A STUDY ON TRAINING AND DEVELOPMENT OF

CHOLAN ROADWAYS CORPORATION

KUMBAKONAM
SUMMER PROJECT REPORT
Submitted by
G.KARTHIKEYAN
REGISTER NO: 27348320

Under the Guidance of

Mr.D.SARAVANAN, MBA, M.Phil, M.F.C, MHRM, (Ph.D),
Faculty, Department of Management Studies

in partial fulfillment for the award of the degree

of
MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY, INDIA
SEPTEMBER- 2007

1
 SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
MADAGADIPET, PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “ A STUDY ON TRAINING AND
DEVELOPMENT OF CHOLAN ROADWAYS CORPORATION,
KUMBAKONAM is a bonafide work done by G.KARTHIKEYAN [REG.NO
27348320] in partial fulfillment of the requirement for the award of Master of Business
Administration by Pondicherry University during the academic year 2007 – 2008.

HEAD OF DEPARTMENT GUIDE

Viva-Voce Examination held on

EXTERNAL EXAMINER

2
 TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ACKNOWLEDGEMENT Ii
ABSTRACT iii
LIST OF TABLES iv
LIST OF CHARTS v
I INTRODUCTION 1
1.1 Profile of Organization 8

II REVIEW OF LITERATURE 16

III OBJECTIVES 18

IV RESEARCH METHODOLOGY 19

V DATA ANALYSIS AND INTERPRETATION 21

VI FINDINGS OF THE STUDY

36

VII SUGGESTION AND RECOMMENDATIONS 37

VIII CONCLUSIONS 38

IX LIMITATIONS OF TH STUDY 39

X SCOPE FOR THE FUTHER STUDY 40

XI ANNEXURE 42

3
 ACKNOWLEDGEMENT

I am extremely grateful to Our Principal Dr. V.S.K. VENGATACHALAPATHY to

provide necessary and essential facilities to do this project report.

I express our sincere thanks and deep sense of gratitude to our Head of Department

Mr.S.JAYAKUMAR, Department of Management Studies for providing me with an

opportunity to study and to do this report.

I express a deep sense of gratitude to my Guide Mr.SARAVANAN Department

of Management Studies, for his encouragement, support and guidance to complete this

project work successfully.

I convey my heartiest thanks to GENERAL MANAGER, THE CHOLAN

ROADWAYS CO-OPERATION,KUMBAKONAM , who kindly granted permission to do

this project report in his esteemed organization.

Finally, I express our sincere thanks and deep sense of gratitude to my parents and

friends for giving timely advice in all the ways and in all aspects for doing the project

4
 LIST OF TABLES
S.no TABLE NAME Page No
1 Table showing respondents age 21
2 Table showing of the Respondents sex 22
3 Table showing Educational Qualification of the Respondents 23
4 Table showing respondents by their department 24
5 Table showing respondents by their grade 25
6 Table showing respondents by their marital status 26
7 Table showing respondents by their native place 27
8 Table showing respondents by their experiance 28
9 Table showing respondents by their monthly income 29
10 Association between age of respondents and various dimensions 30
Association between monthly income of the respondents and various
11 33
dimensions

5
 CHARTS

S.no CHART NAME Page No

1 Respondents by their age 21

2 Department of respondents 24

3 Martial status 26

4 Native place 27

5 Experiance 28

6 Monthly income 29

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 CHAPTER-1
INTRODUCTION

TRAINING AND DEVELOPMENT

In an International level, every organization has the training and development as
appoint of its function. The organization must motivate the employees and trainees in
positive way to obtain the goal of the organization.
In our India the training and development plays a vital role in growth of the
organization .Of each organization take part in the economic development of the country.

TRAINING AND DEVELOPMENT IN NATIONAL AND

INTENATIONAL LEVEL

A major study was conducted on as based publicity traded firms during 1996,1997
and 1998.American societies for Training and Development found the organization have
invested $680 or more in the training programme was found that the organization have
invested an average $1,595 per employee for training.,
In Indian organization did not demonstrate much interest in updating employee‘s
knowledge and awareness about the business through training and development until
1991.Government of India introduced its new industrial policy on July 24, 1991 by
liberalization.

This trend can be seen not only in us and India, but also in most of the developed and
developing countries.

