INTRODUCTION TO TRAINING

Training refers to the teaching/learning carried on for the primary Purpose of helping
members of all origin to acquire and apply the Knowledge, skills, abilities and attitudes needed
by that organization.

 Training is the short-term process utilizing a systematic and organized procedure

by which non-managerial personnel learn technical knowledge and skills for a
definite purpose.

 Training enables employees to develop and rise within the Organization and
increase their “Market Value” earning capacity and job Security.
Meaning:

Training is the act of increasing the knowledge and skills of an Employee for doing a
particular job. In other words, training improves, Changes, moulds the employees knowledge,
skills behavior aptitude and attitude towards the requirement of the job and organization.

Thus, training bridges the difference between job requirement and employees present.

Definition:

Dale S.Beach define the training as “As the Organized Procedure by which people
knowledge &/or skill for definite purpose”.

NEED FOR THE STUDY

Employees being the main source for production the success of an organization depend
on its employees. Since employee’s contribution plays a significant role in shaping modern
organization. It is the duty of an organization to care of its employee’s skills. Abilities and
performance and develop them in a more prospective way for the development of the employees
which indirectly contributes to the organization.

Employee can develop their performance only when they are given training in particular skills
which they are lacking.

OBJECTIVE OF THE STUDY

The aim of the project is to focus on the identification of the training Needs, process of
the training, techniques of the training, needs of training programs in INCAP LTD.. And to
study how it helps the people growing in the organization in order that as far as possible its
future personnel need s can be met and the goals by proper utilization of human resource and to
increase the productivity and improve the quality.

a. To study and evaluate the essence of training program.

b. To know how often training programs are conducted & maintaining the records.

c. To know the training methods given for employees.

d. To know the performance level of employees after training.

e. To know the guidance given by trainers while training.

f. To know how training helps in understanding and carrying out Organizational policies.
 SCOPE OF THE STUDY

The management of man is very important and challenging job. Important because it is a
job, not of a managing a man. No two persons are Similar in mental abilities, traditions
sentiments and behavior.

People are responsive they feel, think and act, therefore they cannot Be operated like a
machine or shifted and altered like a template to room layout. They need a fact file handling by
management for is makes employees more effective and productive.

NEED FOR TRAINING

a. To improve the current job performance of employees

b. To familiarize employees with the policies and procedures of the organization.

c. To enhance the creativity, adaptability and versatility of the employees and to facilitate

learning at the work place

d. To prepare employees for future job.

e. To change the skills, knowledge and attitudes of the employees on a permanent basis.

f. To help employees manage their careers.

g. To maintain knowledgeable work force.

h. To gain competitive advantage through a knowledgeable work force.

i. To promote organizational growth through individual growth.

 AREAS OF TRAINING
 Company policies and procedures
 Human relations training
 Skill based training
 Problem solving training

RESEARCH METHODOLOGY

Research:

Research In this project, Conclusive research methodology is used. In

conclusive research, data was collected by Descriptive research method. My study was
concerned with the effectiveness of the Training Program at INCAP .LTD.

The objective of my research is to know how much effective is the Training Program at
INCAP .LTD.., and to enhance the training program for business development.

Presently, there are lots of insurance industries in the Indian Market, trying to achieve
more and more market share. In this situation is very important to sustain in the market
and increase share. Business enhancement is possible if employees are trained
effectively. For this purpose I have done a research on the same.

Methodology:

The data used for analysis & interpretation is received from the responses of
employees for the questionnaire. Comparison of response is used for interpreting the data.
The project is presented by using tables, bar charts, with their interpretation. A survey is
under taken to know the facts about the training.

Questionnaire:

Questionnaire is the testing tool of this study. A questionnaire is a formalized set

of questions for collecting information. Its function is measurement the questionnaire is
administered by the means of personal interview.

The questionnaire constrained clear concept of the needed information about the
training. It contains two or five are more options for a question. I used this for the
purpose of getting absolute response from the respondent

Sampling Technique:

The technique used for selecting the sample is non probabilistic convenience
sampling. I have surveyed some of the employees based on my convenience. Each
employee has been given with one questionnaire to fill.

Sample size:

A sample of 100 respondents is selected each employee filled up the questionnaire

and helped the researcher to carry out the survey effectively.

Data Collection:

The Researcher has wide varieties of methods to consider either single or in

combination they were grouped first according to whether this uses secondary or primary
sources of data.
 Primary Data:

Data originally collected for an investigation are known as primary data

concluding personal interviews though questionnaire. Most of the Study for this project is
based on primary data itself.

Secondary Data:

Data, which is not originally collected rather obtain from published on

unpublished sources, it known as secondary data it can be defined as data collected by
someone else for purpose other than solving the problems. Secondary data for the present
study is retrieved from company profile and text books.

Limitations of the Study :-

a. The study was conducted for a limited period of time.

b. The study pertains to only employee of the INCAP .LTD.

c. Limited sample, size taken for the study i.e. 100.

d. The result can’t the generalized to the whole universe.

e. There is chance of bias to present as employees may be busy with their.

 CHAPTER-II

INDUSTRY PROFILE
The electronic industry in India constitutes just 0.7% of the global electronics
industry. Hence it is miniscule by international comparison. However the demand in the
Indian market is growing rapidly and investments are following in to argument
manufacturing capacity. India however remains a major importer of electronic materials,
not a desirable situation and local manufacturing has to keep pace with growing local
demand. `

The output of the electronic hardware industry in India is worth $11.6 Bn at

present. The breakup of production in various segments the industry is as shown below:

Indian Electronic Industry (2007 -08)

Total $20* Billion
India is also an exporter of a vast range of electronics components and products for the
following segments –

 Display technology
 Entertainment electronics
 Optical storage device
 Passive components
 Electromechanically components
 Telecom equipment
 Transmission & signaling equipment
 Semiconductor designing
 Electronic manufacturing services(EMS)

The electronic has grown to that extent that the growth of any nation will be
reserved by its electronics technological advancement. Now over nation has stand on
an edge to face the world wide competitors. To be successful in the global their
marketing, style with constantly innovating and relocating their business activities.

Japanese companies are especially sensitive to the dependence of MARKETING

VARIABLES. The price they can large depends on the company’s productivity, which is
influenced by personal policies as well as investment decisions. Similarly, product
quality it INFLUENCED by production reliability and technology which in turn are
influenced by personal management and R&D investment.

Thus marketers must not take price and product for granted but must
NFLUENCE those non marketing variable that will enable the company to Duke down
costs and produce higher quality products.
ELECTRONICS INDUSTRY IN INDIA:

Electronic is most versatile technology of the world. It can do virtually

everything at a low cost. It has the modern and shrunk it to take a millisecond of instant
communication.

Currently, the world is witnessing electronic at present, the development of

a nation is by technological advancement, hence the mode of electronic and electronic
technologies changed into the trail consumer sector to determine a nation’s economic
efficiency.

Estimated indicating in India is the world’s third man power nation in

technology and with the market half of the size of Europe’s man power in India is cost
effective. India holds world attraction from the market print of vice as well in cost and
managerial considerations.

Electronic industry in India is around 30 years old. The decade 1960-70 was
described as preliberalisation period during which it was finding its full hold. 1970-80
focused as development of indigenous R&D and production capabilities.1980-90
witnessed a pronounced effort towards self-reliance and liberalization. Since 1991 in fact,
was watershed year for the India Economy, with the government initiating for reading
changes along with new Industrial and trade policies.

