International Journal of Trend in Scientific

Research and Development (IJTSRD)

International Open Access Journal
ISSN No: 2456 - 6470 | www.ijtsrd.com | Volume - 2 | Issue – 3

A Study on Evaluation & Effectiveness off Training and

Development off Employees in Tirupur Garment Indusrty

T. Sreerekha H. Labiba
Assistant Professor, Management, NIFT - Tea College III BBA, NIFT - Tea College of Knitwear Fashion,
of Knitwear Fashion, Tirupur, Tamil Nadu, India Tirupur, Tamil Nadu, India

ABSTRACT

In this competitive world, training

ng plays an important with the human resource known as Human
role in the competent and challenging format of Resource Development (HRD) has come into
business. Training is the nerve that suffices the need being. This concept differs from personnel
of fluent and smooth functioning of work which helps management at least in three ways. One, whereas
in enhancing the quality of work life of employees the personnel management merely reacts to the
and organizational development ent too. Development is organisation’s training needs as and when they
a process that leads to qualitative as well as arise, HRD emphasises the need for every ev
quantitative advancements in the organization, organisation to continuously develop its employees
especially at the managerial level; it is less considered competencies in a planned way . Two, whereas
with physical skills and is more concerned with personnel management relates all its functions
knowledge, values, attitudes and behaviour in addition (such as recruitment, training, performance
to specific skills. Hence, development can be said as a appraisal, etc.) to employees positions, HRD relates
continuous process whereas training has specific areas them to employees roles. The principal tasks of a
and objectives. So, every organization needs to study human resource development manager are to
the role, importance and advantages of training and its understand these roles, match the role and the
positive impact
act on development for the growth of the person and develop persons in their roles. Three,
organization. Thus, employee training and whereas personnel management
managemen does not give
development programs are important aspects which much weight age to the procedural aspect of a
are needed to be studied and focused on. This paper training technique, HRD considers this aspect as
focuses and analyses the literature findings on crucial for achieving lasting development of
importance of training and nd development of human competencies.
employees.
Training is different from education. Training is the
Keywords:: Human Resource Management, Training, act of increasing the knowledge and skill of an
Development employee for doing a particular job. It is concerned
with imparting specific skills for particular purposes.
1. INTRODUCTION On the other hand, education is a broader term
concerned with increasing the general knowledge
In all organisations, like manpower planning and
and understanding of the employee’s total
staffing, training is also the function of the
environment. Thus, when we teach a person how to
personnel manager. In recent years, however, there
assemble two objects and tighten a nut, we are
has been a growing dissatisfaction with the
training him to do a specific job but when we
functioning of personnel department becbecause in
are giving him a course se in engineering, it is
many cases they have failed to achieve the twin
education. The distinction between the two is like
goals of increased productivity and employee
the distinction between applied and pure sciences.
satisfaction. As a result a new concept of dealing

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr

Apr 2018 Page: 562
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Training is also different from development. Being development has to be seen in the context of this
always work – oriented, training carries the narrow change.
implication of imparting to an individual some
specific skills only. In contrast, development 3. SCOPE OF THE STUDY
emphasises an unfolding process and carries an
The scope of the study covers in depth , the
implication of an individual’s growth and
various training practices, modules, formats being
maturisation.
followed in Tirupur garment industry. The different
Training is not something that is given only once training programmes facilitated in the garment
to new employees. All employees- new and old- companies by the faculties, outside agencies or
learn and receive training throughout their stay in the professional groups. It also judges the
organisation. This is so because in the process of enhancement of the knowledge & skill of
directing employees’ efforts an administering employees and feedback on its effectiveness.
rewards and punishment to them, the manager
4. OBJECTIVES OF THE STUDY
continually shapes their behaviour everyday –
whether consciously or unconsciously. The specific objectives of the study are:
2. EVALUTION & EFFECTIVENES OF  To find the demographic profile of the garment
TRAINING AND DEVELOPMENT employees.
Evaluation is the structured interpretation and  To find the effectiveness of the training program
giving of meaning to predicted or actual impact of conducted.
proposals or result. It can be also be summative,
drawing lessons from a completed action or project  To measure the development and skill
or on organisation at a later point in time or improvement due to training.
circumstance. Evaluation is inherently a
theoretically informed approach and consequently  To find the training methods and evaluation of
any particular definition of evaluation would have the training programmes
been tailored to its context the theory needs, 5. RESEARCH METHODOLOGY
purpose, and methodology of the evaluation
process itself. The research design used for the study is a
descriptive research design. The main characteristic
Something that is effective work well and of this method is that the researcher has no control
produces the results that were intended. Effective over the variables. It is only record of the feeling of
means particular role or result in practice, though training and development employees towards their
not officially or in theory. When something such work life. In this study non-probability sampling
as law or an agreement become effective, it procedure is used, under this convenience sampling
begins officially to apply or be valid method is adopted. The total sample size constitutes
Human resources are the most valuable assets of any of 100 employees in Cotton in Tirupur garment City.
organization. With the machines, materials and Data source Primary data
even the money, nothing gets done without man-
power. The effective function of any organization Research Approach Survey
requires that employees learn to perform their
jobs at a satisfactory level of proficiency. Here is Research Instrument Interview Schedule cum
the role of training. Employee training tries to Questionnaire
improve skill or add to the existing level of the
knowledge so that the employee is better equipped Research of Conduct Personal
to do his present job or to prepare him for
higher position with increased responsibilities.
Tools for analysis:
However individual growth is not an end itself.
Organization viability, that it should adapt itself The primary and secondary data were presented in the
to a changing environment. Employee growth and form of table and these tables were systematically

