INTRODUCTION

NEED FOR THE STUDY

 CHAPTER – II

NEED FOR THE STUDY

In the present industrial development training is inevitable for any organization for its
surivival and growth. Need for this study is to measure the effectiveness of training and do
demonstate a connection between a training programme and business results.
SCOPE OF THE STUDY
SCOPE OF THE STUDY

This study identifies the effectiness of the training progrmme for staffs and
identifies the factor which are to be changed and improve which makes the organization
to adopt a better method and thereby impore 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 the training programme.
OBJECTIVES OF THE STUDY
 OBJECTIVES OF THE STUDY

Primary Objective:

• To find out the effectiveness of training programme in DCW ltd.

Secondary Objective:

• To find out the benefits and importance of training programme among the staffs
conducted in DCW Ltd.,

• To know the awareness level of the staff members about the training
programmesconducted in DCW Ltd.,

• To suggest measures for conducting effective training programmes.

LIMITATIONS OF THE STUDY
LIMITATIONS

• The study was conducted at DCW Ltd., sahupuram. Therefore its findings may not
applicable to other industries or organizations.

• The study has been conducted only to staff people. So findings may not apply to any
other employees.
REVIEW OF LITERATURE
 Chapter – III

REVIEW OF LITERATURE

1. A.R. Negandhi and Barnard Estafens Study of 36 companies in five major towns in India
done in 1965.

2. Vijay K. Pathaks study of 104 non-user enterprieses, that is, those enterprieses which had
not utilized the mangement training and development programmes offered by the threee
leading national management education institutions, viz., the administration staff collefe
of India at Hyderabad and the Indian Institutes of management At Calcutta and
Ahmendabad during the four-year period of 1964-69.

3. M.N. rudrabasavarajs of 12 leading organizations in the private Sector done in 1976.

4. Lynton and Pareeks ofthe training practices in Indian organizations. The features of our
training practices which emerge from these Studies are as Follows:

I) In the majority of Indian organizations, training and development have remained

neglected and secondary funcion.

II) Only in a few big industrial organizations in our country training programmes are
conducted in terms of specific organizational needs and the peculiarites of the
industry concerned.

III) In the majority of Indian organizations the procedure to select people for various
training programmes is irrational.

IV) In many organizations the fact of a particular employee having attended a

specialixed training course is not taken into account at the time of his subsequent
postings.

V) Many organizations treat the training of their employees as a single shot

operation. They do not looll upon training as an part of their employees career
plans.

VI) Talking specifically about management development programmes one find that
there is very little commitment to these programmes from the top.

VII) So far as the designing of the course contents of programmes run hby the various
institues in our country is concerned there is almost a total lack of rapport
between the business houses and the institues.

VIII) There is a great dearth of professional trainers in India.

Kenneth robinsons, “A Hand book of training management” gave a
detailed Understanding of true training porcess, methods and the problems
uncounted in the training manangement and enabled the researched to
identify areas of important and concern and to provided rules of more
detailed knowledge. Evaluvating job related managed by BASIC &
DEMING provided the necessary know-have to the mentods and
techniques for accessing the quality and effectiveness of training.
RESEARCH METHODOLOGY
 CHAPTER – IV

RESEARCH METHODOLOGY

Research methodology is a way of systematically solving the research problem. Research

mentodoliogy deals with the research design used and methods used to present the study.

RESEARCH DESIGN

A research design is a detailed blue print used to guide a reserch study toward its
objective. The process of designing a research study involves many interrelated decisions. The
most significant decision is the choice of research approach, because it determines how the
information will be obtained. The choice of the reserach approach depends on the nature of the
research that one wants to do.

The research design adopted for the studey is Descriptive Research. Descriptive method
was adopted because it deals with description of the state of affairs as if exists at present.

DATA COLLECTION METHOD:

Data are collected from primary and secondary data. The data collection can be
categorized into two types.

• Primary Data

• Secondary Data

Primary Data:

Primary data is the information that is collected or generated by the researcher for the purpose of
the research work and constitutes the principle source of data. The primary data for the study was
collected through a questionnaire.

Scondary Data:

Secondary data consists of information that has been collected by somene other than the
researchers. Researchers usually start investigation by examining secondary data. Secondary data
was collected from company websites, magazines and web articles.
Method of Data Collection:

Primary data was collected from the employees of DCW Ltd., with the help of the
questionnaire.