The VIII five year plan document has set a production target of as Rs.300,000
million and an export target of Rs.63,000million, to be Achieved by 1994-95. These are
small figures, compare to the global size of the electronics industry. The following are the
production trends over the past years.
 The electronics industry is the base of what we today term as information
technology. Today both these, industries are the faster growing segment of Indian
industry both terms of production and exports. Presently the electronics industry is
completely deli censed with the Exception of aerospace and defense electronics and along
with the Liberalization in foreign investments and export import policies of the entire
Economy; this sector is attracting considerable interest not only as a vast Market but also
as potential production base by international companies.

The important policy initiatives taken, since July 1991 dimmed at liberalizing and
opening up the economy have been quite successful. Promotion of India’s international
trade has gained increased importance in the national economy since the eight plan
(1992-97); the electronics industry has achieved a cumulative annual growth of 20
percent production and over 40 percent in exports.

The production at the end of the ninth plan (1997-2002) is targeted at about
Rs.1380 billion, with growth rate of 37 percent and export at about Rs.490 billion with a
growth rate of 52 percent. A fairly good measure of success has been achieved as export
front. From a value of about Rs.50 million exports of electronics items in 1970, the
export performance of electronics industry was Rs117, 400 million in 2001-02. Export
has increased not only in financial terms but also in terms of variety of items exported
and number of exports engaged in this activity.

The software industry has emerged as one of the fastest growing sector in the economy
with a CAGR exceeding 50% and with a likely turnover an export of us $50 billion by
the year 2008 for the Indian software Industry.

ELECTRONIC COMPONENTS:
The electronic component sector continued to be dependent on the
performance of consumer electronics industry. The new color picture tube (CPT) lines set
up by the existing manufacturing consolidate their production during the year. The fourth
plants above significantly improved its capacity utilization. In line with the consistent
growth achieved by CTV industry, the CPT industry recorded growth of 40% during the
year.
The production of colour picture tubes during 2002 was around 37 lakh
numbers. The export of CPT also increased considerably. Manufacturing of colour glass
parts for 21 inch flat CPT was further strengthened other components specific to
consumer electronics like colour deflection components, soft fests, loudspeakers,
consumers grade PCB, etc also showed positive growth during the year.
In the field of professional grade components, no significant developments took
place. The components required for computer and telecommunications hardware are
largely based on micro electronics devices and are of surface mouth type.

Further the advances in miniaturization of electronic hardware in general; which

have been largely responsible for limited growth in professional component sector did not
benefit the India component industry. The components used in computers,
telecommunications, etc.., did not attract any significant investments and the production
base in these areas continued to be very weak is India. However, industry relating to
professional grade PCBs and connectors improved their export performance.

CONTROL INSTRUMENTATION AND AUTOMATION IN INDUSTRY SECTOR

The use of electronic control and instrumentation results in productivity

improvement, reduced maintenances costs and quality end products and consequently a
contributes in overall development of core sectors such as steel, mining, textile, suet,
paper and pulp, tool processing etc..,

In real time control system, the trend is towards open control system (OCSs). OCSs are
key to harnessing the rising tide to technological innovations, while at the same time
preserving an industry’s investment in existing equipment.
 An OCS produces numerous benefits to process industry, including the flexibility
to selected best in class hardware, ATM based networks database, applications, and field
deduces. Integration of control and business information has been a challenge for process
industry, attempting to adopt sales order driven manufacturing philosophy.

Computer integration manufacturing and dye house. Automation is current trend

for the textile industry. An effort is being made to retrofit microprocessor based control,
instrumentation and automation systems as well as to introduce MIS packages in the
textile industry.
During the year 2001-2002, instrumentation sector production is estimated Rs 4,100
crores.
COMMUNICATION AND BROADCASTING SECTOR:

Communication sector include non-public network telecom industry, two-way

radio communication, user specific transmission, switching, terminal equipment
broadcast and cable TV equipment. Now telecom policy being drafted to address the
various bottlenecks and issues related basic telecom and collector telephony services.

The production of communication and broadcasting during 2001-2001 is

estimated to be of the order of Rs 4,900 crores as compared to production of Rs 3,950
crore in 1999-2000.

Broadcast sector is undergoing technological revolution through the advent of

technologies such as digital video Broadcasting (DVB) digital video compression
(MPEG-2), digital storages and retrieval systems, etc., there are already 70,000 cable
operators and 2crores cable-homes in India. The infrastructure of communication and
broadcasting is fast expanding in the country.

The business and manufacturing activities are expected to further grown. Since up
linking in phased manner by Indian broadcasters with foreign equity less than 20%.
Internet service provider (ISP) licenses have been given to private sector and it will boost
Internet and information technology, private investment and information technology.

INVESTMENT PATTERN IN VARIOUS SEGMENTS OF ELECTRONIC INDUSTRY

IN INDIA DURING 2000-02 TO 2003-04

Items 2000-01 2001-02 2002-03 2003-04

Consumer 2,500 6,000 4,000 23,800
Electronics Industrial 1,150 2,000 1,600 6,200
Electronics Computers 4,500 12,500 4,000 59,300
Communications and Broad Coast 980 1,100 800 10,000
Equipment with Strategic Electronics 2,250 8,400 7,600 25,000
Components
Sub Total 11,080 30,000 18,000 1,24,300
Computer Software 10,200 65,000 1,09,400 3,65,000
Total 21,280 95,000 1,17,400 4,89, 300

COMPONENTS AND MATERIALS:

Generally Linked to the fortunes of the consumer electronics sector, Components

have reached a level of Rs.21,500 million by 1982. After a Modest growth in the
seventies, components production gained in the Eighties to reach its current position.

In the early seventies, raw materials import was recommended till New technology
was indigenously developed, especially for TV factories, MSI/LSI circuits,
UHF/microwave diodes, liquid crystals etc., IC’s were developed at CEERI, pilani while
work on Servo Components carried out at ECIL production of components till 1974 was
Works worth Rs.720 million. Production of various capacitors, resistors and
potentiometers increased since 1976. SSUs also started production both passive and
electronic components by 77. PCB Switches and connectors were being manufactured
locally. By 1991 production of LED’s ICDS and PITs eliminated photo electric cells
Began in small way. Some price increase was visible in plastic film Capacitors, receiving
values transmitting tubes and carbon filters transistors, Overall production has been
Rs.1960 million at the end of the year.