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 563
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
analysed with the aid of some statistical techniques employers viewed HR T&D as a function secondary
like percentage, weighted average and Henry Garrett to HRM and perhaps considered it as being of lesser
Ranking Technique. importance. This implication could lead to the
ineffective implementation of HR T&D activities and
6. LIMITATION OF STUDY increase ambiguity and failure in effectively
managing HR T&D as a whole.
 Some of the respondents are willing to answer the
questions According to Ananth (1998):
 Some of the respondents were afraid to given true He pointed out different problems faced by the
information in some cases. organization in handling the corporate finance such as
the time of procurement and investment of funds. He
 There may be bias on the part of employee while suggested that the organisation must relate itself with
answering to the question. the needs of changing environment by taking good
 The validity of the study may change according decisions through professionally trained people.
to the prevailing situation. According To Fizzah(2011):
7. REVIEW OF LITERATURE The purpose of the research is to find out how
training and development effect organizational
According to Shelley Frost, Demand Media Training:
performance and to find out what in the impact of
Is a crucial component in preparing new employees training and development in organization Data is
for their positions and keeping existing employees collected from the 100 members of different
current on critical information. To be effective, a organizations. And the previous researches carried out
training program needs a specific purpose with on training and development. Training and
appropriate training methods. Understanding the development is important for the employees in
factors that influence training programs enables you organization, it helps the employees to improve their
to develop or change your current employee education skills and to give good performance in workplace.
to make it fit the needs of your business and your There is a big relation between training and
employees. development with the organization performance and
the relationship is discussed in the paper.
According to Henry Ongori (2011):
According to Iftikhar Ahmad and Sirajud Din
Jennifer Chishamiso Nzonzo, training and (2009):
development has become an issue of strategic
importance. Although many scholars have conducted Training and development is adopted by organizations
research on training and development practices in to fill the skill gap of employees. Training evaluation
organizations in both developing and developed must be appropriate for the person and situation.
economies, it is worth mentioning that most of the Evaluation will not ensure effective learning unless
research has concentrated on the benefits of training training is properly designed. Successful evaluation
in general. There is however, limited focus on depends upon whether the means of evaluation were
evaluation of training and development practices in built into the design of the training program before it
organizations. was implemented.

According to Haslinda ABDULLAH (2009): According to Bates and Davis (2010):

The challenges faced by employers and organizations Usefulness of training programme is possible only
in the effective management of HR T&D varied from when the trainee is able to practice the theoretical
concerns about the lack of intellectual HR aspects learned in training programme in actual work
professionals to coping with the demand for environment. They highlighted the use of role playing
knowledge-workers and fostering learning and ,cases, simulation, mediated exercises, and computer
development in the workplace. The core and focal based learning to provide exposure to a current and
challenge is the lack of intellectual HRD professionals relevant body of knowledge and real world situations
in manufacturing firms, and this suggests that

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 564
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Cheng and Ho (2001): the accelerated obsolescence of knowledge and skills
in their turbulent environment. As the literature
Discuss the importance of training and its impact on suggests, by effectively training and developing
job performance: While employee performance is one employees, they will become more aligned for career
of the crucial measures emphasized by the top growth— career potential enhances personal
management, employees are more concerned about motivation implemented.
their own productivity and are increasingly aware of

