A STUDY ON THE

TRAINING PROGRAM OF
EMPLOYEES
AT KH EXPORTS RANIPET
By
NASHID ZAID. S
 Company Profile
KH EXPORTS INDIA PRIVATE LIMITED
(Footwear Division)
COMPANY PROFILE
KH Groups ranks among the most diversified leather enterprise in India. The group has well integrated companies-
each a result of planned, strategic expansion-from raw hides to value added products. The group has total labor strength for
around 7000 employees. The company also follows high ethical standards, strict legal compliance and excellent safe and
healthy working environment. The group consists of four major companies,
• K.H Exports India (P) Ltd- Tannery Division.
• K.H Exports India (P) Ltd- Footwear Division.
• K.H Exports India (P) Ltd- Gloves Division
• K.H Exports India (P) Ltd- Leather Goods Division
• K.H EXPORTS INDIA PRNIVANTE LIMITED (Footwear Division)
• Premium shoes and shoe uppers manufactured at K.H Exports India (P) Ltd Footwear Division are designed and
produced for leading brands in USA, Germany, Australia and France.
• Factory has a capacity to manufacture 6000 pairs of shoes per day, and a product range of men, that includes dress
casuals and sandals and for women- dress shoes, dress casuals, sandals and boots. We manufacture shoes out of
imported cow calf from new Zealand and cow hides from Europe
• K.H Exports (Footwear Division) follows international testing standards for been awarded as the ‘’Doyen of the leather
Industry’’ in the India International leather fair 2007.
• KH Exports Footwear Division has wide verity of styles and fashion shoes which are exported to leading international
brands
• Materials and characteristics including abrasion resistance, waterproofing, flexibility, stitching, strength etc….
 INTRODUCTION

• Meaning:
Training is the act of increasing the knowledge
and skill of an employee for performing the job
assigned to him. It is a short term process. After an
employee is selected, place and introduced in an
organization he must be provided with training
facilities of that he can perform the job efficiently
and effectively.
 OBJECTIVES OF THE STUDY

• PRIMARY OBJECTIVES:

• To find out the effectiveness of Training program in K.H Shoes (P) Ltd.

• SECONDARY OBJECTIVES:

• To study and understand the nature of training program and their role in developing
every individual employee competencies
• To study the changes in behavioral pattern due to training.
• To examine the impact of training on workers.
• To identify suitable suggestions for improving training program.
 NEED FOR THE STUDY

• Training is the act of increasing the knowledge and skills of an employee

for doing a particular job. It utilizes a systematic and organized procedure
by which employee learns technical knowledge and skills. Training refers to
the teaching and learning activities carried on for the primary purpose of
helping members of an organization.

• Training is closely related with education and development but needs to be

differentiated from these terms. It is aimed at improving the behavior and
performance of a person.

• Training is a continuous and life long process. Training provides an

atmosphere of sharing synthesizing with the help of that trainers, the
information already available on the subject.
 SCOPE OF THE STUDY

• This study could help the organization to know

about the process of Training and Development in
the industry.
• This study has its own significance since Training and
Development plays a vital role in the company’s
growth.
 LIMITATIONS OF THE
STUDY
• Due to time limitation sample size was reduced to
100
• Survey was conducted during the mass production
time and the management felt uncomfortable.
• Some of the respondent was reluctant to answer due
to their busy schedule.
 REVIEW OF LITERATURE
• According to Bates and Davis (2010), Usefulness of training program is
possible only when the trainee is able to practice the theoretical aspects
learned in training program in actual work environment. They highlighted
the use of role playing, cases, simulation, mediated exercises, and computer
based learning to provide exposure to a current and relevant body of
knowledge and real world situations
• According to Iftikhar Ahmad and Sirajud Din (2009), Training and
development is adopted by organizations to fill the skill gap of employees.
Training evaluation must be appropriate for the person and situation.
Evaluation will not ensure effective learning unless training is properly
designed. Successful evaluation depends upon whether the means of
evaluation were built into the design of the training program before it was
implemented.
 RESEARCH DESIGN

• The research design is basically descriptive in nature.

Descriptive research studies are those studies, which
are concerned with describing the characteristics of a
particular individual of a group. Descriptive research
design are rigid designs i.e., designs must make
enough provision for protection against bias and
must maximize reliability.
 TOOLS OF DATA
COLLECTION

• Data collection was done by the administering questionnaire’s

which comprised of the mostly close-ended questions with few
open ended questions.

• The researcher has used structured questionnaire as tool of data

collection.

• A questionnaire consists of a number of questions printed or

typed in a definite order on a form or set of forms. The
respondents have to answer the questions on their own.
 SIZE OF SAMPLE
The sample size is 50 for this study. It was a non-
parametric selection. The respondents filled in structured
questionnaire specially designed for this purpose.

SAMPLING METHOD
The researcher has used convenience sampling technique
for choosing the samples.

STATISTICAL TOOLS USED

 Percentage analysis
 Chi -Square
 FINDINGS & SUGGESTIONS
The major findings of the research are:
• Majority 56% respondents are 21-25 age group
• Majority 84% of respondents were female
• Majority 56% of respondents completed their HSC
• Majority 52% of respondents have an working experience of less than 1 year
• Majority 84% of respondents income level is 5k to 10k
• Majority 80% of respondents said that employer trained to use the equipment
• Majority 60% of respondents attended the training program less than 3 times
• Majority 60% of respondents said somewhat true for Manager or co executive encourages
employee to pursue continuous work improvement by giving you feedback/suggestions.
• Majority 90% of respondents said Yes to conduction of training program when it is required as
per the situation.
• Majority 70% of respondents agree that their training helps them develop in their job.
• Majority 90% of respondents said Yes to the role of superior performing health and safety
measures.
• 100% of respondents said Yes to the changes in working efficiency after being training.
• 100% of respondents said Yes that their training improves their performance.
• Majority 96% of respondents said Yes that training program duration is efficient.
• Majority 48% of respondents are satisfied with the quality of training assessment.
• Majority 94% of respondents said Yes that they are satisfied with the trainer.
• Majority 62% of respondents said Neutral for respondents feel enhanced and they
are more productive and they made action plan for the task given to them.
• Majority 92% of respondents said yes for they have sufficient time to perform after
training.
• Majority 74% of respondents said they are satisfied with the training program
organized in the company.
• Majority 60% of respondents said the respondent basic training needs are identified
in the company by way of supervision.
• Majority 58% of respondents said often for improvement of Job.
• Majority 56% of respondents said always helps for their improvement of quality of
work.
• Majority 72% of respondents accepted that training program improves self-
confidence.
• Majority 46% of respondents strongly agree training program helps to develop their
career.
• Majority 50% of respondents are satisfied with the training program.
 Suggestions:
After evaluating whole of the Training Program system at KH EXPORTS there are some
changes which could be introduced to improve the performance to even higher level:

• There must not be any sought of biasing on the part of the managers, the appraisal must be
based on the performance solely this must be seen by the HOD, who must review the ratings to
find out if there is any kind of biasing going on.

• The higher officials and the unit manager at the KH EXPORTS should give suggestions for the
training of the employees so as to improve the productivity of the employees to attain the
individual goal and organizational goal.

• Raters should be given training about the method of evaluation.

• There should be the regular conduction of the Post-training Interviews.

• Parameters for superior and subordinate relationship must be told.

• It should be taken care of that feedback is given at a regular basis.

Thank You