MEANING;
Training is a process of learning a sequence of programme behavior. it is an
application of knowledge .It gives people an awareness of rules and procedures to guide
personal behavior.
Development is a relational and rational process. It covers not only those activities,
which improve its performance, but also those, which about the growth of the productivity,

7
helps individual in the progress towards maturity and actualization of this potential
capabilities.
1.1 Training and Development Process

Determining training needs

↓
Decide the purpose of training

↓
Choosing appropriate/Suitable training

↓
Evaluating training effectiveness

on the job training methods are used for the employee’s welfare.

Reasons behind Training

• Increase the use of technology
• Arising labours turnover
• Promotion within the organization
• Needs of additional hands with increased production of product and services
• New employees need of training because of inexperience.
• Old employees need of training for refreshing
• Reduce working time ,Supervison,spoil Wastage, Produce and improve production
and reduce learning time
• Reduce grieveness, accident rates and raising morale.

8
 1.2 PLANNED TRAINING
Identify training needs
↓
Define learning requirements
↓
Planned Training programme
↓

Techniques Facilities Location Trainers

↓
Implement Training
↓
Evaluate training

Essentials of Good Training Programme

1. clear purpose
2. Training needs
3. Relevance
4. Individual differences
5. Appropriate incentives
6. Management support
7. Balance between theory practice

9
Methods and Techniques of Training

Some of the methods and techniques of training as follows:

ON-THE-JOB TRAINING

Under this method, the workers is given training at his workplace by his immediate
supervisor.They include learning by doing.

1. Coaching
The supervisor gives direct instruction and guidance to the training. He demonstrates how
to do the job. The advantage here is greater for minimum adjustment after training.

2. Job Rotation

In this method the trainee is periodically rotated from job to job. The purpose is to
broaden his outlook and give a general background view of the organization.

3. External Agency:
The trainee is periodically gets the training form the same type of external agency.

Supervisors Development
“Supervisor development” or management development is a systematic and
continuous of learning and growth, it is designed to create behavioral change in executives
by cultivating their mental abilities and latent potential.

Main features
Executive development is a planned and organization process rather then
haphazard/automatic techniques.

10
 Management development is mainly ‘self-development’ it depends more on effort
of individual executives themselves than on efforts organization.

1.3 Management development

Mum ford (1993)→

Business strategy → Business environment

Critical Success factors→

Organization capability Management capability

Business performance→

Skills and Knowledge

• Technical Skill
• Human Skill
• Conceptual Skill

Methods of executive development

A large variety of techniques are employed for the training and development of
executives. These techniques may be classified into the following categories.

1.On-the-job Methods
• Position rotation
• Special projects and task forces
• Committee assignments

2.Off-the job Methods

• Case study
• Role playing

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Special Projects
A special project is a highly flexible training device. Under it, a trainee is assigned a
project closely related to his job. For instance trainee will study the problem and make
recommendations.

By performing the special assignment he learns work procedure and organizational

relationships. Some times a task force is created consisting of several executives from
different functional areas. The trainee not only acquires knowledge about the assigned tasks
but also learn how to work with others.

committee Assignments

In this technique committee is constituted to study solve specific problems.

Trainees with different viewpoints are included in the committee. By participating in
committee meetings and discussion, every member gets an opportunity to learn from
others. Committee assignments help executives in acquiring general background and a
wider perspective.

Case study
Under this method the trainees are given a problem to discuss and analysis study is
a written account of a real life business event or an imaginary one. Case studies are
extensively used in training personal management, law, marketing, business policy and
human relations.
Case discussion increases the trainee’s power of observation and analysis. They
learn that is not single answer to a particular problem.

Role Playing
Under it is a conflict which is artificially created and the trainees are
assigned different roles to play. No dialogue is given beforehand. The role players then act

12
out their parts spontaneously. For example, a trainee may play the role of a salesman and
make a presentation to a purchasing agent.
Role playing is used in human relations and leadership training. It helps to develop insight
into ones own behavior and its effect upon others.However; it is a time consuming and
expensive process requiring experience trainers.