The Telecom Sector helped electronic component sector in maintaining in 1992

even though formed moderately, presently, satellite television and Telecom sector are
expected to help electronic component industry. Production of components at the end of
1982 was valued is Rs.21, 500. The output of the Electronic Hardware Industry in India is
worth $11.6Bn at present. The breakup of production in various segments the industry is
as shown below:

INDIAN ELECTRONICS INDUSTRTY EXPORTS ARE GIVEN BELOW

Electronics & IT production (Calendar Year)

(Rs.crore)
Item 2,002 2,003 2,004 2,005 2,006 2007*
Consumer Electronics 13,580 14,850 16,500 17,500 19,500 21,88
0
Industrial Electronics 5,400 5,980 8,300 8,600 10,100 11,56
0
Computers 4,180 6,600 8,680 10,500 12,500 15,50
0
Communication & 4,800 5,150 4,770 6,300 9,200 13,15
Broadcast . 0
Strategic Electronics 2,330 2,670 2,850 3,070 4,500 5,700
Components 6,510 7,450 8,700 8,530 8,600 9,320
Sub-Total 36,800 42,700 49,800 54,500 64,400 77,11
0
Software for Export 44,000 55,000 75,000 97,000 132,025 157,5
00
Domestic Software 12,000 15,500 20,500 27,000 35,150 44,73
0
Total 92,800 113,200 145,300 178,500 231,575 279,3
40
* Estimated
Electronic & IT Production (Financial Year)
 (Rs.Crore)
Item 2002-03 2003-04 2004-05 2005-06 2006-07 2007-
08
Consumer Electronics 13,800 15,200 16,800 18,000 20,000 22,50
0
Industrial Electronics 5,500 6,100 8,300 8,800 10,400 11,95
0
Computers 4,250 6,800 8,800 10,800 12,800 16,40
0
Communication & 4,800 5,350 4,800 7,000 9,500 14,35
Broadcast 0
Strategic Electronics 2,500 2,750 3,000 3,200 4,500 6,100
Components 6,600 7,600 8,800 8,800 8,800 9,500
80,80
Subtotal 37,500 43,800 50,500 56,600 66,000 0
163,0
Software for export 46,100 58,240 80,180 104,100 144,000 00
47,30
Domestic software 13,400 16,250 21,740 29,600 37,000 0
291,1
Total 97,000 118,290 152,420 190,300 244,000 00
* Estimated
Electronic & IT Exports
(Rescore)
Item 2002-03 2003-04 2004-05 2005-06 2006-07 2007-
08
Consumer Electronics 750 825 1,150 2,000 1,500 1,784
Industrial Electronics 1,400 1,515 1,500 2,300 3,000 3,630
Computers 550 1,440 1,200 1,025 1,500 1,928
Communication & 500 165 350 500 650 694
Broadcast Eqpt
Components 2,400 3,755 3,800 3,800 5,850 6,725
12,70
Subtotal 5,600 7,700 8,000 9,625 12,500 0
163,0
Software for export 46,100 58,240 80,180 104,100 144,000 00
175,7
Domestic software 51,700 65,940 88,180 113,725 153,500 00
* Estimated
PRODUCTION PROFILE:

Production of electronics equipment during the late 60’s and early 70’s was
restricted to consumer and entertainment electronics, electronic components and certain
defense and aerospace equipment. During 1970-80, there was a marked focus on
establishing indigenous R&D and production capabilities, besides selling up units in the
small sector.

In the public sector, BEL was permitted to import color picture tube (CRT’s) from
RPA countries, while ECH was granted permission to manufacture small and medium-
sized computers. The TDC 12 systems were completed or ECH by 1972-73 after which
they started developing 32-bit computers.

The period 1980-84 is significance from the point of view of Liberalization and
self-reliance, and most essential for the drawn of the ‘computer era’ in India. This period
also saw the advance of color TV Transmission, followed an upsurge in the consumer
electronic industry, especially the TV Industry.

CAPACITORS:

Capacitor is a device which can store electronic charge or energy in it.

Capacitance is the capacity of the capacitor to store this charge. Charge is simply the
electrical energy with some polarity, positive or negative. Unlike in magnetism these two
opposite charge can exist independently. Anybody can be charge electrically by friction
of electro static introduction whose principle states that “when a charged body is brought
near an uncharged body then the uncharged will develop a charge which is opposite to
the charge present in the charged body”.

This charge in the body is essentially static in the present case and is different
from the free charges present in Conductors (dynamic charges, whose motion constitute a
current). Under normal conditions a body will have zero net charge sense the charges
present in it are aligned in such a way to cancel each other’s effect. When an external
force like voltage is applied these charges drift from their normal are equilibrium position
and align towards the applied force resulting in all like charges (say + ve) aliened in one
direction and the other like charges (- ve) in the other direction with respect to the applied
force. Thus we say that the body is charged (polarized).

MANUFACTURE OF CAPACITORS:

The first capacitor with considerable capacitance is “Leyden jar” invented by

Leyden in 1745. It consisted of glass vial containing water and plugged with a cork
trough which a nail passed to touch the water. The water constituted one electrode, the
other provided by the hand which held the vial.

The potent of this was only a small fraction of amount frequently required in
present day electronic circuit. Also Leyden jars occupy very large space. A Leyden jar of
one micro farad would be as big as an office elevator. But this provided the basic
concepts of capacitor and further study made it possible to have various types of
capacitors to meet the circuit requirements.

Since more than any other factor, the nature on condition of the dielectric
determines the characteristics as capacitor; study of various dielectrics was encouraged.
This study revealed that each dielectric had a factor with which it affects the capacitance
for give dimensions. This factors was called ‘dielectric constant ‘ and was measured
relative to air whose dielectric of 3 could store 3 times the charge that can be stored when
air is used a dielectric. Hence naturally, dielectrics of greater dielectrics constant were
demanded and studies. This resulted in the development of various types of capacitors
using various types of dielectric.
Each had its own advantages mainly because their dielectrics. A simple capacitor would
have two parallel conductors separated by an insulator called dielectric.

Charging or strong energy in a capacitor is done by applying in electrical force

or voltage between two parallel plats or conductors. The static charges present in the
dielectric areas displaced from equilibrium position towards the applied force but will
always come under a restoring force which tend to pull them back to equilibrium
position. The placement is complete, the capacitor is charged.

Charging of capacitor takes place when the two conductors of the charged
capacitor are shorted. The displaced charged would then return to their equilibrium
position due to restoring force. Hence the capacitor is discharged.

Here note that charging is similar to storing of potential energy (in the form of
configuration a wounded spring. Also, note that time is required for the displacement of
charges for charging and discharging. This is important in study of circuit transients.

Presently there are various types of capacitors available in the market each
having its own applications and advantages. All this capacitors vary essentially in the
dielectric material they contain since the capacitor characteristics and capacitance
depends on dielectric than any other factor. The names acquired such as Paper, Mica, Air,
Electrolytic etc.

ELECTROLYTIC CAPACITORS:

ALUMINUM ELECTROLYTIC CAPACITORS:

Aluminum electrolytic capacitors/while not as valunieLilLjily efficient as other

capacitors, offer the lowest cost for microfarad of the four primaries dielectric-electric-
ceramic/tantalum/aluminum and DC film.

In the past aluminum electrolytic capacitors have been known for their
limited shelf life and poor low-temperature characteristics. Because of this, they are
traditionally used in short shelf life electronic equipment with emphasis upon consumer
audio and video imaging products.

In recent years, however, significance improvements have been realized, and both
of these historical shortcomings have been improved upon, so that aluminum capacitors
are now used in applications that also includes. Computers printed circuit boards, modern
cords, baltely chdiyeli. (01cellular phone/PDA’s, air bad circuits/lighting ballasts and
medical electronic devices.

MARKET SIZE AND COMPETITIONS:

Paumanok publications / Inc. extirpate that in 2002/ the global market for
aluminum Electrolytic capacitors will be worth approximately $3.3 Billion USD with
approximately 80 billion pieces consumed.

Historically production of aluminum electrolytic capacitors developed in

conjunction with increased production on consumer audio and video Imaging equipment
with emphasis upon television sets, computer Monitors, stereo equipment and modern
telephones-products which are:

PRODUCT PRIMARILY IN ASIA

In 2002, it is estimated that 90% of global aluminum electrolytic capacitor

production will occur in Japan, China, Taiwan and other countries in Asia region outside
of Japan. The major manufacturers of aluminum electrolytic capacitors are Japanese and
include Nippon Chemi-con, Rubicon and Panasonic.