8. DATA ANALYSIS AND FINDINGS

Table 1: Demographic factors

S. VARIABLES CLASSES PERCENTAGE

No
GENDER Male 40
1. Female 60
20-25 40
25-30 30
2. AGE
30-35 25
Above 40 5
Less than 3 years 50
3 to 5 years 40
3. Year Of Experience
Less than 5 years 0
More than 7 years 10
Married 40
4. Marital Status
Un married 60
PG 0
UG 10
5. Education Qualification
HSC& Diploma 40
SSLC 50
1-2 10
Training programs 2-3 20
6. attended 3-4 10
4-5 60
Source: Primary data
Interpretation: Table 2: Weighted average of perception towards
effectiveness of training given to the
The above table shows that the majority 60 percent of employee’s in Tirupur city
the people are female, 40 percent of the respondents
were in the age group of 20-25, 50 percent of the FACTORS TOTAL SCORE
respondents had year of experience is less than 3 Planning 3.85
years, 60 percent of the respondents are unmarried, 50 Helpful in the work 4.1
percent of the respondents are SSLC, 60 percent of environment
the respondents are 4-5 training programs attended. Helpful in personal growth 4.25
Improving self-confident 4
Role playing 3.8
Computer based training 2.8
Enhance employee 4.3
capacity
Enrich employee 4.1
efficiency
Total 31.2

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 565
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Source: Primary data self- confident, Enhance employee capacity, Enrich
Mean score =3.9 employee efficiency measures are score above 3.9
Such as 4.1, 4.25, 4, 4.3, and 4.1 respectively. Hence
The details of effectiveness of training given to the the respondents found these attributes to be highly
employee’s are presents in the above table mean score satisfactory.
value is 3.9.
The factors such as Planning, Role playing, Computer
From the above table it can be inferred that the mean
based training are below 3.9 such as 3.85, 3.8 and 2.8
score is 3.9. Factors such as Helpful in the work respectively therefore these factors are dissatisfied by
environment, Helpful in personal growth, Improving the respondents.
Table 3: Weighted average of perception towards On –the- job Off –the-job Methods given to the
employee’s in Tirupur city

FACTORS TOTAL SCORE

A. On-the-job methods
Orientation training 5.3
Job instruction training 3.9
Apprentice training 4
Job rotation 2.8
Coaching 3.35
B. Off-the-job methods
Vestibule 3.35
Lecture 3.6
Special study 3.45
Conference or Discussion 3.05
Simulation 3.75
Laboratory training 3.3
Case study 3.05
Total 39.83
Source: Primary data
Mean score=3.32
The details of On-the-job Off-the-job methods given to the employee’s are presented in the above table the
mean score value is 3.32
From the above table in can be inferred that the mean score is 3.32. Factors such as Coaching, Vestibule,
Special study, Simulation, Orientation training, Job instruction training, Apprentice training, Lecture measures
are score above 3.32 Such as 5.3, 3.9, 4, 3.35, 3.35, 3.6, 3.45, and 3.75 respectively. Hence the respondents
found these attributes to be highly satisfactory.
The factors such as Job rotation, Conference or Discussion, Laboratory training, Case study are below 3.32
such as 2.8, 3.05,3.3, and 3.05 respectively therefore these factors are dissatisfied by the respondents.
Table 4: Evaluation of the training by the employee’s
S.No Evaluation rank by the TOTAL Mean score RANK
employee’s GARRETT
SCORE
1. Result 4380 43.80 II
2. Behaviour 3800 38.00 IV
3. Learning 4400 44.00 I
4. Reaction 4050 40.50 III
Source: Primary data