TYPES OF TRAINING
1. INPLANT TRAINING
2. REFRESHER TRAINING
3. COMPANY’S TRAINING NEW TECHONOLOGIES
4. STRESS MANAGEMANT TRAINING
5. SKILL IMPLEMENT KEMP(K.M.per litter)

13
1.4 COMPANY PROFILE

HISTORY OF THE TRANSPORT CORPORATION

The government in the year 1972 by nationalizing, the private major bus operators
formed the CHOLAN ROADWAYS CORPORATION.
Subsequently, they were bifurcated by the government for administrative purpose. The
chief executive of each corporation is called as the managing director and he is one of the
directors of the board. The secretary of the Government Transport Department is the
chairman of all the corporations and also the Board of the concerned coporation.The board
governs and approves the actions and ratification of the chief Executive of the concerned
Corporation .The Board delegates ,the power of both Administration and finance to the
chief Executive.

TRANSPORT CORPORATION OF TAMILNADU

The transport corporations available after amalgamation from 01.04.2004 under
government undertakings are,

1. Metropolitan Transport Corporation, Chennai

2. Tamil Nadu State Express transport Corpoation, Chennai.
3. Tamil Nadu State Transport Corporation(Kumbakonam)L.t.d
Kumbakonam.

Region
• Kumbakonam
• Trichy
• Karaikudi
• Pudukotai
4. TamilNadu State transport Corporation (Villupuram) L.td

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 Villupuram.

Region
• Villupuram
• Vellore
• Kanchipuram
5. Tamil Nadu State transport Corporation (Salem) ltd, Salem
Region
• Salem
• Dharmapuri

6.Tamil Nadu State transport Corporation (Coimbatore) Ltd

Coimbatore
Region
• Coimbatore
• Erode
7.Tamil Nadu State transport Corporation (Madurai) ltd.Madurai.
Region
• Madurai
• Thirunelveli
• Nagerkovil
• Dindugal
• Vadalur

TNSTC,KUMBAKONAM REGION KUMBAKONAM

I have done the project at Tamil Nadu state transport Corporation, Kumbakonam
Region. Branches and divisions of the Kumbakonam region are as follows:
BRANCHES
The branches of the kumbakonam region are
• Kumbakonam(Mofussil)

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 • Kumbakonam Town I division
• Kumbakonam Town-2
• Nannilam
• Thanjavur(Mofussil)
• Thanjavur Town-1
• Thanjavur Town-2
• Trichy
• Thanjavur
• Pattukotai
• Mannargudi
• Paeravoorni
• Mayiladuthurai(Mofussil)
• Mayiladuthurai Town
• Sirkali
• Poraiyar
• Chidamparam
• Nagapattinam
• Karaikkal
• Thiruthuraipoondi
• Vedharaniyam

VEHICLE DETAILS

THE Kumbakonam Devision-I consists of 926 vehicles. Among these the categories
are,

Town vehicles - 292

Mofussil Vehicles - 576
Spares - 55
Idle - 3
__________

16
 ___926____

DEPARTMENT OF THE CORPORATIONS

The various departments of the corporations are,

• Commercial and operation
• Personnel
• Materials
• Industries relation
• Training centre
• Electronic data processing wing
• Accounts and audit
• Security and Vigilance
• Technical section
• Civil department

ACCOUNTS:

The corporation has a centralized accounts departments.major lion of the accounts

departments like bill preparation, voucher preparation, cashbook, cheque and balance,
general ledger and balance sheet are computerized.

INVOICE AUDITING

Initially Town tickets up to 35KMs.were computerized for collection statements

and also on line ticket auditing purpose. Nowadays the preprinted tickets are implemented
for 182 KMs.For this purpose, most of the branches are being computerized for online
auditing purpose. Due to this, it may be given a room to reduce staff strength and
establishment cost also.

17
1. COMMERCIAL AND OPERATION

The commercial wing governs the entry of a vehicle in to the corporation and also
the exit of an old vehicle from it. The important functions of the commercial wing is as
follows:

• Registration
• Tax payment
• Augmentation
• Replacement

REGISTRATION

A newly purchase vehicle is first registered at the RTO office to get the registration
certificates. Then the fitness certificate is obtained after the physical inspection of the
vehicle. The average cost of a vehicle is around Rs.7 or Rs.8 Lakhs.

TAX PAYMENTS

The tax is paid at the RTO office; tax per mofussil Rs.450 and per town bus is
Rs.330 per month. The total tax is around Rs.8500 per month.