Secondary data was collected form webistes and book refernces.

A pilot study was conducted based on which a few changes wew made in the questionnaire.

Questionnaire Design:

Proper care has been taken to ensure that the information needs match the objectives
which in turn match the questionnaire. The basic cardinal rules of questionnaire design, like
using simple and clear words, the logical and sequential arrangement of question has been taken.

SAMPLING TECHNIQUE:

A sample is a representation of a large whole. When some of the elements are selected
with the intention of finding out something about the plpulation from which they are taken, that
group of element is referred as a sample, and the process of selection is called sampling.

Sampling unit:

The respondents are staffs of DCW Ltd., sahupuram works.

Sample Size:

The sample size for the study is 45.

Sampling Method:

Convenient sampling is used in the study.

STATISTICAL TOOLS USED FOR THE STUDY:

The collected data were analyzed with the help of

 Simple percentage analysis

 Chi- square test

 Weighted average

Percentage Analysis:
 Percentage refers to a special kind of ratio in making comparison between two or more
data and to describe relationships. Percentage can also be used to compare the relation terms the
distribution of two or more sources of data.

Number of Respondents
Percentage of Respondents = -------------------------------- X 100
Total Respondents

Chi- Square Analysis:

Chi – Square test is a powewful test for testing the significant of discrepancy betewwn
theory and experiment. It is used to determine whether these is any difference between opinion
of respondents with regard to the nature of problem and their experience.

The formula used for chi-square test:

X² = (O-E) ²/E

Where, O – Observed data

E – Expected data
E = row total * column total / Net total

Step:-
Compute deviation between observed value and expected value. Square the deviation (O-
E) ² divide it by E. Add all the values obtained. Find the value X² from X² table at certain
significance usually at 5 % level. If the calculated X² is lesser than the book value, H0 to the null
hypothesis accepted otherwise rejected.

Weighted Arithmetic Mean

The arithmetic mean gives equal important ( or weight) to each observation in hte date
set. However, there all situations in which values of observations in the data set are not of equal
importance. In such cases, computing A.M. by applying the formula (3-1) may not be truly
representative of the data ser charachteristic and thus may be misleading. Under these
circumstances, we may attach to each observation value a ‘weight’ w1,w2....wⁿ as a indicator of
their importance and compute a weighted mean or average denoted by follows as:

X¡ W¡
Μw or x̄ w = ——―
∑ W¡
Remark :
The weighted arithmetic mean should be need
i) When the importance of tall the numerical values in the given data set is not equal.
ii) When the frequencies of various classes are widely varying.
iii) Where there is a change either in the proportion of numerical values or in the proportion
of their frequencies.
iv) When rations, percentage, or rate are being averaged.
ANALYSIS AND INTERPRETATION
 CHAPTER – V

DATA ANALYSIS & INTERPRETATION

Percentage Analysis:

Table 5.1 Age Group of Respondents

S. No Age Group No of Respondents %

1 Below 20 - -

2 20 – 30 2 4

3 30 – 40 18 40

4 40 – 50 22 49

5 Above 50 3 7

Total 45 100

Inference:

4% belong to the age group of 20 -30 years.

40% belong to the age group of 30 – 40 years.

49% belong to the age group of 40 – 50 years

7% belong to the age group of above 50 years.

Figure 5.1.1
Table 5.2 Marital Status of Respondents

s. no Marital Status No of respondents %

1 Single 10 22

2 Married 35 78

Total 45 100

Inference:

100% respondents are married.

Figure 5.2.1
 Table 5.3 years of Experience of the Respondents

S. No Years of Experience No of Respondents %

1 Below 5 years - -

2 5 – 10 years 20 44

3 10 – 15 years 13 29

4 Above 15 years 12 27

Total 45 100

Inference:

44% of respondents have 5 – 10 years of experience.

29% of respondents have 10 – 15 years of experience.

27% of respondents have above 15 of experience.

 Figure 5.3.1

Years of experience of the respondents & %

Table 5.4 Educational qualification of the respondents

s. no Educational No. of Respondents %

qualification

1 Diploma 12 27

2 UG 20 44

3 PG 13 29

Total 45 100

Inference:

27% of respondent’s qualification is Diploma.

