THEORETICAL FRAMEWORK Training is an act of increasing the knowledge and skill of an employee for doin g a particular job.

It is concerned with imparting specific job related skill to the employee. The aim of training is to develop some specific skill in an individual. It is mostly a preparation to meet individuals present needs. It can thus be seen as a reactive process. Need for training: To train the employees in the company culture pattern. To train the employee to increase his quantity and quality of output. This may i nvolve improvement in work methods or skills. To train employee for promotion to higher jobs. To train the bright but dronish employee in the formation of his goals. This may involve instructions in initiative and drive. To train employee towards better job adjustment and high morale. To reduce supervision, wastage and accidents. Development of effective work habi ts and methods of work should contribute towards a reduction in the accident rate, less supervision and wastage of material. Principles of training: The most important objective is to create learning environment in organization s o that the member of organization continuously learns and acquires competencies. In ord er to make the learning environment effective certain principles need to be followed. Knowledge of results: Every employee in a learning situation wants to know what is expected of him and how well he is doing. He seeks information, appraisal and guidance about his progres s and is made uneasy by the possibility that he may be making some serious error in his b ehaviour and not knowing that he is doing so. Knowledge of results affects learning in 2 ways: It provides the trainees basis for correcting his error It produces motivational effect on the trainee Motivation: 12

A motivated worker learns better than an unmotivated one. Until the worker has become convinced of the need of training and of the worthwhile ness of the retur ns the level of motivation will be low and learning will be slow. Reinforcement: In order for behaviour to be acquired, modified and sustained it must be rewarde d. But reward should be distributed cautiously or discretely. Praising an inefficie nt and poor learner may disappoint good trainees. Principle of reinforcement also states that punishment is less effective than re ward. Punishment tends to fix the undesirable behaviour rather than to eliminate it. I t may also develop in the trainee a dislike for the punishment giver. However mild punishme nt is quite effective if administered immediately following the incorrect response. Similarl y fairy immediate reinforcement should be provided for desirable behaviour. Supporting climate and practice: Practice makes a man perfect. In order that the trainee may not revert back to t he old behaviour, it is essential that he practice the new learning daily. The internal environments of many organizations are hostile to this. Too often the trainee is not able to imp lement in his work place what he has learned during the training session. Part vs. Whole learning: This controversial issue is concerned with whether it is more efficient to pract ice a whole task all at once or whether sub tasks or component tasks should be mastere d first before integrating them into the whole task performance. In a comprehensive lite rature review Naylor found that the answer to this question seemed to depend on the cha racteristics of the tasks which the trainees were attempting to master. Tasks were seen to di ffer in complexity (the difficulty of each of the separate task component viewed individ ually) and organization (the extent to which such tasks are interrelated). Naylor then sugg ested the following training principles: Given a task of relatively high organization, as task complexity increases whole learning becomes more efficient than part learning. Given a task if relatively low organization, as task complexity increases part l earning becoming more efficient than whole.

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Transfer of learning: Transfer of learning from the training to the job would depend upon the extent t o which there are identical elements in two. Thus if the devices used in training were similar to those on the job and there would be positive transfer of learning. This means th at the trained employee would be superior in performance on the job to an untrained individual. But if the physical and psychological fidelities are wanting there would be negative transf er of learning. This means that the trained would display inferior performance on the job. If in correct work methods are learned once, there may be considerable difficulty encountered in re jecting these methods. Criteria for setting training objective . Nature and size of the group to be trained . Roles and tasks to be coined out by the target group . Relevance, applicability and compatibility of training to the work situation . Existing and desired behaviour defined in terms of ratio, frequency, quality of interaction, repetitiveness, innovations, supervision etc., . Operational results to be achieved through training e.g., productivity cost, dow n time, creativity, turnover etc., . Identification of the behaviour where change is required . Indicators to be used in determining changes from existing to the desired level in terms of ratio and frequency. Methods of training On the job training: In this method the trainee is placed on a regular job and taught the skills nece ssary to perform it. The trainee learns under the guidance and supervision the superior o r an instructor. The trainee learns by observing and handling the job. Therefore it i s called

learning by doing. Several methods are used to provide on the job training e.g. Coaching, job rotat ion, commitment assignments etc., A popular form of the on the job training is Job In struction Training (JIT) or step by step learning. It is widely used in the US to prepare supervisors. It 14