AUGMENTATION

It is the process of obtaining the permit for a new vehicle in a particular route. The
permit is valid for a period of 2 years and the old vehicle’s permit has to be renewed every
year.
REPLACEMENT

18
 It is the process of exchanging the permit of a faulty old vehicle with new one.
Incase the old vehicle has reached its stoppage limit, tile permit has to be transferred to the
new one.
RESERVATION

Another important advantage of computerization in the Transport field is of the

reservation facilities. The reservation procedures involves the details of reservation
cancellation and reports. The reports consist of details daily report, ticket stock, conductor
chart and cancellation report in this procedure once a seat has to be reserved. The system
asks for the desired seat after displaying the layout of the seats of the bus nagapattinam
divisions, once a seat is reserved immediately it is reflected in the layout. This makes the
process of the reservation very user friendly.

MATERIAL MANAGEMENT

In order to purchase the materials from the vendors quotations are called far and
lowest rate quoted-vendor is asked to issue the purchase order (p.o).The p.o and quotations
are computerized. Like wise receipts from supplier’s issues to branches sections are
computerized. So that they can take consolidate statements with value for the month. They
can also calculate the maintenance cost per kilometer for every branch.

ELECTRONIC DATA PROCESSING WING

• EDP has several functions, They are
• Preparation of collection of statements
• Preparation of KMPL(Kilometers per liter)
• Wages
• Management Information System(MIS)

WAGES SECTION

19
 The demands (such as P.F. other allowances and loans) and the attendance are
updated. Then the updated attendance is checked and leaves if any are taken into account to
calculate the salary.

MANAGEMENT INFORMATION SYSTEM

MIS section sends the physical performance, route performance, quarterly report
and the annual reports to the government, the institute of Road Transport undertakings,
New Delhi. It also prepares branch performance of every month( MIS book). Based on this
book, the higher authorities discuss in the branch manager meetings and give suggestions
to those branch managers who have achieved to the efficiency in all the fields.

TRAINING IMPARTED DURING THE YEAR

CATEGORY TOTAL NO OF NO OF EMPLOYEES

EMPLOYEES TRAINED(INHOUSE)
OFFICER 40 0
SUPERVISOR 221 2
WORKMEN 5458 2571
TOTAL 5719 2573

• 75% of training has been over.

• Regarding employees, 80% of permanent employees and the remaining are

temporary employees.
.

PHYSICAL PERFORMANCE

20
 This section sends the physical performance to the Government every
month. This report shows fleet utilization, kilometere per liter efficiency, kilometer loss,
punctuality, occupancy ratio, KMPL, passenger’s travelled.In addition to this, the cost of
damages to the vehicle, either by public agitation by the crew assault is also to the
Government as enclosure with physical performance.

ROUTE PERFORMANCE
The statement contains traffic indication route performance and the service
performance.

QUARTERLY REPORT
Quarterly report pertaining to KMPL achieved physical, finance and battery
performances are sent to the Government Central Institute of Road transport, Pune.Annual
report on the physical performance will also be sent to CRIT, National Productivity
Council, and New Delhi. Based on the report submitted by the Transport undertakings in
all the states, the council decides the award for the best STU.

21
 CHAPTER-2
REVIEW OF LITERATURE

MILKOVICH AND BUREAOU

Training is a systematic process of changing the behaviour, knowledge and

motivation of present employees to improve the match between employee’s characteristics
and employment requirements.

Nanda (`1976) conducted a study in ICF Chennai on training programme.He

selected respondents through accidencitial sampling.

SethuRaman (1974) studies the impact of short term training programme for
supervisor. All 15 members and engineering unit Bangalore who had attended supervisory
training programme were interviewed.

Paul Davison conducted a study on HR development services at MRF in

year 1982.The study was conducted with some objectives.

Major findings of the study as follows:

Training has to be imparted to supervisor in following areas.Production, house
keeping, syupervisors lacked desired qualities in these areas.

Nathniel Sarkar (1988) conducted a study on HRD programme in BHEL; Trichy.To

respondents were selected through simple random.

Raja Sekaran(1991) conducted study on the identification of training needs at

BHEL.The study revealed that the following areas have been identical by more than 50%
of the respondents where the need for training to develop their personality ,communication
skills ,leadership qualities,transaction analysis,industrial relations ,positive thinking and
motivation are found essential.

22
 L.A.Kennedy sam(1994)conducted a study on HR development for executive at
BHEL,Trichy 60% of the respondents were selected through systematic random sampling
and finding of study.