44% of respondent’s qualification is Under Graduate.

29% of respondent’s qualification is Post Graduate.

Figure 5.4.1
Table 5.5 Attend the training Programmes Regularly

S. No Particulars No of Respondents %

1 Yes 45 100

2 No - -

Total 45 100

Inference:

100% of respondents attend the training programmes regularly.

Figure 5.5.1
Table 5.6 undergone the training programmes

S. No Particulars No. of Respondents Percentage

1 Within company 18 40

2 External training 18 40

3 Both 9 20

Total 45 100

Inference:

40% of respondents have Undergone Internal training Programme.

40% of respondents, have Undergone the External training progamme.

20% of respondents, have undergone Both (Internal & External training).

Figure 5.6.1
Table 5.7 Attended the latest Training Programmes

S. no Particulars No. of Respondents Percentage

1 Safety 9 20

2 Quality 7 15

3 System training 3 7

4 Technical skill 10 22

5 Attitudinal training 3 7

6 Skill development 3 7

7 Other 10 22

Total 45 22

Inference:

20% of respondents have recently attended the training programe on safety.

15% of respondents have recently attended the training programme on quality.

7% respondents have recently attended the training programme on system training.

22% respondent have recently attended the training programme on technical skill.

7% respondents have recently attended the training programme on skill development.

22% respondents have recently attended the training programme on (other) train the
trainer, customer satisfaction.
 Figure 5.7.1

Attended the latest training programmes

Table 5.8 The objectives of the training programmes are made to clear

S. no Particulars No of respondents %

1 Fully cleared 27 60

2 Partially cleared 18 40

3 Not cleared - -

Total 45 100

Inference:

60% of respondents said, the objectives of the training programmes are made fully clear.

40% of respondents said the objectives of the training programmes are made partially
clear.
 Figure 5.8.1

The objectives of the training programmes are made to clear

Table 5.9 The training objectives to meet expected needs

S. No Particulars No of Respondents %

1 Fully 27 60

2 Partially 18 40

3 Not at all - -

Total 45 100

Inference:

60% of respondents said, the training objectives fully met their expected needs.

40% of respondents said, the training objectives partially met this expected needs.
Figure 5.9.1
Table 5.10 How frequently, the training programmes conducted?

S. no Particulars No of respondents %

1 Every month 16 36

2 Three months 21 47

3 Six months 8 17

4 More than one year - -

Total 45 100

Inference:

36% of respondents said, the training programmes were conducted in every month.

47% of respondents said, the training programmes were conducted once in Three
months.

17% of respondents said, the training programmes conducted once in six months.
 Figure 5.10

How frequently, the training programmes conducted?

Table 5.11 Rating of the training programmes organized

S . No Particulars No of respondents %

1 Excellent 19 42

2 Good 13 29

3 Moderate 13 29

4 Poor - -

Total 45 100

Inference:

42% of respondents said, the training programmes organized was excellent.

29% of respondents said, the training programmes organized was Good.

29% of respondents said, the training programmes organized was moderate.

 Figure 5.11.1

Rating of the training programmes organized

Table 5.12 The Duration of the Training Programmes

S. no Particulars No of respondents %

1 Too short - -

2 Short 13 29

3 Too long - -

4 Long 12 27

5 Just right 20 44

Total 45 100

Inference:

29% of respondents said, the duration of the training programmes is short.

27% of respondents said, the duration of training programmes is long.

44% of respondents said, the duration of the training programmes is just right.
 Figure 5.12.1

The Duration of the training Programmes

Table 5.13 The location of training programmes

S. No Particulars No of respondents %

1 Excellent 22 49

2 Good 13 29

3 Moderate 10 22

4 Poor - -

Total 45 100

Inference:

49% of respondents said, the location of the training programmes is excellent.

29% of respondents said, the location of the training programmes is good.

22% of respondents said, the location of the trainng programmes is moderate.

 Figure 5.13.1

The location of training programmes

Table 5.14 How they like the training programmes to be

S. No Particulars No of respondents %

1 Lecture 9 20

2 Practical 9 20

3 Both 27 60

Total 45 100

Inference:

20% of respondents like lecture method of the training programme.

20% of respondents like practical method of the training programme.