In Europe and the United States, aluminum electrolytic capacitor production is

limited and centered on the supply of aluminum capacitors for computer terminals and
for especially motor start product lines. European manufactures of aluminum capacitors
include BC components Belgium, BHC Aerocox (U.K), EPCOS (Germany) and Vishay-
Roedersteing (Portugal).
US Producers of aluminum capacitors are also quite limited with Cornel dubiler (South
Carolina), BC Components (South Carolina) and Nippon cemicon (UCC-Michigan) the
major domestic manufactures.

VOLTAGE RATING:

The majority of aluminum electrolytic capacitors are employed at Voltage from

6.3 volts to 50 colts, with particular emphasis on the popular 16 volt parts. However,
voltages of motor starts aluminum electrolytic capacitors can be high as 220V, 450V, and
600V. S aluminum’s will generally run the gamut with respect to voltage. One of the
unique aspects of aluminum electrolytic capacitors is their ability to offer high
capacitance and high voltage in the same package. The only other type of capacitor that
can accomplish this is the power film capacitor, but at a much higher price.

CONFIGURATION:

Aluminum electrolytic capacitors are available in leaded and surface mount

configurations. Surface mount aluminum electrolytic are still only a small portion of the
business companies that dominate the supply of surface amount aluminum electrolytic
include Nichicom and Nippon industries through NIC components.

The bulk of sales of aluminum electrolytic capacitors continue to be radial leaded

devices. Radial leaded devices are future dichotomized between standard radial, snap-in
screw terminal. Dual and single-leaded anneal designs are also available.

In most consumer electronic applications, capacitance values less that 1000Mew

are generally radial leaded surface mount in design; capacitance values from 1000Mf to
4,700 Mf are generally of multipoint snap in design; and product with values greater than
4,700 Mf are usually screw terminal(Computer Grade).
 Surface mount aluminum electrolytic capacitors topically fall into the 0Mf to
47Mf range and are generally found in large numbers only in personal computer and
modern cards, although these parts have been noted in smaller number on the computer
add-on cards as video’s and sound cards for DVD players and consumer entertainment
boards.

CONSTRUCTION:

The construction of aluminum electrolytic capacitors requires high purity

aluminum foil for the anode and the cathode, which is usually supplied by KDK, JCC
Becromal or Satma. Anode foils accounts for the higher costs associated with producing
aluminum electrolytic capacitors. The foil is etched into tunnels that provided a surface
area for the formation of aluminum oxide, which provides the capacitance.
 PROFILE OF INCAP LIMITED COMPANY

INCAP capacitors limited was incorporated in the year1990 in Andhra Pradesh at

Nidamanuru in Vijayawada as a Public Limited Company and obtained certificate of
commencement of business on 30/05/1990. It is located on NH-5, and connected by rail,
road, water and air.

PROMOTERS:

INCAP Limited is promoted by first’s generation entrepreneurs Sri C. Bhagvantha

Rao, Sri K.Srinivas Rao, Sri K.Ramakoteswara Rao, Sri V.V.V.Satyanarayana and Sri
A.V.S.Prakash.

The Chief promoter C.Bhagvantha Rao a post graduate in Commerce has about 15
years of experience in financial management, and Exports and general Krishnaveni Agro
Oil Products Ltd., before promoting INCAP limited.

Sri K.Ramakoteswara Rao, a post graduate in mechanical engineering worked in

various capacities from 1981-1991 in BHEL. He has gained well experience in design
during said period and has been associated with erection and commissioning groups.

Sri K. Srinivasa Rao is- a Agriculturist, and does not have any Qualifications.
Formally he was a director in Krishnaveni Agro Oil Products Ltd., Sri V.V.V.
Satyanarayana, a graduate in electronics and telecommunications engineering.

The Main Objective of INCAP LTD:

To carry on business of development, manufacture, buy, sell, deal, import and

export of the aluminum electrolytic capacitors and to manufacture, buy, sell, export, deal
in, assemble, fit, repair, convert, Overhaul, alter maintain all types of capacitors used in
electronic component device equipment and appliances, equipment such as TV
Transmitters, tape recorder, broadcast relay object to the laws of the land as applicable in
this respect from time to time and reception equipment ideographs and other equipment
used in and/or for audio and visual communications.

MANAGEMENT:

The Management of INCAP is headed by the board of directors under the

chairmanship of Sri Warlu. The day to day operations of the company are looked after by
Sri C.Bhagavantha Rao, Management Director. He is assisted by Sri K.Ramakoteswara
Rao, whole time Director, P.Rama Rao, Sri M.N.Rao, Sri M. Prabhakar Rao, were
inducted in the board.

Sri P.Rama Rao, Managing Director Advanced Radio Masts Limited, has 15 years
of experience in designing and manufacturing of antennas, duplex Filters, and Sri
M.Prabhakar Rao is a post graduate in anatomy and M.D. of Nuziveedu Seeds Private
Limited.

CUSTOMER OF INCAP LIMITED:

a) Telecom Sector:
i. Bharati Telecom
ii. Tata Telecom
iii. Indian Telephone Industry
b) Audio – Video Sector:
i. Videocon
ii. BPL
iii. Sony
iv. Onida
c) Hanja
d) Telco and many others,
INCAP’S COLLABORATOR:

The Company has purchased free hold land of 2.5 acres and the same is sufficient
for the project. The necessary deeds for the transfer of land in favor of company have
been executed civil work for factory as well as non-Factory building was completed. The
company’s building has a plinth area of 2700sq.meters (approx.) and the type of
construction is RCC with false selling and vinyl flooring.

PLANT & MACHINARY:

The main plant and machinery is a automatic slitting machine, Automatic

switching machines, winding machines and assembling machines with (or) without
impregnation of facility, slaving machine, testing machine etc. The machinery has
supplied by M/s Lelon electronics Corporation, Taiwan & M/s UFO Company Ltd.,
Japan. The indigenous machines comprises of regulated power supplies, belongs low and
high temperature chamber, two 125KVDA diesel generator set and air conditioning plant.

MAN POWER:

The total employee of INCAP was 174. The employees were divided into various
departments.

Production Department = 94

Maintenance Department = 21

Quality Control Department = 20

P. P. C. Stores = 13

Administration Department = 26
 Total Employees = 174

The company must give the training to every employee, when the new employee
joins the company gives the 7 days training every month. Company gives the training to
the employees every month.

RAW MATERIALS:

The Raw materials required in the process are aluminum (AL) foils (with or
without oxide costing) of 99.99% purity, tissue paper also of 99.99% purity, electrolytic
(ethylene glycol) Alcan, rubber bungs and PVC Sleeves.

The anode and cathode foils though made of an AL differ from each other in
the following way. The anode AL foils will have and anode in the Electrolytic process.

This coating is just to be an AL foil but an etched one. Etching is a process of

removing some metal on the surface of the foil (not much that it makes a hole on the
foil). This will and cathode foils thus controls the capacitance value.

PRELIMINARY REQUIREMENTS:

Before the actual process is started, some requirements have to be met. These are
essential to see the manufacturing process goes on continuously without interception. The
requirements are:

1) Slitting of anode & Cathode foils with required width.