appropriate for acquisition or improvement of motor skills and routine and repet itive operations JIT method provides immediate feedback, permits quick correction of errors and provides extra practice when required. But it needs skilled trainers and prepara tion in advance. Vestibule training: In this method a training centre called vestibule is set up and actual job condi tions are duplicated or stimulated in it. Expert trainers are employed to provide training with the help of equipment and machines which are identical with those is used at the work pla ce. Apprenticeship training: In this method, theoretical instruction and practical learning are provided to t rainees in training institutes. In India the Government has established Industrial Train ing Institute for this purpose. Under the apprenticeship act 1962 employers in specified industrie s are required to train the prescribed number of persons in designated trades . The aim is to deve lop all round craftsmen. Generally a stipend is paid during the training period. Thus it is an earn when you learn scheme. Class room training: Under this method training is provided in company class rooms or in educational institutions. Lectures, case studies, group discussions and audio visual aids ar e used to explain knowledge and skills to the trainees. Classroom training is suitable for teaching concepts and problem solving. Internship training: It is a joint of training in which educational institutions and business firms c ooperate. Selected candidates carry on regular studies for the prescribed period. They als o work in some factory or office to acquire practical knowledge and skills. This method he lps to provide a good balance between theory and practice. Orientation training: Induction or orientation training seeks to adjust newly appointed employees to t he work environment. Every new employee needs to be made fully familiar with his jo b, his supervisors and sub ordinates and with the rules and regulations of the organiza tion.

15

Induction training creates self confidence in the employees. It is also known as pre job training. It is brief and informative. Job training: It refers to the training provided with a view to increase the knowledge and ski lls of an employee for improving performance on the job. Employees may be taught the co rrect methods of handling equipment and machines used in a job. Such training helps to reduce accidents, waste and inefficiency in the performance of the job. Safety training: Training provided to minimize accidents and damage to machinery is known as safe ty training, it involves instruction in the use of safety devices and in safety con sciousness. Promotional training: It involves training of existing employees to enable them to perform higher leve l jobs. Employees with potential are selected and they are given training before their p romotion so that they do not find it difficult to shoulder the higher responsibilities of th e new positions to which they are promoted. Refresher training: When existing techniques become obsolete due to the development of better techniques, employees have to be trained in the use of new methods and technique s. With the passage of time employees may forgot some of the methods of doing work. Refreshe r training is designed to revive and refresh the knowledge and to update the skill s of the existing employees. Short term refresher courses have become popular on account of rapid changes in technology and work methods. Refresher or re training is conducted to avoid obsolescence of knowledge and skills. Remedial training: Such training is arranged to overcome the short comings in the behaviour and performance of old employees. Some of the experienced employees might have picke d up appropriate methods and styles of working. Such employees are identified and cor rect work 16

methods and procedures are taught to them. Remedial training should be conducted by psychological experts. Process measure: Number of training conducted against the number of trainings targeted and also t he training effectiveness. STEPS IN TRAINING PROGRAMME: Identify the training needs Preparing training programmers Preparing the learners

Implementing training programme Performances try out Follow up actions RESEARCH OBJECTIVES OBJECTIVES: 17

The objectives of the study are: Primary: . To analyse the effectiveness of training and to identify its impact on the train ees. Secondary: . To identify the training needs of employees. . To evaluate the opinion of employees regarding training programmes offered at Pothys Clothing (p) Limited. . To analyse the contribution of training towards the productivity of employees. . To ascertain the satisfaction of employees towards the training programme. . To suggest measures to improve the effectiveness of training. 6.1 NEED FOR THE STUDY Many companies go beyond training employees for specific job skills by offering programmes of general educational content. The company s rationale for such progra mmes will benefit the company in intangible ways through a change in employees attitud es. 18

The need for training should be documented along with the reasons behind it. Witho ut a clearly defined need, an organization may not be able to determine its training effectiveness. The major need for the programme is to evaluate the effectiveness of the trainin g by studying the existing training process in the company and to determine the facto r like: . Improved interpersonal skills of the workers. . To analyse the training outcome given to the workers. . To study the problems faced by the workers during the training period. . To study the respondents satisfaction level before and after training. . Ability of the workers to acquire knowledge. 6.2 SCOPE OF THE STUDY Training is defined as Organized activity aimed at imparting information and/or instructions to improve the recipient's performance or to help him or her attain a required level of knowledge or skill . The term training refers to the acquisition of knowl edge, skills, 19