Hamblin(1974)conducted a study on training programme at FORD.The feedback on

the effects of a training programme and to assess the value of training in the light of that
information.

OBJECTIVES OF TRAINING AND DEVELOPMENT

 Training objectivities is to improve the workers performance on the current job and
also prepare them for an intend job
 Training helps to provide mastery in new methods and machines.
 Training objectives is to improve the defective ways of doing work and to teach
current methods and behavior patterns.
 The objectives of development are to improve their performance in job and also
improve personality and skills.

23
 CHAPTER-3
OBJECTIVES OF THE STUDY

 To study the reflection of the training programme

 To study about the workers attitude regarding development programme.
 To study the involvement of trainees in the programme.

24
 CHAPTER-4
RESEARCH METHODOLOGY

Research:
‘Research’is a systematic and scientific activity to achieve the truth.Research
includes procedures of collecting data,analysis the data and finding the conclusion or truth.

Research Methodology:
‘Research Methodology’is a way of systematically solves the research problem.It is
a science of studying how the research is done successfully.

Title of the Study:

The title is the study on ‘Training and Developmant’ of cholan roadways
corporation, kumbakonam.
.

RESEARCH DESIGN
‘Research Design’ means the exact nature of Research work in a systematic manner
. It involves the information about the research work in view of the framework of the
study,availability of various data,observations,analysis ,sampling etc.,

Descriptive Research Design:

The researcher has followed the descriptive research by using primary and
secondary data collections.
Descriptive studies try to discover answers to the questions who,what,when,where
and sometimes how the researcher attempts to describe or define a subject,often by creating
profile of a group of problems.People or events such studies may involve the collection of
data and the creation of distribution of the number of times the researcher observes a single
event or chararacteristics or they may involve relating the interaction of two or more
variables.

25
SAMPLING:
Once the Researcher has clearly specified the problem and developed an
appropriate design and data collection instruments ,the next step in research process is to
select those elements from which the information will be collected.Following sampling
methods may collect the required information in any scientific enquiry.

SAMPLE SIZE:
The researcher takes the sample size as 50

Methods Sample:
The researcher has followed stratified Random sampling method in this project.

STRATIFIELD RANDOM SAMPLING:

The universe is divided into different strata’s based on certain attributes.
Proportionately, select some –samples from each stratum are called Stratified Random
sampling under Probability Sampling.,

Data Collection Methods:

The Researcher have collected the primary data by using questionnaire and
secondary data from company magazine

Research hypotheses:
• There is a significant association between monthly income of respondents
and various dimensions of Training Effectiveness.
• There is a significant association between age of the respondents and
various dimensions of Training Effectiveness.

Statistical Tool used:

1. Percentage Method
2. Chi-Square Test

26
 CHAPTER-5
DATA ANALYSIS FOR WORKERS
Table:5.1
DISTRIBUTION OF RESPONDENTS BY THEIR AGE
NO AGE NO OF PERCENTAGE
RESPONDENTS (%)
1 20-30 years 22 44
2 31-40 years 11 22
3 41-50 years 10 20
4 51-60 years 7 14

SOURCE; Primary data

INFERENCE:
From the above results, it is clear that 44% of the respondents are in the age group
of 20-30 years,22%of the respondents are in the age group of 31-40 years,20%of the
respondents are in the age group of 41-50 and the rest of the respondents are in the age
group of 51-60
DISTRIBUTION OF RESPONDENTS BY THEIR AGE

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
20-30 31-40 41-50 51-60

AGE GROUPS

27
 Table:5. 2
DISTRIBUTION OF RESPONDENTS BY THEIR SEX

S.NO SEX NO OF PERCENTAGE

RESPONDENTS (%)
1 Male 50 100
2 female - -

SOURCE;Primary data

From the above table, it’s found the major percentage of the respondents (100%)
are males.

28
 Table: 5.3
DISTRIBUTION OF RESPONDENTS BY THEIR
EDUCATION QUALIFICATION

S.NO EDUCATION NO OF PERCENTAGE

RESPONDENTS (%)
1 Technical - -
2 Non Technical 50 100

SOURCE;Primary data
From the above table, it is clear that most respondents (100%) are having non-
Technical qualification.