2) Slitting of capacitors paper with required width.
3) Lead – Tab making
4) Lead – Tab Treatment
5) Rubber Seal Treatment
6) Electrolytic preparation
7) Specification printing on PVC staves
TECHNOLOGY AND TECHNICAL COLLABORATION:

The Project is being implemented with technical know from M/s Lelon electronic
corporation, Taiwan, who are also one of the suppliers of imported equipment. The
collaboration agreement with equality participation by RBI vides is letter dated
21/10/1992.

They export nearly 85% of their production to USA, SINGAPORE, and

MALASIA AND HONGKONG. LEC has an associate company which is mainly
engaged in the manufacture of equipment included to provide technical assistance
including drawings to erect technical and install the Plant & Machinery to supervise the
production till it achieves 90% capacity utilizing the quality maintenance assisting in
establishing R & D continue to provide improvements and developments in technology
and training the technical staff etc.

STRENGTHS:

Quality of the product

Good R&D Department

Personal Contacts with Customers

Technical support from lelon electronics, Taiwan

WEAKNESS:

 Dependent on imports for raw material

 Currency fluctuation affects input costs
 Location of the unit
COMPETITORS:

 Keltron
 Punsumi
 BC Components
 Imported sources

PLANT LOCATION ADVANTAGES:

The Project is setup at village Nidamanuru, Krishna District, Andhra Pradesh on

national highway no.5 and is about 12 kms from the city of Vijayawada and it is well
connected by road and rail and has the necessary infrastructure. INCAP has the following
favorable location factors.

1) It is connected to national highway no.5 with railway link and airways.

2) Availability of cheap manpower.
3) Availability of fuel and power.
4) Availability of water
5) Climatic conditions
6) Financial aids (A.P Government given a subsidy of 15 lakhs on total cost of the
project.)
7) Good community attitudes.
8) Presence of other allied industries around it.
9) Good facilities for expansion.

INDUSTRY WEEK:

So when turnover is excessive or when it involves valuable performances, it can

be a disruptive factor, hindering the organizations effectiveness. So every organization
has to take measures to see to it that the turnover rate especially that the performers in the
organization is minimized.
Employees left in the year 2004-05:
Helper trainee – 27 (less than 1yr – 5yr)
1yr exp to 10
2yr exp to 1
6yr exp to 1

Operator trainee 5 (less than 1yr – 4yr)

2yr exp to 1
5yr exp to 1

Operator 2 (1 yr experience)
5yr exp

Supervisor 1 (4yr experience)

Maintenance Department
Operator 2 (3yr exp)
(6yr exp)

Helper Trainee2 (less than 1yr exp - 1)

(6yr exp)

Supervisor 3 (7 yr exp – 1, 1 yr exp – 2)

Ppe / Stored Department

Helper Trainee (1 yr experience)
(7yr exp)

Maintenance Department
Helper Trainee 6 (less than 1 yr to 4)
1 yr exp to 2

Operator 2 (4yr exp. 7 yr exp)

Supervisor 2 (less than 1yr exp)

(3 yr exp)
Employees left in the year 2003-04

Production Department
Helper Trainee9 (less than 1yr – 4yr)
3 yr exp to 4.2yr exp - 1

Operator 17 (less than exp 9)

(1 yr exp to 3, 3yr exp – 3)
Maintenance Department
Operator 2 (1yr exp)

Supervisor 6 (1 yr exp – 3, 5 yr exp – 1)

Ppe/Stored Department
Helper Trainee 1 (1 yr exp)
(Less than 1 yr exp)

Quality Assurance Department

Operator 7 (less than yr exp - 3)
(1 yr exp to 3, 3yr exp – 1)

From the above data:

YEAR NUMBER OF PEOPLE LEFT

2002-03 54
2003-04 44

It can also be observed that, employees who have not completed one year yet in the
company are leaving the firm, this indicates:
Newly joined workers are not properly imbibed into the firm they are not being
acquainted to the culture of the firm if this continues:
The firm’s fame as an employer may be an affected and sends wrong signals
outside, as a result of which qualified persons may stay away from joining into the firm.

CAUSES OF THE PROBLEMS:

 The following causes have been carefully determined by holding discussions with
different employees belonging to different departments:

UNRELATED JOBS:

The majority of the employees find that the jobs they are presently doing are
comparatively unrelated to their qualification.

FOR EXAMPLES:

A technically qualified I.T.I person has to perform Jig-loading which any

unqualified person can do. Secondly an electronics graduate is placed in the ppc.
ORGANIZATIONAL CHART
INCAP LIMITED

MANAGING DIRECTOR

PERSONEL OFFICER

ASST. PERSONEL OFFICER

RECEPTIONIST

SECURITY GUARD

OFFICE BOYS
 CHAPTER-IV
THEORETICAL FRAMEWORK

INTRODUCTION

Training refers to the teaching/learning carried on for the primary Purpose of

helping members of all origin to acquire and apply the Knowledge, skills, abilities and
attitudes needed by that organization.

Training is the short-term process utilizing a systematic and organized procedure

by which non-managerial personnel learn technical knowledge and skills for a definite
purpose. Training enables employees to develop and rise within the Organization and
increase their “Market Value” earning capacity and job Security.

Meaning:

Training is the act of increasing the knowledge and skills of an Employee for
doing a particular job. In other words, training improves, Changes, moulds the employees
knowledge, skills behavior aptitude and attitude towards the requirement of the job and
organization.

Thus, training bridges the difference between job requirement and employees
present.
IMPORTANCE OF TRAINING:

The importance of Human resource management to a large extent Depends on Human

Resource development. Training is the most important technique of Human Resource
development.

As stated earlier, no organization can get a candidate who exactly Matches with
job and the organizational requirements. Hence, training is Important to develop the
employee and make him/her suitable to the job.

Job and organizational requirement are not static, they are changed from time to
time in view of Technological Advancement and change in the awareness of the total
quality and productivity management (TQPM).The objective of the TQPM can be
achieved only through training. As training develops human skills and efficiency. Trained
employees would be a valuable asset to an organization. Organizational efficiency,
productivity progress and development to a greater can also be achieved through training.
Training is important as it constitutes significant Part of management control.

The increasing competition, among other things increased the significance of

training. Training matches the employee with the job from Time to time. Further, the
trained employees invite organizational change And ready to take up any type of
assignment. The success of any Organization, to greater extent depends on the amount,
qualitative and Timely training provided by an organization. Further, the importance of
training can also be viewed from the need for training and the advantages of training .
NEED FOR TRAINING:

A program of training becomes essential for the purpose of meeting the specific
problems of a particular organization arising out of the introduction of new lines of
production, changes in design, the demand of competition and economy etc.,

Therefore the following are the basic needs of Training.

 To increase productivity.
 To improve quality.
 To help a company to fulfill its future personal needs.
 To improve organizational climate.
 To meet technological advance.

Training Policy:

Every company or organization should have established training policy. such a

policy represents the top management’s commitment to the training of its employees and
compromise rules and procedure governing the standard of scope training.

A training policy is considered necessary for following reasons:

 To improve suitable opportunities to the employee for his own betterment.

 To discover critical areas where training is to be given on a priority basis.
 To indicate a company’s intention to develop its personnel.
 To provide guidance in framing and implementation of programs.
TRAINING INPUTS

SKILLS:

Training an employee for a particular skill is undertaken to enable the employees to be

more effective on the job.

Attitude:

Training programs in industry are aimed at moulding employee attitudes to

achieve support for company activities and greater loyality.

