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5.1.1 Age group of the respondents 31
1. INTRODUCTION
TRAINING:
Employee training is the most important sub-system of Human Resource
Development. After an employee is selected, placed and introduced in an organization
he or she must be provided with training facilities in order to adjust him to the job.
Training Analysis is most often used as part of the system development process.
Due to the close tie between the design of the system and the training required, in
most cases it runs alongside the development to capture the training requirements.
An organization that aspires to grow must be in tune with the changing need of
the society. Training reduces the gap by increasing employee’s knowledge, skill,
ability and attitude. For the proper functioning of any business organization, the
management of the organization concerned must employ a training program to groom
its associates with business skill and practical knowledge. In addition to a standard
training program, there must be a certain measure of training performance.
Training makes a very important contribution to the development of the
organizations Human Resource and hence to the achievement of its aims and
objectives. It improves changes and moulds the employee’s knowledge, skill,
behavior and attitude towards the requirement of the job and the organization.
The importance of the training and development are many in number. Primarily
it helps in the optimization of the utilization of human resources that ultimately
provides the candidates as well as the individuals to achieve the goals. It also helps in
improving the human resources technical and behavioral skills which leads in
attaining personal growth of the candidates.
BENEFITS OF TRAINING:
Training enables the employee to attain the following benefits,
1. QUICK LEARNING:
Training helps to reduce the learning time to reach the acceptable level of
performance.
2. HIGHER PRODUCTIVITY:
With the help of training, the best available methods of performing the work
can be standardized and taught to all candidates.
4. LESS SUPERVISION:
5. ECONOMICAL OPERATIONS:
6. REDUCED ACCIDENTS:
Proper training in both job skills and safety attitudes should contribute
towards a reduction in the accident rate.
7. HIGHER MORALE:
TYPES OF TRAINING:
On the basis of purpose, several types of training programs are offered to the candidates.
They are,
2. JOB TRAINING:
3. APPRENTICESHIP TRAINING:
4. INTERNSHIP TRAINING:
Basic purpose of refresher training is to acquaint the existing workforce with the
latest methods of performing their jobs and improve their efficiency further.
7. REMEDIAL TRAINING:
This training is required to remove defective way of doing work and teach them
correct methods and behavior patterns.
8. SAFETY TRAINING:
METHODS OF TRAINING:
There are three different types of methods to train the candidates. They are as
follows.
3. VESTIBULE TRAINING.
The worker is given training at the work place by his immediate supervisor.
Worker learns in an actual work environment. The different types of on the job training are,
a. COACHING:
b. UNDERSTUDY:
c. JOB ROTATION:
Trainee is periodically rotated from job to job. He learns a variety of tasks
and develops a better view of the organization.
d. POSITION ROTATION:
It requires workers to undergo training for a specific period away from the work
place. Concerned with both knowledge and skills in doing certain jobs. The different types of
off the job training are,
a. SPECIAL LECTURE CUM DISCUSSION:
b. CONFERENCE TRAINING:
c. CASE STUDY:
The trainees are given a problem or case, which is more or less related to the
concepts and principles already taught.
d. ROLEPLAY:
Conflict is artificially created and the trainees are assigned different roles to
play. Trainees are given a description of the situation and role they are to
play.
VESTIBULE TRAINING:
Vestibule training is used to designate training in a class room for semi-skilled jobs,
where large number of candidates must be trained at the same time for the same kind of work.
A vestibule school is established in an industrial plant. An attempt is made to duplicate
as nearly as possible, the actual material, equipment and conditions found in the real
workplace. Qualified instructors are employed. Initial nervousness of the trainees is also
removed.
Trainees do not contribute to production during the training period. Line managers will
blame the instructors if trainee’s performance is poor. Since it is an expensive method, it
cannot be applied in small organizations. It is used to give training to candidates in large
numbers.
2.INDUSTRY ANALYSIS
Plastics are a wide array of semi-synthetic or synthetic organic solids that are
transformed or molded into several useful products. Plastics are usually organic polymers
derived from petrochemicals or sometimes occur naturally and have high molecular weights.