60% of respondents like both (Lecture & practical) method of the training programme.
 Figure 5.14.1

How could like the training programme of percentage

Table 5.15

Distribution showing the weighted average score of, the overall design of the training
programmes

Opinion Weights Training The course Various Relevant Interaction

(w) methods materials training examples level
issue aids pointed out

Highly No of TV No TV No TV No TV No TV
satisfied Res of of of of
Res Res Res Res

19 76 14 56 9 36 11 44 18 72
4

Satisfied 3 16 48 21 63 21 63 18 54 17 51

Neutral 2 10 20 2 4 15 30 16 32 10 20

Dissatisfaction 1 0 0 8 8 0 0 0 0 0 0

Total ∑w ∑w ∑w ∑w ∑w
x x x x x
144 131 129 130 143

Average 3.20 2.90 2.80 2.88 3.17

Rank 1 3 5 4 2

Inference:

From this table it is inferred that Rank 1 is given to training methods with the weighted
score of 3.20.

From this table, it is inferred that Rank 2 is given to interaction level with the weighted
score of 3.17.

From this table, it is inferred that Rank 3 is given to the course materials issue with the
weighted score of 2.90.
From this table, it si inferred that Rank 4 is given to relevant examples pointed out with
the weighted score of 2.88.

From this table, it is inferred that Rank 5 is given to various training aids with the
weighted score of 2.80.
Table 5.16

Who do you prefer to be your trainer

S. No Particulars No of respondents %

1 In house trainer 12 27

2 External trainer 25 56

3 Both 8 17

Total 45 100

Inference:

27% of respondents preferred in house trainer for handle training programmes.

56% of respondents preferred External trainer for handle the training

programmes.

17% of respondents preferred Both ( In house External Trainer) for handle the
training programmes.
 Figure 5.16.1

Who do you prefer to be your trainer

Table 4.17

Only skilled competent trainer can handle the sessions.

S. no Particulars No of respondents %

1 Strongly 26 56

2 Agree 12 27

3 Disagree 7 15

4 Strongly disagree - -

Total 45 100

Inference:

58% of respondents strongly agree that only skilled competent trainer can handle the
sessions.

27% of respondents agree that only skilled competent trainer can handle the sessions.

15% of respondents disagree that only skilled competent trainer can handle the sessions.
Figure 5.17.1

Only skilled competent trainer can handle the sessions

Table 5.18

Distribution showing the weighted average score of the opinion about the trainer.

Opinion Weights Knowledge Presentation Communication Levels of Methods

(w) skills skills motivation employed
in the
programme

Excellent No TV No TV No of TV No TV No TV
of of Res of of
Res Res Res Res

16 64 13 52 12 48 14 56 16 64
4

Good 3 20 602 27 81 18 54 25 75 17 57

Moderate 2 9 18 5 10 15 30 6 12 10 20

Poor 1 0 0 0 0 0 0 0 0 0 0

Total ∑w ∑w ∑w x ∑w ∑w
x x 132 x x
142 143 143 141

Average 3.15 3.17 2.93 3.17 3.13

Rank 2 1 4 1 3

Inference:

From this table it is inferred that Rank 1 is given to the presentation skills and levels of
motivation with weighted score of 3.17.

From this table, it is inferred that Rank 3 is given to knowledge with the weighted score
of 3.15.

From this table, it is inferred that Rank 4 is given to the communication skills with the
weighted score of 2.93.
 Table 19

Distribution showing the weighted average score of, where too much time was spent.

Opinion Weights Theory Routine Behavior

(w) task / aspects
Practical
test

Almost No of TV No TV No of TV
Res of Res
Res

14 70 10 50 16 80
5

Most 4 19 76 14 56 12 48

Some 3 12 36 21 63 17 51

Few 2 0 0 0 0 0 0

None 1 0 0 0 0 0 0

Total ∑w ∑w ∑w x
x x 179
182 169

Average 4.04 3.75 3.87

Rank 1 3 2

Inference:

From this table it, is inferred that Rank 1 is given to theory with weighted score of 4.04.

From this table, it is inferred that Rank 2 is given to behavior aspects with the weighted
score of 3.87.