Knowledge:

Training aimed at imparting knowledge to employees in the organization provides

for understanding of all the problem of modern industry knowledge for managerial
personnel may be related to complexity of problem in organizing, placing. Directing and
controlling

Training objectives:

Generally Line mangers ask the personnel mangers to formulate the training policies.
The personnel managers formulate the following Training objectives in keeping with the
company’s goals and objectives.

 To prepare the employee both new and old to meet the present as well as the
changing requirements of the job and the organization.
 To prevent obsolescence
 To impart the new entrants the basic knowledge and skill they need for an
intelligent performance of definite job.
 To prepare employees for higher level tasks.
 To build up a second line of competent officers and prepare them to occupy more
responsible positions.
  To develop the potentialities of people for the next level job.
 To ensure smooth and efficient working of a department.
 To ensure economical output of required quality.
 To promote, individual and collective morale, a sense of responsibility ,
cooperative attitudes and good relationships.
 To broaden the minds of senior mangers by providing them which opportunities
for an interchange of experiences within and outside with a view correcting the
narrowness of outlook that may arise from over specialization.
 To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, information and techniques.

TRAINING METHODS:

The training Programs are classified into two types are

1. on the job methods.

2. off the job methods.

1) On the Job Methods:

This type of training also known as job instruction training. Is the most commonly
used method under this method, the individual is placed on a regular job and taught the
skills necessary to perform that job. The trainee learns under the supervision and
guidance of a qualified worker or instructor. On the job training methods include job
rotation, coaching, job instruction and committee assignment.
 a. Job rotation: the type of training involves the movement of trainee from on job to
another. The trainee receives job knowledge and gains experience from his
supervisor or trainer in each of the different hob assignments.
b. Coaching: the trainee is placed under a particular supervisor functions as a coach
in training the individual. The supervisor provides feedback to the trainee on his
performance and offers him some suggestions for improvement.

c. Job instruction : This method is also known as training through step by step.
Under this method, trainer explains the trainee the way of doing the job, job
knowledge and skills and allows him to do the job.
d. Committee Assignments : Under this method, group of trainees are given and
asked to solve an actual original problem. The trainees solve the problem jointly, it
develops team work.

2 ) Off the job methods : -

Under this method of training, trainee is separated from the job situation and his attention
is focused upon learning the material related to his future job performance since the
trainee is not distracted by the job requirements. He can place his entire concentration on
learning the job rather than spending his time in performing it.

Vestibule Training: - In the method, actual work conditions are simulated in a class
room. Materials files and equipment those are used in actual job performance are also
used in training.

Role Playing: - It is defined in imaginary situations. This that involves realistic behavior
in imaginary situations. This method of training involves action, doing and practice, the
participations play the role of certain characters such as the production manager,
mechanical engineer, maintenance engineers, quality control inspectors, foreman,
workers and the like.
Lecture Method: - The lecture is a traditional organizer the material and instruction. The
instructor organizes the material and gives it to a group of trainees in the form of a talk.
An advantage of lecture method is that it is direct and can be used for a large group of
trainees.

Conference of Discussion: - It is a method in training the clerical, professional and

supervisory personnel. This method involves a group of people who pose ideas, examine
and share facts, ideas and data, test assumptions and draw conclusions, all of which
contribute to the improvement of job performance.

Programmed Instruction: - In recent years this methods has become popular. The subject
matter to be learned is presented in a series of carefully planned sequential units. These
units are arranged from simple to more complex levels of instruction. The trainee goes
through these units by answering questions or filling the blanks.

Need of training in KCP:

The purpose of training in KCP .is to develop the abilities of the individuals and to
satisfy the current and future manpower needs of the organization. The aim of providing
training to the employees in KCP .is:

 To see that skills and knowledge of all employees in the company should cope up
with the latest technology and development.
 To enable to do the job in more effective way to reduce time, supervisory time,
waste, and spoiling or raw material.
 To increase the employee’s level of performance through instructions, which
directly leads to increase in productivity and company’s profit.
 To prevent the industrial accidents this ultimately leads to safer work environment.
  To improve the quality and avoid the operational mistakes.
 To meet the needs of human resources within organization when the need arises.

AREAS OF TRAINING AT KCP :

A) Induction Training:
It is process of training the new employees about the organization personnel policies
and procedures and its core values, indicating to them the standards of performance
expected in such as quality and customer service and spelling out requirement for
flexibility.

B) Training in Skills:

In KCP .training in skills is undertaken to enable the employee about the changed
techniques and improvements affected the old methods, keeping in view training is given
to.

i) Unskilled Workers:
Unskilled workers in the company are given training in improved methods of
handling machines and materials to reduce the cost of production and wastage
and to do the job in the most economical way.

ii) Semiskilled Workers:

Training to semiskilled workers is given to cope up with the system of the
industry arising out of the adoption of latest machineries and technical Process.

iii) Skilled Workers:

Training to skilled workers in the company is given to the system of
apprenticeship particularly useful for such trades in industry which requires
highly sophisticated skills.
 c) Supervisory Training:
The training programs for supervisor in KCP .are under taken to enable the
supervisors to cope up with increasing demands of the company in what they
are employed and to ensure their technical competence with increasing
demands of the company in what they are employed and to ensure their
technical competence with a view to understand all about operations in which
their workers participate.

D) Managerial Training:

Training is given to all managerial to given them a wide in plant experience like
holding of staff meetings. Visits to other industrial units. Participation in work with other
departments. And they are generally given training in leadership qualities, appraisal of
employees and their rating and the maintenance of personal records.

E) Apprentice Training:

Apprentice training is provided and some technical training to the workers in order
that the employment opportunity enhanced and the Duration of apprenticeship training is
one year and the fields offered are electricians, welders, machinists etc.

F) Sales Department:

Training is given to all the employees of sales department to know the nature and
quality of product and also in handling the customers.

G) Administrators Department:

In KCP .Employees like typist clerks, accountants EDP persons. Stenographers

are given training in their respective fields either in house or out door.
 Training Process in KCP

Assessment of Training needs

Calendar

Plan the training program

Techniques-Location-Trainers

Feedback

Training Record

Training Effectiveness form

The process of training the employees in KCP .involves six steps and it maintains the
records regularly to continue the process these records are maintained by the HRD & IR
officer.

The steps are as follows:-

1. Assessment of Training needs:-

The process first begins with assessing the employees in order to find out where
they are lacking in perfection. This process is carried out by sending ATN forms
to all the departments which is filled by the HRD &IR manager (personal
department) evaluates the filled forms and identifies the need for training of the
employee in their respective field.

2. Calendar:
As soon as the training need is identified or discovered in a particular department,
the number of workers belonging to different departments are divided into
different batches according to their respective fields and entered into the monthly
calendar which consists of:

SL No., Date, Time, Venue, Duration, Topic, Entry level.

3. Plan the training programs:

This is developed to meet the needs and objectives by using the right combination
of training techniques, location and the trainers.