and competencies as a result of the teaching of vocational or practical skills a nd knowledge that relate to specific useful competencies. Training has specific goals of impr oving one's capability, capacity, and performance. Pothys Clothing's fully integrated state of the art manufacturing facility was commissioned at Sriperumbudur near Chennai. This hi-tech factory in an area span ning six acres laced with greenery and a lot of open space and is self sufficient in all fronts. This facility manufactures 4,000 pieces of shirts and trousers daily. The study covers the effectiveness of training program in Pothys Clothing Privat e Limited. The effectives of the training will lead to increase in the productivit y and makes healthy organisation. In order to find out the effectiveness of training, I used 75 workers of the company as my respondents who had undergone the training programme in the cu tting department. Research methodology A research cannot be conducted abruptly. Researcher has to proceed systematicall y in the already planned direction with the help of a number of steps in sequence. To make the research systemized the researcher has to adopt certain methods. 20

The methods adopted by the researcher for completing the study are called resear ch methodology. In other words Research Methodology is simply the plan of action fo r a research which explains in detail how data is to be collected, analysed and inte rpreted. Data becomes information only when a proper methodology is adopted. Thus we can say Methodology is a tool which processes the data in to reliable information. T he present chapter attempt to highlight the research adopted in this project. The components of the research methodology are research design, type of data, da ta collection, sampling plan and statistical tools used. 6.3 RESEARCH DESIGN A research design is purely and simply the frame work of the plan for a study th at given the collection and analysis of data. The function of the research design into en sures that the required data are collected accurately and economically. Descriptive research design was adopted for this study because the study is conc erned with describing the characteristics, productivity and satisfaction of training p rovided by the company to the workers. 6.4 DATA COLLECTION The sources of primary and secondary data are used for the collection of informa tion for the study. Primary Data The primary data is collected from the employees of the company with the help of structured questionnaire and direct personal interview. The questionnaire consis ted of 22 questions. It was distributed among 75 respondents. Secondary Data The secondary data about the company profile and other details were collected fr om the company web site and through personal discussion with the HR manager. 6.5 SAMPLE SIZE 21

The sample consists of 75 employees of the company who had undergone the trainin g programme in the cutting department. SAMPLE DESIGN Simple random sampling is used where each sample has an equal chance of getting selected and all choices are independent of each other. It gives each possible s ample combination an equal probability of being chosen. 6.6 STATISTICAL TOOLS: The Statistical tools used here is: a. Percentage Analysis b. Chi-squared tests c. Weighted Average Method a. Percentage Analysis Percentage refers for every hundred . It is used to make easy comparisons of fractions. In the study, fractions of respondents choosing different answers are converted into percentages and interpretations are made. Formula: No of respondents % of Respondents = * 100 No of Total Respondents b. Chi-squared tests It is a non parametric test used most frequently to test the hypothesis. This ai ms at determining whether significant difference exists among groups of data or whethe r differences are due to sampling. It describes the discrepancy theory and observa tion. This test is done to find the dependence of one factor over the other. Formula: X^2 = (O-E) ^ 2 / E 22

Where E is the expected frequency O is the observed frequency Degree of Freedom = (r-1) (c-1) Properties of Chi- Square: X^2 cannot be negative in value, it is Zero or Positive X^2 are not symmetrical, it is skewed to the right There is a different X^2 distribution for every number of degree of freedom For degree of freedom exceeding 30, the X^2 distribution is approximated by norm al distribution. c. Weighted Average method Weighted average is used when the relative importance of the items is not the sa me. Different weights are assigned to different and calculation is made. The weights assigned may be actual, or arbitrary. Weighted average = S WiDi S Wi 6.7 LIMITATION OF THE STUDY . Even though the respondents were available they were not willing to give their valuable responses because they were busy with their usual work. . Majority of respondents are hesitant in giving their responses whole heartedly. 23

. The opinion of the respondents may be biased. DATA ANALYSIS AND INTERPRETATION TABLE NO - 1: AGE GROUP OF EMPLOYEES 24

S.NO AGE NO. OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 18 25 36 48 2 25 32 24 32 3 32 39 10 13 4 39 46 5 7 4 Above 46 -TOTAL 75 100 INTERPRETATION 48% are fall under the age group of 18 to 25 years, 32% are fall under the age g roup of 25 to 32 years, 13% are fall under the age group of 32 to 39 years and 7% are fall under the age group of 39 to 46 years. CHART NO 1 AGE GROUP OF EMPLOYEES 25