From this table, it is inferred that Rank 3 is given to the routine task / practical test with
the weighted score of 3.75.
 Table 20

Educational qualification and difficulties to attend the training programme

CHI – SQUARE METHOD:-

NULL HYPOTHESIS: (H0)

There is no association between educational qualification and difficulties to attend the

training programme.

ALTERNATIVE HYPOTHESIS:(H1)

There is an association between educational qualification and difficulties to attend the

training progrmme.

Educational Difficulties to attend the training programme

qualification
Language High standard Lack of Nil Total
problem presentation practical
sessions

Diploma 5 9 7 2 23

Under graduate 3 3 2 1 9

Post graduate 0 1 4 8 13

Total 8 13 13 11 45
CHI – SQUARE FORMULA:-

X² = (O –E) ²/E

Where, O – Observed data

E – Expected data (row total * column total) / Net total.

CHI – SQUARE TABLE:

O E (O - E) (O-E)² (O - E)²/E

5 4.14 0.86 0.74 0.18

3 1.62 1.38 1.90 1.17

- - - - -

9 6.67 2.33 5.43 0.81

3 2.61 0.39 0.15 0.06

1 3.77 -2.77 7.67 2.03

7 6.67 0.33 0.11 0.02

2 2.61 -0.61 0.37 0.14

4 3.77 0.23 0.05 0.01

2 5.52 -3.52 12.39 2.24

1 2.13 -1.16 1.35 0.63

8 3.12 4.88 23.81 7.63

Total 14.92
Calculated Value = 14.92

Table value at (r-1)(c-1) df

(4-1)*(3-1) = 6df

Table value at 6df at o.o5 level = 12.59

Calculated X² value = 14.92

Degree of freedom =6

Table value =12.59

Significant result = significant at 5% level

Calculated value is greater that table value, therefore, accepting alternative hypothesis.

CONCLUSION:

In conclusion, there is an association between educational qualification and

difficulties to attend the training programme.
 Table 21

Distribution showing the weighted average score of the benefits to gained through
the training programmes

Opinion Weights Effective and Improved in Improvement Positive

(w) efficient performance in personnel attitudinal
utilization of growth and change
resources development

Almost No of TV No TV No of TV No of TV
Res of Res Res
Res

15 75 14 70 18 90 16 80
5

Most 4 17 68 13 52 13 52 19 76

Some 3 29 87 10 30 11 33 10 30

Few 2 0 0 8 16 3 6 22 44

None 1 0 0 0 0 0 0 0

Total ∑w ∑w ∑w x ∑w x
x x 181 230
230 168

Average 5.1 3.7 4.02 5.1

Rank 1 3 2 1

Inference:

From this table it is inferred that Rank 1 is given to effective and efficient utilization of
resources and positive attitudinal change with the weighted score of 5.1.

From this table, it is inferred that Rank 2 is given to improvement in personnel growth
and development with the weighted score of 4.02.

From this table, it is inferred that Rank 3 is given to improve in performance with the
weighted score of 3.7.
Table 5.22

Willing to actively participate in the training programme

S. No Particulars No of respondents %

1 Yes 45 100

2 No - -

Total 45 100

Inference:

100% of respondents were willing to actively participate in the training

programme.
 Figure 5.22.1

Willing to actively participate in the training programme

Table 5.23

To periodically evaluated on improvements

S. No Particulars No of respondents %

1 Strongly agree 13 29

2 Agree 25 56

3 Disagree 7 15

4 Strongly disagree - -

Total 45 100

Inference:

29% of respondents strongly agree that periodically evaluated on improvements

is needed.

56% of respondents agree that periodically evaluated on improvements is needed.

15% of respondents agree that periodically evaluated on improvements is needed.

Figure 5.23.1

To periodically evaluated on improvements

Table 5.24

Training programmes provides up to do knowledge of the happening in the

industry.

S. No Particulars No of respondents Percentage

1 Strongly agree 13 29

2 Agree 26 58

3 Disagree 6 13

4 Strongly disagree - -

Total 45 100

Inference:

29% of respondents strongly agree that training programmes provides upto date
knowledge ot he happening in the industry.

58% of respondents agree that training programmes provides upto date knowledge
of the happening in the industry.

13% of respondents disagree that training programmes provides upto date

knowledge of the happening in the industry.
Figure 5.24.1

Training programes provides upto do knowledge of the happening in the

industry
Table 5.25

Do you agree that you can practice what you have learnt?