29
 TABLE;5.4
DISTRIBUTION OF RESPONDENTS BY THEIR
DEPARTMENT

S.NO DEPARTMENT NO OF PERCENTAGE

RESPONDENTS (%)
1 Transport 17 34
2 Major Repairing 33 66

SOURCE;Primary data
From the above table, it’s found that 66% of respondents (100%) are
Working in major repairing department and rest of the respondents are working in
Transport department

70%
60%
50%
40%
30%
20%
10%
0%
transport major
repairing
DEPARTMENTS

30
 Table: 5.5
DISTRIBUTION OF RESPONDENTS BY THEIR GRADE

S.NO GRADE NO OF PERCENTAGE

RESPONDENTS (%)
1 A - -
2 B - -
3 C 50 100
SOURCE; Primary data
From the above table, we can easily understand that 100% of the respondents are in
‘C’ grade.

Table:5.6

31
 DISTRIBUTION OF RESPONDENTS BY THEIR MARITAL
STATUS

S.NO MARITAL NO OF PERCENTAGE

STATUS RESPONDENTS (%)
1 Married 31 62
2 Unmarried 19 38

SOURCE; Primary data

From the above table, its clear that most of the respondents (62%) are married and
the rest of the Respondents(38%)are unmarried.,

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

Marital status

Table: 5.7

32
 DISTRIBUTION OF RESPONDENTS BY THEIR
NATIVE PLACE

S.NO NATIVE PLACE NO OF PERCENTAGE

RESPONDENTS (%)
1 Urban 27 54
2 Rural 23 46
3 Semi Urban - -
SOURCE; Primary data
From the above table, it’s clear that 54% of respondents from urban area and the
rest of the respondents (46%)are rural area,.

54%

52%

50%

48%

46%

44%

42%
URBAN RURAL SEMI URBAN

NATIVE PLACE

Table:5. 8

33
 DISTRIBUTION OF RESPONDENTS BY THEIR
EXPERIENCE

S.NO EXPERIENCE NO OF PERCENTAGE

RESPONDENTS (%)
1 1-10 years 40 80
2 11-20 years 6 12
3 21-30 years 4 8
SOURCE; Primary data

From the above table, it is clearly understandable that (80%)of respondent having 1-
10 years experience,(12%) of respondent having 11-20 years and rest of (8%) respondents
having 21-30 years experience.

80%
70%
60%
50%
40%
30%
20%
10%
0%
1-10yr 11-20yr 21-30yr
YEAR OF EXPERIANCE

Table:5. 9

34
 DISTRIBUTION OF RESPONDENTS BY THEIR
MONTHLY INCOME

S.NO MONTHLY NO OF PERCENTAGE

INCOME RESPONDENTS (%)
1 1000-3000 35 70
2 3000-5000 7 14
3 5000-7000 3 6
4 7000-9000 5 10
SOURCE; Primary data
From the above table, it is found that (70%)of the respondent are getting monthly
income between Rs.1000-3000,(14%) of respondent are
getting between Rs3000-5000,(6%)of the respondent are getting between Rs.5000-
7000,and the rest of the respondents are getting between Rs.7000-9000..

DISTRIBUTION OF RESPONDENTS BY THEIR MONTHLY INCOME

70%
60%
50%
40%
30%
20%
10%
0%
1000-3000 3000-5000 5000-7000 7000-9000
Monthly income

Table:5.10
ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT

35
 AND VARIOUS DIMENSIONS OF TRAINING
EFFECTIVENESS

Ho: There is no significant association between monthly income of the respondents and
the various dimensions of Training Effectiveness.

Ha: There is a significant association between monthly income of the respondents and
various dimensions of Training Effectiveness.

S.L.NO AGE VARIOUS DIMENSIONS PERCENTAGE

OF TRAINING (%)
EFFECTIVENESS
LOW HIGH

1 Objectives& n:20 n:30 100

Need Up to X2=1.282
20-30 years 10 11 df=3
31-40 years 4 10 p>0.05
41-50 years 3 7 Not Significant
51-60 years 3 2

S.L.NO AGE VARIOUS DIMENSIONS PERCENTAGE

OF TRAINING (%)
EFFECTIVENESS
LOW HIGH

36
2 Session Wise n:21 n:29
20-30 years 1 17 X2=1.098
31-40 years 13 4 df=3
41-50 years 6 4 p>0.05
51-60 years 1 4 Not Significant
3 Practical
Applicability n:16 n:34 X2=1.710
20-30 years 7 11 df=3
31-40 years 5 12 p>0.05
41-50 years 2 8 Not Significant
51-60 years 2 3