The global plastic market is governed by the end user industry application. Owing to their low
cost, ease of manufacture, availability of raw materials and flexibility of use, plastics have
displaced many conventional materials including wood, paper, metal, ceramic, leather and
glass in the majority of their uses. The increasing demand for sustainable and durable
products in various end-user industries is driving demand for various plastics globally.
The growth of major end use industries (mainly packaging and construction) and versatile
properties of plastics including better heat and pressure resistance, make them more
applicable in various industries. Volatility prices of key raw materials coupled with growing
environmental concerns regarding plastic disposal are expected to hinder market growth over
the forecast period. To overcome such challenges, the industry has shifted its focus towards
developing bio-based alternatives to conventional (petroleum-based) plastics.
Major plastics manufacturers have been forming JV and have been collaborating with
biotechnology companies to synergize their functions to manufacture bio-based plastics.
Moreover, upcoming technologies to recycle plastics for the manufacturing plastics into fabric
for various end user products show immense opportunities for the plastic market. Major
plastics manufacturers from the western hemisphere of the world have to focus on setting up
manufacturing facilities in high-growth regions such as the Middle East and Asia Pacific.
These regions along with providing consistent demand for plastics also help in reducing the
overall cost of manufacturing.
Regulatory support in the form of tax benefits and financial incentives in countries such as
China and India, to increase the FDI flow, has been a key factor in market development in
Asia. In addition, these regions offer low labor cost which further helps in reducing the
overall manufacturing cost for producers. However, this shift has resulted in an overcapacity
of various plastics products which have affected their prices
Manufacturing engineering or manufacturing process are the steps through which raw
materials are transformed into a final product. The manufacturing process begins with the
product design, and materials specification from which the product is made. These materials
are then modified through manufacturing processes to become the required part.
Modern manufacturing includes all intermediate processes required in the production and
integration of a product's components. Some industries, such
as semiconductor and steel manufacturers use the term fabrication instead.
The manufacturing sector is closely connected with engineering and industrial design.
Examples of major manufacturers in North America include General Motors
Corporation, General Electric, Procter & Gamble, General Dynamics, Boeing, Pfizer,
and Precision Castparts. Examples in Europe include Volkswagen
Group, Siemens, FCA and Michelin. Examples in Asia
include Toyota, Yamaha, Panasonic, Mitsubishi, LG, Samsung and Tata Motors.
3.COMPANY PROFILE
a) COMPANY ORIGIN
SHREE VARI MULTIPLAST INDIA(P)LIMITED
MANUFACTURING INDUSTRY:
The ornate and Metallic Color Series of Chairs in a range of elegant shades are
trailblazers that stand unrivalled to this day. Stools, Tables, Trolleys and Baby Chairs
also fit pretty in ‘’VV National wide comprehensive range Made from 100 % Virgin
and Tailor made Composition as required by the customer used Latest designed
imported Mould’s.
”VV National” Furniture reflects quality style and functionality that has made it the
leader at home and winner overseas.
VISION:
Build VVNational to be the most dependable business partner in the region
through exceptional service and value addition.
Vision 2020
Our vision 2020 is “Growing the business by improving and
optimizing human skills, effective use of technology and creating employment for a
team of 10000 dedicated workforce”.
Vision 2025
Our vision 2025 is “Achieving 300% Growth by synergizing
Innovation Technology and Manpower skills within the VVNational Group resulting
in 15000 jobs”.
MISSION:
MAKE IT HAPPEN
Make VVNational the leader in our chosen markets by creating an
environment to attract and retain a committed team of talented professionals.