S. No Particulars No of respondents Percentage

1 Strongly agree 18 40

2 Agree 17 60

3 Disagree - -

4 Strongly disagree - -

Total 45 100

Inference:

40% of respondents strongly agree that they can practice and what they had learnt.

60% of respondents agree that they can practice and what they had learnt.
Figure 5.25.1

Do you agree that you can practice what you have learnt?
Table 5.26

The overall effectiveness of the training programme is

S. No Particulars No of respondents Percentage

1 Highly effective 10 22

2 Effective 22 49

3 Neutral 13 29

4 Less effective - -

Total 45 100

Inference:

22% of respondents said that the overall effectiveness of the training programmes is
highly effective.

49% of respondents said that the overall effectiveness of the training programme is
effective.

29% of respondents said that he overall effectiveness of the training programme is

netural.
Figure 5.26.1

The overall effectiveness of the training programme

FINDINGS
 FINDINGS

CHAPTER – VI

FINDINGS AND SUGGESTIONS

1. 49% belong to the age group of 40 – 50 years in DCW Ltd.

2. 40% belong to the age group of 30 – 40 years in DCW LTD.

3. 100% of respondents were married in DCW Ltd.

4. 44% of respondents are 5 to 10 years of experience in DCW Ltd.

5. 29% of respondents are 10 to 15 years of experience in DCW Ltd.

6. 27% of respondents are above 15 years of experience in DCW Ltd.

7. 44% of respondents are qualified under graduate.

8. 29% of respondents are qualified post graduate.

9. 100% of respondents are attend the training programmed regularly in DCW Ltd.

10. 40% of respondents, undergone the internal training programme.

11. 40% of respondents, Undergone the External training programme.

12. 20% of respondents, Undergone the training programme was both (Internal & External
Training).

13. 20% of respondents have recently attended training programme on safety.

14. 22% of respondents have recently attended training programme on other.

(Train the trainer, customer satisfaction).

15. 7% of respondents have recently attended training programme skill development.

16. 60% of respondents, the objectives are the training programmed is made fully clear.

17. 60% of respondents, the training objectives fully meet their expected needs.

18. 47% of respondents the training programmed were conducted once three months in DCW
Ltd.

19. 17% of respondents the training programmed were conducted once six months in DCW
Ltd.
20. 42% of respondents, the training programmed organized were excellent in DCW Ltd.

21. 44% of respondents, the duration of the training programmed is just right.

22. 29% of respondents, the duration of the training program is short.

23. 60% of respondents were like both (Lecture & Practical) method of the training
programmed.

24. 49% of respondents, the location of the training programmed are excellent.

25. The overall design of the training programmed was highly satisfied because of training
methods.

26. 56% of respondents were preferred external trainer handle the training programmed.

27. 58% of respondents were strongly agreed that only skilled competent trainer to handle the
sessions.

28. The training sessions handle the trainer was excellent for presentation skill.

29. Where too much time was spent in theory.

30. There is a relationship between educational qualification and difficulties to attending the
training programmed.

31. A difficulty to attending the training programmed was language problem.

32. The benefits to gained through the training programmed was effective and efficient
utilization of resources and positive attitudinal change.

33. 100% of respondent was willing to actively participate in the training programmed.

34. 29% of respondents were strongly agreed that periodically evaluated on improvements.

35. 56% of respondents were agreed that periodically evaluated on improvements.

36. 58% of respondents were agreed that training programmed provide up to date knowledge
of the happening in the industry.

37. 60% of respondents were agreed that they can practice and what they had learnt.
SUGGESTIONS
 SUGGESTIONS

• Most of the staff members feel that, they have difficulty in understanding the training
programmed. So, the organization can conduct the training programmed in usage simple
language.

• The organization, have to increase the training programmed in various recent topics.

• The organization can periodically evaluate the performance of the staff members.

• Most of the staff members prefer the training programmed to be in the form of Lecture &
Practical sessions.

• The organization can provide skill development training for staff members periodically.
So, that the staff members can improve their English knowledge personality, behavioral
aspects etc.
CONCLUSION
 CONCLUSION

This study reveals that overall effectiveness of training programmed conducted by

DCW Ltd., Tuticorin is satisfactory.