4 Training Aids n:16 n:34 X2=0.660

20-30 years 7 14 df=3
31-40 years 4 10 p>0.05
41-50 years 3 7 Not Significant
51-60 years 2 3

5 General n:16 n:34 X2=0.373

20-30 years 7 14 df=3
31-40 years 4 10 p>0.05
41-50 years 3 7 Not Significant
51-60 years 2 3
6 Overall n:16 n:25 X2=0.284
20-30 years 11 9 df=3
31-40 years 7 8 p>0.05
41-50 years 5 5 Not Significant
51-60 years 2 3

37
n:25

38
Null Hypotheses is Accepted:
So, there is no significant association between age of the respondent & others
dimensions like objectives & needs, practicl applicability, training aids, general and
overall.

Null hypotheses is Rejected:

So there is a significant association between age of the respondents & session wise
of the training effectiveness.

39
 Table:5.11
ASSOCIATIONS BETWEEN AGE OF THE RESPONDENT
AND VARIOUS DIMENSIONS OF TRAINING
EFFECTIVENESS

Ho: There is no significant association between monthly income of the respondents and
the various dimensions of Training Effectiveness.

Ha: There is a significant association between monthly income of the respondents and
various dimensions of Training Effectiveness.

S.L.NO AGE VARIOUS DIMENSIONS PERCENTAGE

OF TRAINING (%)
EFFECTIVENESS
LOW HIGH

1 Objectives& n:20 n:30

Need X2=3.315
1000-3000 9 6 df=3
3000-5000 5 8 p>0.05
5000-7000 4 10 Not Significant
7000-9000 2 6

40
S.L.NO AGE VARIOUS DIMENSIONS OF PERCENTAGE
TRAINING EFFECTIVENESS (%)

LOW HIGH

2 Session Wise n:24 n:26

X2=3.753
1000-3000 11 9 df=3
3000-5000 2 4 p>0.05
5000-7000 7 7 Not Significant
7000-9000 4 6
3 Practical n:20 n:20 X2=1.466
Applicability df=3
1000-3000 4 13 p>0.05
3000-5000 4 5 Not Significant
5000-7000 3 13
7000-9000 3 7
4 Training n:20 n:20 X2=2.599
Aids 7 11 df=3
1000-3000 2 7 p>0.05
3000-5000 3 10 Not Significant
5000-7000 4 6
5 7000-9000 n:20 n:20 X2=1.506
General 7 11 df=3
1000-3000 2 7 p>0.05
3000-5000 3 10 Not Significant
5000-7000 4 6
6 7000-9000 n:20 n:20
Overall 11 7 X2=3.715
1000-3000 6 5 df=3
3000-5000 4 7 p>0.05
5000-7000 6 3 Not Significant
7000-9000

41
42
Null hypothesis is accepted:
So, there is no significant association between monthly income of respondents and
various dimensions of training effectiveness like objectives & needs., session wise,
practical applicability ,training aids, general and overall.

43
 CHAPTER-6

6.1 FINDINGS OF THE STUDY

General Findings:
• The respondent are male
• The respondents are non-technician
• 66% of the respondents are in Repairing department
• The percentage of respondents is in grade C
• All the respondents belong to the urban and rural areas
• 40 respondents are having 1-10 years experience.
• 35 respondents are getting monthly income 1000-3000

FINDINGS RELATED TO HYPOTHESIS

• There is no significant association between the age of the respondents and various
dimension of Training Effectiveness.
• There is no significant association between monthly income of the respondents and
the overall dimensions of Training Effectiveness.

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6.2 SUGGESTIONS

1. The object of training programme must be properly communicated to the

workers.
2. Importance of the training must enlightened among the new comers and
inexperienced workers.
3. Advanced technical aids can be used by the management to have effective
results.
4. The organization is suggested to place Indians as the top-level supervisors
for better communications.
5. The trainee can be motivated to use the programs more effectively in
developing others.
6. The management has to conduct training & development programme in
frequent intervals
7. Time allocation is needed so as to make the programme success
8. Different methods can be adopted in a single program to maintain
participation of workers.