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 566
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
Interpretation: Effective employees in the Organization. The need for
training & development is determined by the
Most of the employees are having evaluation of the employee’s performance deficiency, computed as
training with Learning which I rank, Result are II follows: Training & Development need Standard
rank, Reaction III rank, Behaviour is IV rank. performance – Actual performance .Training
enhances the overall performance of an organization
9. SUGGESTIONS
in various ways. The major areas where employees
 Training and development should be routine in the are normally trained in an organization are Soft- skill
company environment. Regular training program Development, Personality Development, Interpersonal
will help the employee’s to improve the technical Relationship, Problem solving techniques, Managerial
skills and in turn increase the job satisfaction. and Supervisory Training Program, quality
improvement programs, technical processes, quality
 It is recommended that the trainer who gives circle programs, Time management skills, employee
training should be will qualified in order to given efficiency development programs, violence
better training to employee. prevention programs, regulatory compliances, goal
setting and implementation of programs, workplace
 Majority of the respondents hinted that all safety management, workplace communication, and
employees need the opportunity in order to work so on. Training enables the employees to develop
more efficiency their skills within the organization and hence naturally
helps to increase the organization’s market value,
 Majority of the respondents hinted that working earning power of the employees and job security of
environment is also an important factor that the employees. Training moulds the employee’s
favouring training. attitude and helps them to achieve a better cooperation
 It is recommended that, creating good physical within the organization. Training and Development
working environment can indirectly influences his programs improve the quality of work-life by creating
or her feelings on the job. an employee supportive workplace.
This project study would be of highly useful to the
 Giving award and rewards to the workers for their
management based on the findings of the survey and
best performance can do motivation.
it has provided valuable suggestion to the
 Death or injury of any employee’s during the management. It can be concluded that the study
tenure of employment should be paid with a believes if the training and development and HR
compensation amount to workers’ family by the department in the organization consider the
employer. suggestion and implement in the future the training
programs offered it will be effective and will serve the
 Majority of the respondents have hinted that self- need of the employees by increasing their efficiency.
reliance and motivation during is also a major
factor that favours increase in efficiency. REFERENCES

10. CONCLUSION 1. Abdul Hameed Aamer Waheed (2011):

―Employee Development and Its Affect on
Training and development programs play a vital role Employee Performance A Conceptual
in every organization. These programs improve Framework‖. International Journal of Business and
Employee Performance at workplace, it updates Social Science Vol. 2 No. 13 [Special Issue - July
Employee Knowledge and enhances their personal 2011] 224.
Skills and it helps in avoiding Managerial 2. Atif et al.(2010): ― Employee Retention
Obsolescence. With the use of these programs, it is Relationship to Training and Development: A
easier for the management to evaluate the job Compensation Perspective‖. African Journal Of
performance and accordingly take decisions like Business Management. Vol. 5(7), pp. 2679-2685.
employee Promotion, rewards, compensations,
welfare facilities, etc. These training programs also 3. Colombo, Emilio & Stanca, Luca. (2008): ―The
help the managers in succession planning, employee Impact of Training on Productivity: Evidence
retention and motivation. It creates Efficient and from a Large Panel of Firms, Available at SSRN.

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 567
 International Journal of Trend in Scientific Research and Development (IJTSRD) ISSN: 2456-6470
4. Ekaterini Galanou, Constantinos-Vasilios Priporas Employee Performance And Organizational
(2009): ―A model for evaluating the Effectiveness‖. International Journal Of Social
effectiveness of middle managers‟ training Science & Interdisciplinary Research Vol.1 Issue
courses: evidence from a major banking 7, July 2012, Issn 2277 3630.
organization in Greece‖. International Journal of
8. Rohan, S. & Madhumita, M. (2012): ―Impact of
Training and Development, pp 221-245.
Training Practices on Employee Productivity: A
5. Jelena Vemic(2007): ―Employee Training And Comparative Study‖. Interscience Management
Development And The Learning Organization‖. Review (IMR) ISSN: 2231-1513 Volume-2, Issue-
Facta Universitatis Series; Economics and 2, 2012.
Organization Vol. 4, No 2, 2007, Pp. 209 – 216.
Books:
6. Kate Hutchings, Cherrie J. Zhu, Brain K, Cooper,
Yiming Zhang and Sijun Shao (2009): 1. Human Resource Management-Rao V.S.P.Excel
―Perceptions of the effectiveness of training and Books,2010
development of „grey-collar‟ workers in the 2. Humanresource Management- Lawrence
People’s Republic of China‖. Human Resource S.Kleeman
Development International, Vol.12, No.3, pp 279-
296. 3. Human Resource Management: A South Asian
Perspective, Snell, Bohlander, & Vohra, Ceneage
7. Rama V. Devi & Nagurvali Shaik (2012): Learning, 16th Rep.2012
―Training & Development – A Jump Starter For

@ IJTSRD | Available Online @ www.ijtsrd.com | Volume – 2 | Issue – 3 | Mar-Apr 2018 Page: 568