The company staff members are aware of the benefits of training programmed
with respect to their overall development and in the growth of the organization.

The company also recognizes the importance of training in the aspect of quality,
safety, skill development, etc., it has been able to strike a good balance in appropriate
training programmed schedules for each of its staff members so as to optimize benefits.
BIBILIOGRAPHY
 BIBLIOGRAPHY

Kothari, C.R. “Research Methodology” , New Delhi, Wishwa prabakarhan, 2002.

Mamoria C.B: and Gankar, S.V “Personnel Management”, Mumbai: Himalaya Publishing house,
2002.

Prasad, L.M., “Human Resource Management”, New Delhi, Sultan Chand & Sons, 2001.

P.C. Tripathi, “PersonnelManagement and Industrail Relations, “New Delhi, Sultan Chand &
Sons.

Web Sities:

www.google.com

www.answers.com
APPENDIX
Dear Sir,

I am “A STUDY ON TNE EFFECTIVENES OF TRAINING PROGRAMMES FOR

STAFFS. So I kindly request you to co-operate in filling this questionnaire and make the study
successfully.

Your sincerely,
 QUETIONNAIRE

1) Personal Details:

Name:

Age:

a) Below 20 b) 20 – 30 c) 30-40 d) above 50

Designation:

Department:

Marital status: Married / Single

Educational qualification:

Experience:

a) Below 5 years b) 5 – 10 years c) 10 – 15 years d) above 15 years

2) Do you attend training programmes regularly?

a) Yes b) No

3) Mention the training programmes you have undergone

a) Within company b) External training c) both

4) Which was the latest training programme you have attended?

a) Safety b) quality c) System training d) Technical skill Training

e) Attitudinal training f) Skill development training g) other

5) Whether the objectives of the training programme you have attended?

a) Fully cleared b) partially cleared c) not cleared

6) Does the training objective to met your expected needs

a) Fully b) partially c) Not at all

If not means specify…………………………………………………………

7) How frequently are the training programmes conducted?

a) Every month b) Three months c) Six months d) more than one year

8) How well are the training programmes organized?

a) Excellent b) Good c) Moderate d) Poor

9) The duration of the training programmes was

a) Too short b) short c) Too long d) long e) just right

10) The location of training programme is

a) Excellent b) Good c) Moderate d) Poor

11) How would you like the training programme to be?

a) Lecture b) Practical c) both

12) From the following rate the overall design of the training programme

(Please tick in the most appropriate column)

Particulars Highly satisfied Satisfied Neutral Dissatisfied

Training
methods

The course
materials issue

Various training
aids

Relevant
examples
pointed out

Interactions
level

13) Who do you prefer is your trainer?

a) In house trainer b) External trainer

14) Do you feel that only skilled competent trainer can handle the sessions?

a) Strongly agree b) agree c) disagree d) strongly disagree

15) From the following indicate your opinion about the trainer

(Please tick in the appropriate column)

Particulars Excellent Good Moderate Poor

Knowledge

Presentation
skills

Communication
skills

Levels of
motivations

Method
employed in the
programme
16) In the training programmes you have attended rate the following. Where too much time
ws spent

Particulars Almost Most Some Few None

Theory

Routine
task /
particles
test

Behavior
aspects

17) From the following mention the difficulties while attending training programmes

a) Language problem b) High standard presentation

c) Lack of practical sessions d) Nil

18) Indicate the benefits you gained through the training programs

(Please tick in the appropriate column)

Particulars Large extent Some extent Moderate Very little Not at all

Effective &
Efficient
Utilization of
resources

Improved in
performance

Improvemen
t in
personnel
growth&
Development
 Positive
attitudinal
change

19) Are you willing to actively participate in the training programmes?

a) Yes b) No

20) Training give to staffs is periodically evaluated on improvements

a) Strongly agree b) agree c) disagree d) strongly disagree

21) Training give to staffs is periodically evaluated on improvements

a) Strongly agree b) agree c) disagree d) strongly disagree

22) Do you agree that you can practice what you have learnt?

a) Strongly agree b) agree c) disagree d) Strongly disagree

23) The overall effectiveness of the training programmes is

a) Highly effective b) Effective c) Neutral d) Less effective

24) Suggestions to improve the effectiveness of training programs

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