% of respondents 50 40 30 20 10 0 39 -46 Above 46 48 32 7 0 13 60 18 -25 25 -32 32 -39 Age TABLE NO - 2: GENDER OF EMPLOYEES S.NO GENDER NO. OF PERCENTAGE OF RESPONDENTS RESPONDENTS 26

1 Male 11 15 2 Female 64 85 TOTAL 75 100 INTERPRETATION Majority of the respondents are female and 15% of the employees are male. CHART NO 2 GENDER OF EMPLOYEES 27

Male, 15 Male, 15 Female, 85 TABLE NO 3: MARITAL STATUS OF THE EMPLOYEES

S.NO MARITAL STATUS NO. OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Married 35 47 28

2 Unmarried 40 53 TOTAL 75 100 INTERPRETATION 53% of the respondents are unmarried and 47% of the respondents are married. CHART NO 3 MARITAL STATUS OF THE EMPLOYEES 29

Married, 47 Unmarried, 53 Married, 47 Unmarried, 53 TABLE NO 4: EDUCATIONAL QUALIFICATION OF THE EMPLOYEES S.NO EDUCATIONAL QUALIFICATION NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 10 42 56 2 +2 26 35 30

3 Diploma 7 9 4 Degree -0 5 Others -0 TOTAL 75 100 INTERPRETATION 56% of the respondents are 10th standard qualified and 35% have studied 12th standard. CHART NO 4 EDUCATIONAL QUALIFICATION OF THE EMPLOYEES 31

>10>+2DiplomaDegreeOthers 56 35 9 0 0 0 10 20 30 40 50 60 % of respondents Educational qualification 56 35 9 0 0 0 10 20 30 40 50 60 % of respondents Educational qualification 5: EXPERIENCE OF EMPLOYEES TABLE NO S.NO EXPERIENCE NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Less than 1 year 26 35 2 1 2 years 22 29 3 2 3 years 14 19 32

4 3 4 years 9 12 5 Above 4 years 4 5 TOTAL 75 100 INTERPRETATION 35% of the employees are less than 1 year experienced, 29% are 1 to 2 years experienced, 19% are 2 to 3 years experienced, 12% are 3 to 4 years experienced and 5% are above 4 years. CHART NO 5 EXPERIENCE OF EMPLOYEES 33

35 29 19 12 5 0 5 10 15 20 25 30 35 % of respondents Less than 1 year 1 -2 years 2 -3 years 3 -4 years Above 4 years Experience 35 29 19 12 5 0 5 10 15 20 25 30 35 % of respondents Less than 1 year 1 -2 years 2 -3 years 3 -4 years Above 4 years Experience 6: INCOME OF THE EMPLOYEES TABLE NO S.NO INCOME NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Below 3000rs 20 27 34

2 3000rs 3500rs 37 49 3 3500rs 4000rs 11 15 4 Above 4000rs 7 9 TOTAL 75 100 INTERPRETATION 49% of the employees earn between Rs.3000 and Rs.3500, followed by respondents who earn below Rs.3000. 15% of the respondents earn between Rs.3000 and Rs.4000 and only 9% of the respondents earn above Rs.4000. CHART NO 6 INCOME OF THE EMPLOYEES 35

27 49 15 9 0 5 10 15 20 25 30 35 40 45 50 % of respondents Below 3000 3000 -3500 3500 -4000 Above 4000 27 49 15 9 0 5 10 15 20 25 30 35 40 45 50 % of respondents Below 3000 3000 -3500 3500 -4000 Above 4000 Income TABLE NO 7: ATTENDING TRAINING PROGRAM

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 75 100 2 No -0 36

TOTAL 75 100 TOTAL 75 100 INTERPRETATION All the employees have attended the training program in the organization. CHART NO 7 ATTENDING TRAINING PROGRAM 37

100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 8: PERSON CONDUCTING TRAINING PROGRAM TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Internal resource person 45 60 2 External resource person 21 28 38

3 Both 9 12 TOTAL 75 100 INTERPRETATION 60% of the employees say that training is conducted by internal resource person, 28% says that training is conducted by external resource person and 12% says that tr aining is conducted by both internal and external persons. CHART NO 8 PERSON CONDUCTING TRAINING PROGRAM 39

12 28 60 0 10 20 30 40 50 60 70 Internal resource person External resource person Both % of respondents 12 28 60 0 10 20 30 40 50 60 70 Internal resource person External resource person Both % of respondents 9: OPPORTUNITY TO LEARN FROM TRAINING PROGRAM TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Strongly agree 54 72 2 Agree 13 17 40