PRODUCTS
FURNITURES:
PREMIUM MONO BLOCK CHAIRS
MONO BLOCK CHAIRS
MONO BLOCK CHAIRS WITHOUT ARM
EXECUTIVE CHAIRS
CENTER TABLES AND TROLLEYS
DINNING TABLES
BABY CHAIRS
STOOLS
BATH STOOLS AND PATALS
MATERIAL HANDLING:
FRUIT AND VEGETABLE CRATE
MULTI PURPOSE CRATES
GHAMELA BIG
GHAMELA SMALL
MILK CRATES
JUMBO FISH CRATES
SUBORDINATE OF VV GROUP
VV G RO UP
BEACH MINERAL
TEXTILE
CHEMICAL
IT & MEDIA
STONE AGGREGATES
POLYMER
CHARITABLE ORGANISATIONS
Industrial Training:
Junior Level Engineering Programs
Fitting practices and assembly
Metrology and measuring instruments
Machining processes
Workshop calculation & science
Engineering Drawing
Welding techniques
Heat treatment
Cutting tools
Electrical & Electronics
Soldering techniques
Computer applications
Quality systems
Plumbing
Finance & Accounts
Soft Skills
Case Studies
Case Study 1:
Name of the Company : Ashok Leyland
Name of the Program : Mechatronics
Duration : 20 days
Target Group : Maintenance Personnel
Trained Manpower : 30
Modules Selected:
Electrical and Electronics
PLC
Electro Pneumatics
Electro Hydraulics
CNC
Case Study 2:
Name of the Company : Wabco India Ltd
Name of the Program : General Technical Competency
Duration : 100 days
Target Group : Company Apprentices ( +2 )
Trained Manpower : 250
No. of Participants Undergoing Training: 20
Modules Selected:
Machining processes
Metrology and Measuring Instruments
Fitting Practice and Assembly
Cutting Tools
Engineering Drawing
Workshop Calculations
Pneumatics & Hydraulics
CNC
Quality Systems and Soft Skills
Case Study 3:
Name of the Company : RANE Group Companies
Name of the Program : Skill Up-gradation Program
Duration : 40 Days
Target Group : Fresh Diploma Holders
Trained Manpower : 215
Modules Selected
Machining processes
Fitting Practice and Assembly
Cutting Tools
Pneumatics
Hydraulics
CNC
Quality Systems
Soft Skills
Case Study 4:
Name of the Company : NOKIA India Limited
Name of the Program : Electro–Pneumatics & PLC
Duration : 5 days / module
Target Group : Technicians
Trained Manpower : 300
Modules Selected
Pneumatics
Electro Pneumatics
PLC
Case Study 5:
Name of the Company : Sundaram Clayton - Padi
Name of the Program : General Technical Competency
Duration : 16 Days
Target Group : Higher Secondary Pass (+2)
Trained Manpower : 120
Trained Manpower : 300
Modules Selected
Machining processes
Measuring Instruments
Engineering Drawing
Workshop Calculations & Science
CNC Programming
CNC Machining
Case Study 6:
Name of the Company : Saint Gobain Ltd - Bhutan
Name of the Program : General Technical Competency Training
Duration : 24 days
Target Group : Team Leaders
Trained Manpower : 25
Modules Selected
Industrial Safety
Engineering Drawing
Maintenance of Equipments
Electrical and Electronics
Metrology and Measuring Instruments
Material Handling Equipments
PLC
Quality Concepts
Soft Skills
Case Study 7:
Name of the Company : WIL – Wardha, Nagpur
Name of the Program : General Technical Competency
Duration : 54 Days
Target Group : Higher Secondary Pass (+2)
Trained Manpower : 30
Modules Selected
Measuring Instruments
Fitting Practice and Assembly
Engineering Drawing
Workshop Calculations
Welding Techniques
Quality Systems
Soft Skills
Machining processes
Case Study 8:
Name of the Company : Visteon India Limited
Name of the Program : Team Member - Training Program
Duration : 10 days
Target Group : ITI Technicians
Trained Manpower : 33
Modules Selected
Basics of Physics
Engineering Drawing
Engineering Materials
Electrical and Electronics
Pneumatics and Hydraulics
Design of Jigs and Fixtures
Welding
Plastics and Moulding Methods
Soft Skills
Case Study 9
Name of the Company : Lucas TVS
Name of the Program : Skill Up-gradation Program
Duration : 30 days
Target Group : Graduate Engineers
Trained Manpower : 50
Modules Selected
Machining processes
Cutting Tools
Pneumatics
Electro Pneumatics
Hydraulics
4. REVIEW OF LITERATURE
William James (1998, P.18) of Harvard University reports that employee could
retain their jobs by working at mere 20-30 percent of their potential. His research led him to
believe that if these same candidates were properly motivated, they could work at 80-90
percent of their capabilities. Behavioral science concepts like motivation and enhanced
productivity could well be used for such improvement through the effective and efficient use
of learning resources.