45
 CHAPTER-7
CONCLUSION

The objectives of the researcher are fulfilled .The researchers findings and
suggestions are very much helpful for the further improvements of the organization.

In Tamil Nadu Transport Corporation, there should be a smooth relationship

between the workers and the management. The management provides all Welfare measures
to the employees.

Majority of the workers are satisfied with the Training and Development
Programme.

46
 CHAPTER-8

8.1 Limitation of the Study:

• Most of the respondents were reluctant in giving information.

• It was very difficult to connect the trainees and the supervisors, as they were
busy with their regular day to day activities.
• The short period had been given, so the study does not covers the whole.

47
8.2 Scope for further study:
The research study is highly useful to the organization to know that exactly training
needs.The study deals with various aspect of the programme.It helps the organization to
know its development programme level. It also helps to include new techniques for further
improvements

48
 APPENDICES
ANNEXURE-1
STUDY ON TRAINING AND DEVELOPMENT OF CHOLAN ROADWAYS
CORPORATION OF KUMBAKONAM
QUESTIONNAIRE

PERSONAL DATA
Name :
Age :
Sex : a) Male b) Female
Education :
Designation :
Nature of job :
Grade :
Department :
Marital Status : a) Married b) Unmarried
Native Place :a) Urban b) Rural c) semi urban
Monthly Income :

QUESTIONNAIRE FOR WORKERS:

(a) Objectives and needs

I. Very good
II. Good
III. Little
IV. Very little
V. Fully useful

1. To which extend you aware of needs and objectives of programme at the time of your
nomination period.
1. 2. 3. 4. 5.

49
2. To which extend the programme objectives are explained
1. 2. 3. 4. 5.

3. To which extent the conducted programme was in line with your needs
1. 2. 3. 4. 5.

4. To which extent you got satisfaction

1. 2. 3. 4. 5.

(b)Session voice
I. Too much
II. Much
III. Less
IV. Look less
V. Just right

5. Session Duration 1. 2. 3. 4. 5.

6. Quality of material During Training period1. 2. 3. 4. 5.

I. Very good
II. Good
III. Bad

50
 IV. Worst
V. Outstanding

7. Technical methodology 1. 2. 3. 4. 5.

8. Communication 1. 2. 3. 4. 5.
9. Trainee involvement and participation 1. 2. 3. 4. 5.
10. Level of gains (net contribution of session) 1. 2. 3. 4. 5.
11. Rate of safety measures given during 1. 2. 3. 4. 5.
Training period
12. Training circumstance 1. 2. 3. 4. 5.

(c)Practical applicability:
13. How you feel in training period 1. 2. 3. 4. 5.
14. Do you find any deviation between 1. 2. 3. 4. 5.
Initial stage and end stage of programme
15. Usefulness of training in growth and 1. 2. 3. 4. 5.
Development of personal things

(d).training aids:
16. Which aids are used and rate how much 1. 2. 3. 4. 5.
It is used
GENERAL HEADING

I. Very good
II. Good
III. Bad
IV. Worst
V. Outstanding

17. Audio-visual aids 1. 2. 3. 4. 5.

51
18. Group discussion 1. 2. 3. 4. 5.
19. Slides 1. 2. 3. 4. 5.
20. Charts 1. 2. 3. 4. 5.
21. Lecture 1. 2. 3. 4. 5.
22. Practical session

(e) General:
I. Excellent
II. Good
III. Ok
IV. Bad
V. Poor

23. You should mark the performance 1. 2. 3. 4. 5.
Of the training programme as
Learning experience

24. How is your involvement in the 1. 2. 3. 4. 5.
Programme

25. How was your relationship with other 1. 2. 3. 4. 5.
Participants

26. Overall satisfaction a) High b) Low

If it is low, please specify reason give your kindly suggestion for further
Improvement……………………….

52
 ANNEXURE-2
BIBLIOGRAPHY

• Michel Armstrong,8th edition 2001,HR Management and Practice

• D.D.Sharma 2001, marketing research.
• Tamil Nadu Transport Corporation Kumbakonam Profile
• Personal Management,C.B.Memoria
• Josh.M.1961, Training Industry, Bombay TATA Institute School of work.
• Kothrai.C.,2001 research Methodology
• S.C.Gupta and V.K.Kapoor,Fundamental of Statistics
• S.P.Gupta,Statistical Methods

53