3 Neither agree nor disagree 8 11 4 Disagree -0 5 Strongly disagree -0 TOTAL 75 100 INTERPRETATION 72% of the employees strongly agree that training is an excellent opportunity to learn, 17% agree that training is an excellent opportunity to learn and 11% neither agr ee nor disagree that training is an excellent opportunity to learn. CHART NO 9 OPPORTUNITY TO LEARN FROM TRAINING PROGRAM 41

72 17 11 0 0 0 10 20 30 40 50 60 70 80 % of respondents Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 72 17 11 0 0 0 10 20 30 40 50 60 70 80 % of respondents Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree TABLE NO 10: WHETHER TRAINING CONTENT MATCHES JOB PROFILE S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 75 100 2 No 0 42

TOTAL 75 100 TOTAL 75 100 INTERPRETATION All the respondents feel that training contents match job requirements. CHART NO 10 WHETHER TRAINING CONTENT MATCHES JOB PROFILE 43

100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 11: FREQUENCY OF ORGANISING TRAINING PROGRAM TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Once in a year 48 64 2 Six months 27 36 44

3 Three months -0 4 One month -0 TOTAL 75 100 INTERPRETATION 64% of the employees say that training program is conducted once in a year and 3 6% of the employees say that training program is conducted in six months. CHART NO 11 FREQUENCY OF ORGANISING TRAINING PROGRAM 45

36 64 00 0 10 20 30 40 50 60 70 Once in a year Six months Three months One month % of respondents 36 64 00 0 10 20 30 40 50 60 70 Once in a year Six months Three months One month % of respondents 12: LEVEL OF SATISFACTION TOWARDS DURATION OF TABLE NO TRAINING PROGRAM S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Highly satisfied 37 49 46

2 Satisfied 21 28 3 Neither satisfied nor dissatisfied 6 8 4 Dissatisfied 11 15 5 Highly dissatisfied -0 TOTAL 75 100 INTERPRETATION 49% of the employees are highly satisfied with the duration of the training prog ram, 28% of the employees are satisfied with the duration of the training program, 8% are neither satisfied nor dissatisfied with the duration of the training program and 15% are dissatisfied with the duration of the training program. CHART NO 12

LEVEL OF SATISFACTION TOWARDS DURATION OF TRAINING PROGRAM 47

49 28 8 15 0 0 5 10 15 20 25 30 35 40 45 50 % of respondents Highly dissatisfied 49 28 8 15 0 0 5 10 15 20 25 30 35 40 45 50 % of respondents Highly dissatisfied Highly Satisfied Neither Dissatisfied satisfied satisfied nor dissatisfied TABLE NO 13: RESPONSE TOWARDS BENEFIT OF TRAINING PROGRAM

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Organisation 23 31 2 Employee 35 47 3 Both 17 23 48

TOTAL 75 100 TOTAL 75 100 INTERPRETATION 31% say that training is for the benefit of organization, 47% say that training is for the benefit of employee and 23% say that training is for the benefit of both. CHART NO 13 RESPONSE TOWARDS BENEFIT OF TRAINING PROGRAM 49

31 47 23 0 10 20 30 40 50 % of respondents Employee Both 31 47 23 0 10 20 30 40 50 % of respondents Employee Both Organisation TABLE NO 14: PURPOSE OF GIVING TRAINING

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Employee 28 37 50

2 Organisation 47 63 TOTAL 75 100 INTERPRETATION 37% feel that training is given according to employees need and 63% feel that tr aining is given according to organizations need. CHART NO 14 PURPOSE OF GIVING TRAINING 51

37 63 0 10 20 30 40 50 60 70 % of respondents Employee Organisation 37 63 0 10 20 30 40 50 60 70 % of respondents Employee Organisation 15: THE COMPETENCE OF RESOURCE PERSON FOR THE TABLE NO TRAINING PROGRAM S.NO OPTIONS NO OF PERCENTAGE OF RESPONDENTS RESPONDENTS 52

1 Yes 63 84 2 No 12 16 TOTAL 75 100 INTERPRETATION 84% says that competent person handle training sessions and 16% says that compet ent person doesn t handle training sessions. CHART NO 15 THE COMPETENCE OF RESOURCE PERSON FOR THE TRAINING PROGRAM 53

No, 16 Yes, 84 No, 16 Yes, 84 TABLE NO

16: REASON FOR PROVIDING TRAINING

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 To develop skills in current job 49 65 2 Future development 26 35 54