4. Feed Back:
Once the training programme is conducted feedback form are sent to the
department head in order to make the forms to be filled by the workers who
availed training in their respective fields in order to know what has learnt and also
learners are able to do after the training programme.
5. Training Record:
This record is maintained in order to know the actual number of training
programmes conducted and the number of training programmes attended by the
employees either on functional or development and duration of the programmes,
faculty and also consists of profile of the employee.
 CHAPTER-V
DATA ANALYSIS

1. Is your training requirement identified and defined.

Table no: 1

SL No Opinion No of %of
Respondents Respondents
1 Yes 90 90%
2 No 10 10%
3 Don’t Know - -
Total 100 100%

GRAPH

Yes
No

Interpretation:

From the above data it is clear that 90% of the respondents are expressed
that the training requirement is identified and 10% said that it is not
identified.
 2. What method you suggest will be better for training ?
a) On the job b)off the job c)Both
Table no : 2

S. no Opinion No of % of
Respondents Respondents

1 On the job 20 20 %
2 Off the job 20 20 %
3 Both 60 60 %
Total 100 100 %

Graph no: 2

GRAPH
70
60
50
40
30 No of Respondents
20
10
0
On the job Off the job Both

Interpretation: -

Form the above data it is evident that the 60 % of the respondents are in favor of
both the methods., 20 % suggested on the job method and 20 % suggested on off
the job method
3 ) How often the training programs are being arranged.

A ) Regularly B ) Very often c ) OAI

To scope up with the advancement in technology the organization have to

conduct the training intervals so this point is based to know at what intervals the
training programs are being conducted in the organization.

Table no : 3
Based on frequency and arrangement of training programs.
Sno Opinion No of % of
Respondents Respondents

1 Regularly 60 60 %
2 Very often 24 24 %
3 Only after 16 16 %
induction
Total 100 100 %

Interpretation :

From the above table we can see that.

 60 % of the respondents said that training program is being arranged

regularly.
 24 % of the respondents said that training programs are arranged very often.
 16 % said that training programs are conducted only after induction.
From the above data its clear that 60 % of the respondents said that training
program are being arranged regularly.
How often the training programs are being arranged.

GRAPH
70
60
50
40
30 No of Respondents
20
10
0
Regularly Very often Only after
induction
4) By what methods, you have been given training.

A) on the job B ) off the job c ) Both.

As different jobs exists in the organization so according to the job the

training method should be there. So, this point concentrates on to know through
which method the training has been given.

Table no : 4

Based on the adopted methods for training.

SL No Opinion No of % of
Respondents Respondents
1 On the job 8 8%
2 Off the job 12 12 %
3 Both 80 80 %
Total 100 100 %

Interpretation:

From the above table we can see that.

 80 % of employees said they are given training in both the methods.

 12 % of employees said they are given training by off the job method.
 8 % of the respondents are expressed that the training is given by the method
of on the job method.
From the above data it is clear that, 80% of respondents are said that the training is
given by both the methods.
By what methods, you have been given training.

GRAPH
100

80

60

40 No of Respondents

20

0
On the job Off the job Both
5 ) How often you are maintaining the records of which you are learning.

A ) Regularly B ) Very often c ) Not maintaining

To know whether the employees are maintaining the records are not when they are
leaving.

Table No 5 :
Maintaining the records of methods of learning.

SL No Opinion No of % of
Respondents Respondents
1 Regularly 20 20 %
2 Very often 76 76 %
3 Only after 4 4%
induction
Total 100 100 %

Interpretation: -
From the above table we came to know that.

 76 % of employees are regularly maintain the records.

 20 % of employees are regularly maintain the records.
 4 % of employees are not regularly maintain the records.

From the above data we can say that 76 % of employees are not regularly
maintaining the records.
How often you are maintaining the records of what you are learning.

GRAPH
80
70
60
50
40
30 No of Respondents
20
10
0
Regularly Very often Only after
induction
6 ) How do you find your performance, after training.

A ) Improved B ) Not Much C ) Stable

To know whether the employees are self assessing their performance after
training or not.

Table no 6 :

Based on the evaluation of post training performance in the organization .

SL No Opinion No of % of
Respondents
Respondents

1 Improved 84 84 %

2 Not much 16 16 %
 improved

3 Stable - -

Total 100 100 %

Interpretation : -

From the above table we can see that

 84 % of the respondents are saying that their performance is improved after

the training.
 16 % of the respondents are saying that their performance is not much
improved .
From the above data we observe that 84 % of the respondents are saying that
their performance is improved after that training.
 How do you find your performance, after training.

GRAPH

Improved
Not much improved

7 ) Does training improve the job knowledge and skills at all levels of the
organization.

A ) Yes B ) No C ) Don’t know

 To know from the employees that whether the training improves the job
knowledge and skills at all levels of the organization.

Table no : 7

Based on the impact of training on job knowledge and skills at all levels :

SL No Opinion No of % of
Respondents
Respondents

1 Yes 76 76 %

2 No - -

3 Don’t know 24 24 %

Total 100 100 %

Interpretation : -

 76 % of total respondents are saying that training improves the job

knowledge and skills.

 24 % of respondents said that they don’t know.

From the above data we can say that 76 % of the respondents havfe expressed
that the training improves the job knowledge and skills.

Training improves the job knowledge and skills at all levels of the organization.

GRAPH

Yes
Don’t know
8) After the training, how will be the behavior other employees towards each
other.

A) Excellent B) Good C) Satisfactory

To know how the inter personal relations are existing in the orgainzation. If
the inter personal relations are existing in the company then the employees are
satisfied or not.

Table No : 8

The behavior of employees towards each other.

Sno Opinion No of % of
Respondents
Respondents

1 Excellent 50 50 %

2 Good 34 34 %

3 Satisfactory 16 16 %
 Total 100 100 %

Interpretation :

From the above table we can see that

 50 % of respondents said that after training behaviour of employees towards

each other excellent.
 34 % of respondnets said that the relations are satisfactory.
 16 % respondents said that the relations are satisfactory.
Half of the employees are i. e. 50 % are expressed that the relations are
excellent.

After the training how will be the behavior of employees towards each other.
 GRAPH
60

50

40

30
No of Respondents
20

10

0
Excellent Good Satisfactory

9) How is the guidance from your trainers while training.

 A) Excellent B) Good C ) Satisfactory

To know whether the trainers are guiding while training or not. If they are guiding
what is the satisfaction levels of trainees.

Table No 9 :

Guidance from the trainers while training.

SL No Opinion No of % of
Respondents
Respondents

1 Excellent 56 56 %

2 Good 40 40 %

3 Satisfactory 4 4%

Total 100 100 %

Interpretation :

From the above it is evident that

  56 % of respondents said that the guidance is excellent.

 40 % of respondents said that the trainer’s guidance is good.

 4 % of respondents expressed that the trainers guidance is satisfactory.

From the above data it is evident that 56 % of employees are expressed that the
trainers are excellent.

How is the guidance from your trainers while training

GRAPH
60

50

40

30
No of Respondents
20

10

0
Excellent Good Satisfactory
10) Training helps to analyze the problems and to solve them.

A) Yes B ) No C ) Don’t know

To know whether the training helps to solve the problems.

Table no : 10

Based on the impact of training analysis and solving of problems.

SL No Opinion No of % of
Respondents
Respondents

1 Yes 70 70

2 No - -

3 Don’t know 30 30 %

Total 100 100 %

Interpretation : -

From the above table we can see that.

  70 % of total respondents are saying that training helps to analyze problems
and to take appropriate actions.

 30 % of respondents said that they don’t know.

70 % of total respondents are saying that training helps to analyze problems

and to take appropriate actions.

Training helps to analyze the problems and to solve them.

GRAPH

Yes
Don’t know
11) Does training improve the relationship between Boss and Subordinate.

a) Yes b) No c) Don’t know

To know whether the training improves Boss and Sub-ordinate relationship or Not.