Jack Welch (1999, P.21) Companies can't promise lifetime employment, but by
constant training and education we may be able to guarantee lifetime employability.
Organization and individual should develop and progress simultaneously for their survival
and attainment of mutual goals. So every modern management has to develop the
organization through human resource development. Employee training is the important sub-
system of human resource development. Employee training is a specialized function and is
one of the fundamental operative functions for human resources management.
C. K. Prahalad (1997 P.8) says that mentoring requires special skills, but it does
not require hierarchical position. After an employee is selected, placed and introduced he
or she must be provided with by training facilities. Training is the act of increasing the
knowledge and skill of an employee for doing a particular job. Training is a short-term
educational process and utilizing a systematic and organized procedure by which
candidates learn technical knowledge and skills for a definite purpose.
Beach (1996 P.14) define the training as “The organized procedure by which
people learn knowledge and /or skill for a definite purpose”. In other words, training
improves changes and moulds the employee’s knowledge, skill behavior and aptitude and
attitude towards the requirements of the job and the organization. Training refer to the
teaching and learning activities carried on for the primary purpose of helping members of an
organization to acquire and apply the knowledge, skill, abilities and attitudes needs by a
particular job and organization.
Robert Haas (1994 P.17) suggest that “You can't train anybody to do anything
that he or she doesn't fundamentally believe in”. Training needs are identified on the basis of
organizational analysis, job analysis and man analysis. Training program, training methods
and course content are to be planned on the basis of training needs. Training needs are those
aspects necessary to perform the job in an organization in which employee is lacking
attitude/aptitude, knowledge, and skill.
Training needs = Job and organizational requirement Employee specifications
Robert Louis Stevenson says it was a world almost without a feature; an empty sky, and
empty earth; front and back the line of railway stretched from horizon to horizon, like a cue
across a billiard-board.
RESEARCH PAPERS:
Singara (edition 2001): This paper is a guide to companies when executing the training of a
new work force. The researcher shows how job training is crucial for the workers as well as
for the corporations. He indicates that companies are paying more attention to the training and
development then to recruiting. There are many changes that are being made to the process of
training and developing a new work force mainly towards developing existing skills and
acquiring new ones. The paper examines several factors that affect this process such as:
government intervention, wages, diversity, globalization...and much more
Veerabathra (Edition 2002): This paper looks at employee training as a means of improving
an organization and making it more cost-effective. It defines the different types of training,
including technical, literal, video, and other types of training used to fulfill the needs of both
employer and employee.
EFFECTIVE TRAINING
Akshara (Edition 2003): An effective training system would integrate several different
processes in order to achieve the objective of a proper training. The first step in any sort of
training would be identifying the desired level of knowledge in a measurable form. The next
step would be listing out the various qualifications or competencies necessary for taking part
in any training system to produce the desired results. After this the trainee would have to
undertake the necessary research steps by sourcing materials and other requirements for the
training method to function at its best.
TRAINING
Chamy (Edition 2004): This paper reports on a study to verify whether training can help
organizations and uses a questionnaire to collect empirical data. The author points out that the
survey will help identify specific benefits and trends because organizations, like people, have
their own individuality and style, and no blue print can be considered a universal fit for all
organizations. The paper relates that replacing a skilled and trained employee can be very
expensive for an organization in terms of time and money; therefore, organizations are
increasingly using training and higher education options in their benefits packages to obtain
and retain talent in the organization.
Gulathi (Edition 2005): This paper is about employee training and development. It uses a
five-step process to develop the appropriate training program that includes training needs
assessment; creation of training materials; the training medium (internal, external); the
implementation, and an evaluation plan to determine the effectiveness of the training.
EMPLOYEE TRAINING
Ashwanthi (Edition 2006): This paper looks at the methods of and motivation for employee
training in the service industries, such as hotels and restaurants. The paper begins with an
exhaustive overview of the term training, including a detailed recitation of Carter
McNamara's six-point rationale for training in "Employee Training and Development:
Reasons and Benefits." The author also provides background information about the
importance of good trainers and training techniques.
BOOKS:
Training is more about knowing where we stand at present and to have a vision of
where we are going to be in the future. It is when we have set goals and don’t know how to
proceed; it is when we want something in life to achieve and don’t know how to reach there
and it is what we are dreaming for and how we have to acquire the knowledge to live up to
our dreams.
"The trainees shall acquire new manipulative skills, technical knowledge, problem
solving ability or attitude so that they are better adjusted to their work environment to achieve
the organizational and individual goals".
C.B.MEMORIA defined training as,
No of Percentage
S.No Age Respondents (%)
1 25-30 years 124 83
2 31-35 years 23 15
3 36-40 years 3 2
Above 40
4 years 0 0
Total 150 100
No of Percentage
S.No Experiences Respondents (%)
1 < 5 years 111 74
2 5 - 10 years 17 11.3
3 10 - 15 years 21 14
4 Above 15 1 0.7
Total 150 100
Inferences:
The above table depicts that the maximum number of respondents, 74%
belongs to the below 5 years of experience and 11.3% of the respondents belong
to the 5 to 10 years of experiences and 14% of the respondents belong to the 10 to
15 years .
No of Percentage
S.No Income Respondents (%)
1 < 10000 104 69.3
10000
2 -20000 32 21.3
20000 -
3 30000 14 9.3
4 Above 30000 0 0
Total 150 100
Inference:
The above table clearly shows that 69.3 % of the respondents earns an income
of below 10000, 21.3 % of the respondents earns an income of 10000 to 20000
and 9.3% of the respondents earns an income of 20000 to 30000.
Table No: 5.1.4
Trainee’s opinion on Training:
No of Percentage
S.No Options Respondents (%)
1 Yes 82 54.66
2 No 68 45.34
Total 150 100
Inference:
The above table clearly shows that 54.66% of the respondents have undergone
training in their organization and 45.34% of the respondents did not attend
training in their organization.
Table No: 5.1.5
Type of training attended in their organization :
No of Percentage
S.No Options Respondents (%)
On the
1 Job 11 7.33
Off the
2 job 19 12.67
3 Both 53 35.33
4 None 67 44.6666667
Total 150 100
Inference:
The above table shows that 44.66% of the respondents did not attend any type
of training , 35.33% have attended both on the job & off the job, 12.66% have
attended off the job training and 7.33% have attended on the job type of training.
No of Percentage
S.No Options Respondents (%)
Highly
1 satisfied 21 14
2 Satisfied 60 40
3 Neutral 69 46
4 Dissatisfied 0 0
Highly
5 dissatisfied 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Superior 0 0
2 Company 150 100
3 Others 0 0
Total 150 100
Inference:
The above table shows that 100% of the respondents are suggested by their
company for the need of training in Shree Vari Multiplast India(p)Limited.
Table No: 5.1.8
Candidates’ opinion about the duration of the training program by TVS TS:
No of Percentage
S.No Options Respondents (%)
1 Too long 27 18
2 Too short 16 11
3 Just enough 107 71
L Total 150 100
Inference:
The above table clearly shows that 18% of the respondents feel that the
duration is just enough , 11% of the respondents feel that the duration is too short
and 71 % of the respondents feel that the duration is too long.
Table No: 5.1.9
Type of training in TVS TS:
No of Percentage
S.No Options Respondents (%)
On the
1 job 0 0
Off the
2 job 150 100
Total 150 100
Inference:
The above table shows that 100% of the respondents are attending off the job
method of training in Shree Vari Multiplast India(p)Limited.
Table No: 5.1.10
Employees agreement level towards the relevancy and helpfulness of training:
No of Percentage
S.No Options Respondents (%)
Strongly
1 agree 78 52
2 Agree 67 44.7
3 Neutral 4 2.6
4 Disagree 0 0
Strongly
5 disagree 1 0.7
Total 150 100
No of Percentage
S.No Options Respondents (%)
Highly
1 satisfied 77 51.3
2 Satisfied 72 48
3 Neutral 0 0
4 Dissatisfied 1 0.7
Highly
5 dissatisfied 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Very easy 5 3.3
Easy to large
2 extent 10 6.7
Easy to some
3 extent 56 37
4 Not so easy 49 33
5 Difficult 30 20
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Very easy 66 44
Easy to large
2 extent 59 39
Easy to some
3 extent 25 17
4 Not so easy 0 0
5 Difficult 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 To full extent 35 23.3
To a very large
2 extent 59 39.3
3 To large extent 45 30
4 To some extent 11 7.33
5 Not at all 0 0
Total 150 100
Training No of Percentage
S.No Faculty Respondents (%)
Very
1 Good 100 67
2 Good 50 33
3 Average 0 0
4 Bad 0 0
5 Very bad 0 0
Total 150 100
Chart No: 5.1.15.1
Feedback about the Trainer
Inference:
The above table shows that 67% of the respondents feel that the trainer was
very good and 33% of the respondents feel the training faculty are good.
Course No of Percentage
S.No content Respondents (%)
Very
1 Good 62 41.34
2 Good 83 55.33
3 Average 5 3.33
4 Bad 0 0
5 Very bad 0 0
Total 150 100
Course No of Percentage
S.No Material Respondents (%)
Very
1 Good 59 39.33
2 Good 76 50.67
3 Average 15 10
4 Bad 0 0
5 Very bad 0 0
Total 150 100
No of Percentage
S.No Discussions Respondents (%)
1 Very Good 70 46.67
2 Good 66 44
3 Average 14 9.33
4 Bad 0 0
5 Very bad 0 0
Total 150 100
No of Percentage
S.No Arrangements Respondents (%)
1 Very Good 58 38.67
2 Good 72 48
3 Average 20 13.33
4 Bad 0 0
5 Very bad 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Yes 150 100
2 No 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Yes 148 98.67
2 No 2 1.33
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 Strongly agree 51 34
2 Agree 99 66
3 Disagree 0 0
4 Strongly disagree 0 0
Neither agree nor
5 disagree 0 0
Total 150 100
Chart No: 5.1.18
Opinion regarding superior guidance during the training program
Inference:
The above table shows that 66% of the respondents agrees that they get guidance
from their superiors during the training and 34% did not get guidance from their
superior.
Inference:
The above table shows that 63% of the respondents strongly agree the
relationship is good between trainer & trainee and 37% just agree the relationship
is good between trainer & trainee.
No of Percentage
S.No Options Respondents (%)
1 To full extent 39 26
To a very large
2 extent 73 48.67
3 To large extent 38 25.33
4 To some extent 0 0
5 Not at all 0 0
Total 150 100
No of Percentage
S.No Options Respondents (%)
1 To full extent 59 39.33
To a very large
2 extent 63 42
3 To large extent 25 16.67
4 To some extent 3 2
5 Not at all 0 0
Total 150 100
Course content 62 83 5 0 0
Course material 59 76 15 0 0
Discussions/Exercise/Case
study 70 66 14 0 0
Arrangements done for 58 72 20 0 0
training
Very good = 5
Good =4
Average =3
Bad =2
Very bad =1
CALCULATION:
Training faculty = [(100*5)+(50*4)+(0*3)+(0*2)+(0*1)]/150
= 4. 67
Course content = [(62*5)+(83*4)+(5*3)+(0*2)+(0*1)]/150
= 4.38
Course material = [(59*5)+(76*4)+(15*3)+(0*2)+(0*1)]/150
= 4.29
Discussion = [(70*5)+(66*4)+(14*3)+(0*2)+(0*1)]/150
= 4.37
Arrangements = [(58*5)+(72*4)+(20*3)+(0*2)+(0*1)]/150
= 4.25
Interpretation:
From the above weighted average table it has been inferred that the majority
of the respondents have given first preference to the Training Faculty, the second
preference is given to Course content, the third preference is given to the Discussion,
Exercise , Case study and fourth & fifth preference given to the course material &
Arrangements done for the training respectively.
Knowledge 57 63 30 0 0
Efficiency 39 73 38 0 0
Skills 49 63 35 0 0
Communication
skills 59 60 31 0 0
Team work 59 63 26 2 0
Very good = 5
Good =4
Average =3
Bad =2
Very bad =1
Calculation:
Knowledge = [(57*5)+(63*4)+(30*3)+(0*2)+(0*1)]/150
= 4.18
Efficiency = [(39*5)+(73*4)+(38*3)+(0*2)+(0*1)]/15
= 4.00
Skills = [(49*5)+(63*4)+(35*3)+(0*2)+(0*1)]/15
= 4.013
Communication skill = [(59*5)+(60*4)+(31*3)+(0*2)+(0*1)]/15
= 4.186
Team Work = [(59*5)+(63*4)+(26*3)+(2*2)+(0*1)]/15
=4.19
Knowledge 4.18 3
Efficiency 4.00 5
Skills 4.01 4
Communication
skills 4.186 2
INTERPRETATION:
From the above weighted average table it has been inferred that the majority
of the respondents have given first preference to the Team work , the second and third
preference is given to the communication skill and Knowledge , whereas the fourth
and fifth preference given to the Skill and Efficiency respectively.
Observed Expected (O – E) (O - E) 2 (O - E) 2 /E
Frequency (O) Frequency (E)
10 7.927 2.073 18.467 2.329
12 16.627 -4.627 21.409 1.288
7 4.447 2.553 6.518 1.466
0 0 0 0 0
0 0 0 0 0
12 15.307 -3.307 10.936 0.714
38 32.107 5.893 34.727 1.082
6 8.587 -2.587 6.692 0.779
0 0 0 0 0
0 0 0 0 0
8 9.567 -1.567 2.455 0.257
22 20.067 1.933 3.736 0.186
5 5.367 -0.367 0.135 0.025
0 0 0 0 0
0 0 0 0 0
11 8.2 2.8 7.84 0.956
14 17.2 -3.2 10.24 0.595
5 4.6 0.4 0.16 0.035
0 0 0 0 0
0 0 0 0 0
Calculated χ2 value 9.712
X= ∑x/n = 150/5=30
Y= ∑y/n= 150/5=30
∑(x-x) (y-y)
Ϭxy =------------------------
√∑(x-x) 2 √∑(y-y) 2
= 3810/ √5190*√4814
= 3810/4995.36
r = 0.763
Inference:
The coefficient of correlation inferred that r = 0.763 is positive correlated, thus
there is relationship between relevance & helpfulness of training and satisfaction on
training.
6. FINDINGS:
From the study it is inferred that the maximum number of respondents, 83%
belongs to the age of 25 to 30 years , 15% of the respondents belong to the age
group of 31 to 35 years and 2% belong to the age of 36 to 40 years.
From the study it has been found that the maximum number of respondents,
74% belongs to the below 5 years of experience and 11.3% of the respondents
belong to the 5 to 10 years of experiences and 14% of the respondents belong
to the 10 to 15 years .
The study demonstrates that maximum of the respondents are satisfied and
few of the candidates stand neutral.
From the study it is inferred that maximum of the respondents feel that the
duration is too long.
The study shows that 48% of the respondents feel the arrangements are good ,
38.67% are very good and 13.33% of arrangements are average.
From the study it is inferred that more than 50 % of the respondents feel good
about the training and less than half of the total respondents feel very good
about the training.
The study demonstrate that maximum of the respondents agree the training
should be more effective and mast of the respondents strongly the training
should be more effective from the present level.
From the study it is inferred that 63% of the respondents strongly agree the
relationship is good between trainer & trainee and 37% just agree the
relationship is good between trainer & trainee.
7. SUGGESTIONS:
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QUESTIONNAIRE
Name: ______________________________________________
Emp No: __________________
Age: 25-30 31-35 36-40 >40