TOTAL 75 100 INTERPRETATION 65% of the employees say that training is provided to develop skills in current job and 35% says that training is provided for future development. CHART NO 16 REASON FOR PROVIDING TRAINING 55

Future development, 35 To develop skills in current job, 65 TABLE NO -17: GIVEN ENOUGH PRACTICE DURING TRAINING S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Strongly agree 31 41 2 Agree 29 39 56

3 Neutral 10 13 4 Disagree 5 7 5 Strongly disagree -0 TOTAL 75 100 INTERPRETATION 41% says that enough practice is given during the training session, 39% says tha t enough practice is given during the training session, 13% says that enough pract ice is given during the training session and 7% says that enough practice is given during the training session. CHART NO 17 GIVEN ENOUGH PRACTICE DURING TRAINING 57

41 39 13 7 0 0 5 10 15 20 25 30 35 40 45 % of respondents Disagree Strongly disagree 41 39 13 7 0 0 5 10 15 20 25 30 35 40 45 % of respondents Disagree Strongly disagree Strongly Agree Neutral agree TABLE NO -18: THE AVAILABILITY OF TRAINING MATERIALS S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 75 100 2 No -0 58

TOTAL 75 100 TOTAL 75 100 INTERPRETATION All the respondents say that they are provided with sufficient training material s. CHART NO -18 THE AVAILABILITY OF TRAINING MATERIALS 59

100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 19: IMPROVING THE SKILL DUE TO TRAINING PROGRAM TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 75 100 60

2 No -0 TOTAL 75 100 INTERPRETATION All employees say that training helps them in improving their skill. CHART NO 19 IMPROVING THE SKILL DUE TO TRAINING PROGRAM 61

100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No TABLE NO -20: THE LEVEL OF INVOLVEMENT IN TRAINING PROGRAM S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Very high 38 51 62

2 High 28 37 3 Moderate 9 12 4 Low -0 5 Very low -0 TOTAL 75 100 INTERPRETATION 51% had high involvement in training, 37% had high involvement in training and 12% had moderate involvement in training. CHART NO 20 THE LEVEL OF INVOLVEMENT IN TRAINING PROGRAM 63

Very highHighModerateLowVery low 51 37 12 0 0 0 10 20 30 40 50 60 % of respondents 51 37 12 0 0 0 10 20 30 40 50 60 % of respondents 21: SATISFACTION LEVEL OF INFRASTRUCTURE FACILITIES TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Highly satisfied 57 76 2 Satisfied 13 17 64

3 Neither satisfied nor dissatisfied 5 7 4 Dissatisfied -0 5 Highly dissatisfied -0 TOTAL 75 100 INTERPRETATION 76% are highly satisfied with the infrastructure of training programme, 17% are satisfied with the infrastructure of training programme and 7% are neither satis fied nor dissatisfied with the infrastructure of training programme. CHART NO 21 SATISFACTION LEVEL OF INFRASTRUCTURE FACILITIES 65

76 17 7 0 0 0 10 20 30 40 50 60 70 80 % of respondents Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied 76 17 7 0 0 0 10 20 30 40 50 60 70 80 % of respondents Highly satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly dissatisfied TABLE NO -22: PRACTICAL SESSION HELD IN TRAINING PROGRAMME S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 75 100 2 No -0 66

TOTAL 75 100 TOTAL 75 100 INTERPRETATION 100% of employees said that there are real time practices and practical session held in the training. CHART NO 22 PRACTICAL SESSION HELD IN TRAINING PROGRAMME 67

100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 100 0 0 10 20 30 40 50 60 70 80 90 100 % of respondents Yes No 23: RELATIONSHIP OF TRAINING AND PRODUCTIVITY TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 69 92 2 No 6 8 68

TOTAL 75 100 TOTAL 75 100 INTERPRETATION 92% says that productivity increases after training sessions and 8% says that productivity doesn t increases after training session. CHART NO 23 RELATIONSHIP OF TRAINING AND PRODUCTIVITY 69

Yes, 92 No, 8 Yes, 92 No, 8 TABLE NO

24: PARTICIPATION LEVEL DURING TRAINING SESSIONS

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 67 89 70

2 No 8 11 TOTAL 75 100 INTERPRETATION 89% says that they are allowed to participate and implement their ideas during training session and 11% says they are not allowed to participate and implement their ideas during training session. CHART NO 24 PARTICIPATION LEVEL DURING TRAINING SESSIONS 71