Table no 11

Training impact on Boss and Sub-Ordinate relationship

Sno Opinion No of % of
Respondents
Respondents

1 Yes 68 68 %

2 No 08 08%

3 Don’t know 24 24 %

Total 100 100 %

Interpretation:

From the above tables it is clear that.

 68% of respondents said that training improves the relationship between

Boss and Sub-ordinate.

 24% of respondents said that they don’t know

 8% of respondents said that training does not improve the relationship.

68% of respondents said that training improves the relationship between Boss
Sub-ordinate.

Does training improves the relationship between Boss and Sub-ordinate

GRAPH
80
70
60
50
40
No of Respondents
30
20
10
0
Yes No Don’t know
12) How is the procedure which is being used for getting feedback after
training?

a) Excellent b) Good c) Satisfactory

As knowing the feedback is the most great thing to know the satisfaction levels of
employees after training

Table no 12

Effectiveness of procedure adopted after training

Sl no Opinion No of % of
Respondents
Respondents
E Excellent 76 76 %

2 Good 20 20%

3 Don’t know 4 4%

Total 100 100 %

Interpretation:

From the above clear that.

 76% of total respondents said the feedback is excellent in the organization.

 20% of the respondents said that the feedback is good.

 4% of the respondents are satisfied with the feedback.

From the above data it is observed that 76% of the respondents expressed that
the feed back is excellent.

The procedure, which is being used for getting feedback after training.

GRAPH
80
70
60
50
40
No of Respondents
30
20
10
0
Excellent Good Don’t know
13) Does the training helps employees adjust to change.

a) Yes b) No c) Don’t know

As changes certain the organization’s employees have to change according

to the change so this point covers. To know whether the training helps the
employee adjust according to changes or not.

Table no .13

Training and its impact on change management.

Sl No Opinion No of % of
Respondents
Respondents

1 Yes 45 45%

2 No 35 35%

3 Don’t know 24 24%

Total 100 100 %

Interpretation:

From the above table it is inferred that.

 45% of respondents said that training helps them to adjust to change .

 25% of the respondents said NO 20% of respondents said that they don’t
know .

 It is concluded that.

 45% respondents said that training helps then to adjust changes.

Does the training helps employees adjust to change.

 GRAPH
50
45
40
35
30
25
No of Respondents
20
15
10
5
0
Yes No Don’t know

14) Does training helps a person to handle stress, tension and conflict.

a) Yes b) No c) don’t know

To know from the employees the impact of training over stress.

Table no.14

Training and its assistance in handling stress, tension and conflict.

Sl No Opinion No of % of
Respondents
Respondents

1 Yes 52 52%

2 No 08 08%

3 Don’t know 40 40%

Total 100 100 %

Interpretation:

From the above table it is clear that.

 52% of respondents said that training helps a person to handle stress.

 40% of respondents said No.

 8% of the employees are expressed that No.

 The above data mentions that 52% of the employees said that training helps a
person to handle stress.

Training helps a person to handle stress, tension and conflict.

GRAPH
60

50

40

30
No of Respondents
20

10

0
Yes No Don’t know
15) Does training helps in understanding and carrying out organizational
policies

a) Yes b) No c) don’t know

To know whether the training program helps in understanding and to cary

out organizational policies.

Table no.15

Training and its support in understanding and carrying out its Organizational
policies.

SL No Opinion No of % of
Respondents
Respondents

1 Yes 75 75%

2 No - -

3 Don’t know 25 25%

Total 100 100 %

Interpretation:
 From the above table it is evident that.

 75% of total respondents said that training helps in understanding the

original policies.

 25% said that they don’t know.

The above data is clear about that 75% of total respondents said that training
helps in understanding the original policies.

Does training helps a person to handle stress, tension and conflict.

GRAPH

Yes
Don’t know
16) Are you satisfied with the training programs, which you have gone
through?

a) Very much satisfied b) Satisfied c) Not much

To know the satisfaction of respondents after under going training program.

Table no 16.

Based of the Satisfaction of trainees about the training programme.

SL No Opinion No of % of
Respondents
Respondents

1 Very much 34 34 %
satisfied

2 Satisfied 46 46%

3 Not much 20 20%

 Total 100 100 %

Interpretation:

From the above table it is clear that.

 46% of the respondents are satisfied.

 34% of the employees are very much satisfied.

 20% of the respondents said that the satisfaction with the training is not
much.

The above data is evident about the 46% of the respondents are satisfied.

Satisfaction with the training programs, which you have gone through.

GRAPH
50
45
40
35
30
25
20 No of Respondents
15
10
5
0
Very much Satisfied Not much
satisfied
FINDINGS:

1. The training programs are arranged regularly in the organization.

2. In the organization both on the job and off the job are followed.

3. In the organization training requirement is identified and defined.

4. Employee performance after training is improved.

5. The guidance from trainers while training is excellent.

6. The feedback after training is excellent.

7. Most of the respondent expressed that training improves the job knowledge
and skills.

8. The employees feel that training improves the relationship between Boss and
Subordinate.

9. The employees feel that training helps to understand the original policies.

10.Majority of employees feels that training makes the organization a better

place to work.
 SUGGESTIONS

1. It is better if the management take’s actions for the improvement of the

behavior of the employees towards each other the training.

2. It is better if the management conducts the training programs regularly.

3. It is suggestive that training may helps the employees in order to overcome

stress.

4. It might be better if the organization find’s the reason behind it and take
actions to improve the satisfaction of employees regarding the training.

5. Training in a specific method is not sufficient in fulfilling the required

training needs in the organization.
QUESTIONNAIRE & BIBLOGRAPHY
 Questionnaire

1) Is your training requirement identified and defined?

a) Yes b) No c) don’t know

2) Method you what for training? suggest will be better

a) On the job b) off the job c)Both

3) How often the training programs are being arranged?

a) Regularly b) Very often c) OAI

4) By what methods, you have been given training?

a) On the job b) off the job c) both

5) How often you are maintaining the records of which you are learning?

a) Regularly b) very often c) Not maintaining

6) How do you find your performance, after training?

a) Improved b) Not much c) Stable

7) Does training improve the job knowledge and skills at all level of the
organization?

a) Yes b) No c) don’t know

8) After the training, how will be the behavior of other employees towards
each other?

a) Excellent b) good c)Satisfactory

9) How is the guidance from your trainers while training?

a) Excellent b) good c) Satisfactory

10) Training helps to analyze the problems and to solve them?

a) Yes b) No c) don’t know

11) Does training improves the relationship between Boss and Sub-
ordinate.

a) Yes b) No c) Don’t know

12) How is the procedure, which is being used for getting feedback after
training?

a) Excellent b) good c) satisfactory

13) Does the training helps employees adjust to change?

a) Yes b) No c) don’t know

14) Does training helps a person to handle stress, tension and conflict?

a) Yes b) No c) don’t know

15) Does training helps in understanding and carrying out organizational
polices?

a) Yes b) No c) don’t know

16) Are you satisfied with the training programs, which you have gone
through?

a) Very much satisfied b) satisfied c) not much

17) Does the training program makes a useful contribution to organization

by encouraging people to perform better?

a) Yes b) some extent c) no

18) Does training make the organization a better place to work and live?

a) Yes b) No c) don’t know

 BIBLOGRAPHY

1. Personal Management C.B MAMORIA

S.V. GANKAR

2. Personal Practice of

Management L.M. PRASAD

3. Personal and Human

Resource Management P.SUBBA RAO