program and 30% of the respondents says that very great extent there is any impact about the feed back that give after the training program and 30% of the respondents says that some extent there is any impact about the feed back that give after the training program.

131

Chart 4.21

FEEDBACK ABOUT THE TRAINING PROGRAMME

0, 0% 30, 30% 0, 0% 30, 30% 40, 40%

Very great Extent Great extent Some extent Limited extent Not at all

132

TABLE 4.22 Extent to which you are allowed to practice on the job what you have learned

S.no 1. 2.

Opinion Very great Extent

frequency 5 28

Percentage 10 56

Great extent

133

3. 4. 5.

Some extent Limited extent Not at all Total

12 4 1 50

24 8 2 100

INFERENCE: The above table indicates 56% of the respondents says that great extent to practice on the job have learned and 24% of the respondents says that great extent to practice on the job have learned and 10% of the respondents says that great extent to practice on the job have learned.

Chart 4.22

134

PRACTICE ON THE JOB

2, 2% 10, 10% 8, 8% 24, 24% 56, 56%

Very great Extent Great extent Some extent Limited extent Not at all

CHAPTER 5 FINDINGS
135

 72% of the employees says intimated well in advance to attend the training. 60% of the employee most of the times before attending the training program the objective made to know. 46% of the employees says inform about the prospect of being trained was good. 40% of the always think that there is enough training important to improve our performance. 60% of the training objectives have been formulated on the basis of pre identified. 46% of the supervisor consults about the suitability of the training program 60% of the good initiative taken by the management in conducting the training program. 56% of the training is essential for the growth and development of the organization. 54% of the training is essential for our self development. 36%of the training program objectives have achieved. 64% of the training program helped in achieving our objectives. 64% of the keeping the session alive and interesting. 70% of the faculty using audio visual aid. 64% of the maintaining a friendly and helpful manner, its good. 60% of satisfaction level on the training content. 70% of satisfaction level on the training Materials. The training method to find out the rank. 54% of the most of the time our skills and competency has improved after the training program. 46% of the effective changes in your skills after attending the training programme. 92% of the performance level after training program in quality of work.

30% of the great extent to better behavior and performance after they attended the training program.

SUGGESTION

136

 Training program can be prepared by considering the individual need and organization need. Professional components, like communication leadership, interpersonal relationship can be added in workers training. Training can be conducted at the scheduled time. The objective of the training programme should be fully cleared to the trainees, before attending training programme. External trainers can also involve in training programme so that training will be more effective.

137

CONCLUSION

This study has helped in understanding the training programmes organized by Mercury Fittings for the employees both as for as work and personal life is concerned The company is able to do so well because of the due weighted given by the company to its training and development activities. Its for sure that with this some approach the company is sure to reach higher levels and there by bring about maximum satisfaction to all stakeholders of the company.

138

BIBLIOGRAPHY Books|:

Mamoria, C, B, Personnel Management Gupta C, B, human resource management sultan chand & sons, New Delhi.2002.

139

 Kothari C, B, Research Methodology Wishwa prakashan publication, 2003 John Prior Hand Book of Training & Development Jaico publication

Web sites:

www.google.com www.gmt.com www.siemens.com

140

Evaluation of Training Effectiveness

Personal Information: Name Age Designation Department : : : :

1. Whether you were intimated well in advance to attending the training programme? A) Always C) Some times B) Most of the times D) Very rare E) Never

2. Before attending the training programme are the objectives of the programme made known to you? A) Always C) Some times B) Most of the times D) Very rare E) Never

3. Does they inform you about the prospect of being trained? A) Always C) Some times B) Most of the times D) Very rare E) Never

4. Do you think that there is enough training imparted to improve your performance? A) Always C) Some times B) Most of the time D) Very rare E) Never

5. Whether the training objectives have been formulated on the basis of pre identified

141

organization need? A) Always C) Some times B) Most of the times D) Very rare E) Never

6. Does they supervisor consult you about the suitability of the training programme? A) Always C) Some times B) Most of the times D) Very rare E) Never

7. Mention about the initiative taken by the management in conducting the training programme? A) Excellent D) Unsatisfied B) Good E) Very poor C) Average

8. In you experience whether training is essential for the growth and development of the organization? A) Very great extent B) Great extent C) Some extent D) Limited extent E) Not at all

9. In you experience whether training is essential for your self-development? A) Very great extent B) Great extent C) Some extent D) Limited extent E) Not at all

10. In your experience whether training programs objectives has achieved? A) Always B) Most of the times

142

C) Some times

D) Very rarely

E) Never

11. To what extent the training programme helped in achieving your objectives? A) Very great extent C) Some extent B) Great extent D) Limited extent E) Not at all

12. Rate ( ) the training faculty on the following? S.NO 1. Particulars Keeping the session alive & interesting 2. Using audio, visual aid 3. Maintain a friendly & helpful manner 4. Illustrating & clarifying points Excellent Good Average Unsatisfied Very Poor

13. Mention ( S.NO Particulars

) your satisfaction level on the following: Highly satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied

1. 2.

Training contents Training Materials

143

3. 4. 5. 6. 7. 8.

Training Methods Location Duration Refreshment Physical Aid Frequency of training

14. Based on your opinion rate ( ) the following training Method? S. No 1. 2. 3. 4. 5. 6. Particular Lectures Conference Role play Brain Storming Group Discussion Programmed Instruction 7 Business Games Excellent Good Average Unsatisfied Poor

15. Do you think that your skills & competency has improved after the training programmes? A) Always C) some times B) Most of the times D) Very rarely E) Never

144

16. Rate () the changes in your skills after attending the training programmes? S.NO Particulars Very Great Extent Great Extent Limited Extent Very Limited Extent Not at all

1. 2. 3. 4. 5.

Communication skill Problem solving skill Interpersonal skill Leadership skill Decision Making skill

6.

Operating skill

17. Do you feel that the training events are organized effectively? A) Highly effective D) Less effective B) Effective E) Not at all

18. How do you rate your performance level before & after the training programmes? S. No Particulars Before Training E 1. 2. 3. Quality of work Productivity Reduction in rejection G A US P After Training E G A US P

145

rate 4. Delivery date

E-Excellent

G-Good

A-Average

US-Unsatisfied

P-Poor

19. Do People demonstrate a better behavior & performance after they attended the training programmes? A) Very Great extent D) Limited Extent B)Great extent E) Not at all C)Some extent

20. Have you provided a change for giving the feed back? A) Yes B) No

If yes do you think there is any impact about the feed back that you give after the training programme? A) Very Great Extent C) Limited Extent B) Some Extent D) Not at all

21. Indicate the extent to which you are allowed to practice on the job what you have learned? A) Very Great Extent C) Some Extent B) Great extent D) Limited Extent E) Not at all

146

22. Any suggestions:

147