No, 11

Yes, 89 TABLE NO -25: LEVEL OF FEEDBACK RECEIVED S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Yes 67 89 72

2 No 8 11 TOTAL 75 100 INTERPRETATION 89% says that feedback is received after training sessions and 11% says that fee dback is not received after training sessions. CHART NO 25 LEVEL OF FEEDBACK RECEIVED 73

89 11 0 10 20 30 40 50 60 70 80 90 % of respondents Yes No 89 11 0 10 20 30 40 50 60 70 80 90 % of respondents Yes No 26: THE OVERALL SATISFACTION OF TRAINING PROGRAMME TABLE NO S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Excellent 48 64 74

2 Good 14 19 3 Neutral 5 6 4 Average 8 11 5 Bad -0 TOTAL 75 100 INTERPRETATION 64% says excellent about the overall satisfaction of training programme, 19% say s well about the overall satisfaction of training programme, 7% says neutral about the overall satisfaction of training programme and 11% says average about the overall satisf action of training programme. CHART NO 26 THE OVERALL SATISFACTION OF TRAINING PROGRAMME 75

% of respondents 70 60 50 40 30 20 10 0 64 19 7 11 0 Excellent Good Neutral Average Poor TABLE NO 27: OPINION ABOUT THE IMPACT OF TRAINING S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Improvement is 46 62 76

technical skill 2 Can able to achieve targets 19 25 3 Deduction of errors in work 10 13 TOTAL 75 100 INTERPRETATION 62% of employees said that training improve the technical skill. And 25% of employees said that training can able to achieve targets. And the remaining 13% said that training helps to deduct errors in work. CHART NO 27 OPINION ABOUT THE IMPACT OF TRAINING 77

62 25 13 0 10 20 30 40 50 60 70 % of respondents Improvement is Can able to achieve Deduction of errors in work 62 25 13 0 10 20 30 40 50 60 70 % of respondents Improvement is Can able to achieve Deduction of errors in work technical skill targets TABLE NO 28: STEP TO IMPROVE THE TRAINING IN EFFECTIVE MANNER

S.NO OPTIONS NO OF RESPONDENTS PERCENTAGE OF RESPONDENTS 1 Clear defined training policy 28 37 78

2 Well defined training objective and scope 10 13 3 Effective training periods 6 8 4 Good Practice and feedback 26 35 5 Self Development 5 7 TOTAL 75 100 INTERPRETATION 37% of the employees say that training is effective by clearly defined the train ing policy, 13% of employees are well defined the training objective and scope, 8% a re well effective training periods, 35% are good practice and feed back and 7% of employ ees are to improve the self development programs. CHART NO 28 STEPS TO IMPROVE THE TRAINING IN EFFECTIVE MANNER 79

7 35 8 13 37 0 5 10 15 20 25 30 35 40 Good practice and feedback Self development % of respondents 7 35 8 13 37 0 5 10 15 20 25 30 35 40 Good practice and feedback Self development % of respondents Clear defined Well defined Effective training training training policy objective and periods scope CHI SQUARE ANALYSIS NULL HYPOTHESIS: HO: There is no significant relationship between the gender and training needs. ALTERNATE HYPOTHESIS: H1: There is significant relationship between gender and training needs. 80

TABLE NO

6.6.1 Employee perceptions on the training needs

Training content Gender TOTAL Male Female Employee 6 22 43 Organisation 5 42 32 TOTAL 11 64 75 Calculation of chi square O E (O-E) (O-E)2 (O-E)2/E 6 4.106 1.894 3.587 0.873 22 23.89 -1.89 3.572 0.149 5 6.89 -1.89 3.572 0.518 42 40.10 1.893 3.583 0.089 TOTAL 1.163 Degree of freedom = (r-1) (c-1) = (2-1) (2-1) = 1 Level of significance: 5% Calculated value = 1.163 Tabulated value = 3.84 Conclusion: 81

Since CV < TV, we accept null hypothesis and hence there is no significant relationship between the gender and training needs. CHI SQUARE ANALYSIS NULL HYPOTHESIS: HO: There is no significant relationship between gender and providing training p rogram. ALTERNATE HYPOTHESIS: H1: There is significant relationship between gender and providing training prog ram. TABLE NO 82 6.6.2 Employee perceptions on reason for providing training program

Providing training Gender TOTAL programMale Female To develop skills in current job 6 43 49 Future development 5 21 26 TOTAL 11 64 75 Calculation of chi square O E (O-E) (O-E)2 (O-E)2/E 6 7.19 -1.19 1.41 0.196 43 41.81 1.19 1.41 0.034 5 3.81 1.19 1.41 0.370 21 22.19 -1.193 1.41 0.089 TOTAL 0.689 Degree of freedom = (r-1) (c-1) = (2-1) (2-1) = 1 Level of significance: 5% Calculated value = 0.689 Tabulated value = 3.84 Conclusion: Since CV < TV, we accept null hypothesis and hence there is no significant relationship between the gender and providing training program. 83

WEIGHTED AVERAGE TABLE NO 6.6.3 Overall satisfaction of the training program

Reasons Excellent (5) Good (4) Neutral (3) Average (2) Poor (1) weighted average Overall satisfactio n 48 14 5 8 0 4.36 84

Formula: Weighted average = (X1*W1)+(X2*W2)+ N = 327/75 = 4.36 ~ 4 Conclusion: Most of the employees say that the overall satisfaction of the training program me is good. WEIGHTED AVERAGE TABLE NO 6.6.4 Opportunity to learn from training program .+(Xn*Wn)

Weightage SA (5) A (4) N (3) SDA (2) DA (1) weighted average Opportunity to learn 54 13 8 0 0 4.61 85

Formula: Weighted average = (X1*W1)+(X2*W2)+ N = 346/75 = 4.61 ~ 5 Conclusion: Most of the employees are strongly agree that training is an opportunity to lea rn. WEIGHTED AVERAGE TABLE NO 6.6.5 Enough practice during training program .+(Xn*Wn)

Weightage SA (5) A (4) N (3) SDA (2) DA (1) weighted average Enough practice during training 31 29 10 5 0 4.15 86

Formula: Weighted average = (X1*W1)+(X2*W2)+ N = 311/75 = 4.15 ~ 4 Conclusion: Most of the employees agree that enough practice is given to them during the tr aining program. FINDINGS Among 75 respondents, most of them are in the age group of 18 25. .+(Xn*Wn)

Majority of the respondents are female and most of them are unmarried. None of the respondents are diploma holders or graduates. Most of the employees working in this organization have experience of less than 1 year and 49% of the respondents earn between Rs.3000 and Rs.3500. All the employees have attended the training program in Pothys Clothing (p) Limi ted. Majority of the employees agree that training is necessary and they strongly agr ee that training is an opportunity to learn. 87

Majority of the employees have stated that the duration of the training programm e is satisfactory and the training content matches the job requirements. The employees have very well understood that training is for the benefit of candidates. Most of the employees feel that training is given according to organizations nee d and says that competent resource person handled training sessions. Majority of the employees say that training is provided to develop skills in cur rent job and enough practice and sufficient training material is given during the trainin g session. Most of the employees feel that training improve their skill and they had high involvement in training. Almost all the employees have stated that training leads to increase in producti vity. Few of the employees feel that they are not allowed to participate and implement their ideas during training sessions. All the employees have told that feedback is always received after training sess ions held by the Pothys Clothing (P) Limited. Majority of the employees have stated that the infrastructure of the training is too good and also the overall training performance is good. Most of the respondents say that they are highly satisfied with the level of sat isfaction towards duration of training program conducted by Pothys Clothing (P) Limited. Majority of the respondents have stated that the overall satisfaction of the tra ining programme is excellent. 88

SUGGESTIONS & RECOMMENDATIONS First-of-all the company should make aware of the training policies to all emplo yees irrespective of the category. The employees should be made to realize that training is for their benefit and a lso its Importance. Training should be given according to the needs of the employees and they must b e permitted to participate in determining the training needs. 89

The number of training programmes will be effective if it is handled by external faculty members. The duration of the training program should be according to the convenience of t he employees. All employees should be given a chance to let their opinions open and the best o f it shall be implemented. Training may motivate the employees to get higher production for employers and higher incentives for employees. Training programmes should be still motivational to achieve 100% effectiveness. CONCLUSION The employees are highly satisfied with the training system of Pothys Clothing ( P) Limited. The study also reveals that the training programmes are evaluated and t he employees participate in programmes with high enthusiasm and readiness to implem ent it in their work. The study reveals that the training programmes are really effective and directed towards the objectives. The number of training programmes and their duration wil l be more effective if it is increased. 90

The company is making continuous effort to update the knowledge and skills of employees. The suggestions already given may be implemented then it will have th e positive impact and beneficial both for the company